HomeMy WebLinkAboutApproval of Ratification of the Police Officers and Police Sergeants Collective Bargaining Agreements with the CityContact Name:
Contact Number:
Meeting Date: December 15, 2021
Item # Special Session
Reviewed By:
Craig Shadrix Department Director
Robert Frank
City Manager: Robert Frank
Background Summary:
The Ocoee Professional Firefighters Union, I.A.F.F. Local 3623 and the City have reached a tentative
agreement on the Collective Bargaining Agreement covering Fiscal Years 20-21, 21-22, and 22-23.
This agreement, which covers Firefighters, Engineers, and Fire Lieutenants, must be ratified by both
the fire -rescue bargaining unit employees and the City Commission to be effective. The fire -rescue
bargaining unit employees have voted to ratify the Collective Bargaining Agreement. The City
Commission is being requested to ratify the Collective Bargaining Agreement as well.
Issue:
The City Commission is required to vote on whether to ratify the Collective Bargaining Agreement that
was ratified by the fire -rescue bargaining unit employees. The Commission is prohibited from amending
any of the terms of the Collective Bargaining Agreement.
Recommendations:
It is the recommendation of staff that the Commission vote to ratify and approve the Collective
Bargaining Agreement.
Attachments:
Attached is the Collective Bargaining Agreement as ratified by the fire -rescue bargaining unit
employees.
Financial Impact:
The Collective Bargaining Agreement provides for a 3% wage increase for FY 20-21, a 5% wage
increase for FY 21-22, and a 4% wage increase for FY 22-23. Additionally, employees in the Firefighter
rank will receive compression adjustments to address internal equity. In each fiscal year, the pay ranges
will be increased to bring the ranges to market, and the paramedic incentive will be increased to be
more competitive in the market. These increases and adjustments, in addition to the City paying for
paramedic school tuition and providing rescue assignment pay, should significantly improve recruitment
and retention. These financial impacts have been provided for the in the budget.
Type of Item: (please mark with an x')
Public Hearing
Ordinance First Reading
_ Ordinance Second Reading
_ Resolution
X Commission Approval
Discussion & Direction
Original Document/Contract Attached for Execution by City Clerk
Original Document/Contract Held by Department for Execution
Reviewed by City Attorney N/A
Reviewed by Finance Dept. N/A
Reviewed by () N/A
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COLLECTIVE BARGAINING AGREEMENT
BETWEEN
IAFF, LOCAL 3623
CITY OF OCOEE
Fiscal Years 2020-21, 2021-22, and 2022-23
T/A Contract 12-1-21
TABLE OF CONTENTS
ARTICLE 1: RECOGNITION AND INTENT OF AGREEMENT
Section1.1
Parties ........................................................................................... 1
Section 1.2
Recognition ................................................................................... 1
Section 1.3
Entire Agreement .......................................................................... 1
Section 1.4
Effect of Laws and Ordinances ..................................................... 1
Section1.5
Purpose ......................................................................................... 2
ARTICLE II: DECLARATION OF PRINCIPLES
Section 2.1 Union Activities .............................................................................. 3
Section 2.2 Non-Discrimination........................................................................ 3
ARTICLE III:
UNION SECURITY AND CHECKOFF
Section3.1
Dues .............................................................................................. 4
Section3.2
Amount .......................................................................................... 4
Section3.3
Remittance .................................................................................... 4
Section 3.4
Recourse ....................................................................................... 5
Section3.5
Minimum Pay ................................................................................ 5
Section 3.6
Withdrawal .................................................................................... 5
Section3.7
Indemnity ...................................................................................... 5
ARTICLE IV: UNION BUSINESS
Section 4.1 Representation and Notice ............................................................ 6
Section4.2 Activities ........................................................................................ 6
Section4.3 Time .............................................................................................. 6
Section4.4 Visitation ....................................................................................... 7
Section 4.5 Solicitation and Distribution ........................................................... 7
Section 4.6 Time -Off Without Loss of Pay ....................................................... 8
Section 4.7 Bulletin Boards and E-mail ............................................................ 8
ARTICLE V: MANAGEMENT RIGHTS
Section 5.1 Functions of Management ............................................................. 9
Section 5.2 Operations and Direction of Work Force ....................................... 9
Section 5.3 Restrictions Under this Agreement ................................................ 9
Section5.4 Waiver ........................................................................................... 9
Section 5.5 Emergencies ................................................................................. 10
Section 5.6 Job Duties ..................................................................................... 10
Section 6.1 Grievance ...................................................................................... 11
Section 6.2 Grievance Procedure .................................................................... 11
Section 6.3 Arbitration ...................................................................................... 13
Section 6.4 Grievances by Non -Union Member ............................................... 15
Fire Collective Bargaining Agreement 2021-2023
T/A Contract 12-1-21
Section6.5 General......................................................................................... 15
Section 6.6 Time Off/Pay................................................................................. 15
ARTICLE VII: PROMOTION
Section 7.1 Promotion Eligibility List and Promotion ........................................ 17
Section 7.2 Application of City PRR................................................................. 19
Section 7.3 Union Representation................................................................... 20
ARTICLE VIII: VOTING........................................................................................ 21
ARTICLE IX: SPECIAL MEETINGS...................................................................22
ARTICLE X: NON-BARBAINING UNIT EMPLOYEES ..................................... 23
ARTICLE XI: INSURANCE AND PENSION
Section 11.1 Insurance...................................................................................... 24
Section11.2 Pension......................................................................................... 24
Section 11.3 Pension Multiplier.......................................................................... 25
ARTICLE XI1: STRIKES...................................................................................... 26
ARTICLE XIII: Time Trades
Section 13.1 Application....................................................................................
27
Section13.2 Payback........................................................................................
27
Section 13.3 Authorization.................................................................................
27
Section 13.4 Emergencies.................................................................................
28
Section 13.5 Qualifications.................................................................................28
Section 13.6 Definition........................................................................................
28
ARTICLE XIV: HOLIDAYS
Section 14.1 Days Observed............................................................................. 29
Section 14.2 Eligibility for Holiday Pay............................................................... 29
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Section 15.1 Eligibility........................................................................................ 30
Section 15.2 Accrual of Leave........................................................................... 30
Section15.3 PRR.............................................................................................. 31
Section 15.4 PTO per Shift................................................................................. 31
ARTICLE XVI: USE OF PERSONAL VEHICLES ................................................. 33
ARTICLE XVII: HOURS OF WORK AND WORK SCHEDULE
Section 17.1 Basic Work Schedule.................................................................... 34
Section 17.2 Overtime....................................................................................... 34
Section 17.3 Assignment of Overtime................................................................ 35
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T/A Contract 12-1-21
Section 17.4 Shift and Non -Shift Overtime........................................................ 39
ARTICLE XVIII: LIGHT DUTY
Section 18.1 Compensation............................................................................... 41
Section 18.2 Determination................................................................................41
ARTICLE XIX: WAGES
Section 19.1 Pay Increases............................................................................... 42
Section 19.2 Paramedic Incentive Pay.............................................................. 42
Section 19.3 Other Incentive Pay....................................................................... 43
Section 19.4 Starting Pay.................................................................................. 44
ARTICLE XX: UNIFORMS AND EQUIPMENT
Section 20.1 Uniforms........................................................................................ 45
Section 20.2 Initial Issue.................................................................................... 45
Section 20.3 Replacement.................................................................................46
Section20.4 Maintenance................................................................................. 47
Section20.5 Changes........................................................................................ 47
ARTICLE XXI: PROBATIONARY PERIOD
Section 21.1 Initial Probationary Period............................................................. 48
Section 21.2 Promotional Probation................................................................... 48
Section 21.3 Grievances....................................................................................48
Section 21.4 Transfers and Waiving Probation .................................................. 48
ARTICLE XXII: REDUCED ACTIVITY PERIOD
Section22.1 Hours............................................................................................ 50
Section22.2 Activity........................................................................................... 50
Section 22.3 Good Health Activities................................................................... 50
Section 22.4 Emergencies................................................................................. 50
Section 22.5 Contact Sports.............................................................................. 51
Section 22.6 Adverse Weather Protocol............................................................ 51
ARTICLE XXIII: CONTIINUOUS EMPLOYMENT
Section 23.1 PTO Vacation Picks...................................................................... 52
Section 23.2 Layoff and Recall.......................................................................... 52
ARTICLE XXV: SAFETY, HEALTH AND PHYSICAL FITNESS
Section25.1 General......................................................................................... 54
Section 25.2 Equipment..................................................................................... 54
Section 25.3 Medical Examinations................................................................... 55
Section 25.4 Cooperation.................................................................................. 56
Fire Collective Bargaining Agreement 2021-2023
T/A Contract 12-1-21
ARTICLE XXVI: WORKING OUT OF CLASSIFICATION
Section 26.1 Out of Class Pay ........................................................................... 57
Section 26.2 Floaters ......................................................................................... 57
ARTICLE XXVIL EDUCATION ................................................................................. 58
ARTICLE XXVIII: VEBA — OTHER POST -EMPLOYMENT BENEFITS
Section 28.1 VEBA Contributions ...................................................................... 60
Section 28.2 Annual Physical Program .............................................................. 60
ARTICLE XXVIX: DURATION ................................................................................... 62
RATIFICATION: ...................................................................................................... 63
APPENDIX A: PAY CHART ................................................................................. 64
APPENDIX B: GRIEVANCE FORM ..................................................................... 65
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ARTICLE I: RECOGNITION AND INTENT
Section 1.1: Parties.
This Agreement (hereinafter "Agreement," "CBA" or "Contract") is entered into by
and between the City of Ocoee (hereinafter, "Employer") and the City of Ocoee
Professional Firefighters Union, I.A.F.F. Local #3623 (hereinafter, "the Union").
Section 1.2: Recognition.
The City hereby recognizes the Union as the exclusive bargaining representative
for all regular full-time employees in the units certified by the Public Employees Relations
Commission certification in Case No. RC-96-008 and Case No. RC-2001-037.
Section 1.3: Entire Agreement.
This Agreement constitutes the entire Agreement and understanding between the
parties and shall not be modified, altered, changed or amended in any respect except on
mutual agreement set forth in writing and signed by authorized representatives of both
parties, and supersedes any and all previous agreements and understandings between
the parties, either written or orally.
Section 1.4: Effect of Laws and Ordinances.
Nothing in this Agreement shall require either party to act in violation of any federal
or state law or city ordinances and regulations, which shall take precedence when
inconsistent with Agreement. In the event that any of the provisions of this Agreement
shall be held in violation of any federal or state law or city ordinances as applied to this
specific Agreement, such determinations shall not in any way affect the remaining
provisions of this Agreement, unless otherwise provided by law.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
Section 1.5: Purpose.
It is contemplated that this Agreement will ensure that members of the bargaining
unit will at all times be responsible to and make every effort to carry forward the legitimate
activities and functions of the Department with alacrity and dispatch, and will accept and
promptly execute all lawful orders and instructions given to them, and by defining the City
obligations to the Union and members of the bargaining unit, thus avoiding disputes due
to misunderstandings; as well as providing a procedure for resolution of any claims that
this collective bargaining agreement has been violated.
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ARTICLE II: DECLARATION OF PRINCIPALS
Section 2.1: Union Activities.
City employees shall have the right to be represented by an employee organization
of their own choosing or to refrain from doing so in accordance with Florida Statutes
Chapter 447.
Section 2.2: Non -Discrimination.
A. There shall be no illegal discrimination against any employee in
examination, training, promotion, retention, or any other personnel action because of
race, color, creed, sex, sexual status, religion, age, national origin, marital status, or
legally recognized disability.
B. Employees with a legally recognized disability, who are otherwise
qualified, will be provided reasonable accommodation as determined by the City to fulfill
the essential functions of their job so long as such accommodation does not constitute
an undue hardship to the City.
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ARTICLE III: UNION SECURITY AND CHECKOFF
Section 3.1: Dues.
The Employer will deduct bi-weekly Union dues from the paychecks of those Unit
employees who authorize such deduction in writing in the manner allowed by law.
Deductions will begin the second pay period after the Employer receives such written
authorization. No deduction shall be allowed for payment of initiation fees, assessment
or fines.
Section 3.2: Amount.
The Union will notify the City Director of Human Resources (hereinafter "HRD") as
to the amount of dues. This notice must state the biweekly amount in dollars and cents
for each individual member. Such notification will be certified to the HRD in writing over
the signature of an authorized officer of the Union at least thirty (30) calendar days in
advance of the effective date of such change. The City shall charge the deduction as
soon as practically consistent with its normal bookkeeping procedures, but no less than
thirty (30) days after the change is certified to the HRD, so long as the certification is
legally sufficient.
Section 3.3: Remittance.
With written instructions provided by the Union and a written authorization from the
employee acceptable to the City, the City will direct deposit Union members' dues to the
Union's account, provided the Union pays the same administrative cost for direct deposits
that each non -charitable organizations are charged for direct deposit by the City. Direct
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deposits will cease upon written notice, next payroll following written notice from the
employee of same.
Section 3.4: Recourse.
If there is an amount deducted in excess of what is authorized by the employee,
the City will reimburse the employee provided a timely grievance is filed if the excess
deduction was made as a result of a mistake by the City; otherwise, the employee shall
have recourse only against the Union.
Section 3.5: Minimum Pay.
No deduction shall be made from the pay of any payroll period in which the
employee's net earnings for that payroll period, after other authorized or legally required
deductions, are less than the amount of dues to be checked off.
Section 3.6: Withdrawal.
Any member can stop payroll deduction by giving written notice to the Public
Employer and the Union. The Employer shall stop the deductions thirty (30) days after
receipt of written notice from the employee.
Section 3.7: Indemnity.
The Union will indemnify, defend, and hold the City harmless against any and all
claims, demands, or suits or other forms of liability that shall arise out of, or by reason of
action taken or not taken by the City on account of payroll deductions of Union dues.
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ARTICLE IV: UNION BUSINESS
Section 4.1: Representation and Notice.
The Union shall be represented by its President. The Union shall notify the HRD
in writing of the names of its President, as well as any designated substitute for the
President to serve as the Union representative in the President's absence. The City is
not required to deal with anyone as a representative of the Union except its President or,
in his/her absence, his/her designee identified by the Union President in writing. The City
will deal with only one (1) representative of the Union with respect to each matter or
grievance raised.
Section 4.2: Activities.
The Union President, or his designee, shall carry out their activities on behalf of
the Union, including investigating or settling grievances, after 5:00 p.m., except in cases
of emergencies the Union President, or his/her designee, with prior permission from the
Chief, or his designee, may engage in such activities prior to 5:00 p.m., so long as there
is no interference with the work activities of employees or the mission of the Department.
When the Union President, or his/her designee, is engaging in such activities while on
duty, there shall be no loss of pay. When the Union President, or his/her designee, is
engaging in such activities when they are off duty, they shall not be entitled to pay.
Section 4.3: Time.
It is expected that the investigation and processing of grievances, by the Union
President, or his/her designee, to the extent that the time of unit employees is required,
will occur during the off -duty time of those involved.
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Section 4.4: Visitation.
The Chief, or his/her designee, shall permit one authorized non -employee
Business Agent of the Union reasonable access to the Fire Stations to handle grievances
arising under this Agreement prior to 5:00 p.m., provided that such visits do not disrupt
routine operations as determined by the Chief, or his/her designee. The Business Agent
designed to have access to the Department shall first obtain the permission from the
Chief, or his designee before coming into any working area, and may, at the option of the
Chief, or his/her designee, be accompanied by a managerial employee in the event the
Union agent needs to visit a particular area of a station. The Business Agent will not in
any way interfere with the work of employees or the operations of the Department. If,
during a visit, the Business Agent wishes to have a private conversation with an
employee, the Chief, or his/her designee, will allow the same consistent with his/her
determination of operational needs. If the Union Business Agent needs access prior to
5:00 p.m., he shall obtain permission from the Chief, or his/her designee, which
permission will not be denied unreasonably. During any such visit, the Business Agent
shall not interfere with the work or the operations of the Department.
Section 4.5: Solicitation and Distribution.
Except as modified by this Agreement, the Union, its members, agents,
representatives and all persons acting on its behalf, including the Employer's employees
covered by this Agreement, are strictly prohibited by law and this Agreement from
soliciting any of the Employer's employees, for Union purposes, during the work time of
any employee involved, and from distributing Union literature in any work area at any
time. It is understood and agreed that any employee who violates either of these
Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
prohibitions is subject to discipline. ("Work time" is any time, exclusive of breaks or
mealtime during the hours of a shift.)
Section 4.6: Time -Off Without Loss of Pay.
With respect to disciplinary proceedings under the City Personnel Rules and
Regulations (hereinafter "PRR"), bargaining unit employees who participate in such
proceeding, including an employee representative of the employee, if any, shall be treated
the same as all other City employees with respect to time off and pay. With respect to
contract negotiations between the Union and the City Manager, the Union President shall
not lose any pay for the work hours spent participating in such contract negotiations.
Section 4.7: Bulletin Boards and E-mail.
The Employer agrees to set aside space for a bulletin board (not to exceed 30" by
24") to be provided by the Union for its use in informing its membership as to Union
business at each station. It is however, agreed and understood that materials to be
posted or transmitted to bargaining unit members via e-mail regarding Union business
will be submitted to the Chief or his/her designee for review beforehand, and that
materials which are derogatory, abrasive, abusive, or critical about any person, or City
policy, practice, employees or officials are intemperate in language and/or are not related
to legitimate Union business, or which are factually inaccurate, will not be approved and
if posted without advance approval of the Chief or his/her designee may be immediately
removed by the City. The bulletin board may not be used for any political purpose or to
support or oppose any political candidate or issue; provided however, it may be used for
internal elections held by the Union among its membership.
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ARTICLE V: MANAGEMENT RIGHTS
Section 5.1: Functions of Management.
It is the function of management to determine and direct the policies, mode and
method of providing its services without any interference in the management and conduct
of the City's operations on the part of the Union or any of its representatives.
Section 5.2: Operations and Direction of Work Force.
The City shall continue to exercise the exclusive right to take any action it deems
necessary or appropriate in the management of its operations and the direction of its work
force. The City expressly reserves all rights, powers and authority customarily exercised
by management, and functions which the City has not expressly modified or delegated by
express provisions of this Agreement.
Section 5.3: Restrictions Under this Agreement.
The City reserves and retains fully and completely any and all management rights,
prerogatives and privileges except to the extent that such rights, prerogatives and
privileges are specifically limited by some express provision of this Agreement.
Section 5.4: Waiver.
The City's failure to exercise any function or right hereby reserved to it, or its
exercising any function or right in a particular way, shall not be deemed a waiver of this
right to exercise such function or right, nor preclude the City from exercising the same in
some other way not in conflict with the express provisions of this Agreement.
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Section 5.5: Emergencies.
If, in the sole discretion of the City Manager, it is determined that a civil emergency
condition exists, including but not limited to riots, civil disorders, hurricane conditions or
other catastrophes, the provisions of this Agreement may be suspended by the City
Manager during the time of the declared emergency, except for monetary provisions.
However, the processing of grievances shall be suspended only until regular business is
resumed by the City. All bargaining unit employees are considered essential employees
for purposes f declared emergencies.
Section 5.6: Job Duties.
It is understood by the parties that every incidental duty connected with operations
enumerated in job descriptions is not always specifically described and employees, at the
discretion of management, may be required to perform other duties not specifically
contained in their job description.
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ARTICLE VI: GRIEVANCE, MEDIATION AND ARBITRATION
Section 6.1: Grievance.
A grievance is defined as a difference between the City and any bargaining unit
member or the Union involving an alleged violation or misapplication of a specific
provision of this Agreement. When an Article or Section in this contract references or
incorporates the City Personnel Rules and Regulations (PRR) a claimed violation,
misapplication or misinterpretation of the PRR shall be subject to this Article. The parties
agree that bargaining unit employees will be disciplined for just cause only.
Section 6.2: Grievance Procedure.
Whenever a grievance as specified in Section 6.1 arises between the City and the
unit members or the Union, the matter will be handled in accordance with the following
procedure. The term "days" as used in this Article shall refer to calendar days.
Within five (5) days after the act or occurrence which gives rise to the
grievance, or the unit member knew or should have known of such act or
occurrence, whichever first occurs, the unit member may meet to discuss
the grievance with the unit member's immediate supervisor in an attempt to
resolve same.
Step11: If the grievance is not settled in the informal procedure, noted
above, or if the grievant decides to proceed with a formal grievance, the
grievance must be reduced to writing and signed by the unit member, within
ten (10) days after the occurrence which gave rise to the grievance, or the
unit member knew or should have known of such act or occurrence, and
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presented to the unit member's Battalion Chief. The written grievance must
include:
a. A statement of grievance and a summary of the facts on which
the grievance is based.
b. The remedy requested.
A copy of the grievance form is hereby adopted and placed in the
appendices.
The Battalion Chief, will respond in writing within ten (10) days after receipt
of the grievance.
Step 2: If the grievance is not settled in Step 1, within ten (10) days of
receipt of the Battalion Chief's response in Step 1, the grievant or Union
may file the grievance, with the Fire Chief. Within ten (10) days of delivery
of the written Step 2 grievance, the Fire Chief, or his designee, shall meet
to discuss the grievance with the grievant and/or Union representative. The
Chief or his designee shall respond in writing within ten (10) calendar days
after the meeting.
Step3: If the grievance is not resolved in Step 2, the grievant may file the
grievance with the City Manager within ten (10) days after receipt of the
Step 2 response. The City Manager, or his designee, shall hold a meeting
with the grievant and Union to discuss the grievance within ten (10) days
after receipt of the grievance. The City Manager, or his designee, shall
respond, in writing, within ten (10) days after the meeting
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6.2:1 Failure of the City to respond at any step shall allow the grievant to proceed to the
next step within the time limits just as if the City had denied the grievance in writing on
the last day an answer was due. The unit member grievant shall be entitled to be present
at any meeting held under Step 2 or Step 3.
6.2:2 When bringing a grievance in its name, the Union may file at either Step 2 or Step
3 depending on the circumstances surrounding the grievance.
6.2:3 When denying a grievance, in whole or in part, management's response shall
contain the specific reason(s) for denial. Generic denials such as," the grievance has no
merit" or "the grievance is denied," shall not be sufficient. All grievance responses
originating at Steps 2 and 3 shall be forwarded to the grievant and the Union.
6.2:4 All disciplinary matters involving unpaid suspension, demotion, or termination may
be appealed through the grievance process.
6.2:5 The parties may extend any of the time limits in this Article upon mutual written
agreement.
Section 6.3: Arbitration.
If the grievance is not resolved through above steps, the grievance may be
submitted to binding arbitration by the Union. Arbitration proceedings must be initiated by
serving of a written request for arbitration by the Union within ten (10) days after the City
Manager's response. Submission to the arbitrator shall be based exclusively on the
written grievance as submitted in Steps 1, 2 and 3 of the grievance procedure.
The arbitrator selected shall decide the dispute by using the preponderance of
evidence standard and such decision shall be final and binding on the parties. The
expenses of the arbitrator shall be borne equally by the parties; and, each party shall be
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responsible for its own attorneys' fees, any court reporting services it wishes to use, and
the wages of unit members, whether they be witnesses, potential witnesses,
representatives, or grievant, it utilizes in any arbitration proceeding. However, it is agreed,
that should unit members be on duty during the procedure, the unit members shall suffer
no loss of pay or benefits.
The jurisdiction of the arbitrator is limited and confined to determining whether
there has been a violation of the express terms of this Agreement. The arbitrator shall in
no way alter, amend, or modify the terms of this Agreement. The time limits may be
extended in writing by mutual consent of the parties.
A. Within ten (10) calendar days from receipt of the notice of the intent to
invoke arbitration, the Union shall request a list of nine (9) arbitrators from the Federal
Mediation and Conciliation Service, all of whom must reside in the State of Florida. The
Union shall supply the City with a copy of the list of arbitrators. The Union and the City
will alternately eliminate one at a time from said list of names of persons until only one
remains, and that person will be the arbitrator. The City and the Union will alternate in the
right to first strike names in successive arbitrations.
B. As promptly as possible after the arbitrator has been selected, he should
conduct a hearing between the parties and consider the grievance. The decision of the
arbitrator will be served upon the unit member(s) aggrieved, the City and the Union in
writing. It shall be the obligation of the arbitrator to make his best effort to rule within
twenty-one (21) business days after the hearing.
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Section 6.4: Grievances by Non -Union Member.
When the Union refuses to process a grievance for a unit member because of the
unit member's non -membership in the Union, the unit member shall have the right to
process a grievance under this Agreement, but cannot require arbitration of the grievance
unless the law requires otherwise, in which event, the unit member shall have all the rights
and assume all the burdens, limitations and obligations, including financial obligations, of
the Union under this Article and any other Article that may apply to his grievance. The
unit member will not be entitled to any other grievance process.
Section 6.5: General.
A. Each grievance shall be arbitrated in a separate proceeding unless the
parties mutually agree otherwise.
B. The filing of a grievance shall in no way interfere with the right of the City to
proceed to carry out its management responsibilities, subject to the final resolution of the
grievance, except terminations.
Section 6.6: Time Off/Pay.
Step 1 of the grievance procedure shall be carried out during the unit member's
work hours at a time and place designated by the Chief based on operational needs, and
the unit member shall lose no pay. The City shall determine when Steps 2 and 3 shall be
processed, and if the Step or Steps, including Arbitration, are processed during their
scheduled working hours, neither the Union Representative nor the grievant shall lose
pay. Unit member witnesses, other than grievant, whom the City Manager may at his
option choose to interview shall lose no pay if interviewed during their working hours, and
if interviewed after or before such hours, shall be paid for such time as if they were
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performing other work for the City. Otherwise, the City shall not be responsible to pay
any unit member representative, officer or agent of the Union for any time spent
processing grievance matters but will allow one such person plus the grievant per
grievance reasonable time off without pay for said activities upon reasonable prior notice
if in management's opinion work requirements will allow such absence.
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ARTICLE VII: PROMOTION
Section 7.1: Promotion Eligibility List and Promotion.
A. 1. This Article is promulgated to establish procedures to be followed in the
selection of departmental personnel for promotion to the ranks of Lieutenant and
Engineer. All Lieutenant examinations will be given in the month of June on even
numbered years and all Engineer exams will be given in the month of June on odd
numbered years. The lists for each position will be in effect until the next test is
completed in the month of June. If the list is exhausted new examinations will be
given earlier as determined by the Chief in order to facilitate operational needs.
Only employees whose last two (2) annual job performance evaluations were
"above operational" or better and whom the Chief determines meet the minimum
qualifications in the job description for the position will be eligible to take the test
and they must have combat experience as provided below:
Engineer— Three years with the Ocoee Fire Department, must be a relief Engineer
for one year, possession of a Driver/Operator certificate of completion from an
accredited institution, and completion of Company Officer (40 hours) and Tactics
and Strategy 1 (40 hours), and Fire Officer I State of Florida Certification. An A.S.
degree in Fire Science can be substituted for the Company Officer, Tactics and
Strategy I, and Fire Officer 1. The Fire Officer I requirement shall be effective June
1, 2023.
Lieutenant — Five years with the Ocoee Fire Department, currently hold the rank
of Engineer for one year, and completion of Fire Officer I and / or an A.S. degree
in Fire Science. Effective June 1, 2023, the qualifications shall include Fire Officer
II State of Florida Certification, or an A.S. degree in Fire Science.
2. The Chief will publish the minimum qualifications as set forth in the job
description and of the study references on the City bulletin board at each station
not less than ninety (90) days in advance of the examinations.
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3. Employees who wish to be placed on the promotion list must notify the
Chief in writing not less than thirty (30) days of the first test given for the year for
the position.
B. The Chief shall recommend the contents of the test and the minimum
passing score for each position to the City Manager, who shall consider the Chief's
recommendation and determine same. The Chief shall set the minimum standard for
other practical testing.
C. The promotional eligibility list will be comprised of the candidates who have
the minimum passing test score. One-half point for each year of continuous service as an
Ocoee Fire Department employee (1/2 X years) will be added to the candidate's passing
score to establish the final rank order eligibility list.
D. 1. Employees with more than one written warning or more severe discipline,
or who are on a last chance agreement making them ineligible for promotion, within
one year prior to the last date for applying for the tests shall not be eligible to apply.
2. Employees who apply for the test who receive more than one written
warning or more severe discipline, or who are placed on a last chance agreement
making them ineligible for promotion, within one year prior to the date of the test
shall not be eligible to test.
3. Employees who are on the eligibility list who receive more than one
written warning or more severe discipline, or who are placed on a last chance
agreement making them ineligible for promotion, within one year after they were
placed on the eligibility list shall not be eligible for promotion until they have
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received no disciplinary action for three hundred sixty-five (365) daysx after the
latest action.
E. If the vacancy is not filled from the existing list as provided
above, the Chief may fill the vacancy as he deems fit, provided he may not
fill the position with a non -employee or employee who does not take and
pass the same test as given all eligible employees who apply to take the
test.
F. Any firefighter promoted to engineer will receive the minimum
of the engineer pay range or a 5% pay increase, whichever is greater,
effective the date of promotion. Any employee that is promoted from
engineer to lieutenant will receive the minimum of the lieutenant pay range
or a 7% pay increase, whichever is greater.
G. Any employee expected to receive an adjustment over this
three-year period, and is promoted during that time, shall receive his/her
entire adjustment amount and then the promotional pay grade increase
Any COLA raise will have no bearing effect on promotional raises.
Section 7.2: Application of City PRR.
City Personnel Rules and Regulations shall not apply to Article VI I.
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Section 7.3: Union Representation.
All promotional exams will allow a union representative of the union's choice, that
is not involved in the promotional process, present during written test, practical test,
scenario -based evaluation and accumulation of all test scores for a combined total score
for each promotional candidate in accordance with the Fire Department's Policies &
Procedures on Union representation during testing. When a candidate is testing for
position of lieutenant a lieutenant will be present. When a candidate is testing for
engineer, an engineer will be present.
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ARTICLE VIII: VOTING
Employees, who are on duty on an election day, will be allowed to take time off
without loss of pay to vote on City Property or at other polling places within the City. The
time they take off to vote will be determined by the Chief. All other employees shall vote
on their own time — by absentee ballot or as otherwise permitted by law. If an employee
who is not scheduled to work on an election day whose voting precinct is not in the City
of Ocoee is called into work so that he/she cannot vote on his/her own time, the Chief
shall make operational arrangements for the employee to vote without loss of pay.
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ARTICLE IX: SPECIAL MEETINGS
The City (Two members of Fire Department management and one member of the
Human Resource Department) and the two Union officers shall meet and confer on
matters of interest upon the request of either party. Such special meetings shall be held
on a date and at a time and place mutually agreeable to the parties with a minimum of
four a year. Ten days prior to the meeting an agenda of all topics to be discussed shall
be furnished to all. The Union shall have the right, at these meetings, to recommend to
the Management, corrections of any inequities known to the Union; however, the City
shall not be obliged to take any action based on such recommendations. Meetings held
under this Section shall not be considered a substitution for the grievance procedure or
the right to collective bargaining under the Public Employees Relations Act.
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ARTICLE X: NON -BARGAINING UNIT EMPLOYEES
The City may use non -bargaining unit employees to perform non -emergency work
when the City determines it is operationally required so long as bargaining unit members
are utilized for emergency work when outside fire department personnel are requested
for manpower. The City reserves the right to hire up to three reserves to supplement
emergency and non -emergency operations so long as it does not replace any position
necessary to maintain minimum staffing levels and the reservist meet and maintain the
same qualifications as bargaining members.
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ARTICLE XI: INSURANCE AND PENSION
Section 11.1: Insurance.
During the term of this Agreement, the City shall provide the same health, medical,
dental insurance, and short/long term disability under the same terms and conditions for
bargaining unit employees and their dependants that it provides for the City's non -
bargaining unit, non-exempt employees and their dependents. During the term of this
agreement should the City decide to change premiums, co -pays, co-insurance and/or
provide incentive programs, the bargaining unit employees will be required to participate
as all other non -bargaining unit employees. Bargaining Unit Members that fail to show
up for a scheduled appointment at the health center shall pay a scheduled $25.00 charge
unless the bargaining unit member is unable to arrive on time due to an emergency call
or other Department operational need.
Section 11.2: Pension.
All bargaining unit positions and employees in those positions, covered by this
Agreement, shall be covered by the FS Chapter 175 Plan as established by the City of
Ocoee provided, they meet the eligibility requirements of same. The Pension Ordinance
shall be amended, effective upon the date of the amendment, to provide that the minimum
in -line of duty disability benefit shall be increased from no less than 42% to no less than
55% of Average Final Compensation.
The City agrees to contribute no less than 12% of the fire unit member's payroll
to the Pension Fund during the term of this agreement. The bargaining unit members'
pension contribution shall be 8% of pensionable earnings.
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Accrued paid time off at separation will not count toward final average
compensation for pension benefits.
For purposes of Pension calculation, the employee shall receive monetary credit
as part of their final average compensation for up to 300 hours of overtime as per State
Statute.
Members who enter the Deferred Retirement Option Plan (D.R.O.P) may elect to
either have their account credited with interest at the rate of 2% per annum or credited
with the actual net rate of return of the fund, but not less than 0%. One change is election
is permitted.
The Parties mutually agree and consent that effective October 1, 2021, the
Chapter 175 base premium tax revenues (i.e., $282,130.75) and the Chapter 175
additional premium tax revenues (i.e., Chapter 175 premium tax monies received in
excess of $282,130.75) shall be allocated in accordance with the statutory default in
Section 175.351, Florida Statutes, except that the City's 50% of the additional premium
tax revenues shall be used to reduce the unfunded actuarial accrued liability of the
Chapter 175 Plan as long as such liability exists, and thereafter shall be applied to reduce
the City's annual required contribution to the Chapter 175 Plan.
Section 11.3: Pension Multiplier.
The City and the Union agree that the pension multiplier will remain at 3.5% for
employees hired before September 30, 2015 and 3.25% for employees hired on or after
September 30, 2015.
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ARTICLE XII: STRIKES
The Union and bargaining unit members shall not promote, sponsor, engage in, or
condone any work stoppage, boycott, slow -down, strike, disruption of City operations,
picketing or other withholding of limitation of services for any reasons and shall abide with
F.S. §447.505.
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ARTICLE XIII: TIME TRADES
Section 13.1: Application.
Time Trades shall be submitted sixty (60) hours prior to the beginning of the time
trade sought and must be approved in advance by the Chief, or his/her designee.
Section 13.2: Payback.
Employees shall not trade time in exchange for financial or other forms of
compensation and shall have up to (1) year from the date of the initial time trade date to
payback a time trade. Failure to pay back a time trade within the one (1) year timeframe
will result in the suspension of time trade rights for the following 12 months absent
circumstances beyond the employee's control. Employees will only be able to accrue a
maximum of ten (10) time trades. Under no circumstances will the department be
responsible for the payback of time trades.
Section 13.3: Authorization.
Employees shall be responsible for utilizing the electronic scheduling program to
submit the
time trade request to the on -duty
Battalion Chief for approval. It is
the
employees'
responsibility to ensure that their
time swap has been approved.
The
Battalion Chief may deny time swap request due to departmental needs, staffing, or time
trade violations resulting in suspension of time trade rights or discipline. The privilege of
trading time may be suspended or revoked at any time for abuse of the privilege.
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Section 13.4: Emergencies.
The only exception to the Section 13.1: Application will be in the case of an
emergency, and with permission of the Chief or designee. An emergency is defined as:
a. A serious, unexpected, and often dangerous situation requiring
immediate action, or
b. A serious medical condition requiring immediate action.
Section 13.5: Qualifications.
Employees can only time trade with employees qualified to work in the same
classification. EMT's can normally only time trade with EMT's and Paramedics can only
time trade with Paramedics. If staffing allows for the day, EMTs shall be permitted to time
trade with paramedics if this does not create an overtime need at the time the time trade
request is submitted.
If the employee that was scheduled to time trade is moved to a ride up position,
that employee shall receive ride up pay.
Section 13.6: Definition.
A time trade is defined as any exchange of time during a shift, no matter how many
hours are involved. Any consecutive time traded on a shift will count as one (1) time trade
in regards to the maximum of (10) time trades allowed for accrual. No permanent or
standing time trades are allowed.
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ARTICLE XIV: HOLIDAYS
Section 14.1: Days Observed.
A. The observed holidays are:
January 1
January —Third Monday
May — Last Monday
July 4
September — First Monday
November — Fourth Thursday
November — Fourth Friday
December - 24
December 25
Section 14.2: Eligibility for Holiday Pay.
New Year's Day
Martin Luther King, Jr. Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
A. An employee must be on an approved paid leave or work the normal
schedule of hours, on the regularly scheduled working day immediately prior to and
immediately following a holiday, in order to qualify for the holiday time or pay.
• •.
Bargaining unit employees; on a 24/48 schedule shall be paid an additional
twelve (12) hours at their straight time hourly rate or 12 hours of comp time for each of
the above holidays.
C. When a bargaining unit employee on a 24/48-hour schedule works
on a scheduled holiday, the employee shall receive holiday pay, if he/she meets the
eligibility requirements, plus time and one half (1 '/2) his/her straight time rate for the
holiday (a total of 18 hours of pay) or 18 hours of comp time.
D. When an employee is scheduled to work on a holiday but fails to do so,
ARTICLE XV: PAID TIME OFF
Section 15.1: Eligibility.
A. Only full-time employees and full-time probationary employees will be
allowed to accrue paid time off (PTO).
B. Full-time probationary employees shall accrue paid time off during their
initial probationary period but shall not be permitted to take same during the initial six
(6) months of employment unless approved by the Fire Chief. Paid time off not taken
by a full-time employee who does not successfully complete the first six (6) months of
the initial probationary period, including resigning, shall not be paid any accrued hours
upon termination of employment.
C. Any employee within the initial one-year probationary period of time that
calls off work and cannot show an emergency reason for calling off may be subject to a
written warning for failure to report to work as scheduled.
Section 15.2: Accrual of Leave.
Each employee shall receive an additional 24 hours of paid time off added to their
accruals after October 1st each year of this Agreement and only after the employee has
worked for the City for one year.
A. Full-time employees earn Paid Time Off (P.T.O.) as follows:
One through five years of service -
10.62 hours bi-weekly
(276.16 hours per year)
Six through ten years of service -
13.39 hours bi-weekly
(348.18 hours per year)
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Eleven years +
15.23 hours bi-weekly
(396.00 hours per year)
B. A full-time employee can only accrue up to 580 hours of paid time off.
Section 15.3: PRR.
The other rules and conditions with respect to paid time off are as set forth in the
PRR. However, any employee requesting time off shall request no less than 8 hours or 4
hours comp time minimum, except for approved educational purposes.
Section 15A PTO per Shift.
No more than three (3) bargaining unit employees will be allowed off each shift.
What does and does not count towards the maximum number of rank and file allowed off
is listed below.
A. What DOES NOT COUNT toward the maximum number of employees allowed
off each shift:
Light Duty (LD) due to work related injuries or pregnancy
Permanent Vacancies
Leave with Pay (LWP) approved by the Fire Chief for the benefit of the department.
Bereavement Leave (BL)
Jury Duty (JD)
Court Leave related to City business
Military Leave (ML) as required by state statute up to 240 hours
Depositions/Subpoena related to City business
B. What DOES COUNT toward the maximum number of employees allowed off
each shift:
Paid Time Off (PTO) vacation picks
Comp Time
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Leave without Pay (LWOP)
Family Medical Leave Act (FMLA)
Domestic/sexual violence leave
Use of leave donation
All PTO requests and PTO cancellation requests must be submitted (and
approved) in writing to the Battalion Chief prior to 62 hours (1700 hrs on current shift)
before the next scheduled on -coming shift. Any deviation from this is subject to approval
by the Fire Chief or designee.
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ARTICLE XVI: USE OF PERSONAL VEHICLES
When employees are required by management to use their own vehicles for City
business, e.g., transferring from station to station after the start of their shift, they shall be
entitled to be paid mileage under the same terms and conditions as other City employees,
as provided in Section 10 of the PRR. Employees shall utilize the department provided
travel forms for submission to their Battalion Chief for approval, and are required to submit
the forms on the same day as their travel.
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ARTICLE XVII: HOURS OF WORK AND WORK SCHEDULE
Section 17.1: Basic Work Schedule.
A. The basic work schedule shall be twenty-four (24) hour shifts on and forty-
eight (48) hours off with a starting time of 7:00 a.m. The City agrees not to change the
starting or ending time for the regular work schedule, except, in the case of a temporary
emergency, without notice to the Union and upon a request from the Union made within
ten (10) calendar days after notice of the schedule change, the parties shall meet and
negotiate the impact of same. Absent mutual agreement, any dispute arising under this
Section will be resolved under the FI. St. 447, impasse resolution process.
B. Lunch Periods are scheduled pursuant to Department Policies and
Procedures.
Section 17.2: Overtime.
A. Non-exempt employees are to report all hours worked. Non-exempt
employees should not begin work before the beginning of their schedule or after the end
of their schedule without permission; however, if they do perform work before or beyond
their schedule, they are to report it as hours worked on their time sheet or record.
Overtime will be authorized or directed only when it is in the interest of the City and is the
most practicable and economical way of meeting workloads or deadlines.
B. Non-exempt bargaining unit employees will receive overtime pay in
accordance with the Fair Labor Standards Act for all hours worked in excess of one
hundred six (106) hours in a fourteen (14) day work cycle. The member has an option to
receive the half-time for built-in overtime (i.e., the regularly scheduled hours worked in
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excess of 106 hours each work cycle) as pay or convert to comp time which would also
include paramedic incentive.
C. For the purposes of overtime computation, PTO not approved in advance
of 62 hours, jury duty, annual military leave and other absences from duty, whether paid
or not, shall not be considered as time worked, provided, however, paid holidays and paid
personal leave used for a scheduled vacation approved in advance or 62 hours shall be
considered for employees on a Section 7(k) schedule as up to twenty-four (24) hours
worked.
D. Employees shall be required to work overtime when assigned unless
excused by supervision. An employee desiring to be excused from overtime work
assignments for good and sufficient reasons shall submit a request to the immediate
supervisor, in accordance with the overtime Policy and Procedures.
Section 17.3: Assignment of Overtime.
When the Battalion Chief or his/her designee determines there is a need to
schedule personnel for scheduled overtime, the following procedure will apply.
All combat personnel will be placed in one of the three following classifications
according to their current rank and/or EMS licensure: Lieutenant, Engineer, and
Firefighter.
Example 1 (Unscheduled PTO): If three (3) personnel are on PTO and an
employee uses unscheduled PTO generating overtime, the Battalion Chief will utilize the
overtime list to hire a replacement based on the classification of the employee using
unscheduled PTO. If no employee in the appropriate classification accepts the overtime,
the Battalion Chief will follow the procedure through each available list. If all attempts are
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exhausted without filling the overtime, the Battalion Chief will utilize the forced overtime
list to hire a replacement based on the classification of the employee using unscheduled
•
Example 2 (Unscheduled PTO for Out of Grade Position): If an employee is
scheduled to ride out of grade and uses unscheduled PTO generating overtime, the
Battalion Chief will hire overtime off the list for the position in which the employee was
scheduled to ride up. If no employees in the appropriate classification accept the
overtime, the Battalion Chief will follow the procedure through each available list. If all
attempts are exhausted without filling the overtime, the Battalion Chief will utilize the
forced overtime list for the position the employee was scheduled to ride up in.
Example 3 (Vacancy): If three (3) personnel are on PTO and there is a vacancy
that generates overtime, the Battalion Chief will hire for overtime to fill the highest-ranking
position based on personnel on PTO. If no overtime is accepted by employees in that
position, the process will repeat itself accordingly through the other list, if positions are
available. If no employees accept the overtime, then the Battalion Chief will ride
employees up out of grade and utilize the firefighters' forced overtime list.
Example 4: The below example will apply to overtime created by the following
situations:
• Light Duty due to work related injuries and pregnancy
• Leave with Pay (LWP) approved by the Fire Chief for the benefit of the
Department
• Bereavement Leave (BL)
• Jury Duty (JD)
• Court Leave related to City business
• Military Leave (ML)
• Depositions/Subpoena related to City business
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If three (3) personnel are on PTO, and there is a need for overtime due to any of
the reasons listed above, the Battalion Chief will hire based on a classification -for -
classification replacement, unless otherwise directed by management. If no overtime is
accepted by employees in the classification causing the overtime, the process will repeat
itself accordingly through the other lists if positions are available. If no employees accept
the overtime, then the Battalion Chief will ride employees up out of grade and utilize the
firefighter's forced overtime list.
Example 5: The below example will apply to overtime created by the following
situations:
• Paid Time Off (PTO) vacation picks
• Comp Time
• Leave without Pay (LWOP)
• Family Medical Leave Act (FMLA)
• Domestic/sexual violence leave
• Use of leave donation
• Light Duty absences required by a healthcare provider for pregnancy
If three (3) personnel are on PTO and there is a need for overtime due to any of
the reasons listed above, the Battalion Chief will hire for overtime to fill the highest-ranking
position based on personnel on PTO. If no overtime is accepted by employees in that
position, the process will repeat itself accordingly through the other list, if positions are
available. If no employees accept the overtime, then the Battalion Chief will ride
employees up out of grade and utilize the firefighters' forced overtime list.
Example 6 (Combination of Time Off): If there is a need to hire overtime due to
any combination of leave identified in the previous examples (PTO, Unscheduled PTO,
Vacancy, or any leave identified in example 4 & 5, etc.), the Battalion Chief will hire for
overtime to fill the highest-ranking position based on personnel based off of personnel
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utilizing the examples above. If no overtime is accepted by employees in that position,
the process will repeat itself accordingly through the other list, if positions are available.
If no employees accept the overtime, then the Battalion Chief will ride employees up out
of grade and utilize the firefighters' forced overtime list.
The current overtime lists will be maintained by the Battalion Chief utilizing the
department electronic scheduling system. These lists will cycle through all personnel,
year to year, and continue reverting back.
Personnel contacted for the scheduled overtime assignment will have the
opportunity to either accept or refuse the assignment. If the assignment is accepted and
that person works eight (8) or more hours that person will be placed on the bottom of the
list. When a scheduled overtime phone call results in a voicemail, answering machine or
a "no answer", said individual will be placed at the bottom of the list.
When hiring overtime for the next shift, the Battalion Chief will make one attempt
at contacting the emergency callout number. That will constitute a contact and that
person will be placed on the bottom of the list. When hiring overtime that is more than
twenty-four (24) hours from the start of the shift, the Battalion Chief will wait five minutes
and then move on to the next person and follow the above procedure.
If after following the procedure outline above, no employee that management
considers qualified accepts the overtime, the Battalion Chief will assign overtime as
he/she deems appropriate.
If no employee accepts overtime forced overtime will be utilized. The least senior
employee in the needed classification on the off -going or on -going shift will be held to
work overtime.
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Further, when overtime is forced, based on classification, the forced overtime will
be rotated through all members in that classification on that particular shift, to ensure the
same member is not continually forced to work the overtime assignment. Personnel
working greater than (4) four hours of forced overtime in a 24-hour period will be moved
to the bottom of the forced overtime list. Personnel working less than (4) four hours will
remain in their current position on the forced overtime list. However, overtime cannot be
mandatory if the employee is on list as unavailable at time of overtime.
A fire inspector/certified firefighter may be used for the assignment of overtime as
agreed upon in the Department Policy and Procedures. The procedure, hours and
qualifications will be incorporated in this department Policy and Procedures.
Section 17A Shift and Non -Shift Overtime.
Overtime necessitated by a regular shift vacancy, or because of the Department
placing an additional unit or apparatus in service either for a full or partial shift (e.g., boat,
tanker, brush truck, peak rescue unit, engine, etc.), shall be considered "shift overtime."
Overtime necessitated by projects or other assignments for which the bargaining unit
member is not assigned to a unit or apparatus shall be considered "non -shift overtime."
Shift overtime necessitated by the Department placing an additional unit or apparatus in
service shall be subject to the provisions of Sections 17.2 and 17.3, except as follows.
For units or apparatus that do not require an Engineer and/or a Lieutenant, the overtime
will be offered first to the Firefighters, then to the Engineers, and then to the Lieutenants,
and forced or mandatory overtime shall be assigned in the same order. For units or
apparatus that require an Engineer and/or a Lieutenant, the overtime will be offered, and
where necessary forced or mandated, position by position.
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For overtime assignments worked that are not "shift assignments," the City and the
Union agree the bargaining unit members shall not be subject to forced or mandatory
overtime. Bargaining unit members shall have the option to defer the payment of overtime
for assignments worked that are not shift assignments by selecting compensatory time
off in lieu of payment for the time worked.
Section 17.5: Compensatory Time Off.
The maximum number of compensatory time -off hours accumulated may not
exceed 120 total hours. The employee may request compensatory time off in accordance
with the other time off provisions within this Agreement.
All hours accumulated and not used by the employee by September 30 of each
year, shall be contributed to that employees VEBA account.
When a unit member who is a paramedic elects to be paid for compensatory time
their rate of pay shall include the paramedic incentive.
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ARTICLE XVIII: LIGHT DUTY
Section 18.1: Compensation.
Light Duty shall be provided, only for work related injuries and when required by a
healthcare provider for pregnancy. If the City assigns an employee light duty in a position
not on a 24/48 schedule, the employee will be paid one and four tenths (1.4) times the
employee's regular hourly rate but only for hours actually worked; provided, as if they
were still on a 24/48 schedule however, unless otherwise required by law, the total earned
or received from all sources, including STD, LTD, paid time off leave and worker's
compensation, will not be more than the employee's regular pay for the normal 56 hour
workweek, and to the extent necessary to effectuate said limitation, the benefits referred
to above shall be reduced. Light Duty, if assigned, will begin as and when determined by
the Chief.
Section 18.2: Determination
Light duty shall be performed within the Ocoee Fire Department if the Chief
determines it is available. If the Chief determines it is not available, light duty shall be
performed wherever assigned by the City. Light duty shall neither be automatically
provided within the stations nor as a 24-hour shift and shall be at the sole discretion of
the Chief.
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ARTICLE XIX: WAGES
Section 19.1: Pay Increases.
Pay increases for Fiscal Years 2020-21, 2021-22, and 2022-23, effective upon
ratification of this Agreement by both parties, shall be as follows:
1. For Fiscal Year 2020-21, effective upon ratification of this agreement by
both parties, bargaining unit employees shall receive base wage increases as reflected
in Appendix A hereto. These increases shall not be applied retroactively.
2. For Fiscal Year 2021-22, effective upon ratification of this agreement by
both parties, bargaining unit employees shall receive base wage increases as reflected
in Appendix A hereto. These increases shall not be applied retroactively.
3. For Fiscal Year 2022-23 bargaining unit employees shall receive base wage
increases as reflected in Appendix A hereto.
4. To be eligible for these pay increases, the employee must be employed
with the City in a bargaining unit position as of the date of ratification of this Agreement
by both parties.
5. No other wage increases shall be provided through the term of this
Agreement.
Section 19.2: Paramedic Incentive Pay.
A. All bargaining unit employees who were hired as a paramedic or hired as
an EMT with the requirement to become a paramedic shall be required to maintain their
State of Florida paramedic license and Orange County Medical Director's certification
(Letter of Affirmation) for the duration of employment. Such employees who lose their
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State paramedic license or their Orange County Medical Director's certification may be
terminated from employment.
B. Effective upon ratification of this Agreement by both parties, personnel that
possess and maintain a Certified Orange County Paramedic certification shall receive an
hourly rate increase ($3.0906 per hour) equal to $9,000.00. This incentive will begin after
probation and Orange County Protocol tested and passed.
C. Effective Fiscal Year 2022-23, personnel that possess and maintain a
Certified Orange County Paramedic certification shall receive an hourly rate increase
($3.2623 per hour) equal to $9,500.00. This incentive will begin after probation and
Orange County Protocol tested and passed.
No other wage increases shall be provided through the term of this agreement.
Section 19.3: Other Incentive Pay
A. The City agrees to pay employees $500.00 per year that are fluent
in the Spanish language.
B. The City agrees to pay up to 6 employees as Department FTOs
$1000.00 per year (prorated if the employee works less than the entire year as
an FTO).
C. The City agrees to pay employees approved as Department
Paramedic Preceptors $1.00 per hour for all hours worked while precepting an
assigned student.
D. The Fire Department shall post the requirements for EMS
Preceptors/FTOs. The Fire Chief shall select qualified EMS Preceptors/FTO's
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
as needed to meet department needs. Employees shall be compensated on a
bi-weekly basis during the period selected and operating in these roles.
E. The City agrees to pay paramedics an additional $1.00 per hour for each hour
worked while assigned on a rescue, and EMTs an additional $0.50 per hour for
each hour worked while assigned to a rescue. To be eligible for the additional
amounts, the employee has to work 4 or more hours of the shift on the rescue.
Section 19.4: Starting Pay
Effective upon ratification of this Agreement by both parties, the following minimum and
maximum rates will apply:
Firefighter
FY 20-21
FY 21-22
FY 22-23
Min
Max
Min
Max
Min
Max
Hourly
$14.3544
$22.3638
$15.0040
$23.3757
$15.3041
$23.8432
Annualized
$41,799.94
$65,123.50
$43,691.70
$68,070.08
$44,565.56
$69,431.44
Engineer
FY 20-21
FY 21-22
FY 22-23
Min
Max
Min
Max
Min
Max
Hourly
$15.6525
$24.3862
$16.3569
$25.4835
$16.6840
$25.9932
Annualized
$45,580.08
$71,012.50
$47,631.22
$74,207.90
$48,583.86
$75,692.24
Lieutenant
FY20-21
FY 21-22
FY 22-23
Min
Max
Min
Max
Min
Max
Hourly
$18.9286
$29.4900
$19.7804
$30.8172
$20.1760
$31.4335
Annualized
$55,120.00
$85,874.88
$57,600.40
$89,739.78
$58,752.46
$91,534.30
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
ARTICLE XX: UNIFORMS AND EQUIPMENT
Section 20.1: Uniforms.
Uniform classes are described in Department Policies and Procedures.
Class A to be worn on official duties (i.e. Funerals)
Class B (short sleeve dress shirt and pants) to be worn for day-to-day operations
including all PR events, company inspections and station tours
Class C may be worn during reduced activity period
Class D to be worn after 8pm
Section 20.2: Initial Issue.
A. New firefighters will be issued the following clothing:
2 Blue Dress shirt, short sleeve
1 Blue Dress shirt, long sleeve
1 Tie
2 Pant — plain blue, Class A/B
4 Pants —BDU
6 T-Shirts
2 Gym shorts
1 Sweat pants
2 Sweat shirts
1 Pair Uniform shoes/boots
1 Badge
1 Sets collar brass
1 Name tags
1 Time of Service tags
1 Raincoat
1 Winter coat
1 Baseball Cap
1 Belt
1 Complete set of approved Bunker Gear
Any other uniforms or equipment provided for in Department Policies and
Procedures
B. Certified Firefighters/Fire inspectors while conducting required building and
property inspections, 40 hours per week day shift, with the approval of the fire
chief, may be allowed to wear appropriate fire department golf shirts. During
PR events, station tours and any business meetings conducted at City Hall or
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
any other professional setting, appropriate Class B attire must be worn or as
required by the Chief.
Section 20.3: Replacement.
All employees who have at least one (1) year of continuous service shall be
credited with a one-time clothing/shoe allowance by October 31 st of each year to be used
for uniform replacement of Class A-D in the following amount:
Shift bargaining unit employees -- $500.00
Amounts credited that are not used by September 1 st of the year or upon the
cessation of employment shall revert back to the City.
All uniform items required upon promotion will be issued at no cost to the
employee.
FF to Engineer:
1 Badge
Engineer to Lieutenant:
1 Badge
1 Set Collar Brass
1 Name Tag
2 White Dress shirts, short sleeve
1 White Dress shirt, long sleeve
6 T-shirts
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
Section 20.4: Maintenance.
Employees shall be responsible for repair and maintenance of the uniform and all
items issued to them for their use by the City, and shall come to work in clean, neat and
undamaged clothes, including undamaged uniforms and other clothes.
Section 20.5: Changes.
Any changes shall be paid using the clothing/shoe allowance unless changes are
made by management. If made by management, then items will be exchanged item for
item.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
ARTICLE XXI: PROBATIONARY PERIOD
Section 21.1: Initial Probationary Period.
The initial probationary period for new employees, accumulation of benefits,
continuous service credit, participation in benefits, disciplinary actions and continued
employment for bargaining unit employees shall be the same as for all other non-exempt
non -bargaining City employees, unless otherwise specifically provided in this Article.
Section 21.2: Promotional Probation.
Employees promoted to a higher rank shall serve a six (6) month probationary
period. After the successful completion of the Ride -Up task book, employees will be
allowed to work a higher classification.
Section 21.3: Grievances.
Unless specifically provided in this Agreement, employees who have not
successfully completed their initial new -hire probationary period under Section 21.1 shall
not have access to Article VI for purposes of discipline, termination, or separation from
employment.
Section 21.4: Transfers and Waiving Probation.
To be considered for a transfer into or the employment in the position of Firefighter,
including engineer and lieutenant positions, from within or from outside the OFD the
following shall be required:
A. An application must be filed during the period of the annual
advertisement.
B. The applicant must be determined by the Chief to meet all of the
minimum qualifications established by the Department and City.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
C. If determined to meet all the minimum qualifications, the applicant
must pass all written, practical and other tests established by the Department with the
passing grade established by the Chief.
D. If an employee, the applicant's last job performance evaluation
must have been "above operational" or better and none of the applicant's last three (3)
job performance evaluations were below "operational."
E. If an employee, not have had a written warning or more severe
discipline in the last twelve (12) months prior to applying.
F. Persons hired or employees transferred into the Fire Department
shall be required to successfully complete the Departmental probationary period during
which time they shall serve at the will and pleasure of the Chief as employees of the
City as well as in their position in the Fire Department.
Any City employee transferring to a position covered by this bargaining unit within
the Ocoee Fire Department from any other division/department shall start at the entry rate
of pay, according to the prevailing pay plan.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
ARTICLE XXII: REDUCED ACTIVITY PERIOD
Section 22.1: Hours.
Subject to operational needs, there shall be a period of reduced activity on each
shift which should normally run from 1700 to 0630.
Section 22.2: Activity.
During the reduced activity period, on -duty employees shall be in Class A, B or C
uniform and be ready to respond immediately to calls in the uniform determined by
Department Policies and Procedures or the Battalion Chief. After 1700, the on -duty crew
shall complete the station duties for the day not yet completed before the reduced activity
period, as well as other duties which the Chief, or his/her designee, determines are
necessary to be completed before the end of the shift.
Section 22.3: Good Health Activities.
Unless assigned to other duties, each employee shall engage in a minimum of one
(1) hour each shift in walking, running, jogging or other approved activities. Such activities
shall be conducted at the station or at a location designated by the Chief or his/her
designee, so the employee will be immediately available for duty during such activity.
Concentration should be placed on warm-up exercises, to include stretching and flexing
to prevent injuries. Exercise should also include aerobic strength training programs.
Competitive and contact sports are not an approved form of exercise and are not
permitted in the Department.
Section 22.4: Emergencies.
Hurricanes, riots, floods or emergencies that demand extended tours of duty or
recall duty will permit use of beds at the discretion of the Battalion Chief.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
Section 22.5: Contact Sports.
There shall be no contact sports while on duty at any time, including but not limited
to basketball, football or soccer unless specifically approved by the Chief or his/her
designee.
Section 22.6: Adverse Weather Protocol.
The City and the Union agree to follow the Department Policies and Procedures
regarding adverse weather issues.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
ARTICLE XXIII: CONTINUOUS EMPLOYMENT
Section 23.1: PTO Vacation Picks.
When one (1) or more bargaining unit employees seeks to use paid time off leave
for vacation under the City PRR, the employee with the most time in each position will be
given preference unless the Chief, or his designee, determines such a preference in a
particular instance will interfere with Departmental operations.
Annual PTO Vacations (initial picks) shall be picked according to rank in seniority,
with no more than five (5) consecutive shifts and not more than ten (10) shifts in a
calendar year being selected. Three (3) bargaining unit employees are allowed off at initial
annual PTO vacation pick selection.
Lieutenant 1st pick
Engineer 2nd pick
Firefighter 3rd pick
Section 23.2: Layoff and Recall.
Layoff and recall shall be in accordance with the City PRR.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
ARTICLE XXIV: PERSONAL PROPERTY REPLACEMENT
The City agrees to reimburse employees the cost of replacing or repairing
wristwatches and prescription eyeglasses, but not contact lenses, destroyed or damaged
in the line of duty unless caused by the negligence of the employee subject to the
following conditions:
1. The maximum reimbursement for prescription eyeglasses shall be
$150.00 and for wristwatches shall be $50.00.
2. The employee must make the claim during the shift on which the
destruction or damage occurred, and turn in the destroyed or damaged item.
At its option, the City may elect to replace the item rather than reimburse the
employee for same.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
ARTICLE XXV: SAFETY, HEALTH AND PHYSICAL FITNESS
Section 25.1: General.
As part of its commitment to the safety, health and physical fitness of its
employees, to provide a safe place for its employees to work, and to promote physical
fitness for its employees, the City and the Union will cooperate in the continuing objective
of eliminating accidents and health hazards. The City and the Union will cooperate in the
enforcement of safety rules and regulations and shall promote sound safety practices for
the protection of employees. The City further agrees to promote physical fitness by
providing time, equipment and educational material, as it deems appropriate.
All new employees must be tobacco free for at least one year before initial
employment. Additionally, all employees hired after October 1, 2005 must remain
continually tobacco free (including no vaping or e-cigarettes) both on and off -duty in order
to maintain continued employment with the City of Ocoee Fire Department. The Union
recognizes the potential adverse impact of continued tobacco use on the grandfathered
bargaining unit employees' benefits under the Florida firefighter cancer presumption law
and the Florida Heart and Lung Bill.
Section 25.2: Equipment.
All protective devices, bunker gear and other equipment required to be worn or
used by the City, shall be provided by the City. Such protective devices, bunker gear and
equipment when provided, must be used. The Union agrees that neglect or failure by an
employee to obey safety regulations or to use or maintain the safety equipment furnished
by the City shall be basis for disciplinary action up to and including termination.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
The fire station, all equipment and apparatus shall be maintained by employees in
a manner that will promote the elimination of accidents and make the workplace safer
and less likely to cause injuries. All employees are to report any and all unsafe conditions
to the Fire Chief whenever found, immediately.
The Union may consult with the City's safety representative and make
recommendations in safety matters.
Section 25.3: Medical Examinations.
A. Medical examinations (Physicals) will be required for all employees every
year and will be conducted by physicians selected by the City. The time necessary for
the annual physicals shall be scheduled on -duty and will be considered as time worked.
The City shall pay for all medical and psychological exams (if necessary for fitness for
duty issues). All physicals will be performed at the City of Ocoee Employee Health Center
or a facility chosen by the City if the Health Center is not available. All medical
examinations will include a test to determine the presence of illegal controlled substances.
All employees hired after October 2005 will be tested for nicotine.
B. Any medical or psychological exam that results in the employee being
considered as unfit for duty, shall require the employee to use paid time off until a
subsequent exam finds the employee fit for duty. Should the employee provide qualified
medical information to return to duty before the City believes the employee may return,
and a final determination is made that the employee could have returned sooner, then the
City shall return that portion of the paid time off used after the documentation was
provided.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
C. Present incentives will cease and future incentives will be based on City wide
plans and subject to Health care plan for all other non -bargaining unit employees.
D. Annual physicals will include the following as determined by the Health
Center medical staff:
Vital signs including height, weight, blood pressure, temperature, pulse, PPD
chest x-ray if indicated by the physician;
Lab tests including Comprehensive Metabolic Panel, Lipid Panel, Uric Acid,
Phosphorous -Serum HIV, and ALT-SGPT shall be performed yearly;
Audiometry;
Vision Screening;
Urine dip;
Respirator exam;
Resting (baseline) 12 lead EKG;
Stress EKG (upon advice of the City -appointed Doctor);
Hepatitis A & B shots, if necessary.
Effective FY 2022-23, annual physicals will include the following:
Life Scan Wellness Centers Public Safety Physical Exam or comparable exam
QuantiFERON (TB test)
Chest x-ray (baseline and every 5 years)
Hepatitis A & B shots, if necessary.
Refusal or failure to take a medical or psychological examination required by the
City will result in disciplinary action up to and including termination of employment.
Section 25.4: Cooperation.
When an employee has a health -related problem that affects or may affect his or
her ability to perform the essential functions of his or her job, the employee shall so advise
the Chief for evaluation. An employee who has had medical treatment prescribed in order
to resolve an actual or potential medical problem that affects or may affect the employee's
ability to perform his/her job who fails or refuses to follow the medical treatment prescribed
shall be subject to disciplinary action up to and including termination.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
ARTICLE XXVI: WORKING OUT OF CLASSIFICATION
Section 26.1: Out of Class Pay
Bargaining unit employees who work out of classification, in a higher classification,
shall be paid a flat rate for the entire 24-hour shift, as long as they work at least 3 hours
of continuous work in the higher classification. Compensation for working out of
classification will be as follows:
Firefighter working as an Engineer:
Engineer working as a Lieutenant:
Lieutenant working as a Battalion Chief:
Or can choose to receive
Firefighter working as an Engineer:
Engineer working as a Lieutenant:
Lieutenant working as a Battalion Chief:
$25.00 per shift
$50.00 per shift
$100.00 per shift
3 hours comp time per shift
4 hours comp time per shift
7 hours comp time per shift
If a bargaining unit member is on the promotion list, they may be given the option
to ride up. The City and Union agree a list of lieutenants who wish to work out of class as
a battalion chief, shall be used on a per shift rotating basis, when the department
determines the need to fill the position.
Section 26.2: Floaters.
The Battalion Chief on duty will make the determination to float the necessary
personnel to the station that requires the staffing.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
ARTICLE XXVII: EDUCATION
Section 27.1
The Education Incentive Program shall be a reimbursement plan and any courses
and programs will be approved solely by the Chief and in accordance with the guidelines
and any changes deemed necessary by the Education Committee.
Section 27.2
A. Bargaining unit employees hired after October 1, 2020 who are required to
attain licensure as a State of Florida certified Paramedic shall be eligible to have their
tuition paid for by the City through tuition reimbursement, pre -payment, or a combination
of the two as determined by the City, subject to the following conditions. Tuition payment
shall include in -state tuition, books, and other regular fees associated with the program,
but shall exclude late fees, fines, and any other expenses. The City shall establish the
procedures for requesting paramedic program tuition payment. A minimum of four (4)
employees per fiscal year shall be approved for paramedic program tuition payment. The
City may approve additional employees for paramedic program tuition payment if
sufficient budgeted funding is available.
B. Employees who have their tuition paid for by the City will be required to
reimburse the City for the entire amount of all reimbursement received or pre -payment
for the approved paramedic program if:
(1) They separate from City employment for any reason, other than layoff due to
organizational needs, prior to attaining initial licensure as a State of Florida
certified Paramedic.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
(2) They fail to obtain licensure as a State of Florida certified Paramedic or fail to
successfully pass the Orange County Medical Director's protocol test to
become a stand-alone paramedic within thirty-six (36) months of their initial
hire.
(3) They separate from City employment for any reason, other than layoff due to
organizational needs, fail to maintain State of Florida paramedic certification,
fail to maintain stand-alone paramedic status, or fail to remain in compliance
with Orange County Medical Director's Office protocol requirements prior to
completion of thirty-six (36) months of employment following their approval as
a stand-alone paramedic by the Orange County Medical Director's Office.
The City may make exceptions to this reimbursement at its sole discretion on a case -by -
case basis.
C. Employees shall be required to sign a tuition reimbursement agreement
consistent with the above terms created by the City as a condition of receiving paramedic
program tuition payment.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
ARTICLE XXVIII: VEBA — OTHER POST -EMPLOYMENT BENEFITS
The parties agree to participate in a Voluntary Employee Benefits Association —
Section 28.1: VEBA Contributions
The VEBA contributions referred to in this Agreement shall be automatically
deducted from the member each payday prior to the calculation of taxes. The monies
shall be deposited in the member's account as directed by the member. In the event that
the member has not determined what account the monies should be deposited to, the
default will be that account/fund that is designated as a savings account.
Section 28.2: Annual Physical Program
A. Unit members participating in the City's Physical Assessment Program shall
receive a contribution from the City of $300 per year for employees with single coverage
and $600 per year for employees with family coverage and the equivalent of sixteen (16)
hours of the member's base rate of pay paid into the member's VEBA account. The City's
donation of sixteen (16) hours of the member's base rate of pay paid into the member's
VEBA account shall be discontinued beginning in FY 2022-23. Members are required to
meet with the medical staff to review the results of the Physical Assessment testing.
1. The money will be placed in the active side of the VEBA for each
qualified member and the 16 hours pay equivalent shall be placed in the
retirement side of the VEBA.
2. The Health Reimbursement Account or HRA funded by the City to
reimburse members with medical deductible expenses will be reduced by
the amount listed above by the members respective coverage in January.
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
B. The employees will have the opportunity annually in the month of
September to sell back 20% of their paid time off accrual for cash at their standard hourly
rate including paramedic incentive for those who qualify; however, 5% of the 20% will be
placed in the VEBA account. The remaining 15% will be paid to the employee. The
employee must have a minimum of 60 hours to participate in this program.
C. Any bargaining unit employee who terminates, resigns, retires or otherwise
leaves employment with the City must contribute 25% of their accrued time off to their
VEBA account.
D. In addition, 12 hours of paid time will be contributed to the employee's VEBA
account the first payroll after October 1 of each year through the term of the contract
instead of increasing the Floating Holiday time.
61.
Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
ARTICLE XXVIII: DURATION
This contract shall remain in full force and effect through midnight September 30,
2023 and shall automatically renew itself for periods of one (1) year unless either party
delivers to the other written notice of its intent to terminate or modify this contract not less
than ninety (90) calendar days before September 30, 2023.
International Association of Fire
Fighters, Local 3623
By:
Date:
City Manager
Date:
Name Fire Chief
Date: Date:
Name
Date:
Name
Date:
Human Resources Director
Date:
Mayor
Date:
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
RATIFICATION
This collective bargaining agreement was ratified by the parties on the dates set
forth below:
Date Ratified:
International Association of Fire
Fighters, Local 3623
Date Approved:
City Clerk, City of Ocoee
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Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
F-11;R24 Lill] KV-11
LIEUTENANTS
HRLY RATE
ANNUAL
HIRE DATE
FY20/21 (3%)
FY21/22 (5%)
FY22/23 (4%)
Employee#
Name
HRLY RATE
ANNUAL
HRLY RATE
ANNUAL
HRLY RATE
ANNUAL
1234
FERNANDEZ, BRONSON T
$17.8572
$52,000.17
01.12.2015
$18.9286
$55,120.08
' $19.8750
$57,876.09
$ �206700
$60,191.13
1157
SANDBERG, RYAN A
$18.1394
$52,821.93
07.12.2010
$18.9286
$55,120.08
$19.8750
$57,876.09
$20�6700 '
$60,191.13
1080
LINDEMAN, ANDREW J
$19.4309
$56,582.78
10.27.2008
$20.0138
--$58,280.26
-$21.0145
$61,194.28
$21.8551
$63,642.05
1059
JONES, MATTHEW R
$20.2081
$58,845.99
06.23.2008
$20.8143
$60,611.37
�$21.8551
--$63,641.94
�$227293
$66,187.61
852
BOWMAN, FRED S
$22.0701
$64,268.13
04.03.2006
$22.7322
$66,196.18
$23.8688
$69,505.98
$24.8236
$72,286.22
867
TOSI JR, RONALD E
$22.6889
$66,070.08
05.08.2006
$23.3696
$68,052.18
$24.5380
$71,454.79
$25.5196
$74,312.98
853
NAZARIO, JESSICA D
$22.8977
1 $66,678.101
04.03.2006
1 $23.58461
$68,678.45
$24.7639
$72,112.37
$25.7544
$74,996.86
769
MCCORMICK, COLIN K
$23.5963
$68,712.43
04.25.2005
$24.3042
$70,773.80
-$25.5194
-$74,312.49
�$265402
$77,284.99
572
CULLEN, CHRISTOPHER E
$25.0547
$72,959.29
06.10.2002
$25.80631
--
$75,148.06
$27.0967
$78,905.47
' $28.1805
$82,061.69
134
LOVE, CURTIS L
$25.7571
$75,004.68
10.06.1993
$26.52981
$77,254.82
' $27.8563
$81,117.56
�$289706
$84,362.26
147
WHITAKER, PAUL F
$29.1996
$85,029.24
05.05.1994
$29,49001
$85,874 . 88
$30,8172
$89,73978
$31.4,435
$91,53430
ENGINEERS
HRLY RATE
ANNUAL
HIRE DATE
FY20/21 (3%)
FY21/22 (5%)
FY22/23 (4%)
Employee#
Named
HRLY RATE
ANNUAL
HRLY RATE
ANNUAL
HRLY RATF
ANNUAL
1389
RODRIGUEZ TORRES, SHEILA
$15.2986
$44,549.44
08.03.2015
$15.7576
$45,886.01
-$16.5454
$48,180.31
$17.2073
$50,107.46
1230
PONZINI, JOSEPH L
$16.4589
$47,928.40
04.30.2012
$16.9527
$49,366.17
�$17.8003
$51,834.47
$18.5123
$53,907.88
1154
ESCOBAR, JAIME A
$16.9527
$49,366.20
07.12.2010
$17.4613
$50,847.25
-$18.3343
$53,389.61
$19.0677
$55,525.08
1190
SABAT, JILLIAN M
$16.9527
$49,366.20
05.31.2011
$17.4613---$50,847.25
-$18.3343
$53,389.61
$19.0677
$55,525.08
1134
LITTLEFIELD, POINSETT N
$17A6141
$50,847.68
01.04.2010
$17.9852
$52,373.02
$18.8845
$54,991.68
$19.6399
$57,191.42
820
ARRANT JR, MICHAEL A
$20.4271
$59,483.84
10.24.2005
$21.0399
$61,268.23
$22.0919
$64,331.64
$22.9756
$66,905.02
868
VILLA, CHRISTOPHER J
$20.4271
$59,483.84
05.08.2006
1 $21.0399
$61,268.23
-$22.09191
$64,331.64
$22.9756
$66,905.02
894
GLACKIN, KEVIN S
$20.8162
$60,616.66
07.03.2006
1 $21.4407
$62,435.28
' $22.5127
$65,55704
$23.4132
$68,179.28
665
LABRUNDA, ROBERT 3
$22.0939
$64,337.52
09.03.2003
$22.7567
--$66,267.56
-$23.8946
$69,580.94
$24.8503
$72,364.24
674
ATALSKI, CHRISTOPHER S
$22.5147
$65,562.90
10.13.2003
$23.1901
$67,529.69
$24.3496
$70,906.18
$25.3236
$73,742.50
298
QUINONES, RICHARD A
$23.9437
$69,723.94
02.16.1998
$24.3962
$71,012,50
$25,42,�35
$74,207.90
$25,9932
$75,692.24
3801SHIVER,
BRIAN K
$24.8264
$72,294.56
04.261999
$24,9264
$72,294,56
$25,4835
$74,207,90
$2S.9932
$75,692,24
FIREFIGHTERS
HRLY RATE
ANNUAL
HIRE DATE
FY20/21 (4.5%
to 7%)
FY21/22 (5% TO 5.75%)
FY22/23 (4%)
Employee#
Name
HRLY RATE
ANNUAL
HRLY RATE
ANNUAL
HRLY RATE
ANNUAL
Vacant 5
$13.7363
$40,000.22
$13.7363
$40,000.22
$15.0040
$43,691.65
$15.6042
$45,439.31
Vacant 4
$13.7363
$40,000.22
$13.7363
$40,000.22
$15.0040
$43,691.65
$15.6042
$45,439.31
Vacant 3
$13.7363
$40,000.22
$13.7363
$40,000.22
$15.0040
$43,691.65
$15.6042
$45,439.31
Vacant 2
$13.7363
$40,000.22
$13.7363
$40,000.22
$15.0040
$43,691.65
$15.6042
$45,439.31
Vacant
$13.7363
$40,000.22
$13.7363
$40,000.22
$15.0040
$43,691.65
$15.6042
$45,439.31
1852
HERRERA, AIDEN
$13.7363
$40,000.22
11.15.21
$13.7363
$40,000.22
$15.0040.
$43,691.65
$15.6042.
$45,439.31
1848
RAMIREZ, ANDREW
$13.7363
$40,000.22
11.15.21
$13.7363
$40,000.22
$15.0040
$43,691.65
$15.6042
$45,439.31
1851
VARANO, JOHN
$13.7363
$40,000=
11.15.21
$13.7363
$40,000.22
$15.0040
$43,691.65
$15.6042
$45,439.31
1849
KOLLER, HARRISON
$13.7363
$40,000.22
11.15.21
$13.7363
$40,000=
$15.0040
$43,691.65
$15.6042
$45,439.31
1850
CARROLL, JIMMY
$13.7363
$40,000.22
11 15.21
$13.7363
$40,00022
$150040
$43,691.65
$156042
$45,43931
1768
RODRIGUEZ ROSARIO, ARMA
$13.7363
$40,000.22
09.07.2021
$13.7363
$40,000.22
$15.1540
$44,128.45
$15.7602
$45,893.59
1837
TIMM, PATRICK M
$13-7363
$40,000.22
09.07.2021
$13.7363
$40,000.22
$15.1540
$44,128.45
$15.7602
$45,893.59
1825
WINKELMAN, JACOB J
$13.73631
$40,000.22
06.28.2021
$13.7363
$40,000.22
$15.1540
$44,128.45
$15.7602
$45,893.59
1822
SLATER, NICHOLAS A
$13.7363
$40,000.22
06.14.2021
$13.7363
$40,000.22
$15.1540
$44,128.45
$15.7602
$45,893.59
1796
LILLY, KALEN K
$13.7363
$40,000.22
04.19.2021
$13.7363
$40,000.22
$15.1540
$44,128.45
$15.7602
$45,893.59
1795
SPANGLER, CORY M
$13.7363
$40,000.22
04.19.2021
$13.7363
$40,000.22
$15.1540
$44,128.45
$15.7602
$45,893.59
1791
CERVERA, JUSTIN A
$13.7363
$40,000.22
03.08.2021
$13.7363
$40,000.22
$15.1540
$44,128.45
$15.7602
$45,893.59
1790
COTRONEO, EVAN A
$13.7363
$40,000.22
03.08.2021
$13.7363
$40,000.22
$15.1540
$44,128.45
$15.7602
$45,893.59
1789
VELOZ, GIOVANNY
$13.7363
$40,000.22
03.08.2021
$13.7363
$40,000.22
$15.1540
$44,128.45
$15.7602
$45,893.59
1760
GOLETZ, JEFFREY A
$13.7363
$40,000.22
09.21.2020
$14A231
$42,000.071
$15.2524
$44,415.07
15.8625
$46,191.67
1729
BENKEL, KEVIN A
$13.7363
$40,000.22
03.23.2020
$14.4231
$42,000.07
$15.2524
$44,415.07
15.8625
$46,191.67
1728
WRIGHT, NICHOLAS B
$13.7363
$40,000.22
03.23.2020
$14.4231
$42,000.07
$15.2524
$44,415.07
15.8625
$46,191.67
1713
WATERMAN, ZACHARY R
$13-7363
$40,000.22
12.02.2019
$14.4231
$42,000.07
$15.2524
$44,415.07
15.8625
$46,191.67
1711
SEABROOK III, ALLAN H
$13.73631
$40,000.22
12.02.2019
1 $14.4231
$42,000.07
$15.2524
$44,415.07
15.86251
$46, 191.67
1662
HENDRICKS, MORGAN Z
$13.7363
$40,000.22
04.22.2019
$14.4918
$42,200.12
$15.3251
$44,626.63
15.9381
$46,411.69
1632
BARTH, CONNER J
$13.7363
$40,000.22
11.12.2018
$14.4918
$42,200.12
$15.3251
$44,626.63
15.9381
$46,411.69
1613
BURKE, PAUL-GREGORY B
$13.7363
$40,000.22
08.13.2018
$14.5605
$42,400.18
$153977
$44,838.19
16.0136
$46,631.71
1563
ROY, MATTHEW J
$13.7363
$40,000.22
01.22.2018
$14.5605
$42,400.18
$15.3977
$44,838.19
16.0136
$46,631.71
1554
GUTSCHICK, NICHOLAS T
$13.7363
$40,000.22
01.08.2018
$14.5605
$42,400.18
$15.3977
$44,838.19
16.0136
$46,631.71
1556
MARTINEZ, ALEXISJ
$13-7363
$40,000.22
01.08.2018
$14.5605
$42,400.18
$15.3977
$44,838.19
16,0136
$46,631.71
1558
MAYNARD, GRADY W
$13.7363
$40,000.22
01.08.2018
$14.5605
$42,400.18
$1539771
$44,838.19
16.0136
$46,631.71
1536
REES, CHAD T
$13.7363
$40,000.22
10.23.2017
$14.5605
$42,400.18
$15.3977
$44,838.191
16.0136
$46,631.71
1496
HORAN, AN DREW
$13.8123
$40,221.48
04.17.2017
$14.7101
$42,835.81
$15.5559
$45,298.871
16.1782
$47,110.83
1457
ROBLES, PEGGY M
$14.2267
$41,428.14
08.29L2016
$15.2226
$44,328.21
$16.0979
$46,877.081
16.7418
$48,752.17
768
HOWARD, RONALD B
$20.2325
$58,917.04
04.25.2005
$20.8395
$60,684.55
$22.0377
$
.9193
$66,740.87
711
MENEGAT, MICHAEL E
$21.0418
$61,273.68
06.0 E004
$21. 6731
$63,111.93
$22.9193
$66,740.87_
23.8360
$69,410.50
432
COLLINS, KEITH A
$21.6347
$63,00034
02.21.2000
$22.2837
$64,890.25
$23,3757
$68,070,081
23,84,,Q
$t,9,431,44
Employees in Red are Paramedics
Max of pay grade
64
Fire Collective Bargaining Agreement 2021-2023 T/A Contract 12-1-21
/_1:»01Q 0:1
CITY OF OCOEE FIRE DEPARTMENT
GRIEVANCE FORM
Date:
Name of Grievant:
Date of alleged event:
Specific Article(s) and paragraphs allegedly violated:
Statement of facts pertaining to or giving rise to alleged grievance:
Specific relief requested:
Signature of Union President Signature of Grievant:
IAFF-Local 3623
City of Ocoee Fire Department 563 S. Bluford Ave Ocoee, FL 34761 (407)905-3140
65
T/A Contract 12-1-21