HomeMy WebLinkAboutItem 06 Approval of Ratification of the Ocoee Professional Firefighters Union, I.A.F.F. Local 3623 Collective Bargaining Agreement with the City
City of Ocoee ▪ 1 N. Bluford Avenue ▪ Ocoee, Florida 34761
Phone: (407) 905-3100 ▪ www.ocoee.org
STAFF REPORT
Meeting Date: May 19, 2026
Item #: 6
Contact Name: Jenetta Wilson Department Director: Jenetta Wilson
Contact Number: Ext. 1030 City Manager: Craig Shadrix
Subject: Approval of Ratification of the Ocoee Professional Firefighters Union, I.A.F.F. Local
3623 Collective Bargaining Agreement with the City. (Human Resources Director Wilson)
Background Summary:
The existing contract between the City of Ocoee and the Ocoee Professional Firefighters Union, I.A.F.F. 3623,
remains in effect until September 30, 2026. Under the direction of the City Manager, city staff and the Ocoee
Professional Firefighters Union, I.A.F.F. Local 3623 have negotiated terms of the Collective Bargaining
Agreement for Fiscal years 2027 through 2029. City staff agreed to higher increases to maintain competitive
pay positioning in response to shifting market rates. It is necessary that the compensation aligns with the
industry. During bargaining sessions, the parties agreed to a one-time schedule change, a new incentive for
employees who complete training for the tower truck, and an increased incentive for paramedics. This
agreement, which covers Firefighters, Engineers, and 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 CBA. Therefore, the City Commission is being requested to ratify the Collective
Bargaining Agreement as ratified by the union.
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 Honorable Mayor and City Commission vote to ratify and approve the
Collective Bargaining Agreement.
Attachments:
1. Contract Final Draft 2026-2029
Financial Impacts:
The contract provides for a 15% pay increase for the first fiscal year. The starting salary for a new firefighter will
be $56,056.00. For subsequent years, all members of the bargaining unit will receive a 4% pay increase so long as
they have not reached the maximum allowed wage for their position. The paramedic incentive will increase to
$11,648.00 annually for the first year, $12,376.00 for the following year and $13,104.00 for the final year of the
Page 65 of 603
City of Ocoee ▪ 1 N. Bluford Avenue ▪ Ocoee, Florida 34761
Phone: (407) 905-3100 ▪ www.ocoee.org
contract. Bargaining unit employees participating in tower truck training will receive $0.35 upon completion. The
cost of the contract has been determined and will be accounted for within the budget.
Type of Item: Consent
Page 66 of 603
i
Fire Collective Bargaining Agreement 2026-2029
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
IAFF, LOCAL 3623
AND
CITY OF OCOEE
Fiscal Years 2026-2027, 2027-2028, and 2028-2029
Page 67 of 603
i
Fire Collective Bargaining Agreement 2026-2029
ARTICLE I: RECOGNITION AND INTENT OF AGREEMENT
Section 1.1 Parties ............................................................................................1
Section 1.2 Recognition ....................................................................................1
Section 1.3 Entire Agreement ...........................................................................1
Section 1.4 Effect of Laws and Ordinances ......................................................2
Section 1.5 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
Section 3.1 Dues ...............................................................................................4
Section 3.2 Amount ...........................................................................................4
Section 3.3 Remittance .....................................................................................4
Section 3.4 Recourse ........................................................................................5
Section 3.5 Minimum Pay ..................................................................................5
Section 3.6 Withdrawal ......................................................................................5
Section 3.7 Indemnity ........................................................................................5
ARTICLE IV: UNION BUSINESS
Section 4.1 Representation and Notice .............................................................6
Section 4.2 Activities .........................................................................................6
Section 4.3 Time ...............................................................................................7
Section 4.4 Visitation .........................................................................................7
Section 4.5 Solicitation and Distribution ............................................................8
Section 4.6 Time-Off Without Loss of Pay ........................................................8
Section 4.7 Bulletin Boards and E-mail .............................................................9
Section 4.8 New Hire Orientation ………………………………………………….9
Section 4.9 Information ……………………………………………………………..9
ARTICLE V: MANAGEMENT RIGHTS
Section 5.1 Functions of Management ..............................................................11
Section 5.2 Operations and Direction of Work Force ........................................11
Section 5.3 Restrictions Under this Agreement .................................................11
Section 5.4 Waiver ............................................................................................11
Section 5.5 Emergencies ..................................................................................12
Section 5.6 Job Duties ......................................................................................12
ARTICLE VI: GRIEVANCE AND ARBITRATION
Section 6.1 Grievance .......................................................................................13
Section 6.2 Grievance Procedure .....................................................................13
Section 6.3 Arbitration .......................................................................................16
Section 6.4 Grievances by Non-Union Member ................................................17
Page 68 of 603
ii
Fire Collective Bargaining Agreement 2026-2029
Section 6.5 General ...........................................................................................17
Section 6.6 Time Off/Pay ..................................................................................18
ARTICLE VII: PROMOTION
Section 7.1 Promotion Eligibility List and Promotion .........................................19
Section 7.2 Application of City PRR ..................................................................22
Section 7.3 Union Representation .....................................................................22
ARTICLE VIII: VOTING ..........................................................................................24
ARTICLE IX: SPECIAL MEETINGS ....................................................................25
ARTICLE X: NON-BARBAINING UNIT EMPLOYEES ......................................26
ARTICLE XI: INSURANCE AND PENSION
Section 11.1 Insurance ........................................................................................27
Section 11.2 Pension ..........................................................................................27
Section 11.3 Pension Multiplier ...........................................................................28
ARTICLE XII: STRIKES ........................................................................................29
ARTICLE XIII: Time Trades
Section 13.1 Application ......................................................................................30
Section 13.2 Payback ..........................................................................................30
Section 13.3 Authorization ..................................................................................30
Section 13.4 Emergencies ..................................................................................31
Section 13.5 Qualifications ..................................................................................31
Section 13.6 Definition .........................................................................................31
ARTICLE XIV: HOLIDAYS
Section 14.1 Days Observed ...............................................................................32
Section 14.2 Eligibility for Holiday Pay ................................................................32
ARTICLE XV : PAID TIME OFF
Section 15.1 Eligibility .........................................................................................34
Section 15.2 Accrual of Leave .............................................................................34
Section 15.3 PRR ................................................................................................35
Section 15.4 PTO per Shift ..................................................................................35
ARTICLE XVI: USE OF PERSONAL VEHICLES ..................................................38
ARTICLE XVII: HOURS OF WORK AND WORK SCHEDULE
Section 17.1 Basic Work Schedule .....................................................................39
Section 17.2 Overtime .........................................................................................40
Section 17.3 Assignment of Overtime .................................................................41
Section 17.4 Shift and Non-Shift Overtime ..........................................................45
Page 69 of 603
iii
Fire Collective Bargaining Agreement 2026-2029
Section 17.5: Compensatory Time Off………………………………………………46
ARTICLE XVIII: LIGHT DUTY
Section 18.1 Compensation ................................................................................47
Section 18.2 Determination .................................................................................47
ARTICLE XIX: WAGES
Section 19.1 Pay Increases .................................................................................48
Section 19.2 Paramedic Incentive Pay ................................................................49
Section 19.3 Other Incentive Pay ........................................................................50
Section 19.4 Starting Pay ....................................................................................51
ARTICLE XX : UNIFORMS AND EQUIPMENT
Section 20.1 Uniforms .........................................................................................53
Section 20.2 Initial Issue .....................................................................................53
Section 20.3 Replacement ..................................................................................54
Section 20.4 Maintenance ...................................................................................56
Section 20.5 Changes .........................................................................................56
ARTICLE XXI: PROBATIONARY PERIOD
Section 21.1 Initial Probationary Period ..............................................................57
Section 21.2 Promotional Probation ....................................................................57
Section 21.3 Grievances .....................................................................................57
Section 21.4 Transfers and Waiving Probation ...................................................57
ARTICLE XXII: REDUCED ACTIVITY PERIOD
Section 22.1 Hours ..............................................................................................59
Section 22.2 Activity ............................................................................................59
Section 22.3 Emergencies ..................................................................................59
Section 22.4 Contact Sports ................................................................................59
Section 22.5 Adverse Weather Protocol .............................................................59
ARTICLE XXIII: CONTIINUOUS EMPLOYMENT
Section 23.1 PTO Vacation Picks .......................................................................60
Section 23.2 Layoff and Recall ............................................................................60
Section 23.3 Shift and Station Vacancies………………………………………..….61
Section 23.4 Mutual Consent Transfers……………………………………………..62
ARTICLE XXIV: PERSONAL PROPERTY REPLACEMENT ..................................63
ARTICLE XXV: SAFETY, HEALTH AND PHYSICAL FITNESS
Section 25.1 General ...........................................................................................64
Section 25.2 Equipment ......................................................................................64
Section 25.3 Medical Examinations ....................................................................66
Section 25.4 Cooperation ....................................................................................66
Page 70 of 603
iv
Fire Collective Bargaining Agreement 2026-2029
ARTICLE XXVI: WORKING OUT OF CLASSIFICATION
Section 26.1 Out of Class Pay ............................................................................68
Section 26.2 Floaters ..........................................................................................68
ARTICLE XXVII: EDUCATION
Section 27.1 …………………………………………………………………………...69
Section 27.2 .…………………………………………………………………………..69
ARTICLE XXVIII: VEBA – OTHER POST-EMPLOYMENT BENEFITS
Section 28.1 VEBA Contributions ........................................................................71
Section 28.2 Annual Physical Program ...............................................................71
ARTICLE XXVIX: DURATION ....................................................................................73
RATIFICATION: .......................................................................................................74
APPENDIX A: CAREER TRACKING INCENTIVES ..............................................75
APPENDIX B: GRIEVANCE FORM ......................................................................78
Page 71 of 603
1
Fire Collective Bargaining Agreement 2026-2029
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 (PERC) certification number 1136 and number 1350.
The following positions are currently included in the PERC certification:
1. All full and regular part-time certified Firefighters and Engineers
2. All Full time Fire Lieutenants and Fire Inspectors
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.
Page 72 of 603
2
Fire Collective Bargaining Agreement 2026-2029
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.
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.
Page 73 of 603
3
Fire Collective Bargaining Agreement 2026-2029
ARTICLE II: DECLARATION OF PRINCIPLES
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, political affiliation,
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.
C. There shall be no discrimination against any employee covered by this
Agreement because of membership, non-membership or office held in the Union.
Page 74 of 603
4
Fire Collective Bargaining Agreement 2026-2029
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 organization are charged for direct deposit by the
Page 75 of 603
5
Fire Collective Bargaining Agreement 2026-2029
City. Direct 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.
Page 76 of 603
6
Fire Collective Bargaining Agreement 2026-2029
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.
Page 77 of 603
7
Fire Collective Bargaining Agreement 2026-2029
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.
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.
Page 78 of 603
8
Fire Collective Bargaining Agreement 2026-2029
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
prohibitions is subject to discipline. (“Work time” is any time, exclusive of breaks, reduced
activity, 1-hour new hire orientation, 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”) or this Agreement, 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 or designee plus one (1) CBA Committee member (or as many members
as agreed upon by the City Manager or his/her designee) shall not lose any pay for the
work hours spent participating in such contract negotiations. Members of the union
bargaining team may not accept an overtime assignment during an already scheduled
negotiation time; named committee members will be granted exemption upon notification
to the Battalion Chief.
Page 79 of 603
9
Fire Collective Bargaining Agreement 2026-2029
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.
Section 4.8 New Hire Orientation
A. During the scheduling of a new hire orientation session, a one-hour time frame
will be scheduled during the final week of orientation to allow a representative
from the Union, on their own time, to discuss the articles of the Current CBA.
This meeting will be scheduled by Fire Administration.
Section 4.9 Information
A. The City shall make available to the Union a copy of all current or
subsequently amended written SOP’s, GO’s, City PRRs and other rules, regulations
and policies applicable to bargaining unit employees.
Page 80 of 603
10
Fire Collective Bargaining Agreement 2026-2029
B. The Human Resources Department shall provide the Union a copy of the
names and salary of bargaining unit members, upon written request of the Union,
but not more than twice a year.
C. The City shall provide the Union with anticipated adjustments,
amendments to, amendments of, and proposed new regulations concerning any and
all matters stipulated in subsection A. above, in order that the Union may give
comment and/or recommendations on the subject within fourteen (14) calendar days
from the date received. Failure to respond in fourteen calendar days shall be
considered as non-contested. Any impact on wage, hours, or terms and conditions
of employment shall be the subject of bargaining prior to implementation.
D. This section shall not apply to any Emergency GOs or one that requires
immediate action. The GO shall not exceed 30 days. After 30 days, the GO shall
be subject to the other provisions in this article. The Emergency General Order
shall not impact wages.
Page 81 of 603
11
Fire Collective Bargaining Agreement 2026-2029
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 of 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.
Page 82 of 603
12
Fire Collective Bargaining Agreement 2026-2029
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 of 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.
Page 83 of 603
13
Fire Collective Bargaining Agreement 2026-2029
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. As such, grievances are limited to claims which are
dependent for resolution exclusively upon interpretation or application of one or more
express provisions of this Agreement. No grievance will or need be entertained or
processed which does not meet this definition, is not presented in the manner described
herein, and/or is not filed in a manner provided herein within the time limit prescribed
herein. 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
Page 84 of 603
14
Fire Collective Bargaining Agreement 2026-2029
the grievance with the unit member’s immediate supervisor in an attempt
to resolve same.
Step 1: 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 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.
Page 85 of 603
15
Fire Collective Bargaining Agreement 2026-2029
The Chief or his designee shall respond in writing within ten (10) calendar
days after the meeting.
Step 3: 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
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.
Page 86 of 603
16
Fire Collective Bargaining Agreement 2026-2029
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
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
Page 87 of 603
17
Fire Collective Bargaining Agreement 2026-2029
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.
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.
Page 88 of 603
18
Fire Collective Bargaining Agreement 2026-2029
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 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.
Page 89 of 603
19
Fire Collective Bargaining Agreement 2026-2029
ARTICLE VII: PROMOTION
Section 7.1: Promotion Eligibility List and Promotion.
A. 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 Lieutenants examinations will be given in the month of
February on even numbered years and all Engineer exams will be given in
the month of February on odd numbered years. All testing shall be
completed in the month of February. All results shall be posted within 30
days of the start of the testing process. The Engineer list from 2025 will
expire on June 30, 2027. The list for the Engineer test that takes place in
February 2027 shall go into effect July 1st, 2027. The Lieutenant list from
2026 will expire on June 30, 2028. The list for the Lieutenants test that takes
place in February 2028 shall go into effect July 1st, 2028. All candidates
wishing to be placed on the Engineer list that goes into effect on July 1,
2027, and the Lieutenant list that goes into effect July 1st, 2028, must test
in February of the respective year regardless of their placement on the
current lists.
B. The lists for each position will be in effect until the next test is completed
in the month of February. If the list is exhausted new examinations will be given
earlier as determined by the Chief in order to facilitate operational needs. An
Page 90 of 603
20
Fire Collective Bargaining Agreement 2026-2029
exhausted list includes no member remaining on the list or personnel on the list
that declined the promotion. If a member declines a promotion, they shall be
skipped and the next eligible candidate shall be offered the position, the
member who declines the promotion shall remain in their place on the list.
C. Only employees whose last two (2) annual job performance evaluations
were “Meets Expectations” 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 –
1. Hold the rank of Firefighter with the Ocoee Fire department for a minimum of
three (3) years
2. Must be a relief Engineer with the Ocoee Fire Department for a minimum of one
(1) year
3. Possession of a Driver/Operator certificate of completion from an accredited
institution
4. Fire Officer I State of Florida Certification
Lieutenant -
1. Currently holds the rank of Engineer for a minimum of one (1) year with the
Ocoee Fire Department
2. Must be on the LT ride up list for a minimum of 1 year
3. Completion of Fire Officer II State of Florida Certification
4. An Associates degree or higher
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.
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. Promotional candidates that are on duty before the scheduled promotional
Page 91 of 603
21
Fire Collective Bargaining Agreement 2026-2029
testing process shall be given time off without a loss in pay from 1900-0700. Any
candidate on shift for any portion of the testing process, to include but not limited to
the written/practical/coaching/interview, shall be given time off without a loss in pay
from 0700 until that candidate’s completion of the day’s process.
D. 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.
E. 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.
F. 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
Page 92 of 603
22
Fire Collective Bargaining Agreement 2026-2029
placed on the eligibility list shall not be eligible for promotion until they have
received no disciplinary action for three hundred sixty-five (365) days, after the
latest action.
G. Vacancies will be filled from the rank and order off the promotional list within 30 business
days, if possible, in descending order from top to bottom. 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. Employees who are promoted to Engineer or Lieutenant and transfer to a
different shift, may elect to retain already scheduled PTO on the closest dates to their
original PTO selection.
Section 7.2: Application of City PRR.
City Personnel Rules and Regulations shall not apply to Article VII.
Section 7.3: Union Representation.
All promotional exams will allow a union representative of the union’s choice,
provided that the representative is not on duty (unless they elect to use PTO) and 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
Page 93 of 603
23
Fire Collective Bargaining Agreement 2026-2029
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. The city will include a 3rd party peer or representative from a
testing agency during the interview process.
Page 94 of 603
24
Fire Collective Bargaining Agreement 2026-2029
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.
Page 95 of 603
25
Fire Collective Bargaining Agreement 2026-2029
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.
Page 96 of 603
26
Fire Collective Bargaining Agreement 2026-2029
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.
Page 97 of 603
27
Fire Collective Bargaining Agreement 2026-2029
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 dependents 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 provides that the minimum in-line of duty disability benefit shall be 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.
Page 98 of 603
28
Fire Collective Bargaining Agreement 2026-2029
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 in
election is permitted. D.R.O.P shall be up to but may not exceed 8 years.
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.
Page 99 of 603
29
Fire Collective Bargaining Agreement 2026-2029
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.
Page 100 of 603
30
Fire Collective Bargaining Agreement 2026-2029
ARTICLE XIII: TIME TRADES
Section 13.1: Application.
Time Trades shall be submitted sixty (62) hours prior to the beginning of the time
trade sought and must be approved in advance by the on-duty Battalion Chief.
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.
Page 101 of 603
31
Fire Collective Bargaining Agreement 2026-2029
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.
Page 102 of 603
32
Fire Collective Bargaining Agreement 2026-2029
ARTICLE XIV: HOLIDAYS
Section 14.1: Days Observed.
A. The observed holidays are:
January 1 New Year’s Day
January – Third Monday Martin Luther King, Jr. Day
May – Last Monday Memorial Day
July 4 Independence Day
September – First Monday Labor Day
November – Fourth Thursday Thanksgiving Day
November – Fourth Friday Day after Thanksgiving
December - 24 Christmas Eve
December 25 Christmas Day
Section 14.2: Eligibility for Holiday Pay.
A. Eligibility
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.
B. Holiday Pay
a) Bargaining unit employees on a 24/48 schedule shall be paid an
additional eighteen (18) hours at their straight time hourly rate or 18
hours of comp time for each of the above holidays.
Page 103 of 603
33
Fire Collective Bargaining Agreement 2026-2029
b) When a bargaining unit employee on a 24/48-hour schedule works on
a scheduled holiday, the employee shall receive 18 hours of holiday
pay, if he/she meets the eligibility requirements, in addition to the time
and one half (1.5) his/her straight time rate for all hours worked on the
holiday.
c) When a bargaining unit employee picks up overtime or works forced
overtime on a holiday, he/she will receive 2 times their straight time
rate of pay for all hours worked, in addition to the 18 hours of holiday
pay.
d) When a bargaining unit employee is out on scheduled PTO, Comp
Time, Family Medical Leave Act, Domestic Sexual Violence leave, or
the use of leave donation on a holiday, he/she will receive the 18 hours
of holiday pay and PTO will be paid at their straight time rate.
e) When an employee is scheduled to work on a holiday, but fails to do
so, other than scheduled PTO, Comp Time, Family Medical Leave Act,
Domestic Sexual Violence leave, or the use of leave donation, the
employee will not receive the 18 hours of holiday pay.
Page 104 of 603
34
Fire Collective Bargaining Agreement 2026-2029
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.) based on hours worked
as follows:
One through five years of service -
9.4821% hours bi-weekly
(276.16 hours per year)
Page 105 of 603
35
Fire Collective Bargaining Agreement 2026-2029
Six through ten years of service -
11.9554% hours bi-weekly
(348.18 hours per year)
Eleven years +
13.5982% hours bi-weekly
(396.00 hours per year)
The formula is based on a total of 2912 hours worked annually, then multiplying that
number by .94821, which results in the yearly accrual. The amount reflected on each
paycheck will alternate based on the inclusion of a short week versus a long week; and
therefore, the accrual will vary. However, the total annual amount will equal 276.16
hours.
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 15.4: PTO per Shift.
No more than four (4) 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.
Page 106 of 603
36
Fire Collective Bargaining Agreement 2026-2029
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
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)
Page 107 of 603
37
Fire Collective Bargaining Agreement 2026-2029
before the next scheduled on-coming shift. Any deviation from this is subject to
approval by the Fire Chief or designee.
Page 108 of 603
38
Fire Collective Bargaining Agreement 2026-2029
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 electronic travel forms for submission to their Battalion Chief for
approval, and are required to submit the forms on the same day as their travel.
Page 109 of 603
39
Fire Collective Bargaining Agreement 2026-2029
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 Fl. St. 447, impasse resolution process.
B. Paid Lunch Periods are scheduled pursuant to Department Policies and
Procedures.
C. The basic work schedule for new hire orientation will be determined by the
Chief. New employees will have their pay converted so as to not lose any pay during
the orientation period.
D. During the term of this contract, the City agrees to allow one fiscally
neutral schedule change provided the Chief reviews and agrees that the change is
fiscally neutral and does not impede operations. Once the change has been agreed
upon, it shall take effect on the first day of the first full pay period of the FY. The union
must notify the Chief in writing no later than June 15th of its request for a schedule
change. Such change will remain in effect for one full year. Parties may mutually
agree to return to the original schedule, however, that change will also be coordinated
with the FY and will remain in effect for the duration of the contract.
Page 110 of 603
40
Fire Collective Bargaining Agreement 2026-2029
Notwithstanding the above, upon completion of one (1) full fiscal year
following implementation of any schedule change, the City retains the sole discretion
to revert to the original schedule. Any such reversion shall be effective at the start of
the next fiscal year and shall remain in effect for the duration of the contract, unless
otherwise mutually agreed upon by the parties.
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 ninety-six
(96) hours in a fourteen (14) day work cycle. The member will receive half-time for built-
in overtime (i.e., the regularly scheduled hours worked in excess of 96 hours each work
cycle) as pay or convert to comp time. Bargaining unit members will also accrue overtime
on the short week of the pay period.
C. For the purposes of overtime computation, PTO not approved in advance
of 62 hours, annual military leave and other absences from duty, whether paid or not,
shall not be considered as time worked, provided, however, PTO not approved in advance
Page 111 of 603
41
Fire Collective Bargaining Agreement 2026-2029
of 62 hours that is utilized for jury duty, bereavement or court ordered subpoena (personal
matters do noy apply) shall count as time worked. 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 on-duty
Battalion Chief, in advance of 62 hours.
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. Positions requiring a qualifier (e.g., truck qualifications, MSU 25
qualifications), as determined by the Department, shall be offered as overtime to qualified
personnel, with priority given to members assigned to that unit, followed by other
personnel who meet the required qualifications, as determined by the Department.
Example 1 (Unscheduled PTO): If four (4) 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
exhausted without filling the overtime, the Battalion Chief will utilize the forced overtime
Page 112 of 603
42
Fire Collective Bargaining Agreement 2026-2029
list to hire a replacement based on the classification of the employee using unscheduled
PTO.
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 four (4) 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 (Worker’s Comp) 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
If four (4) 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-
Page 113 of 603
43
Fire Collective Bargaining Agreement 2026-2029
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 four (4) 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
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.
Page 114 of 603
44
Fire Collective Bargaining Agreement 2026-2029
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. When overtime is forced for staffing a rescue unit, any member of the any
rank may replace the forced overtime position, provided they meet the minimum
qualification to fill that position.
Page 115 of 603
45
Fire Collective Bargaining Agreement 2026-2029
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. When overtime
is forced, bargaining unit members will be paid for a minimum of three (3) hours,
Personnel working greater than three (3) (hours of forced overtime in a 24-hour period
will be moved to the bottom of the forced overtime list. Personnel working less than three
(3) 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.
Section 17.4: 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.
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
Page 116 of 603
46
Fire Collective Bargaining Agreement 2026-2029
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 240 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.
Members may elect to change to receive overtime or comp time one (1) time
each quarter. Any change must be submitted by the end of the first pay period of each
quarter, (Jan, April, July and October).
Page 117 of 603
47
Fire Collective Bargaining Agreement 2026-2029
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.
Page 118 of 603
48
Fire Collective Bargaining Agreement 2026-2029
ARTICLE XIX: WAGES
Section 19.1: Pay Increases.
Pay increases for Fiscal Years 2026/2027, 2027/2028 and 2028/2029, effective
upon ratification of this Agreement by both parties, shall be as follows:
1. For Fiscal Year 2026/2027, effective upon ratification of this agreement by
both parties, bargaining unit employees shall receive base wage increases on October
12, 2026. These increases shall not be applied retroactively. Bargaining unit members
will have their annual salary increased by fifteen percent provided they have a minimum
of 1 year of completed service on October 1, 2026. Employees will receive an increase
to their base wage up to the maximum salary for the position. The balance of the
increase will be paid as a one-time lump sum payment. Any member who does not have
one year of completed service on this date will have the annual salary adjusted to the
new starting salary. The starting salary for 2026/2027 will be $56,056.00.
2. For Fiscal Year 2027/2028, effective upon ratification of this agreement by
both parties, bargaining unit employees shall receive 4% base wage increases on
October 11, 2027. Employees will receive an increase to their base wage up to the
maximum salary for the position. The balance of the increase will be paid as a one-time
lump sum payment. Any member who does not have one year of completed service on
this date will have the annual salary adjusted to the new starting salary. The new
starting salary for FY 2027/2028 will be $57,737.68. These increases shall not be
applied retroactively.
Page 119 of 603
49
Fire Collective Bargaining Agreement 2026-2029
3. For Fiscal Year 2028/2029 bargaining unit employees shall receive 4%
base wage increases on October 9, 2028. Employees will receive an increase to their
base wage up to the maximum salary for the position. The balance of the increase will
be paid as a one-time lump sum payment. Any member who does not have one year of
completed service on this date will have the annual salary adjusted to the new starting
salary. The new starting salary for FY 2028/2029 will be $59,469.81. These increases
shall not be applied retroactively.
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. “Bargaining unit employees who are designated as Tower qualified by the
Fire Chief shall receive an additional $0.35 per hour.”
6. No other wage increases shall be provided through the term of this
Agreement.
Section 19.2: Paramedic Incentive Pay.
A. All bargaining unit employees who were hired as a paramedic or hired as
an EMT with the requirement to become a paramedic shall be required to
maintain their State of Florida paramedic license and Orange County
Medical Director’s certification (Letter of Affirmation) for the duration of
employment. Such employees who lose their State paramedic license or
their Orange County Medical Director’s certification may be terminated
from employment.
Page 120 of 603
50
Fire Collective Bargaining Agreement 2026-2029
B. Effective Fiscal Year 2026/2027, personnel that possess and maintain a
Certified Orange County Paramedic certification shall receive an hourly
rate increase ($ 4.00 per hour) equal to $11,648.00. This incentive will
begin after probation and Orange County Protocol tested and passed.
C. Effective Fiscal Year 2027/2028, personnel that possess and maintain a
Certified Orange County Paramedic certification shall receive an hourly
rate increase ($4.25 per hour) equal to $12,376.00. This incentive will
begin after probation and Orange County Protocol tested and passed.
D. Effective Fiscal Year 2028/2029, personnel that possess and maintain a
Certified Orange County Paramedic certification shall receive an hourly
rate increase ($4.50 per hour) equal to $$13,104.00. 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.
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, Portuguese or Creole 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).
Page 121 of 603
51
Fire Collective Bargaining Agreement 2026-2029
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
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.
F. Bargaining unit employees will be compensated for meeting
requirements as outlined in the Career Tracking Incentive Program, included in
Appendix A
Section 19.4: Starting Pay
Effective upon ratification of this Agreement by both parties, the following minimum and
maximum rates will apply:
Page 122 of 603
52
Fire Collective Bargaining Agreement 2026-2029
Minimum Maximum Minimum Maximum Minimum Maximum
Hourly 19.25 29.88 19.83 31.08 20.42 32.32
Biweekly 2156.00 3346.56 2220.68 3480.42 2287.30 3619.64
Annual 56056.00 87010.56 57737.68 90490.98 59469.81 94110.62
Minimum Maximum Minimum Maximum Minimum Maximum
Hourly 22.46 32.02 23.14 33.30 23.83 34.63
Biweekly 2515.72 3586.24 2591.19 3729.69 2668.93 3878.88
Annual 65408.76 93242.24 67371.02 96971.93 69392.16 100850.81
Minimum Maximum Minimum Maximum Minimum Maximum
Hourly 26.04 38.14 26.82 39.67 27.63 41.25
Biweekly 2916.48 4271.68 3003.97 4442.55 3094.09 4620.25
Annual 75828.48 111063.68 78103.33 115506.23 80446.43 120126.48
Lieutenant Rates
FY 26/27 FY 27/28 FY 28/29
Firefighter Rates
Engineer Rates
Page 123 of 603
53
Fire Collective Bargaining Agreement 2026-2029
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
Page 124 of 603
54
Fire Collective Bargaining Agreement 2026-2029
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
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 31st of each year to be
used for uniform replacement of Class A-D in the following amount:
Shift bargaining unit employees -- $ 600.00
Amounts credited that are not used by September 1st of the year or upon the
cessation of employment shall revert back to the City.
Page 125 of 603
55
Fire Collective Bargaining Agreement 2026-2029
Upon completion of a new hires first probationary period, the employee shall
receive a prorated uniform allotment in the amount of $50.00 per month until the end of
the current fiscal year.
Example: bargaining unit member completes his/her probationary period
on May 1st, they will receive the uniform allotment on June 1st in the amount of
$50.00 and continue until the end of the fiscal year (June, July, August, and
September). Employee will be awarded the full amount uniform allowance in
October, on schedule with all bargaining unit members.
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
Page 126 of 603
56
Fire Collective Bargaining Agreement 2026-2029
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. If uniforms are
soiled or damaged during an emergency scene, items shall be replaced at no charge by
approval of the Fire Chief or his/her designee.
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.
Page 127 of 603
57
Fire Collective Bargaining Agreement 2026-2029
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, CBA and City.
Page 128 of 603
58
Fire Collective Bargaining Agreement 2026-2029
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, Meets Expectations” or better and none of the applicant’s last
three (3) job performance evaluations were “Below operational/Needs Improvement”.
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.
Page 129 of 603
59
Fire Collective Bargaining Agreement 2026-2029
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: 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.
Section 22.4: 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 22.5: Adverse Weather Protocol.
The City and the Union agree to follow the Department Policies and Procedures
regarding adverse weather issues.
Page 130 of 603
60
Fire Collective Bargaining Agreement 2026-2029
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 fiscal year being selected. A maximum total of 10 rounds of vacation picks shall be
held until members meet the 10 shift maximum or forfeit additional picks. Four (4)
bargaining unit employees are allowed off at initial annual PTO vacation pick selection.
The vacation pick process shall proceed in the following manner:
Lieutenant Picks 1-4
Engineer Picks 5-8
Firefighter Picks 9-etc
Section 23.2: Layoff and Recall.
Layoff and recall shall be in accordance with the City PRR.
Page 131 of 603
61
Fire Collective Bargaining Agreement 2026-2029
Section 23.3: Shift and Station Vacancies
1. Employees who desire to transfer to different shifts and stations may submit a
written request to the Fire Chief or his designee twice each year, once during the
month of January and once during the month of July of each year. Such requests
shall be limited to a primary and secondary pick. Requests that are made during
the month of January shall remain in effect from February 1st through July 31 of
that year. Requests that are made during the month of July shall remain in effect
from August 1 through January 31 of the following year.
2. The Fire Chief shall consider employee transfer requests in filling shift and station
vacancies caused by retirements, promotions, resignation, terminations, or
demotions, other than those created by an employee filling a vacancy pursuant to
a transfer request. If the Fire Chief does not select the most senior qualified
requester for the vacancy, the Fire Chief shall provide the reasons for the decision
in writing.
3. Employees who are transferred to different shifts at their request will forfeit already
scheduled vacation/PTO selections. Employees who are transferred to different
shifts as determined by management not pursuant to a request by the employee
may elect to retain already scheduled vacation/PTO on the closest dates to their
original vacation/PTO selections (e.g., an A-shift employee who selects PTO on
July 1st and later transfers to B-shift may take PTO on July 2nd). When an
employee is involuntarily transferred to another shift, the Fire Chief shall provide
a 14 day written notice to the employee.
Page 132 of 603
62
Fire Collective Bargaining Agreement 2026-2029
Section 23.4: Mutual Consent Transfers
1. Bargaining unit employees of equal rank and qualifications (as listed in the
electronic scheduling system) may transfer across shifts, provided that such
transfers are mutually agreed-to and are submitted in writing to the Fire Chief or
his designee for approval. If the Fire Chief denies the mutual transfer request, he
shall provide the reasons for the denial in writing.
2. To be eligible for mutual consent transfers, Firefighters must have a minimum of
one (1) year of service; Engineers and Lieutenants must have a minimum of one
(1) year of time in grade.
3. Notwithstanding the provisions of paragraph B.1 above, the Fire Chief may allow
EMTs and Paramedics who meet all the other qualifications for the transfer to
mutually transfer.
4. Employees can mutually transfer no more than once in a 365 day period.
Page 133 of 603
63
Fire Collective Bargaining Agreement 2026-2029
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 $150.00.
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.
Page 134 of 603
64
Fire Collective Bargaining Agreement 2026-2029
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.
Page 135 of 603
65
Fire Collective Bargaining Agreement 2026-2029
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). Employees will be responsible for 50% of the cost of the physical for missed
appointments except in cases of circumstances beyond their control, i.e. family or medical
emergencies to be evaluated on a case-by-case basis. The union will be notified of the
scheduled dates for physicals at least 30 days prior. Employees will be required to
reschedule on their own time and without pay within 90 days. All medical examinations
will include a test to determine the presence of illegal controlled substances. All
employees will be tested for nicotine. Employees testing positive for nicotine that are not
grandfathered will be given 6 months to become nicotine free. Failure to become nicotine
free, will result in disciplinary action up to and including termination of employment.
B. Any medical or psychological exam that results in the employee being
considered as unfit for duty, shall be addressed using terms outlined in Article XVIII:
LIGHT DUTY. Should the employee provide qualified medical information to return to duty
Page 136 of 603
66
Fire Collective Bargaining Agreement 2026-2029
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.
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:
Life Scan Wellness Centers Public Safety Physical Exam or comparable exam
Public Safety Annual physical
QuantiFERON (TB test)
Chest x-ray (baseline and every 5 years)
.
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.
Section 25.5: 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.
Page 137 of 603
67
Fire Collective Bargaining Agreement 2026-2029
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.
Page 138 of 603
68
Fire Collective Bargaining Agreement 2026-2029
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: $25.00 per shift
Engineer working as a Lieutenant: $50.00 per shift
Lieutenant working as a Battalion Chief: $100.00 per shift
Or can choose to receive
Firefighter working as an Engineer: 3 hours comp time per shift
Engineer working as a Lieutenant: 4 hours comp time per shift
Lieutenant working as a Battalion Chief: 7 hours comp time per shift
If a bargaining unit member is on the promotion list, they shall be given the option
to ride up. Bargaining unit members who have completed all required training and have
been approved by Fire Administration to ride up out of class shall be used on their
normally assigned shifts based on operational needs. 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
Page 139 of 603
69
Fire Collective Bargaining Agreement 2026-2029
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.
Page 140 of 603
70
Fire Collective Bargaining Agreement 2026-2029
(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.
Page 141 of 603
71
Fire Collective Bargaining Agreement 2026-2029
ARTICLE XXVIII: VEBA – OTHER POST-EMPLOYMENT BENEFITS
The parties agree to participate in a Voluntary Employee Benefits Association –
VEBA.
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 paid into the member’s VEBA
account. 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.
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.
B. The employees will have the opportunity annually in the month of
September to sell back up to 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%
Page 142 of 603
72
Fire Collective Bargaining Agreement 2026-2029
total PTO buyout will be placed in the VEBA account. The remaining 15% of the total
PTO buyout will be paid to the employee. The employee must have a minimum of 80
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.
Page 143 of 603
73
Fire Collective Bargaining Agreement 2026-2029
ARTICLE XXVIII: DURATION
This contract shall remain in full force and effect through midnight September 30,
2029 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, 2029.
______________________________ ______________________________
International Association of Fire City Manager
Fighters, Local 3623
By: ____________________________ Date: _________________________
Date: __________________________
______________________________ ______________________________
Name Fire Chief
Date: _________________________ Date: _________________________
______________________________ ______________________________
Name Human Resources Director
Date: _________________________ Date: _________________________
______________________________ ______________________________
Name Mayor
Date: _________________________ Date: _________________________
Page 144 of 603
74
Fire Collective Bargaining Agreement 2026-2029
RATIFICATION
This collective bargaining agreement was ratified by the parties on the dates set
forth below:
Date Ratified: ____________________ Date Approved: _________________
______________________________ ______________________________
International Association of Fire City Clerk, City of Ocoee
Fighters, Local 3623
By: ____________________________ By:____________________________
Page 145 of 603
75
Fire Collective Bargaining Agreement 2026-2029
Career Tracking Incentives
Firefighter II - $.36 per hour
Firefighter III - $.61 per hour
Engineer II - $.70 per hour
Engineer III - $.89 per hour
Lieutenant II- $.95 per hour
Lieutenant III - $1.17 per hour
Upon promotion, employees will retain the current incentive until the requirements
are met and approved for the new rank. Employees will begin receiving the respective
rate for the new incentive at the beginning of the immediate next pay period. There shall
be no stacking of incentives.
Page 146 of 603
76
Fire Collective Bargaining Agreement 2026-2029
Page 147 of 603
77
Fire Collective Bargaining Agreement 2026-2029
Page 148 of 603
78
Fire Collective Bargaining Agreement 2026-2029
APPENDIX B
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
__________________________ _____________________________
Page 149 of 603