CBA Flashcards
Employees working 8 hour shifts:
12-59 months 4.2 hrs per pay period
60-119 months 5.1 hrs per pay period
120-179 months 6.0 hrs per pay period
180-239 months 7.0 hrs per pay period
240+ 7.85 hrs per pay period
vacation leave
employees working 24 hour shifts:
12-59 months 6.05 hrs per pay period
60-119 months 7.43 hrs per pay period
120-179 months 8.82 hrs per pay period
180-239 months 10.20 hrs per pay period
240+ 11.59 hrs per pay period
vacation leave
The employee’s eligibility for injury leave with pay shall be dependent on compliance with Title 11 and Title 85 of the Oklahoma Statutes, Oklahoma Firefighters Pension and Retirement System, additions and ammendments.
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Employees working a 40-hour workweek shall accrue sick leave at the rate of 3.70 hours per pay period.
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holiday leave days are:
New years day Thanksgiving Day
memorial day
The day after thanksgiving
independence day Christmas eve
labor day Christmas Day
holiday leave
If an 8 hour/10-hour shift employee separates from city employment during the term of the contract, holiday leave shall be computed as accruing 3.08/3.85 hours respectively in each of the 26 pay periods throughout the year.
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All 8-hour/10-hour shift employees are required to use a minimum of 64/80 hours respectively of holiday leave each year.
Sell back 8/10 hours in the first paycheck in December or 16/20 hours in the second paycheck in June.
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Employee pays back $200 for timepiece. $325 for cell phone. $400 for eyeglasses or contacts.
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NFPA 1851 sets the service life of structural firefighting helmets at ten years from the date of manufacture.
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$10 - EMT Intermediate/Advance.
$20 - EMT Paramedics
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$46.15 -Hazmat Technician
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$72.70 - ride out major
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Employees serving as delegates for the annual OSFA convention shall be allowed training leave starting Wednesday morning at 7:00 AM and ending at the conclusion of the convention on Saturday.
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$239.77 for employee.
$462.42 for employee and spouse.
$310.57 for employee and children.
$615.63 for employee and all dependents in 24 of 26 paychecks.
health benefits
The employer recognizes its responsibility under 51` OS section 151 et. seq. to indemnify employees form certain claims arising out of the performance of their duties and from the costs and expense incurred in defending said claims.
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Personnel assigned to the suppression division shall work 24 hour shifts on a 2912 hours per year in twenty seven day work period under the three platoon system.
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The 27 day work period will contain 216 hours of work which 204 will be considered flsa straight time.
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Members of the prevention section assigned to standby status on weekends or holidays shall be entitled to standby pay in the amount of $50 per day while so assigned.
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The employer will implement and conform to Public Law 100-690 The Drug Free Workplace act of 1988.
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The employer will notify the employee, of any disciplinary action above the level of informal oral counseling.
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The human resources director is the administrator of and contact for the EAP.
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Other methods are allowed by Oklahoma State Department of Health rules OAC 310:638-1-4 for initial detection of the presence for drug and or alcohol.
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Unless specifically noted, all testing will be done using SAMHSA procedures and threshold levels.
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Confirmation testing will be conducted using gas chromatography-mass spectrometry.
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The urine sample shall be retained for 12 months by proper storage method to allow for further testing if necessary.
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Title 40 OS ss 554 for employer request of drug test
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If the employee is unable to provide a sample at the time they report to the test site, they have two hours from the time that they sign in to produce a sample.
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DOT regulations require 25% of CDL drivers to be randomly tested each year.
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All specimens identified as positive on the initial test shall be confirmed using gas chromatography-mass spectrometry or its equivalent as approved by the Commissioner of Health.
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Retests must be requested within 72 hours after the notification of an initial positive test.
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When there is a confirmed presence of alcohol at the .02 level or greater, the employee is deemed to be unable to work safely and will be sent home for the remainder of his work shift.
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Records related to alcohol and drug collection process and training shall be maintained for a minimum of two years.
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Records of negative and canceled drug test results and alcohol test result with a concentration of less than 0.02 shall be maintained for a minimum of one year.
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In a self referral, the employee contacts an EAP counselor directly.
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The supervisor may suggest that the employee voluntarily seek help from the EAP or decide that the severity of the observed problem is such that an involuntary referral to the EAP is appropriate.
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Unannounced follow up tests will be conducted at least 6 times within the first 12 months after an employee returns to work.
Testing may be extended for a period of up to 60 months after the return to work.
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The employer agrees that the union shall have 240 hours leave available in order to conduct union related business or activities, provided that the granting of such leave shall not impede the proper operation of the department as determined by the fire chief.
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The union president or secretary shall properly document all hours used and present a quarterly report to the Chief.
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Members of the union negotiating team, not to exceed 5, shall be allowed time off without loss of pay for all negotiation meetings which shall be mutually set by the employer and the union.
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Each union member will be allowed two payroll deductions, for union purposes, at any time. The union must notify the city of all members who will utilize the payroll deduction for PAC fund contributions by June 1 of the previous contract year.
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Seniority will be the factor to be considered by the fire chief in determining priority of each employee to the following:
Time when vacation is granted.
Time when compensatory time off is granted.
Time when holidays are granted.
Seniority will be a factor to be considered by the employer in determining the priority of each employee to the following:
Shift and duty assignments.
Transfers.
Recall notification rights shall be for one year and shall be made in writing if recall is to occur. Written notice shall be sent to the employee’s on file address by certified mail. An employee shall respond as to their desire for recall within two weeks from the mailing date or forfeit all recall rights.
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The IAFF president shall be the responsible party for the e-mail address and for posting all information on the bulletin board and material to be posted should be dated and materials shall be removed in a timely manner by the IAFF president.
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Employer agrees to comply with 11 O.S. 22-127 for population over 5,000.
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Employees may engage in additional employment outside the official hours of duty. For staffing purposes during large scale emergencies, personnel are required to maintain a current number with the Fire Chief’s Office at which said person can be personally contacted.
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The training section, or an appropriate designee from either inside or outside the department will be responsible for developing the written test and assessment centers as determined by the Fire Chief.
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The promotions committee will meet in the last quarter of the calendar year to determine and publish the bibliography for all testing to be conducted in the next calendar year. Goes into effect January 1.
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Department promotions will be made from the eligibility list in order of highest to lowest total scores by the fire chief.
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All current employees will be considered continuous service. The continuous service requirement in this article shall become effective July 1, 2002.
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Firefighter ( corporal )
3 years, certified relief driver, instructor 1
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Sergeant (app. operator)
Corporal for 2 years, Fire officer 1, App Ops academy 6 months.
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Lieutenant
7 years, 1 week Lt academy
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Captain
7 years, Sgt for 2 years, Fire officer 2, Cpt academy 6 months,
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Major
9 years, instructor 2, fire cause and determination class approved by fire chief, 1 week majors academy
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Shift commander
9 years, 2 as captain, instructor 2, completed ICS 300 and 400, Fire officer 3 within one year.
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At the end of the contract year, a maximum of 24 hours of accumulated leave in excess of 300 hour for 24 hour workers and a maximum of 24 hours of accumulated leave in excess of 216 hours for 8 hour workers shall be paid at the straight rate of hourly pay through June, 2008.
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Ems instructors and coordinators = $23.08 per pay period.
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Committee pay is $30.00 per pay period.
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On January 1, 1999, all employees will participate in the health benefits plan. Premium payments made through cafeteria plan.
IRS regulations or guidance on health benefits, reopen negotiations on Article 28.
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Training division shall work 8-hour shifts on a 40 hour average week in a 28 day work period.
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Fire prevention division shall work 10-hour shifts on a 40 hour average week in a 28 day work period under a 2 platoon system. 4 on and 3 off.
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At the discretion of the City manager, employees may receive payment for overtime service.
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The 12 hours of flsa overtime in each 27 day period will be compensated at 1 1/2 times the employee’s base rate of pay.
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Additional emergency leave may be granted at the department head’s discretion.
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