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LT Exam > Union Contract - 2013-2015 > Flashcards

Union Contract - 2013-2015 Flashcards

1
Q

What is Article 1 in the Union Contract?

A

Definitions

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2
Q

What is Article 2 in the Union Contract?

A

Recognition

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3
Q

What is Article 3 in the Union Contract?

A

Union Membership

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4
Q

What is Article 4 in the Union Contract?

A

Check Off

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5
Q

What is Article 5 in the Union Contract?

A

Non-discrimination

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6
Q

What is Aricle 6 in the Union Contract?

A

Seniority

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7
Q

What is Article 7 in the Union Contract?

A

Reduction and Recall

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8
Q

What is Article 7.1 in the Union Contract?

A

Reduction in Force

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9
Q

What is Article 7.2 in the Union Contract?

A

Recall from Layoff

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10
Q

What is Article 8 in the Union Contract?

A

Vacancies - Promotions

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11
Q

What is Article 9 in the Union Contract?

A

Monthly Salaries

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12
Q

What is Article 10 in the Union Contract?

A

Educational Incentive Pay and Longevity Pay

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13
Q

What is Article 11 in the Union Contract?

A

Overtime

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14
Q

What is Article 12 in the Union Contract?

A

Hours of Duty

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15
Q

What is Article 13 in the Union Contract?

A

Shift Exchanges

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16
Q

What is Article 14 in the Union Contract?

A

Mileage

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17
Q

What is Article 15 in the Union Contract?

A

Duty Out of Rank or Pay Classification

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18
Q

What is Article 16 in the Union Contract?

A

Holidays

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19
Q

What is Article 17 in the Union Contract?

A

Vacation Leave

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20
Q

What is Article 18 in the Union Contract?

A

Leaves

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21
Q

What is Article 18.1 in the Union Contract?

A

Accruals of Sick Leave

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22
Q

What is Article 18.2 in the Union Contract?

A

Limits on Sick Leave Accruals

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23
Q

What is Article 18.3 in the Union Contract?

A

Incentive for Non-use of Sick or Disability Leave

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24
Q

What is Article 18.4 in the Union Contract?

A

Cash Payment upon Retirement

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25
Q

What is Article 18.5 in the Union Contract?

A

Permissible Use of Sick/Disability Leave with Pay

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26
Q

What is Article 18.6 in the Union Contract?

A

Requirement for a Physician’s Certificate

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27
Q

What is Article 18.7 in the Union Contract?

A

Use of Compensated Leave when Sick Leave is Exhausted

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28
Q

What is Article 18.8 in the Union Contract?

A

Workers’ Compensation

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29
Q

What is Article 18.9 in the Union Contract?

A

Requriement for Physician’s Certificate

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30
Q

What is Article 18.10 in the Union Contract?

A

LEOFF I Employees

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31
Q

What is Article 18.11 in the Union Contract?

A

Funeral Leave

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32
Q

What is Article 18.12 in the Union Contract?

A

Emergency Leave

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33
Q

What is Article 18.13 in the Union Contract?

A

Military Leave

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34
Q

What is Article 18.14 in the Union Contract?

A

Qualifying Military Exigency Leave

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35
Q

What is Article 18.15 in the Union Contract?

A

Jury Duty Leave

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36
Q

What is Article 18.16 in the Union Contract?

A

Family Leave

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37
Q

What is Article 18.17 in the Union Contract?

A

Family Leave for Domestic Partners

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38
Q

What is Article 18.18 in the Union Contract?

A

LEOFF I

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39
Q

What is Article 18.19 in the Union Contract?

A

Domestic Violence Leave

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40
Q

What is Article 19 in the Union Contract?

A

Union Work Replacement

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41
Q

What is Article 20 in the Union Contract?

A

Prevailing Rights

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42
Q

What is Article 21 in the Union Contract?

A

Maintenance of Crews/Health and Safety Committee

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43
Q

What is Article 22 in the Union Contract?

A

Union Communications

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44
Q

What is Article 23 in the Union Contract?

A

Savings Clause

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45
Q

What is Article 24 in the Union Contract?

A

Grievance Procedure

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46
Q

What is Article 25 in the Union Contract?

A

Communication Procedure

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47
Q

What is Article 26 in the Union Contract?

A

Performance of Duty

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48
Q

What is Article 27 in the Union Contract?

A

Medical, Dental, Life, Malpractice Insurance

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49
Q

What is Article 28 in the Union Contract?

A

Employee Benefit Trust Fund

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50
Q

What is Article 29 in the Union Contract?

A

MERP - Medical Expense Reimbursement Program

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51
Q

What is Article 30 in the Union Contract?

A

Annual Fitness Evaluation - Fitness Testing

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52
Q

What is Article 31 in the Union Contract?

A

Wellness

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53
Q

What is Article 32 in the Union Contract?

A

Physically capable

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54
Q

What is Article 33 in the Union Contract?

A

Drug/Alcohol Testing

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55
Q

What is Article 34 in the Union Contract?

A

State and Federal Emergency Mobilization

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56
Q

What is Article 35 in the Union Contract?

A

Terms of Agreement

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57
Q

What is Appendix “A” in the Union Contract?

A

Monthly Salaries

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58
Q

What is Appendix “B” in the Union Contract?

A

Education/Longevity

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59
Q

What is Appendix “C” in the Union Contract?

A

Movement Between Platoon and Non-Platoon Duty

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60
Q

What is Appendix “D” in the Union Contract?

A

Service Longevity Awards

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61
Q

What is Appendix “E” in the Union Contract?

A

IAFF Health Insurance Premiums

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62
Q

What is Appendix “F” in the Union Contract?

A

Health Care Cost Containment

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63
Q

What is Appendix “G” in the Union Contract?

A

Administrative Clarification

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64
Q

(A1) Bargaining Unit

A

All employees employed in the BFD in the rank of FF, FF/Engineer, Lieutenant and Captain.

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65
Q

(A1) Compensated Leave

A

The accumulation of time off with pay, whereby a full-time employee shall receive the regular rate of compensation although he/she does not report for duty. Compensated leave shall include the following provisions: Article 16. Holidays and Article 17. Vacation Leave.

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66
Q

(A1) Domestic Partner

A

An individual with whom an employee shares the same regular and permanent residence, has a close personal relationship, and has agreed to be jointly responsible for basic living expenses incurred during the domestic partnership. To qualify an individual as a domestic partner, an employee must file an affidavit of domestic partnership with his or her employing unit attesting that:

  1. He or She is not married, and
  2. He or She and his or her domestic partner are 18 years of age or older
  3. Are not related by blood closer than would bar marriage in the State of Washington, and
  4. They were mentally competent to consent to contract when their domestic partnership commenced, and
  5. They are each other’s sole domestic partner, and
  6. Any other domestic partnership in which the employee or his or her domestic partner participated with a third party was terminated not less than 90 days prior to the date he or she files an affidavit of domestic partnership or by the date of the death of the third party whichever was earlier.
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67
Q

(A1) “Immediate Family” for purposes of Emergency and Funeral Leave

A

Full time employee’s Parents (natural, step, adopted, foster, or an individual who stood in loco parentis to an employee when the employee was a son or daughter), Siblings, Spouse, Mother/Father-in-law, Daughters/Sons-in-law, Domestic partner, Mother/Father of domestic partner, Spouses of children of domestic partner, Children/Child (biological, adopted, step, foster, legal wards, domestic partner’s child, or a child of a person standing in loco parentis), Grandparents, great-grandparents, grandchildren, and great- grandchildren.

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68
Q

(A1) “Immediate Family” for purposes of other leave types

A

For purposes of administering leave as applicable under the Washington State Family Care Act, the federal and state Family and Medical Leave Act, state and federal military leave laws, or other applicable leave laws as now or hereafter enacted or amended, the City will utilize the definitions provided in said laws. (See Article 18.17 for City’s extension of FMLA like leave to same sex spouses, or domestic partners as defined in Article 1.D)

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69
Q

(A1) Overtime

A

The time worked in excess of there normally schedule hours of duty, excluding any time worked as UWR.

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70
Q

(A1) Same Sex Spouse

A

An individual who is married to an employee as recognized under WA las and both the employee and spouse are the same sex.

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71
Q

(A1) Seniority

A

Length of continuous service with the BFD.

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72
Q

(A1) Union

A

IAFF Union Local #1604

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73
Q

(A1) Working Conditions

A

Those matters specifically covered by this labor agreement.

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74
Q

(A2) What is Recognition?

A

The Employer recognizes the Union as the exclusive bargaining representative for the employees of the Department in the position of Firefighter, Firefighter/Engineer, Firefighter/Paramedic, Lieutenant and Captain.

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75
Q

(A3) How many days after employment, as a condition of employment, does an employee have to become a union member?

A

30 days.

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76
Q

(A4) If an employee does not wish to become a union member, what does he/she need to do?

A

As a condition of employment, he/she shall execute a properly written authorization to have deductions in lieu of union dues to a designated charity.

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77
Q

(A5) How will issues involving the interpretation or application of sec(s) 5.1 and 5.2 (non-discrimination) be addressed by the Union or employee?

A

Through the Department Chain of Command. Thereafter, the claim must be processed privately through the appropriate local, state or federal agency or through the courts.

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78
Q

(A6) When does seniority begin to accrue?

A

The employee’s most recent date of hire.

79
Q

(A6) How often is the seniority list brought up-to-date?

A

Once per calendar year.

80
Q

(A6) Where are copies of the seniority list posted?

A

On the bulletin board in each station and a copy sent to the Secretary of the Union.

81
Q

(A6) If an employee is laid off, what happens to their seniority?

A

They will retain their seniority for 3 years, or longer at the discretion of the Employer, providing they notify the Employer in writing of their desire to be recalled.

82
Q

(A6) What happens if an employee, who was laid off, does not return to duty when recalled?

A

They are terminated.

83
Q

(A6) If more than 1 employee is hired at a time, how will seniority be determined?

A

For employees hired between 1969-1996, seniority is determined by grade point received on the written Civil Service Exam.
For employees hired after 1996, seniority is determined by the total grade point received following the City’s Civil Service commission’s internal evaluation process.

84
Q

(A6) What happens to seniority if an employee takes an unpaid, voluntary leave of absence.

A

Their seniority shall discontinue its accrual for the duration of the leave, for the purposes of administering vacation.

85
Q

(A7) How does reduction in force work?

A

If the number of officers or engineers is reduced, the officer/engineer with the least seniority in grade (most recent date of appointment) shall be reduced in rank first and restored to the highest rank previously held. Within the rank of firefighter, the employee with the least seniority shall be laid off first, with the exception of the dept’s need to keep sufficient number of Paramedics.

86
Q

(A7) How does a recall from layoff work?

A

The last employee laid off is the first recalled. No new hires until all those laid off are given the opportunity to return to work, provided they meet the requirements in Article 6. Officers/engineers reduced in rank are promoted first, with no further testing. An employee who declines to be reinstated waives their reinstatement rights and must be appointed from a subsequent eligibility list.

87
Q

(A8) What rules and regulations govern vacancies and promotions?

A

Those adopted by the Bellevue Civil Service Commission.

88
Q

(A8) What happens if the top candidate on a Civil Service List is not appointed?

A

That candidate will receive a written explanation within 72 hours after the appointment as to why another candidate was considered best qualified.

89
Q

(A11) What is the minimum time for an employee called in for OT?

A

4 hours; except: a) for the 1 hour immediately after their regular shift ends; b) to attend departmental meetings on their off-duty time; c) when the employee chooses to leave when the work is done and not stay the 4 hours.

90
Q

(A11) When is off-duty EMT training not covered by OT?

A

When the training or testing is to recertify as an EMT because certification has lapsed due to election or poor performance of the employee.

91
Q

(A11) Employees who attend classes off-duty at the Chief’s request will be paid at what rate?

A

Straight-time hourly rate for time spent in the classroom.

92
Q

(A11) What provisions in the SOP’s govern how OT is scheduled?

A

Article 200, Sec 20.

93
Q

(A11) How and when is the OT list adjusted each year?

A

The total hours are adjusted by 1 decimal point to the left, with fractions to the 100th, on Jan 1 each year. Those completing probation shall be added to the list with a total of zero hours. There will be no other adjustments to the list.

94
Q

(A12) How many hours a week do we work?

A

48.18

95
Q

(A12) What appendix regulates accrual rates for sick leave, vacation leave and holiday hours when going from platoon to non-platoon duty?

A

Appendix C

96
Q

(A13) Where are shift trade regulations found?

A

SOPs - Article 200, Sec 13

97
Q

(A14) What is the rate for mileage?

A

The rate per mile established by the employer or the IRS, whichever is greater.

98
Q

(A15) How many shift does a Capt need to be off on sick leave, disability leave or unpaid leave, for an acting Capt is designated?

A

More than 6 shifts.

99
Q

(A15) What is Acting BC pay?

A

110% of their current pay rate.

100
Q

(A15) How much do Capts make as acting Training or EMS Commander?

A

Administrative Capts (those already on days) shall be compensated an additional 5% of their top step. Capts on shift work will be compensated 15% of their current pay rate.

101
Q

(A15) How long must the Training or EMS Commander be absent for an Acting BC is assigned?

A

More than 4 consecutive days.

102
Q

(A15) What is the Acting Capt pay?

A

110% of their current pay rate.

103
Q

(A15) What is Acting Lt pay?

A

FF’s under 2160 total hours of Acting Lt exp are paid 108.10% of top step FF (Probationary Lt step). FF’s at or over 2160 hours are paid 115% of top step FF (Lt step).

104
Q

(A15) What is Acting MSO pay?

A

FF’s under 2160 total hours of Acing exp are paid the Probationary MSO step and those at or above 2160 are paid full MSO step.

105
Q

(A15) What date is used to calculate Acting Lt time?

A

Jan 1, 2000 - the start of Telestaff.

106
Q

(A15) When does a Lt receive full Lt pay?

A

When their total hours of both Acting Lt and Lt reaches 2160, they will move from Probationary Lt pay to the top Lt step.

107
Q

(A15) Does Acting Lt time count towards the 1 year probationary period as a Lt?

A

No; it applies to pay grade only.

108
Q

(A15) What is Acting Engineer pay?

A

105% of their current step pay rate.

109
Q

(A15) What is Acting SA pay?

A

106% of their current step pay rate.

110
Q

(A15) What is Administrative Assignments pay?

A

Personnel working in administrative assignments (excluding modified duty) are paid 110% of their current pay rate, for assignments that exceed 30 calendar days.

111
Q

(A16) How much vacation do full-time employees receive - both shift and administrative?

A

Shift - 5, 24 hour shifts. Admin - receive holidays in accordance with Bellevue City Ordinance.

112
Q

(A16) Explain compensation in lieu of holiday leave.

A

An employee may choose to be paid for holidays in lieu of leave. It is calculated by 120 hours times the employee’s straight time hourly rate. In order to do this, the employee must fill out the proper paperwork prior to Jan 1 or each year. The Fire Chief, or his/her designee, will determine if it is in the best interest of the dept. This process may also be invoked at any time if it is mutually agreed by the City and the Union.

113
Q

(A16) Which holidays are “super holidays?”

A

4th of July, Thanksgiving and Christmas.

114
Q

(A17) What does “years of continuous service” mean?

A

12 consecutive calendar months of service completed, not a calendar year.

115
Q

(A17) How is vacation accrued for line personnel?

A

Based on years of continuous service as follows:
0-end of 4 years - 5 shifts (10 hrs/mo)
5-end of 9 years - 7 shifts (14 hrs/mo)
10-end of 14 years - 9 shifts (18 hrs/mo)
15-end of 19 years - 10 shifts (20 hrs/mo)
20 or more years - 11 shifts (22 hrs/mo)

116
Q

(A17) How is vacation accrued for administrative personnel?

A

Based on years of continuous service as follows:
0-end of 4 years - 12 days (8 hrs/mo)
5-end of 9 years - 18 days (12 hrs/mo)
10-end of 14 years - 9 shifts (18 hrs/mo)
15-end of 19 years - 10 shifts (20 hrs/mo)
20 or more years - 11 shifts (22 hrs/mo)

117
Q

(A18) How is sick leave accrued for LEOFF 2?

A

Employees on shift work accrue at the rate of 12 hours per completed calendar month or approved credit for 8 full shifts of work. Those on days accrue at the rate of 8 hours per completed calendar month.

118
Q

(A18) How long must an employee work before sick leave is available?

A

A minimum of 3 calendar months. However, during the first 12 months of employment, the employee may take up to 6 shifts off with pay for injury or illness, provided they agree in writing to pay back the time within 12 months following the 90th day of employment.

119
Q

(A18) What is the maximum balance for sick leave?

A

1440 hours.

120
Q

(A18) What is the incentive for non-use of sick leave?

A

If an employee does not use more than 16 hours (days) or 24 hours (shift) of sick or disability leave from Jan-Dec, they will receive $100 for that period.

121
Q

(A18) What is the cash payment for sick leave upon retirement?

A

10% of their current total of unused accrued sick leave times their current hourly rate.

122
Q

(A18) What is the permissible use of sick/disability leave?

A

Injury or illness of an employee; medical or dental care; quarantine due to exposure of contagious disease; or for LEOFF 2, care of a child under 18.

123
Q

(A18) When may the City require a physician’s certificate?

A

The City may require a physician’s certificate indicating approval for the employee to return to work. And they may require an employee to show valid proof of illness or injury anytime sick/disability leave is used.

124
Q

(A18) What happens when an employee runs out of sick leave?

A

They may use compensated leave (vacation and holiday) to maintain normal compensation levels for approved sick time.

125
Q

(A18) How is Worker’s Comp paid?

A

The City will pay the difference between the benefits the employee receives from the state and their normal wage.

126
Q

(A18) How will the City determine if an on-the-job injury is new or a reinjury?

A

The City may require the employee to furnish medical proof or submit to a medical examination to determine whether a subsequent injury is new or an aggravation of a former injury.

127
Q

(A18) How much time can be taken off for funeral leave?

A

When an employee has a member of his/her immediate family die, they may be granted up to 24 hours off. When additional time is required for travel, an additional 24 hours may be granted.

128
Q

(A18) How does Emergency Leave work?

A

If there is a serious illness, injury or family emergency in a member of the employee’s immediate family they may be granted emergency leave, provided 1) requests are may at least 24 hours in advance, when possible; 2) it is approved by the department head; 3) does not exceed 72 hours; and 4) they provide a timely written authorization when they return to work that the time off will be charged to their compensated leave balance and their scheduled time off modified accordingly that calendar year, if possible. The employee shall pay be emergency leave prior to receiving OT.

129
Q

(A18) How does Military Leave work?

A

Those on shift work may access up to 10.5 24-hour shifts per year. Those required to be on active duty shall receive dependent medical, dental and vision benefits if the dependents were covered as of the last day of service rendered to the City.

130
Q

(A18) How does Jury Duty Leave work for those on shift?

A

An employee serving on a jury is excused from their regular shift. If they are released from jury duty by 1700 on a scheduled work day, they will call the BC and the BC will determine if the employee needs to return to work for the remainder of the shift. If the employee is on shift and has jury duty the following day, they will be released from duty no later than 2000 hours.

131
Q

(A18) How does Jury Duty Leave work for those on days?

A

If they are released from jury duty by 1500, they will make a reasonable effort to contact their supervisor and the supervisor will determine if the employee needs to return to work that day. If they have jury duty the following day, they will be released from work no later than 1700 hours.

132
Q

(A18) Is the employee paid while on Jury Duty Leave?

A

Yes, they receive their regular salary. Any day they are paid by the City (normal shift day) and receive jury duty pay (from the court), they shall reimburse the City the extra funds, except parking and mileage.

133
Q

(A18) How much time off is an employee given for a newborn or adopted child?

A

LEOFF 2 employees may take up to 72 hours of sick leave for a newborn or adopted child if it is taken within 30 days of birth or adoption.
An employee who anticipates the need for maternity/paternity leave is required to notify their supervisor at least 30 days prior to the expected start of the leave.

134
Q

(A18) Does the Federal FMLA cover same sex spouses or domestic partners?

A

No, but the City will provide employees with similar leave.

135
Q

(A18) How do LEOFF 1 members take family leave?

A

LEOFF 1 members are credited with a bank of 120 hours of leave for WA St Family Care Act purposes, which can be used like LEOFF 2 Family Leave. Then they receive 96 hours annually which will be cumulative from year to year, up to a max bank of 288 hours and has no cash value if not used.

136
Q

(A19) What are the conditions for UWR?

A

a) The dept must be notified at least 24 hours prior. b) The Union will provide an acceptable replacement. c) The wage cost to the dept is no greater. d) If needed, the officer count can be relaxed to allow the Union to provide a qualified replacement for a period not to exceed 10 hours, with BC approval.

137
Q

(A19) Shift coverage will be provided for Union reps to attend what activities involving the dept?

A

a) All joint investigations involving alleged violations of SOP’s. b) Emergency incidents involving serious injury and/or fatalities to Union members. c) Contract negotiations: 1.if sufficient staffing is available so backfill is not required; 2. cost neutral; 3. the Union agrees to cover any extra costs; 4. as deemed appropriate by the Chief

138
Q

(A20) What are Prevailing Rights?

A

The City retains the right to operate and manage its affairs in all respects in accordance with its lawful authority. The powers and authority, which the City has not expressly abridged, delegated or modified by this Agreement, are retained by the City.

139
Q

(A20) Give some examples of Prevailing Rights.

A

A. To discipline, suspend, demote or discharge employees for just cause.
B. To recruit, hire, promote, transfer, assign and retain employees.
C. To lay off employees for lack of work or other legitimate reasons.
D. To determine number of personnel, the methods and equipment for operations of the dept.
E. To fill vacancies subject to Civil Service Rules.
F. To assign work and OT.
G. To determine shift business hours.
H. To make and modify rules and regs for the operation of the dept and conduct of employees.
I. To determine physical, mental and performance standards.
J. To control the dept budget.

140
Q

(A21) How many members are on the Safety Committee?

A

6 - 3 appointed by the dept and 3 appointed by the Union.

141
Q

(A21) How often does the Safety Com meet?

A

At least once a quarter.

142
Q

(A22) Can the Union use dept e-mail?

A

Yes, for official meeting and election notices or other official communications which are approved in advance by Fire Admin.

143
Q

(A23) What is the Savings Clause?

A

If a provision or application of a provision in the contract is found to be invalid by a court, the rest of the contract will remain in effect.

144
Q

(A24) What is a Grievance?

A

A claim or dispute by an employee or the Union with respect to a provision in the contract.

145
Q

(A24) When must a grievance be filed?

A

It must be submitted within 30 calendar days of the event giving rise to the grievance or 30 calendar days after the employee or Union obtains knowledge of the event.

146
Q

(A24) What are the steps in filing a grievance?

A
  1. The Union or employee presents the grievance to the employee’s supervisor, who has 10 business days to give his/her oral answer.
  2. If it is not settled, it will be referred in writing to the Fire Chief within 10 business days after the answer in step 1. It will include the provision(s) allegedly violated and the relief requested. The Fire Chief shall discuss the grievance within 10 business days with the Union. If it is settled the results will be written down and signed by the Fire Chief. If not, the Chief will give the dept’s written answer within 10 business days of the meeting. (In the case of disciplinary actions that an employee wishes to appeal, he/she may appeal to the Civil Service Commission or continue with the contractual grievance procedure, but not both.)
  3. If not settled in step 2, it may be forwarded in writing with all materials to the City Manager within 10 business days of the Chief’s decision. The City Manager will attempt to resolve it within 10 business days.
  4. If not settled in step 3, it may, within 10 business days, be referred to an arbiter, who is mutually agreed upon by the City and Union. To determine an arbiter, each side (after flipping a coin to see who goes first) will strike a name from the list of possibilities and whoever is left is the arbiter. The arbiter will render his/her decision within 15 business days after the hearing. The decision will be final and binding.
147
Q

(A26) Can we go on strike?

A

No. Knowledge and willful violation of this article by any employee shall result in immediate dismissal.

148
Q

(A27) How much does the City pay for medical and dental insurance premiums?

A

Medical - 100% for the employee and 90% of spouse and children’s coverage.
Dental - 100% for the employee and 80% of dependent coverage.

149
Q

(A27) Does the City provide malpractice insurance?

A

Yes. If an employee is sued, the city will provide legal representation and also insurance coverage. These obligations shall not apply to any dishonest, fraudulent, criminal or malicious act of the employee.

150
Q

(A28) From and after what date are employees eligible to participate in the Employee Benefit Trust Fund?

A

Oct 1, 1984

151
Q

(A30) What is “CSFE?”

A

Cardio sub-maximal fitness exam - the annual, mandatory fitness exam for all members subject to Operations.

152
Q

(A30) On what standard is the CSFE based and what is it?

A

It is based on the IAFF/IAFC Fitness initiative relating to metabolic output standards and currently is set at 39.55 ml/Kg.

153
Q

(A30) Who administers the CSFE?

A

Representatives from the Training Division and Peer Fitness Trainers.

154
Q

(A30) Can a member be exempted from the CSFE?

A

Yes, for 1 year, if they participate in the Wellness Physical program and are able to provide documentation that they were able to successfully reach the metabolic output standards.

155
Q

(A30) Is there any substitute for meeting the CSFE standards?

A

Yes. A member may, at any time (including while subject to corrective action) provide documentation from a Dr that he/she is able to reach the metabolic output standards.

156
Q

(A30) Are the strength test and tower climb part of the pass/fail components of the Annual Fitness Evaluations?

A

No. Performance in these parts of the AFE shall take into consideration transient or temporary non-debilitating conditions that may affect the member during that portion of the AFE.

157
Q

(A30) If a member fails a CSFE one year, does it affect their assessment the following year?

A

No. Each CSFE is a singular event.

158
Q

(A30) What happens if a member is in physical distress during a CSFE?

A

Whether or not they pass, they may be sent for a fitness for duty evaluation. This evaluation is outside of the corrective action matrix for those who fail the CSFE.

159
Q

(A30) What happens after the 1st failure of a CSFE?

A

The member remains on normal duty and given another evaluation, no sooner than 30 days from the date of the first failure.

160
Q

(A30) What happens after the 2nd failure of a CSFE?

A

The member is relieved of duty and placed on paid administrative leave pending an assessment by the dept’s designated physician. The sole purpose of this evaluation is to determine if the member was or was not able to reach the metabolic output standards. If they can, they will be deemed to have passed. If they cannot, they will be placed on Modified Duty for up to 30 days. While on modified duty, they will be required to exercise on duty for 2 hours every day. They may take a voluntary CSFE at any time and return to duty if they pass.

161
Q

(A30) What happens after the 3rd failure of a CSFE?

A

Modified Duty status will be re-evaluated based on the member’s effort. If continued, he/she will continue the workout schedule and return to full duty if they pass the CSFE. If not granted continued modified duty, he/she shall be allowed to use accrued paid time off or leave w/out pay until they pass the CSFE. The member will receive a written reprimand and be re-evaluated again, no sooner than 30 days from the 3rd failure.

162
Q

(A30) What happens after the 4th failure of a CSFE?

A

Modified Duty will be re-evaluated based on the member’s effort and progress. If continued, the workout schedule will continue. If not granted modified duty, accrued paid time off or leave w/out pay shall be used until they pass the CSFE. They may return to full duty if they pass a monitored CSFE at any time during this period. They shall receive a 2nd written reprimand and re-evaluated no sooner than 30 days.

163
Q

(A30) What happens after the 5th failure of a CSFE?

A

Modified Duty will be re-evaluated based on the member’s effort and progress. If continued, the workout schedule will continue. If not granted modified duty, accrued paid time off or leave w/out pay shall be used until they pass the CSFE. They may return to full duty if they pass a monitored CSFE at any time during this period. They shall be subject to discipline up to and including suspension and re-evaluated no sooner than 150 days from the initial failure.

164
Q

(A30) What happens after the 6th failure of a CSFE?

A

The member shall receive a notice of intent to terminate and shall be terminated. If terminated under this provision, the termination shall not be regarded as being based upon any form of misconduct or as disciplinary in nature and shall not result in any other adverse employment consequences.

165
Q

(A30) Does the corrective action matrix for the CSFE apply of injuries, etc?

A

No, it only applies to those who fail due to fitness. If a member is not able to meet the standards due to injury, illness or disability, then the dept’s procedures for dealing with those injuries, etc will be used.

166
Q

(A31) What is the Joint Health and Wellness Committee’s goal and who are its members?

A

The JHWC’s goal is for the funding of a joint City-Union investment in funds and resources to increase FF wellness to reduce illnesses, risk of sudden death, decrease occupational injuries, reduce time loss, increase workforce health, employee morale and public safety. It is comprised of 4 members - 2 appointed by admin and 2 by the union.

167
Q

(A31) How does the City support the JHWC?

A

They will invest and budget in the Wellness Program. Priorities are, but not limited to: funding a physical exam for each FF; provide selected educational resources; provide Peer Fitness Trainer support.

168
Q

(A31) How does the Union support the JHWC?

A

The Union will pay for tuition and travel expenses to selected conferences/training/seminars. The dept will pay OT and backfill for members attending.

169
Q

(A31) Is the Wellness Program mandatory?

A

Yes, but is non-punitive.

170
Q

(A32) How does the City comply with safety standards for FF and determination of them being physically capable to work?

A

The City has licensed health care professionals (LHCP’s) to evaluate and make recommendations regarding respiratory clearance and physical capability.

171
Q

(A32) What if the City’s LHCP and the member’s physician disagree?

A

When authorized by the member, all relevant medical records will be shared between the 2 physicians. If the member chooses not to share their medical records or if after sharing them the 2 physicians are still in disagreement, all medical records will be presented to a 3rd party for independent medical review.

172
Q

(A33) Drugs are defined as what?

A

Narcotics, depressants, stimulants, hallucinogens, cannabis and alcohol - substances whose dissemination is regulated by law or this policy. Includes OTC and prescription drugs.

173
Q

(A33) What are the cutoff levels for screening tests to be considered a positive result?

A

Marijuana metabolites 50 nanograms/milliliter Cocaine metabolites 300 ng/ml
Opiate metabolites 2,000 ng/ml
(if specific for free morphine) 25 ng/ml Phencyclidine (PCP) 25 ng/ml
Amphetamines 1,000 ng/ml

174
Q

(A33) If a positive result is found in the screening test, what are the levels to show a positive result in a confirmatory GS/MS test?

A 
Marijuana metabolites 15 ng/ml
Cocaine metabolites 150 ng/ml
Opiate metabolites 300 ng/ml
(if specific for free morphine) 25 ng/ml Phencyclidine (PCP) 25 ng/ml
Amphetamines 500 ng/ml
175
Q

(A33) What is the alcohol cutoff level?

A

0.02 or greater of the State Driving While Intoxicated (DWI) standard and/or a lower reading to be used only to substantiate other objective evidence that show the employee is appreciably impaired.

176
Q

(A33) How is Voluntary Assistance for drug/alcohol problems viewed?

A

Positively. Voluntary participation in programs like the employee assistance program, shall not be grounds for disciplinary action in any form.

177
Q

(A33) What is the procedure for Involuntary Intervention for drug or alcohol impairment?

A

If there is reasonable cause, the supervisor will observe the employee’s behavior and document it on the Impaired Behavior Report form. A 2nd supervisory employee shall also observe to verify. If no 2nd supervisor is avail, the primary supervisor may proceed with the procedure.
The appropriate manager shall have a drug/alcohol test administered. The test must be conducted as soon as possible after the observation of the suspected impaired behavior.

178
Q

(A33) How is reasonable cause defined?

A

Specific observations concerning such circumstances as work performance, appearance, behavior or speech of the employee. Also indications of impaired behavior, such as staggering, AOB, slurred speech, dilated or constricted pupils, etc.

179
Q

(A33) What happens if a drug test is negative?

A

If a drug test has been given, the employee is placed on admin leave w/ pay until the results are known. If the test is neg, the employee shall return to work, with no loss of pay or benefits and fully cleared of any charges. All references to the drug test shall be purged from the employee’s file.

180
Q

(A33) What if the drug test is positive?

A

If positive, the employee may be terminated depending on the circumstances. Those which may be grounds for immediate termination include, but are not limited to, incidents which result in the loss of life, serious injury to self or others, or serious damage of property.

181
Q

(A34) What is the pay for State or Federal mobilizations?

A

Personnel deployed on a voluntary basis are compensated at their normal pay, including OT, for hours worked. And will be guaranteed a minimum work period of 12 hours per day for the duration of their deployment.

182
Q

(A34) What are “Hours Worked/Assigned” on a deployment?

A

Time spent in preparation for work (both before and after shift), travel, time in staging, briefing, check in and demob and while assigned to Standby. Not included are meal times, sleep times and anytime the employee is unassigned.

183
Q

(A34) How are employees chosen for deployments?

A

Those who have certs and/or training that is pertinent to the mobilization may be given first consideration, then it is based on the OT list.

184
Q

(A34) What about mobilizations where employees are required to respond?

A

They will be paid portal to portal, 24 hours a day for the length of the deployment. Max length shall be 3 days.

185
Q

(A35) What are the terms of the Agreement?

A

Jan 1, 2013 to Dec 31, 2015.

186
Q

(AA) What is the cost of living adjustment?

A

100% of the increase in the Seattle-Tacoma-Bremerton CPI-W, as measured from July 1 to June 30 of the preceding year, with a 0% min.

187
Q

(AA) What are the pay steps %’s for FF, and what is top step FF monthly wage for 2013?

A 
1 - 78.65%
2 - 82.49%
3 - 88.46%
4 - 94.17%
5 - 100% - $7,025.90
188
Q

(AA) What are the % increases for:

  • FF/Engineer
  • FF/Paramedic
  • Lt
  • Capt
  • MSO Capt; Admin Capt
  • MSO Lt; Admin Lt
  • FF/Paramedic Admin
  • FF/Engineer Admin
  • FF/Admin
  • FF/SA
A
  • FF/Engineer - 105.00%
  • FF/Paramedic - 115.00%
  • Lt - 115.00%
  • Capt - 126.50%
  • MSO Capt; Admin Capt - 139.15%
  • MSO Lt; Admin Lt - 126.50%
  • FF/Paramedic Admin - 126.50%
  • FF/Engineer Admin - 115.50%
  • FF/Admin - 110.00%
  • FF/SA - 106.00%
189
Q

(AA) What are the proficiency requirements to advance to the next pay step?

A

To step 2: complete 6 months of probation, including the academy. Steps 3-5: 12 months in the previous Step and certification as an EMT. To stay in step 5, must keep EMT cert.

190
Q

(AA) What is Paramedic vesting?

A

Medics who go back to being FF will have their pay frozen until it is equal to 5% above top step FF until termination or promotion to another rank. However, a Lt/Medic or Capt/Medic will have their pay frozen until it reaches the same as pay for their rank.

191
Q

(AA) Describe the general conditions and procedures for vesting.

A

Except for emergency situations, they must give 1 year notice of intent to request reassignment. No more than 1 employee is guaranteed to receive reassignment w/ vesting benefits. Requests must be in writing to the Chief by June 1. Once vested, they must maintain an EMT cert. Vesting priorities are: sick or injured; years of service as a medic; total years of service in the dept.

192
Q

(AB) Describe the levels of educational incentive.

A

45 credits - all: 2.5%
Associates in Fire Tech - FF and Medic: 3.5%; Lt: 4.0%; Capt: 4.5%
BS or BA - FF and Medic: 4.0%; Lt: 4.5%; Capt: 5.0%

193
Q

(AB) Describe the longevity pay schedule.

A

1% at completion of 5 years (month 61)
2% at completion of 10 years (month 121)
4% at completion of 15 years (month 181)
5% at completion of 20 years (month 241)
6% at completion of 25 years (month 301)
7% at completion of 30 years (month 361)

194
Q

(AB) What is the max incentive for longevity and education?

A

The 2 combined shall not exceed 12%.

LT Exam (5 decks)

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