AGREEMENT
LOCKWOOD
RURAL FIRE DISTRICT #8
AND
LOCAL 3658, INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
EFFECTIVE
DATES
7‑1‑96 THROUGH 6‑30‑98
PREAMBLE
This
Agreement is made and entered into, by and between Lockwood Rural Fire
District, hereinafter referred to as “Employer”, and Local 3658, International
Association of Fire Fighters, hereinafter referred to as the “Union”, for the
purpose of promoting and improving understanding between the Employer and the
Union, relative to: a means of amicable and equitable adjustment of differences
or grievances which may arise during the term of this Agreement.
ARTICLE I – RECOGNITION
The
Employer recognizes the Union as the exclusive bargaining agent for all
employees of Lockwood Rural Fire District, except the Fire Chief and the Fire
Chief’s administrative secretary.
ARTICLE II ‑ GRIEVANCE AND
ARBITRATION PROCEDURE
A. Grievance Defined: A dispute, or a difference in
interpretation between an employee, or the Union and the Employer involving
wages, hours, and all conditions of employment constitutes a grievance.
B. For purposes of this Article, persons authorized to represent
the Union in the processing of grievances shall be known as “stewards.” The
Union shall provide the Employer with a list of authorized grievance stewards,
in writing, in January of each year. Stewards may process grievances during
regular working hours without loss of regular pay subject to approval of the
Fire Chief, or his designee. Representatives of the International Association
of Fire Fighters, or the Montana State Council of Professional Fire Fighters
may assist the Local in any step of the grievance procedure.
C. Unless mutually waived by both parties, departure from the
established procedure:
1. By the Union or any person represented
by the Union shall automatically nullify further recourse through this
grievance procedure
2. By the Employer shall automatically place
the grievance in the next step of the procedure
D. Procedure:
STEP 1. The Union, or any employee covered by
this Agreement who has a grievance shall notify in writing the Fire Chief and
Local 3658 grievance stewards within ten (10) business days of the grievance’s
occurrence. The Union shall investigate the grievance and, within twenty (20)
business days of receipt of the grievance, may present a grievance to the Fire
Chief for resolution. The grievance shall be in written form containing the following
information:
a. The name of the grievance(s)
b. The date(s) of the grievance
c. The nature of the grievance
d. The adjustment sought
The Fire Chief shall attempt to resolve the
grievance and issue the adjustment in writing to the Union within five (5)
business days of receipt of the grievance from the
If
the grievance remains unresolved, the
STEP 2. Within ten (10) business days of the
Fire Chief’s reply, the Union shall present the written grievance, along with
the Union’s reasons for non‑acceptance of the Fire Chief’s reply, to the
Chairman of Lockwood Rural Fire District Board of Directors. The Chairman of
the Board of Directors shall respond in writing to the Union within twenty (20)
business days of receipt of the grievance.
If the grievance remains unresolved, the Union may
proceed to the following step:
STEP 3. Within ten (10) business days of the
Chairman of the Board’s reply the Union may request arbitration. This request
must be made in writing and be presented to the Chairman of the Board.
Selection of an arbitrator shall be conducted as follows:
The Board of Arbitration shall be
composed of three (3) members: one person to be appointed by each party and a
third, acting as Chairman, to be selected in accordance with sub‑paragraph
1 and 2 of STEP 3. The Employer and the
1. Within ten (10) business days of the receipt of the request, the parties to this Agreement shall mutually select a person who is not employed by Lockwood Rural Fire District to act as Chairman. If no such person can be found who is acceptable to act as Chairman by both parties.
2. Within
ten (10) additional business days the party requesting arbitration shall
request the Montana Department of Labor and Industry, Board of Personnel
Appeals, to provide a list of five (5) arbitrators.
The parties shall select the Chairman by the method of alternately striking names, with the parties flipping a coin to determine who strikes the first name. The final name left on the list shall be the Chairman.
Within five (5) business days of the selection, the Chairman shall be contacted in writing and requested to schedule proceedings at the earliest possible date. During the arbitration proceedings, all evidence shall be presented to the Board. The Board of Arbitration shall have no power to alter in any way the terms of this
Agreement, state law, or federal law. The Board of arbitration shall issue its decision within thirty (30) business days after the conclusion of the proceedings, including filing of briefs, if any.
E. The use of the above procedure is exclusive, and shall
constitute a waiver of recourse through any other procedure, except for
recognized civil procedures.
F. “Business days” means all calendar days except Saturdays,
Sundays, and holidays.
ARTICLE III ‑
WORKING CONDITIONS
A. Layoffs
Layoffs or reductions in
force shall be in order of seniority within the Lockwood Rural Fire District.
The last hired employee shall be the first released in all such actions. All
recalls to employment shall likewise be in order of seniority; that is, the
last employee released as a result of a reduction in force, shall be the first
rehired when the Employer needs additional employees.
It is the employee’s
responsibility to maintain a current mailing address and telephone number on
file with the Fire Chief, or his designee.
All reductions in force and
recalls to employment shall be provided in writing to the affected employee at
least fourteen (14) calendar days in advance of such action.
All recalls to employment must be served by
registered mail with the United States Postal Service.
B. Union Bulletin Board
The Employer shall provide suitable space for a
Union bulletin board. Only matters of official business of the Union may be
posted on the bulletin board.
C. Physical Examinations
A physical examination including pulmonary screening
required by the Employer every two years for purposes of certifying an
employee’s eligibility for continuing employment shall be paid for by the
Employer. The limits of responsibility to the Employer for any deficiencies
found will be those limits stated in the Health Insurance policy.
D. Vaccinations
The Employer shall provide at no cost to the
employees vaccinations for Hepatitis B, including clinical tests for purposes
of determining the effectiveness of the inoculations. Additionally, a test for
exposure to Tuberculosis shall be provided by the Employer annually.
E. Just Cause
No employee shall be disciplined, suspended, or
dismissed except for justifiable cause.
F. Disciplinary Procedures
1. No employee shall be disciplined or discharged for just
cause. Discipline should be applied at progressive and escalating levels to
allow the employee proper notice of misconduct and an opportunity to improve
performance. The level or degree of discipline imposed shall be appropriately
based on the employee’s prior record of service, length of service, severity of
offense and prior record of discipline.
2. Disciplinary
actions or measures shall include only the following:
a.
verbal counseling,
b.
written reprimand,
c.
suspension without pay,
d.
reduction in rank, and
e.
discharge.
3. Prior to the imposition of any discipline or discharge, the
employee shall be provided a copy of the alleged violation and all relevant
documents the Employer has in their possession. In addition, the Employer shall
hold a pre-disciplinary hearing no sooner than ten (10) days from the time the
employee was notified of the alleged violation. At this hearing the employee
will be given an opportunity to present his side of the issue.
4. The employee shall be entitled to have Union and/or legal
representation present at any meeting held with the Employer to discuss
potential disciplinary action against him.
5. The Employer may suspend an employee with pay pending the
final decision as to the appropriate discipline resulting from the
pre-disciplinary hearing.
6. The employee and the employee’s Union representative with
the employee’s authorization shall have the right to inspect the full contents
of his/ her personnel file. No written reprimand or greater disciplinary
document may be placed in the personnel file without the employee having been
first noticed of said complaint and given a copy, with a copy to the Union. An
employee who disagrees with the validity of any complaint added to the file
shall have the opportunity to challenge said complaint under the grievance
procedure herein. The employee shall be required to sign the written reprimand
or other disciplinary action acknowledging that they have read the contents of
the document.
7. The written reprimands will be removed from an employee’s
personnel file after three hundred sixty five (365) days from the date said
action was finalized. If another written reprimand has been issued within this
time period, both written reprimands shall remain in the personnel file for an
additional three hundred sixty five (365) days from the date of the latest
written reprimand.
8. It is the Employer’s sole determination as to whether or not
an employee suspended without pay may be allowed to forfeit accrued vacation or
compensatory time off in lieu of the suspension of pay.
G. Visits by Union Representatives
Accredited representatives of the International
Association of Fire Fighters, and the Montana State Council of Professional
Fire Fighters shall have full and free access to the premises of the Employer
at all times subject to approval of the Fire Chief, or his designee.
H.
Job Posting
The Employer shall post written notice on Union bulletin boards of all positions within the department for which vacancies for promotion or assignment exist. Such job postings shall be promulgated at least fourteen (14) calendar days in advance of any promotion or assignment.
I.
Promotional Procedure
1. Fire Fighter 1:
All employees of Lockwood Rural Fire District who have completed the NFPA standards for Fire Fighter 1 and satisfied the initial employment probationary period shall be classified as Fire Fighter 1.
2. Fire Fighter 2:
All Fire Fighter l’s who have been employed by
Lockwood Rural Fire District for eighteen (18) months and have completed the NFPA standards for Fighter 2 shall be classified as Fire Fighter 2.
3. Engineer:
Fire Fighter 2’s who have been continuously employed
by Lockwood Rural Fire District for three (3) years are eligible for promotion
to the rank of Engineer. Applicants for promotion to Engineer must have
completed IFSTA manuals for Fire Streams, Water Supply, and Apparatus, and
satisfied a driving and pumping practical test administered by the Training
Officer and one (1) member of the Lockwood Rural Fire District appointed by the
Fire Chief.
The senior Fire Fighter who has satisfied all
promotional qualifications shall be promoted to the vacancy, subject to
approval of the Fire Chief and the Board of Trustees. Promotion to the rank of
Engineer shall be as vacancy occurs.
4. Captain:
a. Applicants
for promotion to Captain must have completed five (5) years of employment with Lockwood Rural Fire
District, completed the qualifications for Fire Fighter 2, and have served as Engineer with the Fire
District for three (3) years.
In addition, applicants for promotion to Captain
must have completed the IFSTA manual tests for the following:
1. Company Officer
2. Water Supply
3. Inspections
4. DNRC ‑ S 220 (Incident –Command)
b. Applicants for promotion to Captain must attain a minimum
score of 70% on a promotional test administered by a neutral testing agency.
Applicants who attain a passing score on the promotional test shall retain eligibility
for promotion for four (4) years. An individual’s test score shall be added to
the scores stipulated in section 4.C.1.2. of this promotional procedure.
c. Promotional
Board—Captain
A promotional board consisting of two (2) members
appointed by the Union, and the Chief of the Fire District and one (1) member
appointed by the Employer shall assess each candidate for promotion to Captain
by awarding promotional points as follows:
1. 0 ‑ 10 Points . . . . . Seniority
Applicants shall receive one (1) point for each year
of full time employment with Lockwood Rural Fire District. A maximum of ten
(10) points for seniority can be awarded.
2. 0 ‑ 40 Points. . . . . Performance Evaluation
The promotional board shall rate each candidate’s
work performance in the following areas:
(a) Leadership . . . . . . .
. . . . . . . . . . . . 0‑10 pts
(b) Interpersonal
Communications . . . 0‑10 pts
(c) Knowledge of Fire
District . . . . . . .0‑10 pts
(d) District Policies . . .
. . . . . . . . . . . . 0‑10 pts
Rules and Regulations
The composite score of each candidate for promotion
to Captain shall be derived by adding the promotional test score to the scores
attained in the work performance evaluation.
The candidate with the highest composite score shall
he promoted to the rank of Captain. In the event of a tie, the senior employee
shall be promoted.
d. General
Conditions
Promotion to Fire Fighter 1, and Fire Fighter 2,
shall become effective upon the date the employee satisfies the qualifications
for the position.
Promotions to Engineer and Captain shall be made
expeditiously, and as vacancy occurs. For purposes of explanation,
“expeditiously” means within thirty (30) calendar days of the vacancy.
The written test for promotion to Captain shall be
offered by a neutral testing agency in January, and June of each year.
Personnel who have attained a passing score of 70% or higher shall have
satisfied the testing requirement for promotion to Captain for four (4) years.
The Fire Chief shall issue written notice in January
of each year listing the name of personnel who have a current passing test
score on record with the District. Such written notice shall include the
effective dates of the individual’s written test.
In the event there are insufficient personnel
meeting the necessary requirements to f ill promotional vacancies, selected
requirements may he waived by mutual agreement between the Union and Employer.
Such agreement shall he in writing, and signed by authorized representatives of
the Union and Employer.
All promotions shall become permanent upon completion
of a six (6) month probationary period.
e. Grandfather Provision
Ratification of this
Agreement, and Promotional Procedure herein, shall not affect the current rank
held by members of the Union. All personnel shall retain the rank they hold at
the time the Agreement is ratified, and shall retain monthly salaries
established by this Agreement.
J. OFF‑DUTY
PUBLIC EDUCATION AND TRAINING
Employees assigned public education duties or
training during their off‑duty hours shall be compensated at one and one‑half
(1‑1/2) times the employee's regular rate of pay for all hours so
assigned. Such compensation shal1 be paid for a minimum of two (2) hours.
K. CLOTHING ALLOWANCE
The Employer shall provide all employees the following
uniform items annually:
1 Badge (as needed)
1 Name tag (as needed)
3 Uniform Shirts
Required Shoulder Patches
3 Pairs of [Uniform Trousers
Pair of Uniform Boots or
Shoes
All protective clothing
shall be provided to each employee at no cost to the employee or the Union.
L. SHIFT TRADING
Subject to review by the
Fire Chief or his designee, any employee may exchange shifts or trade time with
any qualified employee. When an employee is absent from work under shift
trading procedures, no other employee shall be paid higher classification pay
or overtime as a result of the shift trade.
M. NON‑DISCRIMINATION
The Employer and the Union
accept their responsibility to ensure non‑discrimination in all aspects
of employment for all qualified persons regardless of race, creed, religion,
color, national origin, age, mental and physical disability, sex, marital
status, family relationships, membership or non‑membership in the Union.
N. DUES ASSIGNMENT
The Employer shall honor the
employee’s voluntary written assignment designating a specified amount of wages
or salaries due and owing as Union dues or equivalent contribution.
The aggregate deduction
shall be remitted, together with an itemized statement, to the Secretary‑Treasurer
of the Union within five (5) working days from the date of payroll
distribution.
The Union agrees to hold
harmless the Employer for any loss or damages arising from the operations of
the Article due to unintentional errors.
Employees who have not made
application for membership in the Union shall, as a condition of employment,
pay to the Union an amount equal to Union dues as a contribution toward
administration of the Agreement. Employees who fail to comply with this
requirement within thirty (30) days of employment, shall be discharged by the
Employer within fifteen (15) calendar days after receipt of written notice from
the Union, unless the employee complies before his/her discharge.
O. EMT
‑ D
The Employer shall provide
courses of instruction, testing, and re-certification classes to all members of
Lockwood Rural Fire District. Costs associated with testing and re‑certification
shall be borne by the Employer.
ARTICLE IV ‑
HOURS OF WORK AND COMPENSATION
A. Work
Schedule ‑ Fire Suppression Personnel
1. All
fire suppression personnel shall work a twenty four (24) hour work shift.
Personnel shall report
for duty at 0730 hours, and work twenty four (24)
consecutive hours.
(Until 0730 hours the following day.)
2. Personnel required
to work in excess of twenty four (24) hours shall] be compensated at a rate o£
one and one‑half (11/2) times the employee's regular hourly rate of pay
for all time in excess of the regularly scheduled shift.
3. Work
Cycle
The work cycle for fire
suppression personnel shall be a twenty seven (27) day cycle. The work cycle
shall he scheduled as follows:
Twenty four (24) hours on‑duty immediately followed by twenty
four (24) hours off‑duty:
then;
Twenty four (24) hours on‑duty immediately followed by twenty
four (24) hours off‑duty:
then;
Twenty four (24) hours on‑duty immediately followed by ninety
six (96) hours off‑duty.
The work cycle shall be repeated three (3) times in a twenty seven
(27) day work cycle.
Regularly scheduled hours in excess of two hundred four (204) hours
in a twenty seven (27) day work cycle shall he compensated at the rate of one
and one‑half (1‑1/2) times the employee's regular hourly rate of
pay.
4. Fire
suppression personnel shall be authorized a fifteen (15) minute coffee
break after two (2)
hours of work.
5. A
one (1) hour uninterrupted lunch break shall commence at 1200 hours. A
one (1) hour
uninterrupted dinner break shall commence at 1700 hours.
6. Personnel who respond on alarms or are required to perform
essential work during scheduled lunch or dinner breaks shall be afforded the
one (1) hour break at the earliest opportunity upon completion of the essential
work, or upon mitigation of an emergency incident.
7. Personnel shall remain at their assigned duty station for
the
duration of the work shift.
8. Alarm Time
From 1700 hours until 0730 hours of the employee's
regularly scheduled work shift shall be considered alarm time. Employees shall
be available for emergency calls but may use such alarm time for purely
personal pursuits, providing such does not conflict with the mission of the
Fire District.
Sundays and holidays
authorized by this Agreement shall be considered alarm time. Only essential
work may be assigned during alarm time.
9. Day Shift Assignment
In the event an employee is
assigned to a "Day Shift" assignment to meet special needs of the
Fire District such as, training, maintenance, or public education, etc., the
following working conditions shall apply:
a. Personnel
assigned a day shift work schedule shall work
an eight (8 ) hour shift. Day
shift personnel shall
report to work at 0800 hours, and
end the work shift at
1700 hours.
b. A
fifteen (15) minute coffee break shall be authorized
after two (2) hours of work.
c. A
one (1) hour lunch‑break shall commence at 1200 hours.
d. Day
shift personnel required to work in excess of eight
(8) hours per shift shall be
compensated at a rate of
one and one‑half (1‑1/2
) their regular hourly rate of
pay for all time in excess of
eight (8 ) hours .
e. The
hours of work for day shift personnel may he
occasionally altered to meet
special needs of the Fire
District providing mutual
agreement is reached between
the Employer and the Union
prior to the implementation
of the alternate hours of
work.
B. CALL ‑ BACK PAY
Off‑duty personnel who
are called back to duty shall receive a minimum of two (2) hours pay at the
rate of time and one‑half (1 1/2) the employee's regular rate of pay.
Call‑back pay shall commence upon page out. Full‑time employees
shall be called back prior to any call‑back of volunteer fire fighters.
If an employee requests to
leave before the work is completed, and the supervisor in charge excuses the
employee, only actual time worked is compensable at the time and one‑half
(1‑1/2) rate.
C. SPECIAL CERTIFICATION PAY
Employees who are
departmentally certified in the following areas shall receive special
certification pay:
EMT‑D
HAZARDOUS MATERIAL TECH
TECHNICAL RESCUE TECH
SCBA REPAIR TECH
UNIFORM FIRE CODES
Special Certification Pay shall
be $20.00 per month.
The Fire Chief shall
determine the number of certifications needed for Hazardous Materials Tech,
Technical Rescue Tech, SCBA Repair Tech, and Uniform Fire Codes.
Special certification pay is
considered base pay, and is included in calculations for retirement system
membership. Employees may receive only one (1) special certification pay
allotment per pay period, regardless of the number of specialties the employee
is certified in.
D. HIGHER
CLASSIFICATION PAY
Personnel assigned duties at
a rank higher than he/she holds for a period of twenty four (24) hours, or
more, shall be compensated at the rate of pay commensurate with the higher rank
for all hours so assigned. Higher classification assignments shall be assigned
to the senior qualified employee.
Higher classification pay
shall not be required if the vacancy in a position is the result of a voluntary
shift trade between members of the Union.
E. LONGEVITY PAY
Each full‑time member
of the bargaining unit shall receive eight dollars ($8.00) per month, per year
of service in longevity pay. Longevity pay shall be considered as base pay.
F. HOLIDAY
PAY
Each full‑time member
of the bargaining unit shall receive three and one‑half hours (3‑1/2)
of straight time pay per pay period as holiday pay. Holiday pay shall be
considered as base pay.
ARTICLE V ‑
LEAVES
A. Vacation Leave
1. Each
employee shall earn annual leave credits. Proportionate credits shall he earned
at the end of each pay period. Employees are not entitled to any vacation leave
with pay until they have been continuously employed for a period of six (6 )
calendar months. Credits shall be earned according to the following schedule:
a) 0 through l0 years = 8
shifts
b) 11 through 15 years = 9
shifts
c) 16 through 20 years = 10
shifts
d) 21 years and beyond = 11
shifts
2 . Any
employee who terminates employment with Lockwood Rural Fire District, for a
reason not reflecting discredit on her/himself, shall be entitled to cash
compensation or unused earned vacation leave, if the employee has worked the
qualifying period. Unused earned vacation leave shall be paid at the employee'
s regular rate of pay at the time of termination.
3. Vacation
leave may be accumulated. The total is not to exceed two (2) times the maximum
number of days earned annually as of the end of the first pay period of the
next calendar year. Excess vacation leave is not forfeited if taken within 90
calendar days from the last day of the calendar year in which the excess was
accrued.
4. The dates
when an employee may take accrued vacation leave shall be determined by
agreement between the employee and the Fire Chief, or his designee.
5. Unused
vacation leave time shall be paid at the employee's regular rate of
compensation to the employee or his/her heirs at the time of separation from
service or death.
B. Maternity Leave
Employees shall be granted
two (2) work shifts off‑duty to assist the spouse upon birth of a child.
Such leave shall he charged against the employee's earned available annual
vacation leave. Maternity leave shall not affect the number of available
vacation leave slots in the calendar year.
Maternity leave may be
extended by the Fire Chief, or his designee.
Employees requesting
maternity leave must submit written notice of the approximate date the delivery
of a child is expected not less than thirty (30) days in advance of the date.
C. Holidays
The following shall be
recognized holidays:
1. New Year's Day 6.
Labor Day
2. Martin Luther King Day 7.
Columbus Day
3. President's Day 8.
Veteran's Day
4. Memorial Day 9.
Thanksgiving Day
5. Independence Day 10.
Christmas day
In addition to the above
holidays, employees shall be given an additional working day's pay in lieu of
leave for each of the following holidays in the month in which they occur
(a)
Any day declared a legal holiday by
the Montana Legislature or the Governor of Montana
(b)
Any day in which a general State
biannual election is held throughout the State of Montana
D. Sick Leave
1. Sick leave is the necessary absence from duty caused when an
employee has suffered illness, pregnancy, or pregnancy related illness,
exposure to contagious disease that requires quarantine, or the necessary
absence from duty to receive a medical or dental examination or treatment.
2. Each employee shall earn sick leave credits from the first
day of employment. Proportionate credits shall be earned and credited at the
end of each pay period. Credits shall be earned at the rate of one (1) working
day (8 hours) for each month of service without restriction as to the number of
working days accumulated. Employees are not entitled to be paid for sick leave
until they have been employed continuously for ninety (90) days.
3. An employee who terminates employment with Lockwood Rural
Fire District is entitled to a lump‑sum payment equal to one fourth of
the pay attributed to his/her accumulated sick leave. The pay shall be computed
on the employee's rate of compensation at the time of termination. An employee
who received a lump-sum payment, and who is again employed by Lockwood Rural
Fire District, shall not be credited with any sick leave earned during the
previous service. An employee who received a lump-sum payment as a result of a
layoff who is again employed by the Fire District may buy back all sick leave
earned during the previous service at the rate of compensation at the time of
the layoff.
4. Sick leave credits shall be used on a first earned first
charged basis.
5.
Abuse of sick leave is cause for dismissal and
forfeiture of lump‑sum payment.
6. Any employee who intends to be absent from duty because of
illness must notify the supervisor on duty at least one‑half (1/2) hour
prior to the beginning of the shift that he/she is scheduled to work. Such
notice shall be provided for each scheduled work shift the employee is absent
due to illness.
7. A physician's certificate may be required by the Employer to
substantiate a sick leave charge. The physician may be of the Employer's
choice. Any costs incurred for issuance of such a certificate shall be borne by
the Employer.
8. Female employees may charge maternity leave against sick
leave credits.
9. Sick leave charged in excess of earned sick leave may be
charged against earned and available vacation leave at the employee's request.
10. Emergency sick leave is defined as a necessary absence due to
illness of an employee's immediate family requiring the attendance of the
employee until professional or other assistance can be obtained.
Immediate family means:
Spouse, parents,
grandparents, brothers, sisters, children, and household dependents of the
employee or spouse
Emergency sick leave charged
against an employee's sick leave credits shall not exceed a total of forty‑eight
(48) hours per year for illness in the immediate family.
E. Funeral
Leave
A death in an employee's
immediate family shall entitle the employee to a maximum of seventy‑two
(72) hours off‑duty to attend the funeral. At the employee's option,
funeral leave may be charged to either sick leave or vacation leave.
Immediate family means:
Spouse, parents,
grandparents, brothers, sisters, children, and household dependents of the
employee or spouse
F. Jury Service and Subpoena
An employee who is under
proper summons as a juror or subpoenaed as a witness shall collect all fee and
allowances payable as a result of the service and forward the fees to the
Employer. Juror fees shall be applied against the amount due the employee from
the Employer. However, if an employee elects to charge juror or witness time
against annual vacation leave, the employee shall not be required to remit to
the Employer any expense or mileage allowance paid by the Court.
No employee shall lose
accumulative benefits as a result of juror or witness service.
G. Military leave
Compensation and status will
be commensurate with Section 10‑1‑604, of the Montana Codes
Annotated.
An employee may use earned
available vacation, leave, or sick leave credits while attending weekend drills
substantiated by written training schedules promulgated by proper military
authority, subject to approval by the Fire Chief, or his designee.
H. Leave Without Pay
Employees may request to
take leave of absence without pay for good and sufficient reason with prior
approval of the Fire Chief, or his designee.
Requests for leave of
absence with out pay shall be in writing and submitted to the Fire Chief, or
his designee.
I. Leaves ‑‑ General Provisions
1. An employee may not accrue any leave credits during a
continuous leave of absence without pay which exceeds fifteen (15) calendar
days.
2. For calculating leave credits, two thousand eighty (2,080)
hours (52 weeks x 40 hours) shall equal one (l) year.
3. All leaves defined in this Article shall be charged to the
nearest full hour.
ARTICLE VI ‑
INSURANCE
A. Health and Accident
Insurance:
1. The Employer shall provide fully paid non‑occupational
health and accident insurance for each full time employee.
2. The terms and level of coverage specified by the master
policy shall not be changed by the Employer during the term of this Agreement
without express written agreement of authorized representatives of the Union.
3. The Employer shall provide uninterrupted health and accident
insurance for all full time employees during the interim between an expired
Agreement and the ratification of a new Agreement.
B. Liability Insurance:
1. The Employer shall provide liability insurance coverage for
all employees. Such coverage shall provide liability insurance for all
personnel on‑duty, as well as those who are called back to duty.
2. The Employer shall incur all costs associated with provision
of liability insurance coverage for employees.
3. The Employer shall provide the Union with a copy of the
Liability insurance policy in effect during the term of this Agreement.
ARTICLE VII ‑
RETENTION OF BENEFITS
All rights and privileges relative to wages,
hours and working conditions held by employees at this time even though not
identified in this Agreement, shall remain in full force and effect.
ARTICLE VIII —
SAFETY / LABOR RELATIONS COMITTEE
There shall be a SAFETY / LABOR RELATIONS
COMITTEE composed of four (4) members. The Union shall appoint two (2) members,
and the Employer shall appoint two (2) members. This committee shall meet at
least quarterly to discuss matters of mutual interest such as, rules and
regulations, standard operating procedures, safety issues, and other work
related issues. The purpose of the committee shall be to maintain communication between the Employer and the Union, and to
facilitate formulation and implementation of new policies or programs within
the Lockwood Rural Fire District.
A representative of the Employer, and a
representative of the Union shall alternate as Chairman of the committee.
ARTICLE IX ‑
TERM OF AGREEMENT AND NEGOTIATIONS
This Agreement shall become effective on July
1, 1996, and remain in full force and effect through June 30, 1998.
The parties to this Agreement shall honor all
terms and conditions stipulated herein. Neither party to the Agreement may
unilaterally change any term or condition provided by this Agreement without
prior written agreement between the authorized representatives of the Employer
and the Union.
All Articles of this Agreement shall remain
in full force and effect until such time as a new Agreement has been ratified
by the Employer and the Union.
Either party to this Agreement may notify in
writing the other of its desire to modify the Agreement on or before April 1,
1998. Such written notice of intent to modify the terms of the Agreement shall
include the desired modifications and the Article(s) affected.
IN WITNESS WHEREOF, the
parties hereto, acting by and through their respective and duly authorized
officers and representatives have hereto set their hands and seals on this day of , 1996.
LOCKWOOD RURAL FIRE DISTRICT LOCAL
3658 INTERNATIONAL ASSOC
OF
FIRE FIGHTERS
THOMAS P. STICHMAN, CHAIRMAN DAVE
McKINNEY, PRESIDENT
ATTEST:
BOARD OF DIRECTORS LOCAL
3658 IAFF, NEGOTIATIONS COMMITTEE
BOARD OF DIRECTORS
ADDENDUM A ‑
SALARY SCHEDULE
1996 ‑ 1997 Base
Salary for all ranks (Effective 7‑l‑96)
MASTER MECHANIC
-------------------- $28,000 @ year
CAPTAIN
--------------------------------------$27,200 @ year
ENGINEER
------------------------------------$26,100 @ year
FIRE FIGHTER II
----------------------------$19,431 @ year
FIRE FIGHTER I
---------------------------- $17,000 @ year
PROBATIONARY FIRE FIGHTER
----- $16,000 @ year
1996 ‑ 1997 Base
Salary for all ranks (Effective 7‑1‑97)
4% Increase in Base Salary
for all ranks ‑ across the board
MEMORANDUM OF
UNDERSTANDING
The term of probation for initial employment
by Lockwood Rural Fire District shall be six (6) months from the date of hire
for all full‑time employees covered by this Agreement