R & R's - Article V - CBA Flashcards
(320 cards)
1
Q
What is the authority vested in the City according to the Agreement?
A
The authority vested in the City includes the management and operation of the Fire Department and is not delegated to others.
2
Q
What rights does the City retain under management rights?
A
The City retains the right to:
* Set standards of service
* Direct working forces
* Prescribe overtime policies
* Select managerial employees
* Determine operations of the Fire Department
* Assign Employees to tasks
* Hire and promote Employees
* Discipline or discharge Employees for just cause
* Make and enforce rules and regulations
3
Q
True or False: Management rights are subject to the grievance procedure.
A
False
4
Q
What is the recognition clause in the Agreement?
A
The Union is recognized as the exclusive representative for collective bargaining for uniformed Fire Department personnel, excluding certain high-ranking and non-uniformed positions.
5
Q
Fill in the blank: Employees who are members of the Union may withdraw from the Union without penalty during the _______ prior to termination of the Agreement.
A
fifteen (15) days
6
Q
What is the process for payroll deductions for Union dues?
A
Employees must submit an ‘Authorization for Payroll Deduction’ form to the City’s Payroll Officer, and deductions will be made monthly.
7
Q
What happens to deductions if an Employee revokes their authorization?
A
Deductions will cease upon receiving written notice of revocation or in cases of Employee’s death, transfer, or insufficient funds.
8
Q
What does the indemnification clause entail?
A
The Union indemnifies and holds the City harmless against claims arising from actions taken to comply with the provisions of the Article.
9
Q
What are the conditions under which Union officers may conduct Union business while on duty?
A
Union business can be conducted without loss of pay as long as it does not interfere with assigned duties.
10
Q
Define Seniority as per the Agreement.
A
Seniority is defined as length of service as an Employee of the Fire Department.
11
Q
What is the definition of Longevity in this Agreement?
A
Longevity is the length of continuous service as an Employee of the City of Rockford, including all periods of employment with the Fire Department.
12
Q
What is the procedure for compiling the seniority list?
A
A seniority list is compiled annually on January 1st and posted at each fire station.
13
Q
How is relative seniority determined for Employees with the same seniority date?
A
Relative seniority is determined by the entrance test score, with the higher score deemed more senior.
14
Q
What is the minimum number of personnel required per shift according to the Agreement?
A
No fewer than fifty-nine (59) personnel.
15
Q
What is defined as a duty day for Employees scheduled fifty-one hours per week?
A
A duty day is defined as twenty-four consecutive hours beginning at 8:00 a.m.
16
Q
What are ‘kelly days’?
A
‘Kelly days’ are time off earned at the rate of eleven days in a full calendar year for Employees scheduled fifty-one hours per week.
17
Q
True or False: Employees on a fifty-one hour workweek schedule can have their workday variable.
A
True
18
Q
What is the normal workday for employees scheduled to work forty hours per week?
A
8:00 a.m. to 5:00 p.m.
The normal work week is Monday through Friday.
19
Q
Under what conditions can an employee’s workday be variable Monday through Friday?
A
With two weeks’ prior notice for specific duties.
This allows coverage for tasks that cannot be accomplished during the normal duty day.
20
Q
During Fire Prevention Week, what is the workweek schedule?
A
Variable Monday through Saturday.
21
Q
What must Prevention and Training Bureau employees submit to revise their working hours?
A
A written proposal to the Chief.
The schedule must be feasible for the Department and not create overtime pay.
22
Q
What is the established workweek for Telecommunicator(s)-Fire?
A
An average of 42 hours per week.
23
Q
What are the day and night shifts for Telecommunicator(s)-Fire?
A
Day shift: 6:00 a.m. to 6:00 p.m.; Night shift: 6:00 p.m. to 6:00 a.m.
24
Q
What is the maximum number of hours Telecommunicators (Fire) can work in a workday?
A
12 hours.
25
How are shift assignments made for Telecommunicator(s)-Fire?
Through a selection bidding process based on seniority in grade.
26
What happens if a Telecommunicator-Fire cannot attend the designated selection week?
They may submit their preference in writing or designate a proxy.
27
What is the maximum duration for a temporary transfer of Telecommunicators (Fire)?
30 days, unless replacing another Telecommunicator (Fire) on leave.
28
What factors may necessitate a transfer of an Officer or Driver Engineer?
* Training/experience needs of the officer
* Personality conflicts
* Disciplinary issues
* Shift staffing needs
* Employee requests for personal reasons
29
What is required for shift exchanges between employees?
One workday's notice to the District Chief(s) affected.
30
True or False: Shift exchanges can result in overtime accrual for either employee.
False.
31
What are the guidelines for Telecommunicators (Fire) engaging in shift/time trades?
* Probationary Telecommunicators require prior written approval
* Cannot use vacation or personal time for trades
* Cannot trade within an established trade
* Limited to two consecutive weeks within a 28-day period
32
What is the primary consideration for job/shift assignments?
Individual qualifications based on job performance.
33
In case of equal ability and qualifications for job/shift assignments, what is considered next?
Seniority in grade.
34
What is defined as overtime?
Overtime is defined as all time worked, required by the employee's commanding officer or district chief, in excess of specified hours based on the employee's schedule.
35
What are the overtime rules for employees working a forty (40) hour schedule?
For employees working a forty (40) hour schedule, any hours over eight (8) in one duty day and over forty (40) hours in any duty week are considered overtime.
36
What are the overtime rules for employees working an irregular forty (40) hour schedule?
For employees working an irregular forty (40) hour schedule, any hours over twelve (12) in one duty day and over two hundred (200) hours in any five (5) week period are considered overtime.
37
What are the overtime rules for employees working an average fifty-one (51) hour schedule?
For employees working an average fifty-one (51) hour schedule, any hours over twenty-four (24) consecutive hours are considered overtime.
38
What is the overtime pay rate?
Overtime pay is defined as one and one-half (1-1/2) times an employee's straight time hourly rate of pay.
39
How is overtime calculated for telecommunicators?
Overtime for telecommunicators is compensated at the rate of time and one half their regular base hourly rate for work in excess of forty (40) hours per week.
40
What is the minimum compensable time for employees called back to work?
Employees called back to work outside of their regular hours shall be compensated at overtime rate for the greater of either two (2) hours or the actual time worked.
41
What is the policy for compensatory time for forty (40) hour employees?
Forty (40) hour employees may take compensatory time instead of overtime pay, equivalent to one and one-half (1-1/2) hours for each hour worked in excess of their schedule.
42
What happens to compensatory time over sixty (60) hours?
On November 1 of each year, employees must cash out or take off all compensatory time in excess of sixty (60) hours.
43
What is the process for telecommunicators to sign up for overtime?
Telecommunicators shall have signup sheets available, due on Tuesdays at 0800, twelve (12) days prior to the first overtime day needed.
44
What happens if a telecommunicator does not receive overtime in a week?
A telecommunicator who does not receive any overtime in a given week will be placed ahead of those with more seniority in the following week for equalizing overtime.
45
What is the minimum time credited for court appearances?
Employees ordered to give testimony will receive credit for a minimum of two (2) hours or the actual time involved for each non-duty day appearance.
46
What is the role of the Safety, Health and Clothing Committee?
The committee discusses and recommends minimum acceptable standards for clothing, personal protective gear, and safety devices for firefighters.
47
What is the policy regarding meal breaks for 24-hour employees?
All 24-hour employees and alarm operators shall not leave their appointed stations during their tour of duty for meals.
48
What is the paramedic obligation for firefighters?
All firefighters must agree to become paramedics, but may be excused from this obligation if not asked to attend training within the first five (5) years of employment.
49
What is the requirement for paramedics regarding licensure?
Each paramedic must relicense once after their initial licensure and notify the Department of intent to relicense or downgrade after six years.
50
What is the purpose of the Physical Fitness Committee?
The committee aims to study and recommend a department physical fitness program to promote individual fitness and a healthy lifestyle for employees.
51
Why is physical fitness important for firefighters?
Physical fitness is critical to the health and safety of firefighters, their colleagues, and the citizens they serve.
52
What is the purpose of the joint ad hoc committee established by the City and Local 413?
The committee is to study and make recommendations for a department physical fitness program focused on promoting individual fitness and a healthy lifestyle.
53
What elements will the physical fitness program address?
The program will address medical, fitness, medical/fitness/injury rehabilitation, behavioral health, mental health, and data collection and reporting.
54
How many representatives will be on the committee?
The committee shall consist of three representatives from the City and three from Local 413.
55
Who else may be included in the committee?
The committee may include certified trainers, occupational nurses, or physicians.
56
What happens to the committee's final recommendations?
The recommendations will be submitted to the Fire Chief and the Union President for review.
57
What is required for the implementation of the committee's recommendations?
The recommendations must be reviewed and accepted by both the City and the Union prior to implementation.
58
What is the break policy for Telecommunicators (Fire)?
Telecommunicators (Fire) shall be granted two twenty-minute breaks and a twenty-minute scheduled lunch period during a twelve-hour workday.
59
What is the policy for medical treatment time for Telecommunicators (Fire)?
Time missed for medical treatment or required physical examinations will be paid as hours worked at straight time if approved in advance.
60
What is the call-in pay policy for Telecommunicators (Fire)?
Employees called in outside their regular hours shall receive at least two and a half hours pay at time and one-half their regular rate.
61
What are the conditions for stand-by pay for Telecommunicators (Fire)?
Telecommunicators on stand-by will receive two hours of pay and must report to work within one hour of notification.
62
What is the policy for compensatory time for Telecommunicators (Fire)?
Telecommunicators shall accumulate compensatory time off subject to Fair Labor Standards Act provisions, with specific rules for requests and usage.
63
What rules govern promotions and disqualifications?
The parties agree to adopt the Rules and Regulations of the Board of Fire and Police Commissioners of the City.
64
What are the years of service required for promotion to Lieutenant?
A candidate must have five years of service with the Department to be eligible for promotion to Lieutenant.
65
What is the requirement for promotion to Captain?
A candidate must have one year of service as a Lieutenant on a fire suppression company.
66
What is the requirement for promotion to District Chief?
A candidate must have one year of service as a Captain on a fire suppression company.
67
What is seniority in the Fire Department?
Seniority is defined as the actual time served in the Fire Department and shall be computed for each employee as of the anniversary date of original appointment as a sworn officer.
68
How is seniority calculated for District Chief promotions?
Each candidate for promotion shall be granted preference for seniority at the rate of one and one-half (1.5) points per year on a 1/12th scale (.125 per month), starting with the eleventh (11th) year for a maximum of twenty-five (25) years.
69
What is the maximum seniority points for District Chief promotions?
The maximum seniority points for District Chief promotions is twenty-two and one-half (22.5) points.
70
What is the scoring breakdown for District Chief promotional examinations?
Scores are based on a maximum of one hundred (100) points: 45% Written Examination, 30% Subjective Examination, 22.5% Seniority, and 2.5% Ascertained Merit.
71
What is required to be eligible for the promotional list for District Chief?
A minimum average score of 70% on the written and subjective examination is required.
72
What points are awarded for educational qualifications for District Chief?
Two and one-half (2.5) preference points are awarded for a Bachelor's degree or an Associate's degree in fire science.
73
What is the scoring breakdown for Captain promotional examinations?
Scores are based on a maximum of one hundred (100) points: 45% Written Examination, 30% Subjective Examination, 22.5% Seniority, and 2.5% Ascertained Merit.
74
What is required to be eligible for the promotional list for Captain?
A minimum average score of 70% on the written and subjective examination is required.
75
What points are awarded for educational qualifications for Captain?
Two and one-half (2.5) preference points are awarded for the completion of education for Provisional Fire Officer II.
76
What is the scoring breakdown for Lieutenant promotional examinations?
Scores are based on a maximum of one hundred (100) points: 45% Written Examination, 30% Subjective Examination, 22.5% Seniority, and 2.5% Ascertained Merit.
77
What is required to be eligible for the promotional list for Lieutenant?
A minimum average score of 70% on the written and subjective examination is required.
78
What points are awarded for educational qualifications for Lieutenant?
Two and one-half (2.5) preference points are awarded for the completion of education for Provisional Fire Officer I.
79
What is the scoring breakdown for Inspector examinations?
Scores are based on a maximum of one hundred (100) points: 40% Written Examination, 40% Subjective Examination, and 20% Seniority.
80
What is required to be eligible for the final list for Inspector assignments?
A minimum average score of 70% on the written and subjective examination is required.
81
What is the scoring breakdown for MIHM examinations?
Scores are based on a maximum of one hundred (100) points: 40% Written Examination, 40% Subjective Examination, and 20% Seniority.
82
What is required to be eligible for the final list for MIHM assignments?
A minimum average score of 70% on the written and subjective examination is required.
83
What is the deadline for a MIHM to express intentions to return to a suppression unit?
A MIHM with the rank of Lieutenant must make his/her intentions known no later than October 15th of the present year.
84
What is the deadline for an inspector with the rank of Lieutenant regarding job assignments?
An inspector must make his/her intentions known no later than August 15th of the present year.
85
What happens if only one candidate applies for a Lieutenant position?
The Chief may forgo testing and appoint the candidate.
86
What materials will be provided for candidates during the promotional process?
Study material will be provided by the Department and will be available upon request.
87
What must a candidate do if they wish to write a rebuttal to their annual evaluation?
The rebuttal must be written at the time of the evaluation, not at the time it is submitted to the Board.
88
Who conducts the Oral Interview for promotions?
The Board of Commissioners shall conduct the Oral Interview for all promotions.
89
What is the minimum number of Commissioners required to conduct an Oral Interview?
In no event shall less than two (2) Commissioners conduct the Oral Interview.
90
What materials may be considered in the Subjective Evaluation of a candidate?
The candidate's written application, leadership assessment results, peer assessment results, Chief’s comments, annual evaluation, and personnel file may be considered.
91
How is the final Subjective Evaluation score calculated?
The final score will be the average of three (3) or two (2) Commissioner’s grades.
92
What percentage of the written examination study list consists of standard operating procedures and regulations?
A minimum of 70% of the written test will consist of written standard operating procedures, general orders, and rules and regulations.
93
What is required for a firefighter to qualify for a driver position?
The firefighter must be approved to take classes, be a qualified Second Driver, be a Certified Firefighter III or have a probation date prior to January 1, 1978, and have successfully completed additional training.
94
Who can be appointed as the Fire Training Coordinator?
The Chief of the Department may appoint either a Captain or Lieutenant to fill the position.
95
What promotional benefits does the EMS Coordinator have?
The EMS Coordinator shall have the same promotional benefits as an Inspector.
96
What is the process for job audits for Telecommunicators (Fire)?
The CITY, employee(s), or UNION may request a job audit, and results will be provided within sixty (60) days.
97
What happens if a job audit results in an upward reclassification?
The incumbent employee shall assume the title and grade and be paid within the range of the reclassified position from the date the audit was requested.
98
How are openings on Specialty Teams handled?
Any available opening on all Specialty Teams will be posted, and interested candidates will submit their interest in writing.
99
What governs items not covered under the collective bargaining agreement?
All items not covered will be governed by the Promotional Act.
100
What does 'Grievance' mean in this Agreement?
Any dispute or complaint concerning the interpretation of, application of, or compliance with the terms of this Agreement.
101
How can a Grievance Procedure be initiated?
By filing written notice of a grievance with the other party within twenty-one (21) calendar days from the occurrence or from the filing party's notice of the occurrence.
102
Who should the Union file the written notice of grievance to?
The Fire Chief or his designee.
103
Who should the City serve the notice to?
The President of the Union or his designee.
104
What must the written notice of grievance include?
A full and detailed statement of all facts giving rise to the grievance, including names and dates, and the portions of the Agreement placed in issue.
105
What happens within twenty-one (21) calendar days of receiving the notice of grievance?
The designated representative of the City shall meet with the President of the Union or his representative to resolve the grievance.
106
What is required if the grievance is not resolved in the initial meeting?
Both parties must submit written statements of their respective positions within seven (7) calendar days.
107
What can either party do within fourteen (14) calendar days after receiving the written statements?
They may take the grievance to Arbitration by providing written Notice of Intent to Arbitrate.
108
What happens if the last day of the time periods falls on a weekend or holiday?
The deadline shall be moved to the first calendar day following the weekend or holiday.
109
What must the parties do within seven (7) calendar days of service of Notice of Intent to Arbitrate?
Attempt to mutually agree on the joint designation of an impartial Arbitrator.
110
What happens if the parties cannot agree on an Arbitrator?
They shall jointly request the American Arbitration Association for a list of seven (7) Arbitrators.
111
What is the Arbitrator's authority?
To interpret, apply, and determine compliance with the Agreement without modifying its terms.
112
What is the timeline for the Arbitrator to issue a decision?
The Arbitrator will have thirty (30) days after conducting a hearing to read a decision.
113
Who bears the Arbitrator's fees and expenses?
The fees and expenses shall be borne equally by the parties.
114
What is granted during the grievance meeting and Arbitration Hearing?
Release time for the Grievant, a designated representative from the Union, and up to three (3) Employee Witnesses.
115
What happens if either party fails to comply with time requirements?
It shall be deemed that each accepts the other position at the last stage of the Grievance Procedure.
116
What is the City’s stance on discipline for Telecommunicators?
The City agrees with the tenets of progressive and corrective discipline.
117
What are the possible disciplinary actions?
1) Written Notice of Oral Reprimand 2) Written Reprimand 3) Suspension 4) Discharge.
118
How long do written notices of oral reprimands remain relevant for progressive discipline?
They will not be used for progressive discipline after a period of twelve (12) months.
119
What is required before imposing discipline?
Disciplinary action may only be imposed for just cause and must be initiated within five (5) working days after the City is aware of the event.
120
What must the employer do when contemplating disciplinary action?
Inform the employee of pending disciplinary action, set a time and place for the meeting, and advise that UNION representation may be present.
121
What happens at the disciplinary meeting?
The City will furnish the employee with a clear statement of reasons for the disciplinary action.
122
What is the maximum duration for which an employee can be suspended pending discharge?
Up to thirty (30) calendar days with or without pay.
123
What is the process for removing discipline from an employee's file?
An employee can review their personnel file and confer with the Director of Human Resources after eighteen (18) months regarding the relevance of the document.
124
What holidays are provided for forty (40) hour personnel?
New Year's Day, Martin Luther King Day, President’s Day, Good Friday, Memorial Day, Juneteenth, Independence Day, Labor Day, Columbus Day, Veteran's Day, Thanksgiving Day, Friday after Thanksgiving, Christmas Eve, and Christmas Day.
125
How many hours of holiday time do fifty-one (51) hour personnel receive?
One hundred forty-four (144) hours of holiday time.
126
What holiday time do Telecommunicators (Fire) receive?
One hundred thirty-two (132) hours of holiday time on January 1 of each year.
127
What is the eligibility requirement for full-time permanent employees for holiday pay?
They must have worked both their last scheduled work day prior to the holiday and their first scheduled work day after the holiday.
128
What happens if an employee does not qualify for holiday pay?
They will lose pay for the regularly scheduled hours, as well as holiday pay.
129
What is the policy for vacation leave with pay?
Employees are entitled to vacation time earned in the year prior to separation but not taken prior to separation.
130
What is the procedure for vacation selection?
The City shall have a new vacation selection schedule by November 1, and seniority shall rule in the selection of all vacation periods.
131
What happens if an employee does not select their vacation time within the allowed time?
They will be passed over by the Employees following them on the seniority list.
132
What is required for employees to take vacation, holiday, or Kelly time?
They must take it in a minimum of ten (10) work periods during the calendar year.
133
What happens if an employee is transferred during the year?
They will keep their remaining Kelly days and remain in their original vacation group.
134
What happens to an Employee who remains on the same shift after a transfer?
The Employee will remain in the vacation group he/she was in prior to the transfer and shall keep their remaining Kelly days.
135
What is the process for an Employee transferred to a different shift regarding vacation picks?
The Employee will re-pick either one (1) day before or one (1) day after the day of the original vacation/holiday pick.
136
What happens if there are not enough Kelly days in the new group for a transferred Employee?
The Employee will be placed into a Transfer Overflow Group, and anyone subsequently transferred to the shift will pick their remaining Kelly days from the same group.
137
Who is excluded from picking July 4th, December 24th, and December 25th?
Personnel repicking Kelly days will be excluded from picking these holidays.
138
What can an Employee do if they lose vacation selections due to specific provisions?
The Employee may re-select their remaining vacation days from the days remaining in the calendar year, provided no one else has selected those days.
139
What options does an Employee have when they lose consecutive vacation days?
If there are enough consecutive days available, the Employee may take their remaining days before the end of the year. If not, they may choose any remaining days, be paid at their normal rate, or re-select from open days in a preexisting overflow vacation group.
140
How can an Employee convert unused vacation selections?
The Employee may convert their unused vacation selections to sick leave hours with one (1) vacation hour equaling one (1) hour of sick leave.
141
What happens if an Employee loses vacation selections due to Duty Injury Leave?
The Employee shall be allowed to re-pick those selections without regard to doubling up.
142
What is the deadline for the City to have a new vacation selection chart for the 911 Center?
The City shall have a new vacation selection chart by December 1 of each year.
143
What is the maximum number of consecutive work hours that can be selected for the first vacation selection?
A maximum of eighty-four (84) consecutive work hours may be selected for the first selection only.
144
What happens if an Employee does not select their vacation time within the allowed time?
They will be passed over by the Telecommunicators (Fire) following them on the seniority list.
145
How is vacation time determined for Telecommunicators (Fire)?
Vacation is determined by seniority, one (1) selection at a time, and no bumping will be allowed.
146
What is the difference between holiday time and vacation time?
Holiday time cannot be carried over from one year to the next, while vacation time can.
147
What happens if an Employee is on sick leave before their scheduled vacation?
The Employee's scheduled vacation shall not be charged against their accrued vacation time, and they may continue to use sick leave.
148
What must an Employee do within seven (7) calendar days after returning to work from sick leave?
The Employee shall have the option to make another vacation selection.
149
What happens if there are no available vacation leave options left for an Employee?
The Employee may have their vacation paid out at the end of the year or roll it over, provided it does not exceed the maximum number of vacation days allowed.
150
What is the vacation schedule for forty-hour employees based on years of service?
Years of Service: 0-8 years: 80 hours, 9-15 years: 120 hours, 16-25 years: 160 hours, 26+ years: 200 hours.
151
What is the vacation accrual for Telecommunicators (Fire)?
On January 1 of each year, Telecommunicator(s)-Fire shall receive their full annual accrual for vacation time.
152
What is the vacation schedule for Telecommunicators (Fire) based on years of service?
Years of Service: 2-8 years: 84 hours, 9-14 years: 126 hours, 15-24 years: 168 hours, 25+ years: 210 hours.
153
What must be done in advance for vacation requests?
Vacation requests must be made in advance to the Department Head or his/her designee.
154
Who must vacation requests be made to?
Vacation requests must be made in advance to the Department Head or his/her designee.
155
How is vacation approval determined?
Seniority will be used in determining vacation approval.
156
What is the minimum increment for taking vacation periods?
Vacation periods must be taken in no less than one half (1/2) day increments.
157
How much prior approval is required for vacation requests of more than two days?
Two (2) weeks prior approval of the Department Head or his/her designee is required.
158
What is the response time for vacation requests of more than two days?
The Department Head or designee shall respond within seven (7) calendar days.
159
What is the advance notice required for vacation requests of two days or less?
Requests must be presented no less than twenty-four (24) hours in advance.
160
How must all vacation requests be submitted?
All vacation requests must be submitted in writing.
161
When should vacation time be taken?
All vacation time should be taken by the end of the calendar year after which it is earned.
162
What happens if Telecommunicators (Fire) fail to take earned vacation beyond two years?
They shall forfeit future vacation accrual.
163
Can an employee be paid vacation time in lieu of taking time off?
No Employee shall be paid vacation time in lieu of taking time off.
164
How is vacation pay calculated?
The hourly rate in effect for the pay period prior to the commencement of the Employee's vacation shall be utilized.
165
What are the vacation hours off for the first day of the second year?
48 hours off.
166
What are the vacation hours off for the first day of the third year?
72 hours off.
167
What are the vacation hours off for the first day of the fifth year?
120 hours off.
168
What are the vacation hours off for the first day of the tenth year?
192 hours off.
169
What are the vacation hours off for the first day of the eighteenth year?
240 hours off.
170
What are the vacation hours off for the first day of the twenty-fifth year?
264 hours off.
171
What is the maximum paid leave for funeral leave for regular forty-hour employees?
Up to three (3) duty days.
172
What is the maximum paid leave for funeral leave for fifty-one hour employees?
Up to one (1) duty day.
173
What does 'immediate family' include for funeral leave?
'Immediate family' includes: father, mother, spouse, children, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother, sister, grandparents, grandparents of spouse, grandchildren, brother-in-law and sister-in-law, step-parents and step-children.
174
What must employees provide for military leave?
Copies of Orders or communication in accordance with the Illinois Military Leave Act.
175
What is defined as 'Duty Injury Leave'?
'Duty Injury Leave' is defined as a disability suffered in the line of duty, operations or exposure.
176
How long can employees receive full pay for work days lost due to duty injury?
For a period not to exceed three hundred sixty-five (365) calendar days.
177
How many duty days of sick leave do employees receive at the commencement of employment?
Fifteen (15) duty days.
178
What is the rate of sick leave earned after the initial period?
One (1) duty day each full month of service.
179
What is the maximum accumulation of sick leave for employees?
Ninety (90) duty days.
180
What happens if an off-duty illness occurs during a vacation period?
The Employee shall complete his vacation period before sick leave commences.
181
What is the sick leave charge for all employees?
Charged on the basis of one (1) hour of sick leave for each hour of scheduled duty missed.
182
What is the maximum paid sick leave for family needs for 24-hour employees?
A maximum of two hundred forty (240) hours in a twelve (12) month period.
183
What is the maximum paid sick leave for family needs for 40-hour employees?
A maximum of one hundred sixty (160) hours in a twelve (12) month period.
184
What must be provided for planned appointments related to sick leave?
Notification should be provided as soon as possible, generally at least one duty-day prior.
185
What is the maximum sick leave pay upon severance for employees with 5-19 years of service?
Not exceed fifteen (15) days.
186
What is the maximum sick leave pay upon severance for employees with 20 or more years of service?
Not exceed ninety (90) days.
187
What happens to sick leave payment in the event of an employee’s death?
This payment shall go to the employee’s beneficiary.
188
How is vacation pay calculated upon severance?
Computed on the basis of the appropriate number of days multiplied by eight (8) hours at the Employee's '40 hour week' hourly pay rate.
189
How many personal business days do regular forty-hour employees receive per year?
Two (2) personal days.
190
What is the notice required for personal business days?
Three (3) calendar days' notice.
191
What is the maximum personal leave for Telecommunicators (Fire) each calendar year?
Up to twenty-four (24) hours.
192
What must be given prior to taking personal leave?
One (1) day's notice.
193
What is the requirement for jury duty notification?
Notify the company officer at least one (1) workday in advance.
194
What constitutes just cause for discipline regarding absenteeism?
Excessive absenteeism, excessive tardiness or the abuse of sick leave.
195
What types of unpaid leaves of absence are accepted?
General, Military, Maternity, Educational, Job Related Disability Leave, Non-Job Related Disability Leave, Family Medical Leave.
196
What is the maximum sick leave accumulation for Telecommunicators (Fire)?
One thousand (1,000) hours.
197
What happens to sick leave upon death or retirement for Telecommunicators (Fire)?
They are entitled to receive payment for 100% of their accumulated sick leave, but not to exceed seven hundred twenty (720) hours.
198
What is the policy regarding Family Medical Leave Act (FMLA) and paid leave?
Employees may use holiday, vacation, and sick leave for FMLA eligible conditions.
199
What happens to FMLA leave if an employee has exhausted their FMLA-qualifying leave?
Accrued paid sick leave may be used under the terms and conditions of Article 9.12.
200
What is the maximum duration for alternative assignment for pregnant employees?
Not more than twenty-six (26) work weeks or until the pregnancy terminates, whichever is shorter.
201
How is reduction in personnel handled in the classified fire service?
In strict compliance with department seniority.
202
What happens if a firefighter becomes pregnant and is restricted from normal duties?
She will be assigned alternative work for not more than twenty-six (26) work weeks or until the pregnancy terminates, whichever is shorter.
203
How is reduction in personnel handled in the classified fire service?
Reduction shall be done in strict compliance with department seniority, except for specific classifications.
204
Which classifications are exempt from seniority rules during personnel reduction?
Alarm Operator/Telecommunicator (Fire), Fire Equipment Specialist, Fire Shop Coordinator.
205
What is the order of furloughing employees?
The last Employee certified shall be the first furloughed, and the last furloughed shall be the first reinstated.
206
How must a furloughed Employee apply for reinstatement?
Written application for reinstatement must be made within fifteen (15) days after notification by registered mail.
207
What happens if a reduction in rank is necessary?
Reduction shall be based on seniority within the position classification.
208
What is required before reinstatement of a furloughed Employee?
The City shall provide a physical examination, which may be required before reinstatement.
209
What are the effective dates for general wage increases for Local 413 personnel?
January 1, 2022: 4.0%, January 1, 2023: 3.5%, January 1, 2024: 3.0%.
210
What is the longevity pay increase for each five years of service?
An increase of two percent (2%) of the base rate, up to a maximum of ten percent (10%).
211
When does an Employee become eligible for longevity pay?
On the anniversary date of their employment.
212
What additional pay do paramedics receive if assigned to ambulance duty?
They shall receive five percent (5%) of Top Step Firefighter wage, per annum.
213
What is the additional pay for EMT-I’s providing advanced life support?
They shall receive $1,650.00 per annum, in addition to their annual salary.
214
Who performs maintenance and repair work on Fire Department emergency vehicles?
Union members classified as Fire Equipment Specialists and Fire Maintenance Coordinator.
215
What additional pay do Fire Equipment Specialists with a valid Illinois Class 'A' CDL receive?
They shall receive three and three-quarters percent (3.75%) of Top Step Firefighter wage, per annum.
216
What premium do Telecommunicators (Fire) receive for training others?
They shall be paid a premium of 4% of Step H Telecommunicator (Fire) per hour for all hours worked while training.
217
How are step increases processed for Telecommunicators (Fire)?
Step increases will be processed without discrimination and in a timely fashion.
218
What is the eligibility requirement for a step increase for Telecommunicators (Fire)?
An Employee must achieve a score of at least 50 on their performance evaluation.
219
What is the premium pay for Telecommunicators (Fire) on the night shift?
Telecommunicators (Fire) and former Alarm Operators on the night shift (6:00 PM to 6:00 AM) shall be paid a premium of 3% of Step H Telecommunicator (Fire) per hour for all hours worked on the shift.
220
What is the stand-by pay for primary on-call personnel?
Primary on-call personnel designated by the Chief shall receive two (2) hours of straight time pay for each twenty-four (24) hour period they are designated as primary on-call.
221
What is the Pandemic Response payment for bargaining unit members?
Bargaining unit members employed from January 1, 2020, through December 31, 2022, will receive a one-time payment of $3,000 if permanently assigned to an ambulance, or $2,000 for all other members.
222
What clothing do new employees receive upon commencement of employment?
New Employees shall receive eight (8) uniform shirts, four (4) trousers, four (4) T-shirts, one (1) set of turn-out gear, one (1) uniform hat, one (1) all-weather coat, one (1) baseball-style hat, one (1) long-sleeved job shirt or sweater, one (1) gear bag, and one (1) belt.
223
What is the clothing allowance for Telecommunicators (Fire)?
The City will continue to provide Telecommunicators (Fire) with uniforms, sweaters, and shoes.
224
What are the work rules for employees?
All Employees must comply with Fire Department rules, including personal conduct and work performance. New or changed rules will be posted at least seven (7) calendar days before taking effect.
225
What is the probationary period for Telecommunicators (Fire)?
Telecommunicators (Fire) hired after July 5, 2016 will serve a one (1) year probationary period for call taking and an additional six (6) month period for dispatch training.
226
What happens if an employee loses their driving privileges?
If an employee's driving privileges are suspended or revoked, they will be assigned to non-driving duties. Loss of privileges exceeding thirty (30) days may result in unpaid administrative leave.
227
What is the tuition reimbursement policy?
The City shall provide education reimbursement for up to $2,500.00 per year per firefighter, capped at $50,000 for all Local 413 members.
228
What is the purpose of the Employee Assistance Program?
The City and the Union agree to maintain a mutually satisfactory Employee Assistance Program for the benefit of bargaining unit members, with costs borne by the City.
229
What happens if an employee loses full driving privileges for more than 30 days but less than 210 days?
The employee will be placed on administrative leave without pay until full driving privileges are restored. Employees must exhaust all accrued holiday and vacation time prior to unpaid status.
230
What may happen if an employee loses full driving privileges for more than 210 days?
It may result in a recommendation to the Board of Fire and Police Commissioners for termination.
231
What does 'full driving privileges' mean?
It means the ability to drive for work purposes anywhere in the State of Illinois at any time of the day or week without restriction.
232
Does Article 13.15 apply to probationary employees or Telecommunicators?
No, this Article shall not apply to probationary employees or Telecommunicators (Fire).
233
What is the employee's responsibility regarding driving privilege status?
It is the employee’s responsibility to notify the Fire Chief or his/her designee of any suspension, revocation, or restriction of driving privileges before commencing any work assignment.
234
What are the consequences for failing to notify about changes in driving status?
An employee who fails to notify promptly is subject to disciplinary action, up to and including discharge.
235
What can Local 413 members do regarding their 457/Deferred Compensation savings?
The City shall allow all Local 413 members to borrow against their 457/Deferred Compensation savings as allowed by applicable State and Federal law.
236
What is the Union's agreement regarding strikes and work stoppages?
The Union, its officers and agents, and the Employees agree not to instigate, promote, sponsor, engage in, or condone any strike, slow-down, concerted stoppage of work, or any other intentional interruption of operations.
237
What happens if employees violate the no strike provision?
Any or all Employees who violate any provisions of this Article may be discharged or otherwise disciplined in accordance with the rules or regulations of the Fire and Police Commission.
238
What must the Union do upon notification of a violation of the no strike provision?
The Union shall immediately in writing order that such violation shall cease, provide the City with a copy of such an order, and a responsible official of the Union shall make public that order.
239
What is the sole question for the arbitrator in an arbitration proceeding involving breach of the no strike provision?
The sole question for the arbitrator to determine is whether the Employee engaged in the prohibited activity.
240
What procedures apply to collective bargaining issues for Employees represented by the Union?
The negotiation impasse resolution procedures provided in Section 14 of the Illinois Public Employee Labor Relations Act shall be applicable to all collective bargaining issues of all Employees recognized as represented by the Union under Article 2.1.
241
Who shall be considered for the acting position?
All qualified personnel who are available shall be considered for the acting position.
242
How will company officers fill acting positions?
By selecting the most senior person in position who has the ability and qualifications to perform the job.
243
What is the minimum duration for an employee to receive acting pay?
An employee must accept responsibilities for at least one (1) hour to receive acting pay.
244
Under what circumstances can an employee receive acting pay?
During holidays, vacations, sick leave, Kelly days, funeral leave, city-required education leave, permanent vacancies, personal leave days, and department meetings.
245
What is the differential for Acting Ambulance Pay?
An adjustment of assigned paramedic pay.
246
What is the differential for Acting Coordinator?
A differential of 3.75% of a Step A Captain/Coordinator pay.
247
What is the differential for Acting Driver/Tillerman?
A differential of 4.0% of Step A Driver pay.
248
What is the differential for Acting Lieutenant?
A differential of 4.38% of Step A Lieutenant pay.
249
What is the differential for Acting Captain?
A differential of 4.58% of Step A Captain pay.
250
What is the hourly pay for Acting District Chief?
$4 per hour, adjusted annually.
251
What is the daily pay for Acting Division Chief?
$60 per day, adjusted annually.
252
What must an employee do to report acting pay?
Follow Departmental guidelines for reporting it no later than the next duty day after it is earned.
253
What is the out-of-class pay for a telecommunicator?
An employee temporarily assigned to a lower pay grade shall be paid their regular rate.
254
What happens if an employee works in a higher classification for more than four hours?
They shall be paid the corresponding higher rate retroactively to the first hour worked.
255
What is the annual employee contribution for single PPO coverage?
$780.
256
What is the annual deductible for single PPO coverage?
$550.
257
What is the annual out-of-pocket maximum for single PPO coverage?
$2,000.
258
What is the annual employee contribution for family PPO coverage?
$2,340.
259
What is the annual deductible for family PPO coverage?
$1,650.
260
What is the annual out-of-pocket maximum for family PPO coverage?
$6,000.
261
What is the co-insurance for PPO in-network?
90/10.
262
What happens when the PPO in-network out-of-pocket maximum is reached?
The coinsurance becomes 100%.
263
What is the co-pay for generic prescriptions?
$15.00 per prescription.
264
What is the co-pay for formulary brand prescriptions?
$30.00.
265
What is the co-pay for non-formulary brand prescriptions?
$50.00.
266
What is the annual limit for chiropractic treatment?
40 visits.
267
What life insurance coverage does the City provide?
Guaranteed $25,000 life insurance coverage for all employees.
268
What is the purpose of the Health Insurance Focus Group?
The Health Insurance Focus Group shall explore expansion of the wellness plan, subject to the City’s approval of any cost issues. The group will also serve as a communication channel on plan changes and implementation.
269
What is the annual limit for chiropractic treatment?
Chiropractic treatment shall be subject to an annual limit of 40 visits.
270
What life insurance coverage does the City provide?
The City will provide a group life plan that includes guaranteed $25,000 life insurance coverage for all employees.
271
What options are available for supplemental life insurance?
The life insurance plan will include optional group term life in increments of $10,000 to a maximum of $300,000, of which $200,000 will be issued without evidence of insurability, subject to enrollment.
272
What is the amount for Accidental Death and Dismemberment benefit?
The insurance plan shall include Accidental Death and Dismemberment benefit in the amount of $50,000.
273
What compensation do employees receive for mandatory schooling?
Employees required to obtain schooling mandated by the Chief of the Department shall be compensated at their normal rate of pay and reimbursed for any agreed-upon expenses.
274
How is pay computed for employees attending mandatory schooling?
The Employee's pay shall be based on the actual number of hours spent in class attendance.
275
What happens if mandatory schooling results in overtime?
If the schooling results in overtime, the Employee shall be compensated in accordance with the relevant section.
276
What is the City's liability regarding legal counsel for employees?
The City agrees to furnish counsel from the City of Rockford Department of Law for employees incurring potential civil liability for actions arising in the course of employment.
277
What happens if the Legal Director determines outside counsel is needed?
The City agrees to furnish the Employee counsel mutually agreed upon by the City and Union.
278
When does the City's liability for providing counsel end?
Counsel shall be provided through all stages up to and including a single appeal unless the Employee is found guilty of criminal liability or willful and wanton misconduct.
279
What is the City's liability when an Employee is summoned before the Police and Fire Commission?
The City shall furnish the Employee counsel for complaints from any party other than the City regarding disciplinary actions.
280
What is the City's liability when it is a Complainant before the Police and Fire Commission?
The City shall have no liability to provide legal counsel or other expenses of the Employee's defense against said complaint.
281
Are disagreements regarding counsel selection subject to grievance procedures?
Any disagreement as to the selection of counsel or fees for said counsel shall not be subject to the grievance procedure or binding arbitration.
282
What do the Union and the Employer agree about drug use?
The use of illegal drugs and the abuse of legal drugs by Fire Department members present unacceptable risks to safety, invite accidents, and reduce productivity.
283
What is defined as 'Drugs' in the context of this policy?
'Drugs' refers to any controlled substance listed in the Illinois Compiled Statutes, Chapter 720, Act 570, for which there is no valid prescription, including abused prescription medications and illegal drugs.
## Footnote
For Random Drug Testing, 'drugs' specifically include: Amphetamines, Cocaine, Opiates, PCP.
284
What does 'Impairment' mean?
'Impairment' means an employee is unable to perform their duties due to the effects of drugs, marijuana, or alcohol in their body.
285
What are 'Positive Test Results'?
'Positive Test Results' indicate a positive result on both an initial screening test and a confirming test.
286
What constitutes 'drug abuse'?
'Drug abuse' includes the use of any controlled substance not legally prescribed or the abuse of a legally prescribed drug resulting in evidence of impairment while on duty.
287
Who qualifies as an 'employee' under this policy?
'Employee' includes all sworn Fire Department personnel, Telecommunicators-Fire, Telecommunicator supervisors, Fire Equipment Specialist, and Fire Shop Coordinator.
288
What does 'refusal' mean in this context?
'Refusal' means an employee's unwillingness to submit to testing or an inability to provide a urine specimen within three hours unless a credible medical excuse is provided.
289
What must the Employer provide to educate employees about drug testing?
All eligible employees will receive a copy of the drug testing policy and information about the impact of drugs, marijuana, and alcohol on job performance.
290
What is 'Reasonable Suspicion Testing'?
'Reasonable suspicion testing' occurs when objective facts and circumstances suggest that an employee is using or impaired due to drugs, marijuana, or alcohol.
291
What are the conditions that require drug testing?
Drug testing is required if an employee is involved in a motor vehicle accident while on duty and there is a fatality or a citation issued.
292
How are employees divided for Random Drug Testing?
Employees are divided into thirteen groups, with each firehouse comprising a group and Telecommunicators-Fire and Supervisors forming another group.
293
What percentage of employees can be tested randomly in a year?
No more than 27% of employees can be tested randomly in a calendar year.
294
What is the procedure for testing after a positive initial screening?
A confirmatory test using GC/MS techniques must be conducted for all specimens identified as positive on the initial screening test.
295
What are the initial screening test cutoff levels for Amphetamines?
The cutoff level for Amphetamines in initial screening tests is 1000 ng/ml.
296
What is the confirmatory test level for Cocaine metabolites?
The confirmatory test level for Cocaine metabolites is 150 ng/ml.
297
What must be done if an employee tests positive?
The employee must be informed only if both the initial and confirmatory tests are positive.
298
Methamphetamine cutoff level
500 ng/ml
299
Barbiturates cutoff level
200 ng/ml
300
Secobarbital cutoff level
1000 ng/ml
301
Pentobarbital cutoff level
1000 ng/ml
302
Phenobarbital cutoff level
1000 ng/ml
303
Butabarbital cutoff level
1000 ng/ml
304
Benzodiazepines cutoff level
200 ng/ml
305
Cocaine metabolites cutoff level
150 ng/ml
## Footnote
Benzoylecgonine
306
Marijuana metabolites cutoff level
15 ng/ml
## Footnote
Delta 9 tetrahydrocannabinol 9 carboxylic acid
307
Methadone cutoff level
200 ng/ml
308
Methaqualone cutoff level
200 ng/ml
309
Morphine cutoff level
300 ng/ml
310
Codeine cutoff level
300 ng/ml
311
Phencyclidine cutoff level
25 ng/ml
312
Propoxyphene cutoff level
200 ng/ml
313
Norpropoxyphene cutoff level
300 ng/ml
314
Initial positive alcohol level
0.02 grams per 210 L of breath
315
Right to contest drug test results
The Union and/or employee can file a grievance concerning any test permitted by this Agreement.
316
Voluntary request for assistance policy
No adverse action against employees who voluntarily seek treatment prior to any drug test.
317
Discipline for positive drug test results
Employees will undergo consultation and treatment; discharge may occur under certain conditions.
318
Insurance coverage for EAP Program
Employer shall provide health insurance covering all or a portion of the EAP Program costs.
319
Duty assignment during treatment
Employees may maintain employment status during treatment; leave granted for in-patient programs.
320
Confidentiality of test results
Test results disclosed to tested individual and certain officials; external disclosure only for disciplinary purposes.
