Union Contract - 2013-2015 Flashcards

Question

What is Article 18.5 in the Union Contract?

Answer 1

Permissible Use of Sick/Disability Leave with Pay

Answer 2

Requirement for a Physician's Certificate

Answer 3

Use of Compensated Leave when Sick Leave is Exhausted

Answer 4

Workers' Compensation

Answer 5

Requriement for Physician's Certificate

Answer 6

LEOFF I Employees

Answer 7

Funeral Leave

Answer 8

Emergency Leave

Answer 9

Military Leave

Answer 10

Qualifying Military Exigency Leave

Answer 11

Jury Duty Leave

Answer 12

Family Leave

Answer 13

Family Leave for Domestic Partners

Answer 14

Domestic Violence Leave

Answer 15

Union Work Replacement

Answer 16

Prevailing Rights

Answer 17

Maintenance of Crews/Health and Safety Committee

Answer 18

Union Communications

Answer 19

Savings Clause

Answer 20

Grievance Procedure

Answer 21

Communication Procedure

Answer 22

Performance of Duty

Answer 23

Medical, Dental, Life, Malpractice Insurance

Answer 24

Employee Benefit Trust Fund

Answer 25

MERP - Medical Expense Reimbursement Program

Answer 26

Annual Fitness Evaluation - Fitness Testing

Answer 27

Physically capable

Answer 28

Drug/Alcohol Testing

Answer 29

State and Federal Emergency Mobilization

Answer 30

Terms of Agreement

Answer 31

Monthly Salaries

Answer 32

Education/Longevity

Answer 33

Movement Between Platoon and Non-Platoon Duty

Answer 34

Service Longevity Awards

Answer 35

IAFF Health Insurance Premiums

Answer 36

Health Care Cost Containment

Answer 37

Administrative Clarification

Answer 38

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

Answer 39

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.

Answer 40

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.

Answer 41

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.

Answer 42

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)

Answer 43

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

Answer 44

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

Answer 45

Length of continuous service with the BFD.

Answer 46

IAFF Union Local #1604

Answer 47

Those matters specifically covered by this labor agreement.

Answer 48

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.

Answer 49

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.

Answer 50

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.

Answer 51

The employee's most recent date of hire.

Answer 52

Once per calendar year.

Answer 53

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

Answer 54

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.

Answer 55

They are terminated.

Answer 56

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.

Answer 57

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

Answer 58

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.

Answer 59

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.

Answer 60

Those adopted by the Bellevue Civil Service Commission.

Answer 61

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

Answer 62

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.

Answer 63

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

Answer 64

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

Answer 65

Article 200, Sec 20.

Answer 66

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.

Answer 67

Appendix C

Answer 68

SOPs - Article 200, Sec 13

Answer 69

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

Answer 70

More than 6 shifts.

Answer 71

110% of their current pay rate.

Answer 72

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.

Answer 73

More than 4 consecutive days.

Answer 74

110% of their current pay rate.

Answer 75

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).

Answer 76

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.

Answer 77

Jan 1, 2000 - the start of Telestaff.

Answer 78

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

Answer 79

No; it applies to pay grade only.

Answer 80

105% of their current step pay rate.

Answer 81

106% of their current step pay rate.

Answer 82

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

Answer 83

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

Answer 84

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.

Answer 85

4th of July, Thanksgiving and Christmas.

Answer 86

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

Answer 87

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)

Answer 88

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)

Answer 89

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.

Answer 90

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.

Answer 91

1440 hours.

Answer 92

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.

Answer 93

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

Answer 94

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.

Answer 95

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.

Answer 96

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

Answer 97

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

Answer 98

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.

Answer 99

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.

Answer 100

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.

Answer 101

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.

Answer 102

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.

Answer 103

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.

Answer 104

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.

Answer 105

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.

Answer 106

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

Answer 107

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.

Answer 108

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.

Answer 109

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

Answer 110

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.

Answer 111

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.

Answer 112

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

Answer 113

At least once a quarter.

Answer 114

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

Answer 115

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.

Answer 116

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

Answer 117

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.

Answer 118

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.

Answer 119

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

Answer 120

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

Answer 121

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.

Answer 122

Oct 1, 1984

Answer 123

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

Answer 124

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

Answer 125

Representatives from the Training Division and Peer Fitness Trainers.

Answer 126

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.

Answer 127

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.

Answer 128

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.

Answer 129

No. Each CSFE is a singular event.

Answer 130

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.

Answer 131

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

Answer 132

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.

Answer 133

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.

Answer 134

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.

Answer 135

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.

Answer 136

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.

Answer 137

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.

Answer 138

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.

Answer 139

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.

Answer 140

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

Answer 141

Yes, but is non-punitive.

Answer 142

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

Answer 143

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.

Answer 144

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

Answer 145

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

Answer 146

``` 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 ```

Answer 147

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.

Answer 148

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

Answer 149

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.

Answer 150

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.

Answer 151

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.

Answer 152

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.

Answer 153

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.

Answer 154

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.

Answer 155

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.

Answer 156

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

Answer 157

Jan 1, 2013 to Dec 31, 2015.

Answer 158

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.

Answer 159

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

Answer 160

- 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%

Answer 161

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.

Answer 162

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.

Answer 163

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.

Answer 164

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%

Answer 165

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)

Answer 166

The 2 combined shall not exceed 12%.

Union Contract - 2013-2015 Flashcards

(194 cards)