Agenda packet — Redding City Council, August 7, 2024 (part 2 of 2)

10.2 Station rotation and shift bid order will be determined by time in Grade in accordance with Departmental Policy 2.9, dated September 10, 2007, and as agreed between Management and the Union.

10.3 “Grade”, “Rank” and “Classification” are interchangeable terms in Department Policy and this Agreement.

ARTICLE 11: PROMOTION AND TRANSFER

11.1 All promotions and transfers shall be in accordance with standards and procedures as determined by the City. Notices of scheduled examinations for the positions of Fire Engineer and Fire Captain shall be posted at least thirty (30) days in advance of the written test.

To the extent possible and subject to the determination by the Fire Chief and the Personnel Director, Fire Engineer and Fire Captain eligibility lists will be promulgated once every two (2) years on a staggered basis.

11.2 Seniority shall not be used as the sole criteria for promotions. In addition to seniority, employee evaluations, job performance, test results, and ability, will be used for the purpose of selecting applicants for promotion to a higher classification.

11.3 When an employee is promoted to a classification which has an hourly pay rate overlapping the hourly pay rate of their previous classification, they shall be paid at the step of the classification to which they are being promoted which is next higher to their present step but not more than the top step of the classification to which they are promoted. A promotion to a higher Packet Pg. 400
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17 12506491.2 RE020-040
paid classification which provides a five percent (5%) wage increase does not change the anniversary date for Wage Step increases.

11.4 All appointments filled by promotion of a City employee shall be on a probationary basis for one (1) year. At any time during the probationary period, the City may terminate the appointment. If an appointment is terminated, the employee shall be returned to either their previous classification and wage rate, or some other classification that is mutually satisfactory to both the employee and the City. If an appointment is terminated, the City may consider the other bidders on the original posting, if any, rather than repost the vacancy notice.

An employee’s probationary period shall be extended by the duration of any light duty assignment, paid absence, or unpaid absence of ten (10) or more consecutive workdays. An employee’s probationary period may also be extended at the discretion of Fire Chief with, the concurrence of the Personnel Director and City Manager, for a period not to exceed three (3) months for the purpose of enabling a more extensive review and evaluation of a probationary employee prior to the employee attaining permanent status in the promotional position. The probationary employee and the Union shall be notified in writing of such an extension not less than ten (10) working days prior the expiration of the probationary period. Any additional extension of the probationary period beyond three (3) months would require a side letter with the Union.

11.5 Management may consider requests for transfer from one station to another.

11.6 At such time an employee moves from a forty (40) hour workweek schedule to a fifty-six (56) hour equivalent workweek schedule, all earned leave balances will be adjusted to commensurate hours in the new work schedule as follows:

Weekly Schedule: Multiply Current Leave Balance By:
40 to 56 hours 1.4
56 to 40 hours 0.715

11.7 Full Time Limited Term (Apprentice Firefighter) employees must test and be on an eligibility list for full-time firefighter for consideration of appointment to a Regular Firefighter position. Appointment to Regular Firefighter is not considered a promotion for this position.

Should a Full Time Limited Term (Apprentice Firefighter) be hired as a Regular Firefighter with no employment-separation with the City, their accrued leave balances will be transferred to the new position. Department seniority would not begin until appointment to a Regular Firefighter position.

ARTICLE 12: LAYOFF

12.1 When it becomes necessary for the City to lay off regular (Full-Time, Status 3) employees, the City will give employees involved as much notice as possible; but, in no event will such employees receive less than two (2) weeks notice of layoff. Where probationary or temporary employees are to be laid off, no notice of layoff need be given.

12.2 Layoff in all cases due to lack of work or budgetary constraints will be determined by an employee’s Classification Seniority (the employee with the least amount of time in each classification targeted for layoff will be notified for lay-off first) in accordance with S.O.P.

Personnel 2.3. An employee whose job is being eliminated may elect to displace an employee in a lower paid classification if qualified to perform the duties of the lower paid classification and if their Classification Seniority is greater than that of the employee in the lower paid classification.

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18 12506491.2 RE020-040

12.3 Regular employees (excluding Apprentice Fire Fighters) who are laid off will be given preference in filling future vacancies for a period up to one (1) year, providing they keep the City advised of their current address.

12.4 When an employee elects to displace into a classification due to lay-off or voluntary demotion, which has a wage range overlapping the wage range of their previous classification, they shall be paid at the wage rate of the classification which is next lower to their present wage rate, but not lower than the bottom wage rate of the lower classification .

12.5 An employee (excluding Apprentice Firefighters) promoted out of the bargaining unit may, within twenty-four (24) months and by mutual agreement between the City and the Association, return to the unit.

12.6 Retired annuitants will be laid off prior to IAFF bargaining unit employees.

12.7 In the event of layoff or any station closure, Full Time Limited Term (Apprentice Firefighter) employees will be the first bargaining unit classification to be laid off.

12.8 A Fire Prevention Officer who returns to and is qualified for a previously held fire suppression position in the Department will return to the last fire suppression position held in the Department prior to becoming a Fire Prevention Officer.

A laid off Fire Prevention Officer who previously held a Redding Fire Captain position may displace a Fire Captain, if they are qualified to perform the duties of Fire Captain, meet all requirements of the classification, and if such laid off Fire Prevention Officer has greater combined Fire Captain and Fire Prevention Officer seniority than the Fire Captain being displaced.

A Fire Prevention Officer who previously held a Redding Fire Captain position may be displaced by a laid off Fire Captain, if such laid off Fire Captain is qualified to perform the duties of Fire Prevention Officer, meets all requirements of the classification and has greater Fire Captain seniority than the combined Fire Captain and Fire Prevention Officer seniority of the Fire Prevention Officer being displaced.

ARTICLE 13: LEAVE OF ABSENCE

13.1 Leave of absence may be granted to regular employees by the City Manager for urgent and substantial reasons, up to a maximum of one year, (except when the employee is receiving long term disability benefits, in which case a five (5) year time limit shall apply) providing satisfactory arrangements can be made to perform the employee’s duties without undue interference with the normal routine of work. Inability to return to work after an employee’s sick leave has been exhausted will be considered as an urgent and substantial reason and in such cases a leave will be granted.

13.2 A leave of absence will commence on and include the first work shift on which the employee is absent and terminate with and include the work shift preceding the shift the employee returns to work.

13.3 All applications for leave of absence shall be made in writing except when the employee is unable to do so. The conditions under which an employee will be restored to Packet Pg. 402
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19 12506491.2 RE020-040
employment on the termination of leave of absence shall be clearly stated by the City in conjunction with the granting of a leave of absence. Upon an employee’s return to work after a leave of absence, they will be reinstated to their former position and working conditions, providing that they are capable of performing the duties of their former position, except that if there has been reduction of forces or their position has been eliminated during said leave, they will be returned to the position they would be in, had they not been on a leave of absence.

13.4 An employee’s status as a regular employee will not be impaired by such leave of absence and their seniority will accrue.

13.5 If an employee fails to return immediately on the expiration of their leave of absence or if they accept other full-time employment while on leave, they will thereby forfeit the leave of absence and terminate their employment with the City.

13.6 An employee on a leave of absence as provided herein shall not accrue vacation or sick leave benefits nor maintain group health and welfare insurance coverage. An employee may, however, at their option and expense, maintain their group health and welfare insurance coverage providing the full monthly premium is received by the City Treasurer on or before the first day of the month for which the premium is intended. Notwithstanding the above, however, if the leave of absence is as a result of exhaustion of sick leave benefits an employee’s group health and welfare insurance may be maintained for up to three (3) calendar months on the normal premium-sharing formula, providing the employee pays their share of the premium on a timely basis.

13.7 Except for the one (1) year limitation of 13.1, and the prohibition on other employment in 13.5, a leave of absence for Union business may be granted by the City Manager for up to a maximum of one (1) year, pursuant to the provisions of this Article.

13.8 Reproductive Loss Leave of Absences: Employees who are absent from work due to a reproductive loss event are eligible for up to five (5) days of protected leave per event, subject to a maximum of twenty (20) days in a 12-month period. “Reproductive loss event” is defined as “the day or, for multiple day events, the final day, of a failed adoption, failed surrogacy or unsuccessful assisted reproduction.” The reproductive loss leave is unpaid; however, employees may use available accrued paid leave such as vacation, sick time, deferred time off, compensatory time off, etc. The reproductive loss leave must be taken within three (3) months of the reproductive loss event, but the leave days do not need to be consecutive.

ARTICLE 14: EXPENSES

14.1 Reimbursement for expenses incurred while conducting City business, i.e., traveling to authorized meetings, seminars, training sessions, luncheons and other events approved by the Fire Chief, or his designee, shall be in accordance with the provisions established in the City Council Resolution for Unrepresented City employees.

14.2 Employees who are assigned to temporary work at such distance from their regular headquarters that it is impractical for them to return thereto each day, or to their regular place of abode, will be allowed actual personal expenses for board and lodging for the duration of such assignment, provided they board and lodge at places to be designated by the City. The time spent by such employees in traveling to such temporary job at its beginning, to and from home on holidays and weekends, and from such temporary job at its conclusion and any reasonable expense incurred thereby will be paid by the City.

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20 12506491.2 RE020-040

14.3 Full-time employees who complete authorized courses taken for credit with a passing grade may, upon application, be reimbursed for the tuition and cost of required textbooks, and materials including but not limited to computer software, calculators, videos, but not to include incidentals such as paper, pens and pencils. Employees must obtain prior approval from the Fire Chief and the Personnel Director. Reimbursement shall be limited to four hundred dollars ($400.00) per course (semester/quarter).

ARTICLE 15: SICK LEAVE

15.1 Sick leave with pay shall be accumulated for each regular and probationary employee at the rate of forty-six thousandths (.046) of an hour for each regular hour worked, or on paid leave.

In accordance with state law, all full-time temporary employees (Status 7), shall accumulate sick leave with pay at a rate of (.033) per hour worked. Full-time temporary employees shall be entitled to use accrued paid sick days beginning on the 90th day of employment. Full-time temporary employees will be limited to 24 40 hours of paid sick leave in each year of employment. A minimum increment of sick leave usage is two hours.

15.2 Sick leave shall be allowed for a non-work-related absence due to:

A The inability of an employee to be present or perform the employee’s duties because of personal physical or mental illness, off duty injury, or confinement for medical treatment.

B The ability to attend personal medical or dental appointments, which are impractical to schedule outside of regular working hours.

C The need to be present during childbirth, surgery, critical illness or injury involving members of the immediate family, as defined in 16.1, for up to ninety-six (96) hours per incident.

D For family sick leave up to 72 hours per calendar year for members of the immediate family as defined in 16.1.

15.3 Management may require satisfactory evidence of sickness or disability, if an attendance problem has been identified as defined in the City’s Discipline Policy dated July 1, 2005, before payment for sick leave will be made.

15.4 The City may also require an employee requesting to return to work after sick leave or leave of absence for medical reasons to submit to a medical examination by a physician or physicians approved by City for the purpose of determining that such employee is physically fit and able to perform the duties of their former position without hazard to himself, or to their fellow employees, or to their own permanent health. Such examination or examinations shall be at the sole expense of the City. Appointments for such examinations shall normally be scheduled by the Personnel Department.

15.5 If a holiday which an employee is entitled to have off with pay occurs on a workday during the time an employee is absent on sick leave, they shall receive pay for the holiday as such, and it shall not be counted as a day of sick leave.

15.6 Sick leave cannot be accrued while an employee is in a non-pay status or receiving donated vacation.

15.7 Any employee, who after ten (10) years of continuous service to the City terminates employment, shall be paid at the employee’s regular pay rate for thirty-three and one- Packet Pg. 404
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21 12506491.2 RE020-040
third percent (33 1/3%) of the employee’s accumulated sick leave hours. For employees with fifteen (15) years of continuous service, the percentage set forth above shall be increased to forty- five percent (45%). For employees with twenty (20) years or more continuous service, the percentage set forth above shall be increased to sixty percent (60%).

Upon retirement, any sick leave pay out the employee is eligible to receive will be transferred into the VantageCare Retirement Health Savings Plan on a pre-tax basis. The sick leave payout amount will be calculated using the percentage levels described in the paragraph above. However, if the sick leave payout is less than $5,000, then the employee is not entitled to participate in the VantageCare Retirement Health Savings Plan and shall receive a cash payout as described in the paragraph above. Any sick leave amount remaining will be used as service credit toward the employee’s retirement benefit through CalPERS, pursuant to the contract between the City of Redding and CalPERS.

15.8 In the event an employee exhausts all paid leave as a result of the employee’s illness or injury, and subject to the approval of the employee’s Department Director, Personnel Director and the City Manager, such employee may be advanced sick leave from his or her future accruals up to 80 or 112, as applicable, hours per incident. Once the employee returns to duty, sick leave accrual hours will be applied to the negative sick leave account until it is zero. Should the employee terminate City employment with a negative sick leave balance, appropriate adjustments will be made to final paid leave cash pay-outs or other City monies owed the employee, if sufficient, otherwise the employee shall directly reimburse the City for such advance. Such reimbursement will be waived for employees who are terminally ill or totally disabled (100%).

ARTICLE 16: FUNERAL LEAVE

16.1 Except as otherwise provided herein, Regular and Full Time Limited Term (Apprentice Firefighter) employees who are absent from work due to the death of a member of the employee’s “immediate family” shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed forty (40) work hours. For twenty-four (24) hour shift employees, the employee shall be granted a maximum of three (3) shifts off. “Immediate family” as used herein includes only employee’s spouse or registered domestic partner, children (including miscarriages and stillbirths), grandchildren, brothers, sisters, parents or grandparents of either spouse or other persons who are living in the employee’s immediate household. Employees are allowed to take up to five (5) total work days due to the death of the employee’s “immediate family” in accordance with Government Code section 12945.7, or for a miscarriage or stillbirth in accordance with Government Code section 12945.6. Employees who have exhausted their allowance of paid leave as provided in this section may request to utilize sick leave, vacation or compensatory time off or unpaid leave if the employee wants to take additional time off up to the five (5) total work days of leave provided. Such bereavement leave for immediate family as provided in this section need not be taken in consecutive days, but must be used up within three (3) months of the date of the death of the immediate family member. Mandatory callbacks shall be utilized, if necessary, to backfill behind this type of leave.

16.2 Regular and Full Time Limited Term (Apprentice Firefighter) employees who are absent from work to attend the funeral of a person other than an immediate family member (who has some reasonable association to the employee, i.e., friend or acquaintance), shall receive compensation at the regular rate of pay to a maximum of twenty-four (24) hours for eight (8) hour employees, thirty (30) hours for ten (10) hour employees, or seventy-two (72) hours for twenty- four (24) hour employees as applicable, in a calendar year. Employees who have exhausted their calendar year allowance for this leave purpose may request to utilize vacation or compensatory Packet Pg. 405
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22 12506491.2 RE020-040
time off if the employees want to take additional time off. Such leave shall be utilized in minimums of four (4) hour blocks so as not to disrupt the work period. Mandatory callbacks shall be utilized, if necessary, to backfill behind this type of leave.

16.3 An employee must be in a paid status on both scheduled workdays immediately adjacent to funeral leave in order to receive pay for such leave.

ARTICLE 17: HOLIDAYS

17.1 Regular and Full Time Limited Term (Apprentice Firefighter) and probationary employees who are regularly scheduled to work a forty (40) hour workweek, except as otherwise provided herein, shall be entitled to have the following holidays off with pay:

If any of the foregoing holidays falls on a Sunday, the Monday following shall be observed as the holiday, except by those employees who are regularly scheduled to work on Sunday other than on an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such holidays on Sunday. If any of the foregoing holidays falls on a Saturday, the preceding Friday shall be observed as the holiday, except by those employees who are regularly scheduled to work on Saturday other than on an overtime basis. Employees who are regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an employee, such employee shall be entitled to receive another workday off with pay, to be scheduled in the same manner as vacation days are normally sched- uled. Notwithstanding the foregoing an employee may observe their birthday holiday on their birthday or anytime during the pay period in which the birthday occurs, or the holiday may be deferred and scheduled as vacations are normally scheduled. The holidays known as Lincoln Day and Veterans Day shall be scheduled by employees and their supervisors in the same manner as vacations are normally scheduled. Employees who work alternative work schedules commonly known as 4/10’s or 9/80’s and/or 4/5/9’s will be entitled to holiday pay for eight (8), nine (9) or ten (10) hours, as applicable to their regular weekly work schedule. When an employee works on their birthday holiday, the employee shall receive pay at the regular rate of pay. Birthday holiday pay is not considered reportable compensation and will not be reported to CalPERS.

Holidays for employee working other than a 24 hour shift(8, 9 or 10 hours as applicable to their regular weekly work schedule):

Holidays
for 24 hour
Shift Personnel
A January 1st X
B The third Monday in January, known as Martin Luther King, Jr. Day X C Lincoln Day N/A
D The third Monday in February, known as President’s Day X E The last Monday in May, known as Memorial Day X
F June 19th, known as “Juneteenth” N/A
G July 4th X
H First Monday in September, known as Labor Day X
I Employee’s Birthday N/A
J November 11th, known as Veteran’s Day N/A
K Thanksgiving X
L Friday after Thanksgiving X
M December 24th , the last half of the normal work shift before Christmas X N December 25th X
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17.2 Notwithstanding the foregoing, employees may be scheduled to work on holidays, in which event any such employee will, in addition to their regular earnings, be compensated at a rate of one and one-half (11/2) times their regular rate of pay for all time worked on such days.

17.3 If an employee is in a non-pay status on both workdays immediately adjacent to the holiday they shall not receive pay for the holiday.

17.4 In lieu of the provisions of 17.1, 17.2, and 17.3, regular and Full Time Limited Term (Apprentice Firefighter) twenty-four (24) hour shift employees shall receive fifteen point two (15.2) hours of holiday compensation at the regular rate of pay, maximum of 152 hours per year, on those holidays as designated in 17.1, payable in the pay period in which the holiday falls.

ARTICLE 18: VACATIONS

18.1(a) Regular employees of the City shall accrue vacations, based on the length of their continuous service measured from their date of employment, with pay up to a maximum of 700 hours, for each regular hour worked, or on paid leave, as follows:

BI-
WEEKLY

ACCRUAL
(HOURS)

ACCRUAL
PER
HOUR
HOURS
PER
YEAR
(SHIFT)
# OF
24-
HOUR
SHIFTS
HOURS

PER YEAR
(40 HOUR)

YEARS OF SERVICE
A 5.538 hrs. .0494 144 6 103 New employee to completion of 4th 3rd year
B 7.385 hrs. .0659 192 8 137 Start of 5th 4th year to
completion of 9th 8th year
C 8.308 hrs. .0742 216 9 154 Start 10th 9th year to completion of 14th 13th year
D 9.231 hrs .0824 240 10 171 Start of 15th 14th year to completion of 19th 18th year
E 10.154 hrs. .0907 264 11 189 Start of 20th 19th year to completion of 24th 23rd year
F 11.076 hrs. .0989 288 12 206 Start of 25th 24th year and succeeding years

Full Time Limited Term (Apprentice Firefighter) employees will accrue based on the following accrual rate:

ACCRUAL
RATE

PER HOUR

FROM

THROUGH
PAY
PERIOD

APPROXIMATE

ACCRUAL RATE
YEARS
OF

SERVICE
A .039 Date of Employment 130th 2 weeks 1-5

18.1(b) It is City policy that employees take their normal vacation each year at such time or times as may be approved by the Department.

18.1(c) In the event of departmental cancellation of a previously scheduled vacation or of a paid leave of absence due to industrial injury where such employee would exceed the maximum vacation accrual, the accumulation of vacation hours may exceed the seven hundred Packet Pg. 407
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24 12506491.2 RE020-040
(700) hour maximum. In the event of a paid leave of absence due to an illness or injury that is not job related, the Fire Chief may approve the accumulation of vacation hours in excess of the seven hundred (700) hour maximum. Whenever such excess accruals occur, the employee shall have one year from the date the vacation was canceled or from the date the employee returns to work from illness or injury to utilize the excess accrual. Any excess accrual that remains at the end of such period shall be forfeited.

18.1(d) A full pay period as used in this Article is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.

18.2 Vacation cannot be accrued while an employee is in a non-pay status or receiving donated vacation.

18.3 Vacation bid procedures will be in accordance with Departmental Policy (Vacation) #2.4, dated February 13, 2009. Vacations will be scheduled throughout the calendar year. Employees with greater seniority will be given preference over those with less seniority in the selection of a vacation period, provided, however, that if the senior employee splits their vacation by requesting less than a full year’s allowance to be scheduled on consecutive workdays, their preferential rights shall only apply on two periods in that calendar year prior to all other employees being given consideration in the selection of their first choice vacation period. Up to four (4) employees may be off for vacation on the same shift. Vacation time off is subject to mandatory call-back. This section does not apply to the scheduling of vacation leave for the Full Time Limited Term (Apprentice Firefighter) employees.

18.4 The City shall not require an employee to take their vacation in lieu of sick leave or leave of absence on account of illness.

18.5 If a holiday which an employee is entitled to have off with pay occurs on a workday during the employee’s vacation period, such employee will be entitled to an additional day of vacation and will be compensated for same.

18.6 Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive any unused vacation period previously earned.

18.7 The City will, at the employee’s option, compensate employees for accumulated vacation during any fiscal year as follows:

SHIFT = 40 HOURS SHIFT = 56 HOURS
Minimum Accrual Maximum Hours Payable Minimum Accrual Maximum Hours Payable 120 40 168 56
240 80 336 112
360 120 504 168

18.8 Employees may use vacation leave in increments of not less than four (4) hours for educational purposes in accordance with Departmental Policy (Vacation #2.5, dated February 13, 2009.

18.9 Whenever any employee has exhausted all paid time off benefits as a result of a non-work related injury or disability, and is not eligible for long-term disability insurance benefits, other employees may contribute their earned vacation hours to the disabled employee approved for the vacation donation program. Vacation is donated and granted on the basis of the dollar value of the donor’s base pay rate.

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ARTICLE 19: UNIFORMS

19.1 The annual uniform allowance will be $1,200 and will be paid in equally divided installments on a bi-weekly basis with the City’s regular payroll processing. Newly hired employees, dependent upon hire date, will receive the full amount indicated above. In July following the new employee’s hire date, regardless of time with the Fire Department, the employee will begin receiving bi-weekly installments with the regular payroll.

19.2 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses, watches, or other personal property up to two hundred dollars ($200), damaged in the course of employment. Personal property will be limited to items reasonably necessary for the employee to have while on duty to perform their job function. This provision does not apply to items lost or damaged as a result of negligence of the employee.

19.3 The “official” Fire Department uniform shall be established and set forth in Fire Department Policy (SOP #3.1).

ARTICLE 20: MISCELLANEOUS

20.1 A Regular or Full Time Limited Term (Apprentice Firefighter) employee who is summoned for jury duty and is thus unable to perform their regular duties will be paid for the time lost at their regular rate of pay. An employee must be in a paid status on both scheduled workdays immediately adjacent to the jury duty in order to receive pay for such leave.

20.2 Any employee, at their request, shall be permitted to review their own personnel file. The file may not, however, be removed from the Personnel Department. At the employee’s request or the request of their representative with the employee’s written authorization, photo- copies of information contained in the employee’s personnel file will be provided at the City’s expense.

20.3 An employee who disagrees with the evaluator’s statements or conclusions with respect to the employee evaluation report shall have the right to review such evaluation report with the City’s Personnel Director and, upon request, shall have the right to have a Union representative present.

20.4 The City of Redding recognizes the practice of employees trading shifts. In the event a party to the shift trade does not report for duty, the employee originally scheduled by the City will be held responsible. In the event an employee separates from employment prior to having consummated a shift trade with another employee, the City will bear no responsibility for reconciling wages. Probationary Fire Fighters and Full Time Limited Term (Apprentice Firefighter) employees will not be allowed to trade shifts during the first six (6) months of employment. After six (6) months, with a satisfactory performance evaluation, a probationary Fire Fighter will be allowed up to three (3) trades per quarter so long as trades do not interfere with the probationary training program. All shift trades shall be consummated within a three hundred sixty- five (365) day period.

20.5 The Union’s labor representative and the City’s Personnel Director may agree to limit the useful lifetime of employee disciplinary documents. The City and the Union agree to adhere to the City’s Discipline Policy (7/1/05), Conduct and Honesty Policy (5/1/87), Redding Packet Pg. 409
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26 12506491.2 RE020-040
Fire Department Policy 2.17 (2/20/07) and the Redding Fire Department Policy 2.19 – Rules of Conduct (2/20/07).

20.6 Because of the nature of employees’ duties, all employees shall be required to provide the Department a personal telephone number where the employee can be contacted.

20.7 Whenever any employee is subpoenaed to testify in court as a result of their employment and is thus unable to perform their regular duties, they shall be paid for all regular time lost. Whenever an employee is subpoenaed or requested to appear for the State or any other governmental agency for non-work related reasons, the employee may choose to take paid time off which is either vacation or CTO. Leave to attend court shall be utilized in minimum four (4) hour blocks to reduce disruption to the work period. Mandatory callbacks shall be utilized, if necessary, to backfill behind this type of leave.

20.8 No less than two (2) employees covered by this Memorandum of Understanding shall be assigned to each structure firefighting unit. One (1) of the two (2) assigned employees per structure firefighting unit shall be a Captain, one an Engineer, and a third, if needed, a Firefighter or a Full Time Limited Term (Apprentice Firefighter) employee.

20.9 Attached hereto and made a part hereof is Exhibit “C” entitled “Performance Standards”.

20. 109 In the event that an employee fails to pass the Fire Department’s physical fitness test on the third consecutive attempt, such employee will be terminated from employment.

Employees will have at least three (3) months between attempts on the test; but must retake unsuccessful attempts no later than four (4) months from the last attempt. The parties agree, that prior to termination, all applicable rights of the parties under law will be followed.

20. 1110 A Union business time bank is established. Members may voluntarily donate earned vacation time to the bank for use by Union members while conducting Union business. For purposes of this article, Union business shall not include an employee’s participation in or preparation for a disciplinary hearing associated with City action against that employee. Vacation credits being donated and granted are on the basis of the dollar value of the vacation credits. Use of time bank hours is to be authorized by the Union and scheduled in the same manner as vacation.

20. 1211 Meals will be provided during incidents in accordance to the Fire Department Policy: Fire Line Meals. Station Coverage Meals will be authorized by the Fire Battalion Chief, on a case-by-case basis, for employees who request such meals when they are called back to duty to cover a Station. The maximum expenditure per employee, including tax and tip, for such meals shall be as follows:

Meal Amount
Dinner $25.00
Lunch $15.00
Breakfast $15.00

The above meal rates may be adjusted upward as determined by the City Manager.

20. 1312 Leave for children’s school activities will be granted according to Fire Department Policy (SOP #2.27), dated March 31, 2017.

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20. 1413 Designated employees will be compensated for their participation in scheduled workgroup activities. Activities associated with the program/project outside of scheduled activities will be accomplished during normally scheduled work shifts. When activities associated with the program/project cannot be accomplished either during a workgroup activity or during a normal work shift, and the activities cannot be accomplished in another manner, the workgroup manager shall have the authority to authorize compensation. Employees assigned to a workgroup will be allowed to restructure their daily workload to provide time for workgroup activities, providing that training, fire prevention and other assignments are completed. This may require that certain routine or workgroup activities be conducted beyond the normal workday.

20. 1514 Participation in CAL FIRE Incident Management Teams:

(a) Participation in this program will include employees specifically requested by CAL FIRE with the concurrence of the Fire Chief.

(b) Participation by employees will be voluntary.

(c) Employees will be expected to participate in team meetings and related training. Meetings will occur approximately five to six days each year and may be held outside of our geographic area. CAL FIRE may provide transportation to and from a meeting, along with meals and other expenses directly to the employee. The City will reimburse employees for travel and other reasonable expenses not provided by CAL FIRE in accordance with existing City policy.

CAL FIRE will not reimburse the City for any expenses associated with the meetings. When away at a team meeting, the City will provide coverage for the employee’s normal duty days only.

Employees will serve as CAL FIRE volunteers on their off-duty days consistent with FLSA provisions (U.S.C. Section 203 (e)(4)(B)(1988)).

(d) As with any situation where we provide personnel through the Statewide Mutual Aid System, the City will be reimbursed for expenses associated with an actual team activation. Therefore, employees will receive their normal and/or overtime compensation from the City upon team deployment. During activation, CAL FIRE will either provide the employees with a vehicle, or reimburse the employees for expenses associated with using their personal vehicle.

(e) Teams are assigned week-long “stand-by” periods during the course of the year. No stand-by compensation will be provided to the employees during these periods.

20. 1615 The City shall not utilize any combination of “on-call/seasonal, or temporary” employees in lieu of Regular employees. Union recognizes the City’s right to hire part-time temporary “on-call/seasonal firefighters” to work during declared “fire season” which is normally during the months of May through October. Union also recognizes the City’s right to continue the “on-call” program, which is utilized to assist Regular employees at the scene of emergency incidents and at various fire prevention activities.

The purpose of the Full Time Limited Term (Apprentice Firefighter) program is to allow for the staffing of three (3) fire personnel (Captain, Engineer, Firefighter/Full Time Limited Term (Apprentice Firefighter)) on each fire engine apparatus and a second Firefighter or Full Time Limited Term (Apprentice Firefighter) on fire truck apparatus. The City and Union agree that the number of Full Time Limited Term (Apprentice Firefighter) positions at any one time will not exceed the number of Regular Firefighters.

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Once nine (9) Full Time Limited Term (Apprentice Firefighter) positions are filled, any hiring of Firefighter positions thereafter would be at a ratio of three Regular Firefighters to three Full Time Limited Term (Apprentice Firefighter) positions, until the total of fifteen (15) Regular Firefighter, and fifteen (15) Full Time Limited Term (Apprentice Firefighter) positions has been met.

If the City chooses to hire additional Captains, Engineers, or Firefighters to cover for employee leave, they must first hire Firefighters to replace all Full Time Limited Term (Apprentice Firefighter) positions.

This does not preclude the City from its right to layoffs or station closures, which is addressed in Article 12.8.

20. 17 16 Where required under their job classification, employees shall obtain a California Class C Driver license with Firefighter Endorsement “F” or higher driver’s license class and participate in an annual physical approximately every twelve (12) months. See Exhibit G F “The Annual Physical Certification Form” which must be completed by a physician and submitted to Fire Administration as documentation of the annual physical.

20. 18 17 The Boat Team (Redding Fire Department Voluntary Boat Program - SOP Tactics 6.8), dated 3/15/07, will consist of thirty (30) members of which fifteen (15) will be boat drivers and fifteen (15) will be deck hands, excluding Management members. Existing team members will continue to serve on the Team and future Team members will be selected from among those who apply, according to bargaining unit seniority. The City and the Union will conduct an annual review of Boat Team activities beginning February, 2008, and each year thereafter.

20.1918 The City and the Union agree to meet and agree over technical rescue capabilities within the Department to include knowledge, skills, and abilities to engage in confined space, trench, high angle, water, heavy equipment/machinery, and building collapse rescues.

20.20 19 The City will request a CAL EMA Engine that will be staffed by the City under the terms of an OES agreement to be developed by the department.

20.21 20 Once the City is successful at obtaining a CAL EMA Engine, the Union agrees to train and participate in Low Angle Rope Rescue Operational (LARRO) training on duty and provide this service to the community. The Department will provide state registered instructors for this training.

20.22 21 The Union and the City have developed and agreed to a Rescue Systems I Program that includes voluntary membership participation, selection process, initial and ongoing training to maintain proficiency in this service. The continued training for this program will be scheduled on the participating member’s off duty days and the member will be eligible for overtime under the terms of Article 9, but will not be eligible for special duty stipend.

20.2322 It is agreed that all fire personnel, regardless of rank, with the exception of probationary Fire Fighters, will be allowed to participate in Fire Assignments outside the City provided they have the appropriate training and qualifications under the terms of the Overhead Fire Assignment procedure. Management will establish an availability list of qualified employees to be ordered by outside agencies for these assignments that will provide for rotation to allow all employees an equitable opportunity to participate. In addition, qualified members on the list can Packet Pg. 412
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be requested by an outside agency, regardless of their position on the list. Probationary Fire Fighters will be able to participate in strike team assignments as part of an Engine company.

Employees assigned to a reimbursable strike team/overhead deployment (Line EMT, PIO, Overhead or other recognized positions) shall receive a ten percent (10%) differential for any reimbursable strike team/overhead incident. The pay differential shall apply from the time of deployment to the employee's return from the deployment (i.e., portal to portal). “Portal to portal” shall be defined as beginning at the time of dispatch to the return to jurisdiction when equipment and personnel are in service and available for City response.

20. 2423 The City and the Union recognize the utilization of retired annuitants by allowing employees to work in their previous position up to a maximum not to exceed nine hundred sixty (960) hours under the terms of the Retired Annuitant Program including the conditions that apply to retired annuitants as outlined in the Retired Annuitant Expectation document.

20. 2524 The City and Union agree to meet and agree confer over proposed changes to the Fire Prevention Officer class specification in Exhibit B – City of Redding Class Specifications following approval of this Agreement.

20.25 During the term of this Agreement, the City and Union agree that the City will establish a pilot program regarding the use of body-worn cameras for Fire Prevention Officers while performing law enforcement duties.

ARTICLE 21: EMPLOYEE GROUP HEALTH AND WELFARE BENEFIT PROGRAMS

21.1 Retirement Plan:

All regular and probationary employees are covered by the California Public Employees’ Retirement System (CalPERS) program pursuant to an existing contract with the Public Employees’ Retirement System.

a) Tier 1 “Classic” Employees

Regular employees hired prior to September 8, 2012, and those hired after January 1, 2013, considered to be “Classic CalPERS Members” due to previous City of Redding employment will be covered under the three percent (3%) at age fifty (50) retirement benefit with the 12 highest paid consecutive month’s final compensation provision (“Tier 1 Employees”). Tier 1 Employees will be covered by the following additional benefits provided through CalPERS:

 Fourth level of 1959 Survivors’ Benefits; Post-Retirement Survivors Allowance (Government Code Section 21574);
 Credit for unused sick leave;
 Fifty percent (50%) ordinary disability benefit; and;  Military service credit buy back option.

In accordance with Government Code section 20516, Tier 1 Employees have agreed to cost sharing resulting in the following employee contributions of twelve percent (12%) of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

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of fourteen point seventy-eight percent (14.78%) of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Effective in the pay period beginning December 20, 2026, in accordance with Government Code section 20516, Tier 1 Employees have agreed to cost sharing resulting in an employee contribution of sixteen point twenty-nine percent (16.29%) of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Regular Tier 1 Employees vested in Tier 1 who leave City employment and subsequently are rehired will be re-employed with Tier 1 status for CalPERS benefits.

b) Tier 2 “Classic” Employees

Regular employees hired between September 8, 2012 and January 1, 2013, and those hired after January 1, 2013, who meet the definition of a “Classic CalPERS Members” pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA) but have not been previously employed by the City of Redding, will be covered under the three percent (3%) at age fifty-five (55) retirement benefit formula with the 36 highest paid consecutive month’s final compensation provision (“Tier 2 Employees”). Tier 2 Employees will be covered by the following additional benefits provided through CalPERS:

 Fourth level of 1959 Survivors’ Benefits (Fourth Level); Post-Retirement Survivors Allowance (Government Code Section 21574);
 Credit for unused sick leave;
 Fifty percent (50%) ordinary disability benefit; and;  Military service credit buy back option.

In accordance with Government Code section 20516, Tier 2 Employees have agreed to cost sharing resulting in the following employee contributions of twelve percent (12%) of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Effective in the pay period including January 1, 2025, in accordance with Government Code section 20516, Tier 2 Employees have agreed to cost sharing resulting in an employee contribution of thirteen point thirty nine percent (13.39%) of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Effective in the pay period beginning December 20, 2026, in accordance with Government Code section 20516, Tier 2 Employees have agreed to cost sharing resulting in an employee contribution of fifteen point forty-five percent (15.45%) of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Regular Tier 2 Employees vested in Tier 2 who leave City employment and subsequently are rehired will be re-employed with Tier 2 status for CalPERS benefits.

c) Tier 3 “PEPRA” Employees

Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), regular employees hired after January 1, 2013 who do not otherwise meet the definition of a “Classic CalPERS Member”, will be covered by the 2.7 percent (2.7%) at age fifty-seven (57) retirement benefit formula with the 36 highest paid consecutive month’s final compensation provision as a Packet Pg. 414
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“New CalPERS Member” (“Tier 3 Employee”). Tier 3 Employees will be covered by the following additional benefits provided through CalPERS:

 Fourth level of 1959 Survivors’ Benefit Program, Survivor Continuance allowance (Government Code Section 21574);
 Credit for unused sick leave;
 Fifty percent (50%) ordinary disability benefit; and
 Military service credit buy back option.

Also pursuant to PEPRA, Tier 3 Employees will be responsible for paying an employee contribution for the retirement benefit of fifty percent (50%) of the total normal cost rate as established by CalPERS on an annual basis that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Contribution rate 3.0%

21.2 Group Health and Welfare Insurance Coverage: All regular employees and Full Time Limited Term (Apprentice Firefighter) employees are eligible to participate in a group health and welfare insurance benefit program, which includes the medical, prescription, dental, vision, life and long term disability insurance plans, effective the first day of employment. The City shall pay the cost of the program for both employee and dependents as indicated below.

(A) Life Insurance: Twice annual salary for employee, $3,000 for employee’s dependents. The City will pay the full cost of the premiums. More specific benefit information is provided in the carrier’s booklet.

(B) Health Benefits: The City has established a Section 125 Plan to redirect the portion of the employee’s salary to pay, on a pre-tax basis, the employee’s contribution toward the medical, prescription, dental and vision insurance composite premium rate.

The City offers two health plans, a “Base Plan” and an optional “Premium Plan”. All eligible employees will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Premium Plan” initially, and during the open enrollment period for each subsequent calendar year. Eligible employees that fail to complete the annual open enrollment will automatically be placed in the group health insurance plan they were enrolled in the previous year.

Changes will be effective at the beginning of the following calendar year. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be ninety percent (90%) and the employee will pay ten percent (10%) of the premium rate through a bi-weekly payroll deduction. Employees electing to enroll in the “Premium Plan” will be responsible for premiums beyond the City’s contribution of 90% of the “Base Plan” composite rate.

Effective Calendar Year 2024, all employees participating in the Group Health and Welfare Insurance Plan will pay fifteen percent (15%) co-share of premium. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 85%. Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 85% of the “Base Plan” composite rate.

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toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 80%. Employee electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 80% of the “Base Plan” composite rate.

In an effort to minimize the impact of annual composite premium increases/decreases for the employee, the rate change will be limited to a maximum of twelve and one-half percent (12½%) per year (or the actual percent increase in actual claim costs from the previous calendar year, whichever is lower).

In the event the composite premium rate change is less than 12½%, the employee’s percent of the rate shall be the actual percent change unless costs from the year before need to be made up.

Effective January 1, 2013, the rate change will be limited to a maximum of twelve and one-half percent (12 ½%) of the “Base Plan” per year (or the actual percent increase in actual costs from the previous calendar year, whichever is lower). The Association and the City agree that costs not made up prior to the end of this Agreement shall be subject to meet and confer in the successive Agreement.

For specifics regarding the City’s Group Health and Welfare Benefit Plan, refer to the Benefit Summary Plan Description.

The City reserves the right to modify the group insurance composite rate structure to establish classes of coverage and rates in an effort to create a rate structure more compatible to employee claims experience. The City and the Union agree to meet and confer during the term of this agreement over changes to the group health premium contribution formula/structure when another City of Redding employee group agrees to a change in the group health premium contribution formula/structure. The City will not unilaterally impose a change to the group health premium contribution formula pursuant to this section. The meet and confer process per this section is limited to the issue of group health. The balance of the MOU remains in full force and effect.

Employees with spousal coverage will be allowed to “opt out” of the City’s group health and welfare insurance coverage (cease paying their share of the premium) January 1, 2013. Employees “opting out” of the City’s group health benefits must provide proof of alternative health care coverage on an annual basis during the open enrollment period.

The City and the Union recognize that it is the on-going plan of the City that all bargaining units will have the same group insurance benefits.

C) Prescription Benefit: Employee co-payments as shown in the following table:

Retail (34 day supply)
Co-Payment
Effective
1/1/2023
Co-Payment
Generic $ $10.00
Brand $ $50.00
No Generic Available $ $20.00
Mail (90 day supply)
Generic $ $20.00
Brand $ $100.00
No Generic Available $ $40.00
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Note: Maintenance medications (i.e., a medication taken longer than 60 days) that are filled at the retail co-pay amount more than twice will be filled at the mail order co-pay amount.

The cost of the Prescription benefit program is outlined under “Health Benefits” above.

(D) Dental Benefits: The premium cost of the Dental benefit program is outlined under “Health Benefits” above. For specifics regarding the City’s Dental Plan, refer to the Benefit Summary Plan Description.

(E) Long Term Disability: The City has agreed to pay an equivalent monthly premium amount to the Union to purchase their own long-term disability policy. The monthly amount shall be equal to the premium the City would pay if Union members participated in the City’s highest monthly benefit tier long-term disability program for safety employees.

(F) Vision Benefits: The premium cost of the Vision benefit program is outlined under “Health Benefits” above. For specifics regarding the City’s Vision Plan, refer to the Benefit Summary Plan Description.

Effective January 1, 2013, health benefits not provided by Blue Shield will no longer be offered.

21.3 All active employees hired prior to October 1, 2011, who retire from the City and are eligible for CalPERS benefits upon separation of service shall be eligible for the City to pay a fifty percent (50%) proportionate share of costs of the insurance premium should the retiring employee elect to participate in the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS. To maintain a qualified status and to continue to receive the benefit, the retired employee must continue the group medical insurance during retirement without a break in coverage. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death of a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse.

All active employees hired on or after October 1, 2011 who retire from the City with five (5) or more years of City service (and eligible for CalPERS benefits upon separation of service) shall be eligible for the City to pay a proportionate share of costs of the insurance premium should the retiring employee elect to participate in any group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS and continue the group medical insurance without a break in coverage. To maintain a qualified status, and to continue to receive the benefit, the retired employee, and their covered spouses who reach Medicare A/B eligibility age must enroll in Medicare. For those retirees who qualify, the City shall pay a proportionate share of the cost of the insurance premiums in accordance with the following formula: 2% for every year of service with the City of Redding up to a maximum of 50%. Years of service include all Full Time Limited Term (Apprentice Firefighter) employment, regardless of break in service until regular employee status occurs. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. The City will not contribute payments on behalf of any retiree except as set forth above. Following the death of a retiree the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse.

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Retiring employees who were hired or worked under a different Memorandum of Understanding (MOU) or City Resolution shall be vested with the greatest retiree premium co- share formula in effect and for which that employee qualified for during his or her term of employment.

Beginning Calendar Year 2013, the City will offer two health plans, a “Base Plan” and an optional “Premium Plan”. All retired employees participating in the group health plan will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Premium Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year. The City shall pay a proportionate share of the cost of the “Base Plan” insurance premiums as outlined above. Participating retired employees electing to enroll in the “Premium Plan” will be responsible for premiums beyond the City’s contribution of the “Base Plan” composite rate.

21.4 Regular and Full Time Limited Term (Apprentice Firefighter) employees are eligible to participate in the City’s Deferred Compensation Plan through voluntary payroll deductions from the employee’s pay.

21.5 During the term of this agreement, the City and the Union agree to meet and discuss the recommendations of the Health Insurance Committee.

ARTICLE 22: ENTIRE AGREEMENT

22.1 The parties acknowledge that during the negotiations which resulted in this Memorandum of Understanding each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the scope of negotia- tions, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in the Memorandum of Understanding. Therefore, the City and the Union, for the duration of this Memorandum of Understanding, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain with respect to any subject or matter referred to, or covered in this Memorandum of Understanding, or with respect to any subject or matter not specifically referred to, or covered in this Memorandum of Understanding, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Memorandum of Understanding. Any other prior existing understanding or agreements by the parties, whether formal or informal, regarding any such matters are hereby superseded or terminated in their entirety. Both parties acknowledge that such waiver and relinquishment as set forth above carries with it the commensurate prohibition for either party to effect a unilateral change in an employment condition falling within the scope of negotiations under Government Code Section 3500 et. seq.

ARTICLE 23: TERM

23.1 This Memorandum of Understanding, having taken effect as of July 1, 1974, and having thereafter been amended from time to time shall continue in full force and effect until the thirty first day of December, 2024 2027 and thereafter from year to year unless written notice of change or termination shall be given by either party ninety (90) days prior to the expiration date above or the expiration date of any year thereafter. The bargaining for the Memorandum of Understanding will begin no later than January 1, 20242026, except where mutually agreed otherwise by the parties. Notwithstanding the foregoing, however, whenever the public’s need for fire protection service is not met by off-duty personnel following an all-call paging for a major Packet Pg. 418
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emergency (defined as one in which available on-duty personnel are not sufficient to handle a critical situation), the City may be giving written notice to the Union to reopen negotiations on the subject of establishing procedures for off-duty employee response necessary to meet the public’s need for fire protection service.

23.2 Whenever notice is given for changes, the general nature of the changes desired must be specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes, the original provision shall remain in full force and effect.

23.3 This Memorandum of Understanding shall not be amended or supplemented except by agreement of the parties hereto, reduced to writing and duly signed by each.

23.4 Any provision of this Memorandum of Understanding which may be in conflict with any Federal or State law, regulation or executive order shall be suspended and inoperative to the extent of and for the duration of such conflict; the balance of this Memorandum of Understanding, however, shall remain in full force and effect. The parties may, however, by mutual agreement reopen negotiations on the impact of any conflict.

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IN WITNESS WHEREOF the parties have executed amendments to this Memorandum of Understanding, to be effective July 9, 2023January 1, 2025.

CITY OF REDDING REDDING FIREFIGHTERS,
LOCAL 1934, IAFF

Barry Tippin Dan Koontz
City Manager Labor Representative, IAFF

Gage Dungy Ryan Nardo
Negotiator President

Kari Kibler Chad McBurney
Personnel Director Vice President

__________________________
Kelley Martinez Justin Smith
Personnel Manager Negotiator

__________________________
Elizabeth Lensing Eddie Andrews
Personnel Analyst Negotiator

__________________________
Brian Nakatani
Negotiator

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EXHIBIT “B” – CITY OF REDDING CLASS SPECIFICATIONS

The following definitions apply to all classifications as listed in “Exhibit A”:

Collateral Duties – Duties that can be assigned to an individual employee in addition to their regular or normal duties assigned. The duties can be assigned to the employee because they pertain to and are directly related to the employee’s stated duties under the items as described in “Exhibit B” City of Redding Classification Specification: Definition. Because these duties are evaluated and documented on an Employee’s performance evaluation, they cannot require additional education, experience, training, knowledge, or abilities other than those already required to perform the items described in “Exhibit B” of the Employee’s job specifications.” Examples include: nozzle repair, SCBA repair, fit testing.

Special Duties/Projects – Duties or projects that fall under this category shall be of a voluntary nature. These may require additional education, experience, training, knowledge, or abilities, other than those required to perform the items described in “Exhibit B” of the Employee’s job specifications. Examples include: welding, woodworking, construction projects.

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APPRENTICE FIREFIGHTER

DEFINITION: Under immediate supervision, performs all types of fire suppression, prevention, and emergency medical rescue work; promotes fire prevention and code enforcement.

DISTINGUISHING CHARACTERISTICS: Positions assigned to this class are a limited term (five (5) year term maximum) probationary firefighting position, and are considered at will. When initially employed, incumbents may not have prior practical firefighting experience. Employees in this position will have successfully completed an entry level firefighter training program as required/established by the City of Redding prior to appointment. Apprentice Firefighters are expected to perform the full range of fire suppression, safety and prevention duties assigned to the class and to work toward obtaining journey-level skills in all areas of work assigned. This classification is distinguished from the Fire Fighter classification in that the Fire Fighter position is a journey-level position.

EXAMPLES OF DUTIES:

NOTE: The following are the duties performed by employees in this classification. However, employees may perform other related duties. Not all duties listed are necessarily performed by each individual in the classification.

1. Responds to reported emergencies with a company on a fire apparatus.

Measures - Conformance to training standards.

2. Rescues persons endangered by fire and other hazards.

Measures - Responsiveness to orders and procedures.

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3. Operates hose streams; performs ventilation, salvage and overhaul to extinguish fires and minimize damage.

Measures - Responsiveness to orders and procedures.

4. Performs first aid, resuscitation, and defibrillation (if training is appropriate).

Measures - Application of accepted medical protocols.

5. Operates firefighting equipment and medical rescue equipment.

Measures - Safety record, knowledge of district and City streets, training record.

6. Inspects housing, industrial and commercial occupancies, writes notices of hazards and makes re-inspections; conducts home safety checks.

Measures - Application of appropriate fire code.

7. Presents fire and life safety education programs; conducts tours of the fire station.

Measures - Acceptance by public.

8. Participates in firefighting tactics and physical training.

Measures - Follows routine and orders as established.

9. Keeps records and prepares reports.

Measures - Follows accepted practices.

10. Participates in pre-fire planning with the company.

Measures - Number of pre-fire plans.

11. Maintains fire station.

Measures - Condition of station.

12. Performs related duties as assigned.

Measures - Quantity and quality of additional work.

QUALIFICATIONS:

Knowledge of: Modern fire prevention and suppression principles methods and equipment; principles of hydraulics as applied to firefighting equipment; construction and operation of private and public water supplies, standpipes, fire pumps, aerial ladders, elevating platforms; all City and outlying streets and the location of fire hydrants and fire department connections in the district; Federal, State and local vehicle safety regulations.

Ability to: Interact effectively with the public and employees; remain calm and safe during emergency conditions; pass the medical examination, including vision and hearing examinations, and perform the required physical fitness tests for the position; maintain effective working relationships with fellow employees and the public.

Education: Any combination of training and experience that provides the required knowledge, skills, and abilities is qualifying; high school diploma or GED is required. A.A. Degree in Fire Packet Pg. 426
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Technology, or 60 semester units from an accredited college is preferred, but not required as long as applicant is enrolled in an accredited college working towards those goals.

Experience: No prior experience required.

Special Requirements:

Meet the certification requirements for Firefighter I Certification as issued by California State Fire Marshal OR meet the certification requirements for Firefighter I from a State of California accredited college, and either California Emergency Medical Technician I or First Responder.

Possession of California C driver's license, or the ability to acquire one within ten days of appointment.
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FIREFIGHTER
(Through November 20, 2027)

DEFINITION: Under immediate supervision, performs all types of fire suppression, prevention, and emergency medical rescue work; promotes fire prevention and code enforcement.

DISTINGUISHING CHARACTERISTICS: Positions assigned to this class perform both probationary and journey-level firefighting and fire prevention work. When initially employed, incumbents are expected to have prior practical firefighting experience and are expected to successfully complete a probationary firefighter training program as established by the City of Redding, with work toward the completion of California State Firefighter II certification.

Firefighters are expected to perform the full range of fire suppression, safety and prevention duties assigned to the class and to obtain journey-level skills in all areas of work assigned. This classification is distinguished from the Fire Engineer classification in that the Fire Engineer is responsible for the operation and maintenance of fire apparatus and related equipment.

EXAMPLES OF DUTIES:

1. Responds to reported emergencies with a company on a fire apparatus.

Measures - Conformance to training standards.

2. Rescues persons endangered by fire and other hazards.

Measures - Responsiveness to orders and procedures.

3. Operates hose streams; performs ventilation, salvage and overhaul to extinguish fires and minimize damage.

Measures - Responsiveness to orders and procedures.

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4. Performs first aid, resuscitation, and defibrillation (if training is appropriate).

Measures - Application of accepted medical protocols.

5. Operates firefighting equipment and medical rescue equipment.

Measures - Safety record, knowledge of district and City streets, training record.

6. Inspects housing, industrial and commercial occupancies, writes notices of hazards and makes re-inspections; conducts home safety checks.

Measures - Application of appropriate fire code.

7. Presents fire and life safety education programs; conducts tours of the fire station.

Measures - Acceptance by public.

8. Participates in firefighting tactics and physical training.

Measures - Follows routine and orders as established.

9. Keeps records and prepares reports.

Measures - Follows accepted practices.

10. Participates in pre-fire planning with the company.

Measures - Number of pre-fire plans.

11. Maintains fire station.

Measures - Condition of station.

12. Performs related duties as assigned.

Measures - Quantity and quality of additional work.

QUALIFICATIONS:

Education: Any combination of training and experience that provides the required knowledge, skills, and abilities is qualifying; typical education would include a high school diploma, equivalent of A.A. Degree in Fire Technology, or 60 semester units from an accredited college or equivalent.

Experience: No prior experience required.

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Special Requirements:

State Certified Firefighter I, and Emergency Medical Technician I or greater certification.

Possession of California Class C driver's license with Firefighter Endorsement “F” or higher driver’s license class, or the ability to acquire one within one year of appointment..

FIREFIGHTER
(Effective November 21, 2027)

DEFINITION: Under immediate supervision, performs all types of fire suppression, prevention, and emergency medical rescue work; promotes fire prevention and code enforcement.

EXAMPLES OF DUTIES:

1. Responds to reported emergencies with a company on a fire apparatus.

Measures - Conformance to training standards.

2. Rescues persons endangered by fire and other hazards.

Measures - Responsiveness to orders and procedures.

3. Operates hose streams; performs ventilation, salvage and overhaul to extinguish fires and minimize damage.

Measures - Responsiveness to orders and procedures.

4. Performs first aid, resuscitation, and defibrillation (if training is appropriate).

Measures - Application of accepted medical protocols.

5. Operates firefighting equipment and medical rescue equipment.

Measures - Safety record, knowledge of district and City streets, training record.

6. Inspects housing, industrial and commercial occupancies, writes notices of hazards and Packet Pg. 429
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makes re-inspections; conducts home safety checks.

Measures - Application of appropriate fire code.

7. Presents fire and life safety education programs; conducts tours of the fire station.

Measures - Acceptance by public.

8. Participates in firefighting tactics and physical training.

Measures - Follows routine and orders as established.

9. Keeps records and prepares reports.

Measures - Follows accepted practices.

10. Participates in pre-fire planning with the company.

Measures - Number of pre-fire plans.

11. Maintains fire station.

Measures - Condition of station.

12. Performs related duties as assigned.

Measures - Quantity and quality of additional work.

QUALIFICATIONS:

Education: Any combination of training and experience that provides the required knowledge, skills, and abilities is qualifying; Minimum education includes a high school diploma or equivalent. A.A. Degree in Fire Technology or equivalent, or 60 semester units from an accredited college is desirable.

Experience: No prior experience required.

Special Requirements:

(1) California State Certified Firefighter I, or Pro Board or IFSAC Certified Firefighter I with HazMat Operations and NWCG red card or equivalent, and
(2) California State or National Registry Emergency Medical Technician I or greater certification, and
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(3) Possession of California Class C driver's license with Firefighter Endorsement “F” or higher driver’s license class, or the ability to acquire one within one year of appointment. and

Reciprocity Note: Pro Board and IFSAC Firefighter I certification holders must seek California reciprocity and possess California Firefighter I certification within 90 days of appointment. National Registry Emergency Medical Technician I certification holders must seek California reciprocity. Applicants must possess California Emergency Medical Technician certification prior to being assigned to a Fire Engine and agree to complete the certification within 90 days of appointment.

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FIRE ENGINEER

DEFINITION: Under general supervision, performs all types of fire suppression, prevention, and emergency medical rescue work; promotes fire prevention and code enforcement.

DISTINGUISHING CHARACTERISTICS: Positions assigned to this class perform journey-level firefighting and fire prevention work. Incumbents are expected to have successfully completed the appropriate training programs as established by the City of Redding. Fire Engineers are expected to perform the full range of fire suppression, safety and prevention duties assigned to the class and to perform journey-level skills in all areas of work assigned. The Fire Engineer is responsible for the operation and maintenance of fire apparatus and related equipment. The Fire Engineer is the primary driver and pump operator of fire apparatus in the department.

EXAMPLES OF DUTIES:

NOTE: The following are the duties performed by employees in this classification. However, employees may perform other related duties. Duties listed are not necessarily performed by each individual in the classification.

1. Responds to reported emergencies with a company on a fire apparatus.

Measures - Conformance to training standards.

2. Rescues persons endangered by fire and other hazards.

Measures - Responsiveness to orders and procedures.

3. Operates hose streams; performs ventilation, salvage and overhaul to extinguish fires and minimize damage.

Measures - Responsiveness to orders and procedures.

4. Performs first aid, resuscitation and defibrillation.

Measures - Application of accepted medical protocols.

5. Operates all firefighting vehicles, equipment, apparatus and medical rescue equipment.

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Measures - Safety record, knowledge of district and City streets, training record.

6. Inspects housing, industrial and commercial occupancies, writes notices of hazards and makes re-inspections; conducts home safety checks.

Measures - Application of appropriate fire code.

7. Presents fire and life safety education programs; conducts tours of the fire station.

Measures - Acceptance by the public.

8. Participates in firefighting tactics, apparatus operation and physical training.

Measures - Follows routine and orders as established.

9. Calculates hydraulic calculations for fire ground operation.

Measures - Calculations are accurate.

10. Keeps records and prepares reports.

Measures - Follows accepted practices.

11. Participates in pre-fire planning with his/her company.

Measures - Number of pre-fire plans.

12. Maintains fire station.

Measures - Condition of station.

13. Performs related duties as assigned.

Measures - Quantity and quality of additional work.

QUALIFICATIONS:

Knowledge of: Modern fire prevention and suppression principles methods and equipment; principles of hydraulics as applied to firefighting equipment and apparatus; construction and operation of private and public water supplies, standpipes, fire pumps, aerial ladders, elevating platforms, and all equipment provided on fire apparatus; all City and outlying streets and the location of fire hydrants, and fire department connections in the district; Federal, State and local vehicle safety regulations applicable to the operation of fire apparatus.

Ability to: Interact effectively with the public and employees. Efficiently operate all apparatus, including pumping engines, aerial ladders, elevating platforms and other special motorized apparatus; accurately calculate hydraulics and develop effective hose streams during emergency conditions; drive and operate apparatus calmly and safely during emergency conditions; pass the medical examination, including vision and hearing examinations, and perform the required physical fitness tests for the position; perform tests and preventative maintenance required for apparatus; maintain effective working relationships with fellow employees and the public.

Education: Any combination of training and experience that provides the required knowledge, skills, and abilities is qualifying; typical education would include a high school diploma, Associate of Arts Degree in Fire Technology, or 60 semester units from an accredited college or equivalent.

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Experience: Typical experience would include two years of paid full-time experience as a City of Redding Fire Fighter.

Special Requirements:

Satisfactory completion of State Certified Firefighter II and State certified driver operation 1A and 1B or its equivalent. Certified as an Emergency Medical Technician I, or certified as a First Responder D.

Possession of the appropriate California driver’s license. --------------------------------------------------------------------------------------------------------------------- -

FIRE PREVENTION OFFICER

DEFINITION: Under general supervision performs code enforcement; inspection of all business licenses that are issued in the City for initial and follow-up inspections to assure business compatibility with building occupancy; inspection of homes for the elderly and day care homes which require special licensing.

DISTINGUISHING CHARACTERISTICS: This is a journey level class within the Fire Department. Employees within this class perform the full range of fire prevention inspection duties with only occasional instruction or assistance and are fully aware of the operating procedures and policies of the department.

EXAMPLES OF DUTIES:

1. Inspection of premises for issuance of business licenses.

Measures - Number of licenses issued.

2. Investigation of all types of fires.

Measures - Number of investigations.

32. Code enforcement for building, plumbing, electric and related and appropriate fire codes.

Measures - Number of inspections.

43. Weed abatement.

Measures - Number of abatements.

54. Abatement of abandoned automobiles.

Measures - Number of automobiles.

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65. Writing of related reports.

Measures - Number of reports written.

6. Conduct fire investigations in order to determine the origin and cause of fires; establish the element of the crime of arson; collect evidence; conduct interviews; write reports; work effectively with the local, state and federal law enforcement agencies, and the District Attorney's office; and testify in court.

Measures - Responds as an Investigator as assigned and presents criminal cases professionally to the District Attorney's Office; investigation reports and procedures shall comply with NFPA 921 and other recognized standards.

7. Make arrests and issue citations for fire related penal code violations when necessary by taking a proactive approach to law enforcement.

Measures – Fair enforcement of the laws. Enforce fire laws to prevent loss of life and property.

8. Court Appearances
Measures - Appears in Court as directed, on time, prepared, with necessary information.

79. Performs related duties as assigned.

Measures - Quality and quantity of additional work.

QUALIFICATIONS:

Knowledge of: All appropriate Building Codes, Fire Codes, and City policies and regulations; investigation techniques; and instructor training procedures.

Ability to: Interact effectively with the public and employees. Carry out all assigned responsibilities with skill, efficiency, and accuracy.

Education: Any combination of training and experience that provides the required knowledge, skills, and abilities is qualifying; typical education would include a high school diploma, an Associate of Arts degree in Fire Science from an accredited college, or equivalent, and additional course work, or training in the California Fire Code, California Building Code and NFPA 921 Uniform Building and Fire Codes.

Experience: Typical experience would include three years full-time paid experience in fire suppression. Demonstrated training and education relevant to the duties required of the position.

Special Requirements:

Emergency Medical Technician I or greater certification. Possession of the appropriate California driver's license, or ability to acquire one within ten days of appointment.

Effective January 28, 2007, Fire Prevention Officer can be assigned and required to be “on-call” and be available to respond to incidents for fire investigation purposes.

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Successful completion of Penal Code section 832 peace officer training requirements within one year of employment.

Successful completion of California State Fire Marshal Fire Inspector I certification classes within one year of employment.

FIRE CAPTAIN

DEFINITION: Under direction, serves as the officer in charge of a fire company with responsibilities for the control, direction, and disciplining of company personnel, and for the care, operation, and maintenance of all property assigned to the company; directs the activities of company personnel at scenes of fire, medical emergencies and rescues.

DISTINGUISHING CHARACTERISTICS: The Fire Captain is responsible for the supervision of an assigned fire company and coordination of activities of the Fire Engineers and Firefighters.

The Fire Captain is distinguished from the Fire Battalion Chief in that the latter are directly responsible for the continuous supervision, management and the coordination of activities of an assigned shift of personnel.

EXAMPLES OF DUTIES:

1. Responds to fire, medical, and other emergency incidents.

Measures - Speed and responsiveness to the emergency.

2. Makes decisions as to methods of dealing with the emergency, including deployment of personnel and apparatus.

Measures - Decisions are based on fire department rules and regulations and professional standards.

3. Directs fire suppression, rescue, first aid, and salvage operations until relieved of command by a superior officer.

Measures - Direction is in conformance with department rules and regulations and proper safety precautions are utilized.

4. Plans, supervises and participates in inspections of building and installations for fire hazards, and fire safety systems as required by local, State and Federal laws.

Measures - Compliance to appropriate statutes.

5. Schedules and directs station, apparatus, hose and hydrant maintenance programs.

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Measures - Working condition of equipment remains in working order and useful life is extended.

6. Inspects and evaluates station personnel and maintains discipline.

Measures - Employee morale and performance is maintained at a consistently high level.

7. Instructs and drills company personnel in fire fighting and fire prevention methods, tech- niques, and related areas.

Measures - Personnel are kept up to date on current trends and methods.

8. Plans and schedules work assignments of station, or battalion personnel.

Measures - Efficient and judicious use of personnel.

9. Prepares and maintains records and reports.

Measures - Records and reports are accurate and completed in a timely fashion.

10. Performs related fire service duties as assigned.

QUALIFICATIONS:

Knowledge of: Advanced methods and techniques of fire fighting, fire prevention and emergency medical services; the operation and maintenance of fire fighting equipment, apparatus, and specialized materials; Federal, State, and City laws pertaining to fire protection; mechanical, chemical and related characteristics of a wide variety of materials, such as flammable liquids, and explosives; department rules, regulations, and policies.

Ability to: Interact effectively with the public and employees. Evaluate emergency situations calmly, quickly, rationally and determine effective course(s) of action; organize and direct the work of others, and maintain discipline and morale; train personnel; operate fire apparatus and auxiliary equipment; keep records and make reports; maintain physical fitness requirements as prescribed by the Fire Department.

Experience: Typical experience would include a minimum of five years of full-time paid fire suppression experience in the Redding Fire Department; two of the five years must be as a full- time Fire Engineer.

Special Requirements:

Certified as an Emergency Medical Technician I, or certified as a First Responder D.

Effective upon MOU Ratification candidates must have satisfactorily completed and possess:
 State of California Certified Fire Officer, or
 State of California Certified Company Officer, or
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 Fire Department Employees hired prior to December 31, 2016 with any six (6) of the ten (10) State of California Fire Officer training program courses.

Possession of the appropriate California driver's license.

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Exhibit “C” – Performance Evaluation Rating System
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CITY OF REDDING / IAFF Local 1934 EXHIBIT “DC”
Employee MOU Grievance Form
_____________________________________________________________________________________ Step One (Initial)
Grievant’s Name:

Home Telephone Number:

Home Address: City: State: Zip:

Current Station:

Battalion Chief:

Job Classification:

Shift:

Work Telephone Number:

__________________________________________________________________________________________ REPRESENTATION INFORMATION (Complete if applicable)
Representative’s Name:

Organization Affiliation:

Telephone Number:

GRIEVANCE INFORMATION
Date of Action Causing Grievance :

Date of Discussion with Battalion Chief:

Date of Informal Response:

GRIEVANCE DESCRIPTION (Clear, concise statement. Attach additional sheet if necessary)

SPECIFIC ARTICLE(S) AND SECTION(S) VIOLATED

SPECIFIC REMEDY SOUGHT

GRIEVANT’S SIGNATURE DATE FILED

GRIEVANCE REVIEW – STEP 1
Date Received:

Battalion Chief Signature:

Response Date:

Reviewer’s Printed Name/Title: Meeting Date: Telephone Number:

STEP 1 DECISION

I concur and do not appeal
to the second review level.

I do not concur and appeal to the
second level. (state reason below)
Grievant’s/Representative’s Signature Date

Reason for Appeal

______________________________________________________________________________________________________________________________________ (continue on reverse.)
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GRIEVANCE REVIEW – STEP 2
Date Received:

Fire Chief Signature:

Response Date:

Reviewer’s Printed Name/Title: Meeting Date: Telephone Number:

STEP 2 DECISION

I concur and do not appeal
to the third review level.

I do not concur and appeal to the
third level. (state reason below)
Grievant’s/Representative’s Signature Date

Reason for Appeal

GRIEVANCE REVIEW – STEP 3
Date Received:

Personnel Director Signature: Response Date:

Reviewer’s Printed Name/Title: Meeting Date: Telephone Number:

STEP 3 DECISION

I concur and do not appeal
to the fourth review level.

I do not concur and appeal to the
fourth level. (state reason below)
Grievant’s Signature Date

Reason for Appeal

GRIEVANCE REVIEW – STEP 4
Date Received:

City Manager (or designee) Signature:

Response Date:

Reviewer’s Printed Name/Title:

Meeting Date: Telephone Number:

LEVEL 4 DECISION

I concur and do not appeal
to the fifth review level.

I do not concur and appeal to the
fifth level. (state reason below)
Grievant’s Signature Date

Reason for Appeal

GRIEVANCE REVIEW – STEP 5 REFERRAL TO ARBITRATION

Date Requested:

Grievant’s Signature:

Telephone Number:

Date Received:

Personnel Director Signature:

Telephone Number:

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CITY OF REDDING / IAFF Local 1934 EXHIBIT “ED”
Employee Disciplinary (Skelly) Appeal Form
________________________________________________________________________________________

Employee’s Name:

Home Telephone Number:
( )
Home Address: City: State: Zip:

Current Station:

Supervisor:

Job Classification:

Shift:

Work Telephone Number:

__________________________________________________________________________________________ REPRESENTATION INFORMATION (Complete if applicable)
Representative’s Name:

Organization Affiliation:

Telephone Number:

DISCIPLINE INFORMATION
Date of Action Causing Discipline:

Date of Skelly Meeting:

Date of Informal Response:

DISCIPLINE APPEAL (Clear, concise statement. Attach additional sheet if necessary)

SPECIFIC REMEDY SOUGHT

EMPLOYEE’S SIGNATURE DATE FILED

_______________________________________________________________________________________________________________________________________

(Continue on reverse)

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DISCIPLINE REVIEW – STEP 2
Date Received:

Personnel Director Signature:

Response Date:

Reviewer’s Printed Name/Title: Meeting Date: Telephone Number:

STEP 2 DECISION

I concur and do not appeal
to the third review level.

I do not concur and appeal to the
third level. (state reason below)
Employee’s/Representative’s Signature Date

Reason for Appeal

DISCIPLINE REVIEW – STEP 3
Date Received:

City Manager (or designee) Signature:

Response Date:

Reviewer’s Printed Name/Title:

Meeting Date: Telephone Number:

LEVEL 3 DECISION

I concur and do not appeal
to the fourth review level.

I do not concur and appeal to the
fourth level. (state reason below)
Employee’s Signature Date

Reason for Appeal

DISCIPLINE REVIEW – STEP 4 REFERRAL TO ARBITRATION

Date Requested:

Employee’s Signature:

Telephone Number:

Date Received:

Personnel Director Signature:

Telephone Number:

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EXHIBIT “FE”

CITY OF REDDING

POLICY IMPLEMENTING THE
FIREFIGHTERS’ PROCEDURAL BILL OF RIGHTS ACT

COMPLAINT AND INVESTIGATION PROCEDURE
The Firefighters’ Procedural Bill of Rights Act (“FBOR;” Cal. Gov. Code §§ 3250, et seq.) was enacted January 1, 2008. The purpose of this policy is to formally implement the additional rights and protections afforded to firefighters by this new law and provide guidance regarding complaints against personnel and investigation of those complaints.

A. DEFINITIONS

1. Complaint: Any allegation of poor service or misconduct made by a citizen or employee against a member(s) of the Fire Department (Department) is a complaint.

Complaints of misconduct must allege a violation of law, Redding Fire Department Policy, Procedure or Order or City Policy or Procedure. a. Complaints lodged by civilians will be classified as “civilians complaints.”
b. Complaints lodged by employees/supervisors will be classified as “internal complaints.”
Examples of complaints contemplated by this policy include, but are not limited to, the following:
 Sexual Harassment/Discrimination
 Criminal Conduct
 Racial/ethnic slurs
 Poor service
 Discourtesy
 Improper Procedure
 Conduct Unbecoming

2. Inquiry: If before or during the investigation it is determined that a citizen is merely requesting clarification of a policy or procedure, that complaint, with the concurrence of the Fire Chief or the Deputy Chief, may be considered an “inquiry” and resolved informally and outside of the parameters of this policy. The Fire Chief, or the Deputy Fire Chief, shall be responsible for inquiry responses.

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If any firefighter is under investigation, or subject to an “inquiry” – as that term is defined above – by his or her commanding officer, or any other member designated by the Fire Chief, that could lead to punitive action, any interrogation shall be conducted under the conditions specified in the FBOR. “Punitive action” means any action that may lead to dismissal, demotion, suspension, reduction in salary, written reprimand, or transfer for purposes of punishment.

B. COMPLAINT RECEPTION AND ROUTING

1. Non-supervisory employees shall immediately refer complaints to an on-duty supervisor (i.e., Fire Captain, Battalion Chief). Supervisors shall accept complaints in writing, in person, or by telephone or from anonymous persons. The purpose for this is to encourage civilians or employees to bring forward legitimate grievances regarding poor service or misconduct by Department members.

Civilians and members of the Department will not be discouraged in any manner from making a complaint.

2. Supervisors shall immediately record complaints on a Complaint Control Form. A copy of the Complaint Control Form is attached to this policy as Appendix A.

Supervisors may resolve minor complaints with appropriate corrective action including non-disciplinary counseling and training. Supervisors should report all complaints to the on-duty Battalion Chief as soon as possible. The Battalion Chief shall direct the supervisor to fill out a Complaint Control Form when appropriate.

3. The supervisor accepting a complaint in person shall give a copy of the Complaint Control Form to the complainant. The original shall be forwarded to the Deputy Chief via the Battalion Chief on duty. In the case of a complaint of serious misconduct of a criminal nature, the Fire Chief or the Deputy Fire Chief shall be notified immediately by the on-duty Battalion Chief.

4. Upon receipt of the Complaint Control Form, the Fire Chief, or the Deputy Fire Chief will notify the complainant in writing that the complaint has been received and that an investigation has been initiated (or other appropriate corrective action has been taken). A copy of the Complaint Control Form will also be mailed to the complainant if it has not already been provided to him or her by the accepting supervisor.

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5. The Deputy Chief will be responsible for assignment of the complaint for investigation. The Deputy Chief shall retain the original Complaint Control Form for tracking purposes. A copy of the Complaint Control Form will be forwarded to the investigator assigned to investigate the complaint. Unless deemed confidential by the Fire Chief to protect the integrity of the investigation, the Complaint Control Form shall be given to the Department member(s) against whom the complaint was lodged along with the notice of interview.

6. The Deputy Chief shall be responsible for notifying the complainant in writing by registered mail within thirty (30) days of the disposition of the complaint.

Additionally, the Deputy Chief or assigned investigator will notify, in writing, the Department member(s) against whom the complaint was lodged and the member’s supervising officer of the disposition of the complaint.

The letter sent to the complainant will only include the following information:
 Finding(s) of the investigation as defined in section C5 below.  Name of the investigator who investigated the complaint.

If an allegation resulted in a finding of “Sustained”, the letter will state that “appropriate corrective/disciplinary action will be taken against the involved Department member”. The name of the involved Department member(s) and the specific action to be taken will not be included in the letter.

C. COMPLAINT INVESTIGATION

1. The supervisor accepting the complaint shall be responsible for accurately and fully completing the Complaint Control Form. The supervisor shall obtain preliminary statements from the complainant and any immediately available witnesses.

Additionally, the supervisor shall collect and preserve any physical evidence that is readily available or may be time or weather sensitive.

2. In the case of complaints of a minor nature (non-disciplinary), the Battalion Chief shall have the discretion of assigning a complaint to the Captain level for investigation or appropriate corrective action (i.e., training, non-disciplinary counseling, etc.)

3. Allegations that a Department member violated a criminal law (felony or misdemeanor) shall be investigated by the Redding Police Department or the appropriate outside law enforcement agency. The internal administrative Packet Pg. 445
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investigation will be conducted concurrent with or after the completion of the criminal investigation, at the discretion of the Fire Chief or his/her designee.

Supervisors becoming aware of a criminal investigation involving a Department member who may be suspected of committing a misdemeanor or felony crime shall immediately complete a Complaint Control Form and route it to the Deputy Chief through the on-duty Battalion Chief.

4. RIGHTS OF SUBJECT OF INVESTIGATION:
a. Arson investigators, by virtue of their peace officer status, are afforded statutory protections listed in the Public Safety Officers’ Procedural Bill of Rights Act [Government Code § 3300 et seq].
b. If it is determined in the course of an investigation that an employee could be subject to punitive action, prior to obtaining a statement from the employee, the employee will be informed of the nature of the investigation and given an “Admonition Form” explaining his/her rights as an investigation subject. The Arson Investigator Admonition Form is attached to this Policy as Appendix C. The Fire Unit/Fire Management Admonition of Rights form is attached to this Policy as Appendix D

5. At the conclusion of the investigation the investigator shall make a finding regarding each allegation using the preponderance of evidence standard. The finding for each allegation shall be one of the following:

Unfounded: The alleged act did not occur.

Exonerated: The alleged act occurred but was justified, legal and proper.

Not Sustained: The alleged misconduct could neither be proved nor disproved, given the existing evidence.

Sustained: The alleged misconduct is found to have occurred, and, where applicable, to have violated an applicable rule and/or policy.

D. COMPLAINT INVESTIGATION REVIEW AND APPROVAL

1. Completed complaint investigations will be routed through the chain of command to the Fire Chief, or the Deputy Fire Chief who shall review the completed investigation and provide a written statement of concurrence or disagreement with the conclusions and findings of the investigator.

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2. Verbal or written disclosure of any information concerning the conclusions and findings of a complaint investigation to the involved Department member shall be made by the Fire Chief or the Deputy Chief. Assigned investigators shall only discuss with or disclose to the Fire Chief or the Deputy Fire Chief their preliminary conclusions or findings.

E. COMPLAINT INVESTIGATION FILES

1. The Office Services Supervisor will be responsible for maintaining a comprehensive file of all complaints and investigations.

2. For Departmental purposes, citizen complaint files and internal complaint files will be stored separately.

3. Citizen complaint files related to the conduct of arson investigators shall be retained for a minimum of five years pursuant to Penal Code section 832.5. All other complaint files will also be retained for a period of five years, after which they will be destroyed. Files may be retained longer if the subject matter of the file is the subject of pending litigation.

4. Complaint files will not be stored in the employee’s personnel files. Disciplinary documents which result in sustained findings of misconduct shall be stored in a separate discipline file in the Personnel Department.

F. PITCHESS MOTIONS
This section only applies to complaints involving arson investigators.

1. A Pitchess Motion is a motion for discovery of peace officer personnel records where the defense counsel is attempting to establish a custom, habit or practice of excessive force, untruthfulness or false arrest against a peace officer.

2. If a Pitchess Motion is received by the Department, the City Attorney’s Office will be contacted immediately for advice and response.

* * *

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Appendix A

REDDING FIRE DEPARMENT
Complaint Control Form

Complainant _________________________ Date of Complaint _________________ Address _____________________________ Time _______________ City ______________ State ___ Zip ______
Date of Occurrence _______ Time ____
Phone: Home ___________ Work ________ Location _________________________ _____________________________________________________________________________________ NATURE OF COMPLAINT: [ ] Criminal
[ ] Non-Criminal
[ ] Individual Conduct
[ ] Group Conduct
[ ] Internal Complaint
____________________________________________________________________________________ Employees Involved:

Name ______________________________ Station _____
Name ______________________________ Station _____

Witness ___________________________ Witness ____________________________ Address ___________________________ Address ____________________________ City _________ State ____ Zip _______ City ___________ State ___ Zip ________ Phone: Home _________ Work _______ Phone: Home _________ Work _________

Complaint
_____________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________

Signature of Complainant ______________________________ _________________________________________________________________________ Complaint Received By __________________________ Supervisor Review By _________________________

Battalion Chief Review/Comments By __________________________ ______________________________ _________________________________________________________________________

ADMINISTRATIVE USE ONLY: REFERRED TO [ ] LAW ENFORCEMENT AGENCY [ ] INTERNAL INVESTIGATION ASSIGNED TO ___________________________

FINDING: [ ] UNFOUNDED [ ] EXONERATED [ ] NOT SUSTAINED [ ] SUSTAINED

INVESTIGATION COMPLETED BY __________________________________________ DATE ____________________________

NOTIFICATION OF RESULTS: COMPLAINANT: BY _____________________________________ DATE ___________________

EMPLOYEE(S): BY _____________________________________ DATE ___________________ Packet Pg. 448
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12506491.2 RE020-040 29
Appendix B

INFORMATIONAL ADVISORY STATEMENT

FALSE REPORT OF ARSON INVESTIGATOR MISCONDUCT

YOU HAVE THE RIGHT TO MAKE A COMPLAINT AGAINST AN ARSON INVESTIGATOR.

CALIFORNIA LAW REQUIRES THIS AGENCY TO HAVE A PROCEDURE TO INVESTIGATE CIVILIAN’S’ COMPLAINTS. YOU HAVE A RIGHT TO A WRITTEN DESCRIPTION OF THIS PROCEDURE. THIS AGENCY MAY FIND AFTER INVESTIGATION THAT THERE IS NOT ENOUGH EVIDENCE TO WARRANT ACTION ON YOUR COMPLAINT. EVEN IF THAT IS THE

CASE, YOU HAVE THE RIGHT TO MAKE THE COMPLAINT AND HAVE IT INVESTIGATED IF YOU BELIEVE AN ARSON INVESTIGATOR BEHAVED IMPROPERLY. CIVILAN COMPLAINTS

AND ANY REPORTS OR FINDINGS RELATING TO COMPLAINTS MUST BE RETAINED BY THIS AGENCY FOR AT LEAST FIVE YEARS.

IT IS AGAINST THE LAW TO MAKE A COMPLAINT THAT YOU KNOW TO BE FALSE. IF YOU

MAKE A COMPLAINT AGAINST AN ARSON INVESTIGATOR KNOWING THAT IT IS FALSE, YOU CAN BE PROSECUTED ON A MISDEMEANOR CHARGE.

I have read and understand the above statement.

______________________________________ ________________________ Complainant Date
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12506491.2 RE020-040 30
Appendix C

CITY OF REDDING

PEACE OFFICER ADMONITION OF RIGHTS
(FOR ARSON INVESTIGATORS ONLY)

An investigation is being conducted on:

Date __________ Time _________ Location _______________

Present ______________________
______________________
______________________

In reference to
_________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________

Wherein the nature of the investigation focuses on
_________________________________________________________________________ _________________________________________________________________________ _________________________________________________________________________

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12506491.2 RE020-040 31

REDDING FIRE DEPARTMENT

ARSON INVESTIGATOR

INTERVIEW ADMONITIONS

1. Today’s date is __________ and the time is __________.

2. My name is ________________ and my rank is ________________. I am employed in such capacity by ________________. I am in charge of this investigation [or: Identify other individual who is in charge.] Also present is [state name of any additional Department representatives who are present]

3. I am conducting the interview of [name of subject] who is represented by [name of representative].

4. [If no representative present] Do you wish to have a representative present? (If “yes,” allow a reasonable recess in order for the employee to secure a representative. If “no,” have subject initial and date the following:

I WAIVE MY RIGHT TO A REPRESENTATIVE: _______

5. I am recording this interview and you also have the right to record this interview.

6. You shall be able to attend to your own physical necessities. Please let me know if you need a short recess.

7. Are you taking any medication which would cause you to be unable to understand and respond truthfully and fully to the questions that will be asked of you?

8. Have you failed to take any prescription or other medication which would assist you to understand and respond truthfully and fully to the questions that will be asked of you?

9. Are you suffering from any physical or mental condition that will cause you to be unable to understand and respond truthfully and fully to the questions that will be asked of you?

10. The nature of this investigation is: (to the extent know, verbally advise of: (1) date(s) of action(s) under investigation; and (2) brief description of factual allegations of misconduct). [Note: If criminal charges are possible, proceed with steps 11 through 13. If criminal charges are not possible, proceed directly to step 14.]

11. The nature of this investigation is such that the Department deems that you may be charged with a criminal offense. Therefore, I will now advise you of your Miranda rights. (Mirandize; when in doubt, provide Miranda rights).

12. Miranda Rights: “You have the right to remain silent. Anything you say can and will be used against you in a court of law. You have the right to talk to a lawyer and have him present with you while you are being questioned. If you cannot afford a lawyer, one will be appointed to represent you before any questioning if you wish one. Do you understand each of these rights? Response: ____ Having these rights in mind, do you wish to provide a statement? Response:
____
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12506491.2 RE020-040 32

13. If subject does not waive Miranda rights, proceed to 14. If subject waives Miranda rights, proceed to 15.

14. You are now ordered to fully and truthfully answer all questions asked of you during this interview. Your failure to do so will, by itself, constitute a separate act of insubordination punishable with discipline up to and including termination from employment. Statements made by you in response to this order cannot be used against you in a criminal proceeding.

15. Before proceeding with this interview, do you have any questions regarding the admonitions that I have read to you?

MY SIGNATURE BELOW INDICATES THAT I WAS READ THIS INTERVIEW ADMONITION AND UNDERSTAND AND ACKNOWLEDGE MY RIGHTS AND DUTIES.

Signature____________________________ Date_____________________.

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12506491.2 RE020-040 33
Appendix D

CITY OF REDDING

EMPLOYEE ADMONITION OF RIGHTS
(FIRE UNIT/FIRE MANAGEMENT UNIT)

An investigation is being conducted on:

Date __________ Time _________ Location _______________

Present ______________________
______________________
______________________

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12506491.2 RE020-040 34

REDDING FIRE DEPARTMENT

FIREFIGHTER

INTERVIEW ADMONITIONS

1. Today’s date is __________ and the time is __________.

3. I am conducting the interview of [name of subject] who is represented by [name of representative].

I WAIVE MY RIGHT TO A REPRESENTATIVE: _______

5. I am recording this interview and you also have the right to record this interview.

6. You shall be able to attend to your own physical necessities. Please let me know if you need a short recess.

7. Are you taking any medication which would cause you to be unable to understand and respond truthfully and fully to the questions that will be asked of you?

8. Have you failed to take any prescription or other medication which would assist you to understand and respond truthfully and fully to the questions that will be asked of you?

9. Are you suffering from any physical or mental condition that will cause you to be unable to understand and respond truthfully and fully to the questions that will be asked of you?

12. Miranda Rights: “You have the right to remain silent. Anything you say can and will be used against you in a court of law. You have the right to talk to a lawyer and have him present with you while you are being questioned. If you cannot afford a lawyer, one will be appointed to represent you before any questioning if you wish one. Do you understand each of these rights? Response: ____ Having these rights in mind, do you wish to provide a statement? Response: ____
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12506491.2 RE020-040 35

13. If subject does not waive Miranda rights, proceed to 14. If subject waives Miranda rights, proceed to 15.

14. Choose to admonish with either a) or b) depending on the circumstance.

a) The City has reason to believe that your conduct could possibly lead to criminal charges and therefore the City has obtained and is presenting you with a formal written grant of use immunity in accordance with California Government Code section 3253(e)(1) from the Shasta County District Attorney. Use immunity bars a prosecutor from making direct use of your statements in a subsequent criminal proceeding or from using information or any other evidence that was obtained indirectly or derived from your statements against you. Use immunity is not the same as transactional immunity, which would bar a prosecutor from charging you with the crime that is the subject of your statements. Consequently, a criminal prosecutor could still bring charges against you based on other evidence.

OR
b) At this time the City has no reason to believe that your conduct could possibly lead to criminal charges. However, during the course of this interview should facts come to light to indicate that your conduct could lead to criminal charges being filed, the City will stop the interview. In accordance with California Government Code section 3253(e)(1) the City will obtain and present you with a formal written grant of use immunity from the Shasta County District Attorney before proceeding any further. Use immunity bars a prosecutor from making direct use of your statements in a subsequent criminal proceeding or from using information or any other evidence that was obtained indirectly or derived from your statements against you.

Use immunity is not the same as transactional immunity, which would bar a prosecutor from charging you with the crime that is the subject of your statements. Consequently, a criminal prosecutor could still bring charges against you based on other evidence.

15. You are now ordered to fully and truthfully answer all questions asked of you during this interview. Your failure to do so will, by itself, constitute a separate act of insubordination punishable with discipline up to and including termination from employment.

16. Before proceeding with this interview, do you have any questions regarding the admonitions that I have read to you?

MY SIGNATURE BELOW INDICATES THAT I WAS READ THIS INTERVIEW ADMONITION AND UNDERSTAND AND ACKNOWLEDGE MY RIGHTS AND DUTIES.

Signature____________________________ Date_____________________

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12506491.2 RE020-040 36
CITY OF REDDING PROOF OF ANNUAL MEDICAL EXAMINATION “EXHIBIT GF”

Proof of Participation in Annual Medical Physical Examination Patient Name: ___________________________________________

Date of Examination: _____________________________________

I certify that the above patient has participated in an annual medical physical examination.

Physician Name: _________________________________________

Physician Signature: ______________________________________

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1 2 3 4 5 6 7 8 9
770 Apprentice Firefighter$18.61 19.54 20.52 21.54 22.62 775 Apprentice Firefighter$26.05 * 27.35 * 28.72 * 30.16 * 31.66 * 780 Firefighter $22.62 $23.75 $24.94 $26.19 $27.49 $28.87 $30.31 $31.83 $33.42 $33.41 785 Firefighter $31.66 * $33.25 * $34.91 * $36.65 * $38.49 * $40.41* $42.43* $44.55* $46.78 * 1 2 3 4 5 6 7 8 9
760 Fire Engineer $26.19 $27.49 $28.87 $30.31 $31.83 $33.42 $35.09 $36.85 $38.69 765 Fire Engineer $36.65 * $38.49 * $40.41* $42.43* $44.55* $46.78 * $49.12* $51.58* $54.16* 1 2 3 4 5 6 7 8 9
710 Fire Captain $30.31 $31.83 $33.42 $35.09 $36.85 $38.69 $40.62 $42.65 $44.79 715 Fire Captain $42.44* $44.56* $46.78 * $49.12* $51.58* $54.16 * $56.87* $59.71 * $62.70 * 750 Fire Prevention Officer $30.31 $31.83 $33.42 $35.09 $36.85 $38.69 $40.62 $42.65 $44.79 755 Fire Prevention Officer $42.44* $44.56* $46.78 * $49.12* $51.58* $54.16 * $56.87* $59.71 * $62.70 * * 40-hour week
All other rates are for a 56-hour week
Step - Hourly Pay Rate
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

REDDING FIRE FIGHTERS
EXHIBIT "A-0"
Effective: January 7, 2024
Packet Pg. 457
Attachment: IAFFSalary Exhibits (9.15(a)--Successor MOU with IAFF)

1 2 3 4 5 6 7 8 9
770 Apprentice Firefighter $19.54 20.52 21.54 22.62 23.75 775 Apprentice Firefighter $27.35 * 28.72 * 30.16 * 31.66 * 33.25 * 780 Firefighter $23.75 $24.94 $26.19 $27.49 $28.87 $30.31 $31.83 $33.42 $35.09$35.09 785 Firefighter $33.25 * $34.91 * $36.65 * $38.49 * $40.41 * $42.43* $44.55* $46.78* $49.12 * 1 2 3 4 5 6 7 8 9
760 Fire Engineer $27.49 $28.87 $30.31 $31.83 $33.42 $35.09 $36.85 $38.69 $40.62 765 Fire Engineer $38.49 * $40.41 * $42.43* $44.55* $46.78* $49.12 * $51.58* $54.15* $56.87* 1 2 3 4 5 6 7 8 9
710 Fire Captain $31.83 $33.42 $35.09 $36.85 $38.69 $40.62 $42.65 $44.79 $47.03 715 Fire Captain $44.55* $46.78* $49.12 * $51.58* $54.15* $56.87 * $59.71* $62.70 * $65.83 * 750 Fire Prevention Officer $31.83 $33.42 $35.09 $36.85 $38.69 $40.62 $42.65 $44.79 $47.03 755 Fire Prevention Officer $44.55* $46.78* $49.12 * $51.58* $54.15* $56.87 * $59.71* $62.70 * $65.83 * * 40-hour week
All other rates are for a 56-hour week

REDDING FIRE FIGHTERS
EXHIBIT "A-1"
Effective: January 5, 2025
Step - Hourly Pay Rate
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Packet Pg. 458
Attachment: IAFFSalary Exhibits (9.15(a)--Successor MOU with IAFF)

1 2 3 4 5 6 7 8 9
770 Apprentice Firefighter $19.74 20.72 21.76 22.85 23.99 775 Apprentice Firefighter $27.63 * 29.01 * 30.46 * 31.98 * 33.58 * 780 Firefighter $23.99 $25.19 $26.45 $27.77 $29.16 $30.62 $32.15 $33.75 $35.44$35.44 785 Firefighter $33.58 * $35.26 * $37.02 * $38.87 * $40.81 * $42.86* $45.00* $47.25* $49.61 * 1 2 3 4 5 6 7 8 9
760 Fire Engineer $27.77 $29.16 $30.62 $32.15 $33.75 $35.44 $37.21 $39.07 $41.03 765 Fire Engineer $38.87 * $40.81 * $42.86* $45.00* $47.25* $49.61 * $52.09* $54.70* $57.44* 1 2 3 4 5 6 7 8 9
710 Fire Captain $32.15 $33.75 $35.44 $37.21 $39.07 $41.03 $43.08 $45.23 $47.50 715 Fire Captain $45.00* $47.25* $49.61 * $52.09* $54.70* $57.44 * $60.31* $63.32 * $66.49 * 750 Fire Prevention Officer $32.15 $33.75 $35.44 $37.21 $39.07 $41.03 $43.08 $45.23 $47.50 755 Fire Prevention Officer $45.00* $47.25* $49.61 * $52.09* $54.70* $57.44 * $60.31* $63.32 * $66.49 * * 40-hour week
All other rates are for a 56-hour week

REDDING FIRE FIGHTERS
EXHIBIT "A-2"
Effective: January 4, 2026
Step - Hourly Pay Rate
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Packet Pg. 459
Attachment: IAFFSalary Exhibits (9.15(a)--Successor MOU with IAFF)

1 2 3 4 5 6 7 8 9
770 Apprentice Firefighter $20.53 21.55 22.63 23.76 24.95 775 Apprentice Firefighter $28.73 * 30.17 * 31.68 * 33.26 * 34.92 * 780 Firefighter $24.95 $26.20 $27.51 $28.88 $30.32 $31.84 $33.43 $35.10 $36.86$36.85 785 Firefighter $34.92 * $36.67 * $38.50 * $40.43 * $42.45 * $44.57* $46.80* $49.14* $51.60 * 1 2 3 4 5 6 7 8 9
760 Fire Engineer $28.88 $30.32 $31.84 $33.43 $35.10 $36.86 $38.70 $40.64 $42.67 765 Fire Engineer $40.43 * $42.45 * $44.57* $46.80* $49.14* $51.60 * $54.18* $56.88* $59.73* 1 2 3 4 5 6 7 8 9
710 Fire Captain $33.43 $35.10 $36.86 $38.70 $40.64 $42.67 $44.80 $47.04 $49.40 715 Fire Captain $46.80* $49.14* $51.60 * $54.18* $56.88* $59.73 * $62.72* $65.86 * $69.15 * 750 Fire Prevention Officer $33.43 $35.10 $36.86 $38.70 $40.64 $42.67 $44.80 $47.04 $49.40 755 Fire Prevention Officer $46.80* $49.14* $51.60 * $54.18* $56.88* $59.73 * $62.72* $65.86 * $69.15 * * 40-hour week
All other rates are for a 56-hour week

REDDING FIRE FIGHTERS
EXHIBIT "A-3"
Effective: January 3, 2027
Step - Hourly Pay Rate
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

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12519566.1 RE020-040
[Date], 2024

Ryan Nardo, President
International Association of Fire Fighters (IAFF), Local 1934 PO Box 991188
Redding, CA. 96099

RE: Side Letter of Agreement between the City and IAFF Local 1934 Regarding Standard Operating Procedure (S.O.P.) #3.1, Uniform Standards

Dear Ryan,

The purpose of this letter is to codify the agreement between the City of Redding (City) and the International Association of Firefighters, Local 1934 (IAFF) revising S.O.P. #3.1 to allow unit employees to wear administrative model NFPA 1977/1975 label uniform pants throughout the year and BDU style model NFPA 1977/1975 label uniform pants during the City of Redding declared fire season as provided in the revised S.O.P. 3.1, Uniform Standards, is attached hereto as amended and will become effective on August 7, 2024.

If the Association concurs with the foregoing, please sign and date the enclosed copies of this letter, return one copy to me, and keep the other copy for your records.

Sincerely,

Kari Kibler
Personnel Director

The Association concurs with the above:

__________________________________ __________________________ Ryan Nardo, IAFF President Date

c: City Council
Barry Tippin, City Manager
Jerrod Vanlandingham, Fire Chief
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12519566.1 RE020-040

PURPOSE: To establish uniform standards for the Redding Fire Department.

A. References:

1. Memorandum of Understanding (MOU), Article 19.

2. NFPA 1977

3. OSHA 1910.136

4. NFPA 1971

B. Responsibility:

1. It will be the responsibility of all employees, supervisors and fire officers to follow this policy and ensure uniforms are in good condition, meets Department standards and are worn appropriately.

2. It is the responsibility of the individual to maintain and promptly repair or replace worn and/or damaged clothing; to not alter uniforms, except as approved by the Department; to not affix accessories to uniforms, except as outlined.

C. Policy:

1. All personnel shall present a professional image in dress and appearance. Uniforms shall be worn at all times, except as described in this standard.

2. While in paid status, all personnel are considered “on duty” and are expected to wear the appropriate uniform as identified in this policy, unless otherwise authorized by a Chief Officer.

3. Employees are permitted to continue wearing a navy blue uniform until the employee’s uniform needs to be replaced. When replacing or purchasing new uniforms, employees will order the midnight navy color and style listed below. As of the effective date of this policy, midnight navy will be the color standard for all new uniform purchases.

4. Uniforms are to be clean, wrinkle-free, not faded or damaged.

5. Uniform Classifications:
a. Class “C” Uniform Standard:

STANDARD OPERATING PROCEDURE

CATEGORY: Uniforms SOP Number: 3.1
INITIATED BY: Jay Sumerlin, Deputy Fire Chief Effective Date: 09/10/98 APPROVED BY: Jerrod Vanlandingham, Fire Chief Revision Date(s): 08/2024; 10/2022; 12/2013; 05/02/07
SUBJECT: Uniform Standards Page 1 of 8
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SUBJECT: Uniform Standards
SOP NUMBER: 3.1 REVISION/EFFECTIVE DATE: 08/20222024 Page 3 of 11

1. Class “C” uniforms shall be worn at all times, except during periods of physical training, sleep or when a higher standard uniform classification (Class “B” or Class “A”) is appropriate. Class “C” uniforms are to be worn to emergency incidents and to Department training which involves physical activity.

2. Class “C” uniforms shall consist of:
a. Uniform pants will be manufactured with flame-resistant textiles and must carry the NFPA 1975-2019 or NFPA 1977/1975
(administrative model) label. Pants will be midnight navy in color.

As an example Workrite model 402NX47 or equivalent. Uniform pants that carry the NFPA 1977/1975 (BDU style model) may only be worn during the City of Redding declared fire season. b. Workrite midnight navy single layer dual compliant NFPA 1977/1975 wildland PPE pants or equivalent may be worn during a City of Redding declared fire season with both a Class “C” or Class “B” uniform.
c. A black belt, minimum 1-1/2-inch, with a buckle, shall be worn with the pants. The belt buckle shall be plain silver or related to the fire service. In no case shall the buckle dimensions exceed four inches wide by three inches tall (4” x 3”).
d. One hundred percent (100%) cotton navy blue T-shirt (long sleeve or short sleeve), with approved Fire Department emblem on the left breast and on the back (see Attachment A). T-shirt may have a single breast pocket.
e. Boots shall meet applicable Cal OSHA and NFPA standards.

Boots shall be black and polishable (Wildland boots excluded from being polished) . Boots that meet these requirements include, but are not limited to, Red Wing, Rico, Hawthorn, Chippewa, White’s and Eagle. Anti-Microbial footwear may be worn in the Stations living area to reduce cross contamination from duty footwear. Anti-Microbial footwear must be plain and natural in color.
f. The correct footwear must be worn to meet the job requirements.

Wildland boots must be worn at vegetation fires, OSHA standard boots must be worn for apparatus checks, etc.
g. Sweat shirts shall be navy blue in color and made of 100% cotton to 50% cotton blend, with an approved Fire Department emblem (see Attachment A). Embroidered quarter-zip sweat shirt, with or Packet Pg. 463
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SUBJECT: Uniform Standards
SOP NUMBER: 3.1 REVISION/EFFECTIVE DATE: 08/20222024 Page 4 of 11

without denim elbows and collar, optional American flag on the sleeve and/or chest. Sweat shirts, if worn as an outer garment, shall be in good condition, not faded, frayed, or otherwise worn out. Optional – embroidered name and rank.
h. Navy blue RFD work or foul weather jacket. See section “Miscellaneous Uniform Specifications.”
i. Baseball caps that are maintained in good condition may be worn as designed with the bill in front with both the Class “C” and Class “B” uniform standard. (Baseball caps may not be worn with the Class “A” uniform standard). The cap will have the approved logo (see Attachment B).
j. Watch caps may be worn during cold weather with Class “C” uniforms. Watch caps must be navy blue in color and may be embroidered with the approved logo (see Attachment B) or be plain with no marking. Watch caps may not be worn with either Class “A” or Class “B” uniforms.
k. Polo shirts may be worn by Prevention Staff employees in place of the aforementioned Class “C” uniform shirt (5.11 performance polo Model 4160, cotton blend or equivalent).
l. Older styles of t-shirts, sweatshirts and baseball caps that were previously approved as part of the Class “C” uniform prior to the effective date of this policy will still be permitted until a replacement is necessary.
b. Class “B” Uniform Standard:

1. Class “B” uniforms are considered a higher standard of uniform than the Class “C” standard and shall be worn during planned public contacts and public activities such as inspections, meetings, demonstrations, classroom training, workgroup meetings, shopping and while conducting business at Department Headquarters or City Hall.

2. The Class “B” uniform standard shall consist of all elements under section “Class C Uniform Standard,” in addition to:
a. Uniform shirts will be manufactured with flame -resistant textiles and must carry the NFPA 1975-2019 label. Shirts will be midnight navy in color and have shoulder lapels. Inspectors have the option of white. Short or long sleeve models are acceptable. As an example, Workrite model 715NX45 or Flying Cross model
45W6600.

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SUBJECT: Uniform Standards
SOP NUMBER: 3.1 REVISION/EFFECTIVE DATE: 08/20222024 Page 5 of 11

b. Uniform shirts will be tucked in when worn.
c. Two breast pockets with hook-and-loop flaps.
d. Left pocket features a pencil slot, above it, a badge tab. e. A Redding Fire Department patch will be sewn on each sleeve, centered and 1-inch down from the shoulder seam.
f. Badge of appropriate rank shall be worn in the badge tab and will be provided by the department.
g. Collar brass shall be according to rank and be 7/8 inch, centered on the collar and will be provided by the department.
h. Captain’s collar brass will be represented by two parallel silver bugles.
i. Fire Investigator collar brass will be represented by a single silver bugle.
j. Name tags shall be worn and shall be centered above the right shirt pocket with the bottom edge of the name tag touching the top edge of the pocket flap.
k. Citation Bars may be worn on a Class “B” uniform and are optional. The Citation Bar shall be attached to the right breast pocket flap, centered and below the nametag. Subsequent Citation Bars shall be worn below the first, then to the right side, away from the heart.
c. Class “A” Uniform Standard:

1. Class “A” uniform is the highest uniform standard and should be reserved only for formal events as directed and authorized by the Fire Chief.

2. Class “A” uniforms –
a. Jacket: Navy blue, single -breasted jacket, with four (4) silver buttons, with capital lette rs “FD.” Material will be wool, polyester, or a wool/polyester blend. Name tags shall be worn on the jacket over the right breast. Department patches will be worn on both shoulders (one-inch below the shoulder seam line in the center).

Any employee who currently has the older Eisenhower style Class “A” jacket as of the effective date of this policy is permitted to use that jacket as part of their Class “A” uniform through December 31, 2029. However, any new Class “A” jackets purchased by an Packet Pg. 465
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SUBJECT: Uniform Standards
SOP NUMBER: 3.1 REVISION/EFFECTIVE DATE: 08/20222024 Page 6 of 11

employee aft er the effective date of this policy must meet the single-breasted jacket specifications above.
b. Hat: Shall be a flat top and worn according to rank. Captains will wear white Naval Officer Dress Cap, with black visor and silver band. Fire Inspectors and F ire Engineers will wear a navy blue Naval Officer Dress Cap, with black visor and silver band.

Firefighters will wear a navy blue Naval Officer Dress Cap, with a black visor and black band. Hats to feature a silver rank medallion - two bugles for Captain; fire engine for Fire Engineer; single bugle for Fire Inspectors; firefighter scramble for Firefighters. c. Pants: Navy blue pants that match the above jacket shall be worn.

Material will be wool, polyester or a wool/polyester blend. d. Shirt: A white dres s shirt with a standard collar (no button -down collar). No badge, name tag or collar insignia to be affixed to shirt. e. Belt: Black leather dress belt, with a plain silver buckle , shall be worn with the pants.
f. Socks shall be black.
g. Tie shall be solid black, traditional or clip -on. Females may wear black women’s cross-over tie instead.
h. Badge of appropriate rank shall be worn in the badge tab. i. Shoes: Polished black dress shoes, with a plain toe, shall be worn. j. Optional: White gloves.
k. Stripes and five-year stars shall be placed on each sleeve of the jacket. One star for every five years (of full -time, paid Fire Department service) will be placed ½ -inch above the last stripe.

Stars shall be silver. Stripes will be ½-inch wide, 3 inches from the bottom of the sleeve to the first stripe, ¼ inch between each stripe on both sleeves.

1. Captain Rank: 2 Silver Stripes.

2. Fire Inspector Rank: 1 Silver Stripe.

3. Fire Engineer and Firefighter Ranks: No stripes.

4. Medals and Citation Bars may be worn on a Class “A”
uniform and are optional. The Medal/Citation Bar shall be attached to the right breast pocket, centered and
Packet Pg. 466
Attachment: DRAFT IAFF Side Letter Uniform Pants (9.15(a)--Successor MOU with IAFF)

SUBJECT: Uniform Standards
SOP NUMBER: 3.1 REVISION/EFFECTIVE DATE: 08/20222024 Page 7 of 11

below the nametag. Subsequent Medals/Citation Bars
shall be worn next to the first and centered on the
pocket, then to the right side, away from the heart

3. Class “A” Uniforms – Color Guard/Honor Guard
a. Class “A” uniforms (Color Guard/Honor Guard standard) shall consist of same basics as listed under the Class “A” uniform standard.

1. Red/white ascots.

2. Red/white shoulder braids.

3. Red stripe or arm band on sleeve signifying Color
Guard member.

4. White parade gloves.

5. Optional overcoat (trench-style coat with Redding Fire Department patches on both shoulders)

4. Physical Fitness Uniform.
a. The physical fitness uniform shall consist of:

1. Shirt: Class “C” uniform T-shirt, or Dark Blue synthetic pt shirt with RFD logo.

2. Shorts: Dark blue, single color, cotton, or synthetic fitness/gym short, with or without Redding Fire
Department logo.

3. Sweat Pants: Dark blue, single color, cotton or
synthetic, with or without Redding Fire Department
logo.

4. Appropriate fitness shoes.

5. Synthetic Physical Fitness clothing cannot be worn
under wildland PPE.
d. Miscellaneous Uniform Specifications:

1. Because of the nature of the Fire Inspector’s duties, there may be situations that require attire outside their Class “B” dress uniform. In these cases, Fire Prevention personnel may wear appropriate attire subject to the approval of the Fire Chief.

Packet Pg. 467
Attachment: DRAFT IAFF Side Letter Uniform Pants (9.15(a)--Successor MOU with IAFF)

SUBJECT: Uniform Standards
SOP NUMBER: 3.1 REVISION/EFFECTIVE DATE: 08/20222024 Page 8 of 11

2. A Redding Fire Department shoulder patch shall be sewn on each sleeve of all Class “B” shirts, uniform jackets and Class “A” jackets. In all cases, the patch shall be sewn one -inch below the shoulder seam line (see Attachment C).

3. BDU 5.11 Tactical Men’s Stryke Operator Uniform Pants with Flex -Tac Mechanical Stretch; style 74369 or equivalent model and style (to match Fire Prevention and not to be worn while on shift). May be worn as Class “C” uniform while assigned to training/testing or 40 -hour Apprentice Firefighter work schedule.

4. For Captains, Engineers, Firefighters: badges shall be Blackington, Model B1009 RHO -GLO finish (polished silver) with STRIKE SOLID BACK ADDON with ROYAL BLUE field DURA enamel, with appropriate rank emblem.
• Captains = two bugles (A6981);
• Fire Engineers = Fire Engine (A2891);
• Firefighters = Scramble (A6993).

5. Any new purchase of badges will have the first and last name in blue capital roman letters on top panel, rank in blue, capital letters on top circle panel and “REDDING FIRE DEPT.” in blue capital letters on bottom circle panel. Safety catch pin attachment.

6. For Fire Inspectors: badges shall be Blackington, Model B1009 RHO-GLO finish (polished silver) with STRIKE SOLID BACK ADDON with RED field DURA enamel, and a silver star (A2434A). Full names, last name alone, or first name, initial and full last name in blue capital letters on top panel, “FIRE INSPECTOR” in blue capital roman letters on top circle panel and “REDDING FIRE DEPT.” in blue capital letters on bottom circle pan el.

Safety catch pin attachment.

7. For Apprentice Firefighters: badges shall be Blackington, Model B1009EO all silver rhodium finish with black capital roman lettering (not RHO -GLO and not STRIKE SOLID BACK) with top panel: “APPRENTICE”, top circle panel: “ REDDING” and BOTTOM CIRCLE PANEL: “FIRE DEPT.” Emblem shall consist of silver firefighter scramble (no other color in the field). Safety catch pin attachment.

8. Color Guard/Honor Guard members will have all badge lettering in capital roman red color and wi ll feature RED field DURA enamel while participating in any active Color Guard/Honor Guard assignment. Safety catch pin attachment.

Packet Pg. 468
Attachment: DRAFT IAFF Side Letter Uniform Pants (9.15(a)--Successor MOU with IAFF)

SUBJECT: Uniform Standards
SOP NUMBER: 3.1 REVISION/EFFECTIVE DATE: 08/20222024 Page 9 of 11

9. Name Tags: A silver-colored name tag, with first name and last name, or first initial and last name, or last name only, in black capital letters, shall be worn on the Class “B” shirt and the Class “A” jacket. Name tags shall be 2-1/4 inches long and ½-inch tall, with 3/16-inch tall letters.

10. Collar Insignias: Shall be according to rank. Silver -colored collar insignias shall be 7/8 -inch and worn centered on the collar with the bugle(s) pointed toward the tip of the collar. Acting Officers will wear the rank of the position they are acting in. Collar insignia will not be worn by Fire Engineers or Firefighters.

11. Station-specific logos are allowed on hats and on the front of T-shirts or Sweatshirts on the left breast only. Fire Chief’s approval of the logo and design. Completely voluntary for each station or member. The T -shirt and Sweatshirt will maintain Redding Fire Department identification on the back of the shirt.

12. Service Pins: Employees can elect to wear one Fire Department service pin on their uniform shirt located on the right shirt pocket flap, centered between the button hole and left edge of the flap and centered be tween the top and the bottom edges of the flap. Service pins include Department years of service pins or other specific pins presented by the Department.

13. Work jacket is an optional uniform item and may be worn with Class “C” or Class “B” standard. Work Jacket styles are:
a. M. Setlow & Sons, Inc., Model JT30MD, color shall be midnight blue, liners are optional;
b. Lions Uniforms, Model 3132, color shall be midnight blue, liners are optional;
c. Dickies standard work jacket, 35% cotton shell, navy blue color (available locally);
d. 5.11 Tactical Series Station Jacket, 35% cotton shell, navy blue color (available locally); or equivalent.
e. Work Jacket similar in style and model to Filson Chore Coat. f. Work Jacket similar in style and model to Chorman Diamond Quilted Jacket.

Department patches will be worn on both shoulders (one -inch below the shoulder seam line in the center).

14. Foul weather jacket is an optional uniform item and may be worn with Class “C” or Class “B” standard. The approved styles are:

Packet Pg. 469
Attachment: DRAFT IAFF Side Letter Uniform Pants (9.15(a)--Successor MOU with IAFF)

SUBJECT: Uniform Standards
SOP NUMBER: 3.1 REVISION/EFFECTIVE DATE: 08/20222024 Page 10 of 11

a. AirTime, Model No. “Stage 3,” black over navy (Redding FD specification);
b. Flying Cross, Model 59130, navy in color;
c. 5.11 Tactical 3-1 parka (navy blue); or equivalent.

15. Jackets or foul weather coats will have Redding Fire Department patches on each shoulder, centered and 1-inch down from the seam. Foul weather coats will have an optional badge on left chest and last name on right chest.

16. One (1) Foul weather high visibility jacket will be provided by the F ire Department and may be used as a substitute to any other work or foul weather jacket. The black inside liner may be worn as a duty jacket and will have the department insignia on the left chest and the employees last name and first initial on the right chest. No department patches shall be applied to the sleeves.

17. Due to the fact that dormitory facilities may house both male and female employees, all personnel shall wear nighttime clothing that maintains appropriate modesty.

18. General purpose maintenance coveralls are optional attire when working on vehicles, equipment or conditions that are g reasy, dirty or contaminated.

19. Shoulder patches are available upon request fro m Fire Department Headquarters.

6. Reimbursement for Damaged or Stolen Uniform Items:
a. Employees are responsible for the pur chase of any uniforms to be worn in accordance with this policy. However, In in accordance with MOU, Article

19.2, the City shall pay the reasonable cost of repair or replacement for uniforms damaged in the course of employment. This provision does not apply to items lost or damaged as a result of negligence of the employee or normal wear and tear.
b. Damage sustained in the performance of duty shall mean damage resulting from official duties, not personal carelessness or lack of care. c. Upon compliance with provisions of section d/1 through d/3 below, reimbursement shall be made for 60% of the replacement cost of the uniform item, not to exceed $200. A receipt showing the purchase cost of the replacement item must be submitted.

Packet Pg. 470
Attachment: DRAFT IAFF Side Letter Uniform Pants (9.15(a)--Successor MOU with IAFF)

SUBJECT: Uniform Standards
SOP NUMBER: 3.1 REVISION/EFFECTIVE DATE: 08/20222024 Page 11 of 11

d. Employees shall be responsible for the following:

1. Complete Redding Fire Department form, “Property Lost, Stolen or Damaged,” located on the Department’s Intranet to include a description of the circumstances of the loss or damage and the extent of the damage. The report shall be submitted within seven (7) days of the loss and shall be addressed to their Battalion Chief. Any supporting documentation, such as a police report, must also be included.

2. Retain the damaged uniform items as proof of loss.

3. After the report has been approved by the employee’s Battalion Chief, the employee shall supply a copy of the purchase receipt for the replacement uniform item. This receipt shall be attached to the report detailed in section d/1.

4. Battalion Chiefs shall be responsible for the following:
a. Review the employee’s report and other pertinent
materials; examine the damaged uniform item. Take into consideration the condition of the uniform item prior to the damage. To be eligible for reimbursement, the item must meet the provisions of Section A/1 regarding appear ance and must be serviceable.
b. Forward the report to the Fire Chief with a final
recommendation.
e. Disposal of Uniforms:

1. When removing worn or damaged clothing from service, Department patches are to be removed. If an item is embroidered or silk-screened, Department logos are to be cut out for proper disposal of clothing. This is to prevent members of the public from improperly representing themselves as a member of the Redding Fire Department.

Attachments:
• Attachment A
• Attachment B
• Attachment C

Packet Pg. 471
Attachment: DRAFT IAFF Side Letter Uniform Pants (9.15(a)--Successor MOU with IAFF)

12519571.1 RE020-040
[Date], 2024

Ryan Nardo, President
International Association of Fire Fighters (IAFF), Local 1934 PO Box 991188
Redding, CA. 96099

RE: Side Letter of Agreement regarding establishing a Tuition Reimbursement Program

Dear Ryan,

The purpose of this letter is to codify the agreement between the City of Redding (City) and the International Association of Firefighters, Local 1934 (IAFF) to implement a Tuition Reimbursement Program into the current 2023-2024 Memorandum of Understanding (MOU) between the City and IAFF.

Effective August 7, 2024, the City and IAFF Local 1934 agree to add a new Section 14.3 to the current 2023-2024 MOU which states:

If the Association concurs with the foregoing, please sign and date the enclosed copies of this letter, return one copy to me, and keep the other copy for your records.

Sincerely,

Kari Kibler
Personnel Director

///

///
Packet Pg. 472
Attachment: DRAFT IAFF Side Letter Tuition Reimbursement (9.15(a)--Successor MOU with IAFF)

12519571.1 RE020-040

The Association concurs with the above:

__________________________________ __________________________ Ryan Nardo, IAFF President Date

c: City Council
Barry Tippin, City Manager
Jerrod Vanlandingham, Fire Chief
Packet Pg. 473
Attachment: DRAFT IAFF Side Letter Tuition Reimbursement (9.15(a)--Successor MOU with IAFF)

1 12519564.1 RE020-040

[Date], 2024

Ryan Nardo, President
International Association of Fire Fighters (IAFF), Local 1934 PO Box 991188
Redding, CA. 96099

RE: Side Letter of Agreement to Transition the Hazardous Materials Response Team (HMRT) to a California Office Of Emergency Services (CalOES) Hazardous Materials (HazMat) Unit upon approval by the City Council and CalOES.

Dear Ryan,

The purpose of this letter is to codify the agreement between the City of Redding (City) and the International Association of Firefighters, Local 1934 (IAFF) to transition the HRMT to a CalOES HazMat Unit effective upon approval by the City Council and CalOES on [insert date[GD1]].

Upon City Council and CalOES approval to provide a CalOES HazMat unit to the Redding Fire Department, the City and IAFF agree to modify the following sections of the 2023-2024 Memorandum of Understanding between the City and IAFF as follows:

8.8 Incentive Pay

The City will provide the following incentive pay up to maximum incentive pay cap of 12.5% for incentives in this section and Section 8.9 below:

Education incentives shall be added to the base pay of those employees who provide proof of qualification as follows:

PAY REQUIREMENTS

2.5% Bachelor of Arts or Science Degree or 120 semester units

2.5% Master of Arts or Science Degree

2.5% State Fire Marshal Fire Officer Certificate, or, State Fire Marshal Company Officer Certificate, or, at the time of application (for educational incentive) having Packet Pg. 474
Attachment: DRAFT IAFF Side Letter HMRT (9.15(a)--Successor MOU with IAFF)

2 12519564.1 RE020-040
attained the educational requirements for State Fire Marshal Company Officer Certificate

2.5% Certified Fire Inspector

2.5% Hazardous Materials Specialist (while assigned to Hazardous Materials Response Team following conversion of HMRT in Section 8.9 to CalOES HazMat Unit)

Employees must be in a paid status in order to receive education incentive pay. This section does not apply to the Full Time Limited Term (Apprentice Firefighter) classification.

8.9 Hazardous Materials Response Team (HMRT):

(a) Effective upon approval by the City and California Office of Emergency Services (CalOES) to provide a Hazardous Materials unit to the Redding Fire Department on [ insert date], the City agrees to increase the A maximum number of employees of twenty-five to thirty-three (2533) employees of the Redding Fire Department who will participate on the HMRT and receive an incentive pay in addition to base wage rate for being certified as a Hazardous Materials Technician (HMT) or Hazardous Materials Specialist (HMS) as defined in 29 C.F.R. § 1910.120 and the CCR Title 8, Section 5192. Failure to obtain HMS certification will result in removal from HMRT.

This section does not apply to the Full Time Limited Term (Apprentice Firefighter) classification.

(1) HMRT Members joining the City’s designated Hazardous Materials Response Team, will receive three percent (3%) for the first three (3) years on the TeamHMRT.

The three (3) years for current Team HMRT members is not cumulative with the exception of the time an employee filleds in for another employee who is was on industrial injury prior to the implementation of the CalOES Hazardous Materials unit. The incentive pay will increase to seven and one half percent (7 1/2%) when an employee has maintained their certification and served on the Team HMRT for three (3) consecutive prior years.

(2) Employees will be temporarily removed from the Team if they are unavailable or expected to be unavailable for response when called or unfit for duty for a period of at least sixty (60) days. Employees removed from the Team will not receive their stipend while they are off the team, unless they are on industrial injury leave. Employees removed from the HMRT will need to meet the requirements of the HMRT Hazardous Materials Response Team Policy in order to be placed back on the team. Management may choose to temporarily fill that vacancy with the next employee on the eligibility list, provided they meet the minimum requirements of HMRT. When an employee is temporarily removed from the Team, this does not create a vacant position on the Team.

(b) All employees participating in this incentive program understand that, at the discretion of the City, they may be assigned to participate in a hazardous materials response team as deemed appropriate by the City.

Packet Pg. 475
Attachment: DRAFT IAFF Side Letter HMRT (9.15(a)--Successor MOU with IAFF)

3 12519564.1 RE020-040

Should there be a vacancy vacant position on the Team, it will be filled from an eligibility list established by the Redding Fire Department. Positions on the list will be established in the following manner:

The HMRT eligibility list that existed at the time of approval of the CalOES Hazardous Materials Unit will remain in place and employees who become eligible to join the HMRT will be provided HMS training by CalOES as required to be on the HMRT. Once the current eligibility list is exhausted, future HMRT members will be added based on the department seniority list.

Employees will be placed on the eligibility list based on the order in which they apply after they have successfully completed the required training. Employees who complete training on the same date and apply within seven (7) calendar days of that date, will have their eligibility position determined by their Fire Department seniority date in accordance with Article 10.1 SENIORITY.

Employees are not required to maintain or refresh their certification to remain in their current position on the eligibility list.

In addition, employees who have completed the required training, but have had their certification lapse, may request to be placed on the eligibility list.

Employees will be given six (6) months to refresh their certification after receiving an offer from the Fire Department to join a Hazardous Material Response Team (HMRT). The cost to refresh their certification will be at the employee’s expense. The Fire Department agrees to allow eligible employees to attend HMRT monthly training, voluntarily and without wage compensation as a means of refreshing certification. This offer is contingent upon the HMRT Director’s willingness to allow their participation.

Eligible employees will not be placed on a HMRT until the Fire Department has received the appropriate certificate (HMT or HMS from CSTI or CSFMO).

(c) Employees assigned to the Team shall participate in ongoing training and education activities as required by the Team and as directed by the Department, which will allow employees to maintain training proficiency at the level of HMT or the required HMS certification.

The required training for the HMS certification will be provided by CalOES. Absences from training will be considered excused absences on a case -by-case basis by the Fire Chief . Employees not assigned to the City’s designated Team will be responsible for obtaining, on their own, training proficiency at the level of HMT or HMS. Employees must complete the recertification process on their own, prior to being placed on the Team.

(d) Workgroup leader assignments on the Team are voluntary. These duties may be accomplished on regular duty, however, they should not adversely affect normal duty Packet Pg. 476
Attachment: DRAFT IAFF Side Letter HMRT (9.15(a)--Successor MOU with IAFF)

4 12519564.1 RE020-040
assignments. If deemed necessary, the Battalion Chief may approve overtime to accomplish these duties.

(e) The City and the Union agree to meet and confer over potential conversion over HMRT to CalOES HazMat Unit pending City and CalOES approval, and subsequent operational policy requirements of HMRT team following the implementation of the CalOES Hazardous Materials unit to the Departmentsuch potential conversion.

It is also the intent of the City and IAFF through this side letter that the revisions to Section 8.9 of the MOU referenced above would also apply going forward to the successor 2025-2027 MOU between the City and IAFF.

If the Association concurs with the foregoing, please sign and date the enclosed copies of this letter, return one copy to me, and keep the other copy for your records.

Sincerely,

Kari Kibler
Personnel Director

The Association concurs with the above:

__________________________________ __________________________ Ryan Nardo, IAFF President Date

c: City Council
Barry Tippin, City Manager
Jerrod Vanlandingham, Fire Chief
Packet Pg. 477
Attachment: DRAFT IAFF Side Letter HMRT (9.15(a)--Successor MOU with IAFF)

12519219.1 RE020-040
[Date], 2024

Ryan Nardo, President
International Association of Fire Fighters (IAFF), Local 1934 PO Box 991188
Redding, CA. 96099

RE: Side Letter of Agreement Amending Section 20.22 of the MOU to Provide Pay Differential for Reimbursable Strike Team/Overhead Deployments

Dear Ryan,

The purpose of this letter is to codify the agreement between the City of Redding (City) and the International Association of Firefighters, Local 1934 (IAFF) to modify section 20.22 of the current 2023- 2024 Memorandum of Understanding (MOU) between the City and IAFF to provide a ten percent (10%) pay differential for reimbursable strike/team overhead deployments effective August 18, 2024.

The City and IAFF Local 1934 agree to modify section 20.22 of the MOU as follows:

20.22 It is agreed that all fire personnel, regardless of rank, with the exception of probationary Fire Fighters, will be allowed to participate in Fire Assignments outside the City provided they have the appropriate training and qualifications under the terms of the Overhead Fire Assignment procedure. Management will establish an availability list of qualified employees to be ordered by outside agencies for these assignments that will provide for rotation to allow all employees an equitable opportunity to participate. In addition, qualified members on the list can be requested by an outside agency, regardless of their position on the list. Probationary Fire Fighters will be able to participate in strike team assignments as part of an Engine company.

///

Packet Pg. 478
Attachment: DRAFT IAFF Side Letter 10% differential pay - strike team - deployments (9.15(a)--Successor MOU with IAFF)

12519219.1 RE020-040
If the Association concurs with the foregoing, please sign and date the enclosed copies of this letter, return one copy to me, and keep the other copy for your records.

Sincerely,

Kari Kibler
Personnel Director

The Association concurs with the above:

__________________________________ __________________________ Ryan Nardo, IAFF President Date

c: City Council
Barry Tippin, City Manager
Jerrod Vanlandingham, Fire Chief
Packet Pg. 479
Attachment: DRAFT IAFF Side Letter 10% differential pay - strike team - deployments (9.15(a)--Successor MOU with IAFF)

12538138.1 RE020-040
[Date], 2024

Ron Copeland, Labor Relations Representative
UPEC – Redding Fire Management Unit
1800 Park Marina Drive
Redding, CA. 96011

RE: Side Letter of Agreement Adding Section 10.9 of the MOU to Provide Pay Differential for Reimbursable Strike Team/Overhead Deployments

Dear Ron,

The purpose of this letter is to codify the agreement between the City of Redding (City) and the UPEC – Redding Fire Management Unit (UPEC) to add a new Section 10.9 to the current 2023-2026 Memorandum of Understanding (MOU) between the City and UPEC to provide a ten percent (10%) pay differential for reimbursable strike/team overhead deployments effective August 18, 2024.

The City and UPEC agree to add a new Section 10.3 of the MOU as follows:

10.9 Strike Team/Overhead Deployment Differential. Employees assigned to a reimbursable strike team/overhead deployment (Line EMT, PIO, Overhead or other recognized positions) shall receive a ten percent (10%) differential for any reimbursable strike team/overhead incident. The pay differential shall apply from the time of deployment to the employee's return from the deployment (i.e., portal to portal). “Portal to portal” shall be defined as beginning at the time of dispatch to the return to jurisdiction when equipment and personnel are in service and available for City response.

If the Union concurs with the foregoing, please sign and date the enclosed copies of this letter, return one copy to me, and keep the other copy for your records.

Sincerely,

Kari Kibler
Personnel Director

Packet Pg. 480
Attachment: DRAFT UPEC-RFMU Side Letter 10% differential pay - strike team- deployment (9.15(a)--Successor MOU with IAFF)

12538138.1 RE020-040
The Union concurs with the above:

______________________________________ __________________________ Ron Copeland, Labor Relations Representative Date

c: City Council
Barry Tippin, City Manager
Jerrod Vanlandingham, Fire Chief
Packet Pg. 481
Attachment: DRAFT UPEC-RFMU Side Letter 10% differential pay - strike team- deployment (9.15(a)--Successor MOU with IAFF)

1 12538193.2 RE020-040

[Date], 2024

Ron Copeland, Labor Relations Representative
UPEC – Redding Fire Management Unit
1800 Park Marina Drive
Redding, CA. 96011

Dear Ron,

The purpose of this letter is to codify the agreement between the City of Redding (City) and the UPEC – Redding Fire Management Unit (UPEC) to transition the HRMT to a CalOES HazMat Unit effective upon approval by the City Council and CalOES on [insert date[GD1]].

Upon City Council and CalOES approval to provide a CalOES HazMat unit to the Redding Fire Department, the City and UPEC agree to modify the following sections of the 2023-2026 Memorandum of Understanding between the City and UPEC as follows:

10.5 The City will provide Fire Management employees the following incentive pay education incentive levels will be additive Depending on the number of levels of educational achievement and professional certifications obtained, employees may earn up to a total maximum incentive pay of

12.5%....

B. Professional Certificate/Specialty Assignment Incentive. Professional Certificate/Specialty Assignment Incentive shall be paid to those employees who qualify as follows and be included in the regular rate of pay.

PAY REQUIREMENTS
Office of the State Fire Marshall (OSFM) Certificate or Specialty Assignment

2.5% Fire Officer Certificate or Company Officer Certification Packet Pg. 482
Attachment: DRAFT UPEC-RFMU Side Letter HMRT (9.15(a)--Successor MOU with IAFF)

2 12538193.2 RE020-040

2.5% Chief Officer Certificate or Chief Fire Officer Certification or Fire Marshal Certification

2.5% Executive Fire Officer Certificate or National Fire Academy Executive Fire Officer Certification

2.5% Inspector II Certification and Plans Examiner Certification

2.5% Fire Investigator Certification
5% HMRT

2.5% HAZMAT Team Leader (as designated by HMRT – limited to one unit member)

2.5% HAZMAT Incident Commander, Emergency Management Specialist, Damage Inspection Manager or Strike Team Leader (5% maximum from these items)

2.5% Hazardous Materials Specialist (while assigned to HMRT following conversion of HMRT in Section 10.10 to CalOES HazMat Unit)

C. CalOES HazMat Unit Reopener. The City and the Union agree to meet and confer over potential conversion over HMRT to CalOES HazMat Unit pending City and CalOES approval, and subsequent requirements of HMRT team following such potential conversion.

10.10 Hazardous Materials Response Team (HMRT)
(a) Effective upon approval by the City and California Office of Emergency Services (CalOES) to provide a Hazardous Materials unit to the Redding Fire Department on [insert date], unit employees of the Redding Fire Department who are assigned on the HMRT will be required to be certified as a Hazardous Materials Specialist (HMS) as defined in 29 C.F.R. § 1910.120 and the CCR Title 8, Section 5192. Failure to obtain HMS certification will result in removal from HMRT. (b) All employees participating in this incentive program understand that, at the discretion of the City, they may be assigned to participate in a hazardous materials response team as deemed appropriate by the City.
(c) Employees assigned to the HMRT shall participate in ongoing training and education activities as required by the HMRT and as directed by the Department, which will allow employees to maintain training proficiency at the level of the required HMS certification. The required training for the HMS certification will be provided by CalOES. Absences from training will be considered excused absences on a case-by-case basis by the Fire Chief ///
///
///
///
Packet Pg. 483
Attachment: DRAFT UPEC-RFMU Side Letter HMRT (9.15(a)--Successor MOU with IAFF)

3 12538193.2 RE020-040
If the Union concurs with the foregoing, please sign and date the enclosed copies of this letter, return one copy to me, and keep the other copy for your records.

Sincerely,

Kari Kibler
Personnel Director

The Union concurs with the above:

______________________________________ __________________________ Ron Copeland, Labor Relations Representative Date

c: City Council
Barry Tippin, City Manager
Jerrod Vanlandingham, Fire Chief
Packet Pg. 484
Attachment: DRAFT UPEC-RFMU Side Letter HMRT (9.15(a)--Successor MOU with IAFF)

Redding City CouncilAugust 7, 2024

Redding City Council
August 7, 2024