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9.3 Sick Leave
9.3.1 Each employee shall accrue sick leave in the amount of fifteen (15) hours per month of service. Sick leave is payable only in the case of illness or injury in accordance with California Kin Care law as listed in 9.3.5. Employees shall have sick leave charged against their sick leave accumulation on an hour for hour basis.
9.3.2 The maximum accumulation of unused sick leave is 1,500 hours (125 days or 62.5 twenty-four hour shifts). Sick leave accumulated in any calendar year in excess of 1,500 hours shall be paid at the rate of 50% of such excess. The balance of such unused sick leave is lost and the sick leave accrual is reduced to 125 days (or 62.5 twenty-four hour shifts) (1,500 hours) at January 1 of each year.
9.3.3 Fire Department personnel assigned to 24-hour duty that leave work due to non-work related illness or injury must remain off work for the remainder of their shift with the exception of a documented medical appointment for the employee upon approval of the Chief.
9.3.4 Fire Department personnel on 24-hour duty may not schedule nonwork related medical or dental appointments on work time unless it is demonstrated to the satisfaction of the Chief that the appointment is to treat an emergency or that it could not be scheduled off duty.
9.3.5 In accordance with California “Kin Care” law, in the event of an illness in the immediate family, an employee shall be granted accrued sick leave not to exceed one-half of the annual sick leave accrual by the employee. For the purpose of this section, immediate family shall include parents, spouses, domestic partners, and include biological, foster, adopted, step or legal guardian relationships and a “child” also includes the child of a domestic partner. Where unusually close ties exist, the department may determine other relationships to be included in the definition on a case by case basis.
10.0 RETIREMENT
10.1 Tier 1: Retirement Plan for Employees hired on or before June 30, 2011 The City shall provide the following California Public Employees’ Retirement System (“CalPERS”) retirement plan for employees hired on or before June 30, 2011:
(a) 3% at 50 formula
(b) Final compensation based on the single highest year (c) 1959 Survivor Benefits with 25% increase
(d) Government Code 21222.1 funded to May 31, 1983
(e) Government Code 21222.2
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(f) Military service credit
(g) Credit for Unused Sick Leave Option
10.2 Tier 2: Retirement Plan Employees hired on or after July 1, 2011 The City shall provide the following CalPERS retirement plan for employees hired between July 1, 2011 and December 31, 2012 and for Classic members as defined in the California Public Employees' Pension Reform Act of 2013 (PEPRA) and CalPERS guidance, hired after July 1, 2011 the retirement formula shall be:
(a) 3% at 55 formula
(b) Final compensation based the average of the highest wages earned in any consecutive 3-year period
(c) 1959 Survivor Benefits with 25% increase
(d) Employee paid additional Military service credit
(e) Credit for Unused Sick Leave Option
TIER 3: For new employees hired on or after January 1, 2013, the defined benefit retirement formula for all “new employees” in the Public Safety member classification, as defined in the California Public Employees’ Pension Reform Act of 2013 (PEPRA) and CalPERS guidance, is:
(a) 2.7% at 57 formula
(b) final compensation based on the average of the highest wages earned in any consecutive 3-year period.
(c) 1959 Survivor Benefits with 25% increase
(d) Employee paid additional Military service credit
(e) Credit for Unused Sick Leave Option
10.3 Retirement Tax Deferment
The City shall maintain the IRS Section 414h(2) provision allowing employees to make the employee retirement contributions with pretax (tax deferred) dollars.
10.4 CalPERS Employee Contributions
Tier 1 and 2: Employees in the Tier 1 and Tier 2 CalPERS retirement plans shall
Contribute 9% toward the cost of their retirement plan. Effective as soon as administratively possible after ratification by the Union and approval by the City Council, employees will contribute an additional 3% toward the employer cost of their retirement plan, for a total contribution of 12%.
Tier 3: In accordance with PEPRA, the City may not “pick up” any portion of the required member contributions of employees who meet PEPRA’s “new” member definition (Tier 3 employees). All Docusign Envelope ID: 2FD46FAA-C57E-472E-ACF7-2FD3564591D6 Exhibit A
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employees in the Tier 3 retirement plan shall pay 12% or one half of the normal cost of the benefit, whichever is greater. If one half of the normal cost of the Tier 3 benefit increases, the Tier 3 employees’ retirement contribution shall also immediately increase by the same amount so that at all times these employees are paying at least half the normal cost of their retirement benefit as required by PEPRA. If one half of the normal cost of the Tier 3 decreases, the Tier 3 employees’ retirement contribution shall remain at 12% and any difference between 12% and half the normal cost shall be considered an employee “pick up” of the employer contribution.
11.0 MANAGEMENT RIGHTS
All City rights, under state law and charter, shall remain vested with the City, unless expressly abridged by this M.O.U. These rights include but are not limited to:
• the exclusive right to determine the mission of its constituent departments, commissions, boards;
• set standards and levels of service;
• determine the procedures and standards of selection for employment and promotions; subject to meet and confer requirements on changing promotional standards;
• direct its employees;
• establish and enforce dress and grooming standards;
• determine the methods and means to relieve its employees from duty because of lack of work or other lawful reasons;
• maintain the efficiency of governmental operations;
• determine the methods, means and numbers and kinds of personnel by which government operations are to be conducted;
• determine the content and intent of job classifications; • determine methods of financing;
• determine style and/or types of City-issued wearing apparel, equipment or technology to be used;
• determine and/or change the facilities, methods, technology, means, organizational structure and size and composition of the work force and allocate and assign work by which the City operations are to be conducted;
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• determine and change the number of locations, relocations and types of operations, processes and materials to be used in carrying out all City functions including, but not limited to, the right to contract for or subcontract any work or operations of the City;
• to assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice;
• establish and modify productivity and performance programs and standards;
• discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees in accordance with applicable law;
• establish employee performance standards including, but not limited to, quality and quantity standards, and to require compliance therewith; • take all necessary actions to carry out its mission in emergencies; and • exercise complete control and discretion over its organization and the technology of performing its work.
12.0 UNION MEMBERSHIP
The City and Union agree:
1. The City will provide the Union the name, job title, department, work location, work and personal telephone number, home address, and personal email address of all new hires covered by this Agreement within 30 days of hire or by the first pay period of the month following the hire.
2. The City will provide the Union with an updated list of all Employees covered by this Agreement which will include the information listed in paragraph 1 above on a quarterly basis.
3. The City and the Union shall offer each new employee an opportunity, within thirty (30) days of employment, to attend a paid one half (1/2) hour orientation meeting joined to the lunch hour with two (2) Union designated officers who will provide a copy of the current Memorandum of Understanding and other relevant material and information. The Union and Fire Department management shall schedule the meeting at a mutually agreeable time.
4. Employees seeking to begin or cancel Union Dues deductions must do so through the Union. The Union shall notify the City of the amount of membership dues to be deducted from each employee’s payroll and forwarded to the Union. If there is an employee dispute regarding the authorization of such dues, the Union shall provide the City with a copy of the individual authorization from upon the City’s request.
5. The Union will indemnify and hold the City harmless from any and all liability arising out of the implementation and administration of these provision.
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The Union agrees to adhere to all statutory and judicial requirements, and to maintain an appropriate complaint procedure.
13.0 EMPLOYEE RIGHTS
Employees shall retain their rights as specified by State and Federal law, including but not limited to Section 3500 et. seq. of the State of California Government Code.
Should the City wish to make any changes on matters within the scope of representation, including job descriptions, personnel rules, grievance procedures, basic shift scheduling patterns, etc. during the term of this Agreement, it shall first provide reasonable notice and the opportunity to meet and confer to Local 1272.
14.0 PEACEFUL PERFORMANCE
During the life of this Agreement, Unit employees shall not engage in any work stoppages, strikes, slow-downs, or boycott picketing. No lock-outs shall be made by the City.
In the event that any employee covered by this Agreement, individually or collectively, violates the provisions of this section, Local 1272 shall make a good faith effort to stop such violations of this section.
15.0 MISCELLANEOUS
15.1 Professionalism Statement
All Firefighters shall be expected to perform work as assigned by the Fire Chief or his/her designated representative in connection with or related to firefighting, its equipment, apparatus and attendant facilities; fire prevention duties; station housekeeping, maintenance and repair; and, such other duties which are reasonably related to the above.
15.2 No Smoking for New Employees
All employees hired prior to June 30, 2003 shall be required not to smoke or use any tobacco products while on duty and all employees hired after June 30, 2003 shall be required not to smoke or use any tobacco products while on or off duty by reason of the Surgeon General's warning that smoking is hazardous to a person's health, and that heart and lung disease is considered "presumptive" job related injuries for fire service personnel. All new employees hired after June 30, 2003 shall be so informed and sign an agreement as follows:
"While on-duty or off-duty I will not smoke any tobacco substance. I understand that failure to comply with this requirement will lead to progressive disciplinary action and possible termination.
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I fully understand the agreement and will abide by the requirements established herein.
____________________________________
Employee Signature
_________________________
Dated
15.3 Residency Requirement
As a condition of employment, all Safety Employees hired by the Watsonville Fire Department after July 1, 1987, shall, within six (6) months of date of hire, establish a bona-fide residence and reside within a reasonable distance from the Watsonville Fire Department. Reasonable distance shall mean four (4) hours driving time from the nearest Fire Station, with the employee driving at posted speed limits.
The re-call policy shall also require four (4) hour response time.
15.4 Layoff
Prior to any subcontracting of Unit work which would result in the layoff of Unit personnel, the City shall provide reasonable notice to Local 1272 and, upon request, meet and confer prior to the effective date of any layoff.
City Rule 14, Layoff Policy and Procedure, Section 6, shall be modified for the employees in this bargaining unit to read as follows:
The order of layoff shall be as follows:
1. Temporary Employees assigned to platoon duties
2. Newly hired Probationary Employees
3. Permanent employees in inverse order of seniority based on hire date within the Fire Department, regardless of rank.
Notice to Local 1272 and employees regarding layoff:
When the City determines that it must implement a reduction in the work force, the City shall provide thirty-five (35) days advance written notice to Local 1272 and thirty (30) days advance written notice to the employee prior to the effective date of the layoff. The notice of lay-off shall contain the following:
1. Reason for the lay-off
2. Effective date of the lay-off
3. Conditions governing re-employment
4. Information regarding applying for unemployment insurance.
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15.5 Light Duty-Illness/Injury Report
A. Reporting of initial injury or illness: The following is the Worker’s Compensation policy applicable for job related illnesses or injury:
1. An employee receiving a job related injury or illness must immediately report the incident/injury to his/her Supervisor.
2. The Supervisor must complete the City of Watsonville Incident Report and initiate Examination and/or Treatment Authorization form.
3. If medical treatment is necessary, the employee must submit the Examination and/or Treatment Authorization form to the attending physician for completion. Each return visit requires that the form be filled out.
4. The City Physician, shall be used for all non-emergency related injuries, unless the employee has designated (and filed with the Human Resources Department in writing) his/her personal physician prior to an accident.
5. Life threatening or serious injuries shall be treated by the most appropriate emergency medical facility without delay. Call 911 for fire and ambulance response. As soon as practical, the Supervisor will make sure the proper forms are completed as described above.
6. The physician will determine after examining the employee and applicable job description if the employee is:
(1) Able to return to full duty.
(2) Able to return to modified or light duty.
(3) Unable to return to regular or modified work and a
possible date of return.
7. The employee must return the Examination form (identified in Section A.2 above) to his/her Supervisor. If the employee is disabled, the Supervisor will attain the treatment form and personally notify the Department Head and the Human
Resources Department of the employee’s status as soon as possible after examination by the physician.
8. The Supervisor will be responsible for keeping close attention to the employee’s injury status and ability to return to work.
Communication between the Department Head and the
Human Resources Department will serve to insure the
employee receives all appropriate medical treatment, receives all benefits under Workers’ Compensation Law and the City’s Docusign Envelope ID: 2FD46FAA-C57E-472E-ACF7-2FD3564591D6 Exhibit A
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rules and is able to return to full duty as soon as is medically possible and appropriate.
B. Light Duty: If the physician’s report indicates that the employee can return to work in a modified or light duty fashion, the following guidelines will apply.
1. The assigned work will emphasize duties that allow for quick and effective recuperation, prevent deterioration of work skills, result in productive and necessary job related light duty tasks to be performed, and the least amount of time lost to industrial accidents.
2. The Department Head will make a good faith effort to find an appropriate light duty work plan that meets the objective identified in the above-section. If no light duty work is available, the Human Resources Department will be
contacted. The Department Head and the Human Resources
Department will coordinate light duty assignments that other departments may have that will meet the objectives identified in Section B.1 above. In the event that the City determines that no light duty assignment is available, the employee will be placed on temporary disability or 4850 pay, if available.
3. If the employee is injured off duty and wants to return to light duty, the Department Head will determine if appropriate work is available. All other aspects of this procedure (i.e. doctor release) will be applicable when handling a non-work related injury. Priority shall be given to job-related injuries in assigning light duty, however. In the event that the City determines that no light duty assignment is available once the employee has exhausted all paid leave the employee shall apply for a medical leave of absence.
4. The City will determine the work schedule of light duty personnel. Light duty status will commence as soon as
practical after the City has evaluated and accepted the physician’s release and has identified an available light duty assignment. Employees on light duty shall not be eligible for premium pay under section 7.8 if working a forty-hour work week.
C. Fire Department Shift Personnel temporarily working forty (40) hour light duty schedules shall have time off charged/earned as follows:
1. Fire Department shift personnel on light duty and the Department will review any scheduled vacation that may
occur during a proposed light duty assignment at the time that the assignment is considered. Vacation hours accumulated on shift duty may be taken hour per hour when on light duty status. No Firefighter will be forced to take a light duty Docusign Envelope ID: 2FD46FAA-C57E-472E-ACF7-2FD3564591D6 Exhibit A
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assignment that will result in the loss of a pre-scheduled vacation.
2. Fire Department shift personnel on light duty will continue to earn vacation hours as if they were still on platoon duty until such time as it is determined that the employee will no longer be able to return to shift work.
3. Sick leave shall be charged at the rate of hour for hour.
4. Employees assigned to a 40-hour work for modified duty will have the choice to work on the holiday and receive regular straight-time pay or utilize accrued leave in order to have the day off. On a case-by-case basis, the Fire Chief may consider a flexible schedule as an alternative.
5. Paid time off shall be earned at fifty-six (56) hour rates.
D. Return to regular work: The employee must furnish the Supervisor with a release form from the attending physician stating that the employee can return to regular work duty. The Supervisor must submit copies to Payroll and the Human Resources Department. The “injury status report” portion of the Examination and/or Treatment Authorization form will suffice as a release form when properly completed by the attending physician.
15.6 Promotional Process
For Promotions to positions within the representation unit, the Department will make reasonable efforts to make promotion process information available to unit members at the time of posting but no later than within fortyfive (45) days prior to the test date. Any promoted employee who fails probation shall be demoted to his/her former position unless he or she has been terminated for cause from the promotional position.
15.7 Mandatory Training
All mandatory off-duty training and mandatory meetings shall be paid at overtime.
16.0 COMPULSORY ARBITRATION FOR CITY OF WATSONVILLE FIRE
DEPARTMENT EMPLOYEE DISPUTES
The City Charter section 1007 details a process for resolving disputes or controversies pertaining to wages, hours or terms and conditions of employment which remain unresolved after good faith negotiations between the City and the Watsonville Fire Department employee organization. A copy of City Charter section 1007 is attached to this MOU for reference.
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17.0 SHIFT AND VACATION BIDS
Members shall bid shift and station/apparatus assignments every two years by seniority in rank. Picks shall be conducted in the month of November and changes shall be completed by January 30 of the following year. Once the shift bid is complete it shall be submitted to the Fire Chief for approval. The Fire Chief can change shift/station assignments for operational effectiveness of the Department.
Vacation picks for each shift shall be by department seniority and shall be completed by February 15th.
Ties in rank seniority shall be resolved by seniority within the Watsonville Fire Department.
The Fire Chief may establish the minimum number of Hazmat Technicians required to bid on each shift during the shift bid process. The Fire Chief may require up to two Haz-Mat Technicians bid on each shift by seniority in rank. At no time shall the Fire Chief require more than two Hazmat Technicians be permanently assigned per shift. In the event there are changes to SCHMIT operations within the county and the need for an increase in Haz-Mat Technicians arises, the parties agree to meet and confer on this item.
18.0 SHIFT TRADES
The shift trade shall occur in accordance with the Department policy 2103.
19.0 SCHEDULE
1. Except in declared emergencies, the Fire Department platoon duty shall remain on a 48/96 shift schedule. This is a three-platoon system in which employees work two consecutive twenty-four (24) hour shifts for a total of forty-eight (48) hours, and have ninety-six (96) consecutive hours off. A typical work period is as follows:
X= Work Day and O = Day Off: XXOOOOXXOOOOXXOOOO and so on.
2. A shift is defined as consisting of 24 hours.
3. In the event a shift is scheduled to work both December 24th and December 25th of the same year, the shift assigned to work on December 23rd will be reassigned to work on December 24th. The shift originally scheduled to work December 24th will be reassigned to work on December 23rd. This change of assignment will be made administratively in January upon recognizing the scheduled holiday for the end of the year. This reassignment is not negotiable, but will remain subject to shift trades in order to allow employees to trade work schedules if desired in accordance with current policies.
4. The FLSA work schedule is 182 hours based on a 24-day cycle. Both parties accept the City’s declaration of a 7-k exemption and agree to incorporate FLSA mandated overtime compensation for employees covered by the MOU.
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20.0 REOPENERS
In the event that the City determines that layoffs or non disciplinary involuntary reduction in rank will be implemented during the term of this Agreement, both parties agree to re-open the MOU immediately upon notice by other party on the subject of economic concessions. Nothing in this section shall change or alter any provision of the City’s Management Right as stated in section 11.0 of this Memorandum of Understanding.
21.0 401 (A)(H) DEFERRED COMPENSATION PLAN
1. The City offers a 401 (a)(h) deferred compensation plan to all bargaining unit employees. Employees on the payroll as of May 1, 1997, had a one-time opportunity to elect participation. Participation in the plan is mandatory for all bargaining unit employees hired after May 1, 1997.
2. The City and Union have selected the third party administrator and will retain the right to meet and confer on any changes in the third party administrator during the life of the 401(a)(h) plan.
3. Contributions shall be made to the plan for all employees electing participation per section 2 above. Contributions shall also be made to the plan for all employees hired after May 1, 1997; commencing with their third year of employment.
Annual contributions shall be equal to 72 hours of sick leave for employees with a balance in their sick leave account of at least 360 hours at the end of the first full pay period in December, which the City shall transmit to the third-party administrator prior to January 1 for the preceding year.
If the employee’s sick leave balance falls below 360 hours by the first full pay period after December 1st, then the 72-hour credit shall not be applied for that year.
4. All disputes arising from the application of the 401(a)(h) plan shall be subject to final and binding arbitration.
22.0 GRIEVANCE PROCEDURE
The City and Local 1272 agree to establish a grievance procedure as follows:
1. Definition: A grievance is any complaint or dispute regarding the application or interpretation of this Memorandum of Understanding, rules, regulations, policies, or procedures relating to wages, hours, or other conditions of employment.
2. Any non-probationary employee represented by the Union may file and process a grievance. Such aggrieved employees may be represented by the union or may represent themselves in preparing and presenting their grievance at any level of review. The Union may file a grievance on behalf Docusign Envelope ID: 2FD46FAA-C57E-472E-ACF7-2FD3564591D6 Exhibit A
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of an employee or when a union right not directly related to an individual employee becomes a dispute.
3. Written Grievances shall be submitted on forms which are mutually agreeable to the City and the Union. The employee or the Union shall deliver a copy of a written grievance to the Human Resources Department.
4. The time limits specified in this section may be extended by mutual agreement in writing by the aggrieved employee or the Union and by the reviewer concerned. Should a decision not be rendered within a stipulated time limit, the aggrieved employee may immediately appeal to the next step.
5. The grievance procedures steps are set forth in the paragraphs that follows.
If a grievance is related to a promotional process to positions within the representation unit, Step I shall begin at Step III to the Fire Chief, and, if not resolved at Step III, the grievance may be appealed to Step IV. a. Step I. The aggrieved employee or the Union will first attempt to resolve the grievance through informal discussions with the immediate supervisor by the end of the seventh calendar day following the discovery of the incident upon which the grievance is based. Every attempt will be made to settle the issue at this level.
b. Step II. If the grievance is not resolved through informal discussion, it may be submitted in writing to the Division Chief (Fire Chief for Captain grievances) within seven calendar days of the informal discussion. This time period may be extended if both parties mutually agree. The Division Chief will have seven calendar days from the receipt of the grievance to review and prepare a written response. If the grievance is denied, the response shall contain reasons therefore.
c. Step III. If the grievance is not resolved in Step II, it may be submitted in writing to the Fire Chief within seven calendar days of receipt of the Division Chief’s (or the Chief’s) written response. The Fire Chief will have seven calendar days from receipt of the grievance to review the matter and prepare a written response. If the grievance is denied, the response shall contain the reasons therefore.
d. Step IV. If the grievance is not resolved in Step III, the aggrieved employee or the Union may submit the grievance to the City Manager or to binding grievance arbitration for final determination. All Step IV appeals must be filed in writing at the Human Resources Department Office within seven working days of receipt of the Fire Chief’s response under Step III. All hearings before the City Manager shall be pursuant to the City of Watsonville’s Personnel Rules and Regulations. e. In the event the aggrieved employee or the Union decides to proceed to arbitration, he/she, if acting without Union representation, or the Union, if acting on behalf of an employee or its members, shall select jointly with the Director of Human Resources, an arbitrator. If the parties are unable to agree on an arbitrator, they shall jointly request a panel of five qualified Docusign Envelope ID: 2FD46FAA-C57E-472E-ACF7-2FD3564591D6 Exhibit A
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and experienced arbitrators from the State Mediation and Conciliation Service. Upon receipt of the list of arbitrators, the names shall be alternately struck until one name remains who shall serve as arbitrator.
The arbitrator shall be jointly contacted by the parties.
The arbitrator shall have jurisdiction and authority to interpret, apply, or determine compliance with the provisions of the Memorandum of Understanding and such Personnel System rules, regulations, policies, procedures, City ordinances, or resolutions or City Charter provisions relating to terms or conditions of employment, wages, or fringe benefits, as may hereafter be in effect in the City insofar as may be necessary to the determination of grievances appealed to the arbitrator. The arbitrator shall be without power to make any decision contrary to, or inconsistent with or modifying in any way, the terms of this Memorandum of Understanding. The arbitrator shall be without authority to require the City to delegate or relinquish any powers which by State law or City Charter the City cannot delegate or relinquish. Copies of the arbitrator’s decision shall be submitted to the City, the Union, and/or the aggrieved employee. The arbitrator, court reporter and other arbitration costs relating to the arbitration procedures shall be shared equally by the City, the Union, or the aggrieved employee in the event such employee is not represented by the Union. Each party shall bear its own costs as determined by the arbitrator.
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23.0 ENACTMENT
This agreement shall become effective upon ratification by the City Council of the City of Watsonville, and shall remain in full force and effect until June 30, 2028, or until a new agreement has been executed. The City and Association will begin bargaining for a successor MOU no later than March, 2028.
The MOU and all of its provisions shall govern all terms and conditions of employment until a successor MOU is executed.
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, LOCAL 1272
Date: _____________ ____________________________________ President
____________________________________
CITY OF WATSONVILLE
Date: _____________ ____________________________________ Tamara Vides, City Manager
Date: _____________ ____________________________________ City Attorney
Date: _____________ ____________________________________ City Clerk
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Exhibit A
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INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 1272
MOU
APPENDIX A – SALARIES
Due to time constraints, this current appendix will be replaced by December 31,2025. The replacement appendix will reflect the step adjustments as agreed upon.
FISCAL YEAR 2019-2020 FISCAL YEAR 2020-2021*
GRADE POSITION STEP
MONTLHY
RATE GRADE POSITION STEP
MONTLHY
RATE
6001 FIRE CAPTAIN 0 7,159.27 6001 FIRE CAPTAIN 0 7,374.05 6001 FIRE CAPTAIN 1 7,517.23 6001 FIRE CAPTAIN 1 7,742.75 6001 FIRE CAPTAIN 2 7,893.10 6001 FIRE CAPTAIN 2 8,129.89 6001 FIRE CAPTAIN 3 8,287.76 6001 FIRE CAPTAIN 3 8,536.39 6001 FIRE CAPTAIN 4 8,702.16 6001 FIRE CAPTAIN 4 8,963.22 6001 FIRE CAPTAIN 5 9,137.25 6001 FIRE CAPTAIN 5 9,411.36 6001 FIRE CAPTAIN 6 9,594.11 6001 FIRE CAPTAIN 6 9,881.93
GRADE POSITION STEP
MONTLHY
RATE GRADE POSITION STEP
MONTLHY
RATE
6006 FIRE CAPTAIN-40 0 7,161.88 6006 FIRE CAPTAIN-40 0 7,376.73 6006 FIRE CAPTAIN-40 1 7,519.98 6006 FIRE CAPTAIN-40 1 7,745.58 6006 FIRE CAPTAIN-40 2 7,895.98 6006 FIRE CAPTAIN-40 2 8,132.86 6006 FIRE CAPTAIN-40 3 8,290.77 6006 FIRE CAPTAIN-40 3 8,539.50 6006 FIRE CAPTAIN-40 4 8,705.31 6006 FIRE CAPTAIN-40 4 8,966.47 6006 FIRE CAPTAIN-40 5 9,140.58 6006 FIRE CAPTAIN-40 5 9,414.79 6006 FIRE CAPTAIN-40 6 9,597.50 6006 FIRE CAPTAIN-40 6 9,885.53
GRADE POSITION STEP
MONTLHY
RATE GRADE POSITION STEP
MONTLHY
RATE
6002 FIRE ENGINEER 0 6,399.64 6002 FIRE ENGINEER 0 6,591.63 6002 FIRE ENGINEER 1 6,719.61 6002 FIRE ENGINEER 1 6,921.20 6002 FIRE ENGINEER 2 7,055.58 6002 FIRE ENGINEER 2 7,267.24 6002 FIRE ENGINEER 3 7,408.38 6002 FIRE ENGINEER 3 7,630.63 6002 FIRE ENGINEER 4 7,778.81 6002 FIRE ENGINEER 4 8,012.17 6002 FIRE ENGINEER 5 8,167.73 6002 FIRE ENGINEER 5 8,412.76 6002 FIRE ENGINEER 6 8,576.12 6002 FIRE ENGINEER 6 8,833.41
GRADE POSITION STEP
MONTLHY
RATE GRADE POSITION STEP
MONTLHY
RATE
6003 FIREFIGHTER 0 5,814.12 6003 FIREFIGHTER 0 5,988.54 6003 FIREFIGHTER 1 6,104.82 6003 FIREFIGHTER 1 6,287.97 6003 FIREFIGHTER 2 6,410.06 6003 FIREFIGHTER 2 6,602.36 6003 FIREFIGHTER 3 6,730.56 6003 FIREFIGHTER 3 6,932.47 6003 FIREFIGHTER 4 7,067.08 6003 FIREFIGHTER 4 7,279.09 6003 FIREFIGHTER 5 7,420.47 6003 FIREFIGHTER 5 7,643.08 6003 FIREFIGHTER 6 7,791.49 6003 FIREFIGHTER 6 8,025.23 Docusign Envelope ID: 2FD46FAA-C57E-472E-ACF7-2FD3564591D6 Exhibit A
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GRADE POSITION STEP
MONTLHY
RATE GRADE POSITION STEP
MONTLHY
RATE
6004 FF -40 0 5,816.24 6004 FF -40 0 5,990.73
6004 FF -40 1 6,107.03 6004 FF -40 1 6,290.24
6004 FF -40 2 6,412.38 6004 FF -40 2 6,604.75
6004 FF -40 3 6,733.00 6004 FF -40 3 6,934.99
6004 FF -40 4 7,069.66 6004 FF -40 4 7,281.75
6004 FF -40 5 7,423.13 6004 FF -40 5 7,645.82
6004 FF -40 6 7,794.30 6004 FF -40 6 8,028.13
GRADE POSITION STEP
MONTLHY
RATE GRADE POSITION STEP
MONTLHY
RATE
6005 FIRE INSPECTOR 0 5,455.84 6005 FIRE INSPECTOR 0 5,619.52 6005 FIRE INSPECTOR 1 5,782.62 6005 FIRE INSPECTOR 1 5,900.48 6005 FIRE INSPECTOR 2 6,015.06 6005 FIRE INSPECTOR 2 6,195.51 6005 FIRE INSPECTOR 3 6,315.81 6005 FIRE INSPECTOR 3 6,505.29 6005 FIRE INSPECTOR 4 6,631.60 6005 FIRE INSPECTOR 4 6,830.55 6005 FIRE INSPECTOR 5 6,963.19 6005 FIRE INSPECTOR 5 7,172.09 6005 FIRE INSPECTOR 6 7,311.33 6005 FIRE INSPECTOR 6 7,530.67 * Estimated, may change slightly due to rounding.
Docusign Envelope ID: 2FD46FAA-C57E-472E-ACF7-2FD3564591D6 Exhibit A
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INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 1272 MOU APPENDIX B – UNIFORM AND PROTECTIVE CLOTHING
1. The City shall provide and maintain all personal protective clothing for Structural Fire Fighting, Wildland Fire Fighting, and Medical Emergency. The equipment provided by the City is listed below:
Structural Fire Fighting Wildland Fire Fighting
Fire Helmet Wildland Helmet
Turnout Pants Wildland Coat
Turncoat Wildland Pants
Bunker Boots (Leather) Wildland Boots
Gloves Wildland Gloves
Nomex Hood Goggles
Suspenders Fire Respiratory Masks and Hood
Hose/Ladder strap Equipment Bag
Pass Device Flashlight
Flashlight
Goggles
Medical Emergency
EMS Jackets
Safety Glasses
2. The City will provide and maintain (except cleaning) the following Station Work Uniforms and Equipment items for new employees for the first year as listed below:
Station Work Uniform
Nomex Shirts (2)
Nomex Pants (2 pairs)
T-Shirts (2)
Black Belt
Name Tag (2)
Department Badge (2)
Fire Department Cap (1)
Work Coveralls
Rank Insignia
Black Steel Toed Station Boots (1)
Upon completion of probation, the City will fully reimburse, upon receipt, employees for the one time purchase of a class A uniform. This will include jacket, pants, shirt, tie, tie clip, belt, hat, and shoes. If the Department chooses to change the style of uniform, the City will be responsible for the purchase amount.
Beginning on January 1, 2022 and every year thereafter, the City will provide 1 Nomex Pant, 1 Nomex Shirt, 2 t-shirts, 1 baseball Hat and $256.00 to each 1272 member for the upkeep of uniforms. Each member will be responsible to properly maintain their uniforms in accordance to Department standards as determined by the Fire Chief.
Docusign Envelope ID: 2FD46FAA-C57E-472E-ACF7-2FD3564591D6 Exhibit A
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INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 1272 MOU APPENDIX C – CITY CHARTER FIRE ARBITRATION SECTION
SECTION 1007. COMPULSORY ARBITRATION FOR FIRE DEPARTMENT EMPLOYEE DISPUTES.
It is hereby declared to be the policy of the City of Watsonville that strikes by firefighters are not in the public interest and should be prohibited, and that a method should be adopted for peacefully and equitably resolving disputes that might otherwise lead to such strikes.
If any firefighter employed by the City of Watsonville willfully engages in a strike against the City, said employee shall be dismissed from his or her employment and may not be reinstated or returned to City employment except as a new employee. No officer, board, council or commission shall have the power to grant amnesty to any employee charged with engaging in a strike against the City.
The City, through its duly authorized representatives, shall negotiate in good faith with the recognized fire department employee organization on all matters relating to the wages, hours, and other terms and conditions of City employment, including the establishment of procedures for the resolution of grievances submitted by either employee organization over the interpretation or application of any negotiated agreement including a provision for binding arbitration of those grievances. Unless and until agreement is reached through negotiations between the City and the recognized employee organization for the fire department or a determination is made through the arbitration procedure hereinafter provided no existing benefit or condition of employment for the members of the fire department bargaining unit shall be eliminated or changed, except as to individual employee discipline.
All disputes or controversies pertaining to wages, hours, or terms and conditions of employment, which remain unresolved after good faith negotiations between the City and the fire department employee organization shall be submitted to a three-member Board of Arbitrators upon the declaration of an impasse by the City or by the recognized employee organization involved in the dispute.
Representatives designated by the City and representatives of the recognized employee organization involved in the dispute, controversy or grievance, shall each select one arbitrator to the Board of Arbitrators within three (3) days after either party has notified the other, in writing, that it desires to proceed to arbitration. The third member of the Arbitration Board shall be selected by agreement between the two arbitrators selected by the City and the employee organization, and shall serve as the neutral arbitrator and Chairman of the Board. In the event that the arbitrators selected by the City and the employee organization cannot agree upon the selection of the third arbitrator within ten (10) days from the date that either party has notified the other that it has declared an impasse, then either party may request the State of California Conciliation Service to provide a list of seven (7) persons who are qualified and experienced as labor arbitrators. If the arbitrators selected by the City and the employee organization cannot agree within three (3) days after receipt of Docusign Envelope ID: 2FD46FAA-C57E-472E-ACF7-2FD3564591D6 Exhibit A
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such list on one (1) of seven (7) to act as the third arbitrator, they shall alternatively strike names from the list of nominees until only one name remains and that person shall then become the third arbitrator and chairman of the Arbitration Board.
Any arbitration convened pursuant to this section shall be conducted in conformance with, subject, and governed by Title 9 of Part 3 of the California Code of Civil Procedure.
At the conclusion of the arbitration hearings, the Arbitration Board shall direct each of the parties to submit, within such time limit as the Board may establish, a last offer of settlement on each of the issues in dispute. The Arbitration Board shall decide each issue by majority vote by selecting whichever last offer of settlement on that issue it finds most nearly conforms with those factors traditionally taken into consideration in the determination of wages, hours, and other terms and conditions of public and private employment, including, but not limited to, changes in the average consumer price index for goods and services, the wages, hours, and other terms and conditions of employment of other employees performing similar services, and the financial condition of the City and its ability to meet the cost of the award.
After reaching a decision, the Arbitration Board shall mail or otherwise deliver a true copy of its decision to the parties. The decision of the Arbitration Board shall not be publicly disclosed and shall not be binding until ten (10) days after it is delivered to the parties. During that ten-day period the parties may meet privately, attempt to resolve their differences, and by mutual agreement amend or modify any of the decisions of the Arbitration Board. At the conclusion of the ten-day period, which may be extended by mutual agreement between the parties, the decision of the Arbitration Board together with any amendments or modifications agreed to by the parties shall be publicly disclosed and shall be binding upon the parties. The City and the recognized employee organization shall take whatever action is necessary to carry out and effectuate the award.
The expenses of any arbitration convened pursuant to this section, including the fee for the services of the Chairman of the Arbitration Board, shall be borne equally by the parties. All other expenses which the parties may incur individually are to be borne by the party incurring such expense.
Docusign Envelope ID: 2FD46FAA-C57E-472E-ACF7-2FD3564591D6 Exhibit A
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INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 1272 MOU APPENDIX D – PAYROLL AUTHORIZATION FORM
PLEASE READ NOTICE CAREFULLY
You have been appointed to a class for which International Association of Firefighters Local 1272 (“IAFF Local 1272”), P.O. Box 1413 Watsonville, CA 95077 is the exclusive bargaining representative. IAFF Local 1272 and the City of Watsonville have entered into a Memorandum of Understanding that contains Agency Shop provisions. Under these Agency Shop provisions, you have the following rights:
1. To join the Union which represents your classification and to participate as a member; or
2. To have an automatic payroll deduction of Service fees (no voting privileges or other member benefits) for representation provided by the Union; or
3. To claim a religious exemption.*
* To file a claim for a religious exemption, you must obtain and complete a Religious Exemption Claim Form from the Human Resources Department and file it with this form before beginning work. To claim a religious exemption, you must be able to prove membership in a bona fide religion, body or sect which has historically held conscientious objection to joining or financially supporting an employee organization.
Your claim form will be forwarded to the Union for review pursuant to Section 12.0 of the Memorandum of Understanding. Until such time as your claim is approved, you must select Union Dues or Agency Fees. If you claim a religious exemption and the exemption is approved, you must authorize a payroll deduction in an amount equal to Agency Fees to a religious, non-labor, charitable organization. If your claim is approved, any Agency Fees or Union Dues you have paid prior to the approval of the claim will be paid over to the charitable organization.
YOU MUST CHECK ONE OF THE BOXES BELOW:
I SELECT UNION DUES
I SELECT AGENCY FEES
AMOUNT OF AUTHORIZATION
I hereby authorize the City of Watsonville Payroll Division to withhold from my salary the amount of $150.00 monthly for IAFF Local 1272 Union Dues or Agency Fees. I consent to the adjustment of such deduction to conform to any future pay period change or to reflect any change in fees of which the Payroll Division may be advised by IAFF Local 1272. This authorization shall be in full force and effect until revoked by the undersigned or IAFF Local 1272. Agency Fees are equal to Union Dues.
Employee Name:
Department/Job Title:
Employee I.D.
Number:
Date
of Employment:
Employee Signature: Date Signed
Docusign Envelope ID: 2FD46FAA-C57E-472E-ACF7-2FD3564591D6 Exhibit A