HomeMy WebLinkAboutReso 2002-102 - Fire Fighters Local 1934 RESOLUTION NO. 2002- JO 2—
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
APPROVING THE PROVISIONS OF THE MEMORANDUM OF
UNDERSTANDING ENTERED INTO BETWEEN THE CITY OF REDDING
AND THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS,
LOCAL UNION 1934, EFFECTIVE JANUARY 1, 2001.
WHEREAS, the International Association of Fire Fighters, Local Union 1934, has been
formally recognized as the majority representative of an appropriate unit of employees, as set forth
in Section 2.1 of Article 2 of the attached Memorandum of Understanding; and
WHEREAS,the designated representatives of the City of Redding have conferred with and
entered into a Memorandum of Understanding with the designated representatives of the
International Association of Fire Fighters, Local Union 1934, as required by the provisions of the
Meyers-Milias-Brown Act of 1968; and
WHEREAS, a copy of the Memorandum of Understanding is attached hereto and made a
part hereof;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Redding that the aforesaid Memorandum of Understanding is hereby approved and shall be effective
January 1, 2001.
I HEREBY CERTIFY that the foregoing Resolution was introduced,read, and adopted at
a special meeting of the City Council of the City of Redding on the 21' day of June, 2002, by the
following vote:
AYES: COUNCIL MEMBERS: Cibula, McGeorge, Stegall and Kight
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: Pohlmeyer
ABSTAIN: COUNCIL MEMBERS: None
•
PAT WIGHT,-�'ly- or
ATTEST: FORM APPROVED:
WING E
CONNIE S OHMA 7 R, City Clerk W.LEONARDCity Attorney
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CITY CLERK
MEMORANDUM OF UNDERSTANDING
Between
THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES OF LOCAL UNION 1934
of
INTERNATIONAL ASSOCIATION
OF FIRE FIGHTERS
AFL-CIO
EFFECTIVE: July 1, 1974 (Insofar as legally possible)
AMENDED: December 31, 1974, to be effective December 29, 1974
AMENDED: January 27, 1975,to be effective February 9, 1975
AMENDED: May 29, 1975, to be effective June 29, 1975
AMENDED: September 18, 1978, to be effective September 17, 1978
AMENDED: July 29, 1982, to be effective July 18, 1982
AMENDED: June 24, 1983, to be effective July 3, 1983
AMENDED: October 15, 1984 to be effective October 7, 1984
AMENDED: February 2, 1988 to be effective January 24, 1988
AMENDED: June 29, 1990 to be effective June 24, 1990
AMENDED: April 6, 1993 to be effective April 6, 1993
AMENDED: January 3, 1995 to be effective July 1, 1994
AMENDED: October 7, 1997 to be effective July 1, 1997
AMENDED: June 21, 2002,to be effective January 1, 2001
TABLE OF CONTENTS
ARTICLE 1: PREAMBLE 1
ARTICLE 2: RECOGNITION 2
ARTICLE 3: UNION SECURITY 3
ARTICLE 4: GRIEVANCE PROCEDURE 3
ARTICLE 5: SAFETY 5
ARTICLE 6: DISABILITY AND UNEMPLOYMENT 5
ARTICLE 7: EMPLOYEE STATUS 6
ARTICLE 8: WAGES AND CLASSIFICATIONS 6
ARTICLE 9: HOURS AND OVERTIME 9
ARTICLE 10: SENIORITY 11
ARTICLE 11: PROMOTION AND TRANSFER 11
ARTICLE 12: DEMOTION AND LAYOFF 12
ARTICLE 13: LEAVE OF ABSENCE 12
ARTICLE 14: EXPENSES 13
ARTICLE 15: SICK LEAVE 13
ARTICLE 16: FUNERAL LEAVE 14
ARTICLE 17: HOLIDAYS 15
ARTICLE 18: VACATIONS 16
ARTICLE 19: UNIFORMS 18
ARTICLE 20: MISCELLANEOUS 18
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS 21
ARTICLE 22: ENTIRE AGREEMENT 23
ARTICLE 23: TERM 23
EXHIBITS:
EXHIBITS "A-1" -"A-5" - SCHEDULES OF WAGE RATES
EXHIBIT"B" - CITY OF REDDING CLASS SPECIFICATIONS
EXHIBIT"C" - ALCOHOL AND DRUG ABUSE POLICY
EXHIBIT"D"- PERFORMANCE EVALUATION RATING SYSTEM
NOTE: Additions, amendments, changes to this Memorandum of Understanding, effective July-1,
199.7 January 1, 2001, or thereafter, are underlined, deleted language is lined out. Any benefit
changes are effective July 1, 2002, except salaries, which are effective July 1, 2001 (see
Exhibit"A-1").
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING,made and entered into this 26th day of
June, 1974, by and between the designated representatives of the CITY OF REDDING (a public
agency as defined in Section 3501 (c)of Chapter 10 of Division 4 of Title 1 of the Government Code
of the State of California),hereinafter referred to as the City,and the designated representatives of
LOCAL UNION 1934 of INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS,affiliated with
the American Federation of Labor- Congress of Industrial Organizations (a recognized employee
organization as defined in Section 3501(b)of Chapter 10 of Division 4 of Title 1 of the Government
Code of the State of California), hereinafter referred to as Union,
WITNESSETH that:
WHEREAS,the parties hereto desire to facilitate the peaceful adjustment of differences that
may from time to time arise between them, to promote harmony and efficiency to the end that the
City,Union and the general public may benefit therefrom,and to establish fair and equitable wages,
hours and working conditions for certain hereinafter designated employees of the City,
NOW, THEREFORE, the parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 The parties acknowledge the provisions of Chapter 10 (Sections 3500, et seq.) of
Division 4 of Title 1 of the Government Code of the State of California.
1.2 It is the policy of the City and Union not to, and neither party will interfere with,
intimidate,restrain, coerce or discriminate against any employee because of race, creed, sex, color
or national origin.
1.3 The City is engaged in rendering services to the public, and the City and Union
recognize their mutual obligation for the continuous rendition and availability of such services. For
purposes of the foregoing,the City will provide pagers to all employees who will keep them in their
possession during off-duty hours and while within a reasonable response distance.
1.4 The duties performed by employees of City as part of their employment pertain to
and are essential to the operation of a municipality and the welfare of the public dependent thereon.
Overtime work is an established condition of employment. During the term of this Memorandum
of Understanding employees shall not partially or totally abstain from the performance of their duties
for City. Union shall not call upon or authorize employees individually or collectively to engage in
such activities and shall make a reasonable effort under the circumstances to dissuade employees
from engaging in such activities and City shall not cause any lockout. Those employees who do
individually or collectively partially or totally abstain from the performance of their duties for City
or unreasonably or arbitrarily refuse or fail to respond to overtime work requirements shall be subject
to disciplinary action up to and including discharge from employment.
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1.5 City employees shall perform loyal and efficient work and service, and shall use
their influence and best efforts to protect the properties of City and its service to the public, and shall
cooperate in promoting and advancing the welfare of City and in preserving the continuity of its
service to the public at all times.
1.6 City and Union shall cooperate in promoting harmony and efficiency among City
employees.
1.7 Notwithstanding anything to the contrary, the Union recognizes and accepts the
right of City of Redding management to manage the City. This recognition includes acceptance of
the fact that the management rights listed below are not subject to the grievance procedure except,
however, grievances may be filed upon interpretations of the provisions of this Memorandum of
Understanding other than those set forth in this paragraph. It is agreed by the parties to this
Memorandum that management rights include,by way of illustration and not by way of limitation,
the following: (a) The full and exclusive control of the management of the City. (b) The
supervision of all operations, methods, processes and means of performing any and all work, the
control of the property and the composition, assignment, direction and determination of the size of
its working forces. (c) The right to determine the work to be done by employees. (d) The right to
change or introduce new or improved operations,methods,means or facilities. (e)The right to hire,
schedule, promote, demote, transfer, release and lay off employees, and the right to suspend,
discipline and discharge employees and otherwise to maintain an orderly, effective and efficient
operation, provided, however, that all of the foregoing shall be subject to the express and explicit
terms and provisions of this Memorandum of Understanding.
1.8 The parties have met and conferred in good faith and have reached agreement on
procedures set forth in this Memorandum of Understanding for resolution of disputes between the
parties. The parties agree that they will follow those procedures as set forth in this Memorandum
of Understanding or the bargaining process required by the Meyers-Milias-Brown Act. The Union
agrees,and will make every effort to persuade its members,to also use those established procedures,
rather than to use any other method or forum such as appeals directly to the news media or the City
Council for resolution of problems or disputes between the parties prior to the completion of the
grievance procedure through arbitration or the bargaining process through mediation.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Union as the "Majority Representative"of all employees
of the City Fire Department who hold a classification listed on Exhibit"A"of this Memorandum of
Understanding. The provisions of the Memorandum of Understanding hereinafter set forth shall
apply only to those employees of the City of Redding for whom Local Union 1934 of International
Association of Fire Fighters, AFL-CIO, is the established majority representative.
2.2 Official representatives of Union will be permitted access to City property to confer
with City employees on matters of employer-employee relations,but such representatives shall not
interfere with work in progress without agreement of Management. Union meetings, on City time,
will require prior approval of the Fire Chief whose decision will be based upon the operational needs
of the Fire Department.
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2.3 The City will provide the Union adequate bulletin board space for the purpose of
posting thereon matters relating to official Union business.
2.4 The City and the Union will not interfere with, intimidate, restrain, coerce or
discriminate against any employee because of their membership or non-membership in Union or
their activity on behalf of the Union.
2.5 Any employee, at their request, shall be permitted representation by a Union
representative. The foregoing shall apply to hearings,reprimands and disciplinary actions,providing
there is no unreasonable delay in obtaining representation.
ARTICLE 3: UNION SECURITY
3.1 The City shall deduct from their wages the regular membership dues of employees
who are members of the Union and who individually and voluntarily authorize such deductions in
writing in accordance with the provisions of Section 1157.3 of the Government Code of the State
of California.
3.2 Deductions shall be made from the first payroll period of each month and a check
for the total deductions shall be submitted to the Financial Secretary of Local Union 1934,I.A.F.F.,
P.O. Box 1118, Redding, California 96099, within five(5) working days of the date the dues are
withheld from the employee's check.
3.3 The form of check-off authorization shall be approved by both the City and the
Union.
3.4 The City shall provide all new employees with Union membership application
forms,payroll deduction authorization forms and a copy of this Memorandum of Understanding on
or about the first day of employment. Such materials will be furnished to the City by the Union.
ARTICLE 4: GRIEVANCE PROCEDURE
4.1 Any grievance, which may arise between Union, or any of its members, and the
City, with respect to the interpretation or application of any of the terms of this Memorandum of
Understanding, or with respect to such matters as the alleged discriminatory or arbitrary discharge,
demotion or discipline of an individual regular employee, shall be determined by the provisions of
this article, except that such matters as are included in the definition of impasse as set forth in
Resolution No. 4217 are not a grievance. Because probationary employees may be discharged or
demoted without cause, they shall not be entitled to invoke Article 4, Grievance Procedure, with
regard to matters of discharge or demotion. This shall not, however, prevent a probationary
employee from exercising any other rights under this Memorandum of Understanding.
4.2 Step One: The initial step in the adjustment of a grievance shall be a discussion
between the grievant or their representative and the Battalion Chief- Shift Commander directly
involved,who will answer within ten(10)days. This step shall be started within thirty(30)days of
the date of the action complained of,or the date the grievant became aware of the incident which is
the basis for the grievance. This step may be taken during the working hours of the grievant or their
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representative. This step may be supplemented by written presentations as well as the oral discus-
sion required above. Suspensions resulting in thirty three point six(33.6)hours or more of lost time
will occur only subsequent to a pre-disciplinary hearing.
4.3 Step Two: If a grievance is not resolved in the initial step,the second step shall be
a discussion between the Labor Representative or their designated representative and the Fire Chief,
who shall answer within ten(10) days. This step shall be taken within ten (10) days of the date of
the Supervisor's answer in Step One.
4.4 Step Three: If a grievance is not resolved in the second step,the third step shall be
the presentation of the grievance,in writing(and may be supplemented by an oral presentation),by
the Labor Representative or their designated representative to the City's designated labor relations
officer, who shall answer, in writing,within ten (10) days. The third step shall be taken within ten
(10) days of the date of the answer in Step Two.
4.5 Step Four: If a grievance is not resolved in the third step, the fourth step shall be
the presentation of the grievance, in writing(and may be supplemented by an oral presentation),by
the Labor Representative or their designated representative to the City Manager, or a designee from
the City Manager's Office other than the City's labor relations officer referred to in Section 4.4,who
shall answer,in writing,within ten(10) days. The fourth step shall be taken within ten(10)days of
the date of the answer in Step Three.
4.6(a) Step Five: If a grievance is not resolved in the fourth step, the fifth step shall be
referral by either the City, or the Union, to arbitration. The fifth step shall be taken within twenty
(20) days of the date of the answer in Step Three.
4.6(b) An arbitrator shall be appointed on each occasion that a grievance is submitted to
arbitration. In the event the City and Union are unable to agree on the selection of an arbitrator,they
shall request the State of California Mediation and Conciliation Service to nominate five(5)persons
to be the arbitrator. The City and Union each will alternately challenge two (2) of such nominees,
the party having the first challenge to be determined by lot. The remaining nominee shall be
accepted as the arbitrator, and their compensation and expenses shall be borne equally by the City
and Union. The City and Union shall pay the compensation and expenses of their respective
appointees and witnesses. At Union's request the City shall release employees from duty to
participate in arbitration proceedings.
4.6 (c) The Arbitrator shall hold such hearings and shall consider such evidence as to the
Arbitrator appears necessary and proper. If practicable,the first hearing should be held within ninety
(90) days of the date of referral to arbitration. The decision of the Arbitrator shall be final and
binding on City and Union and the aggrieved employee,if any,provided that such decision does not
in any way add to,disregard or modify any of the provisions of this Memorandum of Understanding.
4.7 Failure by the Union to meet any of the aforementioned time limits as set forth in
Section 4.2, 4.3, 4.4, 4.5, or 4.6(a) will result in forfeiture. Failure by the City to meet any of the
aforementioned time limits as set forth in Sections 4.2, 4.3, 4.4, or 4.5 will allow the Union to go
forward with the grievance to the next step of the established procedures. Except,however,that the
aforementioned time limits may be extended by mutual agreement. Grievances settled by forfeiture
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shall not bind either party to an interpretation of this Memorandum of Understanding,nor shall such
settlements be cited by either party as evidence in the settlement of subsequent grievances.
4.8 Notwithstanding the aforementioned procedure,any individual employee shall have
the right to present grievances to the City and to have such grievance adjusted without the
intervention of Union,provided that the adjustment shall not be inconsistent with the Memorandum
of Understanding, and provided, further, that Union's President or their designated representative
shall be given an opportunity to be present at such adjustment.
ARTICLE 5: SAFETY
5.1 The City Council desires to maintain a safe place of employment for City employees
and to that end City management shall make all reasonable provisions necessary for the safety of
employees in the performance of their work.
5.2 Regular"tailgate"meetings will be held on all jobs to plan the job and emphasize
safety in its performance.
5.3 Regular safety meetings will be held bi-monthly for the purpose of reviewing
accidents and preventing their recurrence, eliminating hazardous conditions and familiarizing
employees with safe work procedures and applicable State Safety Orders and for training in first aid.
ARTICLE 6: DISABILITY AND UNEMPLOYMENT
6.1 An employee who is absent by reason of industrial disability may be returned to
work by the City and given temporary light duties within their ability to perform, with the consent
of the employee's physician. The duration of any such period of temporary work shall be determined
by City. Such employee shall be compensated at the then current rate of pay of their regular
classification while engaged in such temporary duties. The City may require an employee requesting
to return to work after an absence caused by disability or illness to submit to a medical examination
by a physician or physicians approved by City for the purpose of determining that such employee is
physically and mentally fit and able to perform the duties of their position without hazard to himself,
or to their fellow employees, or to their own permanent health.
6.2 Vacation and sick leave shall be accrued and group insurance coverage shall be
maintained while a regular employee is absent from work as a result of a job related disability and
receiving the supplemental benefits to Workers' Compensation temporary disability compensation
as set forth in Section 4850 of the Labor Code of the State of California for the period of such
disability,but not exceeding one(1)year. Employees who are not entitled to the benefits as set forth
in Section 4850 of the Labor Code of the State of California but who are receiving Workers'
Compensation temporary disability benefits, shall receive group insurance coverage during the
period in which they are receiving temporary disability compensation for up to a maximum of a
cumulative total of five(5)years at the City's expense. Holidays which occur during the period for
which an employee is receiving temporary disability compensation shall not be recognized by such
employee for compensation purposes.
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ARTICLE 7: EMPLOYEE STATUS
7.1 Employees will be designated as Regular, Full-Time Temporary,
or Temporary depending upon the purpose for which they are hired and their length of continuous
service with the City
7.2 A Regular employee is defined as an employee-who ,
seniority with the City in full-time empl.,ymcnt.
■ • •. " . • - . • • • . • . . • hired for a full-time position
that has been regularly established as an authorized position and is of indeterminate duration. A
piobatianaiy Regular employee shall receive not less than the minimum rate for the job and shall be
eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, insurance
coverage and items of a similar nature, as they employee becomes eligible_,but-shall nvt-he-given
- - - "
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end of the piol,ationary',cried. Regular employees shall serve a probationary period of one(1)year
upon initial appointment to Regular status. Notwithstanding any other provision of this Article, an
employee's probationary period shall be extended by the duration of any absence as a result of a
work related disability or any unpaid absence of ten (10) or more consecutive work days. A
•.. . ., • • - '. . . . - - - . -. . . . • I • • , • . •
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• • "• • • . • . •• •. • • • •••. Employees serving their initial hire probationary
period shall not be eligible for leave of absence,or promotion and transfer rights.
7.4 3 A Full-Time Temporary employee is defined as an employee hired for occasional
or seasonal work for a period not to exceed sig--(6-ymenths one thousand (1,000) hours in a fiscal
year. A Full-Time Temporary employee shall receive not less than the minimum rate for the job but
shall not be eligible for sick leave pay,holiday pay,vacation pay,insurance coverage,retirement plan
participation or items of a similar nature,nor shall they employee accrue seniority,or promotion and
transfer rights, or leave of absence rights. If a Full-Time Temporary employee is reclassified to
piubationary Regular status they employee shall be credited with all continuous service in
determining eligibility for such benefits as may accrue to him--in theil the employee in the
employee's new status. . .. . . - '. . . . . . .. . •, .
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1 Employees shall be paid the wage established for their classification. Upon initial
appointment to a classification, an employee shall normally be paid the lowest wage rate for that
classification. An employee may, however, be paid a wage rate above the lowest wage rate if
circumstances justify it. When an employee is promoted to a classification which has a wage range
overlapping the wage range of their previous classification, they shall be paid at the wage rate of the
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classification to which they are being promoted which is next higher to their present wage rate, by
at least five percent(5%1 but not more than the top wage rate of the classification to which they are
promoted. When an employee is demoted to a classification which has a wage range overlapping
the wage range of their previous classification,they shall be paid at the wage rate of the classification
to which they are being demoted which is next lower to their present wage rate,but not lower than
the bottom wage rate of the classification to which they are being demoted. Step increases will be
granted as follows: After twenty-six(26)full pay periods of employment at Salary Step 1,and with
an overall satisfactory or above performance rating,an employee shall be advanced to Salary Step 2.
After twenty-six(26)full pay periods of employment at each subsequent salary step,with an overall
satisfactory or above work performance, an employee will be advanced to the next higher step. A
full pay period as used in 8.1 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.
8.1 (a) Should an employee wish to appeal a denial of a step increase, the employee may
do so by submitting an appeal(1)to the Fire Chief,and if not resolved,(2) to an advisory committee
comprised of two(2)representatives designated by the Union and one(1)representative designated
by Fire management. The committee will consider the appeal and make an advisory
recommendation to the City Manager whose decision will be final. Such appeal must be made
within thirty(30) days of the date of denial of the merit increase.
8.1 (b) Every reasonable effort will be made to notify an employee of any deficiencies in
job performance so that step increases will not be delayed, and will be communicated to the
employee at least 90 days prior to the evaluation date, unless specific behavior occurs after the 90
day limit.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the
employee's work period, after 12:00 Noon for a pay period ending no earlier than the preceding
Saturday. If a pay day falls on a holiday,payment shall be made on the preceding workday. Except
as otherwise provided herein,wages paid shall be for actual time worked and compensable time off
during the pay period, except, however, that time worked or time absent as a result of a shift trade
shall not be considered in computing time for compensation purposes, except as provided in 20.4.
Wages paid to twenty-four (24) hour shift employees shall be based on the average number of
regularly scheduled work hours each pay period.
8.3 When an employee is temporarily assigned to work in a classification higher than
their regular classification,they shall be paid at the rate established for the higher classification,with
a minimum of four (4) hours and time computed to the next full hour, except when the work is
performed outside of the regular work hours and the duration is less than four(4) hours. When an
employee is temporarily assigned to work in a higher classification which has a wage range
overlapping the wage range of their regular classification,they shall be paid at the wage rate of the
classification to which they are temporarily assigned,which is next higher to their present wage rate,
but not more than the top wage rate of the temporary classification.
8.4 When an employee is temporarily assigned to work in a classification lower than
their regular classification, their rate of pay will not be reduced.
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8.5 For purpose of wage rate progression in a temporary classification,the time worked
by an employee in other than their regular classification shall also be accrued in such temporary
classification.
8.6 Attached hereto and made a part hereof is Exhibit "A" titled "Schedule of Wage
Rates."
8.7 Attached hereto and made a part hereof is Exhibit"B"titled "Job Definitions."
8.8 $800.00 per year will be added to base pay for an A.A. degree in Fire Science or
Fire Science Technology.
8.9 Hazardous materials response and training:
(a) A maximum of fifteen (15)employees of the Redding Fire Department will
receive a 3 percent incentive in addition to base salary for obtaining and
maintaining training proficiency at the level of Hazardous Materials
Technician or Hazardous Materials Specialist as defined in Title 19,
California Code of Regulations. This incentive pay program will be effective
July 1, 2000. All employees participating in this incentive program
understand that, at the discretion of the City, they may be assigned to
participate in the Shasta Cascade Hazardous Materials Response Team
(SCHMRT), or other hazardous materials response team in which the City
may participate in the future.
(b) From time to time,it may be necessary to make a selection of a small number
of participant(s) from a larger group of qualifying employees. Should this
occur, the following process will be used in the priority listed:
(1) Date of Technician or Specialist qualification
(2) Date of seniority in Department
(3) Placement on original eligibility list
(c) The City will initially provide refresher training for a maximum of eight (8)
eligible employees who will be designated as SCHMRT participants. The
City will provide course tuition and all appropriate salary compensation as set
forth herein and the Fair Labor Standards Act.
(d) By virtue of their assignment, employees participating in SCHMRT shall
participate in ongoing training and education activities as required by
SCHMRT and as directed by the Department, which will allow the
employees to maintain training proficiency at the level of Hazardous
Materials Technician or Hazardous Materials Specialist as defined in
Title 19, California Code of Regulations. The City will provide all
appropriate salary compensation as set forth herein and the Fair Labor
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Standards Act. Employees not assigned to SCHMRT will be responsible for
obtaining and maintaining, on their own,training proficiency at the level of
Hazardous Materials Technician or Hazardous Materials Specialist as defined
in Title 19, California Code of Regulations.
(e) The eight(8) SCHMRT participants identified in paragraph(3) above agree
to an initial SCHMRT assignment of July 1,2000, through June 30, 2002.
(f) After June 30, 2002, the City agrees to change a maximum of 50 percent of
SCHMRT participants each year if other qualified employees express interest
in participation.
ARTICLE 9: HOURS AND OVERTIME
9.1 Each employee shall report for work at their regularly assigned duty station. Time
spent in traveling between such assigned duty station and the job site shall be considered as time
worked.
9.2(a) For employees other than twenty-four (24) hour shift employees a workweek is
defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and a basic
workweek is defined to consist of five (5) consecutive workdays of eight (8) hours each Monday
through Friday. The basic workweek may begin at any hour of the day during the workweek.
9.2(b) For twenty-four(24) hour shift employees, a work period is defined to consist of
twenty-four(24)consecutive hours from 8:00 a.m.to 8:00 a.m. tvn�nty-foai (24)dayb
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.• 11 • - • . :.:: .. . • . •. • . The basic work period is defined to consist of eight(8)
twenty-four(24)hour work days in-each twenty-four(24)day work period. The rotation,which are
the work period and basic work periods as established during in January 1987 and set forth abovc,
. 11 11• . The following is a representation of the three (3)
platoon(A,B,C)4-4-4-6 schedule rotation beginning January 1 through 31,2001:B-A-B-C-B-C-B-
C-A-C-A-B-A-B-A-B-C-B-C-A-C-A-C-A-B-A-B-C-B-C-B. The City maintains the right to move
individual employees from one platoon to another for the good of the service as determined by the
Fire Chief.
9.2(c) Fire Inspectors will normally work a forty(40)hour work week. The schedule will
be approved by the Fire Chief. At the time a second Fire Inspector is hired, work schedules will
include Saturday and Sunday coverage between the two positions.
9.2(d) Whenever it becomes necessary for the City to temporarily rearrange an employee's
work schedule,the City will give as much advance notice as possible but in any event not less than
seventy-two (72) hours before the change occurs. Furthermore, no change shall be made which
results in more or less than the normal work hours in a pay period.
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9.3(a) For employees other than twenty-four (24) hour shift employees, overtime is
defined as (a)time worked in excess of forty(40)hours in a workweek, (b) time worked in excess
of eight (8) hours on a scheduled workday, (c) time worked on a non-workday, (d) time worked
outside of regular hours on a workday, and (e) time worked on a holiday. Overtime shall be
computed to the nearest one-quarter(`/)hour.
9.3(b) For twenty-four(24) hour shift employees, overtime is defined as time worked in
excess of one hundred eighty-two (182)hours in a work period. Time worked as used herein shall
include time absent with pay, such as vacation, sick leave,emergency leave, etcetera, but shall not
include time worked as a result of voluntary shift trades. Overtime shall be computed to the nearest
one-quarter (1/4)hour.
9.3(c) Notwithstanding Sections 9.2(a) and 9.3(a), a workweek for the position of Fire
Prevention Inspector is defined to consist of seven (7) consecutive calendar days, Sunday through
Saturday, and a basic workweek is defined to consist of five(5) consecutive workdays of eight(8)
hours each, Monday through Friday, or four (4) consecutive workdays of ten (10) hours each,
Monday through Thursday or Tuesday through Friday. For employees working a regular schedule
of four(4) ten (10) hour days, overtime is defined as (a) time worked in excess of forty(40) hours
in a workweek,(b)time worked in excess often(10)hours on a scheduled workday,(c)time worked
on a non-workday, (d)time worked outside of regular hours on a workday, and (e) time worked on
a holiday. Overtime shall be computed to the nearest one-quarter(%) hour.
9.4 Overtime compensation shall be paid at a rate equivalent to one and one-half(11/2)
times the regular rate of pay. However, employees may choose to accumulate compensatory time
off(at the one and one-half rate) up to the limit as established in the Fair Labor Standards Act for
public safety employees. Such accumulated compensatory time off may not be carried over from
one calendar year to another,except as follows: an employee's accumulated compensatory time off
balance as of the last pay period ending in November will be paid to the employee
third the week following the first payday in ef-December. Compensatory time off earned in
December will carried into the next calendar year.
9.5 Employees who are required to report for overtime work as defined in 9.3(a) and
(b) on their non-workdays, or outside of their regular hours on workdays, shall be paid overtime
compensation for the actual time worked,but in no event for less than four(4)hours compensation.
If an employee who is called out for such work outside of their regular hours on a workday continues
to work into their regular hours, they shall be paid overtime compensation only for the actual time
worked. If an employee performs overtime work immediately following the end of their regular shift
they shall be paid overtime compensation only for the actual time worked.
9.6 Overtime distribution shall be in accordance with Departmental policy as agreed
upon between Management and the Union. Overtime shall be distributed as equally as is practicable
among those employees who are qualified and available and who volunteer for overtime work, and
the City shall not require employees who have worked overtime to take equivalent time off during
a workday without pay. For the purpose of determining availability as set forth above,an employee's
platoon assignment shall not be used to deny the opportunity for equitable distribution of overtime
work.
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9.7 For the purposes of overnight travel for activities other than active firefighting,
normal work hours are defined at 8 a.m.to 5 p.m.with a one-hour lunch break. Employees normally
scheduled to work on a travel day will be paid as scheduled. Employees not scheduled will be paid
for hours worked between 8 a.m. and 5 p.m. and for any other time when they are actively engaged
in work activities.
ARTICLE 10: SENIORITY
10.1 Seniority is defined as total length of continuous service with the City. In
determining an employee's seniority,the continuity of their service will be deemed to be broken by
termination of employment by reason of(1)resignation,(2)discharge for cause, (3) layoff for more
than six (6) twelve (12) consecutive months, (4) failure to return immediately on the expiration of
a leave of absence or acceptance of other full-time employment while on leave, or (5) absence
without pay, without a written leave of absence, in excess of five (5) work shifts or five (5)
workdays,as applicable. Continuity of service will not be broken and seniority will accrue when an
employee is: (a)inducted,enlists or is called to active duty in the Armed Forces of the United States,
or service in the Merchant Marine, under any Act of Congress which provides that the employee is
entitled to reemployment rights, (b) on duty with the National Guard, (c) absent due to industrial
injury,(d)on leave of absence,or(e)absent due to layoff for a period of less than six(6)twelve(12)
consecutive months.
10.2 Time in Grade shall be in accordance with Departmental Policy 2.9, dated
December 22, 1997, and as agreed between Management and the Union.
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
Manager, 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 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.
11.4 Management may consider requests for transfer from one station to another.
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11.5 At such time an employee moves from a forty(40)hour work week schedule to a
fifty-six (56) hour equivalent work week schedule, all earned leave balances will be adjusted to
commensurate hours in the new work schedule. Specifically,when an employee moves from a forty
(40)to fifty-six (56)hour schedule, all leave balances will be multiplied by a factor of 1.4. When
an employee moves from a fifty-six (56) to a forty (40) hour schedule, all leave balances will be
multiplied by a factor of 0.715.
ARTICLE 12: DEMOTION AND LAYOFF
12.1 When it becomes necessary for the City to lay off regular 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 will be determined by an employee's
seniority. 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
seniority is greater than that of the employee in the lower paid classification.
12.3 Regular employees 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 In the event of demotions,the order will be determined based upon seniority within
classification rank.
12.5 An employee promoted out of the bargaining unit may within twenty-four (24)
months and by mutual agreement return to the unit.
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 no-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
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,
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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 insurance coverage. An employee may, however, at their
option and expense,maintain their group insurance coverage providing the full monthly premium
is received in the Finance Department of the City 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 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 three(3)years, pursuant to the provisions of this Article.
ARTICLE 14: EXPENSES
14.1 Whenever an employee uses their personal automobile for the City's convenience,
they will be reimbursed therefor at the same rate per mile as established for non-represented 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.
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.
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 their duties because of personal illness, off duty injury, or
confinement for medical treatment; (b) personal medical or dental appointments, which are
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impractical to schedule outside of regular working hours; (c) the need to attend to sick or injured
immediate family members up to 72 hours per calendar year; and (d) the need to be present during
childbirth, surgery, critical illness or injury involving members of the immediate family, for up to
ninety-six (96) hours per incident. For the purposes of this article , "immediate family" shall be
defined as in Article 16.1.
15.3 Management may require satisfactory evidence of sickness or disability before
payment for sick leave will be made. 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.
15.4 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.
15.5 Sick leave cannot be accrued while an employee is in a non-pay status or receiving
donated vacation.
15.6 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-third percent
(33 1/3%)of the employee's accumulated sick leave hours. Effectivc July 1, 1998, 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%). An employee may,however, select to receive
credit for all or part of any unused/uncompensated sick leave toward the employee's retirement
benefit through the Public Employees' Retirement System pursuant to the contract between the City
of Redding and the Public Employees' Retirement System.
ARTICLE 16: FUNERAL LEAVE
16.1 Except as otherwise provided herein, regular and probationary 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. "Immediate family"as used herein includes only employee's spouse,
children, grandchildren, brothers, sisters, parents or grandparents of either spouse or other persons
who are living in the employee's immediate household. Notwithstanding the foregoing,funeral leave
with pay shall be granted to twenty-four(24)hour shift employees for the time necessary to be absent
for up to a maximum amount that has the same ratio to the maximum amount allowed for other City
employees, as set forth above, as the average number of work hours per week for twenty-four(24)
hour shift employees has to the number of work hours per week for other City employees.
16.2 Except as otherwise provided herein, regular employees who are absent from work
to attend the funeral of a person other than an immediate family member shall receive compensation
at the regular rate of pay for the time necessary to be absent from work, but not to exceed eight (8)
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hours. Notwithstanding the foregoing, funeral leave with pay shall be granted to twenty-four (24)
hour shift employees for the time necessary to be absent for up to a maximum of 24 hours.
Notwithstanding the above,the Fire Chief may authorize an employee to take more than 24 hours of
paid leave to attend a funeral,but only for serious and compelling reasons. A maximum of seventy-
two (72)hours may be utilized for this type of leave in a calendar year.
ARTICLE 17: HOLIDAYS
17.1 Regular and probationary employees,except as otherwise provided herein, shall be
entitled to have the following holidays off with pay:
(a) January 1st
(b) The third Monday in January known as Martin Luther King, Jr. Day
(b c) "Lincoln Day"
(-e d) The third Monday in February
(d e) The last Monday in May
(e 0 July 4th
(f g) The first Monday in September
(g h) Employee's birthday
(h i) The second Monday in October, known as "Columbus Day"
(i j.) November 11th, known as"Veterans' Day"
(j k) Thanksgiving
(k 1) Friday after Thanksgiving
(I m) The last four(4) work hours before Christmas
(m n) December 25th
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 scheduled. 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,Columbus Day,and Veterans Day shall be scheduled
by employees and their supervisors in the same manner as vacations are normally scheduled.
17.2 Notwithstanding the foregoing, employees maybe scheduled to work on holidays,
in which event any such employee will, in addition to their holiday pay, be compensated therefor at
the overtime 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.
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17.4 In lieu of the provisions of 17.1, 17.2 and 17.3,regular and probationary twenty-four
(24)hour shift employees shall receive compensation for holidays without regard for when holidays
occur nor whether or not an employee actually works on any holidays and regardless of the number
of holidays other City employees observe. Such holiday compensation shall be at the rate of one
hundred forty fifty-one and one-half(140)(151'A)hours per year at the employee's regular hourly pay
rate with fort-eight-(48)-one hundred three and one-half(103'h)hours paid the week following the
second payday in Junc July and forty-eight (48) hours paid the week following the first payday in
December of each year. For those employees who do not work the full six (6) months prior to the
payment due date,such holiday compensation shall be prorated. ... . . . •-
"
. .
ARTICLE 18: VACATIONS
18.1(a) Regular and probationary employees of the City shall accrue vacations with pay up
to a maximum of seven hundred (700) hours as follows:
18.1(b) At the rate of thirty-nine thousandths(.039)of an hour for each regular hour worked,
or on paid leave,from the date of employment through the one hundred fourth(104th)full pay period
of employment. (Accrual rate approximately two(2)weeks per year up to four(4)years of service.)
18.1(c) At the rate of fifty-eight thousandths(.058)of an hour for each regular hour worked,
or on paid leave,from the one hundred fourth(104th)full pay period through the two hundred thirty-
fourth(234th) full pay period of employment. (Accrual rate approximately three(3)weeks per year
after four(4) years of service.)
18.1(d) At the rate of sixty-eight thousandths(.068)of an hour for each regular hour worked,
or on paid leave,from the two hundred thirty-fourth(234th)full pay period through the three hundred
sixty-fourth(364th) full pay period of employment. (Accrual rate approximately three and one-half
(3-1/2) weeks per year after nine(9) years of service.)
18.1(e) At the rate of seventy-seven thousandths (.077) of an hour for each regular hour
worked,or on paid leave,from the three hundred sixty-fourth(364th)full pay period through the four
hundred ninety-fourth(494th) full pay period of employment. (Accrual rate approximately four(4)
weeks per year after fourteen (14)years of service.)
18.1(f) At the rate of eighty-seven thousandths (.087) of an hour for each regular hour
worked,or on paid leave,from the four hundred ninety-fourth(494th)full pay period through the six
hundred twenty-fourth(624th)full pay period of employment. (Accrual rate approximately four and
one-half(4-1/2) weeks per year after nineteen (19)years of service.)
18.1(g) At the rate of ninety-six thousandths(.096)of an hour for each regular hour worked,
or on paid leave,from and after the six hundred twenty-fourth(624th)full pay period of employment.
(Accrual rate approximately five(5)weeks per year after twenty-four(24)years of service.)
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18.1(h) 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(i) 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 (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(j) .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 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 two (2) employees may be off for vacation on
the same shift.
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 Except for twenty-four (24) hour shift employees, whenever any employee has
accrued one hundred twenty(120)hours or more vacation allowance as set forth in 18.1 (a)- (h),the
City will at the employee's option compensate the employee for up to forty(40)hours of accumulated
vacation during any fiscal year. Additionally,whenever any employee has accrued two hundred forty
(240)hours or more vacation allowance as set forth in 18.1(a)- (h), the City will, at the employee's
option, compensate the employee for up to eighty (80) hours of accumulated vacation during any
fiscal year. For twenty-four(24)hour shift employees,the numbers set forth above shall be increased
proportionately by the same amount as the relationship of the twenty-four(24)hour shift employee's
average fifty-six (56)hour week has to forty(40) hours per week for other employees.
I7
18.8 Employees may use vacation leave in increments of not less than three(3)hours for
educational purposes that are related to the fire service.
18.9 Whenever any employee has exhausted all paid time offbenefits 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 vacation credits to the disabled employee with vacation credits being
donated and granted on the basis of the dollar value of the vacation credits.
ARTICLE 19: UNIFORMS
19.1 The uniform allowance is normally paid the week following the second payday in
July of each year and is for the purpose of maintenance and replacement of uniforms for the ensuing
fiscal year. The uniform allowance will b- • • • .• ', ' • • • , ••••
and$625 . The allowance is not a reimbursement for the prior year. The first
clothing allowance shall be a prorated amount for that period of time from the employee's date of
employment to the following July 1. Employees separating employment shall have the uniform
allowance advanced for that fiscal year deducted from their final paycheck, except for the pro-rated
amount for that period of time from July 1 to the date of separation.
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. 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), dated September 10, 1998.
ARTICLE 20: MISCELLANEOUS
20.1 A regular or probationary 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.
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 Office. At the employee's request or the
request of their representative with the employee's written authorization,photocopies 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 IIninairResuurccs Personnel Manager 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 will not be allowed to trade shifts during the first six (6) months
18
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
day period.
20.5 The Union's labor representative and the City's Human Rcsourccs Personnel
Manager may agree to limit the useful lifetime of employee disciplinary documents.
20.6 Because of the nature of employees'duties,all employees shall be required to provide
a personal telephone in their home at their own expense.
20.7 Whenever employees complete authorized courses taken for credit with a passing
grade, after advance approval by both the Fire Chief and the IIuman Rsothcs Personnel Manager,
the City shall reimburse the employee for the actual expenses of tuition and the cost of required
textbooks . Tuition reimbursement shall be limited to $200 per course (semester/quarter).
20.8 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.
20.9 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.
20.10 Attached hereto and made a part hereof is Exhibit "C" entitled "Substance Abuse
Policy."
20.11 Attached hereto and made a part hereof is Exhibit "D" entitled "Performance
Standards".
20.12 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.
20.13 A Union business time bank is established. Members may voluntarily donate earned
vacation time to the time-bank for use by Union ufficials 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 on the basis of the dollar value of the vacation credits. Use of time
bank hours to be authorized by the Union and scheduled in the same manner as vacation.
20.14 Employees hired after June 24, 1990, or employees hired prior to that date and who
subsequently change residences, must reside within Shasta County or a county contiguous to it.
Employees who live within this boundary, but outside a one-hour commute distance to any City of
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Redding fire station,may be limited in their eligibility for certain call-backs pursuant to departmental
policy.
20.15 The parties agree that the Fire Department will develop, as soon as practicable,
specialized programs for confined space rescue,low-angle rescue and swift water rescue. Management
will develop the programs, to the extent possible, in collaboration with Union representatives.
20.16 Meals will be provided during ices incidents in accordance to the Fire Department
Policy: Fire Line Meals.
20.17 Leave for children's school activities will be granted according to Fire Department
Policy(SOP #2.27), dated June 20, 2002.
20.18 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 work day.
20.19 Fire Investigation Team policies are included in Fire Department Policy(SOP#9.1),
dated November 10, 2000.
20.20 Participation in California Department of Forestry(CDF)Fire Incident Management
Teams:
(a) Participation in this program will include employees specifically requested
by CDF, 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. CDF 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 CDF in accordance with existing City policy. CDF
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 CDF volunteers
on their off-duty days consistent with FLSA provisions(U.S.C. Section 203
(e)(4)(B)(1988)).
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(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, CDF 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.
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS
21.1 Retirement Plan: All regular and probationary employees are covered by a State of
California Public Employees' Retirement System program pursuant to an existing contract with the
Public Employees' Retirement System. The major features are: two percent (2%) at age fifty(50),
normal retirement age fifty(50); one (1) year's compensation in formula; 1959 Survivors Benefits;
Post-Retirement Survivors Allowance; credit for unused sick leave; fifty percent (50%) ordinary
disability benefit;City pays the employee's contribution(9%);and military service credit. The 1959
Survivors Benefit will be increased to the fourth level as soon as is practicable. The value of the
employer paid member contributions (EPMC) will be reported to PERS as compensation-effective
November 1, 1 99ff.
The parties agree that the City will begin providing the Ca1PERS 3%@ 50 retirement
plan on December 8, 2002, or as close to that date as is legally permissible.
21.2 Upon retirement and with City approval,employees may choose to have any accrued
benefit payout due, all or in part, paid in up to three (3) equal installments in aperiod not to exceed
three (3) calendar years.
21.3 The parties agree to re-open the contract to meet and confer should Ca1PERS
implement a deferred retirement option program (DROP)program.
21.2 4(a) Group Insurance: All regular employees . . • . '. • . . • are
eligible to participate in a group insurance benefit program effective the first day of employment. The
City shall pay the full cost of the program for both employee and dependents. The major elements of
the group insurance benefit program are:
(1) Life Insurance: Twice annual salary for employee, $3000 for employee's
dependents.
(2) Health Benefits: $100 deductible per person per year; 80%payable for first
$5,000 of eligible charges, except for hospital charges which are 100%
payable; 100% thereafter up to one million dollars lifetime limit; effective
July 1, 2002, the lifetime limit shall increase to two million dollars;
professional fees based upon U.C.R.; normal typical exclusions and
21
limitations. Effettivc November 1, 1997, Coverage will include cancer
screening with no separate dollar limit,annual physical examinations,"well-
baby" care, a 30-visit annual limit on chiropractic, and accidents paid at
normal co-payment rate. Effective July 1, 2002, coverage will include
smoking cessation when enrolled in a smoking cessation program or behavior
modification program once per life-time limit, and birth control. E-ffectivL,
iiot late than NuvL.1nbcx 1, 1997,the City will implement A prescription drug
card program is included with the following major elements: No deductible;
a $5.00 employee co-payment for generic prescriptions; an $8.50 employee
co-payment for name brand prescriptions; and with all prescriptions
previously reimbursable to be covered by the prescription drug card.
Effective July 1, 2002, the co-payment for name brand prescriptions will
increase to $15.00, except when no generic is available, the co-pay will be
$8.50.
(3) Dental Benefits: No deductible and 100%of U.C.R. (90`h percentile)for pre-
vention; no deductible and fifty (50) percent up to two thousand dollars
($2,000)per lifetime per person for orthodontia; $25 deductible and 80%of
U.C.R. up to $1,500 per person per year for all other eligible charges.
(4) Long Term Disability: After three (3) months 60% of employee's salary
integrated with all other income benefits payable to age 65. For those
employees who decline coverage in the City's plan, and elect to be covered
by the Union's long term disability insurance plan, the City will contribute
to the Union's plan an amount on behalf of the employee which is the lesser
of the full cost of the Union's plan, or the amount of the cost of the City's
plan.
(5) Vision Benefits: California Vision Service Plan A (or its equivalent) for
employees and dependents, which provides for $25 deductible; an eye
examination no more than every twelve(12) months, and lenses and frames
no more often than each twenty-four(24)months.
The City may,if practicable,modify the group insurance program set forth above by adding utilization
review and by creating preferred provider organization programs which create financial incentives for
the employees to use such preferred provider services but do not reduce any current benefit level or
impose any penalty for the employee who chooses not to use a preferred provider's services.
21.2 4(b) The City will pay fifty percent(50%)of the group medical insurance premium
for each retiree and dependents, if any,presently enrolled and for each retiree in the future who goes
directly from active status to retirement and continues the group medical insurance without a break in
coverage. Effeetiv►,July 1, 1998,Dental and vision insurance coverage may be continued as a package
under the fifty percent (50%) cost sharing basis provided the retiree also maintains the medical
insurance. Payments by the City will be discontinued upon the death of the retiree or upon termination
of group medical insurance coverage. 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 may continue the
insuranc- . . .. - . - . • - -'. .. .I. '. ' . • . Z.4. 1. 1 . • - . ,
22
program at the same cost sharing basis. Notwithstanding the foregoing, the City may increase its
contribution to the retiree's group insurance premium or improve Public Employees' Retirement
System benefits during the term of this Memorandum of Understanding.
21.2 4(c) Whenever any employee has treatments for mental or nervous disorders for
whieirtirei c is partial payment under the health benefit provision set forth in 21.2(a)2. above,the City
will pay the cost for the first • . . . . . . . . . :;1 , e• • .
to twelve(12)out-patient visits per calendar year for treatment related to alcohol or substance abuse
and mental and nervous disorders at 100%,with no deductible,and an additional 24 visits per calendar
year payable at 80% subject to the annual deductibl•, . . ••. . . . • . . , •
. . .I . •, • . . .. • . . . . . . IP 9 I - .The City
may refer employees for psychiatric counseling or evaluations.
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 negotiations,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.
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 Beeember72-000 thirtieth day of June,2006,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. 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 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 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
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 nego-
tiations on the impact of any conflict.
24
IN WITNESS WHEREOF,the parties have executed these Amendments to the Memorandum
of Understanding on the 21'day of June, 2002,to be effective January 1, 2001.
CITY OF REDDING REDDING FIREFIGHTERS,
LOCAL 1934, I.A.F.F.
Michael Warren Bob Roberts
City Manager Labor Representative, F.I.R.E.
Jay Gunsauls Richard F. Bates
Fire Chief President
Randy Bachman Jon G. Bauer
Administrative Services Director Negotiator
Linda Johnson Patrick Kofford
Personnel Manager Negotiator
Kevin Ward
Negotiator
Larry Wondercheck
Negotiator
25
REDDING FIRE FIGHTERS
EXHIBIT "A-1"
Effective: July 1, 2001
Step- Hourly Pay Rate
1 2 3 4 5
780 Firefighter $12.55 $13.17 $13.83 $14.52 $15.25
760 Fire Engineer $14.52 $15.24 $16.01 $16.81 $17.65
750 Fire Prevention Inspector $16.51 $17.33 $18.20
755 Fire Prevention Inspector $23.11 * $24.27 * $25.48
710 Fire Captain $16.81 $17.65 $18.53 $19.46 $20.43
*40-hour week
All other rates are for a 56-hour week
REDDING FIRE FIGHTERS
EXHIBIT "A-2"
Effective: June 23, 2002
Step- Hourly Pay Rate
1 2 3 4 5
780 Firefighter $12.92 $13.57 $14.25 $14.96 $15.71
760 Fire Engineer $14.95 $15.70 $16.49 $17.31 $18.18
750 Fire Prevention Inspector $17.00 $17.85 $18.75
755 Fire Prevention Inspector $23.81 * $25.00 * $26.25
710 Fire Captain $17.31 $18.18 $19.09 $20.04 $21.04
*40-hour week
All other rates are for a 56-hour week
REDDING FIRE FIGHTERS
EXHIBIT"A-3"
Effective: June 22, 2003
Step - Hourly Pay Rate
1 2 3 4 5
780 Firefighter $13.57 $14.25 $14.96 $15.71 $16.49
760 Fire Engineer $15.70 $16.49 $17.31 $18.18 $19.09
750 Fire Prevention Inspector $17.85 $18.75 $19.68
755 Fire Prevention Inspector $25.00 * $26.25 * $27.56 *
710 Fire Captain $18.18 $19.09 $20.04 $21.04 $22.10
*40-hour week
All other rates are for a 56-hour week
REDDING FIRE FIGHTERS
EXHIBIT "A-4"
Effective: June 20, 2004
Step - Hourly Pay Rate
1 2 3 4 5
780 Firefighter $14.25 $14.96 $15.71 $16.49 $17.32
760 Fire Engineer $16.49 $17.31 $18.18 $19.09 $20.04
750 Fire Prevention Inspector $18.75 $19.68 $20.67
755 Fire Prevention Inspector $26.25 * $27.56 * $28.94 *
710 Fire Captain $19.09 $20.04 $21.04 $22.10 $23.20
*40-hour week
All other rates are for a 56-hour week
REDDING FIRE FIGHTERS
EXHIBIT "A-5"
Effective: June 19, 2005
Step - Hourly Pay Rate
1 2 3 4 5
780 Firefighter $14.96 $15.71 $16.49 $17.32 $18.18
760 Fire Engineer $17.31 $18.18 $19.09 $20.04 $21.04
750 Fire Prevention Inspector $19.68 $20.67 $21.70
755 Fire Prevention Inspector $27.56 * $28.94 * $30.38
710 Fire Captain $20.04 $21.04 $22.10 $23.20 $24.36
40-hour week
All other rates are for a 56-hour week
EXHIBIT"B"
CITY OF REDDING CLASS SPECIFICATION
FIREFIGHTER
DEFINITION:
Under immediate supervision,performs all types offire 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 may not have prior practical firefighting
experience and are expected to successfully complete an entry level firefighter training program as
established by the City of Redding. Firefighters are expected to perform the full range of fire
suppression, safety and prevention duties assigned to the class and to learn 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:
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.
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.
CITY OF REDDING CLASS SPECIFICATK.,.r
FIREFIGHTER (Continued)
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.
1 1. 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.
CIT' OF REDDING CLASS SPECIFICATI.._.
FIREFIGHTER(Continued)
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.
Special Requirements:
State Certified Firefighter I and either Emergency Medical Technician I or First Responder.
Possession of the appropriate California driver's license, or the ability to acquire one within ten days
of appointment.
Employees- • -. • - . . . . • •- - •• . . . -. . - • , . - .• - -
resid•e--wit - ' • .• . - . - ' • . • -. .' • ' • ' ' .
CITY OF REDDING CLASS SPECIFICATK,.4
FIRE ENGINEER
DEFIMTION:
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.
Measures - Safety record, knowledge of district and City streets, training record.
CITY OF REDDING CLASS SPECIFICATIQN
FIRE ENGINEER (Continued)
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 lift 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 fireground operation.
Measures - Calculations are accurate.
10. Keeps records and prepares reports.
Measures - Follows accepted practices.
1 1. 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.
CITY OF REDDING CLASS SPECIFICATIOIN
FIRE ENGINEER (Continued)
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, and certified as an
Emergency Medical Technician I, or certified as a First Responder D.
Experience:
Typical experience would include two three 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 pump driver operation I A
and B or its equivalent.
Possession of the appropriate California driver's license, or the ability to acquire one within ten days
of appointment.
Employeeshired-aftcr June 24, -I _ • . - - 9 • ,- - •• • . . -. . - • . •-- - '• - - ust
reside within-thirty--(- 0) air►nit- - ' • • • •• -..• •
Forteinti• . • . ._ .. •. •. - • , - - .- • .. .. - . . - . • •
. .. • . - .• • • - - : • . . - - 9..d-employment as--a-City
• . • • • - : - •. - . •• - •• . . .- . .. and
drivertrainingprogrant
The Ci • - - • .- . • • . - . - - - . ate
certified . ' . ..
. ••- • . .. .•• .• • • • •- • • LSC
- - - d - • .•-.. . ••. .• , • • •: .• '. - • • ' - ..' . •' • • - -. . - -ert-fied
Fit cfighter II.
CITY OF REDDING CLASS SPECIFICATIUI'
FIRE PREVENTION INSPECTOR
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:
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. Inspection of premises for issuance of business licenses.
Measures - Number of licenses issued.
2. Investigation of all types of fires.
Measures - Number of investigations.
3. Code enforcement for building, plumbing, electric and related and appropriate fire codes.
Measures - Number of inspections.
4. Weed abatement.
Measures - Number of abatements.
5. Abatement of abandoned automobiles.
Measures - Number of automobiles.
6. Writing of related reports.
Measures - Number of reports written.
CITY OF REDDING CLASS SPECIFICATIOni
FIRE PREVENTION INSPECTOR (Continued)
7. 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
Uniform Building and Fire Codes.
Experience:
Typical experience would include three years full-time paid experience in fire suppression.
Special Requirements:
Possession of the appropriate California driver's license, or ability to acquire one within ten days of
appointment.
. .
-6 . - I - -, eel,' • I - - I • •-- .• • . . -. . - • • 'de1TCe7nu5t
CITY OF REDDING CLASS SPECIFICATION
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:
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 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.
CITY OF REDDING CLASS SPECIFICATION
FIRE CAPTAIN (Continued)
5. Schedules and directs station, apparatus, hose and hydrant maintenance programs.
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, techniques,
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.
CITY OF REDDING CLASS SPECIFICATION
FIRE CAPTAIN (Continued)
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.
Experience:
Typical experience would include a minimum of five years of full-time paid fire fighting experience in
the Redding Fire Department; two of the five years must be as a full-time Fire Engineer or Fire
Prevention Inspector.
Special Requirements:
Satisfactory completion of EMT ID or First Responder D.
Satisfactory completion of any 6 of the State of California Certified Fire Officer training program
courses (possession of certificates, or equivalent, at time of application).
Possession of the appropriate California driver's license, or the ability to acquire one within ten days
of appointment.
Ernpl. -- - - . . - . - , . . • . . . -. . - • - .
reside-wit ' ' • • - • - ' • • -.• •_ • ; .
June 29, 1990
EXHIBIT "C"
ALCOHOL AND DRUG ABUSE POLICY
City of Redding
I PURPOSE
The purpose of this policy is to comply with the Drug Free Work
Place Act of 1988 as passed by Congress. HR5210 requires that
all Federal grant recipients, including cities, establish an
anti-drug policy for the work place.
HR5210 requires the City to:
1. Establish a drug free awareness program for repre-
sented Fire employees.
2. Publish a notice to all represented Fire employees
specifying that drugs are illegal in the work place
and that action will be taken for violations.
3 . Provide each represented Fire employee directly
involved in the performance of a federal grant with a
copy of said notice.
4 . Make employment conditional upon compliance with this
policy and require the represented Fire employee to
notify the employer within five working days of a
conviction due to a drug related offense occurring in
the work place.
5. Notify the ,applicable granting federal agency within
ten days of a represented Fire employee' s conviction
due to a drug related offense occurring in the work
place.
6. Sanction represented Fire employees for violation
and/or require participation in a treatment program.
7 . Make a good faith effort to maintain a drug free work
place by following the above requirements.
In addition to the fact that such requirements are established
by law, a drug free policy is appropriate in that it attempts
to ensure that represented Fire employees are able to perform
their duties safely and efficiently. While the City of Redding
has no intention of intruding into the private lives of its
represented Fire employees, it does believe that involvement
with drugs and alcohol can take its toll on job performance and
represented Fire employee safety.
A key element of this policy is rehabilitation. Employees who
believe they have a problem are urged to contact the Personnel
Department for referral to community resources. Employees do
not have to reveal their specific problem in order to take
advantage of counseling services.
Alcohol and Drug Ab Policy
Page 2
The key focus of this policy is prevention through educating
represented Fire employees on the dangers of alcohol and drug
abuse, and rehabilitation for those who have such problems.
Any disciplinary actions will be evaluated on a case-by-case
basis and shall be used as a last resort after rehabilitation
efforts have failed.
II POLICY
It is City policy that represented Fire employees shall not be
under the influence of alcohol or drugs while on duty, nor
possess alcohol or drugs while on City property, or at work
locations, or in uniform, nor shall represented Fire employees
sell or provide drugs or alcohol to any other represented Fire
employee or to any person while such represented Fire employee
is on duty, nor shall any represented Fire employee have their
ability to work impaired as a result of the use of alcohol or
drugs when reporting for work.
While use of medically prescribed drugs is not a violation of
this policy, failure by the represented Fire employee to notify
his or her supervisor before beginning work when taking drugs
which foreseeably interfere with an effective performance of
duties or operation of City equipment, can result in discipline
up to and including termination. In the event there is a
question regarding a represented Fire employee' s ability to
safely and effectively perform assigned duties while using such
medication, clearance from the treating physician may be re-
quired.
Refusal to submit immediately to an alcohol and/or drug analy-
sis when requested by City management or law enforcement
personnel, as a result of reasonable suspicion, may constitute
insubordination and may be grounds for discipline up to and
including termination.
Employees reasonably believed to be under the influence of
alcohol or drugs shall be prevented from engaging in further
City work and shall be detained for a reasonable time until he
or she can be safely transported from the work site.
Higher standards may be promulgated based upon specific job
requirements as determined by City management.
III APPLICATION
This policy applies to all represented Fire employees and to
all applicants for positions with the City. This policy
applies to alcohol and to all substances, drugs or medications,
legal or illegal, which could impair a represented Fire em-
ployee' s ability to effectively and safely perform the func-
tions of the job.
Alcohol and Drug AY, Policy
Page 3
IV EMPLOYEE RESPONSIBILITIES
A represented Fire employee must:
a. Not report to work while his or her ability to
perform job duties is impaired due to on-duty or
off-duty alcohol or drug use.
b. Not directly, or through a third party, sell or
provide drugs or alcohol to any person, including any
represented Fire employee while either represented
Fire employee or both represented Fire employees are
on duty.
c. Submit immediately to an alcohol and/or drug test
when reasonable suspicion of alcohol and/or drug use
exists on the job and when requested by a responsible
City representative.
d. Notify his or her supervisor before beginning work
when taking any medications or drugs, prescription_ or
non-prescription, which may interfere with the safe
and effective performance of duties including opera-
tion of City equipment.
e . Provide within 24 hours of request bonafide verifi-
cation of a current valid prescription for any
potentially impairing drug or medication identified
when a drug screen is positive.
f . Notify the City of Redding within five working days
after being ' convicted of any drug related offense
occurring in the work place.
g. Notify the appropriate first-line supervisor upon
observation of another represented Fire employee
whose behavior and/or physical characteristics are
reasonably suspicious and harmful to himself/herself
and/or others.
V MANAGEMENT RESPONSIBILITIES AND GUIDELINES
a. Managers and supervisors are responsible for understanding
this policy and applying it without bias or prejudice.
b. Managers and supervisors must avail themselves of training
on the employer' s role in handling the special problems of
represented Fire employees who suffer from alcohol or drug
dependency.
c. Managers and supervisors may request that a represented
Fire employee submit to a fitness-for-duty examination
when there is reasonable suspicion that a represented Fire
employee is impaired, and is unable to perform the job
duties required in a safe and efficient manner. When
doing so, the manager or supervisor is required to
Alcohol and Drug AL Policy
Page 4
document, in writing, the facts and circumstances leading
to the reasonable suspicion that the represented Fire em-
ployee was impaired and could not perform safely on the
job. (Note: First-line supervisors should consult with
their supervisors, department directors and Director of
Personnel, and a joint decision should be made as to
whether or not the represented Fire employee should
undergo a fitness for duty medical examination. )
d. When there is a reasonable suspicion that the represented
Fire employee is impaired, the manager or supervisor must
attempt to detain the represented Fire employee until the
represented Fire employee can be safely transported from
the work place. If the represented Fire employee refuses
to submit to the fitness-for-duty examination, or attempts
to leave before safe transport can be found, the manager
or supervisor shall remind the represented Fire employee
of the requirements and disciplinary consequences of this
policy.
e. Managers and supervisors shall notify their department
directors or designee , when there is reasonable suspicion
that a represented Fire employee may have illegal drugs in
his or her possession. If the department director or
designee concurs that there is reasonable suspicion of
illegal drug possession, the department director shall
notify the appropriate law enforcement agency.
f . Department Heads and supervisors must use the reasonable
suspicion standards in determining whether a fitness-
for-duty examination is warranted. Examples of what could
lead to a reasonable suspicion of impairment are: 1)
slurred speech; 2) alcohol odor on breath; 3 ) unsteady
walking and movement; 4) size of pupils and their reaction
to light; 5) an accident involving City property; 6)
verbal altercation; 7 ) unusual behavior; 8) possession of
alcohol or drugs; and 9) information obtained from a
reliable person with personal knowledge. The above is not
an exclusive list, but is used for example only.
VI PHYSICAL EXAMINATION AND DRUG SCREENING PROCEDURES
The drug and/or alcohol screening may test for any substance
which could impair a represented Fire employee' s ability to
effectively and safely perform the functions of his or her
assigned job duties , including but not limited to prescription
medications, heroin, cocaine, barbiturates , amphetamines,
marijuana, and alcohol. The examination will be conducted by a
licensed physician in a local medical facility. The drug
testing will be conducted by a licensed toxicologist in a
laboratory identified as having met all legal requirements for
performing such tests .
Alcohol and Drug Ab'. Policy
Page 5
Results of drug and/or alcohol analysis:
a. Pre-Employment Physicals.
All applicants for employment with the City of
Redding are subject to drug/alcohol screening during
pre-employment physicals.
1. A positive result from a drug and/or alcohol
analysis may result in postponement or denial of
an applicant's appointment where the applicant's
use of alcohol and/or drugs violate requisite
job standards or could impede performance of
duties or responsibilities.
2. If a drug screen is positive at the pre-employ-
ment physical, the applicant must provide bona
fide verification of a valid current prescrip-
tion for the drug identified in the drug screen
within 24-hours after being informed of the test
results, unless geographical restrictions
prevent it. Further, the applicant must provide
a prescription in his or her own name. Should
geographical restrictions prevent local testing
and/or local verification of prescription, these
same requirements must be on record as having
been confirmed within 24 hours at similarly
licensed office(s) at or near the individual's
geographic location. The applicant is elimi-
nated from the selection process if the re-
quireme4ts of this paragraph cannot be met.
b. During Fit-For-Duty Examinations.
1. A positive result from a drug and/or alcohol
analysis may result in disciplinary action, up
to and including discharge.
2. If the drug screen is positive, the represented
Fire employee must provide, within 24-hours of
request, bonafide verification of a valid
current prescription for the drug identified in
the drug screen. The prescription must be in
the represented Fire employee' s name.
3 . If an alcohol or drug test is positive, the
manager or supervisor and the Director of
Personnel shall review the represented Fire
employee' s record to make a determination as to
the possibility of rehabilitation for the
purpose of returning the represented Fire
employee to his or her assignment; or, after
following rehabilitation, whether to reassign
the represented Fire employee or precede with
disciplinary action, up to and including
Alcohol and Drug A. a Policy
Page 6
discharge. A positive test for an illegal drug
will be considered impairing to the represented
Fire employee' s ability to perform his or her
job, and therefore the corrective provisions of
this policy will apply
VII CONFIDENTIALITY
Laboratory reports or test results shall not appear in the
represented Fire employee' s general personnel folder. An
employee may authorize release of such information to his or
her designated labor representative. Information of this
nature will be contained in a separate confidential medical
folder and securely kept under the control of the Director of
Personnel. Reports of test results may be disclosed to the
City Manager, or his designee, and the Fire Chief strictly on a
need-to-know basis, and to the tested represented Fire employee
upon request. Disclosures without represented Fire employee
(patient) consent may also occur when:
1 . The information is compelled by law or by judicial or
administrative process.
2 . The information is to be used in administering an
represented Fire employee benefit plan.
3 . The information is needed by medical personnel for
the diagnosis or treatment of the patient who is
unable to authorize disclosure.
VIII APPEAL PROCESS
Pre-Employment Physical Testing.
Candidates whose test results indicate there are substances
present and render them impaired are consequently eliminated
from the selection process, and may:
1 . Submit a written explanation accompanied by any
substantiating documentation ( i.e. prescriptions or
doctor' s or rehabilitation counselor ' s recommenda-
tions) within 48 hours of receiving the results .
Written explanation and any attached documents will
be reviewed by the doctor in charge of the candi-
date' s examination, and a recommendation will be made
to the Director of Personnel, whose decision shall be
final.
2 . Request that the facility that the City of Redding
has contracted with re-test the sample. The re-test
will be at the applicant' s expense. If the results
of the re-test contravene the results of the first
test, the City of Redding will reimburse the appli-
cant for the cost of the re-test.
Alcohol and Drug AL , Policy
Page 7
The City of Redding maintains the right to request
that a third test be conducted using the same sample.
In instances where the results of the second test
contravene the results of the first, the results of
the third test will be the deciding factor.
Fit-For-Duty Examinations.
Employees whose tests results are positive, and who are conse-
quently facing disciplinary action may:
1 . Submit a written explanation, accompanied by any
documentations justifying the substance. Prescrip-
tions currently in use must be submitted within
24-hours, but the written explanation accompanied by
the prescription and any written recommendations
• submitted by a doctor or rehabilitation counselor may
be submitted within 48-hours of the test results.
The doctor conducting the fit-for-duty examination
will review the explanation and documentation and
make a recommendation to the Director of Personnel,
who will forward his recommendation to the City
Manager whose decision will be final.
2. Request a meeting with applicable union representa-
tive, supervisor and the Director of Personnel to
discuss the possibilities of rehabilitation for the
purpose of retaining employment with the City of
Redding. Each case will be handled on an individual
basis. However, the principle of offering rehabili-
tation as a first resort and disciplinary action as
last resort will govern.
3 . Employees may request a re-test, from the same
sample, by the facility with which the City of
Redding has contracted, at his or her own expense.
If the re-test results contravene the first test
results, the City will reimburse the represented Fire
employee the cost of the re-test.
The City of Redding maintains the right to request
that a third test be conducted using the same sample
in instances where the results of the second test
contravene the results of the first. Results of the
third test will combine with those of the first two
to form the deciding factor.
4 . Probationary represented Fire employees , who are
rejected during probation for substance abuse, may
request a liberty hearing if they feel their reputa-
tion in the community has been adversely affected.
Alcohol and Drug At Policy
Page 8
IX SUMMARY
The City will conduct drug and alcohol awareness programs,
presented by the Personnel Department. These programs will
include prevention and detection methods, with emphasis on
maintaining a drug free work place. Additionally, printed
material will be given to all represented Fire employees
explaining the dangers of alcohol and drug abuse. All repre-
sented Fire employees will be given a copy of this policy.
a:policyl.per/lt
CIWF OF REDDING FIRE DEPARTMEN
PERFO) NCE EVALUATION RATING SY M:
Firelighter
Employee Name Date:
Evaluation Period From: To: FF-1
E =Exceeds Standards Work performance exceeds established department standards 9,1994
M=Meets Standards Work performance consistently meets established department standards
U= Unsatisfactory Work performance has reached or has deteriorated to such a degree that
it is clearly and consistently not acceptable by established departmental
standards.
U =INK It omments
I. EMERGENCY RESPONSE/OPERATIONS
You will receive a satisfactory rating in this
category if the following conditions are met:
1. You stay in a state of readiness for all
emergency calls.
2. You are belted in the apparatus ready to
respond as soon as possible or within a
maximum of one minute thirty seconds after
completion of dispatch. Avoid patterns of
delayed response to emergency calls.
A. Fire Suppression
1. Follows directions and commands of the
Captain or assigned Supervisor.
• Completes tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. Performs to the levels of fire fighter one
standards as per C.S.EM.Fire Fighter One
training manual.
B. Emereencv Medical
1. Follow directions and commands of the
Captain or assigned Supervisor.
• Complete tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines and with in scope of
certification and authorization.
C. HAZMAT
Follow directions and commands of the
Captain or assigned Supervisor.
L Complete tasks assigned or inform
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. The fire fighter shall maintain the following
certification as provided by the
Fire Department;
First Responder Operational
Employee Initial: Ratine Supervisor Initial:
EMPLOYEE NAME: Comments 111 9. 994 'a. - FF'-2
IL WORK HABITS
You are expected to be productively engaged
in the Department's work while on paid time
unless directed to do otherwise per policy.
Complies with your supervisor's assignments
and priorities as directed.
B. Arrive in time to start your shift at 0800,
ready for work,with full uniform and
equipment per policy,procedures and
directives.
C Take breaks as authorized by your
supervisor.
D. Use sick leave as directed by policy.
E. Complete assignments with in assigned time
frames.
F. Follow the chain of command as per policy.
G. You shall remain on duty until relieved or
released by your supervisor.
III. SAFETY
A. General
1. Conduct your work in a manner which
promotes the safety of yourself and others.
2. Avoid patterns of behavior which place you
self and others at risk and which risks
unnecessarily damage to equipment and
facilities.
B, Follows Code of Safe Practices:
1. Safety evacuation precautions
2. Personal Protective Equipment
3. SCBA
4. PASS
5. Water Supply
6. Ground Ladders
7. Utilities
8 Haz Mat
9. Interior Operations
10. Ventilation
11. Backchat(
12. Flashover
13. Wildand Fires(Includes Ten Standard
Firefighting Orders)
14. Operates vehicles per applicable laws.
department procedures,and supervisory
directives.
Em.lovee Initial: Rating Supervisor Initial:
EMPLOYEE NAME: COMMENTS 9. 1994 PAGEJF-3
15. Participates in tate safety meetings
while on duty.
IV. INTERNAL RELATIONS
A. General
1. You are expected to conduct yourself in a
manner which supports the Department and
City effort in accomplishing its mission.
2. Generally,your interactions with others
should have a positive impact on the
Department and its accomplishments.
B. Interpersonal
1. Treat co-workers and supervisors with
respect.
2. Treat the belongings,materials,tools and
equipment of others with respect.
3. When differences arise,find constructive
ways to resolve them.
4. Does not allow differences to disrupt your
work or the work of others.
5. Regardless of personal differences works
with others in supportive ways.
6. Avoids racial,sexual,ethnic,religious and
cultural slurs as per City policy.
7. From time to time,it is natural to disagree
with policy,direction decisions,etc. When
you work for others it is unavoidable. Most
people find ways to work harmoniously with
aspects of the work environmenteven though
not always in accord with personal
preferences. For the sake of the department
you are expected to do likewise. If you have
complaints,problems,and disagreements of
a compelling nature,process them through
the chain of command,offering constructive
suggestions for resolutions. Avoid repeated
complaints which do not contribute to a
solution,but only create further problems
and disruption.
8. Comply with the City/Department grievance
and appeal policies and procedures.
9. Comply with City sexual harassment policy.
V. PUBLIC RELATIONS
A Conduct your work in a manner which fosters
good public relations and public support for
the Department and the City.
B Follow the Department's Rules of Conduct.
C. Avoid profanity,sarcasm,voice tone and
body language which are interpreted as
discourteous.
Employee Initials: Ratine Supervisor initials:
EMPLOYEE NAME ,COMMENTS PAGE FF-4
D. Avoid behavior which would bring discredit
E Keep your supervisor advised of any
confrontations with members of the public
or other departments.
F. That members of the public and other
agencies with respect.
VI. PREVENTION.
A. You are expected to conduct your fire
prevention duties as assigned and per
policy and procedures.
B. Follow directions and commands of the
Captain or assigned Supervisor.
VII. TRAINING AND DEVELOPMENT
A. Participation and leadership in training
exercises.
B. Maintain skills necessary to for job.
C. Participates fully in drills and exercises
so that your skills can be monitored and
expanded.
D. Open to,and comply with critiques and
suggestions for improvement. If you
disagree with critiques and suggestions,
bring it to your supervisor in private and
suggest your approach for adoption. If this
fails,comply with the approaches requested
by your supervisor.
' E Shall perform to the levels of fire fighter
one standards as per the California State
Fire Marshal's Fire Fighter One training
manual.
VIII. EQUIPMENT USE AND MAINTENANCE
A. Maintains equipment in a manner most
likely to assure safe working order and
good appearance.
B. Keeps vehicles free of trash and
unnecessary items.
C. Conduct maintenance checks per guidelines
as assigned.
D. Report damage to any department equipment
observed to immediate supervisor.
E. Return equipment,tools etc.to their proper
place.
F. Notify engineer of removal of any equipment
or tools from apparatus.
G. Must maintain a current appropriate
California drivers license with endorsements.
. •n plovee Initials: 2atine supervisor Initials:
EMPLOYEE NAME: COMMENTS 9.1994
IX. FACILITIPAGE'EF-5
ES a AND MAINTENANCE
A. Uses and maintains City and Department
facilities in a manner likely to assure
good working order and appearance.
B. Does cleaning,and upkeep of the fire
station and facilities as directed.
C. Reports to supervisor,or corrects,any
damage to facilities,appliances,etc.
observed.
D. Corrects minor spills,littering,or out-of-
place objects when encountered.
E Leaves work/living areas in a clean,neat
condition,free of trash,food,drinks.
F. Does fair share of cleanup.
X. PUBLIC EDUCATION
A. Participate in the department's public
I ( I education effort as assigned.
XI. APPEARANCE AND GROOMIj
A. Maintains a professional appearance in the
cleanliness and upkeep of your uniform and
equipment
B. Presents self to the Department and the
public in a manner most likely to inspire
confidence and respect.
C. Meets or exceeds minimum standards as
outlined in the department uniform and
grooming policy.
D. Takes personal responsibility for complying
with the policy.
C. Exercise good personal hygiene.
XII. REPORTS AND ROUTINE PAPERWORK
A. Submits reports and other written materials
that are usable with a minimum of rework.
B. Routine reports and submittals are on time
and per department guidelines.
C. Follow directions and commands of the
Captain or assigned Supervisor.
XIII. COLLATERAL DUTIES, PROJECTS AND COMMITTEES
A. Completes special tasks in a manner
requested.
B. Reports to immediate supervisor specially
assigned tasks.
C. Resolves conflict of special assignments with
regular work expected by immediate
supervisor through your immediate
E Submits work by due dates and times.or
•
F. Follows department policy.procedures and
guidelines in the conduct of these special
assignments.
Employee Initials: rRatine Supervisor Initials:
EMPLOYEE NAME: COMMENTS 9.1994 PAGE- F-6
Emnlovee Initials: Rating Supervisor Initials:
This report represent my best judgment of
the employee's performance based on my observations and knowledge.
Rating Supervisor Signature: Date:
This report has been discussed with me.
Employee Signature: Date:
Battalion Chief: Date:
Fire Chief: Date:
I F REDDIN FIRE DEPARIMEJ`"
PERF( kNCE EVALUATION RATING S! .VI:
Fire Engineer
Employee Name Date:
Evaluation Period From: To: FE-I
E =Exceeds Standards Work performance exceeds established department standards 9,1994
M=Meets Standards Work performance consistently meets established department standards
U=Unsatisfactory Work performance has reached or has deteriorated to such a degree that
it is clearly and consistently not acceptable by established departmental
standards.
E M U M ERGComments
ENCY RESPONSE/OPERATIO S
I. EM
You will receive a satisfactory rating in this
category if
1. You stay in a state of readiness for all
emergency calls.
Z You are belted in the apparatus ready to
respond as soon as possible or within a
maximum of one minute thirty seconds after
completion of dispatch. Avoid patterns of
delayed response to emergency calls.
A. Fire Suppression
1. Follows directions and commands of the
Captain or assigned Supervisor.
2 Completes tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. Performs to the levels of fire fighter two
standards as per C.S.EM.Fire Fighter Two
Standard.
B. Emereencv Medical
1. Follow directions and commands of the
Captain or assigned Supervisor.
L Complete tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines and within scope of
certification and authorization.
C. HAZMAT
1. Follow directions and commands of the
Captain or assigned Supervisor.
2. Complete tasks assigned or inform
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. The fire fighter shall maintain the following
certification as provided by the
Fire Department:
First ResoonderOoerational
Employee Initial: Ratinc Supervisor Initial:
EMPLOYEE NAME: 'Comments x.1994 Page E-2
D. DRIVING
1. Follows direction and commands of the Captain
or assigned supervisor.
2. Confirms incident location and route prior to
responding.
3. Must maintain a current appropriate California
drivers license with endorsements
E. APPARATUS OPERATIONS
1. Operate all apparatus per departmental policy
and procedures.
II. WORKHABITS 1'
A. You are expected to be productively engaged
in the Departments work while on paid time
unless directed to do otherwise per policy.
Complies with your supervisors assignments
and priorities as directed.
B. Arrive in time to start your shift at 0800,
ready for work,with full uniform and
equipment per policy,procedures and
directives.
C Take breaks as authorized by your
supervisor.
D. Use sick leave as directed by policy.
E. Complete assignments with in assigned time
frames.
F. Follow the chain of command as per policy.
G. You shall remain on duty until relieved or
released by your supervisor.
H. Exchange information with your relief personnel.
• III. SAFETY
A. General
1. Conducts your work in a manner which
promotes the safety of yourself and others.
.'_ Avoids patterns of behavior which place you
self and others at risk and which risks
unnecessarily damage to equipment and
facilities.
B. Follows Code of Safe Practices:
1. Safety evacuation precautions
2. Personal Protective Equipment
3. SCBA
4. PASS
5. Water Supply
6. Ground Ladders
7. Utilities
8. Haz Mat
Employee Initial: Ratine Supervisor Initial:
EMPLO E NAME• COMMENTS 9. 1994 PAGE-E-3
9. Interior Operat..
10. Ventilation
11. Backdraft
12. Flashover
13. Wildand Fires(Includes Ten Standard
Firefighting Orders)
14. Operates vehicles per applicable laws.
department procedures,and supervisory
directives.
15. Participates in tail gate safety meetings
while on duty.
16. Maintain physical fitness standards as per
departmental policy.
IV. INTERNAL RELATIONS
A. General
1. You are expected to conduct yourself in a
manner which supports the Department and
City effort in accomplishing its mission.
Generally,your interactions with others
should have a positive impact on the
Department and its accomplishments.
B. Interpersonal
1. Heat co-workers and supervisors with
respect.
2 Treat the belongings,materials.tools and
equipment of others with respect..
3. When differences arise,find constructive
ways to resolve them.
4. Does not allow differences to disrupt your
work or the work of others.
5. Regardless of Personal differences works
with others in supportive ways.
6. Avoids racial,sexual,ethnic.religious and
cultural slurs as per City policy.
7. From time to time,it is natural to disagree
with policy,direction decisions.etc. When
you work for others it is unavoidable. Most
people find ways to work harmoniously with
aspects of the work environment even though
not always in accord with personal
preferences. For the sake of the department
you are expected to do likewise. If you have
complaints.problems.and disagreements of
a compelling nature.process them through
the chain of command.offering constructive
suggestions for resolutions. Avoid repeated
complaints which do not contribute to a
solution.but only create further problems
and disruption.
Employee Initials: Ratine Supervisor Initials:
EMPLOYEE NAME: ,COMMENTS 9.1994 PAGE -4
8. Comply with th /Department grievance
and appeal policies and procedures.
9. Comply with City sexual harassment policy.
!! I ! I !I
V. PUBLIC RELATIONS
A Conduct your work in a manner which fosters
good public relations and public support for
the Department and the City.
B Follow the Department's Rules of Conduct.
C. Avoid profanity,sarcasm.voice tone and
body language which are interpreted as
discourteous.
D. Avoid behavior which would bring discredit
to the Department and City.
E Keep your supervisor advised of any
confrontations with members of the public
or other departments.
F. Treat members of the public and other
agencies with respect.
G. Avoid patterns of complaints regarding the
operation and placement of apparatus.
VI. PREVENTION
A. You are expected to conduct your fire
prevention duties as assigned and per
policy and procedures.
B. Follow directions and commands of the
Captain or assigned Supervisor.
VII. TRAINING AND DEVELOPMENT
A. Participation and leadership in training
exercises.
B. Maintain skills necessary to do job.
C. Participates fully in drills and exercises
so that your skills can be monitored and
expanded.
D. Open to,and comply with critiques and
suggestions for improvement. If you
disagree with critiques and suggestions,
bring it to your supervisor in private and
suggest your approach for adoption. If this
fails,comply with the approaches requested
by your supervisor.
E Shall perform to the levels of fire fighter
two standards as per the California State
Fire Marshal's Fire Fighter Two training
Standard
F. Operate all Fire Apparatus per departmental
policy and procedures.
Employee Initials: Rating Supervisor Initials:
EMPLOYEE NAME: COMMENTS 9 199a PAGE -5
VIII. EOUIPMENT USE AND MAINTENA
A. Maintains equipment in a manner most
likely to assure safe working order and
good appearance.
B. Keeps vehicles free of trash and I ��
unnecessary items.
C. Conduct maintenance checks per guidelines
as assigned.
D. Report damage to any department equipment
observed to immediate supervisor.
E Return equipment,tools etc.to their proper
place.
IX. FACILITIES USE AND MAINTENANCE
A. Uses and maintains City and Department
facilities in a manner likely to assure
good working order and appearance.
B. Does cleaning,and upkeep of the fire
station and facilities as directed.
C. Reports to supervisor,or corrects,any
damage to facilities,appliances,etc.
observed.
D. Corrects minor spills,littering,or out-of-
place objects when encountered.
Leaves work/living areas in a clean,neat
condition,free of trash,food,drinks.
F. Does fair share of clean up.
X. PUBLIC EDUCATION
I ( A. Participate in the department's public
11 education effort as assigned.
XI. APPEARANCE AND GROOMING
A. Maintains a professional appearance in the
cleanliness and upkeep of your uniform and
equipment.
B. Presents self to the Department and the
public in a manner most likely to inspire
confidence and respect.
C. Meets or exceeds minimum standards as
outlined in the department uniform and
grooming policy.
D. Takes personal responsibility for complying
with the policy.
C. Exercise good personal hygiene.
XII. REPORTS AND ROUTINE PAPERWORK
A. Submits reports and other written materials
that are usable with a minimum of rework.
B. Routine reports and submittals are on time
and per department guidelines.
Employee Initials: Ratine Supervisor Initials.
EMPLOYEE NAME: COMMENTS 9.1994 PAGE'E-6
C. Follow directions and commands of the
Captain or assigned Supervisor.
COLLATERAL DUTIES,_PROJECTS AND COMMITTEES H
A. Completes special tasks in a manner
requested.
B. Reports to immediate supervisor specially
assigned tasks.
C. Resolves conflict of special assignments with
regular work expected by immediate
supervisor through your immediate
supervisor.
Submits work by due dates and times.or
rrne2 bates a new date in advance,
F. Follows department policy,procedures and
guidelines in the conduct of these special
assignments.
•
Fmolovrr Initials: Ratin Supervisor Initials•
report represent my best judgment of
the employee's performance based on my observations and knowledge.
Rating Supervisor Signature: Date:
This report has been discussed with mc.
Employee Signature: Date:
Battalion Chief: Date:
Fire Chief: Date:
9. 1994
CITElpF REDDING FIRE DEPARTMEN11111
PERFOROPPiNCE EVALUATION RATING SY :
Fire Inspector
Employee Name Date:
Evaluation Period From: To: FI-I
E =Exceeds Standards Work performance exceeds established department standards 9-94
M=Meets Standards Work performance consistently meets established department standards
U=Unsatisfactory Work performance has reached or has deteriorated to such a degree that
it is clearly and consistently not acceptable by established departmental
standards.
E M U 'ategory Comments
I. EMERGENCY RESPONSE/OPERATIONS
A. Fire Suppression
1. Follows directions and commands of the
Fire Marshal or assigned Supervisor.
2. Completes tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. Performs to the levels of fire fighter two
standards as per C.S.F.M.Fire Fighter II
Certification.
5 Conduct fire cause investigations as per standard
procedures and policy.
B. Emer2encv Medical
IL 1. Follow directions and commands of the Fire Marshal or assigned Supervisor.
Z Complete tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines and within scope of
certification and authorization.
C. HAZMAT
1. Follow directions and commands of the
Fire Marshal or assigned Supervisor.
Z Complete tasks assigned or inform
supervisor if unable.
3. Will perform tasks as per policy.procedures
and safety guidelines.
4. The inspector shall maintain the following
certification as provided by the
Fire Department;
First Responder Operational
Employee Initial: Ratine Supervisor Initial:
EMPLOYEE NAME: Comments 9. 1994 '. • - 2
D. DRIVING
1. Follows direction and commands of the Fire
Marshal or assigned supervisor.
Confirms incident location and route prior to
responding.
3. Must maintain a current appropriate California
drivers license with endorsements
E. APPARATUS OPERATIONS
1. Operate all apparatus per departmental policy
and procedures.
II. WORK HABITS
A. You arc expected to be productively engaged
in the Department's work while on paid time
unless directed to do otherwise per policy.
Complies with your supervisor's assignments
and priorities as directed.
B. Arrive in time to start your shift at 0800,
ready for work,with full uniform and
equipment per policy,procedures and
directives.
C Take breaks as authorized by your
supervisor.
D. Use sick leave as directed by policy.
E Complete assignments with in assigned time
frames.
F. Follow the chain of command as per policy.
G. You shall remain on duty until relieved or
released by your supervisor.
•
H. Exchange information with your relief personnel.
III. SAFETY
A. General
1. Conducts your work in a manner which
promotes the safety of yourself and others.
2. Avoids patterns of behavior which place you
self and others at risk and which risks
unnecessarily damage to equipment and
facilities.
B. Follows Code of Safe Practices:
1. Safety evacuation precautions
2. Personal Protective Equipment
3. SCBA
4. PASS
. 5. Water Supply
6. Ground Ladders
7. Utilities
8. Has Mat
Employee Initial: Ratine Su.ervisor Initial:
EMPLOYEE NAME: COMMENTS• 9 1994 PIr P1-3
9. Interior Operattuus
10. Ventilation
11. Backdraft
12. Flashover
13. Wildand Fires(Includes Ten Standard
Firefighting Orders)
14. Operates vehicles per applicable laws,
department procedures,and supervisory
directives.
15. Participates in tail gate safety meetings
while on duty.
16. Maintain physical fitness standards as per
departmental policy.
IV. INTERNAL RELATIONS
A. General
1. You arc expected to conduct yourself in a
manner which supports the Department and
City effort in accomplishing its mission.
2. Generally,your interactions with others
should have a positive impact on the
Department and its accomplishments.
B. Interpersonal
1. Treat co-workers and supervisor's with
respect.
2. Treat the belongings,materials,tools and
equipment of others with respect.,
3. When differences arise,find constructive
ways to resolve them.
4. Does not allow differences to disrupt your
work or the work of others.
5. Regardless of personal differences works
with others in supportive ways.
6. Avoids racial,sexual,ethnic.religious and
cultural slurs as per City policy.
7. From time to time,it is natural to disagree
with policy,direction decisions,etc. When
you work for others it is unavoidable. Most
people find ways to work harmoniously with
aspects of the work environment even though
not always in accord with personal
preferences. For the sake of the department
you are expected to do likewise. If you have
complaints,problems,and disagreements of
a compelling nature,process them through
the chain of command,offering constructive
suggestions for resolutions. Avoid repeated
complaints which do not contribute to a
solution,but only create further problems
and disruption.
Employee Initials: Ratine Supervisor Initials:
EMPLOYEE NAME: COMMENTS 2,1994 PAGE4
8. Comply with the ,/Department grievance
and appeal policies and procedures.
9. Comply with City sexual harassment policy.
V. PUBLIC RELATIONS
A Conduct your work in a manner which fosters
good public relations and public support for
the Department and the City.
B Follow the Department's Rules of Conduct.
C. Avoid profanity,sarcasm,voice tone and
body language which are interpreted as
discourteous.
D. Avoid behavior which would bring discredit
to the Department and City.
E. Keep your supervisor advised of any
confrontations with members of the public
or other departments. c
F. Treat members of the public and other
agencies with respect.
G. Avoid patterns of complaints regarding the
operation and placement of apparatus.
VI. PREVENTION
A. You are expected to conduct your fire
prevention duties as assigned and per
policy and procedures.
B. Follow directions and commands of the
Fire Marshal or assigned Supervisor.
C. Investigation of fires for origin and cause.
D. Enforce the UFC,UBC,City Polices and
Regulations.
E. Conduct fire prevention inspections as assigned.
VII. TRAINING AND DEVELOPMENT
A. Participation and leadership in training
Lexercises.
B. Maintain skills necessary to do job.
C. Panicipates fully in drills and exercises
so that your skills can be monitored and
expanded.
D. Open to,and comply with critiques and
suggestions for improvement. If you
disagree with critiques and suggestions.
bring it to your supervisor in private and
suggest your approach for adoption. If this
fails,comply with the approaches requested
by your supervisor.
•
Employee Initials: Ratine Supervisor Initials:
EMPLOYEE NAME: Co u 9 ••4 -5
Shall perform to c levels of fire fighter
two standards as per the California State
Fire Marshal's Fire Fighter Two training
Standard
F. Operate all Fire Apparatus per departmental
policy and procedures.
VIII. EQUIPMENT USE AND MAINTENANCE
A. Maintains equipment in a manner most
likely to assure safe working order and
good appearance.
I B. Keeps vehicles free of trash and
unnecessary items.
C. Conduct maintenance checks per guidelines
as assigned.
D. Report damage to any department equipment
observed to immediate supervisor.
E. Return equipment,tools etc.to their proper
place.
IX. FACILITIES USE AND MAINTENANCE
A. Uses and maintains City and Department
facilities in a manner likely to assure
good working order and appearance.
B. Does cleaning,and upkeep of work area
and facilities as directed.
C. Reports to supervisor,or corrects,any
damage to facilities,appliances,etc.
observed.
D. Corrects minor spills,littering,ocout-of-
place objects when encountered.'.'.
E Leaves work/living areas in a clean,neat
condition,free of trash,food.drinks.
F. Does fair share of clean up.
X. PUBLIC EDUCATION
A. Participate in the department's public
III education effort as assigned.
XI. APPEARANCE AND GROOMING
A Maintains a professional appearance in the
cleanliness and upkeep of your uniform and
equipment.
B. Presents self to the Department and the
public in a manner most likely to inspire
confidence and respect.
C. Meets or exceeds minimum standards as
outlined in the department uniform and
grooming policy.
D. Takes personal responsibility for complying
with the policy.
C. Exercise good personal hygiene.
Employee Initials: Rating Supervisor Initials:
'',
EMPLOYEE NAME; COMMENTS 9, lea PAGE FI-6
XII. REPORTS AND ROUTINE PAPERWORK
A. Submits reports and other written materials
that are usable with a minimum of rework.
B. Routine reports and submittals are on time
and per department guidelines.
C. Follow directions and commands of the
assigned Supervisor.
XIII. COLLATERAL DUTIES, PROJECT'S AND COMMITTEES l�
A. Completes special tasks in a manner
requested.
B. Reports to immediate supervisor specially
assigned tasks.
C. Resolves conflict of special assignments with
regular work expected by immediate
supervisor through your immediate
suoe visor.
E Submits work by due dates and times,or
renecotiates a new date in advance.
F. Follows department policy,procedures and
guidelines in the conduct of these special
assignments.
Emolovee[niiials: Rating Supervisor Initials:
This report represent my best judgment of
the employee's performance based on my observations and knowledge.
Rating Supervisor Signature: Date:
This report has been discussed with me.
Employee Signature: Date:
Fire Marshal: Date:
Fire Chief: Date:
CI OF REDDING FIRE DEPARTMEN
AIL
PERFOIWANCE EVALUATION RATING SY
Fire Captain
Employee Name Date:
Evaluation Period From: To: FC-1
E =Exceeds Standards Work performance exceeds established department standards 9,1994
M=Meets Standards Work performance consistently meets established department standards
U=Unsatisfactory Work performance has reached or has deteriorated to such a degree that
it is clearly and consistently not acceptable by established departmental
standards.
E M til ate.•i mments
I. SUPERVISION
A. PERFORMANCE ASSURANCE
You will receive a satisfactory rating in this
category if the following conditions are met:
1. Your employees all meet the performance
expectations for their position.
2. In those cases where the employee is not meeting
performance expectations.you have taken those
actions necessary(as per policy and procedure)
to correct the deficiency one way or another,or
3. You have justified to your supervisor why
above items (1)and(2)do not apply.
B. EMPLOYEE RELATIONS
1. Treat employees with respect.
2. Dispense assignments,rewards and discipline
evenly.
3. Praise in public,reprimand in private.
4. Keep employees informed of things which
effects them. •
5. Make yourself available to your employees.
Be open to discussion of problems,issues,and
represent employee issues to management if
resolution exceeds your authority.
6. Promote employee morale and a positive
working environment.
C. EMPLOYEE DEVELOPMENT
1. Assess personnel training and developmental
needs and act accordingly.
2. Support personnel growth.
II. ADMINISTRATION AND PROBLEM SOLVING
A. ADMINISTRATION
You are expected to effectively administer the
activities of your company.
Make provisions for applicable leave per policy,
guidelines or M.O.U.
3. Insure personnel assignments are administered
as per policy.
Employee Initial: Rating Supervisor Initial:
EMPLOYEE NAME; Comments 9, Page C- Z
4. Maintain payro u..d time keeping records.
5. Complete performance appraisals as needed
by due date.
6. Recognize potential problems and take
appropriate actions.
7. Maintain communication within the chain
of command.
8 Complete and maintain the daily log.
9. Be familiar and act in accordance with policies,
guidelines and M.O.U.
III. EMERGENCY RESPONSE OPERATIONS
•
1. You stay in a state of readiness for all
emergency calls.
2 You are belted in the apparatus ready to
respond as soon as possible orwithin a
maximum of one minute thirty seconds after
completion of dispatch. Avoid patterns of
delayed response to emergency calls.
A. Fire Suppression
1. Follows directions and commands of the
assigned Supervisor.
2. Completes tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. Performs to the levels of fire fighter two
standards as per C.S.F.M.Fire Fighter Two
Standard
B. Emereencv Medical
1. Follow directions and commands of the
assigned Supervisor.
2 Complete tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines and with in scope of
certification and authorization.
C. Hazmat
1. Follow directions and commands of the
assigned Supervisor.
2. Complete tasks assigned or inform
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. The Captain shall maintain the following
certification as provided by the
Fire Department:
First Responder Operational
Employee Initial: Rating Supervisor Initial:
EMPLOYEE NAME: Comments 9. Page C-3
IV. WORKFL ,S
A. You are expected to be productively engaged
in the Department's work while on paid time
unless directed to do otherwise per policy.
Complies with your supervisors assignments
and priorities as directed.
B. Arrive in time to start your shift at 0800,
ready for work,with full uniform and •
equipment per policy,procedures and
directives.
C Take breaks as authorized by your
supervisor.
D. Use sick leave as directed by policy.
E. Complete assignments with in assigned time
frames.
F. Follow the chain of command as per policy.
G. You shall remain on duty until relieved or
released by your supervisor.
V. SAFETY
A. General
1. Conducts your work in a manner which
promotes the safety of yourself and others.
2. Avoids patterns of behavior which place you
self and others at risk and which risks
unnecessarily damage to equipment and
facilities.
B. Follows Code of Safe Practices:
1. Safety evacuation precautions
2. Personal Protective Equipment
3. SCBA
4. PASS
5. Water Supply
6. Ground Ladders
7. Utilities
8 Haz Mat
9. Interior Operations
10. Ventilation
11. Backdraft
12. Flashover
13. Wildand Fires(Includes Ten Standard
Firefighting Orders)
14. Operates vehicles per applicable laws,
department procedures,and supervisory
directives.
Employee Initial: Ratine Supervisor Initial:
EMPLOYEE NAME: COMMENTS 9.1994 PAGEIC-4
I I ( 15. Participates in. ..e safety meetings
while on duty.
VI. INTERNAL RELATIONS
A. General
1. You are expected to conduct yourself in a
manner which supports the Department and
City effort in accomplishing its mission.
2. Generally,your interactions with others
should have a positive impact on the
Department and its accomplishments.
B. Internersonal
1. Treat co-workers and supervisor's with
respect.
2. Treat the belongings,materials,tools and
equipment of others with respect.
3. When differences arise,find constructive
ways to resolve them.
4. Does not allow differences to disrupt your
work or the work of others.
5. Regardless of personal differences works
with others in supportive ways.
6. Avoids racial,sexual,ethnic,religious and
cultural slurs as per City policy.
7. From time to time,it is natural to disagree
with policy,direction decisions,etc. When
you work for others it is unavoidable. Most
people find ways to work harmoniously with
aspects of the work environment even though
not always in accord with personal
preferences. For the sake of the department
you are expected to do likewise. If you have
complaints,problems,and disagreements of
a compelling nature,process them through
the chain of command.offering constructive
suggestions for resolutions. Avoid repeated
complaints which do not contribute to a
solution,but only create further problems
and disruption.
8 Comply with the City/Department grievance
and appeal policies and procedures.
9. Comply with City sexual harassment policy.
VII. PUBLIC RELATIONS
A Conduct your work in a manner which fosters
good public relations and public support for
the Department and the City.
B Follow the Department's Rules of Conduct.
C. Avoid profanity,sarcasm,voice tone and
body language which are interpreted as
discourteous.
Employee Initials: Ratine Supervisor Initials:
0
EMPLOYEE NAME: COMMENTS 9. i PAGE C-5
D. Avoid behavior which would bring discredit
E Keep your supervisor advised of any
confrontations with members of the public
or other departments.
F. Treat members of the public and other
agencies with respect.
VIII. PREVENTION
A. You are expected to conduct your fire
prevention duties as assigned and per
policy and procedures.
B. Follow directions and commands of the
Battalion Chief or assigned Supervisor.
IX. TRAINING AND DEVELOPMENT
A. Participation and leadership in training
exercises.
B. Maintain skills necessary to for job.
C. Participates fully in drills and exercises
so that your skills can be monitored and
expanded.
D. Open to,and comply with critiques and
suggestions for improvement. If you
disagree with critiques and suggestions,
bring it to your supervisor in private and
suggest your approach for adoption. If this
fails,comply with the approaches requested
by your supervisor.
E Shall perform to the levels of fire fighter
two standards as per the California State
Fire Marshal's Fire Fighter Two Standard.
X. EQUIPMENT USE AND MAINTENANCE
A. Maintains equipment in a manner most
likely to assure safe working order and
good appearance.
B. Keeps vehicles free of trash and
unnecessary items.
C. Insures maintenance checks per guidelines
as assigned.
D. Report damage to any department equipment
observed to immediate supervisor.
E Return equipment,tools etc.to their proper
place.
F. Notify engineer of removal of any equipment
or tools from apparatus.
G. Must maintain a current appropriate
California drivers license with endorsements.
Employee Initials: Rating Supervisor Initials:
EMPLOYEE NAME: COMMENTS 9. 1994 PAGE C-6
XI. FACILITIES Ilk_A,AND
MAINTENANCE
A. Uses and maintains City and Department
facilities in a manner likely to assure
good working order and appearance.
B. Oversees cleaning,and upkeep of the fire
station and facilities as directed.
C. Reports to supervisor,or corrects,any
damage to facilities,appliances,etc.
observed.
D. Corrects minor spills,littering,or out-of-
place objects when encountered.
E. Leaves work/living areas in a clean,neat
condition,free of trash,food,drinks.
F. Does fair share of clean up.
XII. PUBLIC EDUCATION
A. Participate in the department's public
education effort as assigned.
XIII. APPEARANCE AND GROOMING
A Maintains a professional appearance in the
cleanliness and upkeep of your uniform and
equipment
B. Presents self to the Department and the
public in a manner most likely to inspire
confidence and respect
C. Meets or exceeds minimum standards as
outlined in the department uniform and
grooming policy.
D. Takes personal responsibility for complying
with the policy.
C. Exercise good personal hygiene.
XIV. REPORTS AND ROUTINE PAPERWORK
A Submits reports and other written materials
that are usable with a minimum of rework.
B. Routine reports and submittals are on time
and per department guidelines.
XV. COLLATERAL DUTIES, PROJECTS AND COMMITTEES
A Completes specialtasks in a manner
requested.
B. Reports to immediate supervisor specially
assigned tasks.
C. Resolves conflict of special assignments with
regular work expected by immediate
supervisor through your immediate
E Submits work by due dates and times,or
renegotiates a new date in advance.
F. Follows department policy,procedures and
guidelines in the conduct of these special
assignments.
Employee initials: Ratine Supervisor Initials:
6EMPLOYEE NAME: 9.i994 PAGB-C-7
•
Emoloveelnitials:_ Rating Supervisor Initials:
This report represent my best judgment of
the employee's performance based on my observations and knowledge.
Rating Supervisor Signature: Date:
This report has been discussed with me.
Employee Signature: Date:
Battalion Chief: Date:
Fire Chief: Date: