HomeMy WebLinkAboutReso 97-184 - Approving Provisions of the memorandum of Understanding Entered into Between the COR and the international Assoc of Fire Fighters, Local Union 1934, Eff 07/01/97 � �
RESOLUTION NO. 97- ��
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 INTERNATIONALASSOCIATION OF FIRE FIGHTERS,LOCAL
UNION 1934, EFFECTIVE JULY 1, 1997.
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 ofUnderstanding with the designated representatives ofthe 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
July 1, 1997.
I HEREBY CERTIFY that the foregoing Resolution was introduced, read, and adopted at
a regular meeting of the City Council of the City of Redding on the 7th day of October, 1997, by the
following vote:
AYES: COUNCIL MEMBERS: R. Anderson, Kehoe, McGeorge and Murray
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: P. Anderson
ABSTAIN: COUNCIL MEMBERS: None
��;i�t-Z��.
PATRICIA A. ANDERSON, Mayor
ATTEST: FORM APPROVED:
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CONNIE STROHIV�AY , City Clerk W. LEONARD WIN E, City Attorney �
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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: Februar� 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 Apri16, 1993
AMENDED: January 3, 1995 to be effective July 1, 1994
AMENDED: 1997 to be effective Julv l, 1997
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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 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . g
ARTICLE 10: SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
ARTICLE 11: PROMOTION AND TRANSFER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
ARTICLE 12: DEMOTION AND LAYOFF . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
ARTICLE 13: LEAVE OF ABSENCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
ARTICLE 14: EXPENSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE 15: SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE 16: FUNERAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
ARTICLE 17: HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
ARTICLE 18: VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE 19: UNIFORMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
ARTICLE 20: MISCELLANEOUS . . . . . . . . . . . . . . . . . . . . . 17
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE 22: ENTIRE AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
ARTICLE23: TERM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
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EXHIBITS:
EXHIBITS "A-1" - "A-4" - SCHEDiJLES 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 3u�y-1;
1�394 Julv 1 1997, or thereafter, are underlined, deleted language is lined out.
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MEMORAND[1M OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, f�he CITY OF REDDING (a public
June, 1974, by and between the designated representattves o
agency as defined in Section 3 501 (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�,N OF FIRE FIGHTERSr affil ated wi h
LOCAL UNION 1934 ofINTERNATIONAL ASSOCIATI
the American Federation of Labor - Congress of Ind 10 of Di gs oln 41of T tle 1 of the Go ernment
organization as defined in Section 3501(b)of Chapter
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 f Capfornia.(Sections 3500, et seq.) of
Division 4 of T�tle 1 of the Government Code of the State o
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,� 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 WThe sul ervis�on
the following: (a)The full and exclusive control of the management ofthe City. (b) p
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, disciprovided,
discharge employees and otherwise to maintain an orderly,effective and efficient operation,p
however, that all of the foregoing shall be subject to the express and explicit terms and provisions of
this Memorandum of Understanding.
l.g 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,I 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 robationa em lo ees ma be dischar ed or demoted
without cause the shall not be entitled to invoke Article 4 Grievance Procedure with re ard to
matters of dischar e or demotion. This shall not however revent a robationa em lo ee from
exercisin� an other ri�hts under this Memorandum of Understandin�.
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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 pres 33a6°hou s orlmore of lo s t meSwill
required above. Suspension s r e s u l t i n g i n t h i r t y t h r e e p o m t s ix( )
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 designatn�ithin tent(10) dayastof t e dat 1 of
who shall answer within ten (10) days. This step shall be take
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 oralC�v,s desi�ated
the Labor Representative or their designated rep nse�hin tent(l0�dayr��hird step shall be
labor relations officer, who shall answer, in w g,
taken within ten (10) days of the date of the answer in Step Two.
4.5 Ste Four: If a rievance is not resolved in the third ste the fourth ste shall be the
resentation of the rievance in writin and ma be su lemented b an oral resentation b the
Labor Re resentative or their desi nated re resentative to th cer refe red to in S crion 4 4 who shall
Cit Mana er's OfFice other than the Cit 's labor relations off
answer in writin within ten 10 da s. The fourth ste shall be taken within ten 10 da s of the
,���P �frhP answer in Step Three.
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4.56 a Step Four Five: If a grievance is not resolved in the thiret fourth step,
the fourth fifth
step shall be referral by either the City, or the Union,
to arbitration. The four`th fifth step shall be
taken within twenty (20) days of the date of the answer in Step Three.
4.56(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 arbitratoerso s
shall request the State of California Mediation and Conciliation Service to nominate five(5) p
to be the arbitrator. The City and Union each will a1tlO�aThe remainn g nom nee shall be accepted
the party having the first challenge to be determmed by
as the arbitrator, and their compensation and expenses shall be borne equally by the City and Umon.
The City and Union shall pay the compensation and expenss from dutr to partic pate pn arbit ation
witnesses. At Union's request the City shall release employee Y
proceedings.
4.56 (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 o�fv ded thatrsu�h decision does no�t
binding on City and Umon and the aggrieved employee, if any, p
in any way add to, disregard or modify any of the provisions of this Memorandum of Understanding.
4.67 Failure by the Union to meet any of the aforementioned time limits as set forth in
Section 4.2, 4.3, 4.4, ar4.5 faj or 4.6 a will result in forfeit3r��41uoT 4.5 w 11 allow the Union t�o
the aforementione d time li m i t s a s s e t f o rt h i n S e c t i o n s 4.2, 4. ,
go forwar d with the grievance to the next step of the established procedures. Except, however, t hat
the aforementioned time limits may be extended by mutual agreement. Grievances set t le d b y
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forfeiture 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.�g 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 UNEMI'LOYMENT
6.i 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 nf ce enta ate of paya,of theereregular
by City. Such employee shall be compensated at the the p
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.
(,.2 Vacation and sick leave shall be accrued a adresult of a uobn elated da ab lrtyl and
maintained while a regular employee is absent from work as J
receiving the supplemental benefits to Workers'Compensation temporary disability compensation as
set forth in Section 4850 of the Labor Code ofthe 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, probationary, or full-time 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 has one (1) year, or more,
seniority with the City in full-time employment.
7.3 A probationary employee is defined as an employee hired for a full-time position that
has been regularly established as an authorized position m rat for the job and shall beleligib e
probationary employee shall receive not less than the mimm
for sick leave pay, vacation pay, holiday pay, retirement plan pe�ivlentl efe ential cons deration for
items of a similar nature, as they become eligible, but shall not b g P ear of
promotion or transfer or be eligible for a leave of absence. Upon completion of one (1) y
continuous full-time service with City, a probationary emploman ntis atus pon action ofthe City
employee. A probationary employee will only obtam pe
Manager, such action to be accomplished within thirty (30) days of the end of the proe aod sha 1
period. Notwithstanding any other provision of this Article, an employee's probationary p
be extended by the duration of any unpaid absence of ten (10) or more consecutive work days. A
probationary period may also be extended for up to three (3) months at the discretion of City
management for the purpose of enabling a more extensi�rieneveratheeC tyaintends torext nd the
employee pr�or to their attaining permanent status.
probationary period of an employee, the City shall notify the employee at least ten(10) days before
the completion of the normal probationary period.
7.4 A full-time temporary employee is defined as an employee hired for occasional or
seasonal work for a period not to exceed six (6) months. be eli ible for sp k leave pay, vaca on
receive not less than the minimum rate for the�ob but shall not g
pay, insurance coverage, retirement plan participation o Of absencer islhts.a If a full-time tempo ary
accrue semority, or promotion and transfer rights,or leave g
employee is reclassified to probationary status they shall be credited with all continuous service in
determining eligibility for such benefits as may accrue to ;im�e tem o ary employees hall be given
of six(6)months of continuo.us service wrth the Crty, a fu p
the status of a probationary employee.
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1(a) Employees shall be paid the wage established for their classification. Upon initial
appointment to a classification, an employee shall normally b ePaa et abloveethe lowestewage arate if
sification. An employee may, however, be paid a wag
circumstances justify it. When an employee is promoted to a classification which has a wage range
overlapping the wage range of their previous classification,ext hi Sherl oetheir�present age ratef but
classification to which they are being promoted which is n g
not more than the top wage rate of the classification to�'�'verlathena the w ge range of their prev�ous
is demote d to a c las s i f i c a t i o n w h i c h h a s a w a g e r a n g e o p p g
classification, they shall be paid at the wage rate of the classification to which they are being demo te d
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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 thir=
teen--(�3� twentv-six (26) full pay periods of employmenll be advanced olSalary St p 2 .�After
satisfactory or above performance rating, an employee sha
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.
g_�(�j� 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.
g,l (�j� 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 ofthe 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.
g.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.
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.
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8.6 Attached hereto and made a part hereof is Exhibit "A" titled "Schedule of Wage
Rates."
g.� Attached hereto and made a part hereof is Exhibit "B" titled "Job Definitions."
g g , , $800.00 per year will be added to base pay for an A.A.
degree in Fire Science or Fire Science Technology.
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 houkof the day dur ng hhe wo kw Mk.nday
through Friday. The basis workweek may begm at any
9.2(b) For twenty-four (24) hour shift employees a work period is defined to consist of
twenty-four(24)consecutive calendar days from 8:00 a.m. to 8:00 a.m. twenty-four(24)days later,
and each succeeding twenty-four(24) consecutive calendar day period thereafter. For "A" shift the
first work period began at 8:00 a.m. on January 11, 1987 and ended at 8:00 a.m. on February 4,
1987. For "B" shift the first work period began at 8:00 a.m. on January 14, 1987 and ended at 8:00
a.m. on February 7, 1987. For C shift the first work period began at 8:00 a.m. on January 12, 1987
and ended at 8:00 a.m. on February 5, 1987. The basic work�aervo�d k deiiod The work periodtand
twenty-four(24) hour work days in each twenty-four (24) y P
basic work periods as established during January 1987 an�d �ove ndivbdual employeesefrom one
without mutual agreement. The City mamtains the right t
platoon to another for the good of the service as determined by the Fire Chief.
9.2(c) Fire Ins ectors will normall work a fort 40 hour work week. The schedule will
be a roved b the Fire Chief. At the time a second Fire Ins ector is hired work schedules will
include Saturdav and Sundav covera�e between the two positions.
9.2 d Whenever it becomes necessary for the City to temporarily reanange an employee's
work schedule, the City will give as much advance noti rthermore�bno change shall be madeswhich
seventy-two (72) hours before the change occurs. Fup y eriod.
results in more or less than the normal work hours in a a p
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 (1/4) hour.
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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 1eSVeOvert me sha11 be computed to the nea est
include time worked as a result of voluntary shift trad
one-quarter (1/4) hour.
9.4 Overtime compensation shall be paid at a rate equivalent to one and one-half(1-1/2)
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 offmay not be carried over fro��h�
calendar year to another except as follows:
catert
an em lo ee's accumulated com ensato time off balance as of thf December.eComeensatoin
November will be aid to the em lo ee b the end of the third week •
time off earned in December will carried into the next calendar vear.
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, shhoubs oam ensatione
compensation for the actual time worked, but in no event for less than four(4) P
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 Depar+
.nPnral oolicv as a�reed
unon between Mana�ement and the Union. Overtime shall be distnbuted as equally as ts practtcable
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.
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 t 1 bo�fok more
termination of employment by reason of(1) resignation, (2) discharge for cause, (3) ay
than six (6) consecutive months, (4) failure to return immediately on the exa�sence ithout pay,
absence or acceptance of other full-time employment while on leave, or (5) �,�,orkda s as
without a written leave of absence, in excess of five (5) work shifts or five (5) y ,
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) consecutive months.
_......,
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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.��e e��
possible and subject to the determination by the Fire Chief and the �
Human Resources Mana�er, 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. 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. lf 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.
11.5 At such time an em lo ee moves from a fort 40 hour work week schedule to a
fift -six 56 hour e uivalent work week schedule all earned leave balances will be ad�usted to
commensurate hours in the new work schedule Snecificallv. when an emplovee moves from a fort�
40 to fift -six 56 hour schedule all leave balances will be multi lied b a factor of 1 4 When an
em lo ee moves from a fift -six 56 to a fort 40 hour schedule all leave balances will be
multiplied bv a factor of 0.715.
ARTICLE 12: DEMOTION AND LAYOFF
12.1 When it becomes necessary for the City to lay offregular 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 Layoffin 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.
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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 x ept when bhe employee s rege v ng
urgent and substantia l reasons,u p t o a m a x i m u m o f o n e y e a r,(e P rovidin satis factory
long term disability benefits, in which case no time limit shall apply) p g
arrangements can be made to perform the employee's duties 1 it ee'sts ck leave has been exhausted
normal routine of work. Inability to return to work after an emp y
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 inchift reced n the shift the mployee
employee is absent and terminate with and include the work s p g
returns to work.
13.3 All applications for leave of absence shall be made in writing e beprestoredt to
employee is unable to do so. The cof ab ence sh 1 be clearly sta edlby the City in conjunction
employment on the termmation of leave o
with the granting of a leave of absence. Upon an employee's return to work a ovidin a that they are
they will be reinstated to the es of heirf ormer posrtion,rex ept thattif there has be e reduction of
capable of performmg the dut
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 immediatn leavet theXpw 11 the eby forfe t the 1 ave of
or if they accep t o t he r f u l l-t i m e e m p l o y m e n t w h i l e o , Y
a bs e n c e and terminate their employment with the City.
13.6 An employee on a leave of absence as pr evide�dn em,loyeelmay,ahoweverC at the r
sick leave benefits nor maintain group tnsurance coverag P
option and expense, maintain their group insurann or before the firs�t lday of hel month fop whi h the
received in the Finance Department of the City o
premium is intended. Notwithstanding the above, however, if ehmaeabe aanta ned for up to three
exhaustion of sick leave benefits an employee s group insuranrovidin the employee pays their share
(3)calendar months on the normal premium-sharing formula,p g
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 mri of hisnt�ibl the City Manager for
up to a maximum of three (3) years, pursuant to the provisio
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ARTICLE l4: EXPENSES
14.1 Whenever an employee uses their personal auto a b hed fohnonit ep esented City
they will be reimbursed therefor at the same rate per rrule as es
employees.
14.2 Employees who are assigned to temporary work at such distance from their regular
head uarters that it is impractical for them to return thereto each ayin rfor t erdu ationpof such
9
abode, will be allowed actoard and lod ee at places�o be desig ated by he City. The time spent by
assignment, provided they b g
such employees in traveling to such temporary job at its be a�ngeasonable expenTse incur�ed the eby
weekends,and from such temporary job at its conclusion an y
will be paid by the City.
ARTICLE 15: SICK LEAVE
15.
1 Sick leave with pay sha11 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 eave.
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 becausntal a erointments Swhi h are impracti al
confinement for medical treatment,(b)personal medical or de pP
to schedule outside of regular working hours;(c)the need to attend to sick or iniured immediate famil
members u to 72 hours per calendar vear� and�the need to be present durmg childbortup to geight
critical illness or injury involvmg members of th�e�1 mediate family � �����
(8-)ninetv-six(961 work hours per incident. ��m�_n���ry
sick leave with-FaY��'r�i�be-��rar�ted-t��th�twenty=feur f-�#}�urs�ci
to be-absenrup -��T
otherEtty-em�1 . For the purposes
shift�mp}oyees�
of this article "immediate famil " shall be defined as in Article 16.1.
15.3 Management may require satisfactory eviden an emslokee requesting to reburn to
payment for sick leave will be made. The City may also require p Y
work after sick leave or leave of absence for medical reasons to S ebe lmin n �that suchaemployeeb s
a physician or physicians ePform the duries of thehr formerspos t on withou ghazard to himself, or to
physically fit and able to p
their fellow employees, or to their own permanent health. Such examination or examinations shall e
at the sole expense of the City.
15.4 If a holiday which an employee is entitled to have off ait for t e hol day as suchkand
during the time an employee is absent on sick leave, they shall rece p Y
it shall not be counted as a day of sick leave.
15.5 Sick leave cannot be accrued while an em lo ee is in a non- a status or receivin
donated vacation.
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15:56 Any employee,who after ten(10)years of 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. Effective Jul�l 1998 emplovees with fifteen (15 vears
of service the percenta e set forth above shall be increased to fortv-five percent (45% . For
em lo ees with twent 20 ears or more service the ercenta e set forth above shall be increased
,
to sixtv percent (60%l. An employee may, however, �
fQre�,,IIm , select to receive credit for said all or part of anv
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)
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 am�untti�at has-the
same-ratio-tmthe maximan►-amourit-ai� �itq-emF{DYees-�s set-f°rt�►-��°Ve' as-the
average
fc�xr-(�4�hnur shift-employees-tias-t�tt�e-number
of work hours perweelcfor- p{oyees of 24 hours. Notwithstandin� the above, the Fire
Chief mav authorize an emplovee to take more than 24 hours of paid leave to attend a funeral but onlv
for serious and compellin� 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 1 st
(b) "Lincoln Day"
(c) The third Monday in February
(d) The last Monday in May
(e) July 4th
(fl First Monday in September
. _
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(g) Employee's Birthday
(h) The second Mondav in October known as "Columbus Day"
(i) November 1 lth, known as "Veterans Day"
(j) Thanksgiving
(k) Friday after Thanksgiving
(1) The last four(4) work hours before Christmas
(m) 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 may be 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.
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 emplo,yees observe. Such holiday compensation shall be at the rate of one
hundred forty (140) hours per year at the employee's regular hourly pay rate with forty-eight (48)
hours paid in June and forty-eight (48) hours paid 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. The additional forty-four (44) hours for eligible twenty-four (24) hour shift
employees shall become effective June 23, 1991. Payment in June, 1991 will be ninety-two(92)hours
and the payment in each June thereafter will be ninety-two(92)hours, with the payment in December
remaining at forty-eight (48) hours.
ARTICLE 18: VACATIONS
18.1(a) Regular and probationary employees of the City shall accrue vacations with pay�
to a maximum of seven hundred (700) hours as follows:
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• •
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.)
1 S.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-I/2) weeks per year after nine (9) years of service.)
l 8.1(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(� 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.)
18.-i(h��ffffectiroe-3ul , , ' crrcrvacationtimewiriclrcan-b�accrued by a regu}ar
empfoyee is-five 6�1 8j-hour-perwee , and-seven-hunc�red
(�ooj no�e�,--��rny=fou�� .
18.1 f i) Efl=ective�u , , , iorri�otrrs�ccumu-lated�n�xcess af
five hundred(500)-hours;-or seven-hurrdrec}-(700�-h�urrsfor shift-emploqees,-will-beretained in a sepa=
rate time-bank to be used-byt}ie-empl�pee-in- s-regutar vacation-time-tFacation
hours retained-in-the-time-bank-will-rrot-be-�IIstupon-effective--clate-ofthE-vacation-maximum. On
Juiy--1,-1991-earned-vacation-fioars-in-exeess-of the frve-hundred-(500)-or-sev�n-hundred (700) hour
maximums wrlt not be accumulatec�. , Juiy--l;19�1-�empfoyees�vlr�are-at
the five--hur►dred-��@0)-vr-seven-htmdred--(76 utc�Endeavm'-t�reduce tlteiT
vacarion balance-bp-an-am ai-�ersu�h-emPioyeer, durmg
the-abov��late� - ' 1-be� the-empieyee's
regalar vacatiorraccrual-account.-
18.1(j)� It is City policy that employees take their normal vacation each year at such
time or times as may be approved by the Department.
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18.1(-kj� 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 f tj�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 receivin�
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 offfor 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 emp(oyee'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.
}g- f-vacation-at-the
beginning-o�Fthe-eaiendaryear;wi1� � ���
durirtg-the�r►suirig ca�en�ar year.
16
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• �
18.98 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 anv emplovee has exhausted all�aid time offbenefits as a result of a non-
work related injury or disabilitv and is not eligible for long term disabilitv insurance benefits, other
emplovees may contribute their vacation credits to the disabled employee with vacation credits bei�
donated and granted on the basis of the dollar value of the vacation credits.
ARTICLE 19: i.TNIFORMS
19.1 The uniform allowance of�4�fl-66 is normally paid the week followi�Lthe second
�,av daX in July of each year and is for the purpose of maintenance and replacement of uniforms for
the ensuing fiscal year. E;ffecrive� -9's560 fl0.-
The uniform allowance will be $550 effective Julv 1 1997 $575 effective Julv 1 1998 and $625
effective July 1, 1999. 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. Emplovees se�arating emplo��ment shall have the uniform allowance advanced
for that fiscal vear deducted from their final pavcheck except for the pro-rated amount for that period
of time from July 1 to the date of separation.
l 9.2 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.
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-Direc � es Human Resources Manager and, upon request, shall have
the right to have a Union representative present.
20.4 .- The Citv of Reddin�reco�nizes the practice of emplovees tradin� shifts. In the
event a partv to the shift trade does not report for dutyl the emplo�ee ori i�nallv scheduled bv the Citv
will be held responsible In the event an emplovee separates from employment prior to havin�;
consummated a shift trade with another emplovee the CitXwill bear no responsibilitv for reconcili�
wa�es Probationarv Fire F�hters will not be allowed to trade shifts durin�;the first six (6) months of
em�loyment After six (6) months with a satisfactor�performance evaluation a probationarv Fire
Fi�hter will be allowed up to three (3) trades �er quarter so lona as trades do not interfere with the
17 `=,}'::'�:::�':_z .: .::``.::�=:::: �`1 I_i;� r:� �":�i::�`.::'t t::�
• s
proba� tionary trainin�nro r� am. A11 shift trades shall be consummated within a three hundred sixty-five
day period.
shift-tr �
ftna�-paq-check-by-t
20.5 The Union's labor representative and the City's �
' Human
Resources Mana�er 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 authorizehe ourses taken for credit with a Human
grade, after advance approval by both the Fire Chief and
Resources Mana�er, the City shall reimburse the employee for the actual expenses of tuition and the
cost of required textbooks, , �
{t , _ tTuition reimbursement shall be limited to �Sl��er~�-FeT
s��mester $200 ner course (semester/auarter).
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".
-be-e}iminat�ct-
� . , ,
20.1312 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 ma voluntaril donate earned
vacation time to the time bank for use b Union officials while conductin union business. Vacation
credits bein donated and ranted on the basis of the dollar value of the vacation credits. Use of time
bank hours to be scheduled in the same manner as vacation.
- 20.14 -Em lo ees_hired after_June 24 1990 or em lo ees hired rior to that date and who
subse uentl chan e residences must reside within Shasta Count or a count conti uous to it. --
18 ,_:,�_�:I t�'c+ -;�•-:�c::•c:r r' ... .'.. _ }... ... r.. ._
. .. , . ,
....� . ....�:��•...'•..� l..l i i : r..� I I i. �
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Em�lovees who live within this boundan� but outside a one-hour commute distance to anv Cit�of
ReddingLfire station mav be limited in their eli i�bilitv for certain call-backs pursuant to de artmental
olic .
20 I S The�arties a�ree that the Fire Department will develop as soon as t�racticable,
s�ecialized.pro�rams for confined space rescue low-anale rescue and swift water rescue Mana�;ement
will develo� th�ro rams to the extent possible in collaboration with Umon representatives.
20 16 Meals will be�rovided durin¢fires in accordance to the Fire Department Policv: Fire
Line Meals.
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 severrp�reerit{�°fa�-e►f�mp}�Yee's c°st the em�lovee's contribution(9%);and military
service credit. Effectiv�3tzrr� , �tY�i1 � yee�se�st t°��t
percent(8°fb-�-arni-effeetive-3 , ttie-EitYu�ttl--irrcrease-itspaym�nt-Qf the-�mp�crye�`s�ostta
nine-pereent-(�'%j- The 1959 Survivors Benefit will be increased to the titird fourth level as soon as
is practicable. The value of the em.plover�aid member contributions(EPMC)will be reported to PERS
as compensation effective November 1, 1998.
21.2(a) Group Insurance: All regular employees and all probationary 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: $100 deductible per person per year-except-for-accidents
efit-�f-$ifl0-for each
accident; 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; professional fees based upon U.C.R.; normal typical exclusions
and limitations. Effective November 1 1997 covera�e will include cancer
screening�,with no separate dollar limit annual phvsical examinations. "well-
baby" care a 30 visit annual limit on chiropractic and accidents pa_id at normal
co �avment rate Effective not later than November 1 1997 the Crtv will
implement a prescr�tion dru�,pro�ram with the followm�;ma�or e1=
No deductible� a$5 00 emplovee co pavment for�enenc prescriptions an$8.50
emplovee co�avment for name brand�rescriptions� and with all prescriptions
�reviousl reimbursable to be covered bv the prescriptton dru� card.
19 _. ..:"::''::'.� ... .._`"�'"::� _. .-�:j = ... ..: �:=�_.
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(3) Dental Benefits: No deductible and 100% of U.C.R. for prevention; 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
$1500 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(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.
Effective July 1 1998 dental and vision insurance covera e�max,be continued as a packa�e under the
fift�percent (SO%) 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;'rFar►5; may continue the
insurance at their own expense until becoming eligible for participation in any other group insurance
program. 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 (c) Whenever any employee has treatments for mental or nervous disorders for which
there is partial payment under the health benefit provision set forth in 21.2(a) 2. above, the City will
supplement such benefits to one hundred percent (100%) payment for up to twelve (12) visits for
treatment, provided the employee submits the necessary documentation to support the expense and
request for reimbursement to the Personnel Office. 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
2� `-:,�::�}••r rr,� ....,.-y c:r�:::. }_.�._ ,; _. ...t.•...�r....:P
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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 l, 1974, and
having thereafter been amended from time to time shall continue in full force and effect until the
tiurtieth thirty first day of�une��December, 2000, 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, , , �����
s�hedu}�ci-te � , , ,
ofthe-C—itp-E-ouncii--ef City. 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 pro-
tection service.
23.2 Whenever notice is given for changes, the general nature of the changes desired must
be specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes,
the original provision shall remain in full force and effect.
23.3 This Memorandum of Understanding shall not be amended or supplemented except
by agreement of the parties hereto, reduced to writing and duly signed by each.
23.4 Any provision of this Memorandum of Understanding which may be in conflict with
any Federal or State law, regulation or executive order shall be suspended and inoperative to the extent
of and for the duration of such conflict; the balance of this Memorandum of Understanding, however,
shall remain in full force and effect. The parties may, however, by mutual agreement reopen nego-
tiations on the impact of any conflict.
21 ......... _ � - :
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IN WITNESS WHEREOF,the parties have executed these Amendments to the Memorandum
of Understanding on the day of , 1997, to be effective July 1, 1997.
CITY OF REDDING REDDING FIREFIGHTERS,
LOCAL 1934, I.A.FF.
Michael Warren Bob Roberts
City Manager Labor Representative, California
State Firemen's Association, Inc.
Ken Wagner Rob Pitt
Fire Chief President
Randy Bachman Richard F. Bates
Human Resources Manager Negotiator
Kimberly Niemer Jon G. Bauer
Personnel Analyst Negotiator
Randy Carter
Negotiator
Ron Keown
Negotiator
Patrick Kofford
Negotiator
Ken Pierce
Negotiator
22 >::�,...�;-.�.:. ...i,.-.,�.:��::: -�.- - « t:.:.=.:.
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EXHIBIT "A-1": SCHEDULE OF WAGE RATES
Effective: October 5, 1997
Hourlv Pav Rate - Salarv Step
1 2 3 4 5
780 Firefighter $10.54 $11.07 $11.62 $12.20 $12.81
760 . Fire Engineer 12.20 12.81 13.45 14.12 14.83
750 Fire Prevention Inspector 13.87 14.56 15.29
755 Fire Prevention Inspector 19.42* 20.38* 21.41*
710 Fire Captain 14.12 14.83 15.57 16.35 17.17
*40-hour week
All other rates are for a 56-hour week
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EXHIBIT "A-2": SCHEDULE OF WAGE RATES
Effective: June 28, 1998
Hourl�,Pav Rate - Salarv Step
1 2 3 4 5
780 Firefighter $10.86 $11.40 $11.97 $12.57 $13.20
760 Fire Engineer 12.57 13.20 13.86 14.55 15.28
750 Fire Prevention Inspector 14.29 15.00 15.75
755 Fire Prevention Inspector 20.01* 21.00* 22.05*
710 Fire Captain 14.55 15.28 16.04 16.84 17.69
*40-hour week
All other rates are for a 56-hour week
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EXHIBIT "A-3": SCHEDULE OF WAGE RATES
Effective: June 27, 1999
Hourly Pa�Rate - SalaI�p
1 2 3 4 5
780 Firefighter $11.24 $11.80 $12.39 $13.01 $13.66
760 Fire Engineer 13.01 13.66 14.34 15.06 15.81
750 Fire Prevention Inspector 14.79 15.53 16.31
755 Fire Prevention Inspector 20.71* 21.74* 22.83*
710 Fire Captain 15.06 15.81 16.60 17.43 18.31
*40-hour week
All other rates are for a 56-hour week
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• i
EXHIBIT "A-4": SCHEDULE OF WAGE RATES
Effective: June 25, 2000
Hourlv Pay Rate - Salar�Step
1 2 3 4 5
780 Firefighter $11.3 5 $11.92 $12.51 $13.14 $I 3.80
760 Fire Engineer 13.14 13.80 14.49 15.21 15.97
750 Fire Prevention Inspector 14.94 15.69 16.47
755 Fire Prevention Inspector 20.92* 21.97* 23.06*
710 Fire Captain 15.21 15.97 16.77 17.61 18.49
*40-hour week
All other rates are for a 56-hour week
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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.
,.;.��+��-�a:::t -;+•�;;•c:•c::. ...t�. ,} 4 . ..�
.. ._ •... •...�•...�•...�•...� �._��...� .:�. �::_ �..��._��::��._�
• �
CITY OF REDDING CLASS SPECIFICATION
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.
11. Maintains fire station.
Measures - Condition of station. '
12. Performs related duties as assigned.
Measures - Quantity and quality of additional work.
QUALIFICATIONS:
Knowled�,e 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.
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• •
CITY OF REDDING CLASS SPECIFICATION
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.
Ex�erience:
No prior experience required.
Special Rec�uirements:
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.
Emp{�yees � ,
reside-with� i � �r
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....� .... �...:.- o....z '�1i...�.' �'.::> �..:�...ti�.� .
s •
CITY OF REDDING CLASS SPECIFICATION
FIRE ENGINEER
DEFINITION:
Under general supervision, performs all types of fire suppression, prevention, and emergency medical
rescue work; promotes fire prevention and code enforcement.
DISTINGUISHING CHARACTERISTICS:
Positions assigned to this class perform journey-level firefighting and fire prevention work. Incumbents
are expected to have successfully completed the appropriate training programs as established by the
City of Redding. Fire Engineers are expected to perform the full range of fire suppression, safety and
prevention duties assigned to the class and to perform journey-level skills in all areas of work assigned.
The Fire Engineer is responsible for the operation and maintenance of fire apparatus and related
equipment. The Fire Engineer is the primary driver and pump operator of fire apparatus in the
department.
EXAMPLES OF DUTIES:
NOTE: The following are the duties performed by employees in this classification. However,
employees may perform other related duties. Duties listed are not necessarily
performed by each individual in the classification.
1. Responds to reported emergencies with a company on a fire apparatus.
Measures - Conformance to training standards.
2. Rescues persons endangered by fire and other hazards.
Measures - Responsiveness to orders and procedures.
3. Operates hose streams; performs ventilation, salvage and overhaul to extinguish fires and
minimize damage.
Measures - Responsiveness to orders and procedures.
4. Performs first aid, resuscitation and defibrillation.
Measures - Application of accepted medical protocols.
5. Operates all firefighting vehicles, equipment, apparatus and medical rescue equipment.
Measures - Safety record, knowledge of district and City streets, training record.
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• .
CITY OF REDDING CLASS SPECIFICATION
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 iift 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.
11. Participates in pre-fire planning with his/her company.
Measures - Number of pre-fire plans.
12. Maintains fire station.
Measures - Condition of station.
13. Performs related duties as assigned.
Measures - Quantity and quality of additional work.
QUALIFICATIONS:
Knowled�e of.
Modern fire prevention and suppression principles methods and equipment; principles of hydraulics as
applied to firefighting eyuipment 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.
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CITY OF REDDING CLASS SPECIFICATION
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.
�ecial Requirements:
Satisfactory completion of State Certified Firefighter II and State certified pump driver operation 1 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.
Employees-hired-aftEr3un����9E}�r-carrent--emptoqees-who-subsequentlp--ci�ange-rirsidEnce-must
reside-withirrthirtq-(�4�-airnri� � g��r
�_—�Qrt�� , ' ifieation of
Fi - to3'r��;�tt asa Eit3'
driv .
__�'-he--C-� _ ate
certi � �tO
e} . � , e�t��ci-�tate-C-ertified
�irefighter�
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CITY OF REDDING CLASS SPECIFICATION
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.
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CITY OF REDDING CLASS SPECIFICATION
FIRE PREVENTION INSPECTOR(Continued)
7. Performs related duties as assigned.
Measures - Quality and quantity of additional work.
4UALIFICATIONS:
Knowledge of:
All appropriate Building Codes,Fire Codes,and City policies and regulations;investigation techniques;
and instructor training procedures.
Abilit,�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.
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CITY OF REDDING CLASS SPECIFICATION
FIRE CAPTAIN
DEFITIITION:
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.
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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:
Knowled�e 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; Federai,
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.
Abilitv 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.
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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.
�ecial 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 (aossession 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.
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� � June 29, 19g0
EXHIBIT "C"
ALCOHOL AND DRUG ABUSE POLICY
City of Redding
I PUR_
The purpose of this policy is to comply with the Drug Free Work
Place Act of 1988 as passed by Congress. I�t5210 requires that
all Federal grant recipients, including cities, establish an
anti-drug policy for the work place.
I�5210 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 treatlnent 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 eff iciently. 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
Departn�ent for referral to co�nunity resources. Employees do
not have to reveal their specific problem in order to take
advantage of counseling services.
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Alcohol and Druq �e Policy S
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The key focus of this policy is prevention through educating
represented Fire eroployees on the dangers of alcohol and drug
abuse, and reha.bilitation 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.
ZI 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 inedically 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 i�nediately 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 reasona.bly believed to be under the influence of
alcohol or drugs shall be prevented from engaging in further
City work and shall be detained f or 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 j ob.
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Alcohol and Druq �e Policy �
Page 3
Iy EN�LOYEE 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 emplayee 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 verif i-
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 f irst-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 MANAGII"IEN'T 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 emplogees 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
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Alcohol and Drug Ab�e 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 reasanable 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 standa�ds 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 exclus��e 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 a.bility 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.
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Alcohol and Druq 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 screeninq 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 geoqraphical 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-
quirements of this paragraph cannot be met.
b. Durinq Fit-For-Dutv 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 shail 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
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Alcohol and Druq �e Poliey �
Paqe 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 CONFIDF.NTIALITY
Laboratory reports or test results shall not appear in the
represented Fire employee' s general personnel folder. An
employee may authorize release of such inf ormation 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-Emplovment 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 reconunenda-
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 reconunendation 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.
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Alcohol and Drug Ab� 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 reco�nendations
� 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 recom¢nendation to the City
Manager whose decision will be final.
2. Request a meeting with applica.ble 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 reha.bili-
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
empl�yee 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 f actor.
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 cottununity has been adversely affected.
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Alcohol and Drug A�e 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 druq 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 qiven a copy of this policy.
a:policyl.per/lt
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EXHIBIT "D"
C F ItEDDING FIRE DEPARTMEN�
PERFO NCE EVALUATION RATING SY M:
Firefighter
Em lo ee Name Date: �_1
Evaluation Period From: To:
Work rformance exceeds established de artment standards 9,1994
E =Exceeds Standards pe P
M=Meets Standards Work performance consistendy 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 Cate o Comments
I. EMERGE CY RESPONSE OPERATIONS
You wiil recxive a satisfactory rating in this
category if the following cooditions are met:
1. You scay in a state of readiness for all
emergency cails.
L You are belted in the apparatus ready to
respond as soon as possible or within a
maximum of one minute thirty seconds aEter
completion of dispatch. Avoid patterns of
delayed response to emecgency calLs.
A. Fire Su ression
1. Foilows directions and wmmands of the
Captain or assi�ed Supervisor.
� Completes tasks assigned or informs
supervisor if unable.
3, �il perform tasks as per policy,procedures
and safety guidelines.
4. Performs to the levels of fire fighter one
standards as per C.S.F.M.Fire Fighter One
ttaining manual. ,
B, Eme enc Medical
1. Follow dicections and commands of the
Captain or assigned Supervisor.
� ComQlete tasks assigned or informs
supervisor if unable.
3, Will Qerform tasks as per policy,procedures
and safety guidelines and with in scoQe of
cectification and authorization.
C. HAZMAT
1, Follow directions and commands of the
CaQtain or assigned Supervisor.
� Complete tasks assigned or inform
supervisor if unabie.
3, Will perform tasks as per policy,procedures
and safety guidelines.
:�. T'6e fire fighter shall maintain the following
cettification as provided by the
Fire Department;
'o
Finalovee Initial: Ratina Su ervisor Initial:
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E P OYE A Comments 9 1994 Pa e FF-2
WORK HABITS
A• You are expected to be productively engaged
in the Department's woric while on paid time
unless directed to do otherwise per policy.
Complies with your supervisor's assignments
and pnorities as directed.
B. Amve in time to stan your shift at 0800,
ready for work,with full uniform and
equipment per policy,procedures and
di�ctives.
C Take breaks as authorized by your
supervisor.
D. Use sick leave as directed by policy.
E Complete assignments with in assigned time
frdmcs.
F. Follow the c6ain of command as per policy.
G. You shall remaia on duty until relieved or
released by your supecvisor.
III. SAFE'I'Y
A. General
1. Conduct your work in a manner which
promotes the safety of youiself and ot6ecs.
2 Avoid patterns of behavior which place you
self and othecs at risk and which risks
unnecessarily damage to equipment and
facilities.
B Follows Code of Safe Practices•
1. Safety evacuation precautions
2 Pecsonal Protective Equipment -
3. SCBA
4. PASS
5. Water Supply
6. Ground Laddeis
7. Utilities
8. Haz Mat
9. [nteriorOperations
10. Ventiiation
11. Backdraft
12. Flashover
13. Wildand Fires(Includes Ten Standard
Firefighting Orde�s)
14. Operates vehicles per applicable laws,
depanment procedures.and supervisory
directives.
Em lovee Initial: Ratine Suvervisor Initial:
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15. Parcicipa[es in tail gate safety meetings
while on duty.
IV. INTERNAL RELATIONS
A. General
1, You are expected to conduct you�elf in a
manner which supports the Department aad
City effort in accomplishing its mission.
2, Generally,your interactions with othecs
should have a positive impact on the
Department and its accomplishments.
B. Inte ersonal
1, Treat co-workecs and supervisors with
cespect.
? Treat the belongings,materials,tools and
equipment of othe�s 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 otheis.
g, Regardless of petsonal differences works
with othecs in supportive ways.
6, Avoids racial,sexual,ethnic,religious and
cultural slucs as per City policy.
7. From time to time,it is natural to disagree
with policy,direction decisions,etc. When
you work for othecs it is unavoidabie. Most
people find ways to wodc harmoniously with
aspects of the work environmenteven though
not always in accord with petsonal
prefecences. For the sake of the department
you aro expected to do likewise. If you have
complain�s,problems,and disagreements of
a compelling nature,process them through
the c6ain of command,offering construcuve
suggestions for resolutions. Avoid repeated �
complaints which do not contribute to a
solution,but only cceatc further problems
and disruption.
g. ComQly with th�City/Depanment grievance
and appeal policies and procedures.
9. Comply wich City sexual harassmeat policy.
V. PUBLIC RELATIONS
A Conduct your work in a manner which fostecs
good public relations and public support for
the Department and the City.
g Follow�he Department's Rules of Conduc�.
C, Avoid profanity,sarcasm,voice tone and
body language which are interpreted as
discourteous.
Emnlovee Initials: Ratin�SuDecvisor[nitials:
`_=:3=::�1...��:�� ... ..:�•`.::}�::� !_li...�.;.t�� i;,!I,.l�:�; .�.
MPLO A COMMENTS P G , �
D. Avoid behavior which would bring discredit
E Keep your supetvisor advised of any
confrontatioas with membecs of the public
or other departmeats.
F. Treat members of the public and other
agencies wit6 respect.
VI. PREVENTION
A You are ezpecced to conduct your fire
prevention duties as assigned and per
policy and procedures.
B. Follow directions and commands of the
Captain orassig�ed Supervisor.
VII. TRAINING AND DEVELOPMENT
A Panicipation and leadetship in training
eundses.
B. Maintain skills necessary to for job.
C. Participates fully in drills and exercises
so that your skiiis can be monitored and
expande�.
D. Open to,and comply with critiques and
suggestions for improvement. If you
disagree wit6 critiques and suggestions,
bring it to your supecvisor in private and
suggest your approach for adoption. If this
fails,comply with the approaches requested
by your supen+isor.
E S6a11 perform to the levels of fire fighter
one standards as per the Califomia State
Fire Ma�shal's Fire Fighter One ttaining
manuai.
VIII. E UIPMENT USE AND MAINTENANCC
A. Maintains equipment in a manner most
likely to assure safe working order and
good appearance.
g. Keeps vehicles free of trash and
unnecxssary items.
C. Conduct mainten9pce checks per guidelines
as assigned.
p, RepoR damage to any department equipment
obsecved 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 appropnate
California drive�s license with endorsemenGs.
Gm lovee lnitiais: atin�Suvervis�r[nitiais:
�:';�:::��...��:.:s ... .'�r_er;;� 1...�1._�.i �::� �...��..��:.�....
FMPLOYEE NAME• CO S 9 G ' -5
IX FACILITIES E AND MAINTENANCE
A. Uses and maintaias City and Depactment
facilities in a manner likely to assure
good woricing order and appeacance.
B. Does cleaniug,aad upkeeQ of the fire
station and facilities as directed.
C. Reports to supervisor,or corrects,any
damage to faciiities,appiiances,etc.
obsecved.
D. Corrects minor spills,littering,or out-of-
place objecu when encountered.
E L.eaves work/living aceas in a clean,neat
condition,free of trash,food,drinks.
F. Does fair s6are of clean up.
X PUBLIC EDUCATION
A. Panicipate in the department's public
education effort as assigned.
XI APPEARANCE A1VD GROOMING
A Maintains a professional appearance in the
cleanliness and uQkeep of your uniform and
equipment.
B. Presents self to the Departmenc and the
public in a manner most likely to inspirc
confidence and respec4
C. Mee�s or exceeds minimum standards as
outlined in the department uniform and
grooming policy.
D. Takes pecsonal responsibility for complying
with the policy.
C. E�cercise good pecsonal hygiene.
XII REPORTS AND ROUTINE PAPERWnRK
A. Submits reports and other written materiais
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 PRO ECTS AND COMMITTEES
A. Compietes special tasks in a manner
tsquested.
B. Reports to immediate supervisor specially
a�signed tasks.
C, Resolves coaElict of special assignments with
rogularwork 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.
Emalovee lnitials: Ratine Su ervisor Initials:
•,�.. ...
��:}�..., �_.... . • �
... +.:'�l...r�...� �'''::.'t_._�•...• �...�E...i .i. #.. t f 1...��:.. ...
p CO 9 P �
���,�;-;,;a;-• Ratine Sup,�visor 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:
. .. ... .. . .- !...��...t�'"��:'�.
`_=_;�:::�E...�:":' •.:�•.::��:::�•:::' t...'t._�.�. t_�
CIT F ItEDDIN FIRE DEPAR'rMEN
PERFO�ANCE EVALUATION RATING SY�M: �
Fire Engineer
m lo ee Name Date:
Evaluation Period From: To: �-1
E =Exceeds Standards Work performance exceeds established department standards 9,1994
M-Meets Standards Work performance wnsistent(y 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 deQartmental
standacds.
E U ate mments
I. EMERGENCY RESPONS OPERATIONS
You will receive a satisfactory rating in this
category if
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 emeigency calls.
A. Fire Su r�ssion
1. Follows directious and commands of the
Captain orassi�ed Supervisor.
� Completes tasks assigned or informs
supenrisor if unable.
3. wll perform tasks as per policy,proceduces
and safery guidelines.
4. Performs to the leveLs of fire fighter two
standards�s per C.S.F.M.Fire Fighter Two
Standard.
B. Emer enc Medical
1. Follow directions and commands of the
Captain or assigned Supervisor.
2 Complete tasks assigned or informs
supervisor if unabie.
3. Will perform lasks as per policy,procedures
and safety guidelines and wi[hin scope of
cectification and authorization.
C. HAZMAT
l. 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.
�l. The fire fighter shall maintain the following
certification as provided by the
Fire Department;
de ' n
Fm lovee Initial: f2atin�Su rrvis�r Initial:
i:��:::��'•f.::- ;c;:�r•• .i ,- _
....,..
..� ... ... ..:' ..=�•..._....�-::2 �...'1...f . l...� I„i1,,,1;�;;!:=�
A e ts 9 99a Pa -�
DRIVING
i.• Follows direc[ion and commaads of the Captain
or assigned supervisor.
2 Confitms incident location and route prior to
responding.
3. Must maintain a current appropriate Califomia
drivecs license with endorsements
E. APPARATUS OPERATIONS
1. Operate all apparatus per departmental policy
and procedures.
I. WORK HABITS
A. You are expected to be produaively engaged
in the DepartmenPs work while on paid time
unless directed to do othenvise per policy.
Complies with your supervisors assignments
and priorities as directeci.
B. Arrive in time to start your shift at 0800,
ready for work,with full uniform and
equipment per policy,procedures and
direcmes.
C Take breaks as authorized by your
supervisor.
D. Use sick leave as directed by policy,
E Compiete assignments with in assigned time
frames.
F. Foliow the chain of command as per policy.
G. You shal!remain on duty until relieved or
released by your supervisor.
H. Exchange information with your relief personnel.
III. SAFETY
A. General
I. Conducts your work in a manner which
promotes the safety of youiself and othe�s.
� Avoids patterns of behavior which place you
self and othets at risk and which risks
unnecessarily damage to equipment and
faciiities.
Follows Code of Safe Practices:
1.• Safety evacuation precautions
2. Pecsonal Protective Equipment
3. SCBA
4. PASS
5. Water Suppiy
6. Gcound Laddecs
7. Utilities
8. Haz Mat
Em lovee[nitial: Ratine Suoervisor[nitial:
�'�i'�:..�C.'.' ��'�.r C:�i:�: .. ...� � . ._f�..!:
..�'�...��._�•...i •...'•...�•...}�...� �...f�...�.. (...� �...f�...��...�t..?
EMPLOY COMMENTS 9 �a P G ' -3
9. Interior Operauons
10. Ventilation
11. Backdraft
12. Flashover
13. Wildand Fires(Includes Ten Standard
Firefighting Ordeis)
14. Operates vehicles per applicable taws,
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. Geneml
1. You are expected to conduct you�self in a
manner which supports the Depanment and
City effort in accompiishing its mission.
2 Generally,your interactions with othecs
s6ould have a positive impact on the
Departmeat and its accompiishments.
B. Inte ersonal
1. Treat co-workecs and supervisor s with
respect.
2 Treat the belongings,materials,tools and
equipment of othecs with respect.
3. When differeaces arise,find constructive
ways ro resolve them.
4. Does not allow differeaces to disrupt your
woric or the work of othecs.
5. Regardless of Pe�sonal differences works
with othecs in supportive ways.
6. Avoids racial,sexual.ethnic,reiigious and
cultural slurs as per City policy.
7. From time to time,it is natural to disagree
wit6 policy,direction decisions.etc. When
you work for othees it is unavoidabie. Most
people find ways to work harmoniously with
aspec�s of the work environment even though
not always in acmrd with personal
prefecences. For the sake of the department
you are expected to do likewise. If you have
complaints,problems.and disagreements of
a comQelling nature.process them through
the chain of command.ofEerin�constructivr
suggestions for resolutions. Avoid repeatrd
compiaints which do not contribute to a
solution.but only create further problems
and disruption.
Emplovre Initials: Ratinss 5u rn�isor Initials:
:::��":��••�r:::i -_._a:.::. ... ... ._
s' .. ;_•:� :.. _. _ . ._.
...• ...• ... ... •_:�...�•...3.,..� �...5�...�.+. �::s [...��...��:��i'
LO COMME S 9 a P G �E-4
8, Comply with th ity/Depanment grievance
and appeal policies and procedures.
9. Comply with City sexual 6arassment policy. II
�� � � -� --�
V. PUBLIC RELATIONS
A Conduct your work in a manner which fosteis
good public re(atioas and public support for
the Depanment and the City.
B Follow the Department's Rules of Conduct.
C. Avoid Qrofanity;sarcasm,voicc tone and
body language which are iaterpreted as
diswurteous.
D. Avoid behavior which would bring discredit
to t6e Department and City.
E Keep your supervisor advised of any
confrontations with members of the public
or other deQaRments.
F. Treat membecs of the public and other
agencies with respect.
G. Avoid pattems of complainu 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 leadecship in training
exercises.
B. Maintain skilis necessary to do job.
C. PaRicipates fully in drills and exercises
so that your skil►s can be monitored and
expanded.
D. Open to,and comply with cntiques and
suggestions for improvement. If you
disagree with critiques and suggestions,
bring it to your supecvisor in private and
suggest your approach for adoption. [f this
fai4s,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 Maishal's Fire Fighter Two training
Standacd
F. Operate all Fire Apparatus per departmental
policy and procedures.
Em lovee[nitials: atin�Supervisor Initials:
. � .._.....
�:,; ;:��`fc::j �� .:`C::;t:_: �..`i..4,� j_f�...
EMP OY A COMME TS 9 994 G � -5
VIII. E UIPMENT USE AND MAINTENANCE
A. Maintains equipment in a manner most
likely to assure safe woricing order and
good aQpearance.
II � � � g• Ke�ps ve6icles free of trash and � ��
unnecessary items.
C, Conduct maintenance checks per guidelines
as assi�ed.
p, Repon damage to any department equipmeot
observed to immediate supervisor.
E Retum equipment,tools etc.to their proper
place.
IX. FACILITIES USE AND MAINTENANCC
A, Uses and maintains City and Department
facilities in a manaer likely to assure
good working order and appearance.
g. Does cleaning,and upkeep of the fire
station and facilities as directed.
C, Reports to suQervisor,or corrects,any
damage to facilities,appliances,etc.
observed.
D. Corrects minor spills,littering,or out-of-
place objecu when encountered.
E C,eaves work/living areas in a clean,nea►
condition,free of trash,food,drinks.
F, Does fair share of clean up.
X. PUBLIC EDUCATION
A. Panicipate in the departmenPs public
education effort as assigned.
APP RANCE AND GROOMING
A.• Maintains a professional appearance in the
cleanliness and upkeep of your uniform and
equipment.
g. Presents self to the DepaRment and the
public in a manner most likely to inspire
confidence and reipect.
C. Meets or exceeds minimum standards as
oudined in the depaRment uniform and
gtooming policy.
p. Takes personal responsibility for complying
with the policy.
C, Exercise good pecsonal hygiene.
I�CII, REPORTS AND ROUTINE PAYERW()RK
,q. Submits.reports and othecwritten materials
t6at are usable with a minimum of rework.
g, Routine repons and submittals are on timr
aad perdepartment guidelines. �
Emptovee Initials: R�lim�Suprrvisor Initials:
'.-!'•:::�I,ic_� ..'_..:;.1..'"?s 3...lI„i;=. �,� 't�li,.);.:;:::�
EMP Y AM : COMMENTS 9 �a P GE -6
C. Follow di�ections and commands of the
Captain or assi�ned Supervisor.
II XIII COLLATERAL DUTIES PRO TECTS AND COMMITTEES II
A. Completes special tasks in a manner
requested.
B. Reports to immediate supervisor specially
assi�ed tasks.
C. Resolves conflict of special assignments with
rogular work expected by immediate
supen+isor through your immediate
E Submits work by due dates and times,or
w
F. Follows department policy,procedures and
guidelines in the conduct of these special
assignments.
�
R (� � ❑ CNISOf I t� S:
_. ... . .........i .... .. ...
+_Z� ��•f cc• : , �... i.:• � r:� ,._ r:��..
...,�..:•...� ..::_•.:.=•._r•...� 1_.�I, !1 .... �._I�..1...:.�1
� 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:
9, 1994
.. .. _.,...., ., _. ...
`-.��:-_l..1�"'� _ =.`:;`";� t...�E..t.!. t::� �...?�...�:-�a.'.
I OF REDDING FIRE DEPAItTMEN']�
PERFO�ANCE EVALUATION RATING SYS�Z:
FireInspector
m lo ee Name Date:
Evaluation Period From: To: �-1
E =Exceeds Standards Work performance exceeds established department standards 9-94
M=Meets Standards Work performance consistently meets established depanment standards
U=Unsatisfactor}� Work performance has reached or has deteriorated to such a degree that
it is clearly and consistently not acceptable by established depanmental
standards.
E M U Cate o Comments
I. EMERGENCY RESPONSE/OPERATIONS
A. Fire Su ression
1. Follows directions and commands of the
Fire Macs6al or assigned Supervisor.
2 Completes tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safery guidelines.
4. Performs to the levels of fire 6ghter two
standards as per C.S.F.M.Fire Fighter II
Certification.
5 Conduct fire cause investigations as per standard
procedures and policy.
B. Eme enc Medical
1. Follow directions and commands of the
Fire Marshal or assigned Supecvisor.
:. Complete tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guideGnes and within scope of
certification and authori7ation.
C.HAZMAT
1. Follow directions and commands of the
Fire Marshal or assigned Supervisor.
2 Complete tasks assigned or inform
supervisorif unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. The insQectorshali maintain the following
certification as provided by the
Fire Deparunent;
n O
Em lovee IaitiaL• Ratine Su ervisor lnitial:
r• ;••� -,cz. ..:i,..::�c::•r.�: .. ._ ,.
-•;:"t� i. f . �. �. �. . ..{
_.• •... ... ... ... ... ...� ...! l...��..�.�. �...� }...�i...t�..���:.'
EM S 9 �va Pa -
D. DRIVING
1. Follows direction and commands of the Firo
Macshal or assigned supervisor.
.'_ Con6rms incident location and route prior to
responding.
3. Must maiatain a current appropriate Califomia
drive�s license with endo�sements
E. APPARATLJS OPERATIONS
1. Operate all apparatus per departmental policy
and procedures.
I. WORK HABITS
A. You are ezpected to be productively engaged
in the DepartmeaPs work while on paid time
unless directed to do othernise per policy.
Complies with your superviso�s assignments
and priorities as dicected.
B. Arrive in time to start your shift at 0800,
ready for work,with full uniform and
equipment per policy,proceduces and
diiectives.
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 reiieved or
mleased by your supe�visor.
H. Exchange information with your relief pecsonnel.
III. SAFE1'Y
A. General
1. Conducts your work in a manner which
promotes the safety of you�self and othecs.
�. Avoids pattems of behavior which ptace you
self and othecs at risk and which risl:s
unnecessarily damage to equipment and
facilities.
.
Follows Code of Safe Practices:
1.• Safety evacuation precautions
2 Petsonal Protective Equipment
3. SCBA
4. PASS
5. Water Supply
6. Gnound Laddecs
7. Utilities
8. Haz Mat
EmDlovee Iaitial: Ratin2 Supervisor Initial:
.: .'�!...��:_� ... ..'.�4:'�`::' '...=f...f.t. �:::� 1...��...�`-:i.,:?
PLOYE A CO ME TS 9 i�a P G �FI�
9. Inttrior Operations
10. Venalation
11. Backdraft
12. Flashover
13. Wildand Fires(Includes Ten Standard
Eirefighdng Orde�s)
14. Opecates vehicles per applicable laws,
department prooedures,and supervisory
directives.
15. Participates in tail gate safety meetings
while on dury.
16. Maintain physical fitness standards as per
departmental policy.
IV. INTERNAL RELATIONS
A. Genernl
1. You are expected to conduct you�elf in a
maaner which suQports the Depanment and
City effort iu accompiishing its mission.
; Generally,your interactions with othets
should have a positive impact on the
Department and its accomplishmrnts.
B. Inte ersonul
1. Treat co-workecs and supervisor's with
respect.
2 Treat the belongings,materiais,tools and
equipment of others with respect.,
;x
3. When differences arise,find constructive
ways to resolve them.
4. Does not allow differencxs to disrupt your
work or the work of othe�s.
5. Regardless of pecsonal differences works
with othe�in supportive ways.
6. Avoids racial,sexual,ethnic,religious and
cultucal slurs as per City policy.
7. From time to time,it is natural to disagree
with policy,direction decisions,ete. When
you work for otheis it is unavoidable. Most
people find ways to work harmoniously with
aspecis of the woric environment even thoueh
not always in acoord with pecsonal �
prefeances. For the sake of the depanment
you are expected to do likewise. If you have
complaints,problems,and disagreemenu of
a compelling nature,process them thcough
the chain of command,offeri�g constructive
suggestions for resolutions. Avoid repeated
compiaints which do not contribute to a
solution,but only create funher problems
and disruption.
Em�iovee Initials: Ratine Suprrvisor fnitiails:
:..��..y#'•f t:::. ......... .. ... .
-•• ' •.:�_�.::��::�l::: j..��_�i f::� �...��..�`.:::i,.:}
_. _. ... ...�
EMPLOYE NA CO E S 9 99a P G ' - -4
8. Compiy with the ity/Depanment grievance
and appeal policies and Qrocedures.
9. Comply wit6 City sexual harassment policy.
II I I � I ��
V. PUBLIC RELATIONS
A Conduct your work in a manner which fostets
good public relations and public suppon 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 w6ich would bring discredit
to t6e Department and City.
E. Keep your supervisor advised of any
confrontatioas with membe�s of the public
or other depaRmenLs. �
F. Treat members of the public and other
agencies with respecx.
G. Avoid patterns of compiaints regarding the
operation and placement of apparams.
VI. PREVENTION
A You are expected to conduct your fire
prcvention duties as assigned and per
policy and procedures.
B. Follow directions and commands of the
Eire Macshal or assigned Supervisor.
C. Investigation of fires for origin and cause.
D. Enforce the UFC,UBC,City Polices and
Reguiations.
E. Conduct fire prevention inspections as assigned.
VII. TRAINING AND DEVELOPMENT
A. Participation and leade�hip in training
exercases.
B. Maintain skills necessary to do job.
C. Participates fully in drills and exercises
so that your skills can be monitored and
ezpanded.
D. Open to,and comply with cntiques and
suggestions for improvement. If you
disagree wit6 critiques and suggestions.
bring it to your supervisor in pnvate and
suggest your approach for adoption. If this
fails,comply with the approaches requested
by your supervisor.
Emplovee Initials: atine Su ervisor[nitials:
�_.,�..., _... ......_. ,...
"�:.. �C:"F.::' .
.:'r..,i,_�. x .,'�..'=-,..s•...� �...F�...3.F �:::� }.i�...��::'� .:�
MP O AM : COMME TS 9 �4 G 'S
E Shall perform to t6e levels of fire fighter
two standards as per the Califomia Slate
Fire Macshal's Fire Fighter Two training
Standand
F. Operate all Fire Apparatus per departmental
policy aad procedures.
VIII. E UIPMENT USE AND MAINT ANC�
A. Maintains equipment in a manner most
likely to assure safe working order and
S�aPPearance-
�� � � � B• Keeps vehicles free of tcash and � ��
unnecessary items.
C. Conduct maiatenance c6ecks per guidelines
as assigned.
D. ReQort damage to any department equipment
observed to immediate supe�visor.
E Retum equipment,tools etc.to their pmper
place.
IX. FACILITIES USE AND MAINTENANCE
A. Uses and maintains City and Depanment
facilities in a manaer likely to assure
good working ocder and appearance.
B. Does cleaning,and uQkeep of work area
and facilities as directed.
C. Reports to supervisor,or oorrecu.any
damage to facilities,appliances,etc.
observed.
p. Coaecu minorspills,littering,ocout-of-
place objects when encountered.`.','
E Leaves woric/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 depanment's public
education effort as assigned.
XI. APPEARANCE AND GROOMING
A Maintains a professional appearaace in the
cleanliaess aad upkeep of your uniform and
equipment.
B. Presents self to the Depanment and the
public in a manner most likely to inspire
confidence and respec[.
C. Meets or exceeds minimum standards as
outlined in the department uniform and
grooming policy.
D. Takes pe�sonal responsibility for complyin�
with the policy.
C. Exercise good personal hygiene.
Em�lovee Initials: Ratin��Supervisor Initiak:
�_. ... ... �.,., .Y....,c:r�zr - , . .. _ ..
.:�'�: ?i...f•' F . .. .
... •_�•.:._�...t�...E �...�l..t: k::� i�I l��?':•:{t?.;,
M LOYE AM : COMM NTS 9 �a P G � -6 �
XII. REPORTS AND ROUTINE PAPERWORK �
A. Submits reports and otherwritten materials
that are usable with a minimum of rework.
B. Routine reporu and submittals arc ou time
and per depanment guidelines.
C. Follow directions and commands of the
assigned Supervisor.
�� XIII. COLLATERAL DUTIES. PRO iECTS AND COMMITTEES �I
A. Completes special tasks in a manner
requested.
B. Reports to immediate supervisor specially
assigned tasks.
C. Resoives conflict of special assignments wit6
regularworkexpectedby immediate
supervisor through your immediatc
E Submits work by due dates and times,or
w v
E. Follows department policy,procedures and
guidelines in the coaduct of these special
assignments.
��,
e Rat � 'u rviso 't' Is:
_. _........ � .
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This report represent my best judgment of
the employee's performance based on my observations and knowledge.
Rating Supervisor Signature: Da�e:
This report has been discussed with me.
Employee Signature: Date:
Fire Marshal: Date:
Fire Chief: Date:
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I F REDDING FIRE DEPARTMEN ,
PERFO NCE EVALUATION RATING SY�:
Fire Captain
Em lo ee Name Date:
Evaluation Period From: To: FC-1
E =Exceeds Standards Work performance exceeds established department standards 9,1994
M=Mee�s 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 depanmental
standards.
E M U ate o mments
I. SUPERVISION
A. PERFORMANCE ASSURANCE
You will receive a satisfactory rating in t6is
category if t6e following conditions are met:
1. Your employees all meet t6e 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 mrrect 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 wit6 respect.
2. Dispense assi�ments,rewards and discipline
evenly.
3, Praise in public,reprimand in private.
4. Keep employees informrd of t6ings which
effects them. ,
5. Make youcself available to your employees.
Be open to discussion of problems,issues,and
represent employee issues to management if
resolution exceeds your authori[y.
6. Promote empioyee morale and a positive
working environment.
C. EMPLOYEE DEVELOPMENT
1, Assess pecsonnel{raining and developmental
needs and act accordingly.
2 Supporc pe�sonnel growth.
II. ADMINISTRATION AND PROBLEM SOLVING
A. ADMINISTRATION
1. You are expected to efEectively administer the
activities of your company.
; Make provisions for applicable leave per policy,
guidelines or M.O.U.
3. lnsure pe�sonnei assignments are administered
as per policy.
Emolovee Initial: Ratine Suorrvisor Initial:
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4. Maiatain paymll and time keeping records.
5. Complete pecformance appreisals as naded
by due date.
6. Recogniu 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 accordancc with poiicies,
guidelines and M.O.U.
III. EMERGENCY RESPONS� OPERATIONS
1. You stay in a state of readiness for all
emergency calls.
2 You arc belted in the apparatus ready to
respond as soon as pnssible orwithin a
maximum of one minute thirty seconds aftei
completion of dispatch. Avoid pattems of
delayed response to emergency calLs.
A. Fire Su ression
1. Eollows directions and commands of the
assi�ed Supervisor.
2 Compietes tasks assigned or informs
supervisor if unable.
3. Will perfonn tasks as per policy,procedures
and safety guidelines.
4. Performs to the leveis of fire fighter two
standards as per C.S.F.M.Fire Fi6�ter Two
Standa�d ,
B. Eme enc Medical
1. Foliow directions and commands of the
assi�ed Supervisor.
2 Complete tasks assigned or informs
supecvisor if unable.
3. Wili perform tasks as per policy,procedures
aad safety guidelines and with in scope of
certification aad anthorization.
C. Huzmat
1. Follow directioas and commands of the
assi�ed Supervisor.
2 Complete tasks assigned or inform
supecvisorif unable.
3. �ll perform tasks as per policy,procedures
aad safety guidelines.
4. The Captain shall maintain the following
certification as pcovided by the
Fire Department
Ficst Responder Operational
Emptovee[nitial: Ratin�Supervisor Initial:
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V. WORK HA TS
A. You are expected to be productively engaged
in the Department's work while on paid time
untess directed to do othenvise per poiicy.
Complies with your supen+iso�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,pivicedures and
dit�ectives.
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. Foilow the chain of command as per poiicy.
G. You s6a11 remain on duty until relieved or
released by your supeivisor.
V. SAFETY
A. General
1. Coaducts your work in a manner which
promotes the safety of youiself and otheis.
2 Avoids pattems of behavior which place you
self and others at risk and w6ich risks
uanecessarily damage to equipment and
facilities.
B Follows Code of Safe Practices•
1. SaFety evacuauon precautions
Z Pecsonal Protective Equipment ' .
3. SCBA
4. PASS
5. Water Supply
6. Grouad Laddeis
7. Utilities
8. Haz Mat '
9. Interior Operations
10. Ventilatioa
11. Backdraft
12. Flashover
13. Wildand Fires([ncludes Ten Standard
Firefighling Orde�s)
14. Operates vehicles per applicable laws, ,
department procedures,and supervisory
directives.
Emplovee lnival: Ratine Su ervisor[nitial:
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15. Participates in tail gace safety meetings
w6ile on duty.
VI. INTERNAL RELATIONS
A. General
1. You are expected to conduct youcself in a
manner which supports the Department and
City effort ia accomplishing its mission.
2 Generally,your interactions with othecs
should have a posidve impact on the
Department and its accomplishments.
B. Inte eisonal
1. Treat co-workeis and supervisoc's with
tespect.
2 Treat t6e beiongings,materials,tools and
equipment of othecs 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 othecs.
5. Regardless of peisonal differences works
with othecs in supportive ways.
6. Avoids racial,sexual,ethnic,religious and
cultural slucs as per City policy.
7. From time to time,it is natural to disagree
with poiicy,direction decisions,etc. When
you work for otheis it is unavoidable. Most
people find ways to work harmoniously with
aspects of the work environment even though
not atways in acoord with Qecsonal
profenenc.es. For the sake of the depanment
you are expected to do likewise. If•you have
complaints,problems,and disagreements of
a compeiling nature,prooess them through
t6e c6ain of command offering construcdve
suggestions for resolutions. Avoid repeated
complaints which do not contribute to a
solution,but only creatc 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 woric in a manner which fostecs
good public relations and public support for
the Department aud the City.
B Follow the Depanment's Rules of Conduct.
C. Avoid profanity,sarcasm,voice tone and
body language which are interpreted as
discourteous.
Em lovee Ini[ials: Ratine Supervisor Initiafs:
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D. Avoid behavior which would bring discadit
E KeeQ your supervisor advised of any
confronlations with membels of the public
or other departments.
F. Treat membecs of the pub6c and other
agencies with respect.
VIII. PREVENTION
A You are expected to conduct your fire
prevention dudes as assigned and per
policy and procedures.
B. Follow directioos and commands of the
Battalion Chief or assigned Supervisor.
IX. TRAINING AND DEVELOPMENT
A. Participation and leadecship in tnining
exercises.
B. Maintain skills necesssary to for job.
C. Participates fully in drilLs aud exercises
so that your sldlls can be monitored and
expanded.
D. Open to,and comply with cridques and
suggestions for improvemen� !f you
disagree with critiques and suggestions,
bring it to yoursupervisorin private and
suggest your appmach for adoption. If this
fails,comply with the approaches requested
by your supervisor.
E. Shall perform to t6e levels of fire fighter
two standards as per the Califomia State
Fire Maishal's Fire Fighter Two Sfandard.
X EOUIPMENT USE AND MAINTENANCE -
A. Maintains equipment in a manner most
likely to assure safe working order and
8�aPPearance•
B. Keeps vehicles free of trash and
unnecessary items.
C. fasu�es maintenance checks per guidelines
as assi�ed.
D. RepoR damage to any department equipment
observed to immediate supervisor.
E Retum equipment,tools etc.to their proper
place.
F. Notify engineer of removal of any equipment
or toois fmm apparatus.
G. Must maintain a cuttent appropriate
Califomia drive�s iicense with endotsements.
Em lovee Initials: Ratine Su rvisor Initials:
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P O COMME TS 9 �a G 'C-6
XI FACILITIES U�E AND MAINTENANCE
A. Uses and maintaias City and Department
facilities in a manner likely to assure
good woridng ordec and appearance.
B. Ove�sees cleaning,and upkeep of the fue
station and facilities as directed.
C. Reports to suQervisor,or comects,any
damage to faciiides,appiiances,etc.
ObSCNCd.
D. Corrects minor spiiLs,littering,or out-of-
place objects when encountered.
E. L.eaves work/living aieas in a ctean,neat
condi6on,fi�ee of tras6,food,drinks.
F. Does fair share of clean up.
XII. PUBLIC EDUCATION
A ParticiQate in the depanment's public
eduqoion effort as assigned.
XIII. APPE�R_ANCE AND GROOMING
A. Maintains a professional appeatance in the
cleanliness and upkeep of your uniform and
equipmen�
B. Presenu self to the Department and the
public in a manner most likely to iaspire
confidence and respect.
C. Meets or exceeds minimum standards as
outlined in the depaRment uniform and
grooming policy.
D. Takes pe�sonal responsibility for complying
with t6e policy. r
C. Exercise good petsonal hygiene.
XIV REPORTS A D ROUTINE PAPERWORK
A. Submits reports and other written materials
that are usable wiW a minimum of rework.
B. Routine reports and submittals are on time
and per department guidelines.
XV. COLLATERAL DUTIES PRO ECTS AND COMMITTE�S
A Completes special"'tasks in a manner
�equested.
g, Reports to immediate supervisor specially
assi�ed tasks.
C. Resolves contlict of special assignments with
regular work expected by immediate
suQetvisor th�ough your immediate
E Submits work by due dates and times,or
renegotiates a new date in advance.
F. Follows departrnent policy,procedures and
guideGnes in the conduct of these special
assiguments.
Emplovee Initials: Ratine Su rvisor Initials:
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EMPLOYEE NAMF� � OM 9 G �C-7
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This report represent my best judgment of
ihe 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:
Date:
Fire Chief: .. .. � �
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