HomeMy WebLinkAboutReso 95-001 - Approve provisions of the MOU between COR & IA of Fire Fighters, Local Union 1934, Effective 07-01-94 0 0
RESOLUTION NO. 95-1
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
APPROVING THE PROVISIONS OF THE MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF REDDING AND THE
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, LOCAL UNION
1934, EFFECTIVE JULY 1, 1994.
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 Under-
standing; and
WHEREAS, the designated representatives of the City of
Redding have conferred with and entered into a Memorandum of
Understanding with the designated representatives of the
International Association of Fire Fighters, Local Union 1934, as
required by the provisions of the Meyers-Milias-Brown Act of
1968; and
WHEREAS, a copy of the Memorandum of Understanding is
attached hereto and made a part hereof;
NOW, THEREFORE, IT IS HEREBY RESOLVED that the City Council
of the City of Redding hereby approves the aforesaid Memorandum
of Understanding, \�
effective July 1, 1994.
I HEREBY CERTIFY that the foregoing Resolution was
introduced, read, and adopted at a special meeting of the City l+J)
Council of the City of Redding on the 3rd day of January , 1995,
by the following vote:
AYES: COUNCIL MEMBERS: P. Anderson, Kehoe, McGeorge, Murray and R. Anderson
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
ROBERT C. ANDERSON, Mayor
City of Redding
ATTEST:
CONNIE STROHMAYER, ,p Clerk
FORM APPROVED:
r
DOUGLASCALKINS
Assistan City Attorney
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TABLE OF CONTENTS
Article Page
1 Preamble - - - - - - - - - - - - - - - - - - - - - - 1
2 Recognition - - - - - - - - - - - - - - - - - - - - 3
3 Union Security - - - - - - - - - - - - - - - - - - - 3
4 Grievance Procedure - - - - - - - - - - - - - - - - 4
5 Safety - - - - - - - - - - - - - - - - - - - - - - - 6
6 Disability and Unemployment - - - - - - - - - - - - 6
7 Employee Status - - - - - - - - - - - - - - - - - - 7
8 Wages and Classifications - - - - - - - - - - - - - 8
9 Hours and Overtime - - - - - - - - - - - - - - - - - 10
10 Seniority - - - - - - - - - - - - - - - - - - - - - 11
11 Promotion and Transfer - - - - - - - - - - - - - - - 12
12 Demotion and Layoff - - - - - - - - - - - - - - - - 12
13 Leave of Absence - - - - - - - - - - - - - - - - - - 13
14 Expenses - - - - - - - - - - - - - - - - - - - - - - 14
15 Sick Leave - - - - - - - - - - - - - - - - - - - - - 14
16 Funeral Leave - - - - - - - - - - - - - - - - - - - 15
17 Holidays - - - - - - - - - - - - - - - - - - - - - - 16
18 Vacations - - - - - - - - - - - - - - - - - - - - - 17
19 Uniforms - - - - - - - - - - - - - - - - - - - - - - 20
20 Miscellaneous - - - - - - - - - - - - - - - - - - - 20
21 Employee Benefit Programs - - - - - - - - - - - - - 22
22 Entire Agreement - - - - - - - - - - - - - - - - - - 24
23 Term - - - - - - - - - - - - - - - - - - - - - - - - 24
NOT
Additions, amendments, changes to this Memorandum of Understanding,
effective July 1 , 1994 , or thereafter, are underlined, deleted language
is lined out.
MEMORANDUM OF UNDERSTANDING
Between
THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES OF LOCAL UNION 1934
of
INTERNATIONAL ASSOCIATION
OF FIRE FIGHTERS
AFL-CIO
EFFECTIVE : July 1 , 1974 ( Insofar as legally possible)
AMENDED : December 31 , 1974 , to be effective December 29 , 1974
AMENDED: January 27 , 1975 , to be effective February 9 , 1975
AMENDED: May 29 , 1975 , to be effective June 29 , 1975
AMENDED : September 18 , 1978 , to be effective September 17 , 1978
AMENDED: July 29, 1982 , to be effective July 18, 1982
AMENDED: June 24 , 1983 , to be effective July 3 , 1983
AMENDED: October 15 , 1984 to be effective October 7 , 1984
AMENDED: February 2 , 1988 to be effective January 24 , 1988
AMENDED: June 29, 1990 to be effective June 24 , 1990
AMENDED: April 6, 1993 to be effective April 6, 1993
AMENDED: January 3, 1995 to be effective July 1 , 1994
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 26th
day of .Tune, 1974 , by and between the designated representatives of the
CITY OF REDDING ( a public agency as defined in Section 3501 (c) of
Chapter 10 of Division 4 of Title 1 of the Government Code of the State
of California) , hereinafter referred to as the City, and the designated
representatives of LOCAL UNION 1934 of INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS, affiliated with the American Federation of Labor -
Congress of Industrial Organizations ( a recognized employee
organization as defined in Section 3501 (b) of Chapter 10 of Division 4
of Title 1 of the Government Code of the State of California) ,
hereinafter referred to as Union,
WITNESSETH that :
WHEREAS, the parties hereto desire to facilitate the peaceful
adjustment of differences that may from time to time arise between
them, to promote harmony and efficiency to the end that the City, Union
and the general public may benefit therefrom, and to establish fair and
equitable wages , hours and working conditions for certain hereinafter
designated employees of the City,
NOW, THEREFORE, the parties hereto do agree as follows :
ARTICLE 1
Preamble
1 . 1 The parties acknowledge the provisions of Chapter 10
( Sections 3500, et seq. ) of Division 4 of Title 1 of the Government
Code of the State of California.
1 . 2 It is the policy of the City and Union not to, and neither
party will interfere with, intimidate, restrain, coerce or discriminate
against any employee because of race, creed, sex, color or national
origin.
1 . 3 The City is engaged in rendering services to the public, and
the City and Union recognize their mutual obligation for the continuous
rendition and availability of such services . For purposes of the
foregoing, the City will provide pagers to all employees who will keep
them in their possession during off-duty hours and while within a
reasonable response distance.
1 . 4 The duties performed by employees of City as part of their
employment pertain to and are essential to the operation of a munic-
ipality 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
1
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.
1 . 5 City employees shall perform loyal and efficient work and
service, and shall use their influence and best efforts to protect the
properties of City and its service to the public, and shall cooperate
in promoting and advancing the welfare of City and in preserving the
continuity of its service to the public at all times .
1 . 6 City and Union shall cooperate in promoting harmony and
efficiency among City employees .
1 . 7 Notwithstanding anything to the contrary, the Union recog-
nizes 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 pro-
cedure except, however, grievances may be filed upon interpretations of
the provisions of this Memorandum of Understanding other than those set
forth in this paragraph. It is agreed by the parties to this
Memorandum that management rights include, by way of illustration and
not by way of limitation, the following: (a) The full and exclusive
control of the management of the City. (b) The supervision of all
operations , methods, processes and means of performing any and all
work, the control of the property and the composition, assignment ,
direction and determination of the size of its working forces . (c) The
right to determine the work to be done by employees . (d) The right to
change or introduce new or improved operations, methods , means or
facilities . (e) The right to hire, schedule, promote, demote ,
transfer, release and lay off employees, and the right to suspend,
discipline and discharge employees and otherwise to maintain an
orderly, effective and efficient operation, provided, however, that all
of the foregoing shall be subject to the express and explicit terms and
provisions of this Memorandum of Understanding.
1 . 8 The parties have met and conferred in good faith and have
reached agreement on procedures set forth in this Memorandum of
Understanding for resolution of disputes between the parties . The
parties agree that they will follow those procedures as set forth in
this Memorandum of Understanding or the bargaining process required by
the Meyers-Milias-Brown Act. The Union agrees, and will make every
effort to persuade its members , to also use those established
procedures , rather than to use any other method or forum such as
2
appeals directly to the news media or the City Council for resolution
of problems or disputes between the parties prior to the completion of
the grievance procedure through arbitration or the bargaining process
through mediation.
ARTICLE 2
Recognition
2 . 1 The City recognizes the Union as the "Majority Representa-
tive" of all employees of the City Fire Department who hold a clas-
sification 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
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 has
their membership or non-membership in Union or kt& their activity on
behalf of the Union.
2 . 5 Any employee, at his 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
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 mem-
bership 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.
4 . 2 Step One : The initial step in the adjustment of a grievance
shall be a discussion between the grievant or his 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 his their representative . This step may be supplemented by
written presentations as well as the oral discussion required above .
Suspensions resulting in thirty three point six (33 . 6 ) hours or more of
lost time will occur only subsequent to a pre-disciplinary hearing.
4 . 3 Step Two: If a grievance is not resolved in the initial
step, the second step shall be a discussion between the Labor Repre-
sentative or his their designated representative and the Fire Chief,
who shall answer within ten ( 10) days . This step shall be taken within
ten ( 10) days of the date of the Supervisor' s answer in Step One .
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4 . 54 Step F&ei&Three: If a grievance is not resolved in the tkrr4
second step, the third step shall be the presentation of the
grievance, in writing ( and may be supplemented by an oral
Presentation), by the Labor Representative or hrrsm their designated
representative to the City Manager, who shall answer, in writing,
within ten ( 10) days . The feurth third step shall be taken within ten
( 10) days of the date of the answer in Step 'gkpee Two.
4 . 6-5( a) Step Fry-e-Four: If a grievance is not resolved in the
EepLtr-f-lt third step, the €r€t* fourth step shall be referral by either
the City, or the Union, to arbitration . The r€t* fourth step shall be
taken within twenty ( 20) days of the date of the answer in Step Foi*z&
Three.
4 . 65 (b) An arbitrator shall be appointed on each occasion that
a grievance is submitted to arbitration . In the event the City and
Union are unable to agree on the selection of an arbitrator, they shall
request the State of California Mediation and Conciliation Service to
nominate five ( 5 ) persons to be the arbitrator. The City and Union
each will alternately challenge two ( 2 ) of such nominees , the party
having the first challenge to be determined by lot . The remaining
nominee shall be accepted as the arbitrator, andlrre their compensation
and expenses shall be borne equally by the City and Union. The City
and Union shall pay the compensation and expenses of their respective
appointees and witnesses . At Union' s request the City shall release
employees from duty to participate in arbitration proceedings .
4 . 6-5(c) The Arbitrator shall hold such hearings and shall con-
sider such evidence as to the Arbitrator appears necessary and proper.
If practicable, the first hearing should be held within ninety ( 90 )
days of the date of referral to arbitration. The decision of the
Arbitrator shall be final and binding on City and Union and the
aggrieved employee, if any, provided that such decision does not in any
way add to, disregard or modify any of the provisions of this Mem-
orandum of Understanding.
4 .76 Failure by the Union to meet any of the aforementioned time
limits as set forth in Section 4 . 2 , 4 . 3 , 4 . 4 , or 4 . 5 ( a) will result in
forfeiture . Failure by the City to meet any of the aforementioned time
limits as set forth in Sections 4 . 2 , 4 . 3 , or 4 . 4 , will allow the Union
to go forward with the grievance to the next step of the established
procedures . Except, however, that the aforementioned time limits may
be extended by mutual agreement . Grievances settled by forfeiture
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 . 87 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
5
Memorandum of Understanding, and provided, further, that Union ' s
President or kis their designated representative shall be given an
opportunity to be present at such adjustment .
ARTICLE 5
Safety
5 . 1 The City Council desires to maintain a safe place of
employment for City employees and to that end City management shall
make all reasonable provisions necessary for the safety of employees in
the performance of their work.
5 . 2 Regular "tailgate" meetings will be held on all jobs to plan
the job and emphasize safety in its performance.
5 . 3 Regular safety meetings will be held bi-monthly for the
purpose of reviewing accidents and preventing their recurrence,
eliminating hazardous conditions and familiarizing employees with safe
work procedures and applicable State Safety Orders and for training in
first aid.
ARTICLE 6
Disability and Unemployment
6 . 1 An employee who is absent by reason of industrial disability
may be returned to work by the City and given temporary light duties
within lti-& their ability to perform, with the consent of the employee ' s
physician. The duration of any such period of temporary work shall be
determined by City. Such employee shall be compensated at the then
current rate of pay of lti& their regular classification while engaged
in such temporary duties . The City may require an employee requesting
to return to work after an absence caused by disability or illness to
submit to a medical examination by a physician or physicians approved
by City for the purpose of determining that such employee is physically
and mentally fit and able to perform the duties of kr& their position
without hazard to himself, or to 1}r& their fellow employees, or to ltr&
their own permanent health.
6 . 2 Vacation and sick leave shall be accrued and group insurance
coverage shall be maintained while a regular employee is absent from
work as a result of a job related disability and receiving the supple-
mental benefits to Workers ' Compensation temporary disability compen-
sation as set forth in Section 4850 of the Labor Code of the State of
California for the period of such disability, but not exceeding one ( 1 )
year. Employees who are not entitled to the benefits as set forth in
Section 4850 of the Labor Code of the State of California but who are
receiving Workers ' Compensation temporary disability benefits, shall
receive group insurance coverage during the period in which they are
receiving temporary disability compensation for up to a maximum of a
cumulative total of five ( 5 ) years at the City' s expense. Holidays
6
which occur during the period for which an employee is receiving
temporary disability compensation shall not be recognized by such
employee for compensation purposes .
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 and is of indeterminate duration. A probationary
employee shall receive not less than the minimum rate for the job and
shall be eligible for sick leave pay, vacation pay, holiday pay,
retirement plan participation, insurance coverage and items of a
similar nature, as he they become& eligible, but shall not be given
preferential consideration for promotion or transfer or be eligible for
a leave of absence. Upon completion of one ( 1 ) year of continuous
full-time service with City, a probationary employee shall be given the
status of a regular employee . A probationary employee will only obtain
permanent status upon action of the City Manager, such action to be
accomplished within thirty (30) days of the end of the probationary
period. Notwithstanding any other provision of this Article, an
employee' s probationary period shall 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
extensive review and evaluation of a probationary employee prior to h-is
their attaining permanent status . Whenever the City intends to extend
the 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 . A full-time temporary employee shall receive not less than
the minimum rate for the job but shall not be eligible for sick leave
pay, vacation pay, insurance coverage, retirement plan participation or
items of a similar nature, nor shall he they accrue seniority, or
promotion and transfer rights, or leave of absence rights . If a full-
time temporary employee is reclassified to probationary status he they
shall be credited with all continuous service in determining eli-
gibility for such benefits as may accrue to him in kis their new
status . Upon completion of six (6) months of continuous service with
the City, a full-time temporary employees shall be given the status of
a probationary employee.
7
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 be paid the lowest wage rate for that clas-
sification . An employee may, however, be paid a wage rate above the
lowest wage rate if circumstances justify it . When an employee is
promoted to a classification which has a wage range overlapping the
wage range of his their previous classification, hte they shall be paid
at the wage rate of the classification to which he-is they are being
promoted which is next higher to his their present wage rate, but not
more than the top wage rate of the classification to which ke-is, they
are promoted. When an employee is demoted to a classification which
has a wage range overlapping the wage range of his their previous
classification, rte they shall be paid at the wage rate of the
classification to which hte-is they are being demoted which is next
lower to his their present wage rate, but not lower than the bottom
wage rate of the classification to which ke-i-s they are being demoted.
Step increases will be granted as follows : After thirteen ( 13) full
pay periods of employment at Salary Step 1 , and with an overall
satisfactory or above performance rating, an employee shall be advanced
to Salary Step 2 After twenty-six ( 26 ) full pay periods of
employment at .each subsequent salary step, with an overall satisfactory
or above work performance, an employee will be advanced to the next
higher step. A full pay period as used in 8 . 1 is defined as one in
which the employee works or is paid for time off for at least half of
the regularly scheduled work hours.
8 . 1 (b) 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 com-
prised of two ( 2 ) representatives designated by the Union and one ( 1 )
representative designated by Fire management. The committee will
consider the appeal and make an advisory recommendation to the City
Manager whose decision will be final . Such appeal must be made within
thirty ( 30) days of the date of denial of the merit increase.
8 . 1 (c) 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. pri-or-he-am -the
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8 . 2 wages shall be paid at bi-weekly intervals on Thursdays at.
the end of the employee ' s work period, after 12 : 00 Noon for a pay
period ending no earlier than the preceding Saturday. If a pay day
falls on a holiday, payment shall be made on the preceding workday.
Except as otherwise provided herein, wages paid shall be for actual
time worked and compensable time off during the pay period, except,
8
i •
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 his their regular classification, ke 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 his their regular
classification, lte they shall be paid at the wage rate of the
classification to which tte-ra they are temporarily assigned, which is
next higher to ltra their present wage rate, but not more than the top
wage rate of the temporary classification.
8 . 4 When an employee is temporarily assigned to work in a
classification lower than ltrg their regular classification, lira their
rate of pay will not be reduced.
8 . 5 For purpose of wage rate progression in a temporary clas-
sification, the time worked by an employee in other than )trs, their
regular classification shall also be accrued in such temporary
classification.
8 . 6Fa)- Attached hereto and made a part hereof is Exhibit "A"
titled "Schedule of Wage Rates . "
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8 . 7 Attached hereto and made a part hereof is Exhibit "B" titled
"Job Definitions . "
8 . 8 Effective June 24 , 1990, $800 . 00 per year will be added to
base pay for an A.A. degree in Fire Science or Fire Science Technology.
9
• s
ARTICLE 9
Hours and Overtime
9 . 1 Each employee shall report for work at his their regularly
assigned duty station. Time spent in traveling between such assigned
duty station and the job site shall be considered as time worked.
9 . 2 ( a) For employees other than twenty-four ( 24 ) hour shift
employees a workweek is defined to consist of seven ( 7 ) consecutive
calendar days , Sunday through Saturday, and a basic workweek is defined
to consist of five ( 5 ) consecutive workdays of eight ( 8 ) hours each
Monday through Friday. The basis workweek may begin at any hour of the
day during the workweek.
9 . 2 (b) For twenty-four ( 24 ) hour shift employees a work period
is defined to consist of twenty-four ( 24 ) consecutive 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 period is defined to consist of eight
( 8 ) twenty-four ( 24 ) hour work days in each twenty-four ( 24 ) day work
period. The work period and basic work periods as established during
January 1987 and set forth above, will not be changed without mutual
agreement. The City maintains the right to move individual employees
from one platoon to another for the good of the service as determined
by the Fire Chief.
9 . 2 (c) Whenever it becomes necessary for the City to
temporarily rearrange an employee' s work schedule, the City will give
as much advance notice as possible but in any event not less than
seventy-two turret}—t*#r& ( 729 ) hours before the change occurs .
Furthermore, no change shall be made which results in more or less than
the normal work hours in a pay period.
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.
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
10
with pay, such as vacation, sick leave , emergency leave, etcetera, but
shall not include time worked as a result of voluntary shift trades .
Overtime shall be computed to the nearest one-quarter ( 1/4 ) hour .
9 . 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) uv to the limit as established in the Fair Labor
Standards Act for public safety employees Such accumulated
compensatory time off may not be carried over from one calendar year to
another. Any unused compensatory time off at the end of the calendar
year will be paid to the employee at one and one-half ( 1-1/2 ) times the
regular rate of pay.
9 . 5 Employees who are required to report for overtime work as
defined in 9 . 3 ( a) and (b) on their non-workdays, or outside of their
regular hours on workdays, shall be paid overtime compensation for the
actual time worked, but in no event for less than three-f3} four (4 )
hours compensation . If an employee who is called out for such work
outside of kis their regular hours on a workday continues to work into
kis their regular hours , Yte they shall be paid overtime compensation
only for the actual time worked. If an employee performs overtime work
immediately following the end of his their regular shift ke they shall
be paid overtime compensation only for the actual time worked.
9 . 6 Overtime shall be distributed as equally as is practicable
among those employees who are qualified and available and who volunteer
for overtime work, and the City shall not require employees who have
worked overtime to take equivalent time off during a workday without
pay. For the purpose of determining availability as set forth above,
an employee ' s platoon assignment shall not be used to deny the
opportunity for equitable distribution of overtime work.
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 t,ri-& their service will be deemed to be broken by termination of
employment by reason of ( 1 ) resignation, ( 2 ) discharge for cause, ( 3 )
layoff for more than six (6) consecutive months, ( 4 ) failure to return
immediately on the expiration of a leave of absence or acceptance of
other full-time employment while on leave, or ( 5) absence without pay,
without a written leave of absence, in excess of five ( 5 ) workshifts or
five ( 5 ) workdays , as applicable . Continuity of service will not be
broken and seniority will accrue when an employee is : ( a) inducted,
enlists or is called to active duty in the Armed Forces of the United
States , or service in the Merchant Marine, under any Act of Congress
which
11
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 .
ARTICLE 11
Promotion and Transfer
11 . 1 All promotions and transfer shall be in accordance with
standards and procedures as determined by the City. Notices of
Scheduled examinations for the positions of Fire Engineer and Fire
Captain shall be posted at least thirty (30 ) days in advance of the
written test . To the extent possible and subject to the determination
by the Fire Chief and the Director of Personnel Services , 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 pro-
motions . Employee evaluations, job performance, test results, and
ability, -with-ether-established-e3e3 will be used for the
purpose of selecting applicants for promotion to a higher classifi-
cation .
11 . 3 All appointments filled by promotion of a City employee shall
be on a probationary basis for one ( 1 ) year. At any time during the
probationary period the City may terminate the appointment . If an
appointment is terminated, the employee shall be returned to either has
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.
ARTICLE 12
Demotion and Layoff
12 . 1 When it becomes necessary for the City to lay off regular
employees, the City will give employees involved as much notice as
possible; but, in no event will such employees receive less than two
( 2 ) weeks notice of layoff. Where probationary or temporary employees
are to be laid off, no notice of layoff need be given.
12
12 . 2 Layoff in all cases due to lack of work will be determined by
an employee ' s seniority. An employee whose job is being eliminated may
elect to displace an employee in a lower paid classification if
qualified to perform the duties of the lower paid classification and if
tti-a 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 94:x-J63
qtr +s , providing they keep the City advised of their current address .
12 . 4 In the event of demotions , the order will be determined based
upon seniority within classification rank
12 . 5 An employee promoted out of the bargaining unit may within
twenty-four ( 24 ) months and by mutual agreement return to the unit
ARTICLE 13
Leave of Absence
13 . 1 Leave of absence may be granted to regular employees by the
City Manager for urgent and substantial reasons, up to a maximum of one
year, (except when the employee is receiving long term disability
benefits, in which case no time limit shall apply) providing
satisfactory arrangements can be made to perform the employee ' s duties
without undue interference with the normal routine of work. Inability
to return to work after an employee' s sick leave has been exhausted
will be considered as an urgent and substantial reason and in such
cases a leave will be granted.
13 . 2 A leave of absence will commence on and include the first
work shift on which the employee is absent and terminate with and
include the work shift preceding the shift the employee returns to
work.
13 . 3 All applications for leave of absence shall be made in
writing except when the employee is unable to do so. The conditions
under which an employee will be restored to employment on the termi-
nation of leave of absence shall be clearly stated by the City in
conjunction with the granting of a leave of absence. Upon an
employee' s return to work after a leave of absence, he they will be
reinstated to rttg their former position and working conditions,
providing that Iter-k& they are capable of performing the duties of frig
their former position, except that if there has been reduction of
forces orris their position has been eliminated during said leave, ke
they will be returned to the position ke thev would be in, had he 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 hie their seniority will accrue .
13
s �
13 . 5 If an employee fails to return immediately on the expiration
of Yrs their leave of absence or if I-re they accepts- other full-time
employment while on leave , lie they will thereby forfeit the leave of
absence and terminate ltrs- their employment with the City.
13 . 6 An employee on a leave of absence as provided herein shall
not accrue vacation or sick leave benefits nor maintain group insurance
coverage . An employee may, however, at kig their option and expense,
maintain kre their group insurance coverage providing the full monthly
premium is received in the Finance Department of the City on or before
the first day of the month for which the premium is intended.
Notwithstanding the above , however, if the leave of absence is as a
result of exhaustion of sick leave benefits an employee ' s group
insurance may be maintained for up to three (3) calendar months on the
normal premium-sharing formula, providing the employee pays his their
share of the premium on a timely basis .
13 . 7 Except for the one ( 1 ) year limitation of 13 . 1 , and the
prohibition on other employment in 13 . 5 , a leave of absence for Union
business may be granted by the City Manager for up to a maximum of
three ( 3 ) years, pursuant to the provisions of this Article.
ARTICLE 14
Expenses
14 . 1 Whenever an employee uses his their personal automobile for
the City' s convenience, It& they will be reimbursed therefor at the same
rate per mile as established for non-represented City employees .
14 . 2 Employees who are assigned to temporary work at such distance
from their regular headquarters that it is impractical for them to
return thereto each day, or to their regular place of abode, will be
allowed actual personal expenses for board and lodging for the duration
of such assignment, provided they board and lodge at places to be
designated by the City. The time spent by such employees in traveling
to such temporary job at its beginning, to and from home on holidays
and weekends, and from such temporary job at its conclusion and any
reasonable expense incurred thereby will be paid by the City.
ARTICLE 15
Sick Leave
15 . 1 Sick leave with pay shall be accumulated for each regular and
probationary employee at the rate of forty-six thousandths ( . 046) of an
hour for each regular hour worked, or on paid leave .
15 . 2 Sick leave shall be allowed for a non-work-related absence
due to: (a) the inability of an employee to be present or perform lti&
their duties because of personal illness, off duty injury, or confine-
ment for medical treatment; (b) personal medical or dental appoint-
14
ments , which are impractical to schedule outside of regular working
hours; ( c ) the need to be present during childbirth, surgery, critical
illness or injury involving members of the immediate family as defined
in 16 . 1 , for up to eight ( 8 ) work hours per incident . Notwithstanding
the foregoing eight ( 8) hour limitation, sick leave with pay shall be
granted to the twenty-four ( 24 ) hour shift employees for the time
necessary to be absent 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 24-hour shift
employees has to the number of work hours per week for other City
employees .
15 . 3 Management may require satisfactory evidence of sickness or
disability before payment for sick leave will be made . The City may
also require an employee requesting to return to work after sick leave
or leave of absence for medical reasons to submit to a medical
examination by a physician or physicians approved by City for the
purpose of determining that such employee is physically fit and able to
perform the duties of I+i-& their former position without hazard to him-
self, or to rti-& their fellow employees , or to 'lrr& their own permanent
health. Such examination or examinations shall be at the sole expense
of the City.
15 . 4 If a holiday which an employee is entitled to have off with
pay occurs on a workday during the time an employee is absent on sick
leave, Y3e they shall receive pay for the holiday as such, and it shall
not be counted as a day of sick leave .
15 . 5 Any employee who after ten ( 10) years of service to the City
terminates employment, shall be paid at the employee' s regular payrate
for thirty-three and one-third percent (33 1/3%) of the employee ' s
accumulated sick leave hours . An employee may, however, at the
employee ' s option, elect to waive the foregoing benefit and in lieu
thereof, receive credit for said unused sick leave toward the
employee ' s retirement benefit through the Public Employee' s 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
15
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 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. A maximum of seventy-two ( 72 ) hours may be
utilized for this type of leave in a calendar year.
ARTICLE 17
Holidays
17 . 1 Regular and probationary employees, except as otherwise
provided herein, shall be entitled to have the following holidays off
with pay:
( a) January 1st
(b) "Lincoln Day"
(c) The third Monday in February
(d) The last Monday in May
( e) July 4th
( f) First Monday in September
(g) Employee' s Birthday
(h) "Columbus Day"
( i) "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 fol-
lowing 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
16
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 his their birthday holiday on kr& 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
his 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 ke 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 employees observe.
Such holiday compensation shall be at the rate of one hundred forty
( 140 ) hours per year at the employee' s regular hourly payrate 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 as follows :
18 . 1 (b) At the rate of thirty-nine thousandths ( . 039) of an hour
for each regular hour worked, or on paid leave, from the date of
employment through the one hundred fourth ( 104th) full pay period of
employment. (Accrual rate approximately two ( 2 ) weeks per year up to
four ( 4 ) years of service. )
18 . 1 (c) At the rate of fifty-eight thousandths ( . 058 ) of an hour
for each regular hour worked, or on paid leave, from the one hundred
fourth ( 104th) full pay period through the two hundred thirty-fourth
( 234th) full pay period of employment. (Accrual rate approximately
three ( 3 ) weeks per year after four (4) years of service. )
17
18 . 1 (d) At the rate of sixty-eight thousandths ( . 068 ) of an hour
for each regular hour worked, or on paid leave, from the two hundred
thirty-fourth ( 234th) full pay period through the three hundred sixty-
fourth ( 364th) full pay period of employment . (Accrual rate
approximately three and one-half ( 3-1/2 ) weeks per year after nine ( 9 )
years of service . )
18 . 1 (e) At the rate of seventy-seven thousandths ( . 077 ) of an
hour for each regular hour worked, or on paid leave, from the three
hundred sixty-fourth ( 364th) full pay period through the four hundred
ninety-fourth ( 494th) full pay period of employment . (Accrual rate
approximately four ( 4 ) weeks per year after fourteen ( 14 ) years of
service. )
18 . 1 ( f) At the rate of eighty-seven thousandths ( . 087 ) of an
hour for each regular hour worked, or on paid leave, from the four
hundred ninety-fourth (494th) full pay period through the six hundred
twenty-fourth ( 624th) full pay period of employment. (Accrual rate
approximately four and one-half ( 4-1/2 ) weeks per year after nineteen
( 19 ) years of service . )
18 . 1 ( g) At the rate of ninety-six thousandths ( . 096 ) of an hour
for each regular hour worked, or on paid leave, from and after the six
hundred twenty-fourth ( 624th) full pay period of employment . (Accrual
rate approximately five ( 5 ) weeks per year after twenty-four ( 24 ) years
of service . )
18 . 1 (h) Effective July 1 , 1991 , the maximum vacation time which
can be accrued by a regular employee is five hundred ( 500) hours for
forty ( 40) hour per week employees , and seven hundred ( 700 ) hours for
twenty-four ( 24 ) hour shift employees .
18 . 1 ( i) Effective July 1 , 1990, for one time only, vacation
hours accumulated in excess of five hundred ( 500) hours, or seven
hundred ( 700) hours for shift employees , will be retained in a separate
time bank to be used by the employee in the same manner as regular
vacation time. Vacation hours retained in the time bank will not be
lost upon effective date of the vacation maximum. On July 1 , 1991
earned vacation hours in excess of the five hundred ( 500) or seven
hundred ( 700) hour maximums will not be accumulated. Between July 1 ,
1990 and July 1 , 1991 , employees who are at the five hundred ( 500 )
or seven hundred ( 700) hour maximum should endeavor to reduce their
vacation balance by an amount greater than their annual vacation
accrual . For such employees , during the above dates, used vacation
time and vacation cash-outs will be deducted from the employee ' s
regular vacation accrual 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.
18
18 . 1 ( k) In the event of departmental cancellation of a previ-
ously scheduled vacation or of a paid leave of absence due to indus-
trial injury where such employee would exceed the maximum vacation
accrual , the accumulation of vacation hours may exceed the seven hun-
dred ( 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 cancelled
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 ( 1) 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 .
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 kis their vacation by
requesting less than a full year ' s allowance to be scheduled on
consecutive workdays , kis their preferential rights shall only apply on
two periods in that calendar year prior to all other employees being
given consideration in the selection of their first choice vacation
period. Up to two ( 2 ) employees may be off for vacation on the same
shift.
18 . 4 The City shall not require an employee to take kirs their
vacation in lieu of sick leave or leave of absence on account of ill-
ness.
18 . 5 If a holiday which an employee is entitled to have off with
pay occurs on a workday during the employee' s vacation period, such
employee will be entitled to an additional day of vacation and will be
compensated for same.
18 . 6 Employees whose employment with the City is terminated for
any reason shall , at the time of termination, receive any unused
vacation period previously earned.
18 . 7 Except for twenty-four ( 24) hour shift employees, whenever
any employee has accrued one hundred twenty ( 120) hours or more
vacation allowance as set forth in 18 . 1 (a) - (h) , the City will at the
employee' s option compensate the employee for up to forty (40) hours of
accumulated vacation during any fiscal year. Additionally, whenever
any employee has accrued two hundred forty (240) hours or more vacation
allowance as set forth in 18 . 1 ( a) - (h) , the City will, at the
employee' s option, compensate the employee for up to eight ( 80) hours
19
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 .
18 . 8 Any employee who has one hundred and twenty ( 120) hours of
vacation at the beginning of the calendar year, will be required to
take at least two consecutive vacation shifts off during the ensuing
calendar year .
18 . 9 Employees may use vacation leave in increments of not less
than three ( 3 ) hours for educational purposes that are related to the
fire service .
ARTICLE 19
Uniforms
19 . 1 The uniform allowance of $450 . 00 is normally paid in July of
each year and is for the purpose of maintenance and replacement of
uniforms for the ensuing fiscal year. Effective July 1 . 1996 , the
uniform allowance will be increased to $500. 00 . 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 .
19 . 2 The City shall pay the reasonable cost of repair or
replacement of uniforms, glasses, watches, or other personal property
up to two hundred dollars ( $200) , damaged in the course of employment .
This provision does not apply to items lost or damaged as a result of
negligence of the employee.
ARTICLE 20
Miscellaneous
20 . 1 A regular or probationary employee who is summoned for jury
duty and is thus unable to perform his their regular duties will be
paid for the time lost at lti& their regular rate of pay.
20 . 2 Any employee, at tris- their request, shall be permitted to
review lti-& their own personnel file . The file may not, however, be
removed from the Personnel Office . At the employee ' s request or the
request of his 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
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 Director of
Personnel Services and, upon request, shall have the right to have a
Union representative present .
20 . 4 All shift trades shall be consummated within a three hundred
sixty-five day period. In the event an employee ' s employment is
terminated prior to this having consummated a shift trade with another
employee, the time he they owes the other employee shall be deducted
from hie their final pay check by the City and that same amount shall
be paid over to the other employee .
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20 .56- The Union' s labor representative and the City' s Director
of Personnel Services may agree to limit the useful lifetime of
employee disciplinary documents .
20 . 6' Because of the nature of employees ' duties, all
employees shall be required to provide a personal telephone in their
home at their own expense .
20 . 7& Whenever employees complete authorized courses taken for
credit with a passing grade, after advance approval by both the Fire
Chief and the Director of Personnel Services, the City shall reimburse
the employee for the actual expenses of tuition and the cost of
required textbooks; provided, however, that the textbooks shall be
placed in City of Redding libraries as City property, and tuition
reimbursement shall be limited to $100 per student per semester.
20 . 89• Whenever any employee is subpoenaed to testify in court
as a result of ltra their employment and is thus unable to perform ltrs
their regular duties, It& they shall be paid for all regular time lost .
20 . 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 . 101- Attached hereto and made a part hereof is Exhibit "C"
entitled "Substance Abuse Policy. "
20 . 11 Attached hereto and made a part hereof is Exhibit "D"
entitled "Performance Standards" .
20 . 12 Effective January 1 , 1995 , the "Firemans Fund" payroll
deduction will be eliminated.
21
20 . 13 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.
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 seven percent ( 7%) of employee ' s
cost; and military service credit. Effective June 26 , 1988 the City
will increase its payment of the employee ' s cost to eight percent ( 8%) ,
and effective June 25 , 1989 the City will increase its payment of the
employee' s cost to nine percent ( 9%) . The 1959 Survivors Benefit will
be increased to the third level as soon as is practicable .
21 . 2 ( a) Group Insurance: All regular employees and all proba-
tionary 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 which shall have none , but shall
have a maximum benefit of $500 .00 for each accident;
80% payable for each $5000 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 .
( 3) Dental Benefits : No deductible and 1000 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 800 of U.C.R. up to
$1500 per person per year for all other eligible
charges .
22
( 4 ) Long Term Disability: After three ( 3 ) months 60% of
employee 's salary integrated with all other income ben-
efits 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 ( 500) 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 . 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, if any, 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 ner-
vous disorders for which there is partial payment under the health
benefit provision set forth in 21 . 2 ( a) 2 . above, the City will supple-
ment 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 reim-
bursement to the Personnel Office . The City may refer employees for
psychiatric counselling or evaluations .
23
ARTICLE 22
Entire Agreement
22 . 1 The parties acknowledge that during the negotiations which
resulted in this Memorandum of Understanding each had the unlimited
right and opportunity to make demands and proposals with respect to any
subject or matter not removed by law from the scope of negotiations ,
and that the understandings and agreements arrived at by the parties
after the exercise of that right and opportunity are set forth in the
Memorandum of Understanding. Therefore, the City and the Union, for
the duration of this Memorandum of Understanding, each voluntarily and
unqualifiedly waives the right, and each agrees that the other shall
not be obligated to bargain with respect to any subject or matter
referred to, or covered in this Memorandum of Understanding, or with
respect to any subject or matter not specifically referred to, or
covered in this Memorandum of Understanding, even though such subjects
or matters may not have been within the knowledge or contemplation of
either or both of the parties at the time they negotiated or signed
this Memorandum of Understanding. Any other prior existing
understanding or agreements by the parties , whether formal or informal,
regarding any such matters are hereby superseded or terminated in their
entirety.
ARTICLE 23
Term
23 . 1 This Memorandum of Understanding, having taken effect as of
July 1 , 1974 , and having thereafter been amended from time to time
shall continue in full force and effect until the thirtieth first day
of June, 1997 J�trlry,--49-94 , 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, except, however, that the amendments
scheduled to be effective on April 6 , 1993 , and thereafter, shall only
become effective with approval of the City Council of 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 .
24
23 . 3 This Memorandum of Understanding shall not be amended or
supplemented except by agreement of the parties hereto, reduced to
writing and duly signed by each .
23 . 4 Any provision of this Memorandum of Understanding which may
be in conflict with any Federal or state law, regulation or executive
order shall be suspended and inoperative to the extent of and for the
duration of such conflict; the balance of this Memorandum of
Understanding, however, shall remain in full force and effect . The
parties may, however, by mutual agreement reopen negotiations on the
impact of any conflict .
25
• •
IN WITNESS WHEREOF, the parties have executed these Amendments to
the Memorandum of Understanding on the day of January, 1995 , to
be effective July 1 , 1994 .
CITY OF REDDING REDDING FIREFIGHTERS,
LOCAL 1934 , I .A. F. F.
Sam McMurry Bob Roberts
Interim City Manager Labor Representative, California
State Firemen' s Association, Inc .
s
Paul F. Bailey Ronald G. Keown
Fire Chief President
4mes Bristow Paul F. L dma
Director of Personnel Negotiator
i
Vincent Tomicich Richard F. Bates
Battalion Chief-Commander Shift Negotiator
Randy Bachman uer
Management Analyst II Negotiator
Patrick Kofford
Negotiator
26
EXHIBIT "A-1"
SCHEDULE OF WAGE RATES
Effective January 1 , 1995
Hourly Pay Rate - Salary Step
1 2 3 4 5 6 7
780 Firefighter $ 9.25 $ 9.74 $10.23 $10.74 $11 .30
760 Fire Engineer 10. 10 10.63 11.08 11.69 12.27 $12.91 $13.55
750 Fire Prevention
Inspector 12.66 13.30 13 .97
755 Fire Prevention
Inspector 17.80* 18.65* 19.58*
710 Fire Captain 12.85 13.53 14.26 14.96 15.70
*40-hour week
All other rates are for a 56-hour week
1
EXHIBIT "A-2"
SCHEDULE OF WAGE RATES
Effective July 2, 1995
Hourly Pay Rate - Salary Step
2 3 4 5 6 7
780 Firefighter $ 9.62 $10. 13 $10.64 $11. 17 $11.75
760 Fire Engineer 10.50 11.06 11.52 12. 16 12.76 $13.43 $14.09
750 Fire Prevention
Inspector 13.17 13.83 14.53
755 Fire Prevention
Inspector 18.51* 19.40* 20.36*
710 Fire Captain 13.36 14.07 14.83 15.56 16.33
*40-hour week
All other rates are for a 56-hour week
1
EXHIBIT "A-3"
SCHEDULE OF WAGE RATES
Effective July 1, 1996
Hourly Pay Rate - Salary Step
1 2 3 4 3 6 7
780 Firefighter $ 9.91 $10.43 $10.96 $11.51 $12.10
760 Fire Engineer 10.82 11.39 11.87 12.52 13. 14 $13 .83 $14.51
750 Fire Prevention
Inspector 13.57 14.24 14.97
755 Fire Prevention
Inspector 19.07* 19.98* 20.97*
710 Fire Captain 13.76 14.49 15.27 16.03 16.82
*40-hour week
All other rates are for a 56-hour week
1
EXHIBIT "B"
CITY OF REDDING CLASS SPECIFICATION
FIREFIGHTER
DEFINITION :
Under immediate supervision, performs all types of fire suppression, prevention,
and emergency medical rescue work; promotes fire prevention and code enforcement.
DISTINGUISHING CHARACTERISTICS :
Positions assigned to this class 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.
i •
CITY OF REDDING CLASS SPECIFICATION
FIREFIGHTER (Cont'd)
6. Inspects housing, industrial and commercial occupancies, writes notices of
hazards and makes re-inspections; conducts home safety checks.
Measures - Application of appropriate fire code.
7. Presents fire and lift life safety education programs; conducts tours of
the fire station.
Measures - Acceptance by public.
S. 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.
OUALIFICATIONS :
Rnowledize 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.
CITY OF REDDING CLASS SPECIFICATION
FIREFIGHTER (Cont'd)
Education :
Any combination of training and experience that provides the required knowledge,
skills, and abilities is qualifying; typical education would include a high
school diploma, equivalent of A.A. Degree in Fire Technology, or 60 semester
units from an accredited college or equivalent.
Experience :
No prior experience required.
Special Requirements:
State Certified Firefighter I and either Emergency Medical Technician I or First
Responder.
Possession of the appropriate California driver's license, or the ability to
acquire one within ten days of appointment.
Employees hired after June 24, 1990 or current employees who subsequently change
residence must reside within twenty-five-fZS-j thirty (30) air miles of the City
of Redding city limit.
e 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.
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.
CITY OF REDDING CLASS SPECIFICATION
FIRE ENGINEER (Cont'd)
7. Presents fire and 14€tr 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 :
Knowledge of:
Modern fire prevention and suppression principles methods and equipment;
principles of hydraulics as applied to firefighting equipment and apparatus;
construction and operation of private and public water supplies, standpipes, fire
pumps, aerial ladders, elevating platforms, and all equipment provided on fire
apparatus; all City and outlying streets and the location of fire hydrants, and
fire department connections in the district; Federal, State and local vehicle
safety regulations applicable to the operation of fire apparatus.
Ability to
Interact effectively with the public and employees. Efficiently operate all
apparatus, including pumping engines, aerial ladders, elevating platforms and
other special motorized apparatus; accurately calculate hydraulics and develop
effective hose streams during emergency conditions; drive and operate apparatus
calmly and safely during emergency conditions; pass the medical examination,
including vision and hearing examinations, and perform the required physical
CITY OF REDDING CLASS SPECIFICATION
FIRE ENGINEER (Cont'd)
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 three years of paid full-time experience as a
City of Redding Fire Fighter reliant- exgeri-enee-wit*-t*e departmefnt-.
Special Requirements:
Satisfactory completion of State Certified Firefighter II and State certified
pomp driver operation lA 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 after June 24, 1990 or current employees who subsequently change
residence must reside within twenty-five-F2H thirty (30) air miles of the City
of Redding city limit.
* For temporary upgrade purposes only, Fire Fighters may be upgraded to the
classification of Fire Engineer upon completion of eighteen (18) months of
full-time paid employment as a City of Redding Fire Fighter and have
completed a Fire Department driver pump operation and driver training
program.
The City's in-house training program for driver operation will include all
elements of State certified driver operation lA and B. The City will work
with the union to verifv that those elements are included. In addition,
such upgraded employee will have completed State Certified Firefighter II.
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.
7. Performs related duties as assigned.
Measures - Quality and quantity of additional work.
CITY OF REDDING CLASS SPECIFICATION
FIRE PREVENTION INSPECTOR (Cont'd)
OUALIFICATIONS :
Knowledge of:
All appropriate Building Codes, Fire Codes, and City policies and regulations;
investigation techniques; and instructor training procedures.
Ability to :
Interact effectively with the public and employees. Carry out all assigned
responsibilities with skill, efficiency, and accuracy.
Education:
Any combination of training and experience that provides the required knowledge,
skills, and abilities is qualifying; typical education would include a high
school diploma, an Associate of Arts degree in Fire Science from an accredited
college, or equivalent, and additional course work, or training in the Uniform
Building and Fire Codes.
Experience:
Typical experience would include three years experience in fire suppression.
Special Requirements:
Possession of the appropriate California driver's license, or ability to acquire
one within ten days of appointment.
Employees hired after June 24, 1990 or current employees who subsequently change
residence must reside within twenty-€lve-fZS-) thirty (30) air miles of the City
of Redding city limit.
CITY OF REDDING CLASS SPECIFICATION
FIRE CAPTAIN
DEFINITION :
Under direction, serves as the officer in charge of a fire company with
responsibilities for the control, direction, and disciplining of company
personnel, and for the care, operation, and maintenance of all property assigned
to the company; directs the activities of company personnel at scenes of fire,
medical emergencies and rescues.
DISTINGUISHING CHARACTERISTICS:
The Fire Captain is responsible for the supervision of an assigned fire company
and coordination of activities of the Fire Engineers and Firefighters. The Fire
Captain is distinguished from the Fire Battalion Chief in that the latter are
directly responsible for the continuous supervision, management and the
coordination of activities of an assigned shift of personnel.
EXAMPLES OF DUTIES:
NOTE: The following are the duties performed by employees in this
classification. However, employees may perform other related
duties. Not all duties listed are necessarily performed by each
individual in the classification.
1. Responds to fire, medical, and other emergency incidents.
Measures - Speed and responsiveness to the emergency.
2. Makes decisions as to methods of dealing with the emergency, including
deployment of personnel and apparatus.
Measures - Decisions are based on fire department rules and regulations
and professional standards.
3. Directs fire suppression, rescue, first aid, and salvage operations until
relieved of command by a superior officer.
Measures - Direction is in conformance with department rules and
regulations and proper safety precautions are utilized.
4. Plans, supervises and participates in inspections of building and
installations for fire hazards, and fire safety systems as required by
local, State and Federal laws.
Measures - Compliance to appropriate statutes.
S. Schedules and directs station, apparatus, hose and hydrant maintenance
programs.
Measures - Working condition of equipment remains in working order and
useful life is extended.
CITY OF REDDING CLASS SPECIFICATION
FIRE CAPTAIN (Cont'd)
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.
OUALIFICATIONS:
Knowled-ge of:
Advanced methods and techniques of fire fighting, fire prevention and emergency
medical services; the operation and maintenance of fire fighting equipment,
apparatus, and specialized materials; Federal, State, and City laws pertaining
to fire protection; mechanical, chemical and related characteristics of a wide
variety of materials, such as flammable liquids, and explosives; department
rules, regulations, and policies.
Ability to :
Interact effectively with the public and employees. Evaluate emergency
situations calmly, quickly, rationally and determine effective course(s) of
action; organize and direct the work of others, and maintain discipline and
morale; train personnel; operate fire apparatus and auxiliary equipment; keep
records and make reports; maintain physical fitness requirements as prescribed
by the Fire Department.
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.
CITY OF REDDING CLASS SPECIFICATION
FIRE CAPTAIN (Cont'd)
Experience :
Typical experience would include a minimum of five years of fire fighting
experience in the Redding Fire Department: two of the five Years must be as a
full-time Fire Engineer or Fire Prevention Inspector.
Special Requirements:
Satisfactory completion of EMT ID or First Responder D.
Satisfactory completion of any 6 of the State of California Certified Fire
Officer training program courses.
Possession of the appropriate California driver's license, or the ability to
acquire one within ten days of appointment.
Employees hired after June 24, 1990 or current employees who subsequently change
residence must reside within twertty—five-f 2.53 thirty (30) air miles of the City
of Redding city limit.
June 29, 1990
EXHIBIT "C"
ALCOHOL AND DRUG ABUSE POLICY
City of Redding
I PURPOSE
The purpose of this policy is to comply with the Drug Free Work
Place Act of 1988 as passed by Congress. HR5210 requires that
all Federal grant recipients, including cities, establish an
anti-drug policy for the work place.
HR5210 requires the City to:
1 . Establish a drug free awareness program for repre-
sented Fire employees.
2 . Publish a notice to all represented Fire employees
specifying that drugs are illegal in the work place
and that action will be taken for violations.
3 . Provide each represented Fire employee directly
involved in the performance of a federal grant with a
copy of said notice.
4 . Make employment conditional upon compliance with this
policy and require the represented Fire employee to
notify the employer within five working days of a
conviction due to a drug related offense occurring in
the work place.
5. Notify the applicable granting federal agency within
ten days of a represented Fire employee' s conviction
due to a drug related offense occurring in the work
place.
6. Sanction represented Fire employees for violation
and/or require participation in a treatment program.
7 . Make a good faith effort to maintain a drug free work
place by following the above requirements.
In addition to the fact that such requirements are established
by law, a drug free policy is appropriate in that it attempts
to ensure that represented Fire employees are able to perform
their duties safely and efficiently. While the City of Redding
has no intention of intruding into the private lives of its
represented Fire employees, it does believe that involvement
with drugs and alcohol can take its toll on job performance and
represented Fire employee safety.
A key element of this policy is rehabilitation. Employees who
believe they have a problem are urged to contact the Personnel
Department for referral to community resources. Employees do
not have to reveal their specific problem in order to take
advantage of counseling services.
Alcohol and Drug Abuse Policy
Page 2
The key focus of this policy is prevention through educating
represented Fire employees on the dangers of alcohol and drug
abuse, and rehabilitation for those who have such problems.
Any disciplinary actions will be evaluated on a case-by-case
basis and shall be used as a last resort after rehabilitation
efforts have failed.
II POLICY
It is City policy that represented Fire employees shall not be
under the influence of alcohol or drugs while on duty, nor
possess alcohol or drugs while on City property, or at work
locations, or in uniform, nor shall represented Fire employees
sell or provide drugs or alcohol to any other represented Fire
employee or to any person while such represented Fire employee
is on duty, nor shall any represented Fire employee have their
Ability to work impaired as a result of the use of alcohol or
drugs when reporting for work.
While use of medically prescribed drugs is not a violation of
this policy, failure by the represented Fire employee to notify
his or her supervisor before beginning work when taking drugs
which foreseeably interfere with an effective performance of
duties or operation of City equipment, can result in discipline
up to and including termination. In the event there is a
question regarding a represented Fire employee' s ability to
safely and effectively perform assigned duties while using such
medication, clearance from the treating physician may be re-
quired.
Refusal to submit immediately to an alcohol and/or drug analy-
sis when requested by City management or law enforcement
personnel, as a result of reasonable suspicion, may constitute
insubordination and may be grounds for discipline up to and
including termination.
Employees reasonably believed to be under the influence of
alcohol or drugs shall be prevented from engaging in further
City work and shall be detained for a reasonable time until he
or she can be safely transported from the work site.
Higher standards may be promulgated based upon specific job
requirements as determined by City management.
III APPLICATION
This policy applies to all represented Fire employees and to
all applicants for positions with the City. This policy
applies to alcohol and to all substances, drugs or medications,
legal or illegal, which could impair a represented Fire em-
ployee' s ability to effectively and safely perform the func-
tions of the job.
Alcohol and Drug Abuse Policy
Page 3
IV EMPLOYEE RESPONSIBILITIES
A represented Fire employee must:
a. Not report to work while his or her ability to
perform job duties is impaired due to on-duty or
off-duty alcohol or drug use.
b. Not directly, or through a third party, sell or
provide drugs or alcohol to any person, including any
represented Fire employee while either represented
Fire employee or both represented Fire employees are
on duty.
C . Submit immediately to an alcohol and/or drug test
when reasonable suspicion of alcohol and/or drug use
exists on the job and when requested by a responsible
City representative.
d. Notify his or her supervisor before beginning work
when taking any medications or drugs, prescription or
non-prescription, which may interfere with the safe
and effective performance of duties including opera-
tion of City equipment.
e. Provide within 24 hours of request bonafide verifi-
cation of a current valid prescription for any
potentially impairing drug or medication identified
when a drug screen is positive.
f . Notify the City of Redding within five working days
after being convicted of any drug related offense
occurring in the work place.
g. Notify the appropriate first-line supervisor upon
observation of another represented Fire employee
whose behavior and/or physical characteristics are
reasonably suspicious and harmful to himself/herself
and/or others.
V MANAGEMENT RESPONSIBILITIES AND GUIDELINES
a. Managers and supervisors are responsible for understanding
this policy and applying it without bias or prejudice.
b. Managers and supervisors must avail themselves of training
on the employer' s role in handling the special problems of
represented Fire employees who suffer from alcohol or drug
dependency.
C. Managers and supervisors may request that a represented
Fire employee submit to a fitness-for-duty examination
when there is reasonable suspicion that a represented Fire
employee is impaired, and is unable to perform the job
duties required in a safe and efficient manner. When
doing so, the manager or supervisor is required to
Alcohol and Drug Abuse Policy
Page 4
document, in writing, the facts and circumstances leading
to the reasonable suspicion that the represented Fire em-
ployee was impaired and could not perform safely on the
job. (Note: First-line supervisors should consult with
their supervisors, department directors and Director of
Personnel, and a joint decision should be made as to
whether or not the represented Fire employee should
undergo a fitness for duty medical examination. )
d. When there is a reasonable suspicion that the represented
Fire employee is impaired, the manager or supervisor must
attempt to detain the represented Fire employee until the
represented Fire employee can be safely transported from
the work place. If the represented Fire employee refuses
to submit to the fitness-for-duty examination, or attempts
to leave before safe transport can be found, the manager
or supervisor shall remind the represented -Fire employee
of the requirements and disciplinary consequences of this
policy.
e. Managers and supervisors shall notify their department
directors or designee, when there is reasonable suspicion
that a represented Fire employee may have illegal drugs in
his or her possession. If the department director or
designee concurs that there is reasonable suspicion of
illegal drug possession, the department director shall
notify the appropriate law enforcement agency.
f . Department Heads and supervisors must use the reasonable
suspicion standards in determining whether a fitness-
for-duty examination is warranted. Examples of what could
lead to a reasonable suspicion of impairment are: 1 )
slurred speech; 2) alcohol odor on breath; 3 ) unsteady
walking and movement; 4) size of pupils and their reaction
to light; 5) an accident involving City property; 6)
verbal altercation; 7) unusual behavior; 8) possession of
alcohol or drugs; and 9) information obtained from a
reliable person with personal knowledge. The above is not
an exclusive list, but is used for example only.
VI PHYSICAL EXAMINATION AND DRUG SCREENING PROCEDURES
The drug and/or alcohol screening may test for any substance
which could impair a represented Fire employee' s ability to
effectively and safely perform the functions of his or her
assigned job duties, including but not limited to prescription
medications, heroin, cocaine, barbiturates, amphetamines,
marijuana, and alcohol. The examination will be conducted by a
licensed physician in a local medical facility. The drug
testing will be conducted by a licensed toxicologist in a
laboratory identified as having met all legal requirements for
performing such tests.
Alcohol and Drug Abuse Policy
Page 5
Results of drug and/or alcohol analysis:
a. Pre-Employment Physicals.
All applicants for employment with the City of
Redding are subject to drug/alcohol screening during
pre-employment physicals.
1. A positive result from a drug and/or alcohol
analysis may result in postponement or denial of
an applicant' s appointment where the applicant' s
use of alcohol and/or drugs violate requisite
job standards or could impede performance of
duties- or responsibilities.
2 . If a drug screen is positive at the pre-employ-
ment physical, the applicant must provide bona
fide verification of a valid current prescrip-
tion for the drug identified in the drug screen
within 24-hours after being informed of the test
results, unless geographical restrictions
prevent it. Further, the applicant must provide
a prescription in his or her own name. Should
geographical restrictions prevent local testing
and/or local verification of prescription, these
same requirements must be on record as having
been confirmed within 24 hours at similarly
licensed office(s) at or near the individual' s
geographic location. The applicant is elimi-
nated from the selection process if the re-
quirements of this paragraph cannot be met.
b. During Fit-For-Duty Examinations.
1. A positive result from a drug and/or alcohol
analysis may result in disciplinary action, up
to and including discharge.
2 . If the drug screen is positive, the represented
Fire employee must provide, within 24-hours of
request, bonafide verification of a valid
current prescription for the drug identified in
the drug screen. The prescription must be in
the represented Fire employee' s name.
3 . If an alcohol or drug test is positive, the
manager or supervisor and the Director of
Personnel shall review the represented Fire
employee' s record to make a determination as to
the possibility of rehabilitation for the
purpose of returning the represented Fire
employee to his or her assignment; or, after
following rehabilitation, whether to reassign
the represented Fire employee or precede with
disciplinary action, up to and including
Alcohol and Drug Abuse Policy
Page 6
discharge. A positive test for an illegal drug
will be considered impairing to the represented
Fire employee' s ability to perform his or her
job, and therefore the corrective provisions of
this policy will apply
VII CONFIDENTIALITY
Laboratory reports or test results shall not appear in the
represented Fire employee' s general personnel folder. An
employee may authorize release of such information to his or
her designated labor representative. Information of this
nature will be contained in a separate confidential medical
folder and securely kept under the control of the Director of
Personnel. Reports of test results may be disclosed to the
City Manager, or his designee, and the Fire Chief strictly on a
need-to-know basis, and to the tested represented Fire employee
upon request. Disclosures without represented Fire employee
(patient) consent may also occur when:
1 . The information is compelled by law or by judicial or
administrative process.
2 . The information is to be used in administering an
represented Fire employee benefit plan.
3 . The information is needed by medical personnel for
the diagnosis or treatment of the patient who is
unable to authorize disclosure.
VIII APPEAL PROCESS
Pre-Employment Physical Testing.
Candidates whose test results indicate there are substances
present and render them impaired are consequently eliminated
from the selection process, and may:
1. Submit a written explanation accompanied by any
substantiating documentation ( i.e. prescriptions or
doctor' s or rehabilitation counselor' s recommenda-
tions) within 48 hours of receiving the results .
Written explanation and any attached documents will
be reviewed by the doctor in charge of the candi-
date's examination, and a recommendation will be made
to the Director of Personnel, whose decision shall be
final.
2. Request that the facility that the City of Redding
has contracted with re-test the sample. The re-test
will be at the applicant' s expense. If the results
of the re-test contravene the results of the first
test, the City of Redding will reimburse the appli-
cant for the cost of the re-test.
Alcohol and Drug Abuse Policy
Page 7
The City of Redding maintains the right to request
that a third test be conducted using the same sample.
In instances where the results of the second test
contravene the results of the first, the results of
the third test will be the deciding factor.
Fit-For-Duty Examinations .
Employees whose tests results are positive, and who are conse-
quently facing disciplinary action may:
1 . Submit a written explanation, accompanied by any
documentations justifying the substance. Prescrip-
tions currently in use must be submitted within
24-hours, but the written explanation accompanied by
the prescription and any written recommendations
submitted by a doctor or rehabilitation counselor may
be submitted within 48-hours of the test results.
The doctor conducting the fit-for-duty examination
will review the explanation and documentation and
make a recommendation to the Director of Personnel,
who will forward his recommendation to the City
Manager whose decision will be final.
2 . Request a meeting with applicable union representa-
tive, supervisor and the Director of Personnel to
discuss the possibilities of rehabilitation for the
purpose of retaining employment with the City of
Redding. Each case will be handled on an individual
basis. However, the principle of offering rehabili-
tation as a first resort and disciplinary action as
last resort will govern.
3 . Employees may request a re-test, from the same
sample, by the facility with which the City of
Redding has contracted, at his or her own expense.
If the re-test results contravene the first test
results, the City will reimburse the represented Fire
employee the cost of the re-test.
The City of Redding maintains the right to request
that a third test be conducted using the same sample
in instances where the results of the second test
contravene the results of the first. Results of the
third test will combine with those of the first two
to form the deciding factor.
4 . Probationary represented Fire employees, who are
rejected during probation for substance abuse, may
request a liberty hearing if they feel their reputa-
tion in the community has been adversely affected.
Alcohol and Drug Abuse Policy
Page 8
IX SUMMARY
The City will conduct drug and alcohol awareness programs,
presented by the Personnel Department. These programs will
include prevention and detection methods, with emphasis on
maintaining a drug free work place. Additionally, printed
material will be given to all represented Fire employees
explaining the dangers of alcohol and drug abuse. All repre-
sented Fire employees will be given a copy of this policy.
a:policyl .per/lt
aEXHIBIT "D"
ITY OF REDDING FIRE DEPARTMENT
PERFORMANCE EVALUATION RATING SYSTEM:
Firefighter
Employee Name Date:
Evaluation Period From: To: FF-1
E = Exceeds Standards Work performance exceeds established department standards 9, 1994
M= Meets Standards Work performance consistently meets established department standards
U = Unsatisfactory Work performance has reached or has deteriorated to such a degree that
it is clearly and consistently not acceptable by established departmental
standards.
E I M I U 1 Catego[yComments
I. EMERGENCY RESPONSE OPERATIONS
You will receive a satisfactory rating in this
category if the following conditions are met:
1. You stay in a state of readiness for all
emergency calls.
2. you are belted in the apparatus ready to
respond as soon as possible or within a
maximum of one minute thirty seconds after
completion of dispatch. Avoid patterns of
delayed response to emergency calls.
A. Fire SuIRRression
1. Follows directions and commands of the
Captain or assigned Supervisor.
2. Completes tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. Performs to the levels of fire fighter one
standards as per C.S.F.M.Fire Fighter One
training manual.
B. Emereeney Medical
1. Follow directions and commands of the
Captain or assigned Supervisor.
2. Complete tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines and with in scope of
certification and authorization.
C. HAZMAT
1. Follow directions and commands of the
Captain or assigned Supervisor.
2 Complete tasks assigned or inform
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. The fire fighter shall maintain the following
certification as provided by the
Fire Department
Lmloyee Initial: Rating Supervisor Initial:
EMPLOYEE NAME: Comments 9 1994 Pae FF-2
I. WORK HABITS
A. You are expected to be productively engaged
in the Department's work while on paid time
unless directed to do otherwise per policy.
Complies with your supervisor's assignments
and priorities as directed.
B. Arrive in time to start your shift at 0800,
ready for work,with full uniform and
equipment per policy,procedures and
directives.
C Take breaks as authorized by your
supervisor.
D. Use sick leave as directed by policy.
E. Complete assignments with in assigned time
frames.
F Follow the chain of command as per policy.
G. You shall remain on duty until relieved or
released by your supervisor.
III. SAFETY
A. General
1. Conduct your work in a manner which
promotes the safety of yourself and others.
Avoid patterns of behavior which place you
self and others at risk and which risks
unnecessarily damage to equipment and
facilities.
B. Follows Code of Safe Practices:
1. Safety evacuation precautions
2 Personal Protective Equipment
3. SCBA
4. PASS
5. Water Supply
6. Ground Ladders
7. Utilities
S. Haz Mat
9. Interior Operations
10. Ventilation
11. Backdraft
12. Flashover
13. Wildand Fires(Includes Ten Standard
Firefighting Orders)
14. Operates vehicles per applicable laws,
department procedures,and supervisory
directives.
Employee Initial: Rating Supervisor initial:
3,
NOW
EMPLOYEE NAME: COMMENTS 9 1994 PAGE FF-
15. Participates in tail gate safety meetings
while on duty.
IV. INTERNAL RELATIONS
A. General
l. You are expected to conduct yourself in a
manner which supports the`Department and
City effort in accomplishing its mission.
Generally.your interactions with others
should have a positive impact on the
Department and its accomplishments.
B. Inte ersonal
1. Treat co-workers and supervisor's with
respect.
2. Treat the belongings,materials,tools and
equipment of others with respect.
3. When differences arise,find constructive
ways to resolve them.
4. Does not allow differences to disrupt your
work or the work of others.
5. Regardless of personal differences works
with others in supportive ways.
6. Avoids racial,sexual,ethnic,religious and
cultural slurs as per City policy.
7. From time to time,it is natural to disagree
with policy,direction decisions,etc. When
you work for others it is unavoidable. Most
people find ways to work harmoniously with
aspects of the work environment even though
not always in accord with personal
preferences. For the sake of the department
you are expected to do likewise. If you have
complaints,problems,and disagreements of
a compelling nature,process them through
the chain of command,offering constructive
suggestions for resolutions. Avoid repeated
complaints which do not contribute to a
solution,but only create further problems
and disruption.
8. Comply with the City/Department grievance
and appeal policies and procedures.
9. Comply with City sexual harassment policy.
V PUBLIC RELATIONS
A Conduct your work in a manner which fosters
good public relations and public support for
the Department and the City.
B Follow the Department's Rules of Conduct.
C. Avoid profanity,sarcasm,voice tone and
body language which are interpreted as
discourteous.
Em lovee Initials: Rating Supervisor Initials:
• •
EMPLOYEE NAME: COMMENTS PAGE FF-4
D. Avoid behavior which would bring discredit
E. Keep your supervisor advised of any
confrontations with members of the public
or other departments.
F. Treat members of the public and other
agencies with respect.
VI. PREVENTION
A. You are expected to conduct your fire
prevention duties as assigned and per
policy and procedures.
B. Follow directions and commands of the
Captain or assigned Supervisor.
VII. TRAINING AND DEVELOPMENT
A. Participation and leadership in training
exercises.
B. Maintain skills necessary to forjob.
C. Participates fully in drills and exercises
so that your skills can be monitored and
expanded.
D. Open to,and comply with critiques and
suggestions for improvement. If you
disagree with critiques and suggestions.
bring it to your supervisor in private and
suggest your approach for adoption. If this
fails,comply with the approaches requested
by your supervisor.
E. Shall perform to the levels of fire fighter
one standards as per the California State
Fire Marshal's Fire Fighter One training
manual.
V111. EQUIPMENT USE AND MAINTENANCE
A. Maintains equipment in a manner most
likely to assure safe working order and
good appearance.
B. Keeps vehicles free of trash and
unnecessary items.
C. Conduct maintenance checks per guidelines
as assigned.
D. Report damage to any department equipment
observed to immediate supervisor.
E. Return equipment,tools etc.to their proper
place.
F. Notify engineer of removal of any equipment
or tools from apparatus.
G. Must maintain a current appropriate
California drivers license with endorsements.
Employee Initials: atine Supervisor Initials:
EMPLOYEE NAME: COMMENTS 9 1994 PAGE FF-5
IX. FACILITIES USE AND MAINTENANCE
A. Uses and maintains City and Department
facilities in a manner likely to assure
goad working order and appearance.
B. Does cleaning,and upkeep of the fire
station and facilities as directed.
C. Reports to supervisor.or corrects,any
damage to facilities,appliances.etc.
observed.
D. Corrects minor spills,littering,or out-of-
place objects when encountered.
E Leaves work/living areas in a clean,neat
condition,free of trash,food.drinks.
F. Does fair share of clean up.
X. PUBLIC EDUCATION
A. Participate in the department's public
education effort as assigned.
XI. APPEARANCE AND GROOMING
A. Maintains a professional appearance in the
cleanliness and upkeep of your uniform and
equipment.
B. Presents self to the Department and the
public in a manner most likely to inspire
confidence and respect.
C. Meets or exceeds minimum standards as
outlined in the department uniform and
grooming policy.
D. Takes personal responsibility for complying
with the policy.
C. Exercise good personal hygiene.
XII. REPORTS AND ROUTINE PAPERWORK
A. Submits reports and other written materials
that are usable with a minimum of rework.
B. Routine reports and submittals are on time
and per department guidelines.
C. Follow directions and commands of the
Captain or assigned Supervisor.
COLLATERAL DUTIES PROJECTS AND COMMITTEES
A. Completes special tasks in a manner
requested.
B. Reports to immediate supervisor specially
assigned tasks.
C. Resolves conflict of special assignments with
regular work expected by immediate
supervisor through your immediate
E. Submits work by due dates and times.or
F. Follows department policy,procedures and
guidelines in the conduct of these special
assignments.
IL-Emplovee Initials: Rating Supervisor Initials:
EMPLOYEENAME: CO MENTS 9 1994 PAGE FF-6
SRI^� r.,�:�i�• Racine Sucervisor 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:
CITY F REDDIN FIRE DEPARTMENT
PERFORMANCE EVALUATION RATING SYSTEM:
Fire Engineer
Employee Name Date:
Evaluation Period From: To: FE-1
F = Exceeds Standards Work performance ex�:,eds established department standards 9, 1994
M =Meets Standards Work performance consistently meets established department standards
U = Unsatisfactory Work performance has reached or has deteriorated to such a degree that
it is clearly and consistently not acceptable by established departmental
standards.
E I M I U 11 CateizoryComments
I. EMERGENCY RESPONSE 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 emergency calls.
A. Fire Suppression
1. Follows directions and commands of the
Captain or assigned Supervisor.
2. Completes tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. Performs to the levels of fire fighter two
standards as per C.S.FM.Fire Fighter Two
Standard.
B. Emer2ency Medical
1. Follow directions and commands of the
Captain or assigned Supervisor.
2. Complete tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines and within scope of
certification and authorization.
C. HAZMAT
1. Follow directions and commands of the
Captain or assigned Supervisor.
2. Complete tasks assigned or inform
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. The fire fighter shall maintain the following
certification as provided by the
Fire Department;
Employee Initial: I Rating Supervisor Initial:
EMPLOYEE NAME: Comments 9 1994 Pae E-2
D. DRIVING
1. Follows direction and commands of the Captain
or assigned supervisor.
?. Confirms incident location and route prior to
responding.
3. Must maintain a current appropriate California
drivers license with endorsements
E. APPARATUS OPERATIONS
1. Operate all apparatus per departmental policy
and procedures.
I. WORK HABITS
A. You are expected to be productively engaged
in the Department's work while on paid time
unless directed to do otherwise per policy.
Complies with your supervisor's assignments
and priorities as directed.
B. Arrive in time to start your shift at 0800.
ready for work.with full uniform and
equipment per policy,procedures and
directives.
C Take breaks as authorized by your
supervisor.
D. Use sick leave as directed by policy.
E. Complete assignments with in assigned time
frames.
F. Follow the chain of command as per policy.
G. You shall remain on duty until relieved or
released by your supervisor.
H. Exchange information with your relief personnel.
III. SAFETY
A. Genera
1. Conducts your work in a manner which
promotes the safety of yourself and others.
2. Avoids patterns of behavior which place you
self and others at risk and which risks
unnecessarily damage to equipment and
facilities.
B. Follows Code of Safe Practices:
1. Safety evacuation precautions
2. Personal Protective Equipment
3. SCBA
4. PASS
5. Water Supply
6. Ground Ladders
7. Utilities
8. Haz Mat
Employee Initial: Rating Supervisor Initial:
EMPLOYEE NAME: COMMENTS 9 1994 PAGE E-
9. Interior Operations
10. Ventilation
ll. Backdraft
I2. Flashover
13. Wildand Fires(Includes ren Standard
Firefighting Orders)
14. Operates vehicles per applicable laws,
department procedures,and supervisory
directives.
15. Participates in tail gate safety meetings
while on duty.
16. Maintain physical fitness standards as per
departmental policy.
IV. INTERNAL RELATIONS
A. General
1. You are expected to conduct yourself in a
manner which supports the Department and
City effort in accomplishing its mission.
2. Generally,your interactions with others
should have a positive impact on the
Department and its accomplishments.
B. InterMrsonal
1. Treat co-workers and supervisor's with
respect.
2. Treat the belongings,materials.tools and
equipment of others with respect.
3. When differences arise,find constructive
ways to resolve them.
4. Does not allow differences to disrupt your
work or the work of others.
5. Regardless of Personal differences works
with others in supportive ways.
6. Avoids racial,sexual,ethnic,religious and
cultural slurs as per City policy.
7. From time to time,it is natural to disagree
with policy,direction decisions.etc. When
you work for others it is unavoidable. Most
people find ways to work harmoniously with
aspects of the work environment even though
not always in accord with personal
preferences. For the sake of the department
you are expected to do likewise. If you have
complaints,problems,and disagreements of
a compelling nature.process them through
the chain of command.offering constructive
suggestions for resolutions. Avoid repeated
complaints which do not contribute to a
solution,but only create further problems
and disruption.
Employee Initials: Ratin_Supervisor Initials:
EMPLOYEE NAME: COMMENTS 9 1994 PAGE E-4
8. Comply with the City/Department krievance
and appeal policies and procedures.
9. Comply with City sexual harassment policy.
V. PUBLIC RELATIONS
A Conduct vour work in a manner which fosters
good public relations and public support for
the Department and the City.
B Follow the Department's Rules of Conduct.
C. Avoid profanity,sarcasm.voice tone and
body language which are interpreted as
discourteous.
D. Avoid behavior which would bring discredit
to the Department and City.
E. Keep your supervisor advised of any
confrontations with members of the public
or other departments.
F. Treat members of the public and other
agencies with respect.
G. Avoid patterns of complaints regarding the
operation and placement of apparatus.
VI. PREVENTION
A. You are expected to conduct your fire
prevention duties as assigned and per
policy and procedures.
B. Follow directions and commands of the
Captain or assigned Supervisor.
VII. TRAINING AND DEVELOPMENT
A. Participation and leadership in training
exercises.
B. Maintain skills necessary to do job.
C. Participates fully in drills and exercises
so that your skills can be monitored and
expanded.
D. Open to,and comply with critiques and
suggestions for improvement. If you
disagree with critiques and suggestions,
bring it to your supervisor in private and
suggest your approach for adoption. If this
fails,comply with the approaches requested
by your supervisor.
E. Shall perform to the levels of fire fighter
two standards as per the California State
Fire Marshal's Fire Fighter Two training
Standard
F. Operate all Fire Apparatus per departmental
policy and procedures.
Em lovee Initials: ting Supervisor Initials:
0 •
EMPLOYEE NAME: COMMENTS 9, I994 PAGE E-5
VIII. EQUIPMENT USE AND MAINTENANCE
A. Maintains equipment in a manner most
likely to assure safe working order and
good appearance.
B. Keeps vehicles free of trash and I ��
unnecessary items.
C. Conduct maintenance checks per guidelines
as assigned.
D. Report damage to any department equipment
observed to immediate supervisor.
E. Return equipment,tools etc.to their proper
place.
IN. FACILITIES USE AND MAINTENANCE
A. Uses and maintains City and Department
facilities in a manner likely to assure
good working order and appearance.
B. Does cleaning,and upkeep of the fire
station and facilities as directed.
C. Reports to supervisor,or corrects,any
damage to facilities,appliances.etc.
observed.
D. Corrects minor spills.littering,or out-of-
place objects when encountered.
E. Leaves work/living areas in a clean,neat
condition,free of trash.food,drinks.
F. Does fair share of clean up.
X. PUBLIC EDUCATION
A. Participate in the department's public
education effort as assigned.
XI. APPEARANCE AND GROOMING
A. Maintains a professional appearance in the
cleanliness and upkeep of your uniform and
equipment.
B. Presents self to the Department and the
public in a manner most likely to inspire
confidence and respect.
C. Meets or exceeds minimum standards as
outlined in the department uniform and
grooming policy.
D. Takes personal responsibility for complying
with the policy.
C. Exercise good personal hygiene.
XII. REPORTS AND ROUTINE PAPERWORK
A. Submits reports and other written materials
that are usable with a minimum of rework.
B. Routine reports and submittals are on time
and per department guidelines.
Em to ee Initials: Ratin_Su rvisor Initials:
EMPLOYEE NAME: COMMENTS v 1994 PAGE E-6
C. Follow directions and commands of the
Captain or assigned Supervisor.
XIII. COLLATERAL DUTIES. PROJECTS AND COMMITTEES II
A. Completes special tasks in a manner
requested.
B. Reports to immediate supervisor specially
assigned tasks.
C. Resolves conflict of special assignments with
regular work expected by immediate
supervisor through,your immediate
supervisor.
E. Submits work by due dates and times.or
o s w date in advance
F. Follows department policy.procedures and
guidelines in the conduct of these special
assignments.
o •
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:
9. 1994
ITY OF REDDING FIRE DEPARI<MENT
PERFORMANCE EVALUATION RATING SYSTEM:
Fire Inspector
Employee Name Date:
Evaluation Period From: To: FI-1
E = Exceeds Standards Work performance exceeds established department standards 9-94
M = Meets Standards Work performance consistently meets established department Standards
U = Unsatisfactory Work performance has reached or has deteriorated to such a degree that
it is dearly and consistently not acceptable by established departmental
standards.
E I M 11 CategoEy Comments
I. EMERGENCY RESPONSE/OPERATIONS
A. Fire SuRRression
1. Follows directions and commands of the
Fire Marshal or assigned Supervisor.
2. Completes tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. Performs to the levels of fire fighter two
standards as per C.S.F.M.Fire Fighter 11
Certification.
5 Conduct fire cause investigations as per standard
procedures and policy.
B. Emergency Medical
1. Follow directions and commands of the
Fire Marshal or assigned Supervisor.
2. Complete tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines and within scope of
certification and authorization.
C. RAZMAT
1. Follow directions and commands of the
Fire Marshal or assigned Supervisor.
2 Complete tasks assigned or inform
supervisor if unable.
3. Will perform tasks as per policy.procedures
and safety guidelines.
4. The inspector shall maintain the following
certification as provided by the
Fire Department;
LE. vee Initial: I Rating Supervisor Initial:
EMPLOYEE NAME: Comments 9 1994 Pae EI-2
D. DRIVING
1. Follows direction and commands of the Fire
Marshal or assigned supervisor.
'. Confirms incident location and route prior to
responding.
3. Must maintain a current appropriate California
drivers license with endorsement.s
E. APPARATUS OPERATIONS
1. Operate all apparatus per departmental policy
and procedures.
I. WORK HABITS
A. You are expected to be productively engaged
in the Department's work while on paid time
unless directed to do otherwise per policy.
Complies with your supervisor's assignments
and priorities as directed.
B. Arrive in time to start your shift at 0800,
readv for work,with full uniform and
equipment per policy,procedures and
directives.
C Take breaks as authorized by your
supervisor.
D. Use sick leave as directed by policy.
E. Complete assignments with in assigned time
frames.
F. Follow the chain of command as per policy.
G. You shall remain on duty until relieved or
released by your supervisor.
H. Exchange information with,your relief personnel.
III. SAFETY
A. General
1. Conducts your work in a manner which
promotes the safety of yourself and others.
'. Avoids patterns of behavior which place you
self and others at risk and which risks
unnecessarily damage to equipment and
facilities.
B. Follows Code of Safe Practices:
1. Safety evacuation precautions
2. Personal Protective Equipment
3. SCBA
4. PASS
5. Water Supply
6. Ground Ladders
7. Utilities
8. Haz Mat
Em lovee Initial: Rating Supervisor Initial:
EMPLOYEE NAME: COMMENTS 9 1994 PAGE ET-3
9. Interior Operations
10. Ventilation
I1. Backdraft
12. Flashover
13. Wildand Fires(Includes Ten Standard
Firefighting Orders)
14. Operates vehicles per applicable laws,
department procedures,and supervisory
directives.
15. Participates in tail gate safety meetings
while on duty.
16. Maintain physical fitness standards as per
departmental policy.
IV. INTERNAL RELATIONS
A. Genera
1. You are expected to conduct yourself in a
manner which supports the Department and
City effort in accomplishing its mission.
2. Generally,your interactions with others
should have a positive impact on the
Department and its accomplishments.
B. Interpersonal
1. Treat co-workers and supervisor's with
respect.
2 Treat the belongings,materials,tools and
equipment of others with respect.
3. When differences arise,find constructive
ways to resolve them.
4. Does not allow differences to disrupt your
work or the work of others.
5. Regardless of personal differences works
with others in supportive ways.
6. Avoids racial,sexual,ethnic,religious and
cultural slurs as per City policy.
7. From time to time,it is natural to disagree
with policy,direction decisions,etc. When
you work for others it is unavoidable. Most
people find ways to work harmoniously with
aspects of the work environment even though
not always in accord with personal
preferences. For the sake of the department
you are expected to do likewise. If you have
complaints,problems,and disagreements of
a compelling nature,process them through
the chain of command,offering constructive
suggestions for resolutions. Avoid repeated
complaints which do not contribute to a
solution,but only create further problems
and disruption.
Em lovee Initials: Ratim_Su -visor Initials:
EMPLOYEE NAME: COMMENTS 9 1994 PAGE FI-4
g. Comply with the CityiDepartment grievance
and appeal policies and procedures.
I 9. Comply with City sexual harassment policy.
V. PUBLIC RELATIONS
A Conduct your work in a manner which fosters
good public relations and public support for
the Department and the City.
B Follow the Departments Rules of Conduct.
C. Avoid profanity,sarcasm.voice tone and
body language which are interpreted as
discourteous.
D. Avoid behavior which would bring discredit
to the Department and City.
E. Keep your supervisor advised of any
confrontations with members of the public
or other departments. ,
F. Treat members of the public and other
agencies with respect.
G. Avoid patterns of complaints regarding the
operation and placement of apparatus.
VI. PREVENTION
A. You are expected to conduct your fire
prevention duties as assigned and per
policy and procedures.
B. Follow directions and commands of the
Fire Marshal or assigned Supervisor.
C. Investigation of fires for origin and cause.
D. Enforce the UFC.UBC,City Polices and
Regulations.
E. Conduct fire prevention inspections as assigned.
VII. TRAINING AND DEVELOPMENT
A. Participation and leadership in training
exercises.
B. Maintain skills necessary to do job.
C. Participates fully in drills and exercises
so that your skills can be monitored and
expanded.
D. Open to,and comply with critiques and
suggestions for improvement. If you
disagree with critiques and suggestions.
bring it to your supervisor in private and
suggest your approach for adoption. If this
fails,comply with the approaches requested
by your supervisor.
Employee Initials: ting Supervisor Initials:
EMPLOYEE NAME: COMMENTS 9, 1994 PAGE FF-5
E. Shall perform to the levels of fire fighter
two standards as per the California State
Fire Marshal's Fire Fighter Two training
Standard
F. Operate all Fire Apparatus per departmental
policy and procedures.
VIII. EQUIPMENT USE AND MAINTENANCE
A. Maintains equipment in a manner most
likely to assure safe working order and
good appearance.
II B. Keeps vehicles free of trash and �I
unnecessary items.
C. Conduct maintenance checks per guidelines
as assigned.
D. Report damage to any department equipment
observed to immediate supervisor.
E. Return equipment,tools etc.to their proper
place.
IX. FACILITIES USE AND MAINTENANCE
A. Uses and maintains City and Department
facilities in a manner likely to assure
good working order and appearance.
B. Does cleaning,and upkeep of work area
and facilities as directed.
C. Reports to supervisor,or corrects,any
damage to facilities,appliances,etc.
observed.
D. Corrects minor spills,littering,or out-of-
place objects when encountered.
E. Leaves work/living areas in a clean,neat
condition,free of trash,food,drinks.
F. Does fair share of clean up.
X. PUBLIC EDUCATION
A. Participate in the department's public
education effort as assigned.
CE AND GROOMING
A.• Maintains a professional appearance in the
cleanliness and upkeep of your uniform and
equipment.
B. Presents self to the Department and the
public in a manner most likely to inspire
confidence and respect.
C. Meets or exceeds minimum standards as
outlined in the department uniform and
grooming policy.
D. Takes personal responsibility for complying
with the policy.
C. Exercise good personal hygiene.
Employee Initials: Ratin¢Supervisor Initials:
EMPLOYEE NAME: COMMENTS 9 L 99 PAGE FI-6
XII. REPORTS AND ROUTINE PAPERWORK
X Submits reports and other written materials
that are usable with a minimum of rework.
B. Routine reports and submittals are on time
and per department guidelines.
C. Follow directions and commands of the
assigned Supervisor.
XIII. COLLATERAL DUTIES, PROJECTS AND COMMITTEES II
A. Completes special tasks in a manner
requested.
B. Reports to immediate supervisor specially
assigned tasks.
C. Resolves conflict of special assignments with
regular work expected by immediate
supervisor through,your immediate
supervisor.
E. Submits work by due dates and times,or
renegotiates a w date in advance.
F. Follows department policy,procedures and
guidelines in the conduct of these special
assignments.
RatingEmployee Initi Is- Supgryisor Initials:
This report represent my best judgment of
the employee's performance based on my observations and knowledge.
Rating Supervisor Signature: Date:
This report has been discussed with me.
Employee Signature: Date:
Fire Marshal: Date:
Fire Chief: Date:
9 •
ITY OF REDDING FIRE DEPARTMENT
PERFORMANCE EVALUATION RATING SYSTEM:
Fire Captain
Employee Name Date:
Evaluation Period From: To: FC-I
E = Exceeds Standards Work performance exceeds established department standards 9, 1994
M =Meets Standards Work performance consistently meets established department standards
U = Unsatisfactory Work performance has reached or has deteriorated to such a degree that
it is clearly and consistently not acceptable by established departmental
standards.
E I M I U I CategoEyComments
I. SUPERVISION
A. PERFORMANCE ASSURANCE
You will receive a satisfactory rating in this
category if the following conditions are met:
1. Your employees all meet the performance
expectations for their position.
�. In those cases where the employee is not meeting
performance expectations.you have taken those
actions necessary(as per policy and procedure)
to correct the deficiency one way or another,or
3. You have justified to your supervisor why
above items (1)and(2)do not apply.
B. EMPLOYEE RELATIONS
1. Treat employees with respect.
2. Dispense assignments.rewards and discipline
evenly.
3. Praise in public,reprimand in private.
4. Keep employees informed of things which
effects them.
5. Make yourself available to your employees.
Be open to discussion of problems,issues,and
represent employee issues to management if
resolution exceeds your authority.
6. Promote employee morale and a positive
working environment.
C. EMPLOYEE DEVELOPMENT
1. Assess personnel training and developmental
needs and act accordingly.
2 Support personnel growth.
II. ADMINISTRATION AND PROBLEM SOLVING
A. ADMINISTRATION
1. You are expected to effectively administer the
activities of your company.
2 Make provisions for applicable leave per policy,
guidelines or M.O.U.
3. Insure personnel assignments are administered
as per policy.
Employee Initial: Rahn Su rvisor Initial:
EMPLOYEE NAME: Comments 9 1994 Pae C - 2
4. Maintain payroll and time keeping records.
5. Complete performance appraisals as needed
by due date.
6. Recognize potential problems and take
appropriate actions.
7. Maintain communication within the chain
of command.
8. Complete and maintain the daily log.
9. Be familiar and act in accordance with policies,
guidelines and M.O.U.
III. EMERGENCY RESPONSE OPERATIONS
1. You stay in a state of readiness for all
emergency calls.
2. You are belted in the apparatus ready to
respond as soon as possible or within a
maximum of one minute thirty seconds after
completion of dispatch. Avoid patterns of
delayed response to emergency calls.
A. Fire Su cession
1. Follows directions and commands of the
assigned Supervisor.
2. Completes tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. Performs to the levels of fire fighter two
standards as per C.S.F.M.Fire Fighter Two
Standard
B. EmeEgency Medical
1. Follow directions and commands of the
assigned Supervisor.
2 Complete tasks assigned or informs
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines and with in scope of
certification and authorization.
a
1.
C.
Follow directions and commands of the
assigned Supervisor.
2. Complete tasks assigned or inform
supervisor if unable.
3. Will perform tasks as per policy,procedures
and safety guidelines.
4. The Captain shall maintain the following
certification as provided by the
Fire Department;
First Responder Operational
Em to ee Initial: Ratin Su rvisor Initial:
• EMPLOYEE NAME: Comments 9 1994 Pae C-3
V. WORK HABITS
A. You are expected to be productively engaged
in the Departments work while on paid time
unless directed to do otherwise per policy.
Complies with your supervisor's assignments
and priorities as directed.
B. Arrive in time to start your shift at 0800.
ready for work.with full uniform and
equipment per policy,procedures and
directives.
C Take breaks as authorized by your
supervisor.
D. Use sick leave as directed by policy.
E. Complete assignments with in assigned time
frames.
E Follow the chain of command as per policy.
G. You shall remain on duty until relieved or
released by your supervisor.
V. SAFETY
A. General
1. Conducts your work in a manner which
promotes the safety of yourself and others.
Z. Avoids patterns of behavior which place you
self and others at risk and which risks
unnecessarily damage to equipment and
facilities.
B. Follows Code of Safe Practices:
1. Safety evacuation precautions
2. Personal Protective Equipment
3. SCBA
4. PASS
5. Water Supply
6. Ground Ladders
7. Utilities
8. Haz Mat
9. Interior Operations
10. Ventilation
11. Backdraft
12. Flashover
13. Wildand Fires(Includes Ten Standard
Firefighting Orders)
14. Operates vehicles per applicable laws,
department procedures,and supervisory
directives.
Em�oee nitial: Rating Supervisor Initial: —ji
EMPLOYEE NAME: COMMENTS 9. 1994 PAGE C-4
15. Participates in tail gate safety meetings
while on duty.
VI. INTERNAL RELATIONS
A. General
1. You are expected to conduct yourself in a
manner which supports the Department and
City effort in accomplishing its mission.
2. Generally,your interactions with others
should have a positive impact on the
Department and its accomplishments.
B. InteEMrsonal
1. Treat co-workers and supervisors with
respect.
Treat the belongings,materials,tools and
equipment of others with respect.
3. When differences arise,find constructive
ways to resolve them.
4. Does not allow differences to disrupt your
work or the work of others.
5. Regardless of personal differences works
with others in supportive ways.
6. Avoids racial,sexual,ethnic,religious and
cultural slurs as per City policy.
7. From time to time,it is natural to disagree
with policy,direction decisions,etc. When
you work for others it is unavoidable. Most
people find ways to work harmoniously with
aspects of the work environment even though
not always in accord with personal
preferences. For the sake of the department
you are expected to do likewise. If you have
complaints,problems,and disagreements of
a compelling nature,process them through
the chain of command,offering constructive
suggestions for resolutions. Avoid repeated
complaints which do not contribute to a
solution,but only create further problems
and disruption.
8. Comply with the City/Department grievance
and appeal policies and procedures.
9. Comply with City sexual harassment policy.
VII. PUBLIC RELATIONS
A Conduct your work in a manner which fosters
good public relations and public support for
the Department and the City.
B Follow the Department's Rules of Conduct.
C. Avoid profanity,sarcasm,voice tone and
body language which are interpreted as
discourteous.
Employee Initials: Rating Supervisor Initials:
EMPLOYEE NAME: COMMENTS 9 1994 PAGE C-5
D. Avoid behavior which would bring discredit
E. Keep your supervisor advised of any
confrontations with members of the public
or other departments.
F. Treat members of the public and other
agencies with respect.
VIII. PREVENTION
A. You are expected to conduct your fire
prevention duties as assigned and per
policy and procedures.
B. Follow directions and commands of the
Battalion Chief or assigned Supervisor.
IX. TRAINING AND DEVELOPMENT
A. Participation and leadership in training
exercises.
B. Maintain skills necessary to for job.
C. Participates fully in drills and exercises
so that your skills can be monitored and
expanded.
D. Open to,and comply with critiques and
suggestions for improvement. If you
disagree with critiques and suggestions,
bring it to your supervisor in private and
suggest your approach for adoption. If this
fails,comply with the approaches requested
by your supervisor.
E. Shall perform to the levels of fire fighter
two standards as per the California State
Fire Marshal's Fire Fighter Two Standard.
X. EQUIPMENT USE AND MAINTENANCE
A. Maintains equipment in a manner most
likely to assure safe working order and
good appearance.
B. Keeps vehicles free of trash and
unnecessary items.
C. Insures maintenance checks per guidelines
as assigned.
D. Report damage to any department equipment
observed to immediate supervisor.
E. Return equipment,tools etc.to their proper
place.
F. Notify engineer of removal of any equipment
or tools from apparatus.
G. Must maintain a current appropriate
California drivers license with endorsements.
Employee Initials: Rating Supervisor Initials:
EMPLOYEE NAME: COMMENTS 9 1994 PAGE C-6
M. FACILITIES USE AND MAINTENANCE
A. Uses and maintains City and Department
facilities in a manner likely to assure
good working order and appearance.
B. Oversees cleaning,and upkeep of the fire
station and facilities as directed.
C. Reports to supervisor,or corrects,any
damage to facilities,appliances,etc.
observed.
D. Corrects minor spills,littering,or out-of-
place objects when encountered.
E. Leaves work/living areas in a clean,neat
condition,free of trash,food.drinks.
F. Does fair share of clean up.
XII. PUBLIC EDUCATION
A. Participate in the department's public
education effort as assigned.
XIII. APPEARANCE AND GROOMING
A. Maintains a professional appearance in the
cleanliness and upkeep of your uniform and
equipment.
B. Presents self to the Department and the
public in a manner most likely to inspire
confidence and respect.
C. Meets or exceeds minimum standards as
outlined in the department uniform and
grooming policy.
D. Takes personal responsibility for complying
with the policy.
C. Exercise good personal hygiene.
V REPORTS AND ROUTINE PAPEkWORK
A. Submits reports and other written materials
that are usable with a minimum of rework.
B. Routine reports and submittals are on time
and per department guidelines.
XV. COLLATERAL DUTIES PROJECTS AND COMMITTEES
A Completes special tasks in a manner
requested.
B. Reports to immediate supervisor specially
assigned tasks.
C. Resolves conflict of special assignments with
regular work expected by immediate
supervisor through your immediate
E. Submits work by due dates and times,or
renegotiates a new date in advance.
F. Follows department policy,procedures and
guidelines in the conduct of these special
assignments.
Employee Initials: Rating Supervisor Initials:
y ..
AdNL
EMPLOYEE NAME: COMMENTS 9 1994 PAGE C-7
Employee Initials• Rating Supgrvisor 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:
f •