R2024-81 Collective Bargaining Agreement with IAFFRESOLUTION 2024-81
A RESOLUTION OF THE VILLAGE COUNCIL OF THE VILLAGE OF NORTH
PALM BEACH, FLORIDA APPROVING A COLLECTIVE BARGAINING
AGREEMENT WITH THE PROFESSIONAL FIREFIGHTERS/PARAMEDICS OF
PALM BEACH COUNTY, LOCAL 2928, IAFF, INC. THROUGH SEPTEMBER 30,
2027; PROVIDING FOR CONFLICTS; AND PROVIDING FOR AN EFFECTIVE DATE.
WHEREAS, the prior Collective Bargaining Agreement between the Village and the Professional
Firefighters/Paramedics of Palm Beach County, Local 2928, IAFF, Inc. ("IAFF") expires on September
30, 2024; and
WHEREAS, the Village and the IAFF have negotiated a new three-year Collective Bargaining
Agreement, and the Village Manager recommends Council approval and ratification of the new
Collective Bargaining Agreement; and
WHEREAS, the Village Council determines that the approval of the new Collective Bargaining
Agreement is in the best interests of the Village and its residents.
NOW, THEREFORE, BE IT RESOLVED BY THE VILLAGE COUNCIL OF THE VILLAGE OF
NORTH PALM BEACH, FLORIDA as follows:
Section 1. The foregoing recitals are ratified as true and incorporated herein.
( Section 2. The Village Council hereby approves and ratifies a new Collective Bargaining Agreement
between the Village and the Professional Firefighters/Paramedics of Palm Beach County, Local 2928,
IAFF, Inc., a copy of which is attached hereto and incorporated herein, and authorizes the Village
Manager to execute the Collective Bargaining Agreement on behalf of the Village. The Agreement shall
be effective October 1, 2024 and shall expire on September 30, 2027.
Section 3. All resolutions or parts of resolutions in conflict herewith are hereby repealed to the extent
of such conflict.
Section 4. This Resolution shall take effect immediately upon adoption.
PASSEDAOPTED THIS 12TH DAY OF SEPTEMBER, 2024.
��ORT A
ATTES
�)V LAGE CLERK
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE VILLAGE OF NORTH PALM BEACH
AND
PROFESSIONAL FIREFIGHTERS/PARAMEDICS OF
PALM BEACH COUNTY, LOCAL 2928, IAFF, INC.
10/1/24 to 9/30/27
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Table of Contents
ARTICLE 1 PREAMBLE ................................................................................................................... 4
ARTICLE 2 RECOGNITION ............................................................................................................. 5
ARTICLE 3 VALIDITY ....................................................................................................................... 6
ARTICLE 4 WORKER'S COMPENSATION .................................................................................. 7
ARTICLE 5 HEALTH INSURANCE ............................................................................................... 10
ARTICLE 6 PENSION ..................................................................................................................... 12
ARTICLE 7 FAMILY MEDICAL LEAVE ........................................................................................ 15
ARTICLE 8 PAID BEREAVEMENT LEAVE ................................................................................. 16
ARTICLE 9 MILITARY LEAVE ....................................................................................................... 17
ARTICLE 10 SICK LEAVE .............................................................................................................. 18
ARTICLE 11 COURT APPEARANCES ........................................................................................ 21
ARTICLE 12 MANAGEMENT RIGHTS ........................................................................................ 23
ARTICLE 13 SENIORITY ............................................................................................................... 25
ARTICLE 14 PAID VACATIONS ................................................................................................... 27
ARTICLE 15 PAID HOLIDAYS ...................................................................................................... 32
ARTICLE 16 GRIEVANCE PROCEDURE - ARBITRATION .................................................... 33
ARTICLE 17 DISCIPLINARY APPEALS ...................................................................................... 40
ARTICLE 18 UNION ACTIVITIES ................................................................................................. 42
ARTICLE 19 RULES, REGULATIONS, DIRECTIVES ............................................................... 44
ARTICLE 20 BULLETIN BOARD ................................................................................................... 45
ARTICLE 21 SCHEDULED HOURS - OVERTIME PAY ........................................................... 46
ARTICLE 22 FIRE RESCUE CONTINUING EDUCATION ....................................................... 52
ARTICLE 23 TEMPORARY APPOINTMENTS ........................................................................... 53
ARTICLE 24 MEDICAL EXAMINATIONS .................................................................................... 55
ARTICLE 25 UNIFORM AND CLOTHING ALLOWANCE ......................................................... 60
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ARTICLE 26 VEHICLES AND EQUIPMENT ............................................................................... 62
ARTICLE 27 PERSONNEL FILES - COMPLAINTS ................................................................... 63
ARTICLE 28 PROCEDURAL RIGHTS ......................................................................................... 64
ARTICLE 29 WAGES ...................................................................................................................... 67
ARTICLE 30 TRAINING .................................................................................................................. 70
ARTICLE 31 PROBATIONARY EMPLOYEES............................................................................ 71
ARTICLE 32 CONTRACT CONSTITUTES ENTIRE AGREEMENT OF THE PARTIES ..... 72
ARTICLE 33 PROMOTIONS .......................................................................................................... 73
ARTICLE 34 DURATION ................................................................................................................ 79
APPROVAL/SIGNATURE PAGE .................................................................................................. 80
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ARTICLE 1
PREAMBLE
This Agreement is entered into by and between THE VILLAGE OF NORTH
PALM BEACH, a municipal organization, hereinafter referred to as the
“VILLAGE" and the PROFESSIONAL FIREFIGHTERS/PARAMEDICS OF
PALM BEACH COUNTY, LOCAL 2928, IAFF, INC., hereinafter referred to
as the "UNION", for the purposes of promoting harmonious relations
between the two parties, to establish an orderly and peaceful procedure for
settling differences which may arise, and to set forth the basic and full
Agreement between the parties concerning wages, hours, terms and
conditions of employment.
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ARTICLE 2
RECOGNITION
1. The VILLAGE recognizes the Professional Firefighters/Paramedics of
Palm Beach County, Local 2928, IAFF, Inc., as the certified bargaining
agent and exclusive representative of the bargaining unit defined in
Certification No. 1259 granted by the Public Employees Relations
Commission (PERC) on May 28, 1999, and as amended from time to
time, for purposes of collective bargaining with respect to wages,
hours, and/or terms and conditions of employment. The parties agree
to jointly file a Unit Clarification Petition to include the rank of
Lieutenant and Firefighter/EMT. All provisions related to the
Lieutenant and Firefighter/EMT positions set forth in this contract will
take effect the first pay period following entry of a PERC Final Order
granting the petition after the creation and approval of the positions by
Village Council.
2. The term "employee" in this Agreement means those individuals
employed by the VILLAGE in positions represented by the UNION
regardless of membership in the UNION
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ARTICLE 3
VALIDITY
1. If any provision of this Agreement shall be held invalid, the remainder
of this Agreement shall not be affected thereby. In the event a
monetary provision of this Agreement is held invalid, the parties, at the
request of either party, shall meet as soon as practicable and reopen
negotiations of the affected monetary provision(s) of this Agreement.
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ARTICLE 4
WORKER'S COMPENSATION
1. The VILLAGE will carry Worker's Compensation coverage for all
employees covered by this Agreement in accordance with the law.
2. No benefits or payment under this Article shall be made where the
disability is self-inflicted, or the disability continues as a result of the
employee's failure to fully cooperate with medical advice or corrective
therapy, or where drugs/alcohol are present at the time of the injury
and are causally connected to the incident giving rise to the injury.
3. In the event of an on-the-job injury determined to be compensable
under the provisions of the Workers' Compensation Act a regular full-
time employee will be carried at full pay for up to six (6) pay periods,
less any workers' compensation benefits, commencing the first pay
period following the date the employee is unable to work. There is no
supplemental pay during the pay period in which the employee returns
to work. In order to be considered for this injury in line of duty benefit,
the following conditions must be met:
a. The employee must provide written testimony or evidence that
their injury was received in the line of duty. An injury received
while 'the employee is attending a department approved school
or training program shall be considered a line of duty injury.
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b. Any employee who has a claim for compensation because of an
injury on the job as described above shall file a claim, on the
form provided by the VILLAGE, with the Fire Chief.
c. Any employee who is able to return to work after a job related
injury shall be reinstated to their former job, provided the
employee is qualified to perform all of the duties and
responsibilities of their previous position and is certified by a
medical doctor prior to the employee returning to work. The
VILLAGE may require confirmation of fitness to return to work.
d. If the employee is unable to assume their former responsibilities,
the employee shall have first preference to fill another Village
Fire-Rescue position, if a vacancy occurs, and the employee
qualifies for such position.
e. An employee with either a service connected injury/illness, non-
service connected injury/illness or pregnancy who voluntarily
offers to work light duty may be assigned to light duty at the
discretion of the Fire Chief, provided there is light duty work to
be performed. An employee with a service-connected
injury/illness or a pregnant employee who requests light duty will
have priority in light duty assignment over employees with other
non-service-connected injuries. The Village does not have
mandatory, permanent, or temporary light duty assignments and
light duty assignments will not be created or extended without a
clear operational need. The light duties assigned to an employee
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must be approved by the employee's treating physician. Light
duty assignments may be in Village departments other than the
Fire/Rescue Department.
4. Employees shall immediately report to the VILLAGE any and all
injuries which require treatment by a physician and which occur while
on duty.
5. The VILLAGE shall have the right to conduct a post-accident drug test
of an employee driving a Village vehicle who is involved in a vehicular
accident or other reportable incident which requires that any involved
vehicle be towed from the scene of the accident or any involved
individual receive medical treatment as a result of the vehicular
accident or other reportable incident.
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ARTICLE 5
HEALTH INSURANCE
1. The VILLAGE agrees to provide a health insurance plan to all Village
employees. The VILLAGE agrees to pay one hundred percent (100%)
of the medical, dental insurance premiums for the employee and
eighty percent (80%) of the employee's dependent's medical, dental
and hospitalization insurance for the medical, dental, plan with the
lowest cost of the plans offered by the VILLAGE. If an employee
chooses coverage under the medical, dental, with the higher cost, the
employee shall be responsible for the difference in premium cost
between the cheaper and more expensive plans. The VILLAGE shall
apply all premium contributions paid by, or withheld from the employee
to the cost of the employees' dependents' coverage. Insurance plans
include prescription drug coverage. The benefits of these insurance
plans shall be those set forth in the insurance master plan distributed
to all employees.
2. It will be the responsibility of the employee to notify the VILLAGE in
writing within thirty (30) days in the event that dependent coverage is
no longer required due to a change in marital status or for any other
reason. Should the employee not notify the VILLAGE of said change,
the employee shall reimburse the VILLAGE for the amount paid for
their dependent insurance coverage premium from the date of status
change.
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3. The VILLAGE retains the right to determine the insurance carrier or it
may self-insure if it so desires. In any event, the VILLAGE shall offer
the same plan of medical, dental, benefits to employees covered by
this collective bargaining agreement as those benefits offered to all
other employees of the VILLAGE.
4. The VILLAGE shall provide a life insurance policy to all employees in
the bargaining unit with a benefit payable at the maximum level
allowed by IRS regulations before imputing added employee
compensation (currently $50,000 or $25,000 after age 70).
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ARTICLE 6
PENSION
1. Retirement benefits for IAFF bargaining unit members are as set forth
in Chapter 2, Article V, Division 4. of the Village Code of Ordinances.
2. The Village’s Code of Ordinances shall be amended as needed so
that, effective April 1, 2025, the following changes are implemented:
a. Amend the eligibility requirements for Normal Retirement so that
vested participants become eligible for Normal Retirement at the
earlier of (1) having attained the age of fifty-two (52) years
regardless of years of credited service or (2) upon the
completion of twenty-five (25) years of credited service
regardless of age;
b. Increase the benefit accrual rate to three percent (3%) for all
years of credited service on or after October 1, 2021;
c. Increase the employee contribution to 11%
d. Create, effective April 1, 2025, a Health Insurance Subsidy
payable in the form of a lifetime monthly supplement for any
firefighter who (1) satisfies the requirements for Normal
Retirement or (2) separates from service due to a service -
incurred disability and is approved for a service-incurred
disability pension benefit. The monthly supplement shall be in
an amount equal to $15.00 multiplied by the firefighter’s credited
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service. DROP participants shall not receive the supplement
while actively employed, but active service as a firefighter while
participating in the DROP shall be counted as credited service
for purposes of determining the amount of the supplement.
Firefighters who receive the supplement may elect a survivor
option in accordance with Section 2-162, in which case the
amount of the supplement shall be actuarially adjusted to be
actuarially equivalent to the lifetime monthly supplement
provided herein.
3. Each employee who is a member of the Board of Trustees of the
Village of North Palm Beach Fire and Police Retirement Fund shall be
granted twenty four (24) hours of administrative leave with pay each
calendar year in order to allow the employee to attend educational
seminars or conferences related to the performance of their duties as
a trustee or pension benefits or issues.
4. The VILLAGE shall match bargaining unit employee contributions to a
VILLAGE approved Chapter 457 Deferred Compensation Plan at a
rate fifty cents ($0.50) for every one-dollar ($1.00) contributed to such
plan up to a maximum of ($120) dollars per month ($1440 annually) to
be contributed by the VILLAGE on behalf of each bargaining unit
employee.
5. In 2015 the Florida Legislature enacted legislation (Chapter No. 2015-
39, Laws of Florida), hereinafter "Legislation", regarding the use of
insurance premium tax revenue ("IPTR"). The Pension Fund for the
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Firefighters and Police Officers ("Fund") meets or exceeds the
minimum benefits and minimum standards established by the State of
Florida for public employee firefighters and officers pension plans as
set forth in Chapters 175 and 185, Florida Statutes. The Legislation
provides that use of IPTR, including any accumulations of additional
premium tax revenues which have not been allocated to fund benefits
in excess of the minimum benefits, may deviate from the provisions of
the Legislation by mutual consent between the IAFF and the Village.
The provisions of this Agreement reflect the Village's and IAFF's
mutual consent and agreement that all IPTR, whether base premium
revenue or additional premium tax revenue, received by the Village
will be used by, or for the benefit of, the Village to meet its annual
actuarially required contribution ("ARC") to the Fund. If the State does
not accept this mutual consent and agreement, this Article shall be
reopened for further negotiations.
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ARTICLE 7
FAMILY MEDICAL LEAVE
Family Medical Leave shall be granted in accordance with Village Policy.
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ARTICLE 8
PAID BEREAVEMENT LEAVE
1. The Village will grant an employee paid leave for the death of an
employee's family member as follows:
a. Three (3) consecutive shifts for: father, mother, spouse, child.
b. Two (2) consecutive shifts for: brother, sister, father-in-law,
mother-in-law, son-in-law, daughter-in-law, brother-in-law,
sister-in-law, grandparent, spouse/ domestic partner's
grandparents, grandchild, foster parent, nephew, niece, aunt,
uncle, first cousin, step- father, stepmother, step-brother, step-
sister or step-child of the employee.
2. Employees may utilize vacation or other personal leave time in order
to be paid for the additional twenty-four (24) hours of unpaid
bereavement leave. A request for additional time may be granted,
subject to the discretion of the Village Manager or their designee.
3. An employee who is notified of the death of a family member as
defined in Section 1 above while on duty shall be immediately, or as
soon as is practically possible, released from duty for the remainder of
their shift with pay. The remaining hours of the shift from which the
employee is released shall not be counted against any bereavement
leave.
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ARTICLE 9
MILITARY LEAVE
1. The rights and benefits regarding military leave are as set forth in the
Village Leave Policy.
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ARTICLE 10
SICK LEAVE
1. Sick leave will be paid when the employee is absent from duty due to
the following reasons:
a. An employee's injury or illness or necessary medical treatment
which precludes him or her from reporting for duty; or
b. Any injury, illness or necessary medical treatment of an
employee's spouse, child, step-child or parent which requires
the employee's help to care for him or her or to obtain the
necessary medical treatment.
2. The employee will certify on the appropriate Personnel Action Form
upon their return to duty that they were not able to report for duty due
to one of the above reasons.
3. Employees will accrue 0.0481 hours of sick leave per regularly
scheduled hour of work, so long as an employee is in that pay status.
An employee on paid sick leave shall continue to accrue all benefits
as if on active duty, except that paid sick leave shall not be considered
days worked for overtime purposes.
4. Sick leave may be accumulated with no maximum. Any employee with
less than seven (7) years of service to the VILLAGE who voluntarily
terminates employment, or who retires or dies while in the service of
the VILLAGE, shall receive payment equal to fifty percent (50%) of up
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to a maximum of four hundred eighty (480) unused accrued sick leave
hours (which equals a maximum of two hundred forty (240) hours
payment). Employees with seven (7) or more years of service to the
VILLAGE shall receive payment equal to seventy-five percent (75%)
of up to a maximum of four hundred eighty (480) unused accrued sick
leave hours. This payment provision does not apply to any employee
who is discharged for cause. A deceased employee's pay for sick
leave shall be paid to the estate of the decedent.
5. Sick Leave Reimbursement
a. Employees who have accrued three hundred eighty-four (384)
hours of sick leave ("minimum base") may request
reimbursement for sick leave accrued over the minimum base.
Reimbursement by the VILLAGE will be on a 50% basis for
every sick day hour above the minimum.
b. Sick leave reimbursement is a voluntary right of the employee.
An employee can only submit a request once per year during the
month of May. The VILLAGE will reimburse the employee no
later than November 30 of each year.
c. The Human Resources Director will be responsible for
establishing a reimbursement form and accounting for the base
and other data necessary to financially administer this program.
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d. The employee will be required to sign a certificate/affidavit
confirming that the reimbursement for the sick leave is final and
will not be subject to the grievance process.
6. An employee who has been declared either physically or
psychologically unfit for duty by a Doctor approved by the VILLAGE,
when ordered for a fitness for duty exam by the VILLAGE, shall be
required to use accrued sick leave while out of work on medical leave.
7. Non-probationary employees who use zero sick leave hours in any
consecutive six month period of time shall receive 12 hours of personal
leave time which shall be available for use in the same manner as
vacation leave.
8. An employee is responsible for the appropriate use of sick leave. Sick
leave abuse occurs when an employee uses sick leave for
unauthorized purposes or falsifies the actual reason for charging an
absence to sick leave. Abuse may also occur when an employee
establishes a pattern of sick leave usage over a period of time such
as the day before or after a holiday, on Mondays and Fridays, after
paydays, any one specific day, half-day, or a continued pattern of
maintaining zero or near zero leave balances. Sick leave abuse is
misconduct and can result in disciplinary action.
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ARTICLE 11
COURT APPEARANCES
1. Any member required to attend a judicial matter arising from the
performance of their duty shall be compensated for said services as
follows:
a. Attendance while on duty, payment at regular pay scale.
b. Attendance while off duty, payment of one and one-half hourly
rate.
c. A minimum guarantee of two (2) hours payment will be made for
any appearance under this article to an employee who is off duty
on the day of the appearance but the appearance is more than
two (2) hours before the beginning or more than two (2) hours
after the end of the employee's shift. If the employee is on duty
on the day of the appearance but the appearance is less than
two (2) hours before the beginning or less than two (2) hours
after the end of the employee's shift, the employee will be paid
for the actual time spent attending the judicial matter.
d. Witness fees shall be retained by the employee.
2. Members who are required to attend a judicial matter arising from
performance of their duties shall give notice to the Fire Chief and the
Village Attorney. An employee, served with a subpoena requiring the
employee's attendance at a hearing, deposition, or trial or the
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requesting production of any Village records, shall promptly provide a
copy of the subpoena to the Fire Chief. Rescheduling may be
requested and coordinated by the VILLAGE.
3. Payment shall be made as soon as possible (by the next) payroll
period following completion of the service.
4. Travel time spent by an employee for court appearances or deposition
in a case arising from performance of their duties in excess of twenty
(20) miles outside the perimeter of the VILLAGE shall be compensated
as one (1) hour of wages for the employee concerned.
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ARTICLE 12
MANAGEMENT RIGHTS
1. The VILLAGE retains whatever rights and authority it possessed prior
to entering into this Agreement, including but not limited to the right to
operate and direct the affairs of the VILLAGE and its Fire Rescue
Department in all its various aspects; to direct the working forces; to
plan, direct, and control the operations and services of the
Department; to determine methods, means, organization and
personnel by which such operations and services are to be conducted;
to assign and transfer employees; to hire and promote; to demote,
suspend, discipline, or discharge for just cause; to relieve employees
for lack of work or for other legitimate reasons; to make, establish, and
enforce rules and regulations; and to change or eliminate existing
methods, equipment, or facilities (provided, however, that such actions
are not inconsistent with the terms of this Agreement).
2. The UNION and the VILLAGE recognize that the residents of North
Palm Beach are entitled to receive services at the highest possible
level, subject to budget constraints. Therefore, the UNION pledges
that it will encourage employees to increase their productivity and
raise their individual level of service in order to provide and maintain
the delivery of services at the highest possible level.
3. The UNION agrees that all employees covered under this Agreement
shall comply with all Village Personnel Rules and Regulations,
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including those relating to conduct and work performance, unless such
rules and regulations conflict with this Agreement.
4. If, at the discretion of the Village Manager or designee, it is determined
that a civil emergency condition exists, including but not limited to riots,
civil disorders, hurricane conditions or other catastrophes, the
provisions of this Agreement may be suspended by the Village
Manager, or designee, during the time of the declared emergency,
provided that the wage rate and monetary fringe benefits shall not be
suspended.
5. Those inherent managerial functions, prerogatives and policy making
rights which the VILLAGE has not expressly modified or restricted by
a specific provision of this Agreement are not in any way subject to the
grievance and/or arbitration procedure contained herein.
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ARTICLE 13
SENIORITY
1. Seniority shall be defined as length of service with the Village Fire
Department as determined by an employee's date of hire. In the event
that two employees in the same classification have the same date of
hire, seniority shall be determined by length of service within
classification.
2. Seniority will govern selection of vacation schedules and preference
in working overtime, provided the Fire Chief has the final authority to
over-ride seniority for extraordinary operation reasons and the
decision in that regard is not grievable. When the Fire Chief over-rides
a request based on seniority, the Fire Chief shall inform the requesting
party in writing of the basis of the decision.
3. Where a promotional opportunity shall occur and two or more
employees are under consideration, the Fire Chief shall give due
consideration to seniority and qualifications.
4. In the event of a layoff, an employee may displace the employee with
lesser seniority in a lower classification provided the employee has
prior service in said lower classification and provided further that the
following factors are substantially equal:
a. Sufficient ability and qualifications to perform the work.
b. Performance evaluation.
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c. Physical condition and job attitude.
5. In the event of substantial inequality of these factors as between
employees in the same classification and department, the employee
with the higher values of factors A, B, and C in the aggregate, shall be
retained.
6. An employee shall be recalled in inverse order of layoff.
7. An employee shall lose their seniority as a result of the following:
a. Termination
b. Retirement
c. Voluntary resignation
d. Layoff exceeding six (6) months
e. Failure to report to the Village Manager, or designee, intention
of returning to work within three (3) days of receipt of recall, as
verified by certified mail, return receipt.
f. Failure to return from military leave within the time limits
prescribed by law.
g. Failure to return from an authorized leave of absence upon the
expiration of such leave.
8. Seniority shall continue to accrue during all types of leave approved
by the VILLAGE.
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ARTICLE 14
PAID VACATIONS
1. Vacation days accrue but may not be taken during the first one
hundred eighty (180) days of service. Exceptions to this general rule
may be made by the Fire Chief at the Chief's discretion. All personnel
who have completed one hundred eighty (180) days or more of full-
time service shall be entitled to take vacation with pay in accordance
with the following accrual schedule:
LENGTH OF SERVICE
Less than 5 Years
5 Years but less than 10 years
10 Years and over
DAYS OF VACATION
24 Hr. Employees and Paramedics
5 Shifts = 2 weeks = 120 hours
7 Shifts = 3 weeks = 168 hours
10 Shifts = 4 weeks = 240 hours
2. Vacation, sick leave, or any other paid leave, shall be included in the
computation of the one year of required full service.
a. Vacations shall be scheduled from January 1 to December 31.
The VILLAGE shall determine the number of employees who
can be off on vacation at any time throughout the year.
Employees may not schedule vacation time off in excess of their
anticipated available accruals including existing banks.
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b. In October of each year, the VILLAGE will advise how many
employees may be scheduled off for vacation during the next
year beginning January 1 per shift.
c. During the month of November, employees shall select vacation
periods by seniority on a per shift basis. Vacations selections
shall be made in three (3) rounds:
i. First Round - No later than November 15, all employees
must submit requests to select a minimum of three (3) or
more consecutive shifts (which may include Kelly Days).
First round selections shall be limited to no more than ten
(10) shifts, which includes Kelly Days, provided that the
Fire Chief may approve vacation selections greater than
ten (10) shifts. Such approval shall not be unreasonably
denied. No part of any vacation lasting eleven (11) shifts
or more (including Kelly Days) may be cancelled.
ii. Second Round - No later than November 15, employees
may submit requests to schedule another single group of
(1 or more) consecutive shifts of vacation time. First and
second round vacation awards shall be made no later than
November 30.
iii. Third Round - On the first A, B, and C shifts in December,
the Fire Chief or designee will begin to accept applications
for vacation scheduling for the upcoming year, which shall
be on a first come, first serve basis. If two (2) or more
requests for the same vacation day are received on the
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same day, the employee with the most seniority will
receive the requested vacation day. Employees shall be
notified no later than the end of their shift following the shift
in which their request was made as to whether their
request has been approved or denied. Denied vacation
request forms shall be kept on file by the Fire Chief or
designee and should the requested vacation time become
available, the denied vacation request shall be considered
for approval. The date of submission of denied time shall
then constitute the date for the first come, first serve basis.
d. Once approved, vacation times shall not be rescinded by the
VILLAGE except in the event of a major emergency (i.e.
earthquake, tropical storm, hurricane, or civil emergency).
e. Employees may cancel or request vacation time only if at least
sixty-two (62) hours' notice is provided from the start of the leave
period, including Kelly Days. Requests or cancellations, if made
with less than the required notice, but prior to the start of the
leave period, may be granted at the discretion of the Fire Chief
or designee, however, no request will be unreasonably denied.
f. Emergency Leave - Employees shall be granted emergency
leave as necessary, subject to the approval of the Fire Chief or
designee, and such approval shall not be unreasonably denied.
Once granted, emergency leave shall be charged as actual time
used in quarter-hour increments. If the reason for the absence
is a qualified use of sick leave, emergency leave shall be
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charged to the employee's sick leave allotment. If not, the
absence shall be charged to compensatory time and finally to
vacation time.
g. Vacation time may be taken in a minimum of two (2) hours and
thereafter hour for hour.
3. Employment terminated without cause, or by layoff, or by retirement,
illness or injury shall not affect payment of earned vacation time. An
employee shall not lose their vacation with pay if incapacitated due to
an injury or illness incurred in the line of duty. The vacation time shall
be reassigned upon return to duty.
4. If employment is terminated by death, the estate of the employee shall
receive payment for the earned vacation days.
5. Vacation days shall be credited and reported per pay period, to
indicate hours accrued less hours taken, reflecting net vacation hours
available per pay period.
6. The maximum number of vacation days an employee may accrue is
the unused days accrued during the employee's previous two (2) year
period. Any employee, other than an employee who is discharged for
cause, who voluntarily terminates, retires or dies while employed by
the VILLAGE, shall receive payment equal to one hundred percent
(100%) of the unused days of vacation accrued during the two year
period prior to termination, retirement or death.
7. An employee who has used ten (10) days of vacation time in a fiscal
year may request reimbursement for any unused vacation days above
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the ten (10) days used. Employees requesting reimbursement must
do so, in writing on a form approved by the Human Resources Director
or designee, during the month of October immediately following the
fiscal year in which the ten (10) vacation days were used. The
VILLAGE will provide reimbursement no later than the November 30th
immediately following the written request. Reimbursement shall be at
100% of the employees' hourly rate as of September 30th of the fiscal
year in which the ten (10) vacation days were used. The employee will
be required to sign a certification/affidavit confirming that the
reimbursement for the annual vacation leave days/hours is final and
will not be subject to the grievance process.
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ARTICLE 15
PAID HOLIDAYS
1. The following days shall be considered paid holidays and all
employees will receive eight (8) hours of straight time pay. All official
holidays shall be considered to commence at the beginning of the first
shift on the day of the holiday and continue for twenty-four (24) hours
thereafter.
New Year's Day
Martin Luther King Day
President's Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Friday following Thanksgiving Day
Christmas Eve
Christmas Day
2. For all hours worked on any of the above-named holidays the
employee will be paid a premium rate of pay of 1 ½ times the
employee's base rate of pay. Employees working overtime on any of
the above-named holidays will be paid a premium rate of pay of 2
times the employee’s base rate of pay.
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ARTICLE 16
GRIEVANCE PROCEDURE - ARBITRATION
1. In a mutual effort to provide a harmonious working relationship
between the parties to this Agreement, it is specifically agreed and
understood that there shall be a procedure for the resolution of
disputes between the parties. For the purpose of this Article, a
grievance is defined as, and limited to, any dispute, difference or
controversy involving the interpretation or application of this
Agreement. A dispute over disciplinary action shall be considered an
appeal of disciplinary action unless otherwise grievable. If the dispute
is not covered by the grievance procedure as set forth in the
Agreement then the dispute shall be processed as set forth in Article
17.
2. For the purpose of this Article, time is considered to be of the utmost
importance. Accordingly, any grievance not submitted and/or
processed by the grieving party in accordance with the time limits
provided below shall be considered exclusively abandoned and shall
be barred, forfeited and forever foreclosed for all contractual purposes
and shall result in the forfeiture of all rights to arbitration. Any
grievance not answered or processed by the VILLAGE within the time
limits provided below shall be deemed resolved in favor of the grievant.
3. Grievances shall be presented in the following manner:
Step 1: In the event an employee covered by this Agreement
believes that there is a basis for a grievance, as that term is defined
above, the employee shall first discuss the alleged grievance with the
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immediate supervisor, and may be accompanied by a representative
of the UNION, if so desired. Th.is first discussion shall take place
within ten (10) calendar days of the occurrence of the events which
gave rise to the alleged grievance, or within ten (10) calendar days of
when the employee knew or should have known of the existence of
the events giving rise to the alleged grievance.
Step 2: In the event that the employee is not satisfied with the
disposition of the grievance at Step 1, the employee may file a formal
grievance, on a form approved by the VILLAGE. Such a grievance
must be filed within ten (10) calendar days after the informal
discussion is held at Step 1. Said grievance must be in writing, must
be signed by the employee or the UNION as their representative and
must contain: (a) the date of the alleged grievance; (b) the specific
article (s) of this Agreement allegedly violated; (c) the facts pertaining
to or giving rise to the alleged grievances; and (d) the relief requested.
The formal grievance shall be submitted to the Fire Chief or designee.
The Fire Chief shall, within ten (10) calendar days after the receipt of
the formal written grievance, render a decision on the grievance in
writing. The Chief shall reply in writing within ten (10) calendar days of
receipt of the grievance. Failure by the Chief to reply within the time
period shall be held to be an approval of the grievance and the remedy
sought.
Step 3: In the event that the employee is not satisfied with the
disposition of the grievance by the Fire Chief at Step 2, the employee
shall have the right to submit the grievance to the Village Manager
within ten (10) calendar days after the disposition. Such grievance
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must be accompanied by the filing of a copy of the original written
grievance. The Village Manager shall, within ten (10) calendar days of
receipt of the grievance, render a decision in writing. If the Village
Manager shall fail to reply in writing, such failure shall be deemed as
an approval of the merits of the grievance or dispute and the remedy
sought.
4. Where a grievance is general in nature in that it applies to a number
of employees having the same issue to be decided, or if the grievance
is directly between the UNION and the VILLAGE, it shall be presented
directly at Step 3 of the grievance procedure, within the time limit
provided for the submission of the grievance at Step 2, and signed by
the aggrieved employees or the UNION representative on their behalf.
5. In the event a grievance processed through the grievance procedure
has not been resolved at Step 3 above, the UNION may submit the
grievance to arbitration within ten (10) calendar days after the Village
Manager's disposition of the grievance. Such request shall be in
writing to the other party, and if delivered by mail, postmarked within
ten (10) days of the Village Manager's disposition of the grievance.
The arbitrator may be any impartial person mutually agreed upon by
the parties. However, in the event the parties are unable to agree upon
said impartial arbitrator, the party seeking the appointment of an
arbitrator shall, within five (5) days, request the Federal Mediation and
Conciliation Service to furnish a panel of seven (7) names from which
each party shall have the option of striking three (3) names in
alternating fashion, until the parties select a neutral or impartial
arbitrator. The party striking first shall be determined by the toss of a
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coin. The selection process shall occur within five (5) calendar days of
receipt of the panel list.
6. Whenever the grieving party is satisfied with the disposition of the
grievance at any step of the grievance procedure, or if the grieving
party does not process the grievance in accordance with the specified
time limits, processing of the grievance by the VILLAGE will
automatically stop. However, a grieving employee may not partially
accept and partially reject a disposition of the grievance. The
employee must either accept or reject the disposition of the grievance,
in its entirety. Thus, for example, if any employee grieves a
termination, and is ordered reinstated without back pay at one of the
steps of the grievance procedure, the employee may not accept the
reinstatement and continue to grieve the loss of back pay. Their only
choices would be to accept the disposition of the grievance, or remain
discharged and pursue the grievance further.
7. For the purposes of this Article, the term "calendar day" is defined to
include every day except Saturdays, Sundays, and days designated
as holidays by this Agreement, regardless of whether the grievant is
on duty or off duty.
8. The time limits contained herein are to be strictly adhered to and may
only be extended by written agreement between the parties.
9. The VILLAGE and the UNION shall mutually agree in writing as to the
statement of the grievance to be arbitrated prior to the arbitration
hearing, and the arbitrator, thereafter, shall confine the decision to the
particular grievance thus specified. In the event the parties fail to agree
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on the statement of the grievance to be submitted to the arbitrator, the
arbitrator will determine the statement of the grievance, provided,
however, that the arbitrator shall have no authority to change, amend,
add to, subtract from, or otherwise alter or supplement this Agreement
or any part thereof or amendment thereto. The arbitrator shall have no
authority to consider or rule upon any matter which is stated in this
Agreement not to be subject to arbitration or which is not a grievance
as defined in this Article, except to the extent as specifically provided
herein or expressly agreed to by the parties.
10. The arbitrator may not issue declaratory opinions and shall confine
himself/herself exclusively to the question(s) presented to him, which
questions(s) must be actual and existing.
11. Each party shall bear the expense of its own witnesses and of its own
representatives for the purposes of the arbitration hearing. The
impartial arbitrator's fee and related expenses, court reporting and
transcript costs/fees (if ordered by either party or requested by the
arbitrator-transcript cost means the total cost of three copies), and
expenses of obtaining a hearing room, if any, shall be equally divided
between the parties.
12. The arbitrator's award shall be final and binding on the parties subject
only to challenge as set forth in Revised Florida Arbitration Code.
13. For the first three hundred sixty-five (365) days of consecutive service
with the VILLAGE, an employee is probationary. That is, the employee
serves at the will and pleasure of the VILLAGE and thus may be
disciplined or discharge without explanation or for any reason deemed
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sufficient by the appropriate Village official. Accordingly, probationary
employees shall have no right to utilize this grievance/arbit ration
procedure for any matter concerning discharge, suspension or other
discipline.
14. The Union representative will be furnished with a copy of each
grievance filed by an employee within the bargaining unit.
15. Employees may request to have a Union representative present at any
step of the grievance procedure.
16. The UNION will not be required to process the grievance of non-
members. The UNION will not be responsible for grievances
proceeding to arbitration without being first notified by the VILLAGE in
writing (and with a copy of the grievance) by the VILLAGE in a timely
manner. The Union representative will have their name, address and
all contact numbers on file with the VILLAGE.
17. The parties agree that the settlement of any grievance by the parties
prior to the rendition of a decision by an arbitrator shall not constitute
an admission that the contract has been violated nor shall such
settlement constitute a precedent for the interpretation or application
of the provisions of this Agreement.
18. When arbitrability is raised by the VILLAGE with respect to any
grievance, the issue of arbitrability shall be determined by the
arbitrator no less than thirty (30) days prior to commencement of an
arbitration hearing on the grievance itself.
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19. If the VILLAGE does not agree that the matter is arbitrable, notification
shall be sent to the UNION of such within ten (10) days of receipt of
the Union's request to proceed to arbitration. The parties agree that in
such an instance, the VILLAGE may submit solely the question of
arbitrability either to an arbitrator or to a court. If the arbitrability issue
is submitted to an arbitrator, the decision shall be based solely on
written briefs, exhibits and affidavits submitted by the parties, with no
oral argument allowed; and shall be submitted to the arbitrator within
ten days of selection of the arbitrator. The arbitrator shall render the
decision within fifteen days of receipt of the parties' submissions.
20. Whichever party loses on the issue of arbitrability shall pay the costs
involved in that proceeding.
21. If there is no objection by either party to the arbitrability of the
grievance, and the above mentioned procedure has been fully
complied with or results in a determination that the grievance is
arbitrable, the parties shall proceed to arbitrate the grievance.
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ARTICLE 17
DISCIPLINARY APPEALS
1. Appeals of disciplinary action shall be handled as follows:
2. An employee who wishes to challenge any disciplinary action, shall file
a notice of appeal to the Fire Chief within ten (10) calendar days of
notice of the disciplinary action. When an employee has received a
written counseling, the employee may, within 10 days of receipt of the
written counseling, submit a written rebuttal which shall be attached to
the written counseling document in the employee's personnel file.
3. Upon receipt of a notice of appeal, the Fire Chief or designee shall
have ten (10) calendar days to review the discipline and to advise the
employee that the discipline is either (i) sustained; (ii) reversed; or (iii)
modified. Failure of the Fire Chief to respond within ten (10) calendar
days shall constitute a determination that the discipline is sustained.
4. An employee who is not satisfied with the Fire Chief's decision can
further appeal a discipline to the Village Manager. Upon receipt of a
notice of appeal, the Village Manager shall have ten (10) calendar
days to review the discipline and to advise the employee that the
discipline is either (i) sustained; (ii) reversed; or (iii) modified. Failure
of the Village Manager to respond within ten (10) calendar days shall
constitute a determination that the discipline is sustained. The decision
of the Village Manager shall be final unless appealed as hereinafter
set forth.
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5. The UNION may appeal a discipline greater than a written reprimand
to arbitration using the same procedure for appointment of an
arbitrator as set forth in Article 16 above. The request for appointment
of an arbitrator must be made to the Village Manager in writing within
ten (10) calendar days of the Village Manager's decision. The decision
of the arbitrator shall be made within thirty (30) days following the
conclusion of the hearing or the deadline for closing briefs, whichever
is later. The arbitrator may sustain, reverse, or modify the discipline
which was set by the Village Manager. The decision of the Arbitrator
is final and binding on the parties.
6. No employee shall be subject to discipline of any type without just
cause. No employee shall be subject to a suspension without pay or a
termination without first being afforded a pre- determination
conference with the Village Manager or designee. No pre-
determination conference shall be conducted with less than ten (10)
calendar days notice to the employee.
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ARTICLE 18
UNION ACTIVITIES
1. An employee shall have the right to join or not join the UNION, to
engage in lawful concerted activity for the purpose of collective
bargaining or other mutual aid or protection, to express or
communicate any view, grievance, complaint or opinion relating to
conditions of employment or compensation, through duly appointed
UNION representation, all actions to be free from any and all restraint,
coercion, discrimination or reprisal by the VILLAGE or the UNION.
2. Union officials and/or members, no more than two (2), shall be granted
reasonable time during working hours, without loss of pay, to negotiate
with the representatives of the VILLAGE.
3. Reasonable time shall be granted for the processing of grievances
with a duly designated representative of the UNION during working
hours. The VILLAGE, in its discretion, may stop the use of such time
off if it interferes with productivity or manpower needs. However, the
exercise of such right on the VILLAGE'S part shall not be arbitrary or
capricious, nor shall it allow the VILLAGE to proceed in a manner
which deprives the employee of their right of representation. A UNION
representative shall be permitted to accompany a fellow employee in
circumstances such as:
a. The employee is required to appear at a hearing related to a
grievance.
b. The employee is presenting or responding to a grievance.
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c. The employee is subject to interrogation in conjunction with an
internal affairs investigation.
d. The employee is attending a pre-determination hearing.
4. The Village Manager shall be immediately notified in writing, of
changes of appointed Union representatives.
5. Union representatives shall be permitted to wear Union insignia while
on duty. Said insignia shall be approved by the Fire Chief or designee.
6. There shall be created a pool of time to be known as Union Time Pool.
Each employee who is a member of the UNION shall contribute six (6)
hours of straight time to the Union Time Pool through a deduction of
six (6) hours off of the eight (8) hours of holiday pay received for the
New Year's Day holiday. The Union Time Pool may be used for Union
business upon approval by the Union President or their designee.
Employees utilizing Union Time Pool shall be released from duty on
Union Time Pool only if the established needs of the Department
regarding the provision of emergency services are met and with
approval of the Fire Chief, which shall not be unreasonably denied.
Union Time Pool will be used and charged on an hour for hour basis.
7. Salary and overtime pay, if any, incurred in replacing the Union
representative(s) on authorized union leave shall be deducted from
the Union Leave Account so there is no cost incurred by the Village
when union leave is authorized. Authorization for Union leave shall be
limited by the amount available in the Union Leave Account.
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ARTICLE 19
RULES, REGULATIONS, DIRECTIVES
1. Amendments, additions or modifications to personnel rules,
regulations, and departmental directives shall be in writing and a copy
of the same shall be submitted to the UNION no less than fourteen
(14) days prior to implementation.
2. A request for bargaining regarding any rule change must be received
within seven (7) days after notification to the UNION by the VILLAGE
of the implementation of a rule change.
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ARTICLE 20
BULLETIN BOARD
1. The UNION will provide a serviceable bulletin board for its use. All
materials posted must be signed by an official of the UNION. The
VILLAGE agrees to furnish space for the bulletin board.
2. Bulletins shall contain nothing derogatory relating to the VILLAGE, its
elected officials or supervisory personnel.
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ARTICLE 21
SCHEDULED HOURS - OVERTIME PAY
1. The average workweek for twenty-four (24) hour shift employees shall
be forty-eight (48) hours, with twenty-four (24) hours on duty and forty-
eight (48) hours off duty, with an additional shift off (Kelly Day) after
every seventh (7th) shift. The FLSA work period for shift employees is
twenty-one (21) days.
2. Kelly Days will be selected annually prior to first round vacation
selections. Such selections shall be implemented beginning with the
first full twenty-one (21) day work cycle in January of each year. For
all employees, the selection of Kelly Days shall be determined by shift
based on seniority as defined in Article 13 of this Agreement. The Fire
Chief shall have the authority to determine the number of employees
allowed off on Kelly Day for each day of the twenty-one (21) day work
cycle so long as each employee has one Kelly Day off every seventh
(7th) shift. Kelley day selections shall remain unchanged until
implementation of the selection for in each new year.
3. Kelly Days may be exchanged regardless of Kelly Day cycles on a
permanent or temporary basis by two mutually agreeable employees
in accordance with Section 10 of this Article. A Kelly Day may be
exchanged for a vacant Kelly Day slot provided that the exchange is
made in the same twenty- one (21) day work cycle and in accordance
with Section 10 of this Article.
4. If an employee requests a transfer or accepts a promotion or
assignment into a new classification, the employee's selection of Kelly
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Day shall be based on the remaining days available on the new shift
or in the new assignment to which the employee is to be transferred.
5. If an employee is to be transferred to a different shift by the VILLAGE,
the VILLAGE shall first request that employees voluntarily switch shifts
or Kelly Days. If within thirty (30) days of that request by the VILLAGE
no employee has volunteered to switch shifts or Kelly Days, the
VILLAGE may, if necessary, switch the Kelly Day of the employee(s)
being moved from one shift to another. At the time the Village makes
its request for volunteers to switch shifts or Kelly Days, the employee
that will have their shift or Kelly Day changed if no other employee
volunteers to make the switch shall be notified that they are the one
that will be moved if there are no volunteers.
6. If a problem arises in the implementation of this Article, the UNION
and the VILLAGE shall meet to resolve the problem by mutual
agreement.
7. The procedures for paying overtime for time worked outside of an
employee's normally scheduled work week which are in effect at the
time of this Agreement shall be maintained as the status quo except
that the FLSA work period for shift employees is now twenty-one (21)
days. An employee may be asked to work on their Kelly Day. An
employee asked to work on their Kelly Day shall have the right to
refuse such a request. Any employee who works on their Kelly Day
shall be paid at the rate of time and one-half(½) of the employee's
straight time pay for all hours worked.
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8. For purposes of computing overtime pay, all authorized paid leave,
except sick leave, shall be considered time worked.
9. Employees assigned to "standby" will be paid a minimum of one (1)
hour's pay per "standby shift". In the event an employee is "called
back", the employee shall receive a minimum of two (2) hours pay.
"Standby" and "call back" time relate to either fire duty or emergency
duty.
10. Employees may exchange hours subject to the approval of the Fire
Chief or designee, providing such exchanges do not result in overtime.
11. The VILLAGE retains the right to make changes in schedules when
extenuating circumstances such as hurricanes or other states of
emergencies dictate.
12. When the Department requires overtime work to fill a vacancy, the
overtime assignment shall be offered using an overtime rotation file.
Employee names cards shall initially be filed in order of seniority with
the Fire Department, after the first use to fill an overtime assignment
the cards shall be rotated as follows: The cards shall be called in order
of placement in the file starting with the first employee qualified to work
the overtime assignment. If the call is answered by voicemail and the
overtime assignment to be filled was created less than sixty (60) hours
prior to the start of the shift on which the overtime assignment will be
worked then a message shall be left stating they are being called for
overtime and they have three (3) minutes (from the current time) to
reply. If the overtime assignment to be filled was created sixty (60) or
more hours prior to the start of the shift on which the overtime
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assignment will be worked, they shall have five (5) minutes (from the
current time) to reply. If they have not replied within the time frame
established herein, they are treated as a turn down, their card is
marked as such and moved to the back of the file; the next card is
called and this sequence is repeated until an answer or callback is
received. The first qualified person to answer/callback shall be
informed of the overtime assignment; if they turn down the overtime,
they shall be informed that they will be ordered in if no other employee
called accepts the overtime. Calls will continue until a qualified
employee accepts the overtime assignment or the file has rotated back
to the first qualified person to answer who will then be ordered in to
work the overtime assignment. Employees already scheduled to work
on the shift requiring overtime shall not be subject to call and their
cards shall not be moved in this rotation. Overtime assignments of less
than twelve (12) hours in duration shall not cause file cards to move in
rotation. Qualified employees shall include any employee who
currently holds the rank of the positions to be filled, previously held the
rank of the position to be filled, is currently on the promotional list for
rank of the position to be filled, or is on the step -up list for the rank of
the position to be filled.
13. Overtime assignments which are less than ten (10) hours in duration
and commence at the beginning of a shift shall be offered to qualified
employees of the off going shift in order of seniority. If no off going
employee accepts the overtime assignment, the least senior employee
from the off going shift shall be ordered to work the overtime
assignment.
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14. Employees on workers' compensation, FMLA, or medically assigned
light duty will not be called for overtime assignments, their position in
order of rotation shall be held until they return to work at full duty.
15. Newly hired employees shall serve six (6) months of their probationary
period and pass FTO before being eligible to accept an overtime
assignment. On their six month anniversary an overtime rotation card
for the new employee shall be added to the file, placed at the back of
the file.
16. No employee shall be allowed to accept an overtime assignment
which would cause them to work more than forty-eight (48) hours in a
row without a minimum twelve (12) hour break between periods of
work.
17. When, as a result of severe weather such as tropical rain or wind
storms, a state of emergency that includes the Village is declared by
the Village Manager or the Village Council (taking into consider like
declarations by Palm Beach County, or State of Florida) and the
Village modifies its operations such that non-essential employees are
not required to report for work, hourly compensation rates for
bargaining unit employees will be adjusted as follows:
a. Employees working a regularly assigned shift will be paid 2.0
times their regular hourly rate during the declared period of
emergency.
b. Employees who are held over will be paid 2.0 times their regular
rate of pay until released from the hold over.
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c. Employees called back to work will be paid three hours of
straight time plus 2.0 times their regular hourly rate for all hours
worked during the declared period of emergency.
d. Employees placed on standby will be paid 1.0 times their regular
rate of pay per hour for each hour of standby.
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ARTICLE 22
FIRE RESCUE CONTINUING EDUCATION
1. Employees covered by the collective bargaining agreement shall be
eligible for tuition reimbursement in accordance with the VILLAGE'S
Higher Education and Assistance Program as provided in the
VILLAGE'S Personnel Rules and Regulations.
2. Education or degree seeking courses, classes, or programs shall be
eligible for tuition reimbursement in accordance with the Village
Education Reimbursement Policy in effect on 10/1/2021.
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ARTICLE 23
TEMPORARY APPOINTMENTS
1. An employee who is required to temporarily accept responsibility and
carry out the duties of a rank higher than which the employee normally
holds, for a full shift shall be paid five percent (5%) above the
individual's present base rate for that position while so engaged. In the
event an employee is required to temporarily accept responsibility and
carry out the duties of a rank which is more than one rank higher than
that which the employee normally holds, the employee shall receive
five percent (5%) for each rank above their normal rank. For example,
if an employee is temporarily assigned up two ranks, then the
employee shall receive ten percent (10%).
2. If a Captain or driver is called in for overtime because of vacancies on
that shift they will automatically fill in for an absent Captain and/or
driver before going to the stepping up process.
3. When an employee assigned to a rank which carries a rate of pay
higher than the permanent rate of the assignee suffers an injury,
illness, or death incurred while in the performance of service
compensation and benefits will be calculated at the level of payment
for employee's permanent rank thereof.
4. Should an employee in a promoted position (Driver Engineer or
Captain) be absent for any reason, the position shall be filled by the
employee on duty that shift who holds the highest position on the
promotion list for the classification in which the vacancy exists. Should
no employee on the promotion list for that classification be working
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that shift, the vacancy shall be filled using the highest positioned
employee on the step-up list for the position in which the vacancy
exists who is working that shift. If there are no employees from the
step-up list available, the vacancy will be filled by an overtime callout
in accordance with Article 21. For vacancies in the rank of Captain, if
there are no employees available for step-up in accordance with the
procedures above, the Driver Engineer shall be stepped up to Captain
unless negated by Section 6 below.
5. Following ratification of this Agreement, the step-up list for each
promoted position shall be populated by all employees eligible to
participate in a promotional exam for that position in order of seniority
with the most senior employee being first on the list. When an
employee later becomes eligible to be included on one of the two step-
up lists, the employee shall be added to list in the appropriate position
based on seniority.
6. If overtime is required to fill out the shift and the person accepting the
overtime holds a rank that has been filled by a step-up, that employee
shall automatically fill that position, negating the process above.
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ARTICLE 24
MEDICAL EXAMINATIONS
1. Medical examinations shall be voluntary, except post-job offer medical
evaluations for the job classification. In those situations where the
VILLAGE requires a medical examination, the entire costs shall be
borne by the VILLAGE. The VILLAGE agrees to provide those
vaccinations and examinations required by Section 112.18 and
Section 112.181, Florida Statutes.
2. The foregoing shall not be construed to prohibit the VILLAGE from
ordering an employee to undergo an examination to determine fitness
for duty when the VILLAGE has a reasonable suspicion that the
employee is unfit to perform their duties. "Reasonable suspicion"
means a belief drawn from specific objective and articulable facts and
reasonable inferences drawn from those facts in light of experience.
Reasonable suspicion testing shall not be required except upon the
final approval of the Fire Chief, after the recommendation of a
supervisor who is at least one level of supervision higher than the
immediate supervisor of the employee in question. Among other
things, such facts and inferences may be based upon:
a. Abnormal conduct or erratic behavior while at work;
b. A significant deterioration in work performance; or
c. Excessive use of sick time.
3. Presumption: The VILLAGE agrees that any condition or impairment
of health of any employee caused by tuberculosis, heart disease,
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hypertension, hepatitis, or meningococcal meningitis resulting in total
or partial disability or death shall be presumed to have been accidental
and to have been suffered in the line of duty unless the contrary is
shown by competent evidence.
4. The VILLAGE shall provide employees with testing after exposures to
certain biological hazards while on duty. The testing shall be
conducted in accordance with accepted medical practices and shall
be designed to detect the presence of the biological hazard for which
the test is conducted. The VILLAGE will provide testing to employees
upon exposure to any of the following hazards:
a. Hepatitis A, B, or C
b. Measles
c. Polio
d. Varicella
e. HIV/AIDS
f. Heavy Metals
g. Tuberculosis
5. The VILLAGE will also provide flu shots annually for all employees, if
not available to employees at no cost through the Village's health
insurance provider.
6. To the extent any vaccination, immunization, or other prophylaxis may
be required to perfect a claim for a presumption under Section
112.181(3), Florida Statutes, such shall be required by the Village.
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7. The Village will continue medical evaluations and Fit testing as
directed by Florida State Statute 633.502 – 633.536 (Florida
Firefighter Occupational Safety and Health Act), Florida Administrative
Code 69A-62, OSHA 1910.134 (Respiratory Protection) as follows:
a) LifeScan will provide the prescribed OSHA medical evaluation
questionnaire and conduct the Fit testing;
b) Testing will be done in conjunction with, and at, Palm Beach
Gardens Fire Rescue;
c) The OSHA medical evaluation questionnaire and Fit testing will
be completed while the employee is off duty;
d) Employees will be compensated for participating in and
completing the OSHA medical evaluation questionnaire and Fit
testing by receiving four hours of pay at their overtime rate the
second full pay period after completing the OSHA medical
evaluation questionnaire and Fit testing;
e) The OSHA medical evaluation questionnaire and Fit testing will
occur annually;
f) Employees who do not attend and complete the annual OSHA
medical evaluation questionnaire and Fit test as scheduled by
the Village will be responsible for completion of both at another
LifeScan facility within 60 days of the first date scheduled by the
Village;
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g) If an employee is found to be unable to wear a respirator, the
employee will be placed on a light-duty assignment until the
Village receives acknowledgment the employee has completed
testing;
h) If the Village does not receive confirmation of completion of the
OSHA medical evaluation questionnaire and Fit testing within
the 60 day time frame identified in paragraph f) above, the
affected employee will be placed in a light-duty status, if such an
assignment is available for up to thirty (30) days or until such
time as confirmation of completion of the OSHA medical
evaluation questionnaire and Fit testing is received by the
Village. If a light duty assignment is not available, the employee
shall use accrued sick leave;
i) If an employee is on leave pursuant to the FMLA or as a result
of an on-the-job injury and is unable to complete the OSHA
medical evaluation questionnaire and Fit testing as prescribed
herein, the Village and Union coordinate for additional time or
find an alternate solution to satisfy the OSHA medical evaluation
questionnaire and Fit testing requirement; and
j) If an employee refuses to complete the OSHA medical
evaluation questionnaire and Fit testing, the employee shall be
suspended without pay until the employee completes the OSHA
medical evaluation questionnaire and Fit testing and may be
subject to disciplinary actions up to and including termination of
employment depending on the circumstances and just cause.
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k) All information derived from the OSHA medical evaluation
questionnaire and Fit testing shall be considered confidential
and remain solely between the Licensed Health Care Provider
and the employee, with the Village having no access to the
information and that LifeScan will only notify the Village that the
employee has completed the OSHA medical evaluation
questionnaire and Fit testing.
8. The Village will offer a voluntary physical examination in conjunction
with the OSHA medical evaluation questionnaire and Fit testing for
those wishing to participate as follows:
a) The physical examination will only be available during the period
the OSHA medical evaluations questionnaire and Fit testing is
being conducted at the Palm Beach Gardens Fire Rescue site;
b) To participate in the physical examination, the employee must
have the blood tests prescribed by LifeScan preformed seven
(7) to ten (10) days prior to the scheduled medical/physical exam
test dates;
c) All information derived from the physical evaluation shall be
considered confidential, and remain solely between the
Licensed Health Care Provider and the employee, with the
Village having no access to the information.
9. The provisions of this Article may be amended or modified by mutual,
written agreement between the Union President, Fire Chief and Village
Manager.
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ARTICLE 25
UNIFORM AND CLOTHING ALLOWANCE
1. A sixty ($60.00) dollar monthly allowance shall be paid to all members
of the bargaining unit for the repair and cleaning of clothing used in
the performance of duty.
2. Uniforms damaged beyond repair in the line of duty shall be replaced
by the VILLAGE at no cost to the employee.
3. Costs for repair or replacement of watches or eyeglasses damaged or
destroyed while in the course of duty will be paid by the VILLAGE at a
cost not to exceed one hundred ($100.00) dollars per item.
4. A shoe allowance of up to one hundred-five ($125.00) dollars per year
shall be paid to all bargaining unit members during the first pay period
in October.
5. The Village shall supply Department personnel with the following
uniforms and equipment upon initial employment with the Village:
1 - Class A uniform badge
1 - Set of station keys (SM and ED key)
1 - Department ID
1 - Station swipe card
1 - Class A dress shirt with specialty patches and department patch*
1 - Class A dress tie*
1 - Class A dress pants*
1 - Class A pair of shoes*
1 - Class A dress jacket*
1 - Class A dress hat*
1 - Uniform Job Shirt
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3 - Uniform pair of EMS pants
3 - Uniform polo style short sleeve shirts with rank and name on front
1 - Station EMS pants belt
1 - Ball cap
1 - Lightweight waterproof shell winter/windbreaker jacket with
reflective tape
1 - Set of rain gear
2 - Pair of station gym shorts
5 - Station short sleeve t-shirts
2 - Station long sleeve t-shirts
1 - Long sleeve sweat shirt
*Class A uniform will be supplied upon completion of a newly hired
employee's probationary period.
6. Replacements may be acquired on an as-needed basis through an
employee's Captain each fiscal year. Annual boot allowance will
continue to be issued in October of each year consistent with Section
4 above.
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ARTICLE 26
VEHICLES AND EQUIPMENT
1. Vehicle Maintenance. Each employee assigned to a Village vehicle
shall keep the vehicle free from litter and return the vehicle at the end
of their shift in the same condition as when the employee received it,
subject only to mechanical defects or damage, or soiling of the vehicle
not caused by the employee. It shall be the vehicle operator's
responsibility to report all damage, mechanical problems or
operational problems detected, or which could be detected with
reasonable diligence. If the employee believes the assigned vehicle is
unsafe, it shall be reported to the Captain. If the Captain agrees that
the vehicle is unsafe, it shall not be placed in service until it is made
safe. Fire vehicles will be washed and sanitized as necessary.
2. Use of Private Automobile. In the event an employee (if authorized
and directed in advance) uses their own automobile for the
performance of official duties on behalf of the VILLAGE, the employee
will be compensated at the rate established by the VILLAGE for all
Village employees.
3. Portable Radios. Employees will be provided with two-way portable
radios while on shift.
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ARTICLE 27
PERSONNEL FILES - COMPLAINTS
1. The VILLAGE agrees that no disciplinary action shall be taken against
a bargaining unit member without due process. Anonymous
complaints may trigger an investigation, but an anonymous complaint
alone may not be the basis of disciplinary action.
2. No employee will be required to write a report to the Fire Chief or any
other supervisory officer on any complaint by a person or persons in
or outside the Department against said employee unless and until the
complainant(s) submit(s) said complaint in writing and signs same.
3. Prior to any report in writing being submitted, the subject employee
shall be furnished a copy of the signed complaint. Any form of
documented disciplinary action shall be signed by the employee,
which signature shall indicate that the employee has received a copy
of the form but shall not indicate that the employee agrees with the
discipline. If an employee refuses to sign, the document shall be
notated to reflect the refusal. The employee shall receive a copy of the
documented disciplinary action.
4. If a complaint is brought and the employee is adjudicated as being
unfounded, then the complaint and the charge shall be plainly and
clearly marked as unfounded in all the personnel folders of the subject
employee.
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ARTICLE 28
PROCEDURAL RIGHTS
1. Any employee under investigation and subject to interrogation by the
Village or an outside agency subject to the direction and control of the
VILLAGE which may result in disciplinary action, demotion, dismissal
and/or criminal charges being filed; then, under such circumstances,
the interrogation shall be conducted as follows:
a. Interrogations will normally be conducted during the employee's
scheduled duty time, unless immediate action is imperative.
b. Interrogation will be conducted at Fire Rescue Department
headquarters.
c. The employee under investigation shall be informed of the rank,
name, and command of the officer in charge of the investigation,
the interrogating officer, and all persons present during the
interrogation. All questions directed to the employee under the
interrogation shall be asked by and through one (1) interrogator
at any one (1) time.
d. The employee under investigation shall be informed of the
nature of the investigation prior to any interrogation and shall be
informed of the names of all complainants.
e. Interrogation sessions shall be for reasonable periods and shall
be timed to allow for such personal necessities and rest periods
as are reasonably necessary.
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f. The employee under interrogation shall not be subject to
offensive language or threatened with transfer, dismissal, or
disciplinary action. No promise or reward shall be made as an
inducement to answering any questions.
g. The formal interrogation of the employee, including all recess
periods, shall be recorded and there shall be no unrecorded
questions or statement.
h. If the employee under interrogation is under arrest or is likely to
be placed under arrest as a result of the interrogations, the
employee shall be completely informed of all of their rights prior
to the commencement of the interrogation.
i. At the request of any employee under investigation, the
employee shall have the right to be represented by counsel or
any other representative of their choice who shall be present at
all times during such interrogation wherever the interrogation
relates to the employee's continued fitness for service.
j. Representation on complaint review boards: A Complaint review
board shall be composed of three (3) members: one (1) member
selected by the Fire Chief; one (1) member selected by the
aggrieved employee; and the third (3rd) member selected by the
other two (2) members. The board members shall be employees
selected from any state, county, or municipal agency within the
county.
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k. Civil suits brought by employees: Every employee shall have the
right to bring civil suit against any person, group of persons,
organization or corporation or the heads of such organizations
or corporations for damages, either pecuniary or otherwise,
suffered during the performance of the employee's official duties
or for abridgement of the employee's civil rights arising out of the
employee's performance of official duties.
l. Notice of disciplinary action: No dismissal, demotion, transfer,
reassignment, or other personnel action which might result in the
loss of pay or benefits or which might otherwise be considered
a punitive measure shall be taken against any employee, unless
such reason or reasons therefore are communicated to the
employee in writing prior to the effective date of such action.
m. Retaliation for exercising rights: No employee shall be
discharged, disciplined, demoted, or denied promotion, transfer
or reassignment, or otherwise be discriminated against in regard
to their employment or be threatened with any such treatment
by reason of their exercise of the rights granted by this act.
n. A copy of the complaint, whether recorded in writing or by other
means, will be given to the employee at least two (2) hours prior
to interrogation unless waived by the Fire Chief or designee and
the employee. Written complaints must be signed by the party
or parties alleging a violation.
o. An employee under investigation cannot be compelled to submit
to a polygraph test or any other "truth measuring" device.
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ARTICLE 29
WAGES
1. Employee compensation adjustments will be based on an employee's
performance evaluation.
2. The pay ranges for bargaining unit positions as of the first payroll
period beginning on or after October 1, 2024, shall be as provided in
Addendum B to this Agreement. The pay ranges as of the first payroll
periods beginning on or after April 1, 2025, April 1, 2026, and April 1,
2027 are contained in Addendum B.
3. Effective with the first full payroll period beginning on or after October
1, 2024, each employee shall be slotted into the pay schedule
attached as Addendum B at the step identified for each employee in
Addendum A, which slots employees at the first step providing an
increase in the employee's current annual pay. Thereafter, each
employee shall advance one step in the pay schedule on April 1 of
each year until the employee reaches the top step for their
classification. Employees hired by the Village within a ninety (90) day
window prior to April 1 shall not receive their first step increase until
April 1 of the following year. No increases shall be given on October
1st after the first year of the contract.
4. Performance evaluations cannot be grieved as they represent the
exercise of managerial discretion. If an employee believes their
evaluation was the result of discriminatory or personal bias on the part
of their supervisor, the employee may request review by the Human
Resource Director. If evidence of bias is found, the Human Resource
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Director in consultation with the Village Manager may adjust the
evaluation score.
5. A step increase is contingent upon receipt of a "Satisfactory" or higher
performance evaluation. A bargaining unit member who receives a
performance evaluation rating of "Unacceptable" or "Development
Required/Needs Improvement" shall have a counseling session with
supervisory personnel and be provided with performance
improvement goals. A member shall not receive the step increase until
performance reaches a "Satisfactory" rating. The member will be re-
evaluated ninety (90) days following the counseling session. If a
performance rating of "Satisfactory" or better is received, the member
will then receive the step increase the member should have received
on the anniversary of their date of hire or date of promotion, effective
the date of the successful evaluation. If after 90 days the member still
has not received a performance rating of "Satisfactory" or better, the
member will have an additional counseling session with supervisory
personnel and will be provided with an additional set of performance
goals. The member will then again be evaluated ninety (90) days
following this additional counseling session. If the member then
receives a rating of "Satisfactory" or better, their personnel file will be
so noted but the member will not receive a step increase at that time.
If after this second 90 day period the member still has not received a
performance rating of "Satisfactory " or better, the member is subject
to a non-disciplinary non-appealable performance based termination
of employment.
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6. In the event the Village hires a Firefighter who is not certified as a
Paramedic, that employee shall be hired at the base rate of the pay
grade of a Firefighter/EMT until such time as the employee becomes
certified to act as a Paramedic by the State of Florida. Such
certification as a paramedic must be achieved within 4 years of the
employee’s date of hire or the employee shall be discharged.
7. All employees shall have their regular paychecks electronically
deposited biweekly into the employee's choice of banking, savings and
loan, or credit union institutions. Employees participating in the direct
deposit program will continue to receive from the VILLAGE electronic
pay stubs.
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ARTICLE 30
TRAINING
1. In keeping with the ever increasing requirements to maintain
certification and the skills necessary to perform Fire/Rescue functions,
it is agreed that any employee who attends training as required by the
Department or Village for Fire/Rescue functions will receive pay at a
rate of one and one half regular pay if the training time is above and
beyond the employee's normal work week. If the employee fails to
complete a full work week, pay for firefighter training will be received
at regular rate of pay. Fire Inspector re-certification training shall be
provided for by the Department.
2. The VILLAGE agrees to provide one week's advance notice for any
training scheduled for weekends.
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ARTICLE 31
PROBATIONARY EMPLOYEES
1. All new employees shall be designated as probationary employees for
one (1) year from the latter of their date of graduation the fire academy
their date of employment with the Village.
2. Promoted employees will serve a six (6) month probationary period. A
promoted employee who fails probation will be returned to their
previous position. EMT/Firefighters who become certified bythe state
of Florida as a Paramedic and who become released/protocoled by
the Medical Director to act as a Paramedic shall be promoted from the
rank of Firefighter/EMT to the rank of Firefighter/Paramedic and serve
a one (1) year probation in the rank of Firefighter/Paramedic.
3. Periods of absence of three (3) shifts or more during probation will
extend the probationary period by the amount of the absence or one
week, whichever is greater.
4. Upon the satisfactory completion of the probationary period the
employee shall attain regular status.
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ARTICLE 32
CONTRACT CONSTITUTES ENTIRE AGREEMENT OF THE PARTIES
1. The VILLAGE and the UNION acknowledge that during the
negotiations which resulted in this Agreement, each had the unlimited
right and opportunity to make demands and proposals with respect to
any subject matter not removed by law from the area of collective
bargaining, and that the understandings and agreements arrived at by
the parties after the exercise of that right and opportunity are set forth
and solely embodied in this Agreement. The VILLAGE and the UNION
agree that all negotiable items that should or could have been
discussed, were discussed; therefore, neither party shall be obligated
to negotiate or bargain collectively with respect to any subject or
matter, whether referred to herein or not, except as otherwise
specifically required in this Agreement, 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
Agreement.
2. Therefore, this Agreement contains the entire contract,
understandings, undertaking and agreement of the parties hereto and
finally determines and settles all matters of collective bargaining for
and during its term.
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ARTICLE 33
PROMOTIONS
1. Employees in the classification of Firefighter/EMT or Driver
Engineer/EMT who are or become certified by the state of Florida as
a Paramedic and who are or become released/protocoled by the
Medical Director to act as a Paramedic shall be slotted from the rank
of Firefighter/EMT to the rank of Firefighter/Paramedic or from Driver
Engineer/EMT to Driver Engineer/Paramedic at the same step.
2. Vacancies in the classifications of Captain, Lieutenant, and Driver
Engineer shall be filled in accordance with the promotional process
outlined herein. The promotional process will begin once a position
becomes vacant or is expected to be vacated. The promotional
announcement, as well as the job description and qualifications for the
vacant position, will be posted by the Fire Rescue Administration
Office. All qualified persons must submit their intent to be considered
for the promotion in writing to the chief's office within the time frame
outlined in the announcement.
3. Employees will be given notice, posted on the work location bulletin
board(s) and by e-mail, at least ninety (90) days in advance of a target
promotional examination date. The testing will commence no sooner
than ninety (90) days after and no later than one hundred twenty (120)
days after the notice. Source materials from which the examination will
be drawn shall be given in writing concurrent with the notice of the
promotional exam and shall be in print or otherwise obtainable at the
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candidates' expense. One copy of these materials shall be provided
for each shift at the Village’s expense.
4. No employee shall be permitted to apply for a promotional examination
after the announced closing date.
ELIGIBILITY CRITERIA
5. Employees who apply for the promotional process must have the
prerequisites as of the closing date for the written examination.
6. In order to be eligible to participate in the promotional process, a
candidate must not have had any disciplinary action against him or her
which resulted in a demotion or suspension from employment of
twenty four (24) hours or more within the twelve months preceding the
announced closing date.
7. In order to participate in a promotional process for the rank of Captain,
an employee must satisfy the following criteria as of the announced
closing date:
a. Five (5) or more complete years of service in this Department.
b. Successful completion of FFP 1301 Fire Hydraulics, FFP 1302
Fire Apparatus and Equipment, BFST/ATFC 703 Aerial
Apparatus Operator, and certification as Fire Officer I or
completion of all classes required to be certified as Fire Officer
I. The Fire Chief and the Union President may agree to modify
these requirements so long as any such modification is agreed
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to prior to the announcement of the promotional examination and
is clearly indicated in such announcement.
c. Current Paramedic certification.
d. Current and valid State of Florida issued Class E drivers license.
8. In order to participate in a promotional process for the rank of
Lieutenant, an employee must satisfy the following criteria as of the
announced closing date:
a. Three (3) or more complete years of service as a protocoled
medic in this Department.
b. Successful completion of FFP 1301 Fire Hydraulics, FFP 1302
Fire Apparatus and Equipment, BFST/ATFC 703 Aerial
Apparatus Operator, and certification as Fire Officer I or
completion of all classes required to be certified as Fire Officer
I. The Fire Chief and the Union President may agree to modify
these requirements so long as any such modification is agreed
to prior to the announcement of the promotional examination and
is clearly indicated in such announcement.
c. Current Paramedic certification.
d. Current and valid State of Florida issued Class E drivers license.
9. In order to participate in the promotional process for the rank of Driver
Engineer, an employee must satisfy the following criteria as of the
announced closing date:
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a. Three (3) or more complete years of service in this Department.
b. Successful completion of FFP 1301 Fire Hydraulics, FFP 1302
Fire Apparatus and Equipment, BFST/ATFC 703 Aerial
Apparatus Operator and FFP 2810 or FFP 2720 Company
Officer and Leadership. The Fire Chief and the Union President
may agree to modify these requirements so long as any s uch
modification is agreed to prior to the announcement of the
promotional examination and is clearly indicated in such
announcement.
c. Current Paramedic certification.
d. Current and valid State of Florida issued Class E drivers license.
10. The promotional processes for the ranks of Captain, Lieutenant and
Driver Engineer shall include a written examination and a practical
skills assessment. Candidates must pass the written examination with
a score of at least 70% in order to be eligible to participate in the
practical skills assessment. Candidates must pass the practical skills
assessment with a score of at least 70% in order to eligible for
promotion. Placement on the promotional eligibility list will be based
upon the weighted average of a candidate's score on the written
examination and the practical skills assessment. The written
examination shall constitute 50%, and the practical skills assessment
shall constitute 50%, of such weighted average. In the event of a tie in
the overall score of two of more candidates, the tied candidates shall
be ranked in order of their scores on the practical skills assessment
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portion of the promotional process. If a tie still exists, t he tie shall be
broken by seniority.
11. Upon promotion, an employee shall be slotted at the first step
providing at least a 5% increase per rank in their pre-promotion base
rate of pay. For example, if an employee is promoting up two ranks,
then the employee shall be slotted at the first step providing at least a
10% increase in their pre-promotion base rate of pay. Employees will
not be eligible for their next step increase until they have completed 6
months’ probation in their new position.
12. The content of the written examination shall be determined by job task
analysis and shall include questions from the source materials
identified in the posted announcement. The practical skills
assessment shall be the same for all examinees and consist of two (2)
component parts: operations and administrative functions. The
practical skills assessment shall be graded by three (3) examiners
appointed by the VILLAGE who are not employed by the VILLAGE.
13. Promotional lists shall remain in effect for three (3) years from the date
the promotional list is established or until there are no names
remaining on the promotional list, whichever occurs first. If, at the time
a promotional list is set to expire, there are no employees who are both
eligible to participate, and have indicated that they will participate, in a
promotional process (after being notified of their eligibility and asked
whether or not they would sit for an exam), the list shall be extended
one additional year. This process can then be repeated one additional
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time at the conclusion of that extension such that the possible lifespan
of a list is five (5) years.
14. Selection for promotion from the promotional list shall be made by the
Fire Chief utilizing a Rule of Three, i.e., the Fire Chief may select from
among the then current top three (3) candidates on the promotional
list. A candidate may refuse an assignment one (1) time without
jeopardizing their standing on the promotional list. A second refusal
will result in removal from the promotional list. Any candidate
bypassed for selection in favor of a lower ranking candidate on the
promotional list shall be counseled, at the request of the bypassed
candidate, as to the reason the candidate was not selected for
promotion.
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ARTICLE 34
DURATION
1. This Agreement shall be for a three (3) year term Commencing
October 1, 2024 and ending September 30, 2027. The parties will
commence negotiations for a successor agreement by June 1, 2027.
2. Employee compensation and movement in the step plan will be frozen
on September 30, 2024 (except increases resulting from assignment
or promotion). Subsequent salary increases and movement in the step
plan or other adjustments to base wages (except increases resulting
from assignment or promotion) will be as provided in a subsequent
collective bargaining agreement.
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APPROVAL/SIGNATURE PAGE
Pursuant to Florida Statute 447.309, the VILLAGE's Chief Executive Officer
and the UNION's Bargaining Agent hereby confirm that the foregoing
represents the Collective Bargaining Agreement for 2024-2027 reached by
the negotiators through collective bargaining.
This Agreement shall not be binding on the Village of North Palm Beach until
it has been ratified by the Village Council and by the employees who are
members of the bargaining unit.
THE VILLAGE OF NORTH PALM BEACH
Charles D. Huff, Village Manager
PROFESSIONAL FIREFIGHTERS / PARAMEDICS OF PALM BEACH
COUNTY, LOCAL 2928, IAFF, INC.
Angelo D’Ariano, Secretary-Treasurer
Anthony Giarrusso, District Vice President 12
Ratified by the Village Council of Village of North Palm Beach on the ___
day of ____________ 2024,
Ratified by employees in the bargaining unit on the ____day of________,
2024.
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September
12th
29th August
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Addendum A
NPB 12 STEP SLOTTING
Position Name New Step
Captain Anthony Giarrusso 12
Captain Jacob Stone 11
Captain Robert Hetzel 11
Driver Engineer/EMT William Picard 12
Driver Engineer/Paramedic Frank Winewski 12
Driver Engineer/Paramedic Ryan Moeller 12
Firefighter/Paramedic Amanda Apfel 12
Firefighter/Paramedic Steven Brandt 12
Firefighter/Paramedic Erik Jensen 12
Firefighter/Paramedic John Abdul 12
Firefighter/Paramedic Michael Hobbs 12
Firefighter/Paramedic Adam Mc Innes 12
Firefighter/Paramedic Kevin Maloney 5
Firefighter/Paramedic Daniel Busch 11
Firefighter/Paramedic Fred Vaccaro 9
Firefighter/Paramedic Stephen Talpesh 7
Firefighter/Paramedic Michael Jackson 5
Firefighter/Paramedic Frank Rossi 5
Firefighter/Paramedic Hannah Mccord 5
Firefighter/Paramedic Drew Valerioti 1
Firefighter/Paramedic Ryan Stanco 1
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Addendum B
Step Base Pay Step Base Pay Step Base Pay Step Base Pay Step Base Pay Step Base Pay
1 $56,827.66 1 $66,856.07 1 $68,025.38 1 $72,490.07 1 $79,014.17 1 $85,419.26
2 $59,384.91 2 $69,864.60 2 $71,086.53 2 $75,752.12 2 $82,569.81 2 $89,263.13
3 $62,057.23 3 $73,008.50 3 $74,285.42 3 $79,160.97 3 $86,285.45 3 $93,279.97
4 $64,849.80 4 $76,293.89 4 $77,628.26 4 $82,723.21 4 $90,168.30 4 $97,477.57
5 $79,727.11 5 $81,121.54 5 $86,445.75 5 $94,225.87 5 $101,864.06
6 $83,314.83 6 $84,772.00 6 $90,335.81 6 $98,466.04 6 $106,447.94
7 $87,064.00 7 $88,586.75 7 $94,400.93 7 $102,897.01 7 $111,238.10
8 $90,981.88 8 $92,573.15 8 $98,648.97 8 $107,527.37 8 $116,243.82
9 $95,076.06 9 $96,738.94 9 $103,088.17 9 $112,366.11 9 $121,474.79
10 $99,354.48 10 $101,092.19 10 $107,727.14 10 $117,422.58 10 $126,941.15
11 $103,825.44 11 $105,641.34 11 $112,574.86 11 $122,706.60 11 $132,653.51
12 $108,497.58 12 $110,395.20 12 $117,640.73 12 $128,228.39 12 $138,622.91
Step Base Pay Step Base Pay Step Base Pay Step Base Pay Step Base Pay Step Base Pay
1 $59,669.04 1 $70,198.88 1 $71,426.65 1 $76,114.57 1 $82,445.36 1 $89,690.23
2 $62,354.15 2 $73,357.83 2 $74,640.85 2 $79,539.73 2 $86,155.40 2 $93,726.29
3 $65,160.09 3 $76,658.93 3 $77,999.69 3 $83,119.01 3 $90,032.39 3 $97,943.97
4 $68,092.29 4 $80,108.58 4 $81,509.68 4 $86,859.37 4 $94,083.85 4 $102,351.45
5 $83,713.47 5 $85,177.61 5 $90,768.04 5 $98,317.63 5 $106,957.26
6 $87,480.57 6 $89,010.61 6 $94,852.60 6 $102,741.92 6 $111,770.34
7 $91,417.20 7 $93,016.08 7 $99,120.97 7 $107,365.30 7 $116,800.01
8 $95,530.97 8 $97,201.81 8 $103,581.41 8 $112,196.74 8 $122,056.01
9 $99,829.86 9 $101,575.89 9 $108,242.58 9 $117,245.60 9 $127,548.53
10 $104,322.21 10 $106,146.80 10 $113,113.49 10 $122,521.65 10 $133,288.21
11 $109,016.71 11 $110,923.41 11 $118,203.60 11 $128,035.12 11 $139,286.18
12 $113,922.46 12 $115,914.96 12 $123,522.76 12 $133,796.70 12 $145,554.06
Step Base Pay Step Base Pay Step Base Pay Step Base Pay Step Base Pay Step Base Pay
1 $62,652.50 1 $73,708.82 1 $74,997.99 1 $79,920.30 1 $86,567.63 1 $94,174.74
2 $65,471.86 2 $77,025.72 2 $78,372.90 2 $83,516.71 2 $90,463.17 2 $98,412.60
3 $68,418.09 3 $80,491.87 3 $81,899.68 3 $87,274.97 3 $94,534.01 3 $102,841.17
4 $71,496.91 4 $84,114.01 4 $85,585.16 4 $91,202.34 4 $98,788.04 4 $107,469.02
5 $87,899.14 5 $89,436.49 5 $95,306.44 5 $103,233.51 5 $112,305.13
6 $91,854.60 6 $93,461.14 6 $99,595.23 6 $107,879.01 6 $117,358.86
7 $95,988.06 7 $97,666.89 7 $104,077.02 7 $112,733.57 7 $122,640.01
8 $100,307.52 8 $102,061.90 8 $108,760.49 8 $117,806.58 8 $128,158.81
9 $104,821.36 9 $106,654.68 9 $113,654.71 9 $123,107.88 9 $133,925.95
10 $109,538.32 10 $111,454.14 10 $118,769.17 10 $128,647.73 10 $139,952.62
11 $114,467.54 11 $116,469.58 11 $124,113.78 11 $134,436.88 11 $146,250.49
12 $119,618.58 12 $121,710.71 12 $129,698.90 12 $140,486.54 12 $152,831.76
Step Base Pay Step Base Pay Step Base Pay Step Base Pay Step Base Pay Step Base Pay
1 $65,785.12 1 $77,394.26 1 $78,747.89 1 $83,916.31 1 $90,896.01 1 $98,883.48
2 $68,745.45 2 $80,877.00 2 $82,291.54 2 $87,692.55 2 $94,986.33 2 $103,333.23
3 $71,839.00 3 $84,516.47 3 $85,994.66 3 $91,638.71 3 $99,260.71 3 $107,983.23
4 $75,071.75 4 $88,319.71 4 $89,864.42 4 $95,762.46 4 $103,727.45 4 $112,842.47
5 $92,294.10 5 $93,908.32 5 $100,071.77 5 $108,395.18 5 $117,920.38
6 $96,447.33 6 $98,134.19 6 $104,575.00 6 $113,272.97 6 $123,226.80
7 $100,787.46 7 $102,550.23 7 $109,280.87 7 $118,370.25 7 $128,772.01
8 $105,322.90 8 $107,164.99 8 $114,198.51 8 $123,696.91 8 $134,566.75
9 $110,062.43 9 $111,987.42 9 $119,337.44 9 $129,263.27 9 $140,622.25
10 $115,015.24 10 $117,026.85 10 $124,707.63 10 $135,080.12 10 $146,950.25
11 $120,190.92 11 $122,293.06 11 $130,319.47 11 $141,158.72 11 $153,563.01
12 $125,599.51 12 $127,796.25 12 $136,183.85 12 $147,510.87 12 $160,473.35
Firefighter/EMT
April 1, 2027
Firefighter/EMT
Firefighter/EMT
Firefighter/EMT
October 1, 2024
April 1, 2025
April 1, 2026
Firefighter/
Paramedic
Driver
Engineer/EMT
Driver
Engineer/Paramedic Lieutenant Captain
CaptainLieutenantFirefighter/
Paramedic
Driver
Engineer/EMT
Driver
Engineer/Paramedic
Firefighter/
Paramedic
Driver
Engineer/EMT
Driver
Engineer/Paramedic Captain
Lieutenant
Lieutenant
Firefighter/
Paramedic
Driver
Engineer/EMT
Driver
Engineer/Paramedic Captain
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