HomeMy WebLinkAboutCC Resolution 10915 (Firefighters' Assoc. MOU)RESOLUTION NO. 10915
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL AMENDING
RESOLUTION NO 10462 PERTAINING TO THE COMPENSATION AND WORKING
CONDITIONS FOR FIRE DEPARTMENT PERSONNEL.
(1 year agreement from July 1, 2001 through June 30, 2002).
WHEREAS, the City of San Rafael and the San Rafael Firefighters' Association, have met
and conferred with regard to wages, hours and working conditions in accordance with the
provisions of the Meyers-Milias-Brown Act; and
WHEREAS, a Memorandum of Understanding dated July 1, 2001, and consisting of 42
pages and Exhibits has been executed by duly authorized representatives for both parties;
follows:
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of San Rafael as
Section 1: From and after the date of adoption of this Resolution, the City of San
Rafael and the San Rafael Firefighters' Association, shall utilize the Memorandum of
Understanding dated July 1, 2001, as the official document of reference respecting
compensation and working conditions for Fire Department personnel represented by the
Fire Association;
Section 2: The schedule describing classes of positions and salary ranges is attached
as Exhibit A to said Memorandum of Understanding, together with the Memorandum of
Understanding itself are hereby adopted and both shall be attached hereto and
incorporated in full.
I, JEANNE M. LEONCINI, Clerk of the City of San Rafael, hereby certify that the foregoing
resolution was duly and regularly introduced and adopted at a regular meeting of the Council of
said City on Monday, the 4th day of September, 2001 by the following vote, to wit:
AYES: COUNCILMEMBERS: Cohen, Hel 1 er, M! 11 er, Phi 11 i ps and Mayor Boro
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: None
JEA N�EONCINI, CITY CLERK
ORIGINAL
MEMORANDUM OF UNDERSTANDING
between
CITY OF SAN RAFAEL
and
SAN RAFAEL FIREFIGHTERS' ASSOCIATION, I.A.F.F.,
LOCAL 1775
July 1, 2001 - June 30, 2002
Table of Contents
CHAPTER 1.0.GENERAL PROVISIONS 1
1.1. Recognition
1
1.1.1. Association Recognition
1
1.1.2. City Recognition
2
1.2. Association Rights
2
1.2.1. Dues Deduction
2
1.2.2. Release Time
3
1.2.3. Association Access to Work Locations
3
1.2.4. Association Office Space
3
1.2.5. Conduct of Business
3
1.2.6. Association Meetings
4
1.2.7. Association Orientation of New Employees
4
1.3. Non -Discrimination
4
1.4. Management Rights
5
1.5. Advance Notice of Change
6
CHAPTER 2.0.COMPENSATION
6
2.1. Total Compensation
6
2.1.2. Fiscal Year 01/02 Increase:
7
2.2. Educational Incentive Program
8
2.2.1 Thirty (30) College Units Fire Science
8
2.2.2. AA Degree Fire Science
8
2.2.3. EMT 1
8
2.2.4. E.M.D.
9
2.2.5. E.M.D. Program Recruitment
9
2.2.6. Other Job Related Courses
9
2.3. Out of Class Compensation
9
2.3.1. Fire Engineers
9
2.3.2. Fire Fighters
9
2.3.3. Fire Captain
10
2.3.4. Truck Company Apparatus Operation
10
2.4. Specialty Compensation
10
2.4.1. Paramedic Certification
10
2.4.2. Paramedic Liaison
11
2.4.3. EMT 1 Ambulance Drivers
11
2.4.4. Third Paramedic Unit
12
2.5. Other Compensation
12
2.5.1. Uniform Allowance
12
2.5.2. Call -Back
12
CHAPTER 3.0.PROBATIONARY PERIOD 12
3.1. Purpose of Probation 12
3.2. Periodic Probationary Evaluations
12
3.3. Length of Probationary Period
13
3.4. Rejection During Probation
13
3.5. Extension of Probationary Period
13
3.6. Notification of Extension of Rejection
13
3.7. Regular Status
13
3.8. Promotion of Probationary Employee
13
3.9. Unsuccessful Passage of Promotional Probation
13
CHAPTER 4.0.SELECTION
14
4.1. Promotional Recruitments
14
4.2. Fire Captain Qualifications
14
4.2.1. Option 1
14
4.2.2. Option 2
14
4.2.3. Option 3
14
4.3. Rule of Three
15
4.4. Orientation
15
4.4.1. Captain's Orientation
15
4.4.2. Firefighters' Fire Prevention Orientation
15
4.5. Transfers
16
4.5.1. Type of Transfers
16
4.5.2. Minimum Qualifications and Probation
16
CHAPTER 5.0.HEA LTH AND WELFARE
16
5.1. Health, Life, Accident and Disability
16
5.2. Retiree's Health Insurance
17
5.3. Dental Plan
17
5.4. Joint Benefits Committee
18
5.5. Retirement Contribution
18
5.6. Vacation
18
5.6.1. Policy Statement
18
5.6.2. Vacation Conversion
18
5.6.3. Vacation Relief
18
5.6.4. Rate of Accrual
19
5.6.5 Vacation Accrual Cap
20
5.7. Sick Leave
22
5.7.1. Accrual
22
5.7.2. Sick Leave Usage
22
5.7.3. Sick Leave Incentive
23
5.7.4. Sick Leave Payoff
23
5.7.5. Sick Leave Service Credit Option
23
5.8. Leave Conversion to Hour for Hour
23
5.8.1. Accrued Balance Conversion
23
5.8.2. Sick and Vacation Leave Usage
23
5.8.3. Hourly Rate for Leave Payoff
24
5.9. Holidays
24
5.9.1. Days Observed
24
5.9.2. Holiday Pay
24
5.9.3. Holiday Routine
25
5.10. Other Leaves
25
5.10.1. Family Medical Leave/California Family Rights Act
25
5.10.2. Military Leave
25
5.10.3. Workers Compensation Leave
25
5.10.4. Jury Duty
25
5.10.5. Court Appearance
25
CHAPTER 6.0.HOURS
26
6.1. Hours of Work
26
6.2. Work Schedule
26
6.3. FLSA Overtime
26
6.4. Overtime
26
CHAPTER 7.0.TERMS & CONDITIONS OFEMPLOYMENT
27
7.1. Staffing Levels
27
7.2. Grooming Standards
27
7.2.1. Hair
27
7.2.2. Facial hair
27
7.2.3. Jewelry
28
7.3. Career Development Program
28
7.3.1. Engineer Certification Policy
28
7.3.2. Responsibility for Implementation
28
7.3.3. Program Guidelines
28
7.3.4. Order of Completion
28
7.3.5. Fire Prevention Certification Policy
28
7.4. Station Transfers
28
7.5. No Smoking
29
7.6. Residency
29
7.7. EMT -D Certification
29
7.8. Demotion
29
7.9. Termination of Employment
30
7.9.1. Resignation
30
7.9.2. Termination/Demotion - Lack of Work or Funds
30
7.9.3. Termination - Disciplinary Reasons
30
7.9.4. Termination - Probation
30
7.9.5. Retirement
30
7.10. Shift Trade Policy
30
CHAPTER 8.0.DISCIPLINARYACTION
31
8.1. Authority
31
8.2. Definition
31
8.3. Causes of Disciplinary Action
31
8.4. Appeals
32
8.5. City Manager and Arbitration
32
CHAPTER 9.0. GRIEVANCE PROCEDURE
33
9.1. Definition
33
9.2. Initial Discussions
33
9.3. Referral to City Manager
33
9.4. City Manager and Arbitration
33
CHAPTER 10.0.REDUCTION IN FORCE
34
10.1. Authority
34
10.2. Notice
34
10.3. Order of Layoff
34
10.4. Seniority
34
10.5. Bumping Rights
35
10.6. Transfer Rights
35
10.7. Re -Employment
35
10.7.1. General Guidelines
35
10.7.2. Right to Re-employment
35
10.7.3. Time Limits
35
10.7.4. Availability
35
10.7.5. Probationary Status
36
10.7.6. Restoration of Benefits
36
CHAPTER 11.O.MISCELLANEOUS
36
11.1. Management and Miscellaneous Positions
36
11.2. Use of Fire Apparatus for Shopping
36
11.3. Physical Fitness Program
36
11.4. Medical Standards
37
11.5. Personnel Rules and Regulations
37
11.6. Drug and Alcohol Policy
37
11.7. Light Duty Policy
38
11.8. Association Meetings with the Fire Chief
38
11.9. Safety Committee
38
11.9.1. Fire Department Committee
38
11.9.2. City -Wide Committee
39
11.10. Outside Employment
39
CHAPTER 12.0.MEMORANDUM OF UNDERSTANDING LANGUAGE
39
12.1. Inspection of Memorandum of Understanding
39
12.2. Existing Laws, Regulations and Policies
39
12.3. Strikes and Lockouts
39
12.4. Full Understanding, Modification, Waiver
39
12.4.1. Joint Representation
39
12.4.2. Modification/Waiver
39
12.4.3. Effective Dates
40
12.5. Severability
40
Memorandum of Understanding
between
City of San Rafael
and
San Rafael Firefighters' Association, I.A.F.F., Local 1775
The San Rafael Firefighters' Association, I.A.F.F., Local 1775, and
representatives of the City of San Rafael have met and conferred in good faith
regarding wages, hours and other terms and conditions of employment of
employees in the representation unit specified in Section 1, have exchanged
freely information, opinions and proposals and have reached agreement on all
matters relating to the employment conditions and the employer/employee
relations of such employees.
This Memorandum of Understanding is entered into pursuant to the Meyers-
Milias-Brown Act (Government Code Sections 3500, et seq.) and has been jointly
prepared by the parties.
This Memorandum of Understanding shall be presented to the San Rafael City
Council as the joint recommendations of the undersigned for salary and employee
benefit adjustments for the period commencing July 1, 2001 and ending June 30,
2002. When ratified by the City Council, this Memorandum of Understanding shall
be binding upon the San Rafael Firefighters' Association, I.A.F.F., Local 1775, the
employees it represents, and the City of San Rafael.
As used throughout this Memorandum of Understanding, the pronoun
designations "he" or "his" is intended to be applicable to both the male and female
gender.
CHAPTER 1.0. GENERAL PROVISIONS
1.1. Recognition
1.1.1. Association Recognition
The San Rafael Firefighters' Association, I.A.F.F., Local 1775, hereinafter referred
to as the "Association" is the recognized employee organization, as defined by
Government Code Section 3501, (b), for all employees in classifications
represented by the Association, said classifications being set forth in Exhibit A.
Page 1
1.1.2. City Recognition
The Municipal Employee Relations Officer of the City of San Rafael or any person
or organization duly authorized by the Municipal Relations Officer, is the
representative of the City of San Rafael, hereinafter referred to as the "City" in
employer-employee relations, as provided in Resolution No. 4027 adopted by the
City Council on April 5, 1971.
1.2. Association Rights
1.2.1. Dues Deduction
Payroll deduction for membership dues shall be granted by the City to the
Association.
The following procedures shall be observed in the withholding of employee
earnings:
A. Payroll deductions shall be for a specified amount in uniform as between
employee members of the Association and shall not include fines, fees
and/or assessments. Dues deductions shall be made only upon the
employees' written authorization.
B. Authorization, cancellation or modifications of payroll deduction shall be
made upon forms provided or approved by the City Manager or his/her
designee. The voluntary payroll deduction authorization shall remain in
effect until employment with the City is terminated or until canceled or
modified by the employee by written notice to the City Manager or his/her
designee. Employees may authorize dues deductions only for the
organization certified as the recognized employee organization of the
classification to which such employees are assigned.
C. Amounts deducted and withheld by the City shall be transmitted to the
officer designated in writing by the Association as the person authorized to
receive such funds, at the address specified.
D. The employees earnings must be sufficient, after all other required
deductions are made, to cover the amount of the deductions herein
authorized. When an employee is in a non -pay status for an entire pay
period, no withholdings will be made to cover that pay period from future
earnings, nor will the employee deposit the amount with the City which
would have been withheld if the employee had been in a pay status during
that period.
Page 2
In the case of an employee who is in a non -pay status during a part of the
pay period and the salary is not sufficient to cover the full withholding, no
deductions shall be made. In this connection, all other required deductions
have priority over the employee organization deduction.
E. The Association shall file with the City an indemnity statement wherein the
Association shall indemnify, defend, and hold the City harmless against any
claim made and against any suit initiated against the City on account of
check -off of Association dues, assessments and other payments to the
Association. In addition, the Association shall refund to the City any
amounts paid to it in error upon presentation of supporting evidence.
1.2.2. Release Time
The City shall allow a reasonable number of Association representatives who are
official representatives of the Association be given time off without loss of
compensation or other benefits when formally meeting and conferring with
representatives of this City on matters within the scope of representation. One
hundred (100) hours per calendar year shall be provided for union release time,
apart from MMB activity, with ten days advance notice and approval of the Fire
Chief. Once approved, hours will be deducted from this total on an hour for hour
basis per representative. Except by mutual agreement, the number of
Association representatives excused for such purposes shall not exceed three (3)
at any one time, per the approval process outlined above.
1.2.3. Association Access to Work Locations
Reasonable access to employee work locations shall be granted to officers of the
Association and officially designated representatives of the Association for the
purpose of processing grievances or contacting members of the Association
concerning business within the scope of representation which are to be discussed
with City representatives. Access may be restricted so as not to interfere with the
normal operations of Department or with established safety or security
requirements.
1.2.4. Association Office Space
The Association shall be allowed office space on City property at a mutually
agreed upon location, with telephone service maintained at the expense of the
Association.
1.2.5. Conduct of Business
Consultations between the City and the Association, for discussion of grievances
and for negotiations between the City and Association representatives normally
Page 3
will be conducted during regular working hours. Association representatives who
are on duty will be allowed to participate in such meetings.
Association officers are authorized reasonable time during on duty hours to
process employee complaints or grievances, and to conduct negotiations with
management at the local level.
1.2.6. Association Meetings
The Association shall be able to use Fire Department facilities for meetings
provided space and time are available. All meetings using Fire Department
facilities must have prior approval of the Fire Chief or his/her designee.
Employees and companies normally covering the first in district where any such
meeting is being held, will be allowed to attend, provided they remain ready and
available to perform their duties. Association officers and employees who have
business to present at the meeting, but are assigned to other stations will be
allowed to attend meetings. Arrangements for this purpose will be the same as
routine department cover -ins, provided that the Association and Duty Chief both
determine the resulting coverage meets acceptable emergency response safety
standards.
1.2.7. Association Orientation of New Employees
Whenever the City hires an employee within any classification covered by this
Memorandum of Understanding and represented by the Association, the City will
inform the employee, as soon as possible, of the terms and provisions of this
Memorandum of Understanding and will provide said employee with a copy of the
current Memorandum of Understanding. The City shall make available two hours,
at a mutually agreeable time, during the initial thirty (30) days of employment for
new employee orientation by the Association.
1.3. Non -Discrimination
There shall be no discrimination based on race, creed, color, national origin or sex
against any employee or applicant for employment by the Association or by the
City; and to the extent prohibited by applicable State and Federal law, there shall
be no discrimination because of age. There shall be no discrimination against any
disabled person solely because of such disability unless that disability prevents
the person from meeting the minimum standards established. The City and the
Association will not interfere with the rights of employees to join or refrain from
joining the Association nor will they discriminate against any employee for
legitimate Association activities.
Page 4
1.4. Management Rights
The City reserves, retains, and is vested with, solely and exclusively, all rights of
management which have not been expressly abridged by specific provision of this
Memorandum of Understanding or by law to manage the City, as such rights
existed prior to the execution of this Memorandum of Understanding. The sole
and exclusive rights of management, as they are not abridged by this Agreement
or by law, shall include, but not be limited to, the following rights:
1. To manage the City generally and to determine the issues of policy.
2. To determine the existence of facts which are the basis of the management
decision.
3. To determine the necessity of any organization or any service or activity
conducted by the City and expand or diminish services.
4. To determine the nature, manner, means, technology and extent of services to
be provided to the public.
5. Methods of financing.
6. Types of equipment or technology to be used.
7. To determine and/or change the facilities, methods, technology, means and
size of the work force by which the City operations are to be conducted.
8. To determine and change the number of locations, re -locations and types of
operations, processes and materials to be used in carrying out all City
functions including, but not limited to, the right to contract for or subcontract
any work or operation of the City.
9. To assign work to and schedule employees in accordance with requirements
as determined by the City, and to establish and change work schedules and
assignments.
10. To relieve employees from duties for lack of work or similar non -disciplinary
reasons.
11. To establish and modify organizational productivity and performance programs
and standards.
12.To discharge, suspend, demote or otherwise discipline employees for proper
cause in accordance with the provisions and procedures set forth in City
Personnel Rules and Regulations and this Memorandum of Understanding.
13. To determine job classifications and to reclassify employees.
14.To hire, transfer, promote and demote employees for non -disciplinary reasons
in accordance with this Memorandum of Understanding and the City's Rules
and Regulations.
15.To determine policies, procedure and standards for selection, training and
promotion of employees.
16.To establish employee performance standards including but not limited to,
quality and quantity standards; and to require compliance therewith.
17.To maintain order and efficiency in its facilities and operations.
Page 5
18.To establish and promulgate and/or modify rules and regulations to maintain
order and safety in the City which are not in contravention with this Agreement.
19. To take any and all necessary action to carry out the mission of the City in
emergencies.
The City and Association agree and understand that if, in the exercise of any of
the rights set forth above, the effect of said exercise of rights by the City impacts
an area within the scope of representation as set forth in the Meyers/Milias/Brown
Act, case law interpreting said acts, and/or Federal law, the City shall have the
duty to meet and confer with the Association regarding the impact of its
decision/exercise of rights.
1.5. Advance Notice of Change
Except in cases of emergency, reasonable advance written notice shall be given
the Association of any ordinance, rule, resolution or regulation directly relating to
matters within the scope of representation proposed to be adopted by the City
Council, and any Board or Commission, or any Department and the Association
shall be given the opportunity to meet and confer with the City and
Representatives prior to adoption. In cases of emergency, when the City Council
determines that an ordinance, rule, resolution or regulation must be adopted
immediately without prior notice or meeting with the Association, the City shall
provide such notice and opportunity to meet and confer at the earliest practical
time following the adoption of such ordinance, rule, resolution or regulation. A
copy of any such ordinance, rule, resolution or regulation shall be provided to the
association together with the notice required by this Section, whenever possible.
CHAPTER 2.0. COMPENSATION
2.1. Total Compensation
2.1.1. Goal: It is the goal of the City Council to continue to provide for all
employees in the bargaining unit represented by the San Rafael Firefighters'
Association total compensation in an amount equal to the following:
One dollar ($1.00) above the average of the total compensation paid to
the same or similar classifications in the following ten (10) agencies:
Fairfield, Vallejo, Hayward, Alameda County, South San Francisco, City
of Alameda, Napa, Novato Fire District, Santa Rosa, and Sausalito.
AND
2. The highest total compensation paid to the same or similar
classifications in agencies in Marin County.
Page 6
To measure progress towards the above -stated goal, the City and the Association
will jointly survey the position of top -step Firefighter and Fire Dispatcher. In future
years, the City reserves the right to survey other classifications in addition to
Firefighter and Fire Dispatcher.
To measure whether the goal has been reached, a survey of total compensation
for top step benchmark positions will be conducted annually during the month of
July, including all increases in place or to be effective no later than September 1
of that same year, of each year of this contract (2001) for the purpose of applying
the excess General Tax Revenues, if any, described below.
If such General Tax Revenues are to be applied to a salary increase, there will be
a prospective wage increase for all classifications, beginning September 1 of that
same year.
In no event will salary or compensation increases available through the revenue
sharing provisions of this contract and provided for bargaining unit employees
cause the benchmark positions to exceed the stated goal. All related
classifications shall receive the same increases as those received by their
assigned benchmark position.
General Tax Revenues shall be defined for this Chapter of the Memorandum of
Understanding to include the following taxes: Sales tax, Property tax (Secured,
Unsecured and Unitary), Motor Vehicle License Fees, Property Transfer tax, Hotel
Occupancy tax, Business License Tax and Franchise fees. No other revenue
sources of the City will be included in this definition.
2.1.2. Fiscal Year 01102 Increase:
Effective July 1, 2001, bargaining unit employees shall receive an increase of
3.20% in base salary. Effective July 1, 2001 a 0.50% equity increase in the salary
range for Fire Dispatcher, with a review of an additional equity increase if shown
to be warranted from annual total compensation survey of existing employers.
Any additional equity increase would be funded from allocated revenue sharing
dollars and made effective the first of the month following agreement on the
survey data. See Exhibit "A". If, after the above described increase, the total
compensation of the top step benchmark positions have not reached the stated
goal, then bargaining unit employees in these and related job classes shall be
entitled to the following possible salary increase:
a. If General Tax Revenues of the City for fiscal year 2000-2001 exceed
General Tax Revenues of the City for fiscal year 1999-00 as adjusted by
Page 7
75% of the total compensation increase provided for fiscal year 2000-2001,
then such members of the bargaining unit shall be entitled to apply 25.5%
of one-half (1/2) of the excess of fiscal year 2000-01 General Tax
Revenues over fiscal year 1999-00 General Tax Revenues adjusted for
75% of the total compensation increases provided to members in 2000-01,
for a salary increase.
b. Such application of the excess General Tax Revenues, as described
above, for a salary increase shall be based on the surveying of total
compensation for the benchmark positions. All related bargaining unit
classifications will receive the same percentage increase as received by
their assigned benchmark positions, but if the increase would cause the
benchmark position total compensation to exceed the stated goal, then only
that percentage needed to reach the goal for the benchmark position will be
applied to all related classifications.
2.2. Educational Incentive Program
To increase the educational level of the employees in the Fire Department, and to
assist in the recruitment of public safety members into the fire service, the City
shall pay an educational incentive in accordance with the following:
2.2.1 Thirty (30) College Units Fire Science
Employees who have completed their first year of full-time service with the San
Rafael Fire Department and have successfully completed 30 accredited college
units of Fire Science shall receive additional compensation amounting to 2.5% of
their basic monthly salary.
2.2.2. AA Degree Fire Science
Employees who have completed their first year of full-time service with the San
Rafael Fire Department and who possess an A.A. degree in Fire Science shall
receive additional compensation amounting to 5% of their basic monthly salary.
2.2.3. EMT I
Employees who have completed their first year of full-time service with the San
Rafael Fire Department and who have successfully completed and who maintain
an EMT I certification, accredited by the State of California or State Fire Marshal's
Office, shall receive an additional compensation amounting to 2.5% of their basic
monthly salary. EMT I re -certification training shall be conducted on duty at times
determined by the Fire Chief.
If an employee fails to maintain a valid EMT - 1, said employee shall lose their 2
.5% incentive pay. All non -paramedic line employees hired on or after March 7,
Page 8
1994 shall be required to possess and maintain a valid EMT - 1 certificate as a
condition of employment.
2.2.4. E.M.D.
Employees who have completed probation in the Fire Dispatcher classification
and who have successfully completed and who maintain a Marin County approved
E.M.D. certification shall receive an additional compensation amount to 2.5% of
their basic monthly salary. This is provided in lieu of "2.2.3." but will not preclude
the employee from receiving "2.2.3." if he/she has not yet successfully completed
a Marin County approved E.M.D. certification. The City agrees to provide time to
meet all E.M.D. requirements. It is agreed that an employee shall not receive
more than one (1) emergency medical incentive of 2.5%.
2.2.5. E.M.D. Program Recruitment
Both parties agree that individuals hired as Fire Dispatchers must successfully
complete an Emergency Medical Dispatch program certified by Marin County
within two (2) years of employment.
2.2.6. Other Job Related Courses
It is agreed that college course work other than those specified in "2.2.1." and
"2.2.2." completed by non -safety members of the department may be deemed to
be job-related by the Fire Chief to qualify for the 2.5% or 5.0% educational
incentives. This is provided in lieu of "2.2.1." or "2.2.2." but will not preclude an
employee from receiving "2.2.1." or "2.2.2." It is agreed that an employee shall
receive not more than one (1) educational incentive. Educational incentive for
non -safety members of the department shall not exceed 5.0% exclusive of EMT or
EMD incentives.
2.3. Out of Class Compensation
When safety employees work out of their normal classification, they will be
compensated and governed by the following rules:
2.3.1. Fire Engineers
All Engineers will perform in Acting Captain status as needed, and will be paid out -
of -class compensation at the same step as their regular position, i.e., Step A -
Engineer is paid at Step A - Captain. Engineers will be paid the out -of -class
compensation for each full shift completed in the out -of -class position.
2.3.2. Fire Fighters
All firefighters with four (4) years or more of line service (line service is defined as
active participation as a member of an Engine and/or Truck Company working a
standard 24 hour work schedule with the City of San Rafael Fire Department) who
Page 9
meet the eligibility requirements to take the Captain's promotional examination
and with the recommendation of two Fire Captains may attend the Captain's
Certification Program consisting of up to 30 hours in-service training. This training
may be conducted on duty and attendance is a prerequisite for working out of
class as a Captain. Completion of State Board of Fire Services Fire Officers
Certification will be considered equal to San Rafael Fire Department Captain's
certification for initial certification. Re -certification will be required three (3) years
from the date of the last certification and will consist of a refresher course of up to
six (6) hours. Certification may be extended if the refresher course is unavailable.
Officer Certification training will be conducted at a time designated by the Fire
Chief, and Engineers who wish to attend may do so. When working out of class
as Engineers or Captains, Firefighters will be paid the appropriate out -of -class
compensation for each full shift completed in the out -of -class position. They will
be paid at the same step as their regular position, i.e., Step A - Firefighter is paid
at Step A, - Engineer or Step A - Captain.
2.3.3. Fire Captain
All Fire Captains while working out -of -class as Platoon Commanders will receive
$100.00 per shift premium pay over and above their base monthly salary for each
full shift completed in the out -of -class position.
2.3.4. Truck Company Apparatus Operation
Effective January 1, 2000, Apparatus Operation of the truck company shall be the
responsibility of a Fire Engineer, promoted from an eligibility list. The position
shall be filled by an Engineer and, if it becomes necessary to fill the position with a
Firefighter, that person shall be paid out of class compensation while serving in
the position of Truck Apparatus Operator.
2.4. Specialty Compensation
2.4.1. Paramedic Certification
1. The Firefighter/Paramedic classification was abolished on 07/01/88.
Department members who are Certified Paramedics and who are assigned
to paramedic duty shall receive the following incentives:
i) A paramedic incentive equal to 9.5% of top firefighter salary
over and above their regular monthly salary.
ii) An incentive equal to 2.5% of their regular monthly salary for
A.C.L.S. in lieu of the E.M.T. incentive. (Applicable only to
those employees who have completed their first year of full-
time service and assigned to Paramedic duty).
Page 10
2. Fire Department Paramedic staffing level shall be determined by the Fire
Chief. Staffing of the Paramedic Unit by Paramedics holding the rank of
Engineer or Captain shall be determined by the Fire Chief or his designee.
3. Department employees desiring to voluntarily enter Paramedic training on
their own time and who have notified the Fire Chief, in writing, of their
intentions, upon successful completion and certification will be eligible for a
"Paramedic" position in the department if an opening is available. If a
vacancy should occur in the positions allocated for Paramedic duty, and a
department employee is in training, the position will be held vacant for up to
a maximum of six months. The six-month period will allow for up to three
months to complete the training and an additional three months to complete
the required field internship. These time frames may be extended by the
Fire Chief (see Department Policy 1-V-18).
4. In the event that a Firefighter assigned to Paramedic duty wishes to
discontinue his/her Paramedic assignment, both parties agree that he/she
may be reassigned out of the Paramedic Program with a 90 day written
notice of intent to the Fire Chief providing that current Paramedic staffing
levels do not fall below 21. In the event that several paramedic firefighters
intend to decertify from the program, selection to do so will be based on
employee seniority by hiring date. At such time that any one Paramedic
opts out when there is not a corresponding Firefighter vacancy the
department will, at its discretion, operate the same number of ambulances
by teaming a Paramedic with an EMT certified Firefighter, until full
complement staffing returns.
2.4.2. Paramedic Liaison
The Paramedic liaison and Assistant Paramedic liaison will be selected by those
individuals assigned Paramedic duty and will serve for a minimum of one (1) year
and a maximum of two (2) years. The individual selected as the Paramedic
Liaison will receive $200.00 per month premium pay over and the Assistant
Paramedic liaison will receive $100 per month premium pay over and above
his/her base monthly salary while serving in this capacity.
2.4.3. EMT 1 Ambulance Drivers
EMT -1 drivers shall receive a ten dollar ($10.00) bonus for each shift, full or
partial, that they are assigned to drive either ambulance. Regular assignment to
the paramedic unit as an EMT -1 shall be voluntary. Non -voluntary assignment to
the paramedic unit as an EMT -1 shall be made to cover absence of members
Page 11
regularly assigned to the unit. Association members cannot refuse assignment to
staff the paramedic ambulance.
2.4.4. Third Paramedic Unit
A third paramedic unit will be placed into service on July 1, 1996 using existing
personnel. Two of the paramedic units will be staffed with a minimum of one (1)
EMT -P and one (1) EMT. One unit will be staffed with two (2) EMT -P. Which unit
will operate with two (2) EMT -P will be decided by the Fire Chief in his discretion
and may vary on different platoons.
2.5. Other Compensation
2.5.1. Uniform Allowance
Uniform members of the Fire Department shall receive a uniform allowance in the
amount of $212.50 at the completion of each six months of service ending June
30 and December 31. A pro -ration at the rate of $35.42 per month may be given
for a portion of the first and last six months of service upon recommendation of the
Department Head and approval of the City Manager.
Effective January 1, 2000 the Fire Department will provide for a reimbursement
safety boot allowance program for safety employees. Between January 1 and
January 301h of each even number year safety employees may submit receipts to
receive up to a maximum of $160.00 reimbursement for the purchase of new
safety boots.
2.5.2. Call -Back
Employees covered by this Memorandum of Understanding shall be paid at a rate
of time and one-half of the affected employee's regular hourly rate. Whenever an
employee is asked to continue his/her work past the scheduled duty day or is
called back to unscheduled duty by the Department. In such cases, a minimum of
two hours call-back pay shall be paid.
CHAPTER 3.0. PROBATIONARY PERIOD
3.1. Purpose of Probation
The purpose of probation is to give the City an opportunity to evaluate an
employee's performance prior to the employee entering regular status.
3.2. Periodic Probationary Evaluations
After passing an examination and accepting appointment, each employee shall
serve a probationary period. During this probationary period the employee's
performance shall be evaluated at least twice, once during the fourth (4th) month
Page 12
and once during the eighth (8th) month. The results of these evaluations shall be
discussed with the employee.
3.3. Length of Probationary Period
The probationary period on original and promotional appointments shall be for
twelve (12) months.
3.4. Rejection During Probation
During the probationary period an employee may be rejected at any time by the
Fire Chief without the right of appeal, except as provided by law.
3.5. Extension of Probationary Period
The probationary period shall not be extended except in the case of extended
illness or injury or compelling personal situation during which time the employee
was unable to work. In such cases, the probationary period may be extended for
the length of time the ill or injured employee was unable to work.
3.6. Notification of Extension of Rejection
On determining that a probationary employee's work is not satisfactory, the Fire
Chief shall notify the Personnel Director in writing of his/her intention to extend the
employee's probationary period or reject the employee. After discussion with the
Personnel Director, the Fire Chief shall notify the employee in writing of his/her
extension or rejection.
3.7. Regular Status
For the purpose of this agreement, regular status shall mean; full time, non -
probationary status. Regular status shall commence with the day following the
expiration date of a probationary period.
3.8. Promotion of Probationary Employee
An employee serving a probationary period may be promoted to a position in a
higher classification. When an employee is promoted under such circumstances,
the probationary period of the lower classification shall be suspended. This
suspension, the new promotional probationary period and the promotional
appointment shall commence on the same date.
3.9. Unsuccessful Passage of Promotional Probation
An employee who does not successfully pass his/her promotional probationary
period shall be reinstated to the position in which the employee held regular status
prior to his/her promotion. If the employee was serving a probationary period at
the time of promotion, the suspension of the prior probationary period shall be
lifted, the employee shall be reinstated to probationary status in the prior
Page 13
classification and the remainder of that period shall be served. Provided,
however, that if the cause for not passing the promotional probationary period is
sufficient grounds for dismissal, the employee shall be subject to dismissal without
reinstated to the lower position.
CHAPTER 4.0. SELECTION
4.1. Promotional Recruitments
Recruitments in the Firefighter series to the rank of Fire Engineer and Fire Captain
shall be promotional. In the event that no qualified candidates are identified
through the examination process, the position(s) will remain vacant and another
promotional recruitment will begin in six (6) months. This will continue until a
qualified candidate is found.
4.2. Fire Captain Qualifications
4.2.1. Option 1
A. Four (4) years full time suppression experience in the Firefighter series.
B. Associate Degree in Fire Science or Fire Technology.
C. San Rafael Fire Department Engineer Certification or Engineer Rank.
- or -
4.2.2.
r -
4.2.2. Option 2
A. Five (5) years full time suppression experience in the Firefighter series.
B. Completion of the S.B.F.S. Fire Officer curriculum.
C. San Rafael Fire Department Engineer Certification or Engineer rank.
MOTAC
4.2.3. Option 3
A. Ten (10) years full time suppression experience in the Firefighter series.
B. San Rafael Fire Department Engineer Certification or Engineer rank.
C. San Rafael Fire Department Fire Prevention Certification or the
completion of Prevention 1A and 1B.
For the purpose of definition, in 4.2., Firefighter series shall mean the following job
classes: Firefighter, Fire Engineer and Fire Captain.
Page 14
4.3. Rule of Three
Appointments made off of departmental promotional lists or open lists for Fire
Department vacancies which have Fire Department employees on them require
filling of vacancies from within the top three names on a certified list as follows:
1 opening =
3 candidates
2 openings =
4 candidates
3 openings =
5 candidates and etc.
The Personnel Director may remove a name of an eligible employee from a list if
he/she has been rejected or passed over three times by the appointing authority.
Nothing herein shall require use of a Rule of Three for entry level selections,
which shall be subject to a Rule of the List.
4.4. Orientation
4.4.1. Captain's Orientation
Individual(s) having been selected from a Fire Captain's eligibility list for
promotion, but prior to Station assignment, shall be assigned an orientation period
of one (1) continuous month. During this orientation period the individual(s) shall
be temporarily assigned to a forty (40) hour work week. During this temporary
forty (40) hour per week assignment, the affected individual(s) shall receive their
full monthly Captain's salary. The purpose of this orientation period is to make
available an array of training opportunities that will provide insight into the various
aspects of the Captain's roles and responsibilities. The orientation period should
involve, but not be limited to, visitations to other Fire Departments and agencies,
discussions with Staff members regarding various aspects of the Fire
Department's operations, to include radio procedure, ICS system, mutual aid
procedures, location of stations of other departments, discussion with other City
officials, ride along with Police and a review of Police Department operations, plus
time allotted to County Communications or other agencies or departments that
interact with our Department, i.e., Finance, Personnel, etc.
4.4.2. Firefighters' Fire Prevention Orientation
Firefighters' who have completed their twelve (12) month initial probationary
period, and after receiving at least 60 calendar days notice, shall be temporarily
assigned to a forty (40) hour work week. During this temporary forty (40) hour per
week assignment, the affected individual(s) shall receive their full monthly salary.
This temporary assignment will be an orientation period with the Fire Prevention
Bureau and will have a maximum duration of one (1) continuous month. This
orientation shall occur during their second year of employment and shall be a one
Page 15
time assignment. If for any reason the orientation is not completed, the
Firefighters shall not be required to return to the Fire Prevention Bureau for a
second orientation. This assignment may not be possible if sufficient personnel
are not available.
During this orientation period, the Firefighters will be given training on the
Company Inspection Program. They will also experience field inspections and
other related Fire Prevention practices with bureau personnel.
4.5. Transfers
4.5.1. Type of Transfers
Transfers may be within the same department (intra -departmental) or between
departments (inter -departmental). The requirements for each are as follows:
A. Inter -departmental transfers. An employee may be transferred from a position
in one department to a position in the same classification in another
department, with the recommendation of the two department heads and the
approval of the City Manager.
B. Voluntary transfers. An employee may make a written request for transfer to
the Personnel Director to a position in the same or similar classification with
the same salary range. Such a request may be made on the recommendation
of the affected department head(s) and the approval of the City Manager.
4.5.2. Minimum Qualifications and Probation
Any persons transferred to a different classification shall possess the minimum
qualifications for that classification. In the case of a voluntary transfer, the
employee shall serve a six (6) month probationary period.
CHAPTER 5.0. HEALTH AND WELFARE
5.1. Health, Life, Accident and Disability
A. The monthly contribution by the City towards the cost of each eligible
employee's Health, Accident, Life and Disability insurance premiums is
$432.00/month. Selection must include the employee's basic health
plan offered by the City, unless the employee can show proof of
insurance; and the $5,000 term life insurance policy offered by the City.
B. Payback. Effective January 1, 2000 the cash option on the payback
shall be eliminated. Instead, employees eligible for the full amount of
the unused portion of the City's contribution toward group insurance
Page 16
premiums as stated in Section 5.1.A. would be required, within 60 days
of eligibility, to enroll in one of the City's optional deferred compensation
plans in order to receive this benefit. Failure to do so within the 60 day
period would not eliminate the employee's opportunity, but the new
effective date would be the month following enrollment and the
employee would not be eligible for retroactive payments.
C. Members of the Firefighters Association may choose to subscribe to a
long term disability (LTD) plan other than that offered by the City as long
as there is no cost to the City.
D. Upon reasonable advance notice to the Association, the City shall have
the option of either contracting with the Public Employees Retirement
System (PERS) Health Benefits Division for health insurance or
contracting directly with some or all of the providers of health insurance
under the PERS program; provided, however, contracting directly with
the providers shall not cause any material reduction in insurance
benefits for active or retired employees from those benefits available
under the PERS program; and provided further such contracting shall
not cause a material increase in premiums for either the City or the
employees. There shall be no requirement for the City to meet and
confer upon the City's exercising the option described above in
accordance with the provisions of this paragraph.
5.2. Retiree's Health Insurance
The City will make a contribution each month towards each retiree's PERS health
insurance for any two party rate not to exceed the monthly amount allocated for
active employees.
5.3. Dental Plan
A. The City will provide a dental insurance program providing 100%
coverage for diagnostic and preventative care; $25.00 deductible on
corrective care (80/20 cost sharing after deductible) per calendar year;
and orthodontic care (50/50 cost sharing).
B. The dental plan shall provide for an 80/20 cost sharing for casts, crowns
and restorations.
C. The City will pay the entire premium cost for such a dental plan and
shall pay the entire cost for any premium rate increases occurring
during the term of this agreement.
Page 17
D. The calendar year benefit for each eligible, enrolled members is $1,500
per calendar year (orthodontic benefits remain the same).
5.4. Joint Benefits Committee
Both parties agree to continue to utilize the Joint Benefits Committee for on-going
review of benefit programs, cost containment, and cost savings options. The
committee shall be made up of representatives of Miscellaneous, Supervisory,
Police, Fire and Management employees.
5.5. Retirement Contribution
The City will contribute to the Marin County Retirement System a maximum of
seven percent (7%) of an employee's salary.
See Section 5.7.5. regarding service credit option for unused sick leave.
5.6. Vacation
5.6.1. Policy Statement
Three (3) members per shift shall be allowed off on vacation during all months of
the calendar year. Vacation shall be administered in accordance with Fire
Department policy 14-1, which is incorporated by reference. The Association
acknowledges the Fire Chiefs right to investigate sick leave abuse.
5.6.2. Vacation Conversion
On or after the City Council adoption of the MOU for the period covering July 1,
2001 through June 30, 2002, one specific option available shall be the opportunity
for any represented employee, with at least twenty (20) years of continuous
service in the San Rafael Fire Department, to cash in up to a maximum of 144
hours of accrued, unused vacation time. The affected employees may only
exercise this option one time during their San Rafael Fire Department career,
regardless of the total number of hours requested for this vacation cash in option.
Funding source for these requests shall first come from available revenue sharing
dollars and then other appropriate General Fund accounts. Note: Refer to 5.6.5.
Vacation Accrual Cap for circumstances under which vacation accrual may be
maintained above the designated cap.
5.6.3. Vacation Relief
Primary selection for vacation relief will occur annually and will be voluntary based
on seniority (those employees in the Firefighter job class with the most seniority in
the Fire Department will have the first opportunity to sign up for vacation relief.
Page 18
If through the above reference voluntary selection process the department is
unable to identify nine Firefighters for this annual assignment employees will be
assigned by the department using a least senior (seniority within the Fire
Department) procedure.
Employees volunteering and/or being assigned to the vacation relief assignment
must have completed two years with the San Rafael Fire Department as a safety
member. At no time will there be more than two (2) Firefighter/Paramedics per
shift assigned to Vacation Relief.
Those employees assigned to this annual vacation relief assignment shall be paid
$125.00 per month.
Beginning January 1, 1997, no employee shall serve more than three (3)
consecutive years on vacation relief. After three (3) years of not serving on
vacation relief, such employee may then work up to three (3) consecutive years on
vacation relief.
5.6.4. Rate of Accrual
Vacation benefits shall accrue during the probationary period. Each regular full
time employee shall commence to accrue vacation at the following rate for
continuous service:
For 40 hour per week employees:
The first three (3) years of continuous employment shall earn ten (10) working
(eight hour) days of vacation per year. Such entitlement shall accrue at the rate of
five -sixths (5/6) day per month.
From the beginning of the fourth (4th) year of service through the end of the tenth
(10th) year of service, fifteen (15) working (eight hour) days of vacation per year.
Such entitlement shall accrue at the rate of one and one -forth (1 1/4) days per
month.
From the beginning of the eleventh (11th) year of service through the end of the
fifteenth (15th) year, twenty (20) working (eight hour) days of vacation per year.
Such entitlement shall accrue at the rate of one and two-thirds ( 1 2/3 ) days per
month.
From the beginning of the sixteenth (16th) year of service and beyond, twenty-five
(25) working (eight hour) days of vacation per year. Such entitlement shall accrue
at the rate of two and one -twelfth ( 2 1/12) working (eight hour) days per month.
Page 19
For 56 hour per week employees:
Effective January 1, 1995, each regular and probationary full time employee shall
commence to accrue vacation at the following rate for continuous service:
All employees who are assigned to a twenty-four (24) hour shift schedule, during
the first three (3) years of continuous employment shall earn five (5) twenty-four
hour shifts of vacation per year. Such entitlement shall accrue at the rate of ten
(10) hours per month.
From the beginning of the fourth (4th) year of continuous service through the end
of the tenth (10th) year of continuous service, shall earn seven and one half (7.5)
twenty-four hour shifts of vacation per year. Such entitlement shall accrue at the
rate of fifteen (15) hours per month.
From the beginning of the eleventh (11th) year of continuous service through the
end of the fifteenth (15th) year of continuous service, shall earn ten (10) twenty-
four hour shifts of vacation per year. Such entitlement shall accrue at the rate of
twenty (20) hours per month.
From the beginning of the sixteenth (16th) year of continuous service and beyond,
shall earn twelve and one half (12.5) twenty-four hour shifts of vacation per year.
Such entitlement shall accrue at the rate of twenty-five (25) hours per month.
5.6.5 Vacation Accrual Cap
This policy became effective January 1, 1999. With the effective date of this
policy employees represented by the Firefighters Association:
Would continue to accrue vacation leave at the rate prescribed in Section 5.6.4 for
the number of years they have worked for the City.
During each calendar year (NOTE: The calendar year for tracking accrual would
be January 6`h through January 5`h) the policy is in effect, employees would be
limited (capped) in the number of vacation hours they can carry over from one
year to the next (the cap limit would first apply to carrying over hours into the 2000
calendar year).
The carry over limit (cap) would be as shown in the charts below:
For 40 hour per week employees
YEARS OF ACCRUAL PER ACCRUAL PER I CAP
SERVICE YEAR MONTH
1 — 3 yrs. 10 days or .83 days or 240 hours
Page 20
80 hours
6.66 hours
4 — 10 yrs. 15 days or
1.25 days or 240 hours
120 hours
10 hours
11 — 15 yrs. 20 days or
1.67 days or 240 hours
160 hours
13.36 hours
16 + yrs. 25 days or
2.08 days or 240 hours
200 hours
16.68 hours
For 56 hour per week employees
YEARS OF
ACCRUAL PER
ACCRUAL PER
CAP
SERVICE
YEAR
MONTH
I
1 — 3 yrs.
5 shifts or 120
10 hours
15.5 shifts
hours
or 372 hours
4 — 10 yrs.
7.5 shifts or 180
15 hours
15.5 shifts
hours
or 372 hours
11 —15 yrs.
10.0 shifts or 240
20 hoursI
15.5 shifts
hours
or 372 hours
16 + yrs.
12.5 shifts or 300
25 hoursI
15.5 shifts or 372
hours
hours
Employees who are already above the maximum accrued balance (cap), based on
their accrual rate as of their accrued balance reflected on their pay check stub
received on the 12/31/98 pay date, would not lose those accrued hours.
Employees who are above the maximum accrued balance (cap), as of the
effective date of this policy (January 1, 1999) would continue to accrue vacation;
but they would have to use those vacation hours accrued during the 1999
calendar year during that same calendar year (these employees would be
prohibited from carrying over any additional hours as long as they were at or
above the carry over cap.)
Employees may, for special situations, i.e., extended medical leave, request an
increase in their carry over cap. Each request would need to be in writing,
submitted through the department, and received the approval of the Fire Chief and
the City Manager. Such requests would be reviewed on a case by case basis and
would be evaluated based on the reason for the request and be consistent with
the provisions of the MOU. This additional carry over amount could not exceed
one-half of the employee's regular annual vacation accrual. In no case would the
additional carry over hours be extended beyond one additional year.
If an employee exceeds the accrued balance (cap) as a result of being on
Page 21
extended leave pursuant to Labor Code Section 4850, those accrued hours would
be carried forward and the employee would be allowed to use the additional
accrued hours without penalty. In no event will an employee have their vacation
hours reduced as a result of exceeding the cap due to having been off on Labor
Code 4850 time as a result of an industrial injury, if the time off due to an industrial
injury prevented them from taking scheduled vacation.
5.7. Sick Leave
5.7.1. Accrual
The maximum accrual limit (1,200 hours for employees working a 40 hour work
week and 1680 hours for employees working a 56 hour work week) is amended to
permit continued unlimited accrual for sick leave use purposes for all represented
employees. The maximum limit continues to apply for cash -in purposes.
Each eligible full-time employee working a 56 hour work week shall earn sick
leave credits at the rate of twelve (12) hours per month. Represented employees
working a 40 hours work week shall continue to earn sick leave credits at the rate
of eight (8) hours per month.
5.7.2. Sick Leave Usage
An employee eligible for sick leave with pay will be granted such leave with
approval of the department head for the following purposes:
a) Personal illness of the employee or illness within the immediate family or
physical incapacity of the employee resulting from causes beyond the
employee's control; or
b) Enforced quarantine of the employee in accordance with community health
regulations; or
c) In the event of a death or critical illness in the immediate family, an
employee may, upon proper notification, be allowed to be granted an
absence up to five (5) consecutive calendar days (combining duty and off
duty days), using sick leave as needed during this period of absence, for
such a circumstance either in or out of state. Where such death or critical
illness has occurred, the employee will be expected to furnish satisfactory
evidence of the situation to the Fire Chief if requested. The employee may
request, and on approval of the Department Head, receive additional sick
leave hours off in the event of such a death or critical illness in the
immediate family. The immediate family is defined as spouse, children,
parents, grandparents, brothers or sisters.
Page 22
Except that in a. and b. above an employee may not use sick leave for a work
related injury and/or illness once said employee has been determined permanent
and stationary. The Association acknowledges the Fire Chiefs right to investigate
sick leave abuse.
5.7.3. Sick Leave Incentive
Effective July 1, 1996, with the elimination of the two tiered sick leave payoff plan
(5.7.4.) the sick leave incentive plan for employees hired on or after July 1, 1979
is eliminated.
5.7.4. Sick Leave Payoff
Effective July 1, 1999, upon termination of employment by resignation, retirement
or death, employees who leave the municipal service in good standing shall
receive compensation of all accumulated unused sick leave, based upon the rate
of two percent (2%) of each year of service to a maximum of fifty percent (50%).
Refer to 5.7.1. for maximum limit applicable to sick leave payoff.
5.7.5. Sick Leave Service Credit Option
Employees who are eligible to accrue sick leave and who retire from the City of
San Rafael, on or after July 1, 1999, and within 120 days of leaving City
employment (excludes deferred retirement), shall receive employment service
credit, for retirement purposes only, for all hours of accrued, unused sick leave
(exclusive of any sick leave hours said employee is eligible to receive and elects
to receive in compensation at the time of retirement, pursuant to Section 5.7.4.).
5.8. Leave Conversion to Hour for Hour
5.8.1. Accrued Balance Conversion
Effective January 1, 1995, each employee covered by this Memorandum of
Understanding working a regularly scheduled 56 hour work week shall have their
current balances of accrued sick leave hours and accrued vacation leave hours
multiplied by a factor of 1.5. The resulting figures shall be each employees' new
accrued balances of sick and vacation leave.
5.8.2. Sick and Vacation Leave Usage
Each employee covered by this Memorandum of Understanding shall have one (1)
hour of sick leave or one (1) hour of vacation leave, as appropriate, deducted from
their accrued balance for each hour of leave used during any reportable 24 hour
period.
Page 23
5.8.3. Hourly Rate for Leave Payoff
Effective with the conversion to hour for hour reporting, the hourly rate used for
leave payoff purposes shall be based on 2080 annual work hours for represented
job classes working a 40 hour work week and 2912 annual work hours for
represented job classes working a 56 hour work week.
5.9. Holidays
5.9.1. Days Observed
Employees covered under this Memorandum of Understanding shall be entitled to
the following holidays:
*January 1
New Year's Day
*Third Monday in January
Martin Luther King Day
February 12
Lincoln's Birthday
Third Monday in February
Washington's Birthday
March 31
Cesar Chavez Birthday
*Last Monday in May
Memorial Day
*July 4
Independence Day
*First Monday in September
Labor Day
September 9
Admission Day
As observed by the City of San Rafael
Veteran's Day
*As observed by the City of San Rafael
Thanksgiving Day
As observed by the City of San Rafael
Day after Thanksgiving
*December 25
Christmas
5.9.2. Holiday Pay
All 56 hour a week shift employees covered under this Memorandum of
Understanding are entitled to additional straight time compensation for every
holiday given in 5.9.1. above. Said compensation shall be paid twice each year
on the first pay period of December and the first pay period of June. Holiday pay
formula will be based on a 56 hour work week (2,912 hour year for calculating the
hourly rate for a twelve hour day).
All 40 hour week shift employees covered under this Memorandum of
Understanding are entitled to the aforementioned holidays off or shall be paid in
addition to their regular salary for the number of hours worked during such a day
at the rate of straight time based on their standard hourly rates.
Page 24
5.9.3. Holiday Routine
In addition to the emergency responses, the holiday routine shall consist only of
the normal daily emergency preparedness, routine maintenance of facilities and
equipment and the related administrative work. Employees assigned to work on
holidays asterisk above (*) shall observe the holiday routine.
5.10. Other Leaves
5.10.1. Family Medical Leave/California Family Rights Act
Family leave shall be granted in accordance with the Federal FMLA of 1993 and
the CFRA of 1991. Requests for Family leave are submitted to the Fire Chief for
approval and reviewed by the Human Resources Manager for consistency with
the law prior to approval.
5.10.2. Military Leave
Military leave as defined in State law shall be granted to any regular employee.
All employees entitled to Military Leave shall give the Fire Chief a reasonable
opportunity, within the limits of military regulations, to determine when such leave
shall be taken.
5.10.3. Workers Compensation Leave
Safety employees shall be governed by the provisions of Section 4850, et seq. of
the Labor Code. Non safety employees shall be governed by applicable state law
and City Rules and Regulations. Refer to 5.7.2. for qualifications regarding use of
accrued sick leave.
5.10.4. Jury Duty
Employees required to report to jury duty shall be granted a leave of absence with
pay from their assigned duty until released by the court. The employee shall
notify his/her employer in advance when summoned for jury duty. If the employee
is a shift employee and is selected to serve on a jury, said employee shall not be
required to perform duty during non court hours until released by the court.
5.10.5. Court Appearance
Employees required to appear in court or other official hearings shall be granted a
leave of absence with pay from their assigned duty until released by the Court.
Employees required to appear in Court or other official hearings other than during
their regular tour of duty shall receive a minimum of four (4) hours pay at the
overtime rate and shall appear in Class A uniform. The Fire Department, when
informed, shall provide appearance information for the employees. This
information shall be made available, if known, by 6:00 p.m. on the last court day
Page 25
preceding the scheduled appearance date of the employee. Employees will be
responsible for calling the dispatcher after 6:00 p.m.
CHAPTER 6.0. HOURS
6.9. Hours of Work
All suppression employees and dispatchers covered by this Memorandum of
Understanding shall work a fifty-six (56) hour work week with a three (3) platoon
system. A work shift shall be defined as twenty-four (24) consecutive hours,
commencing at 0800 and continuing through 0800 the following day.
6.2. Work Schedule
Employees in this unit shall be assigned to either eight or twenty-four hour shifts.
All suppression employees and dispatchers work a fifty-six (56) hour work week in
twenty-four (24) hour shifts within a twenty-seven (27) day cycle.
X = 24 hour on -duty period
0 = 24 hour off-duty period
Example: XOXOX/0000/XOXOX/0000
Fire prevention personnel work different schedules according to administrative
needs. The work week will consist of 40 hours or 56 hours respectively. Fire
prevention personnel working eight hours shifts shall work as follows:
Monday through Friday 0800 to 1700 hours
Any employee working the suppression schedule described above may agree to
transfer to a prevention, training or other special assignment, subject to the
approval of the Fire Chief. If transferred to the forty (40) hour work week in such a
capacity outlined above, such employee shall receive five percent (5%) premium
pay. The length of the transfer shall be two (2) years, but may be modified by
mutual agreement between the employee and the Fire Chief.
6.3. FLSA Overtime
Overtime shall be calculated pursuant to the Fair Labor Standards Act.
6.4. Overtime
All employees covered by this Memorandum of Understanding shall be paid at the
rate of time and one-half of their established hourly rate for time worked in excess
of their regular forty (40) hour or fifty-six (56) hour work week. There shall be no
compensatory time off; all overtime shall be paid overtime. Overtime shall be
Page 26
administered in accordance with the provisions of Policies and Procedures Manual
1-V-17, which is hereby incorporated by reference.
Effective December 1, 1994, dispatch personnel shall receive overtime pay in
accordance with the provisions and calculated in the same manner as FLSA
overtime for suppression personnel (sleep and/or meal time is not subtracted from
their hours worked for the purposes of calculating FLSA overtime).
CHAPTER 7.0. TERMS & CONDITIONS OF EMPLOYMENT
7.1. Staffing Levels
Through attrition, the City may reduce the number of captains to eighteen (18) and
the number of engineers to eighteen (18), operating from six (6) fire stations. Any
other changes in the current staffing levels will be subject to meet and confer.
7.2. Grooming Standards
All personnel covered by this Memorandum of Understanding shall conform to the
following guidelines:
7.2.1. Hair
Members shall have their hair properly cut, styled or trimmed, so as to present a
neat appearance at all times. There shall be no ponytails or ques worn by any
personnel covered by this Memorandum of Understanding and hair for males shall
not be braided. The following guidelines for hair shall apply:
A. The bulk of hair shall not exceed 1 and 1/2 inches in depth.
B. Sideburns shall not extend below the earlobes. The maximum width of
sideburns, at the bottom, shall not exceed 1 inch.
C. Hair may extend over the ears; however, the lower 1 inch of the ear
shall remain exposed.
D. Hair may extend to the bottom of the collar, when standing in a normal
erect position.
7.2.2. Facial hair
Facial hair is not allowed; however, the wearing of mustaches is permitted in
accordance with the following:
A. Mustaches shall be neat and trimmed and shall not extend beyond the
corners of the mouth more than 1 inch.
B. Mustaches shall not extend downward beyond the corners of the mouth
more than 3/4 of an inch.
Page 27
7.2.3. Jewelry
The wearing of rings is optional; however, no personnel covered by this
Memorandum of Understanding shall wear earrings, studs, or posts while on duty.
Note: Policy 1 -VI -2 shall be changed to reflect these agreements on grooming
standards. A set of drawings, depicting the standards set forth above shall
be attached to Policy 1 -VI -2 and said policy is hereby incorporated by
reference.
7.3. Career Development Program
The San Rafael Firefighters Association agrees to the Career Development
Guidelines as written and agreed to March 17, 1982, to be placed in this
Memorandum of Understanding with the inclusion of the following:
7.3.1. Engineer Certification Policy
Career Development Guidelines regarding Engineer Certification Policy 1-V-10
revised January 1989 is attached as Exhibit "C" and the Career Development
Guide for Firefighter Policy 1-V-9 revised January 1989 is attached as Exhibit "D"
shall both be placed in this Memorandum of Understanding.
7.3.2. Responsibility for Implementation
The Fire Chief and his management staff shall have responsibility for the
implementation of the Career Development Guidelines as written and approved in
Policy 1-V-10, revised January 1989, and attached as Exhibit "C" and the Career
Development Guide for Firefighters Policy 1-V-9, revised January 1989 and
attached as Exhibit "D" to this Memorandum of Understanding.
7.3.3. Program Guidelines
If guidelines are not followed by the department as written, concerned member(s)
shall not be subject to disciplinary action. The City has the obligation to ensure
that the employee is provided sufficient time and training to meet the standards at
the required times.
7.3.4. Order of Completion
There shall be no required order in completion of desired requirements.
7.3.5. Fire Prevention Certification Policy
Employees should refer to Department Policy 1-V-16 for information concerning
this policy.
7.4. Station Transfers
Once each year between October 1 st and October 31 st, department members
Page 28
may submit a written request to the Fire Chief requesting transfer or stating
preference in the event of transfer initiated by the department. Employees being
transferred will be notified no later than November 30th. When transfers are
denied or made to stations not requested, the Chief and his/her designee, when
requested by the affected member, will meet with the member so affected, and
explain the reason for the department's action. When considering multiple
requests for transfer to the same shift and/or station, the departmental needs are
to be considered first, after which seniority of the applicants will be primary, then
other such issues, such as carpooling, that the employee may indicate in their
written station transfer request.
7.5. No Smoking
An applicant for a non -promotional safety position in the Fire Department shall be
disqualified from employment if he/she has smoked tobacco within one (1) year
preceding the date of filing an application for such employment and through the
probationary period of one year.
7.6. Residency
Within two years of employment, all new employees in those classifications
represented by the Association shall have their principal place of residence within
the area designated on the map marked as Exhibit "E" and attached to this
Memorandum of Understanding. NOTE: With the adoption of the MOU for the
period beginning July 1, 2001, this residency requirement will be waived for
current employees; but still apply to new employees hired on or after the date of
adoption of the MOU.
7.7. EMT -D Certification
EMT -D certification is a requirement for each employee with a safety
classification. The certification is to be conducted on duty, between the hours
0800 and 1700, and counted as a portion of the eight-hour routine duty day.
7.8. Demotion
The Fire Chief may demote an employee when the following occurs:
A. The employee fails to perform his/her required duties.
B. An employee requests such a demotion.
No employee shall be demoted to a classification for which he/she does not
possess the minimum qualifications.
Page 29
When the action is initiated by the Fire Chief, written notice of demotion shall be
provided to an employee at least ten (10) calendar days before the effective date
of the demotion, and a copy filed with the Personnel Department.
Demotion pursuant to Section 7.8, Part A of this Memorandum of Understanding
shall be deemed disciplinary action and as such shall be handled according to the
provisions in Chapter 8, Disciplinary Action, of this Memorandum of
Understanding.
7.9. Termination of Employment
7.9.1. Resignation
An employee wishing to leave the City service in good standing shall file with
his/her immediate supervisor, at least fourteen (14) calendar days before leaving
the service, a written resignation stating the effective date and reason for leaving.
A copy of the resignation shall be forwarded to the Fire Chief and the Personnel
Department.
7.9.2. Termination/Demotion - Lack of Work or Funds
The Fire Chief may terminate an employee because of reorganization, abolition of
position, and shortage of funds. Said termination shall be considered a Reduction
In Force and shall be processed in accordance with Chapter 10 Reduction in
Force of this Memorandum of Understanding.
7.9.3. Termination - Disciplinary Reasons
An employee may be terminated for disciplinary reasons, as provided in Chapter
Eight (8) Disciplinary Action of this Memorandum of Understanding.
7.9.4. Termination - Probation
The rejection of an employee during his/her initial probationary period is covered
in Chapter Three (3) probationary period of this Memorandum of Understanding.
7.9.5. Retirement
Retirement from the City service shall, except as otherwise provided, be subject to
the terms and conditions of the City's contract, as amended from time to time, with
the Marin County Retirement System.
7.10. Shift Trade Policy
To provide a mechanism which will enable Fire Department members to take a
normally assigned work shift off without having to use vacation time, a shift trade
policy has been implemented. Refer to Policy 1-V-14. Effective July 1, 1999, with
the adoption of this MOU, Policy 1-V-14 is revised to require "Rank for Rank"
Page 30
shift trades, this would include employees "certified" to perform in an acting
capacity, i.e., Captain eligible to trade with another employee at the Captain rank
and/or certified as eligible to function as an acting Captain (and the same would
apply to trades by Engineers).
CHAPTER 8.0. DISCIPLINARY ACTION
8.1. Authority
The City shall have the right to discharge or discipline any employee for
dishonesty, insubordination, drunkenness, incompetence, negligence, failure to
perform work as required or to observe the Department's safety rules and
regulations or for engaging in strikes, individual or group slowdowns or work
stoppages, or for violating or ordering the violation of the Memorandum of
Understanding.
8.2. Definition
Disciplinary action shall mean discharge/dismissal, demotion, reduction in salary,
and/or suspension resulting in loss of pay.
8.3. Causes of Disciplinary Action
The City may discipline or discharge an employee for the following:
A. Fraud in securing appointment.
B. Negligence of duty.
C. Violation of safety rules.
D. Unacceptable attendance record including tardiness, overstaying lunch
or break periods.
E. Possession, distribution or under the influence of alcoholic beverages,
non-prescription or unauthorized narcotics or dangerous drugs during
working hours.
F. Inability, unwillingness, refusal or failure to perform work as assigned,
required or directed.
G. Unauthorized soliciting on City property or time.
H. Conviction of a felony or conviction of a misdemeanor involving moral
turpitude.
I. Unacceptable behavior toward (mistreatment or discourteousness to)
the general public or fellow employees or officers of the City.
J. Falsifying employment application materials, time reports, records, or
payroll documents or other City records.
K. Disobedience to proper authority.
L. Misuse of City property.
Page 31
M. Violation of any of the provisions of these working rules and regulations
or departmental rules and regulations.
N. Disorderly conduct, participation in fights, horseplay or brawls.
O. Dishonesty or theft.
P. Establishment of a pattern of violations of any City policy or rules and
regulations over an extended period of time in which a specific incident
in and of itself would not warrant disciplinary action, however, the
cumulative effect would warrant such action.
Q. Failure to perform to an acceptable level of work quality and quantity.
R. Insubordination.
S. Other acts inimicable to the public service.
T. Inability or refusal to provide medical statement on cause of illness or
disability.
8.4. Appeals
If an employee feels he or she has been unjustly disciplined/discharged, he or she
shall have the right to appeal his or her case through the appropriate procedure
(Chapter 9). Such appeal must be filed with the City Manager or his/her designee
by the employee in writing within fourteen (14) calendar days from the date of the
discipline/discharge and unless so filed the right of appeal is lost.
8.5. City Manager and Arbitration
The appellant may have the appeal heard by to the City Manager or may request
arbitration. If arbitration is requested, representatives of the City and the appellant
shall meet within fourteen (14) calendar days to select a mutually acceptable
arbitrator. The fees and expenses of the arbitrator and of a court reporter shall be
shared equally by the appellant and the City.
A hearing before the arbitrator shall be held within sixty days of the selection of
the arbitrator unless the mutually accepted arbitrator's schedule does not so
permit. The arbitrator shall not have the power to amend or modify either party's
position; but shall rule on the merits of each party's case as presented during the
hearing. Decisions of the Arbitrator on matters properly before him/her shall be
final and binding on the parties hereto, to the extent permitted by the Charter of
the City.
In addition to arbitrators proposed by the State Mediation and Conciliation
Service, the parties shall be free to select from a pool of arbitrators mutually
agreed to by the City and the Association. The parties shall continue to meet and
confer, after the adoption of this MOU on a mutually agreeable panel of
arbitrators. Once agreed to the panel shall be identified by a side letter to the
MOU.
Page 32
CHAPTER 9.0. GRIEVANCE PROCEDURE
9.1. Definition
A grievance is any dispute which involves the interpretation or application of any
provision of this Memorandum of Understanding, or any Fire Department policy
specifically referenced herein. Policy 1 -VI -3 is specifically incorporated by
reference.
9.2. Initial Discussions
Any employee who believes that he or she has a grievance may discuss his or her
complaint with the Fire Chief or with such subordinate management official as the
Fire Chief may designate. If the issue is not resolved within fourteen (14) calendar
days, or if the employee elects to submit his or her grievance directly to an official
of the association, the procedures hereafter specified shall be invoked.
9.3. Referral to City Manager
Any employee or any official of the Association may notify the City Manager and
Fire Chief in writing that a grievance exists, and in such notification, state the
particulars of the grievance, and, if possible, what remedy or resolution is desired.
No grievance may be processed under subsection 9.4 below which has not been
first heard and investigated in pursuance of subsection 9.2. A grievance which
remains unresolved fourteen (14) calendar days after it has been submitted to the
City Manager in writing may be referred to arbitration.
Any time limit may be extended to a definite date by mutual agreement of the
Association and the appropriate management representative.
9.4. City Manager and Arbitration
If the grievance is not resolved, the grievant, the Association, or the City may,
after completion of the previous step in the grievance procedure, submit the
grievance directly to the City Manager or may request arbitration. If arbitration is
requested, representatives of the City and the Grievant shall meet within fourteen
(14) calendar days to select a mutually acceptable arbitrator (the selection
process shall include the review of the arbitrator's availability). The fees and
expenses of the arbitrator and of a court reporter shall be shared equally by the
Grievant and the City. Each party, however, shall bear the cost of its own
presentations, including preparation and post hearing briefs, if any. A hearing
before the arbitrator shall be held within 60 days of the selection of the arbitrator
unless the mutually accepted arbitrator's schedule does not so permit, and the
arbitrator shall render a decision which is binding on the parties hereto, to the
extend permitted by the Charter of the City.
Page 33
CHAPTER 10.0. REDUCTION IN FORCE
10.1. Authority
The Fire Chief may lay off, without prejudice, any regular employee because of
lack of work or funds, or organizational alterations, or for reasons of economy or
organization efficiency.
10.2. Notice
Employees designated for layoff or demotion in lieu of lay off shall be notified in
writing at least thirty (30) calendar days prior to the anticipated date of lay off or
demotion. The Association shall also be so notified.
10.3. Order of Layoff
Layoffs and/or reductions in force shall be made by classification. A classification
is defined as a position or number of positions having the same title, job
description, and salary. Extra -hire employees shall be laid off before permanent
employees in the affected classification. In effecting the preceding order, a part-
time permanent employee with more seniority can displace a full-time permanent
employee.
10.4. Seniority
If two or more employees within a classification have achieved permanent status,
such employees will be laid off or reduced on the following basis:
A. Seniority within the affected classifications will be determinative. Such
seniority shall include time served in higher classification(s). The
computation of seniority for part-time employees will be credited on a
pro -rata basis to full-time service. Time spent on a City Manager
approved leave of absence without pay does not count toward seniority.
B. If the seniority of two or more employees in the affected classification or
higher classifications) is equal, departmental seniority shall be
determinative.
C. If all of the above factors are equal, the date of regular status in City
service is achieved shall be determinative.
D. If all of the above are equal, date of certification for appointment shall
be determinative.
Page 34
10.5. Bumping Rights
An employee designated to be laid off may bump into a class at the same salary
level, or into the next lower classification in which such employee has previously
held regular status. An employee who is bumped, shall be laid off in the same
manner as a employee whose position is abolished.
10.6. Transfer Rights
The Personnel Director will make every effort to transfer an employee who is to be
affected by a reduction in force to another vacant position for which such
employee may qualify. The length of eligibility for such transfer will be the period
of notification as provided in 10.2, but no longer than the effective date of such
layoff or reduction.
10.7. Re -Employment
10.7.1. General Guidelines
Individuals who have been laid off or demoted shall be offered re -appointment to
the same classification in which they held status in the order of seniority in the
classification. Individuals demoted in lieu of reduction in force shall be offered
restoration to the highest class in which they held status and in which there is a
vacancy prior to the appointment of individuals who have been laid off.
10.7.2. Right to Re-employment
Each person who has been laid off or demoted in lieu of a layoff from a position
the person held, shall, in writing, be offered re -appointment in the same
classification should a vacancy occur in the classification within two years after the
layoff or demotion. Prior to being re-employed, the employee must pass a
physical exam administered by a City appointed physician and must pass the
background check administered by the City.
10.7.3. Time Limits
Should the person not accept the re -appointment within seven (7) calendar days
after the date of the offer, or should the person decline or be unable to begin work
within two weeks after the date of acceptance of the offer, the person shall be
considered unavailable for employment, shall forfeit the right to re-employment
and be removed from the re-employment list.
10.7.4. Availability
Whenever a person is unavailable for re-employment, the next senior person who
is eligible on the re-employment list shall be offered re-employment.
Page 35
10.7.5. Probationary Status
Employees re -appointed under the provisions above will not be required to
complete a new probationary period if they had previously held permanent status
in the classification. Employees who had not completed their probationary period
shall serve the remainder of the probationary period upon re -appointment.
10.7.6. Restoration of Benefits
Employees restored to previously held positions shall be deemed to have returned
from a leave of absence for the purpose of all rights and benefits legally
permissible. Time not on the payroll will not count as time worked for the
purposes of seniority accrual.
CHAPTER 11.0. MISCELLANEOUS
11.1. Management and Miscellaneous Positions
The positions of Fire Chief, Division Chief, Fire Marshal and Training Officer are
deemed management positions and are included in the Management and Mid -
Management salary schedules for salaries and fringe benefits. The Fire
Department clerical personnel are included in the Miscellaneous Memorandum of
Understanding.
11.2. Use of Fire Apparatus for Shopping
Affected employees will be allowed to use fire vehicles for shopping. Affected
employees shall carry a portable radio or alert device and shall remain ready to
respond to any call received. If a firefighting apparatus, which includes Rescue
50, is used for shopping, one employee will, at all times, remain with the
apparatus (1 -IV -26).
11.3. Physical Fitness Program
The San Rafael Firefighters Association and the San Rafael Fire Department
agree that physical fitness of its members is a benefit to the individual employees
and the department. While ultimately the responsibility of the individual employee,
Station Captains will provide time for a physical fitness program utilizing as goals
the following performance standards:
A. Aerobic Capacity
B. Muscular Strength (chin-ups):
Body weight 110-135, 5 chin-ups
Body weight 135-175, 4 chin-ups
Body weight greater than 175, 3 chin-ups
Page 36
C. Abdominal Muscle Endurance (sit-ups):
Minimum performance standards
30 repetitions in 60 seconds
D. Upper Body Muscular Endurance (pushups):
Minimum performance standards
20 repetitions in 60 seconds
E. Body Composition and Body Fat:
Minimum performance standards
Less than 20%
F. Flexibility
Minimum performance Standard, plus one (1) inch
The department will ensure that sufficient time is made available to the Captains,
through their activity schedule, so that the Captains may, at times convenient to
their individual companies, implement the program. The department will not
require evaluations based upon this voluntary program.
11.4. Medical Standards
The City will establish pre-employment medical standards for all classifications
represented by the San Rafael Firefighters' Association, I.A.F.F., Local 1775. A
medical standards ordinance to be applicable to Fire Department personnel in the
classification of Firefighter, Engineer, and Captain will be discussed by the City
and the Association and will be adopted only after mutual agreement by both
parties.
11.5. Personnel Rules and Regulations
The City and the Association met and conferred over a revision to the City's Rules
and Regulations and agreement was reached in October of 1995. Prior to final
consideration of any future, proposed amendments to these rules that constitute a
change in or impacts wages, hours or terms and conditions of employment, said
proposed amendment(s) shall be subject to the provisions of the Meyers-Milias-
Brown (MMB) Act.
11.6. Drug and Alcohol Policy
The City and the Association both support a drug and alcohol free work place and
agree to continue to meet and confer over a comprehensive drug policy. It is
understood that the policy will apply to all represented departmental employees
and non -represented fire safety employees.
Page 37
11.7. Light Duty Policy
Light duty is offered to employees with temporary medical disabilities under the
following circumstances:
1. Must be medically authorized by the individual's treating physician.
2. Any and all work restrictions or modifications necessary to accommodate
the employee's temporary disability must be thoroughly defined.
3. There must be actual light duty work available that can accommodate the
temporary modifications.
4. This option is available to all employees whether the debilitating injury
occurred on or off duty.
5. Light duty will be applied in a non-discriminatory manner.
6. All light duty assignments will consist of work which falls within the scope of
regular employment in the Fire Department which can accommodate
prescribed temporary physical limitations. Light duty assignments may
include, but are not limited to, departmental work such as: dispatching, fire
prevention, running supplies and administrative projects. Light duty will be
the only circumstance where an employee will be required to perform duties
outside of his/her job description. It is understood and agreed that light
duty assignments will be confined to the Fire Department.
11.8. Association Meetings with the Fire Chief
The Fire Chief and/or Staff members designated by the Fire Chief, along with the
representatives of the Association, shall meet at least quarterly to discuss topics
and issues of mutual concern. Meetings may be called by either party. The
parties will attempt to schedule the meeting within fourteen (14) calendar days of
the request for the meeting, unless otherwise mutually agreed. The parties will
develop and share an agenda for the meeting at least twenty-four (24) hours prior
to the date of the meeting.
11.9. Safety Committee
11.9.1. Fire Department Committee
In order to promote health and safety among the Fire Department employees, a
joint committee of seven (7) will be established with equal representation and
authority, with four (4) employees to be designated by the Fire Chief and three (3)
employees designated by the Association. This committee shall be called the
Health and Safety Committee. The committee shall meet regularly at least once a
month in order to review accident records and other data bearing on the
employee's health and safety. The committee shall make recommendations for
the correction of any undesirable conditions which may be found to exist.
Page 38
11.9.2. City -Wide Committee
If the City reinstates a City wide Safety Committee, one member designated by
the Firefighter's Association shall serve on this committee.
11.10. Outside Employment
No regular employee shall engage in any employment, activity or enterprise for
compensation which is inconsistent, incompatible, in conflict with or inimicable to
his/her duties with the City. It is the intent of this provision to exercise the
authority granted by Section 1126 of the Government Code, subject to the
limitations provided therein.
CHAPTER 12.0. MEMORANDUM OF UNDERSTANDING
LANGUAGE
12.1. Inspection of Memorandum of Understanding
Both the City and the Association agree to keep duplicate originals of this
Memorandum on file in a readily accessible location available for inspection by
any employee or member of the public upon request.
12.2. Existing Laws, Regulations and Policies
This Memorandum is subject to all applicable laws.
12.3. Strikes and Lockouts
During the term of this Memorandum of Understanding, the City agrees that it will
not lock out employees, and the Association agrees that it will not agree to,
encourage, or approve any strike or slow down growing out of any dispute relating
to the terms of this Agreement. The Association will take whatever lawful steps
are necessary to prevent any interruption of work in violation of this Agreement.
12.4. Full Understanding, Modification, Waiver
12.4.1. Joint Representation
The parties jointly represent to the City Council that this Memorandum of
Understanding sets forth the full and entire understanding of the parties regarding
the matters set forth herein.
12.4.2. Modification[Waiver
Except as specifically otherwise provided herein, it is agreed and understood that
each party hereto voluntarily and unqualifiedly waives its right, and agrees that the
other shall not be required to meet and confer with respect to any subject or
matter covered herein, nor as to wages or fringe benefits during the period of the
term of this Memorandum. The foregoing shall not preclude the parties hereto
Page 39
from meeting and conferring at any time during the term of this Agreement with
respect to any subject matter within the scope of meeting and conferring for a
proposed Memorandum of Understanding between the parties to be effective on
or after July 1, 2001.
12.4.3. Effective Dates
This Agreement will be in effect from July 1, 2001 through June 30, 2002. It shall
be automatically renewed from year to year thereafter unless either party shall
have notified the other, in writing, at least sixty (60) days prior to the annual
anniversary of the above date that it desires to modify the Memorandum. In the
event that such notice is given, negotiations shall begin no later than thirty (30)
days prior to the anniversary date.
12.5. Severability
If any article, paragraph or section of this Memorandum shall be held to be invalid
by operation of law, or by any tribunal or competent jurisdiction, or if compliance
with or any enforcement of any provision hereof be restrained by such tribunal, the
remainder of this Memorandum shall not be affected thereby, and the parties
shall, if possible, enter into meet and confer sessions for the sole purpose of
arriving at a mutually satisfactory replacement for such article, paragraph or
section.
Page 40
SAN RAFAEL FIREFIGHTERS'
ASSOCIATION, I.A.F.F., LOCAL
1775
Kenneth„Martin, President
J hn t1776/Atfttorney
Date
CITY OF SAN RAFAEL
Mgr.
Date
rdhoff. Assis
Negotiator
ity Mgr.
to 4 City
Page 41
MEMORANDUM OF UNDERSTANDING
CITY OF SAN RAFAEL
SAN RAFAEL FIREFIGHTER'S ASSOCIATION
List of Exhibits
Exhibit A Salary Schedule 07/01/01
Exhibit B Side Letter, Chief Officer
Suppression Qualifications
Exhibit C Personnel Policies and Procedures 1-V-10
Engineer Certificate
Page 19, Section 7.3.1. and 7.3.2.
Exhibit D Personnel Policies and Procedures 1-V-09
Career Development Guide for Firefighters
Page 19, Section 7.3.1. and 7.3.2.
Exhibit E Location Map for Residency Requirement
\\sr_fs1Mork File\Management Services- WorkFile\HR- WorkFile\Human Resources\MOU's 2001\Fire 2001-Wire
Association MOU.doc
Page 42
Q
O
O
r-
U')
0)U')
O
O
�
O
x
W
�
d
~
L
LL
�
CL
W Lr)
LO
(O
r-
a)
�
0)
609
rn
0
LL
LL
LL
iL
it
iL Q'
(O
(D
d
0
In
(n
LO
E9
69
69
609
60-
69
(--9
M
O)
T
T
T
T
M
N
N
CD
M
T
M
T
U
T
T
O
T
O
N
O
T
O
T
O
T
O
d'
tfi
O
N
N
N
0
O
ti
N
N
LO
LO
O
09
(D
(6
0
(Ii
0
0
69
69
E9
69
69
69
69
U0
In
M
O
N
O
�
O
N
O
V M
C07
000
0
000
O
O)
Cn
rn
N
d_
N
O
LO
LO
m
LO
LO
LO
qq
O
O
O
O
O
O
0
O
m
�
069
�
s
%
609
cli
�0-
609,
E9
M
T
O?
Cl?
00
OO
0
O
O
O
C')
'7
�
�
G9
_M
Gly
fD
69-
.ate'
69
69
69
Q
.1d
r
C
�
O
x
W
�
d
~
L
LL
�
CL
cu
d
U
m
L
d
o
a)
C
�Q)
w
Q)
U
�
L)
U
a)
U
N
0cu
>
a
a)
N
U
N
t LL
� m
0 —
rn
0
LL
LL
LL
iL
it
iL Q'
H
N
m
LO
N
CD
CA
00
O co
U
T
T
O
T
O
N
O
T
O
T
O
T
T O
T M
m
R
EXHIBIT B
CJTY C1F
September 25, 1995
Mr. James Lydon, President
San Rafael Firefighters' Association
P.O. Box 2519
San Rafael, CA 94912
Subject: Personnel Rules Letter of Agreement
Dear Jim,
Iwo
A xwv .t euro
CUUMN nandm-n
Pow/ M CCfWn
The City Council met with its labor negotiators in closed session on Monday, 9-18-95 to discuss the
unresolved issue associated with the experience qualifications for the Fire Chief officer classifications, which
the City and the Association have been discussing as a part of finalizing the meet and confer process on the
revised Personnel Rules and Regulations. The final proposal from the City, on this issue, as well as a
summary of the second, agreed "rules" issue, Is as follows:
1. Experience qualifications of Fire Chief Officer classifications, excluding Fire Chief:
A. 3 yrs. line captain experience for promotion/appointment to any current orfuture chief
officer class that has emergency Incident commander responsibilities. 2 yrs of line
captain experience for acting assignment to such a position.
B. No impact on the status of incumbent .chief officer employees in their current
positions_
C. Chief officer classifications, minus Fire Chief, include: Fire Division Chief, Fire
Marshal, and Fire Training Officer. (Note: Fire Marshal and Fire Training Officer
presently hold the rank of Battalion Chief.)
D. The incumbent Fre Marshal remains eligible to serve as an acting incident
commander, in accordance with the 11-93 arbitrated special agreement. The training
program, once completed; detailed in this special agreement serves to qualify the
Incumbent, as to the experience necessary, to compete for promotion to other chief
officer opportunities.
2. Section 1.5 of Personnel Rules: Collective Bargaining Agreements.
As per our tentative agreement dated 3-21-95, section 1.5 of the revised Personnel Rules
will be changed to read:
9400 FIFTH AVE, P.O. 6OX 989560, SAN RAFAEL, CA 94S'15-1560
Mr. James Lydon, Presidi
San Rafael Firefighters' Assn.
September 25, 1995
Page 2
These rules are not Intended to supersede any provisions of an existing collective bargaining
agreement. What this means is that If any section of these Rules and Regulations Is covered
by a provision of collective bargaining agreement, the collective bargaining agreement shall
prevail and the parallel provisions In the Rules and Regulations shall not apply to the affected
UniL
In addition to the above two items, we agreed that the experience section of each of the current chief officer
Job descriptions Included in the Fire Department's Career Development Guide will be updated to reflect the
qualifications conditions noted in # 1 of this letter.
This letter constitutes the agreement of the parties, as evidenced by their slgnatures below. It Is Intended that
this letter shall be appended to the current Memorandum of Understanding (MOU) and shall be appended
to future MOU's, unless modified by the meet and confer process set forth in Resolution No. 4027.
R
Suzanno&t
Assistant City Manager
cc Mayor and City Council
Pamela J. Nicolai
Robert Marcucci
Daryl Chandler
Dick Whitmore
John Grey
Al AF=Fsna
/Jamesydon
President, San Rafael Firefighters'
Association
•...- -EXHIBIT C —
""CITY OF SAN RAlFAEL CHAPTER V I Personnel
Policies
FIRE OEPAATMENT
O P E R ATIO N S MANUAL SUBJECT 10 I Engineer Certification
BOOK NO. 1
ORGANIZATION CODE 1-V-10 PAGE 1 OF 5 JDATE 1-2-89
PURPOSE:
To provide a mechanism that will enable Fire Department members to
function effectively as Engineers.
POLICY:
A. Department members desiring promotion to the rank of Engineer must
posses a valid Engineer's Certification.
B. Department members not holding the rank of Engineer and desiring to
see promotion to Captain must possess a valid Engineer's
Certification.
C. Engineer Certification is valid for a three (3) year period.
D. Engineer Certification is included in the Career Development Guide
for Firefighter.
E. Department members must complete the engine driving and rodeo phase
of Engineer Certification using a stick shift transmission and
possess a valid Department of Motor Vehicle Class B license by the
end of his/her second year of employment. This phase of testing
will apply toward Engineer Certification and need not be repeated
during the initial Engineer Certification process.
OBJECTIVE:
To provide a systematic process and course of instruction which will
enable Fire Department members to certify as Engineers.
RESPONSIBILITIES:
A. PLATOON COMMANDERS - Platoon Commanders -will be responsible for
coordination of the Certification process by chairing the initial
meeting, coordinating testing dates, and handling any difficulties
arising during the Certification period.
APPROVED �" ! Revised 9-22-92
CITY OF SAr- RAFAEL
FIkE DEPA, rMENT
OPERATIONS MANUAL
BOOK NO. 1
ORGANIZATION
CHAPTER y Personnel Policies
A Procedures
SUBJECT 10 I Engineer Certification
CODE 1-V-10 IPAGE 2 OF 5 JDATE 1-2-89
B. CAPTAIN - The Company Commander will function as the Candidate's
Certification Coordinator, scheduling the initial meeting, signing
the check off sheet, scheduling apparatus for training with other
Company Commanders, insuring instructors are available, coordinate
testing dates with the Training Officer, arrange the setting up of
the rodeo and coordinate the re-examination date if necessary.
The Company Commander's responsibility will be to assist the
Candidate through the Certification process, providing him/her with
the necessary resources.
C. TRAINING OFFICER - The Training Officer will provide assistance to
the Company ommander upon request and participate in the testing
process. If a member fails any phase of the testing process the
Training Officer will explain to the Company Commander and Candidate
the area of failure and the methods to improve the Candidate's
ability to satisfactorily complete that phase of the Certification.
D. RGMER i The Engineer will be the technical advisor to the
nte assisting him/her in the learning process and providing
the practical hands on training required for Certification. The
Engineer will also assist in the application of fire ground
hydraulics. The degree of involvement by the Engineer will be
determined by the Company Commander.
PROCEDURE:
A. Upon determination that the Firefighter desires Engineer
Certification, the Company Commander shall submit a written
memorandum to the Platoon Commander requesting that the
Certification process commence. A copy of the memorandum will be
placed in the member's training file.
B. The Platoon and Company Commanders will mutually agree upon a
conference date which will be attended by the Candidate, Company and
Platoon Commanders, Training Officer and Engineer assigned to the
Candidate's Company. During the conference, which the Platoon
Commander will chair, the responsibilities and role of each Team
Member will be discussed. At this meeting all materials needed to
complete Engineer Certification will be explained and discussed with
the Candidate.
APPROVED ��90% Revised 9-22-92
DATE 9-212-9Z_
N
CITY OF SAN RAFAEL
CHAPTER
FIRE DEPARTMENT
OPERAi1ONS MANUAL
BOOK NO. I
ORGANIZATION
SUBJECT
IPersonnel Policies
b Procedures
10 I Engineer Certification -
CODE 1-V-10 'PAGE 3 OF 5 DATE 1-2-89
C. Upon completion of the meeting the Platoon Commander will. forward an
Acknowledgment Report to the Company Commander, with copies to the
member and his training file. The Company Commander will be
responsible for notifying the Platoon Commander when the Candidate
desires to be Certified.
D. Prior to initiating any phase of Engineer Certification training or
testing the candidate must have in his/her possession the required
Department of Motor Vehicle Instruction Permit to operate or drive
any Fire Department apparatus.
E. The Candidate must submit prior to initiating the testing process a
completed Individual Engineer's Training Record to the Training
Officer. In addition, the Company Commander shall coordinate the
test dates.
F. The Proctors shall consist of a panel appointed by the Fire Chief
consisting of the following, but not limited to the ranks or
positions of Platoon Commander, Training Officer, Company Commander,
Engineer and two (2) alternates which may consist of any rank,
Engineer or above.
G. The first test taken must be the written, scheduled at any time
convenient to the Platoon and Company Commanders. The practical
tests must be scheduled in the first week of the month preceding the
month testing is requested for inclusion in the Monthly Activity
Schedule.
H. Engineer Certification will require satisfactory completion of four
test increments. The written test must be taken first, with the
Candidate selecting the order of the remaining tests. The Candidate
must pass the written test before proceeding with the practical
test. Included as part of the pumping practical is a pump
nomenclature utilizing the pump cut -away.
I. The Driving Test will include a rodeo, pre -trip inspection and
practical driving over City streets. During the Driving Test the
Candidate must demonstrate his/her ability to operate both automatic
and stick shift transmissions. A standard stick shift transmission
must be used when completing all phases of the Engine Driving Test,
i.e., pre -trip, rodeo and driving test. The Candidate will have the
option of selecting the specific apparatus to be used during
Certification, but as indicated above the engine must be a stick
shift. If the aerial is to be used during the rodeo phase of the
APPRORevised 9-22-92
V�D,�,-%�
/CITY OF S1 1 PIAFAEL
FIRE OEPA--A : NIENT
OPERATIONS MANUAL
BOOK NO. 1
ORGANIZATION
CHAPTERI Personnel Policies
b Procedures
SUBJECT 10 I Engineer Certification
CODE 14-10 PAGE 4 OF 5 JDATE 1-2-89
testing, the snorkel must be used during the practical driving test.
The pre -trip inspection will be conducted prior to the practical
(road) test for engines. This inspection is as required by the
California Commercial Drivers License Program.
J. The Candidate must obtain a California Commercial Driver's Class B
License as part of the certification process. The Candidate must
have this license before a certification will be issued.
K. The Candidate will also have the option of selecting the engine of
his choice during the driving and pump operation test. Truck
operation testing will include aerial and snorkel.
CRITERIA:
A. Failure of any portion of the testing process will only require
re-examination of that phase, but the Candidate must wait thirty
(30) days before retaking the failed portion. Failure to
satisfactorily complete the test the second time will require that
the Candidate wait six (6) months before retaking the failed portion
of the certification process.
B. The Candidate will have the option to withdraw from the
Certification process at any time during the testing procedure.
Written notice will be sent to the Candidates indicating their
satisfactory completion or failure of the testing procedure.
C. CAPTAIN - The Company Commander will function as the Candidate's
Certification Coordinator, scheduling the initial meeting, signing
the check off sheet, scheduling apparatus for training with other
Company Commanders, insuring instructors are available, coordinate
testing dates with the Platoon Commander and Training Officer,
arrange the setting up of the rodeo and coordination of the re-
examination date if necessary.
D. The Company Commander's responsibility will be to assist the
Candidate through the Certification process, providing him/her with
the necessary resources.
E. Unusual circumstances may develop where, because of mechanical
failure of a specific piece of apparatus, weather conditions,
Department activity or excess emergency incidents, a Candidate
cannot complete Engineer Certification, through no fault of his/her
A P P R 0 V E D �fw" Revised 9-22-92
' CITY OF ftc— AN
L FIRE G:..PAF�iTRAEli1T ®Personnel Policies
CHAPTER Y I '
• & Prc-..duces
OPERATIONS MANUAL
BOOK NO. 1
ORGANIZATION
SUBJECT 10 I Engineer Certification
CODE 14-10 PAGE 5 OF 5 jDATE 1-2-89
own. In these situations a time extension may be granted by the
Fire Chief with no loss in pay to the candidate. The specific
length of the time extension will be determined by the Company and
Platoon Commanders, with the Fire Chief's concurrence.
F. Written notice will be sent to the Candidate indicating his/her
satisfactory completion or failure of the certification process.
RECERTIFICATION:
Recertification will be valid for a three (3) year period. Department
members desiring recertification must recertify within twelve (12) months
from the date of expiration of their Certification, or they will be
required to complete the entire Engineer Certification process. The
recertification shall consist of the following phases of the Engineer
Certification Process, i.e., driving test, rodeo, truck operation on
aerial, snorkel and pumping.
A. The Driving Test will include a rodeo for both engine and truck,
pre -trip inspection and practical driving over City streets. In
lieu of the practical driving test, a written memorandum from the
Candidate's Captain indicating that during the past six (6) months
the Candidate has demonstrated, to the satisfaction of the Captain,
that he/she can drive both engine and truck will suffice.
B. During the rodeo phase of the recertification, the Candidate will
have the option of selecting the specific engine and truck that will
be used during the rodeo phase of the testing. The engine must be
equipped with a standard transmission.
C. During the truck operation phase, the Candidate must demonstrate
his/her skills on both aerial and snorkel.
D. In lieu of a practical pumping test, a written memorandum from the
Candidate's Captain indicating that during the past six (6) months
the Candidate has demonstrated that he/she has satisfactorily pumped
at drills, proficiency indexes, emergency incident, etc. will
suffice.
APPROVED Revised wised 9-22-92
DATE�-
E� 4 —
. ,( CI-rY OF SAN RAFAEL
FIFE DEPARTMENT
OPERATIONS MANUAL
BOOK NO. 1
ORGANIZATION
PURPOSE:
CHAPTER y Personnel Policies &
Procedures
SUBJECT 9 I Career Development Guide
for Firefighter
CODE 1-V-9PAGE 1 OF 3 JDATE 1-2-89
To provide for the systematic development of Firefighter through his/her
recruit training program to their top step salary range.
POLICY:
A. The four (4) year Career Development Program will be integrated into
the salary step increase for each year.
B. Requires that the Firefighter satisfactorily complete three (3)
distinct developmental phases in addition to the probationary period
before receiving his/her yearly salary step increase.
C. In addition to the probationary recruit training period the
Firefighter will be required to complete:
1. Engineer Certification.
2. EMT I or EMTFS.
3. Fire Prevention Certification.
OBJECTIVE:
Through the Career Development Program. Firefighters will be able to
obtain and possess the intrinsic knowledge necessary to become a
productive member of an Engine Company and provide the Company Commander
with the technical resources needed to function in a complex profession.
RESPONSIBILITY:
A. Refer to Engineer Certification Policy.
B. Refer to Fire Prevention Certification Policy.
C. Emergency Medical Technician.
1. Depending on the Firefighters option. EMT I training can either
be completed in the second or third year of the Career
Development process. The obtainment of EMT I or EMTFS must be
accomplished by the member on his own off—duty time.
1
0
rC: I T Y OF S. J Fi A F A E L CHAPTER
FIRE OEPAWTIVIENT
OPERAT-IONS MANUAL SUBJECT
BOOK NO. 1
O W G A fV I Z A T I O IV CODE
Ieersonnel Policies b
Procedures
Career Development Guide
9 for Firefighter
1-V-9 MAGE 2 OF.3 (DATE 1-2-89
2. A situation may develop where a Department member may not have
completed his/her EMT training by the prescribed time period
because of class scheduling. A time extension may be granted
to the member, without loss of pay, by the Fire Chief, when the
member can document that he is presently enrolled in an EMT
certification class. The extension will in no case extend
beyond a ninety day period.
RECRUIT ORIENTATION:
During the Recruit Orientation the Career Development Program will be
explained in depth to the newly hired member(s) and his/her
responsibility in completing the four year program. Following
satisfactory completion of the one year probationary period the
Firefighter will again be reminded of the Career Program and his/her
obligation to select either Engineer Certification or Emergency Medical
Technician training as a second year Career Development Program
objective.
PROCEDURE:
A. At the completion of the probationary period the Firefighter will
have the option of either pursuing Engineer Certification or
Emergency Medical Technician Training during his/her second year of
employment. During the third year the Firefighter must complete the
topic not selected during the second year. The fourth year will
require the satisfactory completion of Fire Prevention
Certification.
B. The Firefighter will have the option at the completion of the
probationary period to complete the subsequent three year
requirements at his/her own pace, as long as all requirements are
completed at the conclusion of the fourth year. A Firefighter, in
completing the requirements, must complete each phase in the order
alluded to in the paragraph above.
C. Firefighter/Paramedics, because of the varied assignments, will be
governed by a revised program. Paramedics will need to complete the
twelve month probationary material within an eighteen month period,
but will complete their probationary period in twelve months, based
on an evaluation completed by their Company Commander and Base
Hospital Emergency Room staff. During the second eighteen month
period, the Paramedic will need to certify as an Engineer. The last
phase of the Career Development program for the Paramedic is Fire
Prevention Certification. The Paramedic will have twelve months in
which to complete the Fire Prevention section of the program.
APPROVED
DATE /- 7-- AO
*�GITY OF SA ' RAFAEL
_ FIRE 0EPAY4TMENT
OPERATIONS MANUAL
BOOK NO. 1
ORGANIZATION
ENGINEER CERTIFICATION PROCESS:
CHAPTER Personnel Policies b
1
I Procedure_
SUBJECT* g I Career Development Guide
for Firefighter
CODE I -V-9 IFAGE 3 OF 3 JDATE 1-2-89
A. Upon determination that the Firefighter desires Engineer
Certification. the Company Commander shall submit a written
memorandum to his Platoon commander requesting that the
certification process commence. A copy of the memorandum will be
placed in the member's training file.
B. Refer to Engineer Certification Policy.
FIRE PREVENTION CERTIFICATION:
A. The final phase of the Career Development Guide for the Firefighter
is Fire Prevention Certification. Upon completion of the first
three phases. the Firefighter may commence with the fire prevention
aspects of this Career Development. the purpose of the fire
prevention portion of the Career Development Guide is to enable the
Firefighter to develop an awareness of the Building and Uniform Fire
Code and other fire prevention matter as they relate to the Company
Inspection Program.
B. Refer to Fire Prevention Certification Policy.
APPROVED _� f- m
d.mess WM N WEAMSEST HIST. PAM t 9
-WI T.hjmaW4dfffi! I I Min 12 I:
Min A Red Bluff L I Creek ,1�LI
Che"
I EHAIVIA I-Area EXHIBIT '101A 99
AREA' A oa'ryv'!lb
eggett VEY
—1. El. 7,30 Pro ena _,N_
V51 13 13
•25 Gelber T7•Almanor
hlQlae3, ISAUROCK J
Fr.
Ric rP.r
23 HenleyVille r + J tii.
Rockport F1,17 Pask- Flou..V field Tell- "o j -L, jX
r cola ama,
elo 7 XcAmPaEumoukP, A-Lam
Layt Fit 0051 Covelo n -i*bou
vmm
0 Ride 14 10 JUACKRUML 32 ig�
villa Vina
'B Nxll. AEC is WON
PA AREA Wide
12 IEQ AT
12
comb W 162 - i I rest 57 Sdhi.g
rJ. 18tcaurw lOikwaod 10
.�. W FH7
'10 Tlits .. . Rail BAf.
AVAIWSZLEY 101 16 GLENP out
Fit'I, leorm ST.. Alder
L
i Split, 12 t Do S ab!la�a
•5ir ,
MENDOCINO 0 f A Orland _.Ig A OR-
"'a 'a"a,
1cl) Z
r . M
wit Julffillow 9 age
" , a Hami
34 12 7 Elk Creek Budik
C di
n 1W. NrWa.• - '.. t A
f �%j ( jfefa West - rulto 70
I Artois
Usslarl UI L
'. , t, L=, -1 " R 11 1
ame ril�x, 21 7 Ordbend Durham 91
PGO : :51
Willows's
C.
Y14 �Fb II Glenn
MONTGOACRY Red- Butte Nelson r 99 5 A
Wom Sir RE.S.
Wood AM th
E114tODS Val A91b.1 Oro
i. ST PX ord---- Vill -alls
Calpella s 19 Ir Fir
Iola Purohnnue U
Indian sites PrincetonwAaRFmx Brown Ile r
Rancheria Ladoga
A Up erg Biggs Palermo I h lqng#;
E ST FK to•B.,
hUrYWOODS3 'Ph ALki 49 Ba ... r B./I.Fd
COILM4
JAI 16Oregon Re,.t'
Manchester
COLUSA r1r. IF ARWA Perviln N
A
oon, N. Cal
23T"'YLive Oak
SanJ
Evera, S EN_
vuBA
1_1 I Brown
AWN "opland Glehliaven
D valle
to
HE yalix 175ville ' ] ] ] ] ] ] learlak ams utter (" "R°, M
C"na syc am I YUb. 35 �A L.k. an
scar Mi. Rea
. ��I'y,;2�A-:-, A66-aq. 3 to 171 Indian 19 23 hAar L
�j - Vi I ,
FAMMUDEP ysvillp Grass'
tG1�v Reservation Yuba
IRE
EL 4470 IT 29 Clearlake Valley I WAVESM
City Oliv -4-FAL L NEVADA 114 HIST ft
p udiala 3.
to -� Lower lakeArbuckle
dams
swan:' ,Cloverdale S lq spry. �A WGGS ANo I.". f As to h
Annapolis - verdale To a
3 lAs 'Cobb 1 15 kWWTAW Rumsey d - RECREATIRWAN Colfax
1A FIT FOREST lark- - .1 23
/io•POLO A Ili Wheatland
Ell; Ville
NAFL sZ�
LAA-EW e uAltv 9 Sheridan AUMAW ST.
I - Ria�oso 2NO
an Guinda 6.4i so
M ow
SONON NAP 33 E Meadow V'sta
Plantation leg
17 No
u AUS71NVWEX ARRASTRaNg ea.. 10
ubum
sr. PC Prooks EIO ea"ve Li A
S at.. P C 12 is Knin Newc:
EYf1lB[a tuna
5 UU19 R At 4
t•7 od le
V Esparto Yala 99 1,7 U,,,-
ncani
M 1. 1 Madison Istt I L Villp
`t Did
LLEYRio
N
Rivine 1s so Ell
r to Forscot est- Lind
113
113 14
113
12 SU(UVaQAF
0 idental P 12 AWAS Placerville
. AL Soldiers at'- '-Bode a•W. Rancho P lie
to at Santa Ken- Cordova
Ros 0 17 Oakville I B El a
rado ValletrYd'id E Yount- .........
Vpon - Glen Fan 2 Davis IV 10 Hill, �22
.' �oomfiel Park Ville s I I Springs Sam,
Dil1on Twosr pi Px a°Yes Hat 29 klapa Dixon SACRAME TO
11 sly h, Lan, b
49
0 ales Vacaville 1 Fl tin
j4,<'.•- A, ziu
ElS
—15 (71 �21
luf: all Fi15 AMF:CE Ho I E2 MARIN 13 12Elk Grove ! r L n COLL61 IA SACRA E TO rrymoutj., oryt4 SLAND -04 -
Novato I Suisun 15 lad r
1�11 a El lone 16e'ek .10 City
Find 11 natio Ll 24
9-Y Is
bVirESTUM a
,,e Birds Rio Walnut Thom- Jaci7son IV
tialraEdPinole .1 V Grove . I
Is 0 R"
ALI,, 31
%fts, ALodiC11 alle W
°� ,2s tal Hercules I a 11114w4w) . S
Richmond 3 P_ &_-LAR�MMI., A S
RAM ti Loc a or Is 8 .. , 11
... jayi cr 14 Je 5
ATERAnq)WWAR5L -L
Berkeley C(Creek
a 6 7" J5 2 . N
24 lak as 1p �4�
a sa 1_ C lwgpt
RPs
Brenthm Jenny Lind
SAN A G �:! , I . . Million
1S
. 15.inden j6FaWrorSAN FRANtlstd a
is •12
q 22 Far g J14 Copper- CA,
C CONTRA tsyroll
wlldyko -,Sbu 'TQCKfO�f-
.L: V.T Cos IN op Iiii
ftefugs I - - .; `:, I I Q
-San 2 &c.
San Bruno' ffr AREA: Bethaily�` J6 4 3
2(
1t 17Millbra Man
13. B 9 _�layvvaru Livermore- is' R 'R
dinga -e 9 9 1 Live A
`Mateo to Fe
Prince , * *M. A leasantan
I R 21 13 WE NEW,
Be diur. .6d ood ityl SUqDl 21 MEIGNES LAO
A Half Moon Bqyl 0 3 U 3 BUREAU OF
I I - 'M S' it, `l0----j iECIAMA TION
27 San Carlos t
0 ark 9 SAM11
84 -A
10 cDA CIA. DESTO
MAT EG , ) 11 . F A
7 I/iew •t a Grangi
San tregEo, Palo Mil I—,nn, Waterford
-
is Alto W "Hickman1811
Ceres
4 13 MR
•La Ho a,4 ley A.
13 35 L SA JOSE eye!� Turlock Clara. 1 7
Santa 130 Pa er.
'39 1 _ 11 son
606 841fN 5 1
R,DWODDS 17 71 34 17
S 9 L 8 'Afrnmianw
Hilmar 2 MC CONAFELI STATE
SANTA Air. HA& >_ Crows Lndg- REC-APEA\
tagaBigBasirtk 11,2 CLARA EL 4, 2WrT r I b GED AIR TFIELD Delhi. - 5 35
IICX 0
" , / SERVATORY Sr REC J"
Los ,, '10° yate tz�j J?
STANISLAi2S `EA Livingston
Writ n
A Bo Ider Creek '.Scott's Gatos —1 Newman PStevi, ar� 13
101 Atwater
Be L mend ;Valley
6 1
140
M ad an a
DIV Wlorgan Hill Gustine 'It MERCED NA F L
ei SA rF ., I N A %LWIDLPFE
S@n Me 11 REFUGE
Martin L I'll Ef I
So el 1 4 1 5 33 1
Aptas Sn 59
t Cruz . 'CRij? .. 165 MERCED