HomeMy WebLinkAboutCC Resolution 8616 (Fire Dept Personnel MOU)RESOLUTION NO. 8616
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SAN RAFAEL AMENDING RESOLUTION NOs. 6650, 7166,
7425 AND 8030 PERTAINING TO THE COMPENSATION AND
WORKING CONDITIONS FOR FIRE DEPARTMENT PERSONNEL
WHEREAS, the City of San Rafael and the San Rafael
Firefighter's 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
February 12. 1992, and consisting of 36 pages and Exhibits has been
executed by duly authorized representatives for both parties;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the
City of San Rafael as follows:
Section 1. From and after the date of adoption of this
Resolution, the City of San Rafael and the San Rafael Firefighter's
Association shall utilize the Memorandum of Understanding dated
February 12. 1992, as the official document of reference respecting
compensation and working conditions for Fire Department personnel;
Section 2. The schedules describing classes of positions
and salary ranges 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 Tuesdav , the 18th day of Februarv. 1992 ,
by the following vote, to wit:
AYES: COUNCILMEMBERS: Breiner, Cohen, Shippey, Thayer & Mayor Boro
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: None
I -
JE �M�ONCIN ,, City Clerk
ORIGINAI
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SAN RAFAEL FIREFIGHTERS' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
FISCAL YEAR 91-92
SAN RAFAEL FIREFIGHTERS' ASSOCIATION M.O.U.
TABLE OF CONTENTS
CHAPTER
TITLE PAGE
1.0
GENERAL PROVISIONS
1
1.1
Recognition
1
1.2
Association Rights
2
1.3
Non -Discrimination
4
1.4
Management Rights
5
1.5
Advance Notice of Change
7
2.0
COMPENSATION
7
2.1
Salary
7
2.2
Educational Incentive Program
7
2.3
Out of Class Compensation
8
2.4
Specialty Compensation
9
2.5
Other Compensation
10
3.0
PROBATIONARY PERIOD
11
3.1
Purpose of Probation
11
3.2
Length of Probationary Period
11
3.3
Rejection During Probation
11
3.4
Extension of Probationary Period
11
3.5
Notification of Extension or REjection
11
3.6
Regular Status
12
3.7
Promotion of Probationary Employee
12
3.8
Unsuccessful Passage -Promotional Probation
12
4.0
SELECTION
12
4.1
Fire Captain Qualifications
12
4.2
Rule of Three
13
4.3
Orientation
13
4.4
Transfers
14
5.0
HEALTH AND WELFARE
15
5.1
Health, Life, Accident & Disability
15
5.2
Retiree's Health Insurance
15
5.3
Dental Plan
15
5.4
Joint Benefits Committee
16
5.5
Retirement Contribution
16
5.6
Vacation
16
5.7
Sick Leave
18
5.8
Holidays
19
5.9
Other Leaves
20
6.0
HOURS
21
6.1
Hours of Work
21
6.2
Work Schedule
21
6.3
FLSA Overtime
21
6.4
Overtime
21
1) 1A
CHAPTER
TITLE
PAGE,
7.0
TERMS AND CONDITIONS OF EMPLOYMENT
21
7.1
Staffing Levels
21
7.2
Grooming Standards
22
7.3
Career Development Program
23
7.4
Station Transfers
23
7.5
No Smoking
24
7.6
Residency
24
7.7
EMT -D Certification
24
7.8
Demotion
24
7.9
Termination of Employment
24
7.10
Shift Trade Policy
25
8.0
DISCIPLINARY ACTION
25
8.1
Authority
25
8.2
Definition
25
8.3
Causes for Disciplinary Action
26
8.4
Appeals
27
8.5
City Manager and Arbitration
27
9.0
GRIEVANCE PROCEDURE
27
9.1
Definition
27
9.2
Initial Discussions
27
9.3
Referral to City Manager
27
9.4
Adjustment Board
28
9.5
City Manager and Arbitration
29
10.0
REDUCTION IN FORCE
29
10.1
Authority
29
10.2
Notice
29
10.3
Order of Layoff
29
10.4
Seniority
29
10.5
Bumping Rights
30
10.6
Transfer Rights
30
10.7
Re-employment
30
11.0
MISCELLANEOUS
31
11.1
Management Personnel
31
11.2
Use of Fire Apparatus for Shopping
31
11.3
Physical Fitness Program
32
11.4
Medical Standards
32
11.5
Personnel Rules and Regulations
32
11.6
Drug and Alcohol Policy
33
11.7
Light Duty Policy
33
11.8
Association Meetings with the Fire
Chief 33
11.9
Safety Committee
34
11.10
Outside Employment
34
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CHAPTER TITLE
12.0 M.O.U. LANGUAGE
12.1 Inspection of Memorandum of Understanding
12.2 Existing Laws, Regulations and Policies
12.3 Strikes and Lockouts
12.4 Full Understanding, Modification, Waiver
12.5 Severability
PAGE
34
34
34
35
35
36
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MEMORANDUM OF UNDERSTANDING
Between
CITY OF SAN RAFAEL
and
SAN RAFAEL FIREFIGHTERS ASSOCIATION
The San Rafael Firefighters Association, 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 condi-
tions and the employer/employee relations of such employees.
s
This Memorandum of Understanding is entered into pursuant to the
Meyers -Mi 1ias-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 commenc-
ing July 1, 1991 and ending June 30, 1992. When ratified by the
City Council, this Memorandum of Understanding shall be binding
upon the San Rafael Firefighters Association, 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
1.11 Association Recoanition
The San Rafael Firefighters Association, 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.
1.12 Citv Recovnition
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
1.21 Dues Deduction
Payroll deduction for membership dues shall be granted by the
City to the Association.
The following procedures shall be observed in the withhold-
ing 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 modification of payroll
deduction shall be made upon forms provided or approved
by the City Manager or his 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 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.
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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 Asso-
ciation. In addition, the Association shall refund to the
City any amounts paid to it in error upon presentation of
supporting evidence.
1.22 Release Time
The City shall allow a reasonable number of Association
members time off without loss of compensation or other
benefits when formally meeting and conferring with representa-
tives of this City on matters within the scope of representa-
tion. Reasonable time off without loss of compensation or
other benefits shall also be granted to members of the
Association to participate in and prepare for Grievances.
1.23 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 process-
ing 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 require-
ments.
1.24 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.
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1.25 Conduct of Business
Consultations between the City and the Association, for discussion
of Grievances and for negotiations between the City and Association
representatives normally 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.
1.26 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 depart-
ment cover -ins, provided that the Association and Duty Chief both
determine the resulting coverage meets acceptable emergency
response safety standards.
1.27 Association Orientation of New Emnlovees
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
4
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.
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,
relocations 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.
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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 M.O.U.
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 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.
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.
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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, 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 COMPENSATION
2.1 SALARY INCREASE
Effective 07/01/91, a 1% salary increase for all represented
classifications (See Exhibit "A").
Effective 03/01/92 a two percent (2%) salary increase
for all represented classifications contingent upon
the City having a combined revenue from sales tax,
motor vehicle in lieu fees and the secured property
tax levy equaling or exceeding $14,768,000 by March 31,
1992 after consideration of loss of revenue or additional
costs the City may experience as a result of the state
budget crisis (which results in the City's revenue
dropping below $14,768,000). (A salary Exhibit page to be
developed reflecting the 2% adjustment if the revenue level is as
stated on March 31, 1992.)
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:
2.21 30 Colleae 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 addition-
al compensation amounting to 2.5% of their basic monthly salary.
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2.22 AA Dearee 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.
2.23 EMT I - EMT -FS
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 or EMT -FS 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.
2.24 E.M.D.
Employees who have completed probation in the Fire Dispatcher
classification who having successfully completed and who maintain
a Marin County approved E.M.D. Certification shall receive an
additional compensation amounting to 2.5% of their basic monthly
salary. This is provided in lieu of 11311, but will not preclude
employee from receiving 113" 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%.
2.25 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.
2.26 Other Job Related Courses
It is agreed that college course work other than those specified
in "1" and 112" 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 111" or 112111 but will not preclude an employee from receiving 111"
or 112". It is agreed that an employee shall not receive 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:
2.31 Fire Engineers
All Engineers will perform in Acting Captain status as needed, and
will be paid at the same step as their regular position, i.e., Step
8
A - Engineer is paid at Step A - Captain. Engineers will be paid
at the regular pay rate after the completion of one full shift.
2.32 Fire Fiahters
All Firefighters with four (4) years or more of line service (line
service is def ined 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 meet the eligibil-
ity requirements to take the Captains 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 Captains 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 out -of -class compensa-
tion after the completion of one full shift. 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.
2.33 Fire Captain
All Fire Captains designated as Acting Platoon Commanders will be
paid at the rate of $100.00 premium per shift worked.
2.34 Truck Companv Apparatus Operation
All Firefighters temporarily assigned to a Truck Company with the
responsibility of apparatus operation will receive $10 per shift
while having said responsibility.
In order to be eligibe for the premium the employee must possess
a current San Rafael Fire Department Engineer Certification.
2.4 SPECIALTY COMPENSATION
2.41 Truck Apparatus Premium Pay
All firefighters assigned to a truck company with the respon-
sibility of apparatus operation will receive $100.00/month premium
pay over and above their base monthly salary while serving in this
capacity. In order to be eligible for the premium, they must
possess a current San Rafael Fire Department Engineer Certifica-
tion.
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2.42 Paramedic Certification
a. The Firefighter/Paramedic classification was abolished on
7/1/88. Department members who are Certified Paramedics will be
eligible for the following incentives:
(1) A paramedic incentive equal to 9.5% of top f iref igh-
ter over and above their regular monthly salary.
(2) 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 assigned to
Paramedic duty.)
b. 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.
C. Department employees desiring to voluntarily enter Paramedic
training on their own time who have notified the Fire Chief, in
writing, of their intentions, will be eligible for a "Paramedic"
position in the department if an opening is available for an
appropriate time frame. If a vacancy should occur in the allocated
Paramedic contingent, 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).
d. In the event that a Firefighter assigned to Paramedic duty
wishes to discontinue his/her Paramedic assignment, both parties
agree that a Firefighter vacancy not allocated to the Paramedic
Program must exist to facilitate the employee's reassignment out
of the Paramedic Program.
2.43 Paramedic Liaison
The Paramedic Liaison will be selected by those individuals
designated as Paramedics and serve for a minimum of one (1) year
and a maximum of two (2) years. They will be paid $200.00 premium
per month while serving in this capacity.
2.5 OTHER COMPENSATION
2.51 Uniform Allowance
Uniform members of the Fire Department shall receive a uniform
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allowance in the amount of $212.50 at the completion of each six
months of service ending June 30 and December 31. A proration 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.
2.52 Call-back
There shall be a minimum of two hours call-back pay at time -and -
one -half whenever an employee in the classifications of Fire
Captain, Fire Engineer, Firefighter, Deputy Fire Marshall, Fire
Prevention Inspector, Fire Mechanic or Fire Dispatcher are asked
to continue their work schedule past the duty day or are called
back by the Department.
CHAPTER 3.0 PROBATIONARY PERIOD
3.1 PURPOSE OF PROBATION
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 and once during
the eighth (8th) month.
3.2 LENGTH OF PROBATIONARY PERIOD
The probationary period on original and promotional appointments
shall be for twelve (12) months.
3.3 REJECTION DURING PROBATION
During the probationary period an employee may be rejected at any
time by the Fire Chief without the right of appeal.
3.4 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.
3.5 NOTIFICATION OF EXTENSION OR REJECTION
On determining that a probationary employee's work is not satisfac-
tory, the Fire Chief shall notify the Personnel Officer in writing
of his/her intention to terminate the employee. After discussion
with the Personnel Officer, the Fire Chief shall notify the
employee in writing of his/her extension or rejection.
3.6 REGULAR STATUS
Regular status shall commence with the day following the expiration
date of the probation period.
3.7 PROMOTION OF PROBATIONARY EMPLOYEE
An employee serving probationary period may be promoted to a
position in a higher position classification provided he/she is
certified from the appropriate Eligible List. The employee is
promoted and the new probationary period and promotional appoint-
ment shall be effective the same date.
3.8 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.
Provided, however, that if the cause for not passing the promotion-
al probationary period was sufficient grounds for dismissal, the
employee shall be subject to dismissal without reinstatement to the
lower position.
CHAPTER 4 SELECTION
4.1 FIRE CAPTAIN QUALIFICATIONS
4.11 Option 1
a. 4 years full time experience with the San Rafael Fire Depart-
ment.
b. Associate Degree in Fire Science or Fire Technology.
c. San Rafael Fire Department Engineer Certification or Engineer
Rank.
OR
4.12 Option 2
a. 5 years full time experience with the San Rafael Fire Depart-
ment.
b. Completion of the S.B.F.S. Fire Officer curriculum.
C. San Rafael Fire Department Engineer Certification or Engineer
rank.
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4.13 Option 3
a. 10 years full time experience with the San Rafael Fire Depart-
ment.
b. San Rafael Fire Department Engineer Certification or Engineer
rank.
c. San Rafael Fire Department Fire Prevention Certification or the
completion of Prevention lA and 1B.
4.14 Option 4
Persons entering the Fire Department from the outside as Captain
must meet the following:
a. 5 years full time experience in the Firefighter Series.
b. Associate Degree in Fire Science or Fire Technology.
C. S.B.F.S. Driver Operation Certification.
d. Current EMT Certificate.
e. Candidates must pass the San Rafael Fire Department Physical
Agility examination.
4.2 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 can-
didates; 2 openings = 4 candidates; 3 openings = 5 candidates; etc.
The Personnel Officer 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."
4.3 ORIENTATION
4.31 Captain's Orientation
Individual(s) having been selected from a Fire Captain's eligi-
bility list for promotion, but prior to Station assignment, shall
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be assigned an orientation period of one (1) continuous month while
on a forty hour work week.. During this period, the individual
shall receive the appropriate Captain's pay while experiencing an
array of training opportunities that will provide insight into the
various aspects of the Captain's roles and responsibilities. The
orientation period would involve, but not be limited to, visita-
tions to other Fire Departments and agencies, discussion with Staff
members regarding various aspects of the Fire Department's opera-
tions, to include radio procedure, ICS system, mutual aid procedur-
es, 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,
ie. Finance, Personnel, etc.
4.32 Firefiahter's Fire Preventionn orientation,
Firefighters completing their twelve (12) month initial probation-
ary period, and with sufficient personnel available, shall be
assigned, with at least 60 calendar days notice, to the Fire
Prevention Bureau, for a one (1) continuous month period while on
a forty (40) hour week during their second year of employment.
This will be a one time assignment, and if for any reason the
assignment is not completed, the Firefighters shall not be required
to return to the Fire Prevention Bureau for a second orientation.
During this period, the Firefighter will be given training on the
Company Inspection Program and Experience Field Inspections and
other related Fire Prevention practices with Bureau Personnel.
4.4 TRANSFERS
4.41 Types 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 Officer 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.
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4.42 Minimum Oualifications
Any persons transferred to a different position shall possess the
minimum qualifications for the position. In the case of a volun-
tary transfer the employee shall serve a six (6) month probationary
period.
CHAPTER 5 HEALTH AND WELFARE
5.1 HEALTH, LIFE, ACCIDENT, AND DISABILITY
1. Ef fective 07 / 01/ 91, the monthly contribution by the City towards
the cost of each eligible employee's Health, Accident, Life and
Disability Insurance premiums will be increased from $365/month to
$420/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.
2. Payback. The difference between the allotted amount and the
cost of the individual's Health, Life, Accident and Disability
insurance costs will be paid to the employee to a maximum of
$155/month.
3. Members of the Firefighters' Association may choose to sub-
scribe to a Long Term Disability (LTD) plan other than that offered
by the City as long as there is no cost to the City.
4. The City will continue to contract with the Public Employee's
Retirement System (PERS) Health Benefits Division, in compliance
with all applicable PERS rules and regulations, during the term of
this agreement for the purposes of providing employee health
insurance.
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).
15 �, `
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.
5.4 JOINT BENEFITS COMMITTEE
Both parties agree to continue to utilize the Joint Benefits
Committee for ongoing 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.
5.6 VACATION
5.61 Policv Statement
Three (3) members per shift shall be allowed off on vacation during
all months of the calendar year if the Firefighters' Association
reduces sick leave 25% of the base figure of 277 twenty-four hour
shifts, or a reduction of 69 twenty-four hour shifts. The 25%
reduction would not include any Workmen's Compensation time or
lengthy sick leave for a twelve month period beginning on January
1st of a given year, and ending December 31st of that year, and
will be renegotiated based on sick leave usage at the end of the
first year. The allowing of three (3) men per shift off on
vacation is predicated on a complement of eighty-two personnel in
suppression. A decrease in the personnel complement below eighty-
two due to economic reasons will require a re-evaluation of the
above procedure. Vacation shall be administered in accordance with
Fire Department policy 1-V-1, which is incorporated by reference.
5.62 Vacation Conversion
In accordance with Resolution No. 5134, Section 171 and City
Council policy established January 7, 1980, Firefighters' Associa-
tion employees who would otherwise lose vacation days during any
single year because of the City's inability to schedule annual
16
accrued vacation usage for everyone, may convert the number of days
over and above what they are able to take off to cash, up to a
maximum of seven (7) days per calendar year.
Additionally, the Fire Chief, with the City Manager's
approval, may extend this benefit to classified employees when it
is to the City's benefit and the Fire Chief believes the cir-
cumstances warrant it.
5.63 Vacation Relief
Firefighters with twelve (12) or more years of
continuous service will be exempt from vacation relief duty with
the stipulation that if insufficient, numbers of Firefighters of
less than twelve (12) years of continuous service are available for
vacation relief, those members with twelve or more years of service
who must assume relief will be selected based upon those with the
least amount of seniority first. Department members on proba-
tionary status will be exempt from vacation relief duty for the
first year of service.
5.64 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:
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-fourth (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 ( 2 0 ) 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.
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5.7 SICK LEAVE
5.71 Accrual
Effective July 1, 1989 the maximum accrual limit of 1,200 hours is
amended to permit continued accrual for sick leave usage purposes
for all represented employees. The maximum of 1,200 hours con-
tinues to apply for cash -in purposes upon termination for employees
hired on June 30, 1979 or before. All eligible full time employees
shall earn sick leave credits at the rate of eight (8) hours per
month commencing with the date of employment.
5.72 Sick Leave Usaae
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 or illness within the immediate
family or physical incapacity resulting from causes
beyond the employee's
control; or
(b) Enforced quarantine of the employee in accordance
with community health regulations.
(c) In the event of a death or critical illness in the
immediate family, an employee eligible for sick leave
may, upon proper notification, be allowed to use up to
three (3) days of sick leave for such a circumstance
in the immediate family within the state or five (5) days for
such a circumstance in the immediate family out of state. The
immediate family is generally defined as spouse, children,
parents, brothers or sisters. 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. Employee may request, and on
approval of the Department Head, receive additional sick
leave days off in the event of a death or critical illness
in the immediate family.
5.73 Sick Leave Incentive
Employees in the Bargaining Unit hired on 7/1/79 or after will not
be entitled to cash in unused accumulated sick leave upon separa-
tion from the City. However, employees hired after July 1, 1979,
will participate in a sick leave incentive plan which was finalized
December 1, 1983 (attached Exhibit "B"). It is further agreed that
18
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we will meet and confer on development of a method of converting
all employees onto the sick leave incentive plan, rather than the
sick leave compensation upon separation from City service.
5.74 sick Leave Pavoff
Upon termination of employment by resignation, retirement or death,
employees employed prior to July 1, 1979, who leave the municipal
service in good standing shall receive compensation of all accumu-
lated unused sick leave, based upon the rate of two percent (2%)
of each year of service to a maximum of fifty percent (50%).
5.8 HOLIDAYS
5.81 Days Observed
Employees covered under this Memorandum of Understanding shall be
entitled to the following holidays:
*January 1
*Third Monday in January
February 12
Third Monday in February
*Last Monday in May
*July 4
*First Monday in September
September 9
As observed by the City
of San Rafael
*As observed by the City
of San Rafael
As observed by the City
of San Rafael
*Christmas
5.82 Holidav Pari,
New Year's Day
Martin Luther King Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Admission Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving Day
December 25
a. All 56 hour a week shift employees covered under this Memoran-
dum of Understanding are entitled to additional straight time
compensation for every holiday given in 5.81 above. Said compensa-
tion 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 calculat-
ing the hourly rate for a twelve hour day).
b. All 40 hour a week shift employees covered under this Memoran-
dum of Understanding are entitled to the aforementioned holidays
off or shall be paid in addition to their regular salary for the
19
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number of hours worked during such a day at the rate of straight
time based on their standard hourly rate.
5.83 Holidav Routine
In addition to emergency responses, the holiday routine shall
consist only of the normal daily emergency preparedness, routine
maintenance of facilities and equipment and the related administra-
tive work. Employees assigned to work on holidays asterisk above
(*) shall observe the holiday routine.
5.9 OTHER LEAVES
5.91 Maternitv Leave
Such leave shall be in accordance with applicable State and/or
Federal law.
5.92 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.
5.93 Workers Comvensation 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.
5.94 Jury Dutv
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 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.
5.95 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 6PM on the last court day preceding the scheduled appearance
date of the employee. Employees will be responsbile for calling
20
the dispatcher after 6PM.
CHAPTER 6 HOURS
6.1 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 normal consecutive twenty-four (24) hour work
periods. Twenty-four hour shift shall commence at 0800 and
continue through to 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
o = 24 hour off-duty period
Example: X0X0X/0000/X0X0X/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-
hour shifts shall work as follows:
Monday through Friday 0800 to 1700 hours.
6.3 FLSA OVERTIME
Overtime shall be calculated pursuant to the Fair Labor
Standards Act.
6.4 OVERTIME
All employees in represented classifications of the Fire Department
shall be paid at the rate of time -and -one-half of their established
hourly rate for time worked in excess of their regular 56 hour work
week. There shall be no compensatory time off; all overtime shall
be paid overtime. Overtime shall be administered in accordance
with the provisions of Policies and Procedures Manual 1-V-17, which
is hereby incorporated by reference.
CHAPTER 7 TERMS AND CONDITIONS OF EMPLOYMENT
7.1 STAFFING LEVELS
Any changes in the current staffing levels will be subject to
meet and confer.
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7.2 GROOMING STANDARDS
All personnel covered by this Memorandum of Understanding shall
conform to the following guidelines:
7.21 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 Memoran-
dum 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.
7.22 Facial Hair
Facial hair is not allowed; however, the wearing of moustaches is
permitted in accordance with the following:
a. Moustaches shall be neat and trimmed and shall not extend
beyond the corners of the mouth more than 1 inch.
b. Moustaches shall not extend downward beyond the corners
of the mouth more than 3/4 of an inch.
7.23 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.
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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 the Memorandum of Understanding with the inclusion of
the following:
7.31 Enaineer Certification Policv
Career Development Guidelines regarding Engineer Certification
Policy I -V-10, revised Jan. 1989 ("C"), and Policy I -V-9 ("D"),
revised Jan. 1989, shall be placed in this Memorandum of
Understanding.
7.32 Resvonsibility 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 "C" of this Memorandum of Understanding.
7.33 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 standard at the required
times.
7.34 Order of Completion
There shall be no required order in completion of desired
requirements.
7.35 Fire Prevention Certification Policv
Employees should refer to Department Policy 1-V-16 for information
concerning this policy.
7.4 STATION TRANSFERS
Once each year between October 1st and October 31st, Department
members 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 station,
the departmental needs are to be considered first, after which
seniority of the applicants will be primary. 11
23 -1
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 clas-
sifications represented by the Association shall have their
principal place of residence within the area designated on the map
shown at Exhibit "E". Based on the increased residency requirement
granted by the City, the Association hereby agrees that residency
shall not become an issue for contract negotiations until 1996.
7.7 EMT -D CERTIFICATION
EMT -D certification is
safety classification.
duty, between the hours
the eight-hour routine
7.8 DEMOTION
a requirement for each employee with a
The certification is to be conducted on
0800 and 1700, and counted as a portion of
duty day.
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.
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 Office.
Demotion pursuant to 7.8a of the M.O.U. shall be deemed
disciplinary action and as such shall be handled according to the
provisions in Chapter 8, Disciplinary Action, of the M.O.U.
7.9 TERMINATION OF EMPLOYMENT
7.91 Resianation
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
24
the Personnel Office.
7.92 Termination - Lack of Work or Funds
The Fire Chief may terminate an employee because of reorganiza-
tion, abolition of position, and shortage of funds. Said termina-
tion shall be considered a Reduction In Force and shall be process-
ed in accordance with Chapter 10 of the M.O.U.
7.93 Termination - Discinlinary Reasons
An employee may be terminated for disciplinary reasons, as provided
in Chapter 8 of the M.O.U.
7.94 Termination - Probation
The rejection during probation in this instance shall mean the
termination of an employee during the probationary period of their
initial appointment to a position in the Fire Department. Termina-
tion during this period of time may be made without the employee
having the right of appeal except as provided by law.
7.95 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.
CHAPTER 8 DISCIPLINARY ACTION
8.1 AUTHORITY
The City shall have the right to discharge or discipline any
employee for dishonesty, insubordination, drunkenness, incom-
petence, 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 suspension resulting in loss of pay.
25
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8.3 CAUSES FOR 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 dis-
courteousness 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.
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.
26
8.4 APPEALS
If an employee feels he or she has been unjustly disci-
plined/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 Personnel Officer by
the employee in writing within ten (10) working 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 submit the appeal directly to the City Manager
or may request arbitration. If arbitration is requested,
representatives of the City and the appellant shall meet within ten
(10) working 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 as soon as practical.
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 them shall be final and binding on the
parties hereto, to the extent permitted by the Charter of the City.
CHAPTER 9 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 I -VI -3 is specifically incorporated by reference.
9.2 INITIAL DISCUSSIONS
Any grievant 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 ten (10) working days in the
Department, or if the grievant elects to submit his or her
grievance directly to an official of the employee organization
which is formally recognized as the representative of the
classification to which he or she is assigned, the procedures
hereafter specified shall be invoked.
9.3 REFERRAL TO CITY MANAGER
Any grievant or any official of the employee organization which
has been formally recognized by the City and which has jurisdiction
over any position directly affected by the grievance may notify
27
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, the nature of the determination which 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 ten (10) working days
after it has been submitted to the City Manager in writing may be
referred to the Adjustment Board.
Any time limit may be extended to a definite date by mutual
agreement of the Association and the appropriate management
representative.
9.4 ADJUSTMENT BOARD
In the event the Grievant and the City are unable to reach a
mutually satisfactory accord on any grievance (as the term "grieva-
nce" is hereinabove defined) which arises and is presented during
the term of the Memorandum of Understanding, such grievance shall
be submitted to an Adjustment Board comprised of three (3) employee
representatives, and three (3) representatives of the City. The
Association shall be an indispensable party to any grievance which
is submitted to the Adjustment Board. Any party desiring an
official transcript of the Adjustment Board hearing shall bear the
cost of same.
If an Adjustment Board is unable to arrive at a majority decision,
either the grievant, the Association or the City may request that
the grievance be referred to the City Manager, or arbitration.
No Adjustment Board or Arbitrator shall entertain, hear decide or
make recommendations on any dispute involving a position over which
a recognized employee organization has jurisdiction unless such
dispute falls within the definition of grievance as hereinabove
set forth in paragraph (1) of this Section.
Proposals to add to or change this Memorandum of Understanding or
written agreement or addenda supplementary hereto shall not be
grievable and nor proposal to modify, amend or terminate this
Memorandum of Understanding, nor any matter or subject under this
Section; and no Adjustment Board or Arbitrator shall have the power
to amend or modify this Memorandum of Understanding or written
agreements or addenda supplementary hereto or to establish any new
terms or conditions of employment.
No changes in the Memorandum of Understanding or interpretations
thereof will be recognized unless agreed to by the City Manager
and the Association.
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9.5 CITY MANAGER AND ARBITRATION
If the grievance is not resolved through a majority decision in
the previous step (Adjustment Board), 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 ten (10) working 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 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 as soon as practical, and the
arbitrator shall render a decision which is binding on the parties
hereto, to the extent permitted by the Charter of the City.
CHAPTER 10 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 organizational efficiency.
10.2 NOTICE
Regular employees designated for layoff or demotion shall be
notified in writing at least thirty (30) calendar days prior to
the anticipated date of termination or demotion. The employee
organization 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 classification 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
29
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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 class ification(s) 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.
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 an employee
whose position is abolished.
10.6 TRANSFER RIGHTS
The Personnel Officer 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
10.71 General Guidelines
Individuals who have been laid off or demoted shall be offered
reappointment 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.
10.72 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
reappointment 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.
30
J�
10.73 Time Limits
Should.the person not accept the reappointment within seven (7)
calendar days after the date of the offer, or should the person
decline or be unalbe to begin work within two weeks after the date
of acceptance of the offer, the person shall be considered unavail-
able for employment, shall forfeit the right to re-employment and
be removed from the re-employment list.
10.74 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.
10.75 Probationary Status
Employees reappointed 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 shal serve the
remainder of the probationary period upon reappointment.
10.76 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 MISCELLANEOUS
11.1 MANAGEMENT PERSONNEL
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).
31
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 (chinups):
Body Weight 110-135, 5 chinups
Body Weight 135-175, 4 chinups
Body Weight greater than 175, 3 chinups
C. Abdominal Muscle Endurance (situps):
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 200
f. Flexibility:
Minimum performance standard + 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. A medical standards ordinance to be applicable to
Fire Department personnel in the classifications 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
No changes shall be made by the City in the Personnel Ordinance or
Rules and Regulations without prior meeting and conferring in good
faith with the San Rafael Firefighters' Association.
32
V
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 com-
prehensive Drug Policy. It is understood that the policy will
apply to all represented departmental employees and non -
represented fire safety employees.
11.7 LIGHT DUTY POLICY
Light duty is offered to employees with temporary medical dis-
abilities 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 cir-
cumstance where an employee will be required to perform
duties outside of his/her job description. It is under-
stood 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 Firefighters 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, unless otherwise mutually agreed, of the
request for the meeting. The parties will develop and share an
agenda for the meeting at least twenty-four (24) hours prior to
the date of the meeting.
33 J, `
�'1
11.9 SAFETY COMMITTEE
11.91 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 to designated
by the Association, which shall be called the Health and Safety
Committee. This 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 and to make recommendations for
the correction of any undesirable conditions which may be found to
exist.
11.92 Citv-wide Committee
If the City reinstates a City wide Safety Committee, one member
representing the Firefighters' 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 M.O.U. 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.
34
12.3 STRIKES AND LOCKOUTS
During the term of this Memorandum, 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 slowdown 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,
recognizing with the City that all matters of contro versy within
the scope of this Agreement shall be settled by established
procedures set forth in the City's charter, ordinances, and
regulations, as may be amended from time to time.
12.4 FULL UNDERSTANDING, MODIFICATION, WAIVER
12.41 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.
12.42 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 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, 1991.
12.43 Effective Dates
This Agreement will be in effect from July 1, 1991 through June 30,
1992. 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.
J�
35
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.
SAN RAFAEL FI EM 'S ASSOCIATION
By /
JAMP$ H FY) RD, President
Date FE(D
By
KEVIN MEISWINKEL, Secretary
Date d-17-- 7 Z
36
CITY OF SAN RAFAEL
i
iZE GOLT
Assistant City Manager
Date
B ,r',l.LLGCi
ROBERT MARCUCCI
Fire Chief
Dat- /z/ /9,2
Y.
BItWC," i
Q
DAR�L CHANDLER
Personnel Officer
Date
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EXHIBIT B
ADDENDUM TO THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SAN RAFAEL AND
SAN RAFAEL FIREMEN'S ASSOCIATION
Section 8 of the current Memorandum of Understanding (MOU) between the City
of San Rafael and the San Rafael Firemen's Association contains a provision
for a Sick Leave incentive plan to be effective December 1, 1983. The
purpose of this addendum is to set forth the administrative details of this
plan that has been arrived at through meet -and -confer sessions between the
two parties.
Zhe Sick Leave incentive plan is effective December 1, 1983. The payments
to be made to employees who qualify for such will be made on December 31st,
c.r no later than January 15th.
An employee who is serving an initial Probationary period on December Ist
would bexexempt from participation. He or she would accrue Sick Leave, but
would not receive payment if, for example, they did not use any of it.
After they receive permanent employment status, they would become eligible
for participation on the subsequent December 1st.
nor purposes of this program, Sick Leave usage is recorded on an hour for
hour basis and does not in any way relate to the formula used in the payroll
yste,n for Sick Leave accrual and deduction.
E.M.T. and educational incentive pay, as described in Section 9 of the
current MOJ, would be incorporated with the employee's base monthly salary
.r`ien the City calculates the annual payment for unused Sick Leave.
''.ie act,:al formula will work as follows:
An e7ployee who does not miss any work as a result of utilizing accrued
Sick Leave between December 1st and November 30th is to be paid for
twen_y-four (24) hours at his or her standard hourly rate.
�- An e-p?oyee who is absent fxom work as a result of utilizing accrued
Sick Leave for up to and including'24 hours between December 1st and
hove:-.ber 30th is to be paid for sixteen (16) hours at his or her
hourly rate.
An erployee who is absent from work as a result of utilizing accrued
Sick Leave more than 24 hours and up to and including 48 hours between
Decerbe: 1st and November 30th is to be paid for eight (8) hours at his
or her standard hourly rate.
An employee who is absent from work
Sick Leave for more than 48 hours or
uR THE CITY:
as a result of utilizing accrued
more is not entitled to be paid.
FOR�l ESOCIATIO
DATE:__ i -2� - ( -j — S -T
txniDiz L
/CITY O F S A N R A F A E LCHAPTER VPersonnel Policies
FIRE DEPARTMENT , Procedures
OPERATIONS MANUAL SUBJECT 10 Engineer Certification
BOOK NO. 1
ORGANIZATION CODE 1-V-10 (PAGE 1 OF 4 (DATE 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 rust
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 two (2) year period.
D. Engineer Certification is including in the Career Development Guide
for Firefighter.
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, oroctortno the testing and
handling any difficulties arising during the Certification period.
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, schedule
testing dates with the Platoon Commander and Training Officer,
select two other Officers as proctors for the testing, arrange the
setting up of the rodeo and schedule the re—examinstion date if
necessary.
The Company Commander's responsibility will be to assist the
Candidate through the Certification process, providinc him/her with
the necessary resources.
1
APPROVED r7l
DATE /-- Z— A4
CITY OF SAN RAFAEL
FIRE DEPARTMENT
OPERATIONS MANUAL
BOOK NO. 1
ORGANIZATION
CHAPTER v I Personnel Policies &
Procedures
SUBJECT
10
I Engineer
Certification
CODE
14-10
(PAGE 2 OF
4
`DATE 1-2-89
C. TRAINING OFFICER - The Training Officer will provide assistance to
the Company Commander 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. ENGINEER - The Engineer will be the technical advisor to the
Candidate, 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 this 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.
C. Upon completion of the meeting the Platoon Commander -dill forward an
Acknowledgment Report to the Company Commander, with copies to the
member and his training file. The Company Commander -dill be
responsible for notifying the Platoon Commander when the Candidate
desires to be Certified.
D. 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 provide the test
dates and have made arrangements with proctors. The proctors shall
consist of a Battalion Chief, Training Officer, Captain and
Engineer. If the Training Officer is not available on a specific
date an additional Captain can be selected as an alternate.
APPROVED
DATE /- Z - PC?
le
CITY OF S/- J RAFAEL
FIRE DEPARTMENT
OPERATIONS MANUAL
BOOK NO. 1
ORGANIZATION
CHAPTER V (Personnel Policies &
Procedures
SUBJECT 10 (Engineer Certification
CODE 14-10 IPAGE 3 OF 4 (DATE 7-5-90
E. 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 by the Company Commander in the first week of the
month preceding the month testing is requested for inclusion in the
Monthly Activity Schedule. Proctors should be contacted by the
Company Commander prior to submittal of the test dates. A memorandum
indicating the test dates must be submitted to the Platoon Commander
indicating the following:
Specific test required, dates and times
Apparatus needed
Proctors scheduled
F. 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.
G. 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 ability to operate both automatic and
stick shift transmissions and will have the option of selecting the
transmission type for the initial test. If, however, an automatic
transmission is used during the rodeo a stick shift must be used
during the practical Driving Test or vice -versa. The driving phase
of the certification process includes engine and truck operation. The
Candidate will have the options of selecting the specific apparatus
to be used during the Certification process. If, for example, the
aerial is to be used during the rodeo phase of the 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
the engine. This inspection is as required by the California
Commercial Drivers License Program.
H. 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.
APPROVED _G179
*S DATE %'-/O -?o
N
CITY OF So-,.oV RAFAEL
FIRE DEPARTMENT
OPERATIONS MANUAL
BOOK NO. 1
ORGANIZATION
CRITERIA:
CHAPTER v I Personnel Policies &
Procedures
SUBJECT 10 I Engineer Certification
CODE 14-10 PAGE 4 OF 4 JDATE 7-5-90
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, schedule
testing dates with the Platoon Commander and Training Officer, select
proctors for the testing, arrange the setting up of the rodeo and
schedule 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 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.
1
APPROVED J
D AT E 7--/O - ?O
/CITY OF SAN RAFAEL
FIRE DEPARTMENT
OPERATIONS MANUAL
BOOK NO. 1
ORGANIZATION
PURPOSE:
CHAPTER y Personnel Policies &
I Procedures
Career Development Guide
SUBJECT 9 I for Firefighter
CODE 14-9 (PAGE 1 OF 3 (DATE 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 conplete 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 E"'ITFS must be
accomplished by the member on his own off—duty timine.
APPROVED
DATE /- z - F9
/CITY OF SAN RAFAEL
FIRE DEPARTMENT
OPERATIONS MANUAL
BOOK NO. 1
ORGANIZATION
CHAPTER V I Personnel Policies &
Procedures
SUBJECT 9 Career Development Guide
I for Firefighter
CODE 1-V-9 (PAGE 2 OF 3 1DATE 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 -2/j "' //jj�jj
DATE /-�-Po ._ �"-'�
CITY O F S A N R A F A E L Personnel Policies &
FIRE DEPARTMENT CHAPTER V I Procedures
ORERAT'IONS MANUAL "SUBJECT g I Career Development Guide
BOOK N O. 1 for Firefighter
O R GA N I Z A T I O N CODE 1-V-9 (PAGE 3 OF 3 JDATE 1-2-89
ENGINEER CERTIFICATION PROCESS:
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 -E,�E m
DATE /- 2.- EQ
E"; I'' IT
wuua '
AFort Bragg ':' •� Nanonai sM, 1 1 r. 12, -
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1 •-YI -,_ 2q Pnneeton? F �l I _00pper
2p 'wArsmE 9 AUkiab - �1 U I Ladoga Sites wddsNAr. p•• �� i Day
CAMP
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1 Nfeorw000sL• Philo 1 1 l Cow rlake I 49 xlLLO I ""'-^_^ Palermo Challenge
srrR NDMNCRffa N1K I k0linrain 29 Springs J s- ( :GEldl '
CO. PARK Nice • •,t.�-� Maxwellh c9`= Pennington z5•_ Ps aango �• Dngon-:' A 7k'
MANCNfSrER Mimchsttfr I Ree J v
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t9 A ( V 1,/r vfR P �f
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X Pt. Arena • 128 1akepo 23 r -I-' 9 • • , N. a uan r.;
Ville ti - 1 COL Live Oak s Dobbins.
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• York 311e Clearlake Oaks Williams'• N,LDUFe Mendim valley St R ar
1 J seyvlll CLEAR LAKE IB 10 REF Sune •e 'lldugh 27
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•l /ANOAlOErK.'• 101 • �CleadakeX Corona 23 • a svlllel 20 sativ • .NevadaZ
A Indian 19 Grim , Yuba City • ry rass Rill,
Gualala fLzuofr. 2911 8 Reservarron Linda L- t Penn .,f•�R, Gold
•. - Arbuckle REALE
,�-• - - — 11 - ,,Lower Lake 16 \ to s live- _Valley 13uflan,
Annapolis -',Cloverdale Al r-_,_ 45 _ burst -,R �•-..^oA 374 �� •1
Sea Ranch A Amu >w ',� - _ Turin 17 � �Y��r""� A
.te 3 5 J Cdbb ."- "HOMEf 15 RumssV - 70 Rr aun•r— 'Colfax 8
5 l X . yp 29 Kirk. I t3 49 r _:
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r Cfunni• .,.i :Weimar 17 H
•: Mid let Knoxville Guinda gen A ,s, I/ Nie - Rfo Oso, 20 Sheridan A
rRUSfRMODdOENORON �ONOMA 4 .24 / 3-\ 26lau T'Dwhnd Foresthill
�• sr. RFsfRv[ Plantation - \ 1 NAPA`. ]7 E4 , 4e 65 Meadow Vista A, I
naEENSoNa Robbins X pp g
sAtrro/Nrsr.rErr a AusnNCRfEr 6 tZe 17 Zam-
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In •sr REr 29 Anna CapeM. 12 15 Verona - _Gree volcano,
c--• •' 4, Ind abu , Spa QT' PBDs Knights 12 Newcastl • wood
Xr' •• l 6 9 q Rnnnt 4 3n ,e
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X Jenner _. /Kn In IB osev111e K to I
SOHONA c"rrrrArf REACH 3 "'" • , VAILEr,-- g"" / 13 *0 lin ea I 48rden 1
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M me Rio Forest 15 �_ �•• • LJnd� r ranite'l L Lor _ 15
Ville g 7 R...aY $[ Helene / land ,,, EB 1• F. a 601 oKase,
ridentnl4 r 17 •15 yrrNl•ONi," A la E6 1] • �r� Car-BBYA� r Y�xx�in Fr •; Kelse
X Bodega Bry• ;Badege Free- Saba Lr R r.. j , InteR - s 3 {mtcneN ! �Certteron B C:
/OOEDANFAO .'• 11 stone/ t l anta� weoo� •nuk�A.rd 19 16 t, r / 9 Cafoov F°leomf /: Placlprville '
S 4. / 7 r Park
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d ohnen d+dw IenEllen Yount- 2z , tt`•OaY / r Clarks-.shi e \
FRllan Bloomfy. Irkrr•N,IR 29 Ville tzt 10 5 / 5 .JoY.rNERA.r.RHills \ viiia/ 22
Dillon anch Twa Cotatl BryesHot Dixon� ] Spnng 6
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f°maln �h \ •I,�Oe, • I E9 4a 1
r , 9 23\9 Sonar, Ir,,,,r X117—AVacavi le t . i ' . Florin 1t $tlaou�' Latrobe r�
roN.IErursne A Petalum _ ne ••"r 1; 2 El mi a u' burg 4 15 •� 2]'
Marshall 15 9 1j 1517' / Fairfield rNAy{r 1 I E16 Rive
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ii _ I • r----_ S counts 'ED Ja ACNAME 11 TI P•1"•Ratti Sr
r , 41}•• 37 , 11 -a 12 r 0 jOLANO a u4 Drytowa V
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uc"rsunoN • \ c,• Ignael SanA A t r' ' :- C 6 FT. 'a lone Creek v
Gali 3Finald - . g • Pini
MY. REYES Jackson 1 d
AunoRAt `l 1 N ' ' Rafael Rodeo L Birds J RIO r •'Walnut 88 J 2 Grm
_ Landi Them=-„,A„r '
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MertinB2 „o •. IsletonA31 10 Vista
Balinn0 28 tot 8 ' u8 Hercules a •' b 10 ILAM N LodiX Cleme" s I2 Voll 'Mokelt
YUIR Nood5'.-: • IChmOn ' Antioch ISLAND 15 12 - e 8 7 - Wallace S rings .7San H,
_ ' `CD REC Am Lockefordl
Hart. NOR b - Berk le a 'CO 19 Oak FAANrsrRAc Ja • 158urmn - A9'• ndfel
DDLafRQATE RAnORIL REC MFA _, , 1 • y Sr. NFC ARF 4 J3 JS r 26-
15r = Cis ton 7
X SeUSallt 1Z Ls WaI it,Lreek 4 Knighton �C- ' B 6e 10
SAN FRANCISCO ' "T•: n r Brentwo0 , weurlti0 ° 9 Lnr3yLind 13
• Unit r , IS i• Nr olulo BEllats
to -. �yI . Lrr./c ze tSLinden Milton Altevii jam•'
Farallon •-•. ,--.,,vl: sco 8 I6 _`_' 0aR' Oanvllle 5 5 J6
National FARALLON = I Alameda A , e s t n efsa
•14 'JandX'.--- I. -'' S r00 • 1 22 Farming. 4
Wildlife /SLANGS t e2 South .'' • orrNANr csT f+ 1tt• gg tDI J14 Copp4, Camp
,' $art �tSERY0IR JI S y��o1'' 17 apali Milonee
Refuge tenor-- REC ARU 7 10
Sen B 'Francisco ? _ - '°f - ` A J 7'jun
APacifica t ' 17Millbrae "12 2' ''' 4 " ?r Manteca Je J1a Eugene.
13 97 1 _ 2 tm t 12a I''um,r•^ -.nocn c r
B ifin •'IWard Livermore
Princeton° "" A --San' Ma D a4 I t Pleasantan S. Tracy a 4 Escala - a I5 Kn' 1203-11
Balm jedwood ityA Sunel , ea 2t J7 e X 5 J3 Ripen 'tae NEw
XHalf Moon Bay • 4 Fre 33 - u:"fiL - 1 Oakdale 21 MnONES LAKE J591
. San Ca \ Mont !''�7 y 19dFN. rc/r. 1 ce °-�12 u S. euNEAu of
2 4 Newark 8 1 9- y ^,I Rlverba' 10 RECLAL N�
1 e.ary 84 0 •, Mtn. - �Lr•Ac GA J.,II, u,/ 3 Vernalis Ig 172 •Ll Modesto 18
VIEW%, • 73 X '-14
j l 411,11-12
r - A
SmGregano �u�1 i.2 Irl, �� Wateffotd 172 aGran A
• a4'S Alto nnt� l4 13 -, M 13
West- Jl6 CBfeS ickmen
• La Hands 1 15 14 ve104 . r San Jose A , ley Ke . sm'LOCK LA
Scenic byways designated with black dots on I va
P y :3D RK eenR Santa Claret `l, `130 _ Patter♦ 117 Tarlac JI6 -- 1591
this ma have been selected b AAA Road Re- RED3rooDs �> t, ; I =� ,71 Soni a o. _ J17
^r/r 9 117 17 , �I �Yr. NArelrpN 34 A/ A YC Nf/lsrA7F l sl
porters for their unusual interest. •'Saga. _ :r4- -Hilmar .
' ,IBig Bmn t0 - i t ,, ; s ' .. a Lm n Crows Lndq. '"Fc AREAS 59 Me
MCA ETHAN ASTATE, California isalso astate .�tiy g°'� -II t ucroafaveroer, Ig Er ^'Lid POe1hI 5.,��'°` F
v lr71 • 27 X• Los '-.L`' IP,, Covote yft� sT 4N1bLAU5 n+.n' Livin to ' J7 ��
of mind; thus, there are almost as many Cali- ABou der Croe Scan's Gatos l . I Newmenl� ?'VUnton
.+• j 'j,; ,NfRNra COf S1rvInSOn 13
fornias as there are Californians. From its cli- Be Valle tJ- IsrAnI X \ r17LIA F RX
MsciroM B ` «inaarwrt AtWarer
mate, varied topography, last-frontier Dar.naoR .Fit 20 XMorgan Hill"- an r � Gustine'� %-21 140 • Merc
geographical position and the profligate LP .•NTA San Martini 11ow
1 LANBR3Yin INAcr0M1r' ,4 Tul
wealth of both past and present, over the years ' A-• SoquelAptos 141 15 `;',
ASanta Cruz RUZ I A '7.an,.Bi 165 IERC O 50 49
California has developed a distinctive style that A Capitols 1 22 Gilroy 30 . 1
Volta 17
is evident in art, fashion, cuisine, architecture `19 167 J\- i5 Is2 Bells I- i 31 4 ° to is A
and business.
N• 129 18 lot 13 - Station ^ , �`' 3 a •, Los Banos RedEll Nida
atsdii•
Within the state are several "countries, ' i1 :A villa a A,J�aan� 158 C - S.IAIDIS NFS 165 12 9 „ap 157 (7?'
Moes Landing a Sr REC. AREA 11
ach with a different atmosphere and empha- 9 • -3°t'n N Hollister X. a south pas Palos, 10
SII/NAr uVF R Sr REArH� -. 1S4 • 10 - •-6 Oils Palos' O,
Ic Tho N- %1,11 r north r,f 1Z ,n P,,.,r r•,.,....,•I r. ro•.-...