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HomeMy WebLinkAboutR-2026-015 collective bargaining agmt with IAFF PERS unitA RESOLUTION RESOLUTION NO. R-2026-015 authorizing a collective bargaining agreement for 2026-2027 with the International Association of Firefighters (IAFF) Local 469 representing the PERS bargaining unit. WHEREAS, pursuant to requirements of state Iaw, labor negotiations have occurred between the City and Municipal Employees represented by the IAFF Local 469 resulting in the attached proposed collective bargaining agreement for 2026 through 2027; and WHEREAS, the IAFF PERS members have voted in favor of the attached proposed collective bargaining agreement; and, WHEREAS, the City Council has determined that it is in the best interest of the City of Yakima to settle collective bargaining in accordance with the terms and conditions of the attached collective bargaining agreement, now, therefore, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF YAKIMA: The City Manager of the City of Yakima is hereby authorized and directed to execute the attached and incorporated Collective Bargaining Agreement between the City of Yakima and IAFF PERS employees. The City Manager is also hereby authorized to and, without a further resolution, execute amendments to the collective bargaining agreement which may be necessary or appropriate to clarify its terms and conditions, maintain compliance the Iaw, and/or make other minor adjustments. ADOPTED BY THE CITY COUNCIL this 3`d day of February 2026. Matt Brown, Mayor ATTEST: Ro alinda Ibarra, CMC, City Cle IAFF PERS COLLECTIVE BARGAINING AGREEMENT By and Between THE CITY OF YAKIMA, WASHINGTON and LOCAL 469, INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO EFFECTIVE: January 1, 2026, through December 31, 2027 4 TABLE OF CONTENTS ARTICLE 1 - UNION RECOGNITION AND BARGAINING UNIT 1 ARTICLE 2 - UNION EDUCATION 1 ARTICLE 3 - PAYROLL DEDUCTIONS 1 ARTICLE 4 - MANAGEMENT RIGHTS 2 ARTICLE 5 - EMPLOYEE RIGHTS 2 ARTICLE 6 - PRODUCTIVITY 3 ARTICLE 7 - EQUAL OPPORTUNITY CLAUSE 3 ARTICLE 8 - GRIEVANCE PROCEDURE 3 ARTICLE 9 - RELEASE FROM DUTY 5 ARTICLE 10 - COLLECTIVE BARGAINING COMMITTEES 6 ARTICLE 11 - COLLECTIVE BARGAINING PROCEDURE 6 ARTICLE 12 - PROMOTIONAL STANDARDS 7 ARTICLE 13 -RESERVED 7 ARTICLE 14 - WAGES 7 ARTICLE 15 - HEALTH CARE INSURANCE 8 ARTICLE 16 - LIFE INSURANCE 11 ARTICLE 17 - LONGEVITY PAY 11 ARTICLE 18 - SPECIAL PAYS 11 ARTICLE 19 - VACATION LEAVE 13 ARTICLE 20 - HOLIDAYS 14 ARTICLE 21 - SICK LEAVE ACCRUAUEXCHANGE 15 ARTICLE 22 - SICK LEAVE POOL 17 ARTICLE 23 - PARENTAL LEAVE 17 ARTICLE 24 - MODIFIED DUTY 17 IAFF PERS 2026 — 2027 Final ARTICLE 25 - COMPENSATORY TIME OFF 18 ARTICLE 26 - RESERVED 18 ARTICLE 27 - HOURS OF WORK AND OVERTIME 18 ARTICLE 28 - RESERVED 19 ARTICLE 29 - DRUG TESTING POLICY 19 ARTICLE 31 - DEFERRED COMPENSATION 19 ARTICLE 32 - DISCIPLINE AND DISCIPLINARY PROCEDURES 20 ARTICLE 33 - PROPERTY LIABILITY 23 ARTICLE 34 - MUNICIPAL CODE SECTIONS 23 PERTAINING BARGAINING UNIT MEMBERS 23 ARTICLE 35 - ENTIRE AGREEMENT 24 ARTICLE 36 - SAVINGS CLAUSE 24 ARTICLE 37 - CREATION OF NEW CLASSIFICATIONS 24 ARTICLE 39 - VEBA MEDICAL SAVINGS ACCOUNT 25 ARTICLE 40 - TERM OF THE AGREEMENT 25 IAFF PERS ii 2026 — 2027 Final IAFF PERS COLLECTIVE BARGAINING AGREEMENT By and Between THE CITY OF YAKIMA, WASHINGTON and LOCAL 469, INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO This Agreement, made and entered into this first day of January 2026, by and between the City of Yakima, Washington, hereinafter called the City, and Local 469, International Association of Firefighters, AFL-CIO, hereinafter called the Union. GENERAL PROVISIONS ARTICLE 1 - UNION RECOGNITION AND BARGAINING UNIT The City hereby recognizes the Union as the exclusive bargaining representative for all regular Fire Department employees in the Public Employees Retirement System (PERS) classifications. Including Community Risk Reduction Specialists, Fire Mechanics, Communications Division Office Assistant, Fire Office assistant and Electronic Technicians. Excluded from the bargaining unit are the Fire Chief, Deputy Fire Chiefs, Shift Commanders, Fire Department Administrative Assistant to the Fire Chief, Uniformed Firefighter personnel, employees covered under the IAFF PSERS CBA, Public Safety Communications Division Manager, Public Safety Assistant Communications Manager and all other employees of the Police and Fire Departments. ARTICLE 2 - UNION EDUCATION 2_1 The Union will be given four (4) hours to provide Union education to new employees within their first month of employment. Attendance by employees is optional. The education is designed to give the employee a more complete explanation of the benefits of Union membership. ARTICLE 3 - PAYROLL DEDUCTIONS 3.1 The City agrees to deduct uniformly required Union membership fees, dues and other assessments by the Union from the pay of those members who authorize the City to do so. Such authorization shall be in writing and signed by each person authorizing such deductions and filed with the City. The Secretary of the Union shall notify the Payroll Administrator of the City of Yakima of amounts to be deducted from the pay of each such person. The City shall transmit such amounts to the official and location designated by the bargaining unit representatives together with an itemized statement, on or before the 20th day of each month, following the month for which deductions are made. The Union IAFF PERS 1 2026 — 2027 Final agrees to hold harmless and indemnify the City against any claims, allegations, or lawsuits against the City arising from payroll deductions and/or the transmittal of such deductions for the Union. 3.2 In the event the City receives a written notice, signed by any person from whose pay such deductions are being made, that no further deductions are to be made, the City shall make no such deductions from any pay earned by that person after receipt by the City of such notice. The City shall notify the Union of all such notices received by the City, which notification to the Union shall be given in writing within seven (7) calendar days after the receipt by the City of such notice and shall include the name of the person involved. ARTICLE 4 - MANAGEMENT RIGHTS 4.1 The Union recognizes the prerogative of the City to operate and manage its affairs in all respects in accordance with its responsibilities, lawful powers and legal authority. Except as limited by the terms of this Agreement, the City shall have the right to manage its affairs, including the following but not limited to: (a) The right to establish and institute work rules and procedures upon reasonable notice to bargaining unit members. All personnel rules and policies developed by the Employer, which are intended to be applicable to Union members shall be in written form and available to employees on CityICE. (b) The right to determine reasonable schedules of work, overtime and all methods and processes by which said work is to be performed in a manner most advantageous to the Employer. Changes to work schedules, which are intended to be applicable to Union members shall be in written form and posted as a policy in the division's Policy & Procedures manual on CitylCE. (c) The right to lay off employees for lack of work or funds or because of the occurrence of conditions beyond the control of the City or where the continuation of work would be wasteful and unproductive in the opinion of City officials. (d) The right to discipline or discharge employees for just cause; provided that the City's right to discipline or discharge initial hires during their probationary period shall not be limited by this section. Should the need arise, the parties agree to study policies for administering this section. (e) The right to assign incidental duties reasonably connected with but not necessarily enumerated in job descriptions, shall nevertheless be performed by employees when requested to do so by the Employer. (f) The right to take whatever actions the Employer deems necessary to carry out services in an emergency. ARTICLE 5 - EMPLOYEE RIGHTS 5.1 Except as otherwise provided in this labor contract, the provisions of this labor agreement, where applicable, shall not be construed as a waiver of the Union's right to request and require bargaining in accordance with the provisions of Chapter 41.56, RCW. IAFF PERS 2 2026 — 2027 Final 3 5.2 Employees shall be permitted to wear either one (1) union tie tack or one (1) union pin on work clothing. The tie tack or pin shall not exceed 5/8 inch in diameter. ARTICLE 6 - PRODUCTIVITY 6.1 The parties mutually recognize the desirability of improving productivity in order to provide maximum services at reduced costs. The Union agrees to actively cooperate and participate in studies and agrees to discuss the implementation of programs to promote efficiency, productivity and to reduce departmental costs. The goal of the parties is to jointly work to reduce overtime. 6.2 A joint committee shall be formed to promote labor peace, harmony, and productivity. The committee shall be composed of two representatives designated by the Union, two by the City Council, and two designated by management, and shall meet from time to time as either party may reasonably request. 6.3 The City understands the Union's concern regarding the shortage of manpower and will discuss the impacts of any potential shortages in personnel and will pursue, with Union input, adequate resources to apply to needed services in the event of future annexations and/or mergers. 6.4 Management, at their discretion, may allow a former employee who left by resignation and in good standing, and who has been gone for less than twelve (12) months, return to the classification, which they left, or another classification in which they qualify. ARTICLE 7 - EQUAL OPPORTUNITY CLAUSE 7.1 It is the policy of the City of Yakima and the Union not to discriminate against any employees or applicants for employment because of race; color; religion; age; sex; sexual orientation; physical, mental, or emotional handicap; national origin; political affiliation; Union involvement; or any other type of protected activity. Nothing in this section shall prohibit the City from establishing bona fide occupational qualifications. ARTICLE 8 - GRIEVANCE PROCEDURE 8_1 Policy. The parties recognize that the most effective accomplishment of the work of the City requires prompt consideration and equitable adjustments of employees' grievances. It is the desire of the parties to adjust grievances informally whenever possible, and both management and employees are expected to make every effort to resolve problems as they arise. However, it is recognized that there may be a grievance which can be resolved only after a formal review. Accordingly, the following procedure is hereby established in order that grievances of employees covered by this agreement may be resolved as fairly and expeditiously as possible. 8.22 Definition. A grievance is a dispute involving the interpretation, application, or alleged violation of any provision of this collective bargaining agreement. 8.3 Special Provisions. (a) To be reviewable under this procedure, a grievance must be commenced within sixty (60) calendar days after the action or decision giving rise to the grievance. IAFF PERS 3 2026 — 2027 Final (b) A Union representative and/or aggrieved party shall be granted time off without loss of pay for the purpose of processing a grievance as provided in 8.4(g). (c) A grievance may be entertained in or advanced to any step in the grievance procedure if the parties so jointly agree. (d) The time limits within which action must be taken or a decision made as specified in this procedure may be extended by mutual written consent of the parties involved. A statement of the duration of such extension of time must be signed by both parties involved at the step to be extended. 8=4 Process. (a) Step 1 - The Union Grievance Committee As soon as possible, but in no case later than the time period specified above, an employee who feels a matter or situation exists which constitutes a grievance shall submit a written statement asserting their claim to the Union Grievance Committee. The employee shall also inform their supervisor in conjunction with filing a grievance with the IAFF Grievance Committee. (b) Step 2 - Grievance timely filed in writing with appropriate Management Personnel Upon receiving a written statement from any source asserting a matter or situation exists, which is claimed to constitute a grievance, the Union Grievance Committee shall determine whether or not, in its opinion a grievance does exist. If, in the opinion of the committee, no grievance exists, no further action shall be taken. If, in the opinion of the committee, a grievance does exist, then the committee shall, with or without the member or members who asserted the grievance, present the grievance in writing to the Division Manager, deputy chief or designee for resolution. The claim of grievance shall specify the article of this agreement or past practice, violation or application of which is claimed. The grievance must also be presented to the Division Manager, deputy chief or designee (dependent on the grieved employee's job classification) within sixty (60) calendar days after the action or decision giving rise to the grievance. The Division Manager, Deputy Chief, or designee shall conduct an investigation and provide a written decision within thirty (30) calendar days of receipt of the grievance. In the case of SunComm, the Assistant Division Manager will make a recommendation to the Division Manager who will respond to the grievance within the allowed timeframe. (c) Step 3 - Grievance Appealed To Chiefs) If the Grievance Committee and the Division Manager, Deputy Chief or designee cannot reach agreement regarding a remedy, the Grievance Committee may, within thirty (30) calendar days of receipt of the, written decision, submit the grievance to the Fire Chief or designee. The Fire Chief or designee shall make a separate investigation of the issue(s) and notify the Grievance Committee in writing of his/her decision, and the reasons therefore, within thirty (30) calendar days. (d) Step 4 - Grievance Appealed To City Manager If the Grievance Committee is dissatisfied with the decision of the Fire Chief, the Grievance Committee may within thirty (30) calendar days request a review by the City Manager. The City Manager shall forward a written decision to the Grievance Committee within thirty (30) calendar days from receipt of the grievance. IAFF PERS 4 2026 — 2027 Final (e) Step 5 — Grievance Appealed To Arbitration Except as provided in 8.3 (f) of this Article, a grievance which is not resolved as set forth may be appealed to arbitration. If Union Grievance Committee desires to submit the grievance to arbitration as the final step in the grievance process, they shall notify the City Manager in writing within thirty (30) calendar days of the date the City Manager issues his/her decision as described in Section 8.4(d), Step 4, above. Either party may invoke arbitration upon submission of a written request for same, which identifies the previously filed grievance, and sets forth the issue(s) which the moving party seeks to have arbitrated. (f) (g) The parties shall attempt to mutually agree upon an arbitrator. In the event the parties are unable to mutually agree upon an arbitrator, either party may request a list for eleven (11) qualified arbitrators according to the following procedure; the parties shall attempt to agree as to whether the Public Employment Relations Commission (PERC), the Federal Mediation and Conciliation Service, or the American Arbitration Association will supply the list. If no agreement is reached, the list shall be requested from the Public Employment Relations Commission. The parties shall select an arbitrator from the applicable list by mutually agreeing to an arbitrator or by alternately striking names. The parties shall flip a coin to decide who starts the striking process. The final name left on the list shall be the arbitrator. Subsequent hearing(s) will be governed by the rules and procedures of PERC. The arbitrator shall render a decision as promptly as possible. The arbitrator shall confine himself/herself to the issues submitted for arbitration and shall have no authority to determine any other issues not so submitted to him/her. The arbitrator shall have jurisdiction and authority only to interpret, apply or determine the specific terms of the Agreement and shall not have jurisdiction to add to, detract from, or alter in any way the provisions of this Agreement. The decision within the jurisdiction of the arbitrator shall be final and binding upon both parties. The cost of the arbitrator shall be borne equally between the City and the Union. The City and Union will pay their own remaining costs of arbitration, including attomey's fees, regardless of the outcome. Any grievance, which the City's management may have against the Union shall be reduced to writing and submitted to the President of the Union local. If the matter is not satisfactorily settled within thirty (30) calendar days, appeal may be instituted as set forth in 8.4(e), Step 5, above. If the subject matter of a grievance could be appealed to the Civil Service Commission for fire employees of the City of Yakima, the matter may be submitted for determination to the Civil Service Commission or arbitration, but not both. After the Union has received the City Manager's answer at Step 4, it will advise the affected employee whether it is willing to submit the grievance to arbitration and, if so, the employee shall elect within fifteen (15) calendar days after the Step 4 answer the forum in which the matter is to be heard. Submission of the dispute to arbitration or a hearing by the Civil Service Commission shall bar submission in the other forum. ARTICLE 9 - RELEASE FROM DUTY 9.1 Union Business Leave Designated officers and members of the Union, normally not to exceed two (2) in number (any one (1) at one time), shall be granted up to a total of one hundred twenty (120) hours of time off for Union business between the two (2) employees, provided that a maximum IAFF PERS 5 2026 — 2027 Final of seventy (70) of these up to one hundred twenty (120) hours off will be paid at the standard rate granted for any leave with pay. The City shall be obliged to release one (1) employee but may allow additional employees to be released simultaneously based upon departmental operational requirements. Business leave includes attending labor conventions and educational conferences regarding collective bargaining, provided that notice of such conventions or conferences shall be given at least thirty (30) calendar days prior thereto to the SunComm Management or the Deputy Chief as appropriate, and provided further that the total leave for this bargaining unit for the purpose set forth in this section shall not exceed one hundred twenty (120) hours in any calendar year. Furthermore, partial shifts may be utilized by employees for departure or return provided Division established minimum staffing levels are maintained after the absence of the person(s) to be released on Union Business Leave. Officers and members of the Union designated by the Union may use Union business leave from any of the bargaining units that I.A.F.F. Local 469 represents. ARTICLE 10 - COLLECTIVE BARGAINING COMMITTEES 10.1 Collective bargaining between the parties shall be carried out by the City Manager or their designees, on behalf of the City Council, and a committee representing the Union. No later than June 30th of each year, the Secretary of the Union and the City Manager or designee shall notify one another regarding the names of persons constituting their respective bargaining committees. If a communication is forwarded before that date, a response will be made within ten (10) working days. 10.2 Members of the Union negotiating committee, not exceeding two (2) in number, shall be granted leave from duty without loss of pay for all meetings between the City and the Union for the purpose of negotiating the terms of a contract during the pre -impasse period as provided in RCW 41.56, as amended, when such meetings take place at a time during which any such members are scheduled to be on duty. 10.3 Members of the Union negotiating committee, not to exceed two (2) in number, shall be granted leave in the post -impasse period without loss of pay, except that when such leave reduces the manpower level below that established as the minimum manpower requirement of the Division, such leave shall be without pay. ARTICLE 11 - COLLECTIVE BARGAINING PROCEDURE 11.1 All negotiable matters pertaining to wages, hours and working conditions shall be established through the negotiation procedure as provided by RCW 41.56. No ordinances existing at the time of execution of this Agreement relating to wage, hours and working conditions for members of the bargaining unit shall be amended or repealed during the term of this Agreement without written concurrence of both parties. 11.2 Each year, as appropriate, the Union shall submit to the City Manager or designee, and the City Manager or designee may submit to the Union, a written proposal for any changes in matters pertaining to wages, hours and working conditions desired by the Union or the City for the subsequent year. These written proposals shall be submitted in accordance with the requirements of RCW 41.56. The Union and the City shall follow the collective bargaining procedure set forth in the said statute. All agreements reached shall be reduced to writing, which shall be signed, by the City Manager and the Union's representatives. In negotiations for a successor collective bargaining agreement pertaining to bargaining unit members the parties agree to follow the impasse resolution IAFF PERS 6 2026 — 2027 Final 11.3 procedures through mediation for uniformed personnel (RCW, 41.56.430, et seq.) as described below. Impasse Resolution (a) Mediation In the event the Union and the City are unable to resolve any negotiable matters relating to wages, hours, and working conditions for PERS employees, and before any final City Council action by ordinance, resolution or otherwise, either party may request mediation. Said request must be filed within seven (7) calendar days from the declaration of impasse. Before mediation is requested, the unresolved matter may be reduced to writing and reasonable notice given to the other party of intentions to seek mediation. Mediation shall be conducted by the Washington State Public Employment Relations Commission. (b) Consideration by City Council In the event the Union and the City are unable to resolve any negotiable matters relating to wages, hours, and working conditions for PERS employees, such unresolved matters may be submitted by either party hereto, to the Yakima City Council for discussion and consideration by that body in an effort to satisfactorily settle such unresolved matter prior to any final City Council action by ordinance, resolution or otherwise. Such consideration by the Council shall be made within fifteen (15) calendar days following a written request. The parties shall have the right to be in attendance and be heard. ARTICLE 12 - PROMOTIONAL STANDARDS 12.1 Promotions shall be determined in accordance with the rules and regulations governing the Yakima Fire Civil Service Commission. All promotions within the bargaining unit shall be made solely on merit, efficiency and fitness ascertained by open competitive examination among bargaining unit personnel. Examinations shall fairly, objectively and comprehensively test for qualifications for the position. 12. 2 In the event an employee moves into a higher -level position and a decision is made to return them to the lower level position either voluntarily (with the approval of management) or by direction of management (excluding disciplinary action), they shall be placed in the pay step consistent with their actual service months. 12.3 Seniority and vacancies for positions covered under this agreement will be filled in accordance with Yakima Fire Civil Service Commission rules and regulations. ARTICLE 13 -RESERVED ARTICLE 14 -WAGES 14.1 Effective 01-01-2026, the base salary of the bargaining unit will be increased by 3%. 14.2 Effective 01-01-2027, the base salary of the bargaining unit will be increased by 3%. IAFF PERS 7 2026 — 2027 Final ARTICLE 15 - HEALTH CARE INSURANCE 15.1 Medical, Vision and Dental Care Coverage (a) Medical & Vision Coverage: Effective March 1, 2026 covered bargaining unit employees, retirees and their dependents shall participate in the "LEOFF Health and Welfare Trust program". Eligibility rules, types and levels of benefits, payment of premiums through a cafeteria plan, co -payment, coinsurance and deductibility requirements and all other terms and conditions for the provision of these health benefits shall be governed by the "LEOFF Health and Welfare Trust program". (b) Dental Care Coverage: Effective 1/1/2026 covered bargaining unit employees and their dependents shall participate in the Dental portion of the City of Yakima Employees Health & Welfare Plan. Eligibility rules, types and or levels of benefits, payment of premiums through a cafeteria plan, co -payment, coinsurance and deductibility requirements and all other terms and conditions for the provision of these dental benefits shall be governed by the City of Yakima Employees Health and Welfare Trust Program. (c) If 50% or more of the bargaining unit members elect to enroll in the new health insurance program, then 100% of the members, dependents, retirees and LEOFF I dependents will move to the new insurance program. 15.2 Health and Dental Care Premium Contribution (a) Employee Only Health Care Premium Contribution: For this contract term, the City and the employee shall share medical program premiums on a 50% by the employer and 50% by the employee basis, with a maximum employee contribution of $50 per month. (b) Family Health Care Premium Contributions: For this contract erm, the City and the employee shall share family medical program premiums on a 50% by the employer and 50% by the employee basis, with a maximum employee contribution of $250 per month. (c) Employee contributions have been set for 2026-2027. The parties agree to reopen to negotiate cost sharing for all future premium increases. (d) Dental Care Premium Contributions: The City shall pay the premium for bargaining unit member employee and dependent dental care coverage. (e) Employee contributions under this Article will be accomplished through normal payroll deductions. (f) HRA (Health Reimbursement Arrangement). (1) During the first pay period of each year (except in 2026 which shall be in March 2026), the City shall contribute for each employee covered by this Agreement, to an HRA account. Contribution amounts are as follows: Employee -only coverage: $2,000 Employee/Dependent coverage: $4,000 IAFF PERS 2026 — 2027 Final (2) New employees hired after the first pay cycle of the year will receive the HRA contribution at the rate of one twelfth (1/12) of the rate above for each month remaining in the calendar year. (3) Any employee who has received their HRA contribution and leaves the Department before December 31 shall have one twelfth (1/12) of the value of the rate above removed from their earnings for each month remaining in the year. Except employees who separate from service as a service retirement after April 30th and provide the City with sixty (60) days written notice of intent to retire will not have their HRA prorated. 15.3 Retiree Coverage (a) Retirees covered at the time of execution of this agreement and future retirees may remain in the group medical plan subject to the rules and eligibility requirements established by the program and upon payment of the required premium. 15.4 Washington State Paid Family Medical Leave (PFML)/Supplemental Benefits Employees are eligible for the statewide mandatory insurance program known as the Washington State Paid Family and Medical Leave Act (PFML). Employees are eligible to file claims with and receive payments from the Washington State Employment Security Department for qualifying events. (a) If an employee is entitled to leave under the PFML at the same time as he/she is entitled to leave under the federal Family Medical Leave Act (FMLA), or other leave to which the employee may be entitled, such leave shall run concurrently. (b) In addition to any PFML benefits the employee receives, the employee may supplement the PFML benefits with accrued sick leave, compensatory time, vacation, and/or holiday leave with up to one half (1/2) of the employee's regularly scheduled hours per week. Any accrued leave used in excess of one half (1/2) of the employees regularly scheduled hours will be reported to the Employment Security Department as regular wages. (c) It shall be the responsibility of the employee to apply for PFML through the Employment Security Department. The employee, if possible, shall inform the fire department timekeeper in advance and in writing if they want to utilize supplemental benefits and the amount of benefits they would like to use, and also provide updates as appropriate. Employees may update/change their leave designation within the current months' pay cycle however no changes will be allowed retroactively once a monthly pay cycle has closed. (d) It shall be the employee's responsibility to coordinate this benefit with PFML to ensure that he/she does not violate any of the terms and conditions of the program and report hours accurately. Further, the IAFF agrees to indemnify, defend and hold harmless the City of Yakima, its officers, elected officials, employees and agents from any and all claims, demands, losses, liens, liabilities, penalties, fines, lawsuits, and other proceedings and all judgments, awards, costs and expenses (including attorneys' fees and disbursements) related to this article, except to the extent that any such action was precipitated by the City's alleged breach of this article. IAFF PERS 9 2026 — 2027 Final 15.5 Long -Term Disability The Union has executed a disability life insurance policy that provides long-term disability life insurance for its members and said policy generally provides a covered employee with up to fifty percent (50%) of his/her base pay if the person incurs an off -duty injury, illness and/or disability and is unable to work. To qualify for said benefits under the policy for a particular month, the employee can receive a minimum of fifty percent (50%) of his/her base pay from the City through the utilization of accrued sick leave, compensatory time and annual leave in a month and must be in leave without pay status for the remainder of the month. (a) In the event that an insured employee covered by the Local 469 Disability Plan applies for and receives benefits from said plan the City shall permit the employee to receive a minimum of fifty percent (50%) of his/her base pay from the City through the utilization of accrued sick leave, compensatory time and annually leave in a month and allow them to be in a leave without pay status for up to fifty percent (50%) of their scheduled hours for the affected pay period. (b) Base pay for the purpose of receiving benefits shall be the base pay per Master Ordinance plus the Deferred Compensation contribution. (c) It shall be the responsibility of the employee to inform the department timekeeper on or before the date in which he or she starts the leave without pay status. It shall be the responsibility of the employee to inform the department timekeeper on or before the date which he or she ends the leave without pay status. (d) If the insured employee's scheduled hours spent for a pay period is anticipated to be lower than the minimum number of hours required by the Washington State Department of Retirements (DRS) for receipt of full service credit for that month, then the employee may use a sufficient number of hours of his/her accrued leave for that pay period to satisfy the minimum numbers required by DRS to receive full service credit for that month. (e) It shall be the employee's responsibility to reconcile his/her monthly pay from the City with payments from the disability insurance carrier to ensure that he/she does not violate and /or breach any of the terms and conditions of the disability insurance policy, including but not limited to the one hundred percent (100%) payout ceiling. Local 469 recognizes that the City does not have any liability with or to the disability insurance carrier or Local 469 whatsoever regarding insurance disputes between the carrier and employees represented by Local 469, including but not limited to the reconciliation of pay and the 100% payout ceiling. Further, Local 469 agrees to indemnify, defend, and hold harmless the City of Yakima, its officers, elected officials, employees and agents from any and all claims, demands, losses, liens, liabilities, penalties, fines, lawsuits, and other proceedings and all judgments, awards, costs and expenses (including attorneys' fees and disbursements) caused by or occurring as a result of any dispute between an employee represented by Local 469 and the disability insurance carrier. (f) Both Local 469 and the City have participated in the drafting of the language for this article and as such, it is agreed by the parties that the general contract rule of law that ambiguities in the contact language shall be construed against the drafter of a contract shall have no application to any legal proceeding, arbitration and/or action in which this section of the contract and its terms and conditions are being interpreted and/or enforced. IAFF PERS 10 2026 — 2027 Final ARTICLE 16 - LIFE INSURANCE 16.1 The City will provide, without cost to the employee, $100,000 in face amount of life insurance. ARTICLE 17 - LONGEVITY PAY 17.1 The City will pay longevity pay upon satisfactory completion of the following service and at the designated rate: Service In Years Percent of Base Pay 1 2.0 3 2.5 5 3.0 9 3.5 14 5.5 19 7.0 24 9.0 29 10.0 Service in years shall be defined as in Article 19, Vacation Leave, of this Agreement. 18.1 ARTICLE 18 - SPECIAL PAYS Acting Pav Pursuant to Yakima Municipal Code 2.20.088, when a member of this bargaining group is assigned by the Administration to work for in a higher classification from which the employee is regularly employed and performs substantially all of the duties of such higher classification and is not actually receiving supervised training for such position, the employee shall be paid at the pay step in the higher classification which is next higher in amount above the employee's pay in the lower classification for all such hours consecutively worked in the higher classification. 18.2 Eligibility for Acting Assignments For an employee to be eligible for assignment to an acting position, that employee must be eligible for promotion to the position in accordance with the promotional standards as set forth in the job classification and Fire Civil Service rules and regulations. That employee must be trained to perform the duties of the higher classification. Such time spent on training shall be at the employee's normal rate of pay. 18.3 Call Back (a) Employees who are called to work on a day off shall be paid a minimum of two (2) hours pay at the time and one-half rate for all time worked up to two (2) hours. Any time worked in excess of two (2) hours shall be paid at the applicable overtime rate. i. "Call -Back" pay includes scheduled or unscheduled work -related activity that occurs on the employee's regular day off or more than IAFF PERS 11 2026 — 2027 Final two (2) hours before the start of or after the conclusion of a regularly scheduled shift. II. Call -Back may include, but is not limited to court appearances, in - person division or departmental meetings, public education events, inspections, required trainings, testifying in civil service meetings, tactical dispatch, CRU call -outs, etc. iii. Self -Initiated overtime activity is not eligible for the two (2) hour minimum. (b) Call-back pay will not be available for a "hold over" defined as an extension of a regular or reassigned shift due to staffing requirements or an emergency circumstance. Scheduled meetings immediately before or after an employee's shift shall not be considered "call back". However, overtime at the applicable overtime rate shall be paid for work performed or for time spent attending such meetings. 18.4 Mileage The City shall pay each employee for his/her use, at the request of the City, of his/her personal auto, per Administrative Policy 1-1900 Travel and Reimbursement. 18.5 Uniform Maintenance Bargaining unit members required to wear daily department uniforms that do not utilize uniform maintenance contracted by the City or use Department laundry facilities shall be paid sixty dollars ($60) annually in February. The City shall have the right to contract for uniform maintenance services as it deems appropriate after which time no further uniform maintenance allowances shall be paid. 18.6 Bilingual Employees (a) Employees who have bilingual and/or biliterate capacity for the Spanish language and have achieved a passing score on the bilingual and/or biliterate skills examination administered by the Civil Service Chief Examiner or designee shall be eligible to receive: • Employees who have Spanish bilingual capacity shall receive 3% of their base pay per month for their work in that capacity. • Employees who have Spanish biliterate capacity shall receive 2% of their base pay per month for their work in that capacity. (b) Should a language other than English/Spanish be necessary for the conduct of official business of the Division by an employee who has successfully tested as bilingual in that language, the employee may be compensated bilingual pay for the month in which the service was needed. 18.7 Tool Allowance for Electronic Technicians and Maintenance Mechanics The City will pay up to one percent (1 %) of an employee's base salary for tool replacement allowance subject to prior approval on an item -by -item basis by the City. The purpose of this tool allowance is to provide for replacement of broken and/or stolen tools subject to the City's approval. Effective 1/1/2027: The City will pay up to one thousand two hundred ($1200) annually for tool replacement allowance subject to prior approval on an item -by -item basis by the City. The purpose of IAFF PERS 12 2026 — 2027 Final this tool allowance is to provide for replacement of broken and/or stolen tools subject to the City's approval. 18.8 Education Incentive Program All classifications covered by this contract shall be paid a monthly education incentive based on the following schedule: 19.1 AA Degree BA/BS Degree: 1.5% 3.0% Education incentive pay shall be paid to employees only after the City has received an official transcript from the educational institution verifying the degree or credits received. ARTICLE 19 - VACATION LEAVE Each bargaining unit member shall earn vacation leave for years of service at the following rates: (a) Employees with one (1) full year of service shall earn one hundred eight (108) hours, forty (40) hours of which may be taken after six (6) months service; (b) Employees with two (2) full years of service shall eam one hundred twenty-four (124) hours; (c) Employees with five (5) full years of service shall eam one hundred forty-eight (148) hours; (d) Employees with ten (10) full years of service shall earn one hundred eighty (180) hours; (e) Employees with fifteen (15) full years of service shall earn two hundred four (204) hours; (f) Employees with more than twenty (20) full years of service shall earn two hundred twenty (220) hours. 19.2 Bargaining unit members may accumulate vacation leave time in an amount equal to the vacation time the employee eams during two (2) years of service, according to the accrual rate(s) specified above. 19.3 Newly hired unit members shall accrue and accumulate vacation leave through the end of their first six (6) months of service which may then be taken in the seventh month and each month thereafter as accumulated. 19.4 Service in years for bargaining unit members is defined as the most recent period of employment unbroken by voluntary termination, voluntary retirement, voluntary leaves of absence more than thirty (30) calendar days or termination for cause. Such service shall not be considered broken by period of disability retirement or leave without pay more than thirty (30) calendar days for medical reasons, if approved by the Fire Civil Service Commission during which times no service credit shall accrue. Layoff shall not be considered a break in service providing that failure to accept the first offer of re- employment for any reason shall constitute a break in service. (No service credit shall accrue during periods of layoff.) IAFF PERS 13 2026 — 2027 Final 19.5 Vacation accruals upon separation (a) When separating from service of the City in good standing and when the employee has given at least two (2) weeks' notice of their intention to leave, the employee shall be compensated for vacation accruals earned and accumulated to the date of separation. (b) No compensation for vacation leave shall be payable to any employee who terminates their employment or is terminated before they have completed six (6) months of service. (c) An employee who is discharged or resigns because of disciplinary action shall be entitled to be compensated for only the vacation leave which was earned in preceding calendar years and not used at time of separation. This provision shall also apply to employees who quit without giving the notice as above. 19.6 Vacation Sell -Back Program Employer implemented vacation sell -back program as follows: (a) Employees with an accrued vacation balance of three hundred (300) hours or less have the option to sell back to the City up to one-third (1/3) of their accrued vacation leave within a twelve (12) month period (based on a calendar year) as per the City of Yakima Municipal Code provision in section 2.40.120. (b) Employees with an accrued vacation balance of three hundred and one (301) hours or more have to option to sell back to the City up to one-half (1/2) of their accrued vacation leave within a twelve (12) month period (based on a calendar year) as per the City of Yakima Municipal Code provision in section 2.40.120. ARTICLE 20 - HOLIDAYS 20.1 Members of the bargaining unit will observe the following holiday's accordance with Municipal Code 2.40.080. (a) The following shall be recognized and observed as paid holidays: New Year's Day Martin Luther King, Jr. Day Presidents' Day Memorial Day Juneteenth Independence Day Labor Day Veterans' Day Thanksgiving Day Day after Thanksgiving Day Christmas Day (b) Employees have the availability of one holiday hours shall be equivalent to January 1st 3rd Monday in January 3ro Monday in February Last Monday in May June 19th July 4th 1st Monday in September November 11th 4th Thursday in November 4th Friday in November December 25th (1) personal holiday per year. The personal the number of hours of the employee's IAFF PERS 14 2026 — 2027 Final 21.1 21.2 regularly assigned shift. Personal Holidays not taken prior to December 31 st of each calendar year will be forfeited. Effective 1/1/2027: Employees have the availability of two (2) personal holidays per year. The personal holiday hours shall be equivalent to the number of hours of the employee's regularly assigned shift. Personal Holidays not taken prior to December 31 st of each calendar year will be forfeited. ARTICLE 21 - SICK LEAVE ACCRUALJEXCHANGE Bargaining unit members who's normally assigned shift is twelve (12) hours, shall accrue twelve (12) hours of sick leave per month, ten (10) hour shifts will accrue ten (10) hours of sick leave per month and eight (8) hour shifts will accrue eight (8) hours of sick leave per month. On the first day of employment each newly hired permanent employee covered under this agreement shall receive twelve (12) sick leave days equivalent to the number of hours of their regularly assigned shift, subject to following restrictions: Eight (8) hour regularly assigned shift = 96 hours Ten (10) hour regularly assigned shift = 120 hours Twelve (12) hour regularly assigned shift = 144 hours (a) For permanent part-time employees, sick leave shall be prorated to the percentage of a full-time position budgeted for that person. (b) No additional sick leave will be accrued during the employee's first year of employment. (c) Should the employee either voluntarily or involuntarily terminate employment during the first year and used sick leave hours equivalent to more than the number of months employed, the excess hours shall be deducted from the employee's accrued paid leave balance (i.e., vacation, compensatory, etc.). 21.3 Sick Leave Exchange or Cashout Bargaining unit members may exchange accrued sick leave for pay or for additional leave time as appropriate, in accordance with the options provided the employee, subject to the following provisions: (a) No cashout of accrued sick leave will be granted for those employees with three hundred sixty (360) hours or less of accrued sick leave except in the event of death in the line of duty. (b) Cashout of accrued sick leave will be granted to employees who have accrued in excess of three hundred sixty (360) hours subject to the following provisions: 1. Upon retirement or death, the employee's accrued sick leave up to a maximum of seven hundred twenty (720) hours will be cashed out at the rate of one hundred percent (100%) of the employee's current base pay, up to a maximum of twenty-five thousand dollars ($25,000.00) and deposited into the employee's VEBA account. IAFF PERS 15 2026 — 2027 Final 2. Upon termination under honorable conditions, as distinguished from death or retirement, the employee's accrued sick leave up to a maximum of seven hundred twenty (720) hours will be cashed out at the rate of fifty percent (50%) of the employee's current base pay, up to a maximum of twenty - thousand dollars ($20,000.00). 3. In the event of death in the line of duty, all sick leave will be exchanged for pay at the rate of 100% of the employee's current base pay. (c) Sick Leave Exchange Employees who have accrued more than seven hundred twenty (720) hours may exchange such sick leave for bonus (additional) leave at the rate of twenty-four (24) hours of sick leave for each eight (8) hours of vacation, not to exceed a total of forty (40) hours added leave time annually, utilization of which would be subject to the scheduling and approval by the department head. (d) Sick Leave Exchange Procedure Any regular employee may exchange accrued sick leave as provided in subsection (c) above at the option of the employee, subject to the following conditions and provisions: 1. A request for such an exchange shall be made to the Payroll Administrator. All requests shall be in writing and shall be signed by the employee making the request. 2. Requests will be accepted only during the first five (5) working days of each month with exchanged leave to be available within fifteen (15) calendar days of the date the request is received by the Payroll Administrator. Exceptions to the above will be made for termination, layoff or disability retirement. 3. No request will be granted for less than eight (8) hours pay or a minimum of three (3) days' leave. 4. No exchange will be granted to an employee who has been terminated for cause, as defined by Civil Service. 5. In the event of layoff, exchange requests are the responsibility of the employee. (e) In December of each year, any accruals beyond the one thousand forty (1040) hour limitation will be automatically exchanged based upon the formula of eight (8) hours pay for each thirty-two (32) hours accrued or a percentage thereof for smaller accruals. Such pay will appear on the employee's final paycheck for the year. 21.4 An employee eligible for sick leave with pay shall be granted such leave in accordance with Administrative Policy #1-1250 Paid Sick Leave and RCW 49.26.210. 21.5 Employees who become ill or injured while on approved earned leave (vacation, holiday, or comp time) may utilize sick leave for the period of illness or injury; provided the employee immediately upon becoming incapacitated notifies the division supervisor and presents to management upon returning to work, a certificate from a health care provider, stating the nature and duration of the incapacity. IAFF PERS 16 2026 — 2027 Final 21.6 Bereavement Leave Employees who are eligible for sick leave under this CBA shall: (a) In the event of each death in the employee's immediate family, employees may consume up to three (3) days bereavement leave, per event, without Toss of pay. These three (3) days shall not be credited against their sick leave accrual. 1. For the intent of this section, "Immediate Family" includes spouse; child (includes biological, adopted, or foster child, stepchild, or a child to whom the employee stands in loco parentis, is a legal guardian, or is a de facto parent, regardless of age or dependency status) or grandchild (includes step, adopted or natural); parent (includes biological adoptive, de facto, or foster parent, stepparent, or legal guardian of an employee or the employee's spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child); a registered domestic partner; grandparent; sibling (includes step, adopted or natural); or in-laws (includes parent -in-law, son-in-law and daughter-in-law). It does not include uncle, aunt, niece, nephew or cousin. 2. The term immediate family does not include persons sharing the same general household when the living style is primarily that of a dormitory or commune. (b) In the event of any days beyond the initial three (3) bereavement days per event, additional leave days will be debited against the employee's sick leave accrual. ARTICLE 22 - SICK LEAVE POOL Local 469 Executive Board will manage and is solely responsible for the administration of the IAFF Sick Leave Pool and the processing of requests. (a) Donations made to the sick leave pool shall be in full hour increments. (b) All requests processed by the Payroll Office by the fifteenth (15th) of a month shall be effective for the month. (c) Records of all transactions from the leave pool to the recipient will be maintained by the Payroll Office. If specific medical information is submitted it will be maintained in the employees' medical file in the Human Resources Office. ARTICLE 23 — PARENTAL LEAVE 23.1 Pregnancy and matemity/paternity leave will be treated in accordance with state and federal law. ARTICLE 24 - MODIFIED DUTY 24.1 Requests for modified duty will be managed by the City's Human Resources Department and follow the City's normal process as required by federal, state & local laws. 1AFF PERS 17 2026 — 2027 Final ARTICLE 26 - COMPENSATORY TIME OFF 25.1 All bargaining unit employees shall have the option of receiving payment or credited time off at the rate of one and one-half (1.5) actual overtime hours worked in accordance with Municipal Code Section 2.22.100. Compensatory time shall be separately accounted for and will have to be cleared by use or pay by December 31, annually. Up to forty (40) hours of compensatory time may be accumulated. Use shall be scheduled at the City's discretion with due regard to the wishes of the employees and the City's work requirements. ARTICLE 26 - RESERVED ARTICLE 27 - HOURS OF WORK AND OVERTIME 27.1 The Employer has the right to schedule bargaining unit members to work eight (8) hour, nine (9) hour, ten (10) hour, or twelve (12) hour work shifts within a twenty-four (24) hour period. Work schedules designed by the Employer will be consistent with the provisions of FLSA. When considering major schedule changes the management shall solicit and consider, non -binding input from the employees regarding the proposed new schedule configuration. Nothing herein shall be deemed to waive the Union's right to bargain over changes to mandatory subjects of bargaining, or to permit the Employer to engage in direct dealing. 27.2 Work schedules are those hours normally assigned. Work schedule assignments shall normally be made prior to the start of the calendar year 27.3 Work schedule assignments shall normally be by seniority within the classification. Beginning with the most senior employees, they will indicate which work schedule assignment they prefer. Remaining schedule slots shall be filled by assignment of employees with the least seniority, excluding probationary employees. Management mandated assignments or re -assignments may become necessary as dictated by training, staffing, qualifications and special project concerns. Special project concern reassignments shall be for the duration of the special project. 27.4 Overtime For Bargaining Unit members, overtime hours are those hours worked in excess of forty (40) hours in a regularly scheduled seven (7) day work period. For the purposes of computing overtime all paid leave time shall be considered time worked. Management shall avoid involuntary assignment of overtime to employees that result in less than eight (8) hours between working assignments, excluding emergency situations and extreme staffing shortage. 27.5 No Pyramiding Nothing contained in this collective bargaining agreement shall be interpreted or enforced in such a manner as to result in the duplication, pyramiding or multiple payment (whether by fractions or otherwise) of compensation for such items as overtime involving the same hours of labor. IAFF PERS 18 2026 — 2027 Final 27.6 Meals and Break Periods (a) Members of this bargaining unit, shall be entitled to at least one (1) unpaid meal period of a minimum of thirty (30) minutes, to be scheduled as near mid -shift as possible. If, due to emergent circumstance, an employee does not get a full meal break, they shall be compensated for their meal period. (b) Breaks/rest periods are allowed as defined by federal and state law. ARTICLE 28 - RESERVED ARTICLE 29 - DRUG TESTING POLICY 29.1 The mission of this Division is to protect the lives and property of the people of Yakima. To fulfill this mission, and because it regards its employees as its most important asset, the Division has a substantial interest in assuring that its employees maintain their physical and mental fitness, stamina, alertness, and control at all times while on duty. 31.1 Alcohol and drugs alter and impair an employee's ability to perform his or her duties, and therefore increase the risk of accidents and injuries to members of the public, other public safety employees, fellow firefighter's, and the employee themselves. To further the goal of a drug free work place, the bargaining group believes that the following on -duty alcohol and drug testing programs are an effective way to assure employee fitness for duty and to protect employees and the public from the risks posed by employee use of alcohol and drugs. Accordingly, the bargaining group will follow the City of Yakima Substance Abuse Policy as it relates to reasonable suspicion, random, post -accident and return to duty with the understanding the bargaining group is not safety sensitive nor holders of commercial driver's licenses. As such the following three stipulations are agreed to: The definition of on -duty includes meal and break periods during the workday and time during which an employee is on paid administrative leave. The bargaining group will not increase the percentage of covered members being tested, unless required by law or regulation without a modification agreement. The bargaining group will not be subject to a return to duty test for absences unrelated to a failure of an alcohol or substance test. The parties agree to re -open this Article if modification to this Article is necessary to maintain a uniform policy. ARTICLE 31 - DEFERRED COMPENSATION Each bargaining unit member shall be paid, in addition to that employee's monthly salary, deferred earned compensation each month in an amount equal to three (3%) percent of base pay to a deferred compensation account for each member of the bargaining unit. 31.2 Said deferred compensation is separate pay and is not part of the base monthly salary schedule codified in Yakima Municipal Code Pay and Compensation Ordinance, IAFF PERS 19 2026 — 2027 Final subsection 2.20.110. This provision is subject to the City's deferred compensation rules and regulations adopted by the City Council and IRS regulations, and the computation of retirement contributions and pension benefits shall be governed by applicable state law. ARTICLE 32 - DISCIPLINE AND DISCIPLINARY PROCEDURES 32.1 Purpose To increase professionalism, improve morale, improve manager/employee relations, foster long-term positive change, and deter future performance deficiencies. This Bargaining Unit hereby adopts the following disciplinary guidelines, relating to the administration a process of corrective disciplinary actions. This policy is in addition to any applicable policies, SOPs, and guidelines regarding disciplinary action applicable to bargaining unit members, including the Fire Civil Service Rules & Regulations as well as the City of Yakima's Administrative Codes. 32.2 Procedure A. Progressive Discipline The process of progressive discipline is intended to assist the employee in overcoming performance problems and to meet job expectations. Progressive discipline is most successful when it assists an individual in becoming an effective and productive member of the organization. Failing that, progressive discipline enables the organization to address misconduct or substandard performance of employees who demonstrate an unwillingness or inability to improve. Generally, there are four main types of corrective disciplinary action: oral reprimand, written reprimand, suspension, and discharge. Demotions, deductions of pay within the pay range, and other forms of discipline may also be used depending on the circumstances. The four main types of corrective discipline are defined as follows: 1. Oral Reprimand Any instance in which an employee is issued an oral reprimand for an infraction or performance deficiency by any supervisor. An oral reprimand shall include all of the following: • A meeting with the employee and his/her immediate supervisor. • The employee is informed that this is an oral reprimand. • Oral reprimands will be documented by memo to include the date and time of the infraction, the department policy, SOP or guideline that has been violated, an action plan to correct the behavior and action necessary to avoid further discipline. • A memo documenting receipt of the oral discipline shall be signed by the individual and the immediate supervisor. This memo is to be filed with the Deputy Chief or the Assistant Communications Manager and a copy is to be provided to the employee. Memo is not placed in employee's personnel file. IAFF PERS 20 2026 — 2027 Final 2. Written Reprimand Any instance in which an employee is formally issued a written reprimand document for an infraction or performance deficiency by any supervisor. Written reprimand shall include all of the following: • A meeting with the employee, and his/her immediate supervisor • The employee informed that this is a formal written reprimand. • Written reprimands will be documented by a letter which shall document date and time of the infraction, the department policy, SOP, or guideline that has been violated, the previous related discipline, an action plan to correct the behavior and action necessary to avoid further discipline. • A copy shall be maintained in employee's personnel file and given to the employee. 3. Suspension Any instance in which any employee is released from duty without pay from city service. If subsequent to a satisfactory investigation, suspension of an employee is the contemplated level of discipline the process shall include all of the following: • Provide the employee with a pre -disciplinary letter that schedules the "Loudermill" meeting with the employee. • The pre -disciplinary letter shall inform the employee of the alleged policy, SOP, or guideline violation, including time and date. Also include any previous related discipline, violations and the anticipated level of discipline. • A discipline letter will be issued informing the employee of the length of the suspension, containing an action plan designed to correct the behavior. The letter will also contain action necessary to avoid further discipline and detail the employees return to work. • The original disciplinary letter will be provided to the employee and a copy of the pre -disciplinary letters will be maintained in the employee's personnel file. 4. Discharge Any instance in which an employee is involuntarily terminated from city service. If subsequent to a thorough investigation, discharge of an employee is the contemplated level of discipline the process shall include all of the following: • Provide the employee with a pre -disciplinary letter that schedules the "Loudermill" meeting with the employee. • The pre -disciplinary letter shall inform the employee of the alleged policy, SOP, or guideline violation, including time and date. Include previous related discipline and violations and anticipated level of discipline. • A discipline letter will be issued that informs the employee of the effective date of the discharge and appeal process. • The employee will be given the original disciplinary letter and a written copy of the pre -disciplinary and disciplinary letters will be maintained in the employee's personnel file. B. Progressive Disciplinary Process When a sub -standard performance persists despite informal counseling, coaching, or remedial training, an increase in the level of disciplinary action will be initiated and directed toward correcting the behavior. Continuing offenses, which alone may justify IAFF PERS 21 2026 — 2027 Final nothing more severe than a written reprimand, may be cause for more serious discipline up to and including discharge should the employee not make the corrections required. The Progressive Disciplinary Process will utilize only the level of discipline and corrective action necessary to achieve the improved performance and deter future rule violations. All oral reprimands shall be placed on file in the Deputy Chief or Assistant Communications Managers office. Oral reprimands are not to be placed into the employee's personnel file and shall be removed from the Deputy Chief or Assistant Communications Managers file upon request of the employee after two years. Written and suspension documentation shall be placed in the employee's personnel file. Time begins the day the documents are filed into the employee's personnel file. The documentation shall be removed upon request of the employee after two years. Consistent with the Fire Civil Service Rules and Regulations, an employee disciplined under this policy may file with the Civil Service Commission a written request for a hearing, within fifteen (15) calendar days from the time of receipt of written notice of such discipline, whereupon, consistent with the Rules, the Commission shall conduct such hearing. Failure to file such written request within the time specified shall be deemed a waiver of any right of review. C. Definitions of levels of infraction Minor Infractions — Any violation that does not compromise safety, efficiency, or the ability to properly respond to or process an emergency call. Violations of this type may rise to the level of an oral or written reprimand. Multiple violations may rise to the level of termination. Examples but not limited to: • Tardiness. • Inefficiency or inattention to duties. • Failure to maintain satisfactory and harmonious working relationships (depending on the extent, this may be considered a more serious infraction). More Serious Infractions — Any violation that compromises the integrity of the department or the city or which the consequences cause only minor disruption of work. Violations of this type may rise to the level of a reduction in pay, suspension, or demotion. Multiple violations may rise to the level of termination. Examples but not limited to: • Careless, negligent, or other improper use of City property. • Releasing confidential information without proper authority. • Unauthorized or improper use of any type of leave. • Public defamation of character of the organization. Intolerable Infractions — Any action that endangers the safety, health, or well-being of another person. The act is of sufficient magnitude that the consequences cause disruption of work or gross discredit to the Department or City of Yakima. Violations of this type may rise to the level of immediate termination. Examples but not limited to: • Fighting with the intent to do bodily harm. • Insubordination, open and willfully defying of an order. • Consumption or distribution of alcohol or illegal drugs on duty. IAFF PERS 22 2026 — 2027 Final 33.1 • Falsification, fraud, or willful omission of information related to the job. • Endangering of coworkers and/or civilians due to reckless behavior. • Pattern of performance deficiencies. D. Probationary Employees These guidelines are designed to promote corrective discipline and do not apply to probationary employees. E. Training In order to assist supervisors in enforcing this policy and applying discipline uniformly, labor and management will cooperatively present training to all supervisors. ARTICLE 33 - PROPERTY LIABILITY The City shall provide full physical damage insurance on City vehicles which shall include Public Safety Division employees as insureds, or the City shall, in the altemative, become self -insured for such physical damage. In either case, the City waives any claim it may have against any Division employee for damage to City property while that employee is acting within the scope of his employment except in the instance of intentional misconduct, but the City retains its right to discipline any employee for just cause. 2.04 2.04.010 2.04.030 2.16 2.16.010 2.20 2.20.010 2.20.040 2.20.060 2.20.070 2.20.080 2.20.085 2.20.086 2.20.088 2.20.100 2.24 2.24.010 2.24.015 2.24.020 2.40 2.40.010 2.40.020 2.40.030 ARTICLE 34 - MUNICIPAL CODE SECTIONS PERTAINING BARGAINING UNIT MEMBERS Group Insurance Health Care Plan City Contributions Bonds for Officers Bonds Required - Amount Salaries Persons Subject to the Plan Policy for Pay Steps Transfer, Promotion, Reclassification, Demotion or Reinstatements of Employees Reduction in Salary Effect on Budget Reimbursement for Expenditures Reimbursed Expenditures - Amounts Uniform Allowance - Special Assignment Pay Classification Plan and Compensation Plan Longevity Plan Longevity Plan - Eligibility - Restrictions Longevity Plan - Service Recognition Award Leave Of Absence for Service in Armed Forces Leaves of Absence Eligible Employees Vacation Leave Sick Leave IAFF PERS 23 2026 — 2027 Final 2.40.035 2.40.040 2.40.050 2.40.060 2.40.070 2.44 2.44.030 2.44.040 2.44.050 2.44.060 Bereavement Leave Civil Leave Military Leave Leave Without Pay Unauthorized Absence Lobbying by City Personnel Permitted Activities of Representatives Payment for Services of Representative Prohibited Expenditures Ethical Practices and Conduct In cases of conflict between the Municipal Code and this Agreement, the latter shall control. Nothing herein shall alter the parties' rights and obligations to bargain collectively concerning proposed changes in the Municipal Code that affect wages, hours or working conditions of bargaining unit employees. ARTICLE 35 - ENTIRE AGREEMENT 35.1 This collective bargaining agreement constitutes the entire agreement as negotiated between the parties and no oral statements and/or previous written agreements shall add to or supersede any of the specific provisions of this agreement. 35.2 The Administration and the Union agree to establish monthly meetings for the purpose of discussing matters considered of importance and to maintain a channel of communication. It is intended that such communication be used as a tool to prevent problems from developing and to solve problems which have surfaced. 35.3 The problem resolving meetings shall not result in any modifications to this collective bargaining agreement except by mutual written agreement by the parties. ARTICLE 36 - SAVINGS CLAUSE 36.1 All provisions of this Agreement are subject to applicable laws, and if any provision of any article of this Agreement is held or found to be in conflict therewith, said provision shall be void and shall not bind either of the parties hereto; however, such invalidity shall not affect the remaining articles of this Agreement. Notwithstanding any other provisions of this Agreement the Employer may take all actions reasonable to comply with the Americans with Disabilities Act and the Family Medical Leave Act. ARTICLE 37 - CREATION OF NEW CLASSIFICATIONS 37.1 The salary, hours of work and fringe benefits for all newly created classifications within the bargaining unit shall be negotiated with the Union. The Employer will provide a job description for the new classification to the bargaining unit representative prior to seeking applications for the new position. Thereafter, the classification shall be filled by open and competitive competition. If the new classification would be a logical progression for an existing classification, then it will be filled by the promotional process. Otherwise, the new classification would be filled by open and competitive competition. All areas negotiated for the new classification shall be applied retroactive to the date of hire or promotion of any individual who is placed into the new classification. IAFF PERS 24 2026 — 2027 Final ARTICLE 39 - VEBA MEDICAL SAVINGS ACCOUNT 39.1 The Bargaining Unit shall have the option of participating in a medical savings trust fund. Participation of the members shall be either all -in or all-out depending on the vote of body. This trust fund shall be funded by the employee's sick leave cash out at the time of retirement. ARTICLE 40- TERM OF THE AGREEMENT 40.1 This Agreement shall be deemed effective from and after the 1st day of January 2026 through the 31 st day of December 2027; provided, however, that this agreement shall be subject to such periodic changes as may be voluntarily and mutually agreed upon by the parties hereto during the term thereof. Executed by the parties hereto this Recommended by: LOCA 469, INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO: By: UL. An rew Zuber Lead Negotiator, IAFF Local 469 CITY OF Y Victoria Baker City Manager ATTEST: By: By: Pete Ratl`usse President, IAFF Local 469 City Contract No. c ,v, - ©t Council Resolution No, Z-2016, - a�5 IAFF PERS 2026 — 2027 Final 25 ITEM TITLE: BUSINESS OF THE CITY COUNCIL YAKIMA, WASHINGTON AGENDA STATEMENT Item No. 7.D. For Meeting of: February 3, 2026 Resolution authorizing a collective bargaining agreement for 2026- 2027 with the International Association of Firefighters (IAFF) Local 469 representing the PERS bargaining unit SUBMITTED BY: Vicki Baker, City Manager SUMMARY EXPLANATION: City management and IAFF PERS representatives negotiated in good faith, a contract setting forth the wages, hours and other terms and conditions of employment for the next two years (2026-2027). To that end, both parties recommend the City Council review and approve the attached CBA proposal. The IAFF PERS group has voted and ratified this proposed agreement. Highlights of the proposed CBA include: • Wage adjustment of 3°/0 in 2026 and 2027 • Add one personal holiday effective January 2027 This bargaining unit is relatively new as recently passed legislation made separation from telecommunications beneficial. ITEM BUDGETED: Yes STRATEGIC PRIORITY 24-25: A Safe and Healthy Yakima RECOMMENDATION: Adopt Resolution. ATTACHMENTS: Resolution-IAFF PERS 2026-2027 CBA.docx IAFF PERS 2026-2027 Final