HomeMy WebLinkAboutR-2022-164 Resolution authorizing a collective bargaining agreement for 2022-2025 with the International Association of Firefighters (IAFF) Local 469A RESOLUTION
RESOLUTION NO. R-2022-164
authorizing the City Manager to execute a collective bargaining agreement
for 2022-2025 with the International Association of Firefighters (IAFF) Local
469 bargaining unit.
WHEREAS, pursuant to requirements of state law, labor negotiations have occurred
between the City and Firefighters represented by the IAFF Local 469 resulting in the attached
proposed collective bargaining agreement for 2022 through 2025; and
WHEREAS, the IAFF 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
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 law, and/or make other
minor adjustments.
ADOPTED BY THE CITY COUNCIL this 6th day of December, 2022.
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Janice Deccio, Mayor
ATTEST:
S4444 A-11 4
Sonya Clear Tee, City Clerk
ee
TABLE OF CONTENTS
GENERAL PROVISIONS 4
ARTICLE 1 — UNION RECOGNITION AND BARGAINING UNIT 4
ARTICLE 2— UNION SECURITY 4
ARTICLE 3 — PAYROLL DEDUCTIONS 4
ARTICLE 4— MANAGEMENT RIGHTS 5
ARTICLE 5— EMPLOYEE RIGHTS 6
ARTICLE 6— PRODUCTIVITY 6
ARTICLE 7— EQUAL OPPORTUNITY CLAUSE 6
ARTICLE 8 — PROPERTY LIABILITY 7
ARTICLE 9 — GRIEVANCE PROCEDURE 7
ARTICLE 10 — RELEASE FROM DUTY 10
ARTICLE 11 — COLLECTIVE BARGAINING COMMITTEES 10
ARTICLE 12 — COLLECTIVE BARGAINING PROCEDURE 11
ARTICLE 13 — SAFETY 11
ARTICLE 14—PROMOTIONAL STANDARDS FOR LEOFF CLASSIFICATIONS 12
ARTICLE 15 — REFRESHMENT FUNDS 20
ARTICLE 16 — FIRE DEPARTMENT RESERVES 20
ARTICLE 17 — WAGES 23
ARTICLE 18 — HEALTH CARE INSURANCE 24
ARTICLE 19 — LIFE INSURANCE 26
ARTICLE 20 — LONGEVITY PAY 26
ARTICLE 21 — SPECIAL PAYS 27
ARTICLE 22 — VACATION LEAVE & KELLY DAYS 31
ARTICLE 23 — LEOFF EMPLOYEE HOLIDAYS 33
ARTICLE 24 — SICK LEAVE ACCRUAL/EXCHANGE FOR LEOFF EMPLOYEES 34
ARTICLE 25 — SICK LEAVE POOL 39
ARTICLE 26 — BIRTHING LEAVE/MATERNITY LEAVE 39
ARTICLE 27 — LIGHT DUTY FOR LEOFF II EMPLOYEES 39
ARTICLE 28 — COMPENSATORY TIME OFF 40
ARTICLE 29 — OVERTIME FOR LEOFF EMPLOYEES 41
ARTICLE 30 — DUTY WEEK FOR LEOFF EMPLOYEES 42
ARTICLE 31 — TOBACCO USE ON DUTY 43
ARTICLE 32 — PHYSICAL FITNESS 43
ARTICLE 33 — CREATION OF NEW LEOFF CLASSIFICATIONS 44
ARTICLE 34 — DEFERRED COMPENSATION FOR LEOFF EMPLOYEES .......... 44
ARTICLE 35 — DISCIPLINE POLICY 44
ARTICLE 36 — MUNICIPAL CODE SECTIONS
PERTAINING TO LEOFF EMPLOYEES 45
ARTICLE 37 — ENTIRE AGREEMENT 46
ARTICLE 38 — NO PYRAMIDING 46
ARTICLE 39 — SAVINGS CLAUSE 46
ARTICLE 40 — MEDICAL SAVINGS ACCOUNT 47
ARTICLE 41 — MEMORANDUMS OF UNDERSTANDING (MOU's) 48
ARTICLE 42 — TERM OF AGREEMENT 48
APPENDIX A - DISCIPLINARY POLICY 49
APPENDIX B - PROMOTIONAL MOU 54
APPENDIX C — SHIFT COMMANDER TASK BOOK 54
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APPENDIX D - PAID FAMILY MEDICAL LEAVE MOU 55
APPENDIX E - OPERATIONAL GUIDELINE 1.002 STAFFING & SCHEDULING 56
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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 2022, 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
1.1
The City hereby recognizes the Union as the exclusive bargaining representative
for all Fire Department employees in Law Enforcement Officers and Firefighter
(LEOFF) classifications, excluding temporary employees, the Fire Chief, and
Deputy Fire Chiefs.
ARTICLE 2 — UNION SECURITY
2.1 Each employee in the Fire Department may become or remain a member of the
Union. Said membership shall become optional upon successful completion of one
(1) year period of service with the Fire Department and in accordance with
provisions of the Public Employee Collective Bargaining Act, R.C.W. 41.56.
Nothing herein shall preclude membership in the Union of any employee who so
requests prior to completion of one (1) year of service.
2.2 The Union will be given four (4) hours to provide Union education to new
employees within their first month of employment. Attendance by employee is
optional. The education is designed to give the employee a more complete
explanation of all 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 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
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such deductions and filed with the City. The Secretary of the Union shall notify the
Finance Officer of the City of Yakima of amounts to be deducted from the pay of
each such person. The City shall transmit to the Treasurer of the Union the
aggregate of such deductions, together with an itemized statement, on or before
the 20th day of each month, following the month for which deductions are made.
The Union agrees to hold harmless and indemnify the City against any claims,
causes of deductions to 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 Secretary of 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. City affairs which are not included within negotiable matters pertaining to
wages, hours and working conditions are inclusive of the following, but not limited
thereto:
(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 posted in the departmental
manual.
(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 in the departmental manual.
(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. The parties agree to
study policies for administering this section.
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(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.
5.2 Employees shall be permitted to wear either one (1) union tie tack or one (1) union
pin on department uniforms. 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.
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;
physical, mental, or emotional handicap; national origin; political affiliation; union
involvement; or any other protected rights. It is not the intent of management to
lower employment standards or hire individuals incapable of performing the
required tasks of the job classification. Nothing in this section shall prohibit the City
from establishing bona fide occupational qualifications.
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ARTICLE 8 — PROPERTY LIABILITY
8.1 The City shall provide full physical damage insurance on Fire vehicles which shall
include Fire Department employees as insureds, or the City shall, in the
alternative, become self -insured for such physical damage. In either case, the City
waives any claim it may have against any Fire Department 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.
ARTICLE 9 — GRIEVANCE PROCEDURE
9.1 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.
9.2 Definitions.
(a) A grievance is a dispute involving the interpretation, application, or alleged
violation of any provision of this collective bargaining agreement.
(b) A "working day" shall be any day except Saturday, Sunday, and any
observed staff holiday.
9.3 Special Provision,
(a) To be reviewable under this procedure, a grievance must be filed in writing
within sixty (60) calendar days after the action or decision giving rise to the
grievance.
(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
above.
(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
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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.
(e) Non -contract disputes only: Wages, hours and working conditions not
specifically covered by the terms and conditions of this Agreement shall be
subject to the grievance procedure up to, but not including, arbitration. If
the City and the grievant are unable to reach agreement at the City
Manager level, where the grievance is not subject to arbitration, a three
person board will be formed. Management will select one member and the
Union will select one member of the Board. The two members will select
the third member who shall act as chairperson. All members of this Board
must be citizens or employees of the City of Yakima. In the event the two
members cannot agree as to the selection of the third member, each
member may submit one name whereby the chairperson shall be selected
by lot. Any expenses for the services of the third party chairperson shall be
borne equally by the parties. The decision of this Board shall be binding on
the parties in non -contractual grievances.
9.4 Process.
(a) Step 1: The Union Grievance Committee- Upon receiving a written
statement from any source asserting a matter or situation exists, which is
claimed to constitute a grievance, 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 chief or his 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 chief or his designee within sixty (60) calendar days
after the action or decision giving rise to the grievance
(b) Step 2 — Grievance Appealed To Fire Chief - The Fire Chief shall forward a
written decision to the Union Grievance Committee within twenty (20)
calendar days from the receipt of the grievance.
(c) Step 3 - Grievance Appealed To City Manager — If the Union Grievance
Committee is dissatisfied with the decision of the Chief of the Department,
the Committee may within twenty (20) calendar days request a review by
the City Manager. The City Manager shall forward a written decision to the
Committee within twenty (20) calendar days from the receipt of the
grievance.
(d) Step 4 - Grievance Appealed To Arbitration — A grievance which is not
resolved 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
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twenty (20) calendar days of the date the City Manager issues his/her
decision as described in Section 9.4(b). Either party may invoke
arbitration upon submission of a request for same, which identifies the
previously filed grievance and sets forth the issues(s), which the moving
party seeks to have arbitrated.
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, the Federal
Mediation and Conciliation Service, or 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 striking names. The parties shall flip a coin to decide who
starts the striking process.
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 the Union will pay their own remaining costs of
arbitration, including attorneys' fees, regardless of the outcome.
(e) 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 twenty (20) calendar
days, appeal may be instituted as set forth in Step 3, above.
(f) 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 Grievance Committee has
received the City Manager's answer at Step 2, it will advise the affected
employee whether it is willing to submit the grievance to arbitration and, if
so, the employee shall elect within 10 calendar days after the Step 2
answer the forum 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.
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ARTICLE 10— RELEASE FROM DUTY
10.1 Union Business Leave. Such officers and members of the Union as may be
designated by the Union normally not to exceed three (3) in number at any one (1)
time, shall be granted fifteen (15) duty shifts of time off for Union business,
provided that a maximum of ten (10) of these fifteen (15) shifts off will be paid at
the standard rate granted for any leave with pay. 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 one (1) week prior thereto to the Chief or Designee of the fire department,
and provided further that the total leave for this bargaining unit for the purpose set
forth in this section shall not exceed fifteen (15) duty shifts in any calendar year.
Furthermore, partial shifts may be utilized by employees for departure or return
provided Department established minimum manning 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.
The Local understands that, in order to justify the use of paid union leave on the
part of Local members to attend a particular seminar or conference under the
parties' current CBA language, the curriculum of that seminar or conference needs
to address at least in significant part issues that are designed to improve the ability
of those who are attending the seminar or conference to effectively represent the
members of the bargaining units that the Local represents at the City of Yakima
(as opposed to, for instance, focusing on how to organize employees of other
employers to join a union).
ARTICLE 11 — COLLECTIVE BARGAINING COMMITTEES
Collective bargaining between the parties shall be carried out by the City Manager
or his designees, on behalf of the City Council, and a committee representing the
Union. No later than August 5 of each year, the Secretary of the Union and the
City Manager shall notify one another regarding the names of persons constituting
their respective bargaining committees. If a communication is forwarded previous
to that date, a response will be made within ten (10) calendar days.
11.2 Members of the Union negotiating committee, not exceeding three (3) 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.
11.3 Members of the Union negotiating committee, not to exceed three (3) 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 Department, such leave shall be without
pay.
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ARTICLE 12 — COLLECTIVE BARGAINING PROCEDURE
12.1 General. 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
wages, 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.
12.2 Each year, as appropriate, the Union shall submit to the City Manager and the City
Manager 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.
ARTICLE 13 — SAFETY
13.1 In the event Yakima Fire Department is dispatched to mutual or automatic aid
outside of any contracted service area and participation in such an event is
expected to exceed two (2) hours, it shall be the responsibility of the on -scene
company officer to contact the Shift Commander, Duty Chief or designee to hire
back off -duty personnel to replace dispatched companies.
13.2 No employee shall respond to a fire emergency on an engine, brush truck, tender
or truck company that is staffed by fewer than three career firefighters; provided
that:
Airport Crash Rescue and Technical Rescue (TRT) vehicles shall continue
with present staffing practices.
The parties will bargain concerning emergency response staffing in the
event of new circumstances. These agreements shall be reduced to writing.
13.3 Shift Commander or designee shall initiate the rotation of Yakima
Fire Department mutual aid crews every four (4) hours into an incident. On a
case -by -case basis the four (4) hour rotation cycle may be extended or reduced
within reason, due to practicality and logistical considerations including safety
and condition of the working crew as determined by the on -scene company
officer.
13.4 In the event that on -duty Fire Fighters are used for State Mobilization, the City will
hire back off -duty personnel to maintain normal staffing levels.
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13.5 The City and the Union agree to implement an exposure reporting system for
LEOFF members. The Personal Injury, Illness, and Exposure (PIIERS) Reporting
System will be the system used for tracking on duty exposures. It will be the
responsibility of the Union to register its members and provide training at no cost to
the City.
ARTICLE 14—PROMOTIONAL STANDARDS FOR LEOFF CLASSIFICATIONS
For the term of this agreement the MOU dated April 9, 2018 (Appendix B) shall be an
option available for the promotional testing process.
14.1 Fire Lieutenant and Fire Captain Recruitment and Selection Process.
(a) The recruitment and selection process for the classifications of Fire
Lieutenant and Fire Captain is defined below. All promotions to Fire
Lieutenant and Fire Captain positions 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. A description of the subject matter to be covered by each
examination and the sign-up notification shall be provided to the Union and
posted conspicuously not less than 60 calendar days prior to the
examination. The sign-up period shall be for 60 calendar days prior to the
closing of the recruitment. Current text and reference materials that are
relevant and agreed to by the Employer and the Union may be used for
study purposes and will be provided by the Employer. They will be made
available to those employees who wish to prepare for an examination. An
initial joint inventory of the materials will be accomplished as soon as
reasonably possible by staff and Union representatives prior to each
examination in order to assure material availability. However, after a joint
inventory is concluded, should any reference materials be missing from the
stations then it shall be the joint responsibility of the Union and the Fire
Department to replace those missing materials.
(b) Examinations shall be administered by the Chief Examiner or designee of
the Yakima Fire Civil Service Commission. For the ranks of Lieutenant and
Captain each examination shall have a written portion (consisting of a
multiple choice test taken from IFSTA manuals and a written
communications exercise i.e. business letter, memo, SOP, etc.) that shall
constitute fifty percent (50%) of the total score and an oral portion (that will,
for Lieutenants consist of an emergency incident problem and an oral
board interview and for Captains will consist of a practical exercise and an
oral board interview) that shall constitute fifty percent (50%) of the score.
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The oral board shall consist of up to four (4) qualified examiners chosen
from a list submitted by the Chief. The Chief will be responsible for
determining the qualifications and suitability of the selected board
members. Oral board members may not be City of Yakima employees nor
can they be from the geographical Upper Yakima County if they are
involved with the fire service in a volunteer role. There will be a minimum of
three (3) board members. In the event board members cancel immediately
prior to the examination, the Chief has the responsibility to find a substitute
board member, who may be from the Upper Yakima County Fire Service,
to maintain the minimum three (3)-person board. If no substitute board
member can be found, the examination will be postponed.
The Fire administration and the Union both have equal veto rights to
disqualify persons from serving on future boards.
The Employer and the Union may each designate an observer to attend the
administration of the examination. The Chief, with input from the Union,
shall determine the weighting of each component within the two major
examination areas. The weighting of each component within the two major
examination areas shall be included in the notice of the examination. All
candidates testing for the positions of Lieutenant or Captain shall complete
both written and oral portions of the examination before receiving their
written score. The candidate must obtain a passing score of 70% on the
oral portion and 70% on the written portion of the examination process to
be ranked on the promotional register.
(c) For each examination, the Chief Examiner and the Fire Chief shall insure
that the examination is impartially administered and that except for such
assistance from the Human Resources Department as the Chief Examiner
requires, no other City personnel, including those outside the bargaining
unit, have prior access to, or prior notice of, specific examination
procedures or questions or the identity of the oral examiners selected for
the examination. In preparation for the creation of each examination,
representatives of the parties shall meet with the examiner and the
Employer to identify the qualifications it seeks for its promoted personnel. A
Union representative may, at the Union's option, attend the meeting or
meetings, and may offer comments, suggestions or objections regarding
how the examination will be conducted. Candidates shall be permitted to
review their examination scores and obtain sufficient information to permit
them to understand and learn from any mistakes or other performance
deficiencies.
(d) Procedure for Problem/Equipment Failure and Appeals during an
examination.
(1) Procedure for Problem/Equipment Failure
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(A) If a problem/equipment failure occurs during an
examination that is beyond the control of the applicant, the
applicant must notify the Chief Examiner/or designee
immediately. The Chief Examiner/or designee will note
how much testing time the applicant has remaining. The
Chief Examiner/or designee will document how long it
takes to correct the problem/equipment failure. The
applicant will be given the additional documented time to
complete the examination as soon as the problem/failure
has been corrected. The applicant shall not work on the
examination during the time the problem/failure is being
corrected.
(B) In case of a problem/equipment failure, the applicant has
the right to appeal to the Chief Examiner or designee for
additional time or if other remedies should be made. This
appeal must be made in writing, and must state they are
appealing. The appeal must give the applicant's specific
desired remedies, and must be filed with the Chief
Examiner/or designee immediately after the
problem/equipment failure has occurred. No scores will be
given to applicants until all appeals are resolved.
(2) Procedure of Appeals during Examination
(A) The final examination results shall include overall
numerical or standing scores and scores from each phase,
and shall be withheld from all applicants a minimum of 120
hours (5 calendar days, Monday through Friday) following
the completion of the final examination process. During
this time, individual applicants who are dissatisfied with the
conduct of or content of the examination may appeal in
writing clearly indicating their complaint and the remedy
sought to the Chief Examiner or designee. Upon receipt of
such an appeal, disclosure of all examination results will
be withheld until such time as the appeal is resolved. No
appeals may be made after results have been released.
(e) Promotional Eligibility
Promotional registers shall be valid for two years. For, Lieutenant and
Captain, a new examination shall be conducted one (1) month prior to the
expiration of the current register and become effective upon expiration of
the current register. Eligibility requirements must be met by the first day of
testing.
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(1) Lieutenant: Five (5) years of service with the Yakima Fire
Department as a career Fire Fighter shall be required for eligibility to
test for the position of Lieutenant.
(2) Captain: Twenty-four (24) months as an appointed, career
Lieutenant in the Yakima Fire Department shall be required for
eligibility to test for the position of Captain.
(3)
If a candidate for Lieutenant or Captain declines promotion into one
of the positions, then the position will be offered to the next eligible
candidate on the register. If this candidate declines, the process
continues through the register. Any candidate declining a promotion
must submit in writing that they decline the position. A copy of the
letter of declination shall be submitted to the Chief Examiner by the
Fire Chief. The declining candidate shall retain his/her position on
the promotional register.
Filling a Vacancy
(1) At such time as a vacancy occurs and a decision is made to fill the
vacancy by the appointing authority, the highest scoring candidate
on the promotional register that was current at the time the vacancy
first occurred will be appointed to the position; provided that the
Employer may pass over the top scoring candidate for the
appropriate reasons and promote the second highest candidate
instead. Contemporaneously with passing over any candidate, the
Employer shall furnish the employee and the Union Secretary, in
writing, upon request, the reasons for doing so. In the event two or
more candidates have identical scores, the candidate with the
greatest seniority shall be deemed highest scoring. Employees
promoted shall serve a probationary period of one year.
(A) The employee(s) receiving a promotion to either a
Captain position or Lieutenant position shall be assigned
a pay rate of at least 5% above their current rate or the
pay rate of the D-step of the next higher pay grade,
whichever is greater. These employees will be increased
to E-step at the end of six months in their new position.
(Per 05/26/01 LOA)
(2) If the Employer does not fill a promotional vacancy within 30 days:
(A) If there are two (2) or more candidates on the register in
effect on the date of the vacancy, then that register shall
remain in effect for that vacancy until the vacancy is filled,
and the highest scoring candidate on such register shall
serve in the position in an acting capacity until the
Employer fills the vacancy.
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(B) If there is only one candidate remaining on the register in
effect on the date of the vacancy, then for purposes of
filling the vacancy, the remaining candidate shall be
deemed the top scoring candidate on the next register and
shall serve in the position in an acting capacity until the
employer fills the vacancy.
(C) Further, in the event that a decision is made by the
appointing authority not to fill and/or eliminate a vacancy
(as noted in 14.2(f)(1) above) then at such time as the
position is re -authorized the register in effect at the time
the personnel decision was made by the appointing
authority shall be reactivated, and the highest ranking
candidate on the register at the time the vacancy occurred
shall be eligible to be appointed to the reauthorized
position.
(D) In the event a decision is made by the appointing authority
to delay filling a promotional vacancy for reasons of
disciplinary investigation or action, members(s) of lower
rank(s) who would have been otherwise promoted at the
time the vacancy occurred shall remain eligible for
promotion until such time as the investigation is concluded
and/or action is taken and the initial vacancy filled.
14.2 Community Risk Reduction Captain, Training Captain and Training Lieutenant
Recruitment and Selection Process.
(a) The recruitment and selection process for the classifications of Community
Risk Reduction Captain, Training Captain and Training Lieutenant is
defined below.
(b) Job Announcement: Job openings shall be announced a minimum of 15
days prior to the deadline for accepting applications.
(c) Application Process: Applicants will submit a letter of interest to the Fire
Chief for the positions of Community Risk Reduction Captain, Training
Captain and Training Lieutenant. The letter of interest shall demonstrate
the relevant knowledge, skills and abilities of the position applied for.
(d) Selection Process: For the classifications of Community Risk Reduction
Captain, Training Captain and Training Lieutenant the rule of four shall
apply.
Training Captain and/or Community Risk Reduction Captain: The Chief
shall select a candidate to fill the Training Captain and/or Community Risk
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Reduction Captain position from a pool of at least 4 individuals consisting
of:
1. Any Captain(s) or Shift Commander(s) who voluntarily apply.
2. The top candidate on the Captain promotional list.
3. Up to 4 "junior" Captains who have not done an
accumulative 2 years of "days" as a Captain.
The Chief will have a minimum of four (4) names using any combination of
the above 3 steps, however, Step 3 will only be used to the extent needed
to reach the four (4) person minimum. Captains may be reappointed to the
position if circumstances dictate and only once every four (4) years. When
an individual is selected from the Captains' promotional list, it will be a
permanent Captain's promotion.
Training Lieutenant: The Chief shall select a candidate to fill the position of
Training Lieutenant from a pool of 4 individuals consisting of:
1. Any Lieutenant(s) (off probation) or Captains who voluntarily
apply.
2. The four (4) "junior" Lieutenants who have completed
probation.
The Chief will have a minimum of four (4) names using any combination of
the above steps. The Chief shall only use as many "junior" Lieutenants as
needed to reach the four- person minimum.
(e) Probationary Period: The probationary period for the classifications of
Community Risk Reduction Captain, Training Captain and Training
Lieutenant shall be considered complete after twelve months of satisfactory
service. In the event an employee does not complete probation for any
reason, the employee shall be returned to their previously held
classification.
(f)
Vacating Promotion: Any appointment to Public Education Captain,
Training Captain and Training Lieutenant may be vacated at any time due
to a voluntary demotion to the position from which the employee was
promoted or due to a promotion to another position within the Fire
Department.
(g) Base Pay and Step Pay Increases:
(1) The base pay for the Community Risk Reduction Captain
and the Fire Training Captain shall equal Pay Code 506.
(2) The base pay for the Fire Training Lieutenant shall equal
Pay Code 527.
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(3)
When individuals are placed into the above -mentioned
positions, they will be placed in the same pay step as they
previously held. This is meant to equal a pay increase of
approximately 10% over the shift position pay.
(4) Individuals promoting from Shift Lt. to Training Captain will
be promoted to the position of Captain prior to the Training
assignment.
(5)
Individuals transferring from one day position to another
day position of the same pay code will not realize a 10%
pay increase.
14.3 Assistant Fire Marshal Recruitment and Selection Process.
(a) The recruitment and selection process for the classification of Assistant
Fire Marshal is defined below.
(b) Eligibility Requirements: Applicants for Assistant Fire Marshal shall
possess a minimum of five (5) years of service with the Yakima Fire
Department as a career Firefighter.
In the event less than three Yakima Fire Department employees apply for
Assistant Fire Marshal, and the Chief elects to advertise the vacancy to the
general public, those applicants also shall possess a minimum of five (5)
years of continues paid service as a career Firefighter.
(c) Job Announcement: The job announcement shall indicate the date of the
oral board and shall provide 30 days advanced notice of the oral board.
(d) Application Process: Applicants will submit a letter of interest, resume and
certificates to the Fire Chief for the positions of Assistant Fire Marshal.
The letter of interest, resume and certificates shall demonstrate the
relevant knowledge, skills and abilities of the position applied for.
(e) Oral Board Composition: The oral board will consist of three (3) members.
Two (2) members of the oral board shall be selected by the Fire Chief and
one (1) shall be selected by Local 469.
Oral board members may not be City of Yakima employees; nor can they
be from the geographical Upper Yakima County if they are involved with
the fire service in a volunteer or paid role. In the event board members
cancel immediately prior to the examination, the Chief has the responsibility
to find a substitute board member who may be from the Upper Yakima
County fire service, to maintain the minimum three (3) person board. If
no substitute board member can be found, the examination will be
postponed.
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(f)
(g)
Oral Interview Process: The oral board shall be provided copies of each
applicant's letter of interest, resume, and certificates. Additionally, the oral
board will be provided oral interview questions and rating factors for each
classification tested. The interview questions, rating factors, and weights
of the rating factors shall be prepared by the Fire Chief and Chief
Examiner.
Scoring of Oral Interviews: The oral board will score individual
candidates based upon their letter of interest, resume, and certificates as
well as their responses to the oral interview questions. Candidates must
achieve an overall passing score of 70%. Candidates who receive an
overall score of 70% will then be ranked numerically on the register based
on their interview process score.
(h) Maintenance of the Register: The register shall be created and maintained
by the Chief Examiner. The register shall be valid for two years or until
exhausted. The register may be considered exhausted when one (1) or
less candidates are available for certification for promotion.
(i)
i)
Selection Process: For the classification of Assistant Fire Marshal the rule
of three shall apply. The Chief Examiner shall certify to the Fire Chief the
names of the three (3) top scoring candidates. If less than three names
constitute the register, those names shall be certified to the Fire Chief. In
the event there are less than two (2) candidates who are willing to accept
the position, the Fire Chief may open the recruitment to the general public.
Probationary Period: The probationary period for the classification of
Assistant Fire Marshal shall be considered complete after twelve (12)
months of satisfactory service. In the event an employee does not
complete probation for any reason, the employee shall be returned
to their previously held classification.
(k) Vacating Promotion: Any appointment to Assistant Fire Marshal may be
vacated, at any time, due to a voluntary demotion to the position from
which the employee was promoted or due to a promotion to another
position within the Fire Department.
14.4 Fire Department Shift Commander Recruitment and Selection Process.
(a) The recruitment and selection process for the classifications of Fire Shift
Commander is defined in the General Rules and Regulations of the Civil
Service Commission for Fire Department Employees of The City of Yakima.
(b) Promotional Eligibility
Eligibility requirements must be met by the first day of testing.
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1. Shift Commander: Five (5) years of cumulative service with the
Yakima Fire Department as a Lieutenant or Captain and completion
of probation as a Captain are required to be eligible to test for Shift
Commander.
2. Candidates for Shift Commander must have also completed the
Commander Academy portion of the Shift Commander Task Book
prior to being eligible to act as Shift Commander or promote to the
position of Shift Commander. Classes required in the task book
shall be paid for by the department.
3. The Shift Commander Task Book shall be incorporated into this
agreement and is attached hereunto as Appendix C.
ARTICLE 15 — REFRESHMENT FUNDS
15.1 The Union may authorize bargaining unit members to furnish in-house
refreshments; provided that any proceeds from such activities shall be used in-
house for the benefit of bargaining unit members or, upon approval by the Union,
donated to charitable organizations. The Union shall be responsible for insuring
that the refreshment funds are administered consistent with applicable law.
ARTICLE 16 — FIRE DEPARTMENT RESERVES
16.1 The reservists are volunteers who are reimbursed pursuant to Section 1.44.180 (F)
of the City of Yakima Municipal Code.
16.2 The purpose of the reserves is to augment and support total manpower, not
replace bargaining unit personnel.
16.3 Makeup of the Reserves. Reservists will be of two (2) types:
(a) Non -Combat Reserves. This group provides assistance to the suppression
force through incident scene firefighter rehab, breathing air resources and
other supporting functions. They also conduct public education, public
service and other associated activities. This group will not have the training
qualifications or equipment to operate within the Hot Zone.
(b) Combat Reserves. Through initial and ongoing training standards, this
group will be qualified and equipped to work within the Hot Zone in order to
conduct firefighting, incident mitigation and supporting activities. This group
may also conduct those supporting functions associated with Non -Combat
Reserves as appropriate. Applicants for the Combat Reserve group must
meet the following minimum requirements:
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(1) Must complete an application for Volunteer Reserve Firefighter
Program;
(2) Must be a high school graduate or equivalent;
(3) Must be 18 years of age at time of appointment;
(4) Must pass a written exam in basic knowledge, or have passed the
latest Yakima Fire Department Civil Service Entrance Exam;
(5) Must pass the Yakima Fire Department Physical Agility Examination
(Combat Test w/o face piece in under 7 minutes);
(6) Must pass an extensive physical examination by a physician
selected by the City of Yakima;
(7) Must possess and maintain a valid Washington State Driver's
License;
(8) Must successfully pass an extensive background check reviewed by
Staff and Chief of the Department;
(9) Must pass an oral interview.
(c) Standards:
Once a Reserve candidate has satisfactorily satisfied the minimum
requirements for entry level then he/she must accomplish the following
before being assigned to respond on any piece of apparatus:
(1) Must successfully complete the existing basic training academy for
Combat Reserves (a minimum of 40 hours).
(2) Must complete Basic First Aid class.
(3) Must satisfactorily complete a basic competency test consisting of:
(A) Demonstrate donning and wearing of protective
clothing.
(B) Demonstrate proper technique of taking a hydrant.
(C) Don and place into service a SCBA.
(D) Shoulder load a 1 3/4" preconnect and demonstrate
proper operation with water flowing.
(E) Demonstrate a basic knowledge of equipment location
on assigned apparatus.
(d) Once a Combat Reserve Firefighter has successfully completed the basic
training academy and satisfied the competency test, they will be authorized
to participate in emergency and non -emergency responses. During the
following twelve (12) months, the Combat Reserve shall:
(1) Train to the IFSAC Firefighter I Standard and complete IFSTA
Firefighter I Program with passing score of 70%.
(2) Complete driver training course and apparatus competency testing
program as established for Engines, Brush Trucks, Tenders, and
other Support Vehicles.
(3) Successfully complete and pass the E.V.I.P. course.
(4) Combat Reserves shall undergo quarterly evaluations administered
by the chief or designee, and in coordination with the Training
Division.
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(e) At the completion of the first year, a performance evaluation will be
conducted, with a satisfactory rating required. During the second twelve
(12) month period, Combat Reserves shall:
(f)
(1) Train to the IFSAC Firefighter II Standard and complete IFSTA
Firefighter II Program with a passing score of 70%.
Reserves shall meet the following applicable standards:
(1) Participate in weekly drills and maintain an overall drill attendance
of at least 50% per quarter. (Combat and Non -Combat).
(2) Participate in annual physical fitness testing consistent with the
program utilized by the career staff. (Combat)
(3) Participate in a minimum of two (2) ride -outs per month. Ride -outs
shall be scheduled the previous month with the exception of
extenuating circumstances. (Combat)
(4) Maintain E.V.I.P. certification. (Combat and Non -Combat)
(5) Maintain Basic First Aid card (or a higher level of EMS training).
(Combat)
(6) Maintain an annual performance evaluation with an overall rating of
"Meets Expectations" or greater. (Combat and Non -Combat)
(7) Combat Reserves shall be assigned to the designated reserve
station.
16.4 Organization of the Reserves.
(a) Reserves may be actively involved in the neighborhood. They could teach
first aid, give fire safety talks and other community activities.
(b) Reserves shall have a distinctive uniform to enable identification in all
circumstances.
(c) Reserves shall observe normal station operating routines.
16.5 Chain of Command.
During fire department operations, reserve fire fighters report to career
officers or career acting officers.
16.6 Training Requirements.
(a) Career firefighting personnel will be used to train reserves.
(b) Shift career personnel assigned to training reserves shall have reasonable
notice of scheduled training.
(c) Regularly scheduled training sessions shall be scheduled in advance
through the training division or duty shift commander. Training outside
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regular hours shall be limited to one evening a month for each crew
between 7 PM and 9 PM. Crews scheduled to assist with training that
evening will be allowed to break their normal duty day at 1430 hours to
allow for meals, prep time and rest, prior to the evening drill.
(d) Training resources shall include IFSTA publications and other curriculum
utilized by career staff.
(e) All new reserve recruits shall complete a minimum of 40 hours of basic
training and pass a competency test before being allowed to respond to
emergency incidents.
16.7 Enforcement of this article is limited to the Union acting on behalf of bargaining unit
employees, and not on behalf of Reserves.
16.8 Reserve Response. Reserves would respond to alarms in three scenarios:
(a) During ride -outs as the 4th or 5th person on a career apparatus.
(b) Upon page -out for a working incident reserves will be assigned to career
crew as a 4th or 5th person.
(c) In a non -combat capacity on air support or rehab units.
16.9 Preference Points:
Any Combat Reserve in good standing that meets all of the department standards
for Reserves will be given a one percent preference point for each of their first
three years, with a maximum preference of 3%. That 3 % will be added to the
applicant's score after successful completion of the written and strength and agility
portion of the test. If the Reserve member obtains a Fire Science Degree while a
member of the YFD Reserve Program, and passed a 1-year probation and is in
good standing, that person would be eligible to receive an additional 2% added to
the applicant's final composite score.
16.10 Upon proposal to reimplement this reserve program, the Union and the City agree
to re -open this article and work together to mutually agree on replacement or
amended language.
ARTICLE 17 — WAGES
17.1 Effective 1-1-2022, the base salary of bargaining unit members will be
increased by 4.5%.
17.2 Effective 1-1-2023, the base salary of bargaining unit members will be
increased by 4.5%.
17.3 Effective 1-1-2024, the base salary of bargaining unit members will be
increased by 4.25%.
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17.4 Effective 1-1-2025, the base salary of bargaining unit members will be
increased by 4.25%.
ARTICLE 18 — HEALTH CARE INSURANCE
18.1 Medical, Vision and Dental Care Coverage:
(a) Covered bargaining unit employees, retirees and their dependents shall
participate in the "City of Yakima Employees' Health & Welfare Benefit
Plans". 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 health benefits shall be governed by the "City of Yakima
Employees' Welfare Benefit Program".
(b) 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.
(Does not apply to the LEOFF I retired employees.)
18.2 Health and Dental Care Premium Contributions:
(a) Employee Health Care Premium Contribution. LEOFF I and LEOFF II
employee only health care coverage shall be paid for by the City and shall
be at no cost to the employee.
(b) Dependent Health Care Premium Contributions. The City and the
employee shall share dependent medical program premiums per month
contribution level on a 50% by the employer and 50% by the employee
basis, with a maximum employee contribution of $140.00 per month.
(c) Dental Care Premium Contributions. The City shall pay the premium for
LEOFF I and LEOFF II employee and dependent dental care coverage.
(d) Employee contributions under this Article will be accomplished through
normal payroll deductions.
18.3 Retiree Coverage. The City of Yakima Employees' Health and Welfare Benefit
Plan shall provide retirees and dependents of retirees the right to remain in the
group plan, except in the case cited in 18.1 (b), as follows:
(a) LEOFF I retirees shall remain in the group medical plan at no cost to the
employee. LEOFF II retirees may elect to remain in the group medical plan
until they reach age 65, upon payment of the required premium.
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(b) Spouses of retirees may remain in the group medical plan until they reach
age 65 or in the case of spouses of deceased retirees, until they reach age
65 or remarry, whichever occurs first.
(c) Other dependents of retirees may remain in the group health care plan as
long as they remain eligible under the provisions of the plan or when
coverage for the retiree and spouse, or, the spouse of deceased retiree
terminates, at which time such dependent insurance coverage would cease
regardless of the age of the dependents.
(d) Retirees, or spouses of deceased retirees, shall pay the premium and other
shared dependent coverage costs (including dependents if enrolled), which
shall be based on the same formula as active employees and dependents
within the bargaining unit. Premiums shall be paid by deduction from
retirement checks paid to retired employees or their beneficiary.
18.4 Disability Insurance. The Union has executed a disability life insurance policy that
provides both short-term and long-term disability life insurance for it members and
said policy generally provides a covered employee with up to fifty percent (50%) of
his/her base pay in the event that the person incurs an off -duty injury, illness
and/or disability and is unable to work. In order 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 insurance 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 fire 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 fire 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
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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 with regard to 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 18.4 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.
ARTICLE 19 — LIFE INSURANCE
19.1 The City will provide, without cost to the employee, $100,000 in face amount of
life insurance.
ARTICLE 20 — LONGEVITY PAY
20.1 The City will pay longevity pay upon satisfactory completion of the following
service and at the designated rate:
Service in Years
Completed
4
9
Percent of Base Pay
2 0%
3.5%
14
5 5%
19
24
26
7.0%
9.0%
10.0%
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Service in years shall be defined as in Article 22, Vacation Leave, of this
Agreement.
ARTICLE 21 — SPECIAL PAYS
21.1 Acting Assignment Pay. The City will pay acting assignment pay of at least 5%
above the normal base pay or the pay rate of the D-Step of the next higher pay
grade, whichever is greater, on an hour for hour basis for an individual for such
period of continuous service, provided the individual serves a minimum of four (4)
hours for LEOFF personnel, in such higher classification, having been so assigned
by the Fire Chief or his designated agent and provided further that the individual
exercises the responsibility, including operation and administrative duties as they
apply. In order to minimize excessive movement of personnel and station
transfers, acting assignments for periods of forty-eight (48) hours or less, maybe
be filled with an Acting Lieutenant or Acting Captain from the respective station of
the qualified actor. Furthermore, Acting Captain positions for periods of forty-eight
(48) hours or less, may be filled with a qualified Acting Lieutenant or Acting
Captain.
21.2 Eligibility for Acting Assignments. In order 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 in the current collective
bargaining agreement, with one specific exception in acting as a Lieutenant.
Specifically, the requirements are:
(a) In order to act in the position of Lieutenant, an individual must be on the
current register as maintained by the Civil Service Chief Examiner. Acting
Lieutenants, for their respective shifts, shall be picked from the top of the
register down to fill an acting position. In order to minimize station
transfers, an Acting Lieutenant may turn down a temporary acting
assignment that would create a station transfer, provided that a qualified
actor at that station is available and willing to fulfill the acting assignment.
If no current register exists or there is not a Fire Fighter available who is on
the list, on the affected shift, then a Fire Fighter who meets all of the
requirements to be eligible to take the Lieutenant's exam shall be selected.
(b) In order to act in the position of Captain, an individual shall hold the rank of
Lieutenant and be on the current register for Captain as maintained by the
Civil Service Chief Examiner. Acting Captains, for their respective shifts,
shall be selected from the top of the register down to fill in an acting
position. In the event no one on the register is available, remaining shift
Lieutenants will be eligible to act, if they are eligible to test for the position
of Captain.
(c) At no time will personnel who do not meet the requirements listed above be
allowed to act.
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21.3 Station Reassignment. An employee who is reassigned from his/her scheduled
station assignment to a different fire station shall be compensated for the move.
Since moving of Personal Protective Clothing, Uniforms and Bedding will take
approximately 30 minutes, the fee shall be $18.00. The employee will not be
eligible for reassignment fee if they receive notice of transfer by 2100 hours on the
shift they are at work, or if another bargaining unit member causes the transfer for
any reason other than sick or disability leave.
21.4 The City shall pay each employee for his use, at the request of the City, of his/her
personal auto, not less than the IRS Rate per mile actually driven, or the actual
cost of applicable public transportation. In the event that the City increases
mileage allowance paid by the City for the use of personal autos on City business
for any other City department or employee, such increased allowance shall
become the new rate there under.
21.5 LEOFF Uniform Maintenance. Appropriate laundry equipment and supplies shall
be provided to All LEOFF bargaining unit members at no cost to the employee to
ensure proper maintenance of uniforms. The City shall have the right to contract
for uniform maintenance services as it deems appropriate. If the City discontinues
the professional services agreement for uniform maintenance, uniforms shall be
laundered at the stations. If the City discontinues laundry service or fails to
provide appropriate equipment/supplies required to ensure proper maintenance of
uniforms, member shall be paid a seventy-five dollars ($75.00) uniform
maintenance allowance semi-annually. Said amount will be payable the first
payday of February and of August.
21.6 Fire Investigator Differential. All members assigned as shift investigators must
obtain and maintain an International Association of Arson Investigators Fire
Investigation Technician (IAAI-FIT) certification within thirty (30) months of their
assignment as a shift investigator. Subject to the Chief's right to appoint, from time
to time, an employee as a Fire Investigator, such employee shall receive a
differential for such duty as follows.
(a) Commissioned Fire Investigators. Commissioned Fire Investigators shall
receive monthly differential pay of 3.5% of the base pay of a firefighter in
step E.
(b) IAAI-FIT Certified Shift Investigators. Shift investigators that have obtained
IAAI-FIT Certification will receive differential pay of 3.0% of the base pay of
a firefighter in step E per month.
(c) Non -certified/ Shift Investigators. Non -certified shift investigators will
receive a differential pay of 2.0% of the base pay of a firefighter in step E
per month, until they receive their IAAI-FIT certification (not to exceed thirty
(30) months).
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(d) Training time off will be granted to those members taking the IAAI-FIT
certification training. Off -duty personnel shall be compensated at one and
one-half their scheduled rate of pay, in accordance with FLSA.
21.7 SCBA Repair. The City will maintain up to six (6) Local 469 members at the rank of
Firefighter to be trained in and function as Self -Contained Breathing Apparatus
(SCBA) Repair Technicians. Subject to the Chief's right to appoint from time to
time, employees to the SCBA Repair Program. Such employees shall receive
differential pay of 2.0% of the base pay of a firefighter in step E per month.
Personnel attending initial and recertification training in an off -duty capacity shall
be compensated at one and one-half their scheduled rate of pay, in accordance
with FLSA.
21.8 Technical Rescue. Members of the technical rescue team shall receive differential
pay of two percent (2%) of the base pay of a firefighter in Step E per month.
(a) The City will allow Local 469 LEOFF members of any rank to participate in
the YFD Technical Rescue Team, subject to the Chief's right to appoint as
follows:
(1) With the continuation of the Union Gap Fire Service Agreement:
The City shall allow a minimum of fifteen (15) and up to eighteen
(18) members to participate.
(2) Without the continuation of the Union Gap Fire Service Agreement:
The City shall allow a minimum of twelve (12) and up to fifteen (15)
members to participate.
(b) In the event that there are any changes in the specific Technical Rescue
Team duties and/or scope of responsibilities of the aforementioned twelve
IAFF Local 469 members after execution of this agreement, the City and
the Union shall conduct any legally required negotiations on the effects of
the change(s).
(c) Training time off will be granted to those members taking Rescue System 1
initial training. Off -duty personnel will be compensated at the overtime rate
pursuant to the existing IAFF 469 CBA.
(d) Participating Union members will complete an annual required 20 hours of
field training exercises, generally through attendance at the monthly drills.
Those Union members are not required to meet the 20 hours on their own
time without compensation. If the Union member is required to attend
training on their day off, said member shall be compensated at one and
one-half their scheduled rate of pay, in accordance with FLSA, up to a
maximum of 20 hours of overtime per calendar year.
(e) A Deputy Chief shall be in charge of the YFD Technical Rescue Team
activities at the Administrative level. A team member in good standing shall
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(f)
(g)
be in charge (Team Leader) of the YFD Technical Rescue Team activities
at the team level.
Rank amongst Union members performing Technical Rescue work shall
not be recognized while functioning as part of the Technical Rescue Team.
All union members participating in this team shall perform on an equal level
all work they are assigned by the Incident Commander.
In the event that any union member, with prior written approval, attends
training related to his duties as a Technical Rescue Team member off duty,
it shall be known that said member shall be attending as an employee of
the City.
21.9 ARFF (Aircraft Rescue and Fire Fightinctl. The City will determine the number of
personnel to be certified as ARFF responders that may be assigned to Crash
Truck duties at the Airport. The City shall compensate said members a monthly
percentage of two percent (2%) of the base pay of a firefighter in Step E per
month.
21.10 K-9 handler pay. The K-9 handler shall receive differential pay of 4.5% of the base
pay of a firefighter in step E per month.
21.11 Hazardous Material Technician,
(a) The City will allow up to eighteen (18) Local 469 LEOFF Union members of
any rank to participate in the YFD HazMat response team based on their
ability to meet the standards set by the bylaws governing the Tri-County
Hazardous Materials Response Team.
(b) The City shall compensate said members a monthly percentage of two
percent (2%) of the base pay of a firefighter in step E.
(c) In the event that there are changes in the specific HazMat duties and/or
scope of responsibilities of the aforementioned IAFF 469 members after
execution of the Tri-County Hazardous Materials Response Team
agreement, the City and the Union shall conduct any legally required
negotiations on the effects of the change(s).
(d) The City shall furnish the Union with a copy of the Tri-County HazMat
agreement when executed and changes as they occur in the future.
(e) The participating Union members shall attend the initial forty (40) hour
HazMat Technician Course. Personnel on -duty will be granted training time
off and off -duty personnel will be compensated at the overtime rate
pursuant to the existing IAFF Local 469 Collective Bargaining Agreement.
(f)
The participating Union members shall complete the minimum annual
required training as required by Washington Administrative Code 296-824-
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(g)
300. Union members are not required to meet the training requirement on
their own time without compensation. If the Union member is required by
fire administration to meet the training requirement on their day off, said
member(s) shall be compensated at one and one-half their scheduled rate
of pay. Union members may be allowed to utilize pre-recorded classroom
lectures or alternative methods of instruction (multi -media training, DVD,
interactive CD, etc.) in lieu of scheduled classes in the event that the
member cannot attend on their scheduled shift.
A Deputy Chief shall be in charge of the YFD HazMat activities. It shall be
the responsibility of fire administration to execute all non -incident related
administration of this division.
(h) Rank amongst Union members performing HazMat work shall not be
recognized while functioning as part of the Tri-County Hazardous Materials
Team. All Union members participating on this team shall perform on an
equal level all work they are assigned by the Incident Commander.
(i)
Any required medical or physical examination, as it relates to said team,
shall be paid for one hundred percent (100%) by the City of Yakima. This
cost shall not be a part of, nor reflected in the members' negotiated Medical
Benefit Plan.
21.12 Specialty Assignment Selection Process. The parties agree to meet and confer on
a policy regarding the selection process for specialty assignments.
21.13 The City shall compensate members a monthly percentage of two percent (2%) of
the top step firefighter upon successful certification of bilingual ability in Spanish.
ARTICLE 22 — VACATION LEAVE & KELLY DAYS
22.1 LEOFF employees assigned to a day shift shall accrue according to the following
table.
Service in Years Accrual Hrs/M
0-5 9.50
5-10 11.50
10-15 13.50
Maximum Accrued
348
396
444
15-20 15.50
492
20 + 17.50
540
22.2 LEOFF employees assigned to a 24-hour shift shall accrue according to the
following table. Accrual accumulation limits/annual carry-over shall be two (2)
times the employee's maximum annual accrual.
Service in Years Accrual Hrs/Mo.
0-5
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5-10
10-15
15-20
20+
16.50
18.50
20.50
22.50
22.3 Service in years for LEOFF classifications is defined as the most recent period of
employment unbroken by voluntary termination, voluntary retirement, and
voluntary leaves of absence in excess of thirty (30) days or termination for cause.
Such service shall not be considered broken by period of disability retirement, or
leave without pay in excess of thirty (30) 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 reemployment for any reason shall constitute a break in
service. (No service credit shall accrue during periods of layoff.)
22.4 Newly hired LEOFF members shall accrue and accumulate vacation leave
through the end of their first six months of service which may then be taken in the
seventh month and each month thereafter as accumulated.
22.5 The City shall allow the following positions per shift, for shift employees from the
bargaining unit to be released from duty at any one time for scheduling of vacation,
Kelly days or holidays subject to the subsection below:
(a) With the continuation of the Union Gap Fire Service Agreement:
The City shall allow six (6) positions off per shift.
(b) Without the continuation of the Union Gap Fire Service Agreement:
The City shall allow five (5) positions off per shift.
(c) A seventh (7th) position off shall be allowed contingent on the daily staffing
roster exceeding the 23-member roster for that shift. The seventh (7th)
position shall not be secured prior to 0800 hours the morning of the shift. A
seventh (7th) position standby will be available for sign up ten (10) days
prior to the time requested.
(d) Any request for partial shifts of less than 10 hours shall only be granted
under the following:
• The request must be made to and approved by the Shift
Commander no less than 24 hours prior to the time requested.
For LEOFF classifications, any vacation accumulated over the stated limits shall
be paid at one hundred percent (100%) of base wage as of December 31st of each
year; provided, however, at least fifty-five percent (55%) of the annual accrual rate
for vacation must have been used during the year in order to qualify for the
payment; provided, however, if the Employer cancels an employee's scheduled
vacation and this canceling results in vacation accumulation over the stated limits
as of December 31 of any particular year then the Employer will pay for said
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vacation at the normal hourly rate. Payment for any vacation accumulated over the
stated limits is subject to the Employers' inability to reschedule the vacation time
off. Neither party shall unreasonably withhold approval of rescheduling of vacation
previously canceled.
22.6 Employees shall be able to cancel scheduled earned leave with thirty (30) days'
notice.
22.7 Shift Commander shall submit an annual schedule for Kelly days no later than
December 31st for the following year. Days will be entered into the TAMS
calendar. Each Shift Commander shall have no more than one (1) Kelly day per
Kelly period. Kelly days within a period cannot be changed once the period begins.
Shift commander Kelly days and earned leave days shall not count as one of the
six (6) time off slots as stated in article 22.5.
Time off for the Shift Commander position to include vacation, Kelly days, or
holidays, will be scheduled independently from six (6) positions and seventh (7th)
positon standby.
/-7th
Shift Commander time off will not be approved when a seventh ki ) position
standby has been approved as outlined in article 22.5 (c).
22.8 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 months of service.
(c) An employee who is discharged or resigns as a result of disciplinary action
shall be entitled to be compensate 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 specified in 22.9 (a).
ARTICLE 23 — LEOFF EMPLOYEE HOLIDAYS
23.1 (a) At the first of each year, all LEOFF members of the bargaining unit working
a 24-hour shift schedule will receive a credit of one hundred thirty-two (132)
hours to their holiday leave account. New employees hired after that date
will receive holiday credits at the rate of twelve (12) hours per holiday for
holidays remaining in the calendar year.
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(b) All LEOFF members of the bargaining unit working a day shift schedule will
observe holidays and earn one paid personal holiday in accordance with
Municipal Code 2.40.080.
1. The following shall be recognized and observed as paid holidays:
New Year's Day January 1
Martin Luther King, Jr. Day 3rd Monday in January
Presidents' day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day 1st Monday in September
Veterans' Day November 11
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Day 4th Friday in November
Christmas Day December 25
(c) Employees transferring from days to shifts will receive holiday credits at the
rate of twelve (12) holiday hours per holiday remaining in the year.
Employees transferring from shifts to days will have twelve (12) hours per
holiday remaining in the year deducted from their 132 hours of holiday
credits, which shall not be reduced to less than zero credits.
23.2 Holiday time must be used in the calendar year in which it was credited and may
not carry-over into successive calendar years. Unused holiday time will be paid at
one hundred percent (100%) of the base wage as of December 31 of each year of
one hundred thirty-two (132) hours per employee.
23.3 An employee who uses up their 132 hours of holidays and leaves the Department
before December 31 shall have twelve (12) hours removed from their earned leave
account for each holiday remaining in the year.
ARTICLE 24 — SICK LEAVE ACCRUAL/EXCHANGE FOR LEOFF EMPLOYEES
24.1 Regular LEOFF II employees working a 24-hour shift schedule 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:
No exchange of accrued sick leave for additional leave days or for cash will be
granted for those employees with 1080 hours or less of accrued sick leave
except:
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(a) Upon retirement or death, the employee's accrued sick leave up to 1080
hours or less will be exchanged for pay at the rate of sixty percent (60%) of
hours at one hundred percent (100%) of the employee's current base pay.
To qualify, the employee must have at least twenty (20) years of service
within the LEOFF II pension system.
1. Retiring members may elect to contribute a portion of the 60% cash
out value to the 457 Deferred Compensation plan per IRS
guidelines and limitations. This designation must be submitted and
processed one month prior to retirement. (Example: If retiring in
June 30', the request must be submitted by May 15th and
processed with May payroll.) The remaining value of the 60% shall
be contributed to the Washington State Council of Fire Fighters
Benefit Trust Retiree Medical Account (MERP).
(b) Upon termination under honorable conditions, as distinct from retirement or
death, the employee's accrued sick leave up to 1080 hours or less will be
exchanged for pay at the rate of twenty-five (25%) of the employee's
current base pay. Honorable termination includes resignation with proper
notice.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, accrued sick leave up to 1080 hours or less will be
exchanged for pay at the rate of fifty percent (50%) of the employee's
current base pay.
(d) In the event of death in line of duty, all hours of sick leave will be
exchanged for pay at the rate of one hundred percent (100%) of the
employee's current base pay.
24.2 Exchange of accrued sick leave for additional leave days or for cash will be
granted to regular LEOFF II employees who have accrued more than 1080 hours
of sick leave, subject to the following provisions:
(a) Upon retirement or death, accrued sick leave up to a cap of 1440 hours will
be exchanged for pay at the rate of sixty percent (60%) of hours at one
hundred percent (100%) of the employee's current base pay. To qualify,
the employee must have at least twenty (20) years of service within the
LEOFF II pension system.
1. Retiring members may elect to contribute a portion of the 60% cash
out value to the 457 Deferred Compensation plan per IRS
guidelines and limitations. This designation must be submitted and
processed one month prior to retirement. (Example: If retiring in
June 30111, the request must be submitted by May 15th and
processed with May payroll.) The remaining value of the 60% shall
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be contributed to the Washington State Council of Fire Fighters
Benefit Trust Retiree Medical Account (MERP).
(b) Upon termination under honorable conditions, as distinguished from death
or retirement, accrued sick leave up to a cap of 1440 hours will be
exchanged for pay at the rate of fifty percent (50%) of the employee's
current base pay.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, 1080 hours of accrued sick leave up to a cap of 1440
hours will be exchanged for pay at the rate of fifty percent (50%) of the
employee's current base pay.
(d) In the event of death in the line of duty, all hours of accrued sick leave will
be exchanged for pay at the rate of one hundred percent (100%) of the
employee's current base pay.
(e) Employees who have accrued more than 1080 hours of sick leave may
exchange such sick leave for bonus (additional) leave at the rate of three
(3) shifts of sick leave for each additional vacation shift, not to exceed a
total of five (5) added vacation shifts annually, utilization of which would be
subject to the scheduling and approval of the department head.
24.3 The maximum accumulation of sick leave for LEOFF II employees shall be a total
of 1440 hours for any purpose including use and/or exchange.
24.4 Sick Leave Exchange Procedure, Any regular LEOFF II employee may exchange
accrued sick leave as provided in Sections 24.1, 24.2, 24.6, 24.7 or 24.8 herein at
the option of the employee, subject to the following conditions and provisions:
(a) Authorization for such an exchange shall be made by written request
submitted to the Fire Chief or his designee.
(b) No exchange will be granted for less than twenty-four (24) hours of
vacation leave.
(c) No exchange will be granted to an employee who has been terminated for
cause.
24.5 Regular LEOFF II employees shall be granted sick leave as follows:
(a) Employees assigned to a day shift shall accrue eight (8) hours per month.
(b) Employees assigned to a 24-hour shift shall accrue twenty-four (24) hours
per month.
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24.6 LEOFF II personnel working a 40-hour week shall be eligible to exchange sick
leave according to the following schedule. A maximum of 1040 hours may be
accumulated for either exchange or use.
No exchange of accrued sick leave for additional leave days or for cash will be
granted for employees with 720 hours or less of accrued sick leave, except:
(a) Upon retirement or death, the employee's accrued sick leave up to 720
hours or less will be exchanged for pay at the rate of sixty percent (60%) of
the employee's current base pay. To qualify, the employee must have at
least twenty (20) years of service within the LEOFF II pension system.
1 Retiring members may elect to contribute a portion of the 60% cash
out value to the 457 Deferred Compensation plan per IRS
guidelines and limitations. This designation must be submitted and
processed one month prior to retirement. (Example: If retiring in
June 30th, the request must be submitted by May 15th and
processed with May payroll.) The remaining value of the 60% shall
be contributed to the Washington State Council of Fire Fighters
Benefit Trust Retiree Medical Account (MERP).
(b) Upon termination under honorable conditions, as distinct from retirement or
death, the employee's accrued sick leave up to 720 hour or less will be
exchanged for pay at the rate of twenty-five percent (25%) of the
employee's current base pay. Honorable termination includes resignation
with proper notice.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, accrued sick leave up to 720 hours or less will be
exchanged for pay at the rate of fifty percent (50%) of the employee's
current base pay.
(d) In the event of death in the line of duty, all sick leave will be exchanged for
pay at the rate of one hundred percent (100%) of the employee's current
base pay.
24.7 Exchange of accrued sick leave by 40-hour week employees for additional leave
days or for cash will be granted to regular LEOFF II employees who have accrued
720 hours or more, subject to the following provisions:
(a) Upon retirement or death, the employee's accrued sick leave up through a
maximum 1040 hours will be exchanged for pay at the rate of sixty percent
(60%) of the employee's current base pay. To qualify, the employee must
have at least twenty (20) years of service within the LEOFF II pension
system.
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1. Retiring members may elect to contribute a portion of the 60% cash
out value to the 457 Deferred Compensation plan per IRS
guidelines and limitations. This designation must be submitted and
processed one month prior to retirement. (Example: If retiring in
June 30th, the request must be submitted by May 15th and
processed with May payroll.) The remaining value of the 60% shall
be contributed to the Washington State Council of Fire Fighters
Benefit Trust Retiree Medical Account (MERP).
(b) Upon termination under honorable conditions, as distinguished from death
or retirement, the employee's accrued sick leave up through a maximum of
1040 hours will be exchanged for pay at the rate of twenty-five (25%) of the
employee's current base pay.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, the employee's accrued sick leave up through a maximum
of 1040 hours will be exchanged for pay at the rate of fifty percent (50%) of
the employee's current base pay.
(d) In the event of death in the line of duty, the employee's accrued sick leave
will be exchanged for pay at the rate of one hundred percent (100%) of the
employee's current base pay.
(e) Employees who have accrued more than 720 hours of sick leave may
exchange such sick leave for bonus (additional) leave at the rate of twenty-
four (24) hours of sick leave for an additional 8 (eight) hours vacation leave,
not to exceed a total of forty (40) hours added vacation leave days
annually, utilization of which would be subject to the scheduling and
approval by the department head.
24.8 In December of each year, any accruals by 40-hour week employees beyond a
1040 hour limitation will be automatically exchanged based upon the formula of 8
(eight) hours pay for each twenty-four (24) hours accrued or a percentage thereof
for smaller accruals. Such pay will appear on the employee's final paycheck for
the year.
24.9 LEOFF II personnel reassigned from shifts to days shall have all hours of accrued
sick leave converted utilizing the factor of 1040/1440 or .7222 and personnel
reassigned from days to shift shall have all hours of accrued sick leave converted
utilizing the factor of 1440/1040 or 1.385. In no case can the employee accrue
more than the maximum sick leave allowance.
24.10 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
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certificate from a health care provider, stating the nature and duration of the
incapacity.
24.11 All final cash out proceeds under this article will be contributed to the Washington
State Council of Fire Fighters Benefit Trust Retiree Medical Account (MERP).
(Refer to Article 40 of this agreement)
ARTICLE 25 — SICK LEAVE POOL
25.1 Local 469 Executive Board will manage and is solely responsible for the
administration of the IAFF Sick Leave Pool and the processing of requests.
Donations made to the sick leave pool shall be in full hour increments.
All requests processed by the Payroll Office by the fifteenth (15th) of a month shall
be effective for that month.
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 26 — BIRTHING LEAVE/MATERNITY LEAVE
26.1 Pregnancy and maternity/paternity leave will be treated in accordance with state
and federal law.
ARTICLE 27 — LIGHT DUTY FOR LEOFF II EMPLOYEES
27.1 Off -duty extended injury, illness or pregnancy.
LEOFF II employees who are off -duty due to an extended off -duty injury or illness
and cannot perform their regular duties may request in writing to the Chief of the
Department an assignment to light duty. Any light duty assignment will be
contingent on the Department's needs and the employee's ability to perform
assigned duties within the scope that would be allowed based on a physician's
recommendation. All light duty assignments will be for up to (30) days and will be
reviewed by the Chief of the Department to determine any extension of the
assignment. Light duty assignments will not include fire suppression, EMS
response, dispatching duties, or delay the appointment or filling of a Civil Service
position due to work being performed by the employee on light duty. Any employee
on light duty will maintain all the rights and benefits of this contract and earn job
and position seniority as consistent with a day position. Employees assigned to
light duty on an 8-hour day shift who have previously been assigned to a 24-hour
shift will have their sick leave hours converted utilizing the factor of 1040/1440 or
.7222. Upon return to the 24-hour shift assignment, their sick leave hours will be
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converted utilizing the factor of 1440/1040 or 1.385. In no case can the employee
gain more than 100% of sick leave or income from this assignment.
27.2 On -duty extended iniury or illness.
LEOFF II employees who are injured or incur illness on -duty may be required at
the discretion of the department to be placed on light duty. Any light duty
assignment will be contingent on the Department's needs and the employee's
ability to perform assigned duties within the scope that would be allowed based on
a physician's recommendation. All light duty assignments will be for up to (30)
days and will be reviewed by the Chief of the Department to determine any
extension of the assignment. Light duty assignments will not include fire
suppression, EMS response dispatching duties, or delay the appointment or filling
of a Civil Service position due to work being performed by the employee on light
duty. Any employee on light duty will maintain all the rights and benefits of this
contract and earn job and position seniority consistent with a day position.
Employees assigned to light duty on an 8-hour day shift who have previously been
assigned to a 24-hour shift will have their sick leave hours converted utilizing the
factor of 1040/1440 or .7222 and upon return to the 24-hour shift will have their
sick leave converted utilizing the factor 1440/1040 or 1.385. In no case can the
employee gain more than 100 % of sick leave or income from this assignment.
ARTICLE 28 — COMPENSATORY TIME OFF
28.1 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 2.22.040 (E). Compensatory time shall
be separately accounted for and will have to be cleared by use or pay by
December 31, annually.
Up to one (1) average work weeks' worth of hours may be accumulated (i.e., forty
(40). Use shall be scheduled at the City's discretion with due regard to the wishes
of the employees and the City's work requirements.
28.2 Court Appearance Leave. In the event members of the bargaining unit receive a
subpoena to appear in court to provide testimony in an official capacity, such
required absence from scheduled duty shall be considered time worked for pay
purposes. When said employees are required to appear in court in an official
capacity in their off -duty hours, they shall be paid at the applicable rate for such
time. Verification of court attendance shall be on a form prescribed by the Fire
Department and shall include a statement of hours signed by the relevant court
clerk.
28.3 An off -duty employee who is required by the Chief of the Department to testify
before the Civil Service Board on matters pertaining to his assigned duties shall be
compensated for actual time in attendance in accordance with 28.2 of this Article.
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Verification of attendance shall be on a form prescribed by the Fire Department
and shall include a statement of hours of attendance signed by the relevant court
clerk.
28.4 Training Time,
(a) For LEOFF employees, off duty training that is required by the Chief of the
Department or his designee shall be paid at overtime rate pursuant to
Article 29.3 for each hour or portion thereof that is spent in actual training.
(b) In the event that any union member, with written approval attends an
unpaid off duty training related to his/her duties as a Yakima Fire
Department employee, it shall be known that the member is attending as
an employee of the City of Yakima and as such, is covered by workers
compensation insurance.
ARTICLE 29 — OVERTIME FOR LEOFF EMPLOYEES
29.1 Only the hours that a LEOFF employee is physically present on his assigned shift
or work period are considered hours worked.
When LEOFF employees assigned to a 24-hour shift work more than 182 hours on
their assigned shifts in a 24-day work period, or in the case of other LEOFF
employees, 40 hours in a 7-day work period, such employees shall be paid at the
overtime rate required by the Fair Labor Standards Act for all hours worked in
excess of 182 hours or 40 hours, respectfully.
(a) Employees working 24-hour Shift, who are assigned to work Day Shift: For
purposes of administering and calculating overtime due and payable to a
LEOFF employee scheduled to a 24-hour shift, who then is assigned to and
performs the type of work normally performed by those LEOFF employees
assigned to a 40-hour/7-day work period ("Day Shift") during any 24 day
work period, so that such employee's hours of work exceed 182 hours in
such 24-day work period, such employee's regular hourly rate of pay for
overtime hours worked on the Day Shift shall be the regular hourly rate for
Day Shift employees for purposes of calculating overtime pay for hours
worked on Day Shift.
Note: Since there is no Day Shift position equivalent to the 24-hour
Shift Firefighter position, a regular rate of pay equivalent to 110% of
the firefighter's monthly base pay (with Deferred Comp) divided by
173.33 hours can be used to establish the overtime rate:
(Example: Step E Firefighter 2016 monthly base wage (with
Deferred Comp) of $6824.47 x 110% = $7506.92 ÷ 173.33 =
$43.31/hour, therefore the overtime rate would be $43.31 x 1.5 =
$64.97/hr.)
41
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469final
(b) Employees working Day Shift, who are assigned to work 24-hour shift:
Likewise, for purposes of administering and calculating overtime due and
payable to a LEOFF employee scheduled to a 40-hour/7-day work period
(Day Shift), who then is assigned to and performs the type of work normally
performed by those LEOFF employees assigned to a 24-hour shift work
period, so that such employee's hours of work exceed 40 hours in a 7-day
work period, such employee's regular hourly rate of pay for overtime hours
worked on the 24-hour Shift shall be the regular hourly rate for 24-hour
Shift employees for purposes of calculating overtime pay for hours worked
on 24-hour Shift.
29.2 Premium Duty Pay. LEOFF personnel working outside of their normally scheduled
shifts at a time they are not assigned to work, except as noted in 29.4 below, shall
be paid at the overtime rate required by the Fair Labor Standards Act.
29.3 Emergency Duty Pay. When LEOFF personnel are called from off -duty by the Fire
Chief or his/her designee because of an emergency the employee shall receive
Emergency Duty Pay. The Emergency Duty Pay rate shall be double time.
29.4 Call Back.
(a) An employee who is called back to duty after their scheduled shift has
terminated, but before the scheduled start of his next shift, shall be paid not
less than two (2) hours of overtime at the applicable overtime rate.
(b) The call back bonus will not be available for a "hold over" defined as an
extension of a regular or reassigned shift due to manning requirements or
an emergency circumstance.
29.5 Fractions of an hour served on overtime duty shall be rounded to the next full hour
for the purpose of computing the amount of overtime.
29.6 If a personnel shortage occurs, Shift Commanders or their designee will
hire according to the mutually agreed upon procedure reflected in the Operational
Guideline 1.002 ("Staffing and Scheduling") which is incorporated as Appendix E.
ARTICLE 30 — DUTY WEEK FOR LEOFF EMPLOYEES
30.1 The average hours of duty for 24-hour shift LEOFF employees shall average forty-
nine point five four (49.54) hours per week. (14 Kelly days).
30.2 24-hour shift LEOFF employees shall be assigned to the "48-96" shift.
30.3 The employees serving in the positions of Community Risk Reduction Captain,
Assistant Fire Marshal, Training Captain, and Training Lieutenant shall work a day
shift consisting of forty (40) hours per week in the form of five (5) eight (8) hour
42
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469_Final
days. Alternate forty (40) hour shifts may be worked as mutually agreed upon by
the employee and the employer.
30.4 For the purpose of this agreement, "shift employees" are defined as those
employees working 24-hour shifts. "Day Shift Employees" are defined as those
employees assigned to a 40-hour work week.
ARTICLE 31 — TOBACCO USE ON DUTY
31.1 The Union and the City recognize that health problems are caused by smoking,
vaping and tobacco use and therefore agree to the elimination of the use of all
tobacco products by all members of the Fire Department from all areas within fire
stations, administrative offices, shops and any other buildings or facilities of the
Fire Department. Violations of these provisions shall constitute a basis for
disciplinary action to be handled in accordance with normal disciplinary
procedures.
ARTICLE 32 — PHYSICAL FITNESS
32.1 For LEOFF employees, there shall be established a physical fitness committee.
Composition of the committee shall consist of:
(a) Two members designated by the Fire Chief.
(b) Two members of the bargaining unit.
(c) One member from outside the department, selected by the other four
members to serve as chairperson. The outside representative should have
the following professional characteristics: Experience or education in
physical fitness, or medicine or related field.
32.2 The purpose of the committee is to develop a physical fitness program, establish
policy, manage the on -going program and make appropriate recommendations on
awards and/or discipline.
32.3 The Physical Fitness Program established by the Physical Fitness Committee shall
be reviewed and revalidated annually by the Department and the Union. The
program and the policy governing this program shall not be changed except by the
mutual consent of the Department and the Union.
32.4 Both parties have agreed to jointly work on addressing issues and programs
pertaining to physical fitness.
32.5 Upon request by the fitness committee, only the medical results that pertain to
physical fitness shall be given to the committee.
43
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469_Final
32.6 The City shall schedule and pay for medical examinations for employees in the
bargaining unit beginning at age 36 and every two years. The City shall send
notification at the beginning of the year to employees who will be turning the age
eligible for exams and where exams may be scheduled. The employee is
responsible for scheduling his/her medical examination within thirty (30) days
before or after the month of their birthday. Employees will not be compensated for
travel or time for medical exams.
ARTICLE 33 — CREATION OF NEW LEOFF CLASSIFICATIONS
33.1 The salary, hours of work, working conditions, selection criteria and fringe benefits
for all newly created classifications or classification modifications within the
bargaining unit shall be negotiated with the Union prior to the filling of any position
within the new classification.
ARTICLE 34 — DEFERRED COMPENSATION FOR LEOFF EMPLOYEES
34.1 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 four
percent (4%) of base pay to a deferred compensation account.
34.2 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, 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.
34.3 If 50% or more of the members of the bargaining unit elect to enroll in the new
IAFF program, then 100% of the members shall move to the IAFF deferred
compensation program.
ARTICLE 35 — DISCIPLINE POLICY
35.1 Policy Supersedes: The Disciplinary Policy is incorporated into this Agreement and
is attached hereto as Appendix A. In accordance with relevant PERC decisions
and by agreement of the Parties should a conflict occur between the provisions of
collectively bargained Appendix A and the provisions of Rule XIX - Disciplinary
Actions, contained in the General Rules and Regulations of the Civil Service
Commission for Fire Department Employees of the City of Yakima then such
conflict shall be resolved in favor of the provisions in Appendix A which shall
supersede. Where there is no conflict between Appendix A and Rule XIX the
provisions of each shall equally apply to employee discipline.
44
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469_Final
35.2 Election of Remedies: The use of the CBA grievance procedure will constitute an
election of remedies. Except as provided for in Article 9.3 (h), an employee
seeking redress through the Labor Agreement may not seek judgment of the
same matter through the Civil Service Commission.
ARTICLE 36 — MUNICIPAL CODE SECTIONS PERTAINING TO LEOFF EMPLOYEES
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
2.40.040
2.40.050
2.40.060
2.40.070
2.40.080
2.44
2.44.030
2.44.040
2.44.050
2.44.060
Group Insurance
Health Care Plan
City Contributions
Bonds For Officers
Bonds Required — Amount
Salaries
Persons Subject to Plan
Policy for Pay Steps
Transfer, Promotion, Demotion, Reinstatement or Termination of
Employees
Reduction in Salary
Effect on Budget
Reimbursement for Expenditures
Reimbursable Expenditures — Amounts
Special and Temporary Assignment Pay
Classification 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
Civil Leave
Military Leave
Leave Without Pay
Unauthorized Absence
Holiday's with Pay
Lobbying by City Personnel
Permitted Activities of Representative
Payment for Services of Representative
Prohibited Expenditures
Ethical Practices and Conduct
45
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469_Final
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 37 — ENTIRE AGREEMENT
37.1 The Agreement expressed herein in writing constitutes the entire agreement as
negotiated between the parties and no oral statement or previous written
agreements shall add to or supersede any of its provisions.
37.2 The City and the Union agree to establish a regular monthly meeting for the
purpose of discussing matters considered of importance to them respectively 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.
The City and the Union may voluntarily and mutually agree upon solutions to the
aforementioned problems, real or developing and such agreements shall, when
appropriate, be reduced to a memorandum and attached to this Agreement.
37.3 Date of Hire List for LEOFF Employees. The City will provide a date of hire list for
LEOFF employees no later than February 1st of each year to be posted at all fire
stations.
ARTICLE 38 — NO PYRAMIDING
38.1 Nothing contained in this agreement shall be interpreted as requiring duplication or
pyramiding of overtime payments involving the same hours of labor except as
otherwise specifically provided in this agreement.
ARTICLE 39 — SAVINGS CLAUSE
39.1 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.
46
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469 Final
ARTICLE 40 — MEDICAL SAVINGS ACCOUNT
40.1 The City and the Union have agreed to implement a medical reimbursement plan
for Bargaining Unit members for the term of this agreement.
40.2 Conversion of Sick Leave Cash out to Retiree Medical Savings Account
(a) The City shall participate in the Washington State Council of Fire Fighters
Employee Benefit Trust (the "Trust Agreement") and the Premium
Reimbursement Plan of the Washington State Council of Fire Fighters
Employee Benefit Trust (the "Plan") and agrees to make contributions to
the Plan on behalf of all employees in the Collective Bargaining Unit who
are eligible to participate in the Plan by reason of having excess sick leave
conversion rights. For the purposes of this article, excess sick leave
conversion rights are defined as sick leave cash -outs at retirement.
Contributions on behalf of each eligible employee shall be based on the
cash -out value of sick leave hours accrued by such employee and available
for cash -out at retirement. IRS codes require all eligible employees to
participate.
40.3 Monthly Contributions.
In addition to the conversion of sick leave cash out to Retiree Medical Savings
Account described above, the City shall make the following monthly contributions
to the Plan on behalf of Bargaining Unit members:
(a) Effective July 1, 2012, the City shall pay a $75.00 Dollar monthly
contribution on a pre-tax basis for each LEOFF II employee covered by this
Agreement, to the Washington State Council of Fire Fighters (WSCFF)
Employee Benefit Trust. The Union shall have the option to increase their
contribution by payroll deduction.
(b) The City shall transmit, mail or forward the monthly contribution on or about
the sixth of every month, but no later than the tenth, for that month's
contribution.
40.4 The Union and the Employees agree to hold the Employer harmless and indemnify
the Employer from any and all liability, claims, demands, law suits, and/or losses,
damage or injury to persons or property, of whatsoever kind, arising from and in
any way related to the implementation and administration of the Trust Fund. The
Union and Employees shall be one hundred percent (100%) liable for any and all
liabilities that arise out of the Trust Fund. The Union and Employees shall be liable
for any and all tax penalties, as well as any other liabilities arising out of the
implementation and administration of the Trust Fund.
47
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469_Final
ARTICLE 4N—MEMORANDUMS OF UNDERSTANDING (MOU'S)
41.1 The parties acknowledge that the need for o Memorandum of Understanding
(W1OU) may arise during the tann of this agnaonnenL All W1OU'a developed
during the course of this agreement ahm|| be incorporated as appropriate in the
successor agreement aanegotiated and agreed upon bythe parties.
ARTICLE 42 — TERM OF AGREEMENT
42.1 This Agreement shall be deemed effective from and after the 1m day of January,
2022 through the 31m day of Oeoannber. 2025; provided however, that this
Agreement shall be subject hosuch periodic changes as may be voluntarily and
mutually agreed upon bythe parties hereto during the term thereof.
E�uut���e��eeho��this _~d��`.3O22�
LOCAL, _- 9, NTERNAJIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO
By: ~`
Shahan
President, Local 4G9
|/\FF
Robert Harrison
City Manager
International Association mFirefighters (wrF)
LsorFBargaining Unit
w~
By-
_
MikeTr
Lead Negotiator, L000|46Q
]AFF
CITY OF YAKIMA
Sonya Cla3r Tee
City Clerk
48
'V 74�~
v .u�
44,
WAS,; '� 47
�����
City Contract No.
Council Resolution Nok-,")C:90- (('r
APPENDIX A - DISCIPLINARY POLICY
Yakima Fire Department
Purpose: To increase professionalism, improve nnnnaka, improve nnanm0er/enlmbovae
relations, foster long-term positive change, and deter future performance deficiencies.
The City of Yakima Fire Department and Yakima Public Safety Communications Center
hereby adopts the following disciplinary guide|inea, na|sding to the administration a process
of corrective disciplinary actions.
This policy is in addition toany applicable policies. SOPs, and guidelines regarding
disciplinary action applicable to bargaining unit members, including the Fire Civil Service
Rules and Regulations.
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
muocaeofu| when it aeo|mte an individual in becoming an effective and productive member
ofthe organization.
Failing that, progressive discipline enables the organization to address misconduct or sub-
standard performance of employees who demonstrate an unxvU|ngnaee or inability to
GeneraUy, there are four main types of corrective disciplinary action; oral pephnnand,
written naphnnmnd, nuopenoion, and discharge. Oennobmne. deductions ofpay within the
pay nange, 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.OmmA Reprimand -Any instance |nwhich anemployee iaissued onoral reprimandfor mn
infraction orperformance deficiency byany supervisor.
An oral reprimandshall include all ofthe following:
° A meeting with the employee and his/her immediate supervisor.
The employee informed that this is an oral reprimand
Oral reprimands viUbamennmrio|izedbvnlemnotoimdudethodateandtime
of the infoaoton. the department policy, SOP or guideline that has been
vio|ated, on action plan to correct the behavior and motion necessary to
ovoid further discipline.
49
International Association of Firefighters (IAFF)
LEoFF Bargaining unit
xouu-2oun|ArpLocal *oR_rma|
A nlenlo 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 Assistant Communications Manager and m copy is to be
provided to the employee. Memo is not placed in employee's personnel file.
2. Wriftem Reprimand - Any instance in which an employee h;formally issued avvhttan
reprimand document for an infraction or performance deficiency by any supervisor.
Written reprimand shall include all ofthe following*
• Ameeting with employee, immediate supervisor,
° The employee informed that this is mfornna| written reprimand,
° Written reprimands will be memorialized by a letter which shall document
date and time of the |nfroot|mn, the department policy, SOP, or guideline
that has been violated, the previous related diooip|ine, an action plan to
correct the behavior and action necessary to avoid further discipline.
° Acopy shall be maintained in mnn personnel file and given tothe
employee.
3. Suspension- Any instance in which any employee is released from duty without pay
from city service.
If eubaeouard to m satisfactory investigation, suspension of an employee is the
contemplated level of discipline the process shall include all of the following:
Provide the employee with apre-disciplinary letter that schedules the
"Loudermill" meeting with the employee.
° The pre -disciplinary letter shall |nfmnn the enlolovaa of the alleged policy,
GC>P or guideline v|m|sd|on, including time and date. Also include any
previous related discipline, violations and the anticipated level of discipline.
* Adiscipline letter will beissued informing the employee of the length ofthe
eusponmimn, containing an action plan designed to correct the behavior.
The letter will also contain action necessary to ovoid further discipline and
detail the employee's return to work.
The original disciplinary letter will be provided to the employee and m copy
of the pre -disciplinary and disciplinary letters will be maintained in the
employee's personnel file.
50
International Association mFirefighters (IAFF)
LEoprBargaining Unit
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
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 15 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.
51
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469 Final
C. Definitions of levels of infraction:
Minor Infraction -Any violation that does not cornpnunmiaa safety, affio|mncy, or the ob|bx
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 orinattention toduties
• Failure to maintain satisfactory and harmonious working relationships
(depending on the extent, this may be considered m more serious
infraction).
More Serious Infraction- Any violation that compromises the integrity ofthe department
or the city or which the consequences cause only minor disruption of work. Violations of
this type may Uem to the level of o reduction in pay, suspension or demotion. Multiple
violations may rise tothe level oftermination.
Examples but not limited to:
* Careless, negligent or|nlpnnperueeofCitvpropedx
• Releasing confidential information without proper authority
• Unauthorized absence orimproper use mfany type ofleave
• Public defamation ofcharacter orthe organization
Intolerable Infraction- Any action that endangers the safety, health, orwell-being of
another person. The act ioofsufficient magnitude that the consequences cause disruption
of work or gross discredit to the Department or City of Yakima. Violations of this type may
rise tothe |axe| ofimmediate termination.
Examples but not limited to:
= Fighting with the intent to do bodily hmnn
• |noubondinedion, open and willfully defying of an order
•'. Consumption ordistribution ofalcohol orillegal drugs onduty
• Fo|eifioat|on, fraud, or willful omission of information related to the job
• Endangering ofcoworkers and/or civilians due toreckless behavior
•' Pattern ofperformance deficiencies
D. Probationary Employees
Theme 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 unifznnk/.
labor and management will cooperatively present training to all supervisors.
52
International Association mFirefighters (lAFF)
LEoFrBargaining Unit
APPENDIX B - PROMOTIONAL MOU
53
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469final
Administration
Fire Suppression
Fire Investigation
Fire Training
Fire Prevention
Public Education
fliteDff
401 North Front Street, Yakima, WA 98901 (509) 575-6060
Fax (509) 576-6356
www.yakimafire.com
MEMORANDUM OF UNDERSTANDING
(Promotional Register — Fire Captain and Fire Lieutenant)
THIS MEMORANDUM OF UNDERSTANDING is made by and between the
International Association of Firefighters Local 469 (LEOFF) and the City of Yakima,
Washington, for the purpose of conducting a promotional exam process and
establishing a promotional register for the position of Fire Captain and Fire Lieutenant.
WHEREAS, the City of Yakima ("City" herein) is a charter city of the first class of
the State of Washington and is the employer of all members of the Yakima Fire
Department; and
WHEREAS, the IAFF Local 469 ("Union" herein) is the exclusive bargaining
representative of the LEOFF firefighters who provide fire protection services and other
related fire department services within the City of Yakima; and
WHEREAS, the City and Union cooperatively recognize and agree, to schedule a
Fire Captain and Fire Lieutenant promotional exam, which is produced through Public
Safety Testing. Only those applicants that have achieved a passing score of 70% or
higher on the written portion and 70% or higher on the Assessment Center portion of
the examination process, shall be placed on the promotional register. Subject matter
experts and assessors shall be chosen from a list submitted by the City Manager, his
designee or Public Safety Testing. The City Manager or his designee will be responsible
for determining the qualifications and suitability of the assessors. Assessors will not be
City of Yakima employees, nor can they be from the geographical Upper Yakima
County if they are involved with the fire service in a volunteer role. In the event an
assessor cancels immediately prior to the examination, the City Manager, or his
designee, has the responsibility to find a substitute, who may be from the Upper Yakima
County Fire Service. The Assessment Center will be proctored by Civil Service in
addition to Public Safety Testing and the Union may designate an observer to attend the
administration of the examination.
Aeit
Human RQ5ource
Page 1 of 2
THEREFORE, the parties memorialize and state their agreement as follows:
1. A two-year register for the rank of Fire Captain and Fire Lieutenant shall be
generated by this process, and shall take effect upon expiration of the current
register, or upon exhausting the current register, should there be a vacancy to fill.
2. The exam process shall consist of the following two (2) parts and their respective
weighting:
a. Multiple Choice Written Exam 20% of the overall score
b. Assessment Center Exam 80% of the overall score
3. The exam shall be divided into two (2) separate parts consisting of a Written
Exam and an Assessment Center. Elements of the Written and Assessment
Center parts are listed below:
Written: Assessment Center
--- Multiple Choice Tactical/Emergency incident Exercise
Role as Exercise
problem -Solving
Presentation with writing component
4. Only those applicants that have achieved a passing score of 70% or higher on
the Written Exam portion of the assessment will be allowed to take the
Assessment Center portion of the examination.
Both parties hereby agree to the terms and conditions set forth in this Memorandum of
Understanding.
This MOU is an exclusive agreement unique in nature, being an agreement between the
parties to utilize a third -party promotional assessment provider. This MOU is for this
single promotional test process. It does not establish a precedent between the parties.
The parties further agree and understand that such provisions approved for the specific
promotional assessments set forth in this Memorandum of Understanding shall not be
construed as constituting an established past practice or waiver of any right to
collectively bargain any mandatory subject of bargaining pertaining to promotional
assessments.
This Memorandum of Understanding is executed this 9th day of April, 2018.
Nick Sloan Cliff Me
President City Manager
IAFF Local 469 City of Yakima
Page 2 of 2
CITY CONTRACT
RESOLUTION NO:
APPENDIX C - SHIFT COMMANDER TASK BOOK
54
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469_Final
Candidate Name
t Co a der as
00
The Task Book is comprised of two portions; the Shift Commander Academy portion
(which includes classrooms and related task sheets) and the Outside Classes portion.
Prior to acting as a Shift Commander, you are required to submit a copy of the signed
Academy portion and related task sheets to your Yakima Fire Department training file.
The academy portion of the Shift Commander Task Book was originally negotiated
and designed to be a group of days where candidates, in a classroom setting, would
receive training on procedures and expectations Shift Commanders would need prior
to acting as a Shift Commander. The academy would be provided annually (usually in
the month of January) to bring eligible candidates the training needed to be ready to
perform the duties associated with the job. The academy is also required for a
candidate to be eligible to test for the position of Shift Commander. See article CBA
article 14.3
Updated April 2016
Yakima Fire Department
Shift Commander
Task Book
Academy Portion
Date of Academy
Task
Objective
Instructor Proficiency Date
Attach Task Sheets
The Command Car
TAMS
The Shift
Commander must
be proficient in the
operation of the
command car.
To be proficient in
purpose,
navigation and
function of TAMS.
Shift Commander
Shift Commander
ERS
To be proficient in
purpose,
navigation and
function of the
department record
management
system.
Shift Commander or
YFD specialist
Spillman/IPSS
To be proficient in
purpose,
navigation and
function of
Spillman or CAD
program.
Shift Commander or
YFD specialist
Microsoft Office
Suite
To be proficient in
purpose,
navigation and
function of
frequently used
software.
Information
Technologies
specialist
Updated April 2016
Shift Commander
Responsibilities
(To do list)
�Bafamiliar with the
duties and
responsibilities of
the Shift
|
Commander
]Shift Commander
.YF[)Main Calendar
YFD Shared Tasks
Plan daily activities Shift Commander
using calendar and
The Collective
Bargaining
Agreement
Have avvoddng Shift Commander
knowledge of the ' Deputy Chief
CBAand make
decisions based /
onthe letter and
spirit ofthe
YFOStandmrd
Operating
Procedures
Have working
knowledge oYthe
YFDStandand
Operating
Procedures and
make decisions
based onthe letter
and spirit ofthe
document.
Shift Commander or
i�
lDeputy Chief
YFDAdnnin|otrmtiwa Have avvnddng
Policies knowledge of the
`fFDAdnniniatmtiwe
� Policies and make
�
decisions based mn
U
�the letter and spirit
of the document.
Updated April 2016
Shift Commander or
|Deputy Chief
ask Bo.,
rutside ClassesPorti.
a- )
Cr
1_
a) +'
0 O)
• '7)
o
U Z
4= 9-
a) a) a) a)
ca- cacaca
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Yakima Fire Department
Practical Evolution: ERS
`
Candidate:
Task Sheet
Date Initiated:
Performance Outcome: The Acting Shift Commander will over a period of multiple different days will
be able to accomplish the tasks listed below.
Conditions: The candidate shall demonstrate the ability to:
The Acting Shift Commander will complete, edit
and close/archive an ERS roster.
2
�
3
4
The Acting Shift Commander will change auser's
` password and alter security privileges in ERS
Administration.
The Acting Shift Commander will reference the
ERS Library for archived information.
The Acting Shift Commanderwill run ERS
reports and add specific (their choice) reports to
�their Favorites. Incomplete reports, Training nct
|completed bypersonnel, Occupancies for
Action,
S
7
�The Acting Shift Commander will review ERS
�incident reports according toYFDstandards and
. protocols for professionalism, completeness,
thoroughness, etc.
�The Acting Shift Commander will use the
�Advanced Search option tonarrow parameters
for a person, date range, type of call, etc.
The Acting Shift Commander will assign
incomplete reports tothe appropriate company
The Acting ShUtCommanderwiU reassign an ERSreport from one person to another.
!
/ -------
Pass Pass Pass Competency
Date Date Date n Achieved
�Signature �
The Acting Shift Commander will make a report
incomplete.
Overall Performance
Evaluator Comments:
When the task sheet is completed sign below. Make a copy for your training file and keep the original.
Candidate Signature Date
Evaluator Signature Date
Yakima Fire []2p3rtnO8Dt
Task Sheet
Practical Evolution: Press Release
Candidate: �@t��O��i8���'.
. ^
Performance Outcome: The Acting Shift Commander will over a period of multiple different days will
be able to accomplish the tasks listed below.
Conditions: The candidate shall demonstrate the ability to:
Pass
Date
Pass
� Date
Date
Pass
Competency
Achieved
Signature
1
2
| The Acting 5hht[ommanderwiUwriteapress
release using the department website.
�
The Acting 8hUft[omnnanderwiU disseminate
appropriate information and withhold
inappropriate information inthe press
Overall Performance
Evaluator Comments:
When the task sheet is completed sign below. Make a copy for your training file and keep the original.
Candidate Signature � ��� Date
Yakima Fire Department
Task Sheet
Practical EVQlUtiOD' T/\IVIS
Candidate:
Conditions: The candidate shall demonstrate the ability to*
1
3
4�
S
�7
�9
The Acting Shift Commander will properly
�
evaluate time off requests inthe queue and
approve asappropriate.
T�Adi�Sh��mmander�U�ab�� -
`
�adjust the TAMS roster tocurrent department
standards and inaccordance with the [8Afor
daily operations.
The Acting Shift Commander will properly
handle TAMS roster when someone has called in
sick.
The Acting Shift Commander understands TAMS
is the program bywhich employees are paid and
accrued time off balances debited.
The Acting Shift Commander will properly
handle TAMS roster when someone is
requesting aday off via phone call orother
method
| The ' —� Acting Ut Commander U anderm�properly
/
handle TAMS roster when personnel are
'approved for Union leave, Training Time,
Military leave, etc.
The Acting Shift Commander understands each
field in the header and how to set a default view
inthe Schedu|eandDncun�en�Rev��tabs
_ _^�
� The Acting Shift Commander assigns
� appropriate pay (Status)codes topersonnel on �
the TAMS noster. (Acting pay, station transfer,
The Acting Shift Commander will assign Acting
officers, Drivers, Firefighters and
Date Initiated:
Pass
Date
Pass
Date
Pao Date
Competency
Achieved
ll�
| 12
'1]
firefighter/rovers inTAMS using the Driver
rotation list for the coming month.
The Acting Shift Commander will properly return
a leave request from the TAMS roster.
� The Acting Shift Commander will appropriately
�cancel atime off request from the TAMS roster
when ^
The Acting Shift Commander bable toOverride
TAMS when approving time off requests.
The Acting Shift Commander will adjust the type
of time and date initially requested by a
submitter in TAMS. (Change from vacation time
to holiday time, trade a Kelly day, etc.)
Overall Performance
Evaluator Comments:
When the task sheet iscompleted sign below. Make ocopy for your training file and keep the original.
Candidate Signature �� Date��������������
Evaluator Signature Date_
Yakima Fire Department
Task Sheet
Practical EVQlutiQn:'CBA, SOPs, andAdnOiOpDlicvFamiliarization
Performance Outcome: Given different scenarios, the Candidate will show proficiency in the following
Conditions: The candidate shall demonstrate the ability to:
1
J
3
Pass
Date
Pass Pass
Date Date
,Given ascenario, the candidate was able to
locate the proper Article in the [BAto give
correct information.
Scenario #1:Afirefighter isreassigned toa
different station the morning oftheir first shift.
'The transfer was due tmsomeone taking
�Vacation time. Does this person receive a
transfer fee?
Given ascenario, the candidate was able tn
|muate the proper Article in the C8A to give
correct information. '
/
Scenario #2:Afirefighter isreassigned toa
!different station the morning oftheir second
shift. The transfer was due tosomeone taking
Sick leave. Does this person receive atransfer
�fee?
Given ascenario, the candidate was able to
|.locate the proper Article inthe C8Atwgive
correct information.
Scenario #3:Afirefighter puts inaleave request
for the 7mposition off. |twill put your shift
strength down to23for that day. Will you grant
the leave? |fso, when isitsecured?
Given a scenario, the candidate was able to
/locate the proper Article inthe C8Atogive
� correct information.
�Scenario #4:You are back-up command in
BT291while 8T91and BR9lare onamutual aid
atthe Training Center. BT91gets onscene and
Competency
Achieved
Signature
|
G
7�
�.calls you, telling you they will beabout 3hours,
Will you need to rotate crew out to replace �
them onscene? Doyou need tohire acrew to �
baokfill for them?
Explain how tmdetermine which position
created the vacancy for hiring an overtime
Position.
Explain the proper procedure for hiring tofill an
overtime position.
Given oscenario, ^"~`~' candidate was able to
'
locate the proper SOP orAdminPolicy togive
correct information.
Scenario: An employee has a major water leak
at their home. There is notime available. Are
you able to release this person? For how long?
What type of time? What if they need more
time?
Overall Performance
Evaluator Comments:
When the task sheet is completed sign below. Make a copy for your training file and keep the original.
Candidate Signature ���� � � Date��
Practical Evolution:
Candidate:
Yakima Fire Department
Task Sheet
Command Car, MDC, Spillman, and IPSS
Performance Outcome: The Candidate will
equipment within.
Conditions: The candidate shall demonstrate the ability to:
TASKS
Candidate will demonstrate how to get in BT91
and BT291 when the keys are locked inside.
Date:
be able to operate the Command vehicles and all
Pass
Date
Pass
Date
Pass
Date
Competency
Achieved
Signature
2 Candidate will show how to operate all
emergency lights.
4
5
6
7
Candidate will locate the following equipment
and explain any nuances associated with it:
Ammonia Detector
• MDC Modem
Inverter
Investigator Camera
• KNOX Box
Lock Out -Tag Out system
• West Valley KNOX key
With the MDC off, Candidate will log into
Spillman and also open IPSS.
Candidate will show how to read call notes from
an ongoing incident.
Candidate will show how to set up Spillman with
Agency Apparatus and Calls.
Candidate will start computer in back of
apparatus and bring up a pre -incident plan.
Overall Performance
Evaluator Comments:
When the task sheet is completed sign below. Make a copy for your training file and keep the original.
Candidate Signature Date
Evaluator Signature Date
Practical Evolution:
Candidate:
Yakima Fire Department
Task Sheet
YFD Main Calendar, YFD Shared Tasks
Date:
Performance Outcome: The Candidate will be able to assist Firefighters and Officers in setting up
their YFD Main Calendar, work proficiently within the YFD Main Calendar, and review and assign YFD
Shared Tasks.
Conditions: The candidate shall demonstrate the ability to
1
2
3
TASKS
The Candidate will show how to set up the YFD
Main calendar.
The Candidate will show how to set up the YFD
Shared Tasks.
The Candidate will show how to set up a new
appointment including inviting personnel and
reserving a classroom.
The Candidate will show how to check for newly
created Shared Tasks.
Pass Pass
Date Date
Pass Competency
Date Achieved
Signature
7
The Candidate will show the proper way to assign'
a Shared Task.
The Candidate will show how to check if the task
has been completed, and if so, complete the
task on the YFD Shared Task.
Utilizing the YFD Main Calendar as a guide, the
Candidate will organize and conduct two shift
0820 conference calls.
Overall Performance
Evaluator Comments:
When the task sheet is completed sign below. Make a copy for your training file and keep the original.
Candidate Signature Date
Evaluator Signature Date
Yakima Fire Department
Shift Commander
Task Book Completion Signatures
Section Date Completed SC Signature
Academy
Outside Classes
Task Sheets
Candidate Name
Candidate Signature Date
DC of Operations Signature Date
Updated July 2016
APPENDIX D - WA PAID FAMILY MEDICAL LEAVE MOU
55
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469_Final
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF YAKIMA,
AND YAKIMA FIREFIGHTERS ASSOCIATION LOCAL 469.
THIS MEMORANDUM OF UNDERSTANDING (hereinafter "MOU") is made and entered into by and
between the Yakima Firefighters Association Local 469 (hereinafter "IAFF") and the City of Yakima, a
Washington Municipal corporation (hereinafter "City").
Whereas, beginning January 1, 2020, employees became eligible for a new statewide mandatory
insurance program known as the Washington State Paid Family and Medical Leave Act (PFMLA).
Employees are eligible to file claims with the Washington State Employment Security Department and
receive payments from the Washington State Employment Security Department for qualifying events.
Employees may be eligible for leave to care for themselves or a family member's illness or medical
event, to care for and bond with a new child, or for certain military -connected events; and
Whereas, the new law generally allows employees to take up to twelve (12) weeks of leave for qualifying
events. In some cases, such as multiple events in one year or a complication in pregnancy, more leave
may be available. If an employee is entitled to leave under the PFMLA 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. Leave under the PFMLA and leave under
the federal FMLA is in addition to any leave for sickness or temporary disability because of pregnancy or
childbirth, and it is in addition to sick leave an employee is entitled to under the state paid sick leave law,
RCW 49.46.210.
Therefore, in addition to any PFMLA benefits the employee receives, the employee may supplement the
PFMLA 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.
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.
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 MOU, except to the extent that any such action was precipitated
by the City's alleged breach of this MOU.
This MOU is executed by the parties this ""---
Bob Harrison
City Manager
::›11 .1.,
CITY CONTRACT NOA:/CI.
RESOLUTION NO: g 4)1%441 LI
day of
ember, 2020.
IAFF Local 469 President
APPENDIX E - OPERATIONAL GUIDELINE 1.002 STAFFING & SCHEDULING
56
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
2022-2025 IAFF Local 469_Final
YAKIMA FIRE DEPARTMENT
Policy
Administration
TITLE:
Department Staffing and Scheduling
PURPOSE:
NUMBER: 1.002
EFFECTIVE DATE: 7-27-2022
REISSUED DATE:
The purpose of this Operational Guideline is to define the process for scheduling personnel to staff Yakima
Fire Department apparatus during normal shifts and overtime. The intent is for all personnel to have a clear
understanding of the parameters that must be followed when scheduling personnel.
SCOPE:
All Yakima Fire Department personnel are expected to know, understand and operate according to this Policy.
This Policy is to be implemented when personnel are being scheduled for normal shifts and overtime, as well
as any other training or department obligations that may occur.
POLICY:
When scheduling work hours or accepting those hours, the following items will outline the processes to
follow:
A. METHOD OF HIRING
1, Sending out notification requests
a. A communication program will be provided by the department for contacting
personnel for overtime hiring, emergency call back, and other desired distribution
of department information.
b. If the Shift Commander or designee is occupied and is unavailable to send out a
notification as needed, they will call the backline for SunComm and have them
send out a notification through the department communication program.
c. If the Shift Commander is unavailable and the dispatcher sends out a notification,
the ARFF person will access the notification system and assist with filling the
positions. If the ARFF person is unavailable, the Shift Commander can also seek
assistance from the on -duty Captains or personnel in admin.
d. The communication program (notification system) will contact each employee
(via) text as the default contact method.
2. Replying to notification requests
a. Members of the department will reply through the communication program. Do
not call the Shift Commander's phone or the fire station landline.
b. All notifications will be sent in a similar format, for ease of use for the
information receiver. The basic notification will be a request to work. This will
have 3 standard responses:
i. A reply of "YES" will indicate that an employee would like to be added to
the list of eligible personnel to be hired for the position if there is only 1
opening on the page.
ii. If multiple openings are being paged for, eligible responders will reply
"YES" and indicate which shift they are eligible to work or prefer. IF
multiple openings are on the page and the employee simply replies
"YES", they will be placed in an order of preference on the opening with
the fewest respondents.
iii. A reply of "NO" will indicate that an employee received the page, but
does not intend to come in for work.
c. Do not reply "YES" to the page if you are not eligible. For instance, if the OT
will put you over 96 hours.
d. Employees will be contacted by the on -duty Shift Commander if they are hired
for the OT shift.
B. SETTING THE ROSTER
1. The roster will be set to the staffing level desired by the Fire Chief or his designee at 1700
hours on the night of the set previous to the next time the same shift is scheduled to work.
This will allow overtime hiring from 1700 to 2100 hours to be completed for the properly
open positions. The roster is set for both days of the following shifts and hiring will be done
based on the position vacated. If any acting positions are vacated after this time (1700 hrs.),
it will be an employee of equal position (rank), not an actor.
2. Any vacancies created after the roster is set will be filled by following the section titled,
"Hiring Process" below.
C. HIRING FOR THE POSITION THAT CREATES THE OPENING
1. The vacancy rank to be filled will be determined by the last person to request leave,
regardless of type of leave.
2. Al! leave initiated the prior year will be considered as requested on Jan 1 of the current year,
same time. The vacant rank will then be hired for.
3. Leave approved by the Deputy Chief for Training Time, Union Leave and similar will be
dated the day the Deputy Chief approves the leave.
4. Once the Shift Roster is set (1700 hrs the previous set) any personnel shortage created will be
filled by a person of the appropriate rank. (example, an Acting Lieutenant calls in sick after
the roster is set, the opening created is for a Lieutenant)
5. When a Roving Lieutenant is assigned to ride backwards on an apparatus and another
employee of the same position or higher takes time off, the Roving Lieutenant will be
reassigned to work the officer position and the position to fill is a firefighter.
6. In the event of a vacancy created by an officer (To include Shift Commander, Captain and
Lieutenant) due to the use of any City approved method of time off creates a Personnel
Shortage, the department will fill the position in the following manner:
a. An off -duty officer equal to the rank that created the vacancy may be hired to fill the
vacant officer position.
b. If there are no off -duty officers of equal rank available, an on duty Acting Officer
may fill the vacant position and the position that person vacated will then be filled as
the vacant position from off duty personnel.
c. If there are no on -duty Acting Officers available, an off -duty Acting officer may be
hired to fill the vacant position
d. If the above steps do not result in the vacant position being filled, use the Mandatory
Hiring Process. At no time shall the hiring of a company officer or shift commander
cascade down more than a single rank. (Shift Commander to Captain, Captain to
Lieutenant, or Lieutenant to Firefighter)
7. In the event of a vacancy created by a Firefighter due to the use of any City approved method
of time off, the department will fill the position in the following manner:
a. An off -duty Firefighter will be hired to fill the vacant position
b. If this does not result in the vacant position being filled, use the Mandatory Hiring
Process.
D. HIRING PROCESS
1. Rules of Hiring
a. If a personnel shortage occurs, a person will be hired according to the Collective
Bargaining Agreement in order to maintain the staffing at the established levels
b. Shift Commanders or designee (such as the firefighter assigned to ARFF or a
company officer) will hire personnel between 1700 hours and 2100 hours on the
day the shift is working prior to the next time the same shift works, or during
these same hours the night before a different shift works.
c. The night the shift is working prior to the next set they work; the Shift
Commander or designee will determine personnel shortage needs for their next
set (both 24-hour shifts) and hire for any vacancies at this time. When this
occurs, the roster is set and positions vacated are filled by the rank when
possible.
d. One notification page will be sent announcing the position and duration of the
overtime to meet department staffing standards. If there is no response to the OT
notification, a second page will be sent. If the overtime notification takes place
the night before the opening is to occur, a maximum of 2 pages will be sent for
any 1 opening. If an opening still exists, the notification process will be followed
in the morning at 0700 hrs. If the vacancies remain unfilled, the Mandatory Hiring
Process shall be implemented. Mandating OT should only occur in the morning,
or if an opening occurs unexpectedly mid -shift and needs to be filled
immediately.
e. The standard call back time is 30 minutes from the time the page is sent. When
hiring for a vacant position that immediately needs to be filled, or if the time is
under 10 hours, a 10-minute call back period shall be used to fill the vacancy.
(CBA 29.6)
f. For personnel shortage, the Shift Commander or designee will place all personnel
who reply "YES" to the notification text on a hiring list. After the allotted time
has passed, the SC will hire the highest person on the Personnel Shortage List.
g. The Shift Commander or designee will place the date and number of hours
worked on the appropriate Personnel Shortage list on CityICE.
h. If an employee accepts the OT shift scheduled out more than 1 day in the future,
they will immediately be moved to the bottom of the OT list (Still leave their OT
shift as pending) and this will be their new position on the list. This will enable
the employee to be qualified to accept other OT openings that will occur before or
after the pre -scheduled opening from that new position on the OT register. If the
employee is selected for this more recent OT shift, the employee will retain both
shifts.
i. Personnel are not allowed to work more than 96 hours continuously for Personnel
Shortage. Emergency call back is not included in this restriction.
j. When a page is sent for overtime, a person may split the shift with another person
of equal rank who is qualified for the vacant position. It is the responsibility of
the person accepting the OT to find the person to split within the allotted call back
time of the page (10 or 30 mins). The person accepting the OT will be charged
for the full amount of time as stated in the page. The person accepting the OT
must be eligible for the OT. The Shift Commander or Designee will split the
Personnel Shortage time appropriately on the TAMS.
k. If a member of the department works 19 or more hours of overtime, either on one
shift or a combination of partial shifts of 10 hours or more, that member will be
moved to the bottom of the appropriate Personnel Shortage List.
1. If a member of the department works 9 or less hours of overtime, the hours will
not be counted towards their total hours accrued.
m. Personnel on vacation or holiday time may work emergency call back and will
have their vacation or holiday time off restored to their bank for the duration of
the emergency call back period.
n. Members of the department on a Kelly Day are eligible to be considered for
overtime hiring.
o. Shift trades are not allowed while on Overtime.
E. MANDATORY HIRING PROCESS
1. If, after the two notification pages, no one volunteers for the vacant position, the Shift
Commander will begin the Mandatory Overtime (OT) procedure as follows:
a. Personnel currently on duty (going off shift) who are of the rank of eligible for the
vacant position will be asked if they are willing would like to take the mandated
position.
b. If none of the personnel going off shift in the rank of the opening are willing to
take the mandated position, a qualified actor for the vacant position may fill the
mandated vacancy.
c. If none of the personnel going off shift are willing to work the mandated vacancy,
the highest person leaving shift on the Mandated OT list on CityICE will be
mandated to remain and work the vacant position.
d. If no one going off shift is able to remain, the first person on the Mandated OT list
will remain at work until the Shift Commander can call in someone that was
already off duty, starting at the top of the Mandatory Hiring List.
e. Personnel filling a mandated vacancy listed above will move to the bottom of the
Mandatory Hiring List, and will maintain their position on the normal Personnel
Shortage list.
2. Acceptable reasons for a Shift Commander or Acting Shift Commander or designee to pass over
an employee for mandatory overtime will be as follows:
a. Sole provider and lack of child care.
b. The person is ill or has an ill family member and no other available adult
supervision
c. Incapacitated due to a substance or medication.
d. Compassionate leave.
e. Approved vacation leave resulting in out of town location (away from permanent
residence).
f. Creating a continuous shift greater than 72 hrs.
g. Other instances per the Fire Chief or Deputy Fire Chief discretion
RESPONSIBILITY:
A. Firefighter
1. Firefighters are responsible to understand and follow this policy
2. Firefighters are responsible to provide their phone number and preferred method of notification
(text, phone, other as available by the system) for the notification system. If an individual is
having problems receiving notifications, they need to contact the SUN COMM Assistant
Communications Manager via email.
B. Company Officer
1. Company Officers are responsible to understand and follow this policy
2. Company Officers are responsible to provide their phone number and preferred method of
notification (text, phone, other as available by the system) for the notification system. If an
individual is having problems receiving notifications, they need to contact the SUN COMM
Assistant Communications Manager via email.
C. Shift Commander
1. Shift Commanders are responsible to understand, follow, and implement this policy.
2. Shift Commanders are responsible to provide their phone number and preferred method of
notification (text, phone, other as available by the system) for the notification system. If an
individual is having problems receiving notifications, they need to contact the SUN COMM
Assistant Communications Manager via email.
3. Shift Commanders will document all time and attendance for personnel staffing apparatus in
accordance with department and CBA standards using the City's time attendance records
management system.
4. The Shift Commanders are responsible for maintaining the personnel in appropriate groups that
are assigned to their own shift. This will include their shift group and any rank groups or teams
their personnel belong to.
5. Shift Commander will review the group lists (firefighters and company officer shift assignments)
monthly for any errors or updates that may be necessary.
6. The Shift Commanders will maintain a list of eligible actors for all ranks on their respective
shifts, and the order in which the actors should be requested, if no current candidates are on the
register.
7. The Shift Commanders will maintain the structured overtime hiring list showing personnel hired
most recently (at the bottom of the list and considered last to be offered overtime.)
D. Deputy Fire Chief
1. Ensure all assigned personnel follow this policy
E. Fire Chief
1. Ensure all assigned personnel follow this policy
ITEM TITLE:
SUBMITTED BY:
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No. 6.J.
For Meeting of: December 6, 2022
Resolution authorizing a collective bargaining agreement for 2022-
2025 with the International Association of Firefighters (IAFF) Local
469
Robert Harrison, City Manager
Connie Mendoza, Director of Human Resources
SUMMARY EXPLANATION:
City Management and IAFF 469 representatives negotiated in good faith, a contract setting forth
the wages, hours and other terms and conditions of employment for four years (2022-2025). To
that end, both parties recommend the City Council review and approve the attached CBA
proposal. The IAFF 469 group has voted and ratified this proposed agreement.
Highlights of the proposed CBA include:
• Wage adjustment of 4.5% for 2022 and 2023; 4.25% for 2024 and 2025
• Addition of the Juneteenth holiday
ITEM BUDGETED:
STRATEGIC PRIORITY:
APPROVED FOR SUBMITTAL BY THE CITY MANAGER
RECOMMENDATION:
Adopt Resolution
ATTACHMENTS:
Description Upload Date
O Resolution 11,29/2022
O 2020-2025 IAFF Local 469 CBA 11/22/2022
Yes
Public Safety
Type
Co',er Memo
Co'er Memo
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF YAKIMA,
AND YAKIMA FIREFIGHTERS ASSOCIATION LOCAL 469.
THIS MEMORANDUM OF UNDERSTANDING (hereinafter"MOU") is made and entered into by
and between the Yakima Firefighters Association Local 469 (hereinafter"IAFF") and the City of
Yakima, a Washington Municipal corporation (hereinafter "City").
Whereas, the City of Yakima is a charter city of the first class of the State of Washington and is
the employer of all members of the Yakima Fire Department; and
Whereas, the IAFF Local 469 is the exclusive bargaining representative of the LEOFF
firefighters who provide fire protection services and other related fire department services within
the City of Yakima; and
Whereas, this MOU memorializes the agreements between the City and the IAFF regarding the
decision and effects of an unmanned aerial system (UAS) program. All parties acknowledge
that these issues have been negotiated in accordance with RCW 41.56; and
Whereas, the City and IAFF agree that the provisions as set forth in this MOU supersede any
conflicting provisions in any Collective Bargaining Agreement (CBA) covering the issues
contained in this MOU and shall be added into the CBA upon ratification of a successor CBA.
Therefore, the City of Yakima UAS program shall be led by a Deputy Chief of the fire
department and consists of joint work between the City and the IAFF. The Chief may appoint
up to six (6) IAFF members of any rank to participate on the UAS team.
Members selected will be required to complete necessary training, if they have not already done
so, as follows.
1. Selected members will complete an annual twenty (20) hours of field training
exercises. These hours will generally be completed through attendance at monthly
drills. This requirement will primarily be completed during regular scheduled hours if
possible. If the field training hours must be completed during other hours, the
employee will be compensated at the applicable overtime rate.
2. Selected members are required to obtain and maintain the FAA 107a pilots license.
The City agrees to pay for the license and renewals as long as the member remains
on the UAS team.
3. The City will provide the necessary training and training materials for the FAA 107a
license.
4. Upon obtaining the FAA 107a license, each member shall receive a differential pay
of two (2) percent of the base pay of a firefighter in Step E per month.
This MOU is executed by the parties this day of t .. i%� , , 2023.
(
Bob Harrison \,cfohn Shahan
City Manager � IAFF Local 469 President
CITY CONTRACT NO:: //►� 3--Y-l")
RESOLUTION NO: R-ate c o44
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF YAKIMA,
AND YAKIMA FIREFIGHTERS ASSOCIATION LOCAL 469.
THIS MEMORANDUM OF UNDERSTANDING (hereinafter"MOU") is made and entered into by
and between the Yakima Firefighters Association Local 469 (hereinafter"IAFF") and the City of
Yakima, a Washington Municipal corporation (hereinafter"City").
Whereas, the City of Yakima is a charter city of the first class of the State of Washington and is
the employer of all members of the Yakima Fire Department; and
Whereas, the IAFF Local 469 is the exclusive bargaining representative of the LEOFF
firefighters who provide fire protection services and other related fire department services within
the City of Yakima; and
Whereas, this MOU memorializes the agreements between the City and the IAFF regarding
long term acting assignments. All parties acknowledge that these issues have been negotiated
in accordance with RCW 41.56; and
Whereas, the City and IAFF agree that the provisions as set forth in this MOU supersede any
conflicting provisions in any Collective Bargaining Agreement (CBA) covering the issues
contained in this MOU and shall be added into the CBA upon ratification of a successor CBA.
Therefore, Section 21.1.1 of the CBA shall be added as follows:
21.1.1 Long Term Acting. When a vacancy or absence is expected to exceed 30 days, the Fire
Chief, or their designee, will fill the position with a long term actor (LTA). The provisions of this
Section shall govern if there are conflicts in other areas of the CBA. The position will be filled as
follows:
a) The assignment will be first offered to the highest ranking member on the
promotional list.
b) If a shift transfer is generated, the individuals approved time off will be honored.
The assignment can be declined by the individual if it creates a shift transfer.
c) The City may choose to pass on an individual when they have significant time off
planned during the expected term of the acting assignment.
d) If there is no current promotional register in place for the acting position, qualified
actors shall be chosen based on seniority in grade by the shift with the vacancy.
e) City will process a personnel action form for the assigned LTA.
f) The LTA will be placed on the overtime hiring list of the acting position. The last
day worked for overtime hiring purposes will follow with the LTA. When the
assignment is completed for the individual, they will be placed back into their
normal overtime list with the most current last date worked from the acting
position. The LTA will not be permitted on more than one OT list at a time.
g) LTA assignments shall not exceed 120 days unless mutually agreed upon by the
Union and the City.
This MOU is executed by the parties this day of September, 2024.
ictoria Baker Pete Ra ussenti
City Manager IAFF Local 469 President
CITY CONTRACT NQ; rn/O -F Il_
RESOLUTION NO: ALa _7 I t
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF YAKIMA,
AND YAKIMA FIREFIGHTERS ASSOCIATION LOCAL 469.
THIS MEMORANDUM OF UNDERSTANDING (hereinafter "MOU") is made and entered into by
and between the Yakima Firefighters Association Local 469 (hereinafter "IAFF") and the City of
Yakima, a Washington Municipal corporation (hereinafter "City").
Whereas, the City of Yakima is a charter city of the first class of the State of Washington and is
the employer of all members of the Yakima Fire Department; and
Whereas, the IAFF Local 469 is the exclusive bargaining representative of the LEOFF
firefighters who provide fire protection services and other related fire department services within
the City of Yakima; and
Whereas, this MOU memorializes the agreements between the City and the IAFF regarding the
day scheduled shift commander position. All parties acknowledge that these issues have been
negotiated in accordance with RCW 41.56; and
Whereas, the City and IAFF agree that the provisions as set forth in this MOU supersede any
conflicting provisions in any Collective Bargaining Agreement (CBA) covering the issues
contained in this MOU.
Therefore,: the parties agree to the following regarding the day scheduled shift commander
position:
Selection for the position will include interviews of all eligible Shift Commanders. To be eligible,
the Shift Commander must have completed their probationary period of twelve (12) months as a
shift commander assigned to a shift.
This assignment is a two-year period, with 1-year extensions acceptable through mutual
agreement between the Chief and the current Shift Commander filling the assignment. The Day
Shift Commander shall submit a letter of intent to vacate or extend the assignment to the Chief
90 days from the end of assignment. When approaching reassignment, and not all Shift
Commanders are eligible, the Chief and the Union shall meet to create a reasonable resolution.
This is not a permanent assignment and management retains the right to reassign the position
for any reason after the initial two-year term or for discipline or performance reasons during the
initial term.
The day shift commander position will be eligible for personnel shortage overtime through the
regular overtime hiring process on their days off. Night -half overtime coverage will follow the
current overtime hiring process for all shift commander positions.
This MOU is executed by the parties this
day of March, 2025.
itia Baker
City Manager
CITY CONTRACT
RESOLUTION NO:
'et Ri
IAFF Local 469 President