HomeMy WebLinkAboutStaff Report 3.E 11/18/2019C
E
TO:
Agenda Item #3.E
November 18, 2019
Honorable Mayor and Members of the City Council through City Manager ---
Charles Castillo, Director of Human Resources
Aman Kaur, Human Resources Analyst
SUBJECT: Resolution Ratifying the Memoranda of Understanding, Effective January 1, 2018
— June 30, 2021, Executed by the Duly Authorized Representatives of the City of
Petaluma and the International Association of Fire Fighters, Unit 7
RECOMMENDATION
It is recommended that the City Council adopt the attached Resolution Ratifying the Memoranda
of Understanding, Effective January 1, 2018 — June 30, 2021, Executed by the Duly Authorized
Representatives of the City of Petaluma and the International Association of Fire Fighters, Unit
7.
BACKGROUND
The International Association of Fire Fighters (IAFF) represents Unit 7 and the existing
Memoranda of Understanding (MOU) is effective July 1, 2013 through December 31, 2017. On
May 20, 2019, the City Council ratified a Side Letter Agreement codifying terms of a Tentative
Agreement between the City and IAFF as both parties continued collaborative efforts toward a
successor MOU. The Side Letter Agreement amended, clarified, and addressed issues of interest
to the parties that were tentatively agreed upon in 2018 and not otherwise covered by the existing
bargaining agreement. The City and IAFF representatives engaged in good -faith bargaining and
subsequently, reached agreement on a successor MOU, January 1, 2018 — June 30, 2021. The
successor MOU primarily aims to bring wages closer to market. Unit 7 last received a base wage
increase of 4% in 2016 and 2% in 2017 following the publication of the Arbitration Board's final
decision in 2016. Prior to the 2016 arbitration decision, Unit 7 received a cumulative base wage
increase of 5% in fiscal year 2008-2009.
DISCUSSION
Through various negotiation exercises, such as surveying total compensation across comparator
agencies, City and IAFF representatives worked collaboratively to agree on an economic
package. The package includes multiple salary increases across the term of the contract for each
Unit 7 classification based on the City's total compensation market analysis. This analysis is a
standard bargaining exercise and provides information on where the City is in relation to the
market average or median. It includes surveying top step salary and various compensation related
data points (i.e., medical contributions, longevity pay, education pay), across survey agencies
outlined in the Unit 7 MOU.
With regard to the successor MOU for Unit 7, the parties agreed to clean up language as well as
the following terms:
A. Term: January 1, 2018 through June 30, 2021
B. Salary Adjustments:
Wage Increases for Term of Effective Effective Effective Effective Effective
Contract
1 /1 /2019*
7/1/2019*
1/1/2020
7/1 /2020
1/1/2021
FIRE CAPTAIN
3.00%
3.00%
2.00%
2.00%
2.00%
FIRE ENGINEER/PARAMEDIC
3.00%
3.00%
2.00%
2.00%
1.00%
FIRE ENGINEER
3.00%
3.00%
2.00%
2.00%
1.00%
FIRE FIGHTER
2.00%
2.00%
2.00%
1.00%
1.00%
FIRE FIGHTER/PARAMEDIC
3.00%
2.00%
2.00%
1.00%
1.00%
FIRE INSPECTOR 3.00% 3.00% 2.00% 2.00% 2.00%
CaIPERS Employee Increased -1.00% -1.00% -1.00%
Contribution
* Wage increases effective January 1, 2019 and July 1, 2019 will be applied retroactively.
C. Implementation of employee cost -share, in which the employee contribution for
Ca1PERS Classic members will gradually increase from 9% to 12%:
a. 1/1/2020**: 9% to 10%
b. 7/l/2020: 10% to 11 %
c. 1/1/2021: 11% to 12%
**Effectives date is contingent on adoption of a contract amendment with Ca1PERS.
D. Increase vacation accrual hours by 24 hours (56 -hour employees) and 10 hours (40 -hour
employees) and accrual limit hours by 48 hours (56 -hour employees) and 20 hours (40 -
hour employees).
The recommended action ratifies terms of the successor MOU negotiated by the two parties and
terms are subject to take effect the first full pay period following City Council ratification. All
terms are memorialized in Exhibit A.
Employees represented by Unit 7 classifications will receive a cumulative salary adjustment of
8% - 12% over the term of the contract. Salary adjustments are based on market analysis by
classification. All costs are attributable to the General Fund. Terms with estimated costs include:
• The annual estimated costs with regard to salary increases as shown above are:
o $294,230 is estimated for base wage increases retroactive to January 1, 2019.
I
o $251,830 is estimated for base wage increases retroactive to July 1, 2019.
o $215,930 is estimated for base wage increases effective January 1, 2020.
o $144,270 is estimated for base wage increases effective July 1, 2020.
o $127,900 is estimated for base wage increases effective January 1, 2021.
The estimated increased vacation accruals will cost approximately $38,650 annually.
The estimated annual cost savings resulting from an increased employee contribution
towards retirement when fully phased in is approximately $112,360.
The total annual estimated increased cost resulting from the terms of the contract is $960,450.
ATTACHMENTS
1. Resolution with Exhibit A — MOU for Unit 7
ATTACHMENT 1
RESOLUTION RATIFYING THE MEMORANDA OF UNDERSTANDING,
EFFECTIVE JANUARY 1, 2018 — JUNE 30, 2021, EXECUTED BY THE DULY
AUTHORIZED REPRESENTATIVES OF THE CITY OF PETALUMA AND THE
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, UNIT 7
WHEREAS, the City of Petaluma and the International Association of Fire Fighters (IAFF),
Unit 7, through their duly authorized representatives, have concluded their mutual obligation to
meet and confer in good faith with respect to the successor contract provision provided by
Section 1.2 of the IAFF Memorandum of Understanding (MOU), effective July 1, 2013 -
December 31, 2017, in accordance with the Meyers- Milias-Brown Act and the City's
Employer -Employee Relations, Rules and Regulations (Resolution No. 55412 N.C.S.); and
WHEREAS, the duly authorized representatives of the City and the IAFF have reached
Tentative Agreement and executed this MOU; and
WHEREAS, the City Manager, pursuant to Section 28 of the Charter of the City of
Petaluma, and as the City's Municipal Employees' Relations Officer (Resolution No. 5375
N.C.S.), is required and empowered to make a recommendation to the City Council on matters
related to good faith bargaining and employees' compensation; and
WHEREAS, the City Manager has reviewed and concurs with said MOU, effective
January 1, 2018 — June 30, 2021, for IAFF, Unit 7, and does recommend that the City Council
ratify said MOU.
NOW, THEREFORE, BE IT RESOLVED that the MOU, effective January 1, 2018 —
June 30, 2021, being in the best interest of the City of Petaluma, is hereby ratified and the terms
and conditions of said MOU, attached to and incorporated as Exhibit A, shall be effective on
January 1, 2018 following ratification.
11
EXHIBIT A
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF PETALUMA
AND LOCAL 1415
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
(UNIT 7)
JANUARY 1, 2018 - JUNE 305 2021
TABLE OF CONTENTS
Section Provision Paqe
PREAMBLE.................................................................................................................................1
SECTION 1 - TERM OF AGREEMENT.......................................................................................1
SECTION2 - RECOGNITION.....................................................................................................1
SECTION 3 - DEFINITION OF TERMS.......................................................................................1
SECTION4 - UNION RIGHTS.....................................................................................................5
4.1 Union - Business..............................................................................................................5
4.2 Union - Non-Interference.................................................................................................5
4.3
Union -
Discrimination Prohibited - Union Activity...........................................................5
4.4
Union -
Bulletin Boards....................................................................................................5
4.5
Union -
Use of Facilities...................................................................................................5
4.6
Union - Union Bank of Time.............................................................................................5
SECTION 5 - UNION SECURITY................................................................................................6
5.1
Union - Payroll Deductions and Written Authorization.....................................................6
5.2
Union - Certification of Union Membership......................................................................6
5.3
Union - Indemnification....................................................................................................6
5.4
Union - Sufficiency of Earnings........................................................................................6
5.5
Union - Union Dues Payroll Deductions...........................................................................6
5.6
Union - Payment to Union................................................................................................7
SECTION 6 - HOURS AND OVERTIME.....................................................................................7
6.1
Duty Shifts - Work Week..................................................................................................7
6.2
Shift Rotation....................................................................................................................7
6.3
Temporary Reassignment................................................................................................7
6.4
FLSA Period.....................................................................................................................7
6.5
Light Duty - Work week....................................................................................................7
6.6
Light Duty - Benefits.........................................................................................................7
6.7
Light Duty - Holidays........................................................................................................8
6.8
Forty -Hour Work Week and FLSA....................................................................................8
6.9
Overtime - Resolution of Overtime...................................................................................8
6.10
Overtime - Administered by the City................................................................................8
6.11
Overtime General - Shift Personnel.................................................................................8
6.12
Overtime - Fire Recall and Special Recall.......................................................................8
6.13
Overtime - Shift Continuation...........................................................................................8
6.14
Overtime - Mandated Certification Training.....................................................................8
6.15
Physical Training Time.....................................................................................................9
6.16
Overtime Compensation - Compensatory Time...............................................................9
6.17
Compensatory Time - Request for Time..........................................................................9
6.18
Compensatory Time Payout.............................................................................................9
SECTION 7 - MINIMUM STAFFING............................................................................................9
SECTION 8 - SHIFT TRADES.....................................................................................................9
8.1
Shift Trades - Limit..........................................................................................................9
8.2
Shift Trades - Approval....................................................................................................10
8.3
Shift Trades - Denial........................................................................................................10
January 1, 2018 - June 30, 2021 City of Petaluma / IAFF Unit 7 MOU
Section
Provision Page
8.4
Shift Trades - Advance Notification - 3 Shifts ..................................................................
10
8.5
Shift Trades - Advance Notification - 4 Shifts or More .....................................................10
13 - LEAVES - SICK LEAVE .....................................................................................
8.6
Shift Trades - In Excess of Thirty (30) Shifts ....................................................................
10
8.7
Shift Trades - Individual Responsibility ............................................................................
10
8.8
Shift Trades - Leave .........................................................................................................
10
8.9
Shift Trades - Employee Responsibility ...........................................................................
11
SECTION 9 - SALARIES .............................................................................................................
11
9.1
Salaries .............................................................................................................................
11
9.2
Merit Advancement - Not Automatic ................................................................................
12
9.3
Merit Advancement - Schedule ........................................................................................
12
9.4
Merit Advancement - Effective Date .................................................................................
12
9.5
Salary - Out of Grade Pay ................................................................................................
12
9.6
Bilingual Pay - Spanish ....................................................................................................
12
9.7
Education Incentive Pay ...................................................................................................
12
9.8
Certificate Pay ..................................................................................................................
13
9.9
Longevity Pay - 15 Years of Service ................................................................................
13
SECTION 10 - UNIFORM AND CLOTHING ALLOWANCE .......................................................13
10.1
Uniform and Clothing Allowance .......................................................................................
13
SECTION 11 - HOLIDAYS ..........................................................................................................
13
11.1
Holidays - Scheduled .......................................................................................................
13
11.2
Holidays - Observed .......................................................................................................
14
11.3
Holiday Pay - Calculation .................................................................................................
14
SECTION 12 -VACATION ..........................................................................................................
14
12.1
Vacation - Eligibility ..........................................................................................................
14
12.2
Vacation - New Employee ................................................................................................
14
12.3
Vacation - Accrual ............................................................................................................
14
12.4
Vacation - Selection Procedure ........................................................................................
14
12.5
Vacation - Deferral ...........................................................................................................
15
12.6
Vacation - Labor Code 4850 Leave .................................................................................
15
12.7
Vacation - Vacation Payment at Retirement ....................................................................
16
SECTION
13 - LEAVES - SICK LEAVE .....................................................................................
16
13.1
Sick Leave - Accrual ........................................................................................................
16
13.2
Sick Leave Usage - Employee .........................................................................................
16
13.3
Sick Leave Usage - Family Purposes ..............................................................................
16
13.4
Sick Leave - Notification Procedures ...............................................................................
16
13.5
Sick Leave - Physician Certification .................................................................................
16
13.6
Sick Leave - Rate of Usage .............................................................................................
16
13.7
Sick Leave - Light Duty Non -Duty Injury ..........................................................................
17
13.8
Sick Leave - Light Duty - Work Related Injury .................................................................
17
13.9
Sick Leave - Relationship to Workers' Compensation .....................................................17
13.10
Sick Leave - Use During Vacation ...................................................................................
17
13.11
Sick Leave - Use Disability ..............................................................................................
17
13.12
Sick Leave - Payment at Retirement ................................................................................
18
13.13
Sick Leave - Payment at Disability Retirement ................................................................
18
January 1, 2018 - June 30, 2021 City of Petaluma / lAFF Unit 7 MOU ii
Section Provision Page
SECTION 14 — LEAVES — WORKERS' COMPENSATION .........................................................18
SECTION 15 — LEAVES — BEREAVEMENT LEAVE ..................................................................
18
15.1 Bereavement Leave — Time ..............................................................................................
18
15.2 Bereavement Leave — Definition of Immediate Family ......................................................18
15.3 Bereavement Leave — Travel Time ...................................................................................
18
15.4 Bereavement Leave — Fire Inspector ................................................................................
18
SECTION 16 — LEAVES — LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE & SEXUAL
ASSAULT..........................................................................................
18
SECTION 17 — LEAVES — MILITARY LEAVE .............................................................................
18
SECTION 18 — LEAVES — ELECTION OFFICER LEAVE AND VOTING LEAVE ......................19
SECTION 19 — LEAVES — SCHOOL VISITATION LEAVE .........................................................19
SECTION 20 — LEAVES — LEAVE OF ABSENCE WITHOUT PAY ............................................19
SECTION 21 — LEAVES — JURY DUTY LEAVE .........................................................................
19
21.1 Jury Leave with Pay ..........................................................................................................
19
21.2 Jury Leave — Notification ..................................................................................................
19
21.3 Jury Leave — Telephone Check -In ....................................................................................
19
SECTION 22 — LEAVES — FAMILY CARE & MEDICAL LEAVE (FMLA & CFRA) ....................20
22.1 FMLA and or CRFA Leave ...............................................................................................
20
22.2 FMLA and or CRFA — Second Opinion .............................................................................
20
SECTION 23 — LEAVES — PREGNANCY DISABILITY LEAVE ..................................................20
23.1 Pregnancy Disability Leave ..............................................................................................
20
23.2 PDL —Transfer .................................................................................................................
20
SECTION 24 — DISCRIMINATION, HARASSMENT & RETALIATION PROHIBITED ................20
SECTION 25 — REASONABLE ACCOMMODATION ..................................................................
20
SECTION 26 — CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM ........................20
SECTION 27 — HEALTH BENEFITS — ACTIVE EMPLOYEES ...................................................22
27.1 Active Employees — PEMHCA Contribution ......................................................................
22
27.2 Active Employees — Additional Benefit .............................................................................
22
27.3 Employee Contribution ..............................................................................................................
23
SECTION 28 — HEALTH BENEFITS — RETIRED EMPLOYEES .................................................23
28.1 Retired Employees — CaIPERS and the PEMHCA ...........................................................23
28.2 CalPERS Annuitant — PEMHCA Health Benefits ..............................................................
23
28.3 Less Than 20 Years of Service — Not Receiving PEMHCA Health Benefits .....................24
28.4 Less Than 20 Years of Service — Receiving PEMHCA Health Benefits ............................24
28.5 20 Years or More of Service — Not Receiving PEMHCA Health Benefits .........................24
28.6 20 Years or More of Service — Receiving PEMHCA Health Benefits ................................24
SECTION 29 — RETIRED EMPLOYEES — DISABILITY BENEFITS ...........................................25
29.1 CalPERS Annuitant — PEMHCA Health Benefits ..............................................................
24
29.2 Less Than 15 Years of Service — Not Receiving PEMHCA Health Benefits .....................25
29.3 15 Years or More Service — Receiving PEMHCA Health Benefits ....................................25
29.4 15 Years or More Service — Not Receiving PEMHCA Health Benefits .............................25
SECTION 30 — CASH IN LIEU OF HEALTH AND DENTAL BENEFITS ....................................25
SECTION 31 — SECTION 125 PLAN ...........................................................................................
26
SECTION 32 — DENTAL PROGRAM ...........................................................................................
26
January 1, 2018 — June 30, 2021 City of Petaluma / lAFF Unit 7 MOU iii
Section
Provision Page
SECTION 33 - VISION PROGRAM .............................................................................................
26
SECTION 34 - LIFE INSURANCE ...............................................................................................
27
SECTION 35 - LONG TERM DISABILITY INSURANCE ............................................................27
35.1
LTD - Amount ...................................................................................................................
27
35.2
LTD - No Sick Leave Deduction .......................................................................................
27
SECTION 36 - EMPLOYEE ASSISTANCE PROGRAM .............................................................27
SECTION 37 - DEFERRED COMPENSATION ...........................................................................
27
SECTION 38 - PERSONAL EXPOSURE REPORTING ..............................................................
27
SECTION 39 - CLASS B PHYSICALS ........................................................................................
27
39.1
Class B Physicals - Frequency ........................................................................................
27
39.2
Class B Physicals - Employee Reimbursement ...............................................................
27
39.3
Class B Physicals - 30 Days Notice .................................................................................
27
39.4
Class B Physicals - No Cost to Employee .......................................................................
28
39.5
Class B Physicals - Prior Approval ...................................................................................
28
39.6
Class B Physicals - Program Limitations .........................................................................
28
SECTION 40 - CLASS B and C DRIVERLICENSE ....................................................................
28
40.1
Class B and C - Requirement ..........................................................................................
28
40.2
Class B - Pull Notice - Purpose .......................................................................................
28
40.3
Class B - Process Pull Notice is Received .......................................................................
28
40.4
Class B - Lapse/Loss of Class B ......................................................................................
28
SECTION 41 - SICK LEAVE TRANSFER ...................................................................................
28
41.1
Sick Leave Transfer ..........................................................................................................
28
41.2
Sick Leave Transfer - Limitations .....................................................................................
29
41.3
Sick Leave Transfer - Employees with 365 Days Service ................................................29
SECTION 42 - FIRE INSPECTOR ...............................................................................................
29
42.1
Fire Inspector - Rights ......................................................................................................
29
42.2
Fire Inspector -Work Week .............................................................................................
29
42.3
Fire Inspector - Overtime .................................................................................................
30
42.4
Fire Inspector - Standby Pay ...........................................................................................
30
42.5
Fire Inspector - Compensatory Time ................................................................................
30
42.6
Fire Inspector - Holidays ..................................................................................................
30
42.7
Fire Inspector - Floating Holiday ......................................................................................
31
42.8
Fire Inspector - Call in Holidays .......................................................................................
31
42.9
Fire Inspector - Vacation Accrual .....................................................................................
31
42.10
Fire Inspector -Vacation Deferral ....................................................................................
31
42.11
Fire Inspector - Sick Leave ..............................................................................................
31
42.12
Fire Inspector - Rate of Usage .........................................................................................
32
SECTION 43 - MAINTENANCE OF CERTIFICATIONS/ LICENSES .........................................32
SECTION 44 - FIREFIGHTER OPENINGS .................................................................................
32
SECTION 45 - PROMOTIONAL TESTING AND JOB CLASSIFICATIONS ...............................32
45.1
Promotional Testing & Job Classifications - Meet and Confer .........................................32
45.2
Promotional Testing & Job Classifications - Disputes ......................................................32
45.3
Promotional Testing & Job Classifications - Posting Requirements .................................32
45.4
Promotional Testing & Job Classifications - Changes in Process ....................................32
January 1, 2018 - June 30, 2021 City of Petaluma / lAFF Unit 7 MOU iv
Section
Provision Page
45.5
Promotional Testing & Job Classifications - Eligibility Lists ..............................................32
SECTION 46 - PROBATIONARY PERIOD .................................................................................
32
46.1
Purpose of Probation ........................................................................................................
32
46.2
Periodic Probationary Evaluation ......................................................................................
33
46.3
Length of Probationary Period ..........................................................................................
33
46.4
Rejection during Probation ...............................................................................................
33
46.5
Extension of Probationary Period .....................................................................................
33
46.6
Promotion of Probationary Employee ...............................................................................
33
46.7
Unsuccessful Passage of Promotional Probation .............................................................33
SECTION 47 - SAFETY COMMITTEE ........................................................................................
33
SECTION 48 - PERSONNEL FILES ...........................................................................................
34
48.1
Personnel Files - Access to Personnel File ......................................................................
34
48.2
Personnel Files - Acknowledge Receipt ...........................................................................
34
48.3
Personnel Files - Adverse Comments ..............................................................................
34
SECTION 49 - DISCIPLINE .........................................................................................................
34
49.1
Discipline - Just Cause ....................................................................................................
34
49.2
Discipline - Discipline Hearing .........................................................................................
34
49.3
Discipline - Corrective Discipline Defined ........................................................................
34
SECTION 50 - ALCOHOL / DRUG FREE WORK PLACE ..........................................................34
50.1
Alcohol/Drug Free Workplace - Purpose ..........................................................................
34
50.2
Alcohol/Drug Free Workplace - Policy .............................................................................
34
50.3
Alcohol/Drug Free Workplace - Prescription Medication ..................................................35
50.4
Alcohol/Drug Free Workplace - EAP ................................................................................
35
50.5
Alcohol/Drug Free Workplace - Procedures .....................................................................
35
50.6
Alcohol/Drug Free Workplace - Side Effects ....................................................................
35
SECTION 51 - GRIEVANCE PROCEDURE ................................................................................
36
51.1
Grievance - Purpose of Rule ............................................................................................
37
51.2
Grievance - Matters Subject to Grievance Procedure ......................................................37
51.3
Grievance - Informal ........................................................................................................
37
51.4
Grievance - Formal ..........................................................................................................
37
51.5
Grievance - Conduct ........................................................................................................
38
SECTION 52 - LAYOFF PROCEDURE .......................................................................................
38
52.1
Layoff - Notification .........................................................................................................
38
52.2
Layoff - Vacancy and Demotion .......................................................................................
38
52.3
Layoff- Employee Rights .................................................................................................
38
52.4
Layoff - Seniority ..............................................................................................................
39
52.5
Layoff - Employment Status .............................................................................................
39
52.6
Layoff - Re-employment List ............................................................................................
39
52.7
Layoff - Duration of Re -Employment List .........................................................................
39
SECTION 53 - COMMUNICATION PROCEDURE ......................................................................
40
53.1
Communication Procedure - Problem Solving .................................................................
40
53.2
Communication Procedure - Labor/Mgmt Meetings .........................................................40
53.3
Communication Procedure - Union Notification ...............................................................
40
53.4
Communication Procedure - Open Minded ......................................................................
40
January 1, 2018 - June 30, 2021 City of Petaluma / lAFF Unit 7 MOU V
Section Provision Page
53.5 Communication Procedure — Reason for Decision ........................................................... 40
SECTION 54 — SAVINGS CLAUSE ............................................................................................. 40
SECTION 55 — MUTUAL ACCEPTANCE AND RECOMMENDATION .......................................41
EXHIBIT A— SALARY TABLES .................................................................................................. 43
EXHIBIT B — SURVEY JURISDICTIONS ..................................................................................... 46
EXHIBIT C — GRIEVANCE FORM ............................................................................................... 47
January 1, 2018 — June 30, 2021 City of Petaluma / lAFF Unit 7 MOU Vi
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF PETALUMA
AND LOCAL 1415
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
(IAFF)
JANUARY 1, 2018 — JUNE 30, 2021
PREAMBLE
This agreement between the duly appointed representatives of Local 1415 International
Association of Firefighters, hereinafter referred to as the "Union", and the City of Petaluma,
hereinafter referred to as the "City," contains the agreement of each concerning wages, hours
and other terms and conditions of employment for the term of this Memorandum of
Understanding (MOU).
The parties jointly agree to recommend to the City Council of the City of Petaluma the adoption
of this Memorandum effective January 1, 2018.
SECTION 1 — TERM OF AGREEMENT
1.1 Effective Date
This Memorandum of Understanding shall be for the period commencing on January 1,
2018 with adoption by the City Council and continuing through June 30, 2021.
1.2 Notice of Successor Memorandum
The parties will commence meeting and conferring for a subsequent Memorandum of
Understanding no later than the end of January 2021. The Union shall provide the City
Manager with a written request to commence negotiations as well as its written initial
proposals for any successor Memorandum of Understanding.
SECTION 2 — RECOGNITION
The City recognizes the Union as the exclusive bargaining representatives for the Firefighters
bargaining unit. The bargaining units consist of all full-time employees in allocated positions in
the classifications listed below:
Firefighter
Firefighter Paramedic
Fire Engineer
Fire Engineer/Paramedic
Fire Captain
Fire Inspector
SECTION 3 — DEFINITION OF TERMS
The following definitions apply throughout this MOU unless the context requires another
meaning.
3.1 Advancement: shall mean a salary increase within the limits of a pay range established
for a job classification.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU
3.2 Allocations: shall mean the assignment of a single position to its proper job classification
in accordance with the duties performed, and the authority and responsibilities
exercised.
3.3 Anniversary Date: shall mean the anniversary of the date of the employee's first regular
probationary appointment with the City.
3.4 Applicant: shall mean a person who has filed an application to take a promotional exam
with the City.
3.5 Appointment Authoritv: shall mean the City Manager or his or her delegate who, in his
or her individual capacity, have the final authority to make the appointment to the
regular position to be filled.
3.6 Bulletin Board: shall mean the official posting place for Union notices as prescribed by
this MOU.
3.7 Certification of Employment List: shall mean the furnishing of names by the Personnel
Officer of eligible, available candidates for employment from an Employment List in the
manner prescribed in the City of Petaluma Personnel Rules and Regulations.
3.8 Certification/License: shall mean a document certifying that one has fulfilled the
requirements within the scope of that certification or license.
3.9 City: shall mean the City of Petaluma.
3.10 City Manaaer: shall mean the City Manager of Petaluma.
3.11 Classification: shall mean all positions similar as to duties, authority, and responsibility,
to permit grouping under a common title and the application with equity of common
standards of selection, transfer, promotion, and salary.
3.12 Classification Plan: shall mean all regular positions in the competitive service defined by
classification specification including title.
3.13 Competitive Service: shall mean all regular positions of employment in the service of the
City except those specifically excluded by ordinance.
3.14 Demotion: shall mean the movement of an employee from one classification to a lower
classification.
3.15 Department Head: shall mean the individual who is designated the administrative head
of a department.
3.16 Discipline: shall mean a range of corrective actions that may be progressively more
severe designed to correct negative behaviors, job performance or misconduct in which
the level or action taken fits the nature of the problem.
3.17 Dismissal: shall mean the termination of employment for cause by the appointing
authority.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 2
3.18 Eliqible: shall mean a person whose name is on an Open Employment List or
Promotional Employment List.
3.19 Employment List:
(A) Open Emplovment List: A list of names of persons who have taken an open -
competitive examination for a job classification in the competitive service and
have qualified.
(B) Promotional Employment List: A list of names of persons who have taken a
promotional examination for a job classification in the competitive service and
have qualified.
3.20 Examination:
(A) Open - Competitive Examination: An examination for a particular classification,
which is open to all persons meeting the qualifications for the classification.
(B) Promotional Examination: An examination for a particular classification admission
to the examination being limited to regular and probationary employees in the
competitive service who meet qualification for the classification.
(C) Continuous Examination: An open - competitive examination which is
administered periodically and as a result of which names are placed on an
employment list, in order of final scores, for a period of not more than one year.
3.21 FLSA Work Period: shall mean a twenty-eight (28) day work cycle that includes two (2)
pay periods. For Fire Inspector work period refer to section 42.
3.22 Layoff: shall mean the separation of employees form the active workforce due to the
lack of work or funds, or to the abolition of positions due to organizational changes.
3.23 Meet and Confer: shall mean that process to reach agreement on matters within the
scope of representation as defined by the Meyers - Millias - Brown Act.
3.24 Minimum Qualifications: shall mean the lowest acceptable degree of skill, education,
abilities, experience, and personal and physical characteristics for the selection of an
appointee to fill a position vacancy.
3.25 Overtime Pay: shall mean payment to an employee for work in excess of the regular
workday.
3.26 Overtime Work: shall mean work performed in excess of the regular workday.
3.27 Passed Over: shall mean the rejection of a certified name on an Employment List in
favor of a certified name in a lower position on the Employment List.
3.28 Personnel Officer: shall mean the City Manager or a duly authorized representative.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 3
3.29 Pay Period: shall mean a fourteen (14) day period of time corresponding with the City's
published "Schedule of Pay Periods."
3.30 Position: shall mean a Regular Position in the Classified Service.
3.31 Probationary Emplovee: shall mean an employee assigned to a regular position for a
probationary period.
3.32 Probationary Period: shall mean a working test period during which an employee is
required to demonstrate competency for the duties in which appointed by actual
performance of the duties in a regular position.
3.33 Promotion: shall mean the movement of an employee from one classification to another
classification having a higher maximum rate of pay.
3.34 Promotional Probationary Period: shall mean the first one (1) year of an employee's
service in a promotional position.
3.35 Reclassification: shall mean a change of an employee's status from a position in one
classification to another position in a different classification.
3.36 Reqular Employee: shall mean an employee who has successfully completed the
probationary period and has been retained by the City.
3.37 Reqular Position: shall mean a position created by the City Council and assigned to an
existing classification within the classification plan.
3.38 Relief From Duty: shall mean the temporary assignment of an employee to a status of
leave with pay.
3.39 Resiqnation: shall mean any employee's voluntary separation from City employment.
3.40 Rotation: is defined as three (3) duty shifts assigned in a nine (9) day interval.
3.41 Senioritv: shall mean that time from the date of hire within the Fire Department of those
classes represented within this MOU.
3.42 Suspension: shall mean the temporary separation from the service of an employee
without pay, for disciplinary purposes.
3.43 Transfer: shall mean a change of an employee from one position to another position in
the same classification or in a comparable classification.
3.44 Unit: shall mean the appropriate grouping of classification based on the community of
interests among such employees as determined by City of Petaluma.
3.45 Written Examination: shall mean that part of an examination process conducted through
a written test to evaluate the candidate's education, experience, and general
qualifications pertinent to the position for which examined.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 4
SECTION 4 — UNION RIGHTS
4.1 Union — Business
City employees who are official representatives of the Union shall be given reasonable
time off with pay to attend meetings with management representatives, or to be present
at hearings in which matters within the scope of representation are being considered.
The use of official time for this purpose shall be reasonable and shall not interfere with
the performance of the City services as determined by City Management. The Union
may select not more than two (2) on duty Union members to attend scheduled meetings
with the City for the above purposes.
4.2 Union — Non -Interference
During the workday, Monday - Sunday 0800 to 1700 hours, routine or standard Union
business shall not interfere with the performance of City services as determined by City
Management. Unit representatives will conduct routine business, research and or Union
work related items off duty or after those hours designated as the workday.
4.3 Union — Discrimination Prohibited — Union Activitv
There shall be no discrimination, interference, restraint, or coercion by the City against
any employee for his or her activity on behalf of, or membership in, the Union.
4.4 Union — Bulletin Boards
Union bulletin boards are authorized. All materials shall be plainly and legibly authorized
by the Union. Bulletin boards shall be placed in a mutually agreed area. The City shall
determine what portion of City provided joint use bulletin boards are to be allocated to
Union materials. No materials of a libelous, racist, obscene, sexual or discriminatory
nature shall be permitted.
4.5 Union — Use of Facilities
The Union President may, with the prior approval of the Fire Chief or his or her
designated representative be granted the use of Fire Department facilities for meetings
of employees in this Unit provided that:
(A) Other than regularly scheduled meetings, requests for such meetings are
submitted at least twenty-four (24) hours in advance.
(B) Such meetings do not conflict with other Fire Department activities.
(C) The purpose of the meeting scheduled is provided to the Fire Chief or his or her
designated representative at the time approval is requested.
(D) Such meetings shall not involve excessive or unnecessary station transfers or
result in financial responsibility to the City.
4.6 Union — Union Bank of Time
The Union has an established bank of time which is administered by a designated
Battalion Chief. This time is used by Union Officers for official union business and shall
not exceed a cumulative balance of four hundred and fifty (450) hours.
The City shall contribute fifty (50) hours each fiscal year to the Union Bank of Time.
Union members shall be allowed to contribute hours of vacation to the Union Bank of
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 5
Time. This contributed amount shall not exceed seventy-two (72) hours during any
Fiscal Year for all Union Officers.
The Union Officers shall be allowed to draw down on this bank during the course of the
Fiscal Year. Any hours beyond the seventy-two (72) hours authorized in this section
shall be deducted from the Union Officer's vacation balance.
5.1 Pavroll Deductions and Written Authorization
The City shall deduct Union membership dues assessments, fees, and insurances
authorized by the Union. This will be accomplished by payroll deduction from the bi-
weekly pay of member employees. The dues deduction must be authorized in writing by
the employee on a Union authorization card.
The Union will be the custodian of records for individual employee membership and
dues deduction forms. The Union will maintain authorizations for dues deduction, signed
by the individual from whose salary or wages the deduction or reduction is to be made.
The City will direct employee requests to cancel or change deductions to the Union.
The City shall remit the deducted dues to the Union as soon as possible after deduction.
5.2 Certification of Union Membership
The Union agrees to provide the City with an initial certified list of the members on
December 1, 2019. From that point forward, the Union will update the list whenever
there are changes. The Union has and will maintain written authorizations signed by
the individuals from whose wages the union dues deductions are to be made.
5.3 Indemnification
The Union shall comply with all statutory and legal requirements with respect to this
article, including but not limited to the duty to indemnify the City for claims made by an
employee for deductions made in reliance on Union certification of the same as set forth
in Government Code Section 1157.12.
5.4 Sufficiency of Earnings
The employee's earnings must be sufficient, after all other required deductions are
made, to cover the amount of the deductions herein authorized. When an employee is
in a non -pay status for an entire pay period, no withholdings will be made to cover that
pay period from future earnings nor will the employee deposit the amount with the City
which would have been withheld if the employee had been in pay status during that
period. In the case of any employee who is in a non -pay status during a part of the pay
period, and the salary is not sufficient to cover the full withholding, no deduction shall be
made. In this connection, all other required deductions have priority over the Union dues
deduction.
5.5 Union Dues Pavroll Deductions
Union dues payroll deductions shall be for a specific amount and uniform as between
employee members of the Union in the amount of one percent (1%) of the top step
Firefighter classification monthly base salary.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU
5.6 Payment to Union
Amounts deducted and withheld by the City shall be transmitted to the officer
designated in writing by the Union as the person authorized to receive such funds at the
address specified.
6.1 Duty Shifts — Work Week
(A) The fire suppression on -duty work week shall be the average of fifty-six (56)
hours per work week for the following classifications: Firefighter,
Firefighter/Paramedic, Fire Engineer, Fire Engineer/Paramedic and Fire Captain.
(B) The workweek shall consist of duty shifts that are regularly assigned and
scheduled.
(C) A shift is defined as a continuous twenty-four (24) hour period commencing at
08:00 and ending at 08:00 the following day. An employee shall not be
considered relieved from duty until he or she has been relieved from his or her
duty assignment by an employee who is prepared for the duty assignment (i.e. in
uniform, with personal protective equipment) or relief has been approved by his
or her supervisor.
6.2 Shift Rotation
(A) A rotation is defined as two (2) duty shifts assigned on a recurrent six (6) day
cycle. It is further defined by the following example:
X = ON DUTY SHIFT
0 = OFF DUTY SHIFT
For example: XX 0000 XX 0 OOOX X
(B) This section is not intended to prohibit other comparable, mutually agreed upon
schedules.
6.3 Temporary Reassiqnment
Classifications listed in section 6.1 (A) above may be temporarily reassigned for up to
six (6) months to a forty (40) hour work week depending on the needs of the service, if
mutually agreed upon between the employee and the Fire Administration.
6.4 FLSA Period
The Fair Labor Standards Act (FLSA) work period shall be a twenty-eight (28) day
period.
6.5 Liqht Duty — Work Week
The Fire Chief may assign an employee to light duty due to the health or disability of an
employee. The Fire Chief may determine a flexible schedule based on Monday through
Sunday forty (40) hour work week.
6.6 Liqht Duty — Benefits
A shift employee assigned to a forty (40) hour work week light duty assignment shall
continue to receive the same benefits he or she received as a fifty-six (56) hour
employee except as set forth herein. Holiday pay will be governed by Section 11 below.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 7
6.7 Liqht Duty — Holidays
Shift employees assigned to a forty (40) hour light duty work week shall receive the
holiday(s) off and still retain holiday pay.
6.8 Forty Hour Work Week and FLSA
When a shift employee is assigned to a forty (40) hour work week assignment, the City
will provide the employee with the equivalent hourly rate so that the employee's
compensation will not be impacted by the missed FLSA over -max payments.
6.9 Overtime — Resolution of Overtime
The purpose of this section is to clarify matters relevant to Fire Department overtime.
Any interpretation of application relevant to overtime shall be resolved by the City
Manager, whose determination is final.
6.10 Overtime —Administered by the Citv
All requirements and any procedures relating to overtime as basically outlined below;
shall be as determined and administered by the City.
6.11 Overtime General — Shift Personnel
The members of the Fire Department, when called to work an overtime shift, defined as
hours worked beyond the regularly scheduled work day or work shift, shall be paid on
an hour for hour basis rounded to the nearest half hour at the regular shift rate times
one point five (1.5).
6.12 Fire Recall and Special Recall
Off-duty Fire Department personnel are subject to recall and will be paid at one and
one-half (1 �/2) the hourly rate. However, in no case will they be paid less than four (4)
hours when called, timesheets shall reflect the actual hours worked. When overtime
exceeds four (4) hours and fifteen (15) minutes, the overtime will be paid to the nearest
half hour.
6.13 Overtime — Shift Continuation
If a member of this unit is requested to report early for duty at the beginning of or
continue on duty after the end of a normal twenty-four (24) hour shift and works in
excess of ten (10) minutes, he or she shall be paid time and one-half at the hourly rate
for all hours worked.
Further, when a completed overtime period exceeds ten (10) minutes within the first
hour, but does not extend beyond one (1) hour, the overtime shall be for one (1) hour.
Beginning with the second hour overtime shall be paid to the nearest half (1/2) hour.
6.14 Mandated Certification Traininct
All Fire Department personnel in this unit shall be compensated at one and one-half (1
'/2 ) of the employees' hourly rate for all off duty time required to maintain department -
mandated certifications. The Department shall reimburse the employee for the actual
cost of books and tuition required by courses to maintain Department mandated
certifications. Employees must receive prior approval from their Battalion Chief before
engaging in or enrolling in compensated training related to mandated certificates.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU g
6.15 Physical Traininq Time
Employees shall be provided one (1) hour of physical training time between the hours of
0800-1700 when time permits.
6.16 Overtime Compensation — Compensatory Time
Employees shall be compensated for accrued overtime either in cash or as
compensatory time. Compensatory time is accrued at one and one half (1 '/2) times the
hours worked. Employees may accrue up to a maximum of two hundred and forty (240)
hours of compensatory time. When two hundred and forty (240) hours of compensatory
time are accumulated, the City shall compensate the employee in cash for any
additional overtime worked.
6.17 Compensatory Time — Request for Time
An employee wishing to use his or her accrued compensatory time off (CTO) shall make
the request to his or her supervisor in writing. The City shall permit the employee to use
the requested accrued CTO within a reasonable period after making the request, and to
the extent required by the Fair Labor Standards Act (FLSA), so long as the use of the
CTO does not unduly disrupt the operations of the City. The City is not required to grant
use of the CTO on the preferred day or days requested by the employee.
6.18 Compensatory Time Payout
Each employee may request payment of up to 100 hours of the employee's current
balance of compensatory time two times per year, to be paid in the month of December
and the month of June. This payout shall be made in the employee's regular paycheck.
SECTION 7 — MINIMUM STAFFING
Fire Department suppression staffing shall be fourteen (14) persons per shift in addition to the
Battalion Chief. In the event of a mechanical failure, accident, etc. and emergency apparatus
or equipment is unable to respond, the on -duty Battalion Chief shall direct the staffing and
reconfiguration of emergency equipment. The Battalion Chief shall communicate with the
Engine Company Officers regarding changes and procedures to insure a timely response of
personnel and equipment. In the absence of an emergency, staffing will remain fourteen (14)
persons at all times.
SECTION 8 — SHIFT TRADES
Two employees may substitute for one another during scheduled work hours in performance of
work in the same capacity. The hours worked shall be excluded by the employer in the
calculation of the hours for which the substituting employee would otherwise be entitled to
overtime compensation under the FLSA. Where one employee substitutes for another, each
employee will be credited as if he or she had worked his or her normal work schedule for that
shift.
8.1 Shift Trades — Limit
An employee shall be eligible for up to twenty (20) shift trades per calendar year. If
trade maximums are not utilized, they shall not be carried over to succeeding years.
Shift trades used to maintain or advance education shall not count towards the twenty
(20) trade limit.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU g
8.2 Shift Trades — Approval
All trades must be approved by the employee's immediate shift supervisor and shift
Battalion Chief prior to the leave.
8.3 Shift Trades — Denial
Trades may be denied by the employee's supervisor and or Battalion Chief based on
operational or scheduling impacts. Operations/scheduling impacts are defined as:
(A) The employee carries a key role or position that causes departmental operations
to be significantly impacted during his or her absence.
(B) The availability of qualified personnel to cover for a given position (i.e.: there are
not enough Captains, Paramedic/Firefighters or qualified drivers to staff a shift
and the person providing the trade is not qualified to fill the position).
8.4 Shift Trades — Advance Notification — 3 Shifts
Trades of three (3) consecutive shifts or less require twenty-four (24) hours advanced
notification and compliance with Section 8.2 above.
8.5 Shift Trades — Advance Notification — 4 Shifts or More
Trades of four (4) consecutive shifts or more require advanced notification as follows:
Number of Consecutive Shifts Notice
A. Four (4) to six (6) consecutive shifts Seven (7) calendar days
B. Seven (7) to nine (9) consecutive shifts Ten (10) calendar days
C. Ten (10) to twenty (20) consecutive shifts Fifteen (15) calendar days
D. More than twenty-one (21) but less than thirty (30) Thirty (30) calendar days
shifts
8.6 Shift Trades — In Excess of Thirty (30) Shifts
When an employee desires to combine their total trades in a calendar year with trades
from another calendar year and or vacation and the combination of those trades
exceeds thirty (30) consecutive shifts, the employee will notify and obtain approval of
their Battalion Chief in writing a minimum of ninety (90) days prior to the first day of
leave.
8.7 Shift Trades — Individual Responsibility
All trades are the responsibility of the individuals involved and shall cause no increased
cost to the City. Any dispute arising out of such trades shall be resolved by the
individuals at no cost to the City. The employee's decision to trade shifts must be freely
made, without fear of reprisal or promise of reward by the employer and is exclusively
for the scheduled employee's convenience. Even though a shift trade has occurred,
each employee will be considered to have worked his or her normal schedule. The
traded time will not be considered in calculating hours for overtime for the substituting
employee.
8.8 Shift Trades - Leave
If the employee who agrees to trade shifts with the originally scheduled employee goes
on Sick Leave and or Workers' Compensation Leave before and or while on trade, the
Union will assume responsibility for providing a relief for the employee on Sick/Workers'
Compensation Leave. If the Union cannot provide a relief for the employee on Sick
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 10
Leave, then the employee's Sick Leave will
times for each hour lost during X's shift.
debited for twenty-four (24) hours.
be debited at the rate of one and one-half
For example, thirty-six (36) hours will be
8.9 Shift Trades — Emplovee Responsibility
The employee will assume the responsibility for maintaining any and all certifications
and proficiencies required for minimum department standards. The makeup of
certifications and or proficiency of minimum standards shall be at no cost or time impact
to the City. If staffing is above the minimum required by this MOU, an employee shall
not be allowed to trade with himself or herself for a duty slot in the future.
SECTION 9 — SALARIES
9.1 Salaries
Effective January 1, 2019 unit members within the job classifications identified below
will receive a base wage increase:
o Fire Captain, Fire Engineer/Paramedic, Fire Engineer,
Firefighter/Paramedic, Fire Inspector: Three percent (3.0%)
o Fire Fighter: Two percent (2.0%)
This base wage increase will be retroactive to reflect a January 1, 2019 effective date.
The City agrees to work on implementing retroactive payments as quickly as
administratively feasible following approval by the City Council.
Effective July 1, 2019 unit members within the job classifications identified below will
receive a base wage increase:
o Fire Captain, Fire Engineer/Paramedic, Fire Engineer, Fire Inspector:
Three percent (3.0%)
o Firefighter, Firefighter/Paramedic: Two percent (2.0%)
This base wage increase will be retroactive to reflect a July 1, 2019 effective date. The
City agrees to work on implementing retroactive payments as quickly as administratively
feasible following approval by the City Council.
Effective January 1, 2020 unit members within the job classifications identified below
will receive a base wage increase:
o Fire Captain, Fire Engineer/Paramedic, Fire Engineer, Firefighter,
Firefighter/Paramedic, Fire Inspector: Two percent (2.0%)
Effective July 1, 2020 unit members within the job classifications identified below will
receive a base wage increase:
o Fire Captain, Fire Engineer/Paramedic, Fire Engineer, Fire Inspector:
Two percent (2.0%)
o Firefighter, Firefighter/Paramedic: One percent (1.0%)
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU
Effective January 1, 2021 unit members within the job classifications identified below
will receive a base wage increase:
o Fire Captain, Fire Inspector: Two percent (2.0%)
o Fire Engineer/Paramedic, Fire Engineer, Firefighter,
Firefighter/Paramedic: One percent (1.0%)
Salary ranges shall be as specified in Exhibit A for each classification.
The hourly rates of Unit 7 employees in the various steps shall be as listed in Exhibit A
(i.e., 56.15 X 52 = 2920 hours per year).
The hourly rates for the position Fire Inspector shall be as follows (i.e. 40 X 52 = 2080
hours per year).
9.2 Merit Advancement — Not Automatic
Salary step advancements are merit increases and are not automatic. They shall be
based upon merit and only upon the written recommendation of the department head or
appointment authority.
9.3 Merit Advancement — Schedule
An employee shall be considered for a merit increase to the Salary Steps as follows:
Salary Step
Advancement
Schedule
From 1 to 2
6 months of service
From 2 to 3
18 months of service
From 3 to 4
30 months of service
From 4 to 5
42 months of service
9.4 Merit Advancement — Effective Date
The merit increase shall be effective the first day of the payroll period following the
employee's date of eligibility for a merit increase.
9.5 Salary — Out of Grade Pay
All employees of the Union will be paid seven and one-half percent (7.5%) out of grade
pay when assigned by the Duty Officer, Fire Marshal, or Fire Chief except as outlined in
the Fire Department Policies and Procedures.
9.6 Bilinqual Pay — Spanish
Eligible employees who are certified for bilingual proficiency in Spanish in accordance
with the City's Bilingual Proficiency Testing and Certification Policy shall receive two
hundred dollars ($200) per month for certification at a high-level proficiency or verbally
fluent or one hundred dollars ($100) per month for certification at an acceptable level
proficiency or conversational.
9.7 Education Incentive Pay
Educational Incentive Pay is provided for qualified employees in the classifications of
Firefighter, Firefighter/Paramedic, Fire Engineer, Fire Engineer/Paramedic, Fire
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 12
Captain, Fire Inspector. Employees who have earned a degree from an accredited
college or university shall receive the following fixed dollar amounts, paid monthly:
(A) A.S. or A.A. Degree - $100.00
(B) B.S. or B.A. Degree - $200.00
9.8 Certificate Pav
Certificate Pay is provided for qualified employees in the classifications of Firefighter,
Firefighter/Paramedic, Fire Engineer, Fire Engineer/Paramedic, Fire Captain, Fire
Inspector. Employees who have earned certificates in the following areas shall receive
the corresponding fixed amount, paid monthly:
(A) Fire Officer Certificate - $100.00
(B) Chief Officer Certificate - $200.00
(C)Prevention Officer I Certificate - $100.00
(D) Prevention Officer 11 Certificate - $200.00
The cumulative amounts, described in sections 9.7 and 9.8, shall not exceed two
hundred dollars ($200) per month per employee.
Those eligible for the Fire Prevention Certification must be assigned to the Fire
Marshal's Office on a permanent basis.
9.9 Lonqevitv Pay — 15 Years of Service
Employees with fifteen (15) years of service with the City of Petaluma shall receive a
five percent (5%) adjustment above his/her hourly rate of pay. The adjustment shall be
effective the first day of the payroll period following the employee's fifteen (15) years of
service date.
SECTION 10 — UNIFORM AND CLOTHING ALLOWANCE
10.1 Uniform and Clothing Allowance
Effective May 20, 2019, following adoption of a Side Letter Agreement, the uniform and
clothing allowance was eliminated.
SECTION 11 — HOLIDAYS
11.1 Holidays —Scheduled
The thirteen (13) scheduled holidays are as follows:
Holiday
New Year's Day
Martin Luther King Jr. Birthday
Lincoln's Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Date
January 1St
Third (3rd) Monday in January
February 12th
Third (3rd) Monday in February
Last Monday of May
July 4th
First (1St) Monday of September
Second (2nd) Monday of October
November 11 th
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 13
Thanksgiving Day Fourth (4th) Thursday of November
Day after Thanksgiving Day after Thanksgiving
Christmas Eve December 24th
Christmas Day December 25th
11.2 Holidays — Observed
If a scheduled holiday falls on a Saturday, the proceeding Friday shall be the observed
holiday. If a scheduled holiday falls on a Sunday, the following Monday shall be the
observed holiday. All other scheduled holidays shall be observed on the date specified
in Section 11.1.
11.3 Holidav Pay— Calculation
Holiday pay shall be paid for each of the thirteen (13) observed holidays as they occur
at the employee's base hourly rate at the time times twelve (12) hours.
SECTION 12 — VACATION
12.1 Vacation — Eliaibility
The times during the calendar year in which an employee may take his or her vacation
shall be determined by the Department Head with due respect for the wishes of the
employee and particular regard for the needs of the service. The maximum number of
suppression personnel eligible to be on vacation at any given time shall be one (1) per
shift. An employee may not take vacation beyond the amount of vacation accrued as
noted in Section B below.
12.2 Vacation — New Emolovee
New employees shall be allowed to use their accumulated vacation prior to December
31 st for vacation in the succeeding calendar year.
12.3 Vacation — Accrual
Vacation accrual for Fire shift personnel shall be computed as follows:
Years of
Vacation Accrual
Accrual Limit
Service
(Hours)
(Hours)
0 to less than 5
120
240
5 to less than 10
192
384
10 to less than 15
240
480
15 to less than 20
264
528
20 or greater
288
576
The higher accrual rate is effective twelve (12) months prior to the affected anniversary
date so that sufficient accrued time is available on the anniversary date. An employee
who is due an increase in vacation during the next calendar year may include the
additional vacation time during sign-ups for that year, and it may be taken concurrent
with other vacation days, provided the employee does not exceed his or her accrued
vacation hours.
12.4 Vacation — Selection Procedure
(A) The order of selection of annual vacation shall be based solely on respective
department seniority, by shift, irrespective of rank or job description.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 14
(B) With the exception of C below, the maximum number of suppression personnel
eligible to be on vacation at any one time shall be one (1) Firefighter/Firefighter
Paramedic and one (1) Engineer or Captain per shift.
(C) Overlap in vacations will be allowed only for those shifts in excess of the
maximum number of vacation shifts per year. (For example, if B shift works one
hundred and twenty one (121) shifts in a given year and the number of eligible
vacation shifts to be taken by employees is one hundred twenty eight (128)
shifts, then the number of overlap shifts for B shift that calendar year is seven (7).
(D) The Platoon Battalion Chief will establish the number of overlap shifts prior to
vacation selection. This process consists of determining the total number of
personnel, assigned to any given shift times the total number of shifts each
employee has accrued for that given year. This number equals the total vacation
days required per shift. The City retains the right to adjust selected vacation
shifts for the purpose of maximizing contiguous vacation opportunities for the
most junior employees of the Department.
(E) Vacation selection may be taken as one vacation period or be split between two
or more vacation periods. If the employee elects to split vacation, the second and
subsequent selections will be made on a round-robin basis.
(F) For purposes of vacation, seniority will be determined by the date of service.
When more than one person has the same hire date, seniority will be determined
by their placement on the employment list with the exception of those employed
prior to the date of this amendment where other basis for seniority has previously
been agreed upon.
(G) Subsequent to the establishment of the vacation list, an employee may trade
vacation periods when mutually agreeable, when reasonable written notice has
been provided to the Department, subject to the approval of the Fire Chief when
considering the operational needs of the Department.
(H) Selection of additional vacation days may be granted by the Battalion Chief, if
available, provided all employees of that shift have picked at least one (1) round
of vacation. Employees whose total vacation accrual has been increased due to
a deferral may be permitted to select additional vacation days subject to the
provisions as outlined in Section 12.4.
12.5 Vacation — Deferral
Annually, at the time of vacation selection, an employee may elect to defer accrued
vacation up to the maximum allowed under 12.3 above. Deferral of accrued vacation
hours are subject to the limitations as stated in 12.4 above.
12.6 Vacation — Labor Code 4850 Leave
Upon return to duty, an employee, who while on extended Labor Code 4850 status
missed a scheduled vacation, will be paid at the base rate at the time that the vacation
was scheduled for those missed scheduled vacation days. At that time, the employee's
vacation leave balance will be reduced by the number of vacation days paid out under
this section. This payout is not at the option of the employee. The vacation accrual
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 15
hourly limit, as identified in Section 12.3, Vacation Accrual, remains in effect and is not
affected by this section.
12.7 Vacation — Vacation Payment at Retirement
Employees who terminate employment shall be paid in a lump sum for all accrued
vacation leave earned prior to the effective date of termination not to exceed two (2)
years accumulation.
SECTION 13 — LEAVES — SICK LEAVE
13.1 Sick Leave — Accrual
Sick leave for the Fire Department staff on a fifty-six (56) hour work week shall be
accumulated on the basis of twelve (12) hours per month, one hundred forty-four (144)
hours per year. Fire Department staff on a forty (40) hour work week shall accumulate
on the basis of eight (8) hours per month, ninety-six (96) hours per year.
13.2 Sick Leave Usaae — Emplovee
Sick leave with pay shall be granted to all Fire Department employees as set forth in
this section. Sick leave is not a right, which an employee may use at his or her
discretion, but rather, shall be used only in case of personal illness, disability or the
serious illness, or injury of an employee's family member, which requires the
employee's attention.
13.3 Sick Leave Usaqe — Family Purposes
Sick leave for family purposes may be used only in the case of illness, disability or the
serious illness, or injury of an employee's family member, which requires the
employee's attention. The term "family member" shall include: spouse, domestic
partner, children, parents, spouse's parents, brothers, sisters or other individuals whose
relationship to the employee is that of a dependent or near dependent.
13.4 Sick Leave — Notification Procedures
In order to receive compensation while absent on sick leave the employee shall notify
the Battalion Chief or any other person designated by the Fire Chief by no later than
2100 hours (when possible) the day before the start of his or her shift, but no later than
0700 hours prior to the time set for the start of his or her shift. This is for notification
purposes, so a relief can be called as early as possible. No employee will be disciplined
for calling in the day before his or her shift.
13.5 Sick Leave — Physician Certification
The employee may be required by the Fire Chief to submit medical certification or other
substantiating evidence of illness for absences of two (2) consecutive 48-hour shifts.
Verification of sick leave may be requested of the employee within a reasonable amount
of time before, during, or upon the employee's return to work. Physician certification of a
medical condition may be needed to determine eligibility of entitlements under Family
Medical Leave Act and the California Family Rights Act (FMLA/CFRA).
13.6 Sick Leave — Rate of Usaqe
Sick leave will be charged against the employee's accrual at the rate of an hour for an
hour based on actual sick leave usage, for the first day of sick leave used per injury and
illness. Each successive day will be charged at the rate of twelve (12) hours for the
same injury or illness. For example, if an employee took sick leave after working five
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 16
hours into the shift and remained out sick for the rest of the shift, the employee would
be charged nineteen hours sick leave for the first day and twelve hours sick leave for
the second day.
13.7 Sick Leave — Light Duty Non -Duty Iniury
An employee shall be charged sick leave for doctor appointments, physical therapy, etc.
If the employee has no sick leave or vacation accrued, then he or she will be on leave
without pay.
13.8 Sick Leave — Light Duty — Work Related Iniury
An employee on light duty as a result of an on -duty injury shall be allowed to attend
doctor's appointments, physical therapy, etc., without being charged sick leave.
13.9 Sick Leave —Relationship to Workers' Compensation
(A) When the employee's absence from work has been occasioned by injury suffered
during his or her employment and he or she receives workers' compensation, he
or she shall also be entitled to receive from the City the difference between such
workers' compensation benefits paid and the amount which would otherwise
have been paid hereunder for sick leave. Ordinarily, it shall be the policy in
workers' compensation matters that the employee shall assign to the City any
benefits rendered him during the period that he or she is absent on sick leave
and the City shall pay him his or her full sick leave benefits.
(B) Sick leave under workers' compensation is a supplement to the workers'
compensation benefits to provide the employee compensation at his or her
regular rate. All employees receiving full salaries in lieu of temporary disability
payments pursuant to Labor Code Section 4850 are entitled to accumulate sick
leave during such periods of disability.
(C) After Labor Code Section 4850 benefits are exhausted the following formula will
be used in utilizing sick leave, as a supplement to Worker's Compensation
benefits, to provide employee compensation at his or her regular rate of pay:
One hundred and twelve point three (112.3) hours each pay period
(Regular rate of pay) - (State Disability Payment) = Balance Charged to Sick
Leave
The balance charged to sick leave will be as specified in Section 13 above. Any partial
shifts less than twenty-four (24) hours, but not less than twelve (12) hours, will be
charged at a rate of twelve (12) hours. Any partial twelve (12) hours or less will be
charged at hour for hour.
13.10 Sick Leave —Use Durinq Vacation
When an employee has been confined to a hospital, health care facility or home due to
a serious illness or injury and has provided a medical authorization by a certified
physician or medical practitioner, that employee may use sick leave in lieu of vacation
for the period of confinement.
13.11 Sick Leave — Use Disabilitv
When an employee who is on disability becomes permanent and stationary and eligible
to be retired by the City, the City will allow the employee to use sick leave, if any, up to
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 17
the end of the FLSA work period following the period in which the receipt of notification
of permanent and stationary status is received.
13.12 Sick Leave — Payment at Retirement
In the event of retirement, an employee who has completed five (5) years or more with
the City shall receive fifty percent (50%) of his or her accumulated but unused sick
leave, not to exceed seven hundred and twenty (720) hours.
13.13 Sick Leave — Payment at Disabilitv Retirement
For those individuals who are being retired on a disability retirement, the employee shall
receive fifty percent (50%) of his or her accumulated but unused sick leave, not to
exceed one -thousand (1000) hours.
SECTION 14 — LEAVES — WORKERS' COMPENSATION
Employees may use temporary disability or Labor Code Section 4850 benefits for attending
medical appointments while working modified duty and not yet permanent and stationary. This
use of benefit is not meant to increase the level of benefit only to permit its use in such
circumstances.
SECTION 15 — LEAVES — BEREAVEMENT LEAVE
15.1 Bereavement Leave — Time
Leaves up to three (3) shifts with pay for each incident may be granted to employees in
the event of death in the employee's family.
15.2 Bereavement Leave — Definition of Familv
For the purpose of bereavement leave, immediate family shall mean spouse, qualified
domestic partner, father, father-in-law, mother, mother-in-law, brother, sister, brother-in-
law or sister-in-law, child (including stepchildren), stepparents, grandparents and
grandchildren or person with whom the employee has a relationship in loco parentis.
15.3 Bereavement Leave — Travel Time
The Fire Chief may authorize additional travel time, if needed. It is the responsibility of
the employee to notify his or her Company Officer or designated representative of the
death of the family member.
15.4 Bereavement Leave — Fire Inspector
The Fire Inspector will receive three (3) days instead of three (3) shifts pursuant to this
section, paid at the normally scheduled work hours (i.e. 8, 9, or 10 hours).
SECTION 16 — LEAVES — LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE & SEXUAL
ASSAULT LEAVE
The City of Petaluma provides appropriate leave, in accordance with California Labor Code
Section 230.
SECTION 17 — LEAVES — MILITARY LEAVE
The City of Petaluma shall grant military leave benefits to eligible employees in accordance
with California's Military Leave Laws found in Military & Veteran's Code 389 et seq., the
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 18
Federal Uniformed Services Employment and Re-employment Rights Act (USERRA), found at
389 U.S.C. 4301 et seq., and the City of Petaluma Resolution No. 2004-200 N.C.S.
Employees in the Ready Reserves of the Armed Forces who are ordered to active military duty
or training under Executive Order 13223, shall have continued benefits in effect throughout
their active duty training for a period of three hundred sixty-five (365) calendar days or until the
date of discharge from military service, whichever occurs first, unless this policy is changed by
action of the City Council.
SECTION 18 — LEAVES — ELECTION OFFICER LEAVE AND VOTING LEAVE
When an employee's actual work schedule otherwise would prevent the employee from voting
in any State, County, or General election, the employee may be granted up to two (2) hours of
paid time to vote, in accordance with Election Code 14000. The employee must provide the
City with at least two (2) working days' notice that he or she will be taking time off to vote.
SECTION 19 — LEAVES — SCHOOL VISITATION LEAVE
Employees may take up to forty (40) hours of their existing vacation leave or compensatory
time off accrual in a year to participate in the child's school activities, in accordance with Labor
Code section 230.8.
SECTION 20 — LEAVES — LEAVE OF ABSENCE WITHOUT PAY
The City Manager may grant a regular full-time employee or probationary employee Leave of
Absence without Pay for up to three (3) months. Good cause being shown by a written
request, the City Manager may extend the leave of absence without pay for an additional
period to a maximum of six (6) months. No such leave shall be granted except upon written
request of the employee setting forth the reason for the request. The approval will be in writing.
Upon expiration of a regularly approved leave or within a reasonable period of time after notice
to return to duty, the employee shall be reinstated in the position held at the time leave was
granted. Failure on the part of an employee on leave to report promptly at its expiration, or
within a reasonable time after notice to return to duty shall be cause for discharge.
SECTION 21 — LEAVES — JURY DUTY LEAVE
21.1 J u ry Leave With Pay
Any employee summoned for jury duty shall be entitled to a leave of absence with full
pay for such period of time as may be required to attend the court in response to such
summons. Any employee may retain payment for travel but shall make payable to the
City any and all fees which the employee may receive in payment for service as a juror.
21.2 Jury Leave — Notification
The employee shall notify his or her Battalion Chief or designated representative when
he or she receives a summons for jury duty.
21.3 Jury Leave — Telephone Check -In
If the jury summons is based on automated telephone check-in, the employee will
immediately notify the on -duty Battalion Chief. Upon release from Jury Duty or if not in a
sequestered environment, and if the employee is scheduled for duty on that day, the
employee will immediately return to his or her duty station.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 19
SECTION 22 — LEAVES — FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA)
22.1 FMLA and or CFRA Leave
The City shall provide family and medical care leave for eligible employees as required
by City policy, state and federal law and as specifically provided in the Federal Family
and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1993
(CFRA). If possible, employees must provide thirty (30) days advance notice of leave.
22.2 FMLA and or CFRA — Second Opinion
The employee shall provide the City with a health care provider certification. The City, at
City expense, may require a second opinion on the validity of the certification. Should a
conflict arise between health providers, a third and binding opinion, at City expense
shall be sought.
SECTION 23 — LEAVES — PREGNANCY DISABILITY LEAVE
23.1 Preqnancv Disability Leave
The City shall provide pregnancy disability leave (PDL) for eligible employees as
required by City policy and applicable law and as specifically provided in the Fair
Employment and Housing Act and the Family Medical Leave Act. If possible, employees
must provide thirty (30) days advance notice of leave.
23.2 PDL — Transfer
In addition to or in lieu of a leave of absence, an employee with a pregnancy -related
disability may request a transfer to a different position. Such a request must be
accompanied with a certification from the employee's health care provider that such a
transfer is medically advisable. If a position is available for which the employee is
qualified and the transfer request can be reasonably accommodated, the Human
Resources Director will grant the transfer request.
SECTION 24 — DISCRIMINATION, HARASSMENT &
RETALIATION PROHIBITED
Discrimination, harassment and retaliation against any employee for employment because of
an employee's race, religion, creed, political affiliation, color, national origin, ancestry, sex,
sexual orientation, gender (or gender identity), age, familial status, veteran's status, physical or
mental disability or medical condition is prohibited. A City employee who feels he or she has
been discriminated against, harassed, or retaliated against must report the conduct
immediately to his or her supervisor or to the Human Resources Director.
SECTION 25 — REASONABLE ACCOMMODATION
In accordance with the California Fair Employment and House Act (FEHA) and the Americans
with Disability Act (ADA), the City will reasonably accommodate any known protected disability
of an employee.
SECTION 26 — CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM
Tier 1
The establishment of a second and third tier of benefits as defined below shall not affect the
benefits currently in effect for employees hired prior to 11/15/12, the effective date of the
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 20
CalPERS contract amendment. Safety employees hired prior to the establishment of the
second tier of retirement benefit are provided with the 3% at 50 formula retirement plan.
The City's contract with CalPERS includes the following optional benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (May 4, 1998).
• Military Service Credit as provide in Section 21024 (January 4, 1996).
• One -Year Final Compensation as provided Section 20042 (November 1, 1981).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1981).
• Post Retirement Survivors Allowance —fifty percent (50%) as provided by Sections:
21624, 21626, and 21628 (January 1, 1987).
• Cost of Living Allowance two percent (2%) as provided by Section 21329 (November
1, 1981).
• Retired Death Benefit of $500 as provided in Section 21620 (November 1, 1981).
• Post Retirement Survivor Allowance Continues as provided in Section 21635
(January 1, 2000).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (November 1, 1981).
Tier 2
In 2012, the Association and the City reached agreement on establishing a different level of
benefits (two-tiered retirement) for newly hired Safety employees. Safety employees who are
considered by CalPERS to be "classic" members hired after 11/15/12, the effective date of the
amended contract with CalPERS, shall receive the 3% at 55 formula retirement plan and the
three-year final average compensation.
The following optional benefits will remain in effect for employees in the second retirement tier:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (May 4, 1998).
• Military Service Credit as provide in Section 21024 (January 4, 1996).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1981).
• Post Retirement Survivors Allowance —fifty percent (50%) as provided by Sections:
21624, 21626, and 21628 (January 1, 1987).
• Cost of Living Allowance two percent (2%) as provided by Section 21329 (November
1, 1981).
• Retired Death Benefit of $500 as provided in Section 21620 (November 1, 1981).
• Post Retirement Survivor Allowance Continues as provided in Section 21635
(January 1, 2000).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (November 1, 1981).
Tier 3
New Safety employees hired on or after January 1, 2013 who meet the definition of a new
CalPERS member under the Public Employees' Pension Reform Act (PEPRA) shall receive
the 2.7% at 57 retirement formula with three-year final average compensation and the
following optional benefits in the third retirement tier:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (May 4, 1998).
• Military Service Credit as provide in Section 21024 (January 4, 1996).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1981).
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 21
• Post Retirement Survivors Allowance —fifty percent (50%) as provided by Sections:
21624, 21626, and 21628 (January 1, 1987).
• Cost of Living Allowance two percent (2%) as provided by Section 21329 (November
1, 1981).
• Retired Death Benefit of $500 as provided in Section 21620 (November 1, 1981).
• Post Retirement Survivor Allowance Continues as provided in Section 21635
(January 1, 2000).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (November 1, 1981).
The City shall continue to defer that portion of the employee's contribution paid to CaIPERS
through section 414(h)(2) of the Internal Revenue Code pursuant to City of Petaluma
Resolution 90-363 N.C.S.
Effective January 1, 2020 or the first payroll following the adoption of a contract amendment
with CaIPERS, whichever is later, the employee contribution for employees who participate in
the 3% at 50 or the 3% at 55 formula retirement plans shall increase from 9% to 10%.
Effective July 1, 2020 the employee contribution for employees who participate in the 3% at 50
or the 3% at 55 formula retirement plans shall increase from 10% to 11 %.
Effective January 1, 2021 the employee contribution for employees who participate in the 3%
at 50 or the 3% at 55 formula retirement plans shall increase from 11 % to 12%.
The parties shall work collaboratively to expedite formal adoption of a contract amendment
with CaIPERS to reflect this cost-sharing agreement under which the employees who
participate in the 3% at 50 or the 3% at 55 formula retirement plans are paying a portion of the
employer contribution to CaIPERS.
SECTION 27 — HEALTH BENEFITS — ACTIVE EMPLOYEES
27.1 Active Employees — PEMHCA Contribution
The City currently provides health benefits through the California Public Employees'
Retirement System (CaIPERS) Health Benefits Program under the Public Employees'
Medical and Hospital Care Act (PEMHCA). The City's employer contribution for each
employee's health benefits shall be the minimum required by PEMHCA. The City pays this
contribution directly to CalPERS.
27.2 Active Employees — Additional Benefit
The amount of the City's additional contribution for current employees and their covered
family members shall be equal to the insurance premium of the City's designated baseline
medical program for employee only, employee plus one, and employee plus two or more.
These amounts do not include the City PEMCHA contribution identified in 27.1. The City's
additional contribution shall not exceed these amounts unless and until a different amount
is negotiated by the parties.
Effective January 1, 2018, the City shall pay an additional benefit that depends upon the
actual percentage increase in the Kaiser — Bay Area premium. The City's additional benefit
contribution for 2018 shall be up to a 9% increase of the 2017 Health Plan Rate less the
City's PEMHCA contribution, multiplied by ninety-five percent (95%), or an amount equal to
the actual 2017 CaIPERS Health Premium for Kaiser - Bay Area, less the City's PEMHCA
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 22
contribution, times ninety-five percent (95%) for current employees and their covered family
members, whichever is less. If the percentage increase is greater than 9%, the City and the
employee shall share the amount above 9%, with the City paying 50% of the amount above
9% and the employee paying 50% of the amount above 9%.
For example, effective January 1, 2018, the monthly premium at the Kaiser rate for single
health benefit coverage was $779.86 and the PEMHCA rate was $133.00. The additional
benefit was calculated at $779.86 less $133.00 multiplied by 95% = $614.52. The
employee contribution was $32.34 ($779.86 - $133 - $614.52= $32.34).
The 2019 monthly premium at the Kaiser rate for single health benefit coverage is $768.25
and the PEMHCA rate is $136.00. The additional benefit is calculated at $768.25 less
$136.00 multiplied by 95% = $600.64. The employee contribution is $31.61.
Effective January 1, 2020, the monthly premium at the Kaiser rate for single health benefit
coverage is $768.49 and the PEMHCA rate is $139.00. The additional benefit is calculated
at $768.49 less $139.00 multiplied by 95% = $598.02. The employee contribution is
$31.47.
The 2021 CaIPERS premium for Kaiser — Region 1 and required 2021 PEMHCA
contribution are unknown. Effective January 1, 2021, the City shall pay the additional
benefit that depends upon the actual percentage increase in the Kaiser — Region 1
premium. The City's benefit contribution for 2021 shall be equal to the actual 2021
CaIPERS Health premium for Kaiser — Region 1, less the City's PEMHCA contribution,
multiplied by ninety-five percent (95%) for current employees and their covered family
members. If the percentage increase is greater than 9%, the City and the employee shall
share the amount above 9%, with the City paying 50% of the amount above 9% and the
employee paying 50% of the amount above 9%.
27.3 Employee Contribution
Employees shall contribute to his/her CaIPERS Health Premium in the amounts less the
City's PEMHCA contribution and less the additional benefit paid by the City.
SECTION 28 — HEALTH BENEFITS — RETIRED EMPLOYEES
28.1 Retired Employees — CaIPERS and the PEMHCA
The City currently provides health benefits through the California Public Employees'
Retirement System (CaIPERS) Health Benefits Program under the Public Employees'
Medical and Hospital Care Act (PEMHCA). In order to be eligible to receive health benefits
through CaIPERS upon retirement, a City of Petaluma employee must meet the following
definition of "annuitant" under CaIPERS law:
(A) Employee must be a member of CalPERS; and
(B) Employee must retire within 120 days of separation from employment with the City
of Petaluma and receive a monthly retirement allowance from CaIPERS.
28.2 CaIPERS Annuitant — PEMHCA Health Benefits
In accordance with the PEMHCA provisions if an employee is a CaIPERS annuitant as
defined in Section 28.1 and receives health benefits under the PEMHCA, the employee
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 23
is eligible to receive the City's PEMHCA contribution amount specified in Section 28.4
below, regardless of the number of years of service with the City of Petaluma.
28.3 Less Than 20 Years of Service — Not Receivinq PEMHCA Health Benefits
An employee with less than twenty (20) years of service with the City of Petaluma who
is not enrolled in the CalPERS health benefit program does not receive any retiree
benefit from the City.
28.4 Less Than 20 years of Service — Receivina PEMHCA Health Benefits
An employee with less than twenty (20) years of service with the City of Petaluma who is a
CalPERS annuitant as defined in Section 28.1 and enrolled in the CalPERS health benefit
program is eligible to receive the City's PEMHCA contribution amount specified in this
section.
For example, an employee would receive seventy-five dollars ($75) per month as a retiree
benefit if he or she retired on January 1, 2009. The following year, in 2010, the payment
would increase five dollars ($5) per month to eighty dollars ($80) and continue to increase in
five dollar ($5) increments every year until it reaches the maximum benefit amount of one
hundred dollars ($100.00) per month.
Calendar City's PEMHCA contribution
Year
as stated in the MOU
2017
$100.00
2018
$100.00
2019
$100.00
2020
$100.00
2021
$100.00
City's Actual Required PEMHCA
Contribution
$128.00
$133.00
$136.00
$139.00
Minimum PEMHCA contribution as set
by CalPERS.
The City's PEMHCA contribution amount is deducted from the retiree's monthly health
premium and paid to CalPERS directly by the City.
28.5 20 Years or More of Service — Not Receivinq PEMHCA Health Benefits
An employee with twenty (20) or more years of service with the City of Petaluma who is
not enrolled in the CalPERS health benefits program shall receive direct payments in
the amount of one hundred forty dollars ($140) each month, effective the first month
following the expiration of health benefit coverage.
28.6 20 Years or More of Service — Receivinq PEMHCA Health Benefits
An employee with twenty (20) years or more of service with the City of Petaluma who is
a CalPERS annuitant as defined in Section 28.1 and enrolled in the CalPERS health
benefit program shall receive a benefit payment of one hundred and forty dollars ($140)
per month as specified in this section.
The City's cash retiree benefit is sent directly to the retiree.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 24
Calendar
City PEMHCA
City's Actual
Year
contribution as
Required PEMHCA
in the MOU
stated in the
Contribution
$40.00
MOU
$140.00
2017
$100.00
$128.00
2018
$100.00
$133.00
2019
$100.00
$136.00
2020
$100.00
$139.00
2021
$100.00
Minimum PEMHCA
$140.00 minus
contribution as set
the monthly
by CaIPERS
City Cash Retiree
City's Actual
Total
Benefit as stated
Cash Retiree
Benefit
in the MOU
Benefit
Amount
$40.00
$12.00
$140.00
$40.00
$7.00
$140.00
$40.00
$4.00
$140.00
$40.00
$1.00
$140.00
$40.00
Total benefit
$140.00
amount of
$140.00 minus
the monthly
City PEMHCA
contribution
It is the responsibility of the retiree to notify the City in writing if he or she is no longer
participating in the CalPERS health benefit program. Following receipt of the written
notice, the City will commence direct payment of the one hundred forty dollars ($140) at
the beginning of the following month.
SECTION 29 — RETIRED EMPLOYEES — DISABILITY BENEFITS
29.1 CalPERS Annuitant — PEMHCA Health Benefits
In accordance with the PEMHCA provisions if an employee is a CalPERS annuitant as
defined in Section 28.1 and receives health benefits under the PEMHCA, the employee
is eligible to receive the City's PEMHCA contribution amount, specified in Section 28.4,
regardless of the number of years of service with the City of Petaluma.
29.2 Less Than 15 Years of Service — Not Receivinq PEMHCA Health Benefits
An employee with less than fifteen (15) years of service with the City of Petaluma who
retires into CalPERS from the City of Petaluma based upon disability and is not enrolled
in the CalPERS health benefit program shall receive direct payments in the amount of
one hundred dollars ($100) each month for eighteen (18) months.
29.3 15 Years or More of Service — Receivinq PEMHCA Health Benefits
An employee with fifteen (15) years or more of service with the City of Petaluma who
retires into CalPERS from the City of Petaluma based upon disability and is enrolled in
the CalPERS health benefit program shall receive a benefit payment of one hundred and
forty dollars ($140) per month as specified in Section 28.6.
29.4 15 Years or More of Service — Not Receivinq PEMHCA Health Benefits
An employee with fifteen (15) years or more of service with the City of Petaluma who
retires into CalPERS from the City of Petaluma based upon disability and is not enrolled in
the CalPERS health benefits program shall receive direct payments in the amount of
one hundred forty dollars ($140) each month, effective the first month following the
expiration of health benefit coverage.
SECTION 30 — CASH IN LIEU OF HEALTH AND DENTAL BENEFITS
Employees with health and or dental benefit insurance coverage from a source other than the
City, or employees with health and dental benefit insurance coverage from a City employee,
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 25
may request cash in lieu of health and dental benefits. To be eligible for the cash in lieu benefit
program employees must waive his or her coverage under the City's health and or dental
benefits; agree to the terms and conditions of the cash in lieu benefit program and have written
verification of health and or dental benefits insurance.
The cash in lieu amount for health coverage shall be in the amount of fifty percent (50%) of the
health insurance premium amount of the CalPERS Kaiser — Region 1 that the City would
otherwise pay for the employee and his or her family members. The cash in lieu amount for
dental insurance benefits shall be in the amount of fifty percent (50%) of the established dental
program composite rate.
SECTION 31 — SECTION 125 PLAN
The City of Petaluma has established and shall offer to eligible employees an Internal
Revenue Code (IRC) Section 125 plan. The Section 125 plan is subject to federal law and plan
provisions.
The Section 125 Plan offered by the City provides employees with a tax savings through the
following programs:
(A) Pre -Tax Health Insurance Premiums
This program allows employees to pay his or her share of health insurance
premiums with pre-tax dollars.
(B) Flex Soendina Accounts
(1) Medical Reimbursement
This program permits employees to pay for common out-of-pocket medical
expenses (not covered by insurance) such as deductibles, co -pays, and
vision and dental care with pre-tax dollars.
(2) Dependent Care Reimbursement
This program permits employees to pay for most child and or dependent
care expenses with pre-tax dollars.
SECTION 32 — DENTAL PROGRAM
The City shall provide a dental plan for the term of the Memorandum of Understanding and pay
the total premium costs for the employee and eligible dependents. Effective January 1, 2016,
the maximum benefit amount increased to two thousand dollars ($2,000) per person per
calendar year. Orthodontic coverage shall be provided for dependent children under the age of
twenty-six (26) years and is 50% of the dentist's allowed fee (subject to a $1,000 lifetime
maximum per dependent child). The City shall bear the cost of any premium increases during
the period covered by this MOU.
SECTION 33 —VISION PROGRAM
The City shall provide a vision plan for employees and eligible dependents. The cost shall be
paid for by the City. The plan coverage shall be as indicated on provider contract documents
on file in Human Resources. The City shall bear the cost of any premium increases during the
period covered by this MOU.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 26
SECTION 34 — LIFE INSURANCE
The City shall provide at no cost to the employee, group term life insurance coverage in the
principal amount of fifty -thousand dollars ($50,000) per employee.
SECTION 35 — LONG TERM DISABILITY INSURANCE
35.1 LTD —Amount
The City shall pay the amount of twenty-four dollars and fifty cents ($24.50) per month,
per employee. This amount shall not exceed, however, the total cost of the premium for
the long-term disability (LTD) insurance plan.
35.2 LTD — No Sick Leave Deduction
When an employee is on LTD leave, no sick leave shall be deducted from the
employee's leave balance, pursuant to the language of the International Firefighters'
Association LTD plan.
SECTION 36 — EMPLOYEE ASSISTANCE PROGRAM
The City will provide an Employee Assistance Program to employees and their immediate
families. This licensed counseling service will provide assistance and referrals for marriage
and family problems, alcohol and drug dependency, emotional, personal, and stress-related
concerns and other issues. All counseling services are confidential.
SECTION 37 — DEFERRED COMPENSATION
The City of Petaluma shall make available to employees a Deferred Compensation Plan.
SECTION 38 — PERSONAL EXPOSURE REPORTING
The City shall pay during the period of this memorandum the amount of twenty dollars ($20.00)
per person per year toward the Personal Exposure Reporting System. Copies of exposure
reports are to be provided to the Human Resources Office by the employee. Employee names
shall be eliminated so that no identification is shown.
SECTION 39 — CLASS B PHYSICALS
39.1 Class B Physicals — Frequency
The City agrees to provide each employee a physical every two (2) years equivalent to
the medical requirements necessary for a Class B Driver's License. Any employee not
wishing to participate in the physical provided by the City may elect to choose a
physician of his or her choice.
39.2 Class B Physicals — Employee Reimbursement
The City will only reimburse the employee the cost of conducting the minimum physical
and testing as required of the group physical.
39.3 Class B Physicals — 30 days Notice
The City will provide a minimum of thirty (30) days advanced notice to the employees of
their intent to conduct physicals.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 27
39.4 Class B Physicals — No Cost to Employee
The City will agree to provide this service at no cost to the employee subject to the
limitations of this paragraph.
39.5 Class B Phvsicals — Prior Approval
An employee selecting a physician of his or her choice must submit a detailed invoice of
the cost of the physical and obtain scheduling approval from the Battalion Chief prior to
commencing with the physical.
39.6 Class B Physicals — Program Limitations
Subject to the limitations of the above paragraph, should more than ten percent (10%)
of the suppression personnel of this Unit choose a physician of their choice and or the
cost for conducting out of group physicals becomes cost prohibitive, the City may elect
to discontinue this service of providing an elective physical.
SECTION 40 — CLASS B and C DRIVER LICENSE
40.1 Class B and C — Requirement
The City requires that each employee maintain either a Class B Commercial or a Class
C with Firefighter Endorsement driver license. The City will reimburse an employee the
difference in cost between the Class B Commercial F and the Class C with a Firefighter
endorsement license.
40.2 Class B — Pull Notice — Purpose
The Department of Motor Vehicle (DMV) Pull Notice Program is designed to provide
notification to the City of convictions, accidents or actions taken against licensed drivers
holding a Class A or B license.
40.3 Class B — Process Pull Notice is Received
When notice is received by the department regarding a restricted, suspended, or
revoked license, the supervisor will, as soon as practical, discuss the license restriction,
suspension, or revocation with the employee and give him/her oral and written
instructions regarding limitation or prohibitions of that employee's operation of City
vehicles. The employee may choose to have union representation at this meeting if he
or she chooses.
40.4 Class B — Lapse/Loss of Class B
If the lapse/loss of the Class B driver's license occurs through no fault of the employee
(i.e., such as Fire Department failure to offer training sufficient to satisfy certification
requirements, lack of notification by the certifying agency, or the employee suffers a
catastrophic illness or accident and the lapse occurs before the employee is able to
remedy it), no adverse action will occur so long as the employee takes appropriate and
immediate steps to re -obtain the lapsed/lost certification.
SECTION 41 — SICK LEAVE TRANSFER
41.1 Sick Leave Transfer
Employees wishing to donate hours of sick leave to another employee may do so by
sending a written request, approved by their department head, to the Human Resources
Department naming the individual to receive the sick leave and the amount donated,
with the following restrictions listed in 41.2.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 28
41.2 Sick Leave Transfer — Limitations
Sick transfers shall be subject to the following limitations:
(A) Transfer of sick leave shall be allowed between all Units.
(B) Transfers are for Sick Leave and not for use at retirement.
(C) A donor must retain a balance of five -hundred (500) hours at any time.
(D) Transfer amounts shall be limited to the number of actual hours needed and
used by the recipient, plus forty-eight (48) hours.
(E) Any donated sick leave hours unused by a recipient, shall be returned to the
donor, less forty-eight (48) hours, which may be retained by the recipient.
(F) The recipient must have a zero balance.
(G) A recipient may receive no more than one -thousand, four -hundred, sixty (1460)
hours per Fiscal Year.
(H) The donation must be for an illness or injury involving extreme physical pain or
the impairment of a function of a bodily member, organ or mental faculty, and
requiring medical intervention such as surgery, hospitalization, or physical
rehabilitation.
41.3 Sick Leave Transfer — Employees With 365 Days Service
(A) Employees who have been employed for a period of three -hundred, sixty-five
(365) days or less and have no accrued sick leave hours, the City shall permit for
the transfer of sick leave hours from a bargaining unit member. This sick leave
transfer is for the minor illness or off -the -job injury that would normally require a
short period of time to recuperate. Issues of "catastrophic illness or injury", as
described in Section 41.2 above would still be addressed in the manner outlined
in the MOU.
(B) To be eligible for this transfer, the recipient must have a zero sick leave balance
and may receive no more than seventy-two (72) total hours from all sources, for
the initial three -hundred, sixty-five (365) day period. This provision of sick leave
transfer becomes null and void on the employee's (three -hundred, sixty-sixth)
366th day of employment.
SECTION 42 — FIRE INSPECTOR
42.1 Fire Inspector — Rights
The Fire Inspector shall enjoy all rights and benefits retained by all other personnel in
Unit 7, except as differentiated hereunder:
42.2 Fire Inspector— Work Week
Work week shall be forty (40) hours. The workday schedule (5/8, 4/10) shall be
determined by the Fire Chief.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 29
42.3 Fire Inspector —Overtime
One and one half (1 '/2) times hourly rate for all hours over the normally assigned work
day (i.e. eight (8) hours per day, ten (10) hours per day).
42.4 Fire Inspector — Standby Pay
(A) After normal business hours (evenings, weekends and holidays) availability for
which a fire inspector is required to respond to a fire department incident
(primarily, fire investigation) when the Fire Marshal is not available.
(B) Standby duty shall be defined as that circumstance requiring the employee to:
(1) Remain within a reasonable response time area (not greater than an
approximate forty-five (45) minute travel time).
(2) Refrain from activities that might impair his or her performance of
assigned duties upon call.
(3) Be available at all hours by telephone or other communication devices
(pager).
(4) Respond promptly upon receiving a call -out assignment.
(C) Management, in writing, prior to the assignment, shall assign standby duty.
(D) Fire Inspectors assigned to standby duty shall be compensated at a rate of three
dollars and twenty-five cents ($3.25) per hour.
(E) Distribution of the standby assignment will be equally divided (as practical)
between the inspectors.
42.5 Fire Inspector— Compensatory Time
Fire Inspectors shall enjoy compensatory time benefits as outlined above in sections
6.16 through 6.18. Compensatory time off shall be allowed only with the prior approval
of the Fire Marshal, subject to the operational needs of the City.
42.6 Fire Inspector — Holidays
With respect to holiday pay, the Fire Inspector shall continue to utilize existing practice
(receive the holiday off with pay as other forty (40) hour employees of the City). During
the Fiscal Year the City will authorize one (1) Floating Holiday per employee, which may
be taken by the employee at a time selected by the employee, subject to operational
requirements and approval by the City. Employees hired between July 1 and December
31 will be eligible for a Floating Holiday during the course of the Fiscal Year. Holidays
for the Fire Inspector shall be determined by Council Resolution. Holidays shall be paid
according to employee's regularly assigned work shift:
(A) For example, if an employee works a 4/10 schedule, s/he shall receive ten (10)
hours of pay for the holiday. If an employee works a 9/80 schedule, s/he shall
receive nine (9) hours of pay for the holiday, or eight (8) hours of pay if the holiday
falls on their regularly scheduled eight (8) hour workday as part of their 9/80
schedule. If an employee works a 5/8 schedule (five days/week, eight hours/day),
s/he shall receive eight (8) hours of pay for the holiday. The same shall be true for
any employee whose regular work week is fewer than forty (40) hours per week,
except that no such employee shall receive more than eight (8) hours of pay for the
holiday.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 30
42.7 Fire Inspector — Floatinq Holidav
On a fiscal -year basis, employees will receive floating holiday hours based on the
employee's regular work shift. Employees regularly assigned to an eight (8) hour work
day shall receive one eight (8) hour floating holiday. Employees regularly assigned to a
nine (9) hour work day shall receive one nine (9) hour floating holiday. Employees
regularly assigned to a ten (10) hour work day shall receive one ten (10) hour floating
holiday.
42.8 Fire Inspector— Call in Holidays
A Fire Inspector called into work on a designated holiday shall receive a minimum of
four (4) hours of overtime.
42.9 Fire Inspector —Vacation Accrual (Based on a 40 -hour workweek)
Amount of Continuous
Vacation Accrual
Maximum Accrual
Service
Hours Per Year
Allowed
From hire to less than 6 years
80 hours
I 160 hours
From 6 to less than 11 years
130 hours
( 260 hours
From 11 to less than 12 years
138 hours
I 276 hours
From 12 to less than 13 years
146 hours
I 292 hours
From 13 to less than 14 years
154 hours
( 308 hours
From 14 to less than 15 years
162 hours
( 324 hours
From 15 to less than 16 years
170 hours
( 340 hours
From 16 to less than 17 years
178 hours
356 hours
From 17 to less than 18 years
186 hours
( 372 hours
From 18 to less than 19 years
194 hours
388 hours
From 19 to less than 20 years
202 hours
404 hours
20 years or greater
210 hours
420 hours
The higher accrual rate is effective twelve (12) months prior to the affected anniversary date so
that sufficient accrued time is available on the anniversary date. An employee who is due an
increase in vacation during the next calendar year may include the additional vacation time
during sign-ups for that year, and it may be taken concurrent with other vacation days,
provided the employee does not exceed his or her accrued vacation hours.
42.10 Fire -Inspector— Vacation Deferral
The Fire Inspector may defer annual vacation leave with the approval of the Fire Chief
to a maximum of two (2) years accrual.
42.11 Fire Inspector— Sick Leave
Accrual of eight (8) hours per month with unlimited accumulation.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU
31
42.12 Fire Inspector — Rate of Usaqe
Each day shall be charged against the employee's sick leave at the rate of the workday
or less, if actual sick leave usage is less.
SECTION 43 — MAINTENANCE OF CERTIFICATIONS/ LICENSES
Employees shall assume responsibility for maintaining validation of the certifications required
by their job classification, including EMT, Paramedic and Class B Commercial or Class C with
a Firefighter Endorsement driver license.
SECTION 44 — FIREFIGHTER OPENINGS
Every available Firefighter opening shall be made available to current Firefighter/Paramedics
according to Department seniority. The Fire Chief shall retain the discretion to use factors
other than seniority in exceptional circumstances, such as, "Paramedic Burnout."
SECTION 45 — PROMOTIONAL TESTING AND JOB CLASSIFICATIONS
45.1 Promotional Testinq & Job Classifications — Meet and Confer
To the extent required by the Meyers-Milias-Brown Act, the City will meet and confer
with Union representatives over changes in job classifications or promotional testing.
45.2 Promotional Testinq & Job Classifications — Disputes
Disputes regarding whether the City is required to meet and confer over a particular
topic shall be subject to the grievance process set forth in the MOU.
45.3 Promotional Testinq & Job Classifications — Postinq Requirements
For positions to which members of Unit 7 could promote, promotion process information
will be available in the Human Resources Office at the time of posting. Information will
include applications, minimum qualifications, study material reference information, if
appropriate, and information on passing scores.
45.4 Promotional Testinq & Job Classifications — Changes in Process
Any changes in an established testing process must be submitted in writing to the Union
for review and input no fewer than sixty (60) days prior to the beginning of the process.
45.5 Promotional Testinq & Job Classifications — Eligibility Lists
Promotional Eligibility Lists shall remain in effect for two (2) years from the date of
certification. Should there be three (3) or fewer eligible names on the list, the City may
conduct new promotional testing.
SECTION 46 — PROBATIONARY PERIOD
46.1 Purpose of Probation
The purpose of probation is to give the City an opportunity to evaluate an employee's
performance prior to the employee entering regular employee status. Regular employee
status shall commence with the day following the expiration date of a probationary
period.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 32
46.2 Periodic Probationary Evaluation
After passing an examination and accepting appointment, each employee shall serve a
probationary period. During this probationary period the employee's performance shall
be evaluated at least once at or near the midpoint of the probationary period. The
results of this evaluation shall be discussed with the employee.
46.3 Lenqth of Probationary Period
The probationary period on original and promotional appointments shall be for eighteen
(18) months for new hires. For promotion employees, the probationary period shall be
twelve (12) months.
46.4 Reiection during Probation
During the probationary period an employee may be rejected at any time by the City
Manager, without the right of appeal, except as provided by law. Notification of rejection
in writing shall be served on the probationer and a copy filed with Human Resources.
46.5 Extension of Probationary Period
The probationary period shall not be extended except in the case of extended illness or
injury or compelling personal situation during which time the employee was unable to
work. In such cases, the probationary period may be extended for the length of time the
ill or injured employee was unable to work. Extension of probation is at the sole
discretion of the City Manager.
46.6 Promotion of Probationary Emplovee
An employee serving a promotional probationary period may be promoted to a position
in a higher classification. When an employee is promoted under such circumstances,
the probationary period of the lower classification shall be suspended. This suspension,
the new promotional probationary period, and the promotional appointment shall
commence on the same date.
46.7 Unsuccessful Passaqe of Promotional Probation
An employee who does not successfully pass his/her promotional probationary period
shall be reinstated to the position in which the employee held regular employee status
prior to his/her promotion. If the employee was serving a probationary period at the time
of promotion, the suspension of the prior probationary period shall be lifted, the
employee shall be reinstated to probationary status in the prior classification and the
remainder of that period shall be served.
SECTION 47 — SAFETY COMMITTEE
The Union shall appoint one member to the Departmental Safety Committee.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 33
SECTION 48 — PERSONNEL FILES
48.1 Personnel Files — Access to Personnel File
An employee (or his or her representative, on presentation of written authorization from
the employee in a form acceptable to the City) shall have access to non -confidential
portions of the employee's personnel file at a mutually agreeable time.
48.2 Personnel Files — Acknowledge Receipt
The employee may be required to acknowledge the receipt of any document entered
into the employee's personnel file.
48.3 Personnel Files — Adverse Comments
No performance evaluations or disciplinary actions containing adverse comments about
an employee's work performance or conduct shall be placed into his or her personnel
file until the employee has been given the opportunity to review the document. The
employee may write a response to the document containing the adverse comments for
placement into the personnel file. Examples of documents considered confidential may
include but are not limited to: documents relating to a criminal investigation; and other
information supplied by confidential sources (e.g.: confidential performance appraisals).
SECTION 49 — DISCIPLINE
49.1 Discipline — Just Cause
Except for probationary employees, unless otherwise required by law, no employee
shall be suspended for one (1) day or more or discharged without just cause.
49.2 Discipline — Discipline Hearing
A hearing shall be held to investigate the charges prior to the imposition of discipline or
discharge. Prior to the hearing, the employee and Union shall be notified in writing of
the charges; shall be provided with those documents and materials upon which the
proposed discipline is based; and notified of the time and place of the hearing. The
employee shall have the right to be accompanied and represented by the Union and or
legal counsel.
49.3 Discipline — Corrective Discipline Defined
Corrective discipline is defined as any suspension of one (1) day or more.
SECTION 50 — ALCOHOL / DRUG FREE WORK PLACE
50.1 Alcohol/Drug Free Workplace — Purpose
The City and the Union agree that it is in their interest to maintain a work environment
free from the use of alcohol and the adverse effects of illegal drugs.
50.2 Alcohol/Drug Free Workplace — Policv
The use of alcohol and non -medically authorized drug use which adversely affects or is
likely to adversely affect an employee's job performance or which jeopardizes the safety
of an employee or other employees, the public, or City equipment will result in
disciplinary action as required by Government Code Section 8355(a).
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 34
50.3 Alcohol/Drug Free Workplace — Prescription Medication
An employee who is using prescription drugs or medication, which affects his or her
ability to work safely, is responsible for bringing that matter to the attention of his or her
supervisor. Such disclosure shall be kept confidential as required by applicable law.
Supervisors should be alert to the effect of medication or illness on an employee's
ability to perform work safely.
50.4 Alcohol/Drug Free Workplace — EAP
The City commits itself to maintain an Employee Assistance Program (EAP). An
employee is encouraged to seek such assistance before the use of illegal drugs affects
job performance. The City EAP will be available to help an employee and his or her
family with alcohol and or drug related problems. Voluntary participation in the EAP is
treated on a confidential basis and does not affect an employee's job status.
50.5 Alcohol/Drug Free Workplace — Procedures
(A) Evidence of an employee who possesses, is under the influence, uses or is
involved in furnishing, selling, or offering alcohol or illegal drugs while on the job
must be reported by employee's Department Head.
(B) An employee is required to perform his or her duties in a safe manner, and
supervisors have a responsibility to ensure that this is done. If a supervisor
suspects that an employee is working in an unsafe manner due to drugs or
alcohol, the supervisor is responsible for taking those actions necessary to
ensure that reasonably safe working conditions are maintained.
(C) If the City has reasonable suspicion to suspect that an employee is not fit for
duty, it may require the employee to submit to a medical examination by a City
designated medical facility. It is the responsibility of the City designated medical
facility to determine after the examination whether the employee is fit or unfit for
duty. During the examination, the medical facility may require the employee to
provide a blood or urine sample for drug and alcohol screening.
(D) In the event of an accident involving personal injury, the employee involved will be
subject to a mandatory drug/alcohol test.
50.6 Alcohol/Drug Free Workplace — Side Effects
(A) Additionally, certain prescribed and over the counter drugs have "known potential
side effects which can:
• Adversely affect judgment;
• Affect mental alertness;
• Affect physical balance or the ability to accomplish strenuous physical acts;
and or
• Otherwise affect Fire Fighter's ability to perform all job functions safely and
expertly.
(B) Members are responsible for ascertaining the known, potential side effects of
prescribed and over-the-counter medications they may take. This shall be
accomplished, e.g., through review of the warning labels on such medications,
consultation with the member's physician, consultation with a pharmacist, or
review of readily available data such as books listing commonly available
medications and their side effects.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 35
(C) A member taking any prescription and or over-the-counter medication known to
have any of the above potential side effects shall:
(1) Inform his or her direct supervisor that he or she is taking such medications
(2) Carefully monitor his or her ability to fully and safely perform services; and
(3) Remove himself or herself from duty, in accordance with departmental
procedures, in the event that the member perceives that the medication is
having an adverse effect on judgment or work.
(4) The Department also retains the right and authority to remove a member
from duty in the event that the Department has a rational basis for
concluding that the member's judgment or ability to work has been affected
by ingestion of a prescription or over-the-counter drug.
(D) In fulfilling their responsibility under this section, members are not required to
explain the illness or medical condition for which they are taking medication.
(E) The Department shall take all reasonable steps to protect members' privacy
under the circumstances involved in this section.
(F) Any employee who voluntarily comes forward to his or her supervisor or the
City's EAP requesting assistance with chemical dependency shall have such
requests treated confidentially. Participation in the Employee Assistance
Program does not, however, relieve employees of their responsibility to meet
work performance requirements.
(G) Should an employee be disciplined due to an incident which involves a violation
of the Department Drug and Alcohol Policy, the City may require participation in a
substance abuse program in addition to other disciplinary action and the
employee shall faithfully participate in such a program. Failure to agree to and
participate in such a program shall be cause for dismissal.
(H) Employees shall be recommended for either a thirty (30) day suspension or
termination if found under the influence or possessing illegal drugs.
SECTION 51 — GRIEVANCE PROCEDURE
51.1 Grievance — Purpose of Rule
(A) To promote improved employer-employee relations by establishing grievance
procedures on matters for which appeal or hearing is not provided by other
regulations.
(B) To afford employees individually or through qualified employee organizations a
systematic means of obtaining further consideration of problems after every
reasonable effort has failed to resolve them through discussions.
(C) To provide that grievances shall be settled as near as possible to the point of
origin.
(D) To provide that appeals shall be conducted as informally as possible.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 36
51.2 Grievance — Matters Subiect to Grievance Procedure
A grievance is a dispute over the interpretation, application or enforcement of the
express terms of the MOU. All formal grievances shall be submitted in writing on the
form attached to the MOU as Exhibit C. The City is not required to meet with any
employee over a grievance unless the grievance is submitted in writing on the
appropriate grievance form.
51.3 Grievance — Informal
(A) An employee who has a problem or complaint should first try to get it settled
through discussion with his or her Battalion Chief without undue delay. If, after
this discussion, he or she does not believe the problem has been satisfactorily
resolved, he or she shall have the right to discuss it with the Fire Chief. Every
effort should be made to find an acceptable solution by informal means at the
lowest possible level of supervision.
(B) If the employee is not in agreement with the decision reached by discussion with
the Fire Chief, he or she shall then have the right to file a formal appeal in writing
within ten (10) calendar days.
51.4 Grievance — Formal
(A) First Level of Review
The appeal shall be presented in writing to the employee's Battalion Chief, who
shall render his or her decision and comments in writing and return them to the
employee within ten (10) calendar days after receiving the appeal. If the
employee does not agree with his or her Battalion Chiefs decision, or if no
answer has been received within ten (10) calendar days, the employee may
present the appeal in writing to the Fire Chief. Failure of the employee to take
further action within ten (10) calendar days after receipt of the written decision of
his or her supervisor, or within a total of fifteen (15) calendar days if no decision
is rendered will constitute a dropping of the appeal.
(B) Department Review
The department head (or his or her designated representative), after receiving
the appeal, should discuss the grievance with the employee, his or her
representative, if any, and with other appropriate persons. The department head
shall render his or her decision and comments in writing, and return them to the
employee within ten (10) calendar days after receiving the appeal. If the
employee does not agree with the decision reached, or if the department head
fails to render a written decision within ten (10) calendar days after receiving the
appeal, the employee may advance the appeal to the City Manager within fifteen
(15) calendar days.
(C) Citv Manaqer
The City Manager receiving the appeal, or his or her designated representative,
should discuss the grievance with the employee, his or her representative, if any,
and with other appropriate persons. The City Manager may designate a fact-
finding committee, not in the normal line of supervision, or Personnel Board to
advise him concerning the appeal. The City Manager shall render a decision in
writing to the employee within twenty (20) calendar days after receiving the
appeal.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 37
(D) Arbitration
If the grievance involves a dispute over the interpretation, application or
enforcement of the express terms of the MOU or a disciplinary action of
termination outside probation, demotion, or suspension without pay beyond one
work day, and if either the Union or the employee is dissatisfied with the decision
of the City Manager, either the Union or the employee may, within 14 calendar
days of receipt of the decision, require that the grievance be submitted to an
impartial arbitrator who shall be selected by mutual agreement or, of such
agreement is not reached, by alternately striking names from a list of 5 arbitrators
submitted by the State of California Conciliation Service, with the first party to
strike to be determined by lot.
The fees and expenses of the arbitrator and of the court reporter, if any, shall be
shared equally by the City and by the party requesting arbitration (i.e., the
employee or the Union). The party requesting arbitration (i.e., the employee or
the Union) and the City shall bear the costs of its own presentation, including
preparation and post -hearing briefs, of any, and the costs of its representative.
The decision of the Arbitrator shall be final and binding on all parties.
51.5 Grievance — Conduct
(A) The time limits specified above may be extended to a definite date by mutual
agreement of the employee and the reviewer concerned.
(B) The employee may request the assistance of another person of his or her own
choosing in preparing and presenting his or her appeal at any level of review.
(C) The employee and his or her representative may be privileged to use a
reasonable amount of work time as determined by the appropriate department
head in conferring about and presenting the appeal.
(D) The employees shall be assured freedom from reprisal for using the grievance
procedures.
SECTION 52 — LAYOFF PROCEDURE
52.1 Layoff — Notification
Employees to be laid off shall be given, whenever possible, at least fourteen (14)
calendar days prior notice.
52.2 Layoff — Vacancy and Demotion
Except as otherwise provided, whenever there is a reduction in the work force, the
appointing authority shall first demote to a vacancy, if any, in a lower classification for
which the employee who is the latest to be laid off in accordance with Section 52.5 is
qualified. All persons so demoted shall have their names placed on the re-employment
list.
52.3 Layoff — Employee Riqhts
An employee affected by layoff shall have the right to displace an employee in the same
department who has less seniority in 1) a lower classification in the same classification
series or in 2) a lower classification in which the affected employee once had regular
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 38
status. For the purpose of this section and Section 52.4, seniority includes all periods of
full-time service within the City of Petaluma Fire Service at or above the classification
level where the layoff is to occur.
52.4 Layoff — Seniority
(A) In order to retreat to a former or lower classification, an employee must have
more seniority than at least one (1) of the incumbents in the retreat classification,
be qualified to hold the retreat classification or have served in the retreat
classification prior to the layoff and request displacement action in writing to the
Human Resources Office within five (5) working days of receipt of notice of layoff.
(B) Employees within each category shall be laid off in reverse order of seniority
within the classification series. Seniority for the retreat classification would be
the combination of time served at or above the layoff classification and any prior
time served in the retreat classification. Ties will be broken based on seniority of
total City service.
(C) Employees retreating to a lower or similar classification shall be placed at the
salary step representing the least loss of pay. In no case shall the salary be
increased above that received in the classification from which the employee was
laid off.
(D) Employees retreating to a lower or similar classification shall serve a
probationary period in the new classification unless they have previously
successfully completed a probationary period in the retreat classification or a
higher classification in the series.
52.5 Lavoff — Employment Status
In each classification of position within the competitive service, employees shall be laid
off according to employment status in the following order: temporary, provisional,
probationary, and regular.
Temporary, provisional and probationary employees shall be laid off according to the
needs of the service as determined by the appointing authority.
52.6 Lavoff — Re -Employment List
The names of persons laid off or demoted in accordance with these rules shall be
placed on a re-employment list. Lists from different departments or at different times for
the same classification of position shall be combined into a single list. Such list shall be
used by every appointing authority when a vacancy arises in the same or lower
classification of position before certification is made from an eligibility list.
52.7 Layoff — Duration of Re -Employment List
Names of persons laid off shall be carried on a re-employment list for two (2) years,
except that persons appointed to regular positions of the same level as that which were
laid off, shall, upon such appointment, be dropped from the list. Persons who refuse re-
employment shall be dropped from the list. Persons re-employed in a lower
classification, or on a temporary basis, shall be continued on the list for the higher
position for two (2) years.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 39
Employees in Public Safety classifications shall be subject to all appropriate regular
medical testing in order to determine fitness for duty. Any such testing will be in
accordance with the Americans with Disabilities Act. No employee who was physically
qualified for employment at time of layoff shall be denied employment subject to
successful regular medical fitness for duty testing under this section.
SECTION 53 — COMMUNICATION PROCEDURE
53.1 Communication Procedure — Problem Solving
The parties agree to improve mutual communication and foster collaboration and
shared responsibility for problem solving on all matters of the City and Union. This
includes consultation on matters of departmental operation and meeting and conferring
on matters affecting wages, hours and working conditions within the scope of
representation.
53.2 Communication Procedure — Labor/Management Meetinqs
The parties shall conduct quarterly, or as needed labor/management meetings, where
all matters of department operation may be discussed based on an agenda jointly
developed by the parties. In addition to such quarterly meetings, either party may initiate
other meeting(s) by notifying the other of their desire to discuss further issues as they
arise. The parties acknowledge that such notice does not constitute compliance with
this section. Each party shall designate its representative for such discussions. If either
party determines the issue to be of immediate importance, discussions shall commence
at the earliest possible time.
53.3 Communication Procedure — Union Notification
If the City desires to change a matter affecting wages, hours or working conditions
within the scope of representation not covered by this MOU, it shall so notify the Union.
If the Union desires to negotiate, it will notify the City, and the parties will meet and
confer in good faith on an expedited basis.
53.4 Communication Procedure — Open Minded
Each party commits to being open minded, to avoid predetermined results, and fully
consider in good faith the interests of the other party prior to arriving at a decision or
course of action.
53.5 Communication Procedure — Reason for Decision
Once a decision is reached, the department will provide to the Union its reason for the
decision. This procedure shall be a supplement to, and not in place of, any procedure
available pursuant to the City Charter; provided that nothing in this section shall be
construed to modify or enlarge the scope of matters subject to meeting and conferring
or interest arbitration.
SECTION 54 — SAVINGS CLAUSE
Should any part of this Memorandum be rendered or declared illegal or invalid by legislation,
decree of a court of competent jurisdiction or other established governmental administrative
tribunal or board, such invalidation shall not affect the remaining portions of the Memorandum.
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 40
SECTION 55 — MUTUAL ACCEPTANCE AND RECOMMENDATION
The parties affix their signatures as constituting mutual acceptance and recommendation of
this Memorandum of Understanding to become effective upon acceptance and approval of the
City Council.
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
LOCAL 1415, PETALUMA
Dennis Wallach Date
Labor Negotiator, IAFF Local 1415
Ken Dick Date
President, IAFF Local 1415
Matt Martin Date
Negotiating Committee, IAFF Local 1415
Zachary Brown Date
Negotiating Committee, IAFF Local 1415
Jim Gloeckner Date
Negotiating Committee, IAFF Local 1415
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 41
CITY OF PETALUMA
Bruce Heid
Chief Negotiator, IEDA
Date
Charles Castillo Date
Director of Human Resources
Peggy Flynn
City Manager
Date
January 1, 2018 — June 30, 2021 City of Petaluma / lAFF Unit 7 MOU 42
EXHIBIT A
Local 1415 - International Association of Fire Fighters, Unit 7
Wage Increases for Term of Contract
1/1/2019
7/1/2019
1/1/2020
7/1/2020
1/1/2021
FIRE CAPTAIN
3.00%
3.00%
2.00%
2.00%
2.00%
FIRE ENGINEER/PARAMEDIC
3.00%
3.00%
2.00%
2.00%
1.00%
FIRE ENGINEER
3.00%
3.00%
2.00%
2.00%
1.00%
FIRE FIGHTER
2.00%
2.00%
2.00%
1.00%
1.00%
FIRE FIGHTER/PARAMEDIC
3.00%
2.00%
2.00%
1.00%
1.00%
FIRE INSPECTOR
3.00%
3.00%
2.00%
2.00%
2.00%
Salary Ranqes Effective January 1, 2019
Salary Ranqes Effective Mav 20, 2019 Per Side Letter Aqreement
Hourly Pay Steps
Hourly Pay Steps
1 I
2
3
4
Wage
FIRE CAPTAIN
I
$33.99
$35.65
$37.42
$39.27
FIRE ENGINEER/PARAMEDIC
$29.32
$30.76
Classification
Increase
$35.53
1
$28.64
2
$31.52
3
$34.71
4
$26.46
5
$29.12
1/1/19
$32.07
FIRE FIGHTER/PARAMEDIC
$29.32
$30.76
$32.27
$33.86
$35.53
FIRE INSPECTOR (based 40 hours
$39.22
$41.15
FIRE CAPTAIN
3.00%
$
31.92
$
33.52
$
35.18
$
36.95
$
38.80
FIRE
3.00%
$
28.85
$
30.29
$
31.80
$
33.39
$
35.06
ENGINEER/PARAMEDIC
FIRE ENGINEER
3.00%
$
28.17
$
29.57
$
31.05
$
32.60
$
34.24
FIRE FIGHTER
2.00%
$
25.99
$
27.29
$
28.65
$
30.09
$
31.60
FIRE FIGHTER/PARAMEDIC
3.00%
$
28.85
$
30.29
$
31.80
$
33.39
$
35.06
FIRE INSPECTOR (based 40
3.00%
$
38.56
$
40.49
$
42.53
$
44.64
$
46.89
hours per week)
Salary Ranqes Effective Mav 20, 2019 Per Side Letter Aqreement
January 1, 2018 - June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 43
Hourly Pay Steps
Classification
1 I
2
3
4
5
FIRE CAPTAIN
$32.39
$33.99
$35.65
$37.42
$39.27
FIRE ENGINEER/PARAMEDIC
$29.32
$30.76
$32.27
$33.86
$35.53
FIRE ENGINEER
$28.64
$30.04
$31.52
$33.07
$34.71
FIRE FIGHTER
$26.46
$27.76
$29.12
$30.56
$32.07
FIRE FIGHTER/PARAMEDIC
$29.32
$30.76
$32.27
$33.86
$35.53
FIRE INSPECTOR (based 40 hours
$39.22
$41.15
$43.19
$45.30
$47.55
per week)
January 1, 2018 - June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 43
Salary Ranges Effective July 1, 2019
Salary Ranges Effective January 1, 2020
Hourly Pay Steps
1
Wage
Classification
1
Increase
3
7/1/19
FIRE CAPTAIN
3.00%
FIRE
3.00%
ENGINEER/PARAMEDIC
35.01
FIRE ENGINEER
3.00%
FIRE FIGHTER
2.00%
FIRE FIGHTER/PARAMEDIC
2.00%
FIRE INSPECTOR (based 40
$
hours per week)
3.00%
Salary Ranges Effective January 1, 2020
Hourly Pay Steps
1
2
3
Hourly Pay Steps
4
5
$ 33.36
$
35.01
$
36.72
$
38.54
$
40.45
$ 30.20
$
31.68
$
33.24
$
34.88
$
36.60
$ 29.50
$
30.94
$
32.47
$
34.06
$
35.75
$ 26.99
$
28.32
$
29.70
$
31.17
$
32.71
$ 29.91
$
31.38
$
32.92
$
34.54
$
36.24
$ 40.40
$
42.38
$
44.49
$
46.66
$
48.98
Salary Ranqes Effective July 1, 2020
Hourly Pay Steps
Wage
I
Classification
Increase
1
2
3
4
5
1/1/20
I
FIRE CAPTAIN
2.00%
$
34.03
$
35.71
$
37.45
$
39.31
$
41.26
FIRE
2.00%
$
30.80
$
32.31
$
33.90
$
35.58
$
37.33
ENGINEER/PARAMEDIC
FIRE ENGINEER
2.00%
$
30.09
$
31.56
$
33.12
$
34.74
$
36.47
FIRE FIGHTER
2.00%
$
27.53
$
28.89
$
30.29
$
31.79
$
33.36
FIRE FIGHTER/PARAMEDIC
2.00%
$
30.51
$
32.01
$
33.58
$
35.23
$
36.96
FIRE INSPECTOR (based 40
hours per week)
2.00%
$
41.21
$
43.23
$
45.38
$
47.59
$
49.96
hours per week)
Salary Ranqes Effective July 1, 2020
January 1, 2018 - June 30, 2021 City of Petaluma / lAFF Unit 7 MOU 44
Hourly Pay Steps
Wage
Classification
Increase
1
2
3
4
5
7/1/20
I
FIRE CAPTAIN
2.00%
$
34.71
$
36.42
$
38.20
$
40.10
$
42.09
FIRE
2.00%
$
31.42
$
32.96
$
34.58
$
36.29
$
38.08
ENGINEER/PARAMEDIC
FIRE ENGINEER
2.00%
$
30.69
$
32.19
$
33.78
$
35.43
$
37.20
FIRE FIGHTER
1.00%
$
27.81
$
29.18
$
30.59
$
32.11
$
33.69
FIRE FIGHTER/PARAMEDIC
1.00%
$
30.82
$
32.33
$
33.92
$
35.58
$
37.33
FIRE INSPECTOR (based 40
hours per week)
2.00%
$
42.03
$
44.09
$
46.29
$
48.54
$
50.96
January 1, 2018 - June 30, 2021 City of Petaluma / lAFF Unit 7 MOU 44
Salary Ranqes Effective January 1, 2021
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 45
Hourly Pay Steps
Wage
I
Classification
Increase
1
2
3
4
5
1/1/21
FIRE CAPTAIN
2.00%
$
35.40
$
37.15
$
38.96
$
40.90
$
42.93
FIRE
1.00%
$
31.73
$
33.29
$
34.93
$
36.65
$
38.46
ENGINEER/PARAMEDIC
FIRE ENGINEER
1.00%
$
31.00
$
32.51
$
34.12
$
35.78
$
37.57
FIRE FIGHTER
1.00%
$
28.09
$
29.47
$
30.90
$
32.43
$
34.03
FIRE FIGHTER/PARAMEDIC
1.00%
$
31.13
$
32.65
$
34.26
$
35.94
$
37.70
FIRE INSPECTOR (based 40
2.00%
$
42.87
$
44.97
$
47.22
$
49.51
$
51.98
hours per week)
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 45
EXHIBIT B
Local 1415 - International Association of Fire Fighters Unit 7
Survey Jurisdictions
The City and the Firefighters Association agree that the following jurisdictions will be
used in "total compensation" surveys:
City of San Rafael
Novato Fire Protection District
City of Santa Rosa
City of Napa
City of Vacaville
January 1, 2018 — June 30, 2021 City of Petaluma / IAFF Unit 7 MOU 46
EXHIBIT C
CITY OF PETALUMA - FIRE GRIEVANCE FORM
SUBJECT: GRIEVANCE RECORD FORM
The informal grievance procedure should be exhausted prior to the filing of a formal grievance. This form is to be completed in
accordance with the MOU and shall be filled by the grievant with his or her Battalion Chief.
DATE FILED:
EMPLOYEE(S) INVOLVED/CLASS TITLE:
UNION REPRESENTATIVE:
DATE OF INCIDENT:
ALLEGED VIOLATION OF MOU SECTION:
COMPLAINT:
REMEDY SOUGHT:
917-1,11111
SIGNATURE OF GRIEVANT(S)
SIGNATURE OF GRIEVANT(S)
I a M 130101 N@ ill•Ill 8 1 1,10 :1
REPRESENTATIVE FOR THE GRIEVANT(S)
ADDRESS:
F-1 YES F-1 NO
RECEIVED BY: DATE:
January 1, 2018 — June 30, 2021 City of Petaluma / lAFF Unit 7 MOU 47
GRIEVANCE FILED WITHIN TIME LIMITS 10 YES ❑ NO
FACTS INVESTIGATED:
ANSWER GIVEN (level one - Battalion Chief):
SIGNATURE: DATE:
ANSWER GIVEN (level two - Department Head):
SIGNATURE: DATE:
ANSWER GIVEN (level three - City Manager):
SIGNATURE: DATE:
FOLLOW-UP:
January 1, 2018 — June 30, 2021 City of Petaluma / lAFF Unit 7 MOU 48