SELECTION AND PROBATIONARY PERIOD. 2.1 Notwithstanding any other provision of this agreement, the selection and hiring of FFSO’s shall remain the responsibility of the Employer. The Employer shall first consider applicants for FFSO positions covered under this agreement from qualified internal WSF candidates with at least two (2) years employment with WSF. This will include employment in the Operations, Deck, Engine, Information and Terminal departments. If there are not any qualified candidates, the Employer may consider qualified applicants from outside of WSF. An FFSO shall be included in the hiring process for the final selection of applicants.
2.2 Newly hired employees shall have a one thousand forty (1,040) work hour probationary period commencing with the employee’s first day of employment. An employee terminated during the probationary period or at the end of the probationary period shall not have recourse to the grievance procedure. An employee’s probationary period may be extended by agreement with the WSF and the Union.
2.3 Newly hired FFSO’s shall be paid eighty percent (80%) of the top wage for a Regular FFSO, noted in Section 11.1, while in training.
2.4 FFSO’s that have completed training shall be paid ninety percent (90%) of the top wage for a Regular FFSO, noted in Section 11.1, during the one thousand forty (1,040) work hour probationary period.
SELECTION AND PROBATIONARY PERIOD. 9.01 Notwithstanding any other provision of this Memorandum of Understanding, the selection and hiring of Watch Supervisors shall remain the responsibility of the Employer. A Watch Supervisor shall be included in the hiring process for the final selection of applicants.
9.02 Newly hired employees shall have a one thousand forty (1040) work hour probationary period commencing with employee’s first watch. A newly hired employee terminated during the probationary period or at the end of the probationary period shall not have recourse to the grievance procedure. An employee’s probationary period may be extended by mutual agreement between the WSF and the Union.
9.03 Newly hired Watch Supervisors shall be paid eighty percent (80%) of the top wage for a Regular Watch Supervisor, noted in Rule 11.01, while in training.
9.04 Watch Supervisors that have completed training shall be paid ninety percent (90%) of the top wage for a Regular Watch Supervisor, noted in Rule 11.01, during the one thousand forty (1040) work hour probationary period.
SELECTION AND PROBATIONARY PERIOD. Notwithstanding any other provision of this Agreement, the selection and hiring of WDL’s shall remain the responsibility of the Employer. The Employer shall consider applicants for WDL positions covered under this Agreement from qualified internal WSF candidates. This will include employment in the operations, deck, engine, information and terminal departments. The Employer may consider qualified applicants from outside of WSF. A WDL shall be included in the hiring process for the final selection of applicants.
SELECTION AND PROBATIONARY PERIOD. 2.1 Notwithstanding any other provision of this Agreement, the selection and hiring of WDL’s shall remain the responsibility of the Employer. The Employer shall consider applicants for WDL positions covered under this Agreement from qualified internal WSF candidates. This will include employment in the operations, deck, engine, information and terminal departments. The Employer may consider qualified applicants from outside of WSF. A WDL shall be included in the hiring process for the final selection of applicants.
2.2 Newly hired employees shall have a twelve (12) month probationary period commencing with the employee’s first day of employment. The employee’s probationary period will be reviewed after six (6) months for consideration as to the probationary period ending or continuing. An employee terminated during the probationary period or at the end of the probationary period shall not have recourse to the grievance procedure. An employee’s probationary period may be extended by agreement with the WSF and the Union.
2.3 WDL’s that have completed training shall be paid ninety percent (90%) of the top wage for a regular WDL, noted in Appendix C, Rule 4, until the WDL has worked six (6) months.
2.4 At the discretion of the Employer, nothing in this Rule will prevent the Employer from granting the top wage to an internal hire prior to completing the twelve (12) month probationary period.
SELECTION AND PROBATIONARY PERIOD. 9.1 Notwithstanding any other provision of this Agreement, the selection and hiring of Watch Center Supervisors shall remain the responsibility of the Employer. The Employer shall first consider applicants for Watch Center Supervisor positions covered under this Agreement from qualified internal WSF candidates with at least two (2) years employment with WSF. This will include employment in the Operations, Deck, Engine, Information and Terminal departments. If there are not any qualified candidates, the Employer may consider qualified applicants from
9.2 Newly hired employees shall have a one thousand forty (1,040) work hour probationary period commencing with the employee’s first watch. An employee terminated during the probationary period or at the end of the probationary period shall not have recourse to the grievance procedure. An employee’s probationary period may be extended by agreement with the WSF and the Union.
9.3 Newly hired Watch Center Supervisors shall be paid eighty percent (80%) of the top wage for a Regular Watch Center Supervisor, noted in Section 11.1, while in training.
9.4 Watch Center Supervisors that have completed training shall be paid ninety percent (90%) of the top wage for a Regular Watch Center Supervisor, noted in Section 11.1, during the one thousand forty (1,040) work hour probationary period.
SELECTION AND PROBATIONARY PERIOD. Notwithstanding any other provision of this Agreement, the selection and hiring of FFSO’s shall remain the responsibility of the Employer. The Employer shall first consider applicants for FFSO positions covered under this Agreement from qualified internal WSF candidates with at least two (2) years employment with WSF. This will include employment in the Operations, Deck, Engine, Information and Terminal departments. If there are not any qualified candidates, the Employer may consider qualified applicants from outside of WSF. An FFSO shall be included in the hiring process for the final selection of applicants.
SELECTION AND PROBATIONARY PERIOD. 9.1 Notwithstanding any other provision of this agreement, the selection and hiring of Watch Center Supervisors shall remain the responsibility of the Employer. The Employer shall first consider applicants for Watch Center Supervisor positions covered under this Agreement from qualified internal WSF candidates with at least two (2) years employment with WSF. This will include employment in the Operations, Deck, Engine, Information and Terminal departments. If there are not any qualified candidates, the Employer may consider qualified applicants from outside of WSF. A Watch Center Supervisor shall be included in the hiring process for the final selection of applicants, including on-call positions.
9.2 Newly hired employees shall have a one thousand forty (1,040) work hour probationary period commencing with the employee’s first watch. An employee terminated during the probationary period or at the end of the probationary period shall not have recourse to the grievance procedure. An employee’s probationary period may be extended by agreement with the WSF and the Union.
9.3 Newly hired Watch Center Supervisors shall be paid eighty percent (80%) of the top wage for a Regular Watch Center Supervisor, noted in Section 11.1, while in training.
9.4 Watch Center Supervisors that have completed training shall be paid ninety percent (90%) of the top wage for a Regular Watch Center Supervisor, noted in Section 11.1, during the one thousand forty (1,040) work hour probationary period.
SELECTION AND PROBATIONARY PERIOD. 9.1 Notwithstanding any other provision of this Agreement, the selection and hiring of Watch Center Supervisors shall remain the responsibility of the Employer. The Employer shall first consider applicants for Watch Center Supervisor positions
9.2 Newly hired employees shall have a one thousand forty (1,040) work hour probationary period commencing with the employee’s first watch. An employee terminated during the probationary period or at the end of the probationary period shall not have recourse to the grievance procedure. An employee’s probationary period may be extended by agreement with the WSF and the Union.
9.3 Newly hired Watch Center Supervisors shall be paid eighty percent (80%) of the top wage for a Regular Watch Center Supervisor, noted in Section 11.1, while in training.
9.4 Watch Center Supervisors that have completed training shall be paid ninety percent (90%) of the top wage for a Regular Watch Center Supervisor, noted in Section 11.1, during the one thousand forty (1,040) work hour probationary period.
SELECTION AND PROBATIONARY PERIOD. Notwithstanding any other provision of the Agreement, the selection and hiring of Watch Center Supervisors shall remain the responsibility of the Employer. The Employer shall first consider applicants for Watch Center Supervisor positions covered under this Agreement from qualified internal WSF candidates with at least two (2) years employment with WSF. This will include employment in the operations, deck, engine, information and terminal departments. If there are no qualified candidates, the Employer may consider qualified applicants from outside of WSF. A Watch Center Supervisor shall be included in the hiring process for the final selection of applicants, including on-call positions.
SELECTION AND PROBATIONARY PERIOD. 2.1 Notwithstanding any other provision of this Agreement, the selection and hiring of FFSO’s shall remain the responsibility of the Employer. The Employer shall first consider applicants for FFSO positions covered under this Agreement from qualified internal WSF candidates with at least two (2) years employment with WSF. This will include employment in the operations, deck, engine, information and terminal departments. If there are not any qualified candidates, the Employer may consider qualified applicants from outside of WSF. An FFSO shall be included in the hiring process for the final selection of applicants.
2.2 Newly hired employees shall have a six (6) month probationary period commencing with the employee’s first day of employment. An employee terminated during the probationary period or at the end of the probationary period shall not have recourse to the grievance procedure. An employee’s probationary period may be extended by agreement with the WSF and the Union.
2.3 Newly hired FFSO’s shall be paid eighty percent (80%) of the top wage for a regular FFSO, noted in Section 11.1, while in training.
2.4 FFSO’s that have completed training shall be paid ninety percent (90%) of the top wage for a regular FFSO, noted in Section 11.1, during the six (6) month probationary period.
3.1 FFSO’s shall be given the opportunity for professional growth within the scope of their responsibilities. Each FFSO that has completed their probationary period will be offered the opportunity to use up to five (5) days for professional growth opportunities. This can, but is not limited to, Fusion Center training, seminars, workshops, etc. The goal of continuing professional growth is for the enhancement of an FFSO’s knowledge base. If a cost is associated with this training, it shall be funded by departmental funds if available. 4.1 Effective July 1, 2021 through June 30, 2023, the basic wage rate for all FFSO classifications is forty-five dollars and twenty cents ($45.20) per hour.
4.2 Effective July 1, 2021, the basic shift premium will be one dollar ($1.00) per hour.
