Suppression Employees. A suppression employee shall earn sick leave credits on the basis of eighteen
Suppression Employees. A suppression employee shall earn sick leave credits on the basis of eighteen (18) hours per calendar month effective from the date of hire to a maximum accumulation of two thousand one hundred and eighty-four (2,184) hours (one hundred and eighty-two (182) shifts). Where Xxxx Leave credits are earned for less than a full calendar month, the eighteen (18) hour credit shall be prorated.
Suppression Employees. The selection for vacation and lieu time will be done by seniority. Each employee shall select three (3) vacation weeks for the first selection round. All employees following under article 8:01 will adhere to the terms of the Collective Agreement in the selection process. If an employee chooses the week with the lone Tuesday shift, they will be credited one pick to be chosen at the very end of the selection process. Three (3) vacation weeks shall be six
Suppression Employees. Fire suppression employees shall be allowed four (4) 24-hour shifts per year in lieu of holidays. Additionally, employees will be credited with four (4) hours for Christmas Eve/New Year’s Eve. Effective January 1, 2006, these hours (100 total hours) will be added to the employee’s existing vacation bank at the beginning of the calendar year. At the employee’s request, an “in lieu of holiday” cash payout will be paid to employees twice annually: fifty (50) hours in June and fifty (50) hours in December. Such request must be made in writing to the Deputy Fire Chief by December 1. The first 100 hours used in the vacation bank shall be considered “in-lieu of holiday” time used. Any remaining balance of “in-lieu of holiday” time will be deducted from the employee’s vacation bank at the end of the calendar year. Under no circumstance will any remaining balance of “in-lieu” holiday be paid out to an employee at the end of the calendar year or carry over to the following calendar year. “In-lieu of holiday” time shall not be considered vacation time and as such will not be included in the amount of vacation carry over referred to in section 14.5 of the collective bargaining agreement. If an employee terminates during the year, “in-lieu of holiday” time shall be allowed in proportion to the number of full calendar months worked. The appropriate adjustment will be made to the employee’s vacation bank before vacation pay out.
Suppression Employees. It is agreed that working an employee without certification out-of-classification will occur only to meet the work requirements within the City and that such out-of-classification work will terminate after ten (10) 24-hour shifts, in a calendar year, or if extended beyond ten (10) shifts in a calendar year, the employee without certification shall be compensated at the rate of the higher classification while the out-of-classification work continues. When an employee with certification has worked out-of-classification, the certified employee shall be compensated at the rate of the higher classification while the out-of-classification work continues. Compensation for working out-of-class shall be as follows:
Suppression Employees. Suppression employees shall be compensated at time and one-half their regular rate of pay for all hours worked in excess of 204 hours in a 27-day work period. Upon implementation of a 24-day work period, suppression employees shall be compensated at time plus one-half for all hours worked in excess of 182 hours in a 24-day work period. Paid leave time shall count as time worked for purposes of this section. All emergency call back and hold over time shall be compensated at time and one-half.
Suppression Employees. (1) Except as provided under the “Policy Regarding 48/96 Schedule” reflected in Appendix B to this Agreement, suppression employees shall be regularly scheduled to work an average 56 hours per week under a 3-4 schedule.
