Suppression Employees. A suppression employee shall earn sick leave credits on the basis of eighteen
Suppression Employees. A non‐suppression employee shall earn sick leave credits on the basis of eleven and one‐quarter (11.25) hours per calendar month effective from the date of hire to a maximum accumulation of one thousand nine hundred and fifty‐one (1,951) hours (two hundred and sixty‐one (261) shifts). Where Xxxx Leave credits are earned for less than a full calendar month, the eleven and one‐ quarter (11.25) 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. (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.
(2) City shall designate the employee's work week and may change an employee to a 40-hour week by providing 90 calendar days advance notice unless mutually agreed by employee and City or unless unanticipatable circumstances, other than discipline or retraining, necessitate lesser notice in order to maintain service levels and normal activities. The 90 calendar day notice will not apply to an employee whose schedule changes when starting or ending a temporary modified duty assignment.
(3) Any firefighter, fire engineer, or fire captain that is either: Assigned by the Fire Chief or Deputy Chief to a 40-hour work schedule while on mandatory temporary modified duty due to an industrial illness or injury; or Designated by the Fire Chief to work in an administrative capacity on a schedule of 40 hours a week to meet the needs of the City, will receive a biweekly “administrative assignment pay”. The biweekly amount will be approximately equal to 3 hours at the straight time hourly rate of pay for an employee in the same job classification, but assigned to a 56-hours per week schedule. The purpose of this pay will be to maintain a salary for the employee on a 40-hour per week administrative assignment that is approximately equal to that of an employee assigned to a 56-hour per week schedule. Any previous practice designed to achieve this salary equivalency will be discontinued. An employee assigned to a 40-hour schedule at his or her own request (e.g., due to a non-industrial illness or injury) will not be eligible for administrative assignment pay.
(4) If the City desires to change the regular work schedule, other than as provided under the “Policy Regarding 48/96 Schedule” reflected in Appendix B to this Agreement, it shall notify the Association and provide it the opportunity to meet and confer.
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:
(1) Firefighters working as Acting Engineer, and Engineers working as Acting Captain: The lowest salary step of the higher classification that is at least 5% above the employee's current base pay.
(2) Firefighters working as Acting Captain: The lowest salary step of the higher classification that is at least 10% above the employee's current base salary. For the purposes of this subsection, an out-of-classification assignment is defined as the full-time performance of all the duties of an authorized, funded, permanent, full-time position in one classification by an employee in a position in another classification. Credit or pay for out-of-classification work shall accrue in half or full shift increments only.
Suppression Employees. Regular full-time Suppression employees shall begin accruing vacation time from date of hire and shall be eligible to use accrued vacation after completion of one full year of service. Vacation shall be used in increments of twelve (12) or twenty-four (24) hours.
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.
