Vacation Leave Accrual Use. (Not Annual Selection) and Voluntary Overtime The following conditions must be satisfied at time of request for use of vacation leave accruals, other than those requested and granted during the annual selection process, and to be approved to work voluntary overtime: ▪ Training records up to date ▪ No critical work assignments overdue as a result of the vacation leave ▪ No incomplete response reports ▪ No critical conflicts with Training Division – training calendar, post- incident analyses, training, classes, and recertification for EMT's and paramedics (unless the employee submits a makeup plan that will be at no additional cost to the City). The City will determine whether an employee has satisfied the requirements of this new section and the period during which the already precluded vacation leave accrual use and voluntary overtime and shift trades will not be approved if an employee fails to comply with these MOU requirements. The following would be implemented after a four month grace transition period during which employees could get used to the following requirements.
Vacation Leave Accrual Use. (Not Annual Selection) and Voluntary Overtime The following conditions must be satisfied at time of request for use of vacation leave accruals, other than those requested and granted during the annual selection process, and to be approved to work voluntary overtime: Training records up to date No critical work assignments overdue as a result of the vacation leave No incomplete response reports No critical conflicts with Training Division – training calendar, post- incident analyses, training, classes, and recertification for EMT's and paramedics (unless the employee submits a makeup plan that will be at no additional cost to the City). The City will determine whether an employee has satisfied the requirements of this new section and the period during which the already precluded vacation leave accrual use and voluntary overtime and shift trades will not be approved if an employee fails to comply with these MOU requirements. The following would be implemented after a four month grace transition period during which employees could get used to the following requirements. “Productivity Reports” (RMS NIRS Reports, and Training Records) will be run prior to the first Wednesday of each month and posted on the Fire Department’s internal website, with the Division Head findings regarding the reason the report(s) are not completed forwarded to the appropriate Division Head. After the initial Productivity Report is generated, no action will take place for five business days to allow the opportunity to determine if an extenuating circumstance exists. It is understood and agreed that this five business day waiting period is not intended for, and should not be used to, make up work that should have been completed on time. If extenuating circumstances do not exist, the request to initiate shift trades, voluntary overtime and vacation use (other than annual selection) during the following two week pay period (after this five business day waiting period) will be denied. At the end of the two week period, a Productivity Report will be run to verify the applicable report(s) have been completed. If the report(s) are completed, shift trade, voluntary overtime and vacation privileges will be reinstated. If the report(s) are not completed, the restrictions on shift trade, voluntary overtime and vacation use will remain through the next pay period. If extenuating circumstances are found, such as an extended on the job injury, or an electronic malfunction, the Division Head...
