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HomeMy WebLinkAbout25- Personnel CITY OF SAN BERNAR' `NO - REQUEST FOR :OUNCIL ACTION From: BARBARA DILLON Subject: FIRE NEGOTIATIONS - IMPASSE HEARING Dept: PERSONNEL Date: APRIL 7, 1993 Synopsis of Previous Council action: 1/11/93 Mayor and Common Council (closed session). '4/5/93 Mayor and Common Council approved scheduling an impasse hearing at 10:00 AM on 4/19/93. Recommended motion: To conduct an impasse hearing on the contract with the Fire Safety Employees at 10:00 AM on April 19, 1993. �vfJ,fiiiA�J �ZZ6?7 Signature I Contact person: Barbara Dillon Phone: 384-5161 Supporting data attached: YeS Ward: FUNDING REQUIREMENTS: Amount: N/A Source: (Acct No.) (Acct Description) Finance: Council Notes: 76-0262 Agenda Item No 2s- CITY OF SAN BERNARf ,TIO - REQUEST FOR `OUNCIL ACTION STAFF REPORT Introduction On July 1, 1992, the contract with the Fire Safety Employees expired. Their previous contract was for 18 months, January 1, 1991 to July 1, 1992. Under that contract, the Fire Safety Employees receive compensation and benefits, including, but not limited to: 0 7% City-paid retirement contribution; o Employees' retirement plan allowing members to retire at age 50, using "highest 12 month" retirement formula; o Salary adjustments effective each August 1, per the City Charter Article X, Section 186: o City-paid medical insurance of $353.40/month for employee plus one or more dependents, and $179.65/month for employee only, with no dependents; 0 Educational/longevity pay of $75.00/month above base rate (76 employees qualify); o Time off without loss of pay for employees elected to the Union Board (288 hours per calendar year, cumulative to 576 hours); and, o Annual and Final Year Sell-Back of six shifts of holiday and ten shifts of vacation; conversion of Final Year Sell-Back to salary reportable to the Public Employees' Retirement System (PEAS). The Fire Safety Employees received salary increases of 2.6% - 4.1%, effective August 1, 1992, for a total of $352,635. Status of Negotiations MitfaChknettE T summarizes the events that led to delays in negotiations by Fire Local 891. On March 3, 1993, after 16 negotiations sessions, and one year after beginning negotiations with Fire Local 891, the City Team declared impasse. Impasse meetings were held on March 10, March 12, and March 19, 1993. Option (B) of the impasse procedures from Resolution No. 10584 is being followed: (B) A DETERMINATION BY THE MAYOR AND COMMON COUNCIL, after a hearing on the merits of the dispute. The Mayor and Common Council set 10:00 AM, Monday, April 19, 1993, as the time for an impasse hearing. 75-0264 Highlights of City Team Proposal Attachment.2 summarizes Economic Items in the City Team's proposal. The City Team proposes a net reduction of$347,221, by cutting back on the City contribution to PERS, freezing the City contribution on health insurance, reducing tuition reimbursement, and deleting the following items: educational/longevity pay; final year sell-back; and, City-paid leave for Union functions. Attachment 3 is the City Team's Last, Best and Final Proposal. This proposal includes ................. tentative agreements reached with Fire Local 891 during the impasse meetings. Key Issues Through the impasse meetings, there are now 13 areas of disagreement, reduced from the .................................. initial 25 areas of disagreement, as summarized in Attachment 4. Fire Local 891 made costly demands which the City could not fund. The three (3) most expensive proposals from Fire Local 891 are: 1. Net increases in vacation accruals ($70,484/year); 2. Increases in health insurance benefits for retirees ($57,888/year); and, 3. Addition of Post-Survivors' Retirement benefit ($229,047/year). Fire Local 891 proposals total $357,419. Their proposed increase does not take into account: (a) $352.635 in salary increases effective August 1, 1992 under Charter Section 186; and, (b) $265,529 in unfunded liability on PERS final year sell-back for four (4) Fire Safety Employees, 1993-94, an average of $66,382 per employee. The City Team proposal fits within the budget constraints for Fiscal Year 1993-94, and reduces the City's unfunded liabilities for Fiscal Year 1994-95. Attachments: #1 - Chronology of Events #2 - City Team Proposal - Summary of Economic Items #3 City Team Proposal - Last, Best and Final #4 - Summary of Areas of Disagreement, as of 3/19/93 2of22 ATTACHMENT 1 CHRONOLOGY OF EVENTS FIRE LOCAL 891 The following chronology summarizes events that have led to delays in negotiations on the Fire Safety Employees' MOU. 3/3/92 Began negotiations. Established ground rules, including, but not limited, to: consistency in members of bargaining team; and, confidentiality of negotiations. 3/20/92 Director of Personnel referred to 3/3/92 session, at which President, Fire Local 891, said he would provide City Team with proposals by 3/20/92 meeting. City Team expressed disappointment that the union submitted only a few proposals, and these were not on the union's original list. 4/3/92 Sent letter to President, Fire Local 891, asking him to prepare proposal language on "list" of items from union, e.g.: "For example, you list Health Insurance, with a cost of one percent (1 This information is not specific enough for the City to evaluate costs or operational impact . . . Please review . . . the MOU . . . and prepare new language explaining your proposal." 5/26/92 President, Fire Local 891, cancelled 5/27/92 negotiations session due to elections (at State level) and attendance at an out-of-town convention. Said union would not be available until 6/9/92. 6/18/92 Fire Local 891 had no proposals for this session, because they had problems getting information from their attorney. They had no new proposals. A quote from the minutes: "Discussion ensued on the fact that there have been several weeks, enough time for the Union to get its proposals to the City team." 7/8/92 Fire Local 891 had no written proposals. The City Team was supposed to receive counter-proposals from the Union at this session. 8/27/92 President, Fire Local 891, did not attend. He sent Sam Bashaw (a negotiating team member) and Ruben Hernandez (who was not on the bargaining team). This was a violation of ground rule on consistency of bargaining team. Quote from minutes: " . . . why Karl Kolodzik was not able to attend . . . Sam 3 of 22 8/27/92 Bashaw stated that Karl Kolodzik has a personal emergency . . . City Team con't expressing its frustration with negotiations going so slowly. The City Team noted it has been prepared for each meeting, but has been stalled . . . because of the Union's lack of preparation and response . . . " 8/30/92 President, Fire Local 891, called and cancelled session scheduled for 9/4/92. 11/9/92 President, Fire Local 891, said their attorney advised them not to have sessions taped. Agreement reached on continuing taping this session. 11/25/92 Compromise reached to allow taping to go on, with ability to stop tape at any time to go off the record. 1/6/93 Union violated ground rules by bringing in a new member of the bargaining team without notifying the City. President, Fire Local 891, referred to new member Deborah Leonard as "Allen Simpson in a skirt." 2/10/93 President, Fire Local 891, was quoted in The Sun, as stating, "We've had 10 months of negotiations and nothing to show for it at all." City Administrator responded, "The reason they haven't gone anywhere is because for approximately the first 10 sessions of the negotiations, Mr. Kolodzik had not done his homework." 2/23/93 Fire negotiations started one-half hour late, because Union member forgot to get permission from his supervisor to attend the session. He did not receive notice from the President, Fire Local 891, until 2/22/93. The Union was aware of the session on 2/15/93. 3/3/93 City Team declared impasse, due to Fire Local 891's delays in negotiations and lack of preparation. Held first session for Impasse Meeting, 3/10/93. 3/12/93 President, Fire Local 891, requested to continue the Impasse Meeting to another date. City Team offered 3/15/93. Fire Local 891 was unavailable and would be out of town through 3/18/93. 3/19/93 Held third session of Impasse Meeting, in order to give Fire Local 891 time to present more counter-proposals. Union brought no counter-proposals to meeting and said they had nothing more to present with regard to proposals on the table. 4 of 22 ATTACHMENT 2 CITY TEAM PROPOSAL FIRE SAFETY EMPLOYEES' NEGOTIATIONS The City Team's offer is for a net reduction of $347.221. Fire Safety Employees have already received salary increases ranging from 2.6% to 4.1% in 186 negotiations, at a 12- month cost of$352,635. All costs below are for a period of one year. ADD: BILINGUAL PAY $ 5,119 (for 6 members/year) WELLNESS PROGRAMS 3,020 (quarterly cholesterol checks) Subtotal $ 8,139 DELETE: 4% CITY CONTRIBUTION TO PERS $244,332 (vs. 7% current City Contribution) Lower of 1992-93 or 1993-94 HEALTH INSURANCE RATES -0- (to freeze City contribution) 50% TUITION REIMBURSEMENT 880 for 3 units (vs. 100%, 6 units) -0- EDUCATIONAL/LONGEVITY PAY 96,017 (vs. $75/month for 76 employees) -0- FINAL YEAR SELL-BACK see below (savings is for 1994-95 unfunded liability) LEAVE FOR UNION FUNCTIONS 14.231 Subtotal $355,360 NOTE: The above figures exclude unfunded liability for Final Year Sell-Back costs. For 1993-94, these are estimated at $265,529. For 1994-95, the projection is $248,986. By deleting the Final Year Sell-Back provision, the City should be able to reduce the liability for 1994-95. 5 of 22 ATTACHMENT 3 FIRE SAFETY EMPLOYEES NEGOTIATIONS CITY OF SAN BERNARDINO AND FIRE FIGHTERS LOCAL 891 The following is a proposal by the negotiating team (Barbara Dillon, Will Wright, Dan Dickerson, Barbara Pachon, Peggy Ducey). This proposal is subject to review and approval by the Mayor and Common Council, and is dated 3/19/93. 1. VACATION Add #1: to Article 10: "20 days or 10 shifts." Add #2: "No vacation shall be granted if service is less than one year. In the event an employee has been permitted to take vacation which exceeds the number of hours actually accrued, a deduction shall be made from the hours actually accrued, a deduction shall be made from the employee's final compensation for the number of hours in excess of the accrual." Revise: "Resolution No. 6433, Section Eleven, shall remain in effect where applicable to bargaining unit members, except as modified by this MOU." 2. SICK LEAVE Add the following to Article 11, following the first sentence in the current MOU: "Definition of Sick Leave Sick leave means the absence from duty of any employee because of illness or injury (except as noted below), exposure to contagious disease, or attendance upon a member of his/her immediate family who is seriously ill and requires the care of, or attendance of, an employee. Immediate family means: husband, wife, grandmother, grandfather, mother, father, sister, brother, son, daughter, uncle, aunt, mother-in-law, father-in-law, step-parents, step-children. An employee may not use accumulated sick leave in conjunction with an industrial injury." "Sick Leave Guidelines Not more than five (5) days or 2-1/2 shifts of sick leave within any calendar year may be granted to employees for the care of, or attendance upon, members of their immediate family. No employee's absence due to illness in excess of five (5) days or 2-1/2 shifts shall be approved, except after the presentation of satisfactory evidence of illness; and, a certificate from a practicing physician shall be required by the Chief for approval concerning such absence. 6 of 22 FIRE SAFETY EMPLOYEE NEGOTIATIONS March 1993 Page 2 In order to receive compensation while absent on sick leave, employees shall notify their immediate supervisor prior to the time set for beginning their daily duties, or as may be specified by the Chief. Sick leave shall not be considered as a right which employees may use at their discretion, but shall be allowed only in case of necessity and actual personal illness, except as otherwise provided herein." Revise sick leave accrual: "For semi-monthly payroll, sick leave will accrue at the rate of 8.0 hours per month or at a rate of 4.0 hours per pay period for employees scheduled to work forty hours per week, or 1/2 shift per month or 6.0 hours per pay period for shift employees, with no limit as to the number of days/shifts that may accrue." Revise: "Resolution No. 6433 Section Eleven, shall remain in effect where applicable to bargaining unit members, except as modified by this MOU." 3. FITNESS FOR DITTY Add a new article to the MOU, stating that, "The Department shall have the right to schedule regular, full-time employees for a fitness-for-duty examination to verify their continued ability to perform their jobs. The Department shall pay for fitness-for-duty exams, when the employees have been notified of, and keep, the scheduled appointment. Employees will be paid for the time spent for the examination." Attach as an exhibit a copy of Department Director Letter #52, "Fitness-for-Duty-Physicals." 4. RETIREMENT PLAN Revise last paragraph of Article 14 to read, "The City will pay four percent (4%) of the members' contribution to PERS credited to the employee's account as a fringe benefit, effective July 1, 1993. S. LEAVE PROVISIONS Delete the following language from Article 15: "Employees elected to the Union Board shall be granted time off to perform official Union functions, including attendance at conventions, conferences, and seminars, without loss of pay up to a maximum of 288 hours total time per calendar year in the aggregate for such employees. This time is cumulative up to a maximum of 576 hours." 7 of 22 0 0 FIRE SAFETY EMPLOYEE NEGOTIATIONS March 1993 Page 3 6. HEALTHINSURANCE Revise Article 16 to state: "Effective August 1, 1993, the City shall contribute payment for each employee and one dependent, based on the cost of the Kaiser premium using August 1, 1992, rates or August 1, 1993 rates, whichever are lower. In addition, the City will provide payment of the Mission Dental High Option plan, for the employee and one dependent using August 1, 1992 rates or August 1, 1993 rates, whichever are lower. The City shall contribute the following flat rates for the purchase of insurance benefits offered by the City, effective August 1, 1993: $177.46 or less for employees with no dependents, and $348.82 or less for employees with one or more dependents. Any contribution not utilized by an employee shall revert to the City." Add language on "Birthday Rule": "If both the employee and their legal spouse have health coverage available, the plan of the parent whose birthday falls first in the calendar year is the primary plan for their children. If the spouse's birthday falls first in the calendar year, the spouse's plan will be the second- pay provider for dependent children. In cases involving a dependent child whose parents are separated or divorced, plans covering the child as a dependent will be covered in the following order: first, the plan of the parent with custody of the child; then, if that parent has re-marred, the plan of the step-parent with custody of the child; and, finally, the plan(s) of the parent(s) without custody of the child. If there is a court decree establishing medical, dental, or other health care expenses of the child, then the plan which covers the child as a dependent of that parent will take precedence." 7. PARAMEDIC ASSIGNMENT Revise Article 19, as follows "In qualifying for paramedic status, paramedics must meet and maintain the following standards: A. Recertify after completion of probation. B. Recertify on a bi-annual basis. Paramedics failing to meet the above standards may be subject to termination from employment as a paramedic. Paramedics will use their own time for earning Continuing Education Units. The City will pay initial recertification fees charged by the County. Paramedics will pay for a repeat test, if they fail a previous test. 8 of 22 FIRE SAFETY EMPLOYEE NEGOTIATIONS March 1993 Page 4 Continuing education time will be met during on-duty hours, if possible, and that overtime shall be paid for any off-duty required training to maintain a Paramedic Certification. No more than 8 hours overtime shall be paid for off-duty training per paramedic per fiscal year. Each such overtime request requires the approval of the Fire Chief or designee." Delete all language on paramedic bonus pay. Add: "In situations involving Voluntary Demotions, the Civil Service Rules will be followed. Currently, this is Rule 510." This revision will be effective as of the datg aooroved by the Mayor and Common Council. 8. PROBATIONARY PERIOD Revise Article 21 to add: "All newly promoted employees must also serve a one-year probationary period." 9. WORK UNIFORM Add to Article 22, "guidelines for Fire Safety Employees include obtaining approval from the Battalion Chief, obtaining a "chit" from the Storekeeper, and going to the vendor, for uniforms." 10. TUITION REIMBURSEMENT Revise Article 25, as follows: Eligibility "Approval will be limited to courses given by accredited colleges and universities, city colleges or adult education courses under the sponsorship of the Board of Education. No mail-order courses will be approved. Workshops, seminars, conferences and similar activities not identifiable as a formal course of instruction within the curriculum of a recognized educational institution, do not fall within the purview of this program, but may be authorized and funded by the Department upon approval of the City Administrator." Reimbursement "Effective July 1, 1993, the amount of reimbursement shall be 50% of the equivalent of the tuition costs for up to three (3) units per quarter as charged by the California State University, San Bernardino, or one and one-half times that amount, if on a semester system. The Director of Personnel will recommend approval or disapproval based on the availability of budgeted funds 9 of 22 FIRE SAFETY EMPLOYEE NEGOTIATIONS March 1993 Page 5 for education tuition assistance." Procedures "Employees will submit copies of their approved applications to the Personnel Department according to City policies and procedures. Employees must include official verification of their final grades, with appropriate receipts for tuition costs. These will be returned to employees upon request. Applications not submitted to the Personnel Department according to City policies following completion of the course become void." 11. EDUCATIONAL/LONGEVITY PAY Delete Article 28 on Educational/Longevity Pay, effective as of July 1. 1993. 12. ON CALL. CALL-BACK, STAND-BY Revise language, per Attachment A to this proposal. 13. PERSONNEL FILES Revise Article 34, and add: "Should a member refuse to sign, that fact should be noted on the document and signed or initialed by a witness who is a union representative, if the union representative is present." 14. INVESTIGATION RIGHTS Revise Article 36 to read, "For the purpose of this Article, punitive action is defined as dismissal, demotion, suspension, reduction in salary, written reprimand, or transfer for purposes of punishment." 15. EMPLOYEE REPRESENTATIVES Revise Article 40, as follows: "The Union shall notify the City of names of each Job Representative each January." 16. GRIEVANCE Revise Article 41, as follows: Second paragraph under PURPOSE: Add, "This article supersedes the grievance procedure in Resolution 10585." 10 of 22 FIRE SAFETY EMPLOYEE NEGOTIATIONS March 1993 Page 6 DEFINITION OF A GRIEVANCE: "A grievance is an alleged violated of this MOU . . . The remedy selected by the employee shall be the exclusive remedy pursued, either through the grievance procedure, or through appeals to the Civil Service Board. If the employee chooses to appeal disciplinary action to the Civil Service Board, he/she shall be precluded from filing a grievance. Additionally, allegations of discrimination and harassment shall be submitted to the Affirmative Action Officer." CONSOLIDATION OF GRIEVAN E: Add, "The City also has the right to consolidate responses to grievances. If the grievant is a group of three (3) or more employees, the group shall appoint one (1) or two (2) employees, who signed the grievance, to speak for the collective group throughout the grievance process." STEPS IN THE GRIEVANCE PROCEDURE• ". . . The grievance must be submitted to the Informal Step within ten working days of the incident causing the grievance, or of the grievants knowledge of the incident's occurrence. The date and the subject of the incident should be provided with the request for the informal meeting. Within ten working days of the presentation of the grievance, the supervisor shall provide an oral response to the employee." Step 2. Meet with Division Head• Add, Battalion Chief after Division Head, i.e., Division Head/Battalion Chief. Step 3. Meet with Fire Chief: Add, or Designee after Fire Chief, i.e., Fire Chief or Designee. Step 4. Review by the Director of Personnel: "Within ten working days after receiving the appeal, the Director of Personnel, or his/her designee, shall meet with the employee, and, if the employee desires, the designated Union representative. The Director of Personnel or designee shall deliver his/her answer, in writing, to the employee within the ten working days after the meeting." Step 5. Final Stems "a. If the grievance is still not adjusted, the aggrieved party may file a written appeal with the City Administrator or his/her designated representative within ten working days from the date of delivery of said answer. State in writing the desired result. b. The City Administrator or his/her designated representative shall deliver his/her answer, in writing, within the ten working days after receipt of the appeal. C. The decision of the City Administrator or his/her designated representative is final and binding on all parties, unless reversed by a court decision. 11 of 22 0 FIRE SAFETY EMPLOYEE NEGOTIATIONS March 1993 Page 7 d. All grievances shall be treated as confidential, and no publicity will be given the final resolution of the grievance." 17. LABOR MANAGEMENT COMMITTEE Revise Article 43, to read: "The Union will meet with Fire Department management on a mutually agreeable basis to discuss matters pertinent to the welfare of the Department and the employees. The Union will designate four representatives employed by the City of San Bernardino Fire Department to serve on the Committee. The City will designate up to four representatives to serve on the Committee. Either the Union or the City may have additional members present, when mutually agreed upon in advance of a scheduled meeting. Normally, such meetings shall be during regular working hours." 18. FLEXIBLE STAFFING/VACATION & HOLIDAY SELL-BACK Revise Article 44, to read: "Once per year, each person in the bargaining unit will be granted the option of selling their vacation and holidays back to the City. Employees may sell back prospective holiday and/or vacation time up to six shifts of holiday and ten shifts of vacation. Holiday and/or vacation usage picks will be made no later than December 31st each year. The Fire Department will provide this information to the Finance Department, by February 1st of the following year. The Finance Department will process sell-back information for a lump-sum payment on the first pay-day in March each year. Individuals who do not use all of the available holidays within the calendar year will have the balance of holiday hours remaining paid by the following March." Delete the following language, effective March 1. 1993: "In the employee's final year, the employee may sell back prospective holiday and/or vacation time up to six shifts of holiday and ten shifts of vacation. This final year sell-back shall be converted to salary and reported to the Public Employees' Retirement System as such." 19. WELLNESS PROGRAMS Add a new article to the MOU, stating that, "Each member of the bargaining unit is eligible to participate in a City-sponsored program of quarterly cholesterol checks and dietary counseling, effective July 1, 1993." 12 of 22 i FIRE SAFETY EMPLOYEE NEGOTIATIONS March 1993 Page 8 20. TERM Revise Article 47, as follows: "With the exception of specific dates for individual Articles, this MOU shall be effective from July 1, 1992 through June 30, 1994. If negotiations regarding a Memorandum of Understanding are in progress on July 1, 1994, this MOU shall remain in effect until a successor Memorandum of Understanding is adopted by the City." 21. BILINGUAL PAY Add a new article to the MOU, stating that, "Each fiscal year, starting July 1, 1993, up to six (6) members of the unit who meet the City's certification and eligibility requirements shall be compensated at the rate of$50/month for bilingual pay. The Fire Chief or designee will retain the right to select the six (6) eligible employees and to assign bilingual employees to different Fire Stations in areas of the City where use of employee skills would be maximized. The City shall reserve the right to determine languages for which testing will be conducted." FIREXEGOTIAMNS:PROPOSAL.3/93 13 of 22 Attachment A Article 30 - On-Call. Call-Back. Stand-by "Any employee on 'on-call' status will receive a minimum of two hours pay at time and one- half for all or any portion of a twenty-four hour day. If 'called back' any time within the first two hours of 'on-call,' the time worked will be deducted from the two hours 'on-call.' If the 'call-back' occurs after two hours expire, 'call-back' time will be clocked from the time the employee receives the call to report. Compensation for that time is in addition to the 'on-call' status. In the event an employee is placed on 'standby' for court subpoena, the employee will receive two hours 'standby' pay at time and one-half. If the employee is called to court and does not go beyond 1200 hours on that day, it will be considered part of the two hours 'standby.' If the employee has to appear after the noon recess, any additional time will be added to the two hours 'standby' plus one-half hour travel time. In cases where the subpoena is for 1330 hours, or another time, the 'standby' will start with time stated on the subpoena. In those cases where the subpoena is for 1330 or later, the employee's time will be computed at the amount of time between the time of subpoena and 1700, plus thirty minutes travel time. In the event the employee is required to pay parking fees, the employee will be reimbursed. If the employee is required to stay through noon recess, he will be paid for the actual time spent. All 'standby,' 'on-call' and 'call-back' pay will be at the time and one-half overtime rate." 14 of 22 E © ATTACHMENT 4 SUMMARY OF AREAS OF DISAGREEMENT As of 3/19/93 As of 3/19/93, the City Team and Fire Local 891 reduced the number of areas of disagreement from 25 to 13 issues. Following is a summary of the 13 issues: 1. VACATION (Article 10): Addition of language to pay vacation to employees with service of less than one year. Net increase in cost of vacation accruals (Union). 2. SICK LEAVE (Article 11): Number of shifts of sick leave (City Team proposes 2 1/2 shifts; Union proposes 3 shifts). 3. RETIREMENT PLAN (Article 14): Percentage of City retirement contribution (City Team & Union proposals). 4. LEAVE PROVISIONS (Article 15): Deleting paid use of time off for Union functions (City Team proposal). 5. HEALTH INSURANCE (Article 16): Additional health insurance for retirees (Union); net cost increase (Union); birthday rule (City Team). 6. PROBATIONARY PERIOD (Article 21): Addition of language for newly promoted employees (City Team & Union proposals). 7. TUITION REIMBURSEMENT (Article 25): Reduction in amount of reimbursement (City Team). 8. EDUCATIONAL/LONGEVITY PAY (Article 28): Deletion of Article (City Team) vs. increase in first year of contract (Union). 9. INVESTIGATION RIGHT (Article 36): Definition of "punitive action" (City Team & Union proposals). 10. GRIEVANCE (Article 41): Revised language on Definition, Steps in Grievance Procedures (City Team). Arbitration procedures (Union). 11. LABOR MANAGEMENT COMM=E (Article 43): Language on committee composition (City Team & Union proposals). 12. FLEXIBLE STAFFING/VACATION & HOLIDAY SELL-BACK (Article 44): Language on final year sell-back (City Team & Union proposals). 13. POST-SURVIVORS' RETIREMENT BENEFIT (new article): Proposal by Union to add retirement benefits for members. 15 of 22 0 CITY TEAM SUMMARY AREAS OF DISAGREEMENT WITH FIRE LOCAL 891 Status as of March 19, 1993 1. VACATION (Article 10): The City Team disagrees with the Fire Local 891 proposal of a net increase in vacation accruals for employees with varying years of City service, because of cost: $70.484/year. 20�14 10.ffirl's, 'a cit T _a ........... ...... . ..... 00 greed-W doill X-jXW 0 oar 4604� Fire Local 891 wants terminated, probationary employees to be paid vacation, even if service is less than a year. City Team disagrees with this proposal. 2. SICK LEAVE (Article I D: Fire Local 891 and City Team have tentatively agreed to (a) Definition of Sick Leave, and (b) Sick Leave Guidelines (first four paragraphs). W City Team kept language, "An employee may not use accumulated sick leave in conjunction with an industrial injury." 3. FITNESS FOR DUTY (new article): City Team proposal is that, "The Department shall have the right to schedule regular, full-time employees for a fitness-for-duty examination to verify their continued ability to perform their jobs. The Department shall pay for fitness-for-duty exams, when the employees have been notified of, and keep, the scheduled appointment. Employees will be paid for the time spent for the examination." On 3112133, or 4. RETIREMENT PLAN (Article 141: City Team disagrees with Fire Local 891 proposal to increase City PERS contribution by I%, because of additional cost: $81,444/y IG of 22 C 0 4. RETIREMENT PLAN (Article 14. cont'd) City Team proposal is to r se City PERS contribution by 3%, for a saving $244,332/ On 31121 ,3 Fl.=' ­. '9. ......_..........,.... te- ....ig•W to .. ... "X Nq.....p �.. ..l or l the 1; t nqe City Train chap Ad Teary explalneil its �one�Qf &e, Wbbidbo6t 4 et 5. LEAVE PROVISIONS (Article 151: 1 'KM OA ltC "Employees elected to the Union Board shall be granted time off to perform official Union functions, including attendance at conventions, conferences, and seminars, without loss of pay up to a maximum of 288 hours total time per calendar year in the aggregate for such employees. This time is cumulative up to a maximum of 576 hours." 6. HEALTH INSURANCE (Article 16): City Team disagrees with Fire Local 891 proposal, because it would result in a net increase of $57,888/yea . City Team proposal results in -0- extra cost to City, by capping contributions at 1992-93 or 1993-94 rates, whichever are lower. `l igllLxPlairib#] lan¢tra¢e art 7. PARAMEDIC ASSISGNMENT (Article 19): Fire Local 891 does not disagree with the following City Team language from its 2/23/93 proposal: "In qualifying for paramedic status, paramedics must meet and maintain the following standards: A. Recertify after completion of probation. B. Recertify on a bi-annual basis. Paramedics failing to meet the above standards will be subject to termination from employment as a paramedic." "AD1 ]ia01M, T I ia) -Ca $91.agree X. 46 'a .......... bdia WO for a repeat M W'gMlre ty "Continuing education time will be met during on- duty `V WWANAL ontin duty hours, if possible, and that overtime shall be paid for any off-duty required 17 of 22 0 7. PARAMEDIC ASSISQNMENT (Article 19, con's) training to maintain a Paramedic Certification. No more than 8 hours overtime shall be paid for off-duty training per paramedic per fiscal year. Each such overtime request requires the approval of the Fire Chief or designee." Mi fJj4WbWb9 W.0 "MOT-1— 11 WM IM W ml� MW 4. WROMORM!".-M M. hi R" . 9. PROBATIONARY PERIOD (Article 21): City Team disagrees with Fire Local 891 proposal, because it is inconsistent with Civil Service Rules 510, Voluntary Demotion, and 511, Reduction in Force. 10. WORK UNIFORMS (Article 22): City Team and Fire Local 891 Jrntatively agreed on Guidelines for Replacing Uniforms. 11. TUITION REIMBURSEMENT (Article 25): Fire Local 891 did not offer a counter- proposal on 3/1/93, nor did it state whether it agreed with the City Team's language, which reduces the amount of reimbursement to 5 % of the equivalent of the tuition costs for up to three (3) units pgr quarter, or one and one-half times that amount, if on a semester system. M 12. EDUCATIONAL/LONGEVITY PAY (Article 28): Fire Local 891 disagrees with City Team proposal to delete this Article, m the City $96.017/ On 3/12/93, Fire Local 891 deleted its proposal for increases in Educational/Longevity Pay for the 2nd and 3rd years of the contract. 13. ON-CALL, CALL-RACK, STAND-BY (Article 30): Fire Local 891 disagrees with minor language change in City Team proposal; also, Fire Local 891 wants minimum of two hours overtime at time and one-half. On 3/10/93, City Team asked Fire Local 891 to consider starting overtime once they check into their place of assignment. On 3112/93, City Team and Fire Local 894 tentaltrely .... .. e acmettttj 1P of 22 i 0 14. PERSONNEL FILES (Article 34) �,y �' &M, ? v � re to revised language on 3/1(1193.; "Should a member refuse to sign, that fact should be noted on the document and signed or initialed by a witness who is a union representative, if the union representative is present." 15. INVESTIGATION RI HT (Article 36): Fire Local 891 disagrees with revised definition of "punitive action" proposed by City Team. 16. EMPLOYEE REPRESENTATIVES (Article 40): City Team and Fire Local 891 have tentatively agreed on language. 17. GRIEVANCE (Article 41): City Team disagrees with Fire Local 891 on its proposed arbitration procedures. City Team proposed revised language on Definition, Consolidation, and Steps in the Grievance Procedure. ku eQLYC3RAP1f3CATti7'�:t tt tAY 13w 1b OR kt � � [arrant MOV language, . ,. 19. LABOR MANAGEMENT COMMITTEE (Article 43): Fire Local 891 and City Team disagree on language. 20. FLEXIBLE STAFFING/VA ATION & HOLIDAY-SELL-BACK (Article 44): Union did not respond on annual sell-back language proposed by City Team; union disagrees with City Team proposal to delete final year sell-back. MIROMMV ts to delete finest„��ans. v ;s; uSe�'ERS will the"lranshon peritxl '"thl� beneftt'lm�l+s�hility �four �y y "�the.+1 �4I`Flifir€u ert�nToyee� nr- The City Team proposal would save about $248.986 in unfiindgd liability in 1994-95, Qn 37 #11 rre I ast tiler t afire d afo delete rt�na1 YeAr cart u9rt 7111+31 1 to xvaniss Arbrtrataon PAS �fsc teatrt.wouldr�e 217 l dst Sttrn�o�s epretrtt iattitrtttcer 9 Np agreement zached. ltecause Post Strwavprs' Reftt�i 1netts att � �Q. Y�7ta< W1 �3` �.,�et9 ON �l�+Rptl 1711 1Aal",Year. �Cll�aCIF'�S�� .�; tit � ir5 ) �olbrngIlyearrt langu >± �� ��;. 9 r ��'�' � I�:�1�31�i1rp IIYC}lkS�it"�24 SprCa(13otlt holtda���e1l,�E '[��ttvrx the�tear;�^us,a�ittn�t�p-�ititt pSye�ta;�fte��tt}�'f�atl Teat Pas�at>fiaf �vtntltl?i Ymenis to P�,R� .. 19 of 22 10,64'M_1410109M�� th City Team 23. TERM (Article 471: On 3/12/93, Fire Local 891 agreed with City Team proposal for a two-year term. up tbj4kj6, 25. OTHER: Fire Local 891 retained its proposal on Post-Survivors' Retirement Be 20 of 22 0 0 Attachment A Add to Article 16, Use of "Birthday Rule" for Health Coverage: "if both you and your legal spouse have health care coverage available, the plan of the parent whose birthday falls first in the calendar year is the primary plan for your children . . . If the spouse's birthday falls first in the calendar year, (name of company) will be the second-pay provider for dependent children. In cases involving a dependent child whose parents are separated or divorced, plans covering the child as a dependent will be covered in the following order: First, the plan of the parent with custody of the child; then, if that parent has remarried, the plan of the step-parent with custody of the child; and, finally, the plan(s) of the parent(s) without custody of the child. If there is a court decree establishing medical, dental, or other health care expenses of the child, then the plan which covers the child as a dependent of that parent will take precedence." 21 of 22 Attachment B Article 30 - On Call Call-Back. Stand-by "Any employee on 'on-call' status will receive a minimum of two hours pay at time and one- half for all or any portion of a twenty-four hour day. If 'called back' any time within the first two hours of 'on-call,' the time worked will be deducted from the two hours 'on-call.' If the 'call-back' occurs after two hours expire, 'call-back' time will be clocked from the time the employee receives the call to report. Compensation for that time is in addition to the 'on-call' status. In the event an employee is placed on 'standby' for court subpoena, the employee will receive two hours 'standby' pay at time and one-half. If the employee is called to court and does not go beyond 1200 hours on that day, it will be considered part of the two hours 'standby.' If the employee has to appear after the noon recess, any additional time will be added to the two hours 'standby' plus one-half hour travel time. In cases where the subpoena is for 1330 hours, or another time, the 'standby' will start with time stated on the subpoena. In those cases where the subpoena is for 1330 or later, the employee's time will be computed at the amount of time between the time of subpoena and 1700, plus thirty minutes travel time. In the event the employee is required to pay parking fees, the employee will be reimbursed. If the employee is required to stay through noon recess, he will be paid for the actual time spent. All 'standby,' 'on-call' and 'call-back' pay will be at the time and one-half overtime rate." 22 of 22 p #1 NON=DISPUTED ITEMS CLEAN-UP LANGUAGE ON VACATION LEAVE SICK-LEAVE DEFINITION AND GUIDELINES FITNESS FOR DUTY EXAMS LEAVE PROVISION LANGUAGE VARIOUS PARAMEDIC ASSIGNMENT RULES RE-EMPLOYMENT WORK UNIFORM REPLACEMENT ON-CALL, CALL-BACK, AND STAND-BY PERSONNEL FILES EMPLOYEE UNION REPRESENTATIVES POLYGRAPH EXAMINATION ANNUAL VACATION AND HOLIDAY SELL-BACK SEVERABILITY WELLNESS PROGRAM TWO-YEAR TERM BILINGUAL PAY C 0 #2 FIRE SAFETY EMPLOYEES 186 SALARY INCREASES - 2.6% TO 4.1% Salary Sub-total 3529635 CITY TEAM PROPOSAL BENEFITS PROPOSALS: Bilingual Pay 59119 Wellness Program 39020 4% PERS Contribution (vs. 7%) -244,332 Freeze City Health Contribution 0 50% Tuition Reimbursement/3 units -880 (vs. 100%/6 units) Educational/Longevity Pay -969017 Final Year Sell-Back 0 (savings for 94/95 unfunded liability) Leave for Union Functions -14,231 Benefits Sub-total $3479221 NET TOTAL INCREASE $5,414 O MAJOR ECONOMIC REQUESTS OF FIRE LOCAL 891 * NET INCREASE IN VACATION ACCRUALS Average increase of 4 hours annually. Variance: $70,484 * INCREASE IN HEALTH INSURANCE BENEFITS FOR RETIREES Reduce health benefits for current employees and increase retiree medical benefits Variance: $57,888 * ADDITION OF POST-SURVIVORS' RETIREMENT BENEFIT Monthly allowance to eligible survivors of retirees Variance: $229,047 FIRE UNION PROPOSAL IS $357,419 OVER AND ABOVE CURRENT BENEFITS #3 v O O GENERAL POLICE FIRE MID A GMT TOTALHEALTHWSURANCECOSTS 1076833 674,863 416,710 165,4 -"06)VA09~010E � �r ` kl y:✓F. x •�` tBQ 2x760 g X52 A �i �£wk• , TOTAL LIFE INSURANCE COSTTyS� 110 071 62.685 22,6301 27.7 210 116:2N ,rxGE TOTAL AD&D COSTS 32,287 18,131 11 254 8 1 TOTAL LTD COSTS Is's TOTAL DEMALIOPTIM INSURANCE COSTS 2te 111 116 592 67,337 24 5 4A . 7EXT 3. TO�TTApLPEEpRS COSTS 2,499,940 3,518,9791 2,302,6511 409,0 %OF EMPLOYEE PERS PAID BY CITY Tx 7% TOTAL EDUC LONGEVITY PAY COSTS 1 0 241,082[ 96,4911 1 ' YITYPAYORPOS� fALxx sk s�tY "`go28 TOTAL UNIFORM COSTS 45 835 a 123 500 33,6001 u.'oaTmtOYEE TOTAL BLIJNGUAL PA COSTS 1 3.966.1 . 2,6811 01 Y oommPAYCOST/EMPLOVEE a amgg ._,` Z:. z _ •<0 TOTAL PARAMEDIC INCENTTVEPAY 0 0 115,0,7"6 TOTAL AUTO ALLOWANCE COSTS TOTAL HAZARD PAY�COSTS 6555 ell I ¢"... Q1.aY"`" :Na 3 M/M iY12.y� C x a%i �nn.�n kra>1.i a � " a$rrbE 22- n xx ss"J, '?a' TOTALySHHlFrDDffERENTIAL COSTS y��y� 16.6* 8 6 1 is RENTLBL COST""" ,'" � TOTAL TUITTONREIMBURSEMENTCOSTS 438 546 1,780 1,48 BARGAINING UNIT llll l 2 t NUMBER OF EMPLOYEES BV BARGAINING UN? 662 251 161 6 TOTAL ANNUAL BENEFITS COSTS PER UNIT 4.003.004t 4,754,616 te' 3,087,609 654,54 JEf�fe '.. '•s-w°,�;ce.?i'`.. tl'D4'd: , ,:a# ` `b * a -- .., � Ya135 h3 Percentage Of Income • y � ` i N M N • M M �Y 1 a 9 I m I I I ] 1 R fJ w I I rt I I N R � n � -n m M I � o M m „ 1 mCD m � m i , Z � ' . �° `\ cm ' tea ( fl7 CnZ) m CD \i r \\ O 000000 Too n SHZFO SFH? 8199 %Z 9T6.Q„ CZ:OT C6'8T to 0 0 ~ ez ! w Ge2o v7 wn « // 2/ } / z & & ENGINEER / 2w/d F. F. »wX 63X2 FIRE FIGHTER agaaso aJaw» wG »zz leVEST!GATOR 4b , 00 D-1TAL WAGES PER YEAR 6. a&.m : wx 23: ew RE THE YEAR basgam HEAJewmMAN2 ws lo.m 26 a9»w£ (WORST a2 , yJ: zaZezal = « 914. 9 z , yy: A, 3 », X2X151 Rosy »sA: l DENT : as » azw£E ,m. m IA -EL'_'(_'A'71ONAL LONGEVITY a? e5. 00 z2z78 aziE wJw »a alma: RJ e g w wow PARAMEDIC, INCENTIVE R! mJ2s » CHARTER Eew— «« c yelm RETIMBUIRSEMENT \<e. m2: ewe= za« «zw wEma BENEFIT PER EMPLOYEE s sw . w - +IRE "IGHT'ER/TRA P`M The following cities have agreed to jointly recruit, tact and astabliah an eligibility lint fcc FIR« FIGHTER AND FIRC FIGHTER TRAINEE, at the following monthly salariest San Bernardino firs lighter Trainee $2,159 firm fighter $2,692-$3,383 Rialto Fire fighter $1,670-$3,216 plum $300 for Paramadica Colton fire fighter $2,461-$2,999 FArawodio $2,700-$3,293 Ramat Jiro Fighter Trainee $1,869 faro righter $2,519-$3,062 Fanning Fire Plghtor $2,262-$2,750 NSW ArrOMT162N CS GFNIO U y START AT THE DEGD.NN'O OF na 3&LARY RANGE BAN BERNARDINO and HEMET hire Firefighter Trainees on a temporary basis (approximately 2 montho) until Ducosesful Completion of a City apprcvod Fire Academy, at which time thay arc than eligible for probationary appointment as an entry level Fire Fighter. RIALTO and COLTou hire directly into the classification of Fire Fighter and Paramedic only. bANNINO hirea into the classification or Fire righter only. iAS POSITION: Dutiaa may vary slightly in each organization, and may include responses to fire alarms and other emergancy calla to protect life and proporty) provide emergency medical carol maintain fire Otation and equipment) participate in training activitleal and perform other related work as may be required. HYNZItUH QUALIFICATIONS: Ago 38 years of age or older. Eaacations High school diploma or GED equivalent. Licanoet Valid California Class *C" driver'& license is required. Cortificatal Ban Bernardino County Paramedic Certificate required for paramedic pooition f0: the City of Colton. The City of Rialto requires currant certification as cn Snergancy Medical Technician/Level 1 (EMT) and successful completion of c certified firs academy. The City of Panning requires EMT certification. The city Of Hemet requires successful completion of EMT-1D as part of probation. • Physical Huct be able to perform during high strew situationa. Must ppOo@Dogs the Rcqu iromentst strength and stamina sufficient to lift and carry cquipmont and Individuals weighing up to 150 pounds and be able to woar self-contained breathing apparatus. Vision must be correctable to 10/10) must pass a color perception test. Must be able to work in a variety of environmental conditions. Tho City of Hemet enforces a smoke-free working onvironmant and has adopted t iic of hiring non-smokers. yj W x'O ,APPLY• f� POT,CALL OR LUN7ACi pI1R OPFIGSO OR �CRIIFTOIY 6ZL$$ i1iL7fQ�lt w,, u '� 'X'BE' PAJl17l.'TPJ►TZNO C117JtS t11'Lt'HAV Ra8 Arxiii PA550T BE YHYEICAY♦ 710EL2TX�TBBTt AT T88' PRTBZCAb AOTY.zSZ 'TO J17ILVER AhYv�jlla'STION9 �d!! XAS II11YS :. DT Tf O t s r x yi'res 7130 to 1130, at tbo Regioanl,Fit`o is n9:-Cm&t6VA&t ysl#' afton Hill&'College in 3LF,0{S7,•RAMS.1 Aypiioaatc :'mist rsgiator,III PERSON on flay 11, lg4a ;� iati CRAMN,BILLB COLLEGE at the Regional Piro Trai g �d��`Mai r� f(0-PHONE A,�S`r A TithvAB aYLLL;5..a.1.,.8'�6Y ei'�4.•� �:.: APPLICATIONS for all five Cities will be given Out upon successful completion of the Physical Agility Test at Crafton HL116 College, The CITY OF RIALTO will issue applications only to those candidates who have successfully completed the physical agility and an approved Fire Academy. The CITIES OF SAM BERNARDINO, COLTON, BANNING R HSMHT will laaue applications only to those candidates who successfully complete the physical agility. P7RI Tzlf EXAU' The WRITTEN ESAH Lost date will be announced at the physical agility test. The Written Exam may consist of: knowledge of tools and their functlon&) mechanical comprehension; spatial comprehension) basic knowledge of physical sciences; Problem solvin.; understanding written materlala; following written directions. SELECTION: An eligibility list of applicants who successfully pass the written, exar.. will be provided to th= San Bernardino, Rialto, Hemet, Banning and Colton Firm Departmeas, for the purpose of conductin; oral Interviews. A medical exam, which may include drug and alcohol screening, a backgrour.z inveatigation and psychological exam may be required during this process. Applicants will L. contacted by the respective fire departments. AN EQUAL OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER © 9 4S, San Relot ardino a Rialto RRE R19#TERS 2 : LOCAL B91 ev P. O. BOX 27 SAN BERNARDINO. CALIFORNIA 924 Barbara Dillon, Director of Personnel 1 April 1993 300 North "D" Street San Bernardino, California, 92418-0001 Dear Barbara: After reviewing the interoffice memorandum by H. Doug Chandler dated 23 March 1993 along with the current application for Paramedic/Fire fighter I found certain items that were not met and conferred on. The position of the City that this new classification was to be a promotional position has never been formally addressed and must be met and conferred on prior to its implementation. Also, the interoffice memorandum by Mr. Doug Chandler is not the position he has stated to this Union when questioned about the disposition of the P-2 position. Therefore, I am requesting that the memorandum dated 23 March 1993 by Mr. Chandler be immediately rescinded and that any clarification memorandum issued by Mr. Chandler be held in abatement until the City and our Union meet and confer on the above mentioned items . Please contact me no later than Monday 5 April 1993 with your response and dates and times acceptable for this meet and confer. Sincerely`�y�� Karl F. Kolodzik President-Local #891 AI(iU.W .ith' INTERNATIONALASSOCIATION OF FIRE FIGHTERS AFL-CIO • CALIFORNIA PROFESSIONAL FIRE FIGHTERS PAI mneNm cTITC =nPRATInN nF I AWR SAN BERNARDINO CENTRAL LABOR COUNCIL eF,µNARp�� <r CIT RNARDINO 900 NORTH"D"STREET, SAN BERNARDINO, CALIFORNIA 92418 O �oGHpED It, 6� April 5, 1993 Mr. Karl Kolodzik, President Fire Local 891 P.O. Box 2703 San Bernardino, CA 92406 Dear Mr. Kolodzik: P-2 PARAMEDIC/FIREFIGHTER CLASSIFICATION This letter is in response to your correspondence received Friday afternoon, April 2, 1993. Please be advised that Ms. Diane Roth, Deputy City Attorney, sent a letter dated March 30, 1993 to Mr. Duane R. Reno, Davis, Reno & Courtney re: San Bernardino Fire Department Paramedics. The letter substantiates that the City and Fire Local 891 have met and conferred on several occasions on the P-2 Paramedic/Firefighter classification. Therefore, there is no need to schedule additional dates for meet and confer sessions on this issue. Sincerely, Z'z,a2 a-1 a/ '"Z' 2/ Barbara Dillon Director of Personnel attachment: Letter received April 2, 1993 from Fire Local 891 cc: Shaun Clark, City Administrator H. Doug Chandler, Chief Examiner Diane Roth, Deputy City Attorney City Team Members, Fire Negotiations PRIDE �t 44 IN PROGRE; CiL. f'71v— Sall San ,8er V417o 6 ft#0 y0 RRI R611MRS nE fIG N�EP • LC C A L E3 9 1 R. O. BOX 27C ^'. BERNARDIND. CALJr DRNIA 9240 April 10, 1993 Battalion Chief 603, This letter confirms the date of FIRE N^,OTIATIONS meeting scheduled as follows: MONDAY, APRIL 19, 1993 1000 HRS CITY HALL I am requesting relief at 0930 EIRS to arrive on time. I will be at Station four if you have any questions . Thank you, Deborah Leonard Secretary-Treasurer EL :15 PQ-- CI R `ARDI1V O 300 NORTH"D"STREET, SAN BERNARDINO, CALIFORNIA 92418 April 7, 1993 Mr. Karl Kolodzik, President Fire Lacai 891 P.O. Box 2703 San RemRTdino, CA 92406 Dear Mr. Kolodzik: IIv1PASSE HEARING On April 5, 1993, tie Mayor and Common Council approved the following date and time for the Impasse Hearing on the Memorandum of Understanding for the Fire Safety Employees: Date: Monday, April 19, 1993 Time: 10:00 A111 `y - Place: Council Chambers First Floor, City Hall —_ If you have any questions, please give me a call at (909) 384-5161, Sincerely, Barbara Dillon Director of Personnel cc: Sharma Clark, City Administrator Rachel Clark, City Clerk City Team Members FIRE.NEGOTIATIONS:KK.P4PASSE.HEARA 0 PRIDE J City of San Berru 'inn invites applications for: POSITION: PARAMEDICIFIRE FIGHTER Cro ESTABLISH AN F11GIBf1_rrV LLST ONLY) DFPARTNTFNT: FMF. OPENSt MONIIAY, MARCH 29, 1993 SALARY. S3,21R - $3,977 PER MONTH APPLICATION DEADLWF—e 4:30 P.M., FRIDAY, APREL 9, 1993 pROMOTTONAL FOR ALL FIRE DEPARTMENT EMPLOYEES ONLY ]OB DESCRE ON: Under direction, Provides penmedic emergency medical care' wwropiishes a variety of duties in the protect;= of life and property by combating, extinguishing, and pm'eating fires; maintains station and equipment: std participates in bam as activities Rl1Q rnEU9h TS: Willia&,,,a to serve as a Paramedic as assigned. Education. Graduation from high school or G.E.D. equivaleat. suceessfat completion of a basic fire academy approved by tbo Fim Chief. Cerhfiunion: Posaessi=of a current San Bernardino County Certification and acctediusim for performance of paramedic duties u required. L;ctttse: possession of a valid Class 'C' California Driver's License is required. Age: Mess be N least Is years of age. pgySICAL REQUIREMENTS: Within accepted medical standards, weight must be in proportion to height. Minimum eyesight rectuirements: 20/40 uncorrected both eyes, correctable to 20120 both eyes. Must he able to work in a variety of environmental conditions Including beat, cold, f tones, smoke and chancels; work in tightly enclosed spaces with poor ventilation; transport equipment and individuals weighing up to 150 pounds and be able to wear a sclftanWned breathing apparatw: remain calm in emergency situations;and lift,bend, stoop and reach in a normal range of body motion. SELECTION PROCESS: Following it review of Applications submitted, qualified applicants will be notified of date, time and place of examination,which may include written, oral,performance and other evalnatim processes appropriate to assess knowledge, skills, and abilities required. THE CITY RESERVES THE RIGHT TO RATE APPLICANTS BASED ON A REVIEW OF THE APPLICATION MATERLAIS AND TO INVITE ONLY THE MOST QUALIFIED APPLICANTS TO PARTICIPATE IN SUCCESSIVE PARTS OF THE SELECTION PROCESS. The provzs;ons of this bulletin do not constitute an expressed or implied contract. Any provision contained in this bulletin may be ="ified or revoked without notice. 6rYrFli I �✓r »a aVt1 TA'L1ARAl�EI�CrruG rwHrEa