HomeMy WebLinkAboutR-1995-171RESOLUTION NO. 171-95
PASSED AND ADOPTED this '12th day of December, 199S
M YOR o ISSIONER
A EST:
CITY C UDITOR
APPROVED AS TO FORM AND CORRECTNESS
*n,"JC e,ZLLBY:
Frank C. Adler, City Attorney
L
A RESOLUTION OF THE CIry OF DANIA, FLORIDA, APPROVINGTHE COLLECTIVE BARGAINING AGREEMENT BETWEEN THEMETRO.BROWARD PROFESSIONAL FIREFIGHTERS LOCAL
3O8O AND THE CITY OF DANIA, COVERING THE PERIOD FROMOCTOBER 1, 1995, THROUGH SEPTEMBER 30, 1998; AND
PROVIDING FOR AN EFFECTIVE DATE.
BE IT RESOLVED BY THE CITY COMMISSION OF THE CIry OF DANIA,
FLORIDA;
section 1. That the collective Bargaining Agreement between Metro-Broward
Professional Firefighters Local 3080 and the city of Dania, covering the period from
october 1, 1995, through september 30, 1998, ofwhich a copy is attached hereto and
made a part hereof as "Exhibit A", be and the same is hereby approved, and the
appropriate city officials are hereby directed to execute same.
section 2. That this resolution shall be in force and take effect immediately
upon its passage and adoption.
Resolution No. 171-95
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE CITY OF DANIA
AND
THE DANIA ASSOCIATION OF FIREFIGHTERS, LOCAL 3080,
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
ocToBER I, 1995
through
SEPTEMBER 30, 1998
EXH IBIT aa ^ lt
ARTICLE #
l0
11
12
i3
14
1
TABLE OF CONTENTS
ARTICLE TITLE
GENERAL
RICOGNITION
RI]I,I,ETIN BOARDS
PAYROLL DEDUCTION OF DUES
SEMINARS AND UNION BUSINESS
DISCRIMINATION
GRIEVANCE PROCEDURE
OVERTIME PAY
TEMPORARY UPGRADING
PROMOTIONAL EXAMINATIONS
PROMOTIONAL ELIGIBILITY, AND
DURATION OF LISTS
CERTIFICATION OF PROMOTIONAL LISTS
AND APPOINTMENT PROCEDURE
HOURS OF DUTY
BEREAVEMENT PAY
PAGE
ll
t2
l3
l5
t7
l8
l9
2
3
4
5
6
7
8
9
2
1
4
5
6
7
l5 GROUP INSURANCE 20
ARTICLE #ARTICLE TITLE
LONGEVITY PAY
ANNUAL LEAVE
UNIFORM MAINTENANCE AND LOSS
OR DAMAGE OF PERSONAL GOODS
UNIFORM AND EQUIPMENT
HAIR CODE
PENSION
PAY SCALE
STRIKES
PREVAILING RIGHTS
SHIFT EXCHANGE
MINIMUM RESPONSE MANNING
TRAINING AND PERSONAL TIME
VOLLINTEER SEPARATION
DURATION OF ORDERS
FLORIDA MINIMUM STANDARDS TRAINING
EDUCATIONAL REIMBURSEMENT
PAGE
2l
22
24
25
27
28
34
35
36
37
38
39
40
41
42
43
44
16
t7
l8
t9
20
21
22
23
24
25
26
27
28
29
30
3l
32 ON.THE-JOB INJURY
ARTICLE #ARTICLE TITLE
33 VEHICLE ACCIDENTS
34 SICK LEAVE
35 DIVING
36 EDUCATIONAL INCENTIVES
37 MANAGEMENT RIGHTS
38 CREDITUNION
39 DISPATCH DUTIES
I,ABOR MANAGEMENT COMMITTEE
4t EMERGENCY MEDICAL ASSIGNMENT
42 PHYSICAL EXAMS
43 DEFINITIONS
SAVINGS CLAUSE
45 SUBSTANCE ABUSE TREATMENT
DURATION OF AGREEMENT
47 PERSONNEL REDUCTION
CONTRACT AGREEMENT SIGNATURES
PAGE
41
48
49
50
51
JZ
53
54
55
56
57
58
61
62
46
40
44
46
APPENDIX:PAY SCALE EFFECTIVE OCTOBER 1, 1988
63
ARTICLE 1
GENERAL:
The City of Dania, hereinafter referred to as the "City", and Local 3080 of the Intemational
Association of Fire Fighters, hereinafter referred to as the "Union", in order to increase
general efficiency in the Fire Department, to maintain the existing harmonious relationship
between the Fire Department and it's employees, and to promote the morale, rights, and well-
being of the members of the Fire Department, HEREBY AGREE as follows:
PUBLIC EMPLOYEES
The Fire Department and individual members of the Union are to regard themselves as public
employees, and are to be govemed by the highest ideals ofhonor and integrity in all their
public and personal conduct, in order that they may merit the respect and confidence ofthe
general public.
Page I
2.1
2.2
2.3
ARTICLE 2
RECOGNITION
The City hereby recognizes that the Union is the sole representative ofall
employees of the Fire Department, with the exception of the Fire Chief, for
the purpose of bargaining with the respect to wages, hours of work, working
conditions, and alljob related items.
Recognition shall be in effect until the authority to represent the fire fighters is
withdrawn by a majority vote ofthe fire fighters represented.
In the event Local 3080 merges with or into any other I.A.F.F. local union, or
a successor I.A.F.F. local union is chartered, upon offrcial notification by the
Union President, that a majority of employees in the bargaining unit wish to
have the merged or successor local union represent them, the City will
recognize this Union as the successor bargaining agent under this agreement.
This agreement shall apply to and be honored by the Crty and the successor
Local Union for the duration of the term hereof.
Page 2
3.1
ARTICLE 3
BULLETIN BOARDS
The employer agrees to fumish and maintain a suitable bulletin board in the
fire station to be used by the Union. The Union shall limit it's posting of
notices ald bulletins to such bulletin board. Only authorized Union leaders
will post or take down articles posted.
Page 3
4.1
4.2
4.3
4.4
ARTICLE 4
PAYROLL DEDUCTION OF DUES
Upon receipt ofa written authorization from an employee covered by this
agreement, the employer will deduct from the employee's pay, the amount
owed to the Union by such employee for dues. The employer will remit to the
Union such sums within thirty (30) days. Changes in the Union's membership
dues rate will be certified to the employer in writing over the signature ofthe
authorized officer or officers of the Union and shall be done at least thirty (30)
days in advance of the effective date of change. The employer's remittance
will be deemed correct if the Union does not give written notice to the
employer, within two (2) calendar weeks after remittance is received, of it's
belief, with reasons stated therefore, that the remittance is incorrect
The Union will indemnifu, defend, and hold the employer harmless against
any claim made and against any suit instituted against the employer on
account of any check-off of union dues.
An employee may revoke in writing at any time his/her authorization for dues
deduction. Dues revocation shall be processed through the Union. In the
event ofdirect revocation by the employee to the employer, the employer will
notifu the Union as soon as possible.
No deduction shall be made from the pay ofany employee for any payroll
period in which the employee's net eamings for that payroll period, after other
deductions, are less than the amount of the dues to be checked-off.
Page 4
5.1
5,3
5.4
ARTICLE 5
SEMINARS AND UNION BUSINESS
The Union shall determine the person(s) who shall attend union functions.
The time-off shall be requested in writing by the Local President or District
Vice President at least forty-eight (48) hours in advance. If manning allows,
the Union shall not be denied the time off. If necessary, other employees shall
fill in for the Union members given time-off and shall then be given an equal
amount of time-off at a later date.
The Union's District Vice President or other Union member designated by the
District Vice President shall be permitted to have other Union members work
for them at the expense of the Union, at any time, with notification to the Fire
Chief.
Employees who attendjob related seminars or business at the direction ofthe
Fire Chief, shall be considered on duty and shall receive their regular
compensation and benefits. Employees who voluntarily attend coliege
courses or other functions without the direction of the Fire Chief shall do so
on their own time.
Page 5
5.2
The City agrees to allow any Union member a total of six (6), twenty-four
(24) hour shifts or the equivalent hours, in paid time-off per calendar year, to
attend any Union business. seminar or convention.
6.1
6.2
ARTICLE 6
DISCRIMINATION
The City and the Union agree that all provisions ofthis agreement shall be
applied to all employees by this agreement. The City and the Union affirm
theirjoint opposition to any discnmination practices in connection with
employment, promotion and training, remembering that the public interest
requires the full utilization of employee's skill and ability without regard to
race, color, creed, national origin, sex, disability or age.
Employees shall have the right to join the Union, to engage in lawful
concerted activities for the purposes ofcollective bargaining, or other forms of
mutuai aid protection, and to express and communicate any view, grievance,
complaint, or opinion, within the bounds ofgood taste, relative to the
conditions or compensations of public employment or it's betterment. This
provision shall be applied to all employee's by the employer and the Union'
Page 6
ARTICLE 7
GRIEVANCE PROCEDURE
7.1 A grievance is defined as a dispute involving the interpretation or the
application of this agreement.
7.2 A grievance shall refer to the specific provision or provisions ofthe agreement
alleged to have been violated and shall set forth the facts pertaining to the
alleged violation, and such grievance shall be limited to the application and
interpretation of this agreement.
7.3 To simplifu the grievance procedure, the number of "working days" in
presenting a grievance and receiving a reply from the different levels of
supervision shall be based upon a forty (40) hour, five (5) day work week,
Monday through Friday.
7.1 Grievances shall be processed in accordance with the following procedure:
Step I The aggrieved employee, with the assistance of the Union,
shall present either orally or in writing, his grievance to his
immediate supervisor within five (5) working days from the
date that the employee became aware ofthe events giving rise
to the grievance. Discussions will be informal for the purpose
of settling differences in the simplest and most direct manner.
The immediate supervisor shall reach a decision and
communicate it either orally or in writing to the aggrieved
employee and the Union within two (2) working days from the
date the grievance was presented to him.
If the grievance is not settled at the first step, the aggrieved
employee, with the assistance of the Union, shall reduce the
grievance to writing on the standard form provided by the
Union, and within five (5) working days, shall present the
written grievance to the Assistant Chief.
Page 7
Step 2:
The Assistant Chief shall, within five (5) working days
following receipt ofthe written grievance, conduct a meeting
between himself, the aggrieved employee, and the Union to
determine the facts pertaining to the grievance. The Assistant
Chief shall notify the aggrieved employee and the Union, of his
decision not later than five (5) working days following the
meeting date.
Step 3:Ifthe grievance has not been resolved to the satisfaction ofthe
employee or the Union in Step 2, the Union, within frve (5)
working days, shali forward the written grievance to the Fire
Chiefor his designee. The Fire Chiefor his designee shall,
within five (5) working days from the receipt of the written
grievance, conduct a meeting between himself, his
representative, if needed, the aggrieved employee and the
Union representative(s). The Fire Chief or his designee shall
notifu the aggrieved employee and the Union, in writing, ofhis
decision no later than five (5) working days following the
meeting.
Step 4:If the grievance has not been satisfactorily resolved in Step 3,
the Union, within three (3) working days, shall forward the
written grievance to the office of the City Manager. The City
Manager or his designee shall meet with, his representative, if
needed, the aggrieved employee and the Union
representative(s), within ten (10) working days after receipt of
the grievance. The City Manager shall fumish a copy of his
decision to the aggrieved employee and the Union, within five
(5) working days following the meeting.
Step 5:If the grievance has not been satisfactorily resolved at the Step
4 level ofthe grievance procedure, the Union shall within ten
(10) working days, submit the grievance to arbitration.
Where a grievance is general in nature in that it applies to a number of
employees having the same issue to be decided, or ifthe grievance is directly
between the Union and the City, it shall be presented directly at Step 3 of the
grievance procedue, within the time limits provided for the submission of
grievance in Step 1 and signed by the aggrieved employees and or the Union
representative on their behalf.
Page 8
7.5
7.6 All grievances must be processed within the time limits herein provrded unless
extended by mutual agreement in writing. Any grievance not processed by the
Union in accordance with the time limits provided in each step of the article,
shall be considered conclusively abandoned. Any grievance not processed by
the City within the time limits provided herein, shall be automatically
advanced to the next higher step in the grievance procedure.
When a grievance is reduced to writing, there shall be set forth, in the space
provided on the grievance form, a complete statement ofthe grievance and the
facts upon which it is based, together with the sections of this agreement
claimed to have been violated and the remedy or correction requested.
This grievance procedure is the exclusive method of resolving disputes
relating to the application and interpretation of this agreement.
The parties agree, that nothing in this Article shall be construed to prevent a
member of the bargaining unit from presenting his grievance to the public
employer and have such grievance adjusted without the intervention ofthe
Union, provided the adjustment is not inconsistent with the terms of the
collective bargaining agreement in effect at the time.
The arbitration hearing shall be conducted in accordance with the rules ofthe
American Arbitration Association.
It is contemplated that the City and the Union agree in writing as the statement
of the matter to be arbitrated prior to the hearing. When this is done, the
arbitrator shall confine his decision to the particular matter thus specified.
When the parties are unable to agree, the arbitrator shall decide the issue or
issues to be arbitrated. In the event either party claims a dispute is non-
arbiffable, the arbitrator will rule on that issue along with the merits of the
grievance.
Each party shall bear the expense of its own witness and of its own
representation. The parties shall bear equally the expense of the impartial
arbitrator. The party desiring a transcript of the hearing will bear the cost of
the same.
1.1
7.8
7.9
7.fi
7.12
Page 9
7.10
7.13
7.14
Copies ofthe award ofthe arbitration made in accordance with the jurisdiction
or authority under this agreement shall be fumished to both parties within
thirty (30) days of the hearing and shall be final and binding on both parties.
The provisions ofthis Article shall not be available to probationary,
provisional, or temporary employees as it relates to discipline or discharge.
However, the above referenced employees shall have reference to this Article
as it relates to any other matter. After one (1) year an employee will be
covered by this Article, unless an extension is agreed upon by the City and the
employee.
Page 10
8.3
8.4
8.5
ARTICLE 8
OVERTIME PAY
Overtime will be allocated according to position need and the employee's
position on the overtime rotation list.
Overtime perquisite: When the Department falls below the required on-duty
employees as stipulated by Article 26, Minimum Response Manning, of this
agreement, and ifthe position cannot be filled by on-duty response shift
personnel upgrading.
Overtime, when required, will be issued position for position, i.e., lieutenant
for lieutenant, E/O for E/O, Rescue Crew Chief fro Rescue Crew Chief,
Paramedic for Paramedic, and Firefighter for Firefighter. Once the position
section ofthe overtime rotation list is exhausted, then the back-up list must be
used, with the same rotation criteria used.
When it is necessary for the City to require employees to work hours in excess
oftheir normal shifts, additional shifts, after shift change, attend court
hearings or trials, or other required functions, such hours worked shall be
considered overtime, and shall be paid at the rate of 1.5 times their regular
forty (40) hour, hourly pay rate, after extra time work exceeds any part ofan
hour. An employee held over his normal work shift for any period of time
will be paid at the rate of 1.5 times their regular forty (40) hour, hourly pay
rate, for not less than one-halfhour, additional time shall be advanced to the
next half-hour mark.
Employees ordered to duty for an emergency, or a mandatory or necessary
meeting shall be paid for the actual time worked, but not less than three (3)
hours pay, at the rate of 1.5 times their regular forty (40) hour, hourly pay rate
Page 1 1
8.1
8.2
8.6
8.7
8.8
8.9
An employee will rotate to the end of the overtime rotation list after a
minimum of twelve (12) hours is accrued. An employee shall also rotate to the
end ofthe overtime list if they should leave shift for any reason, prior to
completing the time for which overtime was necessary. An employee may not
work more than twenty-four continuous overtime hours.
Employees shall rotate to the end ofthe overtime rotation iist if they refuse
overtime assignment on a holiday. The department may develop any rules and
regulations to insure that employees will report for duty when needed.
Employees assigned to days shall not fiIl-in for unscheduled leaves unless
they are next on the overtime rotation list and are paid 1.5 times their normal
hourly rate.
The employee designated as the "floater" may be used to meet the minimum
maming requirement in the event of scheduled leaves or in the event that
another employee will miss more than two (2) shifts due to illness, injury or
unanticipated leave.
Page 1 1-A
9.1
9.2
9.3
9.4
ARTICLE 9
TEMPORARY UPGRADING
For an employee to be upgraded, the employee must be ranked within the top
three (3) positions of the promotion eligibility list as prescribed in Article 1 1 .
Ifany ofthese employees, ranked in the top three (3) positions are not
available to work, as regularly scheduled, then employees with a lower
ranking on the promotional eligibility list may be upgraded.
Training candidates will work without upgraded pay in order to gain on-the-
job experience, provided that minimum manning has been met by regular
staff.
Management reserves the right to use temporary upgrading in lieu of overtime
when the members assigned to a particular shift are eligible through the
upgrading process to fiIl the position in order to maintain minimum response
manning as prescribed through Article 26.
Page 12
The City and Union agree that any time an employee of the Fire Department is
temporarily assigned to a position which is higher than their normai job
classification, he will receive additional compensation equal to the rate-of-pay
for the position to which they are assigned. This additional compensation
should be paid by the City in the same pay period as the employee worked in
the upgraded position.
10.1
10.2
10.3
10.4
ARTICLE IO
PROMOTIONAL EXAMINATIONS
Promotional examinations shall be given for the following ranks:
Engineer/Operator
Paramedic II
Lieutenant
Battalion ChieflDivision Chief
The City and the Union agree that the promotional examinations shall consist
ofa written and oral/practical portion equally weighted. That the written
portion of the lieutenants examilation shall be given in May of 1996, the
written portion of the engineer/operators examination shall be given in
November of 1996 and the written portion of the Paramedic II examination be
given in March of 1997. Future examinations for these ranks shall be given
biennially in the months indicated for each respective rank. The other listed
ranks shall have the same testing format but the examinations shall be given
on an as needed basis. However, in no case shall sixty (60) days elapse after a
vacancy is created in a position, before an examination is given. Eligibility
lists shall then be established from these examinations.
The oral/practical portion ofthe examinations shall be given within thirty (30)
days of the written portion. Only those applicants who pass the written
examination with a score of 70o% or better shall be eligible for the oral/
practical portion of the examination.
The City and the Union agree that the announcements for promotional
examinations shall be made ninety (90) days in advance ofthe examination
date. Sources of information for all promotional examinations shall be
included in the examination announcement.
A
B
C
D
Page 1 3
10.5
10.6
10.7
The application period for the examination shall be at least thirty (30) days.
The examinations shall be given not more than thirty (30) days after the
closing of the application period. This application period shall be extended
for employees on vacation, sick leave, injury leave, workers' compensation or
other excusable absences.
The ranks and positions of deputy chiefand fire inspector shall be appointed
positions.
An employee taking a promotional examination shall have thirty (30) days in
which to review and/or appeal their written exam. After thirty (30) days the
employee shall not have access to the exam.
Page 14
11.1
11.2
ARTICLE 11
PROMOTIONAL ELIGIBILITY AND DURATION OF LISTS
The City and the Union agree that the duration ofeach promotional eligibility
list shall be for a two (2) year period. If the list is depleted prior to the two (2)
year period, an examination may be given in accordance with Article 10.
The following minimum requirements shall be adopted for promotional
eligibility.
Engineer/Operator, minimum standards
A. At least two (2) years in service.
A minimum of six (6) credit hours in the fire science
curriculum, and any ofthe following courses: apparatus
and procedures, hydraulics, or the forty (40) hour
operator course.
C. Pass all portions ofthe exam with a70%o ot better.
Paramedic II, minimum standards
A At least four (4) years in service with the Dania Fire
Department.
A minimum nine (9) credit hours in allied health.
A current state of Florida paramedic license.
Pass all parts of exam with a 707o or better.
B
B
C
D
Page I 5
Fire Inspector, minimum standards
A Florida certified firefighter
At least two (2) years in service with Dania Fire
Department.
Licensed by Broward County and the State of Florida as
a municipal fire inspector.
Lieutenant, minimum standards
At least five (5) years in service with the Dania Fire
Department.
At least twenty one (21) credit hours in fire science or
allied health, to include, E/O requirements and
supervision, or certified as Fire Offrcer I.
Have previously been on eligibility list for
engineer/operator.
D. Pass all parts of lieutenants exam with a 700% or better.
Battalion Chief/Division Chief, minimum standards
At least seven (7) years in service, two (2) years as a
lieutenant with Dania Fire Department.
Rescue Division Chief to be Florida licensed
paramedic.
Certified as a Fire Offrcer I and have a fire science
certificate, or, an associate degree in fire science, or,
associate degree in paramedic science.
A.
B.
C
A.
B.
C
A.
B.
C
Page 16
12.1
12.2
12.3
12.4
ARTICLE 12
CERTIF'ICATION OF PROMOTIONAL LISTS
AND APPOINTMENT PROCEDURE
The City and the Union agree that all certified positions within the Fire
Department, as listed in A(icle i 1, shall be filled from the current
promotional list ofeligible employees as certified by the City's Personnel
Director.
Examinations shall be graded to one one-hundredth (.01) of a point. The
promotional list shall rank those eligible in the order of their examination
score from the highest to the lowest.
Promotions shall be made from the certified promotional list. If two (2)
persons are on the list, the Fire Chief may choose between the two (2)
employees eligible. If neither of the two candidates are acceptable then a new
eligibility list may be created. If three (3) or more persons are on the
eligibility list the Fire Chief shall make his choice from the top three (3)
scores.
Ifan employee on the eligibility list is to be passed over for a promotion, then
the Fire Chief shall counsel the eligible employee as to the reason for being
passed over, prior to the list ofpersonnel to be promoted, being amounced.
Provisional appointments may be made to vacancies where no promotional list
is available, for a period not to exceed one-hundred and twenty (120) days,
with the approval of the City Manager.
12.5
Page 17
I 3.1
ARTICLE 13
HOURS OF DUTY
It is agreed by the City and the Union that the work schedule for employees
assigned to shifts shall consist of twenty-four (24) hours on duty, followed by
forty-eight (48) hours offduty, with eighteen (18) personal shifts offper year.
Those employees assigned to work days shall work forty (40) hours a week, as
assigned by the Fire Chief.
Personal days-offwill be scheduled by the Fire Department with the approval
of the Fire Chief. The Fire Chief will have the final authority in granting
personal days-off and may reschedule to maintain the normal operations ofthe
Fire Department.
Page 1 8
14.1
14.2
14.3
t4.4
ARTICLE T4
BEREAVEMENT PAY
The City and the Union agree that upon the death of an immediate family
member, the employee will be granted immediate time-off with pay. This
bereavement pay will not be more than two (2), twenty four (24) hour shifts
for those employees assigned to shift and four (4), eight (8) hour days for
those employees assigned to days.
It is agreed that the term "immediate family," means an employee's wife or
husband, and the employee or their spouse's mother, father, sister. brother,
son, daughter, grandmother, and grandfather.
Bereavement pay will be subject to the review ofthe Fire Chief, and only
those days actually needed by the employee will be granted.
In the event ofthe death ofa non-immediate relative or a step-relative, the
Fire Chief may authorize sick leave with pay at his discretion, with the
approval of the Personnel Director.
Page I 9
l5.l
15.2
15.3
15.4
15.5
ARTICLE 15
GROUP INSURANCE
The City agrees to provide medical and dental insurance for the employees
and their dependents. The City will-offer various levels of benefits through a
cafeteria program. Employees will be permitted to change this benefit
election only once each year on the renewal date, unless there is a major
lifestyle change in the individual's life.
The City agrees to pay the full premium for medical and dental insurance for
the employees and their dependents. The City will maintain the same level of
coverage for the duration ofthis agreement that was in effect on September 1,
1995 (See Appendix D attached).
The City shall provide life insurance for the employee with a policy amount
equnl to at least two (2) times the employees' annual salary not to exceed
$s0,000.00.
The City agrees to allow the Union to establish its own group insurance plan,
provided that notice be given to the City a minimum of ninety (90) days in
advance. Should the Union decide to establish its own group insurance
program, the City agrees to pay the Union, the same dollar amount per
employee and dependents that the City pays for other employees ofthe City
and their dependents, at the time said program goes into effect.
The City will also continue to deduct amounts required, in excess ofthe City's
contribution to the Union plan from the employees' paychecks and remit the
same along with the City's contribution, to t}re Union, within thirty (30) days.
Page 20
15.6
15.7
15.8
The City will continue to provide an 807o benefit for PPO and Non-PPO
providers as long as an employee or his,iher dependents utilize a PPO
physician initially, if available. A 60% benefrt will be provided if a PPO
physician is not consulted initially. In those cases where a PPO recommends
a Non-PPO hospital or facility, an employee or his/her dependents will be
covered at 80o%.
In the case ofan emergency a Non-PPO physician and hospital will be
covered at an 80% benefit.
A benefit plus prescription drug card will be provided to the employee and
his/her dependents. Prescription cost will remain at five dollars ($5.00) per
individual prescription.
Page 20-A
ARTICLE 16
LONGEVITY PAY
The City and the Union agree that regular full-time employees who have
"served continuously for six (6) or more full years, shall receive an annual
longevity payment in accordance with the following schedule: I .5% ofbase
annual salary (excluding revenue sharing, overtime, and temporary upgrading)
for years 6-10, and 0.5% ofbase annual salary for years 1l-15, times the
number of years of continuous service, not to exceed 10.0%, commencing at
six (6) years with 1.5%.
1 6.1
16.2
16.3
16.4
Example
Longevity pay will be distributed in December of the year in which it is
earned, and will be calculated on the base annual salary ofthe employee on
December I of that particular year. The cut-off date for eamings will be
December L
Subsequent to December 1 ofeach year, all qualified employees will be issued
a separate check from the City reflecting the application ofthe formula above'
If a member is promoted or demoted within the course of the year, then the
prorated average base annual salary will be the determinate.
6 years
7 years
8 years
9 years
l0 years
I I years
l2 years
13 years
14 years
15 years
1.5%
3.0%
45%
6.0%
7.5%
8.0%
85%
9.0%
9.5%
t0.0%
Page 2l
ARTICLE 17
ANNI]AI, LF],AVE
Employees will have the option ofcontinuing the current practice ofhaving
holidays added to their annual leave or receiving payment for holidays.
Employees may convert up to 80 hours per calender year.
The City and the Union agree that the shift employees will be granted annual
leave in accordance with the following schedule:
17 .1
17.2
17.3
17.4
17.5
The City and tlle Union agree that the 4O-hour employees ofthe Fire
Department shall accrue annual leave in accordance with the following
schedule:
0l through 05 years
06 through 12 years
12 + years
01 through 06 years
06 through 12 years
12 + years
6.1 5 hours per pay period
7.69 hours per pay period
9.23 hours per pay period
3.08 hours per pay period
4.62 hours per pay period
6.1 5 hours per pay period
40-hour employees will receive the same holidays granted to the other 40 hour
employees ofthe City, taken on the assigned date.
It is further agreed by the City that the members of the Fire Department shall
be allowed to split their individual annual leave one (1) time.
It is agreed by the City and the Union that the members of the Fire
Department shall be allowed to accumulate up to two (2) years worth of
annual leave.
Page 22
17.6
17.1
Additional holidays declared by the City and given to any department of the
City shali be considered an automatic part of this agreement.
Employees hired after January 1, 1994 may only convert 50%o of eamed leave
to cash at termination of employment unless such termination is through a
retirement option through the City of Dania Police/Fire Retirement System, in
which case payout shall be at 100%o at their prevailing rate ofpay.
There shall be no conversion ofleave at termination for employees who
complete less than one year of service.
Page 23
Iti.l
18.2
ARTICLE I8
UNIFORM MAINTENANCE,
LOSS ORDAMAGE OF PERSONAL GOODS
It is agreed that the City will provide maintenance and cleaning service fbr all
the uniforms they currently provide each employee.
It is recognized by the city that fire fighters utilize certain personal property in
the performance oftheir duty; i.e. (watches, eyeglasses, shoes, and
flashlights). It is agreed that the City will replace these personal items lost or
damaged in the line of duty. It is also agreed that the Union will appoint a
three (3) member board to investigate each loss or damage and forward their
recommendation to the Fire Chief.
Page 24
19.I
19.2
ARTICLE I9
TJNIFORMS AND EQUIPMENT
Officer defined as Lieutenant or above:
5 white shirts
5 navy blue pants
1 black belt
1 nary blue cool leatherjacket
5 tee shirts as designated by the Fire Departrnent
Firefrghter - to- include all ranks below lieutenant:
5 light blue shirts
5 navy blue pants
1 black belt
I navy blue cool weather jacket
5 tee shirts as designated by the Fire Department
Fire Prevention personnel:
same as firefighters with -
5 white shirts
Every Fire Deparffnent employee shall be issued a set of bunker gear
consisting of the following:
t helmet with straps
l bunker jacket
1 pair of bunker pants with suspenders
1 pair ofboots
1 pair of gloves
1 nomex hood
Page 25
The City agrees to supply the employees of the Fire Department with the
following uniforms and equipment:
19.3
19.4
19.5
19.6
t9.7
Every employee shall be issued a copy of the department rules and
regulations, medical procedures and protocols, the department safety manual,
the incident command procedure, a badge as appropdate to their rank, a name
tag, department designated patches and any other equipment and dress
accessories required by the Fire Department.
Employees shall provide their own black shoes.
Any uniforms, bunker gear, and equipment shall be replaced by the City if it
becomes wom, damaged, lost, or obsolete, at no cost to the employee.
The City shall pay for all the cleaning and repairs of uniforms, bunker gear, or
equipment.
Page 26
All uniforms, bunker gear and equipment shall remain the property ofthe Fire
Department and the City of Dania and shall be retumed upon termination of
employment if requested.
20.1
ARTICLE 20
HAIR CODE
It is agreed by the City and the Union, that a fire fighter may wear his/her hair
as they see fit, provided it does not affect his,/her safety and is neat and
presentable.
Page 27
21.1
27.2
ARTICLE 21
PENSION
The employee contribution to the City of Dania Police and Fire Fighters
Retirement System shall be 7Vo of earntngs (as defined in Section 18-40(9) of
the Dania Code) plus the increases provided below which shall all be
considered as "member contributions" under Section 18-44(1) ofthe Dania
Code. Two percenl (2%) of eamings shall be deducted from the employee's
paychecks and the remainder shall be "picked up" or paid by the City.
Effective October 1, 1989, for all employees retiring on or after that date, the
monthly retirement benefit as provided in Section 18-42(2) (B) of the Dania
Code shall be increased to 3o/o of averuge monthly eamings for each year of
continuous service prior to the employee's normal retirement date, including
years of service prior to October 1, 1989. The additional contributions to the
retirement system necessary to fund this benefit level shall be paid by the City
but shall be considered as "member contributions" under Section 18-44(1) of
the Dania Code. The cost to the City of considering the additional
contribution to the retirement system as "member contributions" referred to
above shall be deducted from the employee's paycheck not to exceed 10% of
eamings.
Effective October 1, 1990, the City shall contribute to the retirement system
an additional 4.6Vo of earnings for each employee. No benefit changes shall
be made at that time as a result ofthis additional contdbution as the parties are
partially pre-funding an increase in benefits to talce effect the following year'
The additional 4.6% contribution shall be paid by the City but shall be
considered as "member contributions" under Section 18-44(1) of Dania Code'
Effective October 1, 1991, for all employees retiring on or after that date, the
following changes shall be made to the retirement system. The additional
contributions to the retirement system necessary to fund these benefit changes
shall be paid by the City but shall be considered "member contributions"
under Section 18-44(1) ofthe Dania Code.
Page 28
21.3
The normal retirement date, as stated in Section 18-42(1)(A) ofthe
Dania Code, shall be changed to "the earlier of the first day of the
month coincident with or next following the date when he both attains
his 55th birthday and completes 10 years of continuous service or
when the employee completes 25 years of continuous service, or for
employees who separate from City employment before completing 25
years of continuous service, the first day of the month coincident with
or next following the 25th anniversary of the employee's initial date of
hire by the City".
An early retirement provision shall be added to the retirement system
which will enable an employee to retire on the first day of the month
coincident with or next following the date when the employee
completes 20 years of continuous service or thereafter, or for
employees who separate from City employment before completing 20
years of continuous service, the first day of the month coincident with
or next following the 20th anniversary of the employee's initial date of
hire by the City, with the payment of an early retirement benefit as
follows:
The monthly amount of early retirement benefit payable to a fire
fighter who retires or separates prior to his normal retirement date shall
be in the amount computed as described in Section 18-42(2XB) ofthe
Dania Code, taking into account his credited service to his date of
actual retirement or separation and his average monthly eamings as of
such date, reduced by 3olo for each year by which the member's years
of service is less than 25. This reduction shall be applied pro-rata
(0.257o per month) for each month of early retirement.
For example, the benefit rate for each year ofearly retirement for
employees retiring after 20 or more years of continuous service shall
be:
Years of Service %o of Average Monthly Eamings
20 5 1.00 (60% x .8s)
2l 55.44 (63% x .88)
22 60.06 (66%x.91)
23 64.86 (69%x.94)
B
24
Page 29
69.84 (72%x.97)
C
For example, the benefit rate for an employee who separated from the
City prior to his 20th anniversary of employment with 15 years of
service would be:
% of AME
20th 38.25 (15 x 3% x .85)
21 st 39.6 (15 x 3% x .88)
The following deferred retirement option plan shall be available at the
employee's option:
I In lieu of terminating employment and accepting a normal
retirement benefit under the existing provisions, any member of
the system who has not less than twenty-five (25) years and not
more than thi(y (30) years or creditable service and who is
etigible to receive a normal retirement benefit may elect to
participate in the deferred retirement option plan and defer the
receipt of benefits in accordance with the provisions of this
section;
The election to participate in the plan shall be exercised prior to
the attainment ofthirty (30) years of creditable service or such
right of election shall be forfeited;
The duration of participation in the plan shall be specified and
shall not exceed a number ofyears which, when added to the
number of years of all creditable service ,which the member
has in the retirement system, exceeds a total of thirty (30)
years. In any event the total participation in the plan shall not
exceed five (5) years, and participation will end if the
employee is terminated for just cause;
A member may participate in the plan only once and after
commencement in the plan he or she shall never have the right
to be a contributing member of the retirement system again;
2
J
4
Page 30
Anniversarv of Hire Date
Upon the effective date of the commencement of participation
in the deferred retirement option plan, membership in the
system shall terminate and neither employee nor employer
contributions shall be payable.
The member contributions to the system shall cease and instead
of being paid to the system, shall be paid to the employee. For
purposes ofthis section, average monthly eamings and credit-
able service shall remain as they existed on the effective date of
commencement of participation in the plan. The monthly
retirement benefits that would have been payable, had the
member elected to cease employment and receive a service
retirement allowance, shall be paid into the deferred retirement
option account. These deferred beneflts shall eam interest as
provided in subsection (F). Upon termination of employment,
deferred benefits shall be payable as provided by subsection
(H);
The defened retirement option plan account shall eam interest
at a rate set annually be the Board of Trustees. Such interest
shall be equal to the system's net rate of investment retum for
the year and shall be credited to each individr''al account
balance in the account on an annual basis;
The defened retirement option plan account shall not be
subject to any fees, charges, etc., ofany kind for any purpose;
Upon termination of employment, a participant in the program
shall receive, at his or her option, a lump sum payment from
the account equal to the payments to the account, plus eamed
interest, or a true annuity based upon his or her account, or the
participant may elect any other method of payment if approved
by the Board of Trustees. The monthly benefits that were
being paid into the fund during the period of participation shall
begin being paid to the retiree:
If a participant dies during the period of participation in the
program, a lump sum payment equal to his or her account
balance shall be paid to the participant's named beneficiary or,
if none, to his or her estate; in addition, normal survivor
benefits payable to the survivors ofretirees shall be payable.
6
9
Page 3 I
5.
7.
8.
If a participant terminates employment prior to the end of the
specified period of participation he or she shall receive, at his
or her option, a lump sum payment from the account equal to
the payments to the account, plus eamed interest, or a true
annuity based upon the participant's account balance, or he or
she may elect any other method of payment if approved by the
Board of Trustees. The monthly benefits that were being paid
into the fund during the period ofparticipation shall begin
being paid to the retiree.
10.If employment is not terminated at the end of the period
specified for participation, payments into the account shall
ce{rse and no further interest shall be eamed or credited to the
individual account in the fund for the duration of employment.
The amount paid into the fund during the period of
participation shall not be payable to the individual until he or
she terminates employment. Upon termination of employment,
a member shall receive, at his or her option, a lump sum pay-
ment from the account equal to the payments to the account.
plus interest eamed by the individual account, or a true annuity
based upon the member's account balance, or he or she may
elect any other method of payment if approved by the Board of
Trustees;
1 f .i. If an employee becomes disabled after the period of
participation in the plan but while still an employee and his or
her employment is terminated because of said disability, the
employee shal1 receive, at his or her option, a lump sum
payment from the account equal to the payments to the
account, plus eamed interest, or a true annuity based upon his
or her account balance, or the employee may elect any other
method of payment if approved by the Board of Trustees. The
monthly benefits that were paid into the fund during the period
of participation shall begin being paid to the retiree.
1 f .ii. If an employee dies after the period of participation in the plan
but while still an employee, a lump sum payment equal to his
or her account balance shall be paid to the employee's named
beneficiary or, ifnone, to his or her estate; in addition, normal
survivor benefits payable to the survivors of retirees shall be
payable.
Page 32
21.5
21.6
2t.7
Effective October 1, 1989, the City shall pay two-thirds of the cost for
employee and dependent health coverage for all former employees who, on
that date are receiving , or, after that date will receive normal or early
retirement benefits from the retirement system. This benefit shall corlmence
on the date that the employee is paid his first monthly early or normal
retirement benefit and shall continue until the employee or the employee's
spouse dies or until his children are not longer eligible for dependents'
benefits, whichever occurs later.
The schedule ofbenefits for such retiree coverage shall not be less than was
in effect on October 1, 1989, and the provision ofthis benefit shall be
contingent upon the remainder ofthe cost being timely paid by the retiree,
spouse or dependents. This benefit shall be funded and provided through the
retirement system.
Within ninety (90) days after the ratification of this agreement, the City
Commission shall pass an ordinance amending Article IV of the Dania Code
to enact and codiflz the changes set forth in this article, with such changes to
be effective on the dates shown herein.
The City of Dania Police and Fire Fighters Retirement System shall be
amended to permit bargaining unit members with at least 10 years of service
to purchase up to 4 years of additional credit by paying the full actuarial cost
thereof. Credit shall be recognized at the time the employee agrees to
purchase such service and shall be fully paid by the employee's retirement
date or completion of participation in the D.R'O.P., whichever is later. The
maximum an employee can purchase is four (4) years, whether under these
provisions or by the purchase of military time, or both.
Page 33
ARTICLE 22
PAY SCALE
All employee members will be paid in accordance with the pay plans attached
as appendices hereto. The current pay scale will be increased in accordance
with the timetable below:
22.t
22.2
22.3
10101/95
t0t01/96
10101197
Engineeri Operator
Fire Inspector
Paramedic II
Lieutenant
Battalion Chief/Division Chief
Deputy Chief
The above listed (see Appendix A) pay rates are for Fire Fighter,
Engineer/Operator, and Lieutenant. Additional ranks and assignments shall be
paid as follows:
Page 34
3% Appendix A
3% Appendix B
4% Appendix C
10% above Fire Fighter
10o% above Fire Fighter
10% above Fire Fighter
10% above Engineer/Operator
8olo above Lieutenant
10% above Battalion Chief
Effective dates of pay, if falling within the first five (5) days ofthe pay period
will become effective as of the first day of the pay period. If falling within the
last five (5) days of the pay period, it will become effective as of the first day
of the following pay period.
It is agreed that in the above scale, "Years" as reflected in each classification
indicate years of service with the City of Dania Fire/Rescue Department.
23.1
ARTICLE 23
STRIKES
The Union agrees that there will be no strikes, slow downs, stoppage of work,
or any other interference with the efficient management of the Fire Depart-
ment while this agreement is in effect.
Page 35
24.1.
ARTICLE 24
PREVAILING RIGHTS
All rights, privileges, and working conditions enjoyed by the employee at the
present time which are not included in this agreement shall remain in full
force, unchanged and unaffected in any manner, during the term ofthis
agreement unless changed by mutual consent.
Page 36
25.1
ARTICLE 25
SHIFT EXCHANGE
Employees shall have the right to request shift exchanges when the shift
exchange does not interfere with operation of, or increase the cost to the Fire
Department. Prior written notification, for approval by the Shift
Commanders, and prior written notification to the Fire Chief is necessary for a
shift exchange. Forty-eight (48) hours is to be considered the normal time
necessary for prior notification, unless an emergency arises. If shift exchange
is not approved, the employee should be given reason why. Shift exchange
should also be a like classification exchange.
Page 37
26.1
26.2
26.3
26.4
ARTICLE 26
MINIMUM RESPONSE STAFFING
In order to provide a minimal level of safety to personnel and deliver an
effective ievel of serwice to the community, the City agrees to the following
minimum response manning per shift. Wherever the position Firefighter/
Paramedic/EMT occurs this shail mean any employee possessing one or more
of the relevant certification.
Effective 10101195 the City will implement a nine (9) person minimum.
Minimum manning to stay at nine (9) with ten (10) scheduled as often as
possible.
1 Battalion Chief
l Lieutenant
2 Engineer Operators
1 Paramedic 2 (fil1ed through aassignment/upgrade only)
4 Firefi ghter/Paramedic/EMT
Effective 10101196 the City will hire one (1) additional person. Minimum
manning to stay at nine (9) with ten (10) scheduled as often as possible.
1 Battalion Chief
2 Lieutenant
2 Engineer Operators
1 Paramedic 2 (filled through aassignmenVupgrade only)
3 Firefi ghter/Paramedic/EMT
Effective 1 0/0 1/97 the City will hire two (2) additional persons. Minimum
manning to remain at ten (10) with eleven (1 1) scheduled as often as possible
1 Battalion Chief
2 Lieutenant
2 Engineer Operators
1 Paramedic 2 (filled through aassignment/upgrade only)
4 Firefi ghter/Paramedic/EMT
Page 38
26.5 At any time that the maximum manning available to respond per shift falls
below the above stated minimums, the City agrees to have this vacancy filled
as prescribed in Article 8 and in accordance with Article 9 ofthis agreement.
38-A
27.1
ARTICLE 27
TRAINING AND PERSONAL TIME
Two hours per each weekday shall be required for the study and training of
our profession.
27.2 Two hours per each weekday will be personal time.
Page 39
28.1
ARTICLE 28
VOLUNTEER SEPARATION
It is agreed by the City and by the Union that all paid employees of the Fire
Department be classified as professional fire fighters and are not subject to
mandatory classification as volunteers and further that they cannot be coerced
into functioning at volunteer functions.
Page 40
29.1
ARTICLE 29
DURATION OF ORDERS
It is agreed by the City and the Union that all orders affecting conduct ofthe
men or policy of the department issued, unless written, will be in effect no
longer than twenty-four (24) hours.
Page 41
30.1
ARTICLE 30
FLORJDA MINIMUM STANDARDS TRAINING
The City agrees that management will attempt to schedule work, whereas
employees attending above named training will not be required to work
regular shift work for the period ofthis training.
Page 42
31 .1
31.2
31.3
31.4
31.5
ARTICLE 31
EDUCATIONAL REIMBURSEMENT
The City agrees to reimburse all Fire Department employees for educational
registration, tuition, and fees, upon completion ofany Fire Service seminar or
Fire Science Certificate ofDegree course.
Fire Department employees who have received A.S. degrees in Fire Science
and who wish to continue their education in ajob-related field will receive
additional registration, tuition and fees.
The employee must notifu the City prior to registration of said educational
training for approval by the Fire Chief, Personnel Director and the City
Manager.
To be eligible for reimbursement, the employee must obtain a grade of "C" or
better for each course.
Ifthe employee separates fiom the City within one year, they will be required
to reimburse the City for all educational assistance received within that
particular year.
Page 43
32.1
32.2
:tl-)
ARTICLE 32
ON-THE.JOB.INJURIES
Those employees covered by this agreement who are injured in the line of
duty and whose condition requires hospitalization, shall have the right to
select their own hospital and their own physician, but only after they have
exhausted the availability of a City authorized physician. The choice shall be
made by the injured, or, if his condition prevents him from making his choice,
by the officer-in-charge.
When a member has suffered an injury in the line of duty and subsequently
claims a recurrence of that injury, he shall be examined by the City physician
If the City physician finds that the present condition is not related to the
previous injury, the member shall then be entitled to be examined by the
physician who attended him for the original injury.
Ifthe opinion ofthe member's physician is a recurrence of the previous injury
in the line ofduty, a third physician, mutually agreeable to the City physician
and the member's physician, shall examine the said member, and the opinion
of the physician so selected shall be conclusive.
If it is finally determined that said injury occumed in the line of duty, the City
shall be responsible for said member's medical expenses, after the member has
been seen by two (2) City authorized physicians.
The City agrees that in the event ofan on-the-job injury to a member, such
member shall, after a waiting period of 24 hours, be carried at fu1l pay on the
rolls of the Fire Department and shall not be charged against any existing
leave, except that absences during the 24 hour waiting period will be charged
against any existing leave in accordance with prevailing leave use policies for
shift and day personnel. Such member will be able to accrue all his normal
benefits while off the job, including, but not limited to, sick time, vacation
time, personal days, and all other benefits normally enjoyed.
After a period of thirty (30) days, the injured employee shall accrue leave-time
based on the forty (40) hour rate. In tum, all workers' compensation moneys
shall be tumed over to the CitY.
Page 44
Full pay will constitute workers' compensation plus City salary supplement
combined to equal 100%, not to exceed two (2) months, subject to the
compensation panel review composed ofthe Fire chief, Personnel Director,
and Paramedic. Extension of workers' compensation time offwill be decided
by the panel every two (2) months until maximum medical improvement is
reached.
The City shall recognize that firefighters suffer from a high rate ofheart
disease, hypertension, ulcers, and lung ailments or diseases as a result of their
duties. Therefore, if an employee is hired free from these ailments and at
some time becomes affected, they will be considered job-connected injuries,
unless the City can make positive showing that the above disease and ailments
are not in the instance case, job-related. The City shall recognize Florida
Statute #112.18 pertaining to firefighter disability, and Florida Statute #440.
Page 45
33.1
33.2
JJ.J
33.4
3 3.5
33.6
ARTICLE 33
VEHICLE ACCIDENTS
It is agreed by the City and the Union that any time an employee is involved
in a vehicle accident a hearing will be held.
Said employee, and any witnesses he wishes to have present will appear
before a Hearing Committee. The employee will be given a minimum of five
(5) days notice of said hearing.
The Hearing Committee will consist of five (5) members of the Public Safety
Departrnents. Employees will be of equal rank to employee appearing before
the committee.
lfthe employee is found to have violated any traffic laws or is found to be
willfully negligent by the Hearing Committee, he may be penalized a
maximum of 100 dollars to defer the City's cost of the damaged vehicle. With
approval of the City Manager, employee may pay penalty in monthly
installments. The City shall be responsible for all other tiability incurred.
Disciplinary action may also be taken against the employee if deemed
necessary by the City Manager or Department Head. All disciplinary action
will be in accordance with present personnel rules.
Hearing Committee will only be responsible for finding employee willfully
negligent or not negligent. It will not be their responsibility to take action
against the employee.
Page 46
34.1
ARTICLE 34
SICK LEAVE
The employee can accme a maximum of seventy-five (75) days of sick
leave.
Upon retirement or termination in good standing, the employee will be
reimbursed for all sick leave accrued at the rate of pay at time of
separation, with two (2) sick days equal to one (1) shift.
After employee has accrued forty-frve (45) days ofsick leave, at his
request, additional time will be added to his vacation at the rate of two
(2) sick days equaling one ( 1) vacation day. This applies to all days
over forty-five (45).
The employee will be notified annually of the amount of sick time
accrued.
Employees hired after January l, 1994 rrray only convert 5002 of
eamed leave at termination unless termination is in the form of a
retirement option through the City of DaniaPolice/Fire Retirement
System in which case payout shall be at 100% based on the employees
prevailing rate ofpay
A.
B.
C
Page 47
The City and the Union agree to follow the prevailing rights on sick leave
according to the present personnel rules with the addition of the following:
D.
E.
ARTICLE 35
DIVING
3 5.1 It is agreed to by the City conceming diving that:
Divers on duty will enter the water for emergency initial search only.
Off-duty divers will then be called on (minimum of two) to continue
long-range search.
Divers called will be awarded remuneration as per Article 8, Para. 4.
Divers, upon proper action to secure valuables at the scene, shali be
reimbursed for all personal loss or damage.
The City shall be held responsible for all maintenance on diving gear
used on scene.
Divers will be given time, at the City's expense, to refill tanks and
perform necessary maintenance on equipment which is used because
of a dive for the City.
Divers asked to work on a dive of a non-fire department nature shall
have the right to contract said dive for a fee ofhis discretion.
A
B
C
D
E
F
G
Page 48
36.1
ARTICLE 36
EDUCATIONAL INCENTIVES
It is agreed by the City that there shall be merit raises for Fire Department
employees who have successfully completed the following education:
EMT (State Certified)
Paramedic (State Certifred)
A.S. Degree Emergency Medicine
Fire Officer I Curriculum
A.S. Degree Fire Science
B.S. Degree in Paramedic or Fire Science
l Step
1 Step
1 Step
l Step
l Step
I Step
(s%)
(s%)
(s%)
(s%)
(s%)
(s%)
Page 49
37.1
37.2
1t-.t
3'7.4
37.5
ARTICLE 37
The City specifically and clearly reserves the exclusive right to manage,
direct and program the operations of this Fire Department. However, these
rights must be exercised consistent with the provisions of this agreement. The
Dania Association of Firefighters and its members agree and recognize the
right of the City to direct the operation of the Fire Department'
Therefore, the City does reserve specifically, the exclusive right to hire, fire,
discipline for proper cause, lay-off, and promote empioyees. The City shall
exercise the right to transfer employees from time to time, and from location
to location. The city shall determine the policy under which employees may
be rehired. The City shall determine the number of hours and shifts to be
worked per week, provided that said determination is consistent with the
provisions of this agreement regulating the work week and further shall
determine the starting and quitting time of all employees.
The City shall endeavor to maintain and improve the efficiency of employees
by incentive and communication through the supervisory personnel' The City
reserves the right to sub-contract, expand, consolidate, merge any part thereof,
or to alter, combine, reduce, expand, assign or cease any job, or division'
The City shall have exclusive control over the use ofany equipment or
property of the City used by the Fire Department and shall determine the
location and operation of any sub-headquarters and divisions thereof.
The City shall formulate departmental policies, rules, regulations, the size and
makeup of the work force, maintain a maintenance procedure, introduce
changes in services, facilities, materials and equipment, as well as determine
the activities and job locations of specific assignments in the City. Should the
City fail to exercise its rights in any of the above functions from time to time,
this shall not be construed or deemed a waiver of the City's prerogative to
exercise any or all of the listed functions. The City reiterates that any right,
privilege or function of the City not specifically released or modifred by the
City in this agreement shall remain exclusively with the City.
Page 50
MANAGEMENT RIGHTS
38.1
ARTICLE 38
CREDIT UNION
The City agrees to provide payroll deductions for a credit union
Page 51
39.1
39.2
39.3
39.4
DISPATCH DUTIES
Members of the bargaining unit may be assigned dispatch duties to relieve the
regular dispatchers for short breaks, meals, or for unanticipated absences such
as sick or emergency leave.
Scheduled leaves of absence such as vacation or regular days off shall be
covered by whatever other means are available to the City.
Members assigned to dispatch duties shall be in accordance with Article 26 of
this agreement.
If members of the bargaining unit are used for scheduled leaves, the City shall
attempt to schedule members from 8:00 a.m. to 5:00 p.m. on a Monday
through Friday basis.
Page 52
ARTICLE 39
40.t
40.2 This Committee will meet quarterly, or upon request of either party
ARTICLE 40
LABOR MANAGEMENT COMMITTEE
The City and the Union agree to establish a labor-management committee
effective October 1 , 1987. This committee will be comprised of four (4)
members. Two (2) members representing management will be the Fire Chief
and the Personnel Director. Two (2) representatives ofthe Union will be
chosen by the Union.
40.3
Page 53
The Committee will discuss the development and implementation of a pay for
performance system during the term of the agreement.
41.1
ARTICLE 41
EMERGENCY MEDICAL ASSIGNMENT
For the purpose ofreducing the "bum out" situation among medical personnel,
medical personnel shall be rotated on a per shift basis, unless such rotation
interferes with the operation of the Fire Department.
Page 54
42.1
ARTICLE 42
PHYSICAL EXAMS
The City agrees to pay for the cost of annual and voluntary physical exams for
Fire Department employees up to a maximum limit of $ 150.00.
Page 55
BARGAINNGLNIT:
DEPARTMENT
MEMBER:
SHIFT:
WORKINGDAY:
ARTICLE 43
DEFINITIONS
Understood to mean the Dania Association of Fire Fighters,
Local 3080, Intemational Association of Fire Fighters.
Understood to mean the City of Dania Fire Department.
Understood to mean any m ember of the bargaining unit also
referred to in this agreement as person(s), personnel, fire
fighters, engineer/operators, lieutenants, paramedics, EMTs,
and crew chiefs. etc.
Understood to be a 24-hour period for which a member is paid
but does not work; assigned for the purpose ofreducing the
average hours in a work week; also traditionally known as a
"kelly day".
Understood to mean work days of eight hour periods which
generally excludes weekends and holidays; worked by
members not assigned to shifts as described in this article.
An employee occupying a position above the rank
engineer/operator.
Page 56
PERSONAL SHIFT:
Understood to mean a 24-hour duty worked by members of the
bargaining unit who do not work other hours as described in
this article as "working day".
OFFICER:
44.1
44.2
ARTICLE 44
SA\TNG CLAUSE
Ifany article or section of this agreement should be found invalid, unlawful,
or not enforceable by reason of any existing or subsequently enacted
legislation or by judicial authority, all other articles and sections ofthis
agreement shall remain in fu1l force and effect for the duration of this
agreement.
In the event ofthe invalidation ofany portion ofthis agreement, both the City
and Local 3080, International Association of Fire Fighters agree to meet
within thirty (30) days ofsuch determination for the purpose of agreeing to a
replacement of such portion(s) of the agreement found to be invalid'
Page 57
45.1
45.2
45.3
ARTICLE 45
SUBSTANCE ABUSE TREATMENT
The City may require any employee to submit to a drug test only when it has a
reasonable suspicion that the employee to be tested is under the influence ofor
using illegal drugs or narcotics. The term "reasonable suspicion", for the
purposes of this policy, shall be defined as follows:
(l) Aberrant or unusual behavior ofan employee
(2)Behavior which is recognized and accepted symptom(s) of intoxication
or impairment caused by controlled substance except those listed in
schedule V of F.S. 893.03.
(3) It is not reasonably explained for resulting from causes other than the
use of controlled substances.
Such behaviors must be observed by the officer-in-charge or higher ranking
employee and the Fire Chief or his designee. The employee will be offered an
opport rnify to offer such explanation to the observing officers prior to being
oiiered to take the drug test. No drug testing may be conducted without the
written approval ofthe Fire Chiefor his designee and either the City Manager
ofthe peisonnel Director. Said approval shall indicate who is to be tested and
why the test was ordered, including the specific objective fact constituting
reasonable suspicion and the natnes of any source(s) of all the information' A
copy of this document shall be provided to the employee'
Refusal to submit to drug testing after being ordered to do so may result in
disciplinary action.
The following procedures shatl apply to the blood and urine tests administered
to the employees:
A. The City may request urine and/or blood samples. The employee, at
his sole option, shall upon request receive a blood test in addition to
the udne test.
Page 58
B The test shall be performed at a reputable hospital laboratory certified
by the State of Florida as a medical laboratory , which complies with
the scientific and technical guidelines for federal drug testing
programs, and the standards for certification of laboratories engaged in
urine drug testing for federal agencies, issued by the Alcohol, Drug
Abuse and Mental Health Administration of the U.S. Department of
Health and Human Services.
Urine and/or blood specimens shall be drawn or collected at the
laboratory, hospital or medical facility at which the specimen is to be
tested. A Union representative shall be allowed to accompany the
employee to the test and observe the collection of specimen. If the
City or the laboratory requires an observer when the urine specimen is
given, the observer shall be the same sex as the employee being tested.
All specimen containers and vials shall be sealed with evidence tape
and labeled in the presence ofthe employee and Union representative,
if available.
C
D
Results of urine and blood tests performed hereunder will be considered
medical records and held confidential to the extent permitted by law' Tests
shall be performed for the presence of alcohol, non-prescribed controlled
substances, chemical adulteration and/or narcotic drugs.
At the time the urine specimen or blood samples are collected, three
samples shall be taken. Two samples shall be tested. In the event of
conflicting results between the first two (2) tests, the City may require
additional tests on these samples as it deems appropriate. In the event
that an employee "tests positive" on both samples the employee will be
given an opportunity to test the third sample at a laboratory selected by
the Union so long as chain of custody procedures are followed' The
cost of testing the third sample shall be bome by the Union or
employee. The faiiure of the Union or the employee to have the third
tesi performed or to present the results to the City shall not be used
against the employee as a basis for discipline and shall not be
introduced or referred to in any arbitration or appeal proceeding ln
the event the City's tests prove positive, the employee shall then have
72 hours to present to the City any different results from the test of the
third sample. After considering the results of the third test presented
by the employee, if presented, the City may discipline the employee
subject to the just cause requirements ofthis agreement.
45.4
Page 59
45.5
45.6
45.7
45.8
The following standards shall be used to determine what level of detected
substances shall be considered as positive:
SCREENING TEST CONFIRMATIONDRUG
Amphetamine
Marijuana
Cocaine
Opiates
PCP
Methoqualone
300 NG/ML Amphetamine
100 NG/ML Delta-THC
300 NGiML Metabolite
300 NG/ML Morphine
25 NGA4L PCP
3OO NG/ML
3OO NGA{L GC.MS
100NG,ML GC-MS
3OO NG/ML GC-MS
3OO NG/ML GC.MS
25 NGA,{L GC-MS
3OO NGA4L GC.MS
Levels which are below those set above shall be determined as negative
indicators. Tests for other non-prescribed controlled substances will be in
accordance with federal government screening and confirmation standards'
The employee shall be presented with a copy of the laboratory report ofall
specimens which were tested.
At the conclusion of the drug testing, in the event a positive test is indicated
on two specimens, the City may take disciplinary action ln the event said
action is in the form ofdisciptine, the employee may grieve said discipline
through the contractual grievance/arbitration procedure Any discipline
impoJed for the first offense during the term of this agreement shall be held in
abeyance pending voluntary completion by the employee of a substance abuse
treatment program mutually agreed upon between the City and the employee'
the cost of which shatl be covered by the City's group health insurance
program as any other illness. If the employee successfully completes such a
p.ogrurn and is not again disciplined for substance abuse by September 30,
iSiz, $" discipline shall be revoked and may not be used as the basis for any
disciplinary action in the future.
Employees who seek voluntary assistance for alcohol and substance abuse
may not be disciplined for seeking such assistance' Requests ftom employees
for such assistance shall remain confrdential and shall not be revealed to other
employees or officers without the employee's consent. Employees enrolled in
substance abuse programs as out-patients, shall be subject to all City rules,
regulations and job performance standards, with the understanding that an
employee enrolled in such a program is receiving treatment for an illness'
Page 60
46.1
46.2 There shall be no reopeners with the exception ofthose Articles which so
state
This agreement shall be effective as of the lst day ofOctober, 1995' This
agreement shall remain in full force and effect until the 30th day of
September, 1998.
ARTICLE 46
DURATION OF AGREEMENT
46.3
46.4 In the event such notices are given, negotiations shall be within ten (10) days'
This agreement shall be automatically renewed at the termination date
(Septanber30,l995),unlesseitherpartynotifiestheotherinwriting,atleast
o.,e.h,,ndred (100) days prior to the termination date of the Article(s) it wishes
to modifu or add to the agreement. Notification to the City shall be in writilg
to the City Manager by certified mai[, return receipt requested' Notice to the
UnionshallbedeliveredtothePresidentofLocal3080bycertifiedmail,
retum receipt requested.
Eitherpartymaydeclareimpasseatanytime,however,beforethearbitration
hearing, either party may request the Federal Mediation and Conciliatory
Service 6UCS; to mediate the dispute. In the event that mediation is
unsuccessful, any unresolved issues will be submitted to arbitration, in
accordance with Article 7, Para. 10, 11, 12, 13.
Upon signing of this contract, all Articles will become effective as ofthe 1st
day of Oltoter, 1995 unless an altemative date is specifically referenced in the
article.
46.5
46.6 The City and the Union agree to abide by the 4th District Court of Appeals
Page 6l
76-1173 State of Florida.
46.7
47.1
47.2
ARTICLE 47
PERSONNEL REDUCTION
In the event of personnel reduction or elimination of position, employee shall
be laid offin the inverse order oftheir seniority in the department, provided
however, that where two (2) or more employees have seniority standing within
sixty (60) days ofeach other, the City shall determine the order oflayoff
based on education, and the last written performance evaluation.
When an employee is laid off due to a reduction in the work force, he shall be
permitted to exercise his seniority right to bump or replace an employee in the
same classification grouping with less seniority if he is qualified to do thejob'
Employees may, if they so desire, bump an employee in an equal or lower job
classification provided the bumping employee has greater seniority than the
employee he bumps and has the ability to perform the job' Qualification and
ability to do the job shall be determined as prescribed in Article 1 1'
Employees shall be recalled from layoff in accordance with their seniority in
the iepartment. No new employee shall be hired until all employees on layoff
status have had an opportunity to retum to work; however, such employees
may be required to pass a pre-employment medical examination at time of
.""ull to establish ability to perform essential job functions' No laid off
employees shall retain recall rights beyond twetve ( 12) months from date of
layoff.
An employee being recalled shall be notified by certified mail (retum receipt)
and shall have twenty-one (21) calendar days from the date of mailing of
notice to respond affirmativety. If the City fails to receive an affirmative
response, thi employee shall be removed from the recall list and the City shall
have no further obligation to the employee.
Page 62
FOR THE CITY OF DANIA:
TftrTU R
CITY CLERK-AUDITOR
C I TY MANAGE R
FOR THE UNION:
APPROVED FOR FORM AND CORRECTNESS:
BY:
CITYATTORNEY
WITNESSED:
WITNESSED:
Page 63
DATE:...-
I i,/ 1: /')5
I.l3: [,1! a]E
BAFIiA IN I NIi UN I TI FS FIRE SHIFT PERSUNNEL
riiri{rJE: il --l I:,eEr: FIFiEFIGHTER Pay Periods:26.0000 Fay TyFeiH Hours/vearrZ.0E0 Calculat.iorl Code! 3
ELep 07 Step.rlB $lrep I'-l
DI TY I]F DANIA
GRADE,/STEP TABLE LIST FAIJE
Mt-lF MlrT!"'
,]
lil: EF, I r-r
r:t.aF 1tl
F'(.-rte/HourSalary/Yr
5l--ep 01
13.37S1
27, 8211. u0
REit,e/Hc|rtr
$alar-y/Yr
Step 02 Step 031.1.0439 14.7459
29,212. 00 3D, 671 . 0D
SlreF 04 SteF 0515.4es3 1€..2s76
32,2r16. r-'t 0 33,916. L-r rl
17. n704
35, 5r17. r-l rJ
19. E.(r 1
39, 14r.. n r-l
[,irad*: 44 IrrE,:: FF1 i FFIEMT Fay Feric,ds!26.0000 Fay TyFerH Hours,/year!2,0EL)CaIculatiolr Code! 3
SteF 07 SteF rlB st-Ep 09Slep 04 Step t15 S+-ep 05
1C.. !S7€. t7. t7t14 t'7.92:19
33, A16. rJ0 35,5117, DLI 37,2:?2. r-1u
llirerd{::45 t:'esc ! PM./FF -2-EMT I i Ecr Fay Feriodgr26.0u00 Fay TyF,e:H Hours/year!?,rlG0
Fate /tlourSaIary/Yr
StEp 01
1d. 0439
2,t, 212. 0 D
Step 02 Step 0314.7.159 15.48:i330,671.00 32,206. oil
R._rt-elH,rtrr
aia I ary /Yr
.step D I
1C.7459
30, 671 . 00
Gr..de:4r-i Ee3ctFMl;FF3;El'lT2iECt Fay Feriods!2€..0000 Fay TyFe!H Hours/yeari2.0E0
Step 02 Step 03 Slep 04 Step 0S15. !433 16.287d 17,07r-14 17.923932,206.00 33,816. t'0 35, S07.0r1 J7,2S2.0[
Calculatiotr Cc,dE! 3
Step tr7 Slep r-lB .!beF 0?
. Ca I cul at i otl Cc.de:3
Step ll7 St.ep rlE St eF i?
Calculat.ion C(]dE! 3
st'ep ll7 Step rlg StEp rtg
StaF 01 Step 02 SLep tr:l
1S. 4A3:r 1€.,2576, 17 . D?Ct432,2crf..00 33,816.00 35, S07. r:,0
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19,7612
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t:irade:47 IIESC i Pay PeriGds!2e..0000 Fay TyFe:H H,:!urs/yeBr ! Z, 0Er0 CalculaticiD Code.:r
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RatE,/Hr-,ur5alary/Yr
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33, B1€.. 00
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t7 , n704
35,507. D0
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Step 0.1 sl--ep rl5 S+-etr 06
18. E2ti 1 19.7612 ?O.7493
39, 146. rJo 41, 103. rl r:r 43, 159. rrD
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Step rl2 Step 03 Step 04 St.ep US SleF D617.9239 1e.e201 19.7612 2t.'7,193 21.7s,e,737,242.00 39, 146.00 41, 103. uD 43, 158. nu 45,316. Orl
Fay Per i ods: 2€,. 0 0 0 0 Pay TyFe!H Hc\rrre/YEar!!,ilBU CalculaLion Coder 3
Step 07 Step 0B SlEp 89 SiEp 1r:r
Gradar 49 IreEc! Eo/EMT3i LT2
Step 02 Step 03 Step 04 SLep 051e.8201 19.761:./ ::t1.7493 21.7Ae.739, 146.0U 41" l03.rlE 43,15t3,r'r0 45,316.nI
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Step 0l
t7 .9239:l7,IBr. U0
St.ep |]6
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47, 583. rl rr
EiadE/SteF EffeEtive l)at.e: 1ulf l/95
)
)
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12/ li/t5
l-19 r U4::3.3
EARGAINING UNIT: FS FIRE SHIFT FERSI]NNEL
rira,l,: ! 5tr Dpsc! LT3-EMT2 Pay Perlods326.0000 pay TypetH H,rurs/yEar!2,l.|Br)
CITY.NF DANIA
GRADE/STEP TABLE LIST
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Ealculation DodE! 3
SteP |17 StEp t]8 StEp t-1:, Ster. 1r-r
F ALiE I rl
l'1r tf-Flr:r7r-!
Raf-,-=/Hol.rrSalar9/Yr
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1S, 82r'r I39, 146.00
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$alary/Yr
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41 , 103. r"1r-l d3, 15A. 00
5l'-EF I t:l
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Sf-.eF I l:l
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SteF 07 Slep r:rE SIEF trg
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CalcLllation E,trde.3
SteP 07 SteF t-18 Stsp (r.j,
Calculai-ioh Coder 3
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Ca I.u I aL i,rir |]ode3:J
SteF r:r7 StEp trg st*F r:r?
L:a lcul ati.fr'! Code! 3
Step rl7 Step 0B gteF 0::/
Gr-a,lE:5:l Des,:! LTIEMT (3)
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Pay Periods!26.U0tlr1 pay TypE!H - H,:,,_rrslyear:2,Urfu
Rat-*,/HDLIr
Salary./Yr
R a t. E,/ H,:!'r rSalar-y,/Yr
REti-e/H'rr-lr
Salary./Yr
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47,5e3.00
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24.0119
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)
Ra ire /HDrl rSalary/Yr
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27 .t1tJ5l ?9. 1964
57 ,937 , t)t:t €.tl , 729. t-l tr
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53, 765. r-r0
st-EF,r
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Salary,/Yr
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St,:-:F 1ll
)
t:/ 12/ )5l:l:i: U.1!:rB
BARGAININ'i UNIT: FS FIRE SHIFT PERS0NNEL
i' r'
Grade:57 Desc;BATT,/DIV CHIEF pay periodB:26.0000 Fay TyFerH Hour's/Y*ar:2,oErl,
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CaIculatio|t Code:3
step 07 SLeF DB st-eF 09
CITY OF DANIA
GFADE,/STEP TAELE LIST FALfE 1 1
MLIFM n 7 r:r
Rate,/ HaurSalary/Yr
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2€.. 4819
55, L'r82.00
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la:/ l'r/25t]lr[ll.tt]rr CITY OF DANIA
BRADE./STEP TABLE LIST F,AiiE
Flu FH r.l 7 i-'
':-irEide/SteF. Effect.ive t'atzt 1l / tl /95
li.adE: ,19 tlescl DEPUTY CHIEF Pay Periods:26.0000 Pay Type!H Hours/year ! 2, 080 Calculatiorl tlodEr3
.1
Rat-r,/H':r' rr5a1ary./Yr
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StEp 02 SleF r:r3
19. 3847 20. -153,-l4r-r, 3:.(r. t0 .12,336. 0(
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R a t- *" ,/ H'irr r
5.i1ary,/Yr
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:l,l, 1'te3
€,11 , 7lil. t_r r:l
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6:3, 7i,5. r:ll-r
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n. n0l:rli' r:r. tD0n
. (' tl . D L'l
t.l . r_r r:r r:r rlr
. r:r r:l
rt. ll r:rl tr
. r:r r:l
Step t-lf.
3rl. rJ721
62,551. r-1r-l
Sf-ep 07 Slep oElrl.or'rorj 0. rjrl[0
, r-r rl , tl r-l
SteF l:l,J
r_.r. L]l]U(
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r_r . tr r:r r"! U
. r:r r-l
RalE/HourSalary/Yr
Fa f-e / H,rurSalary,/Yr
SLeF 01'21.3717
44,45d. D(l
Sttp 02 Step 0322.4404 23.56224e,;67-7.nn 49,0(rg, (r r')
Rate/H,f,ur
$a1;rry,/Yr
Step [tl
2f . .1404
46, 677. r'l 0
R a t-.E ./ H,f Lr r
Sa I arylYr
Step r-l I
?3.5622
49, ['l09. (r0
Step t:t I19,761|41, 103. (r0
fira,l+!52 Desc ! D/r:H3-PM 1-EMT2 pay periods:26.t1000 pay Type!H HDurs/year!Z,tlB0 tlalEulat_iEi1 LtDde:J
LirE('le:5::r tlEe':: D /CH-PM?-EMT3 Pav Periods!:6.r100u pay Type:H Haurs/yEat.:2,08t cal,=,rlai-inrr cnde::f
Step r-1.1 Step Us2,!.74n4 25.977451,46t. Llr:r 54,034. r-rtl
Step 02 Step U3 Step r14 SteF r-ts StrF tr€,?3,5622 24.74D4 25,977,t ?-7.?7€'4 :8.64r:1249,r-109.0t1 51,460. trrt 5.1,03d.0n 5€.,73,1. r.rr:r '59,57?.r:r0
[ir a,le 3 54 I,Esc! DEplCHIEF-pm3 PBy Peliods!26.0000 Pay TypetH Hours/year: 2, tlBtl CaItrLrIaLi,ln Coder3
)gteP l:14
27.276456, 73rt. 00
SteF (rs
28. F-4r"ll
S9, 571. r:r
'-l
iira'lel55 I'Estr: I|EPlcH I EF (PDP) Pav PeriDdsr2E.0[0r] Pay Type!H H$rrrs/yearr2,rlrfL't 1;a I,:,.r I at. i ,Jrr r].=,,le!J
Step 02 Step r:r3 Step r-ld Step 0S Step 060.0000 Ll.otrtt 0.0000 tt. rloDrt 0.orltlo.00 . r'it1 .r-10 . [rl:"| .nn
SleF r:r7 steF 0gtl.0000r t-l.tlDt:tt-1
. rl (r . lt t:r
[iat_.]r/H,rur
Sa I Ary,/ Yr
SLep 01
3rl. 7.105
63,9411.00 [ . r-l I r,r t:l
. rl[
$t.F, 1 r-l
Lr. r:ll-t u t
.lrl_l
S1:Er, I r-l
u,|]'1'
EIARGAINING LINIT! DA F,/ADM]N DAY PERSNL.
Step Ql
1S. 4616
3e, 4i!. rlo
Stap r"'17 S+-Ep r'tg
U. .lr:lllrl 0.11000.l-l(l . r-r 0 )
t 1/ 12/95
l-l'-l: Ll7: 0-q
BARIiAINING UNITT SA F./ADMIN sHIFT PERSNL.
G|ade r ,18 l.resc! FAT. CHIEF
EITY NF DANIA
$RATIE,/STEF TAaLE LIST
Step 02 Step 03 SLep 04 St.Ep r-ts18.4€'16 19.3847 20.:.r5:.r9 21 .:-171739,400.r-r0 40,32t.n0 42,33E.0D 44,4S4.rtr.r
Pay F€riods!26.0000 pay TyFe:H Hourg/year!2,08[
PAI-.iE
MLII]M(7N
Calculatiotl Code! 3
Step B7 Siep LrB Siep r:r?Slep D623.44[4
46, ti77 , tln
I
5t *F. I l-l
Cira{lE:4? I!*sc!ECHF1-EmT
Raf-.e,/Hr:'ur
Si-llary/Yr
Step 01
r 7. ss?4
:36, 571 . L] r-1
Rii t e,/ Hc.ur
5a I ar y,/Yr
StEp 0l
18.4E 1€.3r3,40t.0d
Fay FeriodB!2E.0Btl0 Fay TyF,e,H Hc,(lrslyEar:2. Igir CalcuIat.iorl Code,,3
SteF ll7 Slep r:rB SLEP r:r.-lStep D2 ' StEF 0319.3S47 2!.3s3940,320.00 42,335.0r-1
$LeF U4 S'l--,"ta []5 Siep r:16
21 .:-1717 22.44t14 23. Sr.2244, .154. u u 4t., r:,77 , f.ti_t 4.-r, t.J D,l. r:ru
r-;ir.rdp! sL-l ['{rsc: B[]1Fz-EMT1-pM Fay periode!?E.r-r00u pay TyF,erH g,j,r.6-rlyear-: r. l Ertr
Fiat.e/H.rlrr
sir I ary/Yr
Step 01
19. 339-c
4t7,227 , Dn
Step 02 Step 0320.:rs39 21.3'71742,336.08 '44,454. 0Ll
Si:ep 04 Step rl522.44Ct4 23. -Sr.?246,677 . nn 49, rln9. rlrl
, SLep 02 i Step 03 .$tep U4 $t.Ep tls SteF D6?2.4404 23. S€,2: 24.7404 25.s774 27.?7e.4,!6,677.Dn 49,0119.r"t0 51r46rl,rjo 94,r34.r10 5d,734.rn
Fay Periodsr26, D000 Pay TyF,e:H Hotrre,/yE:ar:2. ttE:r:r
Cal '=ul at.iori Coder 3
SteP 07 St-ep 0B SLeF tlg Sr,.EF. l r-l
Calculation Coder:r
Step 07 SteF r:rE SteF ri.:, SIEF 1r:r
Calculat.iFri Cc,de! :r
SteF rl7 gleF l:rB SteF r:r9 St.eF I r-l
CalculaLiorl Cc'de::i
SleP ll7 Sf-eF DE Si'-EF 0.-l StsF
SLEP (6
24.7404
51,4€.D.0D
['ir-ade:51 Desc r ECHF3-EMT2-pM 1 Fav periods:2c..(ro0B Fay TyF€;H Hc,urslyear,2,08]
RatE/l.lc.LrrSslary/Yr"
Gr*de:5,. Lre=c: BCHF,/EfiT3-FMz pay periods!2t,.0000 Fay TyFe,.H Houre,/year:2.0Etl
SLep 01
?L'. 35394I,336.00
StPp 01
2t .3717
44, 454.
'-l
r'r
Sf-ep D2 Step D3 Ff-EF 04 BteF Us2t.3717 22.4404 2?.5t.J2 24--74D444,454.00 46,677.Dtj 4,?, n09. n0 S1,4611. r:r t ?5.9774
54, r-r34. r:lll
fla le / Hou rSaIary/Yr
t{.rt.e,/H{,urSalar-y/Yr
SteF 0l
22.449,1
46,877 . t)t1
)Step 02 Si-ep 0323. 5622 ?A.'74at449, 009. r:r rl 51 , c5n. 0u
SLep 04 SteF [rS Slep r]625.9776 27.77&4 2e. F-.402
54, 034.0r-r 56,734. Drt 59, 57?, r:rD
r:irade! 54 Iiesc! I:,EF. CHF/ptrl3 Fay Feriods:26.0000 Fay TyFe:H l{olrrslyear:2. DEt0 l:aIculatic.n Code:3
Step 07 Step 0B Sr:EF tl,? S},EF. 1rlStep 02 Slep 0324,7484 ',.s.977i
51'.16n. D0 54,034. r-rLl
SteF 04 SLep r:rs27,?76,1 ?€r.64n:I56, 734. Lirt 59, 57:. r:r r-r
Rate/ Hotrr5alary/Yr
Step 01
49, r109.00
S+-eF 06
3 r-l , t-l7! I62,551, t0
Gr'adE/StEp EffEEti.ve trale ! 1Ultj1l,;)s
Lira,le:5-r L,EEc:BCHF./f,M3
l;:/ 1.:/its
ll f: tld : :lB
BARGAININI-i UNIT! Fs FIRE SHIFT PERSoNNEL
tf rade:,13 t)Esc: FIREFIQHTER
I:ITY CIF IiANIA
ERADE/STEP TABLE LIST F,AGE l,:i|
Ml_lFt'l r:l 7 t:t r':r - -l
Grade/SteF Effect.ive f,ater tolot.t ga
R a le / H,rr-t rSalary/Yr
Rat.E/l-{,rurSalary/Yr
F(af:.e/H,lur-
Sa I arylYr
Ra t.E / H,trurSalary/Yr
Rat-,e/Hor rr
Salary/Yr
Step i113.7763
24, 65s, n0
St*:F, 1 r-l
qtEo r r'l qf rr, ! ri
st'
Step 02 Step r.1314.4552 LS. 1AS2
30, (rBB.00 31,591.00
StEp i4 Sf-eF t'15 Step r-1615,9477 15. 7i1S3 17. SB:533, 172.00 34,8:r(r. 0(r 36,572.r: l
Pay Per iodsr 26. Dl-ll0rl Pay TyFe! H Hc,erElyeRr: 2, Igr:l Calculation [ode3 3
SLep (t7 SL€F 08 SteF r:l l
Ca I qu I at i.on EDde! 3
SleF [7 Step r]8 SLEF lt?
Era,Je!.14 tirs.iFFl;FFlEFIT Pay Periods!26.00r1r1 Fay Type:H HL1lrrelyear:2.U:lU Ealculatiorl Code! 3
SteP 07 Slep 0A SIEF r:r? Sl--.eF I r:lSlep.01
14.4652
:r0, 048. 00 18.4616
3Er,4r',lrl. [[
Step (r2 Step r:r3
15. 1BA2 t5,947-73l , 591 . rto 33, 17?. 0 r-r
Step 04 Step t-ts16.7453 17.5BrS
34 , 8:{-r . r:r r'r 36 , 57! , r-r il
r:r-a'le!4s t,Esc ! PNlFF-2-Emr l t ED pav periodsl26.oo00 pav Type:H HoLrrs/year:2,080
Step Dl Step 02 Step 03 Stetr 0415. 1Be2 15.947'1 16.7453 17.5A2Ss1, s91.00 33,172.00 34,93(r.00 36,572.00
Step (r t Step 02 Slep r:r315.9477 16.74s3 17.5A2533, 172. 0tr 34, S3(r. 0 r-r 3€,, S72. 00
SIEF 04 SIEF t15 SbEF 1618.4616 1,-t.3947 21t. :154[3E'400.llr-1 40,3?(1. (r Ll 42,3:f5, t'l rl
l:al(u I af- i Dn L:ode3 13
StEp r:t7 Step fr$ SteF [r9
SteF. 0S
18. d616
34,400.0r1
5i-eF [r€,
1'l " :111474i, ilf Ir. Itr
r:radE:.16 trEe,::Plr,lltFF3f EMT2rE0 pay periods!26.8q00 pay Type!H H,rnrs/year:2,1$rl
ll[- a,JE a 47 DEE,:!Pay PEriLrds!i6.0rlr.jLl Pay Typ,P!H llil(rrElyEar!l,t:Ilr:r |]a 1,:uI at-iEtl t:ode: 3
Sttp 07 gteF tlEStep 02 Step r:r3 Slep r-14 SteF 05 St.eF. r-rd.17.5425 18.4616 19.3a47 2tl.3S4n 21.371736,572.00 38,400.00 40,320.00 42,336.0r'l 44,.1S3.r:rD
Gr a,l,:: 4:J t)er.! FM3; Etl3 j LT1,Pay Peri.ods!26.[0r]rl Pay TypE!H Hour5/year! ,[rS[
Rat.e /Hour
Salary/Yr
Sf-EF. Ll1
15.7453
:r4 , e30. r'r rl
Ealtrt|lat ior1 tlode:3
Step 07 SteF ug SteF 09 )StEF, r:r1
17. 5Pl5
3r, , -q72. r:r t:'
Step 02 SteF (r3119.4616 19. 3s473e' 400.00 .10, 320. r'l rl
SleF [4 St.eF r:r5 Step Llr.
2rl. 35.10 2l, j7t7 22.44r"'r:{
42, 3:16. r'l rl 4il, 453. U0 .16, 675. r-r 0
Er-adE ! 4 _l [)e5tr r E$/EMT3; LT2 Pay Per i ods ! 26. rl rl0 Ll Pay TyFE!H H,trurs/yEar::,t-Iltl
St-ep r:tZ Slep t-r3 Si-ep 0.11?.3Brt7 2rl. 3s4rl 2t.371740,320.00 .12,336. 0r.r 44,454. u0
F'l a t 't / l-1,:, 'r r$alary,/Yr
Si-ep L'15 StEp L-rE
22. 44r:r:-? 23. S52?
4C,, €,75 . [r t-r 49 , r-r l L] . r: :l
Ea l,:u 1 aL i irn t:\-1de : 3
Step rl7 StEp tlE glEF. 0.-l
)
Slep nl
1e.461€,
39,.t0rl. r-r tl
l7/ 1,- / ?5
U9: (4r:{8
Gr adr! 50 DeE':: LT3-EMT2 Calculatiorl Codei 3
St,EF rl7 SiEF 0B SteF r:r -l Ef-err , r:r
Calaulat ic,r1 CRde: 3
Slep r:r7 SI.EF r-lg S+.eF rl,, $t.,:r, I r_r
Calculation Cc,de::r
Step 07 Sf-ep rlB SleF u:l SleF t I
Calculation Ccde! 3
SteP Ll7 Slep 0B St-eF tr9 Sf-pF. I r_l
Pay Feriods!26.0[00 Fay TyFe:H Hour r/year: 2, oEr]
Stilp 02 Step 03 Sf-eF 04 $t.eF 0S st.EF. r_rb20.35,10 21,3717 22.4403 23,5€,?2 24.74r),t42, 336. 00 44, d53. 0 r"r 46,675. D0 49, r:r 10. rl0 S l , 46 r . DrJ
D ITY I:IF DAN IAI.iRAt,E/sTEP TAFLE LIST PAr_tU l l
l4l_lJrNr-r7! 1::. -.
Rat erlHe-,rrr!_-iillary/Yr
Ri.tqlHc,ur
5alary,/Yr-
Si-ep D 119.3Ad7
4r:l::12i1.00
Gr ade: Sl lre6r! LT,/EMT3 Fay Feriods!:C,.0000 Fay TyFe:H HourE,/year:2,0€ti
'S{rEp 01:0. 354042,336. rt0
Step Dl
?1 .3'717.14,454.00
25,4774
54,0:13. rl rl
SLeF , rl2 st.EF r,l3
21 .3-r 1'7 2=.4403.14,4S3.00 45,675. r) rl
St.ep l:r;1 SteF rl523,5E27 24.74t-t44?,010.0r1 51,461.0r-l
Hracle:.5: X,esc: LT,/EMT (3)F'ay FErioder2e,,0D0r,:i Fay TyF,erH Hc,urE/year:2. rl EI:l
Rate/Horrr
SaIary/Yr
REri-q,/Hlrur
Salary/Yr-
Step 0l
22, 4403
4t3, ta7'7 , OO
qir I ary/Yr
st-eF D 12li. s622.t'1, 010. rlrl
StrF' rl2 SLeF r-1322.4403. 23. SE2246,677 . EO .19, 0l 0. 00
SteF l-14 SteF rl5 St-ep 11624.7404 ?5.97-74
"-7
. ?7e.a5l,460.00 54,034.0|] 5€! 734.00
tiraldp: S-{ }eEc. BATT. CHIEF Fay Feric|dsr2€,.000[ Fay TyF'e:H HourE,/year!2,fer0
SLEP l:r2 st-,"p t_'13
?:{. s622 2,1.74tJ449, 010. 00 51,.1611. 0r"l
St-eF ll4 Sf-EF, tl-q25.9774 ?7.?7t::_1
54, tr:i4. r:r 0 5F-,7j14, D(r
Sl,eF D624.640!
59,572. r10
Grade:54 [,Esc ! EATT. CHIEF Fay Feriods!26.0000 Fay TyFerH HorrrE/yeai: ?, 0Er]Ca l cul at i nrl f:ode:3
Step rl7 !5t.eF rlBst-ep rl2 SLEF L't:_-l Sr_Ep il42,7.74tt4 25.9'7'7,1 27.27€.a
51 ,460. LrLr 54,034.r10 56,734,0r1
Sl-€F r:15 Sf-EF tl67A.6,LCt2 30. D722s,t, 572. Drl 62,55 1 . t rl
l::a I cul ati ofi Code! 3
St-ep 07 SteF rlE gteF [?
St.Er, r-r'? St..F, 1 r"r
5l:.iSLeF. D4 SteF BS St.ep 06
2A. 6402 30. |t'722 31 . F75759, S72.00 , 62,5S1. 00 65,678.rtt
SLep Ll4 SteF rl5 Sf-eF. 116311.07?2 31.5 t-57 33. 1547
52 ' 551 . tl r-l 65, 67!3. 0D 6,'], 962. 0D
[lrads: !i.5 Ilesc!EATT/DIV CHIEF Fay periodsr26.0000 Fay Type:H HourE/year ! Z, lgr]
Step 01
24.740451,460.00,
liate,/Hc,urSalary/Yr
Sl:ep D2 SteF 0325.9774 27.27e,354,034.00 56,734. rl0
Grade!56 f,,esc!EATT,/DIv C:HIEF Fay F.er I odE, 26. 0 0 O 0 Fay TyFe!H Haurs/yearr2,UED Caltrulatic.h Coder 3
Step 07 Slef, Bg SLep r:r.l St.eF I r:lRat.e/ H6ur9.1lery/Yr
Sl:ep 0l
25. 321e52,65r.00
Step rl2 SLep 0327.27E3 2A.640256, 734. 00 s9, s72.00
ENFIjAININI.i UNIT: F5 FIRE SHIFT PERSoNNEL Gr a,lel Si-ep Effect.ive Dai-e: 1ttlr:rl,/?t
)
12/ 12/95
t1'?:04! 38 F,ATiE 14
MUPMrtTLt i:t - l
I I TY L.]F I]ANI A
GRALIE/STEP TABLE LIST
BARTiAININI.i UNITJ FS FIRE. S}IIFT PERSONNEL
Lirad,=:57 I)Esc! BATT/DIV CHIEF Pay Periads!26.00r10 Pay TypelH HDurs/ yBar ! 2, l]:: .]
Step 0l'27 .276356,734.0r]
Step 02 SteF 0329.64112 3rl. 0722
59, s72. 00 62, 551 . OD
Itep l:l.t Step t:rs Sf-ep ttF_.
31 . 5757 3:'1. I S47 34. F_r I ?.165, 674. 00 68, 962, tr0 72, ,110. r-r r:l
Grade/St.eF Effective L\afer lti / f.t 1/96
rla Itru lal ioh rlode3 3
Slep r,r7 StEp r-18 SI]EF r:r9 5f- *F. 1t.lRat.E /Hour
sEtlary/Yr
)
)
17./ l2/95
l-"19: L-r ll ! 2€.DITY DF DANIA
IiRAI,E/STEP TABLE LIST F,AIJE
Ml_tF'M070
BARI}AININTi UNIT: DA F/ADMIN DAY;PERSNL.Grade/Step Ef fe.tive lrai..ar 10/rjl /'?t,
Er-adE:49 Desc! DEFLITY cHrEF Pav Perlods:26.0000 FBy TyFe!H HourE/year ! 2. 0€|r:r cal,:ulation Dade!3
5
Grade: .50 DeEtri I|,/CH1 ; D/CH-EMT Pay Per iois! 26,0000 Fay TyFE!H HGurs/Year-! 2,081:r CalEUlat,ioh Cnde! 3
SteF, ll7
r_' . rl tl i r-t
. (r r:l
tl . 0 r_l r_r rl
. i11
r:r . t_l L_r I t:r
. il ':'
St,=p BE,
;a5. 4Et:6
53, rlr-l4.0tl r-r . t:r t_i u t:t
. utl
5tep Irl
[r . t-]r-r t-r t l
. t"l t:l
Rat-e/Hotrr5.1lary/Yr
RatP./llc,LJr
5a I ary/Yr
SteF 01
1?. 0 15439,552. D0
Step 01
19. 919641,434.00
SteF 01
20. 3539.12,336.00
St-eF, t_l1
45, 7BB. 0 r-l
Step 02 S+-eF Ll319. 9662 2r-1. ?6454l,53D.00 43,606. (rl
S+-ep r:r4 Si-eF LlE St.eF t-i622.o12e 23, 1 1:f6 :14.:6:r[45,784.0r1 48,i77.QD slr,47r.rrrl
REr t e/H,trurSalary/Yr
rlir arlE: Sl L!s--.,.: Ir,/CH2-pM-EMT1 Fay Feriods!26.0000 Fay Type:11 Ho'-rr B/yEar- ! ? r 0[| r:r Calculaticin t-:ode:3
St€p 02 gt.eF tl:f Step rl.1 SleF l:l-q20. 9645 2:. r-l1?A 2:r. 1 136 24. Ze-!r-l43,606.00 .15,7eA.0rl 48, r-t77. rl L.) srl,479. ot)
SteF ll7 SLep r-1*
r-1, or:l0t:t 0. t]o r-10
. t'10 . oo
step 02 Si:ep DI StreF 0421.3717 ?2.4r10.i 23, Sh2244,454.00 46,677.no 4.-1, oo?. r.r0
sl€F r:r5 Step 0624.'74fi4 25-9'77451,460. Llrl 54. D--r4. tlI
St.Bp tl7 St.Ep r-rB27.7764 29.64n256,734.0r1 5 -r. S72. rt r-l
3r-r. rl7: I
52,551. rln
ail eF I ,l
31.5757
F:5, ti7r,1 . t.rl
Grnd':'52 llesc ! D/cH3-PM l -EMTZ Pav Per i Lrds ! 2c.. 0 0 0 0 Fay TyFe!H HrrUre,/year:!,IlJD f,alculaliorr co,Je! -.r
FiaL':/llolir
Salary/Yr-
l-irar-J+r 53 ['esc! Lr'lcH-PM2-EMT3 Fav Periodsr26,0000 Fay TyFe!H Hours/year:2,0Er0 calculatioh cc,de!3
Rtsf-e,/H,rurSalery/Yr
Step 01
23. 113648,077_ 00
Sttp 02 Step rl3 St-eF rl4 SteF r'l S St--,Ep r.t623. 1136 24.2F.98 25.4e26 26--7567 2S. r-1946d1S,077.00 50,479.00 Si,004.00 SS,655.r-url SS,.136.Drl
SteF f-17 Sf-rF,0En.00r'lr] tr.00r-rrl
. tl rl .0tl
Sf,ep t_]?
{l . r-r tr r--r 0
. n0
[r . t:r t-r r:t
. lltl
Slep Cr6
29. 4.?94
61 , 359. rl0
St-,ep rl7 SteF 0gt-1.oilrr-r 0.ot]trtl
. rl0 . rto
0 , r:r D t-r
'_l. nn
Lit.EF I r.l
r-r . [r r] rlr [l
. r:r ll
30 - ?742
64,428. n0
SLEF 07 SI-EF tB
r-l. oorlt-r 0.00Ut:l
. tl0 . tt r-'l
tl . tr It r:r r_t
. r-l r:l
tr. Lr l' ,- -
. r"l L_l
Step 02 gteF 032n.269fi 25.4e2650,479. D0 s3,804.00
SLEP 04 St-ep 0S26.7567 2e.09d655, 655. 00 58,436. 00
Gt-Adet5'1 f,'eE!= I DEF/cHr EF-PM3 Fay Feriods!2€..0000 Fay TyFe:H HourB,/year- ! 2 t !g[ ,1alculat.iori rj6de!a
Ra +-E / HoLl rSalary/Yr
Slep 01
24.269n5rl,.17?.00
Step 02 Slep 0325.4426 28,"756753,004.00 55,655, O0
Si.ep L'1,1 Step 1152e,t94E 29.4994
58, 435. 00 61 ,359. 00
Grade!5s resc!BEF/cHrEF (FDP) Fav Feriods:2€'.0000 Fay TyFe!H Hours/year:2. rtEl cial.'-rlali..,,., c6de:3
Slep 02 St-ep tr30,00r:t(r t-t. (l r-1rl tr.00 . D0
St.eF. r-14 Sl€p tls0,0r-lrllr . rt. noon
. rl0 ' .,Jrt
Ra f.E,/Ha,r_rrS.rlary/Yr
Slep 0131.6627
65, ESA. [10
rl . rr r.'l r-r r:r
. Lll]
5t- rF U7 St ep Llt:t!, tll;ltltl r-1. U lt rJ t-'t
. r:10 , un
tr . rl r-r r:r Ll
. [ru
5tEF 1rl
r:r . L_r r:r L_r r:r
. ll l"r
st-eF, l tl
l-_r . r:r r-r tr r:r
' l_i "
)
)
1i/ 1'r/-J5r:ll! t7t Lls
EAHT]AINING UNIT! SA F/AI)I{IN SHIFT PERSNL.
Gra,ier 48 I:'eE,:: BAT. CHIEF
CI TY I]F DANI A
GRAPE,/STEP TAELE LIST
Step r:r2 .6tEF, [r3 Step r-14 Sf-eF rs1?- 015rt 1.-r. ?66: IrJ. p6.15 2t. 0121t39,552.00 41,5:{:r. r:r 0 43,606. r1tr 4s,7Eg. I[r
Pay Periods326.00('10 Pay TyFetH HorlrB/yrar ! Z, 08rl
firade,/St.ep Ef f ecli ve t-\al.e2 1 $,/ t) I / ?E,
Calculation Code! 3
Step il7 StEp r-rg Sf-Ep r-r? si-EF I r-l
SiEP t:r 1
1'r. rl154
39, 552. l:r ('
SleF i12:.0128
45, 788. 0 r.r
SlEp 0r:
25.48?6
5:J, rl r-t4. r:r r:r
ri
St.eF, 1 r"l
5teF, 1rr
F Arif
trfl_tPMr-r7r.1
Rat.e/l-l,rurSalary,/Yr
Sl:eF 01
lB.1D.-lE
37, 568. rl r-l
.:3. I 1:16
.lEr,1177. r:ll:l
r.il. e,lE: 4'J IiEEC! BCHF I -EmT Pay PeriDdE!25.01r00 Pay TypelH l{Durs/year!2,r:IjLl [:a I,=uIat. i t'rr t]i:'det :-{
SIEF r:17 SteF Llrl StjeF r_r?RErl:e/Hnur
5a I a r y/Yr
Rat.e/llDr-rr
Salary/Yr I ?. ,t 1,_t6
.11, d3.1, r"r rl
Rat e /H'rur
SR I arylYr
St.ep u I
:t_r.'16d5
4:-1, 606. r:r Q
SteF 02 SteF [t319.9662 2Lr. 94,454l ,530. 00 .13,606. (r0
5 LeF r:r.1 Slep rl5 $t-eF ,:rE,
tj2. D 12e 23. I 1:16 ;!4.2F-)t145,74e. rlr-l 44,077.0u 5r-r,479, rJr--r
rira,lE!5! trEFE ! BIHFz-EMT 1-pM Fay periods!26.r:r0r]0 pay TypE!H HourE/year!2,rlErl
Step l-12 Step (l3 SleF t-14 SlLp r:rs20.95.15 22.012S ?3. 11J6 2d.28!rl43,606. 00 ,15,7EA,00 48, n77. r--r 0 50,479. r:r r:l
EalEUl ai-i or1 t:,trder 3
Step 07 Step 0A StEtr i'-i st-EF. 1r:r
r_ir'.r,Je : 5 I tr,3s,: ! Bl:tHF:l -EtilT2-FM I Pay Per i ods: 26. rl rl r:r rl Pay TyF'e! H HE'-rrs/YEar r 2, rlgrl
Step l-12 SteF r-r3
22. 0124 23. I l:1645,7aA.00 4s,177. fiO
Step 02 Step 0323. 1 136 2.1. ?6tr'r49, t177. r-10 50,479. Lr r-r
SteF I-14 Slep r:r5
24. 269r-1 25.4A26
5r:l, 479. 0rl 53, flrtd. 0n
16.75F.7
-5S , 6.55. r:r r--l
l--:a I,:ulalridh |]'rdE! 3
st-pE' tt'? st-eF. UB St-eF tr:l
Calcul atiorl L:odel:1
Step r:r7 SteF r-rB Step r:rg
l-iradE:52 Destr! B|IHF/EMT3-PMz pav periods326.rl000 pay TypeiH Hours/year 3 2, 0Brl
RalE/HrurSalary/Yr
Rat E/Hn'-lt-
Salary/Yr
Step rl4 Siep 05 SLeF r:1625.44?6 2t3.7967 tB. rl,146
53,004. 0rl SS, €.55. (r0 59,436. n0
r:radE ! 5:l t!EE,:! EDHF/plil3 Pay Period5s26.0D00 Pay Type:H Hnurs/Year!!,tl:J0 rla I cr-rlati orr rlLde: :1
SteF rl7 S}.EF r:rE St.ei rr9 S L+,SLep 01
2:f . 1 13€.
48, rl77.otl 29. L1?46
sg, 4:--1E,. tl Lt
SteF l:r4,
2'r. d'l l4
61 , :i59. r-1r:r
Step 02 SLeF r:r3 SteF, r:r4?4.26t0 25.4316 2F-.75675r-|,479.0n 53, r-t04, (r0 _s5,65s.0r'l
Era,-1e:5.1 tr,:s.!bEP.ilHF/ptil3
ti;r t ': 1 H,t ',1r5a I ar-yl Yr
SlEp 01
2.1.269r:r
50, d7?. rl0
)
P6y Frrl'trdst 26. rlrl(r0 Pay TyFerH HourE/year I 2, DBLt Dal,:ulatic'rr Ca,le:3
step 02 step n3 steF r:r4 sLeF trs sieF 116 Btep 07 slaF (rE sr,_EF. r-r925.48?6 26.7967 lB.B946 ?9.4??4 3r-1.,_174253, 604. 00 ss,6s5. 00 59, 436. r"tLt 61 , 359. 0rt 64, 42S. 00
)
l?/ !.;!/?t
0?r[4!3S I:I TY DF t}AN I A
GIiADE/STEP TABLE LIST
BARI]AINING I.,INIT! Fs FIRE sHIFT PERSoNNEL,
I,ir aclP: 43 fresc! FIREFIBHTER Pay Feriods!2€,,tr000 Fay TyFetH HourE/year, ?. 0g0
F,AGE 15
MUFMI:I7O
l;rade/SleF EffeEtive l)aLer Ltt / t|1/97
Step f '7 ::-t *F, I U
5l: er-. 1 tt
CaIculatiErr Code! 3
$lrep D7 Slrep DBliat.e/Fh-,LrrSalary./Yr
fta+-€./H,tLtrSalar-y/Yr
Sl--,ap D 1
15. r:iA3s
:--r1,29:.0t1
fia t.E/lin'.rr
Sala| y/Yr
Sl:ep 01
15.7957
:12, E55. rl0
R;ri- r:/H,:r-rrSalar y/Yr
sleF, rl1
14. 32732'l,BDl.rl0
SteF 02 SLep Ll:f15.0438 15.795731,292.00 32,855.00
S+,eF r-t4 SteF 115 St-,eF,r,tF-.1€.,545.1 t 7. 4151 18,285*34,499.00 36,223.00 :1A, 035. n0
r-:ir a.le: .14 IreE. t FF 1 i FFlEMT Fay Peric|dB!26,0000 Fay TyFerH Hours/year:?,0E|[
SlEp 02 Step rl3 SLep rl4 Si-eF rts SI.EF i6ls.7957 16.5e5E t.7.4151 1A.2B5g 19.?[Lrrl32,455.00 34,499.00 36,223.00 :fe, rl3s. r10 39.9:f6. Lr rl
)
)
Calculation Cc.de:3
Step ll7 SLEP 0g Sf-EF r-1.-? llt.EF 1r:r
lir-ade?45 [resc r FM/FF-2-Elrll I i EO pay Feriods!26.0000 Fay TyFe!H Hour-s,/ year:2, 0€r0 Ca l cul at. i orr Code:3
St.eF t-17 Et-,ep r-]E St.eF r-t?$lEp D2 StEp rl:f1€..5$56 17.41S1:14,499. 00 36,223. rl0
SteF r^:1.1 SlreF. nS S+-..Pp 11618.2!l5S 1?.2rlr'rrl 2L-t.la.r,ttl38, r-r35. r10 :19,936. r:r r-t 41,,13:1. Lt rl
firade:'1ts- r,'eE(::FMliFF3iEMT2iEo pay Feriods!26.0000 Fay TyF.e!H Houre,/year-:2. t:rEL-r
Etep 01 Step 02 Step rl316.5S56 17. illS1 le.2ass:14,49,-r.00 36,223.DO 38,0rS.tl0
Pay Periodsr26.0000 Fay TyFe:H HourB/year:2.DEttl
f:aI ':ul ati or1 Code: :i
$t-eF ll7 S+-Ep t-18 st,:F rJ:7 $teF j t:l
Ca I cul at i orr f,ode:3
.$tEp l-17 SleF r-l|:i S LeF lj'l 5lEF. 1 t-l
Ca I cul at i orr CodEr 3
SleF n7 Step 0B st.EF i:r9 St.eF
Calculatic|h r:ode.3
-qt.ep 07 BtEF rl.g Sf,ep r-t,l St.eF, 1r-l
Slep rl4 BteF 0519.:r.l0Ll 20. 1{.(r
39,'-136. BD 41 , 933. 0rl
f:iradil:47 L'ei,Ca
;:l . 1ag144, r:r?,f . tl r-l
Bt.ep l:tr'-
.16, 231 . r'1 0
S+-ep t:t2 SleF t_'13 Sf_EF. l]d SitreF r-]srs,2a5a 19.20n0 20. 1€.0t1 21. 168134,035.0r1 39,936. r-t 0 .11;933. r',t 0 4.1,029. Lr0
Gt'ader 48 ItEe,:! FM3i EO3: LT1 Pay Feriods;2e..0D00 Fay TyFerH HourE/year!2,0EtE
R.rte/l-l,rL,|rSalary/Yr
Il.. t. E! / H. Lr r5al;f-ylYr
$i-Ep r_l1
1A,2A5E
:rE,035, Lr0
St.F, r-11
17. 415 r
:16, 22:1. 0 r'l
lira,Jr?!.1:r [,esE: ED/ EMT:-r r LT2 Pay Periods:2h.0000 Pay TyFe:H Hotrrr/year!2,rlE0
SLep D2 SteF rt:l Si-eF rl.1 St-Ep tls gteF Dh19.2000 20.l€.rtr-r tt.16Er1 z7,zzEs 2:r.3r7F39,936.t0. .11,933.00 44,029.t0 .16,t31.r.r0 49,S4:J.r-rlr
Sl'-Ep ar? SieF l-r:1 SleF 04 Sf_rp rl5 SLEF !62D. 1€.U0 21. 16St 22, 2ZC,S 13.337? -J4, -q04A41,93t.,0r-l 44,029.r-rD .16,231.r-lrl 4Lt,54!. r-lr'r Srtl,._l7l.r. rl r-.1
fiirLEi,/Hirtr
5a I ar-y/Yr
SleF tl I
1?.200n
3?,11:1.r.00
12/ 1)/95
I-l'l ! I:14 ! 38
EARGAINING UNIT! FS FIRE SHIFT PERSoNNEL
rSrade ! 50 tr€sc! LT3-EmT2 Pay Per i ods i 26. rl0 L'! r) Pay Type!H Hours/yEar!2,OB[I
Grade/St.eF Effect.ive L'aLel. li/tt1/97
Ea1,:uleti6n CodEr 3
Step 07 gtep 08 SteF t-l? E+-eF I ir
Ea Itrr-l Iati,fn CodEt :3
StEp r-17 SteF 0g S+-eF I? St,=F. ,. r:l
CalculatiDn CodB! 3
Step ll7 Step rl8 St--'rF, r-l? SIEF, I r:l
CITY DF IIAN IA
GRADE/STEP TABLE LIST FAriE I {,
liluFi'l u 7 r-l
2r:r. 15(r r',r41,933. (r0
Step 02 Step (r3
21. 1681 22.22F-544,02?.00 46,231,0rl
Step (4 St€p [rF SteF fr€,23.337! 24.5011€. it5.1:3rJt)44, sd2.60 s0,970.00 53,519.00
Ca 1,=uI at-. il]n ll,rdE! l
gi-eF, t-t7 SteF (rP Si-eF r:r9 5t eF, I r.r
Li r a'l'r | 5l tres,=! LTlEMT3 Pay P€rlods!26.110[D Pay Type!H HoUr s/year ! I, t]Br:t
Step 02 SteF 03 SLep L'r4 Slep r-JS S+-eF 11622.2265 23.337? 24. 5046 tS.73rtlr !7. rt 154It5, ?31.00 4q,542.otr SO,97r'r. rt0 53, S1?, r:r D s6, 1:r,1. U r-.)
Pay Perlods!26.r1000 pay Typr!H HDur-s/year-:I,t_lEl]
Step 02 SteF 03 SteF 04 Step 0S Step urr-23.33?9 24.5046 25.73DLt 27.ot64 28.:167i!4,544.00 S0,970.00 53,51S.00 56, 195. tttr 59,003. tr r-.1
Pay Periods!26.00r10 Pay Type:11 H,lur=/year:?, [.jt-l
rir-a,lt:52 trEsc ! LT./EMT ( J )
R a1:e / Hor.r rSalary,/Yr
Rat-e/HDi.lr
Salary,/Yr
St,Ep l:r 121.16e1
44, r-r29. tro
Step 0122,226546,232.00
Step r--r 1
2:1. i3:179
48,544.00
Er;l,lq! 5:-l I,Ei,:! BATT. f,HIEF
rirad,=! 54 tre"E! EAIT. TtHIEF
Rat.*/ll,f,-tr
Sa I ar y./ Yr
SteF (r2 Step r-'13 SLep 04 SteF rts24. 51146 :5.731t0 27.ittil 28,f,67350,970.00 53,51A.00 s6, 195.00 5?,003.0r1
St'eF Iri
61 , 955. rl r')
l-ira'lE:55 t)eeE:EATT/DIV cHIEF pay periods!26.t1t00 pay Tvpe:H Ho(rrslyear ! 2, rlBr-r
Sf-eF (l I
2.1 , 5046
5r-1, 97t-1. 0B
Sl'-eF [t.l SteF r-15 Step U62:].:{673 29.7aSE :-.r1.27srl59,003. r.10 61,955.0tr 65, rls3.00
RRt E /ll,r!-rrS;r1ary/Yr
SteP ':r2 Step 0325.73110 27.016453, Sla. 00 56; 195. rl0
SLEp 01
25.73D0
53,519. tl0
Pay Periods! 26. [tr]r-10 Pay TyFe! H Hours/year:2, L'tEr:l
SteP 02 SteF 03 Siep rl4 Sf-eF, t:rs Step t:r627.OL64 2s.3673 ?9.7BSB 31.2750 32.83A756, 195. [0 59,003, 0t] 6l,9s5.00 65,053.0(r 68,305. nrl
Da l,:ul ati Dn f,ode! 3
Step 07 Step tlg S+-ep [9 r-]teF I r:r
rira,le:56 trE=,-!BATT/DIV CHIEF Pay periode!16.tlt-'t60 pay Type!H HDqr-E/yEar!?,l]Br_l
Cal,:u I al iDn CodE! :l
SLep lt-7 Step 0E Step r:r9
Step r:r2 S}.EF t],J2S.3673 2?.785A59,003.00 61,9s5. 0t'
Rat.e/ Hor.rrSalary/Yr
SteF l:11
26.3346
s4, 778 . 00
St-€p r-14 Slep r15 SleF, t_rh
:? l , 275r-l 32. rl3Li7 :1.1.48n:f
65,053.00 59,3uE. r-rr-r 7 L ,7:tt). t-ttJ
Eal':ulatiolr llode. 3
SleF |:|7 g+-eF. r-19 SIEF rJ9 Sf,EF, 1rr
Rale/H,f,'-lrSalary/Yr
)
)
Raf-E/H,rr.lr
5a I arylYr
12/ 12/.)\
r:r:r: U4: -_lEr
I]I TY OF DAN I A
GRADE/STEP TABLE L IST
BARI1AINING UNIT! FS FIRE sHIFT.PERSoNNEL
r:'irade:57 Destr! BATT,/D] HI EF Fay Feriods:2€,,000D FaJ Type:H Hc,urE,/yFjar:2,08[
PAGE 1-,-
I'luPlrttrT0 E. ?
' Gr.ade,/SteF Effective t)at.e! 111/0r./,]7
Cali:ulatiol.l CE,dE!:{
.dLip t)7 SteF [e Sf-EF, U,7 $t.+t, I rllf.tats,/H.t'-rr
Salary/Yr-
Step 01
2e.3C.73
5'-l, r:r 0 3. Ll t-l
Sf.ep i2 SleF r"'l:3 SteF r-r4 SteF 0S29.7ErSF-i 31 ,2750 3:, E3S7 34.4Erle61,955.00 55,053. 0rt 68. tL)S.01'r 71" 7:L-r. I r-.r
SLEF'116
3r-.. -J04E
75, :f 116. Lt r'l
)
)
1:/ 11,/95
t-r,-l ! ur_t ! 26 CITY [F T)ANIA
GRADE/STEP TABLE LIST F,AIiE
MUPtl,:r Tril
BARGAINING UNITI I,A F/ADMIN DAY PERSNL.Gr ade./SteF Effective L'a+-.e1 lt)/t_t1/97
rirade:'19 t)esct DEPUTY cHrEF Pav Perlods!26.000u. Pay TyperH Hours/year ! 2, 0grl l]al,:ulaiion co,le!3
Raf,.,=/Horrr
Salary/Yr
Step l:l I
1'?,776n
41 , 13d. 00
l.'
r:ra'Jer Stl De5tr ! D/CH l; D/CH-EI{T qay period5!26.0000 pay Type:H Hour s/year I 2, LiEr-.t Calc,-rlation Co,le: :]
rl.iirlLt
. utl
0. 0 r-1 0 [
. (til I. u t][ r-r
. t-t t_l
5t':F. 1 r:l
r. irl ll r'l
- r:ll.1
26. 5 0 I .-f
55, 124. r't 0
SteF. r:17 .SteF [Erl. 0rlr-]t tl. rl0 r-'t t--t.00 . D r-'l
Sl-eF t?
'J . rl ( r"r t:r
. Ll tl
SIEF. 1 r:l
t . r.! n r-r I,r
. t:r r:l
SLer, t.t7 StEp r:rB
:8.:-1674 2-?.7BSB
59, r'103. D t't 61,955. rli
Step u:,
:31 .774P
c,5, r_r5:_1. r_-r r-l 6erJ:lr:rIi. rr
Step l:t7 SteF t,tg
Lr. [ot]D 0. r']t0n.60 , r:r0
0 . r_l rl r:r il
. tl t:l ':r . t:r t:r r1 r r
. r-r
':l
Step 02 Step (r3' 20.7648 21. Btr3rl43, 191. 00 45,350. rtrl
Step rl4 Slep r:r5 S+-Ep t-t€,2?. 8'-133 24. 11391 25.2i1?7.17,820. D r-'l 50,0('trl.0t"r 5?,4yS. tl r-'t
Raie/H,1,-trsalary/Yr
Stetr t,l
2r'r.7163
43, (r91.00
S+-ep tl1
21. l69844,02P.00
Ster. rl1
?4. (3A1
s0,000.00
slep (r2 Step rlr3 stEp r--t4 steF r:r5
21 .8030 22.e?33 24.0r1B1 25.t39745,350.00 47,620. r-10 5(r, r:r00.00 52,49a.01
rlir'.{,lq:51 I!.=5,:: tr /CHZ-pM-ElylT l Pay Fer I odE ! 26. Lt U rl0 Pay Type:H H,f,ur s/year ! 2, 0gr--l LtaI,=,rIaLion CE,le::3
tir a'Je:5,,: Ir4E,=: tl/LlH3 - Pttl l -ElilT2 Fay Periods326.DDr.ttr pay TyFE!H Hirur-E/yeart2, rlErl tlal.ulaLir]t'l tl.,le!:_?
Ra+.E-lH,:,urSalarv/Yr
Step 02 Step (r322.2269 23.3sBr:rd5,232.00 4A, s.14. 00
Ra Lel11nur$aLary/Yr
gtep (r1
22.893347,620.00
SteF r:r4 Step 05 SteF 06
24. 50.16 25.7:ltllrl 27. L't16.150,969.00 5:-'l,SlE. r-10 5C., 1.-t5.0r:l
Step 02 SteF 03 Step tr4 S+-ep rl5 SteF r:r€.24.O?et 25.239'7 26.SOL9 27.e269 29.21B:f50,000.00 52,499.[0 55,t2.r.00 s7,aa1.0Lr 6Q,-773.ttt-t
l:ir- a,l,:: ! 5:J tre9,:! tr /r:H-FM2-Et'lTij Pay Period5!26.t1r100 Pay TypElH H,trqrE/year!I,080 L:al,:ulatiorl Lt,ld,n: J
Lirad'=:54 I'1tsE ! DEP/l:H I EF-PM3 Pav Perio'ls!26.11000 Pay Type:H HoLrrB/ year ! i, r:r|.l0 rlalEulaLi,]n r-ode!:l
Si,EF r:17 S LEF, r-tE
rl. rlr rlrl rl.lltt_itl
. r-10 , (n 0. [' r] r_l rl
. [tr:l
u . r-llj r:i i
. r:r r_l
32. 2l3l67, r.r 05. rt0
SleF r:17 S{:Ep [Ptl.our-ll] tl. 0 t:t tl tl.0r-r .0n
St'rP [?
rl . rl rl r-l rl
. r,.l t:r
5 t q:r'
rl.rl
Rat,:/H,rur'
Sa I ary/Yr
R Er t. e,/ l-l n '-l r''5alary,/Yr
Sl'-ep r:l I:5.:3?7
52,49A. 00
SteF 02 SteF 0325.2397 26. Srl19s2,49A.00 55, 124.00
SteF 04 SteF r:ts SIEF 06
27. S2'5'f :9.21E3 :f r'1.67,-l::{57,881.00 6r-1,773. rtrl 53,413. (ru
Step 02 SteF r:r3 SteF t-'14 Step rlr526.5019 2-7.8269 2.].:1A3 3rl.87.1355, 124-00 s7,ae1.[0 6r],773.00 63,el3.trr1
r:r-adE!55 tleeq.DEP/cHIEF (PDP) Pay Periods326.rl0tl0 Pay Type!H Hs rElyear:1, trsr:r rlal.ulati,:,n r::a,le3:-t
Step r:r4 SLEp r:r3
0. ur'l Lr r-r 0. D 0 L']t"'l.00 . t:r 0
Step rl.1 Sl,ep 05 StEtr r"la,
rl,0D0D . 0. rlrtrjlr 0. Lr D t'l r-l
. r-l D . r-'r tl . tr t-]
Rat.P,/H'tHr$ttlary,/Yr
StrF r:r 1
58, 492. 0 r'l
SL,*F tr7 Sf_ep LrE
tl. r-rtl0[ r]. D rl t-t t_l
. 01-r . t:t l:.l
r:r . r:r r:r r_r r:r
. r_llJ
)
)
r:r . Ll rl tl rl
. t-r t_l
ti/Ii/t5
09! t.r7! rlS
BARL]AININE UNITT EA F/ADMIN SHIFT PERSNL.
lir-ade! 4Er [,esE: EAT. CHIEF Pay Periods!26.1000 Fay TyFe:H Hours./year!2.0E0
l-ir ade/St.eF Effett.ive lJatF.r 10/tJ1/F7
Calculat ion f,ode:3
SteF 07 Step rlg $tep rl,f gi-Ep tst-ep 0l
1S. S341
3'1" 175. I r-r
SLep tl
2n. 71€.3d3,091.00
Slep 01?2.4933
47,620.011
9lEF 111
24, D:1A 150,0011.00
Et.EF rl1
75. 2ja7
52, d'lg. r.l r-l
SleF 06
23 - 239i
52, 499. rl0
2r..5r:r19
5S, 1:4. tlo
E
5t PF. t rl
5t FF
C ITY I]F T,ANIA
ERA[}E/STEP TABLE LIST F'AriE
tYt L,rF lYl l.r 7 r1
Fat.t1H,:,ur-
Ba l arylYr
Iiai:e/H(rr-lr.
SBIary/Yr
Slep L] I
19.77F-.n4l , 1:14. D0
9lep 0? Step'0319.77F-,tJ 2n.764A41, l-r4. rl0 43,191. r:r Lr
SLPP U4 St.ep l--15 SirEF r-r5
21. Ell30 2?. er?3:r 24, tt:J.:tt
45,:15(. nD 47,6311. |]0 5r-], r.i L-ru. rlrI
Grir,lE:,1? L,ee':!B|::HF1-EMT )Fay Feriods!28,.0000 Pay TyFe!H Hotrrs/year!2.tlEtl Calculat.iorr Code! 3
sf-ep rl7 SLeF trB Bf-.eF rl,,St-ep l-12 St-eF. rl:32(t-7€,48 21. F0:{[43, 191.00 45,350. r'r 0
SteF r:t4 St.ep r_1522.4233 24. D:rA 1
47,6211. rlrl 5n, 0 [ D. r-'r 0
rirAdu!5r:r IreEc; ECHF2-EMT 1 -FM pay Feriodr:26.0000 Fav TvFe:H HG*rElyEar: 2. iEr0
Step 02 Step 0:l Sl:ep 14 SteF rls
21. e03D 22.A933 2.1.6eF1 7S,23.r-7.tS,350.00 47,620. D0 5(t , r:r 0 r:r . Lt Ll 52,4,lB. r--tL')
Cal cul atlorl Code! :-?
EteF rl7 SteF tl-q SteF r-:l? S|EF I I,r
I
tir-aderSl t:'e6c ! ECHF3-EMT2-pM 1 pay Feriods!28.000( Ftsy TyFe!H Hcurs/year ! 2, Dgf
Raf-.e/Hc,tl'Salary/Yr
qiilary/Yr
Slt*F r-l1
21. AD30.15, :l5rl. tlD
t![-ade! -q2 I:'eEc! Ef,HF/Errrr3-FM2 pay Feriods!26,0000 Fay TyFe!H Hclrre/yearr2,060
StEp l)2 St-ep r_r322.4933 2.1.0:{[r1
47" 620.00 5rl, D( 1.00
SteF r:r.1 SleF DS St-Etr r:16
52,499. rl rt ss, 1:4, rl rl sz, BEt . rl r:t
f,aIcu1at i.,ri |-:osle! :-1
.$lreF Lr7 StEF rlE $t"eF r:r9
f:aI cuI at i i-'r.i l:ode! 3
SteF' tl7 St-eF l:l:l St.eF. t-l'-l
f,al tul ati c'rr Codr! ! 3
S{:.ep r-17 Etep LtB Ster-. ll t
Ca l.ul al i orl Cade! 3
Bl'-eF rl7 SteF 08 SieF 0 -? SI-.EF I rtlfiate,/HC,r-rr
sii l ary /Yr
ftaLE/Hn'-lr-Salary/Yr
SteF rlF,
29,2163
€.r-1.773.|]0
Step D2 StEp 03 SIEF 04 St--eF, rls24, D3A1 25.2X97 2E,.S[19 27 -A2e.g50,000.00 52,d9A.00 s5, 124. r_',t0 57,891,0r.r
Iiir ade r 5:1 [,e€ci BCHF/pM3 Fay Period5!26.O0tr0 Fay TyFe!H Hc.urE./ year ! 2, 0gr_r
Step D2 SleF Lr:f SL*F 04 gLeF rts S+_EF, rlF-,?s,1397 26.S019 27,A289 29.2183 3(r.67935?,498.00 55, 124.00 57,8S1.00 60,773.01r 63,e13.r-lll
Pay Feriod!;:26.000r1 Fay TyFerH Hnlrrr/yF-rar-:2.0€:0
Sf-ep i2 -$teF. 03 St.ep r-r4 Sf-eF rl5 SLeF. i:r6
1€.. 5019 2'7. A169 29. ZIEA 3D. A7.!X 3:-J, t t 3l55, 124. D0 57, eA1. rlD 6Lr,773.00 63, Et3. rt0 67,00S. r-r0
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