Item C02 C.2
County f � .�� ��� BOARD OF COUNTY COMMISSIONERS
Mayor David Rice,District 4
Mayor Pro Tem Craig Cates,District 1
The Florida Keys '
Y � ��F' Michelle Coldiron,District 2
Vacant,District 3
--' Holly Merrill Raschein,District 5
County Commission Meeting
February 16, 2022
Agenda Item Number: C.2
Agenda Item Summary #9886
BULK ITEM: Yes DEPARTMENT: Employee Services
TIME APPROXIMATE: STAFF CONTACT: Bryan Cook(305) 292-4537
N/A
AGENDA ITEM WORDING: Ratification of a Memorandum of Understanding with International
Association of Firefighters (IAFF) Local 3909, Unit 1 and Unit 2, to provide additional detail for
section in the current Collective Bargaining Agreement: 1) Flight Nurse hourly rate with respect to
calculation of regular pay and overtime pay as related to the 2,496-hour planned annual work
schedule.
ITEM BACKGROUND: Ratification of Memorandum of Understanding (MOU)with the
International Association of Firefighters Local 3909, Unit 1 and Unit 2, effective October 1, 2021,
providing additional details to 1) Flight Nurse hourly rates as calculated to include both regular work
time and planned overtime.
This MOU provides additional detail to the flight nurse salaries/hourly rates specified in the contract.
The rates in the contract reflect a blended amount that is based on Flight Nurse positions working
2,080 regular hours and 416 overtime hours per year(2,496 total), which is their regular,planned
schedule. Appendix A to this MOU provides further detail by showing the base hourly rate. This
base hourly rate was used to compute via regular hours (2080) and overtime hours (416)to
determine the combined/blended rates that were originally listed in the contract. The table further
breaks down the hourly rate to a six-decimal-place dollars and cents as required by the County's
payroll system, Workday.
Three tables are shown in Appendix A to the MOU which correspond to years 1, 2, and 3 of the
collective bargaining agreement, respectively. There is no additional cost incurred by this MOU. It
only provides clarification and detail.
FS 447.309 states that once an agreement has been reached, it shall be signed by the chief executive
officer for the County and the bargaining agent for the union, but then must be ratified by the BOCC
on behalf of the employer.
PREVIOUS RELEVANT BOCC ACTION:
September 27, 2017: Ratification of three-year CBA with IAFF
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October 1, 2019: Ratification of an amendment to adjust payrates as approved in the FY2020
BOCC Budget
September 18, 2019: Approval of Fiscal-year 2020 BOCC Budget
October 21, 2020: Ratification of one-year MOU with IAFF
September 15, 2021: Board granted approval to ratify and authorized execution of the new
three-year Collective Bargaining Agreement with International Association of Firefighters Local
3909, Unit 1 and Unit 2, signed by the County Administrator on August 31, 2021; effective October
1, 2021 through September 30, 2024, which includes implementation of a years-of-service based Pay
Plan for each rank; converts incentives to specified dollar amounts; and includes other related
administrative changes and updates.
CONTRACT/AGREEMENT CHANGES:
Amendment
STAFF RECOMMENDATION: Approval
DOCUMENTATION:
MOU IAFF February 2022
IAFF 3909 Contract 10 01 2021 to 09 30 2024-final ratified
FINANCIAL IMPACT:
Effective Date: 10/1/2021
Expiration Date: 9/30/2024
Total Dollar Value of Contract: N/A
Total Cost to County: N/A
Current Year Portion: N/A
Budgeted: N/A
Source of Funds: N/A
CPI: N/A
Indirect Costs: N/A
Estimated Ongoing Costs Not Included in above dollar amounts: N/A
Revenue Producing: N/A If yes, amount:
Grant: N/A
County Match: N/A
Insurance Required: N/A
Additional Details: N/A
N/A
REVIEWED BY:
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Bryan Cook Completed 01/31/2022 3:40 PM
Cynthia Hall Completed 01/31/2022 5:07 PM
Steven Hudson Completed 01/31/2022 8:00 PM
Purchasing Completed 02/01/2022 8:32 AM
Budget and Finance Completed 02/01/2022 9:03 AM
Maria Slavik Completed 02/01/2022 9:23 AM
Liz Yongue Completed 02/01/2022 10:23 AM
Board of County Commissioners Pending 02/16/2022 9:00 AM
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C.2.a
MEMORANDUM OF UNDERSTANDING
BETWEEN
PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY
IAFF LOCAL 3909 ("UNION")
AND
MONROE COUNTY BOARD OF COUNTY COMMISSIONERS ("COUNTY")
CLARIFYING THE FLIGHT NURSE PAY PLAN WITHIN THE COLLECTIVE
BARGAINING AGREEMENT
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This Memorandum of Understanding ("MOU") is entered into this day of February
2022 by and between Monroe County Board of County Commissioners ("County") and Professional
Firefighters of Monroe County, International Association of Firefighters Local 3909 ("Union")
(collectively, the "Parties").
WHEREAS, on September 15, 2021, the Parties entered into a Collective Bargaining
Agreement("CBA") covering the time period Oct. 1, 2021 through Sept. 30, 2024; and
WHEREAS, the Parties also wish to clarify and explain the hourly rates for flight nurses as 0
specified in the Pay Plan for flight nurses attached as part of Appendix A to the CBA.
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NOW THEREFORE,the Parties agree that the CBA will be clarified as follows:
1. Flight Nurse Salary.
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a. Flight nurses (including the Chief Flight Nurse) are not covered by Section 7(k) of the
FLSA. Therefore, flight nurses begin to accrue overtime after 40 hours in a work week. However,
flight nurses are scheduled to work 48 hours each week on Trauma Star. It is estimated that flight
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nurses will work 2,080 hours in a calendar year(40 HPW x 52 weeks), and in addition, will typically
accrue 416 overtime hours based on a projected 48/120 schedule (working 48 hours per week, off 120
hours per week). (Annual, sick, or other leave taken during the year may reduce the number of
overtime hours.)
b. The Pay Plan for full time flight nurses attached on page 51 of the CBA as part of
Appendix A ("Full Time Flight Nurse Salary with 416 Overtime Hours") showed the blended average
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C.2.a
hourly pay rates that would result if the flight nurses were to work 2,080 hours plus 416 overtime
hours (total = 2,496) in a year.
c. The rates shown in Appendix A to the CBA are a combination of the regular rate of pay
for 2,080 hours, plus overtime pay at the rate of time and one-half the regular rate of pay for all hours
worked in excess of 40 in a workweek, based on an estimated 416 overtime hours per year.
d. For purposes of clarification only, attached hereto as Exhibit A to this MOU is the chart
showing the regular rates of pay that will be paid for the first 2,080 hours for each of the steps for
flight nurses shown in Appendix A to the CBA. Each of these rates, if multiplied by 1.5 for 416
overtime hours, equates to the blended hourly rates shown in Appendix A to the CBA.
2. This MOU is intended to serve as a clarification for the CBA and its application is
retroactive to 10/1/2021.
3. The Parties agree that the above provisions are intended to serve as clarification of the
affected articles and appendices within the CBA and do not affect any other provision of the Collective
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Bargaining Agreement. Neither party will file a grievance of this clarification.
IN WITNESS WHEREOF,each party caused this MOU to be executed by its duly authorized
representative.
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PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY BOARD OF COUNTY
MONROE COUNTY, LOCAL 3909 COMMISSIONERS
By: �_ By:
Name: P�'� 4I OMP W�J Mayor
Title: PMS&A" --+ L O A-L 9 010
Date: ] 31 Z Z. Date:
Approved as to form and legal sufficiency: ATTEST: Kevin Madok, Clerk
Monroe County Attorney's Office
By:
1-31-2022 As Deputy Clerk
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C.2.a
Appendix "A"
FULL TIME FLIGHT NURSE SALARY I I S - October 1, 2021
Annual Salary Based Annual for 416
10/01/21 Hourly Total Annual Salary
Step Pay Grade on 2080 Regular Hours OT
Rates (Projected**)
Hours (Projected")
0 405 $ 31.218462 $ 64,934.40 $ 19,480.32 $ 84,414.72
1 405 $ 31.591522 $ 65,710.37 $ 19,713.11 $ 85,423.48
2 405 $ 31.969041 $ 66,495.60 $ 19,948.68 $ 86,444.29
3 405 $ 32.351071 $ 67,290.23 $ 20,187.07 $ 87,477.30
4 405 $ 32.737666 $ 68,094.35 $ 20,428.30 $ 88,522.65
5 405 $ 33.128881 $ 68,908.07 $ 20,672.42 $ 89,580.50
6 405 $ 33.524771 $ 69,731.52 $ 20,919.46 $ 90,650.98 —
7 405 $ 33.925392 $ 70,564.82 $ 21,169.44 $ 91,734.26
8 405 $ 34.330801 $ 71,408.07 $ 21,422.42 $ 92,830.49
9 405 $ 34.741054 $ 72,261.39 $ 21,678.42 $ 93,939.81
10 405 $ 35.156210 $ 73,124.92 $ 21,937.47 $ 95,062.39 ,
11 405 $ 35.576326 $ 73,998.76 $ 22,199.63 $ 96,198.39
12 405 $ 36.001463 $ 74,883.04 $ 22,464.91 $ 97,347.96
13 405 $ 36.431681 $ 75,777.90 $ 22,733.37 $ 98,511.26
14 405 $ 36.867039 $ 76,683.44 $ 23,005.03 $ 99,688.47
15 405 $ 37.307601 $ 77,599.81 $ 23,279.94 $ 100,879.75
16 405 $ 37.753426 $ 78,527.13 $ 23,558.14 $ 102,085.26
17 405 $ 38.204580 $ 79,465.53 $ 23,839.66 $ 103,305.18
18 405 $ 38.661125 $ 80,415.14 $ 24,124.54 $ 104,539.68
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19 405 $ 39.123125 $ 81,376.10 $ 24,412.83 $ 105,788.93
20 405 $ 39.590646 $ 82,348.54 $ 24,704.56 $ 107,053.11
ours ot overtime are projected ase on schedule, however,employee
annual, sick, or other leave taken during the year may reduce this number.
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C.2.a
Appendix "A" (Continued)
FULL TIME FLIGHT NURSE SALARY I I S - October 1, 2022
Annual Salary Based Annual for 416
10/01/22 Hourly Total Annual Salary
Step Pay Grade on 2080 Regular Hours OT
Rates (Projected**)
Hours (Projected**)
0 405 $ 32.467200 $ 67,531.78 $ 20,259.53 $ 87,791.31
1 405 $ 32.855183 $ 68,338.78 $ 20,501.63 $ 88,840.41
2 405 $ 33.247802 $ 69,155.43 $ 20,746.63 $ 89,902.06
3 405 $ 33.645114 $ 69,981.84 $ 20,994.55 $ 90,976.39
4 405 $ 34.047173 $ 70,818.12 $ 21,245.44 $ 92,063.56
5 405 $ 34.454037 $ 71,664.40 $ 21,499.32 $ 93,163.71
6 405 $ 34.865762 $ 72,520.79 $ 21,756.24 $ 94,277.02 —
7 405 $ 35.282408 $ 73,387.41 $ 22,016.22 $ 95,403.63
8 405 $ 35.704033 $ 74,264.39 $ 22,279.32 $ 96,543.71
9 405 $ 36.130696 $ 75,151.85 $ 22,545.55 $ 97,697.40
10 405 $ 36.562458 $ 76,049.91 $ 22,814.97 $ 98,864.89 ,
11 405 $ 36.999379 $ 76,958.71 $ 23,087.61 $ 100,046.32
12 405 $ 37.441522 $ 77,878.37 $ 23,363.51 $ 101,241.88
13 405 $ 37.888948 $ 78,809.01 $ 23,642.70 $ 102,451.72
14 405 $ 38.341721 $ 79,750.78 $ 23,925.23 $ 103,676.01
15 405 $ 38.799905 $ 80,703.80 $ 24,211.14 $ 104,914.94
16 405 $ 39.263563 $ 81,668.21 $ 24,500.46 $ 106,168.68
17 405 $ 39.732763 $ 82,644.15 $ 24,793.24 $ 107,437.39
18 405 $ 40.207570 $ 83,631.74 $ 25,089.52 $ 108,721.27
19 405 $ 40.688050 $ 84,631.14 $ 25,389.34 $ 110,020.49
20 405 $ 41.174272 $ 85,642.49 $ 25,692.75 $ 111,335.23
**416 hours of overtime are projected based on 48/96(48 HPW) schedule, however, employee
annual, sick or other leave taken during the year may reduce this number.
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C.2.a
Appendix "A" (Continued)
FULL TIME FLIGHT NURSE SALARY I I S - October 1, 2023
Annual Salary Based Annual for 416
10/01/23 Hourly Total Annual Salary
Step Pay Grade on 2080 Regular Hours OT
Rates (Projected**)
Hours (Projected**)
0 405 $ 33.765888 $ 70,233.05 $ 21,069.91 $ 91,302.96
1 405 $ 34.169390 $ 71,072.33 $ 21,321.70 $ 92,394.03
2 405 $ 34.577715 $ 71,921.65 $ 21,576.49 $ 93,498.14
3 405 $ 34.990918 $ 72,781.11 $ 21,834.33 $ 94,615.44
4 405 $ 35.409060 $ 73,650.84 $ 22,095.25 $ 95,746.10
5 405 $ 35.832198 $ 74,530.97 $ 22,359.29 $ 96,890.26
6 405 $ 36.260393 $ 75,421.62 $ 22,626.49 $ 98,048.10 —
7 405 $ 36.693704 $ 76,322.91 $ 22,896.87 $ 99,219.78
8 405 $ 37.132194 $ 77,234.96 $ 23,170.49 $ 100,405.45
9 405 $ 37.575924 $ 78,157.92 $ 23,447.38 $ 101,605.30
10 405 $ 38.024956 $ 79,091.91 $ 23,727.57 $ 102,819.48 ,
11 405 $ 38.479354 $ 80,037.06 $ 24,011.12 $ 104,048.17
12 405 $ 38.939183 $ 80,993.50 $ 24,298.05 $ 105,291.55
13 405 $ 39.404506 $ 81,961.37 $ 24,588.41 $ 106,549.78
14 405 $ 39.875390 $ 82,940.81 $ 24,882.24 $ 107,823.05
15 405 $ 40.351901 $ 83,931.95 $ 25,179.59 $ 109,111.54
16 405 $ 40.834106 $ 84,934.94 $ 25,480.48 $ 110,415.42
17 405 $ 41.322074 $ 85,949.91 $ 25,784.97 $ 111,734.89
18 405 $ 41.815872 $ 86,977.01 $ 26,093.10 $ 113,070.12
19 405 $ 42.315572 $ 88,016.39 $ 26,404.92 $ 114,421.31
20 405 $ 42.821243 1 $ 89,068.19 $ 26,720.46 $ 115,788.64
**416 hours of overtime are projected based on 48/96(48 HPW)schedule, however,employee
annual, sick, or other leave taken during the year may reduce this number.
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6 cougy
°`$° °6Q00"; Kevin Madok, CPA
....:: v� Clerk of the Circuit Court&Comptroller—Monroe County, Florida ,,
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DATE: October 4, 2021 z
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TO: Bryan Cook, Director
Employee Services
ATTN: Pamela Pumar, Administrator
Human Resources
FROM: Pamela G. Hanco4.0
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SUBJECT: September 15ie BOCC Meeting
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Attached is an electronic copy of each of the following items for your handling: LL
C9 Ratification and execution of the new three- ear Collective Barg
aining gaining agreement �
with Teamsters Local Union No. 769, signed by die County Administrator on August 31, 2021;
effective October 1, 2021,that includes some administrative updates and changes. U
C10 Ratification and execution of the new three-year Collective Bargaining Agreement
with International Association of Firefiglhters Local 3909, Unit 1 and Unit 2, signed by the County
Administrator on August 31, 2021; effective October 1, 2021 througlh September 30, 2024,wlhich
includes implementation of a years-of-service based Pay Plan for each rank; converts incentives to
specified dollar amounts; and includes other related administrative changes and updates.
Slhould you have any questions please feel free to contact me at(305) 292-3550. 0
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cc: County Attorney -�
Finance
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KEY WEST MARATHON PLANTATION KEY PK/ROTH BUILDING
500 Whitehead Street 3.117 Overseas Highway 88820 Overseas Highway 50 High Point Road
Key West,Florida 33040 Marathon,Florida 33050 Plantation Key,Florida 33070 Plan
305-294-4641 305-289-6027 305-852-7145 305-8 Packet Pg. 59
C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
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Table of Contents
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Article 1 Introductory Matters ........................................................................ 2
Article2 Definitions ...................................................................................... 5
Article 3 Union Rights and Responsibilities ....................................................... 9
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Article 4 Discipline and Disciplinary Procedures ............................................... 14
Article 5 Grievance Procedure ...................................................................... 15
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Article 6 Seniority, Layoffs, Recall ................................................................. 19
Article 7 Certifications, Standards, and Training .............................................. 22
Article 8 Salaries and Supplements ............................................................... 23
Article 9 Employment Benefits ..................................................................... 27
Article X Miscellaneous Provisions ................................................................. 39
AppendixA Pay Plan ................................................................................... 43 W
Appendix B Paramedic Program Repayment Agreement ................................... 52
Appendix C Annual Firefighter Performance Review ......................................... 54
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
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THIS COLLECTIVELY BARGAINED AGREEMENT is entered into by the Board of County e
Commissioners of Monroe County, Florida (hereinafter "County" or "Employer") and the Z
Professional Firefighters of Monroe County,International Association of Firefighters,Local 3909
(hereinafter "Union", Employee Organization", "Organization", or "Bargaining Agent")pursuant to the ;;_
authority of Part H, Chapter 447,Florida Statutes; and hereafter this Agreement may be referred to as the
" Agreement."
ARTICLE 1: INTRODUCTORY MATTERS
1.1 Purpose The purpose of this Agreement is to set forth terms and conditions of employment of the
public employees Union and for the operation of the Fire/Rescue Services provided by the County.
Further, it is the intent of this Agreement to promote effective protection of the residents of and visitors
to Monroe County; to provide for the safety of the employee in the performance of his or her duties; to 0
insure the economy in the operation of the Fire/Rescue Services; to provide for the cleanliness, U-
maintenance, and proper care of equipment; to establish procedures for the fair and peaceful adjustment �t
of differences between the employee or Union and the County that may arise from time to time; and to 0
promulgate rules and regulations for ethical conduct in business and relations between the employees,
the Union, and the County. Finally, it is the intent of this Agreement to provide for a great degree of
harmony and understanding between the County, the employee, and the Union.
1.2 Recognition and Certification of Union Management Rights .�
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1.2.1 Union Selection and Request The Union is the employee organization which has been
selected by a majority of the Fire/Rescue Services employees of the County for purposes of collective
bargaining with the County and, in accordance with Section 447.307(l)(a), Florida Statutes, the Union
has requested the County to recognize the Union as the bargaining agent for the said employees.
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1.2.2 Union Recognition The County is satisfied as to the majority status of
the Union and the appropriateness of the proposed units in accordance with Section 447.307(l)(a), �I
Florida Statutes. 0
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1.2.3 Certification The Florida Public Employees Relations Commission ("PERC") has NI
reviewed the petition of the Union for certification, has determined the appropriateness of the units, and
has certified the Union as the exclusive representative of all employees in the units. �I
1.2.4 Units Determination The units covered by this Agreement include County employee 2
positions of Unit 1 (Emergency Medical Technician ("EMT"),Paramedic,Firefighter/EMT, 0
Firefighter/Paramedic,Flight Nurse,Deputy Fire Marshal) and Unit 2 (Lieutenant, Captain,
Battalion Chief and Chief Flight Nurse). Unit 1 may also be referred to as Unit One and Unit 2
may also be referred to as Unit Two. U-
1.2.5 Exclusive Management Rights Section 447.209, Florida Statutes, provides the County
with the authority to determine unilaterally the purpose of each of its constituent departments and
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divisions, set standards of services to be offered to the public, and exercise control and discretion over its U
organization and operations. The County also has the right to direct its employees, take disciplinary C
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
action for proper cause, and relieve employees from duty because of lack of work or for other legitimate
reasons. In matters not covered specifically by language within this Agreement, the County shall have z
the right to make decisions in such areas on a unilateral basis, and such decisions shall not be subj ect to
any grievance procedure, except as to whether a specific matter is a management right, or as otherwise'
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provided by Florida law. The below enumerated rights are not exclusive but indicate the type of matters
or rights which belongs to or is inherent to management. Any of the rights, powers, and authority the
County had prior to entering into this Agreement are retained by the County except as expressly O
provided for in this Agreement. Without limiting the generality of the foregoing, the term "rights of
Management" as used or referred to in this Agreement include (1)the determination of policy and
procedures, including the right to manage the affairs of the fire/rescue services; (2)the right to
determine the starting and quitting time and the number of hours and shifts to be worked, including the
need for overtime work, subject only to contrary provisions of this Agreement; (3)the right to establish,
change, or modify work schedules, subject only to contrary provisions of this Agreement; staffing of 0
equipment and apparatus; amount and types of equipment; and placement and location of equipment;
(4)the right to direct the members of the units, including the right to hire, suspend, demote, promote,
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transfer, discipline, and discharge any unit member for just cause; (5)the right to temporarily assign unit
members to other duties within the County's fire/rescue operations; (6)the organizational structure of the C
fire/rescue operations in the County, including the right to organize and reorganize in any manner in
which the County chooses, including the size of operations, the determination of job classifications and
ranks based upon other duties assigned; (7)the determination of the safety, health, and property protection
measures for the fire/rescue services; (8)the allocation and assignment of work to unit members; (9) the
determination of policy affecting the selection and training of new employees and the on-going training,
certification, and cross-certification of unit members; (10)the scheduling of operations; (11)the
establishment, amendment, and enforcement of fire/rescue operations rules, regulations, policies,
procedures, and orders; (12)the transfer of work from one position to another within the unit; (13)the
introduction of new, improved, or different methods and techniques of operations or a change in existing N
methods or techniques; (14)the placing of secondary services temporarily; maintenance; or other work
with outside contractors or other agencies of the county, any municipality within the county, or state or
federal agencies; (15)the determination of the number of ranks and number of personnel within the
units; (16)the determination of the quantity and amount of supervision to be provided to unit members;
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(17)the transfer of any unit member from one area, shift, work schedule, or facility to another; and (18)
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the right to direct any person not covered by this Agreement to perform any task or assignment.
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1.2.6 Notice of Exercise of Management Rights The County agrees that prior to unilaterally
exercising any of its management rights detailed in Section 1.2.5 which will directly affect the unit's
operations, the County will, in non-emergency situations, provide written notification to the Union 2
President either by U.S. Postal Service Mail, certified or return receipt requested; in person by hand- 0
delivery; or by electronic mail with confirmation of receipt as may be provided by the electronic mail
software application. Non-emergency written notification shall be given at least twenty (20) days prior to
the effective date of the management right to be exercised as identified in the notification. In emergency U_
situations, notice shall be given as soon as practicable and in such form as may be reasonable under the <
circumstances.
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1.2.7-Non-Waiver, Non-Exclusivity The provision of any notice pursuant to Sections 1.2.5
and Section 1.2.6 shall not be deemed to be a waiver of any rights or prerogatives of the County to
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
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which the County is entitled pursuant to federal, state, and local statutes, laws, ordinances, regulations,
rules, or case law. Should the County fail to exercise any of its lawful rights from time to time, such z
failure shall not be, nor shall such failure be deemed to be, a waiver to exercise such right or rights in
the future, and it is specifically agreed by the Union and the County that any right or function of the
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County not specifically relinquished or altered by this Agreement is reserved to the County. Further, the
Union and County agree that the rights, responsibilities, and prerogatives inherent in, or legally provided
to, the County and the County Administrator cannot be subject to any grievance or arbitration 0
proceedings except as may be specifically provided for in this Agreement. a)
1.3 Non-Discrimination
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1.3.1 Non-Discrimination Agreement The County and Union agree that both oppose
discrimination and/or retaliation on account of, and neither shall discriminate nor retaliate against any U
employee or Union member on account of, race, color, creed, gender, national origin, marital status,
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gender orientation, sexual preference, age, religion, union activity, handicap or disability except as may
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be permitted or allowed as a bona fide occupational qualification under federal or state law.
1.3.2 Discrimination/Retaliation Not Grievable While the County and Union agree that
unlawful discrimination and unlawful retaliation have no place in the County's workforce, federal and
state laws provide specialized protections, procedures, and remedies for such misconduct. Therefore,
claims that the County or the Union engaged in unlawful discrimination or unlawful retaliation shall
exclusively be processed through the statutory, administrative, and judicial procedures that exist to entertain
and resolve such claims. Therefore, any such claim(s)is not subject to the grievance/arbitration
procedure of this Agreement.
1.3.3 Investigation of Complaint of Discrimination The County and Union agree that any
allegation of discrimination against the County or the Union that is received by the County shall be
investigated and resolved in accordance with the County's internal administrative procedures and the
County shall additionally have the right to forward any allegation of discrimination to any appropriate
state or federal agency as the County may deem appropriate.
1.4 No Strike, No Lockout `V
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1.4.1 Iniunctive Relief The County and Union agree that the County is responsible for and i
engaged in activities which are the basis for the health and welfare of the general public and any
violation of this section 1.4 could give rise to irreparable damage to the County and the public at large.
Accordingly, the Union agrees that in the event any violation of this section 1.4 should occur or be
apparently imminent, the County shall be entitled to seek immediate injunctive relief in a court of
competent jurisdiction without notice to the Union.
1.4.2 No Strikes The Union agrees that there shall be no strikes as that term is defined in Florida
Statutes, and that there shall be no work stoppage, work slowdowns, boycotts, picket lines or picketing
in support of a work stoppage or work slowdown, nor will there be a concerted failure or refusal to
perform work assigned by the County or appropriate superior employees or individuals designated by the
County. The County shall have the right to pursue any and all legal and equitable remedies in the event
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
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of a strike.
1.4.3 No Support By Union The Union agrees that it shall not support, condone, encourage,
authorize, sanction, or ratify any violation of sub-section 1.4.2 above. The County agrees that the
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Union shall not be held liable for any violation of section 1.4 if it is reasonably shown that neither the
Union nor any Union officer supported, condoned, encouraged, authorized, sanctioned, or ratified such
action. In the event any Union officer becomes aware of any activity, whether verbal or physical, which is O
intended or may be reasonably be construed to be instigating a strike, work stoppage, work slowdown,
boycott, picketing as defined in Section 2.41 of this Agreement, or other activity in violation of this
Agreement, that officer shall immediately attempt to discourage such activity and shall immediately
notify the appropriate managerial authority of such action.
1.4.4 No Lockout The County agrees that it shall not authorize, promote, condone, institute, or 0
engage in any lockout of Union members. U_
1.5 Labor Relations Committee The value of a positive and productive labor-management
relationship is widely recognized. The County and the Union recognize the importance of good labor r_
management relations. There shall be a Labor Management Committee in this Agreement, which shall
consist of six (6) members. Three (3) members shall be appointed by the Union President and three (3)
members shall be appointed by the Fire Chief. The labor-management committee shall meet on a
monthly basis, or less often by mutual consent. The purpose of these meetings will be to discuss
problems and objectives of mutual concern, not involving grievances or the terms and conditions of
this agreement. The Fire Chief will furnish an executive assistant to take minutes of the meetings and
these minutes will be distributed to the committee members, fire stations, and offices within fifteen
(15) calendar days after the meeting.
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ARTICLE 2: DEFINITIONS cv
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For the purpose of this Agreement, the following terms shall have the meanings as set forth, unless
the context specifically provides otherwise:
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2.1 Administrative Proceeding for purposes of disciplinary proceedings, means any non judicial
hearing which may result in the recommendation, approval, or order of disciplinary action against, or
suspension or discharge of, a firefighter.
2.2 Advanced life support means treatment of life-threatening medical emergencies through the use
of techniques such as endotracheal intubation, the administration of drugs or medications, telemetry,
cardiac monitor interpretation, and cardiac defibrillation other than AED by a qualified person pursuant to 0
the rules of the Florida Department of Health.
2.3 Advanced life support service means any emergency medical transport or non-transport service
which uses advanced life support techniques.
2.4 Air Ambulance means any fixed-wing or rotary-wing aircraft used for, or intended to be used for,
air transportation of sick or injured persons requiring or likely to require medical attention during transport. E
2.5 Ambulance means any privately or publicly owned land or water vehicle that is
designed,
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
constructed, reconstructed, maintained, equipped, or operated for, and is used for, or intended to be used
for, land or water transportation of sick or injured persons requiring or likely to require medical attention z
during transport. The term also includes "emergency medical services vehicle."
2.6 ARFF means Airport Rescue Firefighter.
2.7 Basic life support means treatment of medical emergencies by a qualified person through the use
of techniques such as patient assessment, cardiopulmonary resuscitation (CPR), splinting, obstetrical 0
assistance,bandaging, administration of oxygen, application of medical anti-shock trousers, administration
of a subcutaneous injection using a pre-measured auto-injector of epinephrine to a person suffering an
anaphylactic reaction, and other techniques described in the Emergency Medical Technician Basic
Training Course Curriculum of the United States Department of Transportation. The term "basic life
support" also includes other techniques which have been approved and are performed under conditions
specified by rules of the Florida Department of Health.
2.8 Basic life support service means any emergency medical service which uses only basic life
support techniques.
2.9 Bargaining units or Units means the employees represented by the Professional Firefighters of
Monroe County, International Association of Firefighters, Local 3909.
2.10 Bumping Rights means the right of an employee covered by this Agreement to displace an
employee of lower seniority, covered by this Agreement, from a position covered by this Agreement,
but only in accordance with the terms and conditions of this Agreement. .�
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2.11 Charge paramedic-means a person who is certified by the Florida Department of Health to
perform basic and advanced life support, is authorized by the medical director to act as a Charge
Paramedic and participates in Monroe County Fire Rescue emergency medical system in the capacity of
charge paramedic.
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2.12 Chief Executive Officer, as generally defined in Section 447.203, Florida Statutes, shall mean
the County Administrator.
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2.13 Chief Flight Nurse has twenty-four (24) hour clinical and operational responsibilities to the
Trauma Star Flight Program.
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2.14 Classification seniority, shall mean the length of time of full-time employment within a
particular job classification, as measured from the date of regular hire status to the classification or date
of permanent promotion to the classification.
2.15 Continuous service as required for advancement within salary ranges and for other purposes
specified under this Agreement, means employment by Monroe County Fire Rescue on a probationary,
regular, or acting appointment basis without break or interruption, and shall be interpreted in accordance 0
with the Monroe County Fire Rescue policies and procedures as of October 1, 2008. a)
2.16 County means the political entity known as Monroe County, and includes the Board of County
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Commissioners, the County Fire Chief, the County Administrator, and employees and agents of Monroe U_
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County. County also means the geographical area of the State of Florida encompassed within the
boundaries set forth in Section 7.44, Florida Statutes.
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2.17 Court means any county court or state circuit court in Florida and any federal court in Florida U
having subpoena powers and exercising such power upon a unit member as a result of action or C
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
involvement in, or observance of, a situation while in the member's capacity as a county employee.
2.18 Department seniority shall mean the length of time of full-time regular employment with the
County, calculated from the last hire date.
2.19 Deputy Fire Marshal means a certified fire safety inspector with a current state of Florida Fire U_
Safety Inspectors certification.
2.20 Emergency means a circumstance requiring immediate action; a sudden, unexpected happening;
an unforeseen occurrence or condition.
2.21 Emergency Medical Services means the activities or services to prevent or treat a sudden critical
illness or injury and to provide emergency medical care and pre-hospital emergency medical .2
transportation to sick, injured, or otherwise incapacitated persons.
2.22 Emergency medical services vehicle means an ambulance. 0
2.23 Emergency medical technician means a person who is certified by the Florida Department of U_
Health to perform basic life support and is authorized by medical director to act in such capacity. ,
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2.24 Employee means a member of the bargaining units, unless the context specifically requires a
different meaning.
2.25 Employee organization means Professional Firefighters of Monroe County, Local 3909,
International Association of Firefighters.
2.26 Employer means Monroe County, Florida.
2.27 Fire Apparatus also referred to as Engine Apparatus or Engine means a vehicle of 10,000 lb.
(4540 kg) or greater gross vehicle weight rating (CVWR)used for fire suppression or support, in
accordance with the definitions and standards in National Fire Protection Association Standard 1901.
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2.28 Firefighter means any person employed by Monroe County who holds a certificate of N
compliance pursuant to Ch. 633, Florida Statutes, and whose primary responsibility is the prevention
and extinguishment of fires and the protection and saving of life and property. The term includes
"firefighter employee" as defined in Section 633.802(3), Florida Statutes, and "firefighter" as defined in
Section 112.81(l), Florida Statutes, and Section 633.30(l), Florida Statutes.
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2.29 Flight Nurse means a person possessing a valid unrestricted Florida license to practice nursing Ni
(RN), who is cleared by the medical director to participate in the Monroe County Fire Rescue
emergency medical system, and who is in fact acting in that capacity. Flight nurses are employed either
as full-time employees or employees paid on an hourly basis as defined in the Monroe County
Personnel Policies and Procedures Manual. Flight nurses who are paid on an hourly basis are not
entitled to any employment benefits, including but not limited to those enumerated in Article 9 of the 0
Agreement.
2.30 Florida Firefighters Occupational Safety and Health Act or FFOSHA means the provisions
of Sections 633.801 through 633.821, Florida Statutes. U_
2.31 Formal Investigation means the process of investigation ordered by supervisory personnel,
after the supervisory personnel have previously determined that the firefighter shall be reprimanded, a
suspended, or removed, during which the questioning of the firefighter is conducted for the purpose
of gathering evidence of misconduct.
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
2.32 Grievance means a complaint, dispute, or controversy in which it is claimed that the Union, the
County, or a County employee has failed in an obligation under this Agreement, which involves the
meaning, interpretation, or application of this Agreement, and where the grievant, the Union or the
County believes that rules have been misapplied or violated. .LM
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2.33 Holiday means a day, beginning at 12:01 A.M. and ending twenty-four (24) hours later, which
the County has recognized in its' ordinances, resolutions, policies, and procedures as a day on which
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most county offices are usually closed.
2.34 Informal Inquiry means a meeting by supervisory or management personnel with a firefighter
about whom an allegation of misconduct has come to the attention of such supervisory or management
personnel, the purpose of which meeting is to mediate a complaint or discuss the facts to determine
whether a formal investigation should be commenced.
2.35 Interrogation means the questioning of a firefighter by an employing agency in connection with a 0
formal investigation or an administrative proceeding but shall not include arbitration or civil service U_
proceedings. Questioning pursuant to an informal inquiry shall not be deemed to be an interrogation. �t
2.36 Ladder Truck Apparatus or Ladder Truck means any fire apparatus equipped with a power
operated ladder, tower, platform, or articulating device whose primary purpose is to provide firefighters
with access to levels of height beyond the reach of manually raised ladders.
2.37 Legislative body as generally defined in Section 447.203, Florida Statutes, means the Board of
County Commissioners of Monroe County.
2.38 Membership dues deduction means the amount established by the Union to be paid on a monthly
basis by Union members as and for the privilege of belonging to the Union, and which amount has been
agreed by the Union member to be deducted by the County from the Union member's salary and wages
and paid by the County directly to the Union. Such deductions shall not include initiation fees, special
assessments, or other charges which may be imposed from time to time by the Union.
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2.39 Mutual aid agreement means a written agreement between two or more entities whereby the
signing parties agree to lend aid to one another under conditions specified in the agreement and as
sanctioned by the County.
2.40 Paramedic means a person who is certified by the Florida Department of Health to perform basic
and advanced life support, who is authorized by the medical director to act as a paramedic and
participates in Monroe County Fire Rescue emergency medical system in that capacity under the
supervision of a Charge Paramedic.
2.41 Pay Period means a two-week(2)period commencing at 12:01 A.M. Sunday through 12:00 2
Midnight Saturday.
2.42 PERC means the Florida Public Employees Relations Commission.
2.43 Picketing means attendance by one or more Union members outside of a County facility or
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worksite during, and in support of, (1) a strike, work stoppage or work slowdown, or(2)in connection U_
e(
with a concerted failure or refusal to perform work lawfully assigned to Union members, when such
attendance is designed,intended, or has the effect of harassing, coercing, or intimidating any County
employee to refuse to perform lawfully assigned duties or to take a course of action in violation of this
Agreement or any federal, state, or local law.
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
2.44 Pumper also referred to as Engine, means a piece of fire apparatus with a permanently mounted
fire pump that has a rated discharge capacity of 750 gpm (2850 L/min) or greater, water tank, and hose z
body as defined in National Fire Protection Association Standard 1901.
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2.45 Rescue Apparatus or Rescue Vehicle means any vehicle whose primary function is to carry
equipment and manpower designed to facilitate the rescue of trapped or endangered persons from
unusual circumstances, including automobile accidents, cave-ins, fires, building collapses, and other
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serious bodily injury or life-threatening situations.
2.46 Shift means a period commencing at 8:00 A.M. and ending twenty-four(24) hours later at 8:00
A. M.
2.47 Strike shall have the same definition as that contained in Section 447.203, Florida Statutes.
2.48 Supplemental Compensation means the compensation to be paid to firefighters pursuant to the
provisions of Section 633.382, Florida Statutes.
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2.49 Temporarily for purposes of Section 1.2.5, means a period of time not to exceed nine (9)
months, unless otherwise agreed to in writing by the County and the Union. 0
2.50 Vacancy means an open position resulting from the creation of a new position, voluntary or
involuntary termination, retirement, death, promotion, or demotion. A vacancy is not created as a result
of a reduction in force, temporary assignment or transfer, or temporary appointment.
2.51 Volunteer means a person who, of his or her own free will, provides goods or services to
Monroe County government without receiving monetary or material compensation from Monroe
County. The recruitment and use of volunteers will be generally pursuant to the provisions of Sections
125.9501 through 125.9506,Florida Statutes.
2.52 Week means a consecutive period of seven (7) days, the first day of which commences on `
Sunday at 12:01 A.M. and the last day of which ends on the following Saturday at 12:00 Midnight.
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2.53 Workdays means Monday through Friday, excluding holidays, except where otherwise
specifically defined in this Agreement.
2.54 Work Cycle means the twenty-seven (27) day period used for purposes of calculating and
crediting or paying overtime in accordance with the general principles of the Fair Labor Standards Act.
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2.55 Workweek means, for salary purposes, seven consecutive days, commencing on Sunday at 12:01
A.M. and ending the following Saturday at 12:00 Midnight. i
ARTICLE 3: UNION RIGHTS AND RESPONSIBILITIES
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3.1. Dues and Uniform Assessments Section 447.303, Florida Statutes, gives the right to the Union to
have its dues and uniform assessments deducted and collected by the County from the salaries of those
employees who authorize the deduction of said dues and assessments. There are no uniform assessments U_
covered under this contract.
3.1.1 Dues and Assessment Deductions The County agrees to deduct from the each unit
member's bi-weekly salary the dues and uniform assessments for which (1)the amounts have been
certified in writing to be current and correct by the Treasurer of the Union and (2)which amounts have C
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
been specifically authorized in writing by the unit member to be deducted. Deductions shall be taken
from the bi-weekly salary of the member which is two (2)pay periods after receipt of the deduction z
authorization and shall be deducted from each pay period thereafter.
3.1.2 Discontinuance of Deduction The unit member may elect to revoke his or her
authorization to deduct union dues and assessments from his or her salary by providing written notice of
revocation to the County, and a copy of the notice to the Union. The County shall cease to make such O
deductions during the pay period which is thirty (30) days immediately after receipt of the revocation in
writing from the unit member. The County shall continue the deductions only so long as the employee
has enough net salary after all other deductions to cover such deductions, and the County shall not be held
responsible for a refund to the employee if the employee has duplicated a deduction by direct payment
to the Union. The County shall have no liability to the employee or the Union for the dues and uniform
assessments deducted from the employee's salary. 0
3.1.3 County Not Involved in Collection of Fines: Penalties, or Special Assessments The
County, as a public employer, is expressly prohibited by Section 447.303,Florida Statutes, from being
involved in the collection of any fine, penalty or special assessment charged against a unit member. r_
3.1.4 Remittance To Union The County shall remit to the Union by County check or warrant
the total amount of union dues and uniform assessments deducted by the County from the unit members'
salaries. Such remittance shall be forwarded to the Union at the same time as employee salary checks or
warrants are sent to County employees. In lieu of receiving a check, the Union can elect to have the
County make a direct deposit in a Union-specified institutional account within the geographical limits of
Monroe County and with an institution with which the County has a current direct deposit agreement.
3.1.5 Current Unit Member Roster The Union shall have the responsibility for keeping the
County informed on a timely basis of those employees of the County who are unit members and from
whose salaries deductions are to be made.
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3.1.6 Union to Indemnify and Hold County Harmless The Union agrees to indemnify and hold
the County harmless against any and all claims, suits or other forms of liability arising out of the
deduction from an employee's salary any Union dues or uniform assessments. The Union assumes full N
responsibility for the disposition of the deduction once it has been remitted by the County and received
by the Union.
3.2 Rights of Members and Non-Members.
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3.2.1 No County Discrimination The Union and County agree that any employee is free to join
and assist the Union without fear of retaliation of any kind. No County officer, employee, representative,
or agent shall interfere with, restrain, coerce, or intimidate an employee in the exercise of the employee's U_
right to join or refrain from joining the Union. No County officer or supervisor shall discriminate against
any employee with regard to employment, or the terms and conditions of employment(including but not F..
limited to promotions)because the employee has formed,joined, or chosen to be represented by the Union
or because the employee has given testimony or taken part in any grievance procedure or other hearing,
negotiation or any other form of legal activity on behalf of the Union.
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
3.2.2 No Union Interference The Union and County agree that all employees shall have the same
right to refrain from membership in the Union. The Union agrees that it will not interfere with, coerce, or z
intimidate any employee into joining the Union and that every employee has the right to choose of his or
her own free will whether he or she will or will not join the Union. The Union further agrees that there'
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will be no interference with the free right of any employee or member of the public to enter and leave
work sites and property of the County unmolested, unthreatened, and un-intimidated.
3.2.3 Claims of Discrimination or Interference Any claim of discrimination or interference in a)
violation of Section 3.2.1 or 3.2.2 shall be asserted exclusively through the Florida Public Employees
Relations Commission, or through the grievance-arbitration procedures of this Agreement.
3.3 Union Business
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3.3.1 Union Business Meetings Employees elected or appointed to represent the Union shall be
allowed to use County facilities to conduct regular and special business meetings of the Union. The use U_
of such facilities shall be coordinated with, and approved by, the County Fire Chief. Such meetings shall
be scheduled at times and locations which will not unduly interfere with the County's fire/rescue
operations or result in a violation of the minimum staffing requirements of any fire/rescue facility.
Attendance at the meetings by the Union representatives who are on duty shall be at no loss of pay for the
Union representative during the actual time of attendance and for travel time to and from the meeting. The
time spent by all on-duty Union members traveling to, from, and attending Union business meetings
shall be deducted from the Union pool hours provided For in Section 3.5.
3.3.2 Union Representative for Grievance Any unit member desiring to file a grievance
pursuant to this Agreement, shall have the right to meet with one (1)Union representative to discuss the
member's potential grievance. The County agrees to permit the member and the Union representative to r
meet briefly during work hours concerning a potential grievance, provided the member and Union N
representative have the permission of his/her immediate supervisor, and further provided that the meeting
does not disrupt or interfere with current fire/rescue operations or result in less than minimum staffing.
The Union agrees that this privilege shall not be utilized to prepare formal grievances during work hours
but is to be used to simply and briefly consult with the member and/or a supervisor in order to avoid the
necessity of processing a formal grievance or to consult with the member to set an appointment for after
working hours to prepare a legitimate grievance.
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3.3.3 National and State Association Meetings
3.3.3.1 National Meetings The County agrees that members of the bargaining units shall be 0
allowed to attend one nationally recognized professional association related to the fire/rescue services
professions during the County's fiscal year. The time spent by a unit member away from the member's
regularly scheduled duties while traveling to, from, and attending such meetings shall be deducted from U_
the Union pool hours provided for in Section 3.5.
3.3.3.2 State Meetings The County agrees that members of the bargaining units shall be
allowed to attend one Florida state recognized professional association related to the fire/rescue services
professions during the County's fiscal year. The time spent by a unit member away from the member's
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
regularly scheduled duties while traveling to, from, and attending such meetings shall be deducted from
the Union pool hours provided for in Section 3.5. z
3.4 Collective Bargaining Leave For Union Negotiating Team The County and Union agree that the -
Union Negotiating Team shall consist of three (3) members ("regular negotiating team"), selected by the
Union. The Union may designate up to three (3) additional members ("additional negotiating team")to
provide representation during negotiations, but such additional members representation at, and
involvement in negotiations, shall not be at the expense of the County. The time spent by a regular
negotiating team unit member away from the member's regularly scheduled duties while traveling to,
from, and attending such negotiations shall be deducted from the Union pool hours provided for in
Section 3.5.
3.5 Union Pool Hours
3.5.1 Allocation of Hours In each fiscal year covered by this Agreement, the County shall
allocate a number of hours to be used by unit members to attend national and state association meetings,
collective bargaining sessions, and other Union-related activities. A total of one hundred twenty (120) r_
hours is allocated by the County for use during each fiscal year of this Agreement.
3.5.2 Use and Forfeiture of Hours The County shall contribute a maximum of 120 hours per
year while allowing Union members (defined by the Union as dues-paying members)to contribute a
maximum of three (3)hours of vacation time per year. The hours donated to the Union pool by Union
members shall be utilized on an hour for hour basis so that for every one(1) hour used which is
contributed by the County, one (1)hour is used from the hours contributed by members. If there are no
hours contributed by members of Local 3909, Local 3909 would not be able to utilize the hours
contributed by the County. Any member whose time is being paid for out of this pool or who are engaged
in activities paid for by the pool and who is injured shall not be considered to have suffered an in the line
of duty injury for the purposes either of FRS or workers' compensation. For hours allocated pursuant to
Section 3.5.1, above, only actual hours approved by the County Fire Chief prior to September 30m of a
fiscal year shall be counted against the allocated hours for that fiscal year. Hours allocated pursuant to c
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Section 3.5.1, above, not approved, and used shall be forfeited and not carried forward for use in any
subsequent fiscal year. Hours contributed by union members shall not be forfeited and shall be carried
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over.
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3.5.3 Request For Use of Union Pool Hours Request for use of Union pool hours shall be
submitted in writing on a form to be provided by the County. The unit member requesting to use Union 2
pool hours shall obtain written approval from the Union president, vice-president, or secretary prior to 0
submitting the request to the County Fire Chief. Such approval shall be indicated on the request form.
One form shall be submitted for each unit member for each pay period in which Union pool hours are to
be used.
3.5.4 Submitting Requests Request forms shall be submitted to the County Fire Chief so as to
be received by the County Fire Chief at least seventy-two (72)hours prior to the date and time the unit
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member is requesting to be relieved from operational duties in order to use Union pool hours, unless U
the event in question creating the need for Union pool hours is scheduled on less than seventy-two
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
(72) hours' notice, in which case this rule will be waived. Request forms which are not complete
when submitted to the County Fire Chief shall be returned to the unit member without further review z
or action by the County Fire Chief.
3.5.5 Responsibility of County Fire Chief The County Fire Chief shall be responsible for
tracking and monitoring availability and use of Union pool hours, and for final approval of unit member
requests for use of Union Pool hours. Requests for use of Union pool hours which are disapproved by O
the County Fire Chief may be appealed by the unit member, and such appeal shall be considered and
processed as a grievance under the applicable provisions of this Agreement.
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3.6 Names of Union Representatives The Union President shall provide to the County Fire Chief a
written list of the names, duty locations, addresses, and telephone numbers of the Union officers and
negotiating team members, both regular and supplemental, within fifteen(15) days of the effective date 0
of this Agreement, and shall update the list in writing within fifteen (15) days of any change.
3.7 Bulletin Boards The Union shall have the right to install and maintain at the Union's cost a
bulletin board at each County facility to which Union members are assigned to perform services. The r-
size, composition, and location of the bulletin boards shall be mutually agreed to by the Union and the
County. Posted materials shall be subject to review and approval by the County Fire Chief, shall
contain on its face the legible name of the person responsible for placing the material on the bulletin
board; shall not contain anything of a derogatory or adverse nature concerning the County or its
employees or agents, or contain anything which is in violation of this Agreement; and all materials
shall be dated and bear the signature of the Union president or his or her designated representative.
Materials placed on a bulletin board in violation of this section shall subject the employee to
disciplinary proceedings.
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3.8 Printing and Distribution of Agreement The County will, at no cost to the Union, print one
copy of this Agreement for distribution to each facility at which employees covered by this Agreement
are assigned for duty; one original copy to the Union; and one copy to each library facility in Monroe
County. c
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3.9 Merger of Fire Departments The County agrees that if any fire department is merged with the
Monroe County Fire Rescue the County will use its best efforts to ensure that there will be no loss of
employment, to include but not limited to layoffs, other than attrition attributable to personnel actions
unrelated to the merger, including but not limited to retirement. Further, the County will use its best
efforts to ensure that no person now employed by Monroe County Fire Rescue shall be displaced
from their station preference, unless that person agrees to such a change. This article shall not restrict
the rights of the Department to relocate units, realign battalions and districts, or to alter organization
and operating and/or reporting relationships of merged employees. Whenever a merger discussion is
authorized by the Board of County Commissioners involving municipal fire services the Union shall `-
be so informed and shall be given an opportunity to discuss the merger as it pertains to matters
covered in this Agreement.
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
ARTICLE 4: DISCIPLINE AND DISCIPLINARY PROCEDURES
4.1 Disciplinary Standard The County and Union agree that no employee who has attained career
status with the County shall be discharged, demoted, or otherwise disciplined in a manner which .2)
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would result in a loss of pay, except for just cause.
4.2 Probationary Period All new and newly promoted employees shall serve a probationary period.
The probationary period shall be considered the last step in the selection or promotion process, and the a)
purpose of the probationary period is to allow management to observe and appraise the conduct,
performance, attitude, adaptability, and job knowledge of the employee and to assist the County in
determining the qualifications of the employee for the position to which the employee has been
assigned or promoted.
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4.3 Duration of Probation The probationary period for new employees and newly promoted
employees shall be twelve (12) months. The probationary period may be extended (a)for unsatisfactory
performance or(b)if the employee has been absent from his or her regularly assigned duties for a total of
four hundred eighty (480)hours or more due to any cause except in-service training authorized by the r_
County. Extended probationary periods shall be not less than three (3)months nor more than twelve (12)
months. The determination of whether the probationary period for any employee should be extended
shall be at the sole discretion of the County, and such determination shall not be grievable.
4.4 Reiection of Probationary Employee Any employee who is in probationary status as a new
employee may be dismissed from employment without cause or explanation, without right of appeal, and
without recourse to the grievance procedures established by this Agreement. Any employee who is in
probationary status as a newly promoted employee may be demoted to the classification held immediately
prior to the promotion, and such demotion shall be without cause or explanation, without right of appeal,
without recourse to the grievance-arbitration procedures established by this Agreement, and without
recourse to Career Service Act procedures.
i
4.5 Proposed Discipline and Pre-Determination Hearing Any proposed discipline of a non-
probationary employee subject to this Agreement which would result in a suspension without pay, N
termination of employment, demotion, or a reduction in base salary, shall require a pre-determination
hearing. The pre-determination hearing shall be held and conducted in accordance with the provisions of
the Monroe County Policies and Procedures, Section 9.11, provided such procedures are consistent with
the following provisions:
4.5.1 Procedure Whenever a firefighter is subjected to an interrogation, such interrogation shall
be conducted as follows.
4.5.1.1 Location The interrogation shall take place at the facility where the investigating `_
officer is assigned, or at the facility which has jurisdiction over the place where the incident under
investigation allegedly occurred, as designated by the investigating officer.
4.5.1.2 Written Notice No firefighter shall be subjected to interrogation without first receiving
written notice of sufficient detail of the investigation in order to reasonably apprise the firefighter of the
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14
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
nature of the investigation. The firefighter shall be informed beforehand of the names of all complainants.
4.5.1.3 Time All interrogations shall be conducted at a reasonable time of day,
preferably when the firefighter is on duty, unless the importance of the interrogation or LM
U_
investigation is of such a nature that immediate action is required.
4.5.1.4 Persons Present The firefighter under investigation shall be informed of the
name, rank, and unit or command of the officer in charge of the investigation, the interrogators, a)
and all persons present during any interrogation.
4.5.1.5 Sessions Interrogation sessions shall be of reasonable duration and the
firefighter shall be permitted reasonable periods for rest and personal necessities.
0
4.5.1.6 Conduct The firefighter being interrogated shall not be U_
subjected to offensive language or offered any incentive as an inducement to answer any questions.
0
4.5.1.7 Record A complete record of any interrogation shall be made, and if a transcript r_
of such interrogation is made, the firefighter under investigation shall be entitled to a copy without
charge. Such record may be electronically recorded.
4.5.1.8 Representation An employee or officer of the County may represent the County,
and the Union may represent any member of the bargaining unit desiring such representation in any
proceeding in which an interrogation is to take place. The presence of a representative of the
Union during interrogations shall be permitted if the bargaining unit member to be interrogated so
requests.
cv
4.5.2 Application The procedures in 4.5.1 shall be applicable only to a formal
investigation of a bargaining unit member and shall not apply to an informal inquiry involving the
member.
0
4.6 Emergency Suspension or Transfer In a situation where the County Administrator or his or
her designee reasonably determines that an emergency exists which could be harmful to the health,
safety, or welfare of any person, and that an employee should be temporarily suspended from duty
not to exceed a thirty (30) day term or transferred to another duty assignment pending scheduling i
a pre-determination hearing, the County Administrator or his or her designee shall immediately
notify the Union president and the employee of such determination, and shall immediately
document that determination in writing to the employee and provide the Union president with a
0
copy.
ARTICLE 5: GRIEVANCE PROCEDURE
5.1 Purpose Grievance procedures are provided to (a) promote improved employer-employee
relations by establishing procedures for resolution of issues for which appeal or hearing is not
provided for elsewhere in this Agreement; (b) afford employees, individually or through the E
Union, a systematic means of obtaining further considerations of problems after every other
reasonable effort to resolve them through discussion has failed; (c)provide for settlement of issues as
15
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
near as possible to the point of origin; and(d)to provide that issues shall be heard and settled as
informally as possible. Any complaint, grievance or dispute arising under and during the term of this z
Agreement involving questions of the interpretation or application of any provision of this Agreement
shall be processed through the grievance-arbitration procedure of this Agreement, except that claims of
U_
unlawful discrimination or retaliation shall not be processed through this grievance-arbitration procedure.
In addition, the Union, on behalf of bargaining unit members, expressly waives the right of any
bargaining unit member to utilize the procedures of the Career Service Council Act concerning any 0
matter covered by this Agreement, including but not limited to claims of improper disciplinary actions
and adverse actions such as transfers, demotions, suspensions, or terminations. Bargaining unit members
must submit any such disputes to the grievance-arbitration procedure herein, with the exception of
claims of unlawful discrimination or unlawful retaliation, which must be submitted through procedures
established by laws prohibiting discrimination or retaliation in employment.
0
5.2 Exclusive Proceeding A grievant initiating and utilizing the procedures set forth in this Article is U_
precluded by law from availing himself or herself of any procedures or remedies provided through any
unfair labor procedure or the County's career service law.
5.3 Initiation of Grievance All grievances shall be in writing and shall, at a minimum, contain(i)a
statement, as complete as possible under the circumstances, of the grievance and the facts upon which it is
based, including the dates, times, locations, names of witnesses, and other information appropriate to the
grievance; (ii)the section or sections of this Agreement claimed by the grievant to have been violated;
and (iii)the remedy or corrective action requested by the grievant. If a grievance form has been adopted
by the County, that form shall be utilized in initiating and submitting a grievance.
5.4 Grievance Steps The County and Union agree that all grievances should be dealt with promptly and
efficiently, and every reasonable effort must be made to settle a grievance as close to the source as
possible. Ni
5.4.1 Step One Within fifteen (15) calendar days of the incident being grieved, the Union or the
affected employee may, in the presence of a Union representative, submit a grievance in writing through
the Union to the employee's immediate supervisor.
N
5.4.1.1 Immediate Supervisor, The original copy of the completed form shall be delivered
to the employee's immediate supervisor, and a copy shall be delivered to the Union representative. The
immediate supervisor shall attempt to resolve the grievance at that time by attempting to fully discuss
the matter with the employee in a fair and equitable manner and in accordance with the established policy 2
of the County. The immediate supervisor's decision shall be rendered in writing within seven (7)
workdays of receipt of the grievance.
5.4.1.2 Agreed Resolution. If the employee or the Union agrees with the decision of the `_
immediate supervisor, he or she or the Union shall sign the Grievance Form acknowledging his or her
agreement, and the original, signed form shall be submitted to the Human Resources Director for
placement with the employee's employment records. No further action on the part of the County shall be
required.
16
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
5.4.1.3 No Resolution. If the employee or the Union does not agree with the decision of the
immediate supervisor, he or she or the Union shall sign the original Grievance Form acknowledging his z
or her disagreement and immediately notify the Union in writing. The original, signed form shall be
submitted by the employee or the Union to the Fire Chief within seven (7)workdays of the decision of
U_
the immediate supervisor.
5.4.2 Step Two The Fire Chief or authorized agent shall make such inquiry concerning the
grievance as he or she shall deem appropriate, and shall render a written decision within seven (7)work a)
days of receipt of the immediate supervisor's decision.
c
5.4.2.1 Agreed Resolution If the employee or the Union agrees with the decision of the Fire E
Chief or Fire Chief s authorized agent, he or she or the Union shall sign the Grievance Form
acknowledging his or her agreement, and the original, signed form shall be submitted to the Human 0
Resources Director for placement with the employee's employment records. No further action on the part
of the County shall be required.
0
5.4.2.2 No Resolution If the employee or the Union does not agree with the decision of the r_
Fire Chief or the authorized agent, he or she or the Union shall sign the original Grievance Form
acknowledging his or her disagreement, and immediately notify the Union in writing. The original,
signed form shall be submitted by the employee or the Union to the County Administrator within seven
(7)workdays of the decision by the Fire Chief or authorized agent.
5.4.3 Step Three The County Administrator or his or her authorized agent shall make such
inquiry concerning the grievance as he or she shall deem appropriate, and shall render a written decision
within ten (10)work days of receipt of the Fire Chief s, or Fire Chief s authorized agent's, decision.
N
5.4.3.1 Agreed Resolution If the employee or the Union agrees with the decision of the
County Administrator, he or she or the Union shall sign the Grievance Form acknowledging his or her
agreement, and the original, signed form shall be submitted to the Human Resources Director for
placement with the employee's employment records. No further action on the part of the County shall be c
required.
N
5.4.3.2 No Resolution If the employee or the Union does not agree with the decision of the
County Administrator or his or her authorized agent, the employee or the Union shall sign the original
Grievance Form acknowledging his or her disagreement, and the original, signed form shall be submitted
by the employee or the Union to the Human Resources Director within seven (7)work days from the 2
date of the decision by the County Administrator or his or her authorized agent. The employee shall also
submit a copy of the Grievance form to the Union, and the Union may initiate proceedings as provided
for in Section 5.11 of this Article.
5.5 Immediate Dispute Resolution If a dispute involves the interpretation or application of this
Agreement that has an imminent, substantial effect on the Union itself or upon five (5) or more Union
members, either the County or the Union may request waiver of Step 1 and Step 2 in the grievance
procedure, whereupon both the County and Union will proceed to immediate discussions at Step 3.
Such discussions shall commence within twenty-four(24)hours, during a work week, after notification to
e(
17
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
the other party and shall continue for not more than seven (7) workdays. If the dispute is not resolved
during this time frame, the Union may initiate proceedings as provided in Section 5.11 of this Article. z
5.6 Extension of Time At any stage during the grievance process, the County and the Union may -
mutually agree to extend the time limits specified in the grievance procedure. In computing time limits
under this Article, Saturdays, Sundays, and Holidays shall not be counted. For purposes of this Article,
the Term "working days" or "workday" is defined as Monday through Friday, and each day thereof. O
5.7 Timeliness Unless otherwise mutually agreed to in writing by the County and the Union, a
grievance not advanced to the next step in the grievance procedure shall be deemed to have been
permanently withdrawn and as having been settled on the basis of the decision most recently given.
Failure of the County's representative to answer within the time limit set forth in any step of the
procedure, unless an extension of time has been mutually agreed to in writing by the Union and the
County, will entitle the grievant to proceed to the next step. Delivery of the notices under this Article
must be by personal service, facsimile, electronic mail, or third-party delivery service, i.e., UPS or
FedEx. The onus is on the sender to prove that the document was delivered within the time deadlines
set forth in this Agreement. r_
5.8 Consolidation of Grievances Either the County or the Union may consolidate at any step
grievances on similar issues or disputes.
5.9 Employee's Representative The County and Union agree that nothing in this Agreement shall be
construed to prevent any public employee from presenting, at any time, his or her own grievance in
person to the County and having such grievance resolved without the intervention of the Union,
provided that the resolution is not inconsistent with the provisions of this Agreement. The Union will be
given reasonable opportunity to have a representative present, for observation purposes only, at any
meeting called for the resolution of the grievance. No grievant shall have the right to initiate arbitration
proceedings, as this right is reserved exclusively to the Union.
i
5.10 Grievance Not To Be Heard Outside Of Procedures Other than as provided in Section 5.4.3, the
Union and County agree that no County Commissioner nor the County Administrator shall be
approached, contacted, notified either verbally or in writing, or otherwise apprised of the pendency of a
grievance by the grievant, Union officer, Union member, or employee covered by the Union as bargaining
agent, when the purpose is to have the County Commissioner or the County Administrator intervene in
the grievance proceeding at any level. Upon due proof of a violation of this provision, the individual or
individuals determined to have committed the violation shall be disciplined. Nothing in this Section 5.10
shall be interpreted, applied, or deemed to be applied in such a way as to interfere with, limit, or otherwise
abridge any employee's right to freedom of speech as such right is defined or interpreted by the federal or
Florida constitution or federal or state law.
5.11 Arbitration
5.11.1 Intent to Proceed The determination to proceed under this Section shall be only by the
Union or the County. Within seven (7) working days after the decision by the County Administrator or
his designee as provided for in Section 5.4.3.2, or pursuant to Section 5.5, either the County or the Union
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
shall announce its intention to proceed to arbitration by serving written notice of its intent to advance the
grievance on the County Administrator within the time period. z
5.11.2 Selection of Arbitrator The parties agree that Arbitrators Roger Abrams, Mark Lurie -
James Mancini, Joseph M. Schneider serving in rotation, shall resolve grievances under this Agreement.
If the grievance is not settled as Step 3, either party may submit the grievance to binding arbitration
within seven (7)working days of the written response at Step 3, and a hearing will be scheduled in O
accordance with the rules of the FMCS. In the event that any of the aforesaid arbitrators or their
successor(s) should permanently cease to serve as an arbitrator on this panel, the parties will thereupon
mutually agree upon a replacement panel member. As promptly as possible after the arbitrator has been
selected, the arbitrator shall conduct a hearing between the parties and consider the subject matter of the
grievance. The arbitrator will be requested to serve his decision upon the County and the Union within
30 days of the close of the hearing. 0
5.11.3 Payment of Expenses The expenses of the arbitrator shall be paid by the party losing the
award. If a grievance presents more than one (1)issue, or if the arbitrator splits an award between the
parties, the arbitrator in the award shall decide the division of the arbitrator's fee.
5.11.4 Party's Costs Each party shall be exclusively responsible for compensating its own
representative(s) and witnesses. If a court reporter or verbatim record of the proceeding is desired, and
the County and the Union do not otherwise agree in writing, the expenses of the reporter and the cost of
the transcript shall be paid by the party requesting such reporter or transcript.
5.11.5 Limitation on Arbitrator The power and authority of the arbitrator shall be strictly
limited to determination and interpretation of the express terms of this Agreement, and the arbitrator shall
not have the power to add to, subtract from, modify, or alter the express terms of this Agreement. The
decision of the arbitrator is final and binding on both parties. No decision of any arbitrator or of the county Ni
in one instance shall create a basis for retroactive adjustments with reference to any prior occurrences
not a part of the grievance, unless otherwise agreed by both parties.
0
5.11.6 Limitation on Back Wales All awards for back wages shall be limited to the amount of
wages, benefits and seniority that the grievant otherwise would have earned from the County, less any
unemployment compensation and other sums received either directly or indirectly through the County
during the period for which back pay was awarded.
ARTICLE 6: SENIORITY, LAYOFFS, RECALL
0
6.1 Seniority Application Classification seniority followed by department seniority, in that order,
shall be used to determine station preferences and vacation picks, as appropriate and consistent with
the County's management rights. Department seniority shall also be used to resolve all other issues U-
concerning seniority, as appropriate and consistent with the County's management rights.
6.2 Seniority Determination Classification seniority for employees within the ranks of Lieutenant, a
Captain and Battalion Chief shall be based upon the individual's last date of promotion to the
position. In the event of the same date of promotion to the position, the employee with the higher
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
departmental seniority shall be more senior. Departmental seniority shall be determined by the
individual employee's last date of permanent hire or transfer to Monroe County Fire Rescue. If two z
or more employees have the same date of hire, the more senior employee shall be the employee with
the highest attained classification. If two or more employees have the same classification, the one .2)
U_
who first submitted his or her application for employment would be more senior. In the event one of
the employees is a transfer from another department within the County, the transferred employee shall
be the more senior employee. In the event two or more transferred employees have the same date of O
transfer, the date of initial employment with the County, in any department, shall determine
departmental seniority. If these procedures fail to determine the more senior employee, the
employees shall draw lots to determine order of seniority.
.E
6.3 Loss of Seniority An employee shall lose his or her status as an employee and his or her
classification seniority, rank, and department seniority if: 0
6.3.1 Resigns or Quits The employee resigns or quits.
0
6.3.2 Discharged The employee is discharged for just cause.
6.3.3 Retirement The employee retires and ceases to perform any services for the County.
Enrolling into the Florida Deferred Retirement Option Plan (DROP) shall not be considered a
retirement.
m
6.3.4 Lay Off The employee has been laid off for a period of time equal to his or her
department seniority at the time of the employee's layoff, or one (1)year, whichever is the lesser
period of time.
N
6.4 Layoffs
i
6.4.1 Order of Layoffs At such time or times as the County may determine it is necessary to
reduce the work force of the employees represented by the Union, the layoff of employees shall occur in c
the following order and in accordance with department
N
seniority:
i
6.4.1.1 First Level Temporary and part-time employees shall be the first level of staffing
to be laid off.
6.4.1.2 Second Level Probationary hires and non-permanent full-time employees shall
be the second level of staffing to be laid off.
6.4.1.3 Third Level Full-time permanent employees shall be the third level of staffing to `_
be laid off.
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6.4.2 Permanent Employee Layoffs
6.4.2.1 Basis, Permanent employees shall be laid off on the basis of their seniority
20
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
classification within the classification or rank.
6.4.2.2 Management Right Classifications or ranks to be reduced in number of
employees through layoffs shall be determined by the County in the exercise of its management -
rights.
6.4.3 "Bumping" Rights
6.4.3.1 Within Department Employees who are represented by the Union and who are
properly laid off shall not have bumping rights to any other department or division of the County.
.E
6.4.3.2 Union Positions Exclusive Employees who are laid off from any other
department or division of the County shall not have bumping rights to any position represented by the 0
Union. U_
6.4.3.3 Ranking Order For purposes of bumping rights within class title of employees
covered by this Agreement the last employee hired is the first employee out. r_
6.4.3.4 Bumping Down When an employee above the rank or classification of
Firefighter is notified he or she is to be laid off, he or she shall have the right to bump down to the next
lower rank. If the employee elects to bump down, the least senior employee in seniority classification
in the next lowest rank shall either be laid off or have the right to bump down, and this procedure shall be 2
followed on down until the least senior employee in seniority classification has been reached, and this
person shall be laid off.
6.4.4 Notice of Layoffs Upon the determination of the intent to reorganize staffing levels
resulting in one or more employee layoffs, the County Administrator shall advise the Union president �i
of the determination in writing as soon as practical. Any employee identified to be laid off shall be
notified in writing of the reason or reasons for the layoff and the effective date of the layoff. Such
written notice shall be given to the employee at least sixty (60) days prior to the effective date of the c
2
layoff. The notice shall be considered delivered as of the day it is hand-delivered to the employee or
as of the day it is placed in the United States Mail, postage prepaid, and addressed to the employee's
address as shown current in the employee's personnel file.
i
6.4.5 Recall The County shall establish a two (2) year rehire list when any layoff occurs. Such
list shall contain the name and classification or rank of the employees who were laid off, with the names
listed in order of seniority within the classification or rank. No person who is not on the rehire list may
be hired until the rehire list is exhausted.
6.4.6 Rehire When rehire occurs, the County shall refill the job within each classification or U_
rank with the qualified individual who is next on the recall seniority list. Should no qualified individual
on the rehire list accept the rehire offer, the County shall be free to hire any qualified individual in F..
accordance with County hiring policies. Rehire notices shall be sent by certified mail, return receipt
request, to the listed employee, allowing seven (7) calendar days after receipt for acceptance or rejection
of the rehire offer.
21
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
c�
6.4.7 Rehire Qualifications Any person laid off and subsequently rehired within six months of z
the date of layoff shall be considered to be qualified for the classification or rank to which rehired,
provided any certification for the position required by the State of Florida is in full force and effect.'
U_
Individuals who are rehired after six months of layoff shall be required to successfully pass a position-
related medical examination and show compliance with all State of Florida certification requirements.
O
ARTICLE 7: CERTIFICATION, STANDARDS,AND TRAINING a)
7.1 Continuing Certification Training The County shall provide those training opportunities, both on-
duty and off-duty, that are sufficient to maintain those firefighting and EMS skills certification as
minimally required by the State of Florida and Monroe County.
0
7.2 Emergency Medical Technician (EMT) Certification. Firefighters employed by Monroe U_
County shall possess certification by the State of Florida as an Emergency Medical Technician
pursuant to the provisions of Chapter 401, Florida Statutes, and applicable Florida Administrative Code
rules. The County shall provide those training hours, both on-duty and off-duty, that are sufficient to r_
maintain EMT skills certification as minimally required by the State of Florida and Monroe County.
7.3 Paramedics The County's ultimate goal is to provide professional fire rescue services through the
employment of firefighters who are also certified by the State of Florida as a paramedic pursuant to the
provisions of Chapter 401,Florida Statutes, and applicable Florida Administrative Code rules. 2
7.3.1 New Hires All individuals holding a state paramedic certification shall initially be hired
by the County and paid as FF/EMT's until cleared by the Medical Director to work as FF/Charge
Paramedics, at which time they shall be paid as FF/Charge Paramedics.
N
7.3.2 Repayment Agreement Individuals for whom the County provides the opportunity obtain
certification as a Paramedic at the County's expense shall be required to enter into a repayment
agreement. The terms and conditions of the repayment agreement shall be substantially in the form
attached to this Agreement as Appendix B.
N
N
7.3.3 Continuing Certification Training The County shall provide those training hours, both
on-duty and off-duty, that are sufficient to maintain those paramedic and firefighting skills as minimally
required by the State of Florida and Monroe County.
7.4 Initial Paramedic Certification For Firefighter/EMT Employees
c,
7.4.1 Eligibility At the discretion of the County, Unit members may be provided the opportunity
to become certified under Florida law as a paramedic. U_
7.4.2 Scheduling and Approval, The Unit member, the Union, and the County Fire Chief shall
jointly discuss and agree in writing concerning the timing, conditions of attendance, and location of
training to achieve Paramedic certification. One condition shall include a Repayment Agreement in
substantially the form contained in Appendix B. The certification training shall be at the expense of the
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22
Packet,Pg. 81
C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
County.
ARTICLE 8: SALARIES AND SUPPLEMENTS -
8.1 Base Salary
8.1.1 Members of the Bargaining Units:
8.1.1.1. On 10/l/2021, all members of the bargaining units will be placed within the pay
plan (Appendix A) according to their employee position and based on completed years of service with
Monroe County Fire Rescue. For purposes of determining placement within the pay plan in Appendix
A, partial years of service will be excluded. Thereafter, at the start of the County's fiscal year (on
October 1),the members' pay rates will progress from step to step according to their designated position, 0
based on completed years of service shown on Appendix A, up to the maximum. Existing personnel U-
with less than 365 days of employment at the beginning of this contract are placed in Step 0. New
personnel hired or rehired in subsequent contract years will also be placed in Step 0 upon hire.
Progression to another step requires the member to complete a minimum of a full three hundred sixty- r-
five (365) days of employment, and the beginning of the next contract year (October 1). The member
will then follow the pay plan from then on. As used herein, the term "Step 0" means day 1 through day
364 of the initial year in which the Employee is hired by Monroe County Fire Rescue. Thereafter, the
employee proceeds to Step 1 and all subsequent steps only at the beginning of the next contract year
(October 1)following the employee's anniversary date. Any member whose existing salary is above the
salary prescribed on the pay plan, shall have their salary frozen until the salary prescribed in the pay
plan catches up to and exceeds their current salary.
8.1.1.2 On 10/l/2021, all members covered by these bargaining units shall receive an '
N
adjustment to base salary as reflected in Appendix A. If the county/region experiences an economic
downturn (recession) of declining economic performance across an entire economy that lasts for a
minimum of three (3) months, and the BOCC suspends wage increases for other County employees, at
the direction of the BOCC, the firefighters pay plan (steps) may be suspended during that fiscal year.
8.1.1.3 In Years 2 and 3 of this Agreement, all members of the bargaining units
shall receive the step increase in Appendix A. Step increases during years 2 & 3 will only be i
awarded to employees who meet the required job performance evaluation standard during the i
evaluation period. Monroe County Fire Rescue shall have a performance evaluation form and process.
The evaluation form is included in Appendix C of this agreement, and has a maximum score of fifty
(50) points. Meets Standard, for purposes of determining advancement in the pay plan, is defined as
achievement of thirty (30) points or greater. Any employee who fails to receive the required standard t�
will remain within the same step for the successive year. If the employee achieves the required standard
during a performance evaluation for another year, the employee will progress to the next step in that
year. For clarification: An employee hired at Step 1 during Year 1 who achieves the performance U-
standard will progress to Step 2 in Year 2. An employee at Step 1 during Year 1 who fails to achieve
the required standard would remain in Step 1 during Year 2. If the employee thereafter achieves the
standard during the next evaluation period the employee would move to Step 2 during Year 3. E
23
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
8.2 Incentive P The incentive pays listed below are available to members of the bargaining units
who qualify, and are designated by the Fire Chief, up to the maximum number of positions z
specified in each incentive article for the duration of this contract. These incentives, while current
and active, are added to base salary and will be paid bi-weekly to the members designated and who
qualify for that incentive. U_
8.2.1 Hazardous Material Technician Members of the bargaining units at the rank of
Captain and below who hold a current valid Florida Hazardous Material Technician Certificate a)
CD
and maintain it will receive an incremental amount of three thousand($3000.00)to the base salary
during the time that the employee holds the certification. A maximum of twelve (12) active
members are eligible to receive this incentive. To qualify for this incentive, the member must
successfully complete the one hundred sixty (160) hours modified IAFF Technician Program,
meet the performance competencies of the SERC Training Guidelines, complete the SERC Task U
book SERC Haz-Mat Technician Task Book, and pass the state written exam and maintain the
U_
required continued education credit requirements. LL
�t
8.2.2 Airport Firefighter (ARFF) Members of the bargaining units at the rank of Captain
and below who are assigned to Key West International Airport (KWIA) at least ten(10) shifts in a
calendar year and hold a current valid ARFF certification and SIDA clearance will receive an
incremental amount of fourteen hundred dollars ($1400.00) during the time that the employee holds the
certification. Additionally, the same members of the bargaining unit who hold a current valid ARFF
certification and SIDA clearance and who are permanently assigned to Station 7 (Key West
International Airport) will receive an additional incremental amount of three thousand dollars
($3000.00) during the period of time that the employee is permanently assigned to the Key West
International Airport. The maximum number of members permanently assigned to KWIA will be
twelve (12) members. It is the responsibility of the individual to complete all training hours
required to maintain the designation as ARFF cleared. In the event that such training hours cannot
be completed during assigned duty shifts, the individual shall be responsible for completing the
necessary training hours onhis/her owntime and at no cost to the County.
8.2.3 Pump/Aerial O erator Members of Bargaining Unit 1 (only) who are designated as c
Pump/Aerial Operators shall receive incremental pay in the amount of one thousand four hundred
($1400.00). To qualify for this incremental pay, the member must hold current valid Fire Service
Apparatus, Pump and Aerial Operator certification from the State of Florida, and in addition must
have passed a Pump Operator certification test given by Monroe County Fire Rescue within the
past twelve(12)months. Pump/Aerial Operator incentive pay is available to a maximum of twenty-
four (24) members at a time.
0
U
8.2.4 State Fire Safety Inspector Twelve (12)Members of the bargaining units at the rank of a)
Captain and below who hold a current state of Florida Fire Life Safety Inspector certification shall
receive incremental pay in the amount of twenty-one hundred dollars ($2100.00). To qualify and U_
maintain this incentive pay the member must be an active on-shift fire safety inspector.
8.2.5 Chief Flight Nurse An annual incremental amount of eight thousand dollars
($8000.00) will be given to the Chief Flight Nurse for supplemental duties, as assigned and
designated by Monroe County Fire Rescue Fire Chief. There will be one position designated as
24
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
Chief Flight Nurse.
8.2.6 Flight PaLM
U_
8.2.6.1 Qualification Rate Bargaining unit members of the rank of Fire Captain
Paramedic and below who are designated as flight-qualified shall be entitled to a salary supplement
equal to the amount of eight thousand dollars ($8000.00) during the time he or she is designated as a
flight-medic. A maximum of eighteen (18) flight-qualified/paramedic personnel will be eligible for the
assignment. When a flight-qualified vacancy(less than 18 flight medics)becomes available, a competitive
testing and interview process will be held. The flight medic position will be awarded to the most qualified 0
individual.
8.2.6.2 Designation and Training It is the right of the County from time to time 0
to determine the number of positions to be designated flight-qualified, to determine the _J
assignment locations of flight-qualified, and to determine staffing and qualification requirements U_
�t
for air ambulance missions.
0
It is the responsibility of the individual FF/Flight-Paramedic to complete all training hours required c
to maintain the designation as flight-qualified that such training hours cannot be completed during
assignedduty shifts,the Individual shall be responsible for completing the necessary training hours
on his or her own time and at no cost to the County. Additionally, FF/Flight-Paramedics are
expected to take on paramedic preceptor duties when assigned to fire stations.
8.2.7 Other (Incentives) Article 8.2 is intended to provide an incentive for employees to
obtain the certifications listed above beyond their current minimum job requirements which will
enhance the knowledge in their current position and add value to the department as well as the
County. Incentive pay ("Incentives") shall be paid in accordance with the County's Personnel
Policies and Procedures Manual at section 4.08 H Certification Incentive Salary Increases;
provided however that any proposed decrease in changes to these incentives must be mutually
agreed upon. Decisions regarding these incentives may be grieved. Incentives recommended c
under this provision are subject to the approval of the Department Head.
N
CD
8.3 Mandated Educational Su element In accordance with the provisions ofSection CD
633.422, Florida Statutes, and in accordance with the provisions of Rules 69A-37.082 through �i
69A-37.089, Florida Administrative Code, the County shall be responsible for and shall pay, to
eligible employees the following amounts: 2
8,3,1 Associate Degree For employees holding an associate degree from an accredited college, c
which degree is directly applicable to fire department duties,the sum of$50.00 per month, not to exceed
a total of$600.00 per calendar year.
U_
8.3.2 Bachelor Degree For employees holding a bachelor s degree from an accredited college or
university, which bachelor's degree is directly applicable to fire department duties,the sum of$110.00
per month,not to exceed a total of$1,320.00 per year.
8.3.3 Dual Degrees If an employee holds both an associate degree and a bachelor's degree, the
25
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
employee shall receive only the supplement for the bachelor's degree.
8.3.4 Degrees Employees who are eligible for both the State Mandated Educational Supplement
and the County's Educational Assistance Program, pursuant to Section 2.12(G) of the Monroe County .2)
U_
Personnel Policies & Procedures Manual, will receive the State Mandated Educational Supplement for
which they are eligible as well as a supplement calculated by subtracting the total Incentive Pay by the
received Supplement. In other words, the member will additionally receive the difference between the
County's educational incentive and the State Mandated Supplement if and when the County's incentive is
greater.
c
8.3.5 Eli2ibility For State Mandated Educational Supplement Eligibility for the state
mandated supplement shall be determined in accordance Section 633.422, Florida Statutes, and in
accordance with the provisions of Rules 69A-37.082 through 69A-37.089, Florida Administrative Code. 0
8.4 Hold-Over Time, Call Back Time, and Early Reporting Time Salary
SuDDlements
c
8.4.1 Hold Over Time "Hold Over Time" shall mean -the work time when an employee is
requested by the employee's chief officer to work beyond the end of his or her regularly
scheduled work shift.
8.4.2 Call Back Time "Call Back Time" shall mean the time when, after an employee has
completed his or her normal shift and has departed the work site without any expectation of returning to
work before his or her next regularly scheduled shift, the employee has been contacted by the by the
employee's chief officer to report for work and does in fact report for work. Call Back Time
shall commence when the employee reports to the work site and shall end when the employee
completes the work and departs from the work site. Call Back Time shall consist of a minimum of four
(4) hours of work.
i
8.4.3 Early Reporting Time "Early Reporting Time" shall mean the time an employee is
requested by the by the employee's chief officer to report to work early, for a regularly
scheduled work shift, at a time earlier than the normal starting time for the regularly scheduled work N
shift.
i
8®4.4 Compensation "Compensation" for Hold Over Time, Call Back Time, and Early
Reporting Time initiated by the by the employee's chief officer only shall be paid at the regular
and overtime rates in accordance with the calculation of the hours worked by the employee during the
regular work cycle. Organizing and ensuring holdover coverage or early relief to facilitate a shift
exchange is the responsibility of the shift exchange requestor. Monroe County will not pay any
compensation (regular time or overtime) for holdover or early relief of personnel that occurs because of
a shift exchange, including travel time necessary for the person covering the shift to arrive at the station U_
where the employee will be working as a result of the shift exchange.
26
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
8.5 Overtime
8.5.1 The Mandatory OT bucket, which tracks all mandatory OT assigned, shall not be reset on
any kind of periodic basis. .2)
8.5.2 The filling of positions for Extra Duty Services shall be done in accordance with the
Department's TeleStaff scheduling software, which will outbound offers to fill these positions based on
hours accrued in the Annual OT Bucket and Seniority. For the purpose of this paragraph, the term
"Extra Duty Services" is defined to mean special events.
8.5.3 When a training division is in need of extra personnel to work at the Fire Academy or other
areas the members of this agreement must be cleared by the Training Division before they are able to
work. Members must have a minimum of Fire Instructor I for Academy classes and LFTI/LFAT for
Live Burns. Members once cleared shall be hired using the Department's TeleStaff scheduling
software, which will outbound offers to fillthese positions based on hours accrued in the Annual OT
Bucket and Seniority. U_
�t
8_6 Overtime Pay. Overtime Pay shall be calculated at the rate of one and one-half times the 0
regular hourly rate of pay. Overtime Pay shall be paid for each hour worked in excess of two
hundred four(204)hours during the work cycle. For the purposes of this paragraph, vacation time,
sick time, and compensatory time shall count towards hours worked.
8.7 Compensation for Emergency Response Work Member of the bargaining units covered by
this Agreement shall be paid in accordance with Monroe County Resolution No. 148-2020, as it may
be amended from time to time.
8.8 Temporary—Higher Classification At the time this agreement is executed, IAFF members will
follow the County's Personnel Policies and Procedures Manual (Section 4.10)regarding compensation
for employees temporarily working in a higher classification. If during the term of this agreement, the �i
County attains the ability to administer compensation for a working in a higher classification or rank as
described hereafter, the County will compensate as follows: An employee required to work in a higher
classification/rank will be given a temporary transfer to the higher classification and will receive
incremental pay in the amount of$50.00 per 24 hour shift increase in pay beginning on the 1st shift and i
for each shift thereafter wherein the employee is required to work in a higher classification within that
fiscal year. Any such temporary increase granted shall not affect the employee's eligibility for normal
salary advancement. is
ARTICLE 9: EMPLOYMENT BENEFITS
9.I.Annlicability The benefits listed in this Article and elsewhere in this Agreement apply only
to full-time personnel unless expressly stated otherwise. E
27
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
9.2.Annual (Vacationl Leave
9.21 Employees whose -normal duty assignments involve shift work usually consisting of
twenty-four(24) hours on-duty followed by forty-eight(48) hours off-duty (as may be referred to as a 2)
"24/48 schedule") and employees whose normal duty assignments consist of a forty-hour per week "-
schedule shall earn annual leave while employed full-time by the County. '
9.2.2 An employee shall commence earning annual leave beginning with the firstday
of work following employment or re-employment, provided an entire pay period is worked.
An employee who has had a break in employment of forty-eight(48) hours or more shall earn
annual leave, upon reinstatement or re-employment, at the rate established for newly hired
employees.
9.2.3 An employee shall earn annual leave in accordance with the following
schedule: U_
9.2.3.1 During the 1 st, 2"d and 3rd years of employment, annual leave for employees
on a 24/48 schedule shall be earned at the rate of five (5) hours per pay- period, with the total
number of hours earned not to exceed one hundred thirty (130) hours in a calendar year. Annual
leave for forty (40) HPW employees shall be earned at the rateof four (4) hours per pay period,
with the total number of hours not to exceed one hundred four (104) in a calendar year.
9.2.3.2 During the 4th through 1 Oth years of employment, annual leave for employees
on a 24/48 schedule shall be earned at the rate of six and one-quarter (6.25) hours per pay-period,
with the total number of hours earned not to exceed one hundred sixty-two and one-half(162.5)
hours in a calendar year. Annual leave for forty (40) HPW employees shall be earned at the rate
of five (5) hours per pay period, with the total number of hours not to exceed one hundred thirty
(130) in a calendar year.
9.2.3.3 During the 1 lth through 15th years of employment, annual leave for
employees on a 24/48 schedule shall be earned at the rate of seven and one-half(7.5)hours per 0
pay-period, with the total number of hours earned not to exceed one hundred ninety-five (195)
hours in a calendar year. Annual leave for forty (40) HPW employeesshall be earned at the rate
of six (6) hours per pay period, with the total number of hours not to exceed one hundred fifty-
six (156) in a calendar year. During the 16th year of employment and for each year thereafter,
annual leave for employees on a 24/48 schedule shall be earned at the rate of eight and three-
quarters (8. 75) hours per pay-period, with the total number of hours earned not to exceed two 2
hundred twenty-seven and one-half(227.5) hours in a calendar year. Annual leave for forty (40) 0
HPW employees shall be earned at the rate of seven(7) hours per pay period, with the total
number of hours not to exceed one hundred and eighty-two (182) In a calendar year.
9.2.4 The application, administration and interpretation of annual leave benefits shall be
in accordance with the applicable provisions of the Monroe County Personnel Policies Manual,
Monroe County Administrative Procedures and any addenda thereto, asmay be amended from time a
to time. Any provision of the Policies & Procedures Manual, Administrative Procedures or any
addenda which is in direct conflict with any provision inthis Agreement is superseded by this
28
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
Agreement to the extent of such conflict.
9.3.Sick Leave
LL
9.3.1 Employees whose normal duty assignments involve shift work usually consisting 4;
of 24 hours on-duty followed by forty-eight(48)hours off-duty (as may be referred to as a "24/48
schedule") and employees working a forty (40) HPW schedule shall earn sick leave while
employed full-time by the County.
9.3.2 An employee shall commence earning sick leave beginning with the second pay
period following employment or re-employment.
9.3.3 An employee who has had a break in employment of forty-eight(48)hours or more 0
shall earn sick leave, upon reinstatement or re-employment, at the rate established for newly hired U_
employees. �t
0
9.3.4 An employee on a 24/48 schedule shall earn sick leave at the rate of five (5)
hours per pay-period, with the total number of hours earned not to exceed one hundred thirty (130)
hours in a calendar year. A forty (40) HPW employee shall earn sick leave at the rate of four (4)
hours per pay period, with the total number of hours earned notto exceed one hundred four (104) in
a calendar year.
9.3.5 An employee who terminates with less than five(5) years of continuous service shall
not be paid for any unused sick leave credits. Employees who terminate with five (5) or more years
of continuous service, shall, upon separation from the County in good standing, death, or retirement,
receive incentive sick leave pay as follows: N
N
i
9.3.5.1 For employees working a 24/48 schedule, payout shall be as follows:
i
9.3.5.1.1 5 -10 years of service: 1/4 of all accrued sick leave, up to a
maximum of 37.5 days;
9.3.5.1.2 11 - 15 years of service: 1/2 of all accrued sick leave, up to a i
maximum of 112.5 days;
9.3.5.1.3 16+ years of service: 1/2 of all accrued sick leave, up to a
maximum of 150 days.
0
9.3.5.2 For employees working a forty (40) HPW schedule, payout shall be as
follows:
LL
9.3.5.2.1 5-10 years of service: 1/4 of all accrued sick leave, up to a
maximum of 30 days;
9.3.5.2.2 11 to 15 years of service: 1/2 of all accrued sick leave, up to
a maximum of 90 days;
9.3.5.2.3 16+ years of service: 1/2 of all accrued sick leave, up to a
29
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
maximum of 120 days.
9.3.5.3 As used in paragraph 9.3.5, the term "day" means an eight (8) hour day.
9.3.6 An eligible employee may enroll in and receive the benefits of the Monroe County
Sick Leave Pool. Enrollment procedures and rules for the operation of the Sick Leave Pool are
found in Monroe County Administrative Instruction 4702, as amended from time to time, and these
procedures and rules shall be used in the administration of the Sick Leave Pool program. a)
9.3.7 The application, administration and interpretation of sick leave benefits shall be in
accordance with the applicable provisions of Monroe County Administrative Procedures and any
addenda thereto, as may be amended from time to time. Any provision of the Administrative
Procedures or any addenda which is in direct conflict with any provision in this Agreement is U
superseded by this Agreement to the extent of such conflict.
U-
9.4.Holiday Leave c
c
9.4.1 The County has recognized certain days to be holidays, during which most
County offices are normally closed. The County and Union agree that the County's firefighting
and emergency rescue services are, and shall be, available during holidays, and that some
bargaining unit members will be required to work during designated holiday periods.
9.4.2 The application, administration and interpretation of holiday leave benefits
shall be in accordance with the applicable provisions of Monroe County Personnel Policies and
Procedures and any addenda thereto, as may be amended from time to time. Any provision of the
Personnel Policy and Procedures or any addenda which is in direct conflict with any provision in N
this Agreement is superseded by this Agreement to the extent of such conflict.
i
9.5.Uniform And Personal Gear; Maintenance The County and Union agree that certain c
uniform and protective equipment shall be supplied and/or maintained by the County under the
following terms and conditions: N
i
9.5.1 Uniforms. Initial Issuance The County agrees to issue to each Unit i
member the following uniform items:
9.5.2
ITEM DESCRIPTION NUMBER ISSUED
Shirt, Long Sleeve, w/Insignia One �.
Shirt, Short Sleeve, w/Insignia Two
30
Packet,Pg. 89
C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
c�
Shirt, 'T", w/Insignia Five z
Jacket, w/Insignia One —
i�
Shorts or Athletic Pants, Blue, w/Insignia Three
O
Pants Two a)
r9
Badge with collar brass One
.E
Nameplate One
0
Station Shoes/Boots, Black One Pair
�t
Belt, Black w/Buckle One c
c
9.5.3 Uniforms, Replacement Any uniform item which, as determined by the County,
has been destroyed, damaged beyond economical repair, or which is otherwise unusable or
unsightly due to wear and tear shall be replaced by the County at the County's expense.
9.5.4 Uniforms, Maintenance The County agrees to provide at each work site a clothes
washer and clothes dryer for use by Unit members to clean and dry issued items of uniform ;
clothing. N
CD
9.5.5 Uniforms, Class A At such time as the County adopts a Class A(Formal)uniform tV 1
for fire/rescue personnel, the County shall issue one Class A uniform to each Unit member who has
been a Unit member for three(3)or more consecutive years of service. CD
0
9.5.5.1 The uniform shall be owned by the County, and upon termination, other N
CD
than retirement, from employment a Unit member shall return the issued Class A uniform to the Ni
County, or shall pay to the County the full cost of replacement of the uniform. CD
9.5.5.2 Any Unit member to whom a Class A uniform has been issued, and who
retires from service while still a Unit member, shall be entitled, upon his or her request, to retain
the Class A uniform as his or her property.
9,5.6 Footwear, roved The County shall have the right to designate the type,model,
and supplier of footwear (station shoes/boots) to be worn by Unit members while performing U-
services for the County. Only the purchase of approved footwear shall entitle the Unit member to
reimbursement as provided below.
9.5.7 Footwear, Reimbursement A Unit member shall be entitled to reimbursement in
an amount up to Three Hundred Dollars ($300.00) every other year for the purchase of approved
31
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
footwear to be used by the Unit member while performing services for the County. The Unit
member shall submit sales receipts in form suitable to the County showing the date, item
purchased, and total amount to be reimbursed, and reimbursement shall be processed, and
payment made in accordance with the County's usual practices and procedures. .2)
LL
9.5.8 Footwear, Sunnlier Contract In the event that the County enters into an agreement
with any entity to be a footwear supplier to the County for purposes of providing footwear to Unit 0
members, the procedures put into place by the County pursuant to the contract shall be the approved a)
method for acquiring footwear by Unit members.
9.5,9 Personal Protective Gear, Issuance The County agrees to issue to each Unit
member the following personal protective gear:
0
ITEM DESCRIPTION NUMBER ISSUED
Coat, Bunker One
Pants, Bunker One
Boots, Protective One Pair �--
Gloves, Protective One Pair
Hood, Fire Resistant Two
cv
CD
Helmet, Fire with goggles One C44i
Suspenders, Pants One Pair
0
Bag, Mask One
CD
i
SCBA Mask One CD
CD
i
9.5.10 Personal Protective Gear, Replacement Any item of personal protective gear
which, as determined by the County, has been destroyed, damaged beyond economical repair,
or which is otherwise unusable or unsightly due to wear and tear shall be replaced by the County at U
the County's expense.
9.5.11 Personal Protective Gear Maintenance The County agrees to clean andrepair a
Unit member's items of personal protective gear at such times as may be deemed necessary from time
to time by appropriate supervisory personnel_
9.5.12 Retirees Any bargaining unit member with ten (10) or more years of service with the E
County, who is separating from the County in good standing (i.e., not terminated for cause) and who is
eligible for retirement benefits, may retain his or her last-issued fire helmet upon retirement and will be C
32
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
issued a County identification card reflecting the member's retired status.
9.6 Health And Medical Coverage The County agrees to provide to Unit members coverage under a
Medical Insurance Plan, a Pharmaceutical Co-Pay Plan, an Employee Assistance Plan, and make available .2)
to Unit members a Payroll Deduction Plan for Vision and Dental Services. These plans shall be offered i_
under the same terms, conditions, and limitations as offered to other County employees, as amended or
changed from time to time.
9.7 Life Insurance The County agrees to provide life insurance coverage for each Unit member in
the amount of Twenty Thousand Dollars ($20,000.00) at no premium cost to the Unit member. Such
coverage shall be of the type provided to other County employees and shall be with such underwriter or
underwriters as the County may select from time to time.
0
9.8 Physical/Medical Examinations
9.8.1 The County and Union agree that, among other considerations, eligibility of 0
bargaining unit employees to receive certain presumptions and entitlements relative to
communicable diseases, disability, and other benefits requires a physical/medical examination of
the employee had been conducted prior to the occurrence of the event or condition upon which the
presumption or entitlement is based. Additionally, a physical/medical examination evincing good
physical condition is required by Section 633.34, Florida Statutes, as a pre-condition of employment
as a firefighter. The County and Union further agree that physical/medical examinations for bargaining E
unit employees in addition to "post-offer, pre-employment" physical/medical examinations are
warranted by the nature of the bargaining unit members' duties.
9.8.2 Initial Physical/Medical Examination The County agrees to provide a post-offer
of employment physical examination to an applicant to be hired for a position included in the
bargaining unit. The physical examination shall be administered in accordance with applicable
provisions of NFPA Standard 1582, the Americans with Disabilities Act ("ADA") and appropriate
Monroe County Personnel Policies and Procedures and addenda thereto. The cost of the physical
examination shall be paid for by the County, and the minimal scope, content and documentation of the
physical examination shall be in accordance with the requirements of the Division of State Fire Ni
Marshal, Bureau of Fire Standards and Training.
9.8.3 Periodic In-Service Physical/Medical Examination The County agrees to
provide a physical/medical examination to each full-time employee covered by this Agreement, to
include but not be limited to Life Scan or other similar vendors, at such times and in such extent as 0
provided for in Chapters 6, 7 and 8 of Standard 1582 Edition of the National Fire Protection
Association, entitled Medical Requirements for Firefighters and Information for Fire Department
Physicians. The County will use its good faith efforts to schedule the physical/medical examination U_
for an employee annually. The failure of the County to meet this general scheduling requirement for <
physical\medical examinations shall not be subject to the grievance procedures provided for
elsewhere in this Agreement. The cost of the physical\medical examination shall be paid for by the
County. Failure of employees hired prior to October 1, 2014 to comply with Category A criteria
will not automatically disqualify them from their position but a decision will be made based on
�t
33
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
safety issues and performance of the employee.
9.8.4 Special Incident Physical Examination the County agrees to provide a
physical\medical examination to any full-time employee who has been exposed to an infectious or
contagious disease while in the performance of the employee's duties for theCounty. Additionally,the U_
County agrees to provide a physical\medical examination to a full- time employee who has been
involved in any incident while in the performance of the employee's duties for the County which, as
generally and commonly recognized in the medical community, would require a physical\medical
examination. The performance of such physical\medical examination shall be within a medically
reasonable period of time after the exposure or incident, and the cost of the physical\medical
examination shall be paid for by the County.
.E
9.8.5 Fitness For Duty Examinations The County shall have the right to require an
employee to undergo a physical examination or mental examination, or both, when it appears that
the employee has exhibited an action or conditions that are readily observable to a reasonable and U_
prudent person and which would lead such a person to reasonably believe that the employee may
not be able to fully perform his or her duties. The cost for the examination or examinations shall be 0
paid for by the County, the examination or examinations shall be performed by the professional
designated by the County, and the results of the examination shall be reported in the manner required
by the County. If any applicable federal or state law shall require that the employee who has been
examined in accordance with this section provide written consent for the release of the examination c�
information to the County, the employee shall provide such written consent conditioned upon the -�
County maintaining the confidentiality of the information received and the County shall only release
the information as required by federal or Florida law or by lawful order issued by a court or
administrative tribunal having competent authority to issue such an order.
9.8.6 Documentation of Physical/Medical Examinations For physical/medical
examinations administered in accordance with Sections 9.8.2 and 9.8.3 above, the documentation Ni
of the physical/medical examination shall be provided to the County on Forms that comply with
NFPA Standard 1582. The minimal requirements for reporting shall include a complete medical
history and general physical examination; urine drug screen for all drugs identified by the County
from time to time in accordance with state statute; complete blood screen as identified by the
County from time to time in accordance with state statute; chemistry and lipid profile; audiogram, Ni
12-lead electrocardiogram with interpretation and report; chest x-ray, and treadmill stress testing.
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9_9 Firefighter Death Benefits
9.9.1 Florida Law Section 112.191, Florida Statutes, requires the County to provide
certain benefits to a firefighter, the firefighter's surviving spouse, and any surviving children of a
firefighter who dies, is killed, or suffers a catastrophic injury under conditions specified in Section
112.191.
9.9.2 Amounts The amounts to be paid by the County under this law range from fifty
thousand($50,000)to one hundred fifty thousand($150,000)per firefighter, with such amounts
subject to adjustment as determined by the State Fire Marshal, and such payments shall be in addition E
to any worker's compensation and pension benefits. Additionally, the County will pay the entire
34
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
health insurance plan premium for the firefighter and his or her spouse and children under the
conditions specified in Section 112.191. Z
9.9.3 BuLL
d eting The County agrees to budget each year for the anticipated costs of -
providing the benefits under Section 112.191. The amount of reserves, insurance expenses and
other costs related to the benefits to be provided shall be in such amounts to be solely determined
in good faith by the County. Additionally, the County shall have the right to provide for the 0
payment of these benefits through self-insurance, appropriate insuring policies, or a combination
thereof. The cost of any insurance premiums shall be paid by the County.
9.9.4 A nlicable R 1 The provisions of Section 9.9 shall be administered consistent
with the provisions contained in Rules 69A-64.001 through 69A-64.005, Florida Administrative
Code.
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9.10 Florida Retirement System Contributions
0
9.10.1 Florida Law All full-time employees of the County are required to participate
in the Florida Retirement System (FRS). Bargaining unit members other than flight nurses
(including Chief Flight Nurse) and Deputy Fire Marshals are classified as "special risk" employees
under the FRS, which requires theCounty to make contributions to the FRS on a higher percentage
basis than for regular members of the FRS. Flight nurses and Deputy Fire Marshals must apply to
FRS to be included in the special risk category.
9.10.2 Budgeting The County agrees to budget eachyear for the anticipated total amount
of contributions to be made to the FRS on account of the bargaining unit members.
CD
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9.10.3 Member Contribution Bargaining unit members shall contribute to the FRS
as required by state law.
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9.11 Educational Expense Reimbursement N
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9.11.1 Gen r 1 The County agrees to reimburse employees for educational �I
expenses incurred by the employee under the following terms and conditions:
9.11.1.1 Eli ji ility The employee must have been employed full-time by the
County for at least one(1)year immediately prior to applying for reimbursement, and the employee c
must not be in an initial or extended probationary status.
9.11.1.2 Prohibitions Unless approved by a supervisor, the employee shall not
utilize any space, personnel, equipment, or supplies provided by the County in the process of
fulfilling any of the requirements of the coursework for which the employee is being reimbursed.
9.11.1.3 New Coursework The coursework must not be duplicative of any
coursework for which the employee has been previously reimbursed by the County,unless required
35
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
by Section 7.1.5.
9.11.2 Administration The application, administration and interpretation of
educational reimbursement benefits, and the amounts to be paid, shall be in accordance with the U-
applicable provisions of Monroe County Personnel Policies and Procedures and any addenda
thereto, as may be amended from time to time. Any provision of the Policies and Procedures or
of any addenda which is in direct conflict with any provision in this Agreement is superseded by this
Agreement to the extent of such conflict.
9,11.3 Budgeting Educational Reimbursements. In year one of this agreement, the
County shall budget a minimum of fifteen thousand ($15,000) for the fiscal year to be utilized
by the bargaining unit personnel for educational reimbursement in accordance with the provisions
of this Agreement and Section 2.11 of the Monroe County Personnel Policies&Procedures Manual,
subject to annual appropriation by the Board of County Commissioners. In years two and three of U-
this agreement, the County shall budget a minimum of twenty thousand ($20,000) per fiscal year.
The money budgeted for educational reimbursement shall be used exclusively for tuition, fees, and
textbooks, and shall be available to all members of the bargaining unit on a first come, first serve
basis. Educational reimbursements shall be charged against the budget for the fiscal year in which
the courses are completed. All requests for reimbursement must be submitted prior to September
301h in the fiscal year in which the course is completed.
9.12 Communicable Disease Immunization
9,12.1 Acknowled ment f Risk the County and Union agree that the bargaining unit
CD
members run a high risk of occupational exposure to hepatitis, meningococcal meningitis, and Ni
tuberculosis, and the County should provide such immunizations and keep records thereof.
i
9.12.2 Records and Notification the County shall maintain a record of any known or
reasonably suspected exposure of a bargaining unit member to the diseases described in Section
9.12.6, and the County shall immediately notify the employee of such exposure. Ni
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9.12.3 Member to Report Each bargaining unit member who has knowledge of known
or suspected occupational exposure to the diseases described in Section 9.12.6
shall immediately file a report of the incident to the appropriate supervisory personnel.
0
9.12.4 Immunization Each bargaining unit member shall be offered vaccination against
hepatitis upon employment or as may be medically required in order to have current immunization U-
against hepatitis. The County shall pay for the costs of such immunization. An employee may refuse
immunization, but he/she must sign a release if he/she does not have avail him/herself of the
immunization opportunity.
9.12.5 Future Circumstances: Requirements Whenever any standard, medically
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
recognized vaccine or other form of immunization or prophylaxis exists for the prevention of a
communicable disease for which a presumption is granted under Section 112.181, Florida Statutes,
the County may require bargaining unit members to undergo the immunization or prophylaxis;
provided, such immunization or prophylaxis is medically indicated in-the given circumstances'
pursuant to immunization policies established by the Advisory Committee on Immunization U_
Practices of the United States Public Health Service and the employee's physician has not
determined in writing that the immunization or prophylaxis would pose a significant risk to the 0
employee's health. Absent such written declaration, failure or refusal by member to undergo such
immunization or prophylaxis disqualifies the worker from the benefits of the presumption.
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9,12, Eg uired Screening For Statutory Presum lions
9.12.6.1 Florida Law Section 112.18 and Section 112.181, Florida Statutes, 0
provides that, under certain conditions, specified illnesses and Injuries shall be presumed by law U_
to have been accidental and to have been suffered in the line of duty, provided a medical
examination had been previously conducted upon the employee or the employee has executed
a written affidavit as provided in Section 92.50, FloridaStatutes. r_
9.12.6.2 Screenings And Affidavits The County agrees to provide the medical
screenings, as part of the physical and medical examinations provided for in Section 9.8 of this
Agreement.
m
9.13 Public Records Exem lions
9,13.1 Florida Law Chapter 119, Florida Statutes, provides protections againstcertain
information being available to the public under the Florida Public Records law. N
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9.13.2 Exempt Information the County and Union agree that, to the fullest extent
allowed by law, all information protected by Chapter 119, Florida Statutes is exempt from
inspection under Section 119.01, Florida Statutes.
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9.13.3 Protection of Exemption The County agrees that, when any request is received
under the Florida Public Records law to inspect any record maintained by the County relating to
a member of the bargaining unit,the County will take such steps as arereasonably required to
redact, omit, cover up, or otherwise eliminate from the records to be Inspected such Information
as is listed in Section 9.12.2.
0
9.14 Workers' Compensation Premiums
r9
9,14,1 Coverage n B n fi All full-time Unit member employees of the County are
participants in the Florida Workers' Compensation program and are entitled to receive such coverage
and benefits as provided by the Florida Workers' Compensation law.
9.14.2 Bud eting The County agrees to budget each year for the anticipated totalamount
37
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
of claims and excess insurance premiums to be paid for workers' compensation coverage of, and
payments on behalf of, the bargaining unit members. Z
9.14.3 No Member Contribution Bargaining unit members shall not be required or
obligated to contribute any sums towards workers' compensation insurance premiums;provided,
however, that if in the future the state law changes in this regard, this provision of the Agreement '
shall be automatically amended to conform with the statutory provisions.
9.15 Unem loyment Compensation Benefits
9.15.1 Florida Law In general, employees of the County are entitled to the rights and
benefits provided by the Florida Unemployment Compensation law.
0
9.15.2 Bud eting The County is a "reimbursable employer" under the law, and
agrees to pay each year the total amount of unemployment benefits to be repaid to The State of
Florida for unemployment compensation benefits payable to or on account of bargaining unit members. c
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9.15.3 No Member Contribution Bargaining unit members shall not be required or
obligated to contribute any sums as contributions towards unemployment compensation benefits;
provided, however, that if in the future the state law changes in this regard, this provision of the
Agreement shall be automatically amended to conform with the statutory provisions.
9.16 Federal Government Contributions
9.16.1 FICA and Medicare The County agrees to remit to the federal government on a
timely basis all amounts owed as the employer's portion of FICA and Medicare contributions
attributable to the employment by the County of each Unit member. Ni
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9.16.2 Em to ee Withholding The County agrees to deduct from each Unit member's
salary and wages all amounts owed by the employee to the federal government for the employee's share 0
of FICA and Medicare contributions, and withholding and forwarding of federal income tax N
obligations.
9. 17 Savings Bond Deductions The County agrees to provide the opportunity to Unit members
and employees to participate in a Savings Bond program through a payroll deduction plan. The
program shall be administered by the County in accordance with its standard practices, as may be 2
amended from to time. 0
t�
9.18 Direct Denosit Pavroll Ontion The County agrees to provide a program for direct deposit of a
Union member's and employee's pay into a financial institution of the Unit member's or employee's U-
choice, consistent with the policies and practices of the County, as may be amended from time to time.
9.19 Years-of-Service Award Program The County agrees to provide an award program to a
recognize employees who have been employed by the County for five(5)years or more, and this program
shall be administered as provided in Section 2.16 of the Monroe County Personnel Policies &
38
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
Procedures Manual, as amended from time to time.
9.20 Funeral/Bereavement Leave All employees covered under this Agreement—shall be paid in
accordance with the County's Personnel Policies and Procedures Manual at section 7.05 provided .2
however that any proposed decrease in benefits must be mutually agreed upon.
ARTICLE X: MISCELLANEOUS PROVISIONS
10. Term of Agreement: Effective Date
.
10.1 Term Upon ratification, the term of this Agreement shall be for a period of three (3)years,
commencing retroactively at 12:01 A.M. on October 1, 2021, and ending on September 30, 2024, at 11:59 0
P.M. U-
11. Bargaining Unit Work Security The Employer shall not assign or delegate out bargaining unit 0
work in any manner whatsoever. In particular, the County agrees that fire suppression (combat), rescue, r-
fire prevention emergency medical services, administrative services and other Fire/EMS or Airport
Fire/Rescue Department related services and functions shall not be assigned or delegated out in any
manner, to private or public entities. This article does not apply to fire suppression, rescue or
emergency medical services that are currently provided by volunteer fire companies currently under
contract to Monroe County and registered as nonprofit corporations within the State of Florida; ;2
however, no expansion of current scope of services of each volunteer fire company is permissible under
this article. This does not preclude services covered under mutual aid agreements or services needed in
the event of catastrophic events that impacts bargaining units' ability to provide staffing for services.
This provision shall remain in full force and effect during any negotiations and shall continue in full force
and effect until such time as a new agreement is reached or imposed.
12. Construction This Agreement and the terms hereof shall be construed in accordance with the laws
of the State of Florida and venue for all actions in a court of competent jurisdiction shall lie in Monroe
County, Florida.
N
13. Severability Should any word, phrase or provision of this Agreement be declared illegal or invalid
by a court of competent jurisdiction, such declaration of illegality and/or invalidity shall not affect the
remainder hereof.
14. Entire Agreement No statements, representations, or warranties, whether written or oral or from
whatever source arising, that were made or alleged to have been made in the negotiation of this
Agreement, or alleged as being an inducement by or to either the County or the Union to enter into this
Agreement, shall have any validity between the County and the Union or be binding on either the U-
County or the Union, unless such statement, representation, or warranty is expressly written into this
Agreement.
a�
15. Captions and Paragraph Headings. Captions and paragraph headings
contained in this Agreement are for convenience and reference only and in no way define, describe,
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021
0
extend or limit the scope and intent of this Agreement, nor the intent of any provision of this Agreement.
16. Exhibits
16.1 Inclusion in Agreement The following appendices referred to in, and attached to, this
Agreement shall be incorporated into this Agreement and be a part of this Agreement:
Appendix A Pay Plan
Appendix B Paramedic Program Repayment Agreement
Appendix C Annual Firefighter Performance Review
0
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 -
08/20/2021
0
Pursuant to Section 447.309(1), Florida Statutes, the above agreement is agreed to by and between the
bargaining agent and the Chief Executive Officer of Monroe County. z
Bargaining Agent L
Professional Firefighters of Monroe County, International Association of Firefighters, Local
3909
By: p . .
President: Andrea Th mpson
Date: 08/31/2021 �
0
Chief Executive Officer:
U-
By:
Roman Gastesi County Administrator
Date:
Unit One
This Collectively Bargained Agreement was bargained for and agreed to in accordance with the
provisions of Chapter 447, Florida Statutes, and Chapter 286, Florida Statutes; was submitted to
the bargaining unit members and ratified by a vote of _89 votes for the Agreement and 2
votes against the Agreement; and after ratification was submitted to the Board of County
Commissioners for action.
i
Unit Two
cv
This Collectively Bargained Agreement was bargained for and agreed to in accordance with the
provisions of Chapter 447, Florida Statutes, and Chapter 286, Florida Statutes; was submitted to
the bargaining unit members and ratified by a vote of 33 votes for the Agreement and 4
votes against the Agreement; and after ratification was submitted to the Board of County
Commissioners for action. 2
0
Bargaining Agent
Professional Firefighters of Monroe County, International Association of Firefighters, Local
3909 U-
U-
Y E
President: Andrea Th mpson
Date: 08/31/2021
e(
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C.2.b
COLLECTIVELY BARGAINED AGREEMENT -- UNIT AGREEMENT
BY THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY, FLORIDA
AND THE PROFESSIONAL FIREFIGHTERS OF MONROE COUNTY, IAFF LOCAL 3909 —
08/20/2021 .
0
The Board of County Commissioners, at a duly noticed and publicly held meeting at Key Largo,
Florida, on September 15 2021, approved the above agreement by (unanimous)
(majority) vote of the Board of County Commissioners, as follows:
VOTING FOR: VOTING AGAINST:
Mayor Michelle Coldiron
Mayor Pro Tern David Rice
Commissioner Craig Cates
Commissioner Eddie Martinez
Commissioner District V, Vacant
.
BOARD OF CQQJy.LQ.MW5SJ0NER5 OF MONROE COUNTY,
B ,AAa
�M'ayfi
Gam"-lJa�te;,: r `1 , ' "'L. '?I9-•
ANTE WN MADOK, CLERK
ram-=
B -As'E puty Clerk
Date:
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--3 r"'��
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Approved as to form and legal sufficiency: r— i
Monroe County Attorney's Office --- i
8-31-2021
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Monroe County Fire Rescue
Firefighter Pay Plan
CD
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October 1, 2021 - September 30, 2024
Appendix "A"
FIREFIGHTER EMT 0
Step Pay Grade 10/01/21 Pay Rates 10/1/22 Pay Rates 10/1/23 Pay Rates
0 400 $ 48,557.21 $ 50,499.50 $ 52,519.48
1 400 $ 49,751.45 $ 51,741.51 $ 53,811.17
2 400 $ 50,912.36 $ 52,948.85 $ 55,066.81
3 400 $ 52,100.36 $ 54,184.37 $ 56,351.75
4 400 $ 53,316.08 $ 55,448.72 $ 57,666.67
5 400 $ 54,560.17 $ 56,742.57 $ 59,012.28 �-
6 400 $ 55,833.29 $ 58,066.62 $ 60,389.28
7 400 $ 57,136.11 $ 59,421.56 $ 61,798.42
8 400 $ 58,469.34 $ 60,808.11 $ 63,240.43
9 400 $ 59,833.67 $ 62,227.02 $ 64,716.10
10 400 $ 61,229.84 $ 63,679.04 $ 66,226.2004
11 400 $ 62,658.59 $ 65,164.94 $ 67,771.53 04i
12 400 $ 64,120.68 $ 66,685.51 $ 69,352.93 r9
13 400 $ 65,616.88 $ 68,241.56 $ 70,971.22 +�
14 400 $ 67,148.00 $ 69,833.92 $ 72,627.28
15 400 $ 68,714.85 $ 71,463.44 $ 74,321.98 04
16 400 $ 70,318.25 $ 73,130.98 $ 76,056.22 04i
17 400 $ 71,959.07 $ 74,837.44 $ 77,830.93 �I
18 400 $ 73,638.18 $ 76,583.71 $ 79,647.06
19 400 $ 75,356.47 $ 78,370.73 $ 81,505.56
20 400 $ 77,114.85 $ 80,199.45 $ 83,407.42
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Monroe County Fire Rescue
Firefighter Pay Plan
October 1, 2021 - September 30, 2024
Appendix "A"
DEPUTY FIRE MARSHAL 0
Step Pay Grade 10/01/21 Pay Rates 10/1/22 Pay Rates 10/1/23 Pay Rates
0 401 $ 54,261.32 $ 56,431.77 $ 58,689.04
1 401 $ 55,527.47 $ 57,748.57 $ 60,058.51 c
2 401 $ 56,823.17 $ 59,096.09 $ 61,459.94 c
3 401 $ 58,149.33 $ 60,475.31 $ 62,894.32
4 401 $ 59,505.95 $ 61,886.19 $ 64,361.64
5 401 $ 60,894.46 $ 63,330.24 $ 65,863.45
6 401 $ 62,315.40 $ 64,808.01 $ 67,400.33
7 401 $ 63,769.48 $ 66,320.26 $ 68,973.07
8 401 $ 65,257.48 $ 67,867.78 $ 70,582.49
9 401 $ 66,780.21 $ 69,451.42 $ 72,229.47
10 401 $ 68,338.47 $ 71,072.01 $ 73,914.89
04
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11 401 $ 69,933.09 $ 72,730.42 $ 75,639.63 04
12 401 $ 71,564.94 $ 74,427.54 $ 77,404.64
13 401 $ 73,234.91 $ 76,164.30 $ 79,210.88 +�
14 401 $ 74,943.73 $ 77,941.48 $ 81,059.14
15 401 $ 76,692.47 $ 79,760.17 $ 82,950.58 04
16 401 $ 78,482.02 $ 81,621.30 $ 84,886.15 04i
17 401 $ 80,313.34 $ 83,525.88 $ 86,866.91
18 401 $ 82,187.39 $ 85,474.89 $ 88,893.88
19 401 $ 84,105.17 $ 87,469.38 $ 90,968.16
20 401 $ 86,067.70 $ 89,510.40 $ 93,090.82
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Monroe County Fire Rescue
Firefighter Pay Plan
October 1, 2021 - September 30, 2024
Appendix "A"
FIREFIGHTER PARAMEDIC 0
Step Pay Grade 10/01/21 Pay Rates 10/1/22 Pay Rates 10/1/23 Pay Rates
0 401 $ 54,261.32 $ 56,431.77 $ 58,689.04
1 401 $ 55,527.47 $ 57,748.57 $ 60,058.51
2 401 $ 56,823.17 $ 59,096.09 $ 61,459.94
3 401 $ 58,149.33 $ 60,475.31 $ 62,894.32
4 401 $ 59,505.95 $ 61,886.19 $ 64,361.64
5 401 $ 60,894.46 $ 63,330.24 $ 65,863.45
6 401 $ 62,315.40 $ 64,808.01 $ 67,400.33
7 401 $ 63,769.48 $ 66,320.26 $ 68,973.07
8 401 $ 65,257.48 $ 67,867.78 $ 70,582.49
9 401 $ 66,780.21 $ 69,451.42 $ 72,229.47
10 401 $ 68,338.47 $ 71,072.01 $ 73,914.89
04
11 401 $ 69,933.09 $ 72,730.42 $ 75,639.63 CD
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12 401 $ 71,564.94 $ 74,427.54 $ 77,404.64
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13 401 $ 73,234.91 $ 76,164.30 $ 79,210.88
14 401 $ 74,943.73 $ 77,941.48 $ 81,059.14 c
15 401 $ 76,692.47 $ 79,760.17 $ 82,950.58
04
16 401 $ 78,482.02 $ 81,621.30 $ 84,886.15 CD
17 401 $ 80,313.34 $ 83,525.88 $ 86,866.91
18 401 $ 82,187.39 $ 85,474.89 $ 88,893.88
19 401 $ 84,105.17 $ 87,469.38 $ 90,968.16
20 401 $ 86,067.70 $ 89,510.40 $ 93,090.82
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Monroe County Fire Rescue
Firefighter Pay Plan
October 1, 2021 - September 30, 2024
Appendix "A"
FIRE LIEUTENANT EMT 0
Step Pay Grade 10/01/21 Pay Rates 10/1/22 Pay Rates 10/1/23 Pay Rates
0 401 $ 54,261.32 $ 56,431.77 $ 58,689.04
1 401 $ 55,527.47 $ 57,748.57 $ 60,058.51
2 401 $ 56,823.17 $ 59,096.09 $ 61,459.94
3 401 $ 58,149.33 $ 60,475.31 $ 62,894.32
4 401 $ 59,505.95 $ 61,886.19 $ 64,361.64
5 401 $ 60,894.46 $ 63,330.24 $ 65,863.45
6 401 $ 62,315.40 $ 64,808.01 $ 67,400.33
7 401 $ 63,769.48 $ 66,320.26 $ 68,973.07
8 401 $ 65,257.48 $ 67,867.78 $ 70,582.49
9 401 $ 66,780.21 $ 69,451.42 $ 72,229.47
10 401 $ 68,338.47 $ 71,072.01 $ 73,914.89
11 401 $ 69,933.09 $ 72,730.42 $ 75,639.63
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12 401 $ 71,564.94 $ 74,427.54 $ 77,404.64
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13 401 $ 73,234.91 $ 76,164.30 $ 79,210.88
14 401 $ 74,943.73 $ 77,941.48 $ 81,059.14 c
15 401 $ 76,692.47 $ 79,760.17 $ 82,950.58
16 401 $ 78,482.02 $ 81,621.30 $ 84,886.15
17 401 $ 80,313.34 $ 83,525.88 $ 86,866.91
18 401 $ 82,187.39 $ 85,474.89 $ 88,893.88
19 401 $ 84,105.17 $ 87,469.38 $ 90,968.16
20 401 $ 86,067.70 $ 89,510.40 $ 93,090.82
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Monroe County Fire Rescue
Firefighter Pay Plan
October 1, 2021 - September 30, 2024
Appendix "A"
FIRE LIEUTENANT PARAMEDIC 0
Step Pay Grade 10/01/21 Pay Rates 10/1/22 Pay Rates 10/1/23 Pay Rates
0 402 $ 59,687.45 $ 62,074.95 $ 64,557.95
1 402 $ 61,080.22 $ 63,523.43 $ 66,064.37
2 402 $ 62,505.49 $ 65,005.71 $ 67,605.93
3 402 $ 63,964.26 $ 66,522.83 $ 69,183.75
4 402 $ 65,456.55 $ 68,074.81 $ 70,797.80
5 402 $ 66,983.91 $ 69,663.27 $ 72,449.80
6 402 $ 68,546.94 $ 71,288.82 $ 74,140.37
7 402 $ 70,146.43 $ 72,952.29 $ 75,870.38
8 402 $ 71,783.23 $ 74,654.56 $ 77,640.75
9 402 $ 73,458.24 $ 76,396.57 $ 79,452.43
10 402 $ 75,172.32 $ 78,179.22 $ 81,306.38
11 402 $ 76,926.41 $ 80,003.46 $ 83,203.60
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12 402 $ 78,721.43 $ 81,870.28 $ 85,145.10
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13 402 $ 80,558.39 $ 83,780.73 $ 87,131.95
14 402 $ 82,438.11 $ 85,735.63 $ 89,165.06 c
15 402 $ 84,361.72 $ 87,736.19 $ 91,245.64
16 402 $ 86,330.22 $ 89,783.43 $ 93,374.77
17 402 $ 88,344.68 $ 91,878.47 $ 95,553.61
18 402 $ 90,406.13 $ 94,022.37 $ 97,783.27
19 402 $ 92,515.70 $ 96,216.32 $ 100,064.98
20 402 $ 94,674.47 $ 98,461.44 $ 102,399.90
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Packet Pg. 106
C.2.b
a
tt7
Monroe County Fire Rescue
Firefighter Pay Plan
October 1, 2021 - September 30, 2024
Appendix "A"
FIRE CAPTAIN EMT 0
Step Pay Grade 10/01/21 Pay Rates 10/1/22 Pay Rates 10/1/23 Pay Rates
0 402 $ 59,687.45 $ 62,074.95 $ 64,557.95
1 402 $ 61,080.22 $ 63,523.43 $ 66,064.37
2 402 $ 62,505.49 $ 65,005.71 $ 67,605.93
3 402 $ 63,964.26 $ 66,522.83 $ 69,183.75
4 402 $ 65,456.55 $ 68,074.81 $ 70,797.80
5 402 $ 66,983.91 $ 69,663.27 $ 72,449.80
6 402 $ 68,546.94 $ 71,288.82 $ 74,140.37
7 402 $ 70,146.43 $ 72,952.29 $ 75,870.38
8 402 $ 71,783.23 $ 74,654.56 $ 77,640.75
9 402 $ 73,458.24 $ 76,396.57 $ 79,452.43
10 402 $ 75,172.32 $ 78,179.22 $ 81,306.38
11 402 $ 76,926.41 $ 80,003.46 $ 83,203.60
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12 402 $ 78,721.43 $ 81,870.28 $ 85,145.10
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13 402 $ 80,558.39 $ 83,780.73 $ 87,131.95
14 402 $ 82,438.11 $ 85,735.63 $ 89,165.06 c
15 402 $ 84,361.72 $ 87,736.19 $ 91,245.64
16 402 $ 86,330.22 $ 89,783.43 $ 93,374.77
17 402 $ 88,344.68 $ 91,878.47 $ 95,553.61
18 402 $ 90,406.13 $ 94,022.37 $ 97,783.27
19 402 $ 92,515.70 $ 96,216.32 $ 100,064.98
20 402 $ 94,674.47 $ 98,461.44 $ 102,399.90
0
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Packet Pg. 107
C.2.b
a
tt7
Monroe County Fire Rescue
Firefighter Pay Plan
October 1, 2021 - September 30, 2024
Appendix "A"
FIRE CAPTAIN PARAMEDIC 0
Step Pay Grade 10/01/21 Pay Rates 10/1/22 Pay Rates 10/1/23 Pay Rates
0 403 $ 65,656.20 $ 68,282.44 $ 71,013.74
1 403 $ 67,188.24 $ 69,875.77 $ 72,670.80
2 403 $ 68,756.04 $ 71,506.28 $ 74,366.53
3 403 $ 70,360.69 $ 73,175.12 $ 76,102.12
4 403 $ 72,002.20 $ 74,882.29 $ 77,877.58
5 403 $ 73,682.31 $ 76,629.60 $ 79,694.78
6 403 $ 75,401.63 $ 78,417.70 $ 81,554.41
7 403 $ 77,161.07 $ 80,247.52 $ 83,457.42
8 403 $ 78,961.56 $ 82,120.02 $ 85,404.82
9 403 $ 80,804.06 $ 84,036.22 $ 87,397.67
10 403 $ 82,689.56 $ 85,997.14 $ 89,437.02
11 403 $ 84,619.05 $ 88,003.81 $ 91,523.96
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12 403 $ 86,593.57 $ 90,057.31 $ 93,659.61
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13 403 $ 88,614.23 $ 92,158.80 $ 95,845.15
14 403 $ 90,681.92 $ 94,309.19 $ 98,081.56 c
15 403 $ 92,797.89 $ 96,509.81 $ 100,370.20
16 403 $ 94,963.25 $ 98,761.78 $ 102,712.25
17 403 $ 97,179.15 $ 101,066.32 $ 105,108.97
18 403 $ 99,446.74 $ 103,424.61 $ 107,561.60
19 403 $ 101,767.27 $ 105,837.96 $ 110,071.47
20 403 $ 104,141.91 $ 108,307.59 $ 112,639.89
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Packet Pg. 108
C.2.b
a
tt7
Monroe County Fire Rescue
Firefighter Pay Plan
October 1, 2021 - September 30, 2024
Appendix "A"
BATTALION CHIEF PARAMEDIC 0
Step Pay Grade 10/01/21 Pay Rates 10/1/22 Pay Rates 10/1/23 Pay Rates
0 404 $ 72,221.82 $ 75,110.69 $ 78,115.12
1 404 $ 73,907.07 $ 76,863.35 $ 79,937.88
2 404 $ 75,631.64 $ 78,656.91 $ 81,803.18
3 404 $ 77,396.76 $ 80,492.63 $ 83,712.34
4 404 $ 79,202.43 $ 82,370.52 $ 85,665.34
5 404 $ 81,050.54 $ 84,292.56 $ 87,664.26
6 404 $ 82,941.80 $ 86,259.47 $ 89,709.85
7 404 $ 84,877.18 $ 88,272.27 $ 91,803.16
8 404 $ 86,857.71 $ 90,332.02 $ 93,945.30
9 404 $ 88,884.47 $ 92,439.85 $ 96,137.44
10 404 $ 90,958.51 $ 94,596.85 $ 98,380.73
11 404 $ 93,080.95 $ 96,804.19 $ 100,676.36
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12 404 $ 95,252.93 $ 99,063.04 $ 103,025.57
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13 404 $ 97,475.65 $ 101,374.68 $ 105,429.66
14 404 $ 99,750.11 $ 103,740.11 $ 107,889.72 c
15 404 $ 102,077.68 $ 106,160.79 $ 110,407.22
16 404 $ 104,459.57 $ 108,637.95 $ 112,983.47
17 404 $ 106,897.07 $ 111,172.95 $ 115,619.87
18 404 $ 109,391.42 $ 113,767.07 $ 118,317.76
19 404 $ 111,943.99 $ 116,421.75 $ 121,078.62
20-1 404 $ 114,556.10 $ 119,138.35 $ 123,903.88
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Packet Pg. 109
C.2.b
a
tt7
Monroe County Fire Rescue
Firefighter Pay Plan
October 1, 2021 - September 30, 2024
Appendix "A"
FULL TIME FLIGHT NURSES
0
Step Pay Grade 10/01/21 Pay Rates 10/1/22 Pay Rates 10/1/23 Pay Rates
0 405 $ 33.82 $ 35.17 $ 36.58
1 405 $ 34.22 $ 35.59 $ 37.02
2 405 $ 34.63 $ 36.02 $ 37.46
3 405 $ 35.05 $ 36.45 $ 37.91
4 405 $ 35.47 $ 36.88 $ 38.36
5 405 $ 35.89 $ 37.33 $ 38.82 W
6 405 $ 36.32 $ 37.77 $ 39.28
7 405 $ 36.75 $ 38.22 $ 39.75
8 405 $ 37.19 $ 38.68 $ 40.23
9 405 $ 37.64 $ 39.14 $ 40.71
10 405 $ 38.09 $ 39.61 $ 41.19
11 405 $ 38.54 $ 40.08 $ 41.69
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12 405 $ 39.00 $ 40.56 $ 42.18
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13 405 $ 39.47 $ 41.05 $ 42.69
14 405 $ 39.94 $ 41.54 $ 43.20 c
15 405 $ 40.42 $ 42.03 $ 43.71
16 405 $ 40.90 $ 42.54 $ 44.24
17 405 $ 41.39 $ 43.04 $ 44.77
18 405 $ 41.88 $ 43.56 $ 45.30
19 405 $ 42.38 $ 44.08 $ 45.84
20 1 405 1 $ 42.89 $ 44.61 $ 46.39
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Packet Pg. 110
C.2.b
Paramedic Program Repayment Agreement
Appendix "B"
O
hereinafter referred to as EMPLOYEE, agrees as follows:
EMPLOYEE NAME(Printed)
COUNTY WILL ARRANGE FOR PARAMEDIC TRAINING
The COUNTY agrees to send Employee to an approved Paramedic Program provided by
commencing on or about the day of 120
TUITION, BOOKS,AND OTHER COSTS OF TRAINING
L The COUNTY will pay the Cost of tuition,books, and training materials for attendance in a qualified
Paramedic Program.
II. By signing this Agreement, Employee agrees to reimburse the COUNTY as stated in the Repayment
Schedule (including deduction of any amounts necessary from a final paycheck)for tuition,books, and O
training materials, paid by the COUNTY on TRAINEE'S behalf, if:
A. EMPLOYEE withdraws from the course, or fails to complete the program as scheduled; or
O
B. EMPLOYEE fails to obtain his or her paramedic certification from the Florida Department of Health within C
twelve (12) months after completion of the course; or
C. EMPLOYEE fails to successfully complete the Monroe County Fire Rescue Provisional Program (as that term
is defined in SOP 1120.01); or
D. EMPLOYEE voluntarily resigns or abandons his or her employment before working as a qualified Firefighter
Charge Paramedic for Monroe County Fire Rescue for a period of two (2)years from date of completion of the
Monroe County Fire Rescue Provisional Program; or
E. The County Administrator, on recommendation from the Fire Chief, terminates the employment of the
EMPLOYEE with cause during the EMPLOYEE'S enrollment in the course.
NOTE: If any of the situations in (A)—(E) occurs, the EMPLOYEE will immediately be liable for payment in full C"I
of the entire pro rata repayment amount outlined in the Repayment Schedule below. Any balance of the repayment cD
amount that remains unpaid after thirty (30) days will accrue interest at the rate set in accordance with Section c
55.03,Florida Statutes.
N
I
REPAYMENT SCHEDULE
If an EMPLOYEE finishes the course but voluntarily resign, abandons employment, or is terminated with cause
before working for a period of two (2)years: Repayment is pro-rated depending on the length of employment as a
qualified Firefighter Charge Paramedic according to the following schedule: 2
• Within twelve (12) months: Repayment of 100%of the full amount of Training COSTS %�
• After twelve (12) months but Within twenty-four(24) months: Repayment of 50%of the full amount of
TRAINING COSTS U_
If an EMPLOYEE withdraws from the course, fails to complete the program as scheduled, fails to obtain his or her
paramedic certification from the Florida Department of Health within 12 months after completion of the course, fails a)
to successfully complete the Monroe County Fire Rescue Provisional Program(as that term is defined in SOP
1120.01): Repayment will be made by deductions from the employee's paycheck, with the cost of the program 2
taken out of the employee's paycheck at a rate of two hundred fifty dollars ($250)per pay period until the full cost C
of the program is repaid.
Packet Pg. 111
C.2.b
Paramedic Program Repayment Agreement
Appendix "B"
If EMPLOYEE successfully completes the course and satisfactorily performs his or her duties as a Firefighter c
Charge Paramedic as required herein, then the COUNTY/Fire Chief agrees that TRAINEE shall have no further
financial obligation as a result of any payment made to TRAINEE, or on his or her behalf,pursuant to this
Agreement.
TRAINEE TO PAY COSTS OF COLLECTION
TRAINEE agrees to pay the COUNTY all reasonable costs of collection and attorney's fees incurred by the County
in the event the COUNTY is obliged to collect any funds advanced to TRAINEE pursuant to this Agreement.
VENUE
c
In the event that litigation is necessary to enforce the terms of this agreement, the EMPLOYEE agrees that litigation
will be held in Monroe County,Florida.
0
SEVERABILITY CLAUSE
If any part of this Agreement is ruled to be unenforceable, the remaining parts of the Agreement shall still be legally 0
binding.
c
THIS IS INTENDED TO BE A LEGALLYBINDING DOCUMENT. READ IT CAREFULLY. DO NOT SIGN IT
IF YOU DO NOT UNDERSTAND IT, OR IF YOU ARE NOT WILLING TO BE BOUND B Y ITS TERMS.
m
Signature (TRAINEE)
Print Name:
ACKNOWLEDGEMENT `CD
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CD
BEFORE ME, the undersigned authority, personally appeared, who identified
himself/herself to me and produced satisfactory proof of identification or is personally known to me, and
acknowledged to me that he/she executed the foregoing agreement freely, voluntarily, and for the purposes therein
expressed. N
CD
cv
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Dated this day of 20 at Florida.
Commission Expires: 0
Notary Public, State of Florida a.,
Fire Chief r-
Monroe County Fire Rescue, Florida
Signature (Fire Chief)
Print Name
Packet Pg. 112
Monroe County Fire Rescue
Annual Firefighter Performance Review
-,W-,
Appendix "C"
❑ Annual ❑6 month 11 month 6 month promotion 12 month promotion
Firefighter's Name and#: Date of Hire:
Date First Review: Date Final Review:
1. Knowledge of Job Functions,SOPs,County Ordinances:
and Facilities:The employee's knowledge and application of that Employee Rating: 0 Supervisor Rating: LL
C
knowledge as they perform their assigned duties andresponsibilities
both in the station and at emergency scenes. see comments*
2. Operates Safely and within SOPs:Employee consistently Employee Rating: Supervisor Rating: C a)
performs job functions safely and in accordance with the department's
standard operating procedures,rules,and regulations.
See Comments* 0
3. Leadership and Teamwork: Employee consistently Employee Rating: Supervisor Rating: C
demonstrates leadership skills and performs their role in a 0
constructive and professional manner and displays a commitment See comments* t-
to the team concept.
4.Work Ethic: Employee consistently completes daily duties,
Apparatus check,reports,inspections,training,suppression, Employee Rating: Supervisor Rating: C
and EMS functions thoroughly and completely.
See COITT1TTenYS*
5. Attendance and Sick Use:The employee consistently
reports to work-when scheduled.Employee fills out appropriate Employee Rating: 0 Supervisor Rating: C �
documentation for time off requests and/or swaps.Use of sick time
follows countv and department regulations (FMLA/COVID related See comments*
usage is exempt from impacting this rating negatively).
6. Attitude and Professional Communications Skills:Employee Employee Rating: Supervisor Rating: C 4'
Consistently displays pride in the department and a positive attitude
towards their work,colleagues,supervisors,and the public thev serve. See Comments* � NI
Employee maintains open communications and effectively works
through conflicts. �I
7. Preparedness for Duty:Employee arrives at work i1 C
p � p Employee Rating: � Supervisor Rating: �
appropriate uniform,which is neat and clean.Employee's gear is c�
out and prepared at the beginning of the shift. See Comments* F—I c44
r
I
8. Commitment to Professional Development:Employee
consistently strives to improve skills and knowledge through continual Employee Rating: Supervisor Rating: C r"
education and training above and beyond the department required
minimum standards.Employee maintains licenses and certifications. see Comments*F F
0
U
9. Self-Motivation:Employee is self-motivated and self-
directed.Employee consistently looks for productive things to do Employee Rating: 0 Supervisor Rating: C
LL
LL
without supervision.
See CO1T71TTellYS*
C10. Customer Service:Employee clearly understands and Employee Rating: Supervisor Rating: �
consistently delivers outstanding customer service to the public E
we serve.
See Comments*
Self-Review due by February 15th Packet,Pg. 113
Supervisor Review due by August 15th
Monroe County Fire Rescue
Annual Firefighter Performance Review
-,W-,
Appendix "C"
Self-Review Comments (February:
0
c�
TOTAL SCORE: 150 �+
Officer Review Comments(August)
0
0
0
C
TOTAL SCORE: 150
Firefighter's Goals (February):
m
N
CD
CD
cM
a)
I
Self-Review(February). CD
0
Firefighter's Signature: Date:
NI
Officer's Signature: Date:
I
r
Officer Review(August)
Firefighter's Signature: Date: U
a)
Officer's Signature: Date:
Deputy Chiefs Signature: Date:
e(
Fire Chiefs Signature: Date:
Assistant County Administrator or
County Administrator's Signature: Date:
55
Self-Review due by February 15th Packet,Pg. 114
Supervisor Review due by August 15th
Monroe County Fire Rescue
Annual Firefighter Performance Review
Appendix "C"
Procedure:
0
February: W
Firefighter self-evaluations will be completed by the Firefighter in February of each year using the performance review scoring matrix.The
score will be entered in the first column for each performance measure.The evaluation will be returned to the Firefighter's Officer(Lt. or Z
Capt.).The Officer and the Firefighter will meet to review and discuss the scoring of each performance measure.After reviewing the
completed form,the Firefighter,with the Officers assistance,will establish goals for the rest of the year and document them in the approprl;
location.Both parties will sign the form in the February performance review section.The Officer will retain the original cope and the
Firefighter will be provided a cope to refer to over the next six months.
August:
The second part of the Firefighter evaluation will be completed by the Officer in August of each year using the same performance review a)
scoring matrix.The score will be entered in the second column for each performance measure.The Officer will review the established goals CD
by the Firefighter and provide comments in the comment section summarizing the overall performance of the Firefighter during the past
year.The Officer and the Firefighter will meet to review and discuss the scoring of each performance measure and any other changes from .2
the February performance review meeting.The Officer will also review the goals created in the February performance review meeting and �
progress report with the Firefighter.After revie-wing the completed form,the Firefighter will have the opportunity to provide any comments
Both parties will sign the form in the August performance review section and the original copy will be sent to the Officer's immediate
supervisor for final review and signature by August 15th.Copies for the Officer and Firefighter will be made available when requested.
u_
Scoring Matrix:
0
1. KnowledLye of lob Functions SOPs County Ordinances and Facilities:
0
5 Understands and performs all aspects of the job including Fire/EMS/Hazmat response. Can cite any SOPS or County
Excellent Ordinances when asked.Is very familiar with all facilities located within the County. Can respond to any street within the .2
county without looking up the location.Understands all daily operations of the de artment
4 Understands and performs most aspects of the job including Fire/EMS/Hazmat response.Is familiar with most SOPS or W
Good County Ordinances when asked.Is familiar with all facilities located within the County.Can respond to most locations -�
within the county without looking a the location.Understands and completes the daily operations of the department.
3 Is knowledgeable of most aspects of the job and proficient in one or two areas of the job.Is able to function on most calls
Meets without assistance. Can respond to most major streets and locations without looking them up but still must look up some
Standard locations.Understands some of the daily operations of the department.
2 Needs direction at some calls,may be able proficient at one aspect of the job.Knows some SOPS and facilities. Knows
Needs the location of some of the major streets but must look up most locations.Is unfamiliar with daily departmentoperations �
Improvement such as staffing,daily rosters,vehicle laptop operations,equipment checks,tool locations,response procedures,inspection< C44I
department forms,etc.
1 Does not have acceptable knowledge of job functions,SOPS,Ordinances,streets and facilities,or daily operations for this �I
Unacceptable stage of their career.
0
2. Operates safely and within SOPs:
5 Operates safely and in accordance with all department SOPS,rules,and regulations at all times and during all CD
job functions. Cy
Excellent Immediately identifies and safely corrects issues.Is a leader and promoter of safety practices within their crew and T-.I
department wide. CDI
CD
4 Operates safely and in accordance with all department SOPS,rules,and regulations at all times and during all job functions.
Good Performs safely as an individual and is working on being a role model to others.
3 Operates safely and in accordance with department SOPS,rules,and regulations during job functions.Normally meets
Meets basic safetv and operational expectations.Occasionally ignores established safety practices such as chocking tires,wearing
Standard full PPE or use of safety equipment.Has room to improve. U
2 Occasionally fails to operate safely and in accordance with department SOPS,rules,and regulations.Needs additional
Needs training and attention to performing job functions safely and correctly.
Improvement u-
u_
1 Routinely fails to operate in a safe manner and violates or is not competent in Department SOPS,rules,and regulations.
Unacceptable
56
Self-Review due by February 15th Packet,Pg. 115
Supervisor Review due by August 15th
Monroe County Fire Rescue
Annual Firefighter Performance Review
-,W-,
Appendix "C"
3. LeadershiD and Teamwork:
5 Clearly is a leader within their crew and the department.Always mentors,trains,and provides support for other members.
Excellent Is an integral part of the department and promotes teamwork for the success of the department.Does not have to be told 0
to complete a task,assists co-workers with their assignments W
4 Has previously and continues to demonstrate leadership skills.Routinely mentors,trains,and provides support and
Good assistance to other members.Is active in department issues and strives to promote teamwork,assists co-workers when Z
asked.
3 Meets the bare minimum expectations for leadership and teamwork at this point in their career,occasionally provides
Meets support or assists co-workers but must be regularly asked to help out.Certainly has room to improve. U-
Standard
2 Fails to routinely lead or promote teamwork within the organization. Completes assigned tasks and nothing else,is not
Needs involved in department issues.Treats job as a part time venture.
Im rovement
1 Seldom seen as a leader and prefers to function as an individual rather than part of the team.
Unacceptable
0
4.Work Ethic:
5 Always completes all assignments,daily duties,cleaning,apparatus checks,reports and the quality of work that is done is
Excellent above average.Helps others with their duties and teaches others.Is a team leader and takes charge on details and tasks.
0
4 Above average performance completing assignments,daily duties,cleaning,apparatus checks,reports,and the quality of
Good work that is done is above average.Helps others with their duties and teaches others. U-
3 Meets the bare minimum expectations completing assignments,daily duties,cleaning,apparatus checks,reports and the
Meets quality of work that is done is acceptable but certainly has room to improve. 0
Standard C
2 Does not routinely complete assignments,daily duties,cleaning,apparatus checks,reports and the quality of work that is 2
Needs done needs improvement.
Improvement
1 Often fails to complete daily duties,cleaning,apparatus checks,reports and the quality of work that is done often needs
Unacceptable I improvement.
5. Attendance and Sick Use:
5 Used 0-24 hrs.of sick time in a calendar year.
Excellent Ahvays fills out appropriate paperwork.
4 Used 24-48 hrs. of sick time in a calendar year.
Good
cv
3 Used 48-96 hrs. of sick time in a calendar year. Cy
Meets Normally fills out appropriate paperwork. �I
Standard
I
2
Needs Used 96-120 hrs. of sick time in a calendar year. 0
.N
Improvement r
1 Used over 130 hrs. of sick time in the past calendar year. N
Unacceptable Rarely fills out and/or loses appropriate papenvork. I
T-
CD I
6. Attitude and Professional Communications Skills:
5 Always displays pride in the department and a positive attitude towards their work,Colleagues,supervisors,and the public. i
Excellent Always maintains open communications and effectively deals with all conflicts through the proper chain of command.
4 Displays an above average of pride in the department and a positive attitude towards their work,Colleagues,supervisors, 0
Good and the public.Maintains open communications and effectively deals with all conflicts through the proper chain of
command.
3 Displays pride in the department and a positive attitude towards their work,Colleagues,supervisors,and the public.tTsuall. �
Meets maintains open communications and effectively deals with all conflicts through the proper chain of command. U-
Standard <
e(
2 Occasionally displays a negative attitude when on duty,Fails to communicate effectively,and often needs assistance dealing
Needs with conflicts through the proper chain of command.
Improvement
1 Routinely displays a negative attitude when on duty,poor communications and is often involved in unresolved conflicts. U
Unacceptable
e(
57
Self-Review due by February 15th Packet,Pg. 116
Supervisor Review due by August 15th
Monroe County Fire Rescue
Annual Firefighter Performance Review
-,W-,
Appendix "C"
7. Preparedness for Duty:
5 Arrives early for duty,in uniform,which is neat and clean,properly groomed,mentally and physically ready to work. Gear
Excellent removed from locker and placed on apparatus then receives briefing from relief. 0
4 Usually arrives early for work,normally with a uniform,neat,clean,properly groomed,mentally and physically ready
Good to work.Removes gear from locker prior to receiving briefing from relief
3 On time and meets minimum expectations for being in uniform,neat,clean,properly groomed and physically ready to
Meets work. Only occasionally has to retrieve gear from locker for an emergency call.
Standard
2 Occasionally late for duty or normally arrives at shift change. Occasionally is not in uniform or is not neat,clean,and F
Needs properly groomed or mentally and physically ready to work. Gear is not ready as shift has already begun.
Improvement
1 Routinely arrives late to work or arrives out of uniform,and not properly groomed or mentally and physically ready to
Unacceptable work.Routinely has to retrieve gear from locker for a call. a)
r9
8. Commitment to Professional Development,
0
5 Always maintains licensures,certifications,and recurrent training requirements.Normally recertifies well in advance.
Excellent Constantly strives to improve themselves and the department through continuing education both on and off duty.
Voluntarily upgrades EMS license level or routinely attends classes out of County.
4 Maintains licensures and certifications as required and attends required department trainings.Takes occasional advantage o 0
Good training opportunities. LL
U-
3 Meets minimum expectations for professional development for this point in their career.Has not attended any advanced <
Meets classes. 4—
Standard
2 Fails to maintain licensures,certifications,and mandatory training requirements. 0
Needs
Improvement 4-
1 Fails to maintain mandatory requirements,does not take professional development seriously.
Unacceptable
9. Self-Motivation: �-
5 Ahvays self-motivated,self-directed,and constantly looking for productive things to do without supervision.
Excellent
4 Routinely self-motivated,self-directed,and often looks for productive things to do without supervision. �
Good
3 Meets minimum expectations for self-motivation at this point in their career. N
Meets N
I
Standard
r9
2 Is not self-directed or motivated to be productive unless required by a call,co-worker,or supervisor. wl
Needs
Improvement
0
1 Rarely shows any motivation on the job and must be constantly supervised to be effective.
Unacceptable cy
r
I
10. Customer Service: CD
CD
5 Consistently delivers high quality customer service to the public and other agencies.Understands the value of customer r
Excellent service.
4 Generally understands and delivers high quality customer service to the public and other agencies.
Good
0
3 Meets minimum expectations for delivering quality customer service to the public and other agencies.
Meets
Standard
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2 Fails to meet minimum expectations for delivering quality customer service to the public and other agencies.
Needs <
Improvement
1 Rarely displays an acceptable level of customer service.
Unacceptable E
58
Self-Review due by February 15th Packet,Pg. 117
Supervisor Review due by August 15th