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IAFF Local 3390
Gig Harbors Professional Firefighters
October 21, 2020
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2020 Uniformed CBA Extension MOA
Updated On: Sep 17, 2020

Memorandum of Agreement

Between

Pierce County Fire District #5

And

Local 3390, IAFF (Local) (UNIFORMED PERSONNEL)

This Memorandum of Agreement (MOA) is made by and between Pierce County Fire District No. 5 (hereinafter “the Employer”) and IAFF Local 3390 (hereinafter “the Union”).

The parties agree as follows:

The parties agree to form a workgroup to research a 4-platoon staffing model.  If the parties agree that the model is mutually beneficial, the model will be deployed, along with any necessary MOA/MOU’s, in 2022.

The parties agree that Article 7, Section 1.1, of the current CBA shall be amended to read as follows:

ARTICLE 7 - HOURS OF DUTY

The following section is effective prior to 1/1/21:

Section 1:  24-Hour Employees:

  1. The current scheduled duty hours for all employees assigned to the 24-Hour Shift schedule shall average 49.3 hours per week (2564 hours annually) computed on a bi-annual basis.  The schedule is as follows: 24 hours ON duty, 24 hours OFF duty, 24 hours ON duty, 24 hours OFF duty, 24 hours ON duty, and 96 hours OFF duty, except for scheduled shift changes.  Schedule to be continuously recycled.  To achieve a weekly average of 49.3 hours with this schedule, employees shall be assigned thirteen and one-half (13.5) "Kelly Days" (K-Days) annually to be regularly scheduled throughout the year to eliminate a conflict with the FLSA. Employees will accrue one (1) Floating Kelly Day that will be scheduled prior to the first round of annual vacation picks. The assigned Kelly Day schedule shall be worked out between the Union and the District.

  1. Assigned Kelly Days are accrued at a rate of one (1) hour for every eight (8) hours worked.

  1. Floating Kelly Days are accrued at a rate of two (2) hours per month.  If an employee works a partial month, the additional time will be earned at a rate of fifteen (15) minutes for every twenty-four (24) hours worked.

The following section is effective from 1/1/21 to 12/31/21:

Section 1:  24-Hour Employees:

  1. The current scheduled duty hours for all employees assigned to the 24-Hour Shift schedule shall average 49.3 hours per week (2564 hours annually) 2516 hours annually or approximately 48.385 hours per week computed on a bi-annual basis. The schedule is as follows: 24 hours ON duty, 24 hours OFF duty, 24 hours ON duty, 24 hours OFF duty, 24 hours ON duty, and 96 hours OFF duty, except for scheduled shift changes.  Schedule to be continuously recycled.  To achieve an weekly average of 49.3 hours  approximate weekly average of 48.385 hours per week with this schedule, employees shall be assigned thirteen and one-half (13.5) "Kelly Days" (K-Days) annually to be regularly scheduled throughout the year to eliminate a conflict with the FLSA. Employees will accrue one (1) three (3) Floating Kelly Days that will be scheduled prior to the first round of annual vacation picks. The assigned Kelly Day schedule shall be worked out between the Union and the District.

  1. Assigned Kelly Days are accrued at a rate of one (1) hour for every eight (8) hours worked.

  1. Floating Kelly Days are accrued at a rate of two (2) six (6) hours per month.  If an employee works a partial month, the additional time will be earned at a rate of fifteen (15) forty five (45) minutes for every twenty-four (24) hours worked.

If a four (4) platoon staffing model is not in place, the following section is effective beginning 1/1/22:

Section 1:  24-Hour Employees:

  1. The current scheduled duty hours for all employees assigned to the 24-Hour Shift schedule shall average 49.3 hours per week (2564 hours annually) 2492 hours annually or approximately 47.923 hours per week computed on a bi-annual basis. The schedule is as follows: 24 hours ON duty, 24 hours OFF duty, 24 hours ON duty, 24 hours OFF duty, 24 hours ON duty, and 96 hours OFF duty, except for scheduled shift changes.  Schedule to be continuously recycled.  To achieve an weekly average of 49.3 hours  approximate weekly average of 47.923 hours per week with this schedule, employees shall be assigned thirteen and one-half (13.5) "Kelly Days" (K-Days) annually to be regularly scheduled throughout the year to eliminate a conflict with the FLSA. Employees will accrue one (1) four (4) Floating Kelly Days that will be scheduled prior to the first round of annual vacation picks. The assigned Kelly Day schedule shall be worked out between the Union and the District.

  1. Assigned Kelly Days are accrued at a rate of one (1) hour for every eight (8) hours worked.

  1. Floating Kelly Days are accrued at a rate of two (2) eight (8) hours per month.  If an employee works a partial month, the additional time will be earned at a rate of fifteen (15) one hour for every twenty-four (24) hours worked.

The parties agree that Article 7, Sections 6.4 and 6.5, of the current CBA shall be amended on 1/1/21 to read as follows:

Section 6: Shift Transfers for 24-hour Personnel:

6.4       The cycle will be defined by two (2) K-days, and both consecutively scheduled K-days will be included in the calculation of regular scheduled hours to be worked.  These regular scheduled hours will exclude any overtime within the period as defined. Floating K-days in the period will be included as regularly scheduled hours for the purpose of determining transfers between 24-Hour shifts only.

6.5       The twenty-eight (28) day cycle is a four (4) week period.  The average work week as identified in the CBA is forty-nine point three (49.3) hours per week. The regular scheduled hours for the members during the transition period will not exceed 197 hours or 8.2 shifts (8 Shifts + 5 hours).

The parties agree that Article 8, Section 1.1, Subsection 1.1.1, of the current CBA shall be amended to read as follows:

The following section is effective prior to 1/1/21:

Section 1:  Vacation Accumulation:

  1. Each employee shall accrue vacation in accordance with the following schedule:

  1. Net hourly coefficients described in Section 1.4 shall be used for annual accrual of Vacation Leave for 40 hour week employees from recognized vacation accruals of 24 hour shift members, and rounded to the nearest complete hour.

Completed Years of Service

24 Hour

Shift Hours

Conversion

Rate

40 Hour

Shift Hours

1-4

168

X 0.8163

137

5-9 (increase at 60th month)

216

X 0.8163

176

10-14 (increase at 120th month)

288

X 0.8163

235

15-19 (increase at 180th month)

312

X 0.8163

255

20-24 (increase at 240th month)

336

X 0.8163

274

25+ (increase at 300th month)

360

X 0.8163

294

The following section is effective from 1/1/21 to 12/31/21:

ARTICLE – 8 VACATION AND HOLIDAYS

Section 1:  Vacation Accumulation:

  1. Each employee shall accrue vacation in accordance with the following schedule:

  1. Net hourly coefficients described in Section 1.4 shall be used for annual accrual of Vacation Leave for 40 hour week employees from recognized vacation accruals of 24 hour shift members, and rounded to the nearest complete hour.

Completed Years of Service

24 Hour

Shift Hours

Conversion

Rate

40 Hour

Shift Hours

1-4

168

X 0.8267

139

5-9 (increase at 60th month)

216

X 0.8267

179

10-14 (increase at 120th month)

288

X 0.8267

238

15-19 (increase at 180th month)

312

X 0.8267

258

20-24 (increase at 240th month)

336

X 0.8267

278

25+ (increase at 300th month)

360

X 0.8267

298

If a four (4) platoon staffing model is not in place, the following section is effective beginning 1/1/22:

Completed Years of Service

24 Hour

Shift Hours

Conversion

Rate

40 Hour

Shift Hours

1-4

168

X 0.8347

140

5-9 (increase at 60th month)

216

X 0.8347

180

10-14 (increase at 120th month)

288

X 0.8347

240

15-19 (increase at 180th month)

312

X 0.8347

260

20-24 (increase at 240th month)

336

X 0.8347

280

25+ (increase at 300th month)

360

X 0.8347

300

The parties agree that Article 8, Sections 1.1.2 and 1.4, of the current CBA shall be amended on 1/1/22 to read as follows:

  1. The employees maximum Vacation Leave balance shall be based on the employee’s annual accrual (fixed total based on years of service) multiplied by three (3).

Examples of the application of the rule (24-hour shift):

  1. Years 1-4 vacation max is 504 hours
  2. Years 5-9 vacation max is 648 hours
  3. Years 10-14 vacation max is 864 hours

Examples of the application of the rule (40-hour shift):

  1. Years 1-4 vacation max is 420 hours
  2. Years 5-9 vacation max is 540 hours
  3. Years 10-14 vacation max is 720 hours

1.4       Conversion of Vacation Hours:  Net hourly coefficients for converting from either 24 hour shift or 40 hour workweek schedule to the other. These  current effective coefficients in Article 8 Section 1.1 above shall be recognized as the multiplying conversion factor for the employees’ vacation time banks.

1.4.1    If the employee is converting from a 24-Hour Shift to a 40 hour work week schedule the current net hourly coefficient conversion rate to be used shall be 40 divided by 49.3 = 0.8163. listed in Article 8 Section 1.1 above will be used.

1.4.2    If the employee is converting from a 40-hour work week to a 24 hour shift schedule the net hourly coefficient to be used shall be 49.3 divided by 40 = 1.2325. If the employee is converting from a 40 hour work week to a 24-Hour shift schedule the reciprocol of the current net hourly conversion rate listed in Article 8 Section 1.1 above will be used.

The parties agree that Article 30 of the current CBA shall read as follows:

ARTICLE 30 - SAFETY

Section 1: Safety Committee:  There shall be a joint Safety Committee for the District in accordance with WAC Chapter 296-305.  The Safety Committee will serve in an advisory capacity to the Fire Chi.  The number of District-selected members must not exceed the number of employee-selected members.  The frequency of the safety meetings must be determined by the Safety Committee, but must not be less than one hour per calendar quarter.  The uniformed members shall have two (2) members on the Safety Committee as selected by the members in their bargaining unit. [This is correct language as incorporated by MOA dated 7/10/2019.]

Section 2: Response Safety: In working toward safer operations, the District will ensure that at least two (2) qualified employees are assigned to each designated career Engine Company, Ladder Company, Aid Unit, or Medic Unit. When a designated career Engine Company, Ladder Company, Aid Unit, or Medic Unit has only one member assigned, the unit will be placed out of service, and the member reassigned; except for the following:

2.1       Assigned employees may be split to respond/return specialized apparatus such as tenders, rescue apparatus, or utility apparatus.

2.2       Assigned employees may be split to move apparatus for business reasons such as public events, maintenance and repair, or relocation of apparatus.

2.3       Beginning January 1, 2022 minimum engine and ladder apparatus staffing will be three (3) unless adjustments are made within the chain of command for call specific reasons or as set forth in 2.2 above.

The parties agree that Article 39 of the current CBA shall read as follows:

ARTICLE 39 – DURATION OF AGREEMENT

This agreement shall be effective on the 1st day of January 2018 and shall remain in effect until and including the 31st day of December 2020 2022.

The parties agree that Appendix A - Wages of the current CBA shall be amended to add the following:

[Intentionally left blank]

 

2021 Wages Schedule

Position                                                                       Monthly Wage

Firefighter FF 1                                                           FF1 2020 wage plus and

                                                                                    100% CPI-U, Seattle-Tacoma-Bremerton, June 2019–June 2020 (minimum of 1% and maximum of 5%) will be added to the FF1 wage if Pierce County increases the Fire District’s 2021 tax assessed value by 1% or more.

Entry Level Lateral*                                                   See Appendix C

Firefighter                                                                   FF 1 WAGE

Firefighter/ Paramedic                                                FF 1 WAGE + 10% + PM Longevity

Lieutenant                                                                   FF 1 WAGE + 16%

Lieutenant/ Paramedic                                                FF 1 WAGE + 16% + PM Longevity

Prevention Specialist                                                   FF 1 WAGE + 5%

Battalion Chief / Division Chief **                            FF 1 WAGE + 36%

Division Chief/ Paramedic, Medical Division**        FF1 Wage + 36% + PM Longevity

*    Depending on the employee’s qualifications and the Lateral Entry Qualifications Matrix mutually agreed upon between the District and the Union.

**  The salary shall be frozen until such a time that it is equal to the wage of a Firefighter first class plus a five percent (5%) premium.  From that time forward, the wage for Prevention Specialist will match that of Firefighter first class plus a five percent (5%) premium.

**  Battalion Chiefs and Division Chiefs are paid at the same rate and therefore may be assigned to either a Battalion (24-Shift Schedule) or a Division (average 40-Hour Workweek), when so qualified.

 

2022 Wages Schedule

Position                                                                       Monthly Wage

Firefighter FF 1                                                           FF1 2021 wage plus and

                                                                        100% CPI-U, Seattle-Tacoma-Bremerton, June 2020–June 2021 (minimum of 1% and maximum of 5%) will be added to the FF1 wage if Pierce County increases the Fire District’s 2022 tax assessed value by 1% or more.

Entry Level Lateral*                                                   See Appendix C

Firefighter                                                                   FF 1 WAGE

Firefighter/ Paramedic                                                FF 1 WAGE + 10% + PM Longevity

Lieutenant                                                                   FF 1 WAGE + 16%

Lieutenant/ Paramedic                                                FF 1 WAGE + 16% + PM Longevity

Prevention Specialist                                                   FF 1 WAGE + 5%

Battalion Chief / Division Chief **                            FF 1 WAGE + 36%

Division Chief/ Paramedic, Medical Division**        FF1 Wage + 36% + PM Longevity

*    Depending on the employee’s qualifications and the Lateral Entry Qualifications Matrix mutually agreed upon between the District and the Union.

**  The salary shall be frozen until such a time that it is equal to the wage of a Firefighter first class plus a five percent (5%) premium.  From that time forward, the wage for Prevention Specialist will match that of Firefighter first class plus a five percent (5%) premium.

**  Battalion Chiefs and Division Chiefs are paid at the same rate and therefore may be assigned to either a Battalion (24-Shift Schedule) or a Division (average 40-Hour Workweek), when so qualified.

Signed this _____ day of September, 2020.

For the District:                                                           For the Union:

                                                                                                                                               

John Burgess, Fire Chief                                            Jacob Flick, President

PCFD #5                                                                     Local 3390


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