Res 270RESOLUTION NO. 270
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF POWAY, CALIFORNIA
ADOPTING A MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF POWAY AND
THE POWAY FIREFIGHTERS ASSOCIATION
WHEREAS, representatives of the Poway Firefighters Association and
the City of Poway have met and conferred in good faith in accordance with
Government Code Section 3500 in an attempt to reach an agreement regarding
wages, hours and other terms and conditions of employment; and
WHEREAS, as a result of these meetings a recommended Memorandum of
Understanding has been jointly prepared; and
WHEREAS, the City Council of the City of Poway wishes to adopt said
Memorandum of Understanding.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA,
DOES HEREBY RESOLVE AS FOLLOWS:
That the Memorandum of Understanding between the City of Poway and
the Poway Firefighters Association, which has been affixed to this
resolution and marked attachment A is hereby adopted.
PASSED, ADOPTED AND APPROVED by the City Council of the City of
Poway, California,at an adjourned regular meeting thereof this fifteenth
(15) day of July, 1982.
Mary She~dson, ~ayor
ATTEST:
Marjorie ~Wahlsten, City Clerk
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF POWAY
and
THE SAFETY EMPLOYEES
Effective July 1, 1982
ATTACHMENT TO
RESOLUTION 270
Safety Memorandum of Understanding
Table of Contents
ARTICLE 1.
ARTICLE 2.
ARTICLE 5.
ARTICLE 4.
ARTICLE 5.
ARTICLE 6.
GENERAL Pmge
1. Purpose ................ 1
1
~ Scope
~ 1-5
~. General F'rovisions .........
3a. City Employer/Employee Relations
Resol uti on ............ 1
3b. City Affirmative Action Resolution 1
· -,c. Construction ........... 1
3d. City Rights ............ 2
Unit Determination ........ ~ o
Jurisdictional Disputes ...... 2
Awards .............. 2
Time Spent for Meet & Confer or
Grievances ............ 2
Representatives Access to Work Site~ o
Employee Use of City Facilities . 2
Availability of Data
SEVERABILITY AND SAVINGS ......... 4
SYMPATHY ACTION .............. 4
DURATION OF AGREEMENT .......... 4
WAGES
LEAVES
1. Vacation
2. Sick Leave
................. 4.-5
5-7
7
3. Holidays ......... ~ ........ 8
4. Bereavement Leave ........ 8
ARTICLE 7. PAYROLL & WORK WEEK ............. 8-9
1. Shifts & Hours ............... 9
2. Dues Deduction ............... 9
ARTICLE 8. BENEFITS .................. 9
1. Hospital and Medical ......... 9
2. Life Insurance ............... 9
3. Long Term Disability Income Insurance 9
ARTICLE 9. SERVICE & SPECIAL PAY ........... 10-13
1. Training & Education ............ 10
2. Uniforms & Equipment ............ 10
3. Probation .............. 10
4. Safety ................... 11
5. Acting Pay ................. 11
6. Meal & Rest Periods ............ 11
7. Travel Expenses .......... 11-12
8. Transfers .............. 12
9. Layoff & Reemployment ........... 12
10. Resignations ............... 12
11. Credit Union .............. 12
ARTICLE 10. RETIREMENT AND SOCIAL SECURITY .......... 13
ARTICLE 11. MAINTENANCE OF BENEFITS ............. 13
ARTICLE 12. JOB ACTIONS ................ 13
ARTICLE 13. PERSONNEL RULES .................. 13
ARTICLE 14. POSTINS OF AGREEMENT ............. 14
MEMORANDUM OF UNDERSTANDING
This is a memorandum of understanding as provided for in the
California Government code Sections 3500 through 3510, which is
also known as the Myers-Millias-Brown Act. This memorandum is
here-in-after referred to as the agreement, between the City of
Poway, here-in-after referred to as the City, and the Poway
Firefighters Association, here-in-after referred to as the
Association.
This agreement shall become effective when adopted by the City
Council of the City of Poway.
Article 1. General
Section !~ ~udE~ose. This agreement recognizes the
Association as the majority representative of the safety unit,
which consist of Fire Captain, Fire Engineer and Firefighter and
represents the unit for matters within the scope of meet and
confer.
Section 2. Sco~ Meet and confer is limited to wages, hours
and other terms and conditions of employment, and shall not
include any items not covered by this agreement or adopted by
reference in this agreement or any subject preempted by Federal
or State law. Amendments to this agreement that are within the
scope of meet and confer shall require prior meet and confer
between the Association and the City.
Section 5. General Provisions.
3a. City Employer-Employee Relations Resolution.
The Association herein adopts by reference the City Employer-
Employee Relations Resolution in its present form and as it may
be from time to time amended by the City Council of the City.
3b. City Affirmative Action Resolution.
The Association herein adopts by reference the City Affirmative
Action Resolution and the City Equal Employment Opportunity
policy and any subsequent changes or amendents thereto.
3c. Construction.
The rights, powers and authority of the City in all matters shall
not be modified or restricted by this agreement. In interpreting
the language of this agreement, first the plain meaning of the
language shall prevail, then the trade or industry usage of the
language shall be considered, then the intent of the parties
shall be considered.
3d. City Rights.
The rights of the City include, butt are not limited to the
exclusive right to determine the mission of its constituent
departments, commissions, committees, and boards; set standards
of service; determine the procedures and standards of selection
for' employment and promotion; direct its employees; take
disciplinary action; relieve its employees from duty because of
lack of work or for other legitimate reasons; maintain the
efficiency of operations; determine the methods, means and
personnel by which operations are to be conducted; determine the
content of job classifications; take all necessary actions to
carry out its mission in emergencies; and excercise complete
control and discretion over' its organization and the technology
of performing its work.
The Association recognizes and hereby adopts by reference the
following City procedures:
-Unit Determination. The City reserves the
of establishing units for meet and confer',
maintain the safety unit for the duration
agreement.
privilege
but will
of this
- Jurisdictional Disputes. In the event of
jurisdictional disputes between competing employee
organizations or unit claims, the employees of all
units shall continue working under the agreement in
force at the time.
- Awards. Service Recognition and Special Awards
shall be granted or not granted at the discretion of
the City Council.
- Time Spent for Meet and Confer and Grievances.
The City allows reasonable time off without loss
of benefits for a reasonable number of recognized
representatives of the Association for the purpose of
meet and confer and for grievance representation.
Reasonableness is determined by the City Manager.
- Representatives of employee organizations may be
allowed reasonable access to work location only after
they have obtained permission of the City Manager.
- Employee
the City
facilities during non-working hours for meetings
City employees provided space is available,
provided further such meetings are not used
organizational activities, membership drives,
political activities of city employees.
organizations may, with prior approval of
Manager, be granted the use of City
of
and
for
or
- Availability of Data. The City will make available
to employee organizations such non-confidential
information pertaining to employment relations as is
contained in the public records of the agency,
subject to the limitations and conditions set forth
herein and in the California Government Code.
Such information shall be made available
regular office hours in accordance with the
rules and procedures for making public
available and after payment for reasonable
where applicable.
during
Cities
records
costs~
Information which shall be made available to employee
organizations includes regularly published data
covering subjects under discussion. Data collected
on a promise to keep its source confidential may be
made available in statistical summaries,but shall not
be made available in such form as to disclose the
source.
Nothing in this procedure shall be construed to
require disclosure of records that are:
(1)
Personnel, medical and similar files, the
disclosure of which would constitute an
unwarranted invasion of personal privacy or
be contrary to City policy;
(2)
Working papers or memoranda which are not
retained in the ordinary course of business
or any records where the public interest
served by not making the record available
clearly outweighs the public interest
served by disclosure of the record.
(3)
Records pertaining to pending litigations to
which the City is a party, or to claims or
appeals which have not been settled.
(4)
Nothing herein shall be construed as
requiring the City to do research for an
inquirer or to do programming or assemble
data in a manner other than usually done by
the City.
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Article 2. Severabilit~ and Saving~
If any portion of this agreement, or the application of such
portion to any person or circumstance, shall be invalidated by
judicial or legislative action, the remainder of this agreement,
or the application of such portion to persons or cicumstances
other than those as to which it is invalidated shall not be
affected thereby, and shall remain in full force and effect. The
Association will be duly notified of any legislative action
invalidating any section of this agreement.
Article 3. ~X~bX Action.
During the term of this agreement, neither the Association
nor any person or persons covered by this agreement shall engage
in any sympathy action or action of any type in support of any
other unit or units, person or persons, or employee
organizations not having an agreement in effect with the City.
Article 4. Duration of ~greement.
Except as provided in Article 10, this entire agreement shall
commence at 12:01 a.m. on July 1, 1982, and terminate at 11;59
p.m. on June 30, 1983.
At the expiration of this agreement, in whole or in part and
in the absence of a new agreement, the Association and the City
agree to continue operating under' the provisions of this
agreement until such time as a new agreement is reached,
provided, however, such new agreement shall be retroactive to the
date of expiration of this agreement or any part of this
agreement.
Article 5. Waq~
The following position classifications are established as
full time at the salary ranges indicated below. Employees in this
unit shall be classified in one of the following classifications,
and paid at one of the five steps within the salary range set
forth for the classification.
POSITION SALARY STEPS
RANGE
A B C D E
Fire Captain:
Bi-Weekly
212
879.92 924.80 972.00 1021.52 1073.68
Hourly (120)
7.333 7.707 8. 100 8.513 8.947
Hourly (80)
Approx. Monthly
10.999 11.560 12.150 12.769 13.421
1906 2004 2106 2213 2326
4
Fire Engineer:
Bi -week 1 y
Hourly (120)
HourIy (80)
Approx. Monthly
200
A B C D E
780.88 820.72 862.56 906.56 952.80
6.507 6.839 7.188 7.555 7.940
9.761 10.259 10.782 11.332 11.910
1692 1778 1869 1964 2064
Firefighter:
Bi-weekly
Hourly (120)
Hourly (80)
Approx. Monthly
187
686.16 721.12 757.92 796.56 837.20
5.718 6.009 6.316 6.638 6.977
8.577 9.014 9.474 9.957 10.465
1487 1562 1642 1726 1814
Firefighter(Prob.) 162
Bi weekly 535.04 562.32 590.96 621. 12 652.80
Hourly (120)
4.459 4.686 4.925 5.176 5.440
Hourly (80) 6.688 7.029 7.387 7.764 8.160
Approx. Monthly
1159 1218 1280 1346 1414
Upon certification and for as long as they remain certified,
employees filling the position of Paramedic shall receive the
payment of a bi-weekly supplementary wage adjustment of $69.23.
The Paramedic Coordinator shall receive the payment of a bi-
weekly supplementary wage adjustment of $46.15.
Standby: An employee in the Fire Department who has
volunteered for and been assigned standby duty as a member of the
established duty team shall receive an equal share of the $1,000
that is provided each month for this service. The amount shall be
divided equally among the participants and paid once a month with
a normal bi-weekly payroll. It is the responsibility of the duty
team members to be available for call-back in emergency
situations.
Article 6. Leaves.
Section 1. Vacation. All employees who have served more
than one year of continuous service shall be entitled to vacation
leave with pay except the following: Employees who have served
less than one continuous year in the service o-~ the city.
Annual vacation leave shall be computed in accordance with
the following schedule:
1 thru 5
120 hour bi-weekly employees
12 hours per month for' a
total of 144 hrs. per
year.
80 hour bi-weekly employees
8 hours per month for a
total of 96 hrs. per' yr.
After 5
After 10
After 15
After 15
120 hour bi-weekly employees
15 hours per month for a
total of 180 hrs. per
year.
80 hour bi-weekly employees
10 hours per month for a
total of 1~_) hrs. per
year.
120 hour bi-weekly employees
18 hours per month for a
total of 216 hrs. per
year.
80 hour bi-weekly employees
12 hours per month for a
total of 144 hrs. per
year.
l~t hour bi-weekly employees
')
~. hours per month for a
total of 240 hrs. per
year.
80 hour bi-weekly employees
13.3 hours per month for
a total of 160 hrs. per
year.
Vacation time can be accumulatd to a maximum of 150% of one
year" s eligibility, and accumulation above 150% shal ]/ be
forfei ted.
The times at which an employee may take their vacation shall
be determined by the department head with due regard for the
wishes of the employee and particular regard for the needs of the
City.
In the event one or more holidays fall within a vacation
leave period, the normal Holiday pay will be paid, and a full
deduction of Vacation hours made from the employees accrued
vacation time.
Employees who terminate employment shall be paid lump sum
for all vacation leave earned prior to the effective date of
termination, provided they are otherwise entitled to vacation
leave with pay.
Section 2. Sick Leave. Sick leave with pay may be granted
to all probationary and regular employees within the unit who are
regularly employed in permanent full-time positions.
Sick leave shall be accrued for each month of employment in
accordance with the following schedule:
~ ] 12
1~(. hour bi-weekly employees hours per month
80 hour bi-weekly employee 8 hours per month
Sick leave shall be granted to an employee only for actual
working time off.
Accumulation of sick leave shall be unlimited.
In order to receive compensation while absent on such leave,
the employee shall noti.~y his/her immediate superior or the
deparment head prior to or within two hours after the time set
for the beginning of his duties.
Sick leave over three(3) working days at one time may
require certification by the employee's physician in order to
receive compensation. This requirement is at the discretion of
the department head.
In the event of illness in the immediate family, an employee
may use accrued sick leave not to exceed three(3) days in each
calender year. Immediate family shall be designated as mother,
father, spouse, and dependent children. Employees must notify
supervisor in advance when such leave is being taken and so note
on the time card.
Upon the anniversary of 5 years of continuous employment
with the City, an employee in this unit shall be el. igible to
receive compensation for unused sick leave in accordance with the
fol. lowing schedule:
hour bi-weekly employees
(a) 25% of total accrued sick leave upon retirement, not
to exceed $3,0()0.
80 hour bi-weekly employees
(a) 25% of the total accrued sick leave upon retirement,
not to exceed $3,000.
In
to work
benefit
used.
the event a 120 hour bi-weekly employee is scheduled
on a holiday and is out on sick leave, the holiday
in hours will be used to reduce the hours of sick leave
120 hour employees: 12 hrs. sick leave = 24 hr. shift
12 hrs. holiday credit
Section 3. Holidays_._ The holidays for 120 hour
bi-weekly employees in this unit are as follows:
New Year~s Day
Washington~'s Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Christmas Day
January l
3rd Monday, February
Last Monday,May
July 4
1st Monday, September
November 11
4th Thursday, November
December 25
The
ent i t 1 ed
the City,
hol i days.
80 hour bi-weekly employees in this unit shall be
to the same holidays off as other 80 hour employees in
which irt no event shall be less than the above listed
Holiday pay .for' the 120 hour bi-weekly employees in this
unit shall be 12 hours pay at their regular rate of pay.
In addition to regular pay for hours worked employees in
this unit shall be paid holiday pay, whether on or off duty on
the holidays above.
Section 4. Bereavement Leave. In the event of a death in
the family, a 120 hour bi-weekly employee shall be eligible for
two working days (48) hours off with pay to attend the funeral;
an 80 hour bi-weekly employee shall be eligible for three
working days off (24 hours with pay, subject to the following
provi sloBs:
a. The relatives designated shall include father, mother,
wife, husband, brother, sister, daughter, son, grandparents,
brothers and sisters having one parent in common, and those
relationships generally called "step", providing persons in such
relationships have lived or have been raised in the family home
and have continued an active family relationship.
b. To be eligible for bereavement leave, the employee must
attend or make a bona fide effort to attend the funeral.
c. Bereavement leave is not compensable when the employee
is on leave of absence, vacation, bona fide lay off, or for days
falling outside the employee's regular work period.
d. Bereavement leave is not chargeable against sick
leave. All request for paid bereavement leave shall be subject
to the approval of the Personnel Officer.
Article 7. Payroll ~0~ pork Week.
Section 1. Employees in 'this unit shall be assigned to
either a 8 hour or 24 hour shift. The work week will consist of
40 or 60 hours respectively.
Section 2. Dues Deduction. Upon written request to the
Personnel Department, employees may elect to pay dues 'to the
Poway Firefighters Association through payroll deduction. Check
will be made payable to the Poway Firefighters Association, only.
Article 8 Benefits.
Section 1. Hos~i_t__al_ and .Medical.
Health benefit premiums for each employee shall be paid in
full by the City.
Dependents of each employee may also be covered by health
benefit coverage , upon proper application and acceptance. The
cost of dependent coverage of the medical,and dental plan will be
shared between 'the City and 'the employee. The City shall pay one--
half of the dependent Medical and Dental coverage to a maximum
of $71.72 per month and $14.38 per month respectively. The
empl oyee'~ s share of the cost will be made through payroll
deduction.
Section 2. Life Insurance. The first day of the month
following date of hire, an employee,upon proper application and
acceptance by the insurance company, shall be covered under a
group life insurance plan that is approximately equal to their
annual salary or a minimum of $10,000.00.
Section 3. Long Term Disabilit]~ Income Insurance. This
employee benefit provides for the payment o~ a monthly income
bene'~it payment for those covered employees totally disabled by
injury or sickness.
The monthly benefit provided under this coverage will be 60%
of the employee's monthly earnings to a maximum of $1,000 per
month. The insurance carrier is responsible for calculating the
exact benefit amount, based on each individual's income status.
The insurance carrier for this coverage requires a 30 day
waiting period from the first day of the disability to the
beginning of the monthly benefit payment period.
Monthly benefits are paid, with certain exceptions, as
explained in the Group Insurance handbook, until the recovery
from the injury or' sickness or until the employee reaches age 65.
The City pays 100% of the premium.
An employee may use sick leave and vacation to supplement
coverage under this benefit up to, but not excess of 100% of his
regular rate of pay.
9
Article ~ Servic~ and ~pecial ~X~
Section 1. Tuition Reimbursement Employees in this unit shall
be allowed to participate in the tuition reimbursement program
outlined in the Personnel Rules. The maximum amount of
reimbursement shall be $150.00 per fiscal year per employee.
Section 2. Uniforms and ~pment. The City will provide
and maintain all uniforms that are required by the City in
accordance to the following:
a. A one time clothing allowance of $200.00 will be granted
to the 120 hour bi-weekly employee after the employee
successfully completes the initial probationary period;
b. A maintenance and replacement allowance
annually shall be paid to each 120 hour bi-weekly
quarterly installments of $~.00 each.
of $200.00
emp 1 oyee i n
c. Safety E~lothing required in the performance of duties
shall be furnished by the City and must be worn when performing
hazardous duties.
d. Standards of maintenance of uniforms and equipment shall
be determined by the City, and employees must maintain these
standards.
e. Uniforms include, but are not limited to:
1. Boots
2. Shirts
3. Pants
4. Patches
5. Coveralls
6. Jacket
7. Socks
8. Name plates
9. T-shirts
10. Belt
Section 3. Probation. All appointments shall be for a
probationary period of not less than one year. During the
probationary period, the employee may be rejected at anytime
without the right of appeal or hearing. The Department Head shall
have the authority to extend the initial period of probation for
an additional three (3) months.
Any employee rejected during 'the probationary period from a
position to which he/she has been promoted shall be reinstated to
a position in the class from which he/she was promoted unless
he/she is discharged from the City.
On recommendation of two or more supervisors a non-
probationary employee may be placed on special probation,
however', he/she shall have the right of direct appeal of the
special probation to the City Manager. The City Manager must be
notified of the employee's desire to appeal the special probation
within ten (10) calender days of the employee's having been
placed on special probation.
10
Section 4. Safet_x._ The Association adopts the following by
reference:
- The City has a Central Safety Committee with the
representatives from all units;
- The City and all employees shall comply with any
applicable Federal and State laws;
- The City and all employees shall comply with
policy and/or procedure which may from time
time be promulgated by the City Council.
any
to
Section 5. Ac_t_i_ng _Pay
5(a) Routine Scheduling;
An employee who works in an acting capacity in a higher
classification due to the unavailability of a sufficient number
of Fire Engineer's or' Fire Captains to provide for' routine
scheduling requirements will be compensated at the next step in
the salary range or a minimum of five (5) percent above their
current rate of compensation for the hours worked out of class.
Routine scheduling requirements shall not include periods where
employees are on sick leave, vacation leave, or any other form of
normal leave.
5(b) Other;
An employee assigned to work out of class for an
uninterrupted period of thirty (30) or more calender days in a
higher classification or rank due to the absence of an employee
or a vacancy in the work force, will be compensated at the rate
of pay for that higher classification or rank after the
expiration of the thirty (30) calendar- days. This provision is
not applicable to an out c~f class assignment which is considered
to be bona fide education,training and development, job
enlargement or job enrichment program.
Section 6. Meal and Rest Periods. Meal periods and rest
periods will be permitted at scheduled intervals, and insofar' as
they are practicable and consistent with operational interests.
]-he 120 hour bi-weekly employees in this unit shall
receive $8.00 per payperiod toward the cost of on-duty meals.
This amount shall be payable monthly to the Poway Firefighters
Association.
Section 7. Travel Expenses.
8a. Prior approval of the department head
approval of the City Manager shall be required
reimbursement for travel exspenses.
and final
prior to
8b. Employees using their own vehicle on approved City
business travel will be reimbursed at a rate of Thirty cents(.30)
per mi i e.
8c. Employees on approved official business away from the
City wi 11 be reimbursed for actual and necessary expenses
incur red.
8d.
original
form.
In order' to be reimbursed, employees must include
receipts for all expenses with the reimbursement claim
Se. Advances of travel expenses may be allowed at the sole
discretion of the City Manager.
Section 8. Transfers. If an employee assigned to a 120 hour
bi-weekly work schedule is transferred to a position on a 80
hour bi-weekly schedule the employees sick leave and vacation
leave accrual rates along with their respective balances shall be
adjusted proportionately to reflect the new schedule for a 80
hour bi-weekly employee. If an employee is transferred from an 80
hour bi-weekly schedule to a 120 hour bi-weekly schedule the sick
leave and vacation accrual rate and balances shall be similarily
adjusted.
Section 9. La~! and Ree~!~O~ The City may abolish
any position or employment and the employee may be laid-off
without taking disciplinary action and without the right of
appeal.
Persons to be laid-off shall be given at least ten (10)
calender days prior notice, and they shall be maintained on a
reemployment list for a period of twelve (12) months. The order of
layoff shall be based on prior performance and seniority as
determined by the city.
Sectiqo !(2~ Resi.gnations. An employee wishing to resign in
good standing shall file with the department head a written
resignation stating the effective date and reasons for
resignation at least two weeks prior to the effective date of
resignation.
The City will pay an employee for all hours worked within 72
hours after termination, and will thereafter pay all accumulated
reimbursable benefits as early as feasible.
An employee who has resigned with a good record will be
given preferential consideration for rehire if a position is
available. Decision to rehire is at the discretion of the Cit. y,
and the employee will not re-establish rights and/or benefits
lost at the time of resignation.
Section 11. Credit Union._ Employees may elect to make
credit union contributions through payroll deductions.
Article 10. Retirement and Social Securi~
The City will provide retirement benefits through the Public
Employees Retirement System. The City does not participate in the
Social Security System.
Effective at the start of the pay period beginning July
5,1982 the City will begin paying six (6) percent of the
employees contribution into the Public Employees Retirement
System in addition to the normal employers contribution. The six
(6) percent payment shall be made to PERS in the name of the
employee to be credited to the employees account with PERS.The
City shall annually notify the employee of the annual and total
contribution made to PERS on behalf of the employee.
The City shall amend its contract with the Public Employees
Retirement System to provide the 1959 Survior Benefit Option.
The contract shall be so amended as soon as practicable.
Article 11. Maintenance of Benefits. All rights, privileges,
and terms and conditions of employment in full force and effect
under the previous M.O.U. and not in conflict herewith shall
become a part herein until mutually modified, or otherwise
changed by the parties hereto.
Article 12. Job Actions
The Association agrees not to strike or otherwise engage in
withholding services or concerted action during the term of this
agreement. Also the City agrees not to lock out the employees.
ARTICLE 15. Personnel Rules
All other employee rights, privileges, and benefits will be
included in the Personnel Rules of the City of Poway.
The following items, which were a part of the previous
Memorandum of Understanding are still in force and effect until
the adoption of the formalized Personnel Rules by the City of
Poway.
A. Special Pay Rules
B. Leaves of Absence
C. Military Leave
D. Jury Duty
E. Worker's Compensation Ins.
F. State Disability Insurance
G. Grievance Procedure
H. Prohibitions
1. Moonlighting
2. Garnishment
.J. Suspension/Dismissal
4. Loss or Damage
Article 15. Postinq ~ ~greement.
A copy of this agreement will be initially distributed '[o all
employees, given to all new employees hired into the unit and
made available beth at the Fire Stations and with the department
head.
The undersigned, representing the City and the Association do
hereby adopt the terms and conditions set forth herein, and
recommend the City Council and members of the Association approve
same.
For the City:
Garry!L. MacPherson
T~moth~_~-E. ~arle
mes Swar tzk~el d~_~r
14