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RESOLUTION 2017-11-�—
A RESOLUTION APPROVING A COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE CITY OF JEFFERSONVILLE AND
THE JEFFERSONVILE FIREFIGHTERS I.A.F.F. LOCAL 558
WHEREAS,the Common Council for the City of Jeffersonville, Clark County, Indiana (hereinafter the
"Council"), is the City's statutory Legislative Body pursuant to Indiana Code: 36-4-6 et seq.;
WHEREAS,the Council,on behalf of the City, has participated in collective bargaining negotiations
with the Jeffersonville Firefighters I.A.F.F. Local 558 for the purpose of entering into a new collective
bargaining agreement.
WHEREAS,the Council has completed the said collective bargaining negotiations now desires to
approve the said Agreement, subject to approval by both the Jeffersonville Firefighters I.A.F.F. Local
558 and the Mayor of the City of Jeffersonville.
NOW,THEREFORE BE IT RESOLVED BY THE JEFFERSONVILLE COMMON COUNCIL, COUNTY OF
CLARK, STATE OF INDIANA,THAT:
1. The Council does hereby approve the said collective bargaining Agreement attached hereto as
Exhibit "A"and incorporated herein by reference.
2. The approval of the said Agreement is subject to the approval by both the Jeffersonville
Firefighters I.A.F.F. Local 558 and the Mayor of the City of Jeffersonville.
3.This resolution shall be in full force and effect after its passage, approval and confirmation as
required by law.
DATED THIS SDAYOF MaA 2017
07
VOTE F R: VOT
2017-R-_� _
PASSED AND RESOLVED by the Common Council of the City of Jeffersonville, Clark County, Indiana
upon this 16 day of mQ�" .2017.
- j A,
`-Visa Gill, President
ATTEST:
--6a-
Vicki Conlin, Clerk
PRESENTED BY ME TO THE MAYOR OF THE CITY OF JEFFERSONVILLE CLARK COUNTY, INDIANA UPON
THIS�DAY OF rn Com2017
JL4�
Vi
Conlin,Clerk
SIGNED AND APPROVED BY ME THIS DAY OF 20 7.
Mike Moo , Mayor
AGREEMENT BETWEEN
City of Jeffersonville
And
Jeffersonville Firefighters
I.A.F.F. Local 558
Effective
January 1, 2017, through December 31,2020
Table of Contents
1. PREAMBLE..............................................................................................................................4
2. PROFESSIONAL NEGOTIATION AGREEMENT................................................................ 5
3. ADMINISTRATIVE POLICY.................................................................................................. 6
4. UNION RECOGNITION AND SECURITY............................................................................ 7
5. NON-DISCRIMINATION........................................................................................................ 8
6. PRODUCTIVITY...................................................................................................................... 9
7. PAYROLL DEDUCTION OF DUES, FEES, AND OTHER ASSESSMENTS.................... 10
8. UNION BUSINESS................................................................................................................. 11
9. MANAGEMENT RIGHTS AND RESPONSIBILITIES ....................................................... 12
10. FIRE STATION..................................................................................................................... 13
11. SENIORITY RIGHTS........................................................................................................... 14
12. RULES AND REGULATIONS............................................................................................ 15
13. GRIEVANCE AND ARBITRATION PROCEDURES ....................................................... 16
14. DISCIPLINE.......................................................................................................................... 18
15. PERSONNEL FILE............................................................................................................... 19
16. SHIFT AND WORK HOUR CHANGES AND TRADES................................................... 20
17. WORK WEEK, TRAINING................................................................................................. 21
18. RELIEF AT FIRE UNDER CONTROL............................................................................... 22
19. OVERTIME........................................................................................................................... 23
20. MINIMUM & MAXIMUM RANK AND STAFFING ........................................................ 25
21. JOB VACANCIES AND PROMOTIONS............................................................................ 27
22. HOLIDAYS........................................................................................................................... 28
23. SICK LEAVE...........................................................................................29
25. INJURIES (LINE OF DUTY OR NON-LINE OF DUTY).......................................31
26. PHYSICAL EXAMS.............................................................................................................. 33
26. DRUG POLICY..................................................................................................................... 34
27. BEREAVEMENT AND OTHER LEAVE ........................................................................... 35
28. VACATION .......................................................................................................................... 36
29. CLOTHING ALLOWANCE................................................................................................. 38
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30. EDUCATIONAL LEAVE AND CERTIFICATION PAY................................................... 40
31. FIREFIGHTER BENEFIT PLAN......................................................................................... 42
32. SALARIES AND LONGEVITY PAY ................................................................................. 45
33. CONCILIATION................................................................................................................... 46
34. RETIREE BENEFITS ...........................................................................................................47
35. FITNESS STANDARD......................................................................................................... 48
36. NEGOTIATION OF SUPPLEMENTAL AND FUTURE AGREEMENTS........................ 49
37. APPLICATION OF AGREEMENT ..................................................................................... 50
38. EFFECTIVE DATE AND DURATION............................................................................... 51
3
1. PREAMBLE
1.1. This agreement is entered into by and between the City of Jeffersonville, Clark County,
Indiana, (the "City") and Jeffersonville Professional Firefighters Local 558 International
Association of Fire Fighters, AFL-CIO acting by and through its proper officers(the
"Union"). It is the purpose of this agreement to achieve and maintain harmonious
relations between the City and the Union,to provide for equitable and peaceful
adjustment of differences that may arise, and to establish wages, rates of pay, hours,
working conditions, and all other terms and conditions of employment for Firefighters.
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Z PROFESSIONAL NEGOTIATIONAGREEMENT
2.1. The City recognizes that all permanent, uniformed members ("Firefighters")of the
Jeffersonville Fire Department("Department") except the positions of Chief and Deputy
Chiefs are affiliated with the Union.
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3. ADMINISTRATIVE POLICY
3.1. Firefighters are engaged in furnishing essential public service affecting the health,
comfort and general well-being of the citizens of the City of Jeffersonville.
3.2. Firefighters are entitled to security and fair treatment in their employment by the City.
3.3. The City will not restrict nor foster, encourage or discourage, or oppose Firefighters
joining any lawful union or employee organization.
3.4. Unless the City by resolution determines there exists a fiscal emergency, the City agrees
not to employ any private, volunteer or part-time Firefighters without the agreement of
the Union. Upon the City's demonstration of a fiscal emergency, the City agrees to first
negotiate in good faith with the Union prior to taking any actions permitted under this
paragraph.
3.5. Nothing in this section or in this Agreement shall be construed to prevent or impair the
City in its sole judgment and discretion from entering into and performing under mutual
aid agreements for fire services with other jurisdictions, provided that no such agreement
shall provide for another jurisdiction to provide primary fire protection services for an
area of the City for which the City has the primary responsibility to provide fire service.
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4. UNION RECOGNITIONAND SECURITY
4.1. Union Recognition. The City recognizes the Jeffersonville Professional Fire Fighters
Union, Local 558, I.A.F.F. AFL/CIO as the exclusive bargaining representative for all
Firefighters, except those who occupy the positions of Chief and Deputy Chief with
respect to wages,rates of pay,hours, working conditions, and all other terms and
conditions of employment.
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S. NON-DISCRIMINATION
5.1. The City is an equal opportunity employer and it is the City's policy to follow federal and
state law regarding employment discrimination. Firefighters shall also have the benefit
of all the non-discrimination policies reflected in the City of Jeffersonville Policy and
Procedure Manual.
5.2. The City shall not discriminate against any Firefighter for his or her activity in behalf of,
or membership in, the Union.
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6. PRODUCTIVITY
6.1. It is the intent of the parties to achieve and sustain maximum productivity for each
Firefighter during the term of this Agreement. In return for the wage rates and conditions
herein provided, and consistent with the principle of a fair day's pay,the Union will
promote the objective of achieving the highest level of Firefighter performance and
efficiency consistent with safety, good health and sustained effort.
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7. PAYROLL DEDUCTION OF DUES, FEES,AND OTHER ASSESSMENTS
7.1. The City will deduct the Union's dues, fees and assessments, in any amount certified by
the current Secretary-Treasurer of the Union, from the paychecks of those Firefighters,
who, in writing, authorize those deductions. The total deductions collected in a pay
period must be remitted to the Union Treasurer within two (2)weeks from the date of
deduction. Any Firefighter authorization will remain in force until withdrawn in writing
by the Firefighter. Deductions for all assessments, fees, dues and other authorized
deductions will be shown on the Firefighter's paycheck stub. Starting January 2017 all
Firefighters will receive their regular salary paychecks via direct deposit. Any Firefighter
not receiving pay by direct deposit has 15 days after ratification of this contract to
provide the City with proper documents to allow for direct deposit.
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8. UNION BUSINESS
8.1. This article is subject to any requirements of Indiana law regarding leave to conduct
Union business.
8.2. Firefighters will not be penalized for attendance at conventions, conferences, seminars,
and the Indiana General Assembly, provided the Chief has granted prior approval.
Further, if elected or appointed to State or International Office, a Union member is
entitled to a leave of absence without pay, except that negotiated insurance and pension
benefits will continue at the Firefighter's expense unless and until there is duplicate
coverage available in the new position.
8.3. During scheduled Union conventions, conferences, and seminars, where the President
and/or member(s) of the Executive Board plan to attend,the Union Representative(s)will
request union leave for the event. If no additional cost is incurred by the City from the
Union leave, then the Union member(s)will be granted leave without utilizing personal
vacation days. However, if, due to Union leave, there is an additional cost to the City,the
maximum of two (2)members of the executive board will be granted Union leave
without utilizing personal vacation days.
8.4. Union Officers and Shift Stewards certified by the President of the Union have the right
to conduct such Union Business as required for the efficient operation of the Union,
including, but not limited to,the following:
Preparing of grievances and processing while on duty.
Placement of Union material on Union bulletin boards.
Collective discussions concerning Union Matters while on duty.
However, Union activities must not interfere with the operation of the Department.
Firefighters granted leave under this Article may not be absent from their assigned duties
for longer than is required to accomplish the business for which such leave is granted.
8.5. A member of the Union Executive Board, and the Pension Secretary, must be granted
time off with pay to attend grievance and/or arbitration proceedings when required by the
Union during normal hours of duty.
8.6. A Union Member elected or appointed to a State Union, or National Union position shall
be afforded the same benefits in regards to time off for Union business as the Local #558
President in Article 8.3.
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9. MANAGEMENT RIGHTS AND RESPONSIBILITIES
9.1. The Union recognizes the City's right and prerogative to operate and manage the
Department's affairs in all respects except as may be expressly or specifically restricted or
modified by one or more of the provisions of this Agreement, by the laws and
Constitutions of the State of Indiana or the United States, or the Jeffersonville City Code.
All of the rights, functions and prerogatives of the City that are not so expressly or
specifically restricted or modified by the foregoing are reserved and retained by the City.
Specifically, but without limiting or affecting the generality of the foregoing, the
following rights remain vested in the City:
(1) To determine the size of the workforce;
(2) To hire, establish work schedules, assign and direct the work of
employees, including the assignment of overtime;
(3) To establish, change, combine job classifications and to prescribe and
assign job duties, content and classification;
(4) To maintain the statutory rights of the Chief to establish and revise
Departmental rules and procedures for the administration of the
Department;
(5) To discipline and discharge employees, subject to IC 36-8-3.5, et seq.;
(6) To adopt, revise, and enforce reasonable work rules;
(7) To recruit, transfer and recommend the promotion of employees,
subject to IC 36-8-3.5, et seq.;
(8) To manage the Jeffersonville Fire Department efficiently and
economically; and
(9) To manage the fiscal affairs of the City in the best interests of the
taxpayers and residents of the City.
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10. FIRE STATION
10.1. The City will continue to furnish all necessary cleaning supplies to maintain a clean and
healthy environment in its facilities.
10.2. The City will provide appropriate space in each firehouse for the Union to hang its
bulletin board.
10.3. Except in emergency situations,the City may not require a Firefighter to perform non-
departmental business(except for emergency medical activities)or major maintenance on
any City facility or improvement, including but not limited to; painting of buildings,
roofing of buildings, installation of landscaping, making structural changes, asphalt
paving,pouring concrete, and electrical work. Firefighters may volunteer for such
activities.
10.4. It is understood that general maintenance and upkeep (Pride of Ownership) is the
responsibility of the Firefighters.
10.5. The City and the Union both desire to maintain the highest standards of safety and health
in the fire department with the goal of eliminating accidents, deaths, injuries and illness
in the fire service. Protective devices, wearing apparel and other equipment necessary to
properly protect the Firefighters must conform to applicable federal, state and local laws,
and must be used and worn by all Firefighters.
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IL SENIORITYRIGHTS
11.1. If the City must institute a reduction of work force,the last Firefighter hired will be the
first Firefighter laid-off. When a recall occurs, the last Firefighter laid-off will be the
first Firefighter called back to work. The City further agrees not to hire any new
personnel for the Department until all Firefighters on lay-off are given the opportunity to
return to work.
11.2. The Chief will maintain a current seniority list and use best efforts to make it readily
accessible to the membership of the Union. A discharged, fired, or permanently relieved
Firefighter will be immediately stricken from the seniority list.
11.3. "Seniority" is defined as the relative length of accumulated service of each Firefighter of
the Department. A Firefighter's length of service will not be reduced by lost time due to
sickness or injury leave, or authorized leave of absence or time severed in appointed
Administrative positions.
11.4. Seniority will be determined from the date of hire. A Firefighter's official first day will
be the first day he or she reports to work and is actively on the City of Jeffersonville's
payroll. Firefighters hired on the same day shall have their seniority determined by their
place on the Merit Board Hiring List.
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12. RULESAND REGULATIONS
12.1. The City retains the right to implement reasonable rules and regulations including, but
not limited to, those relating to conduct and work performance. The Union retains the
right to object to the reasonableness of the City's rules and regulations through the
grievance procedure.
12.2. Any changes in the City's rules and regulations are to be established in the following
manner:
The proposed rule or regulation must be posted to Target Solutions ("Posted")ten (10)
business days prior to the effective date of said rule or regulation ("Posting Period").
If a grievance is filed within the ten (10) business day Posting Period contesting the
reasonableness of the proposed rule or regulation, the effective date of the proposed rule
or regulation will abate until the grievance procedure is finalized as hereinafter set forth.
12.3. If a new rule is properly Posted and not opposed by the Union members through a
grievance, this rule must be maintained in a manner available to all Firefighters until it
appears in the amended permanent rules and regulations.
12.4. The City agrees to provide each new hire and any current Firefighter upon request a copy
of the most current "Rules and Regulations" and a copy of the current "SOP's/SOG's".
The City and Union agree to maintain and recognize the same copy of the most current
"Rules and Regulations" and "SOP'S/SOG's" at each Fire Station. A current electronic
copy will be recognized as an acceptable form of said copy.
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13. GRIEVANCE AND ARBITRATION PROCEDURES
13.1. A" Grievance" is defined as a request from a Firefighter for relief from an action that is in
violation of his or her contractual and/or civil rights, which shall include Department
general orders, memorandums, or rules and regulations. Both Parties agree that
disciplinary and promotion matters within the exclusive jurisdiction of the Merit
Commission shall not be subject to the Grievance procedure.
13.2. A "Business Day" is defined as any day in the week Monday through Friday. Days that
are recognized Holidays according to Article 22 of this Agreement are not considered
business days.
13.3. Procedure to file a Grievance:
STEP #1: An aggrieved Firefighter or Union may file a Grievance. The Grievance must
be filed through the Union in writing within ten (10) business days after the Firefighter or
Union becomes aware of the event giving rise to the complaint or dispute. If it is not
filed within ten (10) business days, the Grievance is barred. The Grievance must be filed
on the appropriate forms, and must include a statement of the relief requested.
A Grievance must be delivered to a member of the Union Executive Board (the "Board").
It is the responsibility of the Board member to notify the Union President or the
President's designee as soon as possible (not to exceed five (5) business days).
STEP 92: The Board must hear the Grievance within ten(10) business days.
The Board must notify the grievant of the hearing in advance, and the grievant may
appear at the hearing if he or she wishes to answer any questions the board may have or
explain the Grievance. The grievant will be excused while the Executive Board discusses
and votes on the Grievance.
The Board will base its decision on the presented facts, the Agreement, the law, and/or
any other applicable policy, procedure, or practice.
STEP #3: The Board will notify the grievant in writing of its decision within ten (10)
business days of the hearing.
STEP #4: Provided the Grievance is not resolved satisfactorily in Step 3, a member of
the Board may submit the Grievance in writing to, and discuss it with, the Chief within
ten(10) business days of the issuance of the Board decision. The Union shall make itself
available to discuss the grievance with the Chief.
STEP 95: The Chief must give his written answer to the grievance to the Board within
ten (10) business days after receipt of the writing described in Step 4.
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If the grievance is not resolved in Step 5,the Union may refer the matter to arbitration as
described in Paragraph 13.4 of this Article.
13.4. If a dispute arising under this Agreement that a Firefighter or the Union has the right to
grieve has not otherwise been resolved by mutual agreement of the Parties pursuant to
Step 5 of the grievance procedures, either Party may, within ten(10) calendar days from
the date on which the Chief s written answer at Step 5 was due or the date on which it
was received, whichever is earlier, notify the other Party of its desire to arbitrate by
submitting a request for a list of seven(7) arbitrators from the Federal Mediation and
Conciliation Service(FMCS). An arbitrator shall be selected from this list by each of the
Parties alternately striking names, and the last name remaining shall be the arbitrator for
the dispute. The party requesting arbitration shall strike the first name from the list.
Upon payment of the required fee to FMCS, either Party may request a second panel if
dissatisfied with the first panel.
13.5. The rules and procedures of the FMCS governing the arbitration shall apply unless
otherwise agreed by the Parties in writing.
13.6. The authority of the arbitrator shall be limited to the interpretation and application of this
Agreement, and the arbitrator shall not have the authority to modify, nullify, ignore, add
to, or subtract from any of the provisions of the Agreement. The arbitrator's award shall
be in writing and shall be binding upon the City and the Union and the employee(s)
involved. The expense of such arbitrator shall be shared equally by the City and the
Union.
13.7. The time limits set forth in this Article shall be strictly observed unless expressly waived
by the Parties in writing.
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14. DISCIPLINE
14.1. The Department shall follow the Indiana merit laws regarding discipline of Firefighters
pursuant to IC 36-8-3.5 (or any successor legal provisions). The Parties acknowledge it
is not their intent and they do not consent to expand the Merit Commission's statutory
jurisdiction beyond that provided by law.
14.2. If a Firefighter is ordered to the Chiefs office for disciplinary purposes, the Firefighter
has the right of Union representation if he or she requests it.
14.3. Under no circumstances should a Firefighter be disciplined for not volunteering for any
special details.
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1 S. PERSONNEL FILE
15.1. The City must maintain each Firefighter's official personnel file in the Human Resources
Department. The City shall maintain the file and permit access to it according to the
terms of the City's Policy and Procedures Manual and Indiana law.
15.2. The Human Resources Department shall notify Fire Administration when additions have
been made to a member's official personnel file.
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16. SHIFT AND WORK HOUR CHANGES AND TRADES
16.1. Firefighters may exchange (swap) shifts, after receiving permission of the acting
Battalion Chief, if the change does not interfere with the Department's staffing
requirements. Any exchange of shifts must be documented in the daily log by the
Battalion Chief who approved the exchange.
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17. WORK WEEK, TRAINING
17.1. Work Week. The Firefighters will be divided into three shifts. Each shift will be on duty
for twenty-four(24) consecutive hours, except in cases of emergency, when the City may
expand or contract on-duty hours as is reasonably necessary. The Firefighters'normal
workday is from 0700 hrs. to 0700 hrs.
17.2. Upon reassignment of a Firefighter from one shift to another shift, the Firefighter shall
not be required to work over the normal required hours in a pay cycle.
17.3. There will be no mandatory training on Holidays.
17.4. Sunday training will be conducted only if warranted by special circumstances as
determined by the Fire Chief.
17.5. All classes required for promotion will be paid for or provided a minimum of one time
per promotional cycle at no cost to member. Classes include: Pumper Operator,
Technical Rescue Awareness, Rope Rescue Operations, Instructor 1, Fire Officer 1, Fire
Officer 2,NIMS 300,NIMS 400, Safety Officer, at least two Technical Rescue classes,
Swift Water Operations, and Instructor 2-3.
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18. RELIEF AT FIRE UNDER CONTROL
18.1. After afire is under control, the officer in charge must see that the Firefighters working
the fire are relieved at the earliest possible time. "Relieved" means to permit a break to
avoid severe exhaustion if other rested, on-duty crews are available. "Relieved" does not
mean to be relieved of duty.
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19. OVERTIME
19.1. Emergency Call-In. If the highest-ranking officer at an emergency scene (Incident
Commander) determines that additional Firefighters are required, the Firefighters who
most recently started their four days off cycle (Kelly Crew) will be called in first. If
additional Firefighters are needed,the remaining Firefighters will be called in.
19.2. A Firefighter who works more than two hundred twelve (212)hours in a twenty-eight
(28)-day work period is entitled to overtime compensation at a rate of one and one-half
(1'/2)times his/her regular rate of pay. A Firefighter's work period for purposes of
overtime pay under the Article is twenty-eight (28) consecutive days, the beginning of
which work period shall be established by the City. This provision is adopted pursuant to
section 207(k) of the Fair Labor Standards Act and 29 C.F.R. § 553. A Firefighter called
in over his or her regular work shift calendar will be paid one and one-half(1%2)times his
or her regular rate of pay, based on a 56-hour work week. A Firefighter called in over his
or her regular work shift calendar shall be provided a minimum of three (3) hours of
overtime.
19.3. When the City must call outside the Department for additional assistance, every effort
should be made to obtain the additional assistance from a professional career fire
department. Nothing in this paragraph or in this Agreement shall prohibit the Chief from
utilizing Upper Level Staff in the case of staffing shortages.
19.4. Subject to the provisions of paragraphs 19.1, 19.5, and 19.6 of this Article, the City must
give Firefighters the opportunity to work overtime according to a rotating seniority list of
Line Personnel. Any time the rotating seniority list is used as an overtime call-in roster,
it will be from the point of the last person called in. This rotating seniority list of Line
Personnel (a.k.a. "regular overtime list") should be used for overtime opportunities of 12
hours or more.
19.5. Staggered List(Short-term Staffing List): A"staggered list"will be assembled by the
Battalion Chief and Administration for each Battalion. This staggered list will be used
when a short-term overtime opportunity(less than 12 hours) exists. A staggered list
exists to ensure a mix of tenured, experienced Firefighters with a complement of newer,
less tenured Firefighters.
19.6 These overtime provisions do not apply to overtime needed for regular shift duty or
staffing shortages. In the event overtime is required for a scheduled event or special detail
that requires specific qualifications, including, but not limited to, HazMat situations,
Water Rescue Staffing, Confined Space Rescue, District 9 Task Force
Deployments\Training, Specialty Skills, Technical Rescue Teams, and Fire Marshal
Staffing, the call-in procedures will be conducted from a predetermined list of qualified
personnel with the required skill set. This list will be assembled and maintained by the
Deputy Chief of Operations.
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19.7 In case of another Firefighter's illness during a shift, a Firefighter already working an
overtime shift has the first option to work the remaining overtime shift resulting from the
other Firefighter's illness. However,no Firefighter called in from the staggered list will
work more than 12 hours, except in extenuating emergency circumstances. All overtime
equal to, or greater than, 12 hours will come from the regular overtime list.
19.8 If any Firefighter works overtime,that employee has an option to be paid overtime pay or
receive compensatory time (comp-time) for every hour of overtime worked, subject to the
limits on accumulation of comp-time provided in this Article. Upon acceptance of
overtime the Firefighter must inform the Battalion Chief of his/her decision on whether
he/she wants monetary compensation or comp-time.
19.9 A Firefighter may bank no more than seventy-two (72)hours of comp-time. Comp-time
may not be carried over from one contract year to another, and each Firefighter's comp-
time bank shall be reset to zero (0) at the end of each contract year. On the second pay
period after a contract year,the City shall pay each Firefighter for all comp-time accrued
in the Firefighter's comp-time bank as of the end of the contract year.
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20. MINIMUM& MAXIMUMRANKAND STAFFING
20.1. Firefighters will be classified as Upper Level Staff Personnel and Line Personnel as
provided in this Article.
20.2. Upper Level Staff Personnel. The positions of Chief, Deputy Chief, Fire Marshal, Fire
Investigator, Training Officer and Safety Officer shall be included in Upper Level Staff
Personnel. Upper Level Staff Personnel are appointed positions by the Chief and not
governed under the Jeffersonville Fire Merit Commission. Members transferring from Line
Personnel to Upper Level Staff Personnel will retain the option to return at any time to
the position they held in their previous line position. A request in writing to return back
to their line position will be honored without prejudice as vacancies permit. If a
Firefighter leaves or is removed from one of the above appointed ranks for any reason,
the Firefighter will return to the permanent rank and pay grade he or she held prior to
accepting the staff appointment. A Firefighter serving in an appointed staff position may
take a permanent merit based promotion to an open line position, but he or she must serve
in that line position and rank.
20.3. Line Personnel. Line Personnel include the positions of Battalion Chief, Captain,
Lieutenant, Sergeant, 1St Class Firefighter, 2°a Class Firefighter and Probationary
Firefighter. The Jeffersonville Fire Merit Commission shall govern (1)the selection and
appointment of persons to be employed as members of the department; (2) promotions
and demotions of members of the department; and (3)disciplinary action or dismissal of
members of the department. The line positions shall be occupied by Firefighters who
have been promoted by the Board of Public Works prior to December 31, 2008, and by
the Jeffersonville Merit Commission starting January 1, 2009. No line Firefighter may be
bumped out of his or her position unless for just cause. If aline position becomes vacant
it shall be filled with a Firefighter holding a permanent rank that is equal to or greater
than the open line position. If there is no available Firefighter holding an equal or higher
rank,the Chief shall request a promotion from the Jeffersonville Fire Merit Commission
for the line position vacancy from the active certified merit commission list from the next
lower rank,per IC Code 36-8-3.5. If there is no line position available to a Firefighter
with a permanent rank,the Firefighter may serve in a lower line position but maintains
the pay grade of his or her permanent rank. A Firefighter holding such a position must
accept the next open line position that equals his or her permanent rank or accept the
permanent rank of the line position the Firefighter currently occupies.
20.4. Shift Staffing Minimums. Every shift shall be staffed with a minimum of twenty-one (2 1)
Firefighters, including the Battalion Chief. The City acknowledges the current station,
apparatus and staffing placement:
Station 1: Engine (minimum 3 personnel) & Tower(minimum 4 personnel)
Station 2: Truck(minimum 4 personnel) & Battalion Chief(minimum 1 personnel)
Station 3: Engine (minimum 3 personnel)
Station 4: Engine (minimum 3 personnel)
Station 5: Engine (minimum 3 personnel)
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20.5. Station Staffing Minimum. Each station shall be assigned the minimum of a captain,
lieutenant and sergeant, except when directly related to an upcoming promotion.
20.6. Apparatus Staffing Minimums. Every engine shall be staffed with a minimum of three (3)
personnel. Every aerial apparatus shall be staffed with a minimum of four(4) personnel.
Pursuant to Section 19.3, the Department may utilize Upper Level Staff Personnel to staff
apparatus.
20.7 Subject to Section 20.6, if sufficient Firefighters are not available to meet the minimum
staffing requirements, the City will call Firefighters for overtime according to the
procedures outlined in Article Nineteen (19).
20.8 There shall not be any Firefighters hired without the approval of the Executive Branch
and the City Council. This does not include the Upper Level Staff Positions, which are
addressed in article 20.2. Line personnel shall be organized according to the following
ranks and job classifications:
Battalion Chiefs—One Battalion Chief per shift assigned to the Command vehicle
Captains—One Captain assigned to each house per shift.
Lieutenants - One Lieutenant assigned to each house per shift.
Sergeants—One Sergeant assigned to each front line apparatus per shift.
Fire Fighters 1st Class—Firefighter that has completed two (2) years and met
educational requirements
Fire Fighters 2nd Class— Firefighter that has completed one (1) year and met
educational requirements
Probationary Firefighters—Firefighter with less than one year
20.9 Should the City of Jeffersonville open a new station and/or additional front line
apparatus, the new station/apparatus will be assigned personnel and rank in the same
manner as the current stations/apparatus outlined in this Article.
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21. JOB VACANCIES AND PROMOTIONS
21.1. When vacancies occur in job classifications covered by this Agreement, up to and
including the rank of Battalion Chief, the Department will notify the Merit Commission
and the Union no later than at the next regularly scheduled Merit meeting.
21.2. The Jeffersonville Fire Merit Commission will determine new candidate hiring, and
application and promotional testing policy.
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22. HOLIDAYS
22.1. The list of fourteen (14) applicable holidays in a year shall be those approved by the
Board of Public Works and Safety or as otherwise determined by the City. The City will
pay each Firefighter$400 as holiday pay. Holiday pay will be payable one half on the
first pay period in June and one half on the first pay period in December.
22.2. A Firefighter whose shift commences on a holiday and who works his or her entire shift
will be credited twenty-four(24) hours holiday time for those days worked. The twenty-
four(24) hours will not be given until after the holiday has occurred. The twenty-four
(24) hours of holiday time shall be used in the calendar year in which it is earned, except
that the following holidays (to the extent recognized as holidays in a particular calendar
year) may be carried over from the previous year and shall be treated as a vacation day
for purposes of scheduling time off:
General/Municipal Election Day as applicable
Veterans Day
Thanksgiving
Day After Thanksgiving
Christmas Eve
Christmas Day
New Year's Eve
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23. SICK LEA ISE
23.1. A Firefighter begins each year with six (6) sick days of leave.
23.2. A sick day of leave may only be submitted the day prior to the requested day, no later
than 2200 hours or before 0600 of the day being requested.
23.3. Any sick days not used by a Firefighter in the calendar year will be carried into the
Firefighter's sick day bank, which cannot exceed a total of 48 days. The sick bank days
will be maintained by the City Personnel Director.
23.4. It is understood that sick days of leave will be granted only for sickness or injury to the
Firefighter or his or her immediate family member as defined in the City of Jeffersonville
Policy and Procedure Manual. The burden for proving sickness or injury is the
Firefighter's responsibility.
23.5. A Firefighter who feigns physical disability, illness or injury, or who makes false
statements relative to any disability, injury or illness is subject to discipline.
23.6. A Firefighter must submit a physician statement to the Chief or a Deputy Chief, when he
or she returns to next scheduled tour of duty for the following reasons:
a. Two or more consecutive sick days taken.
b. For every sick day taken over three (3) throughout the calendar year. Three
days is equal to 72 hours for purposes of this Article.
c. If a Firefighter was bumped from a single day and puts down a sick day for the
same day.
d. If a pattern of abuse of sick days is suspected on holidays by the Chief or a
Deputy Chief.
e. If a Firefighter uses sick time for a major Holiday or local special events (i.e.
Derby, Oaks, Thunder)
23.7. After a Firefighter takes more than three (3) consecutive sick days, these sick days will
no longer be recognized in the maximum daily vacation. Once all six (6) sick days have
been exhausted a Firefighter will begin sick leave, which consists of the Firefighter's
accrued sick bank days.
23.8. A Firefighter accrues six (6) additional leave days each year if the Firefighter did not take
any sick days of leave in the previous year. A Firefighter will lose two (2) leave days for
each sick day taken or day assigned to light duty. The six (6) additional leave days may
only be used in the following year they were accrued. If the additional accrued leave is
not used in the year accrued, it is forfeited. On-duty injuries and bereavement leave will
not affect leave days.
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23.9. In January of each year, all Firefighters who have used no more than 24 hours of sick
leave in the previous calendar year will have the option to sell back twelve (12) or
twenty-four(24) hours of annual accrued incentive hours at their straight-time rate of
pay. All Firefighters intending to sell back incentive hours per this Article must notify
their Battalion Chief by January 10.No Firefighter who used more than twenty-four(24)
hours in the previous calendar year will be eligible to sell back incentive hours.
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24. INJURIES(LINE OFDUTY OR NON-LINE OFDUT19
Non-Line of Duty
24.1. Sick Leave consists of Firefighter injured in non-line of duty incidents, which includes
those days accumulated in the Firefighter's sick day bank before starting extended sick
leave.
24.2. Extended sick leave consists of four(4)pay periods, or(2)months, after which a
Firefighter may be required to request disability leave from the appropriate pension
board. During extended sick leave,the Firefighter must submit a doctor's statement to the
Chief or Chief Representative not more than every 30 days upon request.
24.3. While a Firefighter is on sick leave or extended sick leave, and is receiving full
compensation from the City, the Firefighter may not engage in other compensated
employment or other activities inconsistent with a physician's medical restrictions. A
Firefighter who feigns physical disability, illness or injury, or who makes false statements
relative to any disability, injury or illness is subject to discipline.
Light Duty
24.4. If a Firefighter's medical condition will not allow the Firefighter to perform his/her
normal fire suppression duties,the Firefighter may be assigned to light duty, which
include administrative duties and training assignments by the Chief or Deputy Chief
within the medical parameters or work restrictions specified by the Firefighter's doctor.
However, before being eligible for a light duty assignment, a Firefighter must have
exhausted three (3) sick days in relation to the medical condition that prevents the
Firefighter from performing normal fire suppression duties. All such duties are temporary
pending the Firefighters ability to return to normal fire suppression duties. During this
light duty, the Chief may select for the Firefighter to either report on the days the
Firefighter's platoon works, and work his/her 24-hour shift or select to work(8) hours at
Fire Headquarters on every business day. The Chief will review this temporary duty, at
least every thirty(30) days. The City may require the Firefighter to apply to the
appropriate pension board for disability retirement, if the Firefighter will not be able to
perform normal fire suppression duties within the foreseeable future.
Line of Duty
24.5. Any Firefighters hurt while on-duty will follow the City of Jeffersonville's Workman's
Compensation Policy.
24.6. A Firefighter absent due to illness and or injury sustained in the line of duty will be paid,
in addition to any other benefits,the difference between the amount of wage benefits they
receive under worker's compensation, if any, and the amount they would have received if
on duty, for the lesser of the following two periods of time: (a) one (1) year from the date
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of the line of duty illness or injury, or(b) the time between the line of duty illness or
injury and the Firefighter's return to duty, or qualification for and receipt of pension
benefits. Any member injured in the line of duty is required to submit medical updates
once every 30 days on medical status and work limitations, in accordance with FMLA.
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25. PHYSICAL EXAMS
25.1. The City agrees to make available at City's expense annual physicals and with the intent
for all to be completed by July 1 of each year. If the physician states the Firefighter is not
fit enough to perform the essential functions of a Firefighter, the Firefighter will be
considered unfit for duty, at which time the Firefighter will be put on light duty pursuant
to Article 24.
25.2. Annual physicals referenced above shall be administered to all members by staff of
Alternative Health Services (or whichever health service center the city provides).
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26. DRUG POLICY
26.1. The City prohibits any City employee from possessing, using, being under the influence
of, manufacturing, distributing, or dispensing alcohol or non-prescribed controlled
substances during working hours and at all times while on City property, in City vehicles,
or while conducting City business.
26.2. The City maintains drug and alcohol policies and testing procedures that are described in
the City of Jeffersonville Policy and Procedure Manual and in the City's written Drug and
Alcohol Policy. The City's drug and alcohol policies govern pre-employment testing,
post-incident testing, suspicion-based testing, and random testing.
26.3. The City and the Union acknowledge and agree that the City's drug and alcohol policies
as provided in City of Jeffersonville Policy and Procedure Manual and in the City's
written Drug and Alcohol Policy shall apply to Firefighters throughout the term of this
Agreement.
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2 7. BEREA VEMENT AND OTHER LEAVE
27.1. Bereavement Leave. Up to three (3) working days of leave with pay will be granted to a
Firefighter in case of death of the Firefighter's immediate family. These days must be
taken within seven (7) calendar days from the date following the date of death.
"Immediate family" means spouse, child, grandchild, father, mother, grandparent,
brother, brother-in-law, sister, sister-in-law, parent in-law, or any other legal relative who
was living as a member of the Firefighter's household. Not included in this article are
any in-laws not specified above.
Up to one (1) working day of leave with pay will be granted to Firefighters in case of
death of any other family members of the Firefighter. This day must be taken in
connection with travel or attendance at a service or other gathering presumptively within
fourteen (14) calendar days from the date of the death. ("Other family members" consist
of a grandparent-in-law, uncle, aunt, niece, nephew and first cousins.)
27.2. Military, Maternity, and Paternity Leave will be granted in accordance with existing
Federal, State and Local statutes and ordinances.
27.3. Additional military, maternity, paternity, or bereavement leave is subject to the Chiefs
approval and shall, if granted and taken, be charged against a Firefighter's banked or
future vacation days, or may be taken without pay at the option of the Firefighter.
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28. VACATION
28.1. Firefighters receive vacation leave according to the schedule attached to this Agreement
as Exhibit A.
28.2. Regular vacations (three 3 or more consecutive vacation days) are based on department
seniority and will be picked in increments of 3 or 6 days. First pick must be scheduled by
February 15th and second pick by March 15th of each year for that calendar year. No
more than four(4) Line Personnel may be scheduled for Regular vacation at one time.
28.3. Single Day: A Firefighter's total number of vacation days may be taken as single days.
These days are the only days that may be changed, canceled, or split. To change or
cancel a single day, a Firefighter must give ninety-six(96)hours of notice. To split a
single vacation day, a Firefighter can either: (1)take the first 12 hours (0700 to 1900), (2)
take the last 12 hours (1900 to 0700), or(3)take six (6)hours prior to 1900 hours. Any
such split requires approval from the Battalion Chief. Single days are based on
Department seniority and may be scheduled no more than thirty(30) days in advance.
Single days may be bumped through seniority. To bump, ninety-six (96) hours of notice
to the bumped Firefighter is required before a Firefighter is scheduled to take a single day
vacation time. A maximum of five (5) single days may be carried over from the previous
calendar year. A Firefighter may not take a single day if four(4) or more Firefighters are
scheduled because of a Regular vacation, as described in Article 28.2, or Sick leave, as
described in Article 23. This provision is not to include any leave associated with Article
24 (extended sick leave, light duty, or workman's comp) or bereavement leave as
described in Article 27.
28.4. A maximum of four(4) Line Personnel may be scheduled for regular vacation day(s)
and/or single day(s). This provision excludes the Battalion Chiefs.
28.5. Upper Level Staff Personnel and Battalion Chiefs shall not count in the daily vacation of
Line Personnel.
28.6. Traded time and compensatory time carries no seniority.
28.7. Firefighter's vacation days will be accrued January 1 st of hired anniversary year.
28.8. It is the responsibility of the Firefighter who has a single day vacation to verify with the
Battalion chief that he or she has not been bumped within 96 hours of the vacation day.
28.9. In the event that the Battalion Chief on duty is absent due to sickness, vacation,
bereavement leave, etc., the Battalion Chiefs from the off-duty crews will be the first
individuals contacted to fill that particular vacancy, with the Kelly Crew being contacted
first. In order to simplify this process, it is agreed that the Battalion Chiefs shall be
removed from the Line Personnel overtime and vacation pools and placed in their own
Battalion Chief overtime and vacation pool. In the event that an off-duty Battalion Chief
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is unavailable to fill a vacancy caused by vacation, an approved Captain from the
working Crew will fill the position.
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29. CLOTHING ALLOWANCE
29.1. Firefighters will receive $800 and each year thereafter, Firefighters will receive this
clothing allowance payable one half($400) on the first pay period in June, and one half
($400) on the first pay period in November. Administrative appointed staff may receive
additional Clothing pay upon Chief approval not to exceed $1600 annually.
29.2. Clothing allowance shall be used to purchase station wear such as: Class A and B
uniforms,tee shirts, sweatshirts, socks and uniform shoes. Jeffersonville Fire
Department will replace: coats, helmets, gloves, nighthawks, Nomex hood, SCBA mask,
bunker boots and other safety apparel or devices as outlined in the N.F.P.A. minimum
requirements. The Department will replace above mentioned safety items not covered by
Firefighter's clothing allowance, in the event of damage or wear in the course of duty. If
IOSHA regulations require any changes from the uniform and equipment in the Rules
and Regulations of 1994, the City will pay the initial cost to make the required change.
The City will ensure all the below articles are purchased and delivered to each new
employee no later than 90 days after their hire date.
The City will issue new Firefighters the following list of turnout equipment and uniforms,
at the City's cost:
1 pr. Bunker Boots w/steel inserts 1 pr. Nighthawks w/suspenders
1 Fire Coat 1 Fire Helmet(Cairns 1010)
2 pr. Fire resistant gloves 1 Black Tie
1 Spanner wrench 1 req. Dress uniform cap
1 belt w/buckle 3 navy blue sweatshirts
1 baseball cap w/patch 2 pr. "Class B" uniform trousers
5 blue T-shirts w/insignia 1 long sleeve "Class B" uniform shirts w/patch
1 short sleeve "Class B" uniform shirts w/ 2 Nomex Hood
patch
1 pr. Black plain toe uniform shoes 1 uniform outwear jacket w/patch
1 set of badges, lapel pins and name tag Coveralls w/insignia
1 short sleeve "Class A" shirt (white) 1 long sleeve "Class A" shirt (white)
1 Double Breasted Dress Jacket 2 "Class B" navy Polo Shirts w/insignia
New SCBA Mask 2 pr. "BDU Duty" uniform shorts
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I hose chain 3 pr. Socks
1 set accountability tags 1 IFSTA manual
2 pr. navy dress duty pants 1 pair walking shoes(black)
1 pr. Navy blue sweatpants 1 "Class-B" navy 511-pullover
2 pr. Navy BDU duty pants
All turnout equipment and uniforms listed above, must meet or exceed standards set forth by
IOSHA, CAL-OSHA, and specifications stated in the Jeffersonville Fire Department Rules and
Regulations.
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30. EDUCATIONAL LEAVE AND CER TIFICA TION PA Y
30.1. Firefighters shall not receive First Responders certification pay. First Responder
Certification will be considered a requirement of every Firefighter holding the rank of
Firefighter First Class and above and compensation for this position is now included as
part of standard rank pay.
30.2. Upon the Chief's approval,the City will pay for required schooling and courses taken by
Firefighters pertaining to duties of firefighting or emergency medical training. Unless the
City furnishes transportation,the City will reimburse Firefighters'required travel for
approved courses relating or pertaining to the duties of firefighting or emergency medical
training. Firefighters will not be required to use their vacation days to attend an approved
course. Upon the Chief's approval to attend the course,the City will ensure that
minimum staffing is maintained.
30.3. If a Firefighter attends an approved course, the Firefighter will be reimbursed for meals
pursuant to the existing Jeffersonville City Travel Ordinance. The Firefighter must
present receipts prior to reimbursement pursuant to the Jeffersonville City Travel
Ordinance.
30.4. If a Firefighter attends an approved course scheduled for more than one day, at a site
more than 50 miles from Jeffersonville, Indiana, the Firefighter will be reimbursed
pursuant to the existing Jeffersonville City Travel Ordinance.
30.5. We value diverse education(rope rescue,trench rescue, etc.). We encourage the Chief to
pursue a broad range of skills training, as need and budget permit.
30.6. In the event of out-of-town training,time spent engaged in travel or training shall be
considered on-duty hours, and a Firefighter may have his or her work schedule
temporarily adjusted accordingly.
30.7. Certification Pay. Line Firefighters will receive additional pay on their first paycheck in
November, of that year, for the number of qualified certifications/skills each Firefighter
has received. It is the Firefighter's responsibility to ensure all certifications are recorded
and turn into the Training Officer/Deputy Chief(Personnel)no later than October 15 of
that year,to receive accurate pay. All certifications/skills listed below are recognized as
Indiana State NFPA Certifications and will receive $100.00 compensation for each
certification, not to exceed a yearly total of$600.00. As a condition to the eligibility to
receive certification pay under this paragraph, a Firefighter shall submit to the City's
Human Resources Department copies of all certificates and renewal paperwork for
placement in the Firefighter's personnel file.
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List of Qualified Certifications/Skills:
Instructor I
Instructor II/III
Fire Officer I
Fire Officer II
Fire Officer III
Strategy and Tactics
Safety Officer
NIMS Command ICS 400
Confined Space Rescue Operations
Rope Rescue Operations
Swift Water Rescue Operations
Hazardous Materials Tech
Confined Space Tech
Rope Rescue Tech
Swift Water Tech
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31. FIREFIGHTER BENEFIT PLAN
31.1. Health Benefits. The City will provide each Firefighter with health insurance benefits
equivalent to the plans in effect on this of the signing of this contract as of January 1,
2017. Firefighters must each contribute monthly to the total cost of health insurance
premiums in accordance with the following schedule:
For the contract term, the monthly contribution to the health insurance
plan for active Firefighters will be $100 single and $200 family. The co-
pay is $20 and the plan deductible is $250/500.
We understand that health care costs and claims are volatile, we reserve the right to
renegotiate plan deductibles and employee contributions. Any changes shall be agreed upon
by both parties.
31.2. Joint Labor-Management Health Insurance Committee
(a) The Parties acknowledge that health care costs and claims are volatile and health
insurance regulations are in flux. As a result, the City reserves the right to renegotiate plan
deductibles, employee contributions and other matters related to the provision of health
insurance.
(b) The Parties acknowledge it is in their mutual interests to work together and with other
affected parties regarding health insurance planning and plan revision. Therefore, the Parties
agree to participate actively in a Joint Labor-Management Health Insurance Committee (the
"Health Insurance Committee").
(d) The Committee shall be composed of eight (8) members as follows: two (2) members
of the City administration appointed by the Mayor; two (2) members appointed by the City
Council; two (2) members representing City bargaining units, with one appointment to be
made by the Union and one appointment to be made by Fraternal Order of Police Lodge #100
(provided it is a signatory to a labor agreement with substantially similar terms regarding the
Committee, with the Union having both appointments in the absence of such proviso being
satisfied); and two (2) City employees representing non-bargaining unit employees appointed
jointly by the Mayor and the City Council. The Committee shall appoint a Chair of the
Committee from among its members.
(e) The Committee shall meet at such times and undertake such health insurance review
and planning as the Chair directs. Meetings and other official action shall be timed to permit
the potential for recommendations to be made for plan revision for a succeeding City budget
year. Each member, including the Chair, shall have one vote. Five Committee members
shall constitute a quorum for meeting and taking official action. A member may appoint a
proxy for all official action with notice to the Chair.
(f) The Committee shall make such recommendations regarding health insurance plan,
policy and program revision as it deems appropriate and submit such recommendations to the
Mayor, the City Council, and the representatives of the bargaining units.
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(g) Any changes sought to be implemented by the City shall be agreed upon by both
Parties to this Agreement before being applied to members of the Union bargaining unit.
31.3. Dental Benefits. The City will provide each Firefighter with dental insurance benefits
equivalent to the plans in effect on the date of the signing of this contract. Firefighters
must each contribute monthly to the total cost of dental insurance premiums in
accordance with the following schedule:
Coverage Type Firefighter Contribution
Single Coverage -0-
Firefighter plus one coverage $10.00
Family Coverage $20.00
31.4. Vision Benefits:
The City will provide each Firefighter with vision insurance benefits equivalent to the plans
in effect on the date of the signing of this contract. The City will pay the cost of all vision
insurance benefits for both the Firefighters and their families.
31.5. Life Insurance. The City will provide each Firefighter with term life insurance with a
death benefit of at least $50,000.00 at no cost to the Firefighter. Life insurance benefits
terminate upon the Firefighters' retirement or separation.
31.6. Pension and Retirement Plan. The City will continue to pay 3% of the Firefighters' PERF
per person. The City will be open to consider other plans or options as presented by the
Firefighters Union.
31.7. Any member enrolled in the "High Deductible" health care plan shall receive an annual
payment into their Health Savings Account on the second pay period in January. The
amount shall be $700 for single coverage and $1,000 for family coverage.
31.8. The City will match up to 0.5 (one-half) percent for every 1 percent, up to 6 percent, of
pension base to any Firefighter participating in the City-provided 457 plan. The City
shall make such matching payments per paycheck. The maximum contribution by the
City will be (Pension Base x 0.03) - 24 (per paycheck). This provision is based
solely upon the State of Indiana's notification that the City's required contribution to
MRS shall be reduced during the calendar year 2017. However, if MRS determines
that the City's contribution to retirement shall be increased above the 2017 rate, this
provision of the contract shall terminate.
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31.9. Dependents of any member suffering a Line of Duty Death will be eligible to remain on
the City's insurance plan until they would otherwise age out (Medicare for spouses; age
26 for dependents).
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32. SALARIES AND LONGEVITY PAY
32.1. Salaries. Any Firefighter hired after the effective date of this contract will be paid based
on the salary scale in Article 32.3. Firefighter 1St Class Base salary will be increased 3
percent per year for the years 2018 ($51,510.30), 2019 ($53,055.61), and 2020
($54,647.28).
32.2. Parity. A Firefighter's base salary and rank differential (the percentage above or below
the base salary based on rank as described in Article 32.3) shall be in parity with the
corresponding ranks of the Jeffersonville Police Department.
32.3. For 2017, the annual salary of a Firefighter First Class (base salary) shall be $50,010. The
rank differential shall be as follows:
Position/Rank Differential Salary
Battalion Chief 30% $65,013
Fire Marshall (Major): 25% $62,513
Captain: 20% $60,012
Lieutenant: 15% $57,511
Sergeant: 10% $55,011
Firefighter 1St Class: Base $50,010
(Pension Base $60,012)
Firefighter 2nd Class: -5% $47,510
Probationary -10% $45,009
32.4. Longevity Pay: The following longevity pay shall be added to the monthly salary and
wages of each eligible Firefighter. In addition to their position/rank pay above, each
eligible Firefighter will receive I% of the First Class Firefighters' base pay, per year of
employment up to 20 years. Firefighters may be given the option to receive their
longevity in(2) annual installments (First paychecks in June and November) or on each
paycheck throughout the calendar year.
32.5. Driver Pay: Firefighters (1st or 2nd Class) shall receive $30.00 per day that they are
required to drive. No other ranks or positions will be eligible for driver pay.
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33. CONCILL4TION
33.1. The parties hereto pledge to avoid fruitless controversies,to maintain good feelings and
harmonious relationships,to give prompt attention to disputes, and to endeavor in good
faith to settle all differences by conciliation. Under all circumstances, business shall be
conducted without interference or interruption in regular and orderly manner, until the
controversy is settled by the procedure herein before set forth. Neither party to this
contract will enter into a strike or lockout against the other.
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34. RETIREE BENEFITS
34.1. Upon retirement from active service of a Firefighter with twenty(20)or more years of
service, the Firefighter will receive his/her turnout gear and helmet from the City. The
retiring Firefighter will also be presented with a retirement badge and identification card.
34.2. Commencing on January 1, 2014, until a retired Firefighter or surviving spouse is eligible
for Medicare coverage, the City shall pay a retired Firefighter's or surviving spouse's City
insurance premium on the same terms as for an active Firefighter under Article 31, if the
retired Firefighter or surviving spouse elects family or single coverage benefits,provided
that(1) such retired Firefighter or surviving spouse was enrolled in the City's health
insurance plan as of January 1, 2017, and(2) such retired Firefighter or surviving spouse
is current on their premium contribution obligations under the terms of this Agreement
and any predecessor agreements. This shall include members opting for the High
Deductible Health Care Plan and the corresponding City contributions to Health Savings
Accounts. A retired Firefighter shall be defined as any Firefighter that leaves the
Department with twenty(20) or more years of service.
34.3. When a retired Firefighter or surviving spouse becomes eligible for Medicare coverage,
the retired Firefighter or surviving spouse's eligibility for participation in the City
insurance shall automatically terminate. The dependents of a Firefighter who has reached
Medicare eligibility shall be covered for two (2) additional years before their coverage
automatically terminates.
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35. FITNESS STANDARD
35.1 The fitness testing and standards of December 2013, established and agreed to by and
between the Chief and the Union, and attested to by the City Council Negotiating Team,
shall remain in full force and effect throughout the life of this Agreement without any
changes, alterations, deletions, or modifications absent the agreement of both the Union
and the Chief with notice to the City Council, provided that any agreement that would
have the effect of eliminating fitness testing and standards shall be subject to approval by
the City Council.
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36. NEGOTIATION OF SUPPLEMENTAL AND FUTURE AGREEMENTS
36.1. This Agreement may be amended only in writing and properly approved and signed by
both parties. Supplemental agreements may be completed through negotiations at any
time during the life of the Agreement. Either party may notify the other party, in writing,
of its desire to negotiate. Supplemental agreements will become a part of the larger
agreement, and subject to all its provisions.
36.2. New contract negotiations will begin no later than June 15, 2020.
36.3. The Parties agree and understand that Firefighters are barred from strike activity under
Indiana law. Both Parties understand this can result in harsh and unfair results for
Firefighters in the collective bargaining process. Therefore, both Parties agree to
participate, in good faith, in mediation through the Federal Mediation and Conciliation
Service (FMCS) as provided in this Agreement.
36.4. After July 1, 2020, but before December 31, 2020, the Parties may jointly agree to initiate
non-binding mediation with respect to the terms and conditions of a new agreement that
would commence January 1, 2021. If no new agreement has been reached, and the
Parties have not jointly agreed to initiate mediation by January 1, 2021, either Party may
initiate non-binding mediation with respect to the terms of a new agreement. In any case,
the costs of mediation shall be borne equally by both parties.
36.5. The Parties may, if both Parties agree, submit to binding arbitration, in lieu of or in
addition to, the mediation described above; provided, however, that the Council must
approve by appropriate resolution with respect to the City's agreement to any such
arbitration.
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37. APPLICATION OFAGREEMENT
37.1. If any provision of this Agreement, or application thereof, to any person or
circumstance, is held unconstitutional or otherwise invalid, the remaining provisions
of this Agreement will not be affected thereby.
37.2. Nothing in this Agreement shall be construed as reducing, diminishing, or restricting, in
any manner, the powers given to the City of Jeffersonville, its boards, commissions, or
individuals by state law. In the event that a change in state or federal law renders
unlawful any provision of this Agreement,the Parties shall cooperate in good faith to
amend and reform the Agreement to comply with such change in law.
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38. EFFECTIVE DATE AND DURATION
This Agreement shall become effective upon its proper adoption by the parties listed below, and
will continue in full force and effect until December 31, 2020. Except in the exercise of the
City's rights and powers as provided by law, the Agreement shall, thereafter, automatically
remain in effect until the date when a new agreement becomes effective or until December 31,
2022, whichever is sooner.
In Witness Whereof, the parties have hereunto set their hands and seals this V SadaY of
Hcod 92017.
Jeffersonville Professional The City of Jeffersonville, Indiana
Firefighters, Local 558, of
The International Association
of Firefighters
ose h Hurt, Presi ent Mike Moork,
Mayor
Brad ey, VP isa di'l. City Council President and
Negotiating Team
Bryan Em rson, Secretary Scott Hawkins, City Council, Negotiating
Team
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(4e Beard, Treasurer Dustin White, City Council,Negotiating
Team
Scottie aples, City Council,Negotiating
Team
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Exhibit A
Vacation Schedule
Vacation time accrues to Firefighters based upon their total years of service (longevity) with the
City as follows:
1 - 2 years of service......................................................... 3 days
3 -4 years of service......................................................... 8 days
5 - 9 years of service......................................................... 12 days
10 - 15 years of service..................................................... 15 days
16 - 19 years of service..................................................... 17 days
20 - 24 years of service..................................................... 19 days
25 or more years of service............................................... 20 days
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