AGREEMENT FOR FISCAL YEARS 2024-2025, 2025-2026 AND 2026-2027 Docusign Envelope ID: F6C7ECCF-2D58-43C1-971 E-4261 B031 D318
AGREEMENT
Between
CITY OF CLEARWATER
and
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO
Local 1158
Fiscal Years
2024-2025
2025-2026
2026-2027
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Our Mission is to work
cooperatively with labor
and management to
provide cost effective,
top quality Emergency
services while ensuring
and improving the
safety and benefits for ourMembers
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Page No.
Tableof Contents ........................................................................................................................i-iv
Preamble ............................................................................................................................1
ARTICLE 1 Recognition and General Provisions..............................................................1
Section 1 Exclusive Bargaining Agent..............................................................................1
Section 2 New Classifications ...........................................................................................1
Section 3 Contract Constitutes Entire Agreement.............................................................1
ARTICLE 2 Representatives of Parties...............................................................................2
ARTICLE 3 Rights of Parties...........................................................................................2-5
Section1 Management Rights ...........................................................................................2
Section 2 Emergency Conditions.......................................................................................2
Section3 Union Rights......................................................................................................3
Stewards.............................................................................................................3
Checkoff.............................................................................................................3
Postingof Agreement ........................................................................................3
BulletinBoards ..................................................................................................3
EmployeeOrientation........................................................................................4
Section 4 No Discrimination..............................................................................................4
Section 5. Disability Retirement Process............................................................................5
ARTICLE4 No Strike...........................................................................................................5
ARTICLE 5 Labor-Management Cooperation...................................................................6
ARTICLE 6 Grievance Procedure...................................................................................6-8
Section1 Definition...........................................................................................................6
Section 2 Filing Procedures ........................................................................................... 6-7
Section3 Arbitration..........................................................................................................8
Section 4 Grievance Initiated by the City..........................................................................8
Section 5 Time Limit Exceptions ......................................................................................8
Section 6 Grievance Initiated by Employee.......................................................................8
ARTICLE 7 Personnel Practices....................................................................................9-29
Section1 Work Schedule...................................................................................................9
Section2 Assignments.....................................................................................................10
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ARTICLE 7 Personnel Practices (cont.) Pate No.
Section 3 Extra Pay Assignment................................................................................ 10-14
Section 4 Exchange of Duty Time (Swaps)............................................................... 14-15
Section 5 Call-In, Holdover, and Court Time............................................................ 15-16
Section 6 Daylight Savings Time ....................................................................................16
Section 7 State EOC/FEMA Deployment........................................................................16
Section 8 Pay Plan Administration............................................................................ 16-18
Promotions................................................................................................. 16-17
Demotions........................................................................................................17
ActingPay.................................................................................................. 17-18
Fair Labor Standards Exemption.....................................................................18
Section 9 Promotional Process................................................................................... 18-20
Announcements................................................................................................18
Eligibility .........................................................................................................18
Disqualification of Applicants.........................................................................19
Scope and Character of Evaluation Process.....................................................19
Notification of Results.....................................................................................20
Appealsfrom Ratings ......................................................................................20
Section 10 Open and Promotional Eligibility Lists ...........................................................20
Section 11 Appointments.............................................................................................20-21
Section12 Probation..........................................................................................................21
Section13 Light Duty..................................................................................................21-22
Section 14 Line-of-Duty Injury Pay ............................................................................22-23
Section 15 EMS Classifications...................................................................................24-25
Section 16 Firefighter/Driver-Operator.......................................................................25-26
Section 17 Work Rules and Prevailing Rights...................................................................26
Section18 Subcontracting .................................................................................................26
Section 19 Indemnification................................................................................................27
Section 20 Sports Activities On Duty................................................................................27
Section 21 Lawn Maintenance...........................................................................................27
Section 22 Physical Examination.................................................................................27-28
Frequencyof Physicals....................................................................................27
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ARTICLE 7 Personnel Practices (cont.) Pate No.
Sect22 (cont.) Types of Exams................................................................................................27
Immunizations and Inoculations................................................................27-28
PhysicalFitness................................................................................................28
Department Physician......................................................................................28
WellnessRe-Opener........................................................................................28
Section 23 Employee Fitness & Wellness Incentive ...................................................28-29
Section 24 Residency Requirement...................................................................................29
Section 25 Tobacco Product Usage ...................................................................................29
ARTICLE 8 Leaves of Absence....................................................................................29-45
Section1 Holidays.....................................................................................................29-31
ObservedHolidays.....................................................................................29-30
FloatingHolidays.............................................................................................30
Selection of Floating Holidays.........................................................................30
Payment for Floating Holidays........................................................................31
Conversion of Floating Holidays to Personal Leave .......................................31
Section2 Vacations.................................................................................................... 31-36
Accrual of Vacation Leave........................................................................ 31-33
Use of Vacation Leave............................................................................... 33-35
Accrual During Military Leave........................................................................35
Conversion to Other Leave........................................................................ 35-36
Payment for Unused Vacation.........................................................................36
Bankingof Vacation........................................................................................36
Section3 Sick Leave.................................................................................................. 36-40
Accrual of Sick Leave................................................................................ 36-38
Payment for Unused Sick Leave................................................................ 38-39
Sick Leave Incentive Program.........................................................................39
SickLeave Pool ......................................................................................... 39-40
Section4 Funeral Leave...................................................................................................41
Section 5 Absence Without Leave...................................................................................41
Section 6 Time Off From Duty..................................................................................41-42
Section 7 Right to Contribute Work................................................................................42
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Section 8 Military Leave............................................................................................42-44
Section9 Parental Leave..................................................................................................45
ARTICLE 9 Wages and Compensation.......................................................................46-52
Section1 Pay Schedule....................................................................................................46
Section 2 Pay Schedule Format.................................................................................46-47
Section 3 Merit Pay Review ............................................................................................47
Section4 Rates of Pay .....................................................................................................47
Section 5 Annual Personal Resource Allowance.............................................................47
Section 6 Mileage Reimbursement............................................................................47-48
Section7 Special Teams..................................................................................................48
Section8 EMS Wages .....................................................................................................49
Section 9 Training and Tuition Refund .....................................................................49-50
Section 10 Clothing and Equipment............................................................................ 50-52
Section11 Standby ............................................................................................................52
Section 12 Paycheck Issuance ...........................................................................................52
ARTICLE10 Insurance........................................................................................................53
ARTICLE 11 Performance and Discipline..........................................................................54
ARTICLE 12 Drug and Alcohol Policy................................................................................54
ARTICLE 13 Retirement......................................................................................................55
ARTICLE 14 Seniority, Layoff, and Recall...................................................................55-57
Section1 Seniority..................................................................................................... 55-56
Section2 Layoffs....................................................................................................... 56-57
Section 3 Reemployment Rights......................................................................................57
Section 4 30-Day Notification.........................................................................................57
ARTICLE 15 Duration, Modification, and Termination.............................................58-59
Section1 Amendments....................................................................................................58
Section 2 Severability and Waiver...................................................................................58
Section3 Duration ...........................................................................................................59
SignaturePage.......................................................................................................................59
AppendixA Wages ........................................................................................................ 60-62
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PREAMBLE
This Agreement is entered into by the City of Clearwater, Florida, hereinafter referred to as the "City,"
and Local 1158 of the International Association of Fire Fighters,AFL-CIO,hereinafter referred to as the"Union".
The Agreement has been negotiated in good faith for the purpose of promoting harmonious relations,establishing
an orderly and peaceful procedure to settle differences which might arise, and setting forth the basic and full
agreement between the parties concerning wages, rates of pay,hours of work, and all other terms and conditions
of employment.
ARTICLE 1
RECOGNITION AND GENERAL PROVISIONS
Section 1. Exclusive Bargaining Agent
The City recognizes the Union as the exclusive bargaining representative in accordance with Chapter
447, Florida Statutes, as amended, for all employees in the bargaining unit defined by the Public Employees
Relations Commission and issued Certification number 122 in Case No. SH-RA-756-1129 dated September 3,
1975. All persons in the classifications designated Firefighter, Firefighter/Driver-Operator, Fire Medic, Fire
Lieutenant, Fire Medic Lieutenant, Fire Inspector I, Fire Inspector II, and Fire Prevention Inspector shall be
included in the bargaining unit. All others shall be excluded. Any incumbent of the Fire Prevention Inspector
job classification as of the effective date of this Agreement shall be permitted to maintain such job classification
designation. There shall be no further bargaining unit members allocated to the Fire Prevention Inspector job
classification after the effective date of thisAgreement.
Section 2. New Classifications
Should the City and the Union agree to establish new job classifications within the Fire Department
which may be in the bargaining unit, the City shall provide notice to the Union not less than 30 days prior to
staffing such classification. The parties shall submit a Unit Clarification Petition to the Public Employees
Relations Commission and shall negotiate appropriate wage rates, hours, and terms and conditions of
employment for such classification.
Section 3. Contract Constitutes Entire Agreement of the Parties
This Agreement contains the entire contract, understanding, undertaking, and agreement of the parties
hereto, and finally determines and settles all matters of collective bargaining for and during its term, except
regarding the City's Pension Plan and as may be otherwise specifically provided herein.
The Parties agree to bargain proposed changes to the City's Pension Plan at the same time that bargaining
occurs for this agreement and successor agreements.
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ARTICLE 2
REPRESENTATIVES OF PARTIES
Section 1. The City agrees that during the term of this Agreement it will deal only with the authorized
representatives of the Union in matters requiring mutual consent or other official action called for
by this Agreement. Authorized representatives shall be defined as the elected Officers of the Union and duly
elected or appointed stewards. The Union agrees to notify the City of the name of such authorized representatives
as of the execution of this agreement, and any change in elected Officers or appointed stewards shall be provided
by the Union to the Office of the Fire Chief within 72 hours of the change.
Section 2. The Union likewise agrees that during the term of this Agreement the Union and the
employees covered hereunder shall deal only with the City Manager or his/her representative in matters requiring
mutual consent or other official action. The Union specifically agrees that neither the Union nor the employees
covered hereunder shall seek to involve the City's elected officials in the administration of this Agreement or
otherwise in the operation of the City's Fire Department;provided that nothing contained herein shall restrict an
employee's opportunity to present non-employment related matters to such elected officials.
ARTICLE 3
RIGHTS OF PARTIES
Section 1. Management Rights
Except as expressly limited by any provision of this Agreement,the City reserves and retains exclusively
all of its normal and inherent rights with respect to the management of its operations, whether exercised or not,
including,but not limited to,its rights to determine, and from time to time redetermine,the number,location and
type of its various operations, functions and services; the methods, procedures and policies to be employed; to
discontinue the conduct of any operations, functions or services, in whole or in part; to transfer its operations,
functions or services from or to, either in whole or in part, any of its departments or other divisions;to select and
direct the working force in accordance with requirements determined by the City;to create,modify or discontinue
job classifications; to establish and change working rules and regulations; to establish and change work
schedules and assignments; to transfer, promote or demote employees; to lay off, furlough, terminate or
otherwise relieve employees from work for lack of work, lack of funds, or other legitimate reason; to suspend,
discharge or otherwise discipline employees for proper cause; to alter or vary past practices and otherwise to
take such measures as the City may determine to be necessary to the orderly and efficient operation of its various
operations, functions and/or services.
Section 2. Emergency Conditions
If in the sole discretion of the City Manager or Mayor it is determined that civil emergency conditions
exist, including, but not limited to, riots, civil disorders, strikes, hurricane conditions, or similar catastrophes or
disorders,the provisions of this Agreement may be suspended by the City Manager or Mayor during the term of
the declared emergency provided that wage rates and other direct monetary payments shall not be suspended.
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Section 3. Union Rights
A. Stewards: There shall be one (1) Union Official or designee for all bargaining unit members on each shift
for line personnel and one additional Union Official or designee for Fire Prevention personnel. An employee
working on duty shall be represented by the respective (line or inspection) "on-duty" representative or other
union official.
An employee having a grievance shall have the right to take the matter up with his/her Shift Steward or
other Union Officer during working time,provided that neither the employee nor the Shift Steward may
leave their assigned Fire Station or work area outside a Fire Station without prior permission of the Fire
Chief or his/her specifically designated representative, and, provided further, that the employee and the
Union Official shall not interfere with the normal operations of the Department. It shall be the employee's
responsibility to obtain a representative when the Fire Chief or his/her designee determines that the on-duty
representative cannot be made available due to operational demands.
All members of the bargaining unit may wear the I.A.F.F. pin on their uniforms.
B. Checkoff: The City shall deduct and provide to the Union on a biweekly basis dues and uniform assessments
owed by the employee to the Union in an amount certified to be correct by the Union Secretary-Treasurer.
Prior to such deduction. the Union shall provide the City with a signed statement from each employee
authorizing such deduction in a form satisfactory to the City.
Any authorization for dues deduction may be canceled by the employee upon 30 days written notice to
the City and the Union.
The Union shall indemnify, defend and hold the City, its officers, officials, agents, and employees
harmless against any claim, demand, suit, or liability (monetary or otherwise) and for all legal costs arising
from any action taken or not taken by the City,its officials, agents, and employees correctly complying with
this Section. The Union shall promptly refund to the City any funds received in accordance with this
Agreement which are in excess of the amount of basic and uniform membership dues which the City has
agreed to deduct.
Nothing contained herein shall require the City to deduct from a salary or be otherwise involved in the
collection of Union fines,penalties or special assessments.
In the event an employee's salary earnings within any pay period, after deductions for withholding,
pension or social security,health and/or other standard deductions, are not sufficient to cover dues it will be
the responsibility of the Union to collect its dues for that pay period from the employee.
C. Posting of Agreement: In accordance with the City's Greenprint Sustainability Plan, the City and the
Union agree that this Agreement shall be posted by the City on the City's Launchpad and Website.
D. Bulletin Boards: The City agrees to provide a 2 feet x 4 feet space on bulletin boards at each Fire Station
for posting by the Union of notices of meetings or other official Union information;provided,the Fire District
Commander or his/her designee shall first review such posting, and if found to be outside of the scope of this
Section, such posting shall be modified to the mutual agreement of the parties. The Fire District Commander
will continue to include the Union notices in the intra-departmental mail which he/she delivers to the stations.
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E. Employee Orientation: The City shall permit the Union to make a presentation to all new bargaining unit
members at the City new employee orientation. Subject matter of the Union presentation and any Union
materials to be distributed must be approved by the City Manager or his/her designee.
Section 4. No Discrimination
The City and the Union specifically agree that the provisions of this Agreement shall be equally
applicable to all employees covered herein without regard to race, color, religion, sex, national origin,
membership or non-membership in labor organization, sexual orientation, or age, as provided by law.
Any claim of discrimination under Federal or State civil rights laws by an employee against the City, its
officers or representatives shall not be grievable or arbitrable under the provisions of Article 6 but shall be subj ect
only to the method of review prescribed by law. Nothing herein contained shall preclude the right of an employee
to grieve and arbitrate disciplinary action taken by the City, except as otherwise herein provided.
Section 5. Disability Retirement Process
Upon receipt of a complete application for a disability pension, which includes the most recent medical
conclusions known to the applicant at the time of submittal, the City shall request and obtain an independent
medical evaluation ("IME"). If disabilities are claimed that involve multiple specialties, one IME per specialty
shall be selected. Any costs directly or indirectly relating to IME's shall be paid by the pension plan.
After receiving the completed IME report(s), the application and any other records the City deems relevant
to the application, the City Attorney's Office shall either review or arrange for outside legal counsel to review, on
behalf of the City, the merits of the application. The City Attorney's Office, or legal counsel hired by the City
Attorney's Office for this purpose, shall recommend to the City Manager either a stipulated approval or an
evidentiary hearing. The City Manager shall take the recommendation under advisement and consider any other
factors he/she deems relevant to the application and determine on behalf of the City whether to enter a stipulated
approval, or whether to schedule an evidentiary hearing.
If the City Manager enters into a stipulated approval, an agenda item shall be brought before the Pension
Trustees confirming the stipulation. The role of the Pension Trustees in said approval shall be ministerial in
nature. Upon approval by the Pension Trustees, the City shall finalize and distribute the disability pension benefits
to which the applicant is entitled.
If the City Manager opts for an evidentiary hearing, the hearing shall be conducted by the State of Florida
Division of Administrative Hearings ("DOAI ). The Pension Trustees will enter into a contract with DOAH for
this purpose. It shall be the duty of the hearing officer to review the application for a disability retirement,
determine whether the claim meets the criteria for awarding a disability pension benefit, and issue a recommended
order.
During the formal hearing, the applicant and City shall have the right to be heard, to be represented by a
person of their choice, and to present evidentiary facts. Each party shall pay its own expense for its representative,
counsel, and witnesses.
At the formal hearing, the technical rules of evidence shall not apply. The hearing officer shall have the
power to administer oaths,issue subpoenas, compel the production of books,papers and other documents and
receive evidence. The hearing officer shall utilize a procedure similar to that set forth in F.S. §§ 120.569 and
120.57. The hearing officer shall have no authority to award attorney's fees to the prevailing party.
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All recommended orders prepared by the hearing officer shall conform with the requirements for such
orders as set forth in F.S. §§ 120.569 and 120.57. The hearing officer shall then transmit the recommended order
composed of findings of fact, conclusions of law, and disposition to the Pension Trustees.
The Pension Trustees may adopt the recommended order as the final order. The Pension Trustees in its
final order may reject or modify the conclusions of law over which it has substantive jurisdiction and interpretation
of administrative rules over which it has substantive jurisdiction. When rejecting or modifying such conclusion of
law or interpretation of administrative rule,the Pension Trustees must state with particularity its reasons for
rejecting or modifying such conclusion of law or interpretation of administrative rule and must make a finding that
its substituted conclusion of law or interpretation of administrative rule is as or more reasonable than that which
was rejected or modified. Rejection or modification of conclusions of law may not form the basis for rejection or
modification of findings of fact. The Pension Trustees may not rej ect or modify the findings of fact unless the
Pension Trustees first determines from a review of the entire record, and states with particularity in the order, that
the findings of fact were not based upon competent substantial evidence or that the proceedings on which the
findings were based did not comply with essential requirements of law. The Pension Trustees may accept the
recommendation in the recommended order but may not reduce or increase it without a review of the complete
record and without stating with particularity its reasons therefore in the order,by citing to the record in justifying
the action.
Any party adversely affected shall have the right to have the administrative proceeding reviewed by filing a
petition for certiorari with the circuit court of Pinellas County as provided by Rule 9.100 of the Florida Rules of
Appellate Procedure.
ARTICLE 4
NO STRIKE
Section 1. The Union agrees that during the term of this Agreement, it shall not authorize, instigate,
condone, excuse, ratify or support any strike, slowdown, sit-down, work stoppage or any other act of like or
similar nature likely to interfere with the efficient operation of the City's affairs engaged in or supported by
members of the Union and/or employees represented by the Union or other agents or representatives of the
Union. The parties specifically incorporate herein the provisions of FS. 447.505, 447.507 and 447.509.
Section 2. Should the Union or employees covered by this Agreement within the City's Fire
Department breach this Article, the City may then proceed against the Union as covered in FS 447 and such
sections of state and federal law that may apply. The City would also be entitled to obtain an injunction with
notice at ex-parte hearing for breach of this Article.
Section 3. Should any member of the bargaining unit be found guilty of striking as defined in Chapter
447,Florida Statutes,he/she shall be subj ect to dismissal,and it is expressly agreed that such violation constitutes
just cause for dismissal.
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ARTICLE 5
LABOR-MANAGEMENT COOPERATION
A. The City and Union agree to maintain a cooperative Labor/Management committee for the IAFF Local
1158 bargaining units. The committee shall consist of an equal number of members of each party not to
exceed a total of eight(8)members. It is understood that this committee in no way is a substitute for the
grievance procedure or the right of collective bargaining but has been established for the purpose of
discussion and input from both sides on matters that may be mutually resolved by the parties or may
eventually become items of collective bargaining, grievances, orlitigation.
The Labor/Management Committee will meet quarterly or as deemed necessary by the Committee.
Either side may cancel a meeting with 24-hours notice. A cancelled meeting may be rescheduled with
mutual consent. The Committee will draft bylaws addressing administrative protocols. Adoption and any
changes to bylaws shall require a simple majority vote among all members of the Committee. The City
will maintain a written brief summary of the events of the meetings. The Union will be permitted to add
comments to the summary if necessary.
B. Department Safety Committee
1. Authority. The Clearwater Fire and Rescue Occupational Health and Safety Committee shall be
established in accordance with the direction as outlined in Florida Stature 633.810, "Workplace
safety committees and safety coordinators."
2. Membership. The committee shall be made up of an equal number of bargaining unit members
to be appointed by the Union and Fire Department management staff officers to be appointed by
the Fire Chief or his/her designee, not to exceed a total of eight members.
3. Workplace Safety Coordinator. A Clearwater Fire and Rescue Chief Officer shall be designated
as the department Workplace Safety Coordinator for the purpose of chairing the committee and
providing administrative support.
4. Meetings. Upon approval of this agreement by the City Council,the committee shall meet within
thirty calendar days thereafter to establish those duties and procedures as outlined in, but not
limited to,Florida Statute 633.810, and as approved by the Fire Chief or his/her designee.
ARTICLE 6
GRIEVANCE PROCEDURE
Section 1. A grievance shall be defined as any difference, dispute or complaint regarding the
interpretation or application of the terms of this Agreement, except as exclusions are noted in other articles of
this Agreement. The grieving party must state in writing the remedy sought to resolve the grievance.
Section 2. All grievances filed shall be submitted on the appropriate form (City form 99900-0061,
IAFF Grievance Form), and shall refer to the specific Article and section of this Agreement upon which the
grievance is based, and shall contain a concise written statement of the facts alleged to support the grievance,
and shall be signed by the grievant or representative. A Grievant may be accompanied by a representative of the
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Union at any time during the Grievance Procedure. Newly hired probationary employees shall not have access
to the Grievance Procedure for any matter of discipline(including discharge), assignments, scheduling,or access
to training opportunities during the probationary period. Any grievance by a permanent employee relating to
suspension or dismissal shall be initiated at Step 2.
On behalf of employees covered by this Agreement, the Union hereby waives all rights of these
employees to utilize and appeal to the Civil Service Board concerning any matter defined in this Agreement.
This shall specifically include appeals and grievances relating to suspensions, demotions and dismissals.
Grievances may be filed and processed by the Union except grievances of discipline that must be initiated
by the disciplined employee.
As used in this Article, the term "employee" may also mean a group of employees having the same
grievance. In such event, one employee shall be designated by the group of employees to act as a spokesperson
and shall be responsible for processing the grievance. All employees in the group shall be identified, however
only the spokesperson needs to sign the grievance.
For purposes of this Grievance Procedure, normal working hours shall be considered 8:00 a.m. to 5:00
p.m. and normal workdays shall be considered Monday through Friday, holidays excepted.
STEP 1
The grievant shall present his/her grievance in writing to their Fire District Commander or Fire Marshal
within 30 calendar days after the grievant has knowledge or constructive knowledge of the occurrence of the action
giving rise to the grievance. The Fire District Commander or Fire Marshal shall arrange for a meeting with the
grievant within 14 calendar days of receipt of the grievance. Discussions will be informal for the purpose of settling
differences in the simplest and most direct manner. The Fire District Commander or Fire Marshal shall review the
grievance and submit a decision in writing to the grievant within 30 calendar days from the date of the meeting. If
the grievance is not resolved at Step 1, the grievance may be appealed to Step 2.
STEP 2
If the grievance is not settled at the first step,the grievant shall,within 30 calendar days of the date of written
notification from the Fire District Commander or Fire Marshal, present the written grievance to the Fire Chief or
designee. The Fire Chief or designee shall obtain the facts concerning the alleged grievance and shall, within 14
calendar days following receipt of the written grievance, meet with the grievant. The Fire Chief or designee shall
review the grievance and notify the grievant of his/her decision in writing not later than 30 calendar days following
the meeting day. If the grievance is not resolved at Step 2, the grievance may be appealed to Step 3.
STEP 3
If still unresolved, the grievance may be submitted to the City Manager or designee within 30 calendar days
of the date of written notification from the Fire Chief or designee. At the request of the grievant, the City Manager
or designee shall meet with the grievant. The grievant must make this request to meet with the City Manager at the
time of submission of the grievance to the City Manager or designee. If so requested, the City Manager or designee
shall arrange a meeting with the grievant within 30 calendar days of the request. The City may determine who shall
meet with the employee. Within 30 calendar days of the meeting, the City Manager or designee shall notify the
employee, in writing, of their decision.
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If no meeting is requested by the grievant at the time of submission of the grievance to the City Manager or
designee, the City Manager or designee shall notify the employee of their decision in writing within 30 calendar
days of receipt of the grievance. If a grievance is not submitted to the City Manager or designee, it shall be deemed
to have been resolved at Step 2 to the grievant's satisfaction. The City shall notify the Union in writing of any change
in the City Manager's designee for the receipt or hearing of grievances.
Section 3. In the event that the grievance is still unresolved, the matter may be submitted to final and
binding arbitration as provided in this section.
A. Within 30 calendar days of the decision of the City Manager, the aggrieved party shall notify the City
Manager of their intent to arbitrate. Within 30 calendar days of the notice of intent to arbitrate, said party
shall request from the Federal Mediation and Conciliation Service a list of seven names of qualified
arbitrators. Each party shall have the right to unilaterally reject one list of arbitrators received from FMCS.
Thereafter, a list may only be rejected by mutual consent of the parties. Within 21 calendar days after the
receipt of such a list, representatives of the parties shall meet and each party shall strike three names. A flip
of the coin shall determine who shall strike the first name, and then the other party shall strike a name. The
process shall then be repeated until one name remains and the remaining name shall be the arbitrator selected
and notified of his/her selection as arbitrator. As promptly as can be arranged but not more than 60 calendar
days unless mutually agreed by the City and Union, the arbitration hearing shall be held. Each party shall
pay its own expense for its representative,counsel and witnesses. The charges of the arbitrator shall be shared
equally by the City and the aggrieved party. The decision of the arbitrator shall be final and binding on both
parties, except that either party may seek review as provided by law. The arbitrator shall have no power to
add to, subtract from, modify or alter the terms of this Agreement.
B. Copies of the decision of the arbitrator made in accordance with the jurisdiction and authority of this
Agreement shall be furnished to both parties within 30 calendar days from the close of the hearing or as
otherwise agreed to by both parties.
Section 4. Formal Processing of Grievance Initiated By The City
Where any provision of this Agreement involves responsibility on the part of the Union which,in the view
of the City, is not properly being carried out, the City may present the issue to the Union as a grievance. If such
grievance cannot be resolved by discussion between the City and the unit representative on an informal basis, the
grievance may be formally filed in writing by the City Manager or his/her designee by giving written notice to the
business agent of the Union. Such notice shall indicate the provision(s) of the Agreement which the City contends
is/are not properly being carried out by the Union. If not resolved within 30 work days following receipt by the
Union of the written grievance, the City may submit the grievance to arbitration under the provisions of Section
3 of this Article.
Section 5. All of the time limits contained in this Article may be extended by mutual written
consent of the parties. If the grievant fails to submit or advance a grievance at any step in the process within the
prescribed time limit as defined above,the written determination received by the grievant from the respondent
at the prior step shall be considered accepted by the grievant, and the grievance shall be considered resolved. If
the City fails to respond to a grievant at any step in the process within the prescribed time limit as defined
above, the Union may advance the grievance to the next step in the process.
Section 6. If an employee chooses to process their own grievance, the Union must be invited to
attend any meeting where the resolution of the grievance may occur. FS 447.301(4).
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ARTICLE 7
PERSONNEL PRACTICES
Section 1. Work Schedule
A. Hours and Days of Work: Shifts shall start at 8:00 A.M. each work day and end at 8:00 AM. the
following morning. Total: 24 hours. Coverage shall consist of three shifts: "A", "B", and "C", which will
work in the following rotation (see sample monthly work schedule below):
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
1 work 2 off 3 work 4 off 5 work 6 off 7 off
8 off 9 off 10 work 11 off 12 work 13 off 14 work
15 off 16 off 17 off 18 off 19 work 20 off 21 work
22 off 23 work 24 off 25 off 26 off 27 off 28 work
29 off 30 work, etc.
B. Inspection Division: Fire Inspectors will work 7:30 AM. to 4:00 P.M., Monday through Friday, with a
30-minute lunch break for each inspector. The Chief reserves the right to assign the necessary personnel to
each shift which, in his/her judgment, provides for most effective departmental operations.
C. Kelly Days:
1. Employees will be awarded a Kelly Day after every 18 days worked. This means they will be
scheduled to work 18 consecutive shift days and will be scheduled off the 19t` scheduled shift day.
This will result in a 53.0526 hour average work week.
Effective no later than the first day of the payroll period that includes October 1, 2026, employees will be
awarded a Kelly Day after every 8 days worked. This means employees will be scheduled to work 8
consecutive shift days and will be scheduled off the 9th scheduled shift day. This will result in a 50.3077-
hour average work week.
2. Kelly Day rotations for each position will be determined by the Department. Individual employees Kelly
Day rotations will not be changed except when an employee changes job classification or shift. It is
understood that when an employee changes job classification or shift,he/she will be assigned to the Kelly
Day rotation for the position being filled. Employees may exchange Kelly Days in accordance with the
procedures for exchanges of on-duty time as set forth in Article 7, Section 4 of this Agreement. A Kelly
Day may be exchanged only one time between two employees, and once exchanged may not be exchanged
again thereafter with another employee
3. When a Kelly Day occurs within a block of days that have been selected by an employee for vacation,the
Kelly Day shall not be counted against the employee's vacation leave accrual balance and the vacation
leave hours may be used toward a single vacation day request instead. The single vacation day in such
case may be submitted during the vacation pick process after the two rounds of vacation"block" selections
and before the selection of any "bonus" days, floating holidays, or sick leave incentive days. The single
vacation day may also be submitted at any time during the year, subject to availability and the operational
demands of the Department, in accordance with Article 8, Section 2, B of this Agreement.
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Section 2. Assignments
A. New and existing employees may be reassigned for Light Duty, training, out-of-area
deployments, or voluntary special project opportunities. Employees shall continue to be paid their standard
biweekly pay during such assignments. All hours actually worked during such assignments shall be counted
toward the calculation of overtime at the end of the established FLSA cycle in accordance with Article 7, Section
8,D.
B. Additional work hours assigned through the Mandatory list and Relief list for staffing of response
units (seat pay), and for staffing of special events units, shall be paid at the overtime rate as defined in Article 9
Section 4. All other hours worked shall be compensated in accordance with the Federal Fair Labor Standards Act.
Section 3. Extra Pay Assignments
Department policy may require the scheduling of Extra Pay and/or mandatory Holdover
assignments. The department shall attempt to equalize Extra Pay and mandatory Holdover to the extent
practicable. The selection of certified and/or individuals who possess specialty qualification(s) may be
required and shall be allowed. The Fire Chief shall determine the method(s) for administering Extra Pay
and mandatory Holdover provided that methods used shall be in compliance with the requirements herein.
Extra Pay and mandatory Holdover administration shall be coordinated at the Fire District Commander level
except as otherwise assigned by the Fire Chief or his/her designee.
Upon ratification of this agreement, the department shall have up to 90 days to implement the
methodology for Extra Pay and mandatory Holdover administration contained herein. During the implementation
period, all practices and procedures currently in effect shall be maintained.
Extra Pay work shall be defined as that time worked by an employee in addition to the employees regularly
scheduled hours where the employee is assigned through the TeleStaff Sign-up list and Mandatory Holdover list
for staffing of response units (seat pay; for staffing of special events units, and shall be compensated at the
overtime rate as defined in Article 9 Section 4. All other hours worked shall be compensated in accordance with
the Federal Fair Labor Standards Act.
A. Extra Pay Signup
1. Employees shall be responsible for signing up for Extra Pay eligibility on the specific days they elect to
work Extra Pay. Employees may sign up to work only from 0800-2000; or only from 2000-0800; or both
time periods. Employees may modify their sign-up to include a specific time-frame. Employees will only
be considered for Extra Pay vacancies that span the time frame included in the sign-up. Sign-up access
shall be available at each fire station,through the TeleStaff program.
2. Personnel may sign-up, or remove a sign-up, at any time prior to the filling of Extra Pay vacancies. The
department may begin filling Extra Pay vacancies as the vacancies become known Extra Pay Vacancies in
a three-shift work cycle ("Trick") may be filled anytime after the start of the three-shift work cycle that
immediately precedes the work cycle where the vacancies exist.
3. Personnel shall be responsible for maintaining their Extra Pay contact numbers in a manner so that an
employee can be contacted.
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B. Extra Pay Credits
1. Employees shall be assigned credits hour for hour based on the Extra Pay hours worked in a regular shift
assignment.
2. Employees who sign-up for Extra Pay and then refuse an Extra Pay offer when contacted between 07:00
and 08:00 hours on the morning where the Extra Pay vacancy occurs, shall be assigned credits equaling the
number of hours of the Extra Pay vacancy. No credits shall be added for a refusal after 08:00 hours. No
credits shall be added for refusal of shifts less than 12 hours. Inability to contact an employee who has
signed up for Extra Pay shall not be cause for adding credits.
3. New employees shall be eligible for Extra Pay assignment after six months of continuous service. These
employees shall be assigned a number of credits equal to the average accumulated by all employees in the
same classification at that time.
4. Extra Pay credits shall not be carried over from year to year and shall be zeroed out effective January 1 of
each year. Initial Extra Pay assignments at the start of each year shall be made on the basis of Department
seniority among employees in the same classification. Should two or more employees have the same
seniority they shall initially be arranged on the list alphabetically by last name.
5. The department shall maintain overtime credit lists as referenced in the various sections of this article. In
addition, the department shall maintain a master Credits list to include all personnel from all shifts, which
shall include all types of Extra Pay work. The credit lists shall be used to equalize Extra Pay to the best
extent possible. All lists maintained by the Department are maintained in the TeleStaff Program, which
is available to all users shall be made available to the Union upon request.
C. Shift Extra Pay Selection Procedures
1. The Fire District Commander shall be responsible for the assignment of on-duty personnel to provide
adequate staffing according to the Department's minimum staffing requirements. Employees who are
on current promotion eligibility lists or who are placed on established "Acting" eligibility lists upon
meeting the minimum qualifications and having been deemed qualified by the Department for the
necessary classification shall be transferred, assigned laterally, or utilized in an Acting capacity prior
to the scheduling of Extra Pay. However, if an employee has taken the most recent promotional exam
for that position and not passed, they shall not be deemed as meeting qualifications. Employees shall
be chosen who will result in the least amount of disruption to operations. The Department will
attempt to equalize acting opportunities among eligible employees to the extent practicable. When
the number of on-duty personnel is sufficient to provide coverage to meet the Department's
minimum staffing requirements, no assignment of an individual to an Acting capacity shall occur if it
will result in the necessity of Extra Pay
2. When the Department determines that a operational vacancy requires Extra Pay, the Fire District
Commander shall initiate procedures to offer the Extra Pay assignment to personnel who are signed
up for the that vacancy period. When the Extra Pay vacancy is filled greater than 12 hours prior to
the start of the shift where the vacancy exists, Extra Pay offers shall be made in the following order:
a. Qualified personnel who hold the same classification as the position necessitating the Extra Pay;
sorted by least number of credits; then department seniority; then alphabetical order of surname.
b. Qualified personnel who are deemed qualified to act either up or down in the position
necessitating the Extra Pay; sorted by least number of credits; then department seniority; then
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alphabetically by last name.
c. Employees will have the first right of refusal to work the Extra Pay shift(24 hours) on their assigned
Kelly Day,provided the employee has signed up for Extra Pay.
3. If none of the employees who hold the same classification as the Extra Pay vacancy (paragraphs 2a,
above) accept the Extra Pay offer, the Fire District Commander shall have the option to fill that
vacancy with on-duty personnel who are deemed qualified to act in that position, and then backfill
the resulting vacancy. The Department shall not be obligated to fill the vacancy with an
employee who signs-up after this option is implemented. Employees who have failed the most
recent promotional exam for the position on shall not be deemed qualified to act in that position.
4. When an Extra Pay vacancy occurs following 1700 hours on the previous shift(same shift-label as
the vacancy); the Fire District Commander shall be permitted to fill the Extra Pay at the level of
classification of that vacancy.
5. When a vacancy occurs on short-notice and affects operations by placing apparatus below minimum
staffing levels, the Fire District Commander may fill the vacancy in the most expeditious manner
available at that time, in the manner as close to the regular established procedures (in paragraph C.2.
above) as possible.
6. If an employee cancels leave that had created a vacancy, the Extra Pay employees who were selected
to fill that vacancy may be cancelled regardless of credits or seniority. There will be no credits
assigned to employees who are cancelled.
7. Short-term Extra Pay vacancies created by travel between stations and other short duration events
that occur at shift change will be filled by the employee from the previous shift that is in the position
creating the vacancy. That employee may arrange for another employee to holdover, subject to
approval by the applicable Fire District Commander.
D. Mandatory Holdover Extra Pay
1. The Mandatory Holdover Extra Pay procedures will be utilized by the Department when vacancies
cannot be staffed with Shift Extra Pay Selection procedures (Para C. above); however,Mandatory
Holdover Extra pay shall not be applied until the shift before the Extra Pay vacancy will occur.
Mandatory Holdover Extra Pay assignments will be rotated among all employees in accordance with the
employee's respective job classification and shift. Employee names will be initially arranged at the first
of each year on the Mandatory Extra Pay list by job classification in the order of least senior to most
senior.
2. Mandatory Holdover Extra Pay assignments will not exceed 12 hours in duration. Start and end times
will be determined by the Fire District Commander. 3. When the need to utilize Mandatory Holdover
Extra Pay arises, the Fire District Commander will first use the Mandatory Holdover Extra Pay list from
the shift working the day previous to the Holdover Extra Pay vacancy. Employees shall be chosen from
the same classification as the vacancy creating the Holdover. Exceptions to the same-classification clause
may be made when a vacancy requires a specialty that cannot be fulfilled using same-classification.
3. The list will be utilized in descending order using the first employee in that classification that is qualified
to fill the position creating the vacancy. Employees not present at shift change due to approved leave will
be bypassed and their position on the list will remain the same.
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4. An employee selected for Mandatory Holdover Extra Pay assignment will have the opportunity to
arrange for a substitute to fill the assignment. The substitute must be approved by the applicable Fire
District Commander. The employee who was initially assigned Mandatory Holdover Extra Pay shall not
be relieved of duty until approval for the substitution is issued by the Fire District Commander. When an
approved substitute fulfils the Mandatory Holdover Extra Pay assignment, the employee initially subject
to the assignment will be moved to the bottom of the list and the position of the substitute employee will
remain unchanged on the list.
5. An employee who will not be present at their next-shift start time due to scheduled approved leave will
not be subject to assignment from the Mandatory Holdover Extra Pay list from the end of his/her last
shift immediately preceding the leave, until the start of his/her first shift immediately following the leave,
and the next applicable employee on the list will be selected instead. When an employee is bypassed for a
Mandatory Holdover Extra Pay based on this exemption, they shall maintain their current position on the
Mandatory Extra Pay list.
6. Failing all of the above, the Fire District Commander will contact the Fire Division Chief to determine
the appropriate course of action. Until the appropriate course of action is determined, apparatus will
remain in service utilizing the employee who is currently in the position creating the vacancy.
E. Special Event Extra Pay
1. The Department will provide notification of Special Event Extra Pay opportunities to all members of the
bargaining unit. Notification will include the type and location of the event,the anticipated start and end
times of the event, the number of personnel, respective job classifications and specialties needed, and
deadline to respond. Employees may signup, or remove a signup, for special event Extra Pay up to the
point that the Extra Pay is assigned which may occur anytime after the published deadline.
2. The selection of certified and/or individuals who possess specialty qualification(s) may be required and
shall be allowed. Special Event Extra Pay offers shall be made in the following order:
a. Qualified personnel who hold the same classification as the position necessitating the Extra Pay
sorted by least number of credits; then department seniority; then alphabetically by last name.
b. Qualified personnel who are deemed qualified to act either up or down in the position necessitating
the Extra Pay sorted by least number of credits; then department seniority; then alphabetically by last
name. However,if an employee has taken the most recent promotional exam for that position and
not passed, they shall not be deemed as meeting qualifications.
3. If none of the employees who hold the same classification as the Extra Pay vacancy (paragraphs 2a,
above) accept the Extra Pay offer, the Fire District Commander shall have the option to fill the special
event vacancy with on-duty personnel who are deemed qualified for that position, and then backfill the
resulting shift vacancy.
4. Employees shall be assigned credits hour for hour based on the Extra Pay hours worked in a special
event assignment. Credits shall be applied to the same credit "bucket" as shift Extra Pay credits.
5. When there are an insufficient number of employees available from the special event Extra Pay sign-up
list, mandatory assignment may be utilized in accordance with the procedures described in paragraph D
above. If the vacancies cannot be filled with personnel from the shift prior to the Special Event, the
mandatory list for the shift on four-days off may be utilized subject to the provisions of paragraph D.
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6. Employees who are signed up for a special event assignment and subsequently refuse that assignment
will be assigned credits equaling the number of hours of the event refused.
7. New employees shall be eligible for special event Extra Pay after six months of continuous service.
These employees shall be assigned a number of credits equal to the average accumulated by all
employees in the same classification at that time.
8. Extra Pay credits shall not be carried over from year to year and shall be zeroed out effective January 1
of each year. Initial special event Extra Pay assignment each year shall be made on the basis of
Department seniority among employees in the same classification.
F. Emergency Conditions Extra Pay
When the Fire Chief determines that a state of emergency does or may exist, including, but not limited
to natural or manmade disaster, civil disturbance, or other situation necessitating increased staffing for
operational effectiveness, the procedures listed above may be bypassed during the state of emergency and
staffing will be established according to operational needs. However, compensation for Extra Pay assignments
shall still be in effect.
Section 4. Exchange of Duty Time
Employees within the Department may exchange on-duty time upon the following conditions:
A. That the employee filling in be acceptable to the applicable Fire District Commander prior to the change.
With the approval of the applicable Fire District Commander,Fire Medic Lieutenants and Acting Fire Medic
Lieutenant- qualified Fire Lieutenants shall be permitted to exchange on-duty time.
B. That the employees desiring the exchange notify the company officer of the anticipated change not less than
24 hours prior to the start of the anticipated changed unless such exchange arises under emergency
situations.
C. That no employee may be allowed to exchange more than 192 hours (8 days) per fiscal year. Additional
Exchange of Duty Time hours may be granted by the Fire Chief or his/her designee. Each time an employee
is permitted to allow another employee to work in his/her place in accordance with this exchange provision,
the number of hours to be exchanged will be counted toward the established limit only for the employee
who has been permitted to allow another employee to work in his/her place.
D. That the employee working the time will be covered by all applicable benefits in case of injury while filling
in,but will not receive pay for thisperiod.
E. If the employee agreeing to loan or fill in time is sick or fails to appear for the exchange,his/her appropriate
leave account or pay will be charged.
F. The employee agreeing to fill in for another member is obligated to remain on duty in the absence of the
person with whom the exchange is made.
G. Notwithstanding any provision to the contrary above, the City shall not be required to allow an exchange if
doing so would impose upon the City liability for any additional overtime compensation over what persons
may otherwise be entitled to. Prior to discontinuing the exchange allowance for this reason the City shall
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notify the Union concerning the legal basis for the decision to do so.
H. Time exchange is subject to a one hour minimum and at one-hour increments. Any premium of acting pay
shall be in accordance with this Agreement and Departmental policy.
L Kelly Days may be exchanged between bargaining unit members in the same job classification only. An
exception to this restriction may be made if the employees involved and department management all agree
to the exchange. Kelly Day exchanges shall not count towards the 192 hours allotted for swaps in ayear.
J. Bargaining unit members on a Kelly Day shall not be counted towards the total allotted number of
employees allowed off for any given day.
Section 5. Call-in/Holdover/Court Time
A. When an employee is called in to work less than 48 hours prior to the start of his/her regularly scheduled
shift to perform the duties and responsibilities of an established Fire Department job classification,
he/she will be paid a minimum of four hours at the overtime rate of pay. The City may require the
employee to remain on duty for the duration of the four-hour period or for as long as he/she is needed, at
the option of the City. The procedures outlined in Article 7, Section 3 of this agreement shall be used
to fill positions when a call-in is necessary. All hours actually worked during such call-in shall be
counted toward the calculation of overtime at the end of the established FLSA cycle in accordance with
Article 7, Section 8, D of this Agreement.
B. When an employee is held over past the end of his/her regularly scheduled shift to perform the duties
and responsibilities of an established Fire Departmenti ob classification, the time held over shall be paid
at the overtime rate of pay and shall be counted as time worked toward the calculation of overtime at
the end of the established FLSA cycle in accordance with Article 7, Section 8, D of this Agreement.
The City may require the employee to remain on duty until a relief employee arrives, in order to
maintain staffing levels when the absence of such employee or employees would result in the removal
of a unit or units from service. The holdover provision above will be utilized only until the position can
be filled by use of the overtime procedures outlined in Article 7, Section 3 of this Agreement.
C. Any employee whose appearance is required in Circuit Court or County Court as the result of a matter
arising out of the course of his/her employment, shall receive a minimum of two hours pay if such
attendance is during the employee's off-duty hours. This time will be paid at the regular rate of pay and
will be counted as hours worked toward the calculation of overtime. This same provision shall also
apply when the employee is subpoenaed to appear at the State Attorney's Office, Public Defender's
Office, or a private attorney's office, in a criminal case arising from the employee's course of
employment. However, this provision shall not apply when an employee or the Union has brought an
action against the City or any City official.
A Leave with pay will be granted for those hours spent by an employee on jury duty that fall during the
employee's scheduled work hours only. The employee will notify his/her Fire District Commander
immediately upon learning of selection for jury duty. Scheduled work hours that the employee is
released from work with pay for jury duty shall not count as hours worked for the purpose of
determining overtime. The employee may be required to provide evidence of jury duty service in order
to receive compensation for such hours.
E. Employees who participate in meetings or on committees at the request of the City shall have all such
time counted as hours worked and shall be paid at their regular rate of pay. The holdover and call-in
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provisions as outlined in this Section shall not apply to time spent participating in meetings or on City
committees.
Section 6. Daylight Savings Time
All bargaining unit members on the regularly scheduled shift in the Fall that as a result of
Daylight Saving Time actually work (sweat) twenty-five hours shall receive their standard biweekly rate
of pay plus one additional hour in the affected pay period. The additional hour actually worked shall be
counted towards the calculation of Overtime at the end of the respective FLSA cycle.
All bargaining unit members on the regularly scheduled shift in the Spring that as a result of
Daylight Saving Time actually work (sweat) twenty three hours shall receive their standard biweekly
rate of pay in the affected pay period. The additional hour not actually worked shall count as hours
actually worked and shall be counted towards the calculation of Overtime at the end of the respective
FLSA cycle.
Vacation, Floating Holiday, and Sick Leave days used on the affected days shall count as 24
hours (if the entire shift is used) in either of the above instances. Exchanges of on-duty time (swaps) on
the affected days shall be treated in accordance with Section 4 of this Article. As such,the regularly
scheduled employee shall be entitled to credit for the additional hour in the Fall.
Section 7. State EOC/FEMA Initiated Emergency Deployment
It is understood that the Department may deploy personnel to render aid and assistance to other
jurisdictions in accordance with State EOC and or FEMA initiatives. No bargaining unit employee will be
involuntarily assigned to deploy under this paragraph. Such deployments shall not be subject to the call-in
provisions as outlined in Section 5 of this Article. Employees subject to such deployments shall not suffer a loss
of any regular pay the employee would otherwise have received if not dispatched as a result of the assignment.
However, any pay above and beyond the employee's regular pay shall be based upon and subj ect to Section
2 of this Article and the reimbursing agency guidelines. Where such guidelines are available, they shall be
provided to the employees at the time of assignment.
Employees who are deployed in accordance with the provisions above shall be eligible for any applicable
insurance, including Workers Compensation, to the extent provided by the plan terms or applicable law for the
duration of such deployment.
Section 8. Pay Plan Administration
A. Promotions:
1. Upon promotion from one classification to a higher level classification, an employee shall be placed into
the step number in the higher level classification which is the same as the step number to which the
employee is assigned in their current classification. (For example, a Step 6 Firefighter would be promoted
into Step 6 of the Fire Medic range. A Step 5 Fire Medic would be promoted into Step 5 of the Fire
Lieutenant range.) Under no circumstances will the employee's promotional base rate of pay exceed the
established pay range maximum.
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2. A higher level classification shall be deemed to be one having a higher maximum rate of pay. A promoted
employee shall maintain their existing annual performance review date for the purpose of determining
eligibility for subsequent annual performance reviews.
B. Demotions:
1. An employee who is demoted for any reason shall be placed into the step number in the lower level
classification which is the same as the step number to which the employee is assigned in their current
classification. (For example, a Step 6 Fire Medic would be demoted into Step 6 of the Firefighter range.
A Step 5 Fire Lieutenant would be demoted into Step 5 of the Firefighter/Driver-Operator range.)
An employee may be allowed, with the prior approval of the Fire Chief, to demote only to a lower
level classification for which a position vacancy exists and for which the employee meets the
minimum eligibility requirements at the time of demotion. A demoted employee shall maintain
their existing annual performance review date for the purpose of determining eligibility for
subsequent annual performance reviews. A demotion shall be defined as any change of an employee
from a position in one class to a position in a class of a lower level. A lower level classification
shall be deemed to be one having a lower maximum rate of pay. For non-voluntary,non-disciplinary
demotions, such employee shall be placed at the head of the reemployment list for the class from
which he/she was demoted.
2. An employee who is appointed from layoff from the reemployment list to a position in the department in
which he/she previously served shall be paid the equivalent to what he/she was receiving upon separation,
and shall be eligible for step advancement when he/she shall have been re-employed a sufficient number
of days to make up the number of days he/she lacked for eligibility at the time of separation.
C. Acting Pay
1. Acting pay shall be provided to any employee who is assigned in an acting capacity to a position in a
class of a higher level for a minimum of four hours. An employee shall be deemed qualified and shall be
required to act in a higher level classification if he/she is on the existing eligibility list, or if he/she is
placed on an established"Acting" eligibility list upon being determined, after agreeing to participate in a
process to be conducted by the Department, to meet guidelines established by the Department for the
higher level classification. The Fire District Commander shall fill Acting assignments when the
Department is at or above minimum staffing levels by choosing employees who will result in the least
amount of disruption to operations and in accordance with Article 7, Section 3,C.
2. Acting Pay shall be 5%above the employee's current base rate of pay.
3. Acting Pay Removal
Acting pay shall cease to be paid to a bargaining unit member when:
The employee is reassigned, transferred, demoted or promoted to any position not involving the
performance of the acting function, or the acting position is removed by the Department or other
appropriate authority pursuant to provisions of the collective bargaining Agreement. Acting pay
terminates at the time of the job function change or at the time of the formal assignment removal.
Any employee who has elected to be included on the established "Acting" eligibility list may,
with 30 days notice, be voluntarily removed from the list. The Department at its discretion may at any
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time remove an employee from the "Acting" eligibility list. The Department will provide the
employee with the reason for removal from the list. Those Paramedic certified employees who are
assigned to the non-Paramedic classifications of Firefighter and Firefighter/Driver-Operator, and
who elect to voluntarily be removed from the "Acting" eligibility list and no longer be eligible for a
Paramedic certification pay differential, shall not be permitted to request reinstatement to the
established "Acting" eligibility list for a period of six months from the time they are removed from
the list.
4. Acting Eligibility List Shortages
In the event the Department determines that an insufficient number of employees are willing or
qualified to serve in an Acting capacity for a given job classification, the Union agrees to discuss and, if
necessary, negotiate changes or impacts as required by law. This includes but is not limited to changes
such as qualification requirements for classifications and promotion, modification of external hiring and
employment criteria, modification or elimination of job classifications, or changes to Acting
requirements.
D. Fair Labor Standards, Section 7(k) Exemption
1. The City of Clearwater Fire Department, pursuant to the Fair Labor Standards Section 7(k) exemption,
has established a 28-day work cycle for employees in the bargaining unit who work 106 hours average
biweekly schedule.
2. All employees in the bargaining unit with the exception of Fire inspection personnel shall be paid
overtime only for all regular hours actually worked in excess of 212 hours during the designated 28- day
work cycle.Fire inspection personnel assigned to a 40-hour weekly schedule shall be eligible for overtime
for all hours actually worked in excess of 40 hours per work week.
Section 9. Promotional Process
A. Promotional evaluation announcements will be posted in each station at least 30 days prior to the filing
deadline.
B. Each announcement of a promotional evaluation shall state:
1. The title of the class for which the eligibility list is to be created.
2. The nature of the work to be performed.
3. The minimum qualifications which may be required for admission to the evaluation process.
4. The general scope of the evaluation process to be used.
C. Eligibility for promotional evaluation processes may be restricted to persons employed in designated lower
classes and/or in designated organizational units.
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D. Disqualification of Applicants
The Human Resources Director, on behalf of the City, may reject the application of any person for admission to
any evaluation process or refuse to evaluate any applicant or to certify the name of an eligible for appointment
if, in his/her opinion,it is found:
1. That the applicant fails to meet the established qualification requirements for the classification.
2. That the application was not filed on or before the closing date for receipt of applications specified in the
public announcement.
3. That the applicant has made an intentional false statement as to any material fact, has practiced or
attempted to practice deception or fraud in his/her application or in securing eligibility or appointment.
This provision shall be interpreted to include the use of any other than the applicant's legal name in
making application.
4. That the applicant has a record of previous unsatisfactory service in City employment or elsewhere for
the past two years of such a nature as to demonstrate unsuitability for employment in a position of the
class for which he/she is applying.
5. That the applicant fails to meet standards for the position that are required by State and/or Federal law or
applicable rules under such laws.
6. Any person who, by order of the Human Resources Director, is denied permission to compete in any
promotional evaluation process or whose eligibility is canceled under the provisions of this section may
make a written appeal to the City Manager for a final decision.
E. Scope and Character of Evaluation Processes
1. Provisions applying to promotional evaluation processes:
a. All promotional evaluation processes shall be competitive.
b. All evaluation processes shall be of such character as to fairly determine the qualifications, fitness
and ability of applicants to perform the duties of the classification to which appointment is to be
made.
c. Evaluation processes may be written, oral,physical or performance,or a combination of these types.
They may take into consideration such factors (including experience, education, aptitude, capacity,
knowledge, character, physical fitness, and other qualifications) as, in the judgment of the Human
Resources Director, enter into the determination of the relative fitness of the applicants and may
include inquiry into the moral character, or any other pertinent quality or attribute of the applicant.
d. Evaluation processes shall include established criteria for determining a passing grade, score, or
mark.
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F. Notification of Results
Each candidate shall be notified in writing of his/her name being placed on the eligible list or his/her failure
to attain a place on the list. Any candidate may, within 15 calendar days following the mailing date of his/her
notice of results, request permission from the Human Resources Department to review his/her evaluation results,
and will be given reasonable opportunity to do so, provided the test is not proprietary. If the test is proprietary,
then a summary of his/her results shall be furnished to the applicant upon request,provided such request is made
in writing within 15 days after the last section of the examination is administered and the summary is made
available by the vendor. Any costs associated with the summary shall be paid one-half by the employee and one-
half by the FireDepartment.
G. Appeals from Ratings
1. Any candidate who fails to attain status on an eligibility list may, within 15 calendar days from the date
of notification of such, notify the Human Resources Director in writing that error, other than error of
judgment, exists. The Human Resources Director shall thereupon conduct a review. If upon review,
errors other than error of judgment, are found, such errors shall be corrected. In the event such review
discloses error affecting other candidates,the other candidates shall also be corrected.
2. An error correction may cause names to be added or subtracted from the eligibility list, however no
change made in the ratings of any candidate shall be deemed to invalidate or in any way affect any
certification or appointment previously made.
Section 10. Open and Promotional Eligibility Lists
All employees deemed eligible through the evaluation process shall be placed on the appropriate
eligibility list for a period of two years from the date of placement on and establishing of such list by the
Human Resources Department. The individual dates of initial eligibility shall appear next to the candidates'
names and may differ when concurrent eligibility lists exist.
The names of all persons who may be lawfully appointed and who have achieved a passing score on the
evaluation process shall be placed on the appropriate eligibility list in the order of their final score without regard
to the time of their test. The names of two or more eligibles having the same final score will be arranged in
alphabetical order.
Section 11. Appointments
A. In certifying from an external eligibility list for entry hire positions, the Human Resources Department shall
certify an open list of all candidates achieving a passing score on the evaluation process. In certifying from
an internal eligibility list for the filling of a promotional vacancy, the Human Resources Department shall
certify the names of the candidates in the top five score groups at the time of the certification. Selection from
an open or promotional list shall be at the sole discretion of the Fire Chief. Selection criteria shall be
developed and may include such factors as seniority, experience, education, aptitude, capacity, knowledge,
character,physical fitness, and other qualifications.
B. Selection criteria shall be announced at least 30 days prior to the selection process.
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C. Selection processes shall be competitive; shall be of such character as to fairly determine the
qualifications, fitness, and ability of applicants to perform the duties of the classification to which
appointment is to be made; may be written, oral,physical, performance, or a combination of these types;
shall include criteria to determine the relative fitness of applicants; and shall not include questions or
evaluations framed to be discriminatory in nature. When skills and qualifications are substantially equal,
seniority shall prevail in selection determinations for positions within the bargaining unit.
D. The Department shall counsel with any eligible employee who is not selected for promotion upon the written
request of the employee. Such counseling shall include an explanation and written summary of the selection
criteria whereby improvement may make the employee not selected better qualified.
Section 12. Probation
A. A newly hired employee or an employee promoted from a class outside the bargaining unit to a class within
the bargaining unit shall serve a probationary period of 12 months of active service during which he/she shall
have the opportunity to demonstrate to the satisfaction of the Fire Chief his/her suitability for the job. In the
event the employee is,for any reason, absent from duty for any reason other than floating holidays or on light
duty for an accumulated period equal to two weeks scheduled work hours or more,then all such time shall be
added to the probationary period.
B. A newly hired employee who, during the probationary period, does not demonstrate suitability for the class,
as determined by the Fire Chief, shall be notified in writing of the reason(s) and shall be terminated. An
employee promoted from a class outside the bargaining unit to a class within the bargaining unit who, during
the probationary period, does not demonstrate suitability for the class as determined by the Fire Chief, shall
be returned to his/her position held prior to the promotion or to another position at the same or lower level
for which the employee is determined to be qualified,provided there is no cause for dismissal. An employee
shall not have access to the grievance procedure regarding the termination during probation.
C. An employee promoted or demoted from a class within the bargaining unit to a class within the
bargaining unit shall serve a probationary period of six months of active service during which he/she
shall have the opportunity to demonstrate to the satisfaction of the Fire Chief his/her suitability for the
job. In the event the employee is absent from duty for any reason other than scheduled leave or on light
duty for an accumulated period equal to one week scheduled work hours or more, then all such time
shall be added to and thereby extend the probationary period.
D. An employee promoted from a class within the bargaining unit to a class within the bargaining unit who,
during the probationary period, does not demonstrate suitability for the class, as determined by the Fire
Chief, shall be notified in writing and shall be demoted to his/her former classification. A promoted
employee serving a probationary period within the bargaining unit shall not be entitled to appeal his/her
non-successful probationary period and his/her return to his/her former position.
Section 13. Light Duty
Light duty shall be defined as those activities which an employee can perform which do not require
any type of physical activity which may aggravate an existing injury. An employee must be released by the
treating physician for light duty and must have approval from Risk Management and the Fire Chief.
Employees on either a job-related or non-Job-related injury, illness or other medical condition may be
assigned to light duty.
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53/50-hour weekly schedule employees placed on light duty shall continue to be paid their standard
biweekly pay in accordance with Article 7, Section 2. All hours actually worked while in a light duty status shall
be counted toward overtime at the end of the FLSA cycle in accordance with Article 7, Section 8.,D. Employees
who are authorized time off while assigned to light duty shall have the number of hours equivalent to the time
off deducted from the applicable leave balance. Medical appointments, approved by the Risk Management
Department, related to a line of duty injury shall not be deducted from the applicable leave balance. Employees
injured on duty who are approved for light duty shall continue to receive Special Teams pay if applicable. For off
duty injuries, Special Teams pay shall cease after 90 calendar days of assignment to light duty.
40-hour weekly schedule employees shall maintain their 40-hour schedule while on light duty.
All employees on light duty shall have their medical status reviewed periodically as directed by the City
to determine whether maximum medical improvement has been achieved and/or the employee is fit to return to
full duty. If needed,the City may require a second medical evaluation; and if so required,this shall be done at the
City's expense. Light-duty assignments may be limited in number and scope at the sole discretion of the Fire
Chief.
Section 14. Line-of-Duty Injury Pay
The City hereby agrees to pay the following compensation to any employee injured in the line of duty
in accordance with the following definitions, terms and conditions.
A. Line-of-duty compensation shall be payable under this section only with respect to disability as the result of
injury to an employee where such injury is incurred in the line of duty.
B. An injury shall be deemed to have been incurred in the line-of-duty if and only if such injury is compensable
under the Florida Workers' Compensation Law.
C. The amount of line-of-duty compensation paid shall be the amount required to supplement funds received
from the Florida Workers' Compensation Law and any other disability or other income plan provided by the
City, either by law or by agreement, to the point where the sum of the line-of-duty supplement herein
provided and all other payments herein described equal the employee's regular rate of pay at the time of the
inj ury.
D. No line-of-duty compensation under this section shall be allowed for the first seven calendar days of
disability (except as provided below);provided, however, that if the injury results in disability of more than
21 calendar days, compensation shall be paid from the commencement of the disability. (It is understood that
this paragraph is so stated to be in compliance with current workers' compensation law. Changes in workers'
compensation law will modify this paragraph accordingly.)
E. The term disability as used in this section means incapacity because of the line-of-duty injury to earn in the
same or any other employment the wages which the employee was receiving at the time of injury.
F. It is the intent of this section to provide supplemental compensation for line-of-duty injuries only, and this
section shall not be construed to provide compensation in the event of death or injury incurred in any manner
other than in the line of duty. In the event of any dispute or disagreement concerning the interpretation of the
terms of this section, then the decisions concerning definition of those terms issued under the Florida
Workers' Compensation Law shall control.
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G. The City will provide line-of-duty compensation in the amount necessary to supplement funds received from
the Florida Workers Compensation Law in order to equal the employee's regular rate of pay with no charge
to the employee's accrued paid leave. When an employee with less than three (3)years of service is injured
on the job to the extent that such employee misses scheduled work time. The maximum period for which
payment may be made under this section shall be 90 calendar days from the date of injury for each injury
during the first year of employment,60 calendar days during the second year of employment, and 30 calendar
days during the third year of employment.
H. Line-of-duty injury pay will be provided from the first day of injury for those defined in(G)above;however,
the amount paid shall be only that amount required to supplement funds received by the employee from the
Florida Workers' Compensation Law and any other disability or other income plans provided by the City, to
the point where the sum of all payments is equal to the employee's regular base pay rate at the time of inj ury.
At such time as the employee receives his/her initial workers' compensation payment, the City shall
approximate the differential needed to equal the employee's base pay and shall provide such line-of-duty
injury pay to equal the employee's regular base pay rate at the time of injury. Any adjustment to the City's
line-of-duty injury pay under this policy will be made following the employee's return to work or at the
expiration of the period for which line-of-duty injury pay isprovided.
L Line-of-duty pay shall not be provided from the first day of injury to any employee after the third year of
employment.Following the time limits prescribed for the provision of line of duty compensation in paragraph
(G) above, employees shall be required to utilize accrued paid leave time to supplement funds received from
the Florida Workers Compensation Law in order to maintain a paid status. Employee shall be permitted to
utilize accrued paid leave time only in the amount necessary to supplement funds received from the Florida
Workers Compensation Law in order to equal the employee's regular rate of pay at the time of the injury.
J. It is the intention of the parties that nothing in this Agreement shall interfere with the normal procedures
under the Workers' Compensation Laws or the requirements of the City's workers' compensation insurance
carrier. Should any language of this Agreement conflict with provisions of the Workers' Compensation
Law, the provisions of the Law shall prevail. An employee may choose his/her approved Workers'
Compensation treating physician if prior approval is obtained through the Risk Management Division.
K. If an employee is killed in the line of duty,the City shall pay to the spouse,or if there is no surviving spouse,
the estate, of such deceased employee his/her accumulated severance pay. Within 48 hours of the death of
the employee, the City shall deliver to the spouse or surviving children or the employee's dependent
beneficiary a check for the sum of one month's current salary of the employee.
L. Upon return from working a fire,the employee may request a physical examination by the City physician to
ensure the employee is stable and capable of returning to work. This right may be rescinded on an individual
basis if repeatedly abused. The City shall have the right to require the employee undergo a physical
examination by a physician of its choice prior to receiving or continuing to receive compensation under this
Section.
M. Failure to immediately report a line-of-duty injury to the employee's immediate supervisor or to the Risk
Management Division within 24 hours of the time of occurrence of the injury, shall result in a loss of all line-
of-duty pay under this Article unless such failure to report was: (a) caused solely by and as a direct result of
the employee's injuries or (b) resulted from the occurrence of an event over which the employee had no
control in the opinion of the City Manager.
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Section 15. EMS Classifications
A. The paramedic classifications of Fire Medic and Fire Medic Lieutenant are employees within the City's Fire
Department who are appointed by the Department to perform emergency medical services in an emergency
medical services program and who have successfully completed and passed a Paramedic training program
recognized by the Department and approved by Florida Statute and the Pinellas County Medical Director's
office. A Fire Medic is a classification which is responsible for maintaining EMS equipment and performing
emergency medical services on an ALS Unit in the area of medical procedures and patient care in addition to
any assigned fire suppression duties.
B. The City retains the right to hire qualified external applicants into the Fire Medic job classification,or to offer
promotional opportunities to qualified existing bargaining unit or other City personnel. Should the City cease
to operate emergency medical services, those employees classified as Fire Medic or Fire Medic Lieutenant
shall continue to be employed by the City on the same basis as any other employee in the bargaining unit,
provided that employees who are demoted shall have their compensation fixed at the same step in the
respective range as that which they are assigned in their classification prior to demotion.
C. EMS Status
1. All Fire and Rescue Department employees shall be required as a condition of employment to possess and
maintain the appropriate EMS certifications in accordance with their respective job description. It shall
be each individual employee's responsibility to ensure that all requirements are met to maintain the active
status of his/her respective applicable required EMS certification. The Department shall provide
opportunities for employees to meet such requirements during work hours,but employees who are unable
to take advantage of such opportunities due to absence or operational demands shall not be required to
make arrangements for attending to the requirements on their own.
The following bargaining unit members shall be exempt from the above requirement to possess and
maintain the applicable EMS certifications:
Jones, Michael
Employees assigned through initial hire or promotion to the classifications of Fire Medic and Fire Medic
Lieutenant are required to maintain the appropriate Paramedic certifications as determined by the
Department as a condition of continued employment. Depending on the staffing level of Department
Paramedic positions and the availability of vacancies in non-Paramedic positions, Fire Medics and Fire
Medic Lieutenants may be permitted to voluntarily demote to non-Paramedic positions for which they
are determined by the Department to be qualified, with the corresponding reduction in pay in accordance
with Article 7, Section 8. Approval of such demotions shall be at the sole discretion of the Fire Chief. If
voluntary demotion is not approved by the Fire Chief and there is no other vacant position in the City for
which such an employee is deemed by the City to be qualified,the employee may be subject to applicable
provisions of the City's policies and procedures, including involuntary demotion or layoff. The City
reserves the right to hire into the classification of Fire Medic new employees who possess the appropriate
Paramedic certifications, and to require that such certifications be maintained as a condition of continued
employment.
2. Employees who have their required EMS certifications revoked by the State of Florida or the Office of
the Pinellas County Medical Director, and who appeal the action within the established timeframe
through the appropriate administrative procedure, shall be maintained as employees in the Clearwater
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Fire and Rescue Department until a Final Order is rendered by the Division of Administrative Hearings.
Said date shall not include any further appellate proceedings by the employee. Such employees who do
not take advantage of this appeal procedure,or who do not have their EMS certifications fully reinstated
through this procedure, shall be required to find alternate employment within the City or shall be subject
to layoff 30 days from the date of the Final Order of the Division of Administrative Hearings, not
including any further appellate proceedings by the employee, and shall be placed on the reemployment
list for a period of one year from the date of the layoff. The Fire Chief shall have the discretion to not
institute layoff based on individual circumstances, and such decisions shall be considered by the parties
to be non-precedent setting. The actions of the City pursuant to this Paragraph shall not be subject to the
grievance and arbitration/appeal procedure under this Agreement or under the Civil Service Rules.
3. The Fire Department and all bargaining unit members shall comply with Florida Statutes and the Pinellas
County EMS Rules and Regulations regarding Quality Assurance and ACLS and BTLS certification.
The decisions of the County Medical Director in such matters shall not be subject to the City grievance
procedure but shall be addressed through the appropriate appeals procedure.
4. The demotion of an employee required to possess an EMS certification shall not be subject to the
contractual grievance procedure or Civil Service appeal procedure when the demotion or removal of pay
is based upon loss of EMS certification due to action taken by the office of the Medical Director of
Pinellas County or by the State of Florida.
5. The demotion of an employee required to perform EMS services or the removal of Paramedic
certification pay shall be subject to the contractual grievance procedure or the Civil Service appeal
procedure only if such demotion or removal of pay is the result of a disciplinary action not related to the
above referenced
loss of EMS certification.
6. The Arbitrator shall not have the power to substitute his/her judgment for that of the Department, the
Medical Director, or the State of Florida with whom EMS personnel work in relation to performance of
employees to the standards of excellence desired by the City the Medical Director,or the State of Florida.
D. The parties agree that Fire Medics and Fire Medic Lieutenants are healthcare professionals but shall not be
considered "professional' employees within the meaning of the Florida Public Employees Relations Act.
E. If the application of this Article, or any part thereof, whether or not relating to pay, is superseded by action
of a superior governmental agency, then the City will be absolved of complying with this Agreement to the
extent of the conflict.
Section 16. Firefighter/Driver-Operator
A. Classification
The classification of Firefighter/Driver-Operator shall be for those employees within the Fire Department
who are the drivers and operators of the following type vehicles: Fire Engines, Aerial Apparatus (including
operation of the tiller), and Squad.
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B. Appointments
All Firefighter/Driver-Operator positions shall be filled by a competitive eligibility and selection process. All
employees who successfully complete the eligibility determination process shall be eligible for consideration
in the selection process. The minimum qualifications shall be in accordance with the respective City job
description.
C. Wages
All employees assigned as driver shall have at least 4 years on the department and shall receive pay in
accordance with Appendix A.
Section 17. Work Rules and Prevailing Rights
A. It is understood and agreed by both parties that the duties performed by members of the bargaining unit cannot
always be covered by job descriptions and, therefore, members of the bargaining unit may be required to
perform duties in addition to all those listed within the current job descriptions which are, in the judgment of
the City, related to the purposes of the Fire Department, which judgment shall not be arbitrary, capricious or
unreasonable.
B. Any Fire Department Rule or Regulation in conflict with this Agreement shall be of no force and effect.
C. Prior to the implementation of any changes in the existing Fire Department Rules and Regulations, the Fire
Chief must provide twenty calendar days notice for the Union to identify any bargaining as required in
accordance with Florida Statutes, Chapter 447. If requested by the Union, the change will be referred to the
next Labor/Management Committee meeting, which shall be scheduled within 14 calendar days to meet and
discuss such change. If the Union provides no response, the rule will be implemented after the initial twenty
day notice unless the time is extended by the Chief. The issue of whether such change conflicts with this
Agreement shall be subject to the grievance procedure contained herein. The time for filing said grievance
shall commence on the date the rule is implemented.
D. All rights and working conditions, enjoyed throughout the Department by the employees at the present time
which are not included in this Agreement shall be presumed to be reasonable and proper and shall not be
changed by the City in an arbitrary or capricious manner; provided that nothing contained herein shall limit
the City's rights under Paragraphs A, B and C of this Section or as expressly provided elsewhere in this
contract or by law.
Section 18. Subcontracting
During the term of this Agreement, the City shall not subcontract out to private concerns any fire
suppression,Emergency Medical Service and rescue services of the Department. Any action of the state of Florida
or Pinellas County to assume control of any basic fire suppression,Emergency Medical Service or rescue services
shall not be deemed subcontracting.
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Section 19. Indemnification
The City agrees to defend any employee when the employee is sued on any claim arising out of his/her
employment with the City and acting within the scope of his/her duties. The employee agrees to cooperate in
his/her defense.
The City also agrees to pay any judgment rendered against an employee for acts committed when the
employee is acting within the scope of his/her City employment, provided that the employee did not act
intentionally, with malice, or with gross negligence.
Section 20. Sports
Participation in sporting activities while on duty shall be permitted in accordance with Fire Department
SOP/SDP.
Section 21. Lawn Maintenance
Employees covered by the contract shall not be required to perform lawn maintenance at the fire
stations.
Section 22. Physical Examination
A. Employees covered by this labor agreement shall be required to undergo an annual physical examination.
B. The employer shall bear the cost of each examination. Additionally, 53/50 hour schedule employees shall be
provided an allowance for attending the physical during off-duty hours. The City agrees 40 hour schedule
employees may attend their physical during on-duty hours with no loss of pay. The results of these physicals
shall be made available to the City and to each employee upon completion of the physical and shall be
maintained as confidential medical records in accordance with law. Physicals shall include but not necessarily
be limited to the following:
1. 12 Lead EKG
2. SMA Profile 12 (liver, blood sugar, etc.)
3. Chest X-Ray—(as required)
4. Complete Blood Count
5. Urinalysis
6. Rectal Cancer Exam(optional for employee)
7. Doctor's Physical (eyesight, reflexes,hearing, throat, etc.)
8. Breast/Cervical Cancer Exam(Females- optional for employee)
9. Audiometric Evaluation
10.Spirometry (Pulmonary Function)
11. Titers for Hepatitis A andB
C. The City agrees to pay all expenses for inoculation or immunization shots for employees and members of an
employee's family residing in his/her household when such becomes necessary as a result of said employee's
exposure to contagious disease where said employee had been exposed to said disease in the line of duty;
provided that the employee first makes all reasonable efforts to have this service performed at no cost by the
County Health Department. The City further agrees to reimburse the co-pay cost for any preventive inoculation
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or immunization shots an employee may receive from his/her City primary care physician.
D. The parties agree that the physical condition of the employee is of great concern to the employee and to the
City. All employees whose physical fitness or medical status is deemed deficient in some manner as a result
of the physical examination shall be advised by the Department and shall be encouraged to undertake a fitness
rehabilitation program in an effort to improve their physical fitness and health.
The City shall provide free access for all bargaining unit members, and family members who are currently
enrolled on the City's health insurance plans, to any City recreational facility. Additional fees for programs
conducted at such facilities shall be borne by the employee. It is understood by all parties that the decision
whether to use such facilities is entirely voluntary on the part of the bargaining unit members, and time spent
using such facilities shall neither be paid nor will any accidents or injuries incurred while utilizing such
facilities be compensable under workers compensation.
E. The City agrees to contract with a licensed physician who shall be selected by the City and agreed to by the
Union to act as a Department Physician whose duties shall be to advise the employees and the department in
matters concerning the health of the employees.
F. The City and Union agree that based upon a mutual agreement of the parties, this Article may be reopened
for the purpose of negotiating a Wellness provision only. If the Article is reopened for such purpose and the
parties are not able to reach an agreement, the item shall not be subject to the impasse procedure and the
Article shall remain status quo in whole and part.
Section 23. Employee Fitness & Wellness Incentive
1. During contract year 1 (October 1, 2024— September 30, 2025) and contract year 2 (October 1, 2025 —
September 30, 2026), employees will have the opportunity to earn wellness incentive leave hours for
maintaining physical fitness and wellness standards as set forth in departmental policy. This program is
voluntary.
2. Employees performing the Fitness &Wellness Assessment shall be covered under workers compensation.
3. The Fitness & Wellness Assessment will consist of two parts: Work Performance Assessment and Injury
Resistance Assessment. Each assessment will be worth a maximum of twelve (12) hours for 53-hour
employees or four(4)hours for 40-hour employees. This wellness incentive leave may be used in four (4)
hour increments subject to the provisions set forth in Article 8, Section 2(B).
4. Scores within the fiftieth(50'`)percentile or above will receive wellness incentive leave hours according to
the schedule below:
53-hour Employee Incentive Value
Percentile Range Reward Value
90-100 24-hours
80-90 20-hours
70-80 16-hours
60-70 12-hours
50-60 8-hours
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40-hour Employee Incentive Value
Percentile Range Reward Value
90-100 8-hours
80-90 7-hours
70-80 6-hours
60-70 4-hours
50-60 2-hours
Effective October 1, 2026 and thereafter, employees will no longer be allowed to participate and earn incentive
leave hours in this Employee Fitness &Wellness Incentive.
Section 24. Residency Requirement
All bargaining unit members shall be required to maintain residence within the geographical boundaries
of Pinellas, Hillsborough, Pasco, Manatee, and Hernando Counties. This requirement shall continue during their
tenure in any position within the fire service of the City of Clearwater.
Section 25. Tobacco Product Usage
No smoking or use of tobacco on or off the job shall be permitted for any bargaining unit member as a
condition of employment and their continued employment within the fire service. Violation of this provision
shall be deemed just cause of disciplinary action by the City, up to and including dismissal.
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ARTICLE 8
LEAVES OF ABSENCE
Section 1. Holidays
A. The following holidays shall be observed:
New Year's Day Veteran's Day
Martin Luther King Day Thanksgiving Day
Memorial Day Day after Thanksgiving Day
Juneteenth Day Christmas Day
Independence Day
Labor Day
Holiday pay for the above listed holidays will be paid at the employee's current base rate of pay for the
number of hours equaling 10%of the biweekly schedule, except that the following three special holidays will be
compensated at the employee's current base rate of pay for the number of hours equaling 15% of the biweekly
schedule:
Christmas Day, Thanksgiving Day, and New Year's Day.
40-hour per week schedule fire inspection personnel shall not work on designated holidays unless directed
to do so by the Fire Marshal or his/her designee. Fire prevention inspection personnel who are required to work
on a designated holiday shall receive time-and-one-half their regular pay for all hours actually worked or 4 hours
minimum, whichever is greater, on the holiday in addition to the holiday pay described above. When a City-
observed holiday falls on a Saturday, the preceding Friday shall be the designated holiday for fire prevention
inspection personnel. When a City-observed holiday falls on a Sunday, the following Monday shall be the
designated holiday for fire prevention inspection personnel. Designated holidays which fall on a fire prevention
inspection employee's regularly scheduled work day shall count as hours actually worked for the purpose of
calculating overtime.
B. In addition to the holidays listed in Section 1, each employee may receive up to four additional "floating
holidays". Effective January 1, 2027, 50-hour employees will only receive up to two "floating holidays."
Floating holidays shall be awarded at the beginning of each payroll calendar year, subject to the restrictions
below. For such floating holidays the employee shall receive his/her regular rate of pay for such day if he/she
does not work that day, but shall not receive additional compensation. Any day for which an employee is not
scheduled to work may not be designated as a floating holiday. Floating holidays shall be subject to the
following requirements and conditions:
1. No employee may utilize floating holidays until 30 calendar days after the date of hire.
2. Any person employed between January 1 and March 31 shall receive 100% of floating holidays to be
utilized during the year of hire; any person employed between April 1 and June 30 shall receive 75% of
floating holidays to be utilized during the year of hire; any person employed between July 1 and September
30 shall receive 50%of floating holidays to be utilized during the year of hire; and any persons employed
between October 1 and October 31 shall receive 25% of floating holiday to be utilized during the year of
hire. Persons employed after October 31 shall not be eligible for any floating holidays during the year of
hire. Effective January 1,2027, any 50-hour person employed between January 1 and June 30 shall receive
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100% of floating holidays to be utilized during the year of hire, and any 50-hour person employed after
July 1 shall receive 50%of floating holidays to be utilized during the year of hire.
3. Floating holidays may not be carried over from one payroll calendar year to another payroll calendar year
and if not taken are forfeited except as provided in Paragraph D of this Section.
4. After the year of hire, employees shall receive four "floating holidays" each payroll year. Effective
January 1, 2027, 50-hour employees will only receive two "floating holidays"each payroll calendar year.
5. Upon an employee's separation from the City, the employee may receive a lump sum payment for any
remaining floating holiday balance per Paragraph D of this Section, or the remaining floating holiday
balance may be used to advance the employee's date of retirement.
C. Floating holidays will be selected in reverse seniority after all vacation days and longevity days have been
scheduled. It is not necessary for an employee to schedule his/her floating holidays during the vacation
selection process. Any employee selecting floating holidays after the vacation selection process will give the
Department 48 hours' notice in writing of his/her request. This notice will be given to the Fire District
Commander for approval based on vacation selection criteria. This permission shall not be arbitrarily
withheld. In case more than one employee requests a particular day and the Department determines that both
employees may not be off duty on that particular day, the senior employee shall be given preference.
D. If the employee chooses not to take one or more floating holidays, he/she may make a written request to the
Fire Chief on or before November 15th to receive 24 hours of regular pay for 53/50-hour week, or 8.0 hours
of regular pay for 40-hour week in lieu thereof payable in the payroll period which includes December 1st.
Any floaters not taken or requested for payment are forfeited. No more than four floating holidays shall be
approved for payment each year.
E. Each payroll calendar year,members of the bargaining unit may elect to take one floating holiday as"Personal
Leave Time." This personal leave day may be broken into blocks of 4 hours and will be taken in 4-hour
increments. Personal Leave Time will be selected after all vacation days, extra vacation days and floating
holidays have been scheduled. Any employee selecting Personal Leave Time after the vacation selection
process will give the Department 48 hours'notice in writing of his/her request. All requests for Personal Leave
Time must comply with all the criteria pertaining to the vacation selection process. If an employee chooses
not to use all blocks of Personal Leave Time,he/she may make a written request to the Fire Chief on or before
November 15th to receive pay for such remaining blocks, payable in the subsequent payroll period which
includes December Pt.
Section 2. Vacations
A. Accrual of Vacation Leave
1. Vacation leave shall be granted for all full-time employees in accordance with the number of completed
years of credited service. A full-time employee shall be deemed to have earned and be eligible for vacation
on the first anniversary of his/her employment. For newly hired employees, such vacation shall be
prorated for the year of hire according to the following schedule:
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53/50-Hour Weekly Schedule Employees
January/February Hire Date.................................................................. 6 Duty Days
March/April Hire Date .......................................................................... 5 Duty Days
May/June Hire Date .............................................................................. 4 Duty Days
July/August Hire Date........................................................................... 3 Duty Days
September/October Hire Date............................................................... 2 Duty Days
November/December Hire Date ............................................................. 1 Duty Day
40-Hour Weekly Schedule Employees
January/February Hire Date ........................................................................ 80 Hours
March/April Hire Date ................................................................................ 64 Hours
May/June Hire Date ....................................................................................48 Hours
July/August Hire Date.................................................................................32 Hours
September/October Hire Date.....................................................................24 Hours
November/December Hire Date ................................................................. 16 Hours
Effective in the 2023 payroll calendar year and thereafter, employees shall be deemed to have earned
and be eligible for vacation accrual at the beginning of each payroll calendar year. As such, employees
on the 50/53-hour weekly schedule shall accrue paid vacation as follows:
Years of Service Days
1 (First Anniversary) Pro-rated/up to 6 Days
2-3 6 Days
4-6 7 Days
7-10 8 Days
11-14 9 Days
15-17 10 Days
18-24 11 Days
25 and higher 12 Days
Employees on the 40-hour weekly schedule shall accrue paid vacation as follows:
Years of Service Hours
1 (First Anniversary) Pro-rate/up to 80 Hours
2 80 Hours
3 88 Hours
4 96 Hours
5 104 Hours
6 112 Hours
7 120 Hours
8-10 128 Hours
11 136 Hours
12 144 Hours
13-15 152 Hours
16 and higher 160 Hours
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2. Effective in 2023 and thereafter, the vacation year shall be the payroll calendar year.
3. Effective in the 2025 payroll calendar year and thereafter, 53/50-hour employees who have used
at least seventy-two (72) vacation hours may receive up to seventy-two (72) hours of vacation
stipend in exchange for the same number of vacation hours. The employee must maintain a
minimum of one hundred twenty (120) hours in their vacation bank after the exchange. The
employee must not have received any formal discipline during that payroll calendar year and must
have received at least Meet Standards on the most recent annual evaluation. The employee may
elect to make one written request per payroll calendar year to the Payroll Preparer. Written requests
must be turned into Finance Payroll on or before the second pay period end date in November. The
vacation stipend will only be paid in the first paycheck in December of that payroll calendar year.
Vacation hours sold will be paid out as pensionable earnings, at the employee's hourly base rate
exclusive of any premium or shift assignment pay in effect at the end of the payroll period
following the date this form is provided to the department. Contribution requests will be
irrevocable.
4. Effective in the 2025 payroll calendar years and thereafter, 40-hr employees who have used at
least twenty-four (24) vacation hours may receive up to twenty-four hours of vacation stipend in
exchange for the same number of vacation hours. The employee must maintain a minimum of
eighty-six (86) hours in their vacation bank after the exchange. The employee must not have
received any formal discipline during that payroll calendar year and must have received at least
Meet Standards on the most recent annual evaluation. The employee may elect to make one written
request per payroll calendar year to the Payroll Preparer. Written requests must be turned into
Finance Payroll on or before the second pay period end date in November. The vacation stipend
will only be paid in the first paycheck in December of that payroll calendar year. Vacation hours
sold will be paid out as pensionable earnings, at the employee's hourly base rate exclusive of any
premium or shift assignment pay in effect at the end of the payroll period following the date this
form is provided to the department. Contribution requests will be irrevocable.
5. All unused vacation balances will be added to the employee's vacation bank and will not exceed
264 hours for 53/50-hour schedule employees and 180 hours for 40-hour schedule employees, at
the end of the payroll calendar year.
B. Use of Vacation Leave
1. The use of vacation leave shall be authorized in accordance with Fire Department
Regulations. Vacation leave shall be utilized in full day increments only, except when
operational demands require an employee to work part of a day for which vacation leave has
been previously approved. For 53/50-hour schedule employees, a maximum of seven
employees shall be permitted to be absent from any shift for the purpose of personal leave
including vacation and floating holidays. For 40- hour schedule employees, including Fire
Prevention Inspectors and 53/50-hour schedule employees provided with Light Duty
assignments, the Department shall determine the number of employees who may be
permitted leave use in accordance with operational demands. 53/50-hour schedule employees
who are provided a 40-hour Light Duty schedule shall not be denied the use of previously
approved vacation leave, provided they notify the Fire Chief prior to the beginning of the
Light Duty assignment of their intent to utilize the previously approved vacation leave.
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However, should such employees elect to not utilize previously approved vacation leave
while on the 40-hour schedule, they shall be responsible for the subsequent scheduling of the
days within the available slots or will risk losing the days.
The Fire Chief may approve vacation leave for less than 24-hour increments for employees with
approved Family Medical Leave Act (FMLA)paperwork on file. The need for time off must be
for an approved FMLA need.
2. The borrowing of vacation time prior to its accrual is prohibited.
3. There is no advancing of vacation pay.
4. New employees may not take vacation until they have completed one year of continuous
service.
5. If a holiday occurs during vacation leave, the employee will be paid holiday pay.
6. An employee who has more than 90 calendar days of unpaid leave, shall receive no vacation
leave for that payroll calendar year.
7. Scheduling of Vacation
a. Bargaining unit members will be contacted in the order of department seniority for the
selection of vacation. Vacation days may be picked in either a 3- or 6- duty day block for
53/50- hour schedule personnel or a 5- or 10- duty day block for 40-hour schedule
personnel the first time through. A block, as published on the vacation schedule issued
by the Department, shall consist of a designated 3 or 6 duty day grouping beginning and
ending with 4 days off for 53/50-hour schedule personnel, or a designated 5 or 10 duty
day grouping beginning and ending with a weekend for 40-hour schedule personnel.
When a Kelly Day occurs within a duty block selected for vacation by a 53/50-hour
schedule employee, vacation leave will only be charged for the actual duty days and not
for the Kelly Day. After all personnel have been contacted for their first pick, the second
round will begin. All 53/50-hour schedule personnel who have selected a 3-day block
and all 40-hour schedule personnel who have selected a 5-day block on the first round
will be recontacted in the order of department seniority for their second selection on the
second round.
b. After all personnel have been provided the opportunity to pick their primary six or ten days
of vacation in blocks, employees will be permitted to submit requests to use any bonus days
for 25 years of service, floating holidays, and sick leave incentive days. All personnel will be
contacted by reverse seniority for the choosing of bonus days,floating holidays and sick leave
incentive days.
c. Should employees elect to pass on choosing any days during the vacation selection process
above, they shall be responsible for the scheduling of their remaining days, which may be
selected in 24- hour increments. 48-hours notice shall be required for the request to utilize
such days,however the Fire Chief or his/her designee shall have the sole discretion to approve
such requests if practicable when provided with less than 48 hours notice. If the employee
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waits too long and there are no available slots left, they will risk losing the days. Floating
holidays may be submitted for pay in accordance with this Agreement. Additional vacation
days will be lost or can be donated to the Department leave pool. However, no employee
shall be permitted to donate more than three days of leave per year to the pool.
d. All vacation days not submitted are subject to forfeit in accordance with the above except by
permission of the Fire Chief.
e. The linking of scheduled days for 53/50-hour schedule personnel shall not exceed 9
consecutive duty days, except by special permission of the Fire Chief. If more than 9 days are
linked, the employee shall be responsible for any training required to maintain certification
that is missed during the scheduled time off. The Department will make every effort to
schedule this training while the employee is on duty. If this cannot be done, then it is the
employee's responsibility to complete the required training on his/her own time.
f. The changing of sick leave incentive days for previously used floating holidays is not allowed.
g. When an employee is assigned to a different shift or changes job classification after their
vacation selection has been completed and approved by the Department, the employee may
request to maintain the previously selected vacation or may request alternate vacation days
instead. The Department will attempt to accommodate such requests as staffing levels and
operational requirements permit.
h. Should any previously chosen vacation days associated with or adjacent to designated City
holidays or any additional days designated by the Union at the initial vacation selection period
become available due to personnel shift changes, Light duty assignments of personnel, or
forfeiture of previously scheduled days, the Union shall be responsible for re-assigning the
available days. Re-assignment shall be in accordance with Department standards for staffing
and leave. The union shall designate one person per shift as the contact person for the re-
assignment of vacation days and who shall be responsible for forwarding the information to
the Fire District Commander for scheduling.
C. Payment and Accrual During Military Leave
1. An employee granted an extended military leave of absence in accordance with the City Emergency
Military Leave Policy shall be permitted to be paid any portion or all of his/her accrued vacation
leave when the employee begins the extended military leave.
2. An employee returning from an extended military leave of absence shall accrue vacation leave as
provided by law.
D. Conversion To Sick Leave or Funeral Leave During Vacation Leave
1. The employee may request that vacation leave be changed to sick leave if the employee or member
of the employee's immediate family becomes ill while the employee is on vacation leave.
2. The employee may request that vacation leave be changed to funeral leave provided the request is
consistent with the article on Funeral Leave.
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3. Requests for such changes must be made in writing to the Fire Chief or designee within 72 hours
of the employee's return to work.
E. Payment of Unused Vacation Leave
1. Payment of unused vacation leave and banked vacation hours will be paid at the employee's current
base rate of pay upon separation of the employee, provided the employee has more than one year
of continuous service, or such hours may be utilized to advance the date of retirement.
2. When a bargaining unit member is required to work a partial day on any day that he/she has
previously been approved for vacation leave, the employee's vacation leave balance shall not be
charged for the hours worked and such hours worked shall be paid at the overtime rate of pay but
shall not be subject to the minimum hours assigned to holdover or call back in accordance with
this Agreement. Should the number of vacation hours not charged due to such circumstances equal
twelve hours or more, the employee shall be permitted to request to use the portion of such hours
equaling a twelve-hour block in accordance with Paragraph B.,7. above. The employee shall be
permitted at the end of the calendar year to request payment for any remaining balance of less than
twelve vacation hours not charged due to having worked a partial day, in accordance with the
established provision for the payment of floating holidays as outlined in this Agreement.
F. Banking of Vacation
1. The practice of banking vacation for retirement shall be limited to 264 hours for 53/50-hour
schedule employees and 180 hours for 40-hour schedule employees.
Section 3. Sick Leave
A. Accrual Rate
1.Members of the bargaining unit shall accrue sick leave in accordance with the schedule below:
Biweekly Total Accrual Rate Hours
Hours Hours Per Day Capped
106/100 144 5.538 2184.00
80 96.01 3.696 1560.00
2.The number of yearly pay periods sick leave is accrued is 26.
B. Sick leave may be accumulated for each of the 26 accrual pay periods the employee actually
works, up to a maximum as shown above. Actual work includes periods when the employee
is using accumulated sick leave (but not sick leave pool), holidays, vacation with pay, and
the no-loss-of-pay sick time. Employees shall not accrue sick leave during any other period
of time when they are in a non-paid status or utilizing "retirement advancement".
C. All accumulated unused sick leave shall be credited to any employee recalled from a lay off,
transferred, or certified to another department or classification without break in service,
appointed from a reemployment list or returning from a leave of absence. If the employee is
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promoted, demoted or transferred to another City position with a different Scheduled Pay Period
Hours other than that defined above,that employee's sick leave balance will be adjusted to reflect
equivalent days of sick leave earned, consistent with his/her new scheduled pay period hours.
D. In the event an employee has been separated and paid for accumulated unused sick leave as
hereinafter provided or has been dismissed for cause and subsequently is re-employed by the
City, his/her subsequent sick leave accumulations shall be calculated as a new employee.
E. Under the provisions of this section, an employee may utilize his/her sick leave for absences
from duty resulting from illness or injury to the employee or a family member on any of his/her
regularly scheduled work days for the number of regular hours he/she would otherwise have been
scheduled to work on that day had not such absence occurred. Absence for a fraction of a day
that is chargeable to sick leave in accordance with these provisions shall be charged by rounding
to tenths of an hour according to the following:
Minutes Tenths of an Hour
1 - 6 .1
7 -12 .2
13 -18 .3
19 - 24 .4
25 -30 .5
31 —36 .6
37 -42 .7
43 -48 .8
49- 54 .9
55 - 60 1.0
F. Sick leave shall not be considered a privilege to be used at the employee's discretion, but shall
be used only for absences:
1. Due to personal illness or physical incapacity caused by factors over which the employee has
no reasonable immediate control.
2. Necessitated by exposure to contagious disease in which the health of others would be
endangered by his/her attendance on duty.
3. Due to medical or dental appointments, or other personal sickness prevention measures, the
scheduling of which at times other than during his/her regular working hours is impossible or
unreasonable.
4. Due to illness of a member of his/her immediate family which requires his/her personal care and
attention. The term "Immediate Family" as used in this paragraph shall be limited to spouse or
domestic partner of record, as defined in accordance with criteria, policies, and procedures
determined by the City, or the employee's or employee's spouse's or domestic partner's child,
parent, foster-child(ren), minor-guardianship(s), brother, sister, grandparent, grandchild, great-
grandchild, stepparent, or stepchild, domestic. Employees may be required to produce legal
justification for Foster Child(ren)/Minor Guardianship(s).
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Sick leave will be accrued on a biweekly basis based on hours in a paid status. An employee may
utilize his/her accumulated sick time due to an illness in his/her immediate family(as that term
is defined above).
5. If an employee is under a doctor's care or if a member of the employee's immediate family is under
a doctor's care and the doctor certifies that the employee's personal care and/or attention is required,
said time of absence shall not be considered as grounds for any discipline, provided that personal
sick leave is not used in excess of accumulated sick leave.
G. An employee absent for one of the reasons mentioned above shall inform his/her immediate
supervisor as early as possible on the first day of absence. Failure to do so may be the cause for
denial of sick leave with pay for the period of absence. In any event, the Departmental Rules
shall govern the notification requirements.
H. Payment for Unused Sick Leave
Upon separation from City service, an employee shall be paid one-half of his/her accumulated unused
sick leave. The rate of payment shall be based on the regular hourly rate (excluding shift differential
or any other addition to base pay) of the employee on the last day worked prior to separation.
The employee qualifies for payment if:
1. The employee has had at least 20 years of continuous service with the City. Leaves of absence
without pay, suspensions and layoffs followed by subsequent re-employment shall not be
considered as breaks in service. The length of such time off or layoff shall be deducted from the
total length of service. Military leaves and leaves during which the employees are receiving
Workers' Compensation shall not be deducted from continuous service; or
2. The separation is involuntary on the part of the employee including disability (incurred on or off
the job) and layoffs; or
3. The employee's estate shall receive payment if an employee dies. An employee who has been
dismissed for cause or who resigns voluntarily shall have no claim for sick leave payment.
An employee who may otherwise be eligible for retirement under the City Employees' Pension
Plan or Federal Social Security, or who may be approaching such eligibility date, and whose
purpose in leaving is to retire under either program, may utilize one-half of his/her accumulated
unused sick leave to the extent thereof to advance his/her retirement date. In that event, the
employee shall execute a resignation to become effective on the date that such accumulated
unused sick leave would be exhausted. Such resignation shall be irrevocable, and retirement
shall begin at the time such resignation becomes effective. In the interim, payment for
accumulated unused sick leave shall be made as a continuation of the employee's regular pay
from which all regular payroll deductions shall be made in order to preserve his/her retirement
status. Accumulated unused sick leave will be charged as outlined in paragraph (1) of this
subsection.
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L An employee may not utilize his/her accumulated sick leave absence for absences resulting from an
injury arising out of and in the course of employment, other than City employment, for which
monetary or other valuable consideration is received or expected. Any employee who utilizes
accumulated sick leave,or who attempts to utilize accumulated sick leave,for absences resulting from
an injury arising out of and in the course of employment, other than City employment, may be
terminated or suspended, as in the City's judgment,is appropriate.
J. Except in the cases of injury incurred in the line of duty with the City, employees shall not be entitled
to use sick leave until the completion of six calendar months of continuous service following the date
of original appointment.
K. The employee may be required to submit evidence "in the form of a medical certificate, of the
adequacy of the reasons for his/her absence during the period of time for which sick leave is granted
when requested by the Department Director.
L. An on-duty employee injured in an accident, arising out of and in the course of his/her City
employment, may elect to be continued on the payroll to the extent of his/her accumulated unused
sick leave as hereinafter provided. An employee receiving sick leave with pay under the provisions
of this subsection who simultaneously receives income under the Workers' Compensation Act shall
receive, for the duration of such income and to the extent of his/her accumulated unused sick leave,
only that portion of his/her regular rate of pay(see Article 9, Section 4)which will,together with said
income equal his/her regular rate of pay at the time of injury. In that event, the employee's
accumulated unused sick leave shall be charged only in the same proportion as his/her sick leave
payment is to his/her regular biweekly salary which shall be deemed to be that same proportion of the
number of regular hours he/she would otherwise have been scheduled to work for the day, week or
other period involved, rounded out to the nearest tenth of an hour.
M.The use of sick leave for purposes other than those designated herein will be considered a major rule
infraction.
N. Sick Leave Incentive Program
1. Following any full payroll calendar year period that a bargaining unit employee uses no sick leave,
the employee will be allowed to convert two days of sick leave to Sick Leave Incentive Days or
the cash equivalent based upon the employee's current base hourly rate of pay.
2. Following any full payroll calendar year that a bargaining unit employee uses between one-tenth
of an hour and the equivalent of two days of sick leave the employee will be allowed to convert
one day of sick leave to a Sick Leave Incentive Day or the cash equivalent based upon the
employee's current base rate of pay.
3. Employees shall be required to submit notice of their choice of the above within 30 days of Sick
Leave Incentive eligibility notification or shall have no sick days converted.
O. Sick Leave Pool
A joint leave pool will be established by members of the International Association of Fire Fighters
bargaining unit, such leave pool to be available for use by members subject to the following provisions:
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1. The purpose of the leave pool is to provide leave to bargaining unit members who face
significant time off without pay due to a serious illness or injury, whether job-connected or non-
job-connected, or serious illness or injury to a family member covered under the family sick
leave policy. The leave pool may not be used for short time periods where an employee may be
without pay. Short time shall be defined as less than 30 calendar days.
2. A committee shall be formed and the committee shall determine use of the leave pool days,
subject to the above purpose and limitations.
a. The committee shall consist of three members designated by the bargaining unit, one
management employee designated by the Fire Chief,and one management designee of the City
Manager.
b. The committee shall review employee needs and circumstances consistent with the provisions
of the leave pool and shall determine eligibility for and the amount of pool leave time that may
be provided to employees. The committee may establish procedures, forms, and other rules
necessary for its effective operation, provided they are consistent with the provisions of this
section.
c. The committee's decisions are final and are not grievable.
3. Bargaining unit members may donate days from their vacation, floating holiday, or sick leave
balances to the leave pool one time per year inJanuary.
a. No employee shall be permitted to donate more than three days of leave per year to the pool.
In the event that the leave pool becomes insufficient to provide leave days,the committee may,
with the prior approval of the City Manager or designee,open up the opportunity for additional
donations to be made during the calendar year. This shall be limited to one time per year;
however, the 3-day donation limit shall not be modified.
b. All donations of pool leave time must be in full-day increments based on the employee's full-
time regularly scheduled day (i.e. an 8-hour or 24-hour day is a full day).
c. Donations of pool leave time are irrevocable.
d. No dollar value shall be placed on leave donations. All donations and all authorized usage
shall be computed as day for day.
4. When pool leave time is authorized by the committee for use by an employee,it shall be on a day-
for-day basis,irrespective of whether the employee works an 8-hour or 24-hour shift. An employee
using leave pool time shall receive regular base pay and his/her regular shift pay; however, other
pays shall not be provided with leave pool days(e.g.,lead pay, acting pay, special assignment pay,
etc.).
5. Pool leave time not used in a given year by the employee receiving the donated pool leave time
shall be returned to the leave pool and carried over to the next year. No donated pool leave time
will be refunded to the donor.
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Section 4. Funeral Leave
A. 53/50-hour schedule employees shall be allowed up to three (3) consecutive shifts off with pay and 40
hour schedule employees shall be allowed up to four (4) consecutive duty days off with pay in the
event of a death in the immediate family which shall be limited to spouse or domestic partner of record,
as defined in accordance with criteria, policies, and procedures determined by the City, or the
employee's or employee's spouse's or domestic partner's child, parent, foster-child(ren), minor-
guardianship(s), brother, sister, grandparent, grandchild, great-grandchild, stepparent, or stepchild.
This is not chargeable to sick leave. Employees may be required to produce legal justification for
foster Child(ren)/Minor Guardianship.
B. 53/50-hour schedule employees shall be allowed up to two(2)consecutive shifts and 40-hour schedule
employees shall be allowed up to three (3) consecutive duty days in the event of a death of a member
of the"Close"family chargeable to sick leave. "Close"family shall be defined as the following family
members: step-brother, step-sister, brother's wife, sister's husband, uncle, aunt, nephew, niece, or
other member of the employee's immediate household.
C. Additional time off may be granted by the Fire Chief, or their designee and shall be chargeable to sick
leave. Furthermore, any employee availing himself/herself of a provision in this section must notify
the Fire Chief or their Fire District Commander of such intent as soon as possible.
Section 5. Absence Without Leave
A. Any employee who is absent from duty for two consecutive work days for 53/50-hour schedule
employees and three consecutive work days for 40-hour schedule employees without notice and valid
reason therefore shall be deemed to have voluntarily terminated his/her City employment and to have
vacated his/her position and will be separated from the payroll as a dismissal unless a leave of absence
is subsequently granted under any of these rules.
B. The failure of an employee to report for duty at the expiration of a leave of absence or vacation leave
with or without pay, shall be deemed an absence without leave.
Section 6. Time Off From Duty
A. An employee may be granted necessary time-off from his/her duties with compensation for any
of the following reasons, when such time off does not, in the judgment of the Fire Chief, interfere
with the operation of the Department.
1. Attendance at professional or other conventions, institutes, courses, classes, seminars or meetings
when such attendance is approved in advance by the Fire Chief or his/her designee. Attendance
will be at the discretion of the Fire Chief except when the requested leave is for promotional exams
which will get first priority.
2. Attendance at in-service training and other in-service meetings when approved by the Fire Chief
or his/her designee. The provisions of this paragraph shall be deemed to include authorized safety
meetings.
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3. The President, Secretary-Treasurer, or designee of the Union shall be granted Union time-off to
attend state and international conventions, provided a minimum of one month's written notice is
given to the Fire Chief.
B. The Union may, upon request,be allowed up to 400 duty hours per fiscal year to be excused for Union
business, conferences, training, and Executive Board meetings pertaining to the City of Clearwater.
Any such request must be initiated in writing to the Fire Chief or designee, and will give the name of
the person wanting off, date the person is to be off, and the number of hours the person will be off.
Time off from duty under this provision must be approved by the Fire Chief or his/her designee and
must be taken in not less than four-hour increments. Absences for Union time excluding the Union
president/designee shall count toward the total number of seven employees permitted to be absent for
personal leave on any given shift. Any unused portion of the balance is to be carried over into the next
contract year.
Any use of City facilities for Union-related business shall require written request at least 48 hours in
advance to the Fire Chief, which may be granted or denied at his/her sole discretion. Executive Board
members only shall be permitted to conduct/attend Executive Board meetings while on duty with no
charge to the aforementioned Union time, with the prior approval of the Fire Chief or his/her designee,
provided 48 hours notice is given,and further provided that such meetings will cause no adverse impact
to Department operations. Off-duty Executive Board members shall not be eligible to receive any
compensation for time spent attending such meetings.
Union officials utilizing union time shall not be eligible during the time of utilization for Worker's
Compensation benefits in case of injury. In any event, absence from duty for union business shall not
be approved which requires a union official to be off duty for periods in excess of three consecutive
scheduled work shifts. Extension of any consecutive time off for union officials, over and above the
three consecutive shifts, may be granted solely at the discretion of the Fire Chief. Requests for union
time off must be made on the designated form.
Jointly related business between the City and the Union shall not be subject to deduction from the
bank, however, the Union acknowledges that such time needed for arbitration hearings will be
chargeable to the account. In any event, the Fire Chief or his/her designee, may at his/her discretion
deny any request not made at least 72 hours in advance and submitted by a Union Officer, or which
renders the Department staffed below that level which the Chief determines to be necessary.
Section 7. Right to Contribute Work
In the event that an employee's illness or physical incapacity should continue beyond the point where
his/her accumulated sick leave, if any, has been exhausted, he/she may request to have other qualified
employees of the Department perform his/her regular duties; provided that such substitution would not
require overtime compensation for the substitute and the maximum allowable contributed time to any one
employee is a total of 90 calendar days for the duration of thiscontract.
Section 8. Military Leave
Any regular or probationary employee in the classified service being inducted or otherwise entering
the armed forces of the United States in time of war, or pursuant to the Selective Service Act of 1948 as
amended, or of any other law of the United States, shall be granted military leave of absence without pay
for the period of the military service required of him/her, and on completion thereof be reinstated in the
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City service in accordance with the following regulations:
A. Military leaves shall be granted in accordance with the provisions herein except where said provisions
may be superseded by Federal or Florida Law:
1. For inductees, the minimum period of time required to be served.
2. For enlistees in time of war, the period of the first minimum enlistment, or for such additional
period of time required to be served.
3. For reservists, the minimum period of time required to be served.
4. For pre-induction physical examination when so ordered by a Selective Service Board, time off
shall be granted for the minimum period necessary to comply with such order,but shall in no case
exceed two (2)regularly scheduled work days.
5. For required active or inactive training duty as a member of a Reserve Component or the
National Guard falling on the employee's regularly scheduled work days, the employee shall
be allowed up to a maximum of two hundred and forty (240) working hours per calendar year
without loss of pay. Absences from duty for required military reserve training in excess of two
hundred and forty (240) working hours per calendar year or for any non-required military
reserve training for which the employee initially volunteered shall not be compensated for by
the City. A copy of the employee's military orders certifying his/her training assignment shall
be submitted by the employee to the Fire Chief and the Human Resources Department
immediately upon receipt by the employee. An employee who is required to attend military
duty training which falls or occurs during regular working hours and which exceeds the two
hundred and forty (240) working hours provided above will be granted time off without pay.
Due to the unique 24 hours shift schedule, the employee may break the absence time into 12
hour blocks and will be charged for a 6 hour block of time in order to facilitate travel and
military duty requirements.
The employee shall be required to provide timely notice of such training assignments to the
City of such training assignments. Failure to provide any of the timely notices herein required
of an employee's military orders to the Fire Chief and the Human Resources Department shall
be considered just cause for disciplinary action not to exceed a three (3) day suspension.
B. For the purposes of this Section, "armed forces" shall be defined to include:
1. The Army,Navy, Marine Corps, Air Force and Coast Guard.
2. The auxiliary services directly necessary to and actually associated with the armed forces of the
United States, as may be determined by the City.
C. Application for reinstatement must be made within 90 calendar days from date of discharge or release,
or from hospitalization continuing after discharge for a period of not more than one year. Such
application shall be in writing to the Human Resources Director and shall be accompanied by evidence
of honorable discharge or release.
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D. Upon return from military leave, the employee shall be reinstated in the City service in accordance
with the following regulations:
1. If still qualified to perform duties of his/her former position, the employee shall be restored to
position or to a position of like seniority, status and pay; or
2. If not qualified to perform the duties of his/her former position by reason of disability
sustained during such service but qualified to perform the duties of any other position in the
employ of the City, the employee shall be restored to such other position, the duties of which
the employee is qualified to perform, as will provide the employee with like seniority, status
and pay, or the nearest approximation thereof consistent with the circumstances in his/her
case.
3. In the event no vacancy exists in the appropriate class and there is an employee in such class serving
a probationary period who has not acquired regular status, then such probationary employee shall
be laid off and the returning employee reinstated.
4. If a returning employee has regular status and cannot be reinstated under the provlslons of
paragraph (3) above, then the employee having been employed in the appropriate class for the
shortest period of time shall be laid off and the returning employee reinstated.
5. A returning employee shall have the same status as prior to the beginning of his/her military leave.
The employee shall be allowed to take any subsequently administered examination for promotion
after return that he/she would have been eligible to take had he/she not been on military leave, and
shall be required to complete any uncompleted period of probation. No grievance shall be filed or
processed by any other employee or the Union in connection with this paragraph.
6. The employee shall submit to such medical and/or physical examinations as the City Manager shall
deem necessary to determine whether or not such military service has in any way incapacitated
him/her for the work in question; provided however, that as far as practicable any employee
returning with disabilities shall be placed in such employment as the City Manager shall deem
suitable under the circumstances.
7. Any regular or probationary employee receiving a dishonorable discharge from the armed forces
shall not be reinstated to any position in the City service.
8. An employee granted a military leave of absence shall, insofar as possible, have all the rights and
privileges he/she would have had if he/she had remained on duty including cumulative seniority,
and except as otherwise provided in these Rules and Regulations, all other benefits dependent on
length of employment to the same extent as if the employee had not been absent on suchleave.
An employee returning from military service shall be reinstated to active City service at the earliest
possible date following application for such reinstatement, consistent with the best interests of the
City service and taking into consideration necessary adjustments of staff. However, in no event
shall this period be more than thirty (30) calendar days. The City shall have the right as part of
directing the employee's duties upon returning to work, to assign the employee to such training as
is necessary in its judgment to ensure the employee's familiarity with job duties andknowledge.
9. Eligible employees will be paid in accordance with Sections 115.09 and 115.14,Florida Statutes.
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Section 9. Parental Leave
The City will provide up to three shifts for 53/50-hour weekly schedule employees and one week (40
hours)for 40-hour weekly schedule employees of paid parental leave following the birth of an employee's
child or the legal permanent placement of a child with an employee in connection with adoption or foster
care. This paid leave will run concurrently and in conjunction with the Family and Medical Leave Act.
Eligible employees must meet the following criteria:
(i) Have been employed with the City for at least 12 months.
(ii) Have worked at least 1,250 hours during the 12 consecutive months immediately preceding the
date the leave would begin.
(iii) Be a regular full-time employee.
Employees must be taking leave for one of the reasons listed below:
(i) To bond with the newborn child within one year of birth.
(ii) The legal permanent placement of a child with the employee for adoption or foster care and to
care for the newly placed child within one year of placement.
The fact that a multiple birth, adoption or placement occurs(e.g.,the birth of twins or adoption of siblings)
does not increase the total amount of paid parental leave granted for that event. In addition, in no event
will an employee receive more than three shifts for 50-hour weekly schedule employees and one week(40
hours) for 40-hour weekly schedule employees of paid parental leave in a rolling 12-month period,
regardless of whether more than one birth, adoption or foster care placement event occurs within that 12
month time frame.
Paid parental leave is compensated at 100 percent of the employee's regular, straight-time weekly pay.
Paid parental leave will be paid on a biweekly basis on regularly scheduled pay dates.
Approved paid parental leave may be taken at any time during the 12-month period immediately following
the birth, adoption or legal permanent placement of a child with the employee. Paid parental leave may
not be used or extended beyond this 12-month time frame.
Employees must take paid parental leave in one continuous period of leave and must use all paid parental
leave during the 12-month time frame indicated above. Any unused paid parental leave will be forfeited
at the end of the 12-month time frame.
The employee will provide their supervisor and the Human Resources Department with notice of the
request for leave at least 30 days prior to the proposed date of the leave(or if the leave was not foreseeable,
as soon as possible).
Employees must return to work for the City for at least 6 months following the paid parental leave. An
employee will be responsible for repayment if this commitment is not fulfilled. The repayment will be
deducted from the employee's sick time balance first, followed by their personal floating holiday and then
vacation.
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ARTICLE 9
WAGES AND COMPENSATION
Section 1. Pay Schedule
The Pay Schedules shall be in accordance with Appendix A.
Effective on the first day of the payroll period that includes October 1, 2024, all employees will be paid in
accordance with the new annual rate of pay as provided in Appendix A. Effective for the period from
October 1, 2024, through September 30, 2025, employee shall advance in Step as provided in this Article
9. Employees may not exceed the maximum annual rate of pay as provided in Appendix A.
Effective on the first day of the payroll period that includes October 1, 2025, the City shall provide a 4%
general wage increase for all employees, as set forth in Appendix A. Effective for the period from October
1, 2025, through September 30, 2026, employee shall advance in Step as provided in this Article 9.
Employees shall not exceed the maximum annual rate of pay as provided in Appendix A.
Effective on the first day of the payroll period that includes October 1, 2026, the City shall provide a 3%
general wage increase for all employees, as set forth in Appendix A. Effective for the period from October
1, 2026, through September 30, 2027, employee shall advance in Step as provided in this Article 9.
Employees shall not exceed the maximum annual rate of pay as provided in Appendix A.
Any further step advancements and general wage increases after September 30, 2027 will be dependent
upon and subject to negotiations in any successor Agreement.
Section 2. Pay Schedule Format: Merit Pay Increases
Pay increases are not automatic but are management review rates and may be granted only upon
receiving a rating of Meets Standards or better on the annual performance review. Eligibility for review
for within pay schedule increases shall be as follows:
Step 1 Original appointment
Step 2 At the end of one year of satisfactory service in step 1.
Step 3 At the end of one year of satisfactory service in step 2.
Step 4 At the end of one year of satisfactory service in step 3.
Step 5 At the end of one year of satisfactory service in step 4.
Step 6 At the end of one year of satisfactory service in step 5.
Step 7 At the end of one year of satisfactory service in step 6.
Step 8 At the end of one year of satisfactory service in step 7.
Step 9 At the end of one year of satisfactory service in step 8.
Step 10 At the end of one year of satisfactory service in step 9.
Step 11 At the end of one year of satisfactory service in step 10.
Step 12 At the end of one year of satisfactory service in step 11.
Step 13 At the end of one year of satisfactory service in step 12.
Step 14 At the end of one year of satisfactory service in step 13.
Step 15 At the end of one year of satisfactory service in step 14.
Step pay increases shall provide for approximately a 3%increase over the preceding step for each step
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advancement as provided in Appendix A.
Section 3. Merit Pay Review - Increases and Delay or Denial
Employees who receive a merit eligibility evaluation rating of Meet Standards or better shall be
advanced as provided in Section 2 above.
Employees who receive a merit eligibility evaluation rating of less than Meet Standards shall not
be granted a merit step advancement. Such employees shall be reevaluated after three months and if then
rated Meet Standards, shall be granted a merit step adjustment as of the date of the three-month follow-
up evaluation.
If the initial three months follow-up evaluation rating is still less than Meet Standards, the
employee shall be evaluated again in three more months. If then rated Meet Standards or higher,the
employee shall be granted a merit step adjustment as of the end of that second three-month follow-up
period.
If the employee is rated less than Meet Standards on the second three-month follow-up
evaluation, no merit step adjustment shall be made, and the employee will be evaluated again one year
from the date of the initial annual evaluation which was less than Meet Standards.
Section 4. Rates of Pay
A. Base rate of pay is defined as compensation at the rate prescribed for the job class in the Pay Schedule.
B. Regular rate of pay is defined as base pay and any assignment pay if regularly assigned.
C. Overtime is defined as one and one-half times an employee's regular rate of pay.
Section 5. Annual Personal Resource Allowance
A. All members of the bargaining unit who are actually working on January 1st of each year shall be
provided an annual allowance of$540.00 per year,which shall be utilized to cover(1)the costs of
laundering coat, shirts,pants,jumpsuit, and bed linens, (2)the replacement of personal items such as
glasses,watches,hearing aids, etc., and(3)time spent attending the annual physical, except for 40-hour
schedule personnel who shall attend on duty,but shall still receive the allowance.
B. An employee who is on extended sick leave (60 days or more) or has been approved for regular disability
retirement by the Pension Advisory Committee shall no longer be eligible for the personal resource
allowance.
C. The annual resource allowance shall be paid on a quarterly basis to eligible bargaining unit members who
are actually working at the time of the quarterly payment, and shall reflect the appropriate amounts
subject to withholding and not subject to withholding for tax purposes.
Section 6. Mileage Reimbursement
A. For each move a member of the bargaining unit is required to make, and use his/her own vehicle,
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after he/she has reported to his/her duty station, the City will provide reimbursement to the
employee in accordance with Sec.2.328 of the City of Clearwater Code of Ordinances;or,the City
may elect to provide transportation.
B. The mileage reimbursement rate shall be consistent with City Policy.
C. This distance will be computed by the City, so that both the City and employee can refer to a
standard table to ascertain the distance between any two Fire Stations.
D. Request forms for mileage reimbursement must be made to the Fire Chief's office monthly.
E. In the event that an employee is transported in a City vehicle under the provisions of this part,the
City will provide the employee transportation back to his/her duty station at or before the end of
the employee's tour of duty if the employee so requests.
Section 7. Special Teams
Any employee who meets the current certification guidelines set forth by the Fire Chief and is
specifically assigned to a Special Team on a scheduled shift shall receive $60.00 per payroll period in
addition to the current base rate of pay. Bargaining unit members who meet the current certification
guidelines set forth by the Fire Chief and are assigned as team leaders shall not receive the Special Team
pay as described above,but shall instead receive $70.00 per payroll period in addition to the current base
rate of pay.
Special Team training and assignments shall be made at the discretion of the Fire Chief or his/her
designee and Special Team Pay will be provided to a maximum number of employees as follows:
Dive Team- 6 per shift plus one team leader
Technical Rescue Team- 8 per shift plus one team leader
Emergency Response (SWAT) Team-4 per shift plus one team leader
Employees may participate on more than one Special Team but shall be eligible to be compensated
for up to two Special Teams only. Additional employees may be permitted to participate in the training
process only based on availability of funds. The department shall provide the initial issue of clothing
and equipment particular to Special Teams and the replacement of clothing (shirt, pants, coat, and
jumpsuit) will be the responsibility of the employee through the use of the annual Personal Resource
Allowance. Initial issue Special Team clothing shall be the following:
DIVE TECH RESCUE SWAT MARINE
I x Jacket 3 x Shirts 2 x Shirts I x Shirt
I x Jumpsuit 3 x Boots 2 x Pants I x Swim Trunks
1 x Swim Trunks 1 x Boots
1 x Shirt
1 x Shorts
An employee may be removed from a Special Team assignment if he/she is unable to
participate for a period of 30 days or more for reasons other than scheduled leave. Special Team
pay may be discontinued at any time should the City no longer continue to provide the designated
service.
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Section 8. EMS Wages
A. All employees shall receive pay in accordance with Pay Schedule.
B. Employees who serve in the non-Paramedic job classifications of Firefighter, Firefighter/Driver-Operator,
and Fire Lieutenant,and who are State of Florida and Pinellas County certified as a Paramedic,shall receive
a Paramedic certification pay differential of$225.00 per payroll period. These employees shall be required
to perform the duties of a State of Florida and Pinellas County certified Paramedic.
C. The Department agrees to publish a semiannual list of the dates of expiration of all E.M.T. and Paramedic
certifications.
Section 9. Training, Tuition Refund, Bilingual and Incentive Pay
A. Members of the bargaining unit shall be entitled to participate in a tuition reimbursement program provided
that all classes are off-duty, except for promotional courses for the positions of Lieutenant and/or Fire
District Commander where department policy will be followed.However,the City and the Union may agree
to pro rate such tuition reimbursement for classes which cross both on-duty and off-duty time.
B. The tuition refund for members of the bargaining unit shall be up to $2,000.00 per year for each year of
the agreement. However, if classes taken by a bargaining unit member pertain to an advanced degree
program (Master's Degree or higher), then up to $2,200.00 of tuition paid for such classes shall be
reimbursable.
C. Participation in Tuition Refund will not imply any eligibility for school time pay nor will it impose any
obligation to the City under FLSA.
D. Except for training requirements occasioned by extended vacations, when a bargaining unit member is
directed by the Department to attend classes, the member will be compensated for the hours spent in
accordance with the law.
E. The City shall provide and maintain reasonable training grounds and facilities.
F. The City agrees to pay the tuition only for classes required as part of a State of Florida Paramedic
certification program for up to one bargaining unit member per shift or 3 members total, whichever is
greater, for each year of this Agreement provided that the classes are offered in such a manner that the
employees may attend the classes during non-duty hours, and such class hours shall not be counted as
hours worked. Should such classes not be available in a manner that the employees may attend during
non-duty hours,the Fire Chief in his/her sole discretion shall determine whether to release the employees
from duty for only the hours necessary to attend the classes.In such case,the employees shall be expected
to serve the remaining hours of any shift for which they are scheduled.Any prerequisite classes necessary
to participate in a State of Florida Paramedic certification program shall only be subject to the tuition
reimbursement provisions outlined in Paragraphs A-D above and in accordance with established
Department guidelines to determine whether or not the class hours constitute compensable time.
Any existing employee who obtains a State of Florida Paramedic certification through the process outlined
in this Section shall be required to comply with the requirements necessary to obtain and maintain
certification as a Paramedic in Pinellas County, and shall be required to remain with Clearwater Fire and
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Rescue and serve as a Fire Medic when called upon to do so for a period of five years or shall be subject
to repayment of any costs incurred by the Department for such classes. Should an employee voluntarily
leave the department or be permitted to voluntarily demote to a non-paramedic classification in accordance
with this agreement before the end of the five year period,the amount of such repayment shall be prorated
by 3- month increments with the employee being required to pay the prorated amount corresponding to
the number of remaining full 3-month periods not served.
G. Any employee who has successfully passed a proficiency exam and has been designated as a certified
bilingual interpreter shall be eligible to receive $25.00 per payroll period in addition to the employee's
current base rate of pay.
H. Any employee who obtains and meets certification guidelines set forth by the Fire Chief is eligible for two
of the following incentive pays.
State of Florida Fire Officer 1 $25.00 per payroll period
State of Florida Fire Officer 2 $25.00 per payroll period
State of Florida Fire Inspector 1 $25.00 per payroll period
State of Florida Fire Inspector 2 $25.00 per payroll period
State of Florida Arson Investigator $25.00 per payroll period
Incentive Pay is only available when the above-referenced certification(s) are not required as part of the
employee's current job description. In the event an employee demotes,promotes, or otherwise transfers
to another job position in which the certification(s) are required as part of the employee's new job
description,the employee is no longer eligible for incentive pay.
Incentive pay shall be capped at$50.00 per payroll period.
Section 10. Clothing and Equipment
A. The City shall continue to provide the initial clothing and protective devices currently supplied,
or their equivalent, and initial safety equipment currently supplied, without cost to the employee.
Employees shall be required to wear or use the clothing or other items provided unless a suitable
replacement as determined and approved in advance by the Department is provided by the
employee at the employee's own cost. The employee will replace any lost or abused equipment
that has been supplied by the Department by purchasing the lost or abused equipment from the
Department at the value of the lost or abused equipment, as determined by the Fire Chief. Initial
issuance for all new employees shall be in compliance with the table below.
Item Description Suppression/EMS Inspection
Bunker Cost 1 As Assigned
Bunker Pants 1 As Assigned
Firefighting Boots 1 As Assigned
Firefighting Gloves 1 As Assigned
Firefighting Helmet 1 As Assigned
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Item Description Suppression/EMS Inspection
Firefighting Mask 1 As Assigned
Firefighting Regulator 1 As Assigned
Nomex Hood 2 As Assigned
Safety Vest 1 As Assigned
Howd Strap 1 As Assigned
Flashlight 1 As Assigned
Coat 1 1
Pants 6 8
Shorts 2
T-Shirt Short Sleeve 8
T-Shirt Long Sleeve 3
Class A— Short Sleeve 6 3
Class A Long Sleeve 1 1
Sweatshirt 1
Jumpsuit 1 1
Hat 1
Tie 1
Bade 1 2
Nametag 1 1
Collar Insignia Sets 2 1
Blanket 1
Pillow 1
ID—Ci 1 1
ID County 1 1
Safety Shoes 2 pairs 2 pairs
Personal Escape Rope 1
Polo Shirt *Lt. Rescue receives 2 4
B. All employees will be provided an initial issue of any new items in addition to those on the list
above when such items are required by the Department. Equivalent variations of clothing items
on the list above, such as coats, shirts, and pants, may be provided by the Department to all
newly hired employees and shall be available to existing incumbent employees through the use
of the personal resource allowance as defined in this Agreement.
C. All items issued by the Department shall be returned to the Department before an employee
leaves the service of the Department either by termination, resignation, retirement, etc. Should
any such items not be returned, the City shall withhold from the employee's final paycheck an
amount sufficient to reimburse the City at a pro-rated replacement cost of the equipment.
D. The Department shall issue and maintain uniforms and equipment to personnel it determines
necessary in order to provide an Honor Guard presence as the City deems appropriate and subject to
the availability of funds. It is understood that the decision whether to have an Honor Guard, and who
shall be designated to participate, rests with the Fire Chief in his sole discretion. Any items issued to
Honor Guard personnel shall remain the property of the Department and shall be returned upon
separation in accordance with Paragraph C of this Section above.
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E. The Department shall annually replace the following uniform items in accordance with the established
by the department.
Pants 2 pair
Pants (tactical) 2 pair
Shorts 2 pair
Short Sleeve Tee Shirts 6
Short Sleeve Shirt 1
Jump Suit 1 every 2 year
Long Sleeve Tee Shirts 3
Polo Shirt(Inspections Only) 2
Polo Shirt(Lt. Rescue 1
Safety Shoes 2 pairs upon hire and will be replaced as needed
Section 11. Standby
A. Fire Prevention Inspectors, Fire Inspector 11, and Fire Inspector 1, (both primary and back-up),
who are assigned to remain in a standby status while not on duty shall be paid at the following
rates during the term of this agreement:
Monday through Friday $50.00 per night
Weekends $75.00 per day
Extended Time During Designated Holidays $75.00 per day
B. Standby assignments are mutually exclusive of call-in and holdover provisions of this agreement.
Nightly standby (Monday -Friday) shall begin at the end of each regular workday and shall end
at the beginning of the next workday (16-hour period). Weekend standby shall begin at the time
which would be the employee's normal starting time on Saturday and shall conclude at the
beginning of the employee's regular workday on Monday (48-hour period). Extended Time
During Designated Holiday shall apply when the employee assigned to standby continues in
standby assignment for an 8-hour extended period on a designated holiday. In addition to the
above, an employee who is called out to work while on nightly or weekend standby duty shall
be credited with one hour work time or the actual hours worked during the entire standby period,
whichever is greater.
C. The Department retains the discretion but is not required to assign a take-home vehicle to Fire
Prevention Inspectors who are subject to standby.
Section 12. Paycheck Issuance
All employees are encouraged to enroll in direct deposit. Paychecks will be issued biweekly via
direct deposit for employees enrolled in direct deposit. Paychecks will be issued biweekly via pay card for
employees not enrolled in direct deposits.
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ARTICLE 10
INSURANCE
Section 1. Life Insurance
All life insurance premium contributions and plans currently in force shall continue for the duration
of this Agreement. The selection of an insurance company shall be free and without prejudice and of the
employee's choice from the companies offered by the City, with the approval of the Insurance Committee.
The Union agrees to participate with the Insurance Committee in making decisions regarding life insurance.
The City shall no longer permit any new enrollment in the 1%Life Insurance Program. Bargaining
unit employees who are enrolled as of the effective date of this Agreement may continue to participate
provided, they maintain their participation on a continuous basis thereafter. Any employees who currently
participate and choose to discontinue their enrollment will not be permitted to re-enroll in this benefit again at
a later date.
Section 2. Death Benefits
The current practice of paying accrued rights and benefits to the designated beneficiary or next-of-kin
upon the death of an employee shall continue.
Section 3. Health Insurance
The City agrees to meet with the I.A.F.F. and other City of Clearwater union representatives to review
the health insurance program for the purpose of reducing the cost of such program for the City and the
employees. The City further agrees to provide the I.A.F.F. with such information as would be required to
formulate such a benefit package and to cooperate with the I.A.F.F. and other unions to obtain pertinent
information from the present carrier.
The City agrees that for the calendar year occurring within the first year of the agreement, the
City shall contribute toward the medical insurance premiums for employees and their dependents in the
amount approved for the plans approved by the City Council. The City agrees to maintain the current
Benefits Committee recommendation process culminating in final action by the City Council to
determine medical insurance premiums for employees and their dependents for the duration of this
Agreement. The City further agrees that during the life of the agreement, the City will make available to
employees the option of at least one health insurance plan for which the City shall pay 100%of the
premium for the employee only base benefit plan cost, it being understood that such base plan may
provide a different level of benefit than that which is currently provided. Additional coverage for the
family or spouse, as well as any enhancements or"buy ups"to the base plan will continue to be paid for
by the employee.
Any information received by either party from the consultant or from another carrier will be
shared with the other party.
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ARTICLE 11
PERFORMANCE AND DISCIPLINE
The City and the Union agree that any system of discipline or performance management should
be continually reviewed for its effectiveness. The system may be modified from time to time to better
meet the needs of the employees and the City. Any changes will be consistent with sound personnel
practices. All discipline will be for just cause and consistent with due process. Employees have the right
to Union representation any time they believe a meeting may lead to disciplinary action.
The City-wide and Fire Department standards shall be in writing. The Union will provide input
as the standards are developed and/or modified. If the Union refuses to participate or provide input, the
City and the Fire Department maintain the right to change the process. The City recognizes that
members of the Fire Department are protected by the "Firefighter Bill of Rights" and any disciplinary
action will conform to the guidelines of that law.
ARTICLE 12
CITY'S DRUG AND ALCOHOL PROGRAM POLICY
A. The City's Drug and Alcohol Program Policy delineates drug and alcohol test procedures. Revisions
governing testing standards and job classification specifications shall be made as revisions to laws or
regulations of state or federal government or agencies deem permissible. Union representatives will
be furnished with copies of the policies upon such revision.
Whenever the City or the Union proposes to amend or change any policy affecting drug and alcohol
testing,the City or the Union shall provide notice and a copy of the proposed amendments or changes
to the other parry a reasonable period of time in advance of the proposed effective date of the change.
The Union and the City shall have the right to bargain such proposed amendments or changes in
accordance with the law and the terms of this agreement.
B. References to CDL and "safety-sensitive" employees and positions shall not apply to IAFF
bargaining unit members. As such, IAFF bargaining unit members shall not be subject to the
following provisions of the City Drug and Alcohol Program Policy or agreed to by the parties:
Section II, B.
Section II, C.
Section II, E. 2.
Section II, E. 4.
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ARTICLE 13
RETIREMENT
Section 1. The City and the Union agree that prior to retiring an employee may use his/her
vacation leave balance at 100% value and sick leave balance at 50% value to advance the employee's
date of retirement.
Section 2.The employee will be considered a regular employee for service credit to the pension
plan. The City and the employee will continue to contribute to the pensionplan.
Section 3. During the period of"retirement advancement", the employee will not be eligible to
receive or accrue any benefits except retirement credit, and Educational Incentive Pay. The benefits that
will stop include, but are not limited to, vacation and sick leave accrual, insurance premium payments,
workers' compensation,holidays and holiday pay, allowances, reimbursements, and special payments of
any kind.
ARTICLE 14
SENIORITY, LAYOFF, AND RECALL
Section 1. Seniority
A. Definition -- Seniority is hereby defined as the length of continuous service in City employment
except as applied to vacation preference,promotions, layoffs, and assignments.
B. How Measured
1. In the event an employee transfers from the Fire Department to another position within the City
and, at a later date, transfers back to the Fire Department, the seniority date for the purpose of
layoff, promotions, and transfers, shall be the date the employee transfers back into the
Department.
2. Any employee who transfers from another City department to the Fire Department shall retain
full City seniority with regards to vacation and sick leave accrual. However, for purposes of
layoff, departmental seniority shall prevail. In regards to pay and pensions,the
applicable civil service rules or City Pension ordinance shall apply.
3. In the event two or more employees have the same seniority date,the employee whose first letter
of his/her last name is closest to the letter"A" shall have more seniority.
4. The seniority list on the date of this agreement shall reflect names,job titles, and seniority dates
(departmental and City) of all employees.
5. The City will maintain a current seniority list at all times and will provide the Union with copies
of such list in December and June of each year.
6. Emergency, provisional, seasonal, and temporary part-time employees shall not accumulate
seniority during any period of such employment.
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C. Continuous service shall mean employment by the City in a position in the classified service without
interruption or break, except that the following shall not be considered as breaks in employment:
1. Leaves of absence or time off with or without compensation granted pursuant to this Contract.
The length of any such leave shall not be deducted from the length of continuous service in
computing seniority.
2. Layoffs for lack of work, lack of funds, abolition of position, or because of material changes in
duties or organization, not exceeding one year in length, followed by reinstatement or by
appointment from the reemployment list. The length of any such layoff shall not be deducted
from the length of continuous service in computing seniority.
3. Disability retirement if and when followed by reinstatement. The length of any such disability
retirement shall not be deducted from the length of continuous service in computing seniority.
4. Suspensions of less than three months in accordance with this Agreement. The length of any such
suspension of more than three months shall be deducted from the length of continuous service in
computing seniority.
5. Dismissals subsequently withdrawn or modified by the Appointing Authority, arbitration award,
grievance decision, or the Civil Service Board in accordance with this Agreement.
6. Resignations subsequently withdrawn, in accordance with this Agreement, within six months
after acceptance, followed by reinstatement or appointment from the reemployment list;
provided, however, that the actual length of separation from the service shall be deducted from
the length of continuous service in computing seniority.
A Uses --In addition to the circumstances and conditions wherein,by the provisions of this Agreement
and/or these Rules, seniority has been determined to be the controlling factor, it shall also be given
reasonable consideration in determining the order of layoff, the order of names on a reemployment
list and in promotions in accordance with the rules governing those
procedures.
E. Transfer--In the event of a transfer or appointment from certification to another department,
an employee shall retain all accumulated seniority.
Section 2. Layoffs
A. In the event of layoffs,all probationary status employees in the class involved shall be laid off before any
permanent status employees in the class involved. The order of layoff of probationary employees shall be
determined by management evaluations of the performance and potential of the employees.
B. In the event further layoffs are required, such layoffs shall be accomplished by class groups of Firefighter,
Firefighter/Driver-Operator, Fire Medic, Fire Lieutenant, Fire Medic Lieutenant, and Fire Prevention
Inspector.Notwithstanding anything to the contrary contained in this.
Agreement, Management shall determine the number of employees to be laid off and the class or classes
involved.An employee who is designated to be laid off shall have the opportunity to revert to the position
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he/she held prior to his/her current classification. If this movement requires further reduction in the work
force,the same procedure shall be utilized for subsequent positions in accordance with this section, and
the process continued through the ranks thereafter.
Within the involved classes, layoffs shall be accomplished by the following groupings:
1. Group A--Employees with one through three years of service in the Clearwater-Fire
Department.
2. Group B --Employees with four through six years of service in the Clearwater Fire Department.
3. Group C --Employees with seven through nine years of service in the Clearwater Fire
Department.
4. Group D --Employees with 10 through 12 years of service in the Clearwater Fire Department.
5. Group E--Employees with 13 through 15 years of service inthe Clearwater Fire Department.
6. Group F --Employees with 16 through 18 years of service in the Clearwater Fire Department.
7. Group G--Employees with 19 or more years of service in the Clearwater Fire Department.
All employees in Group A must be laid off before any employees listed in Group B; all
employees in Group B must be laid off before any employees listed in Group C; etc. Within each
group, employees shall be ranked by management and employees laid off by the rank order established.
Management rating of employees can be based upon performance evaluations by management of the
preceding 3-year period(if available), disciplinary actions, and physical ability to perform the job.
When other qualifications are substantially equal, Fire Department seniority will govern. Management
will provide a list of the rank order within Groups prior to the layoff.
Section 3. No new employee shall be hired until the employee on layoff has been given an
opportunity to return to work at his/her original seniority date and position;provided,that after one year
of layoff the employee shall cease to accrue seniority and that such reemployment rights shall cease after
two years from the date of layoff.
Section 4. The Fire Chief shall give written notice to the Human Resources Director and to the
affected employee(s)including the President of the Union, on any such proposed layoff.
Such notice shall state the reason thereof and shall be submitted 30 days before the effective date of
proposed layoff.
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ARTICLE 15
DURATION, MODIFICATION, AND TERMINATION
Section 1. Amendments
This Agreement may be amended at any time by the mutual written consent of the parties,but no
such attempted amendment shall be of any force or effect until placed in writing and executed or ratified
as required by each party hereto.
Section 2. Severability and Waiver
A. In the event that any clause or clauses in this Agreement shall be finally determined to be in violation
of any law, such clause or clauses only shall be deemed of no force and effect and unenforceable,
without impairing the validity and enforceability of the rest of the contract, including any and all
provisions in the remainder of any clause, sentence or paragraph in which the offending language may
appear.
B. The exercise or non-exercise by the City or the Union of the rights covered by this Agreement shall
not be deemed to waive any such right or the right to exercise them in some other way in the future.
C. In the event of invalidation of any article or section,both the City and the Union agree to meet within
30 days of such determination for the purpose of arriving at a mutually satisfactory replacement for
such articles or sections.
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Section 3. Duration
This Agreement shall be effective as of October 1, 2024, and shall continue in full force and
effect until September 30, 2027. At any time commencing January I of the year in which this Agreement
terminates, but no later than 90 days prior to the termination of this Agreement, either party hereto shall
notify the other, in writing, of its intention to modify, amend or terminate this Agreement. Failure to
notify the other party of intention to modify, amend or terminate, as herein above set forth,will
automatically extend the provisions and terms of this Agreement for a period of one year, and each year
thereafter absent notification.
IN WITNESS WHEREOF, the parties hereto have hereunder set their hands and seals this
17th January
day of , 2025.
ATTEST: CITY OF CLEARWATER, FLORIDA
rt
DocuSigned by: Signed by: �
1 11
R04"Au Ak& C ee (U P6(*M'w
BBDSF- FE•18 .- Fe&EE4&F54R .-
Rosemarie Call, City qlcrk Jennifer Poirrier, City Manager
Approved as to form Countersigned:
FSigned by: Signed by:
61 WLAA, 661Vbwuc, "br
.. 658F-Bfi3S22fi�4F ...
David Margolis, City Attorney Bruce Rector, Mayor
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS,AFL-CIO,Local 1158
WITNESSES:
David Sowers, President,Local 1158
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APPENDIX A-WAGES
FIREFIGHTER
PAY RANGE 5540 (106/100 HOURS)
Step October 2024 Biweekly October 2025 Biweekly October 2026 Biweekly
1 $ 2,192.31 $ 2,280.00 $ 2,348.40
2 $ 2,258.08 $ 2,348.40 $ 2,418.85
3 $ 2,325.82 $ 2,418.85 $ 2,491.42
4 $ 2,395.59 $ 2,491.42 $ 2,566.16
5 $ 2,467.46 $ 2,566.16 $ 2,643.14
6 $ 2,541.49 $ 2,643.14 $ 2,722.44
7 $ 2,617.73 $ 2,722.44 $ 2,804.11
8 $ 2,696.26 $ 2,804.11 $ 2,888.24
9 $ 2,777.15 $ 2,888.24 $ 2,974.88
10 $ 2,860.46 $ 2,974.88 $ 3,064.13
11 $ 2,946.28 $ 3,064.13 $ 3,156.05
12 $ 3,034.67 $ 3,156.05 $ 3,250.73
13 $ 3,125.71 $ 3,250.73 $ 3,348.26
14 $ 3,219.48 $ 3,348.26 $ 3,448.70
15 $ 3,316.06 $ 3,448.70 $ 3,552.17
FIREFIGHTER/DRIVER-OPERATOR/Fire Inspector I
PAY RANGES 5530 (106/100 HOURS) and 5505 (80 HOURS)
Step October 2024 Biweekly October 2025 Biweekly October 2026 Biweekly
1 $ 2,500.00 $ 2,600.00 $ 2,678.00
2 $ 2,575.00 $ 2,678.00 $ 2,758.34
3 $ 2,652.25 $ 2,758.34 $ 2,841.09
4 $ 2,731.82 $ 2,841.09 $ 2,926.32
5 $ 2,813.77 $ 2,926.32 $ 3,014.11
6 $ 2,898.19 $ 3,014.11 $ 3,104.54
7 $ 2,985.13 $ 3,104.54 $ 3,197.67
8 $ 3,074.68 $ 3,197.67 $ 3,293.60
9 $ 3,166.93 $ 3,293.60 $ 3,392.41
10 $ 3,261.93 $ 3,392.41 $ 3,494.18
11 $ 3,359.79 $ 3,494.18 $ 3,599.01
12 $ 3,460.58 $ 3,599.01 $ 3,706.98
13 $ 3,564.40 $ 3,706.98 $ 3,818.19
14 $ 3,671.33 $ 3,818.19 $ 3,932.73
15 $ 3,781.47 $ 3,932.73 $ 4,050.72
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FIRE MEDIC
PAY RANGE 5515 (106/100 HOURS)
Step October 2024 Biweekly October 2025 Biweekly October 2026 Biweekly
1 $ 2,615.38 $ 2,720.00 $ 2,801.60
2 $ 2,693.85 $ 2,801.60 $ 2,885.65
3 $ 2,774.66 $ 2,885.65 $ 2,972.22
4 $ 2,857.90 $ 2,972.22 $ 3,061.38
5 $ 2,943.64 $ 3,061.38 $ 3,153.23
6 $ 3,031.95 $ 3,153.23 $ 3,247.82
7 $ 3,122.91 $ 3,247.82 $ 3,345.26
8 $ 3,216.59 $ 3,345.26 $ 3,445.61
9 $ 3,313.09 $ 3,445.61 $ 3,548.98
10 $ 3,412.48 $ 3,548.98 $ 3,655.45
11 $ 3,514.86 $ 3,655.45 $ 3,765.12
12 $ 3,620.30 $ 3,765.12 $ 3,878.07
13 $ 3,728.91 $ 3,878.07 $ 3,994.41
14 $ 3,840.78 $ 3,994.41 $ 4,114.24
15 $ 3,956.00 $ 4,114.24 $ 4,237.67
FIRE INSPECTOR II
PAY RANGE 5500 (80 HOURS)
Step October 2024 Biweekly October 2025 Biweekly October 2026 Biweekly
1 $ 3,076.92 $ 3,200.00 $ 3,296.00
2 $ 3,169.23 $ 3,296.00 $ 3,394.88
3 $ 3,264.31 $ 3,394.88 $ 3,496.73
4 $ 3,362.24 $ 3,496.73 $ 3,601.63
5 $ 3,463.10 $ 3,601.63 $ 3,709.68
6 $ 3,567.00 $ 3,709.68 $ 3,820.97
7 $ 3,674.01 $ 3,820.97 $ 3,935.60
8 $ 3,784.23 $ 3,935.60 $ 4,053.66
9 $ 3,897.75 $ 4,053.66 $ 4,175.27
10 $ 4,014.69 $ 4,175.27 $ 4,300.53
11 $ 4,135.13 $ 4,300.53 $ 4,429.55
12 $ 4,259.18 $ 4,429.55 $ 4,562.43
13 $ 4,386.96 $ 4,562.43 $ 4,699.31
14 $ 4,518.57 $ 4,699.31 $ 4,840.29
15 $ 4,654.12 $ 4,840.29 $ 4,985.50
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FIRE LIEUTENANT
PAY RANGE 5520 (106/100 HOURS)
Step October 2024 Biweekly October 2025 Biweekly October 2026 Biweekly
1 $ 3,115.38 $ 3,240.00 $ 3,337.20
2 $ 3,208.85 $ 3,337.20 $ 3,437.32
3 $ 3,305.11 $ 3,437.32 $ 3,540.44
4 $ 3,404.26 $ 3,540.44 $ 3,646.65
5 $ 3,506.39 $ 3,646.65 $ 3,756.05
6 $ 3,611.58 $ 3,756.05 $ 3,868.73
7 $ 3,719.93 $ 3,868.73 $ 3,984.79
8 $ 3,831.53 $ 3,984.79 $ 4,104.34
9 $ 3,946.48 $ 4,104.34 $ 4,227.47
10 $ 4,064.87 $ 4,227.47 $ 4,354.29
11 $ 4,186.82 $ 4,354.29 $ 4,484.92
12 $ 4,312.42 $ 4,484.92 $ 4,619.47
13 $ 4,441.79 $ 4,619.47 $ 4,758.05
14 $ 4,575.05 $ 4,758.05 $ 4,900.79
15 $ 4,712.30 $ 4,900.79 $ 5,047.81
FIRE MEDIC LIEUTENANT
PAY RANGE 5510 (106/100 HOURS)
Step October 2024 Biweekly October 2025 Biweekly October 2026
Biweekly
1 $ 3,384.62 $ 3,520.00 $3,625.60
2 $ 3,486.15 $ 3,625.60 $3,734.37
3 $ 3,590.74 $ 3,734.37 $3,846.40
4 $ 3,698.46 $ 3,846.40 $3,961.79
5 $ 3,809.41 $ 3,961.79 $4,080.64
6 $ 3,923.70 $ 4,080.64 $4,203.06
7 $ 4,041.41 $ 4,203.06 $4,329.16
8 $ 4,162.65 $ 4,329.16 $4,459.03
9 $ 4,287.53 $ 4,459.03 $4,592.80
10 $ 4,416.16 $ 4,592.80 $4,730.59
11 $ 4,548.64 $ 4,730.59 $4,872.50
12 $ 4,685.10 $ 4,872.50 $ 5,018.68
13 $ 4,825.65 $ 5,018.68 $ 5,169.24
14 $ 4,970.42 $ 5,169.24 $ 5,324.32
15 $ 5,119.53 $ 5,324.32 $ 5,484.05
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ADDENDUM
MILITARY AND PRIOR FIREFIGHTER BUYBACK
Military and prior firefighter buybacks
(1) Buyback of prior fire service. The years or fractional parts of years that a Member previously
served as a firefighter for any other municipal, county or state fire department in the State of Florida shall
be added to his or her years of credited service provided that:
(a)The member contributes to the fund an actuarially determined amount so that the crediting of
the purchased service does not result in any cost to the fund plus payment of costs for all
professional services rendered to the board in connection with the purchase of years of credited
service. A member who does not purchase years of credited service shall be responsible for the
payment of costs for all professional services rendered to the board in connection with the
purchase of years of credited service.
(b)Multiple requests to purchase credited service pursuant to this section may be made at any
time prior to retirement. A firefighter member may only purchase prior firefighter service.
(c)Payment by the member of the required amount can be made by either lump sum payment or
equal biweekly installments. Payment by lump sum shall be made within six months of the
request for credit. Payment by payroll deductions shall be in equal biweekly installments for a
period which shall not exceed the number of years being purchased. A member making
installment payments shall be charged interest based on the actuarially assumed rate of return at
the time the purchase is made and shall complete all required payments prior to payment of any
benefit under this section.
(d) The maximum credit under this section for service other than with the City of Clearwater
when combined with credited service purchased pursuant to section (2)military service prior to
employment, shall be five years of credited service and shall count for all pension purposes,
except vesting and eligibility for disability benefits off-duty.
(e)In no event, however, may credited service be purchased pursuant to this section for prior
service with any other municipal, county or state fire department,if such prior service forms or
will form the basis of a retirement benefit or pension from another retirement system or plan.
(f)For purposes of determining credit for prior fire service as a firefighter as provided for in this
section, in addition to service as a firefighter in this state, credit may be given for federal, other
state, or county service if the firefighter provides proof to the board that such service is
equivalent to the service required to meet the definition of a firefighter under section 2.412.
(2) Military service prior to employment. The years or fractional parts of years that a firefighter
serves or has served on active duty in the military service of the Armed Forces of the United States, the
United States Merchant Marine or the United States Coast Guard, voluntarily or involuntarily and
honorably or under honorable conditions,prior to first and initial employment with the city of Clearwater
fire departments shall be added to his or her years of credited service provided that:
(a)The member contributes to the fund an actuarially determined amount so that the crediting of
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the purchased service does not result in any cost to the fund plus payment of costs for all
professional services rendered to the board in connection with the purchase of years of credited
service. A member who does not purchase years of credited service shall be responsible for the
payment of costs for all professional services rendered to the board in connection with the
purchase of years of credited service.
(b)Multiple requests to purchase credited service pursuant to this section may be made at any
time prior to retirement.
(c)Payment by the member of the required amount can be made by either lump sum payment or
equal biweekly installments. Payment by lump sum shall be made within six months of the
request for credit. Payment by payroll deductions shall be in equal biweekly installments for a
period which shall not exceed the number of years being purchased. A member making
installment payments shall be charged interest based on the actuarially assumed rate of return at
the time the purchase is made and shall complete all required payments prior to payment of any
benefit under this section.
(d) The maximum credit under this section when combined with credited service purchased
pursuant to section (1), buyback of prior fire service for service other than with the City of
Clearwater shall be five years.
(e) Credited service purchased pursuant to this section shall count for all pension purposes,
except vesting and eligibility for disability benefits off-duty.
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