HomeMy WebLinkAbout00- Collective Bargaining Agreement, IAFF Local 613 Firefighters', 2001 & 2002
COLLECTIVE
BARGAINING
AGREEMENT
between
CITY OF BOZEMAN
and
IAFF LOCAL 613
BOZEMAN FIREFIGHTERS'
2001 & 2002
CONTENTS
ARTICLE 1: RECOGNmON ......................................... 1.
ARTICLE 2: PROVISIONS SUBJECT TO RESTRAINT ........................ 1.
ARTICLE 3: Specific Terms and Conditions of Employment for Uniformed Day Personnel
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 1.
ARTICLE 4: PAYROLL DEDUCTIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 1.
ARTICLE 5: DISCRIMINATION....................................... 2.
ARTICLE 6: UNION BUSINESS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 2.
ARTICLE 7: PREVAILING RIGHTS ....................,............... 2.
ARTICLE 8: RULES AND REGULATIONS ................................ 2.
ARTICLE 9: OVERTIME AND COMPENSATORY TIME ....................... 3.
ARTICLE 10: ALTERNATIVE WORK SCHEDULE ........................... 3.
ARTICLE 11: PAY FOR TEMPORARY SERVICE AS SHIFT OFFICER/CAPTAIN. . . . . .. 3.
ARTICLE 12: HOLIDAY PAY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 3.
ARTICLE 13: HEALTH AND MEDICAL INSURANCE. . . . . . , . . . . . . . . . . . . . . . . .. 4.
ARTICLE 14: SHIFT CHANGES. . . . . . . . . . . . . . . , , . . . . . . . . . . . . . . . . . . . . .. 5.
ARTICLE 15: SICK LEAVE .......................................... 5.
ARTICLE 16: VACANCIES AND PROMOTIONS. . . . . . . . . . . . . . . . . . . . . . . . . . .. 5.
ARTICLE 17: GRIEVANCE PROCEDURE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 6.
ARTICLE 18: SUPPLEMENTAL AGREEMENT. . . . . . . . . . . . . . . , . . . . . . . . . . . . .. 8.
ARTICLE 19: TERM OF AGREEMENT .................................. 8.
ARTICLE 20: STRIKE PROVISION .................................... 8.
ARTICLE 21: SAVINGS CLAUSE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 8.
ARTICLE 22: OFFICIAL DUTIES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 9.
ARTICLE 23: SALARIES & COMPENSATION ............................. 9.
ARTICLE 24: CERTIFICATIONS ...................................... 9.
ADDENDUM A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 11.
ADDENDUM B . . . . . . . . . . . . . . . . . . . . . . , . . . . . . . . . . . . . . . . . . . . . . . . . .. 13.
AGREEMENT
This Agreement, made and entered into this 1st day of December, 2000, between The City
of Bozeman, Bozeman, Montana, a municipal corporation, hereinafter referred to as
"Employer", and The IAFF Local 613 -Bozeman Firefighters, hereinafter referred to as
"Union".
It is the purpose of this Agreement to achieve and maintain harmonious relations between
the Employer and the Union, to provide for equitable and peaceful adjustment of
differences which may arise, and to establish proper standards of wages, hours and other
conditions of employment.
ARTICLE 1: RECOGNITION
The Employer recognizes the Union as the exclusive bargaining agent for all combat
firefighters and uniformed day personnel of the Bozeman Fire Department, except the Chief
and Deputy Chiefs.
ARTICLE 2: PROVISIONS SUBJECT TO RESTRAINT
Articles 9, 10, 11, 12, and 14 of this agreement shall have no application to Uniformed
Day Personnel and their enforcement by Uniformed Day Personnel shall be restrained.
ARTICLE 3: SPECIFIC TERMS AND CONDITIONS OF
EMPLOYMENT FOR UNIFORMED DAY PERSONAL
All uniformed Day Personnel shall be subject to the City of Bozeman Employee Handbook,
and all terms and conditions of employment regarding Overtime Pay, Flexible Work
Schedule, Holiday pay, and Hours of Work are subject to and governed by provisions of
that handbook.
ARTICLE 4: PAYROLL DEDUCTIONS
The Employer agrees to deduct, once each month, dues or assessments from the pay of
those employees who individually request, in writing, that such deduction be made. The
total amount of deductions shall be remitted by the Employer to the Secretary of the
Union. This authorization shall remain in force during the term of this Agreement.
1.
ARTICLE 5: DISCRIMINATION
Neither the Union nor the Employer shall discriminate against its employees or applicants
for employment on the basis of color, race, creed, sex, age, religion, martial status,
national origin, political ideas, disability, or Union affiliation. This policy does not preclude
discrimination based on bona fide occupational qualifications or other recognized
exceptions under the law.
ARTICLE 6: UNION BUSINESS
Employees elected or appointed as Union officers or individuals appointed by the Union
to represent the Union shall be granted reasonable time to perform their necessary
functions, including attendance at conventions, conferences and seminars. It shall be the
responsibility of the Employer to provide for their replacement on shift during such
absence up to four functions in a fiscal year. Up to three members shall be allowed to
attend such functions as shall be mutually agreed upon by the Employer and the Union.
In addition, up to three members shall be allowed to attend State Union functions. The
City will pay registration and standard City per diem rates on lodging and meals. Also, the
City will pay mileage for two of the three members attending State Union functions.
ARTICLE 7: PREVAILING RIGHTS
A. All rights, privileges and duties held by the employees at the present time which are
not included in this Agreement shall remain in force, unchanged and unaffected in
any manner.
S. The Union shall recognize the Employer's rights to operate and manage its affairs
in such areas as, but not limited tOt direct employees, hire, lay off, promote,
transfer, assign, retain employees; relieve employees from duty because of lack of
work or funds or under conditions where continuation of such work would be
inefficient and non-productive; maintain the efficiency of government operations;
determine the methods, means, job c1assifications, and personnel by which
government operations are conducted; take whatever actions may be necessary to
carry out the missions of the City in situations of emergency; and establish the
methods and processes by which work is performed.
ARTICLE 8: RULES AND REGULATIONS
The Union agrees that its members shall comply in full with Fire Department rules and
regulations, including those relating to conduct and work performance. The Employer
agrees that Department rules and regulations shall be subject to the grievance and
arbitration procedure.
2.
ARTICLE 9: OVERTIME AND COMPENSATORY TIME
The City will grant non-exempt fire division personnel compensatory time to a maximum
of 225 hours at the end of any pay period, or pay overtime at the rate of 11/2 hour for each
hour when qualifying work hours exceeds 144 hours per 21-day work period. Employees
shall be permitted to use compensatory time within a reasonable period after making the
request if such use does not unduly disrupt the operation of the division. Management will
not be obligated to consider a request unless it is submitted seven days prior to the day
off being requested.
ARTICLE 10: ALTERNATIVE WORK SCHEDULE
The employer may establish an alternative work schedule for certain positions. When
recruiting for positions which require an alternative work schedule, the notice of vacancy
will state that the position requires an alternative work schedule. If an employee accepts
such a position, that employee must agree to the alternative work schedules as a condition
of continued employment. (In those areas where alternative work schedules are required,
current practices will continue in effect.)
ARTICLE 11: PAY FOR TEMPORARY SERVICE AS SHIFT OFFICER/CAPTAIN
A. A Firefighter working in the capacity of a Captain shall receive a temporary upgrade
in base pay equal to that of a Captain(as established in Addendum A) for hours
worked as an acting Captain.
B. When a Captain is assigned by the Chief of the department to be "on call" as the
Command Officer, compensation will be 2 hours in every 12 hour period or major
portion thereof.
ARTICLE 12: HOLIDAY PAY
Each employee who is scheduled from 7:00 a.m. to midnight on any of the below-
scheduled holidays shall be compensated for hours worked (up to 17 hours) at the rate of
one and one-half times their regular rate of pay (balance of hours worked at regular rate
of pay). (Only one shift will receive holiday pay.)
Effective January 1992, members of the Union no longer receive the holiday compensation
check previously paid by separate check on November 30. In exchange for the November
30, 1992, holiday check and all subsequent November holiday checks, the City agrees to
increase the base pay matrix of the Union by 4 percent, beginning with the January 1992
pay period. The Union agrees to this change, subject to the condition that anytime the
salaries of this group are compared with other employee groups, the entire wage package
(including but not limited to holiday pay, differential pay, etc.) of the group(s) in the
comparison be considered.
3.
- -- - ----------
Compensated holidays are:
1. New Year's Day 7. Labor Day
2. Martin Luther King Day 8. Veteran's Day
3. President's Day (Lincoln's/Washington's Birthday) 9. Thanksgiving
Day
4. Easter 10. Day after
Thanksgiving
5. Memorial Day 11. Christmas
6. Independence Day 12. General
Election Day
ARTICLE 13: HEALTH AND MEDICAL INSURANCE
A. The rates below for each fiscal year are the average health/dental/vision insurance
premium amounts the City will contribute toward employees' medical insurance.
FY 2001 FY 2001
Average $355.00 *
*The City is desirous of providing all employees a basic level of health insurance
coverage at no cost to the employee. The City will pay insurance premium
increases in each year of the contract, up to the U.S. Consumer Price Index for all
Urban Consumers for All Items - (Source: U.S. Department of Labor, Bureau of
Labor Statistics) of the previous year. If the City is unable to accommodate the
premium increase, the City may adjust the insurance deductible to mitigate the
premium increase, in an effort to provide an option that is of no cost to the
employee.
Firefighters will be required to contribute actual costs for dental insurance, which
may be adjusted each fiscal year as per the service provider's established rates.
Firefighters must maintain dental insurance.
B. Effective July 1, 1996, the City's contribution toward employee's
health/dental/vision insurance will be added to the employee's gross pay. As part
of this collective bargaining agreement, employees are required to authorize a
payroll deduction from the employee's gross pay equal to the City's contribution
toward employee's health/dental/vision insurance. This deduction from the
employee's gross pay will be paid into a fund maintained to provide
health/dental/vision insurance benefits for employees.
The purpose of including the City's contribution toward employee'S
health/dental/vision insurance in the employee's gross pay is solely for the purpose
of augmenting the employee's eventual retirement benefit. The purpose of
4.
including the City's health/dental/vision contribution in the employee's gross pay is
not to result in additional net income to the employee. It is hereby acknowledged
that both employee and employer retirement contributions will be required on this
additional gross income--causing a decrease to the net income of the employee.
It is also acknowledged that the inclusion ofthe City's health/dental/vision insurance
contribution in the employee's gross pay does not by its nature affect overtime
compensation, future pay increases, or other similar benefits. In the event that any
subsequent law, court, arbitrator, or other lawful authority determines that the
inclusion of the City's health/dental/vision insurance contribution in the employee's
gross pay affects overtime compensation, then the parties agree that there will be
a corresponding adjustment to the affected hourly rate, pay, or benefit, to carry out
the intent of this provision. The intent of such adjustment will be to result in the
least net financial effect on both the employee and the employer.
ARTICLE 14: SHIFT CHANGES
Employees shall have the right to exchange shifts when the change does not interfere with
the best interests of the Fire Department and with the approval of the Shift Officer.
When there is a substitution of work schedules voluntarily undertaken and agreed to solely
by the employees and approved by the employer, the hours worked by the substituting
employee will be excluded from any overtime calculations. All trades shall be consistent
with the responsibilities of both employees involved and shall comply with the Bozeman
Fire Department Shift Trades Policy and Procedures.
When employees voluntarily provide early relief from other shifts/employees, the time
spent providing the relief will be excluded from overtime calculations.
ARTICLE 15: SICK LEAVE
Sick leave shall be accrued and expended according to State Law. Sick leave may be
converted to supplemental retirement or deferred compensation in accordance with
Addendum "B". Bereavement leave shall be granted as per present City policy.
ARTICLE 16: VACANCIES AND PROMOTIONS
When a vacancy occurs in any position, it shall be filled within 45 regular business days
upon completion of the official severance of the departing member from the Fire
Department. This time period may be modified on each occasion by mutual agreement of
the parties.
5.
ARTICLE 17: GRIEVANCE & ARBITRATION PROCEDURES
A grievance is defined as a dispute, or a difference in interpretation between an employee
or the Union and the Employer involving wages, hours, and all conditions of employment
which are expressly provided by this contract.
The Union shall certify in writing to the Employer the names of all employees or others
authorized to represent the Union in this procedure. For the purpose of this Article,
persons are authorized to represent the grievance during regular working hours without
loss of regular pay provide the Employer does not incur the cost of any overtime as a
result of representation. Union representatives from the local or international level may be
called in to assist at any step during the grievance.
Departure from the established procedure, unless mutually waived by both parties, by the
Union or any person represented by the union shall automatically nullify any further
recourse through this procedure for the grievance.
Departure from the established procedure, unless mutually waived by both parties, by the
Employer shall automatically place the grievance into the next following step.
I. Proced u re:
A. STEP 1: Any dispute involving the interpretation, application or alleged
violation of a specific provision of this agreement shall be brought to the
employee's immediate supervisor within five (5) business days from the time
the employee becomes aware or should have known of the action. The
immediate supervisor shall have five (5) business days to respond. All
grievances must be discussed with the immediate supervisor prior to the
filing of a formal grievance and no formal grievance may be filed until the
immediate supervisor has been given an opportunity to attempt resolution.
B. STEP 2: In the event the employee covered by this agreement chooses to file
a grievance they shall notify the Fire Chief and the Union Grievance
Committee within ten (10) business days from the time the employee
becomes aware or should have known of the action. The Union Grievance
Committee shall investigate the grievance and within ten (10) business days
of receipt of the grievance may present the grievance to the Fire Chief for
resolution. In the event the Union Grievance Committee is unable to
determine that a grievance exists, the employee shall have the opportunity
to present the grievance to the members of the Union. If the Union
determines that no grievance is warranted, this shall be considered the final
obligation of the Union and the employee is limited to seeking remedy
outside of this agreement. If the Union determines that, in their opinion, the
grievance is valid it shall proceed with the following:
1. The grievance shall be presented in written form, no later than twenty
five(25) business days from the time the employee becomes aware or
should have known of the action, to the Fire Chief.
6.
)
a. The name of the employee(s)
b. The date(s) of the action
c. The nature of the grievance
d. The terms of the Agreement in dispute
e. The adjustment sought.
2. The Fire Chief will respond to the employee(s) and report any
adjustments in writing to the employee(s) and the Union Grievance
Committee within ten (10) business days of receipt of the grievance
from the Union Grievance Committee.
C. STEP 3: If the grievance remains unresolved the Union Grievance Committee
may, within five (5) business days of the receipt of the Fire Chief's reply,
request arbitration. The request must be in writing and be presented to the
City Manager.
1. At the same time the request for arbitration is submitted to the City
Manager the Union Grievance Committee will request the American
Arbitration Association to provide a list of five (5) arbitrators. The
parties shall select an arbitrator by alternately striking from the list,
with the parties flipping a coin to determine who strikes the first
name. The last name left on the list shall be the arbitrator.
2. The arbitrator chosen shall be contacted immediately and asked to
start proceedings at the earliest possible date. During the arbitration
proceedings, all evidence shall be presented to the arbitrator. The
arbitrator shall have no power to alter Bozeman Municipal Code, the
terms of this agreement, State or Federal law. The arbitrator's
decision shall be within the scope of the terms of this agreement and
the arbitrator will be requested to issue the decision within twenty
(20) business days after the conclusion of the proceedings, including
filing of briefs, if any.
3. The decision of the arbitrator is not binding upon the parties and
does not preclude the pursuit of other judicial remedies.
4. The cost of the arbitrator shall be borne solely by the losing party.
D. For the purpose of this Article only, a business day means all calendar days
except Saturdays, Sundays, and holidays.
7.
ARTICLE 18: SUPPLEMENTAL AGREEMENT
By mutual agreement, the parties hereto may at any time negotiate additions or
modifications to this Agreement, which, after being mutually ratified, shall become a part
of this Agreement as if contained herein.
ARTICLE 19: TERM OF AGREEMENT
The terms and conditions herein set forth shall become effective on the 1st day of July
2000 and shall remain in full force and effect through the 30th day of June 2002, and
annually thereafter from 1 July through 30 June, unless one of the parties hereto serves
written notice of desire for modification upon the other party hereto. Such notice shall be
served not less than sixty days prior to expiration of this Agreement. Negotiations shall
commence within ten days of the request by either party for purpose of collective
bargaining, and shall continue in good faith until settlement is reached.
ARTICLE 20: STRIKE PROVISION
Upon consummation and during the term of this Agreement, no Firefighter shall strike or
recognize a picket line of any labor organization while in the performance of his/her official
duties.
ARTICLE 21: SAVINGS CLAUSE
If any provision of this Agreement or the application of such provision should be rendered
or declared invalid by any court action or by reason of any existing or subsequently
enacted legislation, the remaining parts or portions of this Agreement shall remain in full
force and effect.
8.
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;
ARTICLE 22: OFFICIAL DUTIES
Official duties as performed by a member of the Bozeman Firefighters shall be defined as
outlined in the City of Bozeman Class Specifications.
ARTICLE 23: SALARIES &. COMPENSATION
A. The City will pay a clothing allowance to each firefighter for clothing purchased by
him/her that is necessary for the performance of his/her duties. The salary
schedule listed on Addendum A has been increased to reflect this clothing
allowance.
B. All time in service requirements used for calculating longevity pay, firefighter step
increases, promotion requirements, and seniority shall be calculated from the first
day of permanent full-time employment with the City of Bozeman Fire Department.
C. Swim Center passes are available for each fiscal year at a cost of:
$10 per person
$45 for the employee and family living in the same household
The Swim Center pass will be honored at Bogert Pool during open swimming hours.
D. The City agrees to cover each member of the bargaining unit under the City's dental
insurance plan. The salary schedule listed on Addendum A was increased $19 per
month (FY1990), through previous negotiations, as compensation in lieu of dental
insurance.
ARTICLE 24: CERTIFICATIONS
The City agrees to pay $30 per month to each member of the bargaining unit who is a
certified First Responder or Basic EMT. The salary schedule listed on Addendum A has
been increased to compensate members for this certification.
9.
!
IN WITNESS WHEREOF, the parties hereto have set their hands this 1st day of December
2000.
FOR: CITY OF BOZEMAN FOR: IAFF Local 613
BOZEMAN FIREFIGHTERS'
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City Manager Union .president
~J~~ 9- R- ~'~_~'~""M
Commission Clerk Union Secretary
10.
:
ADDENDUM A
FIREFIGHTER SALARIES FOR FISCAL YEARS 2001 AND 2002
Monthly salary rates effective July 1, 2000 and July 1, 2001
MONTHLY SALARY
POSITION
FY 2001 FY 2002
Captain $3,333 $3,433
Firefighter First Class $2,916 $3,003
4th year Firefighter $2,839 $2,924
3rd year Firefighter $2,773 $2,856
2nd year Firefighter $2,702 $2,783
Firefighter Confirmed (Months 7-12) $2,539 $2,615
Probationary Firefighter (Months 4-6) $2,222 $2,288
Probationary Firefighter (Months 1-3) $1,587 $1,635
Building/Life Safety Specialist Probationary $2,702 $2,783
Building/Life Safety Specialist Confirmed $2,916 $3,003
Staff Captain $3,333 $3,433
Longevity: Each duly confirmed member of the Bozeman Fire Department is entitled to
longevity pay in addition to their base pay at a rate determined by the schedule below per
month for each additional year of service. For the purposes of calculating retirement
wages, longevity pay will be included in the firefighters base pay.
2-4 years of service 5-9 years of service 10-20 years of service 21 + years of Service
$10/mo/YOS $ 12/mo/YOS $ 14/mo/YOS $280 Cap.
Employees will receive additional longevity increments on their anniversary date. The
anniversary date for employees who are not in probationary status as of July 1, 1994 will
be July 1st of each year. The anniversary date for employees who are in probationary
status as of July 1, 1994 and employees hired after July 1, 1994 will be the anniversary
of their date of hire.
11.
.
Signed and sealed on the 1st day of December 2000 by the parties hereto as authorized
signatories for the City of Bozeman and IAFF Local 613- Bozeman Firefighters'.
FOR: CITY OF BOZEMAN FOR: IAFF Local 613
BOZEMAN FIREFIGHTERS'
I ____" 0--::7
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- - -'-_._~-...............__. ' ~'~ /"
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City Manager Union President
C?~ J d~ gR
Commission Clerk Union Secretary
12.
~
ADDENDUM B
CITY OF BOZEMAN, MONTANA
SUPPLEMENTAL RETIREMENT PROGRAM
PURPOSE OF THE PROGRAM
1. To reduce the amount of sick leave taken by employees.
2. To reward employees for staying healthy.
3. To discourage abuse of sick leave.
4. To provide for a supplement of employee's retirement.
PROGRAM DESCRIPTION
1. Employees are allowed to move portions of their sick leave balance from sick leave
to a supplemental retirement account. The supplemental retirement account will
operate in essentially the same manner as vacation leave, sick leave and
compensatory time, in that it is simply an accumulation of hours. The supplemental
retirement account hours will be paid at 75 percent of the employee's hourly rate
at retirement or termination. Employees will also have the option of converting the
supplemental retirement hours to cash (at the current hourly rate) and placing the
cash in the City's deferred compensation program. Employees are allowed to
convert all or portions of their supplemental retirement account to the City's
deferred compensation program once a year (at 75 percent of the current hourly
rate). This will occur during the month of September of each year and cover hours
as of June 30 of that year. Employees will not be able to take the hours in the form
of cash for current uses.
Employees' sick leave balances will continue to be paid at 25 percent of the
employee's hourly rate at retirement or termination.
2. Sick leave hours eligible to move to a supplemental retirement account are subject
to the following restrictions:
A. Employees may not move sick leave hours if they do not have a minimum
13.
;
of two years' sick leave accrual (192 hours) on the books nor will they be
able to move any sick leave hours which cause their sick leave balance to fall
below 192 hours.
B. The amount of sick leave eligible to move to a supplemental retirement
account will be determined on an annual basis as of June 30 of each year.
C. The amount of sick leave eligible to move to a supplemental retirement
account equals:
On an annual basis 72 hours of sick leave may be moved to a supplemental
retirement account so long as the employee complies with section 2.A. of
ADDENDUM B.
3. If employees move hours to the supplemental retirement account and do not elect
to convert the hours to the deferred compensation program, the supplemental
retirement account hours may only be used for sick leave and may only be used if
the employee's sick leave and annual leave have been entirely exhausted.
If an employee has transferred his/her supplemental retirement to the deferred
compensation program, the employee's access to the funds is governed by the
deferred compensation program rules.
14.
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...
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SUPPLEMENTAL AGREEMENT
Agreement made March 6, 2001, between The City of Bozeman, Montana
hereinafter referred to as "Employer," and the IAFF Local 613 -Bozeman Firefighters,
hereinafter referred to as "Union," for and on behalf of the Union and the employees now
or hereafter employed by Employer.
It is the purpose of this Supplemental Agreement to correct a typing error in the
original agreement signed and dated December 1, 2000. The parties did not agree to
removing the binding arbitration provision of the grievance procedure. Article 17: Grievance
& Arbitration Procedures shall now read as follows:
ARTICLE 17: GRIEVANCE a. ARBITRATION PROCEDURES
C. STEP 3: If the grievance remains unresolved the Union Grievance Committee may,
within five (5) business days of the receipt of the Fire Chief's reply, request
arbitration. The request must be in writing and be presented to the City Manager.
A. At the same time the request for arbitration is submitted to the City
Manager the Union Grievance Committee will request the American
Arbitration Association to provide a list of five (5) arbitrators. The
parties shall select an arbitrator by alternately striking from the list,
with the parties flipping a coin to determine who strikes the first
name. The last name left on the list shall be the arbitrator.
B. The arbitrator chosen shall be contacted immediately and asked to
start proceedings at the earliest possible date. During the arbitration
proceedings, all evidence shall be presented to the arbitrator. The
arbitrator shall have no power to alter Bozeman Municipal Code, the
terms of this agreement, State or Federal law. The arbitrator's
decision shall be within the scope of the terms of this agreement and
the arbitrator will be requested to issue the decision within twenty
(20) business days after the conclusion of the proceedings, including
filing of briefs, if any.
.---....
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....
C. The decision of the arbitrator is-Ret: binding upon the parties and does
Rot I'rccluelc tl=lc I'ursuit of otl=lcr judicial remedies.
D. The cost of the arbitrator shall be borne solely by the losing party.
IN WITNESS WHEREOF, the Parties hereto have set their hands this 6th day of March,
2001.
CITY OF BOZEMAN IAFF LOCAL 613 -BOZEMAN FIREFIGHTERS
i \... ~~
- -....~.,
Clark V. Johnson, City Manager Mark Criner, President
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Robin L. Sullivan,
Clerk of Commission