HomeMy WebLinkAbout03- Collective Bargaining Agreement, IAFF Local 613 Bozeman Firefighters', 2003-2004
COLLECTIVE
BARGAINING
AGREEMENT
between
CITY OF BOZEMAN
and
IAFF LOCAL 613
BOZEMAN FIREFIGHTERS'
FY 2003 - 2004
July 1, 2002 through June 30, 2004
---
CONTENTS
ARTICLE 1: RECOGNITION ........................................ 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. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 5.
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.
ADDENDUM A: FIREFIGHTER PAY RATES. . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 11.
ADDENDUM B: SUPPLEMENTAL RETIREMENT PROGRAM. . . . . . . . . . . . . . . . . .. 13.
AGREEME:I'
This Agreement, made and entered into thiS,L V -day of ./l(l"Zl": , 2003, 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
Assistant Director of Public Safety/Fire Operations & EMS Services, and the Assistant
Director of Public Safety/Inspections.
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.
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
1.
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.
B. The Union shall recognize the Employer's rights to operate and manage its affairs
in such areas as, but not limited to, direct employees, hire, layoff, 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 classifications, 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.
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 1112 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
2.
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 Assistant Director/Fire Operations & EMS
Services 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.
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'sjWashington's Birthday) 9. Thanksgiving Day
4. Easter 10. Day after Thanksgiving
5. Memorial Day 11. Christmas
6. Independence Day 12. General Election Day
3.
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.
July 1, 2002 - May 30, 2003 June 1, 2003. June 30, 2004
The City of Bozeman will contribute $550 per month
toward employee's health/dental/vision insurance for
coverage commencing July 1, 2003 (June deduction)
through June 30, 2004. Employees wishing to cover
their spouse will contribute $100 per month for this
coverage. Employees wishing to cover their children
will contribute $50 per month, regardless of the
number of children. Coverage will remain unchanged,
but will be reviewed by the insurance committee.
$375.00 Subsequent years' contributions will be determined
through the health insurance committee, subject to
employees' vote and barqaininq unit ratification.
*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.
S. 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
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
4.
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 of the 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.
ARTICLE 17: GRIEVANCE & ARBITRATION PROCEDURES
A grievance is defined as a dispute, or 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.
5.
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 providing 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 step.
For the purpose of this article a business day is defined as all calendar days except
Saturdays, Sundays, and holidays., Presentations of grievances must, at each Step of the
following process, include the following information:
a. Name of employee(s) grieving;
b. Dates of the action(s);
c. Statement of Grievance;
d. Contract Provision Violated;
e. Specific Remedy or Corrective Action requested.
Procedure:
Step 1 - Immediate Supervisor's Notification:
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 fifteen (15) business days of the day the incident occurred.
Step 2 - Immediate Supervisor's Response:
No formal grievance may be filed until the immediate supervisor has been given an
opportunity to attempt resolution. The immediate supervisor has ten (10) business
days to respond to a Step 1 notification.
Step 3 - Formal Grievance:
In the event the employee(s) covered by this agreement chooses to file a formal
grievance they shall notify either the Assistant Director of Public Safety, Fire and
EMS Operations, or the Assistant Director of Public Safety, Inspections, and the
Union Grievance Committee within five (5) business days from the end of Step 2.
6.
Step 4 - Union Investigation:
A. The Union Grievance Committee shall investigate the grievance and if it determines
that a grievance exists, it shall present the grievance to either the Assistant Director
of Public Safety/Fire and EMS Operations, or the Assistant Director of Public
Safety/Inspections, within ten (10) business days of receipt of the grievance,
B. In the event the Union Grievance Committee is unable to determine that a grievance
exists, the employee(s) shall have the opportunity to present the grievance to the
members of the Union. The grievance shall be presented at the next union
meeting, or within a 30 calendar day period, whichever is earliest, unless an
exception is granted by the union grievance committee and the appropriate
Assistant Director.
1. If the Union determines that no grievance is warranted, this shall be
considered the final obligation of the Union, and the employee(s) is limited
to seeking remedy outside of this agreement.
2. If the Union determines that, in their opinion, the grievance is valid, the
Union Grievance Committee shall, within 15 business days of the Union's
determination, present the grievance to either the Assistant Director of Public
Safety/Fire and EMS Operations, or the Assistant Director of Public
Safety/Inspections for resolution.
Step 5 - Assistant Director of Public Safety, Fire and EMS Operations, Assistant Director
of Public Safety, Inspections Response:
Either the Assistant Director of Public Safety, Fire and EMS Operations, or the
Assistant Director of Public Safety, Inspections 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.
Step 6 - Grievance Presented to the Director of Public Safety
If the grievance cannot be resolved at Step 5, the Committee shall, within 10
business days of receipt of the Assistant Director's response, present the grievance,
in written form, to the Director of Public Safety.
Step 7- Director of Public Safety's Response
The Director of Public Safety has ten (10) business days to respond to a Step 6
grievance presentation.
7.
Step 8 - Arbitration:
Part 1:
If the grievance remains unresolved the Union Grievance Committee shall, within five (5)
business days of the receipt of the Director of Public Safety's response, request arbitration.
The request must be in writing and be presented to the City Manager.
Part 2:
At the same time the request for arbitration is submitted to the City Manager the Union
Grievance Committee will request the State of Montana Board of Personnel Appeals, 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.
Part 3:
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.
Part 4:
The decision of the arbitrator is binding upon the parties.
Part 5:
The cost of the arbitrator shall be borne solely by the losing party.
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
2002 and shall remain in full force and effect through the 30th day of June 2004, and
annually thereafter from 1 July through 30 June, unless one of the parties hereto serves
8.
-------. --
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.
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.
9.
IN WITNESS WHEREOF, the parties hereto have set their hands this / y~ Of~
2003.
FOR: CITY OF BOZEMAN FOR: IAFF Local 613
BOZEMAN FIREFIGHTERS'
~=\ \ _n._,'.
- -~-- '-, O_m_~
City Manager
~J~
Commission Clerk
10.
ADDENDUM A
FIREFIGHTER PAY RATES FOR FISCAL YEARS 2003 AND 2004
A. Monthly salary rates effective July 1, 2002 and July 1, 2003
MONTHLY SALARY
POSITION
FY 2003 FY 2004
Captain $3,610 $3,790
Firefighter First Class $3,158 $3,316
4th year Firefighter $3,017 $3,137
3rd year Firefighter $2,947 $3,065
2nd year Firefighter $2,871 $2,986
Firefighter Confirmed (Months 7-12) $2,714 $2,823
Probationary Firefighter (Months 1-6) $2,450 $2,548
BUilding/life Safety Specialist Probationary $2,871 $2,986
BUilding/life Safety Specialist Confirmed $3,158 $3,316
Staff Captain $3,610 $3,790
Training Officer $3,970 $4,168
Note: The City agrees to pay $35 per month to each member of the bargaining unit
who is a certified Basic EMT. The above salary schedule has been increased to
compensate members for this certification.
B. Emergency Medical Certification Pay:
Monthly rate, paid as earned, to be added to
Certification firefighter's base pay:
EMT - Intermediate $50.00 per month
EMT- Paramedic $100.00 per month
Note: The employee will only be paid for the one highest certification that s/he
holds and, at no time will certification pay exceed $100 per month.
11.
C. 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
$lO/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.
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 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:
13.
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.
Page 1 of 1
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SUPPLEMENTAL AGREEMENT
This Supplemental Agreement is made February It} , 2004, by and
between the City of Bozeman, Bozeman Montana, a municipal corporation, hereinafter
referred to as the "Employer" and the IAFF Local 613 ~ Bozeman Firefighters,
hereinafter referred to as "Union".
It is the purpose of this Supplemental Agreement to correct an error in
Addendum A, "Firefighter Pay Rates for Fiscal Years 2003 and 2004", of the original
Agreement signed and dated November 14, 2003. It is the intent of the Employer that
,
the probationary period for new firefighters should be established at twelve (12)
months, rather than at six (6) months.
The Parties hereby agree to revise the sixth row of the Salary Schedule found in
paragraph A of Addendum A to read from "Firefighter Confirmed (Months 7~ 12)" to
"Probationary Firefighter (Months 7~12)". With this agreed upon change, the Salary
Schedule found in paragraph A of Addendum A shall now read as follows:
MONTHLY SALARY
POSITION
FY 2003 FY 2004
Captain $3,610 $3,790
Firefighter First Class $3,158 $3,316
4th year Firefighter $3,017 $3,137
3rd year Firefighter $2,947 $3,065
2nd year Firefighter $2,871 $2,986
Probationary Firefighter (Months 7-12) $2,714 $2,823
Probationary Firefighter (Months 1-6) $2,450 $2,548
Building/Life Safety Specialist Probationary $2,871 $2,986
BUilding/life Safety Specialist Confirmed $3,158 $3,316
Staff Captain $3,610 $3,790
Training Officer $3,970 $4,168
;
.
Supplemental Agreement
City of Bozeman and IAFF Local 613
Page 2
IN WITNESS WHEREOF, the Parties hereto have set their hands this ~ day of
February, 2004.
CITY OF BOZEMAN IAFF LOCAL 613 - BOZEMAN FIREFIGHTERS
anager
(lJ: J k~ {~~
Robin L. Sullivan, Chris Dubay, Secretary
Clerk of Commission