Loading...
HomeMy WebLinkAbout05- IAFF Local 613, Bozeman Firefighters; Health Insurance and Grievance Revisions - Supplemental Agreement *' -. .f '",!. ..,!:, ...... SUPPLEMENTAL AGREEMENT This Supplemental Agreement is made August d-~, 2005, 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". This Supplemental Agreement Serves two purposes: 1. On June 13, 2005, the Employee Health Insurance Committee, which consists of two (2) members of each bargaining unit, including the IAFF, and 3 non-represented employees, agreed to increase the contributions employees make in order to cover their family members on the City's health/dental/vision plan. This Supplement amends the agreement to reflect these contributions. The Parties hereby agree to revise Article 13: Health and Medical Insurance, paragraph A, of the collective bargaining agreement between the City of Bozeman and the Union as follows: ARTICLE 13: HEALTH AND MEDICAL INSURANCE A. J",I ' The City of Bozeman will The City of Bozeman will contribute $625 per contribute $625 per month month toward employee's health/dental/vision toward employee's insurance for coverage commencing July 1, health/dental/vision insurance for 20~5 (~une deduction) through Ju.ne 30, 2~0~. coverage commencing July 1, !hIS. ~III provide the e~?loyee with the C1tys 2004 (June deduction) through basIc health/dental/ vIsion coverage. J~ne. 30, 2005. Empl.oyees . Employees wishing to cover their spouse will wlshl~g to cover their spouse Will contribute $105.00 per month for this contnbute $100 per month for coverage. Employees wishing to cover their this coverage. Employees children will contribute $52.50 per month, wishing to cover their children regardless of the number of children. will contribute $50 per month, regardless of the number of Employees selecting the optional deductible children. Coverage will remain coverage will pay additional costs for the unchanged, but will be reviewed employ~e and the. employ.ee's by the insurance committee. spo.use/chlld(ren). Employees Interested In the Subsequent years' contributions optional CQvera.ge shou.ld conta.ct the Payroll .11 b d t . d th h th Officer for specific cost information. WI e e ermine roug e hea~th insurance com,mittee, Coverage will remain unchanged, but will be subJect to employees vote and reviewed b the em 10 ee health insurance ", . . "" ,.,.' .L 1. .. Supplemental Agreement City of Bozeman and IAFF Local 613 Page 2 bargaining unit ratification. committee. Subsequent years' contributions will be determined through the employee health insurance committee, subject to employees' vote and bargaining unit ratification. B. On June 6, 2005 the City Commission adopted Ordinance 1640 which created a position called Director of Public Safety. Fire, and a position called Director of Public Safety . Police. This was effective July 10, 2005. Previously, there was a Director of Public Safety which was, in the fire services area, responsible for Fire and Building Inspection, and two Assistant Directors of Public Safety - Assistant Director of Public Safety/Fire Operations and EMS Services and Assistant Director of Public Safety/Inspections .. reported to the Director of Public Safety. As a result of the changes made to the organizational structure, the Parties hereby agree to revise Article 17: Grievance and Arbitration Procedures, of the collective bargaining agreement between the City of Bozeman and the Union as follows: 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. 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) grlevin~; b. Dates of the action(s); c. Statement of Grievance; -i . '. ... .... ."... .0: Supplemental Agreement City of Bozeman and IAFF Local 613 Page 3 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 the Director of Public Safety - Fire and the Union Grievance Committee within five (5) business days from the end of Step 2. 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 the Director of Public Safety- Fire 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 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 lS business days of the Union's determination, present the grievance to the Director of Public Safety - Fire for resolution. Step S - Director of Public Safety - Fire Response: The Director of Public Safety - Fire 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. '1 ~ . ~ ." .., .. .<\ Supplemental Agreement City of Bozeman and IAFF Local 613 Page 4 Step 6 - Grievance Presented to the City Manager If the grievance cannot be resolved at Step 5, the Committee shall, within 10 business days of receipt of the Director's response, present the grievance, in written form, to the City Manager Step 7- City Manager's Response The City Manager has ten (10) business days to respond to a Step 6 grievance presentation. 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 City Manager'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. ".:;" 'f " '"I: .~ . ... '\.. . ~. .. Supplemental Agreement City of Bozeman and IAFF Local 613 Page 5 IN WITNESS WHEREOF, the Parties hereto have set their hands this;;o~day of August, 2005. CITY OF BOZEMAN IAFF LOCAL 613 - BOZEMAN FIREFIGHTERS CO;,Jj~ Chris Kukulski, City Manager ~ .z ~&v:._ Robin L. Sullivan, Clerk of Commission