Document Kennewick_doc_ef23777222

1 IAFF 2024 – 2026 Collective Bargaining Agreement 2024-2026 COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF KENNEWICK AND THE KENNEWICK UNION FIRE FIGHTERS INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, LOCAL #1296 Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 2 IAFF 2024 - 2026 Collective Bargaining Agreement TABLE OF CONTENTS ARTICLE 1 TERM AND SCOPE OF AGREEMENT 4 ARTICLE 2 UNION MEMBERSHIP/SECURITY 5 – 6 ARTICLE 3 CITY SECURITY 7 ARTICLE 4 CLASSIFICATIONS 8 ARTICLE 5 RECOGNITION 9 ARTICLE 6 EMPLOYER'S RESPONSIBILITIES 10 ARTICLE 7 GRIEVANCES AND ARBITRATION 11 – 13 ARTICLE 8 RIGHTS AND PRIVILEGES 14 ARTICLE 9 HOURS OF WORK 15 – 17 ARTICLE 10 OVERTIME AND PREMIUM RATES 18 – 19 ARTICLE 11 MEDICAL AND DENTAL 20 ARTICLE 12 HOLIDAYS 21 ARTICLE 13 SAFETY 22 ARTICLE 14 TEMPORARY ASSIGNMENT 23 – 24 ARTICLE 15 SICK LEAVE 25 – 26 ARTICLE 16 VACATION 27 – 28 ARTICLE 17 FORCE REDUCTION AND REHIRE 29 ARTICLE 18 LEAVE OF ABSENCE 30 ARTICLE 19 SENIORITY 31 ARTICLE 20 SALARIES 32 – 34 ARTICLE 21 OUTSIDE EMPLOYMENT 35 ARTICLE 22 NOTICES 36 ARTICLE 23 SHIFT EXCHANGE 37 ARTICLE 24 TOBACCO USE 38 ARTICLE 25 FORTY HOUR WEEK PERSONNEL 39 ARTICLE 26 FIRE FIGHTER CLASSIFICATION PROGRAM 40 ARTICLE 27 WELLNESS/FITNESS 41 ARTICLE 28 FIT FOR DUTY EVALUATION 42 – 44 ARTICLE 29 ADMINISTRATIVE CAPTAIN ASSIGNMENTS 45 – 47 ARTICLE 30 FIRE INSPECTORS 48 – 49 ARTICLE 31 TRAINING WAGE 50 ARTICLE 32 SPECIALTY PAY 51 APPENDIX A SALARY SCHEDULE 53 – 60 APPENDIX B UTILITY FIRE FIGHTERS JOB DESCRIPTIONS 61 – 64 Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 3 IAFF 2024 – 2026 Collective Bargaining Agreement 1 2024-2026 2 COLLECTIVE BARGAINING AGREEMENT 3 BETWEEN 4 THE CITY OF KENNEWICK 5 AND 6 THE KENNEWICK UNION FIRE FIGHTERS 7 INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, LOCAL #1296 8 9 10 This Collective Bargaining Agreement, hereinafter referred to as the “Agreement”, made 11 and entered into by and between the City of Kennewick, Washington, hereinafter referred 12 to as the "City", and the Kennewick Union Fire Fighters International Association of Fire 13 Fighters, Local #1296, hereinafter referred to as the "Union", respectfully has as its 14 purpose the setting forth of the Agreement between the parties on matters relating to 15 wages, hours and working conditions and the promotion of mutual understanding 16 between the parties. 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 4 IAFF 2024 - 2026 Collective Bargaining Agreement 42 ARTICLE 1 43 TERM AND SCOPE OF AGREEMENT 44 45 Section 1.1 This Agreement shall be and hereby does become effective January 1, 2024, 46 and shall remain in full force and effect to and including December 31, 2026. To amend 47 this contract, either party shall notify the other on or before May 1, 2026 of its desire to 48 terminate or amend the same. Termination or amendment of the same shall be effective 49 January 1 of the following year. The proposed changes, which shall constitute the subject 50 of the negotiations for amendment, shall accompany each notice of such termination or 51 amendment. This Agreement shall be subject to such changes or modifications as shall 52 be mutually agreed upon by the parties hereto, but such changes or modifications, if 53 made, shall not be retroactive unless mutually agreed upon by both parties. The parties 54 acknowledge that each party has had the right and opportunity to make demands and 55 proposals with respect to any matter, which is a proper subject of collective bargaining. 56 The results of the exercise of that right are set forth in this Agreement. 57 58 Neither party waives the right to open discussions on any subject during the life of this 59 Agreement. It is expressly understood that these discussions are not subject to the 60 Impasse Procedures provided in RCW 41.56. 61 62 Section 1.2 It is understood and agreed that if, during the term of this Agreement, 63 mandatory laws applicable to and in conflict with any of the provisions hereof shall 64 become effective and thereafter govern the parties in respect to such conflicting 65 provisions, then and in that event, this Agreement shall be subject to revisions by mutual 66 agreement of the parties hereto covering changes in the provisions which conflict. 67 68 Section 1.3 It is understood by both parties that the terms of this Agreement shall be 69 applicable to all full-time regular fire fighters except the Fire Chief, Operations Chief, 70 Deputy Chief and Administrative 40-hour per week employees whose duties and/or job 71 descriptions are similar to other City employees in non-fire related occupations. 72 73 Section 1.4 This document constitutes agreements on negotiable items and no verbal 74 statements made prior to execution hereof shall supersede any of the provisions 75 contained herein. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 5 IAFF 2024 - 2026 Collective Bargaining Agreement 76 ARTICLE 2 77 UNION MEMBERSHIP/SECURITY 78 79 Section 2.1 The negotiation and administration of this Agreement entail expenses that the 80 Union recognizes are appropriately shared by all employees who are beneficiaries of this 81 Agreement. The terms and conditions of this Agreement with regard to Union membership 82 or the payment of an agency shop fee or alternatives are set forth below in accordance 83 with RCW 41.56. 84 85 The parties agree that it is not a condition of employment to be a member of the Union 86 based on the Supreme Court of the United States ruling, Janus v. AFSCME, in 2018. 87 However, in order to preserve solidarity, employee benefits, and job security, the Union 88 encourages all eligible employees to become a Union member and remain a Union 89 member in good standing. The Union believes that Union membership is a means to 90 ensure the acquisition and maintenance of excellent benefits and job security. The 91 employer, while having to remain neutral in regard to membership, recognizes the Union 92 as the sole bargaining unit representative relative to wages, hours, and working 93 conditions for all firefighters and officers as enumerated in RCW 41.56. Employees 94 desiring to become, and/or remain, a member of the Union shall advise the employer with 95 an “opt-in” letter provided by the Union that authorizes the deduction of Union dues/fees 96 from the wages of employees who have chosen to “opt-in” and forward them to the Union 97 each month. Conversely, those who choose to “opt-out” of Union membership shall 98 advise the employer in the same manner. 99 100 Section 2.2 The City will deduct membership dues and will pay them to the Union from 101 the wages of all employees who in writing have authorized the City to do so, and will 102 submit a accounting of such deduction giving the amount deducted opposite the 103 employee's name as long as such assignment is not revoked or beyond the termination 104 of this Agreement, whichever occurs first. 105 106 The City shall have no obligation to deduct the dues of any employee whose net pay for 107 the payroll period, after all of the deductions, is insufficient to cover the amount of the 108 dues for the particular period. The Union shall not hold the City responsible for any loss 109 of dues or costs resulting from insufficient net pay for any employee. The Union agrees 110 to refund to the City any amounts paid to it in error on account of payroll deduction 111 provisions upon presentation of proper evidence thereof. The Union agrees to indemnify 112 and hold the City harmless against any and all claims, suits, orders, or judgments brought 113 or issued against the City as a result of any action taken by the employee or Union under 114 the provisions of Section 2.2. dues will be divided between the two pay periods. 115 116 Section 2.3 The City shall furnish bulletin board space for the use of the Union for posting 117 Union announcements and data. Any announcements or notices found objectionable by 118 the Fire Chief or the City Manager shall be removed, except this shall not be done in an 119 arbitrary manner. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 6 IAFF 2024 - 2026 Collective Bargaining Agreement 120 The Union shall take full responsibility for the content of any material placed on the bulletin 121 board, agreeing to indemnify and hold the City harmless against any and all claims, suits, 122 orders, or judgments brought or issued against the City as a result of any material so 123 posted. 124 125 Section 2.4 Upon request, the Union agrees to furnish the City with an up-to-date list of 126 all its Union Officers and Negotiating Committee members. The Union also agrees to 127 immediately notify the City in writing of any and all changes thereto. 128 129 Section 2.5 Union activities shall not interfere with Kennewick Fire Department, 130 hereinafter referred to as “Department”, operations. Neither the City nor the Union shall 131 interfere with the right of the employees covered by this Agreement to become or not 132 become members of the Union, and there shall be no discrimination against any such 133 employees because of lawful Union membership or non-membership activity or status. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 7 IAFF 2024 - 2026 Collective Bargaining Agreement 134 ARTICLE 3 135 CITY SECURITY 136 137 Section 3.1 The City and the Union signatory to this Agreement agree that the public 138 interest requires the efficient and uninterrupted performance of fire related services. 139 During the term of this Agreement, the Union and/or the employees covered by this 140 Agreement shall not engage in any work stoppage, strike or slowdown while on duty. 141 142 Section 3.2 Because of the emergency nature of fire services, and the necessity for the 143 protection of the lives and property of the citizens of the community, the City pledges not 144 to cause a lock out of members of the Union. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 8 IAFF 2024 - 2026 Collective Bargaining Agreement 145 ARTICLE 4 146 CLASSIFICATIONS 147 148 Section 4.1 The wage rates and positions of all full-time regular employees of the 149 Department covered by the terms of this Agreement shall be listed in Appendix 150 attached hereto. The Union may represent probationary employees during their 151 probationary period, except that probationary employees may not appeal discharge under 152 the terms of this Agreement; however, this does not constitute a waiver of applicable 153 public law. 154 155 Section 4.2 When it is found necessary to add new classifications to the Department, the 156 City Manager and Fire Chief will establish an appropriate wage level and conditions of 157 new classifications. If the classification falls within the Union bargaining unit, the City 158 Manager and the Union shall reach an agreement on wages and conditions of said new 159 classifications and said agreement to be subject to approval of the Union and the City 160 Council. 161 162 Section 4.3 The City and the Union agree that they will not discriminate unfairly against 163 any employee by reason of race, creed, color, sex, national origin, religious beliefs or 164 marital status. Whenever words denoting the masculine gender are used in this 165 Agreement, they are intended to apply equally to either gender. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 9 IAFF 2024 - 2026 Collective Bargaining Agreement 166 ARTICLE 5 167 RECOGNITION 168 169 Section 5.1 The City is engaged in public service which requires continuous operation 170 and it is agreed that recognition of such obligation of continuous service during the term 171 of this Agreement is imposed on both the City and the members of the Union. 172 173 Section 5.2 The Union agrees that its members, who are employees of the City, shall 174 individually and collectively perform efficient work and services; and that they shall avoid 175 and discourage waste of materials, time and manpower; that they shall use their influence 176 and best efforts to protect the property of the City and its interest and to prevent loss of 177 tools and materials; and that they shall cooperate with the City in promoting and 178 advancing the welfare of the City and the service. 179 180 Section 5.3 The City retains the right to exercise discipline for just cause in the interest of 181 good service and the proper conduct of its business provided that any regular employee 182 (or his representatives) who has been laid off, disciplined or discharged, shall be advised 183 of the reason or reasons for such action. 184 185 Section 5.4 The City retains the right to establish reasonable work rules and determine 186 reasonable schedules of work and to establish the methods and processes by which work 187 is to be performed. 188 189 Section 5.5 No member of the Union using reasonable judgment and actions shall be held 190 personally liable for any damages or claims for same resulting from any act of commission 191 or omission which may arise as a result of his or her employment by the City. 192 193 Section 5.6 The Union hereby pledges for itself and all of its members, the employees of 194 the City, that they will continue to perform their work effectively and efficiently to the best 195 of their ability and will continue to perform their work effectively and efficiently, as based 196 on the performance of their peers. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 10 IAFF 2024 - 2026 Collective Bargaining Agreement 197 ARTICLE 6 198 EMPLOYER'S RESPONSIBILITIES 199 200 Section 6.1 Subject to governing laws, all responsibilities and authorities held by the City 201 at the present time, which are not included in this Agreement, shall remain in force, 202 unchanged and unaffected in any manner by this Agreement. These responsibilities and 203 authorities include, but are not limited to, the following: 204 205 6.1.1 To recruit, assign, transfer and promote members to the positions within the 206 Department. 207 208 6.1.2 To suspend, demote, discharge or take other disciplinary actions against 209 members for just cause. 210 211 6.1.3 To determine methods, means and personnel necessary for the 212 Department operations. 213 214 6.1.4 To control the Department budget. 215 216 6.1.5 To take whatever actions are necessary in emergencies in order to assure 217 the proper functions of the Department. 218 219 Section 6.2 Definition of Emergency. If in the sole discretion of the City, it is determined 220 that extreme civil emergency conditions exist, including but not limited to riots, civil 221 disorders, floods or other similar catastrophes, the provisions of this Agreement may be 222 suspended. However, all provisions of this Agreement shall be immediately reinstated 223 once a civil emergency condition ceases to exist. 224 225 Should such an emergency arise, the Union President shall be advised as soon as 226 possible of the nature and expected duration of the emergency. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 11 IAFF 2024 - 2026 Collective Bargaining Agreement 227 ARTICLE 7 228 GRIEVANCES AND ARBITRATION 229 230 Section 7.1 Union employee grievances or disputes which may arise shall be settled in 231 the following manner: The Union Grievance Committee, upon receiving a written and 232 signed petition from a Union member, shall determine if a grievance exists. If in their 233 opinion no grievance exists, no further action is necessary. If a grievance does exist with 234 a disagreement involving an interpretation or application of this Agreement or any other 235 written agreement between the Union and the City, then the Union Grievance Committee 236 shall, with or without the employee, present the grievance in writing to the Fire Chief within 237 thirty (30) calendar days following the event giving rise to such grievance for adjustment. 238 The written grievance will include at least a statement including the section of the 239 agreement allegedly violated, the facts, and the remedy sought. If the written grievance 240 is not presented in thirty (30) calendar days following the event of such grievance, the 241 grieving party shall forfeit and waive such grieved rights. The Fire Chief will answer the 242 Union grievance within fifteen (15) calendar days of the grievance being served on the 243 Fire Chief. If the decision is not satisfactory to the Union, the grievance shall be referred 244 to the City Manager in writing within fifteen (15) calendar days, who will render a decision 245 within fifteen (15) calendar days. If the decision is not satisfactory to the Union, the 246 grievance shall be referred to arbitration in writing within fifteen (15) calendar days and 247 submitted to a recognized arbitrator. 248 249 The parties shall attempt to agree upon an arbitrator within five calendar days after 250 the grievance is referred to arbitration. In the event the parties are unable to agree on an 251 arbitrator within the five day period, the parties shall immediately agree upon the 252 Federal Mediation and Conciliation Service, the American Arbitration Association, PERC 253 or a mutually agreeable source, to submit a panel of five arbitrators for consideration. 254 Either party may reject one entire panel and request that a new panel be submitted 255 by the same source. Once a source is agreed upon to provide a panel, the two parties 256 will stay with that source unless both mutually agree to use another source. 257 258 In selecting an arbitrator from a five member panel, the party requesting arbitration 259 shall strike the first two names. The other party shall then strike two names. The 260 remaining person shall be the arbitrator. In the event an odd-numbered panel of 261 arbitrators exceeding five is given to the parties, the party requesting arbitration shall 262 strike the first two names, and the other party shall then strike two names. The party 263 requesting arbitration shall then strike one name, and the other party shall strike one 264 name. This process shall continue until only one name remains, and that person shall be 265 the arbitrator. The Arbitrator shall be notified of his or her selection by joint letter from the 266 Union and the City requesting that a time and place be set for the arbitration subject to 267 the availability of the Union and City representatives. All hearings shall be conducted in 268 Kennewick, Washington unless the parties mutually agree otherwise. 269 270 Failure to appeal the grievance within specified time limits will render the decision 271 acceptable and not subject to further review. The cost of the arbitrator shall be borne 272 equally by the City and the Union on a fifty-fifty (50-50) basis, and each party shall be 273 responsible for the cost of presenting its own case. The arbitrator shall render his or her Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 12 IAFF 2024 - 2026 Collective Bargaining Agreement 274 decision based on the interpretation and application of the provisions of this Agreement. 275 The decision shall be final and binding upon the parties to the grievance. 276 277 Neither the arbitrator nor any person or persons involved in the grievance procedures 278 shall have the power to negotiate new agreements or to change any of the present 279 provisions of this Agreement. 280 281 Section 7.2 City grievances shall be settled in the following manner: If the City determines 282 a grievance does exist involving the interpretation or application of this Agreement or any 283 other written agreement between the Union and the City, then the City shall present the 284 grievance in writing to the Union President within thirty (30) calendar days following the 285 event giving rise to such grievance for adjustment. The written grievance will include at 286 least a statement including the section of the Agreement allegedly violated, the facts and 287 the remedy sought. If the written grievance is not presented in thirty (30) calendar days 288 following the event of such grievance, the City shall forfeit and waive such grieved rights. 289 The Union President will answer the City grievance within fifteen (15) calendar days of 290 the grievance being served on the President. If the decision is not satisfactory to the City, 291 the grievance shall be referred to arbitration in writing within fifteen (15) calendar days 292 and submitted to a recognized arbitrator. 293 294 The parties shall attempt to agree upon an arbitrator within five calendar days after 295 the grievance is referred to arbitration. In the event the parties are unable to agree on an 296 arbitrator within the five day period, the parties shall immediately agree upon the 297 Federal Mediation and Conciliation Service, the American Arbitration Association, PERC 298 or a mutually agreeable source, to submit a panel of five arbitrators for consideration. 299 Either party may reject one entire panel and request that a new panel be submitted 300 by the same source. Once a source is agreed upon to provide a panel, the two parties 301 will stay with that source unless both mutually agree to use another source. 302 303 In selecting an arbitrator from a five member panel, the party requesting arbitration 304 shall strike the first two names. The other party shall then strike two names. The 305 remaining person shall be the arbitrator. In the event an odd-numbered panel of 306 arbitrators exceeding five is given to the parties, the party requesting arbitration shall 307 strike the first two names, and the other party shall then strike two names. The party 308 requesting arbitration shall then strike one name, and the other party shall strike one 309 name. This process shall continue until only one name remains, and that person shall be 310 the arbitrator. The Arbitrator shall be notified of his or her selection by joint letter from the 311 Union and the City requesting that a time and place be set for the arbitration subject to 312 the availability of the Union and City representatives. All hearings shall be conducted in 313 Kennewick, Washington unless the parties mutually agree otherwise. 314 315 Failure to exercise this option will render the decision acceptable and not subject to further 316 review. The cost of the arbitrator shall be borne equally by the City and the Union on a 317 fifty-fifty (50-50) basis, and each party shall be responsible for the cost of presenting its 318 own case. The arbitrator shall render his or her decision based on the interpretation and 319 application of the provisions of this Agreement. The decision shall be final and binding 320 upon the parties to the grievance. Neither the arbitrator nor any person or persons Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 13 IAFF 2024 - 2026 Collective Bargaining Agreement 321 involved in the grievance procedure shall have the power to negotiate new agreements 322 or to change any of the present provisions of this Agreement. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 14 IAFF 2024 - 2026 Collective Bargaining Agreement 323 ARTICLE 8 324 RIGHTS AND PRIVILEGES 325 326 Section 8.1 All rights and privileges held by the employees at the present time which are 327 not included in this Agreement shall remain in force, unchanged and unaffected in any 328 manner by this Agreement. 329 330 Section 8.2 The Fire Chief and the City may adopt rules and regulations for the operation 331 of the Department and the conduct of its employees. Such rules shall not conflict directly 332 or indirectly with the Union's rights to bargain any of the provisions of this Agreement, 333 other written agreements between the parties, Civil Service regulations or an existing 334 arbitration award or past practice without agreement of the Union. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 15 IAFF 2024 - 2026 Collective Bargaining Agreement 335 ARTICLE 9 336 HOURS OF WORK 337 338 Section 9.1 The Department schedule per year will be 108 shifts, or an approximate 339 average of 49.8 hours per week shall constitute the standard work week, and 24 hours 340 the standard work shift. The Fire Chief, subject to the approval of the City Manager, shall 341 establish appropriate work shifts (commencing at 8:00 a.m.) and scheduled days of rest. 342 343 Kelly days will be chosen by the employee in order to reach the identified 108 shifts per 344 year. However, if paramedic overtime exceeds the agreed-upon threshold, the City and 345 the Union agree Section 9.1 of the CBA will be reopened upon receipt of a written request 346 from either party. 347 348 In an effort to reduce potential situations in which off-duty paramedics are called in to 349 work an overtime shift to specifically fill a paramedic need when the identified preferred 350 staffing is otherwise met, the City and Union agree as follow: 351 352 1) The City will seek to maintain a level of paramedic staffing of at least twenty- 353 seven (27) line paramedics, based on the current allocation of five fire stations. 354 If the City drops below the paramedic staffing of at least 27 line paramedics 355 based on the voluntarily choice of a member giving up his/her status as a 356 paramedic, the City will have a grace period of 12 months to return to 27 or 357 more line paramedics. 358 2) The Union will seek to maintain less than one hundred and twenty (120) hours 359 in a calendar year in which an off-duty paramedic is called in to work an 360 overtime shift when the identified preferred staffing is otherwise met. 361 3) If the City maintains paramedic staff as described in Section 1 and experiences 362 more than 120 hours of paramedic overtime as described in Section 2, the City 363 and Union agree to immediately reopen the negotiations upon receipt of a 364 written request from either party as to the issue of Kelly Day scheduling for 365 paramedics, and to consider other potential solutions intended to reduce 366 paramedic overtime which occurs when the preferred staffing level is otherwise 367 met. 368 4) Instances requiring overtime in which the preferred staffing level is not met, and 369 the overtime position needs to be a paramedic will not count towards the 120 370 hours described in Section 2 above. The hours identified in Section 2 above 371 apply when the preferred staffing level is met and an off-duty paramedic is 372 required to work overtime in order to maintain ALS service at every station. 373 374 375 Section 9.2 The work week will be as follows, with the final schedule established by the 376 Fire Chief. There will be three shifts, each shift working twenty-four (24) hours on, 377 twenty-four (24) hours off, twenty-four (24) hours on, twenty-four (24) hours off, twenty- 378 four (24) hours on, ninety-six (96) hours off, then repeat. 379 380 381 Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 16 IAFF 2024 - 2026 Collective Bargaining Agreement 382 Section 9.3 The normal minimum work shift will be as follows: 383 384 WORK HOURS 385 Monday-Saturday Sunday Holiday Emergency and non-emergency work* 0800-1730 0800-1200 0800-1000 Emergency and related work 1730-0700 1200-0700 1000-0700 Emergency and non-emergency work 0700-0800 0700-0800 0700-0800 *This period will include one hour of physical training and required breaks and lunch. Related work is defined as all duties associated with the actual performance of emergency responses, including return to service, clean-up and reporting. 386 387 388 Section 9.4 Continuous Service Policy 389 390 9.4.1 All overtime shall be offered as far in advance as possible to be filled via 391 volunteers whenever possible, and all efforts must be exhausted to 392 obtain volunteers when attempting to fill overtime. 393 394 9.4.2 Notification for a known overtime need for the following shift shall be 395 announced by 1000 hours of the current shift whenever possible, and 396 time given to respond to the overtime opportunity shall be no less than 397 four hours in length. 398 399 9.4.3 The continuous service policy shall be utilized when no one volunteers 400 to work overtime. 401 402 9.4.4 The continuous service policy shall be utilized to maintain the preferred 403 staffing level as identified by departmental SOG. 404 405 9.4.5 Use of the continuous service policy shall be based on the needed rank 406 or certification and will be filled by the individual possessing the needed 407 qualifications who also has the lowest year-to-date overtime accrual 408 hours. 409 410 9.4.6 On-duty personnel that will not be starting their long change the following 411 shift, or do not have a Kelly day, vacation or shift trade scheduled the 412 following shift shall be assigned to fill the overtime for the following shift 413 and notified prior to shift change as soon as possible. 414 415 9.4.7 A continuous service assignment may be refused by an employee if the 416 employee can produce evidence that he/she has a previous Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 17 IAFF 2024 - 2026 Collective Bargaining Agreement 417 commitment that will cause an unreasonable personal burden (including 418 but not limited to plane tickets, doctor appointment, tickets to a 419 performance or event, family celebration, anniversary, birthday, etc.). 420 421 9.4.8 Employees shall be notified by 1900 hours that they are up for a 422 continuous service assignment as the first or second option for the rank, 423 certification or specialty needed. 424 425 9.4.9 Employees who are assigned to continuous service will be allowed to 426 arrange for another equally qualified person to work part or all of the 427 overtime hours but will be required to remain on duty until relieved. Each 428 employee will be paid at the overtime rate for the hours that he/she 429 worked. 430 431 9.4.10 If a continuous service assignment is generated mid-shift due to an on- 432 the-job injury, sickness or family emergency, the overtime shall be filled 433 by first calling the off-duty personnel from the previous shift, with those 434 on long change called last. 435 436 9.4.11 Except in the instance of an on-the-job injury, sickness, family 437 emergency or scheduled vacation, an employee will not leave his/her 438 assigned duty shift until relieved of duty. 439 440 9.4.12 In the event an employee is holding over in an overtime capacity until 441 another employee arrives to work the overtime, whether filled voluntarily 442 or by a continuous service assignment, the overtime hours worked will 443 be split between the employees. 444 445 9.4.13 For consecutive shift moves between stations as a result of overtime or 446 last-minute scheduling changes, the holdover will receive overtime until 447 relieved in addition to the overtime received by the person moving 448 stations. 449 450 9.4.14 For consecutive shift moves between stations as a result of a shift trade, 451 the Union agrees to cover for the employee by means of either early 452 relief or holdover, with no overtime paid in those instances. However, 453 overtime will be paid if a holdover is needed as a result of a late call. 454 455 9.4.15 Those who are assigned continuous service shall have the option of 456 having continuous service overtime added to the overtime list at a rate 457 of two hours for each hour worked. 458 459 9.4.16 The City shall implement an SOG relating to the preferred staffing level. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 18 IAFF 2024 - 2026 Collective Bargaining Agreement 460 ARTICLE 10 461 OVERTIME AND PREMIUM RATES 462 463 Section 10.1 The formula for calculating the hourly overtime rate shall be as follows: 464 Employee’s annual salary, divided by 2,592 hours, times one and one-half The City 465 agrees to appropriate funds to pay employees for overtime pay earned. 466 467 Section 10.2 The hourly overtime rate shall be paid for: 468 469 10.2.1 Hours in excess of the scheduled work shift at the request of the Fire 470 Chief or his representative. 471 472 10.2.2 Shifts worked on scheduled days of rest at the request of the Fire Chief 473 or his representative. 474 475 10.2.3 Call-in emergency work after the first hour at the request of the Fire Chief 476 or his representative. 477 478 10.2.4 Overtime will be paid to off-duty employees for time served as witnesses 479 in court when said court appearances are the result of employment with 480 the City. 481 482 10.2.5 When on-duty personnel are ordered to cover a personnel shortage up 483 to and including one hour past the end of the scheduled work shift. 484 485 Section 10.3 Premium Rates: 486 487 10.3.1 For any all-calls, employees shall receive two hours pay at the 488 overtime rate for the first hour of work. 489 490 10.3.2 For any other type of call-in emergency work, three hours pay at the 491 overtime rate for the first one hour of work. 492 493 10.3.3 When a minimum of four hours’ notice is provided for call-in work, 494 payment shall be at the overtime rate only. 495 496 10.3.4 During any 24-hour shift, the maximum amount of premium pay and/or 497 overtime pay that an employee is entitled to receive is the equivalent of 498 twenty-four (24) hours of overtime. Therefore, the provisions of this 499 Article shall not be interpreted as entitling an employee to any amount of 500 premium pay or overtime pay in excess of this maximum amount. 501 502 10.3.5 When on-duty personnel are ordered to cover a personnel shortage, and 503 the employee is required to work more than one hour, and less than four 504 hours’ notice has been given, the call-in rate as outlined in Section 10.3.2 505 shall apply to the first hour after the end of the scheduled work shift. 506 Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 19 IAFF 2024 - 2026 Collective Bargaining Agreement 507 Section 10.4 Under the following circumstances, the employee shall be compensated as 508 outlined below for moving personnel and gear between fire stations: 509 510 10.4.1 When an on-duty employee is authorized to move to another station for 511 their next scheduled shift, the time spent moving gear off-duty shall not 512 be considered compensable time. 513 514 10.4.2 If an off-duty employee is requested to move from their scheduled station 515 to another station prior to the start of their scheduled shift, the time spent 516 moving gear shall be compensable at the rate equivalent to fifteen (15) 517 minutes of overtime at the Step 4 Fire Fighter rate with the final amount 518 rounded to the nearest dollar. The only exception is when premium pay 519 is given for call-in overtime, at which time the premium pay covers the 520 required move. 521 522 10.4.3 The City shall not provide compensation for shift trades, stand-ins, or 523 substitutions. However, the employee may submit a request for mileage 524 reimbursement as stated in Section 10.4.4. 525 526 10.4.4 All other mileage reimbursement shall be in accordance with City 527 policy, including travel in privately operated vehicles (POVs), provided 528 that the use of a POV by an employee is pre-authorized by the Shift 529 Battalion Chief. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 20 IAFF 2024 – 2026 Collective Bargaining Agreement ARTICLE 11 MEDICAL AND DENTAL Section 11.1 The City shall pay for a $25,000 Life Insurance policy for employees covered under this Agreement. Section 11.2 The City shall make available a consumer medical and vision insurance plan for its employees and dependents. The City shall make available dental insurance for its employees and dependents and shall pay the total premium for such insurance. Employees covered by this Agreement shall be insured by a medical and vision insurance plan through AWC that includes dependent coverage and major medical coverage for employees and dependents. The parties agree that AWC controls the plan design and the Board of Trustees may make changes from time to time. Employees and their dependents will remain on the HealthFirst $250 deductible plan. Employees will be responsible for five percent of the health insurance premium costs applicable to the level of coverage they select for themselves and their dependents (single, married, married with dependents, etc.). The City agrees that there shall be no decreases in medical benefits for the life of this Agreement, with the exception of those made by the benefit trust board of the Association of Washington Cities. If AWC’s benefit trust board does make changes as described above, the City agrees to bargain with the Union over the impacts of those changes. Section 11.3 The City shall contribute $75 per month to the IAFF Medical Expense Reimbursement Plan (MERP) for each employee. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 21 IAFF 2024 - 2026 Collective Bargaining Agreement ARTICLE 12 HOLIDAYS Section 12.1 The following are holidays for all employees: 1. New Year's Day (January 1st) 2. Martin Luther King’s Birthday (3rd Monday of January) 3. President’s Day (3rd Monday of February) 4. Memorial Day (Last Monday in May) 5. Fourth of July (July 4th) 6. Labor Day (1st Monday in September) 7. Veteran's Day (November 11th) 8. Thanksgiving Day (4th Thursday in November) 9. The day immediately following Thanksgiving Day 10. Christmas Day (December 25th) Any special holiday proclaimed by the Governor or the Kennewick City Council and granted to all other City employees shall be enjoyed by employees as well. Section 12.2 Holidays shall be observed as follows: 24-hour shift employees: It is recognized that all personnel may not be absent from duty on the above identified holidays. However, the holidays are creditable as official holidays for salary purposes. Personnel shall receive, in the first week of December, a lump sum as compensation for work performed on any/or all holidays as stipulated above. Compensation shall be equal to twelve (12) hours of pay at the employee’s straight time rate for each holiday. Personnel who are not employed the entire calendar year shall only be compensated for the holidays listed above which fall within their term of employment. Any future or additional holidays proclaimed by the Governor or the Kennewick City Council and granted to all other City employees shall be added to the list of holidays above and compensated at the twelve (12) hours of straight time rate. Each 24-hour shift shall schedule three floating holidays to be observed by all shift personnel. The work hours on these floating holidays shall be in accordance with the holiday work hour schedule as outlined in Article 9 Hours of Work, Section 9.3. Personnel shall receive no additional compensation for these floating holidays. 40-Hour Personnel Personnel shall not receive a lump sum payment and instead shall receive the identified holidays off with pay throughout the year. Personnel shall also receive two floating holidays off with pay throughout the year. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 22 IAFF 2024 - 2026 Collective Bargaining Agreement ARTICLE 13 SAFETY Section 13.1 The City will provide safety measures and safety rules to minimize accidents and health hazards to the employees during their hours of employment. The Union agrees to cooperate with the City to the end that the employees shall use such safety equipment when so provided and observe such safety and health regulations as provided by the City. Section 13.2 The City agrees to furnish employees turnout gear and related protective equipment. In addition, the City will budget appropriate funds to be used to furnish and replace standard work shirts with insignias, pants and jackets and boots. The employee in consideration thereof shall report at the start of each shift in a clean and presentable condition. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 23 IAFF 2024 - 2026 Collective Bargaining Agreement ARTICLE 14 TEMPORARY ASSIGNMENT Section 14.1 In connection with the Civil Service Commission’s certification of promotional eligibility lists, the following requirements shall take effect for temporary assignments: Battalion Chief: In the event there is no Battalion Chief on duty, nor an on-duty Captain who is on the Battalion Chief promotional list, the position shall be filled in the following order: 1) Any on-duty Captain who has completed the Fire Officer Development Program for Battalion Chief, with preference given to members who have declared their intention to test; 2) From the overtime list, by an off-duty Battalion Chief or Captain who meets the above requirements; 3) If, after following these steps, the position is still vacant, the Continuous Service Policy as outlined in Section 9.4 of this Agreement will be utilized. Captain: In the event there is no Captain on duty, nor an on-duty fire fighter who is on the Captain’s promotional list, the position shall be filled in the following order: 1) An on-duty fire fighter who has completed the Fire Officer Development Program for Captain, with preference given to members who have declared their intention to test, or an on-duty fire fighter who has completed Step 1 of the Program; 2) If there are fewer than twelve (12) employees who, at a minimum, have completed Step 1 or are on a current promotional list, a written list of individuals qualified to temporarily upgrade to the position of Captain as necessary to bring the total number up to twelve (12) will be established. This established list shall be submitted by the Fire Chief based on parameters agreed upon by the Fire Chief and the Union. Parameters will include placement on a prior promotional list, members with at least ten (10) years of service to the Department, and other qualifications as recognized by the Fire Chief and the Union. Those individuals placed on the list will have the option to deny placement on the list. Once at least twelve (12) Local members have completed Step 1, then completion of Step 1 becomes the minimum requirement to upgrade to Captain. If the number of active participants that have completed, at a minimum, Step 1 drops below twelve (12), the Fire Chief will submit a new list, and so on; 3) From the overtime list, by an off-duty officer or an off-duty fire fighter who is either on the Captain promotional list or has completed, at a minimum, Step 1 of the Program; 4) If, after following these steps, the position is still vacant, the Continuous Service Policy as outlined in Section 9.4 of this Agreement will be utilized. Section 14.2 It is understood that the employees temporarily acting in a supervisory capacity are covered by the terms of this entire section. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 24 IAFF 2024 - 2026 Collective Bargaining Agreement Section 14.3 Upgrades or acting appointments for Captains shall receive an increase equivalent to the difference between Step 4 Fire Fighter and Step 1 Captain. Section 14.4 Upgrades or acting appointments for Battalion Chief shall receive an increase equivalent to the difference between Step 2 Captain and Step 1 Battalion Chief. Section 14.5 Temporary, provisional, and promotional appointments shall go to the first step in the salary range that gives them an increase. Section 14.6 In the event an employee completes only a portion of a shift in an upgrade classification, he shall only receive the upgrade pay in proportion to the amount of the shift hours worked in any upgrade. Section 14.7 The promotional testing for Captain and Battalion Chief shall be as determined by the Civil Service Commission. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 25 IAFF 2024 - 2026 Collective Bargaining Agreement ARTICLE 15 SICK LEAVE Section 15.1 Employees shall earn sick leave and may be granted time off with pay covering periods of illness or involuntary physical incapacity except time off caused by accidents or involuntary physical incapacity in connection with other gainful employment. Sick leave will be accrued as follows: 40-hour per week employees: 8 hours per month 24-hour shift employees: 1) During the first three years of employment – 24 hours per month (except as provided in section 15.9) 2) After the first three years of employment 12 hours per month Sick leave may be accumulated up to a maximum of one thousand six hundred sixty-four (1,664) hours. If sick leave is exhausted, the employee shall then receive all benefits provided under the appropriate fire fighter's pension plan. Any sick leave taken shall be taken by the hour and on an hour-per-hour basis. Employees have the option to utilize earned accrued sick leave to care for themselves, their child(ren), or a seriously ill family member, including spouse, parents, parents-in- law, grandparents, and adult children with disabilities, as allowed by RCW 49.12.265 – RCW 49.12.295. In order to be granted sick leave with pay, an employee must meet the following conditions: 1. Report to the Fire Chief or the Officer in Charge the reason for the absence. Sick report must be made not later than forty-five (45) minutes before the beginning of the scheduled work shift. 2. Keep the Fire Chief or the Officer in Charge informed of his condition if the absence is to be more than one shift in duration. The Fire Chief or his representative shall make the determination of how often the employee is to report based on the nature of illness or injury, although reporting will not be more frequent than once per week. Section 15.2 Employees covered under this Agreement ordered to work for limited duty purposes may appeal duty assignments under Article 7 of this Agreement in the event such assignment is beyond the scope of their duty capability as determined by an accredited medical opinion. Section 15.3 If the absence extends beyond three working shifts duration, the employee will be required, at the option of the Fire Chief, to submit a medical certificate signed by a physician stating the kind and nature of sickness or injury and that the Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 26 IAFF 2024 - 2026 Collective Bargaining Agreement employee has been incapacitated for work for the period of absence or quarantine and/or is required to receive out-patient care and stating when he is again physically able to perform his regular duties. Section 15.4 The City will be permitted to make a medical examination or a nurse’s visit over and above the other medical opinions if the City deems it so desirable. Such request shall be governed by Section 28.2 of this Agreement regarding Fitness for Duty Evaluations. The expenses of such medical examinations or nursing visits shall be paid by the City. Section 15.5 Leave with pay shall be granted by the City up to a maximum of two consecutive work shifts in any calendar year for each death in the immediate family. Such leave may be extended in special circumstances with approval of the City Manager. Immediate family shall include only father, mother, grandfather, grandmother, father-in- law, mother-in-law, spouse, brother, sister, children or grandchildren of the employee. This section shall not pertain to an employee who is not receiving pay. Section 15.6 Any employee found to have abused the sick leave benefit may thereupon be subject to dismissal upon recommendation of the Fire Chief and at the discretion of the City Manager. Section 15.7 Time off for sickness in excess of accrued sick leave shall be charged to unused vacation. Section 15.8 Each Employee at the time of leaving the employment of the City, except for any such employee who is terminated for just cause, shall have twenty five percent (25%) of his accumulated and unused sick leave converted to and be added to any other accrued vacation time. This conversion shall be applied to a maximum accumulation of one thousand six hundred sixty-four (1,664) hours of unused sick leave only. Section 15.9 Employees shall receive one-hundred forty-four (144) hours of sick leave upon hire. However, during the first six months of employment, the employee will not accrue any additional sick leave. Should the employee leave employment prior to the completion of six months of service, the employee shall only be eligible within the guidelines of Section 15.9 for unused sick leave that would normally have been accrued for the months employed. Section 15.10 The current City of Kennewick Family Medical Leave policy shall be in effect for the duration of this Agreement. In the case of an employee being seriously ill, the first ten (10) shifts shall not be counted toward Family Medical Leave Act (FMLA) leave. However, subsequent days off for the same illness/injury within the rolling year, will count as part of the FMLA leave. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 27 IAFF 2024 - 2026 Collective Bargaining Agreement ARTICLE 16 VACATION Section 16.1 Each employee shall accrue vacation time as set forth below, based on their continuous length of service accumulated as of the most recent anniversary date of employment: 24-Hour Shift Personnel Service Accrual Start through 3 years 12 hours per month Entering 4 through 9 years 15 hours per month Entering 10 through 14 years 18 hours per month Entering 15 through 19 years 21 hours per month Entering 20 through 24 years 24 hours per month Entering 25 years and over 26 hours per month Effective upon the ratification of the 2024 agreement by both parties, the following shall be the accrual rates for 24 Hour Shift Personnel: Service Accrual Start through 3 years 16 hours per month Entering 4 through 9 years 19 hours per month Entering 10 through 14 years 22 hours per month Entering 15 through 19 years 25 hours per month Entering 20 through 24 years 28 hours per month Entering 25 years and over 30 hours per month 40-Hour Per Week Personnel Service Accrual Start through 5 years 10 hours per month Entering 6 through 9 years 12 hours per month Entering 10 through 14 years 14 hours per month Entering 15 through 19 years 16 hours per month Entering 20 years and over 18 hours per month Section 16.2 Upon the death of any employee, the accrued vacation pay of the deceased employee shall be paid to the same individual to whom is paid the employee's accrued wages. Section 16.3 Vacation hours shall be scheduled by the Fire Chief or his designee, at time when they will constitute minimum conflicts with work schedules. Once approved, the vacation will not be subject to cancellation except for emergencies as defined in Section 6.2 or at the option of the employee. When two or more employees put in a request Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 28 IAFF 2024 - 2026 Collective Bargaining Agreement at the same time, for the same period, and the City will allow one employee off for that period, the employee with the longest service record shall be allowed the subject vacation. Employees have the option to utilize earned vacation leave to care for themselves, their child(ren), or a seriously ill family member including spouse, parents, parents-in-law, grandparents, and adult children with disabilities. The approval process to access annual leave for this purpose is as stated in this article. Section 16.4 No vacation shall be taken during the first six months of probationary employment. No accumulation of accrued vacation credit in excess of three hundred (300) hours will be permitted. Section 16.5 An employee who is discharged for any reason shall receive compensation for all accrued vacation. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 29 IAFF 2024 - 2026 Collective Bargaining Agreement ARTICLE 17 FORCE REDUCTION AND REHIRE Section 17.1 In the case of personnel reduction the employee with the least seniority shall be laid off first. Time in grade and time in the Department shall be given the utmost consideration. The right to lay off employees for lack of work or funds or because of the occurrence of conditions beyond the control of the City shall not be considered within negotiable matters pertaining to wages, hours and working conditions. No new employee shall be hired until the laid off employees have been given an opportunity to return to work at the first rehire available for full-time employment as a fire fighter. When the laid off employee is notified of the opportunity to return to work, the employee shall have seven calendar days to decide whether he/she will return to the job. From the date of the decision, the employee must return to work within thirty (30) calendar days, or their right to rehire will be considered waived. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 30 IAFF 2024 – 2026 Collective Bargaining Agreement 530 ARTICLE 18 531 LEAVE OF ABSENCE 532 533 Section 18.1 The City Manager may authorize unpaid leaves of absence up to a maximum 534 duration of one year, except in the case of a leave necessitated by service in the 535 Armed Forces of the United States, in which case current State or Federal law will apply. 536 Upon expiration of such regularly approved leave, the employee shall be reinstated in the 537 position held at the time leave was granted. Failure on the part of the employee to report 538 for duty at the expiration of such leave shall be regarded as voluntary 539 resignation. 540 541 Section 18.2 Upon expiration of an approved leave of absence or sick leave, an employee 542 shall be reinstated in the position held at the time the leave was granted. Only the 543 employees advanced to fill the temporary vacancies created by the leave of absence shall 544 be affected, and in each case shall return to the jobs they left. Employees who are 545 granted a leave of absence shall not lose their established seniority. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 31 IAFF 2024 - 2026 Collective Bargaining Agreement 546 ARTICLE 19 547 SENIORITY 548 549 Section 19.1 Employees shall have their seniority determined by their total length of 550 continuous service with the Department. In cases where two or more employees start to 551 work on the same date, the Civil Service Rules and Regulations shall determine seniority. 552 553 Section 19.2 The first twelve (12) months of employment shall constitute a probationary 554 period. Seniority shall apply retroactively to date of hire after successful completion of 555 the probationary period. 556 557 Section 19.3 Any employee who is promoted to Captain or Battalion Chief shall have a 558 probation period consisting of twelve (12) months from the date of promotion. If this 559 employee fails to demonstrate he/she can completely and satisfactorily perform the job 560 within the twelve (12) month probation period, the City may retain the employee at his/her 561 present position, or at its discretion, return the employee to his/her former position 562 classification and pay status without any loss in seniority. Any other employees who 563 transferred or were promoted following, and as a result of this employee's transfer or 564 promotion, shall also be returned to their former position and pay status. 565 566 Section 19.4 In the event an employee covered under this Agreement is promoted into a 567 supervisory position not covered by this Agreement, he shall continue to earn seniority in 568 the classification from which he was promoted. In the event the employee is later 569 demoted to a lower classification and/or position, his latest earned seniority shall be 570 compared with the employee(s) currently occupying the classification and/or position to 571 determine who shall fill such position. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 32 IAFF 2024 - 2026 Collective Bargaining Agreement 572 ARTICLE 20 573 SALARIES 574 575 Section 20.1 The schedules attached as Appendix of this Agreement have been 576 approved by the Union and the City establishing salaries and hourly wages to be paid 577 beginning January 1, 2024. 578 579 The salary schedule reflects the following increases: 580 2024 January 1 5 581 2024 July 1 1.0% 582 2025 January 1 3.5% 583 2026 January 1 3.0% 584 585 The total contribution to the selected deferred compensation program will be five percent 586 The City’s contribution shall be based on the employee’s salary (as 587 identified in Appendix plus classification and specialty pay if applicable. 588 589 Section 20.2 The Union recognizes the City's obligation to train personnel in the methods 590 of medical service training and agrees that the employees shall participate in pre- 591 scheduled courses. When training classes or instruction courses are required by the City 592 to be taken on off-duty time, the employee shall be compensated at the overtime rate as 593 stated in Appendix In consideration of this, the Union agrees that the certification 594 level of Emergency Medical Technician shall be maintained by all employees as a 595 condition of employment. 596 597 Authorized leave will be granted to probationary employees to attend required EMT 598 certification classes, provided it does not create an overtime situation. 599 600 Section 20.3 Pay step increases, as stipulated in Appendix of the contract, will be 601 made effective upon completion of the requirements for the corresponding step of the 602 Joint Apprenticeship and Training Committee (JATC) program. New employees falling 603 under the requirements of the JATC program must successfully complete each applicable 604 step of said program in order to achieve a pay step increase. 605 606 Section 20.4 Education and years of service shall be recognized in accordance with 607 Article 26 Fire Fighter Classification Program. 608 609 Section 20.5 Certified paramedics, authorized by the City, shall receive additional 610 compensation, calculated as thirteen percent (13%) of Step 4 Fire Fighter salary. Such 611 additional compensation shall be included as part of their base wage for fire fighter or 612 captain. 613 614 20.5.1 The City shall compensate paramedics at the overtime rate for off-duty 615 attendance at PALS, ACLS, Advanced Airway, as well as two required 616 paramedic meetings annually as mandated by the Medical Program 617 Director. 618 Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 33 IAFF 2024 - 2026 Collective Bargaining Agreement 619 20.5.2 Any current fire fighter who has been hired as a paramedic or has 620 obtained/obtains certification as a paramedic after December 31, 2016 621 shall maintain such certification for five years. 622 623 20.5.3 Any Fire Fighter/Paramedic who is categorized by 20.5.2, 624 and who has served the minimum requirement of five years as a 625 paramedic may rescind his/her paramedic status for transfer to the 626 position of Fire Fighter/EMT if such a vacancy exists, or with approval of 627 the Fire Chief. If two or more employees request such a transfer, and 628 if there are fewer Fire Fighter/EMT vacancies than the number of 629 employees requesting transfer, then the employee(s) with the most 630 seniority shall be permitted to transfer. 631 632 20.5.4 Any paramedic who chooses to retain their certification beyond five 633 years will receive additional compensation of one percent for a 634 total of fourteen percent (14%) of Step 4 Fire Fighter salary. Any 635 paramedic who chooses to retain their certification beyond ten (10) 636 years will receive additional compensation of one for a total of 637 fifteen percent (15%) of Step 4 Fire Fighter salary. Such additional 638 compensation shall be included as part of their base wage for fire fighter 639 or captain. 640 641 Section 20.6 Captain salaries shall be based on a percentage of Step 4 Fire Fighter salary 642 in accordance with the following schedule: 643 644 Step 1 Step 2 645 112% 117% 646 647 Section 20.7 Administrative Captain salaries shall be based on a percentage of Step 4 648 Fire Fighter salary in accordance with the following schedule: 649 650 Step 1 Step 2 651 124% 127% 652 653 Section 20.8 The parties intend that in no instance will an individual involuntarily moving 654 from a shift Captain position to an Administrative Captain position take a cut in pay as 655 determined by comparing an Administrative Captain yearly salary to a shift Captain yearly 656 salary plus holiday pay. To effectuate the intent of the parties, it is agreed that if a shift 657 Captain at the Step 2 Captain step involuntarily moves into an Administrative Captain 658 position, he/she will bypass Step 1 Administrative Captain and move directly into Step 2 659 Administrative Captain.. 660 661 662 663 664 665 Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 34 IAFF 2024 - 2026 Collective Bargaining Agreement 666 Section 20.9 Battalion Chiefs salaries shall be based on a percentage of Captain salary 667 in accordance with the following schedule: 668 669 Step 1 Step 2 670 117% of Step 1 Captain 117% of Step 2 Captain 671 672 Section 20.10 Battalion Chief Training Officer shall have his/her salary calculated in the 673 following manner: 674 675 Step 1. Determine the hourly wage of the appropriate Battalion Chief step. 676 Step 2. Multiply the hourly rate times 96 hours (holiday pay). 677 Step 3. Divide the figure obtained in step 2 by 12 to obtain a figure. 678 Step 4. Add the total obtained in Step 3 to the appropriate Battalion 679 Chief step. 680 681 Section 20.11 The salaries of apprentice fire fighters shall be based on a percentage of 682 Step 4 Fire Fighter salary in accordance with their progression toward obtaining 683 journeyman status as approved by the Washington State JATC: 684 JATC Step 1 (approx. 0-2000 hours): 76% of Step 4 Fire Fighter 685 JATC Step 2 (approx. 2000-4000 hours): 84% of Step 4 Fire Fighter 686 JATC Step 3 (approx. 4000-6000 hours): 92% of Step 4 Fire Fighter 687 JATC Journeyman status: 100% of Step 4 Fire Fighter 688 689 Section 20.12 Once entry into the paramedic program is approved by the Fire Chief, the 690 City shall reimburse the paramedic student’s tuition for paramedic training. The student 691 is obligated to complete and pass the course, or pay back to the City the funds expended 692 for tuition. Upon completion of the paramedic course, the paramedic is obligated to 693 maintain his/her certification, and to perform the duties of a paramedic for a minimum of 694 four years. If the paramedic drops or loses his/her certification prior to the completion of 695 four years of service, he/she will be required to pay back to the City 25% of the cost of 696 tuition for every complete year short of the four-year obligation. 697 698 Section 20.13 The City will provide overtime backfill to allow on-duty employees approved 699 for and enrolled in the CBC paramedic program to attend class when class is not offered 700 on the employees’ regularly scheduled days off. If, however, on-duty staffing is above 701 the identified preferred staffing level, on-duty employees may be re-assigned to attend 702 class so long as the identified preferred staffing level is maintained. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 35 IAFF 2024 - 2026 Collective Bargaining Agreement 703 ARTICLE 21 704 OUTSIDE EMPLOYMENT 705 706 Section 21.1 The members of the Union agree that their first line of employment is with 707 the Department and they shall give it first consideration. Outside employment shall in no 708 way take preference over emergency call-in required by the Department. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 36 IAFF 2024 - 2026 Collective Bargaining Agreement 709 ARTICLE 22 710 NOTICES 711 712 Section 22.1 Any notice provided for herein shall be sufficient if it is in writing and 713 delivered to an authorized representative. The notice must be signed. 714 715 Section 22.2 Authorized representatives of the Union include, but are not limited to, the 716 President and the Secretary/Treasurer. Authorized representatives of the City include, 717 but are not limited to, the City Manager or his/her designee. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 37 IAFF 2024 - 2026 Collective Bargaining Agreement 718 ARTICLE 23 719 SHIFT EXCHANGE 720 721 Section 23.1 Employees shall have the right to exchange up to fifteen (15) shifts during 722 a calendar year upon approval of the Fire Chief or designee when the change does not 723 interfere with the operation of the Department, provided written notice is given to the Fire 724 Chief, or designee, seven days prior to the selected shift exchange. In extraordinary 725 situations, the Fire Chief may approve additional shift exchanges. 726 727 The limitation on number of shift exchanges shall not apply to intra-shift trades or matters 728 regarding Union business. 729 730 Section 23.2 When non-City required training courses are given during on-shift periods 731 of time, employees may attend the course if they can arrange for their time on-shift to be 732 covered. There will be no compensation for off-shift periods of time for an employee to 733 attend classes. 734 735 Section 23.3 Trading shall be among persons of the same rank, with the exception that 736 persons who are qualified to be assigned from time to time to act in the higher 737 classification will be considered as an acceptable trade. 738 739 Section 23.4 Probationary fire fighters shall only be allowed to trade shifts with the 740 express approval of the Fire Chief, or designee. 741 742 Section 23.5 Shift trades shall not result in any additional cost to the City as determined 743 at the time the shift trade is approved. 744 745 Section 23.6 The City has no obligation to ensure or facilitate any repayment of time due 746 an employee under this article, and the City will not monitor or mediate any situations 747 involving shift trade paybacks. 748 749 Section 23.7 Once the trade is approved, the requesting employee is no longer obligated 750 to report for the selected shift. By accepting a shift trade, the submitting employee agrees 751 to take full responsibility for the selected shift. 752 753 Section 23.8 If the substituting employee separates from service with the Department for 754 any reason before repaying a shift trade, the substituting employee will have one and one 755 half (1.5) hours, or the monetary equivalent, subtracted from his or her vacation bank for 756 each outstanding shift trade hour not yet repaid in order to cover the cost to the City of 757 filling the potential overtime position. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 38 IAFF 2024 – 2026 Collective Bargaining Agreement ARTICLE 24 TOBACCO USE Section 24.1 New employees covered by this agreement hired after July 1, 1993, will have agreed, as a condition of employment, to be tobacco-free on and off duty. If any of these employees begins tobacco use, they will be subject to progressive disciplinary action in accordance with the Kennewick Fire Department Rules and Regulations. The progressive action as outlined in Rule 8 shall include an oral warning for a first offense, and shall progress to a written warning for a second offense. Suspension and termination for continuing use of tobacco will result. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 39 IAFF 2024 - 2026 Collective Bargaining Agreement ARTICLE 25 FORTY-HOUR WEEK PERSONNEL At the discretion of the Fire Chief, forty-hour employees will earn overtime pay for emergency major alarm situations, or for all hours worked in excess of the employees’ approved daily schedule (including eight-, nine-, or ten-hour shifts) or forty hours per week. With the approval of the Fire Chief, line-qualified, forty-hour personnel may be eligible for regular shift overtime provided it does not interfere with their normal work assignment. Section 25.1 The hourly overtime rate shall be based on a two thousand eighty (2,080) hour work year, at the rate of time and one-half Overtime shall be based on Section 10.2 of this Agreement. Section 25.2 Sick leave shall accrue at the rate of eight hours per month, to a maximum of one thousand six hundred sixty-four (1,664) hours, with the provisions of Article 15.9 governing payback. The City of Kennewick Personnel Rules and Regulations shall govern benefits such as holidays, leaves of absence, which include death or illness in the immediate family, doctor and dentist appointments, maternity leave, leave without pay, jury duty, voting, military leave, and family leave. Section 25.3 As assigned by the Fire Chief, the hours of work shall be forty hours per week broken down as eight hours per day, Monday through Friday, 8:00 a.m. to 4:00 p.m., with a one-hour, paid lunch. At the request of the employee, the Fire Chief will consider an alternate schedule consisting of either four ten-hour shifts or a nine-eighty (9/80) schedule. With prior approval, employees may flex time within their designated work week. Section 25.4 The Training Captain, EMS Captain and Captain Inspector/Deputy Fire Marshal will be eligible to receive the differential for maintaining paramedic status. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 40 IAFF 2024 – 2026 Collective Bargaining Agreement ARTICLE 26 EDUCATIONAL CREDIT PROGRAM Section 26.1 Employees are eligible to qualify for combined education and longevity incentives based on the following matrix: 5 Years 10 Years 15 Years 20 Years 25 Years 45 college credits 1.0% 2.0% 2.5% 3.0% 3.5% 90 college credits 2.0% 3.0% 4.0% 5.0% 6.0% 135 college credits 3.0% 4.0% 5.0% 6.0% 7.0% 180 college credits 4.0% 5.0% 6.0% 7.0% 8.0% For the purpose of this policy, college credits refer to quarter credits. To convert semester credits, multiply them by 1.5 to determine the equivalent number of quarter credits. Section 26.2 The designated increases shall be applied to the individual’s base salary. Section 26.3 The years of service listed in Section 26.1 indicates the number of years of service that must be completed before an individual qualifies in that row. Section 26.4 An employee who qualifies for the combined education and longevity increase based on the above matrix is solely responsible for submitting his/her transcript in a timely manner. Transcripts must be submitted within one year of the employee becoming eligible for the education/longevity increase. Should the employee fail to meet the one-year expectation, retroactive pay will only be reimbursed up to twelve (12) months from the date all required documentation is submitted and approved by the City. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 41 IAFF 2023 Collective Bargaining Agreement ARTICLE 27 WELLNESS AND FITNESS Section 27.1 The City and the Union recognize that the physical and mental health of employees is important in assisting to fulfill the mission of the City and the Department. Both parties will continue to work together to promote wellness and fitness. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 42 IAFF 2023 Collective Bargaining Agreement ARTICLE 28 FIT FOR DUTY EVALUATION Section 28.1 The City may send an employee for a Fitness for Duty Evaluation (FFDE) when the City has reasonable belief, based on objective evidence, that an employee’s ability to perform the essential functions of the position may be impaired by a medical condition, or an employee will pose a direct threat due to a medical condition. 28.1.1 The City may send an employee who is on active duty and who has not missed any time from work, or has missed less than three shifts of work, for an FFDE when: 1. A supervisor of the Department; 2. knows about a particular employee’s medical condition; and 3. has observed performance problems; and 4. can reasonably attribute these problems to the employee’s medical condition; and 5. the objective behavior or physical condition of the employee causes the supervisor to reasonably believe that the employee in question has a medical condition that will either immediately impair his/her ability to perform the essential functions of the job, or will pose an immediate direct threat to the safety of the employee or to fellow employees or the public; and 6. the supervisor has reported this concern to a command staff member as soon as practical. 28.1.2 The City may also send an employee for an FFDE when the employee is either returning to work after missing three or more shifts of work because of an injury or illness or when the employee is returning to full duty from a previous light duty position. The written basis for ordering the FFDE described under Section 28.1.1 or Section 28.1.2 above must be provided to the employee at or before the time when the employee is directed to obtain the FFDE. The City will notify the Union, in writing, of the requirement that an employee attend an FFDE. The FFDE must be job-related and consistent with business necessity. The basis of the FFDE shall be limited to determining whether the employee is able to perform the essential functions of his/her position without posing a direct threat, with or without restriction, based on their current job description. In order to assist with his/her analysis, the health care professional conducting the FFDE will be provided with a copy of the employee’s current job description, the “Doctor’s Release For Work” form provided by the City, and a copy of any written documentation of the employee’s behavior or physical condition leading up to the FFDE. The FFDE will be conducted by a health care professional who is chosen by the employee and who has expertise in the employee’s specific condition(s). Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 43 IAFF 2023 Collective Bargaining Agreement Any expenses that are connected to the FFDE will be paid for under the health insurance plan that is provided to the employee by the City. Any additional costs or expenses of any kind that are connected with the FFDE (including, but not limited to, reasonable travel costs, co-pays, etc.) that are not covered by the City’s health insurance shall be paid for by the City. If the health care professional who is conducting the FFDE determines that the employee is able to perform the essential functions of his/her job without any restriction(s), and without posing any danger to themselves, their co-workers, or the public, this is the only information that will be provided to the City the City will be informed that the employee is fit for duty and nothing more will be revealed about the employee’s medical conduction). In this case, the release to return to work and/or to return to a full duty position, signed by the employee’s treating physician, will be considered to be sufficient by the City, and no requirements will be imposed upon the employee, except as outlined in Section 28.2 below. Section 28.2 Second Opinion: If the City, after receiving the release to return to work and/or to return to a full duty position from the initial FFDE, can demonstrate in writing the need to obtain a second medical opinion regarding the employee’s condition, then the City may direct the employee to obtain an additional FFDE. The second opinion evaluation shall be performed by a recognized occupational health provider or by a specialist in a field agreed upon by both parties. All of the conditions placed on the initial FFDE shall also apply to the second medical opinion Union must be notified in writing, second FFDE must be job-related and a business necessity, costs shall be borne by the City’s health insurance plan, etc.). Section 28.3 Third Opinion: In the event there are two conflicting medical opinions after following the procedures identified above, the City expressly reserves the right to send the employee for a third opinion from a health care professional jointly selected by the City and the Union, which the parties sharing the expense on an equal basis. This third opinion shall be binding on both parties. If the parties are unable to agree on the third health care professional, each party shall submit three names of qualified medical providers who will be placed on a list. The parties shall then alternatively strike names until one qualified provider remains. A coin flip shall determine who strikes first. Section 28.4 Throughout the FFDE process, if it is determined by a health care professional that some sort of work restriction is needed in order for the employee to be able to continue to perform the essential functions of the job, or if it is determined that a danger of some sort does exist to the employee, the employee’s co-workers, or the public, then the health care professional in question will provide the City with only the amount of information about such a situation that is necessary to allow the City to make a reasonable business decision about how to proceed. This will also be the case if the health care professional determines that the employee is currently unable to perform the essential functions of their position or is a danger to themselves or others either on a temporary or permanent basis. In this event, the employee, the President of the Union, and the City would meet as soon as possible to discuss the situation in an attempt to reach an agreed- Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 44 IAFF 2023 Collective Bargaining Agreement upon solution. Section 28.5 All the time spent by the employee in either the initial FFDE, the second or third medical opinions, or any additional consultations with health care professionals in connection with this Fitness for Duty process shall be considered to be “hours worked” by the employee for the City, and the employee shall be entitled to compensation at such time in accordance with the relevant provisions of this Agreement. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 45 IAFF 2024 – 2026 Collective Bargaining Agreement ARTICLE 29 ADMINISTRATIVE CAPTAIN ASSIGNMENTS Section 29.1 The Fire Chief shall be vested with the ultimate authority to appoint and remove individuals from the EMS Captain and Fire Training Captain assignments. No mandatory rotation or grandfathering of individuals into these positions shall exist. The Fire Chief, or his designee, retains the ability to reassign personnel as necessary in order to provide for the effective and efficient operation of the Department. Only company officers who have successfully completed probation are eligible for assignment, either voluntarily or involuntarily, to the role of EMS Captain or Fire Training Captain. Section 29.2 In response to a request from the Department, requests to transfer from shift Captain to EMS Captain or Fire Training Captain will be submitted by the individual officer and forwarded through the chain-of-command to the Fire Chief. All requests to be assigned as the EMS Captain or Fire Training Captain shall clearly state the officer’s basis for the request, to include a statement indicating the qualifications that make the officer well-suited to the role. In determining whether a voluntary request for assignment as the EMS Captain or Fire Training Captain will be approved, the Department shall consider: ● Administrative Captain qualifications as outlined in the job description; ● Demonstrated aptitude for training assignments specific to Administrative Captain functions; ● Best interests of the Department; ● Overall successful career performance; ● Education; and ● Special qualifications as appropriate. Section 29.3 Unless extenuating circumstances warrant such action, an officer will not be assigned to serve as the EMS Captain or Fire Training Captain without his or her consent. However, an officer may be involuntarily transferred when said transfer is determined to be necessary and appropriate in the best interests of the Department as determined by the Fire Chief. When determining whether a shift Captain will be involuntarily assigned to serve as the EMS Captain or Fire Training Captain, the Department shall consider: ● The existence of a current EMS Captain or Fire Training Captain vacancy which no shift Captain has volunteered to fill (opening posted for at least 30 days); ● The availability of qualified and well-suited shift Captains who would successfully fill the assignment as determined by the Fire Chief; and ● The best interests of the Department. The Fire Chief reserves the right to involuntarily assign a more suitable or qualified individual as the EMS Captain or Fire Training Captain in lieu of selecting any shift Captain requesting the assignment in the event the shift Captain requesting transfer is Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 46 IAFF 2023 Collective Bargaining Agreement not well-suited or otherwise qualified to successfully fill the role as determined by the Fire Chief. The decisions to involuntarily transfer a shift Captain to serve as the EMS Captain or Fire Training Captain, or to deny the request of a shift Captain seeking appointment as the EMS Captain or Fire Training Captain, are non-grievable actions that fall within management’s contractual right to direct the work force. If an individual is assigned to either the EMS Captain or Fire Training Captain positions, and the individual serves on either the HAZMAT or TRT teams, or as SCBA Technician), that individual shall have the right to retain their team member or SCBA technician position and will continue to receive the identified compensation per Article 32 until the team or SCBA technician vacancy created by the assignment is filled per Section 32.3 and the replacement has fully completed the required training to earn full team member or SCBA technician status per Section 32.6. If the employee that is assigned EMS Captain or Fire Training Captain was serving as a ‘Team Lead’ position prior to the assignment, that designation will be re-assigned to an appropriate team member assigned to shift work. Under this provision, the assigned EMS Captain or Fire Training Captain would only be eligible to earn a specialty incentive at the level of team member or SCBA technician as aforementioned. Section 29.4 Members assigned to the role of EMS Captain or Fire Training Captain will remain in the assignment for a period of no less than three years from the date of appointment unless removal is warranted upon mutual agreement of the parties or for cause. Employees assigned to the role of EMS Captain or Fire Training Captain will rotate out of the assignment after three years, but may serve longer than three years upon request and at the direction of the Fire Chief. Employees may be rotated out of the EMS Captain or Fire Training Captain assignment with or without cause at the Fire Chief’s discretion at any point after the initial three-year term has expired. No probationary period applies to the assignment as the EMS Captain or Fire Training Captain. Any employee removed for cause from the position of EMS Captain or Fire Training Captain within the initial three-year term retains the right to appeal such removal. However, removal from the assignment at the Fire Chief’s discretion after the initial three- year term has expired is not considered discipline or demotion, and cannot be grieved. The employee has no right to appeal removal from the position of EMS Captain or Fire Training Captain after the first three years so long as the rank of Captain is retained by the employee. Upon leaving assignment as the EMS Captain or Fire Training Captain, the employee shall either return to the classification and rate of pay previously held or move into a different Administrative Captain assignment. The Fire Chief shall determine the shift to which the returning Captain will be appointed if returning to shift status, or the next Administrative Captain assignment the employee shall assume. Section 29.5 Appointment to the position of Captain/Deputy Fire Marshal shall be made by open, competitive examination under the established civil service process for the City. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 47 IAFF 2023 Collective Bargaining Agreement All interested and qualified members from the Department are able to test for placement on the Captain/Deputy Fire Marshal eligibility list. The Fire Chief retains the discretion to select the best-suited candidate for promotion to Captain/Deputy Fire Marshal from the three top-ranking candidates on the certified eligibility list. Nothing in this provision is intended to modify any rights or privileges adhering to the City or the employee under the civil service rules as existing or as subsequently amended. A one-year probationary period applies to promotion to the Captain/Deputy Fire Marshal, during which time the Fire Chief retains the discretion to remove the employee from the position with or without cause. Removal shall be handled in accordance with the terms of the current Agreement and/or any applicable civil service rules. The Fire Chief shall determine the shift to which the returning Captain will be appointed if returning to line status. Section 29.6 To aid in accessibility and communication, each Administrative Captain will be provided with a City-issued smart phone. The City reserves the right to discontinue the use of City-issued phones at any time and for any reason. City employees acquire no property interest in City-issued phones, and are not entitled to due process before use of a City-issued phone is terminated. The City does not intend to encourage, nor does it authorize, employees to accrue overtime compensation by utilizing the capabilities of City-issued smart phones (including use of email and internet) during off-duty hours. Administrative Captains will be compensated for work-related off-duty contact under the following conditions: 1) The employee’s City-issued cellular phone records reflect work-related contacts that occurred during off-duty hours; and 2) The employee maintains a log that details the nature of the call and the identification of the caller, and the calls captured in the employee log correspond with the information contained in the City cellular phone records. Time spent on work-related off-duty phone calls will aggregate and be reported for compensation on a basis. When the total aggregate time spent on work- related off-duty phone contact is 7 minutes 30 seconds or less, the contact will be regarded as de minimis and no right to compensation will accrue. When the total aggregate time spent on work-related off-duty phone contact is more than 7 minutes 30 seconds, the employee will be compensated for the actual number of minutes worked. Section 29.7 Each Administrative Captain will take home a City vehicle for the purpose of responding to calls as needed. All City employees are responsible to safeguard the City’s property while it is in their custody/care and to minimize wear and tear to the extent possible. The City reserves the right to discontinue the use of City-issued vehicles at any time and for any reason. City employees acquire no property interest in City-issued vehicles, and are not entitled to due process before use of a City-issued vehicle is terminated. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 48 IAFF 2023 Collective Bargaining Agreement ARTICLE 30 FIRE INSPECTORS Section 30.1 The Fire Chief shall be vested with the ultimate authority to appoint and remove individuals from the Fire Inspector position in order to provide for the effective and efficient operation of the Department. Only journeyman fire fighters who have successfully completed probation are eligible for assignment to the role of Fire Inspector. Vacancies at the Fire Inspector position shall be posted internally through the City’s ordinary recruitment process. In determining how to fill such vacancies, the Department shall consider: ● Fire Inspector qualifications as outlined in the job description; ● Education; ● Other qualifications as appropriate; ● Overall career performance; and ● Best interests of the Department. A one-year probationary period applies to the Fire Inspector position, during which time the Fire Chief retains discretion to remove an individual with or without cause. The decision to remove an individual during the probationary period shall be non-grievable. If removed, the Fire Chief shall determine the shift to which the returning fire fighter shall be assigned. Following successful completion of the one-year probationary period, individuals assigned to the Fire Inspector position shall remain in such position unless removal is warranted based upon mutual agreement of the Fire Chief and the individual or upon just cause. The decision to remove an individual for cause shall be grievable consistent with Article 7. Section 30.2 Fire Inspectors shall be paid at the wage of Step 4 Fire Fighter, not including any applicable specialty pay or pro-pay. Fire Inspectors will be compensated for obtaining advanced certifications as follows: ● Fire Inspectors will earn salary increases equal to two percent of Step 4 Fire Fighter for obtaining ICC Inspector I certification within six months of appointment and two percent of Step 4 Fire Fighter for obtaining ICC Inspector II certification within twelve (12) months of appointment. ● Fire Inspectors will earn salary increases equal to three percent of Step 4 Fire Fighter for obtaining up to two additional certifications to be pre-approved by the Fire Chief or designee, examples of which may include Public Educator, Fire Plans Reviewer, Fire Investigator, Alarms and Sprinklers, etc. within twenty- four (24) months of appointment. ● Fire Inspectors will receive a total salary increase of ten percent (10%) of Step 4 Fire Fighter upon appointment to the position of Fire Inspector. However, if a Fire Inspector fails to obtain one or more identified certifications within the identified Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 49 IAFF 2023 Collective Bargaining Agreement time frame, the Fire Inspector will not be further compensated for the certification(s) until actually obtained. The City agrees to provide Fire Inspectors the opportunity to obtain all certifications identified above in the identified time frames. Fire Inspectors will not be eligible to receive any paramedic pay differential. The City agrees to maintain funding for this lost paramedic pay differential and will fill the paramedic vacancy as soon as is reasonably possible. Section 30.3 Fire Inspectors shall work forty (40) hours per week, ten hours per day, either Monday through Thursday or Tuesday through Friday, from 0700 to 1700 hours, with a one-hour paid lunch break. The Fire Chief shall be responsible for determining individual shift assignments. The Fire Chief shall give consideration to alternate work schedules. This provision shall overwrite any meal or shift break obligations set forth under the WAC. Section 30.4 Fire Inspectors shall be subject to the provisions of Article 25 governing forty-hour personnel, including Section 25.2 governing holidays. Accordingly, consistent with Section 2-20-010 of the Kennewick Administrative Code as presently in effect, Fire Inspectors shall be entitled to twelve (12) holidays off work with pay, including three floating holidays to accrue annually on February 1, February 12, and August 31. Consistent with Section 12.2, Fire Inspectors shall not receive a lump sum holiday payment and shall instead receive holidays off with pay throughout the year. Section 30.5 Consistent with Article 25, with the approval of the Fire Chief, line-qualified Fire Inspectors may be eligible for regular shift overtime provided it does not interfere with their normal work assignment. Section 30.6 Fire Inspectors shall not be subject to the continuous service policy. Section 30.7 Fire Inspectors and the Deputy Fire Marshal shall be on one week pager duty rotations for off-duty work and will be compensated with a pager pay of one hour of regular time pay per day for each calendar day in that week. For the purposes of this Section a day is defined as a 24-hour period from 0800-0800. If the Fire Inspector is called in to complete a fire investigation, the pager pay will be removed for that day and they will be compensated at the “Call-in” rate for the first hour and at their normal overtime rate thereafter. During these pager duty rotations, the on-rotation employee is expected to be available and able to be present for duty throughout the one week period. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 50 IAFF 2023 Collective Bargaining Agreement ARTICLE 31 TRAINING WAGE The City and the Union agree to establish a fixed training wage for all members of the Department for voluntary training classes/courses that are compensable under the Fair Labor Standards Act (FLSA). The training wage shall be the federal or Washington State minimum wage, whichever is higher. The training wage shall apply when the following conditions are met: 1. The employee submits a voluntary request to attend a job-related training class or course; 2. The Training Division reviews the request and determines the training class or course is compensable under the FLSA; and 3. The Training Division determines that approval of the training request is in the best interests of the Department. The training wage shall not apply when the employee is ordered to attend a training class or course as part of his or her job requirements, nor shall it apply when the training class or course is not compensable under the FLSA. ARTICLE 32 Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 51 IAFF 2023 Collective Bargaining Agreement SPECIALTY TEAMS Section 32.1 Employees who qualify for an identified specialty team, including HAZMAT, Technical Rescue, and SCBA Technician shall receive an additional 2.1% of Step 4 Fire Fighter added to their salary. Employees shall qualify for only one specialty team. Section 32.2 The composition of the HAZMAT and TRT teams at present is recognized by both parties, and if any changes to such teams occur, the employer shall notify the bargaining unit representative. Both HAZMAT and Technical Rescue Teams shall have one identified “Team Lead” position. Each Team Lead shall receive an additional 2.1% of Step 4 Fire Fighter added to their salary, for a total of 4.2% additional compensation. The Logistics Utility Firefighter shall receive 2.1% of Step 4 Fire Fighter added to their salary for SCBA Technician. Section 32.3 Notice of a vacancy of any specialty position(s) shall be posted internally through the Department’s email server within ninety (90) days of notification of such a vacancy. Any vacancy shall be filled within one-hundred eighty (180) days of the vacancy. Section 32.4 All Fire Inspectors shall receive specialty pay of 2.1% of Step 4 Fire Fighter for fire investigator work. Section 32.5 The Captain/Deputy Fire Marshal shall receive a pro-pay of 2.1% of Step 4 Fire Fighter added to their salary for the responsibilities related to investigating fires and for being the primary overseer of all fire investigations. This position shall not be otherwise entitled to the Fire Inspector specialty pay. Section 32.6 There shall be a trainee wage of 1% of Step 4 Fire Fighter for the Technical Rescue, and Hazmat Teams as well as for SCBA Technicians. Trainees are employees who have been selected and are training to be qualified to work on the special team/role but are in the process of obtaining the necessary certification to perform the work and become a Team Member/Technician. From the date the employee has achieved the required certification they will become a Team Member and shall receive 2.1% in lieu of the Training for specialty team roles shall not be unreasonably delayed or withheld and if necessary, a grievance may be filed regarding whether such training was unreasonably delayed or withheld. The expectation is that, barring some unforeseen event, the training shall be completed within one year. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 52 IAFF 2024 – 2026 Collective Bargaining Agreement DATED AT KENNEWICK, WASHINGTON, this of 2024. KENNEWICK UNION THE CITY OF KENNEWICK FIRE FIGHTERS, KENNEWICK, WASHINGTON INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, LOCAL NO. 1296 KENNEWICK, WASHINGTON President Mayor Secretary-Treasurer City Manager Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD September 6th ---PAGE BREAK--- 53 IAFF 2023 Collective Bargaining Agreement Appendix A Salary Schedule Fire Contract January 1, 2024 Step 1 Step 2 Step 3 Step 4 Fire Fighter $6,862 $7,584 $8,307 $9,029 Utility Fire Fighter $9,029 Fire Inspector $9,932 Captain $10,112 $10,564 Administrative Captain $11,196 $11,467 Battalion Chief $11,832 $12,360 Battalion Chief/Training Officer $12,270 $12,817 Fire Fighters upgraded to the Captain position will receive an additional $5.02 per hour. Captains upgraded to the Battalion Chief position will receive an additional $5.87 per hour. Fire Inspectors will receive 10% certification pay upon appointment, but must obtain the certifications identified in Section 30.2 in order to maintain certification pay. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 54 IAFF 2023 Collective Bargaining Agreement Appendix A Salary Schedule Fire Contract July 1, 2024 Step 1 Step 2 Step 3 Step 4 Fire Fighter $6,931 $7,660 $8,390 $9,119 Utility Fire Fighter $9,119 Fire Inspector $10,031 Captain $10,214 $10,670 Administrative Captain $11,308 $11,581 Battalion Chief $11,950 $12,483 Battalion Chief/Training Officer $12,392 $12,946 Fire Fighters upgraded to the Captain position will receive an additional $5.06 per hour. Captains upgraded to the Battalion Chief position will receive an additional $5.92 per hour. Fire Inspectors will receive 10% certification pay upon appointment, but must obtain the certifications identified in Section 30.2 in order to maintain certification pay. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 55 IAFF 2023 Collective Bargaining Agreement Appendix A Salary Schedule Fire Contract January 1, 2025 Step 1 Step 2 Step 3 Step 4 Fire Fighter $7,173 $7,928 $8,683 $9,438 Utility Fire Fighter $9,438 Fire Inspector $10,382 Captain $10,571 $11,043 Administrative Captain $11,704 $11,987 Battalion Chief $12,368 $12,920 Battalion Chief/Training Officer $12,826 $13,399 Fire Fighters upgraded to the Captain position will receive an additional $5.24 per hour. Captains upgraded to the Battalion Chief position will receive an additional $6.14 per hour. Fire Inspectors will receive 10% certification pay upon appointment, but must obtain the certifications identified in Section 30.2 in order to maintain certification pay. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 56 IAFF 2023 Collective Bargaining Agreement Appendix A Salary Schedule Fire Contract January 1, 2026 Step 1 Step 2 Step 3 Step 4 Fire Fighter $7,388 $8,166 $8,944 $9,722 Utility Fire Fighter $9,722 Fire Inspector $10,694 Captain $10,888 $11,374 Administrative Captain $12,055 $12,346 Battalion Chief $12,739 $13,308 Battalion Chief/Training Officer $13,211 $13,801 Fire Fighters upgraded to the Captain position will receive an additional $5.40 per hour. Captains upgraded to the Battalion Chief position will receive an additional $6.32 per hour. Fire Inspectors will receive 10% certification pay upon appointment, but must obtain the certifications identified in Section 30.2 in order to maintain certification pay. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 57 IAFF 2023 Collective Bargaining Agreement Appendix A Hourly Salary Schedule Fire Contract January 1, 2024 Step 1 Step 2 Step 3 Step 4 Fire Fighter $31.77 $35.11 $38.15 $41.80 Utility Fire Fighter $52.09 Fire Inspector $57.30 Captain $46.82 $48.91 Administrative Captain $64.59 $66.15 Battalion Chief $54.78 $57.22 Battalion Chief/Training Officer $70.79 $73.95 Fire Fighters upgraded to the Captain position will receive an additional $5.02 per hour. Captains upgraded to the Battalion Chief position will receive an additional $5.87 per hour. Fire Inspectors will receive 10% certification pay upon appointment, but must obtain the certifications identified in Section 30.2 in order to maintain certification pay. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 58 IAFF 2023 Collective Bargaining Agreement Appendix A Hourly Salary Schedule Fire Contract July 1, 2024 Step 1 Step 2 Step 3 Step 4 Fire Fighter $32.09 $35.46 $38.84 $42.22 Utility Fire Fighter $52.61 Fire Inspector $57.87 Captain $47.28 $49.40 Administrative Captain $65.24 $66.82 Battalion Chief $55.32 $57.79 Battalion Chief/Training Officer $71.49 $74.69 Fire Fighters upgraded to the Captain position will receive an additional $5.06 per hour. Captains upgraded to the Battalion Chief position will receive an additional $5.92 per hour. Fire Inspectors will receive 10% certification pay upon appointment, but must obtain the certifications identified in Section 30.2 in order to maintain certification pay. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 59 IAFF 2023 Collective Bargaining Agreement Appendix A Hourly Salary Schedule Fire Contract January 1, 2025 Step 1 Step 2 Step 3 Step 4 Fire Fighter $33.21 $36.70 $40.20 $43.70 Utility Fire Fighter $54.45 Fire Inspector $59.90 Captain $48.94 $51.12 Administrative Captain $67.52 $69.15 Battalion Chief $57.26 $59.82 Battalion Chief/Training Officer $74.00 $77.30 Fire Fighters upgraded to the Captain position will receive an additional $5.24 per hour. Captains upgraded to the Battalion Chief position will receive an additional $6.14 per hour. Fire Inspectors will receive 10% certification pay upon appointment, but must obtain the certifications identified in Section 30.2 in order to maintain certification pay. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 60 IAFF 2023 Collective Bargaining Agreement Appendix A Hourly Salary Schedule Fire Contract January 1, 2026 Step 1 Step 2 Step 3 Step 4 Fire Fighter $34.21 $37.81 $41.41 $45.01 Utility Fire Fighter $56.09 Fire Inspector $61.69 Captain $50.41 $52.66 Administrative Captain $69.55 $71.23 Battalion Chief $58.98 $61.61 Battalion Chief/Training Officer $76.22 $79.62 Fire Fighters upgraded to the Captain position will receive an additional $5.40 per hour. Captains upgraded to the Battalion Chief position will receive an additional $6.32 per hour. Fire Inspectors will receive 10% certification pay upon appointment, but must obtain the certifications identified in Section 30.2 in order to maintain certification pay. Appendix B Utility Fire Fighter Job Description Employees assigned as Utility Fire Fighters shall perform the job duties and responsibilities identified in the attached job description. The City and the Union Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 61 IAFF 2023 Collective Bargaining Agreement acknowledge that the content of the job description may need to be periodically updated or changed and agree to do so through the labor/management process. The Fire Chief shall have authority to appoint and remove employees from role of Utility Fire Fighter in order to provide for the effective and efficient operation of the Department. Only journeyman fire fighters who have successfully completed probation are eligible for assignment to the role of Utility Fire Fighter. Utility Fire Fighter assignments will be announced to all Department employees through City email. The Fire Chief will allow a minimum of one calendar week for employees to volunteer for the assignment. If no employees volunteer for a vacant assignment, the assignment will remain unfilled. The assignment may be reposted at the Chief’s discretion. In determining who will receive the assignment, Fire Chief shall consider: • Employees' stated interest in the assignment; • Qualifications as outlined in the job description; • Education; • Overall career performance; and • Best interests of the City. Utility Fire Fighter assignments will be ongoing in nature. During the first year, the Fire Chief retains the right to remove an employee with or without cause. If removed, the Fire Chief shall determine .the shift to which the returning fire fighter shall be assigned. After the first year, employees will only be subject to removal upon mutual agreement of the Fire Chief and the employee or for just cause. Utility Fire Fighters shall be paid the same salary as Step 4 Fire Fighters and will remain eligible to receive the differential for maintaining paramedic status, as well as other applicable classification and/or specialty pay. Utility Fire Fighters shall work forty (40) hours per week, Monday through Friday from 8:00 a.m. to 4:00 p.m., with a one-hour paid lunch break. The Fire Chief shall give consideration to alternate work schedules consisting of either four ten-hour shifts (4/10) or the nine-eighty schedule (9/80). Utility Fire Fighters shall be subject to the provisions of Articles 15 and 16 of th Agreement governing sick leave and vacation, including Section 15.1 governing sick leave accrual rates and 16.1 governing vacation accrual rates for day shift personnel. Utility Fire Fighters shall be subject to the provisions of Article 25 of the Agreement governing forty-hour personnel, including Section 25.2 governing holidays. Utility Fire Fighters shall be entitled to twelve (12) holidays off work with pay, including three floating holidays to accrue annually on February 1, February 12 and August 31. Consistent with Section 12.2 of the Agreement, Utility Fire Fighters shall not receive a lump sum holiday payment and shall instead receive holidays off with pay throughout the Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 62 IAFF 2023 Collective Bargaining Agreement year. Consistent with Article 25 of the Agreement, with the approval of the Fire Chief, Utility Fire Fighters may be eligible for regular shift overtime provided it does not interfere with their normal work assignment. Utility Fire Fighters shall not be subject to the continuous service policy. The job descriptions, duties, and responsibilities of Utility Fire Fighters are as follows: 1) Logistic Support: Utility Fire Fighters are responsible for coordinating with Department personnel to track, restock, and transport equipment and supplies between various locations as needed. Primary functions include but are not limited to: • Performing apparatus checks for all vehicles in the fleet, as well as all equipment and tools on board each vehicle. • Coordinating annual ladder, hose, and pump testing. • Tracking equipment and inventory (asset management). • Establishing, maintaining, and tracking proper supply inventories at all stations. • Tracking EMS inventory and supplies. • Facilitating annual PPE inspections and specialty cleaning; coordinating necessary repairs. • Maintaining and tracking the PPE replacement schedule for all gear including helmets, hoods, and gloves :from purchase through retirement, and tracking expiration date alerts. • Tracking inventory and dates of inspections, repairs, and replacements for all SCBA packs, cylinders, masks, and regulators from purchase through retirement, and tracking expiration dates for hydrostatic testing. • Tracking inventory of all communication equipment including MDTs/MDCs, handhelds, tablets, phones, and batteries; scheduling upgrades and software adjustments. • Other related duties as assigned. 2) Training: Utility Fire Fighters are responsible for assisting in the training of al Department personnel and assisting partner agencies in the development of regional fire service personnel via Regional Fire Training Academies and other training as appropriate. Primary functions include but are not limited to: • Assisting in all aspects of hands-on departmental training. • Assisting to develop and update department SOGs. • Tracking and documenting department training; ensuring all documentable hours are captured and recorded by department, shift, and individual to ensure compliance. • Setting up and tearing down burn props and other training equipment. • Accounting for and appropriately storing all training equipment. • Maintaining familiarity and ensuring compliance with current industry rules and Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 63 IAFF 2023 Collective Bargaining Agreement standards, including WSRB standards, WACs, RCWs, etc. • Participating in required trainings and other professional development opportunities. • Assisting to develop effective departmental training based on industry, state, and national standards including: o Selecting appropriate instruction strategies for development and delivery of fire department training curriculum. o Determining and evaluating effectiveness of assessment strategies and instructional tactics. o Determining and documenting curriculum goals/objectives, instructional strategies/delivery methods, assessments/evaluations, and measuring learning outcomes. • Other related duties as assigned. 3) Community Paramedicine: Utility Fire Fighters are responsible for assisting vulnerable populations facing barriers in identifying and utilizing appropriate community resources. Examples of potential work include assisting frequent fall patients who may benefit from grab bars or similar household alterations; educating homeless persons who may need a gateway to housing, substance abuse programs, or job opportunities; and providing assistance and support to individuals providing in-home care for ailing family members. Primary functions include but are not limited to: • Providing education and facilitating access to resources and support for community members in need of assistance. • Conducting in-home visits and evaluations. • Performing client assessments and providing recommendations for follow-up actions. • Contacting and coordinating resources with outside support agencies and medical facilities. • Advocating on behalf of community members in need of assistance. • Developing and improving community paramedicine programs within the Department and with our community partners. • Marketing community paramedicine programs to internal and external customers. • Establishing and maintaining community partnerships and coalitions. • Other related duties as assigned. Utility Fire Fighters must meeting the following minimum qualifications: • Must have successfully completed the JATC Program with a minimum of three years' experience with the Department. • Must maintain a valid driver's license. • Must maintain a National Registry or Washington State Emergency Medical Technician Certificate. • Must consistently demonstrate the core values of the City and the Department. • Must demonstrate the ability to communicate clearly and work effectively with staff Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- 64 IAFF 2023 Collective Bargaining Agreement members, other City employees, and the community. • Must demonstrate the ability to establish and maintain professional, cooperative working relationships. • Must demonstrate initiative and the ability to work independently. • Must demonstrate exemplary customer service and responsiveness. • Must follow safe work practices and procedures. • Utility Fire Fighters assigned to community paramedicine duties must maintain a Washington State Certified Mobile/Intensive Care Paramedical Certificate, with recertification as required by the State. Docusign Envelope ID: E6936A6F-1A94-406B-97BF-645E1E38F0BD ---PAGE BREAK--- Certificate Of Completion Envelope Id: E6936A6F1A94406B97BF645E1E38F0BD Status: Completed Subject: DOCUSIGN: Executing the IAFF Local 1296 Collective Bargaining Agreement Source Envelope: Document Pages: 64 Signatures: 4 Envelope Originator: Certificate Pages: 5 Initials: 0 Townsend AutoNav: Enabled EnvelopeId Stamping: Enabled Time Zone: (UTC-08:00) Pacific Time (US & Canada) Attn: Accounts Payable PO Box 6108 Kennewick, WA 99336-0108 IP Address: 64.184.148.56 Record Tracking Status: Original 9/5/2024 11:45:34 AM Holder: Townsend Location: DocuSign Signer Events Signature Timestamp CHAD BLASHILL [EMAIL REDACTED] Security Level: Email, Account Authentication (None) Signature Adoption: Uploaded Signature Image Using IP Address: 97.94.1.32 Sent: 9/5/2024 11:53:41 AM Viewed: 9/5/2024 12:02:48 PM Signed: 9/5/2024 12:04:32 PM Electronic Record and Signature Disclosure: Accepted: 9/5/2024 12:02:48 PM ID: c3ff6aa2-a411-40da-b82e-3c5bffe73a68 MATTHEW M MARTENS [EMAIL REDACTED] Union officer Sec - Tre Security Level: Email, Account Authentication (None) Signature Adoption: Pre-selected Style Using IP Address: 47.6.232.16 Sent: 9/5/2024 12:04:33 PM Viewed: 9/5/2024 12:38:48 PM Signed: 9/5/2024 12:39:47 PM Electronic Record and Signature Disclosure: Accepted: 9/5/2024 12:38:47 PM ID: 37de29d8-353f-4266-81fe-0595f1d7377f Gretl J. Crawford [EMAIL REDACTED] Security Level: Email, Account Authentication (None) Signature Adoption: Pre-selected Style Using IP Address: 66.189.183.38 Sent: 9/5/2024 12:39:49 PM Viewed: 9/5/2024 5:50:14 PM Signed: 9/5/2024 5:50:30 PM Electronic Record and Signature Disclosure: Accepted: 9/5/2024 5:50:14 PM ID: be36f284-f85c-4db6-a595-fe4063e88d52 Erin Erdman [EMAIL REDACTED] City Manager Security Level: Email, Account Authentication (None) Signature Adoption: Pre-selected Style Using IP Address: 64.184.148.56 Sent: 9/5/2024 5:50:32 PM Viewed: 9/6/2024 8:15:41 AM Signed: 9/6/2024 8:15:57 AM Electronic Record and Signature Disclosure: Accepted: 9/6/2024 8:15:41 AM ID: 3ca087a9-4a95-4d0a-ad31-e6e4a56598e2 ---PAGE BREAK--- In Person Signer Events Signature Timestamp Editor Delivery Events Status Timestamp Agent Delivery Events Status Timestamp Intermediary Delivery Events Status Timestamp Certified Delivery Events Status Timestamp Carbon Copy Events Status Timestamp Chad Crouch [EMAIL REDACTED] Human Resources Director Security Level: Email, Account Authentication (None) Sent: 9/6/2024 8:15:58 AM Electronic Record and Signature Disclosure: Not Offered via DocuSign Amy Martin [EMAIL REDACTED] Security Level: Email, Account Authentication (None) Sent: 9/6/2024 8:16:00 AM Viewed: 9/6/2024 10:17:08 AM Electronic Record and Signature Disclosure: Not Offered via DocuSign Michael Heffner [EMAIL REDACTED] Security Level: Email, Account Authentication (None) Sent: 9/6/2024 8:16:01 AM Viewed: 9/6/2024 8:18:56 AM Electronic Record and Signature Disclosure: Not Offered via DocuSign Robert Ball [EMAIL REDACTED] Security Level: Email, Account Authentication (None) Sent: 9/6/2024 8:16:02 AM Electronic Record and Signature Disclosure: Not Offered via DocuSign Witness Events Signature Timestamp Notary Events Signature Timestamp Envelope Summary Events Status Timestamps Envelope Sent 9/5/2024 11:53:41 AM Certified Delivered Security Checked 9/6/2024 8:15:41 AM Signing Complete Security Checked 9/6/2024 8:15:57 AM Completed Security Checked 9/6/2024 8:16:02 AM Payment Events Status Timestamps Electronic Record and Signature Disclosure ---PAGE BREAK--- CONSUMER DISCLOSURE From time to time, City of Kennewick (we, us or Company) may be required by law to provide to you certain written notices or disclosures. 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