HomeMy WebLinkAboutCC-03-16-15-03 Fire Union Agreement Expires 2016 •
SPONSORS: Councilor Carter
Councilor Finkam
RESOLUTION CC-03-16-15-03
AS AMENDED
(FORMERLY RESOLUTION CC-02-02-15-05 AS AMENDED)
A RESOLUTION OF THE COMMON COUNCIL OF THE CITY OF CARMEL,
INDIANA,AMENDING THE CONTRACT WITH CARMEL PROFESSIONAL
FIREFIGHTERS ASSOCIATION
WHEREAS, pursuant to Indiana law, the City of Carmel, Indiana ("City") has
established a contractual relationship with Carmel Professional Firefighters Association
("Association"), pertaining to issues involving the hours, working conditions and certain other
benefits of members of the Carmel Fire Department; and
WHEREAS, the City and the Association now wish to revise their contractual
relationship; and
WHEREAS, the agreement attached hereto as Exhibit A, (the "Agreement") sets forth
, the new contractual relationship between the City and the Association; and
WHEREAS, upon the proper execution of the Agreement by the Carmel Board of Public
Works and Safety, the Common Council desires to accept and adopt the Agreement as an
enforceable contract and obligation of the City.
NOW, THEREFORE, BE IT RESOLVED by the Common Council of the City of
Carmel, Indiana, that:
Section 1. The foregoing Recitals are incorporated herein by this reference.
Section 2. The Common Council hereby encourages the Board of Public Works and
Safety to approve and execute the Agreement at its earliest convenience.
Section 3. As of the date on which the Agreement is properly executed by the Board of
Public Works and Safety in its present form, the Common Council hereby accepts and adopts the
Agreement as an enforceable contractual obligation of the City.
Resolution CC-01-05-15-01
Page One of Two Pages
VERSION A—Utilities,Transportation and Public Safety Committee 1/26/15
This Resolution was prepared by Ashley Ulbricht,Carmel Assistant City Attorney,on December 22,2014 at 11:54
a.m.No subsequent revision to this Resolution has been reviewed by Ms.Ulbricht for legal sufficiency or otherwise.
SO ORDAINED and ordered by the Common Council of the City of Carmel, Indiana,
this (6-1*' day of YYl o st c i._ , 2015, by a vote of r] ayes and 0
nays. I
COMMON COUNCIL FOR THE CITY OF CARMEL
/ v
U.v 4101. ,
esiding • 'i'cer ,- Keivin D. Rider
/ / / / /
41111r.4/ A Richard Sharp, ' sident Pro Tempore Carol Schleif
� - , ) P , 1 / /L=am
',, ; , E. Carte" W. Er': Seid n(stic - 4251/
sink fi ,, r uc :nyder
ATTEST:
I - \6, ri A,1 /1,
Diana L. Cordray, IAMC, Clerk-Treas
�a
Presented by me to the Mayor of the City of Carmel, Indiana this t 7 day of rk c ,
2015, at ID:t Pr Al
pc..,:i/coov
k i I t .
Diana L. Cordray, IAMC, Clerk-Trea,
il
-r
Approved by me, the Mayor of the City of Carmel, Indiana,this I a day of in ahc ,
2015, at 10: 30 Pr .M.
i . ID-L .A,
ames Brainard, Mayor
ATTEST: ii / /
Diana L. Cordray, IAMC, Clerk-Treasur.r
Resolution CC-01-05-15-01
Page Two of Two Pages
VERSION A—Utilities,Transportation and Public Safety Committee 1/26/15
2
AGREEMENT
Between
CITY OF CARMEL
And
CARMEL PROFESSIONAL FIRE FIGHTERS
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 4444
EFFECTIVE
January 1, 2015 —December 31, 2016
EXHIBIT A
3
Table of Contents
Agreement 6
Article I—Period of Agreement 6
Section 1 —Duration 6
Section 2—Separability 6
Section 3—Minimums Only 6
Section 4—Uniformity 6
Article II—Recognition 7
Article III—Union and City Rights and Obligations 7
Section 1 —Union Rights 7
Section 2—City Rights 8
Section 3 —Strikes and Lockouts 8
Section 4—Dispute Resolution 8
Article IV—Miscellaneous 9
Section 1 - Safety 9
Section 2—Minimum Staffing 10
Section 3 —Overtime 10
Section 4—Call-back Definition 10
Section 5 —Fitness Facility 10
Section 6—Bid System 10
Section 7—Fitness Requirement 10
Article V—Terms and Conditions of Agreement 10
Section 1 —Funding 10
Article VI—Compensation 11
Section 1 —Cost of Living Adjustments 11
Section 2—Specialty Pay/Ride-Out pay 11
Section 3 —Longevity Pay 12
Section 4—Pension Contribution 12
Section 5 —Holiday Pay 12
Section 6—Master Firefighter Pay 12
Section 7—Vacation Buy-back 12
Section 8—Sick Leave Incentive 13
Section 9—Grade and Step 13
4
Article VII—Fringe Benefits g 15
Section 1 —Retiree Health Insurance 15
Section 2—Annual Physical 15
Section 3 —Uniforms/ Safety Gear 15
Section 4—Catastrophic Medical Leave Bank 15
Section 5 —Tuition Reimbursement 16
• 5
Agreement
This agreement ("Agreement") is entered into by and between the City of Carmel, Indiana
("City"), represented by the Mayor of the City ("Mayor"), the City's Board of Public Works and
Safety ("Board") and the City's Common Council ("Common Council"), and the Carmel
Professional Firefighters — International Association of Fire Fighters, Local 4444 ("Union"),
represented by its Carmel President and Secretary / Treasurer. This Agreement is not and shall
not be construed as a collective bargaining agreement for purposes of federal or state labor laws
or otherwise.
Article I—Period of Agreement
Section 1 —Duration
Upon its proper execution by all parties hereto,this Agreement shall be effective as of 12:01 a.m.
on January 1, 2015, and shall be in effect until 11:59 p.m. on December 31, 2016. This
Agreement shall remain in full force and effect, unless either party desiring to amend this
Agreement shall notify the other in writing. Notice of a request for amendment shall specify the
content of any and all proposed amendments. The parties agree to begin good faith negotiations
on a future Agreement no later than July of 2016. If a new Agreement is not executed before the
end of this Agreement, then this Agreement shall remain in effect until a new Agreement is
executed by the parties hereto.
Section 2—Separability
In the event that any provisions of this agreement are found to be inconsistent with existing State
/ Federal statutes or laws, the provisions of such statutes or laws shall prevail; and if any
provision herein is found to be invalid and unenforceable by a court or other authority having
jurisdiction, then such provision shall be considered void, but all other valid provisions shall
remain in full force and effect. The parties hereto agree to notify the other of any ruling in that
regard.
Section 3—Minimums Only
The terms of this Agreement are intended to cover only minimums in hours, working conditions
and other employee benefits. The City may implement or retain in effect superior wages, hours,
working conditions and other employee benefits.
Section 4—Uniformity
Although the parties recognize that it is extremely difficult to compare different pay and work
structures so as to exact mathematical equivalencies, the City agrees that , as much as is
reasonably possible, Carmel Fire Fighters shall receive the equivalence in benefits and pay raises
received by all City public safety employees for pay compensation and fringe benefits.
6
Article II—Recognition
The City recognizes the Union as the exclusive recognized representative agent for members of
the Carmel Fire Department ("Department") with the rank of Battalion Chief or below, so long
as the Union maintains the support of the majority of those firefighters. Members of the
Department holding the rank of Battalion Chief or below shall hereinafter individually referred
to as an "Employee" and collectively referred to as "Employees" and the group of Employees
represented by the Union as their exclusive representative shall hereinafter collectively referred
to as the "Representation Unit." If the City questions whether the Union has the support of the
majority of the Employees in the Representative Unit, it may review the Clerk-Treasurer's
records and/or certified records provided by the Union to determine if the Union maintains the
support of the majority of the Employees in the Department. If the Union does not maintain the
support of the majority of the Employees in the Department, the City shall not recognize the
Union as the exclusive representative of the Employees at the end of the calendar year in which
such majority support is lost.
Article III—Union and City Rights and Obligations
Section 1 —Union Rights
a. Payroll Deduction. Upon receipt of voluntary, written, current, signed authorization in
such form as complies with the laws of the State of Indiana, from member of Local 4444
covered by this Agreement, the City shall deduct from each pay check, an amount
representing their Union dues as indicated in the current authorization form. The City
shall remit such monies, together with the appropriate records, to the Association or its
designated official. The City shall not be liable to the Union for any failure to make such
deductions. In the event of an overcharge already remitted to the Union, it shall be the
sole responsibility of the Union to adjust the matter with the employee. The Union will
indemnify the City and hold it harmless from any or all claims or liabilities which arise
under this paragraph.
b. Union use of City Property.
The City will allow Union meetings to be held in City buildings at times agreed to by the
Chief of the Department. The Union will be responsible for the care and security of the
building during such meetings. The City will allow the Union to utilize electronic
bulletin boards, e-mail systems, Internet access and paging systems.
c. Non-Discrimination.
No Employee will be required to join, support or pay dues to the Union. There shall be
no discrimination, interference, restraint or coercion by the City of Union against any
Employee for activities or membership in the Union, or a refusal to support, be active in
or become a member of the union.
7
d. Union Time. Employees elected to represent the Union shall be granted time, not to
exceed a combined total of two thousand (2,000) hours total annually (to be divided as
needed) to perform, without loss of pay, Union functions such as, but not limited to,
attendance at meetings, conventions, seminars and conferences.
e. Employee Representation. When an employee is interviewed, formally or informally,
regarding a matter that might lead to disciplinary action, if that employee requests a
Union representative, all questioning will cease for a reasonable period of time (not to
exceed 24 hours) until a Union representative (selected by the Union) can be present.
Section 2—City Rights
The Union agrees that it is the exclusive right of the City to: maintain order, discipline and
efficiency in the 'operations of the Department; hire, direct, transfer, promote, discharge or
otherwise discipline Employees in accord with law; operate and manage the work of the
Department, and; allocate personnel through the bid system, apparatus, fire stations and other
resources in a manner the Chief of the Department believes is reasonable and in the best interest
of public safety of personnel.
Section 3—Strikes and Lockouts
As the service performed by the Employees covered by this Agreement are essential to the
administration of the Department and to the welfare of the public dependent thereon, neither the
Carmel Professional Fire Fighters Union nor any member of the Representative Unit covered by
the Agreement shall initiate, authorize, sanction, encourage, support or engage in any strike,
slow-down, concerted job action, work stoppage, "sick-out", or cease the continuous
performance of their duties. The city agrees that no lock out shall take place during the term of
this Agreement.
The Union acknowledges that any conduct that violates this Section threatens irreparable harm to
the public. The Union shall not be held liable under this Agreement for the unauthorized activity
of the Employees in violation of this Section, and agree to immediately make a vigorous, bona
fide and continued effort to end all such activities in the event of a documented violation of this
Section, including written notification to each offending Employee that his/her activity is
unprotected and is not authorized, supported or ratified by the Union, with a copy of each such
written notification being promptly provided to the City.
Section 4—Dispute Resolution
The Union and the city agree to work together in good faith to resolve labor / management
issues. The Union agrees to encourage its members to follow all Department rules, policies and
procedures and to strive to improve their skills to ever-higher levels, and the city agree to enforce
its rules in a fair and impartial manner. Both the Union and the City agree to attempt to resolve
issues subject to this Agreement informally or through Alternative Dispute Resolution (ADR)
before commencing or sponsoring legal action against the other.
8
Article IV—Miscellaneous
Section 1 - Safety
a. The Department shall maintain and keep in effect through the term of this Agreement, a
Safety Committee for reviewing departmental accidents, injuries, job-related safety
complaints, protective gear and equipment issues, or any other safety related areas. The
Safety Committee shall make recommendations to the Chief concerning safety issues.
The Safety Committee shall be compromised of up to eight (8) merit members
representing the following division areas:
The ex officio members comprised of three (3) Captains who occupy the position of the
A, B and C Shift Battalion Executive Officer and the one (1) staff officer who holds the
position of Department Safety Officer.
The Union Will Select:
(1) Firefighter
(1) Engineer
The Department will select:
(1) Captain or Lieutenant
(1) Chief Officer
The Administration or Committee can call on additional personnel (i.e. Civilian Staff,
Maintenance etc.) if it feels that someone's expertise can benefit the committee. Request
for meetings involving the Safety Committee may be initiated by the Chief of the
Department or the Safety Committee Chairperson, who shall be appointed by the Chief of
the Department. The Chairperson shall prepare an agenda of items to be discussed and
established and communicate a date and place for such meeting.
b. The Department and its Employees covered herein shall comply with applicable Federal,
State and Local laws and Department policies concerning safety and health. The
Department shall make reasonable provisions for the safety and health of its Employees
during the hours of employment in compliance with applicable laws. In this regard, the
Carmel Professional Firefighters Local 4444 and Employees realize that they have joint
responsibility to cooperate in maintaining safe practices in the Department. In addition, it
is the responsibility of each Member of the Department to operate vehicles, machinery
and equipment in a safe manner.
c. The Department may summarily discipline, or prohibit an Employee from operating in an
unsafe manner. However, no reduction in rank, grade or pay will be made without
following the appropriate disciplinary policies of the Department and Indiana Law.
d. All accidents, regardless of the severity, must be reported to the Member's supervisor
immediately for review in accordance with Department Policies.
9
Section 2—Minimum Staffing
The City will "call back" Employees or mark apparatus out of service if staffing falls below four
(4) Employees on a fire engine, or five (5) Employees on a ladder truck and two (2) Employees
on an ambulance. This minimum staffing requirement may be suspended in the event of an
emergency as determined in the sole discretions of the Chief, after consultation with the Union
President or the highest ranking available Union Officer. Furthermore, the current "8-hour rule"
remains in effect allowing staffing to fall below four (4) Employees so long as that vacancy is
not for eight(8) or more hours.
Section 3—Overtime
A "call back" shall be voluntary unless an emergency is declared by the Chief or the Mayor and
may include alteration of the normal work schedule. "Call back" time shall be paid at a rate of
time and one-half of the Employee's regular hourly rates.
Section 4—Call-back Definition
As used in this Article, "call-back" means requesting or requiring an employee to work hours in
addition to the Employees scheduled hours, and "off-duty" means the time other than an
Employee's regularly scheduled working hours or vacation.
Section 5—Fitness Facility
The Department shall provide facilities and equipment to allow employees to maintain physical
fitness at each station. Decisions related to the location of the fitness facilities, the type of and
replacement of fitness equipment are within the sole discretion of the Department.
Section 6—Bid System
Carmel Fire Department Rules and Regulations 7.28, as updated on 7/11/14 via email and GO
8/31/14, will govern the CFD bid process, which will remain in effect throughout the term of this
Agreement.
Section 7—Fitness Requirement
In 2011, the parties formed a joint labor management committee to develop a minimum fitness
policy using the Public Safety Medical Service validation process. The policy was completed in
late 2013. Work Performance Evaluation (WPE) shall be department policy as determined by
the labor management process.
Article V—Terms and Conditions of Agreement
Section 1 —Funding
The parties agree that, if the Common Council fails or refuses to fully fund this Agreement under
circumstances wherein full funding would not adversely affect a vital governmental function of
the City, all financial provisions of this Agreement shall become null and void to the extent they
are not funded, and that they will return to the negotiations process to negotiate Agreement terms
that are consistent with the level of funding approved by the Common Council.
10
Article VI—Compensation
Section 1 —Cost of Living Adjustments
Upon its final approval, all Employees covered by this Agreement shall receive cost of living
adjustment to their base salary of two percent (2.0%) for 2015 and three percent(3.0%) for 2016.
The City agrees to promptly consult with the Union, upon request, regarding changes made to an
Employee's working conditions and/or standards. However, subject to Article VI of this
Agreement, the salary, bonus, vacation and sick leave benefits in effect for Employees on
January 1, 2015 shall not be reduced without the mutual consent of the City and the Union.
Section 2—Specialty Pay/Ride-Out Pay
Each Fire Department Employee shall be entitled to receive only one (1) type of specialty pay at
any given time. The Employee shall receive the highest specialty pay for which he/she is
eligible. All specialty pay shall cease when and Employee no longer performs the duties
associated with the pay or no longer meets the qualifications for such pay, whether the change
results from the decision/action of the City or the Employee.
Annual Specialty Pay for Employees covered under this Agreement shall be as follows:
Specialty Pay:
Paramedic 10% of First Class Firefighter Salary
Mechanic $2000.00
Shift Investigator $2000.00
Hazardous Materials $2000.00
Foreign Language $2000.00
Paramedic Specialty pay will be based on 10% of a First Class Firefighters Salary. For 2015
Paramedic, the salary of a First Class Firefighter is $63,846 ($6,384).
An Employee who demonstrates a specified level of fluency in an approved.foreign language
shall receive the Foreign Language Specialty Pay in addition to all other forms of compensation.
All such pay must be approved by the Chief and the Director of Human Resources. To continue
receiving this compensation, the Employee is required to maintain fluency, and may be
periodically re-tested.
Ride—Out Pay:
a. An employee shall be entitled an additional $2.00 per hour for each hour he or she is
assigned to an ambulance, in addition to all other forms of compensation.
b. A Captain who fills in for Battalion Chief shall receive $3.00 per hour ride-out pay, and a
c. Firefighter who fills in for an Engineer, Lieutenant or Captain shall receive $2.00 per
hour ride-out pay, in addition to all other forms of compensation.
d. Officers filling in for other officers (except filling in for Battalion Chief) are not eligible
for ride-out pay.
11
Section 3—Longevity Pay
Sworn firefighters shall receive longevity pay at the rate of Two Hundred Twenty Dollars
($220.00)per year of service for years 1-10 and Two Hundred Eighty Dollars ($280.00) per year
of service for years 11-25. Longevity shall be capped at twenty-five (25) years of service or
($6,400.00) in addition to all other forms of compensation.
Section 4—Pension Contribution
The City shall maintain membership in the 1977 Fund and shall require members of the
Department to meet the eligibility requirements for the Fund. The City shall pay twenty-one
percent (21%) of the established Master Firefighter salary for each Member of the Department
participating in the 1977 Fund. In the event that state actuary reports lower the twenty-orie
percent (21%) obligation levied upon the City in any fiscal year, that amount shall be reflected as
a credit toward the six percent(6.0%) obligation levied upon the Members of the Department.
Section 5—Holiday Pay
Each Employee who is required to report to work on a declared holiday, whether on a scheduled
shift or an emergency call-in basis, shall receive Thirteen Dollars ($13.00)per hour premium pay
for each hour actually worked on the holiday. Such premium pay shall be calculated to the
nearest quarter hour.
Section 6—Master Firefighter Pay
A Firefighter will not become a First Class / Master Firefighter until he/she has served 10 years.
The First Class / Master Firefighter salary, as designated in the annual salary ordinance, will be
certified to the state for pension purposes. A First Class/Master Firefighter is eligible to receive
specialty pay and other hourly pay differentials. The First Class salary, as designated in the
annual salary ordinance, will be certified to the state for pension purposes. A First Class Officer
is eligible to receive specialty pay and other hourly pay differentials.
Section 7—Vacation Buy-back
Employees may submit up to one third (1/3) of their unused annually accrued vacation time. The
City may buy back such vacation time and, if it does so, shall buy back each hour of vacation
time at the Employee's hourly rate. Employees must submit their hours (in no less than twenty-
four (24) hours increments for Sworn Shift personnel and in no less than 7.5 hour increments —
Sworn Staff personnel) to the Department on the first Monday of the last pay period. Payment
for any submitted vacation time (if approved) shall be rendered by the City before the last day in
February of the following year.
Sworn Shift Personnel:
1 —5 years Maximum of 2 full shifts eligible for submission(48.0 hours)
6— 12 years Maximum of 3 full shifts eligible for submission(72.0 hours)
13 or more years Maximum of 4 full shifts eligible for submission(96.0 hours)
12
Sworn Staff Personnel:
1 –5 years Maximum of 3 full shifts eligible for submission(22.5 hours)
6– 12 years Maximum of 5 full shifts eligible for submission(37.5 hours)
13 or more years Maximum of 6 full shifts eligible for submission(45.0 hours)
Any Employee who has been suspended from the Department for disciplinary purposes or any
Employee having used five (5) or more sick days in a calendar year will be disqualified from this
benefit, as permitted by law.
Section 8–Sick Leave Incentive
Employees may be eligible for sick leave incentive pay, which is based on the amount of sick
leave used in a calendar year as follows:
None 24 hours
Equivalent of one (1) shift(or any portion thereof) 20 hours
Equivalent of two (2) shifts (or one shift plus any portion of a second) 12 hours
Equivalent of three (3) shifts (or two shifts plus any portion of a third) 8 hours
Equivalent of four(4) shifts (or three shifts plus any portion of a fourth) 4 hours
The hourly rate of pay for each eligible Employee, for the purposes of this pay incentive only,
shall be calculated as follows: [bi-weekly base pay plus (+) longevity]/80 hours. All sick leave
used by an Employee in the course of the calendar year, except leave for injuries incurred on
duty or in the line of duty, or as otherwise required by applicable law, shall be counted toward
the incentive pay calculation for that year, regardless of the reason for the leave or the status of
the leave. Sick leave incentive pay may be paid out each year in February, for the prior calendar
year, at the eligible Employee's current rate of pay. An Employee must be employed by the
Department for an entire calendar year, and must be employed by the City at the time of the
payout, in order to be eligible for incentive pay for that calendar year.
Section 9–Grade and Step
Definitions:
GRADE—pay category to which a City position is assigned; each position is placed within a
hierarchy of Grades (see attached matrix), based on the knowledge, skills, abilities and
responsibility required by the position.
STEP—established point between the Range Minimum and Range Maximum of a Grade; each
Grade has six (6) equidistant Steps, which are adjusted annually.
MARKET—municipalities and other employer organizations selected by the City as the basis
for salary comparisons.
13
RANGE MINIMUM—lowest pay rate (Step 1) for a City position in a particular Grade;
generally, the rate at which a new City employee will be paid.
RANGE MAXIMUM—highest pay rate for a City position in a particular Grade; generally, the
rate at which an employees with five (5) or more years of experience in a particular job will be
paid.
STEP INCREASE—annual pay adjustment based on an additional year of service and the
increased knowledge, skill and ability that the year of service represents; employees in Steps one
(1)through five (5) will generally move to the next higher Step on January 1 of each year.
PROMOTION—change of positions that results in a higher Grade.
RE-EVALUATION—review of a position's assigned Grade brought about by an increase (or
decrease) in knowledge, skill, ability and responsibility requirements; a Re-evaluation, which is
performed by the City's independent consultant, may result in a higher Grade, a lower Grade or
no change in Grade.
1. New employees will be hired at Step 1 for the assigned Grade. All requests for exceptions
must be put in writing by the department head and approved by the Director of Human
Resources.
2. Step Increases will be given in January only; increases are to be given the rest of the year
only as the result of a Promotion or a job Re-evaluation by the City's independent consultant.
All such increases must place the employee at a specific Step in the appropriate Grade.
3. An employee will not receive a Step Increase in January unless he or she was hired prior to
October 1 of the previous year. Employees hired between October 1 and December 31 will
receive a Cost of Living Increase but no Step Increase.
4. Step Increases will be granted automatically to employees at Step 5 or below. Step Increases
may be contingent upon meeting certain pre-established criteria, such as education and
certification requirements. Employees subject to such requirements shall be made aware by
their existence immediately upon inception of the requirements, or acceptance of a job that
carries such requirements.
5. Every employee will move up one Step each year without skipping intermediate Steps.
6. No employee's salary will be allowed to exceed the Range Maximum (Step 6) for his or her
Grade, unless his or her salary was already above Step 6 on January 1,
7. An employee whose pay is adjusted due to a Promotion will be placed in a Step that will
ensure an appropriate pay increase, such Step to be recommended by the department head
and approved by the Director of Human Resources.
•
14
Article VII—Fringe Benefits
Section 1 —Retiree Health Insurance
a. The City shall contribute fifty percent (50%) of the monthly employee-spouse premium
for retirees who have twenty (20) years of active service with the City, plus an additional
one percent (1%) for each additional six (6) months of service, up to a maximum of
seventy-five percent (75%) of the employee-spouse (or 75% of the employee-only
premium if the employee is unmarried or the spouse is not covered by the City plan),
provided that the City's insurance premium contribution shall not exceed Nine Hundred
Dollars ($900.00) per month or ($10,800.00) Ten Thousand Eight Hundred Dollars per
year. Coverage for other eligible dependents may be continued at the retiree's expense.
The City's insurance premium contribution cap shall be evaluated each year to keep pace
with current health insurance costs.
b. For an Employee who dies in the line of duty, the City shall contribute 100% of the
monthly spouse and dependent (if applicable) medical and dental premiums.
c. For an Employee who is disabled, the City shall contribute to insurance premiums
according to the formula found in City Code Section 2-42.
Section 2—Annual Physical
The City shall continue its practice of providing annual physicals to each Employee at no cost to
the Employee made available through the City Employee Clinic or a mutually agreeable facility.
No changes to the make-up of this physical shall be made without 30 days prior notice to the
Union. In the event that changes to specific test and / or components of the medical evaluation
are needed, the City will meet with the Union to discuss and receive input on the proposed
changes.
Section 3—Uniforms /Safety Gear
The Department shall issue all uniforms and safety gear through the Department Quartermaster
system.
Section 4—Catastrophic Medical Leave Bank
All firefighters unused sick days shall be credited to the Catastrophic Medical Leave Bank. A
firefighter who is unable to perform his/her own duties or to perform light duty assignments for
an extended period of time due to illness or injury is eligible for PERF disability benefits, which
are less than the firefighters active duty pay. Under 35 IAC 2-5-1, the City is not allowed to
supplement PERF disability payments. In order to avoid penalizing a firefighter financially
during the period of recuperation, the Catastrophic Medical Leave Bank shall allow eligible
firefighters to receive up to one hundred twenty (120) calendar days of full pay after sick leave
and vacation benefits are exhausted and before PERF disability benefits commence (two hundred
forty (240) calendar days for injuries or illnesses incurred in the line of duty), as permitted by
law.
15
Section 5—Tuition Reimbursement
The City sponsors a tuition reimbursement program subject to Carmel City Code § 2-58, as
amended, for full-time employees who are employed by the City both on the year prior to the
beginning of the course for which tuition reimbursement is requested and at the time the final
request for reimbursement is made. To be eligible for tuition reimbursement the employee
cannot have been subject to disciplinary probation, demotion, or suspension within the 90
calendar days immediately prior to the beginning date of the course for which tuition
reimbursement is requested. Refer to Carmel Fire Department Rules and Regulations 4.16
TUITION REIMBURSEMENTS.
Section 6- Other Benefits
Additionally, the City agrees not to diminish any additional employee benefits included within
the City of Carmel Employee Handbook not already discussed herein as of the date of this
Agreement. This obligation shall continue through the termination of this Agreement and the
said handbook hereby is included and made a part hereof by reference.
Approved and Adopted this )rday of i4t,�� \ . , 2015.
APPROVED AND ADOPTED.
CARMEL BOARD OF PUBLIC WORKS CARMEL PROFESSIONAL
("BOARD") FIREFIGHTERS ASSOCIATION
BY
1,,
Ja es Brainard,Presiding Officer _ Se n Sutton, resi e.nt
Date: , 3 :l .S'^/ Date: �j 0 S
/� dddl
Ma Ann urke,Member M'"hell, Secretary-Treasurer
Date: 3 - I ♦ Date: 7<,0/�S
Lori SL W9 ',Member
Date:�/ /('8/( 5
ATTEST:
Sandra y M Johnson
�• ! �►�- -L� �e ut Clerk For
Diana L. Cordray,IAMC, C ictr Treasurer
16
I i
ADOPTED by the Common Council of the City of Carmel, Indiana this I(o to a of
Nr\r-1 pjk, 2015, by a vote of 7 ayes and O nays.
COMMON COUNCIL FOR THE CITY OF CARMEL
r
a
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Presiding Ofd i D. Rider 91
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Richard . S arp, President Pro TTeempore Carol Schleif ',,/
Ro . a E. Carter W. Eric Seide sticker
fir Ali A
inkam Or Snyder _- ,
ATTEST:
,2. 4 Je
Diana L. Cordray, IAMC, Clerk-Treasure' •
k
Presented by me to the Mayor of the City of Carmel, Indiana this I 1 day of
Po.h.cit. 2015, at 10: l3• F}-.M.
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Diana L. Cordray, IAMC, Clerk-Treas -r
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Diana L. Cordray, IAMC, Clerk-Treasurer