Agenda 04/13/2010 Item #16F 3
Agenda Item No. 16F3
April 13, 2010
Page 1 of 120
EXECUTIVE SUMMARY
Recommendation to approve the Collective Bargaining Agreement between Collier County
and the Collier EMSlFire Bargaining Unit, Southwest Florida Professional Firefighten Local
1826, International Association of Firefighten, Incorporated.
OBJECTIVE: For the Board of County Commissioners to approve the Collective Bargaining
Agreement with the Collier EMS/Fire Bargaining Unit, Southwest Florida Professional
Firefighters Local 1826, International Association of Firefighters, Incorporated ("Local 1826").
CONSIDERATIONS: On March 12, 2010, Local 1826 provided written notice to the County
that its membership had ratified the attached Collective Bargaining Agreement. The proposed
Collective Bargaining Agreement is a three year contract that runs from the date of approval by the
Board through September 30, 2012. A copy of the Collective Bargaining Agreement is attached
to this Executive Summary. The proposed Agreement does not include any salary, cost of living
adjustments, or merit pay increases. Further, educational incentive pay has been eliminated from
the contract as to currently non-participating employees on a going forward basis. Incentive pay
for participation in specialty assignments only remains as to those employees currently
participating in a specialty program (e.g_, SORT, Med Flight) and will cease upon withdrawal in
such assignments. Finally, Article 9 pertaining to grievances will remain largely consistent with
the provision previously approved by the Board in its Memorandum of Understanding entered into
on December 16, 2008; which made the disciplining of bargaining unit members subject to
arbitration. Article 9, however, was further revised in its current form to require that the costs of
the arbitration shall be borne by the losing party. County staff believes this will discourage
pursuing unfounded grievances. Most of the remaining revisions to the Agreement are cosmetic.
FISCAL IMPAcr: None.
LEGAL CONSIDERATIONS: This item has been reviewed and approved by the County
Attorney's Office and is legally sufficient for Board action-SRT_
GROWTH MANAGEMENT IMPACT: There is no growth management impact associated
with this action.
RECOMMENDATION: That the Board of County Commissioners: (1) approve the Collective
Bargaining Agreement with the Southwest Florida Professional Firefighters Local 1826,
International Association of Firefighters, Inc_, as endorsed by the EMS/Fire Chief and staff, and (2)
authorize the Chairman to execute the Collective Bargaining Agreement.
PreD.red Bv: Jeff Page, Chief of EMS /Fire and Scott R. Teach, Deputy County Attorney
Attachments: Collective Bargaining Agreement;
March 12,2010, Ratification Letter from Local 1826_
Item Number:
Item Summary:
Meeting Date:
Agenda Item No. 16F3
April 13, 2010
Page 2 of 120
COLLIER COUNTY
BOARD OF COUNTY COMMISSIONERS
16F3
Recommendation to approve the Collective Bargaining Agreement between Collier County
and the Collier EMS/Fire Bargaining Unit, Southwest Fiorida Professional Firefighters Local
1826, International Association of Firefighters, Incorporated.
4/13/2010 9:00:00 AM
Chief ~ Emergency Medical Services
Date
Prepared By
Jeff Page
Bureau of Emergency
Services
EMS Operations
3/30/201010:00:54 AM
Deputy County Attorney
Date
Approved By
Scott R. Teach
County Attorney
County Attorney
3/30/201010:16 AM
County Attorney
Date
Approved By
Jeff Klatzkow
3/30/20102:03 PM
Chief - Emergency Medical Services
Date
Approved By
Jeff Page
Bureau of Emergency
Services
EMS Operations
3/30/20103:02 PM
Dan E. Summers
Date
Approved By
Bureau of Emergency
Services and Emergency
Management
Director of Emergency Services
Bureau of Emergency Services and
Emergency Management
3/31/20106:33 AM
Date
Approved By
OMB Coordinator
County Manager's Office
Office of Management & Budget
4/1/20109:29 AM
Leo E. Ochs, Jr.
County Manager
Date
Approved By
County Managers Office
County Managers Office
4/5/20104:47 PM
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Agenda Item No. 16F3
April 13, 2010
Page 3 of 120
SOUTHWEST FWRlDA PROFESSIONAL FIREFIGHTERS & PAltUtEDlCS
LOCAl~ 1826 11.A.I>:F.. INC.
2HJU \Yest hot Street. Suire C . Fort )'I~.crs, Florjda .1,19())
(2-''1) J-,4.1;222 . (2-'9) -'-'4-1;240 . Jo'llX: (2-"/) .1.14-1;221;
E-mail: wW\\'.luL'flllS2(J.L"t)OJ
March 12,2010
Chief Page
Collier County EMS
8075 Lely Cultural Parkway
Naples, FL. 34113
Chief Page,
The Collier County EMS Contract vote bas been ratified by the
members covered under tile agreement. The vote has been certified by the
Secretary of IAFF, Local 1826.
/ C.
Mati Galewski
Secretary
IAFF, Local 1826
.\(flliared 'U'j,ll, /Jl.l'r;UJl.ClT/ON,V, .ISSO(;/.IT/ON OF nUE F/GIlTEI/S
F/n,"j,};, "'-"/;'''''',,,,,,,1 Pi.... 1.';,;1..___..
Agenda Item No. 16F3
April 13, 2010
Page 4 of 120
CONTRACT BETWEEN
COLLIER COUNTY
BOARD OF COUNTY COMMISSIONERS
AND
SOUTHWEST FLORIDA PROFESSIONAL FIREFIGHTERS
LOCAL 1826
INTERNA nONAL ASSOCIA nON OF FIREFIGHTERS, INC.
Effective Dates: 2010-2012
Agenda Item No. 16F3
April 13, 2010
Page 5 of 120
TABLE OF CONTENTS
ARTICLE 1 PREAMBLE .............................................................................................................1
ARTICLE 2 RECOGNITION ......................................................................................................3
ARTICLE 3 MANAGEMENT RIGHTS .................................,...................................................4
ARTICLE 4 STRIKE PROHIBITION AND WORK REQUIREMENTS ...............................8
ARTICLE 5 NON DISCRIMINA TION.......................................................................................9
ARTICLE 6 DUES DEDUCTION ..............................................................................,...............10
ARTICLE 6 -- EXHIBIT 1 ....................................................................................................... 13
ARTICLE 7 RULES AND REGULATIONS.............................................................................14
ARTICLE 8 SENIORITY ..........................................................................................................15
ARTICLE 9 GRIEVANCE AND ARBITRATION PROCEDURE ........................................18
ARTICLE 10 PERSONNEL REDUCTION ..............................................................................24
ARTICLE 11 PROMOTIONS/REASSIGNMENT WITHIN UNIT .......................................26
ARTICLE 12 HOURS OF WORK AND OVERTIME.............................................................28
ARTICLE I3 - A SICK LEA VE................................,................................................................31
ARTICLE I3 - B PERSONAL LEA VE ......................,..............................................................38
ARTICLE 14 VACATION LEA VE ...........................................................................................39
ARTICLE 15 LEAVES OF ABSENCE......................................................................................44
ARTICLE 16 BEREA VEMENT/,JURY DUTYIWITNESS DUTY ...........................................8 .
ARTICLE 17 MILITARY LEA VE ............................................................................................51
ARTICLE 18 SHIFT EXCHANGE......................................,.....................................................53
ARTICLE 19 HOLIDAYS ...................................,......................................................................55
ARTICLE 20 WAGES & INCENTIVES ..................................................................................58
ARTICLE 21 BENEFIT OPTION PLAN ..................................................................................59
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April 13, 2010
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ARTICLE 22 RETIREMENT PLAN ....................................,....................................................61
ARTICLE 23 TUITION REIMBURSEMENT .........................................................................62
ARTICLE 24 OUTSIDE ACTiViTIES.......................................,.............................................64
ARTICLE 25 BULLETIN BOARD SPACE .............................................................................65
ARTICLE 26 UNION BUSINESS AND UNION TIME BANK ..............................................66
ARTICLE 27 UNIFORMS AND EOUIPMENT .......................................................................69
ARTICLE 28 MISCELLANEOUS.....................................,....................................................... 74
ARTICLE 29 HEALTH AND SAFETy....................................................................................76
ARTICLE 30 ALCOHOL AND DRUG TESTING .................................................................. 79
ARTICLE 31 STATION F ACILITIES......................................................................................83
ARTICLE 32 STAFFING ...........................................................................,....,,..................,......85
ARTICLE 33 SPECIAL EVENTS..............................................................................................87
ARTICLE 34 EDUCATIONAL INCENTIVES ........................................................................88
ARTICLE 35 LICENSURE ........................................................................................................89
ARTICLE 36 IN-SERVICE/CONTINUIG EDUCATION TRAINING ................................90
ARTICLE 37 OUT -OF-TOWN TRANSFERS AND TRA VEL...............................................93
ARTICLE 38 MEDICAL OUALITY ASSURANCE...............................................................94
ARTICLE 39 SAVINGS CLAUSE.............................................................................................95
ARTICLE 40 EMPLOYEE RECOGNITION AND REWARD PROGRAMS .....................96
ARTICLE 41 LABOR/MANAGEMENT TEAM .....................................................................97
ARTICLE 42 DURATION .........................................................................................................98
ii
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ARTICLE 1
PREAMBLE
Section 1.1 - Parties
In accordance with Chapter 447, Part II of the Florida Statutes, this Agreement is entered
into by and between Collier County Board of County Commissioners (hereinafter "BCC,"
"County," "EMS/Fire," or "Emergency Medical Service/Fire Department") and the Southwest
Florida Professional Firefighters, Local 1826, International Association of Firefighters, Inc.
(hereinafter, "Union").
Section 1.2 - Purpose
It is the intended purpose of this Agreement to achieve and maintain harmonious
relations between the County and the Union. It is contemplated that this Agreement will serve
the public interest by maximizing the efficiency and productivity of employees and providing
fair treatment and compensation, and provide a procedure for the resolution of claims that this
Agreement has been violated by either party,
Section 1.3 - Responsibility
The Union further recognizes the responsibilities imposed upon it as the exclusive
bargaining agent of the Employees who are covered by this Agreement. The Union recognizes
that in order for the County to provide maximum opportunities for the continuing employment
and good working conditions, the County must be in a strong position, which means it must do
business at the lowest possible cost consistent with fair labor standards. Therefore, the Union,
through its bargaining position, assumes a joint responsibility in the attainment of the
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aforementioned goals and agrees it will cooperate with the County through its agents and
designated stewards by supporting the County's efforts to achieve a fair day's work by the
employees covered by this Agreement, to actively combat absenteeism, slowness, and all other
practices by employees which restrict or tend to restrict productivity.
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ARTICLE 2
RECOGNITION
Section 2.1 - Unit Description
The County hereby recognizes the Union as the exclusive bargaining agent for all
employees of the County as certified by the Florida Public Employees Relations Commission in
Case No. RC-99-027, Cert. No. 1273, October, 1999.
The appropriate bargaining unit is comprised of full-time and regular part-time
employees in the following classifications:
INCLUDED: Emergency Medical Technician
Paramedic
Paramedic/Firefighter
Helicopter Pilot
Lieutenant (Company Officer)
Lieutenant (Company Officer)/Paramedic/Firefighter
EXCLUDED: Managerial Employees
Confidential Employees
All employees not specifically included in the above-described unit.
Section 2.2 - Part-Time Emplovees
The County reserves the right to hire regular part-time employees to perform bargaining
unit work, provided that the County will not use regular part-time employees to fill regular,
budgeted full-time positions while employees are laid off and eligible for and subject to recall
under Article 10. The number of regular part time employees will not exceed 15% of the total
nwnber of full time bargaining unit employees.
I
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ARTICLE 3
MANAGEMENT RIGHTS
Section 3.1- Specific Rif!hts
The management of the Emergency Medical Service ("EMSlFire") and the direction of
its work force, including but not limited to the exclusive rights to determine whether all or any
part of the operations covered by this Agreement shall commence, cease, continue, reduce or
increase; to eliminate the operation or any part thereof; to change station locations; to increase or
decrease the number of stations; to establish or eliminate battalions; to assign or reassign
personnel within or among battalions or within or among shifts or stations on a temporary or
permanent basis, consistent with the Agreement; and to establish new jobs; to abolish or change
existing jobs; to increase or decrease the number of jobs or employees; to change materials,
processes, products, service, equipment, work schedules and methods of operation; to introduce
ncw materials, equipment, services or facilities; to assign work to be performed; to establish and
modify job descriptions; to assign and require employees to work overtime; to establish and
change hiring procedures; to set the work schedules consistent with the Agreement; to evaluate
and direct the work of the employees covered by this Agreement; to maintain, enforce, rescind or
change EMSlFire policies, procedures, rules of conduct, orders, practices, directives and other
operational procedures, policies and guides not inconsistent with this Agreement; to establish the
standards of conduct and work of employees; to establish or change operational standards; to
determine the services to be provided by the EMSlFire; to discipline, demote or discharge
employees for proper cause; to layoff employees from duty for lack of work or for other
legitimate reasons; to establish requirements for employment; to promote employees and to have
complete authority to exercise those rights and powers incidental thereto, including the right to
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alter or vary past practices as may be necessary for the orderly and efficient operation of the
EMSlFire, shall all be vested exclusively in the County, subject only to such restrictions
governing the exercisc of these rights as are expressly and specifically provided in this
Agreement.
The County's failure to exercise any right hereby reserved to it or its exercising any right
in a particular way shall not be deemed a waiver of its right to exercise such right nor preclude
the County from exercising the same right in some other way not in conflict with the express
provisions of this Agreement.
Section 3.2 Reserve Rilrhts
There shall be complete regard for the right, responsibilities and prerogative of County
management under this Agreement. This Agreement shall be so construed that there shall be no
diminution or interference with such rights, responsibilities and prerogatives, except as expressly
modified or limited by this Agreement.
Section 3.3 Civil Emerlrencv
If, in the sole discretion of the Chair of the County Commission, or if unavailable, the
Vice Chair, or if unavailablc, the County Manager, it is determincd that a civil emergency
condition exists, including but not limited to riots, civil disorders, hurricane conditions or other
catastrophes, the provisions of this Agreement may be suspended by the County during the time
of the declared emergency, provided that wage rates and monetary fringe benefits shall not be
suspended.
In
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Section 3,4 - Incidental Job Duties
It is understood by the parties that every incidental duty connected with the operations
enumerated in job descriptions is not always specifically described and employees, at the
discretion of management, may be required to perform other job related duties not specifically
contained in their job description.
Section 3.5 - Poliey Chane:es
The County agrees to provide notice to the Union's Field Representative, in writing
(which includes electronic communication), of any change in EMS/Fire policies, procedures
(e.g., General Orders, SOG's, SOP's) or rules of general application prior to implementation,
which would affect members of the bargaining unit. If the written notice affects wages, hours of
work or terms of employment, absent exigent circumstances the Union will have fourteen (14)
calendar days from the date of the notice or, if no notice was given, from the date the Union's
Field Representative became aware of any proposed change, to file any objections to the
proposed changes with the County, which shall consider the objections before making its final
decision. The objections, if any, will be filed with the EMSlFire Chief or designee.
Section 3.6 - Desie:nee
Unless a specific Section of the Agreement states to the contrary, the Director of the
Bureau of Emergency Services is a designee of the Emergency Medical Services/Fire
Department.
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Section 3.7 - Impact Barl!ainine
Nothing contained in this Article shall be interpreted as a waiver of the Union's right to
bargain over any impacts the exercise of these rights may have on wages, hours and/or terms and
conditions of employment.
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ARTICLE 4
STRIKE PROHIBITION AND WORK REQUIREMENTS
Section 4.1 - Strike Prohibition
The Union and bargaining unit members do not assert and will not assert or advocate any
right to engage in any work stoppage, slow down or strike, or to withhold services or otherwise
hinder the County's operations. Each employee who holds a position with the Union also
occupies a position of special trust and responsibility in maintaining and bringing about
compliance with this Article and the strike prohibition of Section 447.505, Florida Statutes and
the Constitution of the State of Florida, Article 1, Section 6.
Section 4.2 - Discipline Recol!nized
Any and all employees who violate any provision of the law prohibiting strikes or this
Article shall be disciplined, up to and including discharge, by the County.
Section 4.3 - Remedies
It is expressly agreed and understood that in the event of a strike, the County may,
in addition to other remedies available to it under law, petition a court of competent jurisdiction
for appropriate injunctive relief, and/or cancel this Agreement. If this Agreement is cancelled as
a result of a strike, the parties agree that the County has all the rights it had prior to the time the
Union was certified and that it may make unilateral changes in wages, hours or terms and
conditions of employment.
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ARTICLE 5
NON DISCRIMINATION
Section 5.1 - UnionINon-Union Activity
There shall be no discrimination, interference, restraint, or coercion by the COWlty
against any employee for activity on behalf of, or membership in, the Union. There shall be no
discrimination, interference, restraint or coercion by the Union or any Union member against any
employee because of that employee's refusal to join the Union or participate in Union activity.
Section 5.2 - Protected Class
Employee rights as provided by local, state and/or federal law are hereby recognized;
provided that allegations of discrimination based on race, sex, religion, national origin, disability,
age or color or any other current or future protected class will be resolved in the appropriate
court or administrative agency and not under Article 9. Grievance and Arbitration Procedure.
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ARTICLE 6
DUES DEDUCTION
Section 6.1 - Authorization
The County, through the Office of the Clerk of the Court of Collier County, shall deduct
from the pay of all Union members who authorize such deduction, the monthly dues payable to
the Union. The County reserves the right to bill the Union for the cost of dues deduction if the
Clerk of the Court charges the County for this service.
Section 6.2 - Deduction
Payroll deduction shall be accomplished in equal shares on the first and second pay
period of each month. The County will only be responsible for deducting dues associated with
the 26 paycheck schedule. There is no obligation for the County to deduct dues from specially
prepared checks, such as early vacation pay.
Section 6.3 - Form
Employees desiring the dues deduction shall authorize it by completing an appropriate
form prescribed by the County. The form is attached hereto as Exhibit I.
Section 6.4 - Indemnification
The Union agrees to indemnify the County and the Clerk of the Court, and hold them
harmless, from and against any liability, real or asserted, of any kind or nature whatsoever, to
any person or party, on account of the County or the Clerk's compliance or efforts to comply
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with this Article. Neither the County nor the Clerk of the Court has any obligation to inform
employees of the amount of Union dues or change of such dues.
Section 6.5 - Certification of Dues Amount
It shall be the Union's obligation to keep the County at all times informed, by
certification by the Secretary/Treasurer of the Union, of the amount of the uniform dues. Pay
will only be deducted for employees who comply with Section I of this Article and who
authorize deduction of dues by executing Exhibit I.
Section 6.6 - Transmission of Dues to Union
The monthly transmission of dues money to the Union will be accompanied by a list of
names of employees affected, and the amount transmitted with regard to each.
Section 6.7 - Limitation on Deductions
No deductions will be made at any time for any monies representing fines, fees, penalties,
or special assessments.
Section 6.8 - Effective Date of Deduction
The obligation to commence making deductions on account of any particular
authorization shall become effective ,vith respect to the calendar month following the month in
which the authorization is received, provided it is received on or before the 20th of the month by
the County.
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Section 6.9 Cancellation
Any employee may withdraw from membership in the Union at any time upon 30 days
written notice to the County and the Union. Upon receipt of such notification, the County shall
terminate dues as soon as practical.
Section 6.10 - Role of Collier County Clerk of Court
It is understood that the Clerk of the Court is a Constitutional Officer and is not subject to
control by the Collier County Board of County Commissioners. Preparation of the County's
payroll and Union dues deduction is a service provided by the Collier County Clerk of the Court.
Therefore, the County is neither responsible nor liable for failure to withhold Union dues or
mistakes made in dues deduction by the Clerk's Office. The County will work with the Union to
correct any mistakes made by the Clerk's Office.
Section 6.11- Good and Welfare Fund
A good and welfare fund will be established with a portion of Union dues collected for
Local I 826/I.A.F.F., Inc., District 14 members.
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ARTICLE 6 -. EXHIBIT 1
COLLIER COUNTY BOARD OF COUNTY COMMISSIONERS
AUTHORIZATION FOR PAYROLL DEDUCTION OF UNION DUES. .
------~----- --------- .- --------_._------~-
I hereby authorize the Collier County Board of County Commissioners, through the Clerk
of the Court of Collier County, to deduct from my earnings, the regular monthly dues (unifonn
in dollar amount) in the amow1t certified by the Treasurer of Local 1826/I.A.F.F., Inc., and
further authorize the remittance of such amounts to said local Union in accordance with the
currently effective Agreement between the County and the Union. This authorization is
revocable by a notice in "'Titing to the Collier County Board of County Commissioners.
I hereby waive all rights and claims for said monies so deducted and transmitted in acc. ordance I
with this authorization and, further and sepamtely, relieve the County and the Clerk, and the
respective agents and employees of each from any liability therefor.
NAME
DATE
SOCIAL SECCRITY NUMBER
SIGNATURE
DVP SIGNATURE
AUTHORIZATION TO STOP PAYROLL DEDUCTION OF UNION DUES
~______m.___ __ ____.___________ _.__
I hereby authorize the Collier County Board of County Commissioners, or its agent, to stop I'
deducting the sum which was designated and current by the Treasurer of Local 1826/I.AF.F.,
Inc. from my wages.
NAME
DATE
SOCIAL SECURITY NUMBER
SIGNATURE
DVP SIGNATURE
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ARTICLE 7
REGULAR PART-TIME EMPLOYEES
Section 7.1- Rel!Ular Part. Time Employees
The County reserves the right to hire regular part-time employees to perform EMT and
Paramedic duties bargaining unit work, provided that a regular part-time Paramedic will not be
in charge of a unit. The County will not use regular part-time employees while there are
qualified full-time employees on lay-off eligible for recall.
Section 7.2 - Pay
Regular part-time employees shall not be permitted to work more than one hundred sixty-
eight (168) hours in any pay period. The County agrees to maintain records of the number of
hours that regular part-time employees work; if a regular part-time employee has an excess of
one hundred sixty-eight (168) hours and knowingly accepts more hours they may be disciplined.
A Union representative will have access to payroll records to ensure compliance. The regular
part-time employee must notify the County if the offered hours will cause them to exceed the one
. hundred sixty-eight (168) hour maximum. Regular part time employees will be paid at the rate
set forth in Article 20. Benefits, except to the extent required by law, or as outlined by this
Agreement, will not be paid to part-time employees.
Section 7.3 - Not Covered by Contract
Regular part-time employees are covered by all Articles of this Agreement unless the
Article or Section specifically excludes regular part-time employees.
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ARTICLE 8
SENIORITY
Section 8.1 - Definition
Seniority is defined as continuous, regular service with Collier County EMS/Fire and is
that time actually spent on active payroll plus those periods specified in Section 2 of this Article.
The seniority date shall be an employee's last date of hire in Collier County EMSlFire. If two or
more employees have the same EMS/Fire date of hire, relative seniority will be determined by
the last fOUI digits of the employees' social security numbers, with the lowest number the most
senior. It is agreed that the seniority provisions of this Agreement shall not apply to employees
who have not completed their probationary period; however, upon the satisfactory completion of
his/her probationary period the employee will be entered on the seniority list as of the original
date of hire. For purposes of this Article, Article 10 and the Vacation Section under Section 14.3,
seniority for a part-time employee who becomes a regular full-time employee will begin on the
date of hire as a part-time employee, following completion of probation. Seniority does not
apply to benefit accruals or for any other purpose under this Agreement.
For bid purposes employees that work on a ground ambulance will base their seniority on
their original date of hire, as calculated by Section 8.2. For employees that participate in
specialty programs or within the firefighter classifications, their seniority will be based on the
first date that the employee started working in that program; in the event acceptable
documentation of the start date is unavailable, seniority will revert to the original date of hire.
Section 8.2 - Calculation of Seniority
In computing an employee's seniority, the following periods of lime shall be included:
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A. Approved leaves of absence.
B. Vacation periods.
C. Periods of temporary layoff for a regular employee up to six (6) months.
D. Periods of illness or accident up to one (I) year.
E. Qualifying periods of service in the Armed Forces of the United States.
F. Leave granted under the Family Medical Leave Act.
Section 8.3 - Loss of Seniority
Unless otherwise stated, an employee shall be terminated and shall lose all accumulated
seniority if:
A. He/She voluntarily quits.
B. He/She is discharged and not reinstated with full benefits.
C. He/She has been continuously laid off for a period of more than six (6) months.
D. He/She fails to return to work on the date designated in a notification to return to
work following layoff.
E. He/She fails to return to work at the end of any period specified in Section 8.2.
Section 8.4 - Probationarv Period
The first twelve (12) months of employment with Collier County EMSlFire shall be
considered probation. A full time employee will be off probation and considered a regular full-
time employee upon receipt of a "meets expectations or above" or other comparable evaluation,
which is performed during the 12th month of employment. This probationary period may be
extended up to three (3) months.
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L___.
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Section 8.5 - Annual Seniority List
The County shall provide by October I st of each year, a seniority list of regular full-time
employees in the bargaining unit. The seniority list shall be based as previously defined in this
Article, Section 8.2. The seniority list shall be used as required for the basis of action under
other articles of this Agreement. The seniority list shall be conclusively preswned accurate
unless challenged by the Union within fourteen (14) calendar days of its receipt by the Union.
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April 13, 2010
Page 24 of 120
ARTICLE 9
GRIEVANCE AND ARBITRATION PROCEDURE
Section 9.1 - Purpose
In a mutual effort to provide a harmonious working relationship, it is agreed to and
understood by both parties that there shall be a procedure for the resolution of grievances
between the parties arising from any alleged violation of a specific term of this.
Section 9.2 Grievance
A. For the purpose of this Agreement, a grievance is defmed as a dispute, claim or
complaint that any employee or group of employees may have as to the interpretation,
application, and/or alleged violation of some express provision of this Agreement which is
subject to the Grievance Procedure.
B. The Union or employee may abandon or settle a grievance. Grievances settled
under this Article shall be non-precedent setting and cannot be offered as evidence or as
precedent in any subsequent arbitration case unless the Union and the County mutually agree in
writing that the grievance is precedent setting.
C. No grievance can be amended or supplemented after the initial management
response at Step I without the written consent of the Emergency Medical Services/Fire Chief.
D, There is no duty to arbitrate any grievance where Ihe factual basis of the
grievance occurred prior to the execution of this Agreement or after the expiration of this
Agreement.
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April 13, 2010
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Section 9.3 - Rieht ofIndividuals to A Just Grievance
Nothing in this Agreement shall be construed to prevent any employee from presenting,
at any time, his/her own grievance in person and having such grievances adjusted; provided the
adjustment is not inconsistent with the terms of this Agreement If the grieved employee
requests Union representation, the grievant will notify the Emergency Medical Services/Fire
Chief or designee. It is the responsibility of the grievant to notify the Union of any meeting
called for the resolution of such grievances.
Section 9.4 - General
A. A reasonable effort will be made by the parties to settle all grievances as soon as
possible. The time limits set forth shall be strictly complied with, and can only be extended by
mutual agreement of the parties in writing. Any grievance shall be considered settled at the last
level considered if the grievant fails to timely process the grievance.
B. The Union will not be required to process grievances for employees who are not
members of the Union, but may be present at any meeting where the grievance may be settled.
The County shall notify the Union of any such meeting.
C. Except in exceptional circumstances (Le., when the employee's presence or
continued presence on County property may create a danger to County employees or the public),
an employee shall have the right to an informal meeting prior to the implementation of discipline
without pay, disciplinary demotion, or termination. At least forty-eight (48) hours prior to any
such meeting, the employee "ill receive written notice of the time and place of the meeting.
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Section 9.5 - Requirements DfWritten Grievance
All grievances, as outlined above, must be in writing and must contain the following
information:
(1) Article and Section of the Agreement alleged to have been violated;
(2) A full statement of the grievance, giving facts, dates and times of events,
and if possible, specific violations. The grievance shall also contain the
remedy or adjustment desired;
(3) Signature of aggrieved employee and date signed;
(4) Signature of the Union representative (must be a designated official or
hislher designee) if the grievant requests Union representation;
(5) A class grievance may be filed when a single issue applies to more than
one employee and in such cases the elected employee representative or
Principal Officer must sign the grievance form.
Any grievance not containing the above information set above may be processed through
the grievance procedure but shall not be subject to arbitration absent the mutual consent of the
parties.
Section 9.6 - Steps
Grievances shall be processed in accordance with the following procedures:
STEP 1:
The grievant shall present in writing hislher grievance to hislher
immediate supervisor within fourteen (14) calendar days of the occurrence of the action
giving rise to the grievance. Discussions will be informal for the purpose of settling
differences in the simplest and most effective manner. The supervisor shall reach a
decision and communicate in Wliting to the grievant within fourteen (14) calendar days
from the date the grievance was presented. Failure of the supervisor to timely respond
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Agend a Item No. 16F3
April 13. 2010
Page 27 of 120
shall be considered a denial of the grievance and shall entitle the grievant to appeal to
Step 2.
STEP 2:
If the grievance is not settled at Step 1, the grievant, within seven (7)
calendars days of the answer in Step I, may present it to the Chief of Emergency Medical
ServicesIFire. The Emergency Medical Services/Fire Chief shall investigate the alleged
grievance and may conduct a meeting with the grievant. The Emergency Medical
ServicesIFire Chief shall notify the aggrieved employee of the decision no later than
seven (7) calendar days following receipt of the grievance at Step 2. Failure of the
Emergency Medical Services/Fire Chief to timely respond shall be considered a denial of
the grievance and shall entitle the grievant to appeal to Step 3.
STEP 3:
If the grievance is not settled in Step 2, the grievant, within seven (7)
calendar days of the answer in Step 2, may present the written grievance to the Director
of the Bureau of Emergency Services (the "Director"). The Director shall investigate the
alleged grievance and may conduct a hearing or meeting with the grievant. The Director
shall notify the aggrieved employee in "'Titing of the decision not later than seven (7)
calendar days following the submission of the grievance at Step 3. Failure of the Director
to timely respond shall be considered a denial of the grievance and shall entitle the
grievant to appeal to Step 4.
STEP 4:
If a grievance, as defined in this Article, has not been satisfactorily
resolved within the grievance procedures, the grievant may request arbitration in writing
to the Human Resource Department no later than seven (7) calendar days after the
response is received.
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Agenda Item No. 16F3
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Section 9.7 - Arbitration
Whenever the aggrieved employee requests arbitration in accordance with the provisions
of Section 9.6, the grievant may request the Federal Mediation and Conciliation Service to
submit a panel of seven (7) arbitrators. The request must be made within fourteen (14) calendar
days of the denial of the grievance at Step 3. Arbitrators shall be selected from such panel by
alternately striking names from this list (the grievant shall strike first) until the last name is
reached. The Union reserves the sole authority over whether to proceed to arbitration on a
particular grievance.
Section 9.8 Rules Applicable to Grievance/Arbitration
The following general rules are applicable to this Article:
A. The arbitrator shall not have the power to add to, subtract from, modify, or alter
the terms of this Agreement.
B. The arbitrator shall have no power to establish wage scales, rates of pay for new
jobs, or to change any wage, except when the wage being paid is in violation of the Agreement,
or when he/she is otherwise specifically empowered to do so by both parties.
C. The arbitrator shall have only the power to rule on grievances arising under this
Agreement, as defined under Section 9.2 and which comply with the requirements of Section 9.4,
Section 9.5, and the time limits established by this Article.
D. The arbitrator shall detennine each dispute in accordance with Ihe terms of this
Agreement and in accord with a Submission Agreement, if one can be agreed to. If there is no
Submission Agreement, then the arbitrator will rely on the grievance under Step 1 of Section 9.6.
E. The arbitrator shall not receive into evidence nor rely upon any past practices thaI
occurred prior to the date of execution of this Agreement.
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Agenda Item No. 16F3
April 13, 2010
Page 29 of 120
F. The arbitrator's sole authority with regard to monetary awards is the award of
back pay and lost benefits of a monetary value, No interest, costs or other damages of any type
whatsoever may be awarded.
G. There is no duty to arbitrate any grievance where the factual basis of the
grievance occurred prior to the execution of this Agreement or after the expiration of this
Agreement.
Section 9.9 - Apneals
The ruling of the arbitrator shall be final and binding on the Union, on all bargaining unit
employees and on the County; provided, however, that the arbitrator's decision is not outside or
beyond the scope of the arbitrator's jurisdiction and authority as set forth in this Agreement.
Section 9.10 - Costs
The costs of the arbitration, including the costs of the arbitrator and all court reporter
fees, shall be borne by the losing party. Each side desiring a transcript will pay for it. Expenses,
including wages for witnesses, shall be borne by the party calling them.
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Agenda Item No. 16F3
April 13, 2010
Page 30 of 120
ARTICLE 10
PERSONNEL REDUCTION
Section 10.1- LavotTProcedure
In the event of a layoff, the County will declare a surplus by classification. The County
will consider a number of relevant factors in determining selection of individuals for layoff, with
the public interest to be of prime importance. Factors to be considered include, but are not
limited to:
A. Conduct/disciplinary record for the last thirty-six (36) months of current
employment term, with exclusion of Records of Conversations (ROC's);
B. Attendance record for the last thirty-six (36) months; and
C. Seniority.
As between two employees, if the County, in its sole discretion, determines factors A, B
and C are relatively equal at the time oflayoff, seniority shall prevail.
Section 10.2 - Recall
Recall will be in reverse order of layoffs. No new bargaining unit employees will be
hired by the County in a classification until all members of the bargaining unit who were laid off
in that classification within the prior six (6) months are offered recall. Within three (3) work
days of a certified receipt date, laid off employees must signify in writing, their intention of
returning to work, to the Emergency Medical Services/Fire Chief or designee. Failure to respond
to the notice within the prescribed time limits previously stated, or failure to report on the date
designated, shall constitute a resignation by the employee.
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Agenda Item No. 16F3
April 13, 2010
Page 31 of 120
Section 10.3 - Elil!ihilitv for Recall
To remain eligible for recall, the employee must possess all licenses and
certifications required for the job and be physically and mentally able to perform the essential
functions of the job, consistent with the Americans with Disabilities Act. Laid off employees
will be allowed to attend the Medical Directors in-services and all renewal certifications classes
required of CCEMS/FlRE employees if space is available. Said employees will not be
fmancially compensated for their attendance. The laid off employee will be responsible to pay
the fee of recertification (Le. ACLS and BLS), if any.
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Agenda Item No. 16F3
April 13, 2010
Page 32 of 120
ARTICLE 11
PROMOTIONSIREASSIGNMENT WITHIN UNIT
Section 11.1- Defmition
A promotion/reassignment is defined as either movement from a lower rank to a higher
rank within the bargaining unit (i.e. Paramedic to Lieutenant/Company Officer) or movement
into a specialty assignment (Le., FTO, Med Flight, SORT). Promotions/reassignment to a rank
or position outside the bargaining unit is not covered by this Agreement.
Section 11.2 - Selection
A. Promotions/reassignments are offered in an effort to recognize and reward an
employee for permanent acceptance of increased responsibilities.
1. The selection process shall at least consist of the following components:
a. Written Examination taken from materials published in a list to candidates 30
days prior to testing.
b. An oral interview.
B. Within five (5) days of the close of testing, a candidate list shall be posted listing
the employees ranked in order of final results. The Chief may suspend a person's position on the
list based on documented significant operational or training deficiencies.
C. Following the initial promotions from the promotional list, t!:le list shall remain active
for a period of twelve (12) months or until all names have been exhausted.
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Agenda Item No. 16F3
April 13, 2010
Page 33 of 120
Section 11.3 - Pay Upon Promotion/Reassienment
Upon promotion/reassignment to a classification with a higher pay grade, the employee
shall receive at the County's discretion, a pay increase between one percent (1 %) and no greater
than ten percent (10%), which amount, shall not be less than the base salary of the new position,
and shall not exceed the maximum pay of the new classification.
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Agenda Item No. 16F3
April 13, 2010
Page 34 of 120
ARTICLE 12
HOURS OF WORK AND OVERTIME
Section 12.1 Work Schedule
Regular full-time employees in the bargaining unit will work one of the following
schedules:
A. Twenty-four (24) hours on duty followed by forty-eight (48) hours off duty in a
repeating rotating schedule. Non-seasonal units established after the date of this Agreement wi1l
be assigned to twenty-four (24) hour shift, within the limits of available staffing.
B. Twelve (12) hours on duty followed by twelve (12) hours off duty with the
number of days as scheduled by the County; provided that the current twenty-four (24) hour
units will not be pennanently converted to twelve (12) hour units during the tenn of this
Agreement. Helicopter Pilots, employees assigned to seasonal, out-of-county transfer, special
events, and inter-facility transport units may be assigned to shifts of less than twenty-four (24)
hours.
C. Eight (8) hours on duty for five (5) consecutive days.
Section 12.2 - Overtime Pay
Regardless of shift assignment, employees will be paid overtime as required by the Fair
Labor Standards Act. Except as otherwise provided herein, leave time, whether paid or unpaid,
wi1l not be counted as time worked for overtime purposes.
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Agenda Item No. 16F3
April 13, 2010
Page 35 of 120
Section 12.3 Overtime Assiltnmeot
Overtime shall be awarded according to a Mandatory Overtime and Scheduled Overtime
Distribution General Order. Employees shall have the ability on the EMS/FIRE scheduling
program to elect the hours and/or specific portions of a twenty-four (24) hour shift or for a
dedicated qualifying event they are available to work voluntary overtime. Employees may be
mandated outside of those hours selected if management is unable to secure someone off the
voluntary list, or the employee finds their own coverage.
Section 12.4 Maximum Continuous Hours
At no time shall an employee be permitted to work more than fifty (50) hours in any
rolling ("continuous") seventy-two (72) hour period, unless being held past the fifty (50) hour
mark is due to a late call, or is the result of an emergency. The employee will be given a
minimum of twelve (12) hours off following working 48 hours or 50 continuous hours. Should
the employee choose to work a previously scheduled detail it will be permitted.
Section 12.5 Workweek
The workweek will begin on Saturday and end on a Saturday 168 hours later.
Section 12.6 - EarlvfLate Report
Employees who are held over beyond their normal work shift shall accumulate hours
worked in one-quarter hour increments rounded to the next nearest quarter hour. Employees
called in to work earlier than normally scheduled in conjunction with a scheduled work day, shall
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Agenda Item No. 16F3
April 13, 2010
Page 36 of 120
be paid in increments of one-quarter (1/4) hour. Employees who report to work late will receive
no pay for the time missed, rounded to the nearest one-quarter (1/4) hour increment.
Section 12.7 - Barl!aininl! Unit Work
Nothing in this Article or in this Agreement shall be interpreted as prohibiting or in any
way restricting Collier County EMS/Fire non-bargaining unit members from performing
bargaining unit work on a temporary basis. This Section will not be utilized to allow the County
to subcontract out Units nor to permit replacement of bargaining unit personnel with employees
of a partnership agency, except when the non-Collier personnel are working on County vehicles
as part of the ALS Engine Program, Single Vehicle Response Program, SORT team, Interlocal
Agreements, or other similar program.
Section 12.8 - Pilot Assie:nment
Helicopter Pilots who are unable to fly due to helicopter maintenance will report to work
for their normal shift and be assigned other duties or flight work as assigned by the Chief for the
duration of their shift, and therefore not suffer any loss of pay as the result of those conditions
outside their control. Pilots may be utilized to assist the mechanic with the starts required for
helicopter repair or perform other aviation-related duties. In the event the helicopter is out of
service due to maintenance for periods longer than forty-eight (48) consecutive hours, Pilots may
be provided alternative assignments as determined by' the Chief, provided there is no training
scheduled for Med Flight personnel during these extended periods when the helicopter is down
due to maintenance. When Med Flight is unable to fly due to changes in the weather conditions,
Pilots will remain assigned to their normal work hours and shall continue to report to H.O.C. to
be available to run calls when the weather changes.
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ARTICLE 13 - A
SICK LEAVE
Section 13.1 - Elie:ibilitv
All regular and probationary employees shall be entitled to accrue and use accumulated
sick leave with pay from the date of hire. Regular part-time employees do not accrue sick leave
benefits.
Section 13.2 - Accrual of Sick Leave
A, Regular employees hired after September 30, 1993 shall accrue hours of sick
leave on the following schedule:
. 40/42-hour
56-hour
B. Regular employees hired on or before September 30, 1993, shall accrue hours of
sick leave on the following schedule:
40/42-hour
56-hour
C. Regular employees may accrue an unlimited number of sick leave hours
throughout their County career.
D. Employees hired from Constitutional Officer agencies without a break in
continuous service or with a break in service of less than 30 days may transfer their accumulated
sick time. The date of hire with the Constitutional Officer agency shall determine the sick leave
accrual rate with the County.
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Agenda Item No. 16F3
April 13. 2010
Page 38 of 120
E. Sick leave shall be accrued on the basis of regular hours worked, earned vacation
leave taken, earned sick hours taken, holiday hours, and military leave.
F, Leave without pay and hours in excess of forty (40) hours, forty-two (42) hours,
or fifty-six (56) hours average per week, as applicable, are excluded from sick leave accrual.
Section 13.3 - Use of Sick Leave
A. The minimum charge for sick leave shall be one half (1/2) hour units.
B, Sick leave may be granted for the following purposes:
I. Personal illness or injury.
2, Employees assigned to eight (8) hour shifts may use sick time for
appointments with medical, dental or other recognized practitioners for
consultation or treatment when such appointments cannot be scheduled during
non-work hours. Employees assigned to a twenty-four (24) hour shift may use
sick leave for such appointments when a medical emergency exists.
3. Serious illness and/or disability in the employee's immediate family where
the employee's presence is necessary to provide care, for up to two (2) 24-hour
shifts, or two (2) 12-hour shifts, or three (3) 8-hour shifts for anyone incident.
For purposes of this Section, immediate family is defined as spouse, children,
brother, sister, parents, or loco parentis.
4. Disabilities arising out of pregnancy, childbirth, and recovery shall be
treated as other temporary, non-job connected disabilities in terms of eligibility
for sick leave, vacation, or leave of absence.
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Agenda Item No. 16F3
April 13, 2010
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5. Employees must use all of their sick time prior to using short term or long
term disability,
C. Notification and Proof of Illness.
I. The employee shall be responsible for notifying the EMS Battalion Chief
on duty or Chief Pilot two (2) hours or more before the start of the shift on each
day of absence. Failure to provide timely notice will be cause for denial of sick
leave pay for the period of time.
2. Upon management's request, employees may be required to supply proof
of sickness, injury or disability, including that of the employees' spouse, loco
parentis, child or parent and the appropriate proof that the employees' presence is
required, by submitting, at their own expense, a prescription or receipt showing
payment that medical services were rendered:
(a) After five (5) non-consecutive sick leaves during any rolling l2-
month period; or
(b) When there is a pattern or practice of sick leave usage; or
(c) When there is a basis to form a reasonable suspicion that
the sick leave is being abused.
The employee has the right to blackout personal infonnation on the
receipt, including the name of the medication.
3. When an employee has had an illness which requires hospitalization or
results in absence from work for more than two (2) consecutive shifts or more
than five (5) consecutive days, whichever is greater, the employee shall provide a
doctor's note stating that the employee may return to work to be eligible for sick
leave pay.
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Agenda Item No. 16F3
April 13, 2010
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4. When out on leave for medical reasons, an employee is required to first
use all accrued sick leave prior to using leave without pay. With management's
approval, the employee may use vacation leave or compensatory time (pilots), if
sick leave is exhausted prior to being placed on leave without pay.
5. In cases of accident or injury, a medical leave may be granted without
prior notice,
Section 13.4 - Sick Leave Pav Upon Seoaration
A. Active employees of record who had a minimum of two (2) years of service as of
August 2, 1996, had the balance of their sick leave calculated and given a dollar value as of the
end of the workday of August 2, 1996, as follows:
. Total hours sick leave accrued X percent allowed upon separation (see chart
below) = hours to be paid.
YEARS OF SERVICE
At least 2 ears but less than 5 ears
At least 5 ears but less than 10 ears
At least ] 0 ears but less than 15
At least 15 ears but less than 20
After 20 years
% PAIDAT
SEPARATION
20%
25%
35%
40%
50%
B. Upon separation, each employee's total accrued sick leave will be calculated and
valued in the same manner again. Employees who are separated from County employment due to
misconduct, job abandonment or violations of the Code of Ethics shall not be entitled sick leave
pay upon separation.
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Agenda Item No. 16F3
April 13, 2010
Page 41 of 120
C. No employee hired after August 2, 1994, shall receive payment for accrued sick
leave upon separation.
D. The maximum amount of sick leave hours that may be paid to an employee at
termination is 1040 hours.
E. Regular full-time employees who are laid off from County service shall have the
option of receiving paymcnt for sick leave at thc time of layoff as provided in this Section or
retaining eligible accrued sick leave hours for a pcriod of six (6) months.
F. In the event an employee is separated because of death, sick leave shall be paid in
the tinal paycheck as calculated above.
Section 13.5 - Attendance Incentive Plan
The County's Attendance Incentive Plan in effect for all other County employees will
continue to be available to bargaining unit employees. Any change in the Plan will bc applicable
to bargaining unit employees and is not subject to the grievance procedure.
Section 13.6 - Sick Leave Bank
The County shall establish an EMS/Fire Employee Sick Leave Bank separate from the
County Sick Leave Bank for use by all Collier County Emergency Medical Services bargaining
unit employees as outlined in this Section.
A. An employee having used all of hislher vacation and sick hours due to absence
resulting from a serious illness, accident or disability may receive a donation from the Sick
Leave Bank as hereinafter provided. Employees out as the result of a worker's compensation
injury may not be considered for Sick Leave Bank usage. To be eligible to participate, the
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Agenda Item No. 16F3
April 13, 2010
Page 42 of 120
employee must be a regular full-time employee and have completed the initial probationary
period.
B. An employee must contribute initially at least eight (8) hours of accrued sick
leave or vacation to participate in the Sick Leave Bank program. Donations to the Sick Leave
Bank must be authorized by the employee by completing and signing the Sick Leave Bank
Donation Form. The EMS/Fire Chief and the District 14 DVP will review the Sick Leave Bank
balance and determine if sufficient time is available. Every year on October I st, a notice will be
sent to all employees requesting donations be made to the Sick Leave Bank. If donations are
needed, employees who wish to continue their participation in the program will donate the
requested time. The donated time will only be in eight (8) hour blocks. All participating
employees will contribute the same nwnber of hours.
C. The EMS/Fire Chief or the District l4 DVP may request the establishment of a
leave bank account for an employee. The request shall be submitted in writing to the Sick Leave
Bank Committee, which shall consist of three (3) members: one bargaining unit member chosen
by the District 14 DVP, one bargaining member selected by the EMS/Fire Chief; and the
EMS/Fire Chief serving as the third Committee member. The written request shall be submitted
to the Sick Leave Bank Committee, who shall then meet or communicate as soon as possible to
review the request. The decision of the Committee will be final and not subject to the Grievance
and Arbitration Procedure.
D. Use of leave from the Sick Leave Bank shall not exceed three (3) calendar
months. Exceptions to this rule, which would permit the approval of up to another three (3)
months of Sick Leave Bank usage, can be approved by the Sick Lcave Bank Committee.
E. As long as the employee is in a pay status, the County will maintain its
contributions to the health insurance program for that employee.
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Agenda Item No. 16F3
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F. Employee donations to the Sick Leave Bank will not impact their eligibility for
the Attendance Incentive Program.
G. An employee receiving paid leave from the leave bank as a result of the
employee's own serious health condition, defined as an illness, injury, or impairment, physical or
mental condition, that involves inpatient care in a hospital, hospice, or residential medical care
facility or requires continuing medical treatment by a health care provider shall be considered to
be on medical leave. Such leave shall be counted against the employee's leave entitled in
accordance with the Family and Medical Leave Act of 1993 (FMLA).
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ARTICLE 13 - B
PERSONAL LEAVE
Section 13.1-8 Personal Leave
All full-time County employees will be eligible for sixteen (16) personal leave hours with
pay per calendar year.
A. The personal leave hours will be credited at the employee's time of hire.
B. Personal leave hours shall not be accrued or be transferred to any other leave account
and shall be forfeited by the employee if not used during the calendar year.
C. Employees who resign, are laid off, or are otherwise separated or discharged from
County Service shall not be entitled to be paid for any unused personal leave balance.
D. The minimum charge for personal leave shall be in one half (l 12) hour units.
E. Personal leave may be used by the employee to conduct personal business. Personal
leave may be used to observe the Good Friday holiday, subject to attaining approval from the
employee's supervisor at least two (2) weeks in advance from the day of the holiday. Staffing
requirements and the ability to serve the public shall be considered in approving the leave
request.
F. Supervisors may require at least five (5) days advance notice if an employee wishes to
use personal leave.
38
ARTICLE 14
V ACA TION LEAVE
Section 14.1 - Accrual
Agenda Item No. 16F3
April 13, 2010
Page 45 of 120
Employees shall accrue vacation hours according to the following schedule:
!
I
LENGTH OF SER VICE
YEARLY
V ACATION HOURS
WORK WEEK
40 56
80 120
120 168
160 240
200 288
0- end of2 Years
3 -end of6 Years
7 - end of20 Years
21+ Years
ACCRUAL PER
PAY PERIOD
WORK WEEK
40 56
3.08 4.615
4.616 6.464
6.152 9.23
7.616 11.08
Employees accrue vacation hours from their first day of full-time employment but are not
eligible to use vacation time for the first six (6) months of their employment. The maximum
number of vacation hours an employee is permitted to accrue is 480. Vacation leave in excess of
480 hours will be automatically converted to sick leave. If at the time of separation the
employee has more than 320 hours of vacation only 320 hours will be reimbursed by the County.
Section 14.2 - Selection
Employees may select vacation dates for one or more shifts before December I SI for the
time frame shall be granted to employees based on seniority.
period February 1 through January 31 of the next year. Vacation dates shall be selected in this
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Agenda Item No. 16F3
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Section 14.3 - Maximum
A. Except as hereinafter provided, the County shall allow up to six (6) 12/24-hour
bargaining unit employees off duty on vacation leave per shift; additional leave may be granted
at the Chiefs discretion,
B. During the Holiday periods set forth in Section 14.6, only four (4) bargaining unit
employees may be off duty on vacation leave per shift. Two additional bargaining unit
employees may be allowed off-duty on vacation, provided they find their own coverage, with the
Chiefs approval.
C. Pilots shall schedule vacation, with the approval of the Chief Pilot, provided that
no more than one pilot, including the Chief Pilot, can be on vacation at any time. The Chief Pilot
will select vacation first.
D. Employees scheduling vacation time under this Section during the November to
January period will be locked in for the dates granted as of February 1st.
Section 14.4 - Increments
Vacation leave for 24-hour shift employees must be taken in minimum of twelve (12)
hours at any time if the County is to be responsible to locate and secure coverage for the
employee. Employees on twelve (12) and eight (8) hour shifts can take vacation in six (6) or
four (4) hour increments, respectively. Employees may use vacation in one (I) hour increments
provided the employee finds their own overtime coverage. The employee working the overtime
must agree to do so in writing. If the employee who agreed to work the overtime fails to work it
for any reason, he will be charged one and one-half (I 1/2) vacation hours for each hour the
employee failed to work, unless they find an acceptable replacement. In the event the employee
scheduled to work the overtime fails to do so and provides a prescription or a doctor's receipt as
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Agenda Item No. 16F3
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proof of illness, the employee ",-ill not be charged for the hours not worked. The Rules
Governing Shift Exchanges and Procedures under Sections 18,8 and 18.3 respectively will apply
to this Section.
Section 14.5 - Vacation Pav Uoon Seoaration
Employees who are separated for any reason will be paid for accrued but unused hours,
not to exceed 320 hours, at the employee's rate of pay at the time of separation.
Section 14.6 - Vacation Leave Durine: Holidav Periods
No employee shall be granted vacation leave during the same holiday period in two
consecutive years; unless no other employee requests vacation for the same period the second
year. For the purposes of this Section, holiday periods shall be defined as follows:
HOLIDAY
Fourth of Jul '
Thanksgiving
V ACA T10N PERIOD INCLI:DED IN THIS SECTION
prior to Thanksgiving
in November after
Christmas
New Year's
Employees who are granted vacation leave during one of the periods listed above will not
be granted vacation leave in the same period in the following year, unless no one requests the
shift during the annual vacation request period, then the process becomes first come first served.
Section 14.7 Shift Chane:es
Employees who are required to change shifts by the County and who have been approved
for vacation leave prior to the change of shift, will be granted the samc time frame for vacation
leave on their new shift, Vacation leave ",-ill be honored even if granting the leave causes more
employees to be ofT for that period than is allowed in Section 14.3. Employees who are granted
a shift exchange at the employee's request that had been approved for vacation leave prior to the
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Agenda Item No. 16F3
April 13, 2010
Page 48 of 120
change in shift will be granted the same time frame on their new shift, provided there is a
vacation slot(s) available.
SectiuD 14.8 - Use of Vacation for Sick Leave
In addition to scheduled use under Section 14.3, with the prior approval of the
Emergency Medical ServiceslFire Chief or designee, accrued vacation leave may be used for
uncovered portions of sick leave if all sick leave has been exhausted.
Section 14.9 - Non-Scheduled Vacation ReQuest
A, Employees who submit requests for vacation outside the provisions of Article
14.2 shall be granted vacation on a first-come, first-served basis, subject to the limitations of
Section 14.3. Requests under tins Section must be received sevcn (7) days prior to the beginning
of the shift for which the employee is requesting vacation. Any requests less than seven (7) days
may be approved by the employee's Deputy Chief or designees.
B. Employees experiencing last minute personal situations requiring immediate
attention, may, with the approval of their Deputy Chief, utilize vacation time to handle the
situation, Such approval may not exceed twenty-four (24) hours in length and must be taken in
minimum one-hour increments. Deputy Chiefs may, at their discretion, require proof from the
employee of the need for the last-minute vacation leave upon the employee returning to work.
Section 14.10 Chane:e in Schedule
Employees who are moved from a forty (40) hour per week schedule to a fifty-six (56)
hour per week schedule, and vice versa, shall have their accrual rate for vacation leave hours
adjusted either up or down as listed above, beginning with the first work day on the new
42
Agenda Item No, 16F3
April 13, 2010
Page 49 of 120
schedule. All accrued vacation hours earned and not yet used prior to the date of the shift change
shall remain intact, unadjusted and available for the employee to use on an hour-for-hour basis
per the guidelines of this Article.
Section 14.11- Vacation as Time Worked
Time off on vacation leave will count as time worked for overtime purposes.
Section 14.12 - Vacation Sell-Back
Members of the bargaining unit are eligible to participate in the County's Vacation Sell-
Back program.
Section 14.13 - County Policv
The County Administrative Procedure regarding vacation leave, holidays and all other
leave, whether paid or unpaid, is not applicable to employees covered by this Agreement.
Section 14.14 - Approved Leave Start Time
An employee's approved leave, to include shift exchange begins at the end of the shift
prior to an approved leave or shift swap, The leave or shift exchange must be in excess of 12
hours.
43
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Agenda Item No. 16F3
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ARTICLE 15
LEAVES OF ABSENCE
Section 15.1 - Leave of Absence
Upon written request from a regular full-time non-probationary employee and
recommendation from the Emergency Medical Services/Fire Chief, the County, in its sole
discretion, may grant a leave of absence, without pay, to regular, full-time employees for a
maximum of three (3) months. Leave without pay will not be granted unless the employee has
exhausted hislher vacation leave and compensatory time and, where appropriate, sick leave. No
employee can work for another employer while on leave of absence from the County.
Temporary and part-time employees are not eligible for leaves of absence under this Article.
Section 15.2 - Purnose
Such leaves are intended to be granted only for temporary disability, health, parental,
education, military service or extenuating and extraordinary personal reasons.
Section 15.3 - No Benefit Accruals
Other than retaining the original date of hire, and except as otherwise provided by law, no
benefits, including sick and vacation leave accrual, will accumulate during unpaid leaves of
absence.
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Section 15.4 - Insurance Benefits
Other than leave under the Family Medical Leave Act ("FMLA") or as otherwise
provided by law, if a leave of absence is granted, an employee's insurance benefits will be
continued only if the employee remits to the County the total premium amount monthly that
represents both the employee's and the County's share for insurance. The employee will be
advised of the amount and date premiums are due. Insurance premiums for continuation of
employee and dependent coverage for employees on leave will be paid by the employee and
County consistent with County Policy.
Section 15.5 - Return from Leave
When the term of the leave of absence expires, the employee shall be reinstated to hislher
original position when the vacancy for that position becomes available, if the employee complies
with and meets all current requirements for the position. This may include practical and written
testing as required by the County at its discretion and any other credentials or licenses, which
may be required. Reinstatement following leave under the FMLA will be in accordance with the
law, and the County retains the right to require returning employees to take any medical or other
tests permitted by the FMLA. Employees returning from FMLA leave must meet the
certification and license requirements and the testing required by the Emergency Medical
Service/Fire Medical Director.
Section 15.6 - Familv Medical Leave Act ("FMLA") Leave
Employees will be eligible for leave without pay under the FMLA as provided in that Act
and regulations adopted there under. A notice advising employees of leave availability under the
FMLA will be posted with other official County postings. Employees using leave under the
45
Agenda Item No. 16F3
April 13, 2010
Page 52 of 120
FMLA for hislher own serious health condition must first exhaust available sick leave prior to
going on leave without pay, unless the absence is covered by the County's disability or worker's
compensation insurance. Employees taking leave following the birth or adoption of a child
beyond that which the employee's doctor considers medically necessary must use accrued
vacation leave prior to going on leave without pay, Employees using leave under the FMLA to
care for a child, spouse, loco parentis, or parent as required by the Act must use all accrued
vacation leave prior to taking leave without pay.
Section 15.7 Compensation Durine: Job-Related Iniurv
Any employee with a job-related injury or illness will be eligible for workers'
compensation based on applicable state law. The employee's workers compensation payments
may be supplemented as provided by County policy.
Section 15.8 - Temporary Assie:nment/OffDutv Iniurv or Illness
An employee temporarily disabled as a result of any injury or illness that is released by
the treating physician for restricted duty may be offered restricted duty by the County consistent
with the physician's limitations. If offered, the employee must accept the restricted duty as a
condition of continued employment. The County will determine the restricted duty to be offered
and the length of the restricted duty assignment, which will not exceed the time when the
employee reaches maximum medical improvement. Employees on temporary assignment will be
paid their regular pre-injury straight time hourly rate for all hours worked, and may use sick
leave and then vacation leave to supplement so that the employee receives their regular, pre-
injury/illness pay.
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Agenda Item No. 16F3
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Section 15.9 Referral To Countv Phvsiciao
The County reserves the right to seek, at the County's expense, an independent medical
opinion to the maximum extent permitted by the workers' compensation law, Family Medical
Leave Act or Americans with Disabilities Act, as applicable.
Section 15.10 - Administrative Leave
The County reserves the right, at its sole discretion, to grant Administrative Leave with
pay to allow employees to serve and train for such things as job-related Search and Rescue
Teams, Disaster Response Teams; or in other situations as the County deems appropriate. If
paid, the leave will be counted as time worked for overtime purposes.
Section 15.11 Countv Policv
The County Administrative Procedures regarding leaves of absence will not apply to
employees covered by this Agreement, except as specifically provided in this Article.
Section 15.12 - Reauest for Personal Leave of Absence
If an employee is unable to return to work after the 12 workweeks of FMLA leave, a 30-
day personal leave of absence request form may be completed. A leave of absence request for a
period of 30 days or less shall require prior approval from the Department Director and
CCEMS/Fire Chief, and review by the Human Resources Director. This lcave is not an
extension of FMLA, does not offer job protection, and if granted, may be paid or unpaid, If time
is available under an employee's accrued leave balances, employees may use this time to remain
in paid status during this absence.
47
Agenda Item No. 16F3
April 13, 2010
Page 54 of 120
ARTICLE 16
BEREA VEMENT/JURY DUTYIWITNESS DUTY
Section 16.1- Bereavement
A regular full-time employee may be granted, upon request, up to twenty-four (24) hours
of bereavement leave with pay, due to the death in hislher immediate family and up to forty-eight
(48) hours (two shifts) in the event the service is outside Florida. "Immediate family" shall mean
father, mother, brother, sister, wife, husband, son, daughter, father-in-law, mother-in-law,
stepfather, stepmother, stepson, loco parentis, stepdaughter, grandfather, grandmother,
grandchildren, foster child, brother-in-law, sister-in-law, aunt, uncle, niece or nephew or other
close relatives living with the employee. Leave in excess of the leave under this Section may be
granted and, if granted, will be charged to the employee's accrued vacation leave or
compensatory leave. If accrued vacation leave, or compensatory leave is not available,
additional leave granted will be without pay. Employees v\'ith no available vacation or
compensatory leave may also request leave through the sick leave bank process, In the event of
an emergency illness of any of the above family members, the employee may take seventy-two
(72) hours of emergency leave for serious illness or injury from their vacation leave with the
approval of the Director or designee. The County reserves the right to require proof of
relationship for use of bereavement leave.
Section 16.2 - Jurv Dutv
When a regular employee is required to serve onjury duty, the employee shall be relieved
of responsibility for his or her regular work shift and the County shall pay the employee the
48
Agenda Item No. 16F3
April 13, 2010
Page 55 of 120
amount that would have been received at the employee's regular straight-time rate of pay had the
employee worked the employee's regular work shift. All employees who are required to serve
on jury duty shall report to their supervisor that they have been subpoenaed for jury duty within
twenty-four (24) hours of receiving notice, when possible, but in no event later than the
beginning of the next work shift. When an employee is released or is excused from jury duty for
the remainder of a workday or permanently, the employee shall, as soon as possible, notify his or
her supervisor of availability for work. Payments received by the employee for jury duty, except
for meals, travel and lodging expenses, shall be endorsed to the County.
Section 16.3 - Witness Dutv
Any employee who, upon the request by and for the benefit of the County, is subpoenaed
to any court proceeding involving the County, or is subpoenaed to appear in court in a civil or
criminal matter in which the employee is not personally or monetarily interested, or is
subpoenaed to appear for deposition in any matter related to their job duties with the County,
shall be paid one and one-half (I 1/2) times his or her rate of pay for each hour spent off-duty in
serving as a witness in trial or deposition. Payments received by the employee for witness duty,
except for meals, travel and lodging expenses, shall be endorsed to the County. Court
proceedings mean an appearance in court; it does not include any other appearance before any
other tribunal, except for appearances on behalf of the County which arise out of the
performance of duties as a Collier County EMS/Fire employee,
An employee who appears in Court as a plaintiff, defendant or witness due to personal
litigation will use accrued vacation leave or, if not available, will be on leave without pay.
49
Agenda Item No. 16F3
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Section 16.4 - Time Worked
Paid court appearance leaves and depositions under this Article will be considered time
worked for overtime purposes.
Section 16.5 - County Policv
The County Administrative Procedures regarding Bereavement, Jury Duty, Witness Duty
and Court Leave will not apply to employees covered by this Agreement.
50
Agenda Item No. 16F3
April 13, 2010
Page 57 of 120
ARTICLE 17
MILIT ARY LEAVE
Section 17.1- Reserve and National Guard Trainine:
A regular full-time employee who is a member of the United States Armed Forces,
Reserves or the National Guard, and who is ordered to engage in annual field training shall, upon
presentation of a copy of the official orders, be granted leave with pay to the extent required by
law. Such leave with pay shall not exceed seventccn (17) working days in any calendar year.
An employee may not use any accrued vacation or personal leave while receiving paid military
leave. Exceptions to the above may be approved by the County Manager.
Section 17.2 - Recall to Active Militarv Dutv
Any regular full-time employee, who is a member of an Armed Forces Reserve Unit or
the National Guard, who is ordered to active duty, will be granted a military leave of absence
with pay for the first thirty (30) working days. Beyond the thirty (30) day period, the County
will supplement the military pay in an amount necessary to bring the total salary, inclusive of the
base military pay, to the level earned at the time the employee was called to active duty, for the
period provided by County Policy. The County will continue to maintain the employee in full
benefits status for the time frame specified above.
Section 17.3 -Induction or Enlistment into Militarv Service
Any regular full-time employee, who enlists or is inducted into the armed services for
active duty, shall be granted a military leave of absence without pay for the initial period of
5t
Agenda Item No. 16F3
April 13, 2010
Page 58 of 120
enlistment. All pay due the employee shall be paid at the time of the employee's separation from
the County in accordance with applicable County policies.
Section 17.4 - Reinstatement
Upon discharge from active military service, an employee who wishes to return to
County employment shall be reinstated in accordance with applicable law.
52
Agenda Item No. 16F3
April 13, 2010
Page 59 of 120
ARTICLE 18
SHIFT EXCHANGE
Section 18.1 - Rules Govemine: Shift Exchane:es
The trading of time between regular full-time employees will be permitted in accordance
with the following provisions:
A. All exchanges will be as follows:
EMT or Non-Credentialed Paramedic for EMT or Non-Credentialed
Paramedic
Credentialed Paramedic for Credentialed Paramedic
Pilot for Pilot
Employees assigned to a specialized position must exchange with an employee
with the corresponding specialty. Exccptions may be allowed if the employee is not
scheduled to be serving in the specialized role.
· Employees who are promoted/demoted/reassigned outside of the above
classifications, must complete scheduled shift exchanges within 60 days with any
employee who is not within their new classification.
B. Shift exchanges vvill be repaid within one (I) year ofthe original exchange.
C. Employees will be responsible for all record keeping of exchanges as permitted
by the Fair Labor Standards Act.
D. Shift exchanges for employees reporting late for work will not be permitted.
E. No overtime will be paid to cover station transfers involved with shift exchanges.
F. Shift exchanges will be submitted 72 hours in advance utilizing the County's
submittal process. Shift exchanges with less notice may be granted with prior approval.
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Agenda Item No. 16F3
April 13, 2010
Page 60 of 120
Section 18.2 Allowances
A. Employees in all these classifications may exchange up to five (5) times per
month.
B. Only up to seven (7) employees may be off on shift exchange per shift.
C. The County may reduce, adjust or remove shift exchange privileges for
employees who are training, on probation or as a method of discipline, for just
cause.
D. At the EMS/Fire Chiefs discretion, the number of shift swaps permitted in
sections A and B, may be increased,
Section 18.3 - No Substitution
Absent a personal illness, which requires the employee to be absent, an employee
scheduled to work an exchange is not eligible for any type of leave in lieu of the exchange.
Employees failing to work an approved shift excbange due to an illness (Per Article 13), or any
other situation, excluding bereavement (Per Article 16.1), will be charged one and a half (1.5)
hours of vacation leave for each hour the employee failed to work and may be subject to
additional discipline.
Section 18.4 Monetarv Loss
The County will not be responsible for any monetary loss incurred by any employee due
to the failure of an employee to pay back shift exchange time for any reason. If an employee
quits or is terminated and owes a shift exchange(s), the employee regularly scheduled to work
will work, or arrange for another shift exchange.
54
Agenda Item No. 16F3
April 13, 2010
Page 61 of 120
ARTICLE 19
HOLIDAYS
Section 19.1- Holidav Pav
Regular full-time employees assigned to a ] 2-hour or 24-hour schedule will receive 12 hours
of straight time pay for each of the following holidays:
New Years Day
Dr. Martin Luther King's Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
In addition to the days listed above, bargaining unit employees shall also be granted appropriate
pay for any other day declared a holiday by the County Commission. If less than a full day is
granted as a holiday, the bargaining unit shall receive a pro-rata amount as holiday pay.
Section 19.2 - Receiot of Pay
The holiday pay will be included with the normal paycheck for the period which included
the holiday.
Section 19.3 - Holidavs/40 Hour Week
Employees working a 40-hour work week who are scheduled to work one of the
designated holidays above shall be granted the day off with pay, The County reserves the right
to schedule employees working 40-hour work weeks to work on a designated holiday. Forty
hour employees who are required to work on a designated holiday shall be paid eight hours
55
Agenda Item No. 16F3
April 13, 2010
Page 62 of 120
holiday pay, plus time and one-half (1 y,) their current hourly rate for all hours worked.
Holidays will be celebrated on the date designated as the holiday by the County Commission.
56
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Agenda Item No. 16F3
April 13, 2010
Page 63 of 120
..
.,.,
Agenda Item No. 16F3
April 13, 2010
Page 64 of 120
ARTICLE 21
BENEFIT OPTION PLAN
Section 21.1- Coverae:e
All bargaining unit employees shall be eligible to participate in the Collier County Group
Benefit Option Plan subject to the terms and conditions of the Plan as adopted by the Board of
County Commissioners and as may be amended by the Board of County Commissioners from
time to time, Employees shall also be subject to the same premium levels and payroll
contribution requirements as may be adopted by the Board of County Commissioners for non-
represented, non-exempt employees.
The parties agree that, if there is any change in benefits, premium levels, or payroll
contribution requirements, those changes will be applicable to bargaining unit employees to the
extent they are applicable to other non-exempt employees of the County. The County agrees to
bargain over the impact of any changes prior to implementation.
Section 21.2 - Summary Attached
A summary of the Benefits Option Plan will be given to each employee when hired;
when the plan changes; and upon request.
Section 21.3 - Formula for Benefits
Employees' benefits for health insurance, short and long term disability, and life
insurance will be based upon the formula of hourly rate X 3328 hours for bargaining unit
members; with the exception of the helicopter pilots which is based upon 2288 hours.
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Agenda Item No. 16F3
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Section 21.4 - Pre-Tax Deduction
Employees shall continue to be permitted to participate in the current County IRS 125
plan that allows certain insurance and benefit costs paid by the employee to be taken out and
paid "pre-tax."
Section 21.5 - Federal Disabilitv Benefit
In the event an employee should receive an on-duty injury/illness which qualifies them
for Federal disability benefits, or die in the line of duty, the County agrees to work closely with
the employee's family and the Union in an effort to secure any and all benefits available under
the Department of Justice Public Safety Officer DeathIDisability Benefit.
60
Agenda Item No, 16F3
April 13, 2010
Page 66 of 120
ARTICLE 22
RETIREMENT PLAN
Section 22.1 - Elie:ibilitv
During the term of this Agreement, eligible employees shall continue to participate in the
Florida Retirement System.
Section 22.2 - Contributions
The County will contribute as required by the provisions of the Plan on behalf of eligible
full-time and part-time employees.
Section 22.3 Other Deferred Plans
The County agrees to continue to provide employees an option to participate in the
National Association of Counties ("NACO") or the International City and County Management
Association ("ICMA") Deferred Compensation plans as currently offered, If either or both are
stopped or modified for all other County employees, the same change will affect the bargaining
unit. If an additional plan is offered to all other County employees, it will also be offered to the
bargaining unit. Employees participating in these programs or other deferred compensation
plans shall have access to held funds under the rules and guidelines established by the Plan
Administrator and the Internal Revenue Service. Both the County and the employee will be
bound by the decision of the Plan Administrator.
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April 13, 2010
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ARTICLE 23
TUITION REIMBURSEMENT
Section 23.1 - Tuition Policv
The County will continue the current tuition reimbursement guideline as outlined in the
County's Human Resources Handbook. CMA numbers 5325 (Training, Development, and
Education) and 5344 (Tuition Assistance).
Section 23.2 - Minimum Standards Trainine:
With the Chiefs prior approval, full-time employees who enroll in and are accepted to
attend Minimum Standards Fire Training may have all costs associated with tuition, registration,
books and fees paid by the County. In return, the employee agrees to work as a Firefighter once
they become State certified. In the event the employee voluntarily leaves their employment with
Collier County within twenty four (24) months of course completion, or fails to become certified
as a Firefighter following the minimum standards training, the employee shall reimburse the
County all of the above costs. Said reimbursement shall be made in twenty-five percent (25%)
increments takcn through payroll deduction from the next four (4) pay pcriods or from the
employee's final paycheck.
Section 23.3 - Tuition Reimbursement/Current EMTs
Current full-time EMT's shall have all costs associated with tuition for the Paramedic
Program and required prerequisites paid by the County in an amount not to exceed the standard
tuition charge per credit hour for a State of Florida public college or institution. The amount of
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Agenda Item No. 16F3
April 13, 2010
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the tuition assistance paid will consist of the per credit nour for a State or public
collegelinstitution or the actual per credit charge incurred, whichever is less. In return the
employee agrees to work as a Paramedic once they become State Certified. In the event the
employee voluntarily leaves their employment with Collier County within twenty-four (24)
months of course completion, or fails to become State Certified within twenty-four (24) months
of beginning the program, the employee shall reimburse the County all of the above costs. The
reimbursement will be taken in allowable deductions from the next four pay periods or from the
employee's final paycheck.
Section 23.4 - Specialized Trainine:
If the County has paid for training necessary for any employee to qualify for an incentive
or specialty Program, the employee may not reject or withdraw from the assignment. If the
employee leaves the County voluntarily within twenty-four (24) months of the date the training
was completed, the employee will be required to reimburse all associated costs of the training to
the County. The reimbursement will be taken in allowable deductions from the next four (4) pay
periods or from the employee's final paycheck.
Section 23.5 - Request to Withdraw From Specialtv
An employee may request to temporarily or permanently withdraw from a specialty
position subject to the EMS/Fire Chiefs discretion, which will not be arbitrarily refused, subject
to operational needs at that time.
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ARTICLE 24
OUTSIDE ACTIVITIES
Section 24.1 Conduct
Employees shall at all times bear in mind that they are seen by the general public, while
off duty as well as on duty, as personnel of the County and shall at all times conduct themselves
in a manner so as to bring no discredit or unfavorable publicity to the County.
Section 24.2 Outside Emplovment
An employee accepting employment with any other employer while employed by the
County shall do so only so long as the employment is not a conflict of interest. If an employee
has outside employment, the employee's primary obligation shall continue to be to the County
and helshe shall arrange affairs accordingly. Before accepting outside employment of any kind,
the employee must give a written notification to the Emergency Medical Services/Fire Chief,
advising the Chief of the name, address and telephone number of the outside employer, and the
nature of work performed. Outside employment must not prevent the employee from being
mentally and physically able to work when the employee reports for duty with the County.
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ARTICLE 25
BULLETIN BOARD SPACE
The Union may provide a bulletin board at its expense not to exceed 2 ft. by 3 ft.
Postings on the Union bulletin board will be restricted to:
I. Notices of Union meetings;
2. Notices of Union elections and results of elections;
3. Notices of Union recreational and social affairs; and
4. Notices of Union appointments and other official Union business.
5. Sucb bulletin boards shall not be utilized by Collier County for posting of any
material.
All notices shall be signed by the Union member prior to posting. No materials, notices
or announcements shall be posted which contain anything of a controversial, political or
offensive nature and which adversely reflects upon Collier County or Collier County Emergency
Medical/Fire Services, the elected officials of Collier County or any Collier County employees.
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ARTICLE 26
UNION BUSINESS AND UNION TIME BANK
Section 26.1 - Establishment
The County agrees to establish a Union Time Bank upon the ratification of this
Agreement. Union members agree to contribute four (4) hours of accrued vacation leave time to
the Union Time Bank on the first pay period in January if the balance is fifteen hundred (1500)
hours or less, as of December I st (the month before). The hours will be taken unless otherwise
notified by the Union by December 1st.
Section 26.2 - Use for Union Business
The District 14 Vice President and/or hislher designees, may use hours from the Union
Time Bank to attend regular monthly Union meetings, negotiation sessions, conventions and for
other required Union business. If granted, leave shall be taken on an hour-for-hour basis. Leave
will be allowed for up to three (3) employees when requested at least seventy-two (72) hours in
advance in writing to the appropriate EMS/Fire Deputy Chief, with the Union responsible for
filling those positions. Union Bank time, when utilized, shall be counted as productive hours for
the purpose of overtime calculation. A request for leave of additional employees shall only be
allowed when requested at least seven (7) days in advance in writing to the appropriate EMS/Fire
Deputy Chief. All Union leave is subject to the limit of the number of slots available under
Article 14.
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Section 26.3- Use to Attend Committees
Any District 14 member elected as a delegate or alternate to attend a convention shall
also be permitted to use hours from the Union Time Bank to attend those conven1ions. The leave
shall be taken on an hour-for-hour basis and shall be granted when requested seven (7) days in
advance, exceptions may be made on a case-by-case basis.
Section 26.4 No Use After Bank Exhausted
Leaves as listed above shall be granted from the Union Time Bank so long as hours
remain in the Bank each calendar year. Once hours in the Bank are exhausted to zero, no leave
shall be granted from the Union Time Bank until contributions are made to the Bank next
January. It shall be the responsibility of the District 14 Vice-President to maintain a Union Time
Bank log.
Section 26.5 - Swap Time
If no time remains in the Union Time Bank, the District 14 Vice President shall be
allowed unlimited swap time for District 14 Union business directly related to Collier County.
The County reserves the right to verify the Union business. The employee must attend all on-
duty training, and must otherwise comply with all requirements of Article 18.
Section 26.6 Meetine: Room
The members of Local 1826, District 14, Collier County EMS/Fire, shall be granted
space within the CoIlier County Government Complex or on other County-owned property to
conduct membership meetings, to the same extent those rooms are made available for other not-
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for-profit organizations. The Union will contact the Department responsible for the requested
room to make arrangements for its use. There will be no Union meetings in EMSlFire work
areas.
Section 26.7- Orientation Presentation
The Union shall be provided one (1) hour of time after one of the normally scheduled
days at the Training Academy. This orientation will be after hours and on the employee's own
time.
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ARTICLE 27
UNIFORMS AND EQUIPMENT
Section 27.1 Items Supplied bv County
The County shall furnish all new full-time and part-time employees in job classifications
Emergency Medical Technician, Paramedic, EMS Lieutenant, Paramedic-Firefighter, and
Lieutenant Firefighter uniforms as set forth below:
Four (4) pair uniform pants
Two (2) uniform shirts
Two (2) Polo style uniform shirts (may be ordered if employee is not over their uniform
allowance)
One (I) winter jacket (if requested)
One (I) pair boots
One (I) leather Velcro style no buckle belt
One (1) badge
One (1) Name Tag/Collar Brass
Two (2) Jumpsuits! (see below)
Six (6) t-shirts23 (see below)
One (1) accountability name tag system
Four (4) pair uniform shorts2 (see below)
. NFP A-approved PPE as required
Section 27.2 - Use Reauirement
Employees are required to use all issued equipment, uniforms and boots as defined by
SOP or general order and report to work in a clean and neat appearance. Employees must also
report to work with a watch that contains a second counter.
1 Two (2) appropriate flight jumpsuits and one (1) flight helmet for employees assigned
to Helicopter Operations. Pilots will be issued lightweight shoes/boots in lieu of the NFP A
Safety Boots listed above, or may be given a shoe allowance to purchase Risk Management-
approved black shoes, Pilots will also be provided with t-shirts, shorts and a winter jacket.
2Eight (8) t-shirts total and four (4) pairs of uniform shorts for employees assigned to the
ALS Engine Program.
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Personnel pagers and cell phones, if worn or carried while on duty, must be operated in the
silentlvibrate mode and under no circumstances shall the phones be answered while on a call or
utilized on a call unless the use has to do with patient care. Employees may not use their cell
phones while driving a County vehicle, Other than going to and from work, uniforms cannot be
worn off duty.
Section 27.3 - Renlacement
The employees in the above classification(s) shall be provided regular replacement of
uniforms as needed. Employees requesting equipment replacement may be required to exchange
their old equipment in order to gel it replaced. Employees may be required to pay for lost
uniforms. Employees may also be required to payor suffer discipline if equipment they are
assigned is lost or damaged through intentional misuse, neglect, or abuse. Uniforms and
personal protective equipment will be supplied immediately if it is available in supply and
ordered as soon as possible if it is not. Employees in need of maternity uniforms shall be
supplied two (2) uniforms as needed at no cost.
Section 27.4 - Additional Uniforms
A. Employees shall always be permittcd to purchase additional approved uniforms as
outlined in this Article from a supplier selected by the County, if the employee requires or
desires uniforms in excess of those provided in this Article,
B. The County will approve a lightweight jacket and cap. Employees may purchase
the jacket and/or cap at their option and cost.
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Section 27.5 Cold Weather
In extremely cold weather, employees shall be permitted to supplement their uniforms
with long underwear bottoms, long sleeved shirts, turtle neck shirts, and sweat shirts. All items
will be in navy blue, powder blue, grey, or white and shall be worn underneath the standard issue
uniform,
Section 27.6 Jewelrv
Jewelry shall be permitted provided that visible items are in good taste and do not
interfere with the employee's ability to provide patient care and does not create a safety hazard.
Employees will be allowed to wear a necklace provided that it is tucked into their shirt. No
visible piercing shall be permitted.
Section 27.7 - Groomine:
Employees will maintain their hair in a clean and groomed condition. Employees who
choose to have long hair shall keep it pulled back whcn responding to a call or when involved in
patient care so as to prevent it from falling into an employee's face/eyes, Sideburns are
permitted, not to exceed middle of ear length. Employees will be clean-shaven on duty. A
mustache that does not come between the sealing surface of the face piece of the respirator and
the face is permissible, Employees will keep their nails neat and well groomed to a length that
will not interfere with their ability to safely perform their job. Nail polish may be worn, with the
exception of black.
Section 27.8 - Standard Operatine: Procedures and Protocols
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Copies of the most recent collective bargaining agreement, SOGs, and Medical Protocol will
be provided on the Intra-web.
Section 27.9 - Bio Hazard Protocol
Employees turning in uniforms for cleaning or disposal in accordance with the County
Bio Hazard Protocol shall have thc uniform replaced or returned within a reasonable time frame.
If uniforms are being cleaned the employee can get a loaner uniform from supply.
Section 27.10 - Additional EauiDment/Certified Firefie:hters
All employees certified as Firefighters and assigned to the ALS Engine Program shall
receive the following protective equipment in addition to other uniforms and equipment outlined
earlier in this Article.
I. One (I) properly sized individual issue SCBA face piece with prescription
eyeglass insert and lenses, if required.
2. One (I) SCBA (not individual issue but shall be provided only when the
employee is assigned to firefighting duties).
3. Any otller equipment regularly assigned to Firefighters assigned to
suppression operations in the Fire Department where the EMS employee is
assigned (i. e., rescue webbing, safety goggles, spanner wrenches, etc,).
Section 27.11- Clothine: in Ouarters
Between dusk and 8:30 a.m., employees in quarters awaiting call shall be permitted to
wear County issue uniform shorts, County issue uniform t-shirts and casual footwear at a
minimwn. In addition, when employees are working out or washing or waxing or cleaning the
vehicle, uniform shorts and t-shirts are permitted but the employee must be in dress uniform
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when responding to a call. When responding to a call between 5:30 p.m. and 8:30 a.m.,
employees will be in their jumpsuit or bunker jacket and pants. Employees may also wear their
jumpsuit when their second day uniform has been contaminated.
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ARTICLE 28
MISCELLANEOUS
Section 28.1 - Parkin!!
The County will continue the current practice of providing parking within defmed
parking spaces. It may be necessary to move cars after the beginning of the shift. No parking of
private vehicles in station bays will be allowed. No maintenance, of personal vehicles shall
occur on County property, regardless of whether or not an employee is on or off duty.
Section 28.2 - Work Duties
Unless assigned duties, employees may rest, sleep, watch TV, etc., berween the hours of
1200hrs and 0700 hrs. During the hours of 0830 and noon, employees should perform assigned
vehicle/station duties, zone familiarization, study medical/ operational protocols, or community
events. Radios will be monitorcd between 0700hrs and 2130hrs.
Section 28.3 - Computers
EMS/Fire County computers will only be used for County business. Personal computers
may be used on duty, but they are not to use County peripherals.
Section 28.4 - TV Nideo Plavback Device
Between 0700hrs and 1200hrs the EMS/Fire provided or personal television and Video
Playback Device may only be used for work-related purposes or to watch news channels.
Berween 1200hrs and 0700hrs the EMS/Fire provided or personal television and Video Playback
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Device may be used for non-work related purposes, subject to assignment of work duties under
Section 28.2 and emergency response.
Section 28.6 Station Visits
Family members and friends are only permitted to visit employees at their duty stations
between 1200hrs and 2000hrs, for a maximum of two (2) hours. Family members and friends are
not allowed to remain at the stations when the EMS/Fire employee is not at the station.
Section 28.7 - Use of Telcllhone
Except as hereinafter provided, EMS/Fire telephone lines are for business use only:
A. Absent unusual circumstances, such as an illness in the family, calls will be limited to
three (3) per shift, limited to fifteen (15) minutes per call.
B, Long distance telephone calls (long distance calls preceded by a "1" except for 1-
800 or 1-866 toll free type numbers) may not be charged to the County. Violations of this
Article that result in a charge to the County may result in disciplinary action.
Section 28.8 - Other
No pornographic material may be possessed or viewed on County property.
Section 28.9 Electronic Media
Nothing in this Agreement will prohibit the County from eliminating paperwork and
using electronic media.
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ARTICLE 29
HEALTH AND SAFETY
Section 29.1- Health/Safetv Cooperation
The County agrees to provide reasonable standards of safety and health in the Emergency
Medical Services/Fire Department in order to eliminate accidents, deaths, injuries and illnesses
in the Department. Health and safety is a joint responsibility; therefore, employees must follow
all safety standards and utilize all safety equipment provided.
Section 29.2 - Presumptions
Employees who suffer any condition or impairment of health caused by any of the
following conditions shall be presumed to have been by accidental means and to have been
suffered in the line of duty, unless the contrary can be shown by satisfactory evidence by the
County:
Hepatitis A
Hepatitis B
Hepatitis Non-A
Hepatitis Non-B
Any other strain of Hepatitis generally recognized by the medical community
Pulmonary Tuberculosis
Meningococcal Meningitis
Section 29.3 - Emplovee Assistance Proe:ram
The County will provide an Employee Assistance Program with coverage consistent with
the program provided for other County employees. All information relative to an employee's
participation will only be recorded in a confidcntial file, with access limited as required by law.
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Section 29.4 - Debriefine:
The County shall schedule defusing sessions and post-incident debriefing sessions with
the County CISD team when requested by the employee involved in a significant on-duty
medical-related incident. Cnits involved shall, when practical, be placed out of service until a
replacement crew can be assigned or until such time as the crew is debriefed and cleared for
duty. If released from duty for the remainder of the shift, the employee shall be compensated
and the time will be charged to sick leave or paid Administrative leave.
Section 29.S - Tobacco Products
Tobacco products (pipes, cigars, cigarettes, chewing tobacco, etc.) cannot be used in
stations or in County vehicles while on or off duty. Use of tobacco products outside the station
should not create litter. Any new employee will execute the "Non-Use of Tobacco Products
Agreement" and will abstain from the use of all tobacco products while on and off duty.
Section 29.6 - Pbvsicals
Physicals shall be offered on an annual basis to all bargaining unit employees. The
Workplace Safety Committee shall make recommendations as to the requirements of those
employee physicals.
Section 29.7 - Safety Committee
A. A Workplace Safety Committee shall be maintained to address issues of health and
safety. The Committee ",ill be organized as set forth in the Florida Administrative Code.
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B. The County will make reasonable efforts to provide and maintain safe working conditions
in accordance with all applicable sections of the Florida Administrative Code, To this
end, the Union will cooperate and encourage the employees to work in a safe manner and
to utilize all personal safety equipment provided.
C. Any recommendation or suggestion of the Workplace Safety Committee shall be
presented to the Chief in writing for consideration. The Chief shall respond to the
Committee in writing within fourteen (14) days of the receipt of the Committee's
suggestion or recommendation.
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ARTICLE 30
ALCOHOL AND DRUG TESTING
Section 30.1 Policv
The County prohibits the use, possession, transfer, sale and receipt of illegal drugs and
narcotics at all times, whether on or off duty. The County prohibits the abuse of alcohol at all
times, whether on or off duty. In addition, the County prohibits the use or possession of alcohol,
or reporting to work under or being under the influence of alcohol while on duty.
Section 30.2 Reasonable Suspicion Testine:
In the event a member of management has a reasonable suspicion to believe that an
employee is under the influence of drugs or alcohol on duty, helshe may require that the
employee submit to an industry-accepted breathalyzer test, blood test, urinalysis and/or other
appropriate testing, Reasonable suspicion may be based upon a variety of factors, including but
not limited to accident, absenteeism, injury, conduct, performance, physical signs such as
impaired reactions or judgment, slurred or exaggerated speech or lack of balance, as well as the
smell or presence of alcohol or a controlled substance, or reports by other employees. Should the
employee test positive to alcohol or drugs, the County will utilize a confirmatory process before
taking further action. Such confirmatory process will utilize industry-accepted testing
procedures.
Section 30.3 - Refusal to Test
In the event an appropriate management official as defined in Section 30.2 above requests
that an employee submit to a breath, blood, urine and/or other tests, and the employee refuses to
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submit to such test or tests, such refusal may result in disciplinary action, up to and including
discharge.
Section 30.4 - Searcb of Propertv
In order to promote safety, health and security concerns, the Emergency Medical
Services/Fire Chief and/or designee may search lockers, vehicles and other County-owned or
supplied areas. The Chief and/or his designee reserves the right, based on reasonable suspicion,
to search employee-owned vehicles, handbags, lunch boxes, and other containers or personal
effects, including outer clothing. At no time will any employee's clothing be searched by or in
the presence of a member of the opposite sex. All such searches shall be undertaken in the
presence of a security officer employed by or under contract with the County. An employee's
refusal to cooperate with or submit to a search may result in disciplinary action up to and
including discharge.
Section 30.5 - Prescription Drue:s
All employees who must use a prescription drug that causes adverse side effects
(drowsiness or impaired reflexes or reaction time) shall inform their supervisor in writing that
they are taking such medication on the advice of a physician. It is the employee's responsibility
to also inform hislher supervisor of the possible side effects of the drug on performance and
expected duration of use. The prescribing physician must provide a statement that the employee
can perform all of the employee's normal job functions, which will be provided to the
employee's supervisor prior to starting work. EMS/Fire Management shall have the option of
requesting an independent medical evaluation from a Board Certified Physician to evaluate
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whether the prescription medication interferes with the employee's ability to perform normal job
functions.
Section 30.6 Cost of Drue:lAlcohol Testine:
The cost of drug and alcohol screening tests required by the County will be paid by the
County.
Section 30.7 Discinline
The County retains the right to discipline, up to and including discharge, any employee
who uses, possesses, dispenses, sells or buys illegal drugs or narcotics, whether on or off duty, or
who uses or possesses alcohol while on duty, or who reports to work under or is under the
influence of illegal drugs or alcohol. Employees are also prohibited from reporting to work with
the smell of alcohol on their breath, The existence of an Employee Assistance Program does not
affect the right of the County to impose discipline, up to and including termination, for violating
this Article.
Section 30.8 Conviction of Drue:/Alcohol Offense
Any employee who is convicted, pleads guilty or nolo con/endre (no contest) to any
criminal drug statute violation, or of driving under the influence of drugs or alcohol, whether on
or off duty, must notify the Director of Human Resources no later than five (5) days after such
conviction. Failure to do so will be cause of appropriate disciplinary action, up to and including
termination. Once the County receives such information, the County will make the appropriate
determination as to what disciplinary or other action, if any, is to be taken,
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Section 30.9 - Other Testine:
The County reserves the right to initiate any other drug or alcohol testing, including
random testing, upon 60-days written notice to the Union and the employees.
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ARTICLE 31
STATION FACILITIES
Section 31.1 - Station Facilities To Be EQuiuped
The County agrees that station facilities will be equipped as outlined in this Article,
Section 31.2 Minimum EQuiument
Each ambulance station shall be supplied with the following minimum equipment and
supplies:
1 twin bed per on-duty employee
1 recliner per on-duty employee
All future EMS/Fire sleeping quarters will allow for separate, private sleeping rooms.
Air conditioning and heat
Microwave oven
Coffee Maker
DVD player
Full-size refrigerators for future facilities or replacement of currently existing units
upon expiration
Dishes to include plates, drinking glasses, coffee cups, knives, forks and spoons
Color television
Telephone
Physical fitness equipment
Kitchen sink
Stove
Water service
Bathroom with shower facilities
Assorted cooking pans and utensils
Electric service
Area for paperwork
Gear bag for personal protective equipment
Electronic bulletin board (if used, limitations of Article 25 are applicable)
One computer per unit with a mouse, keyboard, and one (I) printer per station
One (I) locker per employee assigned to that station daily. Lockers shall be of
adequate size to accommodate the employee's bedding, uniforms, and personal
belongings.
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The above equipment and supplies shall be supplied directly by the County in County-owned
stations. If the Station is provided or owned by an agency other than the County, the County will
make every reasonable effort to allow the employees the free use of the above equipment and
supplies, The County and employees shall ensure that the equipment listed in this Section shall
be maintained in good working condition.
Section 31.3- Leavine: Equipment at Station
Employees may leave their bedding/and or bunker gear at the station they are assigned,
with the understanding if those items are stolen it is the employees responsibility to replace those
items at the employees' cost. Payments will be made over a six (6) month time frame to the
County. The County will loan the employee bunker gear if there is bunker gear in supply that
will fit the employee. No employee will be prohibited from working until their bunker gear is
ready.
Employees that choose to leave their bunker gear or other equipment at the Station are
responsible for retrieving that equipment if they are moved to another station. Any employee
must be notified of the move one (I) hour prior to shift to retrieve their gear. If retrieving their
gear causes the employee to be late to their ncxt station then the employee will not be paid for
the time they arc late. If an employee is not notified one (l) hour prior to shift and they arrive
late to their next station there will bc no penalty to the employee.
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ARTICLE 32
STAFFING
Section 32.1 - Station Location
The County retains the right to identifY station locations for 24-hour units that are
different from those in effect on ratification date of this Agreement. Station location will be
based on the County's determination on how to best meet the public's needs, and the County
may close or change station locations or open new station locations, as the system's needs
change. If a new County-owned station location is established, the County agrees to equip it as
outlined in the Station Facilities Article.
Section 32.2 - Starline: Time
All regular 24 hour ground transport units will have a universal starting time
commencing at 8:30 a.m. Specialty programs will have a start time as determined by the Chief.
Section 32.3 - Station Bids
Station bids will be submitted between October I and October 15 based on Seniority as
defined in Section 8.1. Station bids will be based upon date of hire, unless the employee
participates in a specialty program; then bids are based upon date of entrance into the program.
Bids will come into effect on January 1 st of the following calendar year. Rotations and staffing
will be based upon the needs of the County in a fair and equitable manner.
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Section 32.4- V llcancies
Employees who desire to move from one Division to another may put a request in writing
and, as vacancies occur, those with the request will be considered for the vacancy.
A. There will be no husband/wife or live-in crews.
B. If possible, accommodations shall be made to keep husbands and wives employed by
CCEMS on the same shift upon request. Consideration will also be given to allowing employees
whose spouse works for another local agency to work the same shift. In addition, the EMS/FlRE
Chief may extend the same shift accommodations to employees who share a close familial
relationship.
C. Accommodations will be made tor employees who can demonstrate, in writing, a
need for a specific shift due to childcare issues.
Section 32.5 - ALS Enltine Proe:ram
Fire Department personnel may be assigned work duties on EMS/FIRE units. At no time
shall Fire Department personnel replace CCEMS/FIRE bargaining unit positions.
Section 32.6 Station Assie:nments
The bid system will be based on seniority and split into two (2) lists: Non-certified and
Medical Director certified employees. Each employee will give a list of three (3) rotation
choices to the District Vice President starting on midnight October IS! to midnight October 15th,
The County agrees to post bids bye-mail by December 1 st. If an employee opts not to bid they
will be put into a rotation to meet the operational needs of the County. Station rotations will be
instituted by January IS! of each year.
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ARTICLE 33
SPECIAL EVENTS
Section 33.1 Special Events
Employees scheduled to cover Special Events (i. e. , football games, concerts, etc.) shall be
provided all necessary equipment required to cover the event. Events requiring a dedicated EMS
unit will first be staffed with volunteers who will be paid the appropriate straight-time/overtime
hourly rate. If volunteers are not available and mandatory overtime is not required, the County
may cover the Event with an on-line unit. Employees will cover special events assigned to them.
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ARTICLE 34
EDUCATIONAL INCENTIVES
Section 34.1 - Mandatorv Classesfln Service
Employees required to attend mandatory classes or mandatory in-service training shall be
paid at the appropriate straight-time/overtime rate of pay for each hour they attend class.
Section 34.2 Dee:ree Incentive Pay
All employees currently receiving degree incentive pay under the immediately preceding
collective bargaining agreement shall be grandfathered in for the duration of this Agreernent.
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ARTICLE 35
LICENSURE
Section 35.1 Responsibilitv
Employees who are required to have current Florida State EMT or Paramedic
certification shall, as a part of their job, be solely responsible for keeping the certification current
as required by Florida law, with the exception of nccessary C.E.U.s required for certification as
an EMT or Paramedic. The County agrees to supply employees with copies of all paperwork
showing proof of Continuing Education Hours obtained by the employee at In-Service Training
classes offered by the County. This paperwork shall be supplied to the employee in such time as
to allow the employee to get recertification paperwork to the State of Florida in the time required
for recertification.
Section 35.2 - Florida Driver's License
Employees within the bargaining unit are required, as a condition of continued
employment, to maintain a current appropriate Florida Driver's license and must comply with
County Policy on Eligibility to Drive County Vehicles (CMA 5805).
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ARTICLE 36
IN-SERVICE/CONTINUING EDUCATION TRAINING
Section 36.1- CPR/Advanced Cardiac Life Support Re-Certification Classes
The County agrees to sponsor and conduct an American Heart Association CPR and
Advanced Cardiac Life Support certification and/or re-certification class on-duty at least once
every two years at no cost to the employees. The County agrees to make available to each
employee attending the training all necessary textbooks required for all classes.
Section 36.2 - In-Service Trainine:
The County agrees to offer in-service training classes at a location within the County.
The classes will provide acccptable Continuing Education Units (CEU) for both EMT and
Paramedic re-certification. These in-service training classes shall be offered so employecs are
able to attend while off duty. Employees shall be paid by the County at the appropriate rate for
each hour spent attending in-service training classes.
Due to the importance of the information contained in thcse educational opportunities,
the Medical Director has set the following requirements:
a) During the Statc of Florida two (2) y"ar ParamediclEMT re-certification
period, all EMS employees must attcnd all educational opportunities, Thcse
classes are mandatory unless excused by the Medical Director or the EMS Chief,
in writing, The County agrees to offer each in-service training at least six (6)
times in an effort to be sure all EMS/Fire employees may attend. The County
agrees to provide adequate notice of in-service training. The County agrees that
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there may be instances, such as, illness, injury, or pre-scheduled time off when the
employee may not be able to attend an in-service, in such cases the County agrees
to rccord the training or provide equivalent training for personnel to be offered on
a makeup day so that they have the number of hours necessary to re-certify. It is
understood that there may be instances when the schedule needs to be changed,
but accommodations will be made for employees who cannot attend due to the
change in the schedule.
b) Employees who arrive more than IS minutes late or leave IS minutes prior
to the completion of the in-service will not receive CEU's or credit of attendance.
It will be the employce's responsibility to sign in and out of the class,
c) In order to ensure the highest level of attention to the speaker(s) and the
Medical Director, children at the in-service are discouraged. Efforts will be made
to notify employees as far in advance as possible of upcoming educational to
allow time to address childcare issues. If an employee must bring a child to the
class, he/she needs to be aware that if the child is being disruptive, the lead
coordinator of the class may ask the employee and child to leave, at which time
the employee will only receive credit for the time spent at the class. If an
employee should be asked to leave, the employee will be able to complete the
class at a later time, or participate in other training opportunities to make up the
time missed.
d) Attire Requirement: Casual dress will be permitted. No offensive dress
will be allowed. When dressing for classes, employees should remember that
these classes are held in public places and employees are officially representing the
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department.
e) Failure to meet the attendance requirement may result in disciplinary action
to be taken, and may also include a meeting with the Medical Director or his
designee for remedial direction.
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ARTICLE 37
OUT-OF-TOWN TRANSFERS AND TRAVEL
Section 37.1 - MiIeae:e
When authorized by the County to use their personally owned vehicles for official
business or approved training, employees shall be compensated at the rate per mile in accordance
with Federal regulations.
Section 37.2 - Per Diem
When traveling outside of Collier County on approved business for the County and not
being paid their hourly rate of pay, employees shall be paid a per diem rate per day of
travellbusiness equal to the amount set by Federal regulations.
Section 37.3 - Out-Of-Town Transfers
Employees sent on a vehicle for an out-of-town transfer (outside Collier County and Lee
County) shall be provided the following:
A. Money for tolls (reimbursed upon return when requested using the proper
County form).
B. Money or credit card for fuel purchases.
C. Cellular telephone for emergency communications while outside Collier County.
93
Agenda Item No. 16F3
April 13. 2010
Page 99 of 120
ARTICLE 38
MEDICAL QUALITY ASSURANCE
The Union and the County agree that Medical Quality Assurance is of paramount
importance in assuring the citizens of Collier County receive the best possible level of
Emergency Medical Pre-Hospital Care, The Union and the County also agree that the
responsibility for assuring quality medical care rests jointly with the Collier County Medical
Director, Collier County EMS/Fire Administration, and the employees.
94
Agenda Item No. 16F3
April 13. 2010
Page 100 of 120
ARTICLE 39
SAVINGS CLAUSE
Section 39.1 - Savin!!s
If any Article or Section of this Agreement should be found invalid, unlawful or not
enforceable, by reason of any existing or subsequently enacted legislation or by judicial
authority, all other Articles and Sections of this Agreement shall remain in full force and effect
for the duration of this Agreement.
Section 39.2 - Re-Nee:otiation
In the event of invalidation of any Article or Section, both the County and the Union
agree to meet within thirty (30) days of such determination for the purpose of arriving at a
mutually satisfactory replacement for such Article or Section.
95
Agenda Item No. 16F3
April 13, 2010
Page 101 of 120
ARTICLE 40
EMPLOYEE RECOGNITION AND REWARD PROGRAMS
Section 40.1 - Participation in Proe:rams
All bargaining unit employees shall be entitled to participate in and receive all benefits
(whether monetary or otherwise) of any longevity of service or other employee recognition and
reward program that is provided to all other County employees.
Section 40.2 Rie:ht to Modifv or Discontinue
The Union recognizes and agrees that all such employee recognition and reward
programs may be modified or discontinued by the County at any time for any reason and that the
rights of bargaining unit members in this regard will be no different than those of all other
County employees.
96
Agenda Item No. 16F3
April 13, 2010
Page 102 of 120
ARTICLE 41
LABOR/MANAGEMENTTEAM
Section 41.1- Labor/Mana2ement Team
The County will establish and coordinate a Labor Relations Team whose goal is to create
an open dialog between EMS IF ire management and bargaining unit employees. The team is
considered a venue for employees to express concerns, ideas and to facilitate positive change
within the EMSIFire organization and its practices. The Union and County shall each designate
three (3) members. The team will meet quarterly, or more often upon agreement of the parties,
and will be open to all bargaining unit employees. Discussion shall not be considered collective
bargaining negotiations.
97
Agenda Item No. 16F3
April 13, 2010
Page 103 of 120
ARTICLE 42
DURATION
Section 42.1 Termination
This Agreement will be in full force and effect as of the effective date of the ratification
of this Agreement by the parties and shall remain in full force and effect until midnight, the 30th
day of September, 2012. Either party may elect to reopen the Agreement on a single Article
each year, during years two and three of the Agreement, by providing the other side thirty (30)
days advance notice in writing by May of each year. Either party may reopen negotiations for
the 2012-2013 contract year and beyond by giving the other notice of intent to reopen by May 1,
2012. Failure to give notice of termination and intent to reopen will result in this Agreement
automatically renewing until notice is given during May of any subsequent year.
98
Agenda Item No. 16F3
April 13, 2010
Page 104 of 120
FOR COLLIER COUNTY:
ATTEST:
DWIGHT E. BROCK
BOARD OF COUNTY COMMISSIONERS
OF COLLIER COUNTY, FLORIDA
Deputy Clerk
Fred W. Coyle, Chairman
Date: March _, 2010
Approved as to legal form and SUffiC~
Scott R. Teach
Deputy County Attorney
THIS AGREEMENT IS SUBJECT TO RATIFICATION BY THE BARGAINING
UNIT AND THE COLLIER COUNTY BOARD OF COUNTY COMMISSIONERS.
99
FOR THE UNION;
Mike Holobinko, Vice President and
Licensed Bargaining Agent for
Southwest Florida Professional Firefighters
& Paramedics, International Association of
Firefighters, Local 1826
Date
Agenda Item No. 16F3
April 13, 2010
Page 105 of 120
Type or Print Name
WITNESS:
By:
Type or Print Name;
Type or Print Name:
By;
Type or Print Name:
100
Agenda Item No. 16F3
April 13. 2010
Page 106 of 120
APPENDICES
Appendix A - County Administrative Procedure 5805 - Eligibility to Drive County Vehicles
Appendix B - County Administrative Procedure 5325 - Training, Development and Education
Appendix C - County Administrative Procedure 5344 - Tuition Assistance
04-cOA-Ol0301334
lOt
Agenda Item No. 16F3
April 13, 2010
Page 107 of 120
APPENDIX "A"
CMA # 5805
ELIGIBILITY TO DRIVE COUNTY VEHICLES
~ 5805-1. Purpose.
~ 5805-2. Background.
~ 5805-3. Procedure.
~ 5805-4. Currency.
~ 5805-5. Reference.
[Effective Date: October 1, 1998 (Revised: October 1, 2003)]
~ 5805-1. Purpose.
The purpose of this Instruction is to provide specific criteria to employees and Supervisors
regarding the eligibility of employees, new hires, and volunteers to operate County-owned
motor vehicles. The goal of this policy is to identii)> drivers with adverse driving records in
order to prevent losses from occw-ring and to preserve the County's defensive position should
litigation occur.
~ 5805-2. Background.
The County Manager's Agency operates in excess of 450 automobiles at any given time. It is
the policy of the agency to perform drivers' license background checks on all employees
considered for bire and volunteers 1 and annual drivers' license background checks on current
employces. Standards for acceptable driving have been established within the Risk
Management Department and are used as thc basis for determining an employee's
acceptability to operate a County vehicle.
~ 5805-3. Procedure.
A. Employees, volunteers, and other persons who may be afforded the use of a County
vehicle shall be subject to the following standards. No employee shall be allowed to
drive a County vehicle without meeting the standards set forth in this section. Individuals
who may drive a County vehicle must possess the following:
(l) A current, valid Florida driver's license with full privileges (not suspended or
revoked).
(2) A Florida driver's license WIth a license class sufficient to covcr the vehicle being
driven.
(3) A driving record that meets County driving standards.
B. Driving Standards: Any employee who fails to meet the following standards due to
traffic offenses or accidents within the past three years shall not be allowed to drive a
County vehicle. This three-year period shall run from the date of discovery of the offense
to either the date of conviction or the date of fmal disposition or date classified as
"adjudication withheld." "At-fault" shall mean that the employee was involved in an
5805:1
09 - lS - 2007
Agenda Item No. 16F3
April 13, 2010
Page 108 of 120
~ 5805-3
OFFICE OF COUNTY MANAGER ADMINISTRATIVE
PROCEDURE
~ 5805-3
infraction or accident while operating a motor vehicle and that the employee was cited
and convicted of the offense. "Adjudication withheld" shall mean that the employee has
been cited with an offense and a fme has been assessed even though a conviction has not
been recorded. Offenses with a final record of "adjudication withheld" shall be
considered the same as an offense if a fine is assessed, The completion of traffic school
or any other educational program by the employee shall not remove the offense from
consideration, even if points have been removed. These standards apply to moving
violations only and do not apply to offenses related to equipment or insurance violations;
however, employees whose licenses are suspended for insurance violations will not be
pennitt.ed to drive until their license is reinslllted. These standards are as follows:
(I) Any combination of at-fault accidents or moving violations totaling three.
(2) One or more serious violations as outlined below.
(3) Two at-fault accidents involving County vehicles in three years.
C. Serious Violations:
(I) Driving under suspension, cancellation. or revocation of a license_
(2) Failure to stop and render aid during an accident involving injury/death.
(3) Failure to stop and report an accident
(4) False accident reportIpeljury.
(5) Fleeing or eluding police.
(6) Homicide, manslaughter, or assault with a motor vehicle.
(7) Leaving the scene of an accidenl
(8) Obstructing an officer.
(9) Reckless driving.
(10) Refusal to comply with a lawful police/fire department order.
(II) megal possession of alcohol or drugs.
(12) mega! activity with a motor vehicle.
(13) Pennitting unauthorized operator to drive.
(14) Refusal to submit to chemicaltes!.
(15) Unlawful use or display of a license.
D. Driving Under the Influence: Employees convicted of driving under the influence shall
be suspended from driving County vehicles until such time as their regular, valid drivers
license is restored or for a period of six months, whichever is longer. A work permit does
not constitote a regular, valid driver's license. Driving-under-the-influence charges which
are pled to a lesser charge such as reckless driving shall be considered as the same
5805:2
09 - IS - lOO7
Agenda Item No. 16F3
April 13, 2010
Page 109 of 120
~ 5805-3
ELIGIBIUTY TO DRIVE COUNTY VEHICLES
~ 5805-3
offense for the purposes of this provision. Employees convicted of driving under the
influence shall also be required to complete a state-approved driver training program and
shaIl present such proof to restore eligibility. However, an employee whose driving
record contains a conviction for driving under the influence plus any other moving
violation shall have their driving privileges suspended until such time as all violations
exceed three years from the conviction date.
E. Accidents Involving County Vehicles: Employees who are involved in a serious accident
involving a County vehicle and are found to be at fault may have their driving privileges
revoked regardless of their overall driving record. A serious accident includes fITst- or
third-party property damage, which exceeds $25,000, or bodily injury to a third party,
which exceeds $50,000, or any combination thereof, which exceeds $75,000. The Risk
Management Director or his/her designee shall make a recommendation to the County
Manager to revoke the employee's driving privileges. Revocation of privileges will be
effective upon the County Manager's approval of the recommendation.
F. Motor Vehicles Record Checks: Thc Human Resources Department shall obtain a motor
vehicle driving record on applicants being considered for employment (new employees)
with Collier County. The standards within this Code shall be used as the basis for
evaluating an applicant's eligibility for employment based upon their driving record. In
addition to this initial driving background check, the Risk Management Department shall
request a motor vehicle driving record on every cwrent employee at least once each year.
Written notice regarding the finding of an unacceptabte driving record wiIl be forwarded
to the cwrent employee's Supervisor and the Human Resources Department. No notice
wiIl be sent regarding those persons whose driving records are acceptable.
G. Supervisor Responsibility: A Supervisor shall notify the Risk Management Department
and Human Resources Department as soon as be/sbe become aware that an employee
under his/her supervision does not meet the requirements of this policy. A Supervisor
who is aware that an employee does not meet these standards shall not allow that person
to drive a County vehicle. Supervisors shall be responsible for enforcing tbe prohibition
of a driving privilege. Supervisors shall have the option of placing affected employees in
a non-driving capacity. Additionally, Supervisors shaIl be responsible to report to the
Human Resources Department an employee's failure to meet acceptahle driving
standards.
H. Administrative Proceedings: Employees who fail to meet the driving standards as
outlined in this Instruction may face administrative disciplinary proceedings in addition
to the loss of their driving privileges. Employees who are required to drive as part of
their employment may be subject to transfer to a non-driving position, demotion, or
termination depending upon the availability of alternative positions and/or other
circumstances pertaining to their loss of driving privilege. Such determination shall be
made by the employee's Supervisor in cooperation with the Human Resources
Department and pursuant to Human Resources Practices and Procedures or other
applicable Administrative Code(s). The County Manager shall have the authority to make
exceptions to the standards contained within this Code and/or their consequent
administrative remedies on a case-by-<:ase basis. Requests for such an exception shall be
made in writing by the employee and/or the employee's Supervisor and shall be copied to
5805:3
09 -15 - 2007
Agenda Item No. 16F3
April 13, 2010
Page 110 of 120
~ 5805-3
OFFICE OF COUNTY MANAGER ADMINISTRATIVE
PROCEDURE
~ 5805-5
the Risk Management Director and the Human Resources Director. The County Manager
may also make exceptions which exceed the standards of this policy.
1. Reinstatement of a Driving Privilege: The privilege to drive a County vehicle shall be
reinstated at such time as the affected current employee's driving record meets the
standards as set forth in this policy. The Risk Management Department shall review as
necessary the records of those current employees prohibited from driving County
vehicles and shall notify the Supervisor of the current employee and the Human
Resources Department at the time such driving privileges are reinstated.
~ 5805-4. Currency.
The Risk Management Department is responsible for maintaining the currency of this
Instruction,
~ 5805-5. Reference.
Collier County Personnel Ordinance, Ordinance No. 2001-50: The County will provide a
policy for specific practices and procedures for the enforcement of the safe operation of
County vehicles. Further, this policy will establish procedures for employees to formally
acknowledge and accept responsibility for operating County motor vehicles.
5805:4
09 - t5 - 2007
APPENDIX "E"
Agenda Item No. 16F3
April 13, 2010
Page 111 of 120
CMA # 5325
TRAINING, DEVELOPMENT AND EDUCATION
[Effective Date: October I, 1998 (Revised: October I, 2003; Revised: April I, 2006; Revised: May I,
2009)]
~ 5325-1. Purpose.
The purpose of this Instruction is to provide for the continuation of a training, development and
education procedure authorized by the County Manager.
~ 5325-2. Concept.
It is the practice of the County to encourage employees tc pursue training, development and
educational opportunities, which will improve the competency level of employees and benefit
the County.
A. Training, Development and Education:
(I) Training, development and education programs should provide appropriate resources
for employees and supervisors. The intent of this type of training, development and
education is to improve the competency level of employees, not to enable employees
to reach the minimum requirements of their current job. All such programs must be
job related.
(2) "Training, development and education" refers to both internal and external training
programs such as, but not limited to, non-credit college courses, seminars,
conferences, and workshops, trade association and user groups with a formal training
component, and various on-the-job training/development strategies. Every attempt
should be made to meet our employee's training/development needs in-house through
internal means.
(3) If approved training, development and/or education workshops cannot be conducted
in-house, Collier County may pay, through the employee's departmental budget,
100% of all incurred costs for pre-approved training, development and/or education
programs.
(4) The Department Director and/or Division Administrator have the authority to approve
training based on departmental budget considerations and required levels of staff
expertise.
B. Orientation:
(1) Opportunities for employee orientation are provided to ensure employees are
knowledgeable about County practices, procedures, and operations. The Human
Resources Department will provide new-hire processing to include pertinent Human
Resources practices and procedures.
(2) Supervisory personnel will conduct department orientation to discuss department
operations and rules.
Page 1 00
Agenda Item No. 16F3
April 13. 2010
Page 112 of 120
CMA N 5325
C. In-House Training:
(1) Training is provided in-house to meet specific organizational needs. Such training may
include, but is not limited to, supervisory training, customer service skills and
policy/procedure training.
(2). To register for in-house training, employees should register using Go Sign Me Up,
httD:/Ibccsal01 01 ,bcc.collieraov .netlaosianmeuDI
D. External Training:
(I) When the combined costs for program fees and any related travel cost are less than
$1,000.00 and overnight travel is not required, the request must be made in writing
via e-mail or memo to the employee's supervisor and pre-approval must be obtained
from the Department Director or the Division Administrator, as appropriate, prior to
commitment of payment and program attendance.
(2) When the combined costs for program fees and any related travel costs are equal to
or exceed $1,000.00 or if ovemight travel is involved, pre-approval must be obtained
via the PRE-APPROVAL FOR EXTERNAL TRAINING form. I Pre-approval must
be obtained from the Department Director or the Division Administrator, as
appropriate, prior to commitment of payment and program attendance. Additionally,
upon return from the training, employees must complete the POST TRAINING
REPORT portion of the pre-approval form (or prepare a memo or report containing
all the required information from the POST TRAINING REPORT) and submit this
form to their immediate supervisor no later than 2 weeks after returning from the
training unless an extension is approved by the Division Administrator.
(3) When the request for training involves out-of-county travel, all provisions of the
Business Travel CMA 5310 must also be met.
(4) If the Division Administrator reauires the employee to reimburse the County for the
cost of the training and related expenses, if the employee should voluntarily separate
from County service within 12 months following receipt of training, the employee
must sign a Training Costs Reimbursement Agreement indicating acceptance of this
provision prior to attending the training. (Refer to CMA 5322, Separation.)
E. Work Hours:
(1) If an employee performs work related to their current position, while in trammg
status, determination of what constitutes working hours will be governed by the Fair
Labor Standards Act.
fi 5325-3. Currency.
The Human Resources Department is responsible for maintaining the currency of this
Instruction.
Page 2 of3
Agenda Item No. 16F3
April 13, 2010
Page 113 of 120
CMA # 5325
~ 5325-4. Reference.
Collier County Personnel Ordinance, Ordinance No. 2001 -50: Training and Education: It is the
policy of the County to encourage employees to pursue training and educational opportunities
which will improve the competency level of employees and benefit the County.
Page 3 on
Agenda Item No. 16F3
April 13, 2010
Page 114 of 120
TRAINING, DEVELOPMENT AND EDUCATION
CMA 5325 Attachment I
PRE-APPROVAL FOR EXTERNAL TRAINING
PARTICIPANT i1'<l'ORMA TION
Name:
Date:
Title:
Department:
Telephone:
Supervisor's Name:
Budget Code:
FUND
COST CENTER
OBJECT CODE
PROGRAM INFORMATION
Course Name/ Program Title:
(Attach copy of program brochure, course description, etc.)
Offered By:
Date:
Location:
Time:
Registration / Tuition Fees: $
Estimated Travel Costs: $
PROGRAM OBJECTIVES
Competencies/skills expected to be obtained:
Valuelbenefit expected to be returned to the DepartmenVOrganization:
APPROVALS
Supervisor:
Date:
Department Director:
Date:
Division Administrator:
Date:
CMA 5325 Attachment 1:1
09-13- 2007
Agenda Item No. 16F3
April 13, 2010
Page 115 of 120
OFFICE OF COUNTY MANAGER ADMINISTRATIVE PROCEDURE
POST TRAINING REPORT'
PARTICIPANT INFORMATION
Name:
Date:
Title:
Department:
Supervisor:
PROGRAM INFORMATION
Course Name! Program Title:
PROGRAM OBJECTIVES
Explain if and how expectations were met ?:
What valuelbenefit will be returned to the Department/Organization as a result of your
participation in this training ?:
Please provide details of how the valuelbenefit will be applied hack on the job:
(discuss methods, audience, etc, to redeliver conten!.)
>!< Due no later than 2 l\.'eeks a/ier returning from training.
CMA 5325 Attachment 1:2
09-15-2007
Agenda Item No. 16F3
April 13, 2010
Page 116 of 120
TRAINING, DEVELOPMENT AND EDUCA nON
Training Costs Reimbursement Agreement
Name:
Department:
Courseffraining:
Certification or License to be obtained:
Date of Course:
Pursuant to County Manager's Agency (CMA) Instruction 5325, 1 agree to reimburse the
County for the cost of this training, and related expenses, should I separate from County service
within 12 months, on a prorated basis following receipt of this training.
Employee Signature:
Date:
Department Director:
Date:
Division Administrator:
Date:
cc: Human Resources Personnel File
CMA 5325 Attachment 1:3
ll9.15.2007
Agenda Item No_ 16F3
April 13, 2010
Page 117 of 120
APPENDIX "e"
CMA # 5344
TUITION ASSISTANCE
(EfTective Date: October 1, 1997 (Revised: March 31, 2001; Revised: October I, 2003; Revised:
January I, 2005; Revised: April I, 2006; Rel-ised: May 1, 2009)]
~ 5344-1. Pu rpose.
The purpose of this Instruction is to provide for the continuation of a tuition assistance procedure
authorized by the Board of County Commissioners.
~ 5344-2. Concept.
A. Tuition Assistance:
(1) Tuition assistance will only be utilized for required courses that are part of an
approved degree program related to the employee's current job functions.
(2) The maximum tuition assistance paid shall not exceed the standard tuition charge per
credit hour for a State of Florida public college or institution. The amount of the
tuition assistance paid will consist of the per-credit hour for a State of Florida public
college/institution or actual per-credit charge, whichever is less. An employee will be
reimbursed for a maximum of six credit hours per semester.
(3) Proces<ing of tuition payments will occur in the order they are received.
(4) To qualify for tuition assistance, the following conditions must be met:
(a) Degree programs approved for tuition assistance must relate directly to the
employee's present job and enhance the knowledge, skills and abilities used in
that job.
(b) Courses must be taken from a fully accredited college, university or trade
school. Charges for a seminar program, workshop, non-credit course, or non-
degree-related course are not reimbursable under this policy. Please refer to the
Educationffraining Instruction for infonnation on such programs. )
(c) For approval, intended courses of study must be otherwise unavailable under
state or federal government sponsored programs. Veterans seeking tuition
assistance must provide sufficient proof that alternate funding is not otherwise
available. If equivalent training is offered through County-sponsored training,
the employee will be expected to utilize the County-sponsored training first.
(d) Requests for tuition assistance2 may be made after six months of employment.
Tuition assistance will be paid to regular full-time employees and regular part-
time employees scheduled for 30 or more hours a week, who have successfully
completed their initial probationary period.
] . EditDr's Note~ See CMA 5325, TraiDing, Development Bnd Edlltahon,
2. Edilor's NOle: The Applintioa for TuItion Aui5tJ1nce is induded at Ihe end Oflhlk CMA.
Page I of2
Agenda Item No. 16F3
April 13, 2010
Page 118 of 120
CMA # 5344
(e) The courses and curriculum must be approved by the employee's Department
Director and Division Administrator prior to the commencement of classes and
reviewed by the Human Resource Director or designee. Tuition assistance
requests for degree programs and respective courses approved by the Human
Resources Director will be submitted to the Clerk of Courts for processing.
(I) Elective courses that are not job-related are not eligible for assistance.
(5) The County will pay 100% of tuition expenses, up to a maximum of six credit hours
per semester subject to the standard tuition charge per credit hour, including
laboratory fees, if any. The employee must receive a passing grade of "C" or better in
order to receive assistance. For graduate level courses, a passing grade of "B" or
better shall be required in order to receive assistance.
(a) Evidence must be verified prior to tuition assistance being paid and shall
include tuition receipts, a certified transcript of grades, and any other documents
as deemed appropriate by the Human Resources Director.
(b) The employee shall disclose any other tuition aid received from government
sources prior to receiving tuition assistance from the County.
(c) Should the employee separate from County service within 12 months following
receipt of tuition assistance, he/she shall reimburse the County for all tuition
assistance received.
(6) Employees must take courses that will not interfere with their job responsibilities or
their normal working hours. If time off is required to attend courses during an
employee's working hours, it shall be without pay, unless prior arrangements have
been made for the employee to work an equivalent, substitute workday(s); or an
employee may use accrued vacation or compensatory leave. Such actions will require
prior approval by the County Manager or designee. The County will not grant any
other paid time off for an employee to take educational courses.
(7) It is the responsibility of the employee to provide the Human Resources Department
with timely submission of all the required material for processing tuition assistance.
~ 5344-3. Currency.
The Human Resources Department is responsible for maintaining the currency of this
Instruction.
~ 5344-4. Reference.
Collier County Personnel Ordinance, Ordinance No, 2001-50. It is the policy of the County to
encourage employees to pursue educational opportunities that will be beneficial to both the
employees and the County.
Page 2 of2
Agenda Item No. 16F3
April 13, 2010
Page 119 of 120
OFFICE OF THE COUNTY MANAGER
ADMINISTRATIVE PROCEDURE
BOARD OF COUNTY COMMISSIONERS
COLLIER COUNTY, FLORIDA
APPLICATION FOR TUITION ASSISTANCE
NOTICE TO APPLICANTS: To qualiry for luition assistance, your course musl be approved
prior to enrollment. Tuition Assistance will not be provided for mileage, textbooks or other
study materials, A maximum of six (6) credit hours per semester may be reimbursed.
MAXIMUM TUITION ASSISTANCE SHALL NOT EXCEED THE STANDARD TUITION
CHARGE PER CREDIT HOUR FOR A STATE OF FLORIDA PUBLIC COLLEGE OR
INSTITUTION.
1. Employee's Name:
Date:
Department:
Position:
Veteran: 0 Ves
DNo
Cost Center:
Object Code: 654310
2. Name of School:
Course Start Date:
3. Degree program: _~_
(please attach verification of degree being sought)
4. Course Information:
~..,,_m_"l""-'~.II_lIf"""'T~l
109
Agenda Item No. 16F3
April 13. 2010
Page 120 of 120
5. Please explain how this course work enhances the knowledge, skills and abilities relating to
the official duties you perform in your present position. (Attach a statement answering this
requirement. Please be very specific. The tuition assistance request will not be processed
unless the statement is attached.)
I have read the tuition assistance requirements and agree to furnish the Human Resources
Department with an official transcript or official grade report upon satisfactory completion of the
course. I understand that if I drop the class or fail to obtain a passing grade of "c" or better for
undergraduate courses and a "B" or better for graduate courses, tuition assistance will not be paid,
I further agree to reimburse the County for all tuition assistance received if I resign from the
County service before twelve (12) months following receipt of the tuition assistance.
Employee Signature:
Date:
6. APPLICATION APPROVAL
Department Director:
Date:
Division Administrator:
Date:
Human Resources Director
Date:
7. TUITION ASSISTANCE ACTION
Enrollment Date:
Completion Date:
Passing Grade Achieved:
YES 0 NO 0
Amount of tuition assistance $
(ATTACH COPY OF OFFICIAL TRANSCRIPT OR FINAL REPORT TO THIS FORM)
Finance pre-audit
Approved
110