Agenda 12/12/2023 Item #16F12 (Approve Amendments to Article 13 and Article 20 of the Collier Bargaining Agreemnt between CC and Collier EMS/Fire District $)12/12/2023
EXECUTIVE SUMMARY
Recommendation to approve amendments to Article 13 and Article 20 of the Collective Bargaining
Agreement between Collier County and the Collier EMS/Fire District 14 Bargaining Unit, Southwest
Florida Professional Firefighters and Paramedics, Local 1826, International Association of Firefighters,
Incorporated.
OBJECTIVE: To approve amendments to Article 13 and Article 20 of the Collective Bargaining Agreement
(“CBA”) with the Collier EMS/Fire District 14 Bargaining Unit, Southwest Florid a Professional Firefighters
and Paramedics, Local 1826, International Association of Firefighters, Incorporated ("Local 1826").
CONSIDERATIONS: On April 27, 2021, and July 13, 2021, the Board of County Commissioners (“Board”)
approved updates to the CBA between Collier County and Local 1826. One of the considerations of the CBA
was to re-open the contract specific to Article 20, Wages and Incentives, no later than June 2023 to discuss
adjustments that would be effective in FY2024. There was also the opport unity to open one other article as
part of the negotiations.
The County and Local 1826 began negotiating wages under the above-described re-opener in January 2023.
There are several external factors that have contributed to the need to consider a revised wage structure for
EMS employees. First, effective October 1, 2022, the state of Florida required agencies that provide services
reimbursable under Medicaid to bring the minimum compensation rate to $15.00/hour. To avoid potential
fines, the County came into compliance; however, with a starting pay rate under the contract of $13.04/hour
for EMT I employees and $13.92/hour for EMS II employees, this mandate meant that multiple steps under
the existing step plan were collapsed. It also meant that for an exten ded period, these employees would not
receive an increase unless they were promoted to a higher-level classification. Additionally, despite ongoing
recruitment efforts to hire new staff, Collier County EMS continues to experience high field staff turnover
rates; at the time of writing this executive summary, the division had 21 vacancies. Employees often accept
positions with other first response agencies in Collier County and neighboring areas that have increased their
base pay rates and offer staff higher starting rates or other incentives. By increasing the entry rate of pay into
Collier County EMS, we anticipate improved retention and ease of recruiting new employees into the agency.
The second article the parties negotiated was Article 13, Section A, Sick Leave, and Section B, Personal
Leave. The parties agreed to multiple changes, including making sick leave productive time and addressing
issues such as notification and proof of illness. The parties further agreed to increase personal leave for Collier
County EMS employees covered by the contract.
In good faith, the parties were able to reach a consensus on wages and revisions to the article related to sick
leave and personal leave, culminating in an agreement reached on October 20, 2023, subject to ra tification by
Local 1826 and approval by the Board. On October 27, 2023, Local 1826 provided written notice to the
County that its membership ratified the two attached articles.
Versions showing the final agreed-upon changes to Article 13 and Article 20, as well as clean copies of each
article, are attached to this Executive Summary. The proposed changes to articles in the CBA will be
retroactive to October 1, 2023, and will be in effect through September 30, 2025.
FISCAL IMPACT: Estimated expenses to implement wage increases in the updated step pay plan for fiscal
year beginning October 1, 2023 (FY2024) total $923,000. Estimated additional recurring annual costs of
$535,000 will be necessary throughout the agreement’s duration to enact the annual step plan adjustment of
2.5% for each employment classification, along with employees participating in two specialty incentive
programs under the agreement. Annual recurring costs will be appropriated in EMS operating fund (4050),
which receives a substantial transfer from the General Fund. The EMS personal services budget for FY2024
16.F.12
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12/12/2023
totals $36,500,900.
LEGAL CONSIDERATIONS: This item is approved as to form and legality and requires majority vote for
approval. - CMG
GROWTH MANAGEMENT IMPACT: There is no growth management impact associated with this action.
RECOMMENDATION: That the Board approve and authorize its Chair to sign the Article 13 and Article 20
amendments to the Collective Bargaining Agreement with the Collier EMS/Fire District 14, Southwest Florida
Professional Firefighters and Paramedics, Local 1826, International Association of Firefighters, Inc.
PREPARED BY: Michael Choate, Executive Director, Public Safety
ATTACHMENT(S)
1. Article 13A TA'd 9/18/2023
2. Article 13A Clean Copy
3. Article 13B TA’d 9/18/2023
4. Article 13B Clean Copy
5. Article 20 TA'd 10/20/2023
6. Article 20 Clean Copy
7. Ratification Letter dated 10/27/2023
ATTACHMENT(S)
1. Article 13A Sick Leave TA'd 9-18-23 (PDF)
2. Article 13A Sick Leave 9-18-23 Clean Copy (PDF)
3. Article 13B Personal Leave TA'd 9-18-23 (PDF)
4. Article 13B PL 48 Hrs and Productive Time 9-18-23 Clean Copy (PDF)
5. Local 1826 D14 Ratification Notice Articles 13 and 20 102723 (PDF)
6. Article 20 Wages TA'd 10-20-23 (PDF)
7. Article 20 Wages 10-20-23 Clean Copy (PDF)
16.F.12
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12/12/2023
COLLIER COUNTY
Board of County Commissioners
Item Number: 16.F.12
Doc ID: 27214
Item Summary: Recommendation to approve amendments to Article 13 and Article 20 of the Collective
Bargaining Agreement between Collier County and the Collier EMS/Fire District 14 Bargaini ng Unit, Southwest
Florida Professional Firefighters and Paramedics, Local 1826, International Association of Firefighters,
Incorporated.
Meeting Date: 12/12/2023
Prepared by:
Title: Management Analyst II – County Manager's Office
Name: Geoffrey Willig
11/27/2023 1:26 PM
Submitted by:
Title: Division Director - Human Resources – Human Resources
Name: Amy Lyberg
11/27/2023 1:26 PM
Approved By:
Review:
Human Resources Amy Lyberg Director Review Completed 11/27/2023 1:26 PM
Corporate Business Operations Kenneth Kovensky Corporate Business Operations Review Completed 12/02/2023 4:36 AM
Office of Management and Budget Christopher Johnson Additional Reviewer Completed 12/04/2023 12:35 PM
Emergency Management Michael Choate Additional Reviewer Completed 12/05/2023 12:16 PM
Office of Management and Budget Debra Windsor Level 3 OMB Gatekeeper Review Completed 12/05/2023 12:31 PM
County Attorney's Office Jeffrey A. Klatzkow Level 3 County Attorney's Office Review Completed 12/05/2023 2:18 PM
Office of Management and Budget Agnieszka Chudy Additional Reviewer Completed 12/06/2023 9:25 AM
County Manager's Office Ed Finn Level 4 County Manager Review Completed 12/06/2023 5:07 PM
Board of County Commissioners Geoffrey Willig Meeting Pending 12/12/2023 9:00 AM
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16.F.12.aPacket Pg. 2731Attachment: Article 13A Sick Leave TA'd 9-18-23 (27214 : EMS Collective Barganing)
16.F.12.aPacket Pg. 2732Attachment: Article 13A Sick Leave TA'd 9-18-23 (27214 : EMS Collective Barganing)
16.F.12.aPacket Pg. 2733Attachment: Article 13A Sick Leave TA'd 9-18-23 (27214 : EMS Collective Barganing)
16.F.12.aPacket Pg. 2734Attachment: Article 13A Sick Leave TA'd 9-18-23 (27214 : EMS Collective Barganing)
16.F.12.aPacket Pg. 2735Attachment: Article 13A Sick Leave TA'd 9-18-23 (27214 : EMS Collective Barganing)
16.F.12.aPacket Pg. 2736Attachment: Article 13A Sick Leave TA'd 9-18-23 (27214 : EMS Collective Barganing)
16.F.12.aPacket Pg. 2737Attachment: Article 13A Sick Leave TA'd 9-18-23 (27214 : EMS Collective Barganing)
16.F.12.aPacket Pg. 2738Attachment: Article 13A Sick Leave TA'd 9-18-23 (27214 : EMS Collective Barganing)
ARTICLE 13 — A
SICK LEAVE
Section 13.1 – Eligibility
All regular and probationary employees shall be entitled to accrue, and use accumulated sick leave
with pay from the date of hire. Job bank 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 3.69 hours per biweekly pay period
56-hour 5.17 hours per biweekly pay period
B. Regular employees hired on or before September 30, 1993, shall accrue hours of
sick leave on the following schedule:
40/42-hour 4.62 hours per biweekly pay period
56-hour 6.47 hours per biweekly pay period
C. Regular employees may accrue an unlimited number of sick leave hours throughout
their county career.
D. Employees hired from other Collier County Divisions and/or any Collier County
Constitutional Officer agencies with a break in service of less than 30 days may transfer their
accumulated sick time. The date of hire with the other Collier County Divisions and/or Collier
County Constitutional Officer agency shall determine the sick leave accrual rate with Collier
County EMS.
E. Sick leave shall be accrued based on regular hours worked and any paid leave.
16.F.12.b
Packet Pg. 2739 Attachment: Article 13A Sick Leave 9-18-23 Clean Copy (27214 : EMS Collective Barganing)
F. Leave without pay and hours more than 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. Sick Leave shall be productive for the purposes of wages and overtime.
B. The minimum charge for sick leave shall be one half (1/2) hour units.
C. Sick leave may be granted for the following purposes:
1. Personal illness or injury.
2. For appointments with medical, dental, or other recognized practitioners for
consultation or treatment when such appointments cannot be reasonably scheduled
during non-work hours.
3. Serious illness, injury and/or disability in the employee’s immediate family
where the employee’s presence is necessary to provide care. For purposes of this
Section, immediate family is defined as spouse, spouse’s parents, children, step
children, brother, sister, parents, step parents or loco parentis.
4. Disabilities arising out of pregnancy, childbirth, and recovery, to the extent
considered medically necessary by a physician, shall be treated as other temporary,
non-job connected disabilities in terms of eligibility for sick leave, vacation, or
leave of absence.
5. Employees must use all of their sick time prior to using short-term or long-
term disability.
D. Notification and Proof of Illness.
1. The employee shall be responsible for notifying the EMS Battalion Chief
on duty or Chief Pilot via voice phone call, two (2) hours or more before the start
16.F.12.b
Packet Pg. 2740 Attachment: Article 13A Sick Leave 9-18-23 Clean Copy (27214 : EMS Collective Barganing)
of the shift on each day of absence. Failure to provide timely notice will result in
deduction of sick leave time for two (2) hours of no call-in prior to starting time
and for any time missed during assigned shift hours prior to notification.
2. Employees will be required to supply proof of sickness, injury, or disability,
including that of the employees’ family as described in Article 13.3, Section C-3
by submitting, at their own expense, a prescription receipt with name and date noted
or receipt showing payment that medical services were rendered.
(a) After seven (7) non-consecutive sick leaves during a
calendar year; 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; or
(d) Proof of illness may be required for mid shift sick leave if
there is a suspicion of abuse; or
(e) if an employee calls in sick on an unapproved vacation day.
3. The employee will be entered as Leave Without Pay until the requested
physician’s note is received and approved by the Chief or designee. The employee
has the right to blackout personal information on the prescription or receipt,
including the name of the medication. 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
16.F.12.b
Packet Pg. 2741 Attachment: Article 13A Sick Leave 9-18-23 Clean Copy (27214 : EMS Collective Barganing)
work. The third consecutive shift or sixth consecutive day and thereafter will be
entered as leave without pay unless a doctor’s note is provided.
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 Pay Upon Separation
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
% PAID AT
SEPARATION
At least 2 years but less than 5 years 20%
At least 5 years but less than 10 years 25%
At least 10 years but less than 15 years 35%
At least 15 years but less than 20 years 40%
After 20 years 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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Packet Pg. 2742 Attachment: Article 13A Sick Leave 9-18-23 Clean Copy (27214 : EMS Collective Barganing)
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
separation is 1040 hours.
E. Regular full-time employees who are laid off from County service shall have the
option of receiving payment for sick leave at the time of layoff as provided in this Section or
retaining eligible accrued sick leave hours for a period of six (6) months.
F. In the event an employee is separated because of death, sick leave shall be paid in
the final paycheck as calculated above.
Section 13.5 – Attendance Incentive Plan
The Attendance Incentive Plan will allow hours of sick leave to be converted to vacation hours as
described below:
Sick Leave Usage in Hours Amount of Hours to be Converted
0 72 hours
1-24 48 hours
25-48 24 hours
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 his/her vacation and sick hours due to absence
resulting from a serious illness, accident or disability may receive donations from the Sick Leave
16.F.12.b
Packet Pg. 2743 Attachment: Article 13A Sick Leave 9-18-23 Clean Copy (27214 : EMS Collective Barganing)
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 employee must be
a regular full-time employee and have completed the initial probationary period.
B. An employee having used all of his/her vacation and sick time resulting from an
immediate family member's serious illness, accident or disability may receive donations from the
Sick Leave Bank as herein provided. For purposes of this Section, immediate family is defined in
Article 13, Section 13.3, C-3.
C. An employee must contribute initially at least eight (8) hours of accrued sick leave,
personal 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.
D. Every year in October, a notice will be sent to all employees requesting donations be
made to the Sick Leave Bank. Employees who wish to continue their participation in the program
must fill out the form every year and donate the requested time. The donated time will only be in
eight (8) hour blocks. All participating employees will contribute the same number of hours. After
annual donation, an accounting report of Sick Leave Bank will be provided to the Sick Leave Bank
Committee and DVP.
Establishment of the Sick Leave Bank Committee will be described below:
1. One (1) bargaining unit member chosen by the District 14 DVP
2. One (1) bargaining unit member chosen by the EMS/Fire Chief
3. One (1) EMS/Fire Chief
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Packet Pg. 2744 Attachment: Article 13A Sick Leave 9-18-23 Clean Copy (27214 : EMS Collective Barganing)
The EMS/Fire Chief will select their bargaining unit member October 2023 for a 12-month
term. District 14 DVP will select their bargaining unit member October 2023 for a 24-
month term. After initial terms, both selected member terms will be for 24 months.
E. The EMS/Fire Chief, the District 14 DVP, or an employee may request the
establishment of a leave bank account. The request shall be submitted in writing to the EMS Chief,
who then shall communicate with the Sick Leave Bank Committee. The decision of the Committee
will be final and not subject to the Grievance and Arbitration Procedure.
F. Use of leave from the Sick Leave Bank shall not exceed 240 hours. Exceptions to
this rule, which would permit the approval of up to another three (3) months or 720 hours of Sick
Leave Bank usage, can be approved by the Sick Leave Bank Committee. The Sick Leave Bank
Committee shall have the right to review all previous sick leave bank usage when reviewing a
request for use.
G. As long as the employee is in a pay status, the County will maintain its contributions
to the health insurance program for that employee.
H. Employee donations to the Sick Leave Bank will not impact their eligibility for the
Attendance Incentive Program.
I 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).
16.F.12.b
Packet Pg. 2745 Attachment: Article 13A Sick Leave 9-18-23 Clean Copy (27214 : EMS Collective Barganing)
16.F.12.cPacket Pg. 2746Attachment: Article 13B Personal Leave TA'd 9-18-23 (27214 : EMS Collective Barganing)
ARTICLE 13 — B
PERSONAL LEAVE
Section 13.1-B Personal Leave
All full-time Collier County EMS employees will be eligible for forty-eight (48) 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 (1/2) hour units.
E. Personal leave may be used by the employee to conduct personal business. Staffing
requirements and the ability to serve the public shall be considered in approving the leave
request.
F. Supervisors may require seventy-two (72 hours) advance notice if an employee wishes
to use personal leave.
G. Personal leave will be counted as productive time for EMS bargaining unit employees.
16.F.12.d
Packet Pg. 2747 Attachment: Article 13B PL 48 Hrs and Productive Time 9-18-23 Clean Copy (27214 : EMS Collective Barganing)
PRINCIPAL OFFICERS
HENRY GARCIA
President
TIM JONES Vice President
ERIC ROBERTS
Secretary/ Treasurer
ANGELA YOUNG
Field Representative
DISTRICTS
DISTRICTS 1 & 16
Fort Myers
DISTRICT 2
Lee Co. EMS
DISTRICTS 3 & 15
Fort Myers Beach
DISTRICT 4
North Fort Myers
DISTRICT 5
South Trail
DISTRICTS 6 & 19
Lehigh Acres
DISTRICT 7 & 25
Iona McGregor
DISTRICT 8 & 26
Tice
DISTRICT 9 & 21
San Carlos Park
DISTRICT 10 & 22
Lee Co. CFR
DISTRICT 11
Estero
DISTRICT 12
Bayshore
DISTRICT 13
Pine Island
DISTRICT 14 & 27
Collier Co. EMS
DISTRICT 17
Sanibel
DISTRICT 18 & 20
Fort Myers Shores
DISTRICT 23
Hendry Co. EMS
DISTRICT 24
Alva
SOUTHWEST FLORIDA PROFESSIONAL FIREFIGHTERS & PARAMEDICS LOCAL 1826/I.A.F.F., INC 12651 McGregor Blvd• Suite 2-203 • Fort Myers, Florida33919 (239) 334-8222 • (239) 334-8240 • Fax: (239)790-2715
E-mail: www.local1826.com
Affiliated with: INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
Florida Professional FireFighters
October 27, 2023
Dear Director Choate,
The Southwest Florida Professional Fire Fighters and Paramedics, Local 1826, IAFF,
Inc. is proud to announce that District 14, Collier County EMS, have ratified their
Collective Bargaining Agreement dated October 1, 2023 through September 30,
2025.
Sincerely,
Eric Roberts
Secretary/Treasurer
IAFF Local 1826
Cc: 14th DVP Esquerte
16.F.12.e
Packet Pg. 2748 Attachment: Local 1826 D14 Ratification Notice Articles 13 and 20 102723 (27214 : EMS Collective Barganing)
16.F.12.f
Packet Pg. 2749 Attachment: Article 20 Wages TA'd 10-20-23 (27214 : EMS Collective Barganing)
16.F.12.f
Packet Pg. 2750 Attachment: Article 20 Wages TA'd 10-20-23 (27214 : EMS Collective Barganing)
16.F.12.f
Packet Pg. 2751 Attachment: Article 20 Wages TA'd 10-20-23 (27214 : EMS Collective Barganing)
ARTICLE 20 - WAGES & INCENTIVES
Section 20.1 – Pay Plan
YOS EMT I EMT II Paramedic I Paramedic II Paramedic CO Pilot
0 15.00 15.75 18.11 19.02 21.45 36.63
1 15.38 16.14 18.56 19.50 21.99 37.55
2 15.76 16.55 19.03 19.98 22.54 38.48
3 16.15 16.96 19.50 20.48 23.10 39.45
4 16.56 17.39 19.99 20.99 23.68 40.43
5 16.97 17.82 20.49 21.52 24.27 41.44
6 18.27 21.00 22.06 24.88 42.48
7 18.72 21.53 22.61 25.50 43.54
8 19.19 22.07 23.17 26.13 44.63
9 19.67 22.62 23.75 26.79 45.75
10 20.16 23.18 24.35 27.46 46.89
11 20.67 23.76 24.96 28.14 48.06
12 21.18 24.36 25.58 28.85 49.26
13 21.71 24.96 26.22 29.57 50.49
14 22.25 25.59 26.87 30.31 51.76
15 22.81 26.23 27.55 31.07 53.05
16 23.38 26.88 28.24 31.84 54.38
17 23.97 27.56 28.94 32.64 55.74
18 24.56 28.25 29.66 33.45 57.13
19 25.18 28.95 30.41 34.29 58.56
20 25.81 29.68 31.17 35.15 60.02
• Employees will be placed within the step for the years of service on October 1, 2023. The
employee will move into the next step on their anniversary of hire date with CCEMS.
• Work assignments for each position are scheduled at the discretion of the County.
• A six (6) month probationary period exists for each assignment/promotion into a new
position.
• Based on FLSA guidelines, employees in these positions are classified as non-exempt
(hourly) workers. Annual rates of pay are determined by multiplying the hourly rates in
Article 20.1 by 3328 for EMT II, Paramedic (I, II, Company Officer) positions. Annual
rates of pay for Pilots are determined by multiplying the annual rates in Article 20.1 by
2288.
• Employees will not receive additional raises that other county employees receive.
16.F.12.g
Packet Pg. 2752 Attachment: Article 20 Wages 10-20-23 Clean Copy (27214 : EMS Collective Barganing)
Section 20.2 – Pay for Experience
Providing competitive wages based on previous experience is important for recruitment.
Employees and candidates with previous years of 911 or military medical service prior to
employment with Collier County EMS will be placed within the step for the years or service. To
qualify for pay for experience, the candidate and employee:
• Must produce verifiable full time EMT or Paramedic experience in a 911 pre-hospital
system.
• Will be hired at the hourly rate within the Article 20 pay plan based on verifiable 911
experience, up to a maximum of five (5) years’ experience.
• Will move into the next step on their anniversary date with CCEMS.
Section 20.3 – Incentives
Employees selected to participate in specialty incentive programs under this agreement shall
receive the following:
• Field Training Officers 3.5% increase to hourly rate
• Special Operations Team 2.0% increase to hourly rate
• Tactical 2.0% increase to hourly rate
• MedFlight 2.0% increase to hourly rate
• Search and Rescue 2.0% increase to hourly rate
• Firefighter 2.0% increase to hourly rate
Employees participating in EMS Specialty incentive programs may receive up to two
incentives as a result of their participation, regardless of whether they participate in more than two
specialties at the same time.
Participation within a program is at the sole discretion of the Chief based on the needs of the
department and personal performance.
16.F.12.g
Packet Pg. 2753 Attachment: Article 20 Wages 10-20-23 Clean Copy (27214 : EMS Collective Barganing)
Section 20.4 Conditions of Employment
Employees hired in the classification of EMT I or EMT II must attain and maintain a state
license as a Paramedic and attain County Paramedic credentialing within 2 years of placement into
regular full-time status. Once an employee has been credentialed as a County Paramedic, the
employee must maintain their credentials as a condition of continued employment.
Section 20.5 – Eligibility for Deferred Compensation Matching (per CMA 5341)
The County will provide a dollar-for-dollar match (not a contribution) to a deferred
compensation account that will be available to permanent full-time employees. The eligible
employee must be actively contributing to a pre-tax deferred compensation account provided by
Collier County (Nationwide, ICMA, or any other approved vendor). The match provided will be a
minimum of $750.00 or the same as offered to all County employees.
16.F.12.g
Packet Pg. 2754 Attachment: Article 20 Wages 10-20-23 Clean Copy (27214 : EMS Collective Barganing)