Backup Documents 12/12/2023 Item #16F12 ORIGINAL DOCUMENTS CHECKLIST & ROUTING SLIP
TO ACCOMPANY ALL ORIGINAL DOCUMENTS SENT TO
THE BOARD OF COUNTY COMMISSIONERS OFFICE FOR SIGNATURE i 6 F 1 2
Print on pink paper. Attach to original document. The completed routing slip and original documents are to be forwarded to the County Attorney Office
at the time the item is placed on the agenda. All completed routing slips and original documents must be received in the County Attorney Office no later
than Monday preceding the Board meeting.
** ROUTING SLIP**
Complete routing lines#1 through#2 as appropriate for additional signatures,dates,and/or information needed. If the document is already complete with the
exception of the Chairman's signature,draw a line through routinglines#1 through#2,complete the checklist,and forward to the County Attorney Office.
Route to Addressee(s) (List in routing order) Office Initials Date
1.
2. (Enter your Dept here)
3. County Attorney Office County Attorney Office (7-. 61 , aq
4. BCC Office Board of County RL by MB
Commissioners [s] 2/IZ/Zy
5. Minutes and Records Clerk of Court's Office
,� 2'o15'
0,11
PRIMARY CONTACT INFORMATION
Normally the primary contact is the person who created/prepared the Executive Summary. Primary contact information is needed in the event one of the
addressees above may need to contact staff for additional or missing information.
Name of Primary Staff Madison Bird Phone Number 2939
Contact/ Department
Agenda Date Item was 12/12/23 Agenda Item Number 16F12
Approved by the BCC
Type of Document(s) Amendments Number of Original 1
Attached Documents Attached
PO number or account
number if document is
to be recorded
INSTRUCTIONS & CHECKLIST
Initial the Yes column or mark"N/A" in the Not Applicable column,whichever is Yes N/A (Not
appropriate. (Initial) Applicable)
1. Does the document require the chairman's signature?(stamped unless otherwise stated) MB
2. Does the document need to be sent to another agency for additional signatures? If yes, N/A
provide the Contact Information (Name;Agency;Address; Phone)on an attached sheet.
3. Original document has been signed/initialed for legality. (All documents to be signed by MB
the Chairman,with the exception of most letters,must be reviewed and signed by the
Office of the County Attorney.)
4. All handwritten strike-through and revisions have been initialed by the County Attorney MB
Office and all other parties except the BCC Chairman and the Clerk to the Board.
5. The Chairman's signature line date has been entered as the date of BCC approval of the MB
document or the final negotiated contract date whichever is applicable.
6. "Sign here"tabs are placed on the appropriate pages indicating where the Chairman's MB
signature and initials are required.
7. In most cases(some contracts are an exception),the original document and this routing slip N/A
should be provided to the County Attorney Office at the time the item is uploaded to the
agenda. Some documents are time sensitive and require forwarding to Tallahassee within a
certain time frame or the BCC's actions are nullified. Be aware of your deadlines!
8. The document was approved by the BCC on_12/12/23 and all changes made
during the meeting have been incorporated in the attached document. The County cime
Attorney Office has reviewed the changes, if applicable.
9. Initials of attorney verifying that the attached document is the version approved by the
BCC, all changes directed by the BCC have been made,and the document is ready for they ,
Chairman's signature.
Please email a completed copy to
Madison.Bird@Colliercountyfl.gov
I:Forms/County Forms/BC I I.26.05;2.24.05; 11/30/12;4/22/16;9/10/21
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FIRST AMENDMENT TO CONTRACT BETWEEN
COLLIER COUNTY BOARD OF COUNTY COMMISSIONERS
AND
SOUTHWEST FLORIDA PROFESSIONAL FIREFIGHTERS AND PARAMEDICS
LOCAL 1826/I.A.F.F.,INC.
This First Amendment to the Contract between Collier County Board of County
Commissioners and the Southwest Florida Professional Firefighters and Paramedics Local
1826/LA.F.F.,INC., (collectively"Parties")dated April 27,2021 and updated July 13,2021 (valid
through 9/30/25) is entered into this 12th day of December, 2023.
WHEREAS, pursuant to the terms of the Contract, the Parties were authorized to reopen
the Contract in June 2023 specific to Article 20, Wages and Incentives, and one other article, and
the Parties agreed to reopen Article 13, Sick leave as the additional article; and
WHEREAS, the County staff and the Union representatives met, negotiated in good faith,
and reached tentative agreements on amendments to both Article 20 and Article 13 subject to
ratification by the Board of County Commissioners and the Union Local 1826, District 14; and
WHEREAS, the Union provided written notice to the County of the ratification vote by its
members on October 27, 2023, and the Board of County Commissioners approved the proposed
amendments to Article 20 and Article 13 on December 12, 2023 (Agenda item 16F12).
NOW THEREFORE, the Parties agree as follows:
1, The foregoing recitals are true and correct and incorporated herein by reference.
2. The proposed changes to Article 20 and Article 13 will be retroactive to October 1,
2023,and will be in effect through September 30,2025.The amended Articles were
approved by the Board of County Commissioners on December 12, 2023 (Agenda
item 16F12) and are attached to this First Amendment as Exhibit "A" and Exhibit
«B ,
3. Other than as specifically set forth herein,the amendments to Article 20 and Article
13 do not modify the contract.
SIGNATURE PAGES TO FOLLOW
CA.1f)
16EIL
FOR COLLIER COUNTY:
A'ITEST; BOARD OF COUNTY COMMISSIONERS
• CRYSTAL KINGEL OF COLLIER COUNTY, FLORIDA
eputy Clerk Attest as Ip latlt7t 11'S_, Rick LoCastro, Chairman
onature only.
.Date: 2/ic
Ap O
L. as to rm and egality;O/
Assistant County Attorney
Colleen M. Greene
THIS AGREEMENT IS SUBJECT TO RATIFICATION BY THE BARGAINING
UNIT AND APPROVAL BY THE COLLIER COUNTY BOARD OF COUNTY
COMMISSIONERS.
i'-
i6F12
FOR THE UNION:
Henry Garcia
Henrryy'aicia,President, and Type or Print Name
Licensed Bargaining Agent for
Southwest Florida Professional Firefighters
& Paramedics, International Association of
Firefighters, Local 1826
WITNESS:
02/12/2024 /412. ( z
Date
By: Tim Jones
Type or Print Name:
Type or Print Name:
By: Eric Roberts
Type or Print Name:
•
4;(:))
j'.
16 E12
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 91 1
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.
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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.
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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.
EXHIBIT
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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
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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
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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.
% PAID AT
YEARS OF SERVICE 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.
16 Fl ?
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 1 2
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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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.
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 1 2
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.
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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.
EXHIBIT
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