Agenda 03/10/2026 Item #16F 1 (Amendments to Articles 9, 13, and 19 of the Collective Bargaining Agreement between Collier County and the Collier EMS/Fire District 27 Bargaining Unit)3/10/2026
Item # 16.F.1
ID# 2026-515
Executive Summary
Recommendation to approve amendments to Articles 9, 13, and 19 of the Collective Bargaining Agreement between
Collier County and the Collier EMS/Fire District 27 Bargaining Unit, Southwest Florida Professional Firefighters and
Paramedics, Local 1826, International Association of Firefighters, Incorporated.
OBJECTIVE: To approve amendments to Articles 9, 13, and 19 of the Collective Bargaining Agreement with the
Collier EMS District 27 Bargaining Unit, Southwest Florida Professional Firefighters and Paramedics, Local 1826,
International Association of Firefighters, Incorporated ("Local 1826").
CONSIDERATIONS: On February 13, 2024, the Board approved the Collective Bargaining Agreement (the "CBA")
between Collier County and Local 1826, District 27, EMS Battalion Chiefs. A consideration of the CBA allows the
contract to re -open for the purpose of discussion of up to two articles by both the County and the Union, no later than
May 2025.
The County and Local 1826 D27 began negotiating under the above -described re -opener in May 2025. In good faith, the
parties were able to reach consensus on revisions to Article 9, Staffing and Overtime; Article 13, Vacation; and Article
19, Benefits, culminating in an agreement reached on January 21, 2026, subject to ratification by members of Local
1826 D27 and approval by the Board. Amendments to these articles are summarized below.
Article 9 — Staffing & Overtime
Revised verbiage addressing the methodology to fill Battalion Chief shift openings in the event of absences, and
provides language to cover compensation in the event staff are deployed as part of a statewide mutual aid agreement
mission.
Article 13 — Vacation Leave
Increases maximum vacation accrual from 480 to 500 hours and permits payout of up to 500 hours at the time of
separation from service. Clarifies circumstances that count towards total Battalion Chief employee absences per shift on
vacation. Memorializes that vacation requests will be honored once submitted, with limited exceptions when leave
would be canceled, including to ensure appropriate staffing in the event of declared or local emergencies.
Article 19 — Benefit Option Plan
Amended to provide Line of Duty Cancer benefits to bargaining unit employees, affording the same benefits provided
under § 112.1816, Florida Statutes.
On February 13, 2026, Local 1826 provided written notice to the County that its membership ratified the three articles.
Versions showing the final agreed -upon changes to Articles 9, 13, and 19, as well as clean copies of each article, are
attached to this Executive Summary. The proposed changes to articles in the CBA take effect as of the date of Board
approval and will be in effect through September 30, 2026.
This item is consistent with the Collier County Strategic Plan objective of responsible governance to recruit, develop,
assess, and retain a high -quality workforce.
FISCAL IMPACT: The proposed changes to the three articles are anticipated to have a nominal fiscal impact to the
annual EMS budget. Cost increases would include payments to separating Battalion Chief employees of up to 500 hours
of vacation leave time, increased from the prior maximum vacation payout amount of 320 hours, as well as the cost of
implementing the policy for Line of Duty Cancer benefits of approximately $3,000 per year. Funding is available within
EMS Fund 4050.
GROWTH MANAGEMENT IMPACT: There is no growth management impact associated with this action.
LEGAL CONSIDERATIONS: This item is approved as to form and legality and requires majority vote for approval. —
CMG
3/10/2026
Item # 16.F.1
ID# 2026-515
RECOMMENDATION(S): To approve amendments to Articles 9, 13, and 19, of the Collective Bargaining Agreement
with the Collier EMS District 27, Southwest Florida Professional Firefighters and Paramedics, Local 1826, International
Association of Firefighters, Inc., as endorsed by the EMS Chief, EMS Deputy Chief, and staff, and authorize the Chair
to execute the three articles of the Collective Bargaining Agreement.
PREPARED BY: Bruce Gastineau, EMS Chief, Public Safety
ATTACHMENTS:
1. EMS D27 Article 9 Staffing TAd 1.21.26
2. EMS D27 Article 9 Staffing Final Stamped
3. EMS D27 Article 13 Vacation Leave TAd 1.21.26
4. EMS D27 Article 13 Vacation Leave Final Stamped
5. EMS D27 Article 19 Benefit Option Plan TAd 1.21.26
6. EMS D27 Article 19 Benefit Option Plan Final Stamped
7. D27 CCEMS BC Ratification of CBA Feb 12 2026
1
ARTICLE-9
STAFFING & OVERTIME l
Section 9.1 —Qx-jxxu Staffmg
26
Nlinintum staffing will be four (4) Battalion Chiefs per 24-hour shift. Shifts are
identified as either A, B or C Shifts with twenty-four (24} hours on duty followed by forty-eight
(48) hours off duty in a repeating rotating schedule. If st�ffin� fa_11s below four (4} Battalion
Chiefs., the county will fill oUeirings as described in 9.3 and 9.4.
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Section 9.3- 2. —Overtime Pay
Regardless of shift assignment, as required by the Fair Labor Standards Act (FLSA), all
bargaining unit employees will be paid. overtime (hours worked in excess of 40 hours per work
week) at 1.5 times their hourly rate. Only vacation, sick leave, personal leave, jury duty leave and
bereavement leave will be counted as time worked for overtime purposes. With prior approval of
management, an employee may substitute compensatory time at the same 1.5 rate in lieu of
overtimeprovide the employee does not have non -productive time in the work week. In
accordance with p'1^,.;a., Statutes The Fair Labor Standards Act (FL SA}, employees may accrue a
maximum of 240 hours of compensatory time per calendar year. Unused, accumulated
compensatory time will be paid out to employees upon separation, upon transfer to an exempt
position, or in the last check of the calendar year.
Section 9.43 —Overtime Assignment
district 2� Praaosa[ 4'i 262t32G
Overtime may will be used to fill and maintain four (4) Battalion Chief positions per shift
as described below, in Lite order listed. All overtime assignments must be approved by the Chief
oI designee Urior to tfie payroll deadline.
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Far the fast vacancy of a Battalian Chief Position the follo��in� ayl3lies:
l . Consider "move -up" of an on duty Local 1826, District 14 Batialian Chief Infern, if there is no
nzandatoiy overtime in the field; then,
2. Offer voluntary overtime to District 27 Battalion Cl�iefs. Overtime will be awardedm order of
the least hours of overtime worked withMI the last tluee (3} months.
3. Offer ��oluntary overtime to Lacal 1826 District 14 Battalion Chief lr�tenzs, if there is no
niandatoiy overtinZe in the field, then,
4. Mandate of Local 1826 District 2 %Battalion Cluef.
For alI other Battalion Chief �jacancies the followin¢ »rocedure will a > >ly
1. Offer voluntary overtime to Local 1826 District 27 Battalion. Chiefs. Overti�ne u%ill be awarded
in order of t11e least hours of ovei-tinle vrorlced in the last three (3) months.
2. Mandate a Local 1826 District 27 Battalion Chef with the lowest hours of overtime worked iFi
the Last three (3 � ir�onths.
District 27 Proposal Q1262U26
Section 9.4 Extended BC Vacancy
An extended BC Vacancy is defined as an absence of a District 27 member for greater than
31 consecutive days. Starting on day 32, the Counmay Use a District 14 BCI to fill the vacancy.
The vacaney will be offered in t-wo week increments, based on pay periods, to each District 14
BCI on the shift. If no BCIs accept the assiMuent or are available, the procedure described in 9.3
applies.
4
Section 9.5 —Assigning of Mandatory Overtime
In the event that a minimum Battalion Chief vacancy cannot be filled as described in 9�
9.3, mandatory overtime will be assigned as follows:
1. On duty Battalion Chief with the least recent overtime assignment will be
mandated.
2. The mandated employee may choose to cancel any future scheduled voluntary
overtime if the mandated hours cause him/her a hardship.
3. A Battalion Chief cannot be mandated if scheduled to be off duty on their following
shift.
Section 9.6 5 —Maximum Continuous Hours
To assist in reducing fatigue and help ensure rested personnel and safe operations, at no
time shall a Battalion Chief be permitted to work more than fifty (50) hours within any rolling
("continuous") seventy-two (72) hour period unless being held past the SO -hour hour mark is due
to a late call (2 hour maximum) or is the result of a declared state or local emergency. The
employee will be given a minimum of 12 hours off duty following working 50 continuous hours.
Should the employee choose to attend training, or work on administrative duties, it will be
permitted with management pre -approval. Except in cases of an emergency declared by local, state
District 2� i��osaE 01262025
or federal government, an employee cannot be recalled to return to work outside of their normally
assigned work schedule.
Section 9.� 6 —Workweek
The workweek will begin on Saturday and end on a Saturday 168 hours later.
Section 9.1� 7 —Early/Late Report
Employees who are held over beyond their normal work shift shall be paid for all hours
worked, in accordance with the Fair Labor Standards Act (ELSA).
Section 9.� � —Bargaining Unit Work
Nothing in this Article or in this Agreement shall be interpreted as prohibiting Collier
County EMS/Fire non -bargaining unit members from performing bargaining unit work on a
temporary basis if overtime is unable to be filled. This Section will not be utilized to allow the
County to subcontract out units nor to permit replacement of bargaining unit personnel.
Section 9.1 Q- Pay during Statewide Mutal Aid Agreement Mission
Employees deployed by the Counter as pant of a Statewide Mutal Aid Agreement mission
will be paid continuously from the time of mobilization until the time they demobilize (portal to
portal).
District 27 Pror�osal 01262026
ARTICLE 9
�11 Ill�_W \CIS. Ilil :71 Yiu ill
Section 9.1 — Staffing
Minimum staffing will be four (4) Battalion Chiefs per 24-hour shift. Shifts are identified
as either A, B or C Shifts with twenty-four (24) hours on duty followed by forty-eight (48) hours
off duty in a repeating rotating schedule. If staffing falls below four (4) Battalion Chiefs, the
County will fill openings as described in Sections 9.3 and 9.4.
Section 9.2 — Overtime Pay
Regardless of shift assignment, as required by the Fair Labor Standards Act (FLSA), all
bargaining unit employees will be paid overtime (hours worked in excess of 40 hours per work
week) at 1.5 times their hourly rate. Only vacation, sick leave, personal leave, jury duty leave and
bereavement leave will be counted as time worked for overtime purposes. With prior approval of
management, an employee may substitute compensatory time at the same 1.5 rate in lieu of
overtime pay, provided the employee does not have non -productive time in the work week. In
accordance with the Fair Labor Standards Act (FL SA) , employees may accrue a maximum of 240
hours of compensatory time per calendar year. Unused, accumulated compensatory time will be
paid out to employees upon separation, upon transfer to an exempt position, or in the last check of
the calendar year.
Section 9.3 — Overtime Assignment
Overtime will be used to fill and maintain four (4) Battalion Chief positions per shift as
described below, in the order listed. All overtime assignments must be approved by the Chief or
designee prior to the payroll deadline.
GAO
For the first vacancy of a Battalion Chief position, the following applies:
1. Consider "move up" of an on -duty Local 1926 District 14 Battalion Chief Intern
(BCI), if there is no mandatory overtime in the field; then,
2. Offer voluntary overtime to Local 1826 District 27 Battalion Chiefs. Overtime will
be awarded in order of the least hours of overtime worked in the last three (3)
months; then,
3. Offer voluntary overtime to Local 1826 District 14 Battalion Chief Interns, if there
is no mandatory overtime in the field; then,
4. Mandate of Local 1826 District 27 Battalion Chief.
For all other Battalion Chief vacancies, the following procedure will apply:
1. Offer voluntary overtime to Local 1826 District 27 Battalion Chiefs. Overtime will
be awarded in order of the least hours of overtime worked in the last three (3)
months; then,
2. Mandate the Local 1826 District 27 Battalion Chief with the lowest hours of
overtime worked in the last three (3) months.
Section 9.4 — Extended Battalion Chief Vacancy
An extended Battalion Chief (BC) vacancy is defined as an absence of a District 27 member
for greater than 31 consecutive days. Starting on day 32, the County may use a District 14 BCI to
fill the vacancy. The vacancy will be offered in two -week increments, based on pay periods, to
each District 14 BCI on the shift. If no BCIs accept the assignment or are available, the procedure
described in section 9.3 applies.
Section 9.5 — Assigning of Mandatory Overtime
In the event that a minimum Battalion Chief vacancy cannot be filled as described in 9.3,
mandatory overtime will be assigned as follows:
1. On duty Battalion Chief with the least recent overtime assignment will be mandated.
2. The mandated employee may choose to cancel any future scheduled voluntary overtime if
the mandated hours cause him/her a hardship.
3. A Battalion Chief cannot be mandated if scheduled to be off duty on their following shift.
Section 9.6 — Maximum Continuous Hours
To assist in reducing fatigue and help ensure rested personnel and safe operations, at no
time shall a Battalion Chief be permitted to work more than fifty (50) hours within any rolling
("continuous") seventy-two (72) hour period unless being held past the 50-hour hour mark is due
to a late call (2 hour maximum) or is the result of a declared state or local emergency. The
employee will be given a minimum of 12 hours off duty following working 50 continuous hours.
Should the employee choose to attend training, or work on administrative duties, it will be
permitted with management pre -approval. Except in cases of an emergency declared by local, state
or federal government, an employee cannot be recalled to return to work outside of their normally
assigned work schedule.
Section 9.7 — Workweek
The workweek will begin on Saturday and end on a Saturday 168 hours later.
Section 9.8 — Early/Late Report
Employees who are held over beyond their normal work shift shall be paid for all hours
worked, in accordance with the Fair Labor Standards Act (FLSA).
f-
Section 9.9 — Bargaining Unit Work
Nothing in this Article or in this Agreement shall be interpreted as prohibiting Collier
County EMS/Fire non -bargaining unit members from performing bargaining unit work on a
temporary basis if overtime is unable to be filled. This Section will not be utilized to allow the
County to subcontract out units nor to permit replacement of bargaining unit personnel.
Section 9.10 — Pay during Statewide Mutual Aid Agreement Mission
Employees deployed by the County as part of a Statewide Mutual Aid Agreement mission
will be paid continuously from the time of mobilization until the time they demobilize (portal-to-
portal).
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ARTICLE 13
VACATION LEAVE
Section 13.1 —Accrual
County Proposal?/18/2025 V2
Employees shall accrue vacation hours according to the following schedule, based on date
of hire with Collier County EMS:
Length of Service
Yearly Vacation Hours
Accrual Per Pay Period
Work Week
Work Week
40
56
40
56
0 through end of 2 years
80
120
3.08
4.615
3 through end of 6 years
120
168
4.616
6.464
7 through end of 20 years
160
240
6.152
9.23
21+years
200
288
7.616
11.08
Employees accrue vacation hours from their first day of full-time employment. The maximum
number of vacation hours an employee is permitted to accrue is 48A500. Vacation leave in excess
of 459500 hours will be automatically converted to sick leave. if at the *i-^^ of ^^^^-^ti^^ the
Section 13.2 —Selection
Employees may select vacation dates for one or more shifts before December 1st for the
period February 1st through January 31st of the next year. Selections for the following holiday
time frame must be submitted via email to the supervisor prior to December 1st for the next year's
period. These emailed requests will be entered prior to any submissions entered by the employee
iMO the scheduling system. Vacation dates selected in this time frame shall be granted to
employees based on Article 6's definition of seniority. Vacation dates, once approved, will be
County Proposal 7/18/2025 Vz
considered "locked . The Counh agrees to honor anv approved vacation time under the
conditions below:
1. The emplo ey a is promoted to Battalion Chief.
2. If administration moves the employee to a different shift
'------ Formatted: Indent: Left: 0.25"
Previously approved vacation will be considered void in the following circumstances limited _ __--- Formatted: Highlight
exceptions may apply:
1. .):f the employee does not have a sufficient balance to cover the absence from work The
employee may not utilize sick leave in place of vacation leave to cover any leave shortfall
m
way ur lnaY not reSulC In a QeClara[lOn OI IOCaI emer�enC�
3. .Should a Battalion Chief request to voluntarily move to a different shift
Section 13.3—Maximum
1. Except as hereinafter provided, the County shall approve up to one (1) employee on
vacation leave per shift; additional leave may be granted at the Chiefs or designee's
discretion. Any additional requests will be considered by the EMS Chief or designee based
on operational needs and available staffing.
2. Employees on swap; persel3al-leave and union leave shall not count against the number of
employees off on vacation per shift.
3. Employees on personal leave shall count against the number of employees off on vacation
per shift,
z4.Emplovees on military leave shall not count against the number of employees off on
vacation per shift.
Section 13.4 —Increments
Formatted: Font:
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(Default)
Times New Roman, 12 pt, 1
County Proposal?/18/2025_V2
Vacation leave for 24-hour shift employees must be taken in minimum of hvelve (12) hours
at any time if the County (Battalion Chief completing the schedule) is to be responsible to locate
and secure coverage for the employee. Employees may use vacation in one (1) hour increments
provided the employee finds their own overtime coverage. The employee working the overtime
must agree to do so through the scheduling system. If the employee who agreed to work the
overtime fails to work it for any reason, he or she will be charged one and one-half (1 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 proof of illness, the employee will not be charged for the hours not worked.
Section 13.5 —Vacation Pay Upon Separation
Employees who are separated for any reason will be paid for accrued but unused hours, not
to exceed z'�395 00 hours, at the employee's rate of pay at the time of separation.
Section 13.6 —Vacation Leave During Holiday Periods
No employee shall be granted vacation leave during the same holiday period in hvo
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
Vacation Period Included in this Section
Independence Day
July 1st through July 7th
Thanksgiving
Tuesday prior to Thanksgiving through the Sunday after Thanksgiving
Christmas
December 21st through December 28th
New Year's Day
December 29th through January 2nd
County Proposal 7/18/2025 V2
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 13.7 —Shift Changes
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 same time frame for vacation
leave on their new shift. Vacation leave will be honored even if granthrg the leave causes more
employees to be off for that period than is allowed in Section 13.3. Employees who are granted a
shift exchange at the employee's request that had been approved for vacation leave prior to the
change in shift will be granted the same time frame on their new shift, provided there is a vacation
slots) available.
Section 13.8 —Use of Vacation for Sicic Leave
In addition to scheduled use under Section 13.3, with the prior approval of the Chief or
designee, accrued vacation leave may be used for uncovered portions of sick leave if all sick leave
has been exhausted.
Section 13.9 — Non-
1. Employees who submit requests for vacation outside the provisions of Article 13.2 shall
be granted vacation on a first -come, first -served basis, subject to the limitations of Section
13.3. Requests under this Section must be received five (5) days prior to the beginning of
the shift for which the employee is requesting vacation. Any requests less than five (5) days
may be approved by a supervisor.
2. Employees experiencing same -day personal situations requiring immediate attention, may,
with the approval 0f the Cluef or designee, utilize vacation time to handle the situation.
County Proposal?/18/2025 VZ
Such approval may not exceed t,venty-four (24) hours in length and must be taken in
minimum one (1) hour increments. The Chief or designee may, at hihertheir discretion,
require proof from the employee of the need for the last-minute vacation leave upon the
employee returning to work.
Section 13.1U —Vacation as Time «'orked
Time off on vacation leave will count as time worked for overtime purposes.
Section 13.11 —Vacation Sell -Back
Members of the bargaining unit are eligible to participate in the County's Vacation Sell
Back program.
Section 13.12 —County Policy
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 13.13 —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.
ARTICLE 13
VACATION LEAVE
Section 13.1— Accrual
Employees shall accrue vacation hours according to the following schedule, based on date
of hire with Collier County EMS:
Length of Service
Yearly Vacation Hours
Accrual Per Pay Period
Work Week
Work Week
40
56
40
56
0 through end of 2 years
80
120
3.08
4.615
3 through end of 6 years
120
168
4.616
6.464
7 through end of 20 years
160
240
6.152
9.23
2 1 + years
200
288
7.616
11.08
Employees accrue vacation hours from their first day of full-time employment. The maximum
number of vacation hours an employee is permitted to accrue is 500. Vacation leave in excess of
500 hours will be automatically converted to sick leave.
Section 13.2 — Selection
Employees may select vacation dates for one or more shifts before December 1st for the
period February 1st through January 31 st of the next year. Selections for the following holiday
time frame must be submitted via email to the supervisor prior to December 1 st for the next year's
period. These emailed requests will be entered prior to any submissions entered by the employee
into the scheduling system. Vacation dates selected in this time frame shall be granted to
employees based on Article 6's definition of seniority. Vacation dates, once approved, will be
considered "locked in". The County agrees to honor any approved vacation time under the
conditions below:
1. The employee is promoted to Battalion Chief.
2. If administration moves the employee to a different shift.
Previously approved vacation will be considered void in the following circumstances; limited
exceptions may apply:
1. If the employee does not have a sufficient balance to cover the absence from work. The
employee may not utilize sick leave in place of vacation leave to cover any leave shortfall.
2. Due to an approaching hurricane/tropical storm or in the event of a mass casualty, which
may or may not result in a declaration of local emergency.
3. Should a Battalion Chief request to voluntarily move to a different shift.
Section 13.3 — Maximum
1. Except as hereinafter provided, the County shall approve up to one (1) employee on
vacation leave per shift; additional leave may be granted at the Chief s or designee's
discretion. Any additional requests will be considered by the EMS Chief or designee based
on operational needs and available staffing.
2. Employees on swap and union leave shall not count against the number of employees off
on vacation per shift.
3. Employees on personal leave shall count against the number of employees off on vacation
per shift.
4. Employees on military leave shall not count against the number of employees off on
vacation per shift.
Section 13.4 — Increments
Vacation leave for 24-hour shift employees must be taken in minimum of twelve (12) hours
at any time if the County (Battalion Chief completing the schedule) is to be responsible to locate
and secure coverage for the employee. Employees may use vacation in one (1) hour increments
provided the employee finds their own overtime coverage. The employee working the overtime
must agree to do so through the scheduling system. If the employee who agreed to work the
overtime fails to work it for any reason, he or she will be charged one and one-half (1 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 proof of illness, the employee will not be charged for the hours not worked.
Section 13.5 — Vacation Pay Upon Separation
Employees who are separated for any reason will be paid for accrued but unused hours, not
to exceed 500 hours, at the employee's rate of pay at the time of separation.
Section 13.6 — Vacation Leave During Holiday 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
Vacation Period Included in this Section
Independence Day
July 1st through July 7th
Thanksgiving
Tuesday prior to Thanksgiving through the Sunday after Thanksgiving
Christmas
December 21 st through December 28th
New Year's Day
December 29th through January 2nd
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 13.7 — Shift Changes
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 same time frame for vacation
leave on their new shift. Vacation leave will be honored even if granting the leave causes more
employees to be off for that period than is allowed in Section 13.3. Employees who are granted a
shift exchange at the employee's request that had been approved for vacation leave prior to the
change in shift will be granted the same time frame on their new shift, provided there is a vacation
slot(s) available.
Section 13.8 — Use of Vacation for Sick Leave
In addition to scheduled use under Section 13.3, with the prior approval of the Chief or
designee, accrued vacation leave may be used for uncovered portions of sick leave if all sick leave
has been exhausted.
Section 13.9 — Non -Scheduled Vacation Request
1. Employees who submit requests for vacation outside the provisions of Article 13.2 shall
be granted vacation on a first -come, first -served basis, subject to the limitations of Section
13.3. Requests under this Section must be received five (5) days prior to the beginning of
the shift for which the employee is requesting vacation. Any requests less than five (5) days
may be approved by a supervisor.
2. Employees experiencing same -day personal situations requiring immediate attention, may,
with the approval of the Chief or designee, 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 (1) hour increments. The Chief or designee 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 13.10 — Vacation as Time Worked
Time off on vacation leave will count as time worked for overtime purposes.
Section 13.11— Vacation Sell -Back
Members of the bargaining unit are eligible to participate in the County's Vacation Sell
Back program.
Section 13.12 — County Policy
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 13.13 — 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.
Collier County Proposal-1/21/2026
ARTICLE 19
BENEFIT OPTION PLAN
Section 19.1 —Coverage
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 Boai•d 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 19.2 —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 19.3 —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.
Section 19.4 —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."
Collier County Proposal-1/21/2026
Section 19.5 —federal Disability Benefit
In the event an employee should receive an on -duty hrjury/illness ��fiich 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 Death/Disability Benefit.
.Section 19.6 -Line of Duty Cancer Benefits
Collier County EMS, in coordination with Human Resources/Risk Management will
provide Line of Duty Cancer benefits to all bargaining unit employees affording them the same
benefits provided to Certified Firefighters under Florida Statute 112 1816 -.
-� Formatted: Font: 12 pt, Not Bold
Formatted: Font: (Default) Times New Roman, 12 pt
ARTICLE 19
BENEFIT OPTION PLAN
Section 19.1— Coverage
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 19.2 — 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 19.3 — 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.
Section 19.4 — 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 19.5 — Federal Disability 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 Death/Disability Benefit.
Section 19.6 - Line of Duty Cancer Benefits
Collier County EMS, in coordination with Human Resources/Risk Management, will
provide Line of Duty Cancer benefits to all bargaining unit employees, affording them the same
benefits provided to Certified Firefighters under Florida Statute 112.1816.
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
DISTRICTS 7 & 25
Iona McGregor
DISTRICTS 8 & 26
Tice
DISTRICTS 9 & 21
San Carlos Park
DISTRICTS 10 & 22
Lee Co. CFR
DISTRICT 11
Estero
DISTRICT 12
Bayshore
DISTRICT 13
Pine Island
DISTRICTS 14 & 27
Collier Co. EMS
DISTRICT 17
Sanibel
DISTRICTS 18 & 20
Fort Myers Shores
DISTRICT 23
Hendry Co. EMS
DISTRICT 24
Alva
SOUTHWEST FLORIDA PROFESSIONAL FIREFIGHTERS & PARAMEDICS
LOCAL 1826 1 I.A.F.F., INC.
12651 McGregor Blvd • Suite 2-203 • Fort Myers,
Florida 33919 (239) 334-8222 • (239) 334-8240 •
E-mail: www.locall826.com
February 12, 2026
Deputy Fire Chief Richard Esquerete
Collier County EMS
8075 Lely Cultural Parkway
Naples, Florida 34113
Subject: Ratification of the Collective Bargaining Agreement (CBA)
The Southwest Florida Professional Fire Fighters and Paramedics, Local 1826, IAFF,
Inc. is proud to announce that District 27, Collier County (Battalion Chiefs), have
ratified their Opener of the Collective Bargaining Agreement dated October 1, 2023
through September 30, 2026.
Cc: 27th DVP Watson
Respectful,
Tim Jones
Vice President
Southwest Florida Professional Firefighters and
Paramedics I.A.F.F., Local 1826
Affiliated with: INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
Florida Professional Fire Fighters