HomeMy WebLinkAbout2013 Approving and Ratifying a Collective Bargaining Agreement w/IAFF Local No. 42 BILL NO. 2024- 042 ORDINANCE NO. D/�
AN ORDINANCE APPROVING AND RATIFYING A COLLECTIVE BARGAINING AGREEMENT
WITH IAFF LOCAL NO. 42
WHEREAS, the City of Riverside representatives met with the IAFF Local 42 and conferred
and discussed wages, benefits, and other terms and conditions of employment to reach a mutually
satisfactory proposed collective bargaining agreement; and
WHEREAS, the City's team and the IAFF Local 42 reached a mutual tentative agreement
on a proposed collective bargaining agreement by and between the City and the IAFF Local 42,
and submit the proposed collective bargaining agreement to the Board of Aldermen for its
consideration, approval, and ratification.
NOW THEREFORE, BE IT ORDAINED BY THE BOARD OF ALDERMEN OF THE CITY
OF RIVERSIDE, MISSOURI, AS FOLLOWS:
SECTION 1
That the proposed collective bargaining agreement by and between the City of Riverside
and the IAFF Local 42, attached hereto and incorporated herein, has been reviewed and
considered by the Board of Aldermen.
SECTION 2
That the Board of Aldermen approves the proposed collective bargaining agreement
attached hereto and hereby ratifies the collective bargaining agreement as a final and
binding agreement between the city and the IAFF Local 42 and authorizes the Mayor to
execute the same on behalf of the City.
SECTION 3
That this Ordinance shall be in full force and effect from and after its passage, adoption,
and approval by the Mayor.
SECTION 4
That the Mayor, City Administrator, and other appropriate City officials are authorized to
take all actions as may be deemed necessary or convenient to carry out and comply with
the intent of the Ordinance, and to execute and deliver for and on behalf of the City all
certificates, instruments, agreements, and other documents, as may be necessary or
convenient to perform all matters herein authorized.
BE IT REMEMBERED that the above was read two times by heading only, passed and
approved by a majority of the Board of Aldermen and APPROVED by the Mayor of the City of
Riverside, Missouri, this 2nd day of July 2024.
Kathleen L. Rose, Mayor
>flE-$-T:
Robin Kincaid,, ty Clerk
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
CITY OF RIVERSIDE,MISSOURI
AND
LOCAL 42
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
2024-2028 COLLECTIVE BARGAINING AGREEMENT
PREAMBLE
Local Union 42 of the International Association of Fire Fighters,AFL-CIO-CLC,herein called the
"Union," has developed this Collective Bargaining Agreement with the City of Riverside,
Missouri, herein called the "City." By this agreement, the Union and the City agree to comply
with the provisions herein. The City agrees that the provisions included herein that can be
accomplished by administrative action and that are not in conflict with existing City policies, are
in effect immediately upon passage of resolution or ordinance. The City will promptly make
appropriate revisions to existing policies, where necessary.
It is the purpose of this Agreement to serve the needs of the public by achieving and maintaining
harmonious relations between the City and its Fire Department personnel,to provide for equitable
and peaceful adjustment of differences that may arise, and to establish proper standards of wages,
hours worked and other conditions of employment. The City and the Union agree to cooperate
together to promote the productive use of manpower and equipment to best secure for the citizens
of Riverside, Missouri the maximum productivity for their tax dollars.
The parties agree where this Agreement references the City handbook, it means the City's
handbook as it may be amended from time-to-time,throughout the life of the Agreement,provided
that any changes must be implemented consistent with the provisions of Article 2, Section 2.
If any City policy,practice,rule,or ordinance is inconsistent with any provision of this Agreement,
this Agreement shall be controlling insofar as bargaining unit personnel are concerned.
ARTICLE 1
RECOGNITION AND UNION SECURITY
Section 1. Recognition
The City recognizes the Union as the exclusive bargaining agent for all regular full-time and part-
time personnel in the fire department at or below the rank of Captain, including any new
classifications created in the future which are at or below the rank of Captain.
Section 2. Non-Discrimination
A. Neither the City nor the Union will discriminate against any bargaining unit member based
on his or her membership or non-membership in the Union, or on his or her decision to participate
in or refrain from participating in concerted protected activity.
B. The City and the Union agree not to discriminate against bargaining unit members because
of race, religion, color, ancestry, national origin, gender, disability, marital status, familial status,
sexual orientation, or any other protected category.
Section 3. Union Security& Dues Deduction
A. The City shall deduct Union dues,fees,and assessments from the salaries of those members
of the bargaining unit who authorize such in writing. Such deduction authorizations shall be
irrevocable for one (1) year or until the expiration of this Agreement, whichever occurs first.
Notice of revocation must be in writing, with a copy to the Union and the City,in accordance with
the procedures set forth in the authorization forms (see Appendix A, Dues Authorization Form).
B. Dues for part-time employees shall equal five percent (5%) of gross earnings, up to a
maximum of one-half(%)the dues charged to full-time members employed in the bargaining unit.
C. Amounts withheld pursuant to this Section will be forwarded to the Secretary-Treasurer of
the Union on a monthly basis, at the business address specified by the Union, at no cost to the
Union. The Union shall provide advance notice of any changes in the dues deduction or service
and representation fee deduction rates.
D. The City will also provide voluntary payroll deduction to bargaining unit members for such
political action committee as may be identified by the Union. Such deductions shall be effective
only upon written request by the individual employee, and shall be revocable by the employee at
any time, upon the employee's written request to cease such deduction.
E. The Union agrees to defend, indemnify and hold the City harmless in the event any
employee brings a claim against the City based on the City's compliance with the provisions of
this Section.
Section 4. Union Communications
A. The City agrees to allow the Union to maintain a bulletin board at each location where
members are assigned to work, for the purpose of communicating Union business to the members.
The Union agrees that it will not post items that are incendiary,defamatory,offensive,or disruptive
to the workplace.
B. The City further agrees that the Union shall be permitted to use the City's e-mail system
for the purpose of communicating with members of the bargaining unit. The Union acknowledges
that use of the e-mail system is subject to monitoring, and that messages sent via the system may
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be subject to disclosure in response to requests for information under the Missouri Open Records
Act.
Section 5. On Duty/ On-Premises Union Activity
A. The Union shall have the right to designate one union steward per shift, and one Executive
Board Member for the bargaining unit. These four(4)representatives shall be permitted to perform
union business while on duty, provided that such activities do not interfere with or disrupt the
normal operations of the fire department or the City.
B. The Union may hold meetings related to the business of the bargaining unit on City
property, with the approval of the Fire Chief or his or her designated representative, so long as
such meetings do not interfere with or disrupt the normal operations of the fire department or the
City.
Section 6. Access to Information
A. Upon request from the Union, the City will provide the Union information necessary for
the Union to carry out its representational duties. Where producing the requested information
would create an unreasonable burden upon the City, in terms of volume or the time it takes to
produce, the City may charge the Union for the actual cost of producing the information. Such
cost shall not exceed the amount that could be charged for responding to an open records request.
B. The City will provide copies of injury reports to the Union upon request, provided the
Union first presents a signed release from the employee(s) involved, authorizing the disclosure.
ARTICLE 2
MANAGEMENT RIGHTS AND NO-STRIKE CLAUSE
Section 1. Management Rights
A. The City possesses the sole right to operate and manage the Fire Department,together with
all management rights except to the extent such rights are limited by the express language and
provisions of this Agreement.
B. Without limiting the generality of the foregoing,the City possesses the sole right to operate
the Fire Department, including the right:
1. to determine the mission of the Fire Department;
2. to direct the working forces;
3. to hire, assign, or transfer employees;
4. to promote or demote employees;
5. to determine work schedules, assignments, and job duties;
6. to determine the methods,means,and number of employees needed to carry out the
mission of the Fire Department;
7. to make, enforce, amend, or revoke reasonable attendance, work, and safety rules;
8. to discipline and discharge for just cause;
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9. to change existing equipment,methods, or facilities;
10. to have supervisors perform bargaining unit work when necessary for the good of
the Department, and in accordance with requirements determined by management;
11. to introduce new or improved equipment,methods, or facilities;
12. to take whatever actions may be necessary to carry out the mission of the
Department and the City.
It is also recognized that the Fire Chief may delegate any of the authority or responsibility
referenced in this Agreement to authorized representatives, at his or her discretion.
Section 2. New or Revised Policies
When the City wishes to adopt any new policy or procedure, or amend or revoke any existing
policy or procedure, it shall first provide an advance copy of the change to the Union, at least
fifteen (15) calendar days before implementing the policy or procedure, through the
Labor/Management Committee, where practical. Management will meet with the Union upon
request to discuss the change via the Labor/Management Committee. The City will consider in
good faith any suggestions the Union may offer,but retains the right to implement new policies or
procedures, and to amend or revoke such policies or procedures, without obtaining the Union's
agreement to such changes. The Union retains the right to grieve the implementation of any change
at the time the change is issued.
Where there is any difference between the Standard Operating Procedures, City Policy, or any
other directive and a specific provision of this Agreement, this Agreement will be controlling.
Section 3. Discipline
A. The City may discipline or discharge employees who have completed their probationary
period for just cause only. The City will maintain Standard Operating Procedures that give
examples of the types of conduct that can lead to discipline,but it is mutually understood that this
list is intended to provide examples only, and is not a comprehensive description of all of the
conduct that could lead to discipline. Employees are expected to exercise good judgment and
behave in a professional and courteous manner at all times.
B. The parties mutually agree that progressive discipline is the preferred response to
misconduct or unacceptable job performance. The City will use the disciplinary steps described
below. The disciplinary action taken in any specific case may start at any level of the progressive
disciplinary structure (including termination of employment) depending upon the severity of the
misconduct, negligence or unsatisfactory performance involved, as well as any other incidents of
misconduct, negligence, or unsatisfactory performance in the City's file on the employee. The
employee's overall work history, and any other pertinent factors, shall be considered in
determining the appropriate level of discipline. Where just cause requires, it may be appropriate
to repeat steps of discipline.
1. Verbal Warning. A verbal warning is a formal oral reprimand to an employee. A
written record of the warning shall be recorded in the employee's file.
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2. Reprimand. A reprimand is a written warning to an employee, a copy of which
shall be recorded in the employee's personnel file.
3. Suspension. A disciplinary suspension is the removal of an employee from service,
without pay, for a specific period of time.
4. Dismissal (Discharge or Termination). Dismissal is the permanent removal of an
employee from City employment.
Section 4. No-Strikes or Lock-Outs
A. The Union and its members agree that there will be no strikes,work stoppages,slowdowns,
sit downs, or refusal to perform work of any kind (including but not limited to regular station
duties), or any other concerted interference with City operations, during the term of this
Agreement.
B. The City will not engage in any lock-out of any kind.
C. The Parties acknowledge that the City views any concerted action, in violation of this
Section,to be egregious misconduct. As such,any employee who refuses to perform any assigned
work, in violation of this Section, will be subject to discipline, up to and including termination,
unless such employee has a compelling reason for his or her actions, such as good faith safety
concerns that are promptly communicated to management. The standard levels of progressive
discipline need not be applied in discipline administered for misconduct under this Section.
D. The Union and the City shall have the right to enforce the terms of this Article 2, Section
3 by restraining order, injunction, and claims for damages in the courts of the State of Missouri
upon proof of the existence of a violation of either section.
ARTICLE 3
SENIORITY
Section 1. Date of Hire
The seniority of employees covered under this Agreement shall date from the employee's first day
of full-time employment with the City. This date will be used to determine the accrual of vacation,
sick leave, and pension benefits.
Section 2. Seniority in Rank
For the purpose of Seniority in Rank within the Fire Department, the date on which an employee
was appointed or promoted on a full-time basis to his or her current rank is the date from which
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his or her Seniority in Rank will be determined. Consistent with current policy, this date will be
used for purposes such as promotion, bidding assignments, shifts, and vacation.
Section 3. Tiebreaker
Where two employees have the same Seniority in Rank or hire date, the ordinance number under
which the employee was first hired by the City on a full-time basis will determine relative seniority,
with the employee having the lower ordinance number being deemed the senior employee.
Section 4. Probationary Employees
All new hires shall serve a twelve(12)month probationary period. The Fire Chief,based upon his
or her reasonable judgment, may extend the probationary period, for up to an additional six (6)
months. While an employee is on probation, the "just cause" provision will not apply, and a
disciplined probationary employee may not avail himself or herself of the grievance and arbitration
provisions of this Agreement. In the event a Probationary Employee is disciplined,the process set
forth in Section 200.8 C of the City of Riverside Employee Handbook shall apply. The parties
agree that the investigation required under 200.8 C.1 shall include the opportunity for the employee
to explain his or her conduct or provide other evidence, on his or her behalf.
ARTICLE 4
STAFFING,VACANCIES & PROMOTIONS
Section 1. Staffing
A. The City and the Union acknowledge ISO, OSHA and NFPA as appropriate standards to
consider in determining staffing and deployment levels.
B. During the term of this agreement, current staffing levels will not be reduced. This applies
to overall and on-duty staffing. Overall, assigned staffing provides for a minimum of thirteen(13)
full-time members. Current on-duty staffing has a goal of maintaining five(5)members on duty,
and a minimum of three(3)members on duty, at all times.
C. During the term of this agreement, the following bargaining unit positions will be staffed:
Fire Fighter-EMT; Fire Fighter-Paramedic;Lieutenant;and Captain. Nothing herein,prohibits the
City and the Union from agreeing to the creation of additional bargaining unit classifications or
ranks.
D. The City will maintain at least one (I) part-time slot on the schedule for each shift.
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Section 2. Safe Staffing
As part of the Labor-Management Committee process,the issue of Safe Staffing will be considered
on an ongoing and continuous basis.
Section 3. Vacancies
A. Fire Fighters. It is the goal of the Fire Department and the Union to anticipate vacancies
in the firefighting ranks, so that the Chief may have at his or her disposal a qualified pool of
applicants from which vacancies can be filled as they occur.
B. Higher Ranks. When possible, vacancies in the ranks above Fire Fighter, for which
bargaining unit members are eligible to compete, including promotions, will be filled within
seventy-five (75) days from the date the position in question becomes vacant.
Section 4. Promotions
Consistent with this agreement and unless modified through the Labor-Management Process, the
current qualifications and practices for promotions will be maintained during the term of this
agreement.
Section 5. Temporary Service Out of Rank
Qualified members may be requested to temporarily serve in a higher rank. In the event that a
temporary vacancy exists for more than one (1) tour of duty, except in the case of scheduled
vacation, such members will be compensated for all time worked in the higher rank at the lowest
rate paid the higher rank, or five percent (5%) more than the employee's current regular rate of
pay, whichever is higher.
ARTICLE 5
GENERAL PROVISIONS
Section 1. Duties
A. The duties of the members of the City's Fire Department shall be those currently described,
pursuant to current Rules, Policies and Job Descriptions.
B. Members of the Department shall not be detailed to duties unrelated to the mission of the
Fire Department that would significantly impair the Department's ability to perform such duties,
except as may be required in situations of emergency and for the duration of the emergency.
C. In an emergency situation declared by the Governor of the State of Missouri, the Mayor or
City Manager may determine the duties to be whatever is necessary to carry out the mission of the
City of Riverside and/or the State of Missouri.
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Section 2. Training, Inspections and Non-Emergency Activities
A. The City will not require employees to perform outside work during inclement weather
when it would be unreasonable to do so, taking into account the importance of the work to protect
life,property, or to maintain service to the public.
B. The parties acknowledge the health and safety risks associated with operating under
extreme conditions. As such, emergency firefighting units shall not be required to do any routine
outside work or engage in training activities when the outside temperature is below 35 degrees F,
when the wind chill index is below 30 degrees F., or when the outside temperature is above 95
degrees F., when the heat index is above 100 degrees F., except when necessary to the operation
of the department.
C. Training Time. When employees travel outside the KC metropolitan area for training, the
City will either keep them whole (same total compensation as if they had worked their regularly
scheduled shifts) or pay them in a manner that complies with FLSA minimums, whichever is
greater. If employees return from out-of-town training involving a multi-night out-of-town stay
with less than fourteen (14) hours off duty before they are scheduled to go on duty, they shall be
offered one day off with pay at their regular straight time rate. This time shall not count as hours
worked for overtime purposes.
D. Paramedic School. First-time attendees at Paramedic School shall be allowed to attend one
(1)day of class or one(1)day of clinicals during any 48-hour tour while on-duty. Employees who
fail to successfully complete the class and obtain their license, for any reason, will be required to
reimburse the City for all City funds spent on their classes. Employees who obtain their licenses
but leave City employment or decline to work as a paramedic within the first two years after they
obtain their license will also be required to reimburse the City for all funds spent on paramedic
classes.
ARTICLE 6
HOURS & OVERTIME
Section 1. Hours
A. Unless otherwise agreed to by the parties,the regular work schedule during the term of the
Agreement, will be forty-eight(48)hours on-duty, followed by ninety-six (96)hours off-duty.
B. The normal FLSA work period shall be twenty-eight (28) days. Employees shall receive
overtime pay (paid at 1%2 times the member's regular rate) or comp time (earned at 1%2 times the
hours worked) for all regular hours worked in excess of 212 hours in the 28-day work period.
C. During the term of this Agreement, the Fire Department and Union may agree to an
alternative work schedule.
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Section 2. Trading Time
A. Subject to the approval of the Fire Chief, or his or her designee, members will be allowed
to "trade time" with other qualified members to the extent allowed by the Fair Labor Standards
Act (FLSA). Such approval will not be withheld, unless it is reasonably determined that such
trading could impair normal operations.
B. Responsibility for the arrangement for the repayment of trade time rests with the employees
involved. No obligation shall be placed upon the City for repayment of time voluntarily traded or
repaid between employees.
C. If an employee who has accepted a trade does not show up for work as agreed, he or she
may be subject to attendance discipline on the same basis as if the shift had originally belonged to
him or her. The employee who originally traded out of a shift for which the covering employee
did not report will not receive pay for the shift, except that either employee involved in the trade
may request that the time be charged against his or her accrued leave.
Section 3. Overtime Pay and Hiring
A. Paid vacation will count as hours worked for overtime purposes. Any other paid non-
working time will not count as hours worked for overtime purposes.
B. Employees may elect to earn either FLSA overtime or comp time for straight time hours
actually worked in excess of 212 hours per 28-day work period.
C. Employees may opt to take compensatory time in lieu of receiving overtime pay, but no
employee may accrue more than 168 hours of compensatory time. Employees who have reached
the accrual limit will be paid at the appropriate overtime rate for all hours worked.
Section 4. Callback Pay
Whenever a bargaining unit member is called back to work after his/her regular working
hours and after he/she has left the work site, the minimum payment shall be three (3) hours.
Callback pay commences, and the member will be considered to be on duty, at the time she or he
accepts the callback and starts her or his return to duty. Employees must actually arrive at the
station in order to be eligible for callback pay. The three (3) hour minimum shall not apply and
compensation shall end if the employee's regular shift begins during the emergency call back.
Section 5. Court Appearances
Whenever a bargaining unit member who is off-duty appears on behalf of the City or in connection
with his or her City duties, all hours spent will be considered straight time and compensated in a
manner consistent with the normal FLSA work period.
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Section 6. Ready Time
The parties agree that the current schedule contemplates that some scheduled hours will be
designated as "ready time," when routine inspections, training and testing will not be scheduled.
Ready time is defined as the standby time, during which no routine duties will be scheduled, and
will be observed from 1800 hours to 0630 hours. During the"ready time"period, equipment will
be maintained in a manner that ensures readiness to respond to any emergency situation. The
parties agree that special circumstances may arise, which may require that some duties be
performed during ready time(e.g., any actions necessary to abate a life safety hazard in a place of
public assembly, performance of public relations functions, special events, night training, or fire
watch).
Section 7. Premium Pay for Part-Time Employees
Part-time employees shall not be entitled to premium pay under this Agreement, except that when
part-time employees respond to a call-out, they shall be paid time-and-one-half for all hours
actually worked.
Section 8. Kelly Days
Firefighter shift employees will receive unpaid Kelly Days. Kelly Days are defined as a scheduled
24-hour shift off-duty every third 28-day work period to reduce the number of scheduled work
hours that exceed the 212 hours that can be worked at straight time during each 28-day work
period. The Department will assign Kelly Days for each firefighter.
ARTICLE 7
VACATION, HOLIDAYS & SPECIAL LEAVE
Section 1. Vacations
Current City and Departmental policy shall govern the accrual and use of vacation time.
The City shall have the option of offering lateral hires with three or more full years of service
credit at another agency up to 96 hours of vacation pay and up to 96 hours of sick leave to be
banked upon hire.
Section 2. Holidays
A. Effective January 1, 2018, there shall be no paid leave time associated with holidays for
employees covered under this Agreement.
B. Effective January 1, 2018, full-time employees shall receive pay at double their regular
hourly rate for all work on official holidays (not "observed as" days), and part-time employees
shall receive time-and-one-half their hourly rate for all work on official holidays. Any employee
who works a trade on a holiday will be compensated at their normal rate of pay for all hours
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worked,while the person who traded out of their shift will receive their regular pay for the shift as
if it had not been a holiday.
C. All full-time employees covered under this Agreement shall be off-duty or receive pay for
all recognized City holidays and Easter Day.
Section 3. Other Leave
Other types of Leave, including Family Medical Leave, Funeral Leave,Jury Duty Leave,Military
Leave and Voting Leave will be provided pursuant to City policies and consistent with applicable
state and federal laws.
ARTICLE 8
CLOTHING & EQUIPMENT
Section 1. Clothing
The City shall provide, maintain and replace all uniform and protective clothing that is required
by the Fire Department. Uniforms and protective clothing required by the Department will be
replaced when worn out through normal wear and tear or when damaged or destroyed during an
emergency response.
Section 2. Equipment
The City shall provide, maintain and replace equipment that is required by the Fire Department.
Such equipment will be replaced when worn out through normal wear and tear or when damaged
or destroyed during an emergency response.
ARTICLE 9
INSURANCE & BENEFITS
Section 1. Health,Dental& Life Insurance
A. The City shall provide Health, Dental and Life Insurance plans and shall provide an
explanation of such plans. Employees covered under this Agreement shall receive the same
coverage options and benefit levels as are provided to other City employees, including any
changes, additions to, or deletions from such coverage and benefits.
B. The City agrees to meet with the Union annually upon request prior to open enrollment
prior to open enrollment or thirty (30) days prior to the renewal date for the insurance plans,
whichever is earlier each year, to discuss various health, dental, and life insurance options,
including any potential alternative or replacement plans.
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Section 2. Retirement
A. Unless otherwise agreed upon by the parties, the current Missouri Local Government
Employees Retirement System (LAGERS) non-contributory L-6 Program will be maintained for
all bargaining unit members.
B. Bargaining unit members shall also be afforded the option of entering into a Deferred
Compensation Plan governed by the Internal Revenue Code 457. A company with an established
program shall administer the deferred compensation program. It is however understood that the
City will make available the IAFF Financial Corporation 457 Plan as either the sole option,or one
of the options that bargaining unit members may participate in, provided the City is required to
incur no additional costs as a result of offering such plan.
Section 3. Direct Deposit
The City will maintain a system allowing for direct deposit of employee wages, and wage
deduction at the direction of the employee. It is understood that the City's payroll system may
limit the number of deduction directions any employee may have on his or her paycheck. Any
such limits will be applied on a non-discriminatory basis.
ARTICLE 10
SICK LEAVE
Section 1. Amount
Current City policy shall govern sick leave accrual.
Section 2. When Taken
Current City and Departmental policy shall govern the use of sick leave.
Section 3. Sick Leave Reimbursement
Current City and Departmental policy shall govern the use of sick leave.
Section 4. Sick Leave Donation
Current City and Departmental policy shall govern the use of sick leave.
ARTICLE 11
WAGES
Section 1. Wages
The following pay ranges shall apply for all bargaining unit members during FY 25:
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Job Title Min Max
Firefighter/EMT
Hourly rate $18.91 $27.27
Estimated annual equivalent $52,106 $75,143
Firefighter/Medic
Hourly rate $23.58 $32.06
Estimated annual equivalent $65,000 $88,345
Lieutenant
Hourly rate $25.57 $34.72
Estimated annual equivalent $70,473 $95,689
Captain
Hourly rate $28.06 $35.42
Estimated annual equivalent $77,335 $97,630
The initial wage rate applicable for each employee in the bargaining unit is reflected in Appendix
A, attached hereto.
During FY 26 and 27, the pay ranges will be modified to reflect any City-wide COLAs provided
to non-bargaining personnel. Each employee will also receive a merit increase on the same basis
as is awarded to non-bargaining employees.
All full-time employees who have been employed for more than twelve months with the
Department and who have at least three years of experience as a Firefighter must obtain a valid
Missouri Driver Operator certification or they shall not be eligible for further merit increases until
such time as they obtain said certification. This requirement will be temporarily waived for
employees actively enrolled in Paramedic school.
Any employee who is not eligible for a merit increase or who is only eligible for a partial merit
increase because their pay would otherwise exceed the top of the range shall instead receive a lump
sum payment equal to the percentage increase they would otherwise have received. The lump sum
will be paid in equal installments over the twenty-six pay periods.
D. Part-time Members shall be paid within the range minimum and maximum for their
classification.
Part-time employees shall work no more than a maximum of 1490 hours per year.
Section 2. Promotions
Employees who promote to a higher classification shall move either to the bottom of the range
for the new classification or shall receive a 5%pay increase, whichever is higher.
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Section 3. Lateral Hires
Lateral hires shall receive service credit for each year of full-time service in a position equivalent
to or higher than the role they are being hired into.
Section 4. Education Incentive Pay
Employees covered under this agreement shall receive tuition reimbursement and educational
incentive pay as set out in current City and Departmental policy.
Section 5. Longevity Pay
Employees covered under this agreement shall receive longevity pay as set out in current City
policy.
Section 6. Economic Exigencies
The City may reduce the amount of any scheduled annual wage increase by .25% for every 10%
reduction in revenue for the fiscal year. Additionally,if the City's revenue is off by more than 30%
in this fiscal year, longevity pay may also be suspended for that year.
ARTICLE 12
DISCIPLINARY PROCEEDINGS
Section 1. Representation In Disciplinary Interviews
A. Any time an employee is called before a supervisor for the purpose of considering
disciplinary action,the employee shall have a right to be represented by a Business Agent or other
representative designated by the Union, and given a reasonable amount of time to obtain such
representation upon request. For purposes of this Article, "a reasonable period of time" will
ordinarily be at least two (2) hours. Nothing prevents the parties from agreeing to a longer or
shorter period of time, for good cause.
B. The right to Union representation, as referenced above, includes investigatory interviews
where the person being interviewed may potentially be subject to discipline based on the matters
to be discussed in the interview, and occasions when formal discipline for misconduct or
unacceptable performance is issued.
C. To the degree practicable, upon request an employee called to provide information as a
witness, in a matter in which disciplinary action is being considered, will be allowed union
representation as set forth under paragraph A of this section.
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ARTICLE 13
GRIEVANCE PROCEDURE
The following procedure is established for the prompt resolution of grievances or disputes which
may arise out of the interpretation or application of this Agreement. By mutual agreement, the
parties may extend any time deadline established in this Article. Absent such agreement,however,
if Fire Management or the City fails to issue a timely response to a grievance as provided for in
this Article, the Union may immediately advance such grievance to the next step. If the Union or
represented employees fail to comply with any deadline in this Article, the purported grievance
shall be null and void, and shall not be processed any further under this Article. Nothing herein
precludes the parties from agreeing to extend or shorten any of the specified deadlines.
Section 1. Member Grievances
Any bargaining unit member who believes he or she has a grievance arising out of the
interpretation or application of this Agreement and/or the Union may initiate and process such
grievances, as set forth below.
Step 1: The member and/or the Union may take the matter up orally or in writing with the
Assistant Chief within fifteen (15) calendar days after the employee knew or reasonably
should have known of the facts giving rise to the grievance. The parties desire to resolve
as many grievances as possible at this step,but in any event,the Assistant Chief shall give
the employee an answer within fifteen (15) calendar days after the grievance has been
presented.
Step 2: If the matter is not satisfactorily resolved in Step 1, the employee, with a Union
representative, may advance the grievance within fifteen (15) calendar days after receipt
of the answer in Step 1,to the Fire Chief. At this stage,the grievant shall provide a written
statement of the grievance, containing a concise account of the facts giving rise to the
grievance, reference to the applicable section of the Agreement, and a description of the
relief sought. Within fifteen (15) calendar days after receipt of the written grievance, or
such time as may be agreed upon in writing by the City and the Union, the parties shall
meet and try to resolve the matter. Within fifteen (15) calendar days after such meeting,
the Fire Chief shall give their answer in writing to the Union.
Step 3: If the matter is not satisfactorily resolved in Step 1 or 2, the employee with the
Union's concurrence, may take the matter to the City Administrator, or their designated
representative, by submitting a copy of the grievance and the answer to the City
Administrator,within fifteen(15)calendar days after receipt of the answer in Step 2. Either
the Union or the City Administrator may request a meeting to discuss the grievance. This
meeting shall be held within fifteen (15) calendar days of submission of the grievance at
this step. The City Administrator will give the Union a written answer within fifteen(15)
calendar days of the meeting, or within fifteen(15) calendar days of the submission, if no
meeting is requested.
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Section 2. Grievances Arising From Disciplinary Action
Grievances challenging the imposition of discipline issued by the Fire Chief, or at their express
direction, may be submitted directly to the City Administrator, as described above, within fifteen
(15) calendar days of a Notice of Disciplinary Action- e.g., within fifteen(15) calendar days after
the Fire Chief has issued the discipline.
Section 3. Final Resolution
A. Grievances may be settled at any of the steps of the grievance procedure, and if the
settlement is reduced to writing and signed by representatives of both the Union and the City,such
resolution shall be final to the grievance.
B. If any grievance arising from disciplinary action(warning, suspension, or discharge)is not
resolved by the steps provided in Section 1, either of the parties may initiate advisory arbitration
as follows:
(i) The matter shall be submitted to arbitration at the request of either the City or the
Union. In the event the parties cannot agree upon an arbitrator, the arbitrator shall be
selected from a panel of seven names, drawn from the states of Missouri, Arkansas, Iowa,
Kansas, and Nebraska, and provided by the Federal Mediation and Conciliation Service.
The party requesting arbitration shall strike the first name from the list.
(ii) The decision of the arbitrator shall be advisory, subject to review by the City
Administrator, who shall review the decision and either affirm it or reject it. Should the
City Administrator reject the arbitrator's decision, the City Administrator shall deliver a
written notice to the Union explaining the reasons for the rejection. The City
Administrator's decision shall be final and binding.
(iii) In the event that arbitration is not requested within fifteen(15)calendar days of the
decision at Step 3, the matter shall be considered resolved based on the third-step answer.
(iv) The parties may agree in writing to any other recognized form of dispute resolution,
including the scheduling of meetings involving the same or different individuals or use of
third parties.
C. In grievances not involving disciplinary matters, if the grievance is not resolved by the
steps provided in Section 1, either of the parties may initiate binding arbitration as follows:
(i) The matter shall be submitted to arbitration at the request of either the City or the
Union. In the event the parties cannot agree upon an arbitrator, the arbitrator shall be
selected from a panel of seven names, drawn from the states of Missouri, Arkansas, Iowa,
Kansas, and Nebraska, and provided by the Federal Mediation and Conciliation Service.
The party requesting arbitration shall strike the first name from the list.
(ii) The decision of the arbitrator shall be shall be final and binding, subject only to
review by a court of competent jurisdiction.
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(iii) In the event that arbitration is not requested within fifteen(15)calendar days of the
decision at Step 3, the matter shall be considered resolved based on the third-step answer.
(iv) The parties may agree in writing to any other recognized form of dispute resolution,
including the scheduling of meetings involving the same or different individuals or use of
third parties.
ARTICLE 14
LABOR-MANAGEMENT COMMITTEE
Section 1. Representation
There will be a Labor/Management Committee with equal representation from the City and the
Union. This committee shall be co-chaired. The co-chair persons are responsible for preparing a
written agenda in advance of the meeting.
Section 2. Meetings
The committee shall meet at least quarterly at a time agreeable to both parties. The committee
shall also be convened within five(5)calendar days of a request from either the Union or the City
to address issues of a critical or emergency nature.
Section 3. Informal Meetings
This Committee does not preclude officers or other supervisors of the Fire Department from
meeting with Stewards or other designated Union representatives on an informal basis.
Section 4. New & Policies
Consistent with Article II, Section 2, the City agrees to provide the Union with advance notice
regarding the development and promulgation of any rules or policies that may affect Bargaining
Unit members, and to provide the Union an opportunity for meaningful input into such
development and promulgation. Such notice and opportunity shall be provided at least fifteen(15)
calendar days before implementation of any new rule or policy, and earlier where feasible.
Section 5. Standing Issues
A. The following issues will be part of the Labor-Management Committee's agenda, on an
ongoing basis:
(I). Safe Staffing and Deployment;
(ii). Rules, Policies and Protocols;
(iii). Health and Safety, including but not limited to firefighter physicals and peer
counseling.
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B. The above enumeration of issues is not intended to otherwise limit the scope of issues that
the Labor-Management Committee may deal with or consider.
Section 6. Authority
This Committee is not vested with the power to change, modify, or alter this Agreement. This
limitation does not restrict the authority of the parties to, in lieu of the Labor/Management
Committee provision set forth above,to adopt mutually agreeable alternative committee structures
and procedures or formally enter into a Labor-Management Partnership Agreement.
ARTICLE 15
MISCELLANEOUS
Section 1. Bargaining Unit Work
During the term of this Agreement, the City agrees that it will not contract out any work presently
performed by Bargaining Unit members. This provision does not preclude supervisors from
temporarily performing bargaining unit work, when it is shown to be necessary and for the good
of the Department.
Section 2. Hiring Conditions for Future EMTs
The City shall have the right to hire EMTs on the condition that they must successfully complete
Paramedic certification and begin working as Paramedics in the field within three years (36
months) after their initial date of hire. Failure to successfully complete Paramedic training and
work as a Paramedic in the field shall constitute just cause for discharge.
The City will pay the full cost of Paramedic training for such employees. The City's costs incurred
will constitute a debt owing from the employee to the City, to be forgiven at the rate of one-third
of the total per full year of service rendered as a Paramedic.
ARTICLE 16
SAVINGS CLAUSE
If any provision of this Agreement or the application of any such provision is rendered or declared
invalid by a court of competent jurisdiction,or by subsequently enacted state of federal legislation,
the parties shall meet within thirty (30) days to attempt to negotiate a cure for such invalidation.
In any event,the remaining parts or portions of the Agreement shall remain in full force and effect.
ARTICLE 17
COMPLETE AGREEMENT
This Agreement represents the total and complete agreement between the City and the Union and
its members. Any amendment or change to this Agreement but be reduced to writing and signed
by both the City Administrator and the Union.
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ARTICLE 18
TERM OF AGREEMENT
Section 1. Term of Agreement
This Collective Bargaining Agreement will be in effect as of July 1,2024,and shall remain in full
force and effect until June 30. 2028. Either party shall have the right to reopen the Agreement
between April 1 and May 15, 2026, to negotiate over wages only, by providing timely written
notice to the other party.
The Agreement shall be automatically renewed on June 20, 2028, and remain in effect from year
to year thereafter, unless either party notifies the other, in writing prior to the expiration date, of
the desire to modify the Agreement. Such notification must he made between one-hundred twenty
(120) days and sixty(60) days prior to expiration.
Section 2. Negotiations
Negotiations to revise or replace the entire agreement shall commence within thirty(30)days after
either party gives notice to commence such negotiations.
Section 3. Re-Opener
The parties,by mutual agreement,may re-open this Agreement,or any part thereof, for the purpose
of modifying or amending it.
IAFF Local 42 City of Riverside, Missouri
‘/(11-trit-11-1•14)•
Kathleen L. Rose
President Mayor
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ARTICLE 18
TERM OF AGREEMENT
Section 1. Term of Agreement
This Collective Bargaining Agreement will be in effect as of July 1,2024, and shall remain in full
force and effect until June 30, 2028. Either party shall have the right to reopen the Agreement
between April 1 and May 15, 2026, to negotiate over wages only, by providing timely written
notice to the other party.
The Agreement shall be automatically renewed on June 20, 2028, and remain in effect from year
to year thereafter, unless either party notifies the other, in writing prior to the expiration date, of
the desire to modify the Agreement. Such notification must be made between one-hundred twenty
(120) days and sixty(60) days prior to expiration.
Section 2. Negotiations
Negotiations to revise or replace the entire agreement shall commence within thirty(30)days after
either party gives notice to commence such negotiations.
Section 3. Re-Opener
The parties,by mutual agreement,may re-open this Agreement,or any part thereof, for the purpose
of modifying or amending it.
IAFF Local 42 City of Riverside, Missouri
Kathleen L. Rose
President Mayor
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