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fitness and health of all employees. With that understanding, their shall be a committee of 6 members that shall work to implement the general concepts and programs outlined in the “Fire Service Joint Labor Management Wellness/Fitness Initiative” The goal shall be to implement the program in this document within three years of the date of this Agreement. The committee shall be comprised of 3 members appointed by the Chief of the Department and 3 members appointed by the President of Local 2748, IAFF.

ARTICLE XI

SECTION 1. SALARIES

a. Effective July 1, 2009, the base wage salaries of the employees of the Warwick Fire Department shall be as follows:

7/1/2009

7/1/2010

1/1/2011

7/1/2011

1/1/2012

Fire Marshall

1,694.07

1,719.48

1,745.27

1,771.45

1,798.02

Supt. Fire Alarm

1,694.07

1,719.48

1,745.27

1,771.45

1,798.02

Deputy Chief of Training

1,694.07

1,719.48

1,745.27

1,771.45

1,798.02

Rescue Coordinator

1,694.07

1,719.48

1,745.27

1,771.45

1,798.02

Battalion Chief

1,571.49

1,595.06

1,618.99

1,643.27

1,667.92

Captain

1,379.70

1,400.40

1,421.41

1,442.73

1,464.37

Rescue Captain

1,379.70

1,400.40

1,421.41

1,442.73

1,464.37

Lieutenant

1,278.47

1,297.65

1,317.11

1,336.87

1,356.92

Rescue Lieutenant

1,278.47

1,297.65

1,317.11

1,336.87

1,356.92

Firefighter Grade 1 (after two years of employ-ment including probationary year)

1,147.98

1,165.20

1,182.68

1,200.42

1,218.43

Firefighter Grade 2 (after one year of employ-ment including probationary year)

903.46

917.01

930.77

944.73

958.90

Firefighter Grade 3 (during first year of employment - probationary year

828.32

840.74

853.35

866.15

879.14

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e. Privates who work in Fire Alarm for a period of one (1) year shall be identified as fire alarm operators or technicians.

Privates who work in the Fire Alarm or Fire Prevention Divisions for a period of six (6) months shall receive as salary a Lieutenant’s rate of pay.

Any private so qualified who is transferred from the Fire Alarm Division or Fire Pre-vention Division and is subsequently re-transferred back to the Fire Alarm Division and Fire Prevention Division and has not served out of said Division for a period of two (2) years or more, shall receive his or her prior grade of pay, without further time.

Any private being re-transferred, as aforesaid, who has served out of the Fire Alarm, or Fire Prevention Division for a period of two (2) years or more, shall receive the lowest grade of pay in that Division with no credit for his or her prior years of service in said Division towards seniority.

f. During the term of this Agreement the Assistant Fire Marshall shall receive at least a Captain’s pay. g. No officer in the Fire Department shall, at any time, be compen-sated at a Private’s rate of pay; nor shall the rate of pay of any employee covered by

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this Agreement be reduced during the term hereof, so long as said employee is performing the work of his or her position.

h. For those employees who successfully pass a written test and are transferred into the Fire Alarm or Fire Prevention Divisions, they shall be paid at the rate of pay of Lieu-tenant.

i. All percentage salary supplements under this Agreement shall be considered as part of such employee’s regular salary for all pension purposes.

j. The City agrees that the rates of pay for the positions herein before set forth shall not be increased unilaterally during the term of this Agreement.

SECTION 2. STEP PAYMENTS

Each regular, permanent member of the Fire Department shall be entitled to step payments (formerly call Longevity) after he or she has served as a member of the Fire Department for a period of five (5) years, including his or her year of probation. Payments for steps shall be in accordance with the following schedule and will be added to the member’s annual salary so as to be included in his or her annual salary for retirement pension purposes.

Any member entitled to step payments shall be paid those payments weekly

STEP IINCREASES (Formerly called Longevity)

Effective July 1, 2005, the Step payment schedule will be as follows:

As of employee’s anniversary date

Commencement of Employment to and including fifth (5th) year Including probationary period

0.0%

Sixth (6th) year to and including twelfth (12th) year

8.5% of salary

Thirteenth (13th) year to and including seventeenth (17th) year

9.5% of salary

Eighteenth (18th) year to and including twentieth (20th) year

11.5% of salary

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Twenty first (21st) year to and including twenty forth (24th) year

12.5% of salary

Twenty fifth (year) to retirement

13.5% of salary

ARTICLE XII

SECTION 1. GRIEVANCE PROCEDURE

The purpose of this grievance procedure is to establish effective machinery for the fair, expeditious and orderly adjudication of alleged grievances, involving the interpretation, application or alleged violation of the provisions of this Agreement and/or the rules and regulations of the Fire Department.

STEP ONE

When an employee feels he or she has a grievance he or she shall file the grievance in writing with the Executive Committee of Local 2748 within ten (10) days of the date of occurrence of the alleged grievance. If, in the judgment of the Executive Committee, the nature of the grievance justifies further action, it shall, through the President of Local 2748 or his or her designee, bring the grievance to the attention of the Chief of the Fire Department in writing not later than thirty (30) days from the date of the receipt of the grievance. The Chief of the Fire Department shall meet with the President of Local 2748 or his or her designee within fourteen (14) days of receipt of the grievance from the Executive Committee of Local 2748. If either party feels it necessary, the individual or individuals involved in the grievance shall be ordered to appear before the Chief of the Fire Department and the President of Local 2748 or his or her designee for the purpose of testifying on the grievance.

In addition to the foregoing procedure, Local 2748 shall have the right to bring a grievance on behalf of any employee or on its own behalf. In such case, a grievance shall be presented directly to the Chief of the Fire Department in writing within thirty (30) days of the date of the occurrence of the alleged grievance. The Chief of the Fire Department shall meet with the President of Local 2748 or his or her designee within

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fourteen (14) days of receipt of the grievance from the Executive Committee of Local 2748. The Chief of the Department shall render a written decision within fourteen (14) days of time set for a meeting.

STEP TWO

If the Local is not satisfied with the decision of the Chief, it may notify the Mayor’s Office within seven (7) working days of receipt of the Chief’s written decision that it desires to process the grievance further. The Mayor, or his or her designee may render a decision at Step Two, or may forward such grievance to the Board of Public Safety for a decision. If the Mayor agrees to render a decision in his/her office, a meeting relative to the discussion of the grievance will be scheduled and held within thirty (30) days, otherwise, the Board of Public Safety must hold a meeting on said grievance within thirty (30) days.

STEP THREE

If the Local is not satisfied with the decision of the Mayor or Board of Public Safety, it shall notify the Board in writing within seven (7) working days of the receipt of the written decision that it desires to process the grievance further.

In such an event, an Arbitration Committee shall be formed for the purpose of arriving at a final resolution of the grievance. This Committee shall be composed in the following manner.

The Chief of the Warwick Fire Department or person designated by him or her as his or her representative; the President of Local 2748 or person designated by him or her as his or her representative; a third disinterested person who shall be agreed upon by the first two members. If the agreement cannot be reached on the third member within ten (10) days of the decision to follow this procedure, either member of the Arbitration Committee shall request the assignment of an Arbitrator by the American Arbitration Association who shall act as the third member of the Arbitration Committee. The Committee as finally composed shall meet within fifteen (15) days of the appointment of

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the third member of the Committee and shall conduct hearings on the grievance and shall render its decision in writing within thirty (30) days from the conclusion of such hearing. The decision of the Committee shall be final and binding upon all parties to this agreement.

All cost and expenses of the Arbitration shall be shared equally by the parties hereto. In all cases that any reviewing authority fails to render his or her decision within the time limits set forth, the grievance shall proceed as if such decision has been made by the reviewing authority unfavorably to the Local.

Any and all disciplinary action taken pursuant to the Rules and Regulations of the Warwick Fire Department shall be subject to review in accordance with the provisions of Step Two of this grievance procedure.

No employee shall be suspended without pay in the first instance for more than fourteen (14) days. Within said fourteen (14) day period, the employee shall have his or her case heard and a decision rendered by the Board of Public Safety. If the charges are dismissed, the employee will be reinstated with back pay. If the charges are upheld by the Board of Public Safety, and Local 2748 seeks review of the decision through the arbitration provision of this agreement, the Board of Public Safety may either order the employee back to duty or may place the employee on administrative leave, with pay, until such time as the arbitration panel renders its decision.

The City and the Union shall form a committee to study the use of expedited arbitration in discipline and discharge cases no later than December 31, 2002.

From: Mayor touts city's financial position

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