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Home My WebLink About3757 RESOLUTION NO.3 7 5 7 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AUBURN, WASHINGTON, APPROVING THE COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY AND THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS' LOCAL #1352 CLERICAL SUPPORT STAFF UNIT FOR 2004-2006 WHEREAS, the City of Auburn recognizes the International Association of Fire Fighters' Local #1352 Clerical Support Staff Unit as the exclusive bargaining representative of all employees designated as International Association of Fire Fighters' Local #1352 Clerical Support Staff Unit, and WHEREAS, the City of Auburn and the International Association of Fire Fighters' Local #1352 Clerical and Support Unit have negotiated a new Collective Bargaining Agreement for the purposes of setting forth the mutual understanding of the parties to conditions of employment for those employees for whom the City recognizes the International Association of Fire Fighters Local #1352 Clerical Support Staff Unit as the collective bargaining representative; and WHEREAS, the City and Bargaining Unit negotiation teams have further agreed to recommend to the City Council and the Union membership, respectively, approval of the agreement. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF AUBURN, WASHINGTON, HEREBY RESOLVES AS FOLLOWS: ---------------------------- Resolution No. 3757 August 10, 2004 Page 1 Section 1. Purpose. The City Council hereby authorizes the execution of the Collective Bargaining Agreement by and between the City of Auburn and the International Association of Fire Fighters' Local #1352 Clerical Staff Unit for 2004 - 2006 as substantially set forth in Exhibit "A" attached hereto and incorporated by reference. Section 2. The Mayor is hereby authorized to implement such administrative procedures as may be necessary to carry out the directions of this legislation. Section 3. This Resolution shall take effect and be in full force upon passage and signatures hereon. DATED and SIGNED this /Ø !%ay of ~ 2004. -- ì ETER B. LEWIS MAYOR ATTEST: 1Ja£)¡¿fJ~ '"Danielle E. Daskam, City Clerk APT~Š(_ Daniel B. Hela, City Attorney·· --------------------------- Resolution No. 3757 August 10, 2004 Page 2 Attachment A BY AND BETWEEN THE CITY OF AUBURN AND THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS' LOCAL #1352 CLERICAL & SUPPORT STAFF UNIT 01~1~4THROUGH12~1~6 This agreement is between the City of Auburn (hereinafter called the "City") and the International Association of Fire Fighters' Local #1352 - Clerical & Support Staff Unit (hereinafter called the "Union") for the purpose of setting forth the mutual understanding of the parties as to conditions of employment for those whom the City recognizes the Union as the collective bargaining representative. IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 1 of 13 Table of Contents Article I Recognition and Bargaining Unit Page 3 Article II Union Membership and Deduction of Dues Page 3 Article III Union Activities Page 4 Article IV Non Discrimination Page 4 Article V Hours of Work and Overtime Page 4 Article VI Probationary Periods and Evaluations Page 5 Article VII Classifications and Rates of Pay Page 5 Article VIII Paydays Page 6 Article IX Paid Leaves and Authorized Absences Page 6 Article X Health and Welfare Page 9 Article XI Seniority Page 10 Article XII Management's Rights Page 1 0 Article XIII No Strike/No Lockout Page 11 Article XIV Grievance and Arbitration Procedure Page 11 Article XV Discipline and Discharge Page 12 Article XVI Pension and Retirement Page 12 Article XVII Tuition Reimbursement Page 12 Article XVIII Alcohol and Drug-Free Work Environment Page 13 Article XIX Savings Clause Page 13 Article XX Term of Agreement Page 13 Appendix "A" 2004 Wage Matrix Appendix "B" 2004 Health Insurance Premiums IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 2 of!3 2 AGREEMENT BY AND BETWEEN THE CITY OF AUBURN AND THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS' LOCAL #1352 CLERICAL & SUPPORT STAFF UNIT This agreement is.made and entered into by and between the City of Auburn, hereinafter referred to as the "City" and the International Association of Fire Fighters' Local #1352 - Clerical and Support Staff Unit, hereinafter called the "Union." Article I RECOGNITION AND BARGAINING UNIT The City hereby recognizes the International Association of Fire Fighters' Local #1352 as the exclusive representative for the purpose of collective bargaining with respect to wages, hours, and conditions of employment for all clerical and support staff employees in the bargaining unit as classified in Appendix "A". Article II UNION MEMBERSHIP AND DEDUCTION OF DUES Section 1. - Union Security: All employees covered by this Agreement shall, as a condition of employment, within thirty-one (31) days from the date of initial employment, become and remain employees of the Union in good standing during the life of this Agreement. Employees who fail to comply shall be discharged. Section 2. - Religious Objection: In the case of employees who certify that they are members of a bona fide religion, body or sect which has historically held conscientious objections to joining or financially supporting public employee organizations, shall execute a payroll deduction form as furnished by the Union, and thereby pay sums equal to union dues, initiation fees, or assessments to a non-religious charitable organization as mutually agreed between the employee and the Local per RCW 41.56.122. If the employee has no preference, consideration shall be given to the; (1) Washington State Council of Fire Fighter's Burn Foundation; (2) Special Olympics; or (3) Muscular Dystrophy Association. IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 3 of 13 3 Section 3. - Payroll Deduction: The City agrees to deduct, each payday, dues and assessments in an amount certified to be current by the Secretary-Treasurer of the Union from the pay of those employees who individually request in writing that such deductions be made. The deducted amount shall be sent each payday by the City to the Treasurer of the Union. Monthly dues shall be one half of one percent (1/2%) of a First Class Fire Fighter's base wage as agreed to between the Union and the Employee. Article III UNION ACTIVITIES Section 1. The City agrees not to discriminate against any employee for lawful activity in behalf of or membership in the Union. The Union also agrees not to discriminate against an employee of the City for their failure to join the Union as provided in Article II - Section 2. Section 2. The employer will attempt to allow such members of the Union as may be designated by the Union (not to exceed one (1) member), leave from duty without loss of pay for the purposes of direct participation as members of the Union negotiating team in labor negotiations with the City of Auburn including mediation. The Fire Chief retains the right to deny this time off if it adversely impacts operations. Article IV NON-DISCRIMINATION The parties to this Agreement agree not to discriminate against any employee because of race, color, creed, sex, national origin, marital status, sexual orientation or the presence of a sensory, mental or physical disability. Article V HOURS OF WORK AND OVERTIME Section 1. - Hours of Work: The Fire Chief shall establish regular work schedules for the members of the bargaining unit such that the working hours for the employees shall be equivalent to forty hours per week on an annualized basis. The normal working day may be up to ten (10) hours not inclusive of the lunch period. Section 2. - Overtime: Members shall be paid overtime rates of pay equal to one and one-half (1 ~) times his/her current rate of pay (rounded up to the next higher one quarter (1/4) hour increment when applicable) under the conditions outlined below: 1. The employee is held over beyond the end of his/her regularly scheduled work shift in which case the employee shall be entitled to a minimum of one hour overtime payor, 2. The employee is required to report in early for his/her regularly scheduled shift in which case the employee shall be entitled to a minimum of one (1) hour overtime payor, 3. The employee is called in to work at a time not immediately preceding IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 4 of 13 4 his/her regularly scheduled shift in which case the employee shall be entitled to a minimum of two (2) hours overtime pay. Section 3. - Compensatory Time Rate: Payment for authorized overtime hours worked shall be either overtime payor compensatory time earned at the employee's option, such option to be exercised at the time earned without option to change the decision once it is made. Compensatory time shall be earned and accumulated at the rate of one and one-half (1 Y2) hours for each overtime hour worked. No employee may accumulate more than eighty (80) hours of compensatory time. Article VI PROBATIONARY PERIODS AND EVALUATIONS Section 1. - Probation: All newly hired and promoted employees will serve a twelve (12) month probationary period. If, within the initial twelve (12) month probationary period, the employee is not able to perform his/her duties to the satisfaction of the City and is terminated from this position, the termination may not be protested or grieved under the provisions of this Agreement. Section 2. - Evaluations: All employees covered by this Agreement shall receive a minimum of one (1) written evaluation per year by their supervisor and/or Fire Chief. Probationary employees will receive at least one (1) evaluation prior to becoming a regular employee and at least annually based on their job seniority date thereafter. Article VII CLASSIFICATIONS AND RATES OF PAY Section 1. - Annual Wage Increase: Employees covered by this Agreement shall be compensated as follows: Effective January 1,2004, a base wage increase of two and one-half percent (2.5%) plus a market adjustment of .9%, for a total wage increase of 3.4%. will be applied to the 2003 base wages, as listed in Appendix "A". Effective January 1,2005, a base wage increase of one and one-half percent (1.5%) will be applied to the 2004 base wages as listed in Appendix "A". Effective January 1, 2006, a base wage increase of two percent (2.0%) will be applied to the 2005 base wages IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 5 of 13 5 Article VIII PAYDAYS Paydays for employees of the Bargaining Unit shall be on or before the 8th and the 23rd of each month. In the event of an unforeseen circumstance where checks cannot be distributed on these dates, the City shall make an effort to notify the Union of the reason for the delay and of the alternate pay date. Article IX PAID LEAVES AND AUTHORIZED ABSENCES Section 1. - Bereavement Leave: Employees shall be allowed three (3) days off with pay in the event of a death in the immediate family. The immediate family shall include father or father-in- law, mother, mother-in-law, spouse, grandparents, grandchildren, brother, sister or children of the employee. In addition, necessary vacation time off for travel purposes shall be granted upon request of the employee when, in the Fire Chief's judgment, such additional time is warranted. Section 2. - Duty Related Court time: If an employee is required to appear before a court, judge, justice, magistrate or coroner as a plaintiff, defendant or witness on behalf of the City or for a duty-related incident while on duty, the employee shall receive regular pay. If the . employee is required to appear while off duty, the employee shall be entitled to overtime or compensatory time. Section 3. - Jury Duty: Time off will be granted for jury duty participation without loss of pay. Any payments received for jury duty service shall be returned to the employer. In order to be eligible for regular pay, the employee must furnish a written statement from the appropriate public official showing the dates and time served. The employee must give the Fire Chief prompt notice of call for jury duty. Employees shall be required to report to work for any major portion (more than two (2) hours), of their regularly scheduled shift during which they are not actually serving on a jury or waiting to be impaneled. If less than two (2) hours of a shift remains, the employee will contact their supervisor for direction. Section 4. - Training: Employees shall be granted leave with pay for educational purposes to attend conferences, seminars, briefing sessions, or functions of a similar nature that are intended to improve, maintain or upgrade the employee's individual certifications, skills and professional ability with prior approval of the Fire Chief. Section 5. - Holidays: The following holidays shall be paid holidays for all employees covered by this Agreement. New Years' Day Martin Luther King, Jr. Day Presidents' Day Memorial Day Independence Day Labor Day Veteran's Day IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 6 of 13 (January 1st) (3rd Monday in January) (3rd Monday in February) (Last Monday in May) (July 4th) (1st Monday in September) (November 11th) 6 Thanksgiving Day Friday After Thanksgiving Christmas Day Two (2) floating holidays (4th Thursday in November) (Friday following Thanksgiving) (December 25th) Holidays falling on a Saturday shall be observed the previous Friday and holidays falling on a Sunday shall be observed the following Monday. Floating holidays shall be scheduled at a time mutually agreed upon by the employee and the Fire Chief or his/her designee. Employees performing work on any of the above holidays shall receive the holiday pay specified above plus compensation for the actual time worked at his/her overtime rate with a minimum of two (2) hours. Section 6. - Family and Medical Leave: An employee who has worked with the City for at least twelve (12) months, including at least one thousand, two hundred and fifty (1,250) hours in the last twelve (12) months, may be entitled to take up to twelve (12) work weeks of paid or unpaid leave in any twelve (12) month period in accordance with the provisions of the Family and Medical Leave Act (FMLA) as follow: 1. To care for a newborn or newly adopted child or newly placed foster child; 2. To care for a child, parent or spouse who has a serious or terminal health Condition; or 3. To attend to a personal serious health condition. Whenever possible, the employee must give the Fire Chief or his/her designee at least thirty (30) days written notice by completing a Schedule Change Request Form in advance of the anticipated date the leave is to begin (at least fourteen (14) days notice is requested for a leave due to a child's terminal illness). If the employee is unable to give the required notice, written notice must be given as soon as possible. While on Family and Medical Leave the employee must use any accrued but unused leave including sick leave, vacation, compensatory time and any other paid leave accrued prior to using unpaid leave. Use of paid leave will apply toward the twelve (12) work week entitlement, and is not in addition to the unpaid leave entitlement. Upon return from the leave, the employee is entitled to return to the same position held when the leave began unless the position would have been eliminated had the employee not been on leave. FMLA leave taken to care for a newborn or newly adopted child or newly placed foster child must be taken within (12) twelve months of the birth, adoption, or placement of a child. If both parents are employed by the City, together they are entitled to a combined total of twelve (12) workweeks of paid leave under this paragraph. Time loss due to disability prior to giving birth will not be assessed towards the twelve (12) work week period if the employee chooses to use leave under Washington· Pregnancy Disability regulations. IAFF Local1352 Clerical Support Staff Unit 2004-2006 Contract Page 7 of 13 7 Intermittent leave or reduced work schedule for birth or placement for adoption or foster care of a child may only be taken with the Fire Chiefs and Human Resources approval. Certification by a health care provider may be required. To care for a child, parent or spouse who has a serious or terminal condition, or to attend to a personal serious health condition certification and/or third opinions by a health care provider may be required for leave approval. Re-certification may be required every thirty (30) days. A fitness for duty certificate signed by the consulting physician may be required upon return from leave. An employee who is not covered by the Family and Medical Leave Act may be granted maternity leave, as verified by the attending physician, under the provisions of the Washington Pregnancy Disability regulations and/or the Washington State Family Care Act. While on either of these leaves the employee must use any accrued but unused leave including sick leave, vacation, compensatory time and any other paid leave accrued prior to. using unpaid leave. Section 7. - Worker's Compensation: Worker's Compensation shall be applied in accordance with City Administrative Policy 200-45. Worker's Compensation shall also be administered in accordance with Article IX, Section 6, where applicable. Section 8. - Military Leave: An employee who is a member of the Washington National Guard or a Federal Reserve Military Unit is entitled to paid military leave of absence from his/her duties with full pay and other benefits for a period not to exceed fifteen (15) days in accordance with RCW 38.40.060. Such leaves are in addition to any other leave or vacation benefits. Section 9. - Sick Leave: A uniform sick leave plan shall be granted to eligible employees. Sick leave credit shall accumulate at the rate of eight (8) hours sick leave per month. Sick leave is accumulative to a maximum of nine hundred sixty (960) hours. Sick leave credit may be used for time off with pay for employee sickness or injury; to attend to ill family members residing with the employee; and for other reasons under the Family Medical Leave Act. Abuse of sick leave shall be grounds for suspension or dismissal. A verifying statement from the employee's physician may be requested by the City, at its option, whenever an employee claims sick leave for more than one (1) day. As an incentive, employees who use no sick leave in a calendar year shall be entitled to two (2) bonus days off (sixteen (16) hours) in the following year. Employees who use no more than sixteen (16) hours sick leave in a calendar year shall be entitled to one (1) bonus day off (eight (8) hours) in the following year. Use of bonus days shall not affect sick leave balances. Upon retirement or termination in good standing, employees hired prior to December 31, 1984 who have unused accrued sick leave to a maximum of nine hundred sixty (960) hours shall be reimbursed in accordance with the following schedule based on continuous years of service. Upon Completion of Years of Service 1st year through 4 years 5th through 14 years 15th through 24 years 25 years and over IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 8 of 13 Percent of Accrued Unused Sick Leave 0% 25% 50% 100% 8 When employees have accumulated nine hundred and sixty (960) hours, (i.e. one hundred and twenty (120) days of sick leave) their sick leave shall continue to accumulate at the normal rate of eight (8) hours per month (i.e. one (1) day per month) until the end of the calendar year at which time all sick leave hours accumulated by the employee in excess of nine hundred and sixty (960) hours shall be paid at twenty-five percent (25%) of the employee's current rate of pay. Section 10. - Vacation: Annual vacations with pay shall be granted to eligible employees on the following basis: 1 st day through 4 years of continuous service 5th through 9 years of continuous service 10th through 14 years of continuous service 15 or more years continuous service 12 working days per year 15 working days per year 18 working days per year 20 working days per year An employee who terminates employment during the initial ninety (90) days of employment shall not be entitled to annual vacation leave. Normally vacation leave must be taken within the calendar year next succeeding the year in which vacation leave credits are earned. Employees may accumulate up to two (2) years of vacation accrual. Vacation accrual beyond two (2) years will be automatically lost if not used within the month it is earned. Selection of vacation leave will be based on seniority if selection is made by March 1st of each calendar year. Vacation leave shall be scheduled at a time mutually agreed upon between the Fire Chief and the employee. In the event of the death of an employee in active service with the City, any accrued, unused vacation leave shall be paid for in the same manner that any salary due the decedent is paid. Article X HEALTH AND WELFARE A health care, dental care, vision care, orthodontics and life insurance program shall be granted to eligible full time employees and their dependents. The City agrees to pay health care premiums for members of the bargaining unit and their dependents at the same rates it pays for unaffiliated employees as shown in Appendix "B" for one (1) of the following programs: Regence Blue Shield Plan "A" or Group Health Cooperative of Puget Sound or Any other health care plan that the City may adopt for its unaffiliated employee during the length of this contract The City agrees to pay 100% of the premiums for eligible employees and their dependents for the following health care programs: IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 9 of 13 9 Vision Service Plan Eye Care Washington Dental Service Plan "F" Standard Life Insurance ($10,000) The City will continue the short-term disability program with the same provisions as provided for unaffiliated employees. Article XI SENIORITY An employee working in a Bargaining Unit position continuously for one hundred and eighty (180) calendar days shall establish seniority based on his/her most recent date of hire. An employee's seniority shall be canceled under any of the following circumstance: a. The employee resigns; b. The employee is discharged; c. The employee retires; d. The employee is laid off for a continuous period of six (6) months or more; e. The employee fails to return to work subsequent to and in accordance with the terms of an approved leave of absence; f. The employee fails to return to work from a layoff on the date specified by the City in a recall notice delivered to the employee or mailed to the employee's last known address on file with the City, providing such notice grants the employee seventy two (72) hours advance notice to report. Each employee with seniority established pursuant to this Article may hold seniority in only one (1) position, that being his/her regular job title in the Fire Department. In the event of a reduction in the number of positions with the employee's bargaining unit, he/she shall be laid off in the reverse order of seniority, i.e.; the employee with the least seniority shall be first to be laid off. An employee who is laid off shall be recalled for work prior to the addition of any employee who possesses lower seniority standing within the bargaining unit. Article XII MANAGEMENT'S RIGHTS The parties agree that it is the exclusive right of the City, subject to, and in accordance with the terms of this Agreement and not inconsistent therewith to: 1. Maintain order, discipline and efficiency. 2. Hire, schedule, direct, transfer, promote, discharge, suspend or otherwise discipline employees for just and proper cause. 3. Generally, to operate and manage the undertakings of the Fire Department and without restricting the generality of the foregoing to select, install and require the IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 10 of 13 10 operation of any equipment, plant and machinery necessary for the efficient and economical carrying out of the operations and undertakings of the Fire Department. Article XIII NO STRIKE/NO LOCKOUT The City and the Union subscribe to the principle that differences shall be resolved by peaceful and appropriate means without interruption of work. During the term of this Agreement, neither the Union nor its agents or any employee, for any reason will authorize, institute, aid, condone or engage in a slowdown, work stoppage, strike, or any other interference with the work and statutory functions or obligations of the City. During the term of this Agreement, neither the City nor its agents for any reason shall authorize, institute, aid or promote any lockout of employees covered by this Agreement. Article XIV GRIEVANCE AND ARBITRATION PROCEDURE Section 1. For the purpose of this Agreement, the term "grievance" means any dispute between the City and the Union concerning the interpretation or application of this Agreement. The employee shall take up any alleged grievance with his/her supervisor within five (5) working days of the occurrence. The above parties agree to make every effort to settle the grievance at this stage promptly; however, if no satisfactory settlement is reached, the following procedure shall apply: Step 1. If the grievance is not adjusted to the satisfaction of the grievant within five (5) working days from the time of the meeting between the employee and the supervisor, the grievance may then be presented to the Assistant Chief, in writing setting forth the detailed facts concerning the nature of the grievance, the contractual provision allegedly violated and the relief sought. Upon receipt of the written grievance the Assistant Chief shall within five (5) working days meet with the grievant and Union representative in an attempt to resolve the grievance. Within five (5) working days after such meeting, the Assistant Chief shall set forth his/her answer in writing with a copy to the employee and the Fire Chief. Step 2. If the grievance is not resolved in Step 1, a meeting shall be held within five (5) working days between the employee, Union representative and Fire Chief. Within five (5) working days after such meeting, the Fire Chief shall reply in writing to the grievance with a copy to the employee, Union representative and Mayor. Step 3.· If the grievance is not resolved as provided in Step 2 above, a meeting shall be held within five (5) working days between the employee, Union representative and the Mayor. Within five (5) working days after such meeting, the Mayor shall reply in writing to the grievance. IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 11 of 13 11 Step 4. If the difference or complaint is not settled in Step 3, the grievance may be submitted to an arbitrator within thirty (30) calendar days after the decision in Step 3 has been rendered, as hereinafter provided. The parties shall select a disinterested party to serve as arbitrator. The arbitrator shall render a decision as promptly as possible or in any event within thirty (30) days of case presentation. The arbitrator shall have jurisdiction and authority only to interpret, apply or determine compliance with the specific terms of the Agreement and shall not have jurisdiction to add to, detract from or alter in any way the provisions of this Agreement. Any decision within the jurisdiction of the arbitrator shall be final and binding on the parties. The expenses and fees incumbent to the services of an arbitrator shall be equally shared by the City and the Union. Section 2. The parties may extend any time limits stipulated in the grievance procedure for stated periods of time by mutual agreement in writing. Article XV DISCIPLINE AND DISCHARGE While the City reserves the right to discipline and/or discharge, no employee shall be disciplined and/or discharged without just cause. Prior to the imposition of discipline or discharge, the employee and the Union will be notified in writing of the charges specifying a hearing date at least five (5) days from the date of the written notice. The employee shall have the right to be accompanied and represented by the Union and/or legal counsel. The employee and the Union shall be entitled to a copy of all documents relative to the charges once the investigation is complete and upon request, prior to the hearing once notification is received. During the term of this Agreement, all complaints, reprimands, or other records of disciplinary action against each employee which are reduced to writing and placed in his/her personnel file, shall be duplicated and a copy sent to the employee. Article XVI PENSION AND RETIREMENT Pension and retirement benefits shall be provided for all employees as required under applicable Federal and State Laws. Article XVII TUITION REIMBURSEMENT Tuition reimbursement will be paid according to the provisions of the City Administrative Policy and Procedures 200-50. IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 12 of 13 12 Article XVIII ALCOHOL AND DRUG FREE WORK ENVIRONMENT Drug/Alcohol Testing shall be conducted as outlined in City Policy 200-09. Article XIX SAVING CLAUSE If any provision of this Agreement, or the application of such provision, should be rendered or declared invalid by any court action or by reason of any existing or subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain in full force and effect. Article XX TERM OF AGREEMENT if This Agreement shall be effective as of the /.....- day of January 2004 and shall remain in full force and effect until the 31st day of December 2006. City of Auburn IAFF Local #1352 ~ ~<~ Mayor By .~~g.LÛ~ Doub Darmody, ) President, IAFF Local #1352 By: By: k£1léA~~ City Clerk By:~t~~L Mi Lee IAFF Local #1352 By: By: IAFF Local 1352 Clerical Support Staff Unit 2004-2006 Contract Page 13 of 13 13 - 2004 FIRE CLERICAL WAGE SCALE (APPENDIX A ·2004-2006 CBA) 2004 COLA 2.5% + .9% Market Adjustment - Total Wage Increase 3.4% Step dropped per 01 CBA FC4 2 3 4 5 6 7 Fire Secretary 2003 $18.32 $18.96 $19.62 $20.31 $21.02 $21.75 Records Specialist 2080 $1,587.42 $1,643.02 $1,700.51 $1,760.06 $1,821.66 $1,885.43 hours $3,174.84 $3,286.04 $3,401.02 $3,520.12 $3,643.32 $3,770.86 $38,098.08 $39,432.48 $40,812.24 $42,241.44 $43,719.84 $45,250.32 2004 $18.94 $19.60 $20.29 $21.00 $21.73 $22.49 2080 $1,641.39 $1,698.88 $1,758.33 $1,819.90 $1,883.60 $1,949.53 hours $3,282.78 $3,397.76 $3,516.66 $3,639.80 $3,767.20 $3,899.06 $39,393.36 $40,773.12 $42,199.92 $43,677.60 $45,206.40 $46,788.72 FC7 2 3 4 5 6 7 Public Ed & Info Specialist 2003 $24.35 $25.20 $26.08 $27.00 $27.94 $28.92 2080 $2,110.22 $2,184.03 $2,260.51 $2,339.61 $2,421 A8 $2,506.23 hours $4,220.44 $4,368.06 $4,521.02 $4,679.22 $4,842.96 $5,012.46 $50,645.28 $52,416.72 $54,252.24 $56,150.64 $58,115.52 $60,149.52 2004 $25.18 $26.06 $26.97 $27.91 $28.89 $29.90 2080 $2,181.97 $2,258.29 $2,337.37 $2,419.16 $2,503.81 $2,591.44 hours $4,363.94 $4,516.58 $4,674.74 $4,838.32 $5,007.62 $5,182.88 $52.367.28 $54,198.96 $56,096.88 $58,059.84 $60,091.44 $62,194.56 !O04 COLA + Market Adjustment 103.40% 3:29 PM 08/06/2004 L:Compensation/PaySchedules CITY OF AUBURN FIRE CLERICAL UNIT EMPLOYEES APPENDIX B 2004 MEDICAL PREMIUM RATES 2003 Employee Employee $ 2004 Employee 2003 City City $ City 2004 Premium Increase Premium Premium Increase Premium Emplo ee $76.83 $22.90 $99.73 $224.87 $46.50 $271.37 Employee + Spouse $151.95 $44.94 $196.89 $440.25 $91.26 $531.51 Employee, Spouse + 1 Dependent $185.92 $54.97 $240.89 $538.53 $111.63 $650.16 Employee, Spouse + 2 Dependents $216.66 $63.86 $280.52 $624.94 $129.69 $754.63 Employee + 1 Dependent $110.80 $32:93 $143.73 $323.15 $66.87 $390.02 Employee + 2 Dependents $141.54 $41.82 $183.36 $409.56 $84.93 $494.49 2003 Employee Employee $ 2004 Employee City 2003 City $ City 2004 Premium Increase Premium Premium Increase Premium Emplo ee $60.01 $23.04 $83.05 $212.42 $46.79 $259.21 Employee + Spouse $123.72 $46.08 $169.80 $411.79 $93.58 $505.37 Employee, Spouse + 1 De endent $162.43 $57.83 $220.26 $506.92 $117.44 $624.36 Employee, Spouse + 2 De endents $208.13 $69.58 $277.71 $595.06 $141.30 $736.36 Employee + 1 Dependent $98.72 $34.79 $133.51 $307.55 $70.65 $378.20 Employee + 2 Dependents $144.42 $46.54 $190.96 $395.69 $94.51 $490.20 10/28/2003