HomeMy WebLinkAbout7/1/2018 - 6/30/2021 1
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AGREEMENT BETWEEN
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THE TOWN OF NORTH ANDOVER
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LOCAL 2035
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
AFL-CIO
EFFECTIVE JULY 1, 2018 through JUNE 30, 2021
TABLE OF CONTENTS
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ARTICLEI: PREAMBLE........................................................................................................................................I
ARTICLE 11: RECOGNITION CLAUSE...............................................................................................................1
ARTICLE III: MANAGEMENT RIGHTS.............................................................................................................1
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ARTICLE IV: UNION RIGHTS AND PRIVILEGES...........................................................................................I
ARTICLE V: NON-DISCRIMINATION................................................................................................................I
ARTICLE VI: PAYROLL DEDUCTIONS.............................................................................................................2
SECTION1. UNION DUES:..........................................................................................................................2 E
SECTION 2. AGENCY SERVICE FEE..................... ...............2
ARTICLE VII: HOURS OF WORK AND OVERTIME.......................................................................................2
SECTION1. HOURS OF WORK....................................................................................................................2
SECTION2. OVERTINIE..............................................................................................................................3
SECTION3. CALL BACK.............................................................................................................................4
SECTION4. EXTRA DUTY RATE..................................................................................................................5
SECTION5. FIRE PREVENTION OFFICER..................................................................................................5
SECTION 6. EMS COORDINATOR................ .............7
ARTICLEVIII: SENIORITY...................................................................................................................................8
ARTICLEIX: VACANCY........................................................................................................................................8
ARTICLEX: TRANSFERS......................................................................................................................................8
ARTICLE XI: WORKING RULES.........................................................................................................................9
ARTICLE XII: HEALTH AND SAFETY...............................................................................................................9
ARTICLEX111: MANPOWER................................................................................................................................9
SECTION1. STAFFING................................................................................................................................9
SECTION2. RESERVE FIRE FIGHTERS.......................................................................................................9
ARTICLEXIV: PARKING....................................................................................................................................10
ARTICLE XV: BULLETIN BOARDS...................................................................................................................10
ARTICLE XVI: JURY DUTY................................................................................................................................10
ARTICLE XVII: COMPENSATION.....................................................................................................................12
SECTION1. SALARY SCHEDULE:.............................................................................................................11
SECTION2. LONGEVITY...........................................................................................................................12
SECTION3. EMERGENCY MEDICAL TECHNICIANS.................................................................................12
SECTION4. NIGIIT DIFFERENTIAI...........................................................................................................14
SECTIONS. SUPPLEMENTAL LONGEVITY INCENTIVE............................................................................14
SECTION6. STIPENDS...............................................................................................................................15
SECTION7. DEFIBRILLATOR COMPENSATION........................................................................................18
ARTICLE XVIII: FRINGE BENEFITS......................................................................................19
SECTION1. PAID HOLIDAYS....................................................................................................................19
SECTION2. VACATION LEAVE.................................................................................................................19
SECTION3. SICK LEAVE...........................................................................................................................21
SECTION4. PERSONAL LEAVE.................................................................................................................24
SECTION5. BEREAVEMENT LEAVE.........................................................................................................24
SECTION6. INJURY LEAVE......................................................................................................................25
SECTION7. UNION BUSINESS LEAVE.......................................................................................................25
SECTION8. UNIFORM ALLOWANCE........................................................................................................25
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SECTION 9. ACADEMIC COMPENSATION.................................................................................................26
SECTION 10. ABSENTEEISM.....................................................................................................................27
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SECTION11. POSTING ACCUMULATED LEAVE.......................................................................................27
SECTION12. TERMINAL LEAVE..............................................................................................................27
SECTION13. NO PAY STATUS.................................................................................................................28
ARTICLE XIX: GRIEVANCE PROCEDURE.....................................................................................................28 1
SECTION1. DEFINITION OF GRIE VANCE.................................................................................................28
SECTION2. GRIEVANCE STEPS................................................................................................................28
SECTION3.-RIGHTS OF GRIEVANT.........................................................................................................29
SECTION4. ACCESS TO RECORDS...........................................................................................................29
ARTICLE XX: ARBITRATION PROCEDURES................................................................................................30
ARTICLE XXI: STRIKES..................... ...30 !
ARTICLE XXII: DURATION OF AGREEMENT..............................................................................................31
SIDE LETTER 1: EMERGENCY MEDICAL TECHNICIAN RE-CERTIFICATION...................................32
SIDE LETER 2: EXTRA ROAD DETAILS THROUGH THE NORTH ANDOVER POLICE DEPT.........33
SIDE LETTER 3: RESIDENCY REQUIREMENT........................................................................35
APPENDIX A: UNIFORM ALLOWANCE LIST.........................................................................36
APPENDIX B: SUPPLEMENTAL LONGEVITY INCENTIVE.......................................................37
APPENDIX C: APPLICATION FOR USE OF SICK LEAVE BANK................................................38
APPENDIX D: FAMILY MEDICAL LEAVE ACT.......................................................................39
IAFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page ii
ARTICLE L• PREAMBLE
The Tow of North Andover, hereinafter referred to as the Town, and Local 2035 of the
International Association of Fire Fighters, AFL/CIO, hereinafter referred to as the Union,in order j
to maintain the existing harmonious relationship between the Fire Department and its employees
and to promote the morale, right,well-being and sincerity of the Fire Department, do hereby enter
into this Agreement.
The Fire Department and the individual members of the Union are to regard themselves as public
employees, and are to be governed by the highest ideals of honor and integrity in all their public
and personal conduct in order that they merit the respect and confidence of the general public.
ARTICLE II: RECOGNITION CLAUSE
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The Town hereby recognizes that the Union is the sole and exclusive representative of all
permanent members of the Fire Department with the exception of the Fire Chief, the Deputy Fire
Chief, and the Administrative Assistant to the Fire Chief, for the purposes of bargaining with
respect to wages, hours of work and working conditions.
The Town and the Union agree that the Deputy Chief position is to work a day, non-rotating
schedule, is not to be assigned to any unit (working group), is to have fire scene responsibilities
the same as those of the Fire Chief, is not to perform bargaining unit duties and is not to be utilized
in avoidance of overtime for bargaining unit members.
ARTICLE III: MANAGEMENT RIGHTS
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The To retains all the powers and responsibilities it now has under the General Laws of the
Commonwealth of Massachusetts and the By-Laws of North Andover; and, further the
determination of policy and operation of the Fire Department are vested solely with the Town,
except as specifically and expressly provided for, modified by the terms of this Agreement.
ARTICLE IV: UNION RIGHTS AND PRIVILEGES
All other job benefits heretofore enjoyed by the employees, either by State statute or Civil Service,
which are not specifically provided for or abridged in this Agreement, are hereby protected by this
Agreement. All other benefits which are enjoyed by the employees covered by this contract are
hereby protected by this agreement.
ARTICLE V: NON-DISCRIMINATION
The Employer agrees not to discharge or discriminate in any way against employees covered by
this agreement for Union membership or legal Union activities.
IAFF,Local 2035 Agreement—7/l/18 through 6130/21 Page 1
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ARTICLE VI: PAYROLL DEDUCTIONS
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Section 1. Union Dues
The Town Treasurer is authorized to deduct from the bi-weekly pay of the employees who are
members of the Union, dues for membership in the Union, providing such deductions shall be
made only for employees who have filed with the Treasurer an authorization for said deduction.
Any such deduction for any employee shall be stopped by the Treasurer whenever the employee
shall submit to the Treasurer a signed request giving sixty (60) days' notice that said deduction is
to be terminated. f
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Section 2. Agency Service Fee
a) In accordance with M.G.L. c150E, §12, it shall be a condition of employment that all
employees in the bargaining unit who are not members of the Union and who have been
employed for thirty (30) days or more, shall pay to the Union an agency service fee to defray
the cost of collective bargaining and contract administration in an amount equal to the regular
Union dues. Such payment shall be made on or after the thirtieth (30th) day following the
beginning of such employment or the effective date of this Agreement, whichever is the later.
b) The Town agrees to deduct biweekly from the pay of such employees who properly authorize
it, all agency service fees which are owed to the Union.
c) The Union agrees to indemnify the Town for any financial liability of legal expense which the
Town may incur in complying with this Article.
ARTICLE VII: HOURS OF WORK AND OVERTIME
Section 1. Hours of Work
The hours of duty shall be so established by the Fire Chief(M.G.L. c48, §58D) so that the average
weekly hours of duty in any year,other than hours during which such members may be summoned
and kept on duty because of conflagrations, shall not exceed forty-two (42) hours. The work
schedule shall be one (1) twenty-four hour day on, two (2) twenty-four hour days off, one (1)
twenty-four hour day on,followed by four(4)twenty-four hour days off. A twenty-four hour shift
shall consist of a ten(10)hour day and a fourteen (14) hour night. The day shift, consisting of ten
(10)hours, is to start at 8:00 a.m., and is to end at 6:00 p.m. The night shift, consisting of fourteen
(14) hours, is to start at 6:00 p.m. and is to end at 8:00 a.m. The unit (working group) rotation
schedule is depicted by way of a sample eight (8) week cycle averaging forty-two (42) hours for
each unit(work group) as follows:
1AFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 2 (W
Week# Sunday... Monday Tuesday Wednesday Thursday Friday Saturday__ Total E
1 24 Off Off 24 Off Off Off 48
2 Off 24 Off Off 24 Off Off 48
3 Off Off 24 Off Off 24 Off 48
4 Off Off Off 24 Off Off 24 48
5 Off Off Off Off 24 Off Off 24
6 24 Off Off Off Off 24 Off 48
7 Off 24 Off Off Off Off 24 48
8 Off Off 24 Off Off Off Off 24
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A shift is defined as either a ten (10) hour day or a fourteen (14) hour night. A tour is defined as
a twenty-four(24)hour work period. A shift tour is defined as two (2) 24-hour tours for a total of
48 working hours.
The hours of duty for the day Fire Fighters shall be 7:30 a.m. to 4:00 p.m., Monday through
Thursday and 7:30 a.m. to 3:30 p.m. on Friday.
Section 2. Overtime
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a) In the event that a need for overtime should occur in the Department because of sickness,
vacations, or other unforeseen conditions, overtime pay shall be paid (M.G.L. c48, §58C) at
the time and one-half rate of pay to the permanent member of the Department who works.
Overtime shifts will be filled in increments often(10)hour days and fourteen(14)hour nights.
All overtime will be overseen by the overtime committee. Overtime lists will be maintained
by hours and seniority [four(4) for permanent Fire Fighters, one(1)for Lieutenants]. All lists
and current procedures will be posted in each fire station. All overtime procedures require the
approval of the Fire Chief. This sheet shall pertain to shift tours in the Fire Station only. In the �
event that an Officer is needed to fill in a shift, the Fire Chief will authorize an officer to be
worked on overtime. Fire Fighters will work for Fire Fighters, Lieutenants will work for
Lieutenants.
b) In case of absences of Lieutenants which last longer than forty-five (45) consecutive calendar
days, excluding vacations,the Fire Chief, at his/her discretion,may fill the Lieutenant position
after the forty-five (45) days for the duration of the absence with a permanent Fire Fighter. If
there are any permanent Fire Fighters who are on a current Civil Service list for Lieutenants,
they shall be given first consideration to fill the absence.
c) Any employee appointed as a Fire Lieutenant (permanent or acting) is not eligible to work
overtime for a period of forty-five (45) calendar days following appointment. The starting
hours for the new Lieutenant in the overtime rotation shall be equal to the Lieutenant on the
list with the most hours on the date the new Lieutenant becomes eligible for overtime.
d) In the event that more than one (1) Fire Fighter on the same unit will be absent from his/her
shift tour for a period of time which will exceed thirty (30) calendar days,the Fire Chief may,
in his/her discretion, transfer other permanent Fire Fighters to the unit so affected to replace
the second, and succeeding Fire Fighters so absent from duty. Such transfer may be made
from the date of notification of the absence, and may last for the duration of the time during
which more than one (1)Fire Fighter is on such extended absence. In the case of said absence
IAFF,Local 2035 Agreement--7/1/18 through 6/30/21 Page 3
being related to health,the probability of the absence being more than thirty (30) days shall be
verified by a physician or by notice from the Fire Fighter so affected.
Section 3. Call Back
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a) A uniform method of rotation of off-duty Fire Fighters for the purpose of covering responses
will be followed according to the schedule attached hereto. Said schedule shall be maintained
in its current form, by seniority, and shall be updated as to seniority, when personnel changes
occur on the various shifts.
The call back procedure (by unit) for off-duty response shall be as follows: j
Section 3. Call back
Unit One Call Back Unit Two Call Back
FIRST TOUR DAY 2-4-3 FIRST TOUR DAY 3-1-4
FIRST TOUR NIGHT 2-3-4 FIRST TOUR NIGHT 3-4-1
SECOND TOUR DAY 4-3-2 SECOND TOUR DAY 1-4-3
SECOND TOUR 4-2-3 SECOND TOUR 1-3-4
NIGHT NIGHT
Unit Three Call Back Unit Four Call Back
FIRST TOUR DAY 4-2-1 FIRST TOUR DAY 1-3-2
FIRST TOUR NIGHT 4-1-2 FIRST TOUR DAY 1-2-3
SECOND TOUR DAY 2-1-4 SECOND TOUR DAY 3-2-1
SECOND TOUR 2-4-1 SECOND TOUR 3-1-2
NIGHT NIGHT
Senior Lieutenant Senior Lieutenant
Junior Lieutenant Junior Lieutenant
Fire Fighters by Seniority Fire Fighters by Seniority
After all other Lieutenants have been called,the Fire Prevention Officer is to be called back.
b) Members recalled because of an emergency shall be paid at overtime rates for the actual time
worked but not less than four (4) hours. Members working more than four (4) hours on
callback shall be paid for at least six (6) hours at overtime rates. Off-duty members called by
the Commonwealth or on behalf of the Town to appear in court for fire-service related cases
will be compensated at the rate of time and one-half for all hours spent on said case with a
minimum of three (3) hours overtime pay for each court appearance.
c) The primary receiving hospitals for the North Andover Fire Department will be Lawrence
General Hospital, Holy Family Hospital (Methuen), Holy Family at Merrimack Valley
Hospital (Haverhill), and Lowell General Hospital at Saints Memorial Campus (Lowell).
IAF ,Local 2035 Agreement--7/1/18 through 6/30/21 Page 4
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For non-emergency, pre-arranged hospital visits and medical appointments for which no pre-
arrangements for transport had been made, two (2) off-duty Fire Fighter/EMTs shall be called
in to staff the reserve ambulance and perform the transport. This is not a mandatory call-back.
Section 4. Extra Duty Rate
From July 1, 2018 until December 31, 2018,members working private duty shall be compensated
at the rate of twice their regular hourly wage; effective January 1, 2019, the private duty rate will
be 2.5 times their regular hourly wage for all hours worked, but not less than four (4) hours, j
according to the following schedule;
4 hours or less 4 hours pay
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>4 - 8 hours 8 hours pay
>8 - 12 hours 12 hours pay
If the duty is performed on behalf of the Town of North Andover, (at Town sponsored activities),
where the Town is responsible for the payment of the detail,then the compensation shall be at the
time and one half rate.
Section 5. Fire Prevention Officer
The bargaining unit position of Fire Prevention Officer is established by agreement between the
Union and the Town.
A. The Essential Functions of the Fire Prevention Officer position are.
1. Conducts all fire prevention activities under direct Delegation of Authority of the Fire Chief
or his designee;
2. Conducts fire safety and occupancy inspections, ensures compliance with fire code
regulations, issues permits required by fire code, evaluates and makes decision concerning
fire safety conditions and requirements and delegates the conduction of field inspections
amongst Department personnel;
3. Conducts building and plan review for all occupancy types ensuring adequate fire protection
systems are installed;
4. Performs administrative duties involving preparation of reports and correspondence,
maintenance of files and records, present statistical data to the Fire Chief and Department
personnel;
5. Attends training programs and meetings as required by the Fire Chief or his designee in
order to maintain proficiency in Fire Prevention requirements;
6. Review and interpret fire protection plans; and
7. Complete accurate inspection reports.
IAFF,Local 2035 Agreement—7/l/18 tlu•ough 6130/21 Page 5
B. Qualifications:
1. Basic Fire Prevention 1 or similar course;
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2. Proficiency with current relevant technology; and
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3. Strong written and verbal communication skills.
C. The position is subject to the following terms and conditions: The incumbent of the position
will not be assigned to, nor will he/she work to fill a shift vacancy in avoidance of overtime,
(except during the regular working hours of the Fire Prevention Officer);the incumbent of the
position will be the last employee on the call back list at all times; and the work days of the 3
position will be Tuesday through Friday, 7:00 a.m. to 5:30 p.m. Effective January 1,2019,the
work hours will be Monday through Thursday, 7:00 a.m. to 5:30 p.m.
D. Vacancies in the position of Fire Prevention Officer shall be filled in accordance with Article
IX of the collective bargaining agreement and transfers to the assignment of Fire Prevention
Officer shall be made in accordance with Articles X of the agreement. The Town and the
Union agree to the following:
1. The Fire Prevention Officer position will be filled by an incumbent of the Fire Lieutenant
rank. The assignment of other Lieutenants to perform the duties of Fire Prevention Officer
for vacation or personal leave will only be at the direction of the Fire Chief; provided,
however,that when the Fire Chief directs such assignments,the selection of the Lieutenant
for such assignment will be pursuant to the regular overtime roster and rotation system.
2. The Union agrees that the Town shall not be required to fill the assignment of Fire
Prevention Officer for absences of the incumbent attributable to sick leave or injury leave
not exceeding sixty (60) days. For absences of the regularly assigned Fire Prevention
Officer known in advance to be of a duration exceeding sixty (60) days, the Town agrees
to fill the position by assignment of other Lieutenants at overtime or by the appointment of
an Acting Lieutenant. For absences of the regularly assigned Fire Prevention Officer
attributable to injury and sick leave exceeding sixty (60) days, the Town agrees to fill the
position by assignment of other Lieutenants at overtime or by the appointment of an Acting
Lieutenant.
3. In the event of a transfer to the Fire Prevention Officer position,unless a Senior Lieutenant
agrees to the transfer,the transferee must be the Junior Lieutenant.
4. The pay rate of the Fire Prevention Officer position will be 1.23 of the base Lieutenant pay
at the appropriate step.
5. The Fire Prevention Officer will make every effort to provide the Fire Chief with a twenty-
four(24)hour notice for vacation and personal leave requests.
IAFF,Local 2035 Agreement—7/l/18 through.6/30/21 Page 6
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Section 6. EMS Coordinator (effective July 1,2019)
The EMS Coordinator designs, implements and oversees all ongoing Emergency Medical
Services (EMS)programs and training for the Fire Department.
The EMS Coordinator position shall be filled by an incumbent of the Fire Fighter rank. A vacancy
in the position of EMS Coordinator shall be filled in accordance with Article IX of the collective
bargaining agreement and transfers to the assignment of EMS Coordinator shall be made in
accordance with Article X of the agreement.
Absences of the incumbent due to sick leave or injury leave will not be filled by overtime. For
absences of the regularly assigned EMS Coordinator attributable to injury and sick leave
exceeding sixty (60) days, the Fire Chief may fill the position by assignment of a Lieutenant or
another Fire Fighter on overtime.
The incumbent of the position will not be assigned to nor will he/she work to fill a shift vacancy
in avoidance of overtime. The incumbent of the position will be the last employee on the call
back list at all times, but may be called in by the Incident Commander at his/her discretion.
The work hours of the position will be Monday through Thursday, 8:00 a.m. to 4:30 pm, and
Friday 8:00 am to 4:00 pm.
The pay rate of the EMS Coordinator position will be 1.23 of the max Fire Fighter pay. The
position will not be eligible for night differential but will receive defibrillator compensation and
The assigned EMT stipend.
All Fire Fighters/Lieutenants will still receive all EMS required hours of training for
recertification on duty.
Essential Functions:
a) Designs, implements and oversees all ongoing Emergency Medical Services (EMS)
programs and training for the Fire Department;
b) Responsible for scheduling, teaching and/or coordinating continuing education
training as required by OEMS;
c) Maintains all EMS training records for Department personnel;
d) Attends training programs and meetings as required by the Fire Chief or his designee
in order to maintain proficiency in Emergency Medical Services requirements;
e) Related duties as required; and
f) Performs administrative duties as directed by the Fire Chief including:
1) MATRIS reporting;
2) Ambulance inspections and licensing;
3) Ambulance billing;
4) QA/QI; and
5) Service Zone Agreements and affiliated agreements.
IAFF,Local 2035 Agreement---7/1/18 through 6/30/21 Page 7
Qualifications:
a) Massachusetts EMS Instructor Coordinator (able to obtain certification with a
reasonable amount of time depending on course availability);
b) Proficient in State and National EMS protocols and regulations;
c) Experience in developing and delivering EMS programs;
d) Ability to plan,prepare and execute lesson plans;
e) Strong verbal,presentation and public spearing skills;
f) Strong writing skills;
g) Strong computer skills; and
h) Ability to exercise sound independent judgment.
The Education Coordinator stipend will be eliminated only when there is an EMS Coordinator in
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place. At any time the position of EMS Coordinator is unfilled,the EMT Education Coordinator
stipend will return as written in the July 1, 2015 through June 30, 2018 agreement. The person
that previously held the EMT Education Coordinator Stipend will have the right of first refusal to
occupy the EMS Coordinator position.
ARTICLE VIII: SENIORITY
The Fire Chief shall establish a seniority list in grade. It shall be brought up to date each year and
immediately posted thereafter in the Central Station and Substation. A copy of the same shall be
mailed to the Secretary/Treasurer of the Union. Any objections to the seniority list shall be
reported to the Fire Chief within ten(10) days of posting or it shall stand approved.
ARTICLE IX: VACANCY
A vacancy or anticipated vacancy is defined as all positions newly created, the termination of
employment (i.e. Death, Retirement, Resignation or Discharge), Promotion and change of EMT
status of an employee. Whenever a vacancy occurs, the Fire Chief shall post such vacancy
throughout the Department for five(5) days and all employees in grade may bid for such vacancy.
The bidder with the most seniority in grade, if he is determined qualified by the Fire Chief, shall
be awarded the bid. If at the end of five (5) days no eligible member has bid for the vacancy,then
the most junior eligible member will be assigned to fill the vacancy. After that replacement has
been made, any member of the Department in the same grade may make a non-binding request to
the Fire Chief for consideration in replacing the successful bidder.
ARTICLE X: TRANSFERS
Permanent and temporary transfers of employees shall be made in good faith, not as a disciplinary
action, and shall be posted. A copy of the same shall be mailed to the Secretary/Treasurer of the
Union. Temporary transfers of employees shall not exceed thirty (30) days. Employees who are
to be transferred shall be given one (1) weeks' notice prior to said transfer, provided, that in
emergencies, this requirement may be waived. Temporary transfers pursuant to Article VII,
Section 2, paragraphs b, c and d may exceed thirty (30) days.
IAFF,Local 2035 Agreement--7/1/18 through 6/30/21 Page 8
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ARTICLE XI: WORKING RULES
The rules and regulations of the Fire Department of the Town of North Andover are hereby
recognized by the Town and the Union as the basic rules by which the Department shall operate.
The Town fiuther agrees that, if at any time after the signing of this Agreement, it shall change or
modify or amend the rules heretofore in existence, and if, in the opinion of the Department, said
change affects the health and safety of any member of the Fire Department, then the Fire Chief
shall, prior to the implementation of said rule, give to the Union a forty-eight (48) hour notice, in
writing,of the proposed change or amendment. If the Union, in its opinion,feels that said change,
modification or amendment is unjustified to any member of the Fire Department, such member
shall within ten(10) days thereafter, elect to submit the matter to grievance.
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ARTICLE XIL• HEALTH AND SAFETY
a) The Fire Department and the Union shall cooperate in matters of safety, health and sanitation
affecting the employees. The Fire Department shall furnish protective equipment including
coats, fire helmets, boots and self-contained breathing apparatus and all other personal safety
equipment which shall be worn or required by the personnel on duty and all other personnel
responding to the alarm. The Union Safety Committee shall be consulted in advance of any
change in the above mentioned equipment.
b) A joint union-management safety committee will be established consisting of the Fire Chief,
the Deputy Fire Chief and four(4)members selected by the Union(one from each group). The
safety committee shall meet a minimum of three(3)times per year to discuss/consider all safety
issues.
ARTICLE XIII: MANPOWER
Section 1. Staffing
a) The staffing of the Fire Department is an administrative matter and therefore,the responsibility
of the Fire Chief. The Fire Chief will determine and provide an adequate staff at all times to
afford proper protection for the Town.
b) At the commencement of the day or night shifts, there shall be a minimum of eight (8) full-
time members who rotate shifts, on duty at all times, assigned to fire suppression apparatus
and equipment. In addition to these fire suppression personnel,the Town will staff a minimum
of two (2) and up to four (4) fall-time members who rotate shifts and who are also certified
Emergency Medical Technicians to staff ambulance equipment.
Section 2. Reserve Fire Fighters
If more than two (2) simultaneous long term absences of bargaining unit Fire Fighters regularly
assigned to a given unit (working group) occur, such long term simultaneous absences in excess
of the two (2) can be filled on a temporary basis by use of reserve Fire Fighters in lieu of inter-unit
transfers of bargaining unit Fire Fighters as described in Article VII, Section 2, paragraph d. For
purposes of this Section, long term absences are defined as sixty (60) consecutive calendar days
IAFF, Local 2035 Agreement—7/1/18 through 6/30/21 Page 9
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or longer. Reserve personnel will not be entitled to work nor will they be assigned overtime to
perform bargaining unit work.
Such use of reserve personnel as provided in the above paragraph of this section can be made from
the date of notification of the absences, and can last for the duration of the time during which more
than two (2)Fire Fighters are on such extended,simultaneous absence. If the Fire Fighter absences
are health related, the probability of the two (2) absences simultaneously exceeding sixty (60)
consecutive calendar days will be subject to verification by physician or by notice from the Fire
Fighters so affected.
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ARTICLE XIV: PARIUNG
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The Town shall provide at no cost to the employees, adequate parking facilities, adjacent to the j
station houses, for all employees on duty.
ARTICLE XV: BULLETIN BOARDS
The Town shall provide bulletin board space in each of the firehouses in the day room or kitchen
area for the posting by the Union of notices regarding Union business and activities.
ARTICLE XVI: JURY DUTY
Any employee called for jury duty shall receive his/her regular pay and all benefits for the period
of time during which he is required to serve on jury duty. Said employee shall, after his/her fifth
(5") day of jury duty,return to the Town any payments received for the performance of jury duty.
Remainder of the Page Intentionally_Blank
IAFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 10
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ARTICLE XVII: COMPENSATION
Section 1. Salary Schedule:
Salaries will be paid pursuant to the following schedule:
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iJuly 1,2018(2%increase) 1...
Min II I .. III j Max
Fire Fighter _ i $47,167.92 $50,270.53 $ 53,377 20 $56,85951 E
'Fire Lieutenant $61,333.80 $ 65,130 41 ; $69,365.92
(Fire Prevention Lieutenant $85,320.06 E
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[January 1,2019(.5%increase) [
Min 11 III Max
Fire Fighter. .
$47,403.76 E $50,521.88 $ 53,644.09 1 $57,143.81 � 1,
Fire Lieutenant ; $61,640.47 $ 65,456.06 j $69,712.75
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Fire Prevention Lieutenant $85,746.66
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July 1,2019(2%increase)
Min II III Max
. . . .... ...................
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Fire Fighter $48,351.84 [ $51,532.32 $ 54,716.97 ; $58,286.69
Fire Lieutenant $62,873.28 i $ 66,765.1811 $71,107.00
EMS Coordinator $71,692.62
.. . . ......
Fire Prevention Lieutenant $87,461.60
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July 1,2020(2%increase) .
Min II L III Max
Fire Fighter j $49,318.87 $52,562.96 $ 55,811,31 ; $S9,4S2A2
(Fire Lieutenant $64,130.75 $ 68,100.48 i $72,529.14
EMS Coordinator ! I $73,126 48
Fire Prevention Lieutenant i $89,210.83
* Fire Fighters and Lieutenants shall not be eligible to move to the next step until they have
completed one year in the prior step.
** The EMC Coordinator position is not eligible for night differential,but will receive defibrillator
compensation and the EMT stipend.
1AFF,Local 2035 Agreement—711/18 through 6/30/21 Page 11
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Section 2. Longevity
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a) Employees who have been in continuous full-time employment shall be paid, in addition to
regular salary payments, increments determined as follows:
Len h of Service 7/l/18 7/1/19 7/l/20
Over 5 but not over 10 years $ 600 $ 650 $ 700
Over 10 but not over 15 years $ 900 $ 950 $1,000
Over 15 but not over 20 years $1,525 $1,725 $1,925
Over 20 but not over 25 years $1,625 $1,825 $2,025
Over 25 years $1,725 $1,925 $2,125
Longevity shall be paid weekly and included in the calculation of overtime and shall
be treated as part of compensation for pension and retirement put-poses.
b) An employee will be eligible for longevity increments on the 5", 10th, 151h, 201h, and 25`,
anniversary date of his/her employment and the amount of increment to which he or she is
entitled for the then fiscal year will be determined by paying in two (2) equal amounts the
appropriate amount for the highest anniversary date which falls in that fiscal year.
Section 3. Emergency Medical Technicians
Employees hired on or after July 1984 will be required to obtain Emergency Medical Technician
certification during their probationary period and to maintain that certification until promoted to
the rank of Fire Lieutenant or higher, as a condition of employment, provided, however, that such
required condition of employment is made subject to the following which is applicable to all
bargaining unit employees:
The Union and the Town agree that the bargaining unit will include, at all times, a minimum
complement of twenty-four(24) certified Emergency Medical Technicians, and that whenever
such complement of certified Emergency Medical Technicians exceed the minimum of twenty-
four (24), then, to the amount of excess number(s), employees can bid off ambulance sezvice
with such opportunity being allocated to employees on the basis of EMT seniority list. A
current EMT seniority list will be established and remain separate from the Department
seniority list. A member's EMT seniority shall begin from the date that they are permanently
assigned to the ambulance rotation.
Lieutenants shall not be assigned to ambulance duty. Fire Fighters,who are not assigned,those in
addition to the twenty-four (24) mentioned above, shall not be assigned any full tours-of-duty on
the ambulance and shall not be relocated, transferred or reassigned to perform ambulance duty
except as noted below:
a) When there are only two (2) assigned EMTs on duty at either station, and one (1) or both are
released from duty due to sickness or for other reasons, or when off-duty EMT personnel are
summoned for call back or EMT extra duty details,every attempt will be made to hire assigned
EMTs to replace those positions. If none of the twenty-four(24)assigned EMTs are available,
IAFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 12
the Fire Chief may fill the vacant EMT position, from the list of non-assigned EMTs. This list
shall be maintained in order of Department seniority.
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b) When the procedure outlined in paragraph a) is followed and there is no response from off-
duty assigned or non-assigned EMTs to cover the vacant position, the Fire Chief may utilize
on-duty, non-assigned EMTs to continue providing ambulance service. On-duty personnel
shall not be used to cover extra duty details.
c) When the procedure outlined in paragraph a) above (for extra duty details only) has been
followed and neither assigned nor non-assigned off-duty EMTs respond, the Fire Chief may
utilize Lieutenants who have maintained their EMT certification. j
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d) Non-assigned EMTs who are assigned to a full or part of a tour-of-ambulance duty shall receive
an additional compensation for their time using the following formula:
*Assigned Stipend -Non-Assigned Stipend/52.14 = the weekly tour rate differential
Additional compensation shall not be provided to non-assigned EMT personnel who are
assisting regularly assigned, on-duty EMTs during emergency transport.
All employees entitled to an annual Emergency Medical Technician stipend will receive such
stipend pursuant to the following formula:
1) For eligible employees assigned to the ambulance, the listed percentage of the Fire Fighter
current annual maximum salary in effect for the year involved:
Effective July 1, 2015 8.00%
Effective July 1, 2016 8.25%
Effective July 1, 2017 8.75%
2) For Lieutenant and Fire Fighter EMT's not assigned to the ambulance,the listed percentage
of the Fire Fighter current annual maximum salary in effect for the year involved:
Effective July 1, 2015 4.50%
Effective July 1, 2016 4.75%
Effective July 1, 2017 5.25%
Payment of this stipend shall be made on a semi-annual basis unless there is an end of service
(lateral transfer, retirement, or termination) and then it shall be paid upon such end of service.
e) The Town shall reimburse members for registration fees, books and tuition relative to
attendance at courses approved for the maintenance of the EMT Patch, provided that the Fire
Chief shall have first approved attendance at such courses, and that where grades are given, a
passing grade is obtained.
IAFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 13
Section 4. Night Differential
Employees assigned to the rotating unit (work group) schedule will receive on a weekly basis
3.75% percent of their weekly salary. Such night differential increments are to be considered as
part of salary for the computation of all fringe benefits and overtime which are computed as a
fraction or percentage of salary and are to be included in regular salary for purposes of retirement
contributions calculations.
Section 5. Supplemental Longevity Incentive
a) An employee who has attained twenty (20) years of service as an employee of the Town of
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North Andover shall be eligible for the Supplemental Longevity Incentive ("SLI"). In order
to be eligible to receive the SLI benefit, an employee must submit a completed and executed
form, as set forth in Appendix B to this Agreement, on or before the last day of December
immediately preceding the July I" start of the fiscal year in which the employee intends to
commence receipt of the SLI.
b) An employee who satisfies both of the foregoing eligibility and notice requirements, shall
commence receipt of the SLI as of the date in the next fiscal year specified in the election form.
(Appendix B), and the employee thereafter shall remain a recipient of SLI for up to a
consecutive three (3) year period, ending on the earlier of either the end of the consecutive
three (3) year period or the separation date of the employee's employment with the North
Andover Fire Department. During this consecutive three (3) year period, the employee will
continue to receive any regular longevity payment as specified in the collective bargaining
agreement (Article XV1I, Section 2).
c) An employee who participates in the SLI shall be compensated in accordance with the following
schedule:
First Year SLI $2,000
Second Year SLI $2,000
Third Year SLI $2,000
The parties agree that these amounts are not cumulative.
d) A decision to participate in the SLI is non-revocable and once an employee has completed
participation in the SLI program, the employee shall no longer be eligible to receive any
longevity payment pursuant to the collective bargaining agreement. The allowance paid under
these provisions will be paid weekly and added to base pay; however such increase shall not
be included in the overtime rate.
e) The Union and the Town further agree that the foregoing amendment shall be deemed for all
purposes to have been and to remain the benefit context for all former and current unit members
who have participated in or,upon the adoption of the foregoing amendment,were participating
in the predecessor version of the Article XVII, Section 5 benefit upon such members' filing
the amended Appendix B form.
f) Notwithstanding sub-sections (a)-(e) above, employees hired on or after July 1, 2012 shall not
be eligible for supplemental longevity.
IAFF,Local 2035 Agreement---7/1/18 through 6/30/21 Page 14
Section 6. Stipends
All stipend positions are advisory positions to the Fire Chief and the employee who is delegated
the responsibility for the stipend must balance their ability to use sound judgment and common
sense, to act independently in the performance of the tasks assigned, while at the same time '
maintaining communications with the Fire Chief, who has the legal authority for budgetary
expenditures. The annual stipend for each position is two thousand dollars ($2,000)which is paid
quarterly after the Fire Chief receives and approves a quarterly activity report. Members are
allowed to hold no more than one (1) stipend position as any given time.
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Section 6.1. Fire Alarm. Supervisor
The Fire Alarm Supervisor involves the supervision of the North Andover Fire Alarm system.
Employees must be knowledgeable in the functions of the fire alarm system and all of its
components. It is essential that this employee be available for emergency service of the fire alarm
system. The Fire Alarm Supervisor is responsible for maintaining records for all fire alarm box
systems in Town; identify zoning of all radio boxes; and coordination with outside fire alarm
companies for final testing and acceptance of systems. The Fire Alarm Supervisor coordinates
work with the Fire Prevention Officer.
Qualifications:
a) Knowledgeable background of fire alarms systems;
b) Ability to plan, organize and delegate work crews;
c) Ability to work with outside vendor(s) and contractor(s); j
d) Ability to exercise sound independent judgment;
e) Strong conurnrnications skills; and
f) Basic computer skulls.
Section 6.2. Public Education Officer
The Public Education Officer is responsible for developing, implementing, and coordinating all
public fire education for the Town and works with all age groups in presenting this message. The
Public Education Officer is responsible for writing, applying for,administering,and having budget
oversight for all applicable grants (including but not limited to the Student Awareness of Fire
Education grant, and the Senior SAFE grant).
Qualifications:
a) Able to complete a Public Fire and Life Safety Educator course within a reasonable
amount of time, depending upon availability and selection into a class;
b) Strong verbal,presentation and public speaking skills to a variety of audiences and
age groups;
c) Preferred background in education and preparation of lesson plans;
d) Strong writing skills;
e) Ability to plan and maintain grant budgets;
f) Basic computer skills; and
g) Ability to exercise sound independent judgment.
IAFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 15
Section 6.3. EMS Supply Officer
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The EMS Supply Officer is responsible for the purchase of all ambulance medical supplies and
equipment as required by OEMS and federal communicable disease standards. The EMS Supply
Officer oversees the level of controlled substances; maintains the EMS supply room; oversees j
quarterly bio-medical inspection of stair chairs, stretchers, and AEDs; schedules annual
maintenance of stair chairs, stretchers, and AEDs; and is present at the bi-annual ambulance
inspections. Typically, this position is offered to the senior EMT assigned to the ambulance that
is willing to accept and is qualified to perform this function. This employee is included as a
member of any committee for the purchase of a new ambulance.
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Qualifications:
a) Ability to conduct product evaluation and price assessment;
b) Ability to plan and monitor budget line item;
c) Ability to maintain records in Department's record-keeping system;
d) Ability to work with outside vendor(s);
e) Ability to exercise sound independent judgment;
f) Strong communication shills; and
g) Basic computer skills.
Section 6.4. Hazardous Materials Right-to-Know Coordinator
The Hazardous Materials Right-to-Know position coordinates the information relative to
hazardous materials throughout the Town. This employee coordinates the requests for 21E
property surveys for contamination within the Town. The position schedules the maintenance of
all Department meters.
Qualifications:
a) Familiarity with Federal, State and local laws and regulations regarding hazardous
materials;
b) Computer skills and knowledge of the CAMEO software for use in maintaining
records relative to hazardous materials;
c) Strong understanding of Department's meter use and needs;
d) Strong communications skills; and
e) Ability to exercise sound independent judgment.
Section 6.5. Senior Fire Investigator
The Senior Fire Investigator oversees the Fire Investigation Office. The position is responsible
for the investigation for origins and cause of all fires, the determination of whether fires are
incendiary, and conducts interviews in relation to those fires. In the event of an ongoing criminal
fire investigation, this employee coordinates the activities of the Fire Department personnel and
acts as a liaison to Police Department personnel assigned to criminal investigation. The Fire
Investigation Office is responsible for pursuing criminal process where necessary. The Fire
Investigation Office oversees the juvenile fire-setter program and works with other youth services
agencies and social service agencies to provide assistance to juveniles who display inappropriate
fire use. This employee must be available for on-call for emergencies.
IAFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 16
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Qualifications:
a) Successfully completed the Basic Fire Investigator course;
b) Will complete an Advanced Fire Investigator course within a reasonable amount of
time, depending on course availability and selection into a class;
c) Ability to coordinate multi-agency scenes (i.e.,police, building, state fire marshal,
insurance company, and other investigative agencies.); j
d) Strong verbal,presentation and public speaking skills;
e) Strong writing skills; and
f) Ability to exercise sound independent judgment.
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Section 6.6. Building.Maintenance Su ervisor
The Building Maintenance Supervisor involves the review and cost estimates of projects for
proposed renovation, alterations and major facility procurements. This employee develops
relationships with Town Departments and outside vendors for the maintenance and upkeep of Fire
Department facilities.
Qualifications:
a) Knowledge of state codes related to construction, building, fire prevention and
electrical;
b) Strong communication skills and ability to achieve consensus;
c) Ability to plan and monitor budget line item;
d) Ability to work with outside contractor(s); and
e) Ability to exercise sound independent judgment.
Section 6.7. Motor Vehicle Liaison
The Motor Vehicle Liaison provides oversight for the Fire Department's vehicle apparatus
maintenance program. This employee shall work with vendor(s) who have been delegated the
responsibility of performing the maintenance of fire vehicles to warrant it is done in compliance
with current standards and ensures the safety of the employee who utilize the vehicle. The Motor
Vehicle Liaison may make repairs and perform maintenance within the scope of his/her
certification.
Qualifications:
a) Vehicle mechanic experience/training with vehicle mechanic certification preferred
b) Ability to develop a vehicle maintenance program;
c) Ability to work with outside vendor(s);
d) Ability to plan and monitor budget line item;
e) Ability to maintain records in Department's record-keeping system;
f) Strong communication skills; and
g) Ability to exercise sound independent judgment.
Section 6.8. EMT Education Coordinator effective until June 30 2019
The EMT Coordinator is responsible for the teaching and/or coordinating of continuing education
course as required by OEMS. A minimum of fourteen (14) continuing education hours will be
offered in total per calendar year. Every attempt will be made to rotate said training evenly
TAFF Local 2035 Agreement 7/1/18 through 6/30/21 Page 17
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between the on duty units. Other duties will include coordinating a yearly EMT Refresher course,
coordinating CPR certification as required by GEMS and maintaining records,to include but, not
limited to, training rosters, OEMS approval numbers and exams, In addition, the position will be
responsible for budget oversight for the allocated expense line item.
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Qualifications:
a) Strong communication skills;
b) Budget planning and forecast;
c) Basic computer skills, including knowledge of Microsoft Office;
d) Strong verbal and presentation skills;
e) Ability to exercise sound independent judgment; and
f) Background in teaching a plus.
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The Education Coordinator stipend will be eliminated only when there is an EMS Coordinator in
place. At any time the position of EMS Coordinator is unfilled, the EMT Education Coordinator
stipend will return as written in the July 1, 2015 through June 30, 2018 agreement. The person
that previously held the EMT Education Coordinator Stipend will have the right of first refusal to
occupy the EMS Coordinator position.
Section 6.9. Small Engine Maintenance Liaison
The Small Engine Maintenance Liaison position provides oversight into an effective and efficient
routine maintenance program to include all small engines not currently under outside maintenance
contract. This employee shall work with all vendors that have been delegated the responsibility of
performing the maintenance and ensure that it is done in a timely manner which is efficient, in
compliance with current standard, and insures the safety of the employee who will utilize the
equipment.
This stipend position only shall not enjoy the benefits of overtime as is common with other stipend
positions.
Qualifications:
a) Strong communication skills;
b) Strong organizational skills;
c) Ability to work with outside vendors;
d) Ability to exercise sound independent judgement;
e) Knowledge of small engines and their operation; and
f) Demonstration of some mechanical ability a plus.
Section 7. Defibrillator Compensation
From July 1, 2018 through June 30, 2020, all employees will receive, on a bi-weekly basis, 1.5%
of their bi-weekly salary for defibrillator compensation; effective July 1, 2020, the defibrillator
compensation will increase to 2.5% of the bi-weekly salary. Such compensation is to be
considered as part of salary for the computation of all fringe benefits and overtime which are
computed as a fraction or percentage of salary and are to be included in regular salary for purposes
of retirement contribution calculations.
IAFF, Local 2035 Agreement—7/1/18 through 6/30/21 Page 18
ARTICLE XVIII: FRINGE BENEFITS
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Section 1. Paid Holidays
a) The following holidays shall be observed as mutually agreed upon by the Town and Union:
New Year's (includes the night shift Labor Day
of December 31 and both the day
and night shift of January 1) Columbus Day
Martin Luther King Day Veteran's Day
Washington's Birthday Thanksgiving Day j
Patriot's Day Christmas (includes the night shift
of December 24 and both the day
Memorial Day and night shift of December 25)
Independence Day
The Christmas and New Year's holidays, consisting of the night shift immediately prior to the
day and both the day and night shifts on the day shall each be considered as one holiday.
b) Employees shall be granted time and one-half for all hours worked on the holiday and one-
fourth of the week's salary when off duty. The Christmas holiday consisting of the night shift
of December 24 and both the day and night shifts of December 25 shall be considered as one
holiday. The New Year's holiday consisting of the night shift of December 31 and both the
day and night shifts of January 1 shall be considered as one holiday. Those employees who
are not on duty for any of those shifts shall be compensated one-fourth of the week's salary.
c) Employees hired on or after July 1,2012 shall receive the following compensation for holidays
worked: twenty-four hours straight time pay for a 24-hour shift on the holiday. That payment
shall be pro-rated if the employee works only a day tour (10 hours) or night tour (14 hours) on
the holiday.
d) The holiday tour shall be 8:00 a.m. on the day of the holiday to 8:00 a.m. on the day
following. Compensation for all hours worked is to be paid to all members if working the
holiday period, that is one 10-hour day shift and one 14-hour night shift. (An additional 14
hour night shift on December 24 and December 31).
e) Employees will not be allowed to take vacation or personal leave on the holidays of
Thanksgiving (day and night shift) and Christmas (night shift on December 24 and both day
and night shift on December 25).
Section 2. Vacation Leave
a) A full-time employee in continuous service shall be granted vacation with pay on the following
terms:
Two (2) "shift tours" for all those employees who have completed one (1) year of set-rice. After
six months of employment, an employee shall be entitled to one "shift tour" of his/her initial
IAFF,Local2035 Agreement—7/1/18 through 6/30/21 Page 19
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vacation allowance in advance, in which case he/she shall receive one "shift tour" of vacation 1
after his/her first year of service."
Three (3) "shift tours" for all those employees employed continuously by the Town for five
(5) years.
Four(4) "shift tours"for all those employees employed continuously by the Town for ten(10)
years.
One additional vacation shift for every two years of service until five (5) shift tours have been
reached.
Five(5)"shift tours"for all those employees employed continuously by the Town for eighteen
(18) years.
b) A shift tour is defined as two (2) 24-hour tours, and each tour consists of a ten(10) hour shift
and a fourteen (14) hour shift, for a total of forty-eight (48) working hours for members
working on a unit. A shift tour for a day Fire Fighter shall be 7:30 a.m. to 4:00 p.m.,Monday
through Thursday, and 7:30 a.m. to 3:30 p.m. Friday.
c) The vacation year shall be from January 1 to, and including, December 31.
d) Vacations shall be taken in the year in which they are due except employees may carry over
up to one (1) shift tour of vacation into the next vacation period.
e) A maximum of six (6) employees per shift in the rank of Fire Fighter can take vacation at the
same time. The parties will have further discussion about how to determine priority of multiple
vacation requests which would exceed the limit.
Employees taking vacation leave shall provide the Department with as much notice as possible,
but no less than one (1) hours' notice.
f) All vacation leave can be taken on a daily basis in a ten (10) hour day shift and/or a fourteen
(14) hour night shift. When taking a shift tour's vacation on a daily basis, said shift tour shall
consist of two (2) twenty-four hour tours. An employee requesting vacation leave must give
at least a one(1)hour notice before the start of a shift or such request may be denied. The day
Fire Fighters shall not be called in the Sunday before and Saturday after for overtime. An
employee taking a full shift tour vacation shall not be called to work overtime for a period of
twenty-four (24) hours prior to the commencement of the shift tour nor for forty-eight (48)
hours after the shift tour ends. An employee taking two (2) or more consecutive shift-tours of
vacation shall not be called to work overtime for a period of twenty-four (24) hours prior to
the commencement of the first shift tour of vacation nor until forty-eight (48) hours after the
end of the last shift tour of vacation. Nothing in this paragraph shall pertain to vacations taken
on individual daily basis.
g) Upon the death of an employee who is eligible for vacation under this Section, payment shall
be made to the estate of the deceased in the amount equal to the vacation year prior to the
IAFF,Local2035 Agreement—7/1/18 t1wough 6/30/21 Page 20
employee's death but which had not been granted. In addition,payment shall be made for that
portion during which the employee died up to the time of his/her separation from the payroll.
h) Employees who are eligible for vacation under this section and whose services are terminated
by dismissal through no fault of their own, or by retirement, or by entrance into the armed
services shall be paid an equal amount to the vacation period prior to such dismissal,
retirement, or entrance into the armed forces. This payment shall also apply to employees who
were unable to take that vacation time due to prolonged sickness or injury which was taken in
compliance with Department sick leave policy or injury under M.G.L. c41, §111F. Said
payment will be made when the employee returns to work or terminates his/her employment.
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i) In addition, payment shall be made for that portion of the vacation allowance in the vacation
period during which such dismissal, retirement, or entrance into the armed forces occurred up
to the time of the employee's separation from the payroll.
j) Absences, on account of sickness in excess of that authorized under the rules therefore, or for
personal reasons as provided for under other leave, may, at the discretion of the Fire Chief,be
charged to vacation leave.
Section 3. Sick leave
a) A full-time employee or part-time employee in continuous service who has completed six (6)
months of service shall be allowed six(6) shifts leave with pay and thereafter shall be allowed
leave of one (1) shift for each month of service, provided such leave is caused by sickness or
injury or by exposure to contagious disease. Sick leave may betaken as a ten (10) hour day
shift or fourteen (14) hour night shift at the discretion of the Fire Fighter. One (1) ten hour day
shift or one (1), fourteen (14) hour night shift shall equal one (1) sick shift for record keeping
purposes.Three (3) of these days, per calendar year, may be used for family illness per year.
b) An employee shall be credited with the unused portion of leave granted under paragraph a)
above.
c) Sick leave must be authorized by the Fire Chief.
d) A physician's certificate of illness shall be submitted by the employee to the Fire Chief after
two (2) consecutive tours' absence. This note shall be submitted to the Fire Chief(or in his
absence to the Deputy Fire Chief or Shift Lieutenant) by the third (3rd) consecutive tour.
Acceptable documentation must include all of the following elements:
1) Appropriate letterhead;
2) Date of examination;
3) Date of return to work or next scheduled appointment; and
4) Original signature of medical doctor,physician's assistant, or nurse
practitioner.
e) The Fire Chief may, at his/her discretion,require a medical examination of any employee who
reports his/her inability to report for duty because of illness. This examination shall be at the
expense of the Town by a physician appointed by the Town.
IAFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 21
f) Injury, illness or disability self-imposed shall not be considered a proper claim for leave under
this Section. In cases where an employee has followed the proper procedure in using existing
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employee assistance program,the leave shall be applicable but the employee may be required
to submit remaining vacation time up to one (1) shift tour to assist in his/her participation in
the program.
g) Nothing in this Section shall conflict with Section 100, Chapter 41 of the General Laws.
h It is agreed that the employees covered b this contract may, if eligible,join the Sick Leave
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Bank.
i) Sick Leave Bank: The following rules and regulations are promulgated for the purpose of
administering a sick leave bank for employees of the North Andover Fire Department. The
application to be used for the sick leave bank is found in Appendix C. There is hereby
established a sick leave bank from which employees who have exhausted their sick leave can
make application to draw additional sick leave benefits. Employees may contribute to this
bank on a voluntary basis, from their accumulated, unused sick leave credits. Procedures and
standards for contribution shall be as follows:
1 The bank shall be administered by the Fire Chief.
2) Each application for sick leave from the bank will be considered separately by the
Fire Chief. The employee act of contributing to the bank does not guarantee the
right to draw from the bank. Decisions made by the Fire Chief shall be subject to
the grievance and arbitration provisions of the Collective Bargaining Agreement.
The Union hereby waives its rights to grieve a decision made by the Fire Chief
permitting an employee to draw from the bank over the objection of the Union.
3) The Fire Chief may require an employee,who applies to draw from the bank,to
provide a medical certificate as to illness. The Fire Chief may re-evaluate each
case at one month intervals, and, in that regard,the Fire Chief may require that the
employee furnish further medical certification of illness, at no expense to the
Town.
4) The employee, while on the bank, shall not earn or accumulate sick leave.
5) The employee who is drawing from the bank for a period of more than thirty (30)
consecutive calendar days shall forfeit a portion of his/her vacation leave. The
portion so forfeited shall be determined by dividing the number of calendar days
on which the employee is utilizing the bank by 365. Fractions shall be rounded off
to the nearest whole day. In the event that said employee shall then have remaining
vacation leave, the Fire Chief shall determine how much of the leave will be
credited as vacation and how much will be credited to the employee as sick leave.
In the event that the employee shall have exhausted his/her vacation leave prior to
drawing from the bank, adjustments shall be made from the employee's vacation
leave for the following calendar year. In the event that an employee drawing from
the bank has accumulated unused vacation leave, which he is unable to use during
the calendar year due to his/her sick leave status,the unused vacation leave will be
1AFF,Local 2035 Agreement 7/1/18 through 6/30/21 Page 22
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credited as sick leave upon his/her return to active duty in the next calendar year,
after the deduction of vacation leave, as provided in this section.
6) Employees who are on their one (1) year probationary period have the option to
join the sick leave bank after six (6) months, but may wait until three (3) months
after their one (1) year probationary period has been lifted.
7) In the event that the number of shifts remaining in the bank reaches thirty (30),the
Fire Chief shall notify the Union of this fact and shall assess each participating
employee one (1) additional shift of sick leave to be added to the bank. Any
participating employee who does not wish to contribute the additional shift shall
so notify the Fire Chief within ten (10) days of the posting of the Fire Chiefs
intention to make the assessment, In that event, the employee shall forfeit any
further consideration for eligibility to draw from the sick leave bank and shall
forfeit the use of shifts already contributed. The shifts so forfeited will remain in
the bank for use by participating members. Each member will be assessed one (1)
shift each time additional contributions are needed.
8) Employee entitlement to draw from the said bank shall be determined by the Fire
Chief on the basis of, among other considerations, information and data supplied
by the Union, information and data supplied by the Town, attendance and
performance, provided, however, that an employee must contribute to the bank in
order to be eligible to draw from the bank. Upon receipt of an application for use
of the bank, the Fire Chief shall notify the Union and the Town, who shall supply
information and data in writing, as they see fit within seven(7) days of notification.
However, the Fire Chief, in his/her discretion, may temporarily allow an employee
to draw from the bank pending the receipt of this information and data.
9) The maximum time an employee may remain on the bank is one (1)year. The Fire
Chief may allow up to one (1) additional year if he/she feels it is necessary and
justified based upon the guidelines established by Article IV. The Fire Chief may
require, as a condition of granting benefits beyond one (1) year,that the employee
be examined by a physician chosen by the Town at the expense of the Town. It is
the intent of this Article that an employee not return to active duty at the end of one
year's drawing on the bank for the purpose of reinstating his/her eligibility to draw
from the bank without the necessity of an examination by a physician chosen by
the Town.
10)If the Fire Chief rejects an employee's application for use of the bank,such rejection
shall be in writing and shall state the specific reasons for the rejection.
11)These rules and regulations may be amended by collective bargaining or by mutual
consent of the Town and the Union.
12)The Town shall, on July 1st of each year, contribute one shift for each member of
the Bargaining Unit to the Sick Leave Bank. This contribution shall not be assessed
against or in any way affect the accumulation of sick leave by the employees
pursuant to Article XVIII, Section 3, Paragraph a). The sick leave bank shall not
1AFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 23
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exceed 600 shifts, unless a new member's contribution shall cause the bank to
exceed 600 shifts.
j) Attendance Incentive:
For employees hired on or after July 1, 2012, there shall be an attendance incentive system
under which Fire Fighters with little or no sick leave in a calendar year can buy back sick days
at their applicable daily rate under Article XVII, Section 1. The attendance and buy back
amounts shall be as follows:
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For zero (0) sick shifts used, two (2) night shifts and one (1) day shift (38 hours)
can be bought back; or
For one (1) sick shift used,two (2) day shifts and one (1)might shift(34 hours) can
be bought back; or
For two (2) sick shifts used, one (1) day shift and one (1) night shift(24 hours) can
be bought back.
In calculating"sick shifts used", the following absences shall not count: (1)Up to
two occurrences of sick leave of up to two shifts each, provided the employee
submits a physician's note, with an original signature of the physician, certifying
that the employee was examined and found to be ill, and the Fire Chief approves
this exception; and (2) for absences due to non-elective surgery of an injury
compensable under Section 3a of this Article,provided the period of convalescence
(beginning with the date of surgery) does not exceed six (6) weeks.
A tour is defined as a twenty-four (24) hour work period comprised of a ten (10)
hour day shift and a fourteen(14) hour night shift.
Buy back payments under this section will be made in July of the year following
the calendar year, e.g. the first payments shall be made in July, 2014.
Section 4. Personal Leave
Employees shall be entitled to four (4) shifts of personal leave per fiscal year. Employees taking
personal leave shall provide the Department with as much notice as possible,but not less than one
(1) hours' notice.
Section 5. Bereavement Leave
Paid bereavement leave of two (2) full tours (48 working hours) following day of death in an
employee's immediate family (spouse, child, parent of either spouse, brother, sister, grandparent
of employee, grandchild of employee) and up to three (3) 10-hour and/or 14-hour shifts for the
following: brother-in-law, sister-in-law, grandparent of spouse, and person in the immediate
household.
IAFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 24
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In the event that the death of the family member mentioned in the above paragraph occurs within
twenty-four(24)hours of the beginning of a scheduled shift tour or on the first tour of the member's
regularly scheduled shift tour, that employee so affected shall be granted an additional day of
bereavement leave. In that instance, the individual employee shall have the entire shift tour
bereavement leave.
Section 6. Injury Leave
Whenever a member of the Fire Department is incapacitated from duty because of an injury
sustained in the performance of duty, he/she shall be entitled to injury leave with full pay during
the period in which he/she is unable to perform his/her duties or until such time as he/she has been
accepted for retirement, in accordance with M.G.L. c41, §111F as amended.
A physician's certificate of injury shall be submitted by the employee to the Fire Chief(or in his
absence the Deputy Fire Chief or Shift Lieutenant).
Acceptable documentation shall include all of the following elements:
1) Appropriate letterhead;
2) Date of examination;
3) Diagnosis;
4)Prognosis;
5)Date of return to work or next scheduled appointment; and
6) Original signature of medical doctor,physician's assistant,or nurse practitioner.
The Town shall provide and maintain insurance for the purpose of paying the hospital, medical
and surgical expenses incurred by any member of the Department who is injured in the
performance of his/her duties.
Section 7. Union Business Leave
A bank of twelve (12) shifts shall be established for use by the Union for conducting union
business. The Union shall request of the Fire Chief, or his/her designee, twenty-four (24) hours
prior to the use of this leave,and state reasons for the intended use. Failure to notify in this manner
will negate the leave. The Fire Chief may deny leave for more than one (1) person at a time if it
would incur excessive overtime. Annually,by June 30,the Secretary/Treasurer of the Union shall
provide the Fire Chief with a written statement of the days taken, dates, and reasons for leave.
Failure to provide this information would disallow the bank until that data is received.
Section 8. Uniform Allowance
Employees will receive a yearly uniform allowance for the purchase and replacement of uniforms
and necessary work clothes. Payment shall be made in the first biweekly check issued in August
of each fiscal year.
7/1/19 7/1/20
Uniform Allowance: $950 $1,100
Appended to and incorporated into the contract as "Appendix A" is the current list of basic issue,
as agreed upon by the Union and the Town, for which the uniform allowance is applicable.
1AF ,Local 2035 Agreement 7/l/18 through 6130/21 Page 25
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Uniformed members shall be neatly dressed at all times while on duty in uniforms which comply
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with the Departmental specifications. Members of the Union shall only be required to replace such
clothing as is physically needed,notwithstanding the fact that the various parts of uniforms do not
match.
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An expenses arising fiom an change in the prescribed uniform shall be borne b the Town and
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shall not be attributable to the clothing allowance. The Town shall provide new chess and work
uniforms protective clothing for all new employees, Dress uniforms shall be provided upon
successful completion of the probationary period. Probationary employees shall not receive a
clothing allowance until completion of their first year of employment; however, such employees
shall receive $300 during the probationary period for the purchase of winter uniforms.
Employees shall not be eligible for clothing allowance when they are terminated as a result of
disciplinary action, layoff or when a notice of retirement has been filed with the Essex Regional
Retirement Board.
The Town agrees to replace dress uniforms at fifteen (15) year intervals from their date of issue.
The Town agrees to replace up to six (6) dress uniforms per fiscal year in order to achieve this.
An employee may keep his/her uniform badges upon retirement, if so desired.
Section 9. Academic Compensation
a) The Town shall reimburse members for registration fees, books and tuition for courses which
are part of a curriculum for the attainment of a degree in Fire Science, into which the member
has formerly entered or matriculated, at Massachusetts State University credit hour rates (i.e.
Salem State rate) for course work at an approved college or university. (Through prior
agreement, this does not apply to Lieutenant Michael Beirne.) Such courses must be given by
an accredited educational institution,provided that the Fire Chief shall first have approved the
member's participation in such a program and that a passing grade is obtained.
b) Employees shall receive, in annual lump sure payments, compensation for academic course
credits, for courses which they have successfully completed and which are necessary to obtain
an Associate's Degree in Fire Science at accredited educational institutions.
The compensation shall be as follows:
20 to 39 credits $ 500
40 to 59 credits $ 750
60 to 89 credits $ 1,000
90 to 119 credits $ 1,500
BS Fire Science $ 2,000
From July 1, 2018 until June 30, 2021, the above schedule shall remain in effect for Fire
Fighters first hired on or after July 1, 2013.
For Fire Fighters first hired on or before June 30, 2013 the following academic compensation
shall apply:
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IAFF,Local 2035 Agreement—7/1/18 through 6/30/2I Page 6
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7/1/18 7/1/19 7/l/20
Associates,Fire Science $2,000 $2,250 $2,500
Bachelor of Science, Fire Science $3,000 $3,375 $3,750
Effective June 20, 2021, the following academic compensation will be eligible to all
employees, regardless of their hire date:
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20 to 39 credits $ 500
40 to 59 credits $ 750 l
60 to 89 credits $ 1,000
90 to 119 credits $ 1,500
Associates, Fire Science $ 2,500
Bachelor of Science, Fire Science $ 3,750
Employees will receive a stipend upon completing annually twenty-one (21) hours of courses
offered by the Massachusetts Fire Academy or other such courses designated by the Fire Chief,
provided,however,that recruit training class hours and hours spent by on-duty members at on-
duty classes will be excluded from the above annual twenty-one hour count, and further
provided that the Fire Chief will distribute such on-duty classes evenly among the units
whenever possible. Annually, the maximum amount of on-line courses, if approved by the
Fire Chief, shall not exceed four(4) hours. Such compensation will be paid to all employees.
7/1/18 7/1/19 7/1/20
21 Hour Stipend $1,150 $1,350 $1,450
Section 10. Absenteeism
Employees not expecting to work because of emergencies or other justifiable causes must notify
the Officer-in-Charge one (1)hour before the scheduled start of the tour.
Section 11. Posting Accumulated Leave
The Fire Chief shall no longer be required to post a notice listing the amounts of sick leave,
personal days, and vacation time each employee has accumulated, provided that Union
representatives have access, upon request,to the Lieutenant's book.
Section 12. Terminal Leave
An employee whose service is terminated by retirement shall be allowed a portion of his/her
accumulated sick leave as terminal leave. The following formula shall be used in computing the
amount of terminal leave to be allowed a retiring employee:
a) Employees retiring with twenty-five (25) whole years of continuous, full-time service shall
receive up to a maximum of twelve(12)shift tours of their accumulated sick leave. (Each shift
tour constitutes two (2)twenty-four hour tours.
IAFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 27
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b) Employees retiring with less that twenty-five(25)whole years of continuous,full-time service
shall receive only a percentage of the maximum entitlement as stated in paragraph a)pursuant
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to the following formula:
Divide the number of whole years of service by 25 to calculate the percentage of
years' service for purposes of terminal leave. Multiply the number of sick shifts
accumulated by this percentage to determine the maximum number of sick shifts
the employee is entitled to receive for their terminal leave benefit. Per paragraph
a), the amount is not to exceed twelve (12) shift tours (48 sick shifts). E
c) The phrase "whole years of continuous full time service" as used in Paragraphs a,b, and e will
be interpreted and applied as in the past.
d) Notwithstanding Paragraph a) above, employees retiring with twenty-five (25) years or more
of continuous,full time service who, at the time of retirement,have accumulated to their credit
one hundred and twenty (120) or more unused sick leave shifts will receive a terminal leave
benefit pursuant to the following formula in lieu of that benefit provided in Paragraph a)above:
fifty percent(50%) of all accumulated, unused sick leave credited to them.
e) For purposes of the terminal leave entitlement as provided in Paragraphs a, b, and e of this
Section, each compensable shift of sick leave is to be paid at the rate of one-fourth(1/4) of the
employee's weekly salary in effect at the time of retirement.
f) Notwithstanding the above, for employees hired on or after July 1, 2012, terminal leave
payment shall be capped at five(5) shift tours of their accumulated sick leave(twenty(20)sick
shifts).
Section 13. No Pay Status
An employee who is in a no pay status shall cease accruing vacation or sick leave, for the duration
of that time, except as allowed under the sick leave bank provisions, and except where the
employee's pay is later restored by settlement or arbitration award.
ARTICLE XIX: GRIEVANCE PROCEDURE
Section 1. Definition of Grievance
A grievance is a dispute or controversy over the interpretation of the specific terms of this
Agreement.
Section 2. Grievance Steps
Step 1 — Union representatives shall present the grievance orally to the employee's
immediate supervisor within seven(7)working days of the occurrence. The immediate supervisor
for a grievance involving employee(s) of the Fire Fighter rank shall be the Lieutenant assigned to
the Fire Fighter(s) station and shift at the time the Union representatives decide to present the
grievance.
IAFF,Local 2035 Agreement—7/l/18 through.6/30/21 Page 28 �
The immediate supervisor for a grievance involving employee(s) of the Lieutenant rank shall be
the Fire Chief when the position of Deputy Chief is vacant. The immediate supervisor shall
document in writing on the grievance form the date and time the grievance was received and what
actions he/she took relative to the grievance. Every attempt shall be made to settle the grievance
at Step 1,
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If the grievance has not been settled by the immediate supervisor within three (3) working days
from the time the grievance is presented to him/her, the grievance shall proceed, at the discretion
of the Union, to Step 2.
Step 2 — Union representatives shall present the grievance, in writing, to the Fire Chief
within five (5) working days after the response from the immediate supervisor is due. The Fire
Chief has five (5) working days from the time the grievance is presented to him/her to answer the
grievance in writing.
In the absence of the Fire Chief because of vacation or illness, the Union representatives shall
present the written grievance to the Fire Chief upon his/her return who shall then have five (5)
working days from the time the grievance is presented to him/her to answer the grievance in
writing. In the case of a grievance regarding employee(s) in the rank of Lieutenant, and,if the Fire
Chief is absent because of vacation or illness, Steps 1 and 2 will be combined and the procedures
and time limits of Step 2 shall pertain,
When the Fire Chief is absent due to vacation or illness, he has five (5) working days fiom the
time he actually receives the grievance to answer.
Step 3 — If the grievance is not resolved at Step 2, the grievance, at the discretion of the
Union, shall be presented to the Town Manager or his/her designee, by the Union representatives
within five (5) days after the response fiom the Fire Chief is due, The Town Manager or his/her
designee shall meet with the Union representatives within ten (10) working days of the
presentation of the grievance at Step 3 and the Town Manager shall answer the grievance, in
writing,within four (4) working days of such meeting.
If the grievance remains unresolved after processing at Step 3,the Union,in the Union's discretion,
within thirty(30)calendar days,exclusive of holidays,after the date the Town Manager's or his/her
designee's written answer is delivered,can implement the arbitration provisions of this Agreement.
(Article XX).
Section 3. - Rights of Grievant
The grievant may be present at all proceedings relevant to his/her case. The grievant may at any
time during the proceedings withdraw his/her grievance.
Section 4, Access to Records
The Union Grievance Committee shall be allowed access,at all reasonable times,to Town property
and records relevant for the purpose of investigating a grievance.
IAF ,Local2035 Agreement—7/1/18 through 6/30/21 Page 29
ARTICLE XX: ARBITRATION PROCEDURES
If a grievance remains unresolved after processing at Step 3, the Union, in the Union's discretion,
within thirty (30) calendar days, exclusive of holidays, after the date the Town Manager's written
answer is delivered, can submit the grievance to the American Arbitration Association. The '
controversy then shall be processed pursuant to the rules and regulations of the American
Arbitration Association.
All Participants in the procedures of this Article, including the Arbitrator, shall accept concepts of
reasonableness and fairness and shall be governed by applicable provisions of this Agreement in
performing their functions.
An adjustment of a grievance reached in an steps of the grievance procedure and the award of
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the Arbitrator shall be final and binding on the Town and the Union. The Town and the Union
shall share equally in the cost of the arbitration proceedings.
ARTICLE XXI: STRIKES
The Union agrees there shall be no strikes,slow-downs,stoppage of work, or any interference with
the efficient management of the Fire Department.
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Remainder of the Page Intentionally Blank
IAFF,Local 2035 Agreement—7/I/I8 through 6/30/21 Page 30
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ARTICLE XXII: DURATION OF AGREEMENT j
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This Agreement shall be effective from July 1, 2018 through June 30, 2021, unless neither party
indicates its desire to amend the Agreement, in which case the Agreement shall continue yearly.
In case either party wishes to amend the Agreement, they will notify the other party on or before j
January 1, 2021, in writing, including a draft of proposed changes. Upon such notice, the
provisions of this Agreement shall remain in full force and effect until a new Agreement is
executed, funded and implemented.
IN WITNESS WHEREOF,the parties hereto have executed this agreement at on this the
day of r , 2019.
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FIRE FIGHTERS, LOCAL 2035 TOWN QF NORTH ANDOVER
.00
Andrew W. Maylor, T n Manager j
14L --� rv` BOARD OF SELECTMEN
a4
n e aiz�xa an
2z I-�—)
F� it D gero
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✓ Ros y onnelly S e ile
Chris Nobile
Richard M. Vaillancourt
IAFF,Local2035 Agreement—7/1/18 through 6/30/21 Page 31
SIDE LETTER 1
EMERGENCY MEDICAL TECHNICIAN RE-CERTIFICATION
In the event the mandated hours required for Emergency Medical Technician Re-certification is
changed(increased beyond the current 24 hours),the Town and the Union agree to meet to discuss '
the issue.
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1AFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 32
SIDE LETTER 2
EXTRA ROAD DETAILS THROUGH THE NORTH ANDOVER POLICE DEPT
This Side Letter of Agreement between the Town of North Andover (the "Town") and
Local 2035, I.A.F.F, AFL-CIO (the "Union"), is entered into on this 23rd day of October,
2018, amending the Agreement Between the Town of North Andover&Local 2035
International Association of Fire Fighters, AFL-CIO agreement effective July 1, 2018
through June 30, 2021 and any successor agreements between the parties. The Parties agree
as follows:
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1. Extra Duty Road Details through the North Andover Police Department.
North Andover Firefighters ("Firefighters") shall be eligible to be assigned to work F
North Andover Police Department Road Work Details ("road details")that do not
require an armed officer.
2. Assignment, Pay and Scheduling Details.
a. Road details for Firefighters will be assigned and administered in accordance with
the North Andover Police Patrolman's Contract, Section 8 (B).
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b. Firefighters accepting road details shall be compensated at a rate equal to that paid
detail rate and under the same terms and conditions as set forth in Section 8(B) of the
North Andover Police Patrolmen's contract.
c. Firefighters shall not be eligible to and shall not work a road detail in the following
instances: 1) on a day that they are regularly assigned to work as a Firefighter; 2) 24
hours following a shift for which they received sick leave pay, injured on duty pay,
G.L. C. 41, 111F ("ILD"), or were on unpaid leave; 3) if doing so prevents them from
being held over to meet staffing requirements; and 4) if doing so results in overtime
being incurred by the North Andover Fire Department.
Taking a road detail does not make a firefighter ineligible for fire department
overtime, to be held over, or to work a firefighter detail.
Fire Department assignments, including hold overs, firefighter details, shift overtime
or other required manning assignments take precedence over road details.
d. The Fire Chief or his designee shall determine whether a firefighter meets the
above requirements for a road detail assignment.
3. Road Detail Uniform.
Firefighters shall wear road detail uniforms that are compliant with the North
Andover Police Uniform Policy for road details,
1AFF,Local 2035 Agreement—7/1/18 tluough 6/30/21 Page 33
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4. Road Detail Training.
Prior to being eligible for a road detail, all Firefighters shall complete a Training
Program at their own expense and without any compensation from the Town and at a
time that does not cause any overtime expense to the Fire Department. The curriculum
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will be based on the Uniform Traffic Control Devices Regulations. Said Training
Program will not exceed four (4) hours in length and shall be offered within the borders
of North Andover. The initial Training Program will be offered twice within the first
thirty (30) days of the execution of this Side Letter of Agreement and once per quarter
thereafter as needed.
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LOCAL 2035, I.A.F.F., AFL-CIO, Town of North Andover
y its Tox Manager,
Date: 10/23/18
Date: 10/23/18
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1AFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 34
SIDE LETTER 3
RESIDENCY REQUIREMENT
Side Letter of Agreement between the Town of North Andover and Local 2035,I.A.F.F.,
AFL-CIO
This Side Letter of Agreement between the Town of North Andover(the"Town) and Local F
2035, I.A.F.F. (the "Union), is entered into on this the day of February, 2019,
amending the Agreement between the Town of North Andover and Local 2035, International
Association of Fire Fighters, AFL-CIO, Agreement effective July 1, 2018 through June 30, 2021
and any successor agreements between the Parties. The Parties agree as follows:
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1. Pursuant to M.G.L. Chapter 31, Civil Service, Section 58, the Town of North Andover
and Local 2035, I.A.F.F., AFL-CIO "may increase the 10 mile residency limit under a
collective bargaining agreement negotiated under chapter 150E". Through this Side
Letter of Agreement, the Parties agree to increase the residency limit to any City or Town E
within fifteen(15) miles of any boundary of the Town of North Andover.
2. The Parties further agree to conform to all decisions of the Civil Service Commission as
they relate to residency.
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Except as expressly set forth herein, all provisions of the collective bargaining agreement
between the Town and 2035, I.A.F.F., AFL-CIO, which by its terms will expire June 30, 2021,
shall remain in full force and effect.
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For the Town For Local 2035, I.A.17Y., AFL-CIO
By its Town Manager: By its Representative:
Andrew W. Maylo
Date: Date: f t`n
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1AFF,Local 2035 Agreement—7/1/18 tluough 6/30/21 Page 35
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APPENDIX A
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UNIFORM ALLOWANCE LIST
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Basic Issue Items j
Navy blue work pants f
Navy blue short sleeve shirts
Navy blue long sleeve shirts 3
Black belt ?
Navy blue watch cap
Department issue baseball cap
Quilted jacket
Winter coat
Lapel pins
Shirt badge
Blouse badge
Coat badge
Blouse
Dress trousers
Black tie
Blue dress shirt (ft)
White dress shirt(It)
Dress hat
Dress hat badge
Black shoes/boots
Accessory Item
tems
White shirt(ff)
Dress shoes
Long underwear
Sweaters (navy blue) cardigan or pullover with NAFD, logo
Wool socks
White dress gloves
Summer jacket with NAFD logo
Vinyl black/orange reversible raincoat with badge tab
Navy Blue T-shirts with North Andover Fire Department Logo
Other items as approved by the Fire Chief
1AFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 36
APPENDIX B
TOWN OF NORTH ANDOVER
FIRE DEPARTMENT
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NOTICE OF ELECTION TO PARTICIPATE IN THE
SUPPLEMENTAL LONGEVITY INCENTIVE
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TO: Fire Chief DATE:
FROM:
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SUBJECT: Supplemental Longevity Incentive
In accordance with Article XVII, Section 5, I hereby give notice of my election to
participate in the Supplemental Longevity Incentive (SLI) for a consecutive three-year period
commencing on (insert date). I understand that this election is
irrevocable once executed and submitted to the Department and that, upon the conclusion of the
consecutive three-year period my base salary shall revert to that provided by the collective
bargaining agreement then in effect for non-SLI annual base salary applicable to my rank or
position. I also understand that at the conclusion of the consecutive three-year period, I will no
longer be eligible to receive any longevity payment pursuant to the collective bargaining
agreement.
The amount of money that I will be entitled to receive each week will be calculated by
dividing the amount of money that I am eligible to receive by the number of weeks in a 12-
month period. Although this weekly amount will be added to my base salary, it will be excluded
for purposes of calculating my overtime rate.
I fully understand the terms and conditions as outlined in Article XVII, Section 5 and of
this election form and I agree to be bound by all such terms and conditions.
Signature Print Name
cc: Town Manager
Union President
IAFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 37
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APPENDIX C
TOWN OF NORTH ANDOVER
FIRE DEPARTMENT
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APPLICATION FOR USE OF SICK LEAVE BANK
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TO: Fire Chief DATE:
FROM:
SUBJECT: Sick Leave Bank Application
In accordance with the current collective bargaining agreement between the Town of North
Andover and Fire Fighters Local 2035, 1 , am submitting this
application for the use of the sick leave bank. I am requesting the use of shifts from the
sick leave bank.
I hereby certify that I am a member of the sick leave bank in accordance with the collective
bargaining agreement. I have read and am familiar with all of the provisions of the sick leave
bank.
Signature Print Name
Note: The Fire Chief will notify the Town and the Union in accordance with the collective
bargaining agreement. A written response from the Fire Chief will be given upon receipt of the
request or within seven(7) calendar days of receipt of the request.
1AFF,Local 2035 Agreement--7/1/18 through 6/30/21 Page 38
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APPENDIX D
-FAMILY MEDICAL LEAVE ACT -
REQUESTING AND USAGE OF LEAVE
An employee who has been employed for twelve (12) consecutive months or who has worked
1,250 hours in the last twelve months is entitled to up to a total of twelve weeks of family medical
leave in one calendar year. The leave shall be unpaid unless the employee elects to use
accumulated paid leave.
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An employee must notify the personnel department, in writing, of their request for family medical
leave, with a control copy to the division director, at least 30 days in advance of the intended date
upon which leave will commence and terminate,unless prevented by an emergency situation from
giving that length of notice. The employee may be requested to provide a written medical
certificate, within the time required under the law, to document that the employee is unable to
perform essential job functions or the nature of the family illness. However, subject to medical
documentation, an employee can certify that he/she is needed to care for the family member.
Family medical leave may be requested and must be granted for the birth of a child or to care for
a newborn child, or adoption of a foster child or for' a serious illness of the employee, his or her
spouse, child, including adopted or foster child, or parent. Serious illness is defined in accordance
with the Family Medical Leave Act, 29 CFR Sec. 825.114. Except for caring for a newborn or
adopted child, when necessary, leave may be consecutive, intermittent or on a reduced hour
schedule. In the event of pregnancy, family medical leave will begin on the date of birth of the
child unless the employee opts to begin her leave on the date she is deemed disabled by her
physician.
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When requesting family medical leave, the employee should state which type of accrued leave to
be utilized. An employee on maternity leave, or on leave for personal illness, shall be allowed to
use accrued sick leave for the duration, and may use any accrued personal and vacation leave if
sick leave is exhausted,for a total of twelve weeks. An employee requesting accrued leave to care
for a family member shall be approved to utilize accrued sick leave for the first 30 days, or six
weeks, and shall be pro-rated one day of vacation or personal leave for each additional week of
leave requested. The other four days may continue to be deducted from accrued sick leave. Usage
of leave under F.M.L.A. excludes application to sick leave banks,
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The Town of North Andover will continue the employee's health benefits coverage during leave.
The employee will continue to accrue holiday, vacation and sick leave credits during paid leave.
In the event that the employee exhausts all accrued leave, there will be no further accrual of
holiday, sick or vacation leave. Seniority, however, will accrue during the term of the leave. An
employee taking such leave is entitled to be restored to the position held by the employee when
the leave commenced, and will be entitled to any other benefits the employee would have accrued
had he/she not taken family leave.
The Town may designate extended leave as Family Medical Leave, when appropriate.
ADOPTED: Noah Andover Board ofSelectnren,Ane 30, 1997.
1AFF,Local 2035 Agreement—7/1/18 through 6/30/21 Page 39