HomeMy WebLinkAbout60A - AGREEMENT WITH THE FIREMEN'S BENEVOLENT ASSOCIATIONREQUEST FOR
COUNCIL ACTION
CITY COUNCIL MEETING DATE:
FEBRUARY 21, 2012
TITLE:
AGREEMENT WITH THE FIREMEN'S
BENEVOLENT ASSOCIATION
CITY MANAGER
RECOMMENDED ACTION
CLERK OF COUNCIL USE ONLY:
APPROVED
? As Recommended
? As Amended
? Ordinance on 15f Reading
? Ordinance on 2"d Reading
? Implementing Resolution
? Set Public Hearing For,
CONTINUED TO
FILE NUMBER
Direct the City Attorney to prepare and authorize the City Manager and Clerk of the Council to
execute an agreement with the Firemen's Benevolent Association regarding the rights and
entitlements of members should the City contract with the Orange County Fire Authority to
provide firefighting and related services.
DISCUSSION
The City and the Firemen's Benevolent Association (FBA) recently completed negotiations
delineating the terms and conditions applicable to FBA members resulting from the contracting
out of fire services to the Orange County Fire Authority (OCFA). The provisions of this
agreement are as follows:
1) Contracting Out Effective Date: The contracting out of fire services to OCFA will begin at
8:00 a.m. on April 20, 2012. At the time of such contracting out, the current Memorandum
of Understanding (MOU) with the FBA will no longer be in effect.
2) Salary Increase: The current Memorandum of Understanding provided a 2.5% salary
increase effective January 1, 2012. This salary increase will be rescinded and, beyond the
first paycheck of January, 2012, will no longer be provided to FBA members.
3) Salary Upon Transition to OCFA: All sworn employees at the top salary step for their job
classification will receive OCFA's top step salary plus applicable salary additives;
employees not currently at the City's top step will receive OCFA's closest comparable
salary rate as well as a City-provided stipend equal to the difference between this salary
rate and OCFA's top salary rate. This stipend will continue until the employees move to
OCFA's top step, up to a maximum of two years. All non-sworn employees hired by the
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Agreement with the Firemen's Benevolent Association
February 21, 2012
Page 2
OCFA shall be deemed "new hires" and shall be paid at a salary step designated by the
OCFA.
4) Demotion of Sworn Employees: All sworn employees who are demoted in job
classification upon transition to the OCFA will be provided a monthly stipend equal to the
difference between the employee's OCFA salary in the demoted rank and OCFA's top
step base salary for the job classification from which the employee was demoted. This will
continue for 24 months or until the employee is promoted to his/her former rank and
reaches the OCFA top step base salary for that classification.
Demotions will be based on lowest seniority; however, employees not identified for
demotion can choose to demote in place of other employees, again based on seniority.
5) Disability Retirements: Any sworn member who is rejected from employment by OCFA
due to an industrial injury or medical condition will be certified as qualified for an industrial
disability retirement. Further, the City will not contest the work-related disability retirement
request filed with CalPERS by a non-sworn member. Members who are on or have
exhausted injury/illness leaves of absence will not immediately transition to the OCFA;
however, any member who has not received a disability retirement and receives clearance
to return to full working status per OCFA standards will be offered employment with OCFA
for up to one year from the initial contract date.
6) Dispatch Personnel: Fire Services Dispatchers (up to four, based on seniority) who
successfully complete a background investigation will be offered employment as City
Police Services Dispatchers. Additional interested and successful personnel will be
offered employment as City Communications Services Officers but will be promoted to
Police Services Dispatcher upon obtaining a Police Officer Standards and Training
(POST) Basic Dispatcher Certificate. The employees will be placed on a salary step that
is closest to each employee's previous salary and does not result in a loss of greater than
$50 per month.
7) Civilian Paramedics: One paramedic will be offered a position as an EMS Nurse Educator
with OCFA. Transport services will be contracted out.
8) Paid Leave Balances: The City will address leave balances in the following manner:
Holiday Leave: 50% paid to employees at separation; 50% converted to vacation and
transferred to OCFA.
Vacation Leave: 350 hours (including converted holiday leave hours, above) transferred
to OCFA as vacation leave. All additional accrued vacation leave in excess of 350 hours,
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Agreement with the Firemen's Benevolent Association
February 21, 2012
Page 3
when combined with the converted holiday leave hours above, will be cashed out. City
vacation hours which transfer to the OCFA will not be combined with vacation hours
earned while at the OCFA, and therefore will not be counted towards the maximum cap of
OCFA vacation accrual.
Compensatory Time Off (CTO): At the employee's option, all CTO will be cashed out, or
CTO time will be converted to vacation and transferred to OCFA, up to a limit of 350 hours
of total vacation time transferred, and the remaining CTO time will be cashed out.
Sick Leave: Employees will be cashed out for 50% of the accrued sick leave to which they
are entitled to a cash-out based on years of service per the current SAFBA Memorandum
of Understanding. The remaining 50% of sick leave subject to cash-out will transfer to
OCFA but will not be combined with the sick leave earned while at the OCFA and shall not
be counted towards any maximum sick leave accrual cap that may be established by
OCFA. Any accrued, unused sick leave that is not subject to cash out per the current
SAFBA Memorandum of Understanding will be forfeited.
Sick Leave for Employees with Less Than 10 Years of Service: Employees with less than
ten years of service will be provided with 48 hours of sick leave to be used within the first
three years of the contract with OCFA if the employee has no sick leave available.
Order of usage: Following transfer to OCFA, members will be required to use accrued
OCFA vacation and sick leave prior to using the vacation and sick leave transferred from
the City. In five years, or earlier if the member separates from service, all remaining
vacation and sick leave which transferred to OCFA will be paid off by the City at the
member's rate of pay upon separation from the City.
9) Retiree Health Savings Account (Fund 84): The Fund 84 balance (approximately
$995,000) and FBA Loan (approximately $1,490,000 in principal and interest) shall be
disbursed to individual retiree health savings accounts by July 16, 2012, by which time
subsidy payments to retirees will also cease.
10)Bilingual Pay: Members assigned to a work location within Santa Ana will be paid $135
per month for Spanish language proficiency in lieu of the bilingual compensation provided
in the OCFA MOU.
11)Disciplinary Suspensions: Employees on probation and employees who have been
suspended in the one year prior to the initial date of the contract may have to serve a
probationary period with OCFA.
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Agreement with the Firemen's Benevolent Association
February 21, 2012
Page 4
12)Retiring Personnel: Employees who have retired from CaIPERS will not begin work with
OCFA prior to the initial date of the contract. However, employees may retire from
CalPERS following their transfer to OCFA and such employees will enter the Orange
County Employees Retirement System (OCERS) as new members.
Non-retiring employees transferred to OCFA will enter OCERS with the option of electing
reciprocity with CaIPERS or no reciprocity with CalPERS.
13)Benefits: City-provided health insurance (medical, dental, vision), life and long term
disability insurance, and flexible spending plans will cease April 30, 2012. OCFA will
provide health insurance coverage effective May 1, 2012.
FISCAL IMPACT
The FY11-12 Budget has sufficient funding to cover the net cost of final FBA negotiated items
resulting from transitioning Santa Ana Fire to OCFA. It is estimated that the new OCFA fire
service contract will generate annual savings to the City of $8.7M to $10M commencing with
Fiscal Year 2012-13.
APPROVED AS TO FUNDS AND ACCOUNTS:
Edward Raya
Executive Director
Personnel Services Agency
Francisco Gutierrez
Executive Director
Finance & Management Services Agency
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SANTA ANA,
THE SANTA ANA FIREMEN'S BENEVOLENT ASSOCIATION,
AND THE INDIVIDUALS LISTED HEREIN
This Memorandum of Understanding (hereinafter "MOU") is by and between the City of
Santa Ana (hereinafter "City"), the Santa Ana Firemen's Benevolent Association (hereinafter
"SAFBA") and the individuals whose names and signatures adorn this agreement.
WHEREAS, SAFBA is the recognized employee organization for designated
classifications of employees employed by the City's Fire Department;
WHEREAS, the individuals who are a party to this MOU are members of SAFBA whose
rights and interests are affected by the contracting of firefighting and related services to the
Orange County Fire Authority (hereinafter "OCFA");
WHEREAS, the labor relationship between SAFBA and the City is governed in part by a
Memorandum of Understanding and various side letter agreements;
WHEREAS, the city is desirous of contracting-out firefighting and related services
currently being performed by SAFBA members to OCFA;
WHEREAS, SAFBA and the City have informally met and discussed issues associated
with contracting-out firefighting and related services to OCFA and, through such informal
discussions, have reached an agreement concerning the rights and entitlements of its members
in the event the City and OCFA should enter an agreement for the contracting of firefighting and
related services;
WHEREAS, SAFBA and the City wish to memorialize their agreement and provide for
certain rights and entitlements of SAFBA members associated with the contracting-out of
firefighting and related services to OCFA; and
NOW, THEREFORE, the parties to this agreement hereby covenant and agree as
follows:
1. Effective Date of Contracting Out of Fire Services to the OCFA: The City and OCFA
have agreed to commence the contracting of services on April 20, 2012; provided, however,
that if the transition does not occur on or before June 15, 2012 this MOU shall become null
and void. The date of April 20, 2012 may be extended by mutual written agreement of
SAFBA and the City and such extended date shall be incorporated into this agreement and
replace each instance where April 20, 2012 is used herein by such new date.
2. Contracting of Firefighting and Related Services: The City and SAFBA agree that the
City shall be permitted to contract out firefighting and related services currently provided by
SAFBA and its members effective 8:00 a.m. on April 20, 2012, according to the terms of the
provisions of this MOU. At the time of such contracting-out the Memorandum of
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Understanding (with an expiration date of June 30, 2014) between the City and the SAFBA
will no longer have effect.
3. Relinquishment of Salary Increase: The Memorandum of Understanding (with an
expiration date of June 30, 2014) between the City and the SAFBA provides that employees
of the SAFBA shall receive a salary increase of 2.5% effective January 1, 2012. That salary
increase was implemented on January 1, 2012 and the increase was reflected in SAFBA
members' paychecks effective on the payroll checks following January 1, 2012. The City
and the SAFBA agree the salary increase is rescinded and shall not be provided on any
paychecks beyond the first paycheck of 2012 and that leave payoffs to which the parties
have agreed herein will not reflect the 2.5% increase.
4. Transitioning Employees or New Hires: All sworn employees shall be deemed
"transition ing" employees on the effective date that firefighting and related services are
contracted out. Transitioning Santa Ana Employees will receive the top step base salary
(Step 12) plus applicable bonus pays (per MOU) for the rank that the employee transitioned
into, unless the Santa Ana employee's total compensation (base salary plus applicable
bonuses) is not currently comparable or equivalent to the OCFA Step 12. In that case, the
OCFA Human Resources Director will select the closest comparable salary rate from the
applicable OCFA salary schedule that that does not provide the employee with a decrease
from the amount of the employee's current Santa Ana compensation (salary plus bonuses
only). The intent is for transitioning employees not at top step to receive a base pay rate so
that when considered with their applicable OCFA bonus pay(s) their compensation is as
close as possible to their current Santa Ana compensation as defined. Notwithstanding the
foregoing, SAFBA employees at top step in Santa Ana (as of the date of transition) who will
not transition over at top step at OCFA (Step 12) shall receive a monthly stipend from the
City of Santa Ana (for which they will receive an IRS Form 1099) equal to the difference
between their base salary at the step they are placed by OCFA and Step 12 of the OCFA
salary schedule. The stipend shall expire at the earlier of two years from the date of
transition or the date the employee is moved to Step 12. The list of transitioning employees
and their applicable base salary step with OCFA is attached hereto as Exhibit 1. All non-
sworn employees hired by OCFA shall be deemed new hires and shall be paid at the salary
step as attached hereto as Exhibit 2.
The parties agree that there is one sworn employee of the SAFBA who, pursuant to a
separate agreement with the City, will remain an employee of the City until June 7, 2012 and
will not transition to the OCFA. The employee is not a party to this MOU. The parties
further agree that there will be one additional Captain position (for a total of 39 Captains
notwithstanding the list of 38 Captains transitioning over to the OCFA set forth in Exhibit 1)
transitioning over to the OCFA in the position of Administrative Captain. That Administrative
Captain position will either be filled by an existing member of the Santa Ana Fire
Management Association or a member of the SAFBA.
5. Sworn Members Demoted: The City shall pay directly to any sworn member of the SAFBA
who is demoted in rank as a result of the decision to contract firefighting and related
services to OCFA a monthly stipend (for which former Santa Ana SAFBA members
receiving such stipend will receive an annual IRS Form 1099 for the stipend income
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received) equal to the difference between the member's OCFA base salary at the demoted
rank (e.g., Step 12) and the Step 12 OCFA base salary for the class from which the
employee was demoted. For example, if a City Fire Captain is demoted to Step 12
Firefighter with OCFA, the City shall pay to that person a monthly stipend equal to the
difference between Step 12 OCFA Firefighter and Step 12 OCFA Captain. The City's
obligation to pay such monthly stipend shall continue for twenty-four (24) months from the
date of demotion (i.e., the date of transition to the OCFA) or until the member is both
promoted to his or her former rank and his or her base salary with OCFA is elevated to Step
12 of that promoted rank, whichever occurs first.
A. Some transitioning City employees will be demoted in rank by the OCFA upon
transition. The parties agree that any such demotions will be based on seniority
in rank, (based upon the manner in which seniority has been calculated in the
Department as set forth in Exhibit 3 to this MOU) provided, however, an
employee not slated for demotion can elect to voluntarily demote in place of
another employee. The City's agreement to directly pay demoted employees a
monthly stipend, above, shall apply to any employee who voluntarily demotes (in
transitioning over to the OCFA) in place of another transitioning employee who
would otherwise be demoted. The parties further agree that if an employee who
would not otherwise be demoted chooses to voluntarily demote, the employee
who benefits from this decision and is thus not demoted is the employee with the
greatest seniority in the rank who would have otherwise been demoted.
6. Members Rejected Due to Industrial Injury or Medical Condition: The City agrees that it
will certify as qualified for industrial disability retirement any sworn member of SAFBA who is
rejected from employment by the OCFA due to a legitimate industrial injury or other
industrial medical condition, upon submission of the required paperwork (DWC-1, etc.). The
City agrees that if a non-sworn member is rejected from employment by OCFA due to a
legitimate industrial injury or industrial medical condition, it will not contest any application by
the employee for an industrial disability retirement filed with the California Public Employees'
Retirement System ("CalPERS"), which shall determine whether to grant a disability
retirement for such non-sworn member. The parties agree that if a disability retirement is
not granted, the City is under no obligation to reinstate the employee to employment with the
City as the employee's position has ceased to exist as a result of the contracting out of the
Santa Ana Fire Department.
SAFBA members who are on leave pursuant to Labor Code section 4850 on the date of
transition and who thus are not being immediately offered a position by the OCFA will
continue to receive their Section 4850 payments for the duration of their statutory
entitlement (up to one year) under the law. However, such individuals will not be considered
employees of the City beyond the date of transition.
SAFBA employees who are off on a non-industrial injury or illness leave or who have
exhausted their Labor Code 4850 benefits on the date of transition will be laid off from the
City as of the date of transition, and shall be paid for their accrued leaves per the existing
MOU between the City and the SAFBA. Pursuant to subparagraph a, below, such
employees will also be eligible to become employed by OCFA or file for disability retirement.
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A. The parties agree that any SAFBA member who fails to meet the standards to be
employed by the OCFA on April 20, 2012 because of injury or illness and who
either does not seek or does not qualify for a disability retirement will be offered
employment by the OCFA upon meeting such standards, provided, however,
OCFA shall not be obligated to offer any employment beyond one year from the
effective date of the contracting-out of firefighting and related services.
7. Dispatch Personnel: The parties agree that full-time Fire Services Dispatchers of the City
(up to a maximum of four (4)) who pass a police background investigation shall be given the
option of employment as Police Services Dispatchers. If there are more than four (4) full-
time Fire Services Dispatchers who wish to remain employed by the City who pass a police
background investigation, the parties agree that the four most senior (based on City-wide
seniority) shall be offered employment as City of Santa Ana Police Services Dispatchers and
the remaining employees will be offered positions as Communications Services Officers.
The parties further agree that members employed as Communications Services Officers
shall be promoted to Police Services Dispatchers upon obtaining their POST Basic
Dispatcher Certificate. The parties agree that employees will be offered employment at the
salary step for Police Services Dispatcher or Communications Services Officer, whichever is
applicable, that is closest to each employee's salary as a Fire Services Dispatcher and
which does not provide the employee a cut in pay of greater than $50 per month; provided,
however, under no circumstances will any employee be paid above top step for a Police
Services Dispatcher (if assigned as such) or Communications Services Officer (if assigned
as such).
8. Civilian Paramedics: Of the SAFBA civilian paramedics, Dawna Cooper meets the job
requirements for, and will be offered the position of, EMS Nurse Educator with the OCFA.
The City has decided to contract-out Basic Life Support (BLS) transport services
9. Paid Leave Balances: The parties agree that the leave balances provided in the parties'
MOU for members of SAFBA being employed by OCFA will be paid or forwarded to OCFA
as follows:
A. Holiday Leave: The City will cash out 50% of accrued holiday leave at the time of
separation from City employment. The remaining 50% will be converted to vacation
leave and forwarded to OCFA as set forth below.
B. Vacation Leave: Upon separation from the City, the first 350 hours of vacation
leave, inclusive of converted holiday leave, will be transferred to OCFA as vacation
leave. The City will cash out the remaining amount of accrued vacation leave
which, when combined with the converted holiday leave referenced above, exceeds
350 hours total. The vacation bank which transitions over to the OCFA will not be
combined with vacation earned while at the OCFA and shall not be counted towards
the maximum cap of OCFA vacation accrual.
C. Compensatory Time Off ("CTO"): SAFBA members with CTO banks will be
offered the following options (at their individual choice): 1) to cash out 100% of their
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CTO at the time of separation from City employment, or 2) if the amount of vacation
leave transferring to OCFA on their behalf (from a combination of holiday and
vacation leave) is less than 350 hours, the member can choose to convert any
portion of their CTO to vacation which would not result in more than 350 hours of
vacation leave being transferred to the OFCA, and be paid for the remaining amount,
if any, at the time of separation.
D. Sick Leave: Employees will be cashed out for 50% of the accrued sick leave to
which they are entitled to a cash-out based on years of service per the current
SAFBA Memorandum of Understanding. The remaining 50% of sick leave subject to
cash-out will transfer to OCFA but will not be combined with the sick leave earned
while at the OCFA and shall not be counted towards any maximum sick leave
accrual cap that may be established by OCFA. Any accrued, unused sick leave that
is not subject to cash out per the current SAFBA Memorandum of Understanding will
be forfeited.
E. With respect to the vacation and sick leave transferred to OCFA described in
subsections a) through d), above, former SAFBA members will be required first to
use their OCFA accrued vacation and sick leaves, respectively, before using the
vacation or sick leave which transferred from the City. On April 14, 2017, or such
earlier date if the former SAFBA member separates from OCFA, all remaining
vacation and sick leave which transferred to OCFA from the City will be paid off by
the City at the former SAFBA member's regular rate of pay as of April 20, 2012.
With respect to any leave described in subsections a) through d) above which the
City is paying off to employees as a result of the transition to OCFA, it will be paid to
employees on the second payday following the transition date. If that date is April
20, 2012, it will be paid on May 20, 2012.
F. Sick Leave for Employees with Less Than Ten (10) Years of City Service:
SAFBA employees with less than ten (10) years of service as of April 20, 2012, have
no sick leave with cash-out value. Accordingly, the City agrees that it will provide
forty-eight (48) hours of sick leave for each such employee upon his or her
employment with OCFA. The 48 hours of sick leave will be available to former
SAFBA employees for three years from the effective date of the contracting of
firefighting and related services with OCFA. Such sick leave may be used for non-
occupational illness or injury for which the employee has no OCFA accrued sick
leave balance available. Upon expiration of three years, any of this sick leave
remaining will be forfeited. In addition, if any such employee separates from OCFA
within the three years, such sick leave will have no cash value.
10. Fund 84: The Fund 84 balance (approximately $995,000) and SAFBA Loan (principal &
interest of approximately $1,490,000) shall be disbursed to individual Retiree Health
Savings Accounts pursuant to instructions provided to the City by SAFBA. Said
disbursement shall be made on or about July 16, 2012. The City shall cease subsidy
payments to retirees on a date designated by SAFBA, on or about July 16, 2012. The City
agrees to continue to administer the subsidy payment program until the disbursement of
funds on or about July 16, 2012. The SAFBA agrees to defend the City and hold the City
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harmless for any legal challenges brought by any former or current employee claiming that
the City's administration of the program violates their rights to funds in the program.
11. Bilingual Pay: The parties agree that transitioning employees from the City to OCFA who
are assigned to a work location within the City of Santa Ana will be paid $135 per month for
Spanish language Bilingual Pay, in lieu of the compensation provided in the Bilingual Pay
section of the OCFA MOU. Those employees of the City deemed bilingual as of April 20,
2012, will not be required to take a proficiency test to be deemed bilingual with OCFA. A
separate side letter to the OCFA contract with the City contains other specific terms of the
Bilingual Pay agreement and is hereby incorporated by reference, attached hereto as
Exhibit 4 and deemed an integral part of this agreement. This benefit is a term and
condition of employment subject to modification after June 30, 2014 through the bargaining
unit representing the sworn employees at the OCFA.
12. Employees Suspended in Last Year: The parties acknowledge that the provision
contained in Attachment B to the City's contract OCFA which provides that employees on
probation and employees who have been suspended in the one year between April 21, 2011
and April 20, 2012 may have to serve a new period of probation upon transitioning to OCFA.
The City hereby certifies that as of the signing of this MOU and through the date of
transition, no employee has been served a notice of proposed suspension and/or notice of
suspension and none shall be so served.
13. Transitioning Employee and CaIPERS Retirement: The parties agree that OCFA will not
offer employment to City personnel who retire from the City prior to April 20, 2012.
However, the parties agree that employees are not precluded from transitioning to the
OCFA and then retiring from CalPERS. OCERS has informed the City that transitioning
employees who retire from CalPERS and then work under OCERS, start as a new employee
under the OCERS system. Therefore the parties acknowledge that their mutual
understanding is that City transitioning employees can transition to OCFA with: 1) full
reciprocity elected, 2) no reciprocity elected or 3) starting as a new employee in OCERS and
then retiring from CalPERS.
14. Health Insurance for the Month of May 2012: The parties acknowledge that by
transitioning to the OCFA on April 20, 2012, the City would be otherwise responsible to
continue to cover the SAFBA employees' health insurance through the month of May 2012
unless otherwise agreed. The parties agree that since the transitioning employees will be
covered by OCFA's health and welfare insurance plans effective on May 1, 2012, the City
need not cover such employees for any health insurance (including medical, dental and
vision insurance) beyond April 30, 2012. As such, this agreement constitutes a clear waiver
of the right to health insurance coverage in May 2012 and beyond. All other health and
welfare benefit plans sponsored by the City (including dental, vision, life and AD&D, long
term disability insurance and flexible spending plans) will cease on April 30, 2012 per the
current contract provisions with each insurance provider and notification of COBRA Election
Rights will be sent to all affected qualified beneficiaries.
15. Terms of OCFA Agreement With the City Incorporated Herein:
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The City and OCFA have negotiated a Fire Services and Emergency Medical Services
Agreement which governs the provision of firefighting and related services to the City, some
terms of which impact the wages, hours and other terms and conditions of employment of
SAFBA members that will become employees of OCFA. The parties agree that the
following provisions of the City's agreement with OCFA are incorporated herein and are thus
part of this MOU between the parties.
A. As addressed in paragraphs 1 and 6 above, OCFA will offer employment effective
8:00 a.m., April 20, 2012, to personnel employed by City on the effective date of this
agreement who meet the minimum physical and medical standards for their
designated positions with OCFA, as determined by a physical examination
conducted prior to April 20, 2012.
B. Exhibit 1 to this MOU sets forth the names of sworn SAFBA members who shall be
offered employment subject to the terms of this MOU. Exhibit 1 includes the rank or
job title being offered and the OCFA salary step at which the SAFBA member shall
be placed on the date of hire. As addressed in paragraph 4 above sworn SAFBA
members listed in Exhibit 1 who accept employment with OCFA shall be referred to
as "Transitioning Employees".
C. In accordance with the applicable OCFA bargaining unit MOU, Transitioning
Employees assigned by OCFA to hazardous materials, ARFF, USAR Logistics, Staff
Assignment, EMT, or paramedic assignments will be paid specialty pay. The parties
understand and acknowledge that once the Transitioning Employees become
employees of the OCFA and members of the applicable bargaining unit at the OCFA,
all terms and conditions of employment set forth in the MOU between the bargaining
unit and the OCFA are subject to modification in accordance with the law and
collective bargaining between those parties. This includes, but is not limited to the
specialty pays described herein.
D. Transitioning Employees who qualify for bilingual pay, but do not qualify pursuant to
Paragraph 11 of this MOU, shall receive the compensation provided under the
Bilingual Pay provision of the applicable OCFA bargaining unit MOU. As addressed
in paragraph 15c above, this benefit is subject to modification through collective
bargaining between the OCFA and the bargaining unit who will be representing the
Transitioning Employees at the OCFA.
E. Those Transitioning Employees who qualify for Education Incentive Pay pursuant to
the terms of the applicable OCFA bargaining unit MOU shall be able to collect such
pay upon verification by the OCFA. As addressed in paragraph 15c above, this
benefit is subject to modification through collective bargaining between the OCFA
and the bargaining unit who will representing the Transitioning Employees at the
OCFA.
F. Transitioning Employees assigned to positions requiring special training will receive
such training. However, once these employees are OCFA employees, the training
they receive is up to the OCFA to determine. The parties agree and acknowledge
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that no part of this MOU guarantees any particular type of training for Transitioning
Employees.
G. Transitioning Employees will be considered to have passed their probationary period
with OCFA, except that any employee who has not completed probation with the City
and any employee who has been suspended from duty within the period of April 20,
2011, to April 20, 2012, may be required by the OCFA Human Resources Director to
serve a new probationary period of fifty-two continuous weeks from the date he/she
is first employed by OCFA.
H. Continuous employment with City shall be considered the same as continuous
employment with OCFA for all Transitioning Employees only for the purposes of
meeting minimum requirements for promotional opportunities and the accrual of
vacation and sick leave. Transitioning Employees shall accrue vacation and sick
leave at the OCFA at the rates designated in the applicable OCFA bargaining unit
MOU.
For the 144 most senior Transitioning Employees, continuous employment with City
shall be considered continuous employment with OCFA for the purposes of layoff
seniority and bid assignment seniority preference. When one of these 144
employees leaves employment with OCFA, the additional seniority credit specified in
this subparagraph for City employment shall be applied to the Transitioned
Employee who had the longest continuous service with the City but who has not
previously received such credit under the terms of this subparagraph. For example if
one of the 144 most senior Transitioning Employees separates from OCFA, the 145th
most senior Transitioning Employee will bump into the top 144 and receive the
service credit for layoffs and assignment bids.
J. All Transitioning Employees shall participate in a retiree health defined contribution
plan or "Retiree Health Savings Plan" at the OCFA and shall be eligible for
reimbursement benefits upon separation from employment from OCFA.
K. OCFA will supply new uniforms and additional safety clothing deemed necessary by
the OCFA to Transitioning Employees.
L. As addressed in paragraph 4 above and set forth in Exhibit 2 to this MOU, OCFA will
offer employment effective 8:00 a.m., April 20, 2012, to designated non-sworn
personnel employed by City on the effective date of this agreement. Such non-
sworn personnel are considered "new hires" for all purposes.
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M. Exhibit 2 to this MOU sets forth the names of non-sworn SAFBA members who shall
be offered employment, the class or job title being offered and the OCFA salary step
at which the non-sworn SAFBA member shall be placed on the date of hire.
16. Ratification and Execution. The City and SAFBA have reached an understanding as to
certain recommendations to be made to the City Council for the City of Santa. The City and
the SAFBA acknowledge that this Agreement shall not be in full force and effect until ratified
by the membership of SAFBA and adopted by the City Council of the City of Santa Ana.
Subject to the foregoing, this Agreement is hereby executed by the authorized
representatives of the City and SAFBA and entered into this 21s` day of February 2012.
CITY OF SANTA ANA, a
Municipal Corporation of the
State of California
Dated:
Dated:
ATTEST:
CLERK OF THE COUNCIL
Ed Raya
Executive Director of Personnel
City of Santa Ana
Date
APPROVED AS TO FORM:
Peter Brown, Attorney
Robert Wexler, Attorney
By:
MAYOR
By:
CITY MANAGER
Chris Roelle
President, Santa Ana Firemen's
Benevolent Association
Date
Date
Date
9
60A-13
Members of the Santa Ana Firemen's Benevolent Association
Acosta, Candice R.
Adame, Victor J.
Aguilar, Richard L.
Aguirre, Jose G.
Alba, Michael P.
Amende, Gerald
Anderson, Brent L.
Arnone, Anthony
Atencio, Dennis S.
vina, Sergio M.
Baptista, Joshua
Barnard, Robert H.
Barrett, Georgina
Bear, Bryan J.
Belles, John A.
Bento, Jay E.
Berger, Matthew W.
Biering, Derek
Bodo, John R.
Carletta, Lewis A.
Carrasco, Matthew A.
Carrera, Robert G.
Casson, Nicholas M.
10
60A-14
Castillo, Aaron
Castro, Fernando F.
Castro, James
Castro, John A.
Castro, Ronald L.
Caswell, Christian P.
Chamberlain, Brian M.
Chedister, John H.
Chumacero, Juan M.
Ciraulo, Christopher
Clevenger, Donald J.
Cloughen, John W.
Cooper, Dawna R
.Critchfield, Michael D.
Cupples, Milton B.
Dasher, Albert
De Fries, Trent
De Leon, Michael E.
Dix, Susan C.
Dolin, Glenn E.
Doval, R Emilio
Edelman, Lenny D.
Eide, Mark E.
11
60A-15
Ellman, Karl
Espinoza, Victor
Estrada, Augustine C.
vangelista, Sarah A.
Evans, Eric T.
Evans, Taylor T.
Fairchild, Jason R.
Feierabend, Karl
ernandez, Luis E.
ernberg, Mark P.
lores, Mark J.
Forrester, David B.
Franco, Jose L.
Gammon, John W.
Garcia, Jose A.
Garcia, Russell
Gomez, Gabriel O.
Gonzales, Angel
Gonzales, Benito J.
Gonzalez, Joseph
Granieri, Christopher
Grant, Kirk A.
Grindle, Guy R.
Gross, Michael W.
12
60A-16
all, Albert R.
Hall, Laura
Hansink, Joshua L
Hay, Brian J.
Hencke, William
Heredia, Joseph R.
Heredia, Eunice
Hernandez, Pariet
Hopp, Brian K.
Horner, Stephen D.
Huerta, Carlos
Humphrey, Ryan D.
Jimenez, Rodrigo
Johannessen, Oddsverr
Johnson, Dean M.
Keating, Kenneth W.
Kron, Kevin G.
Lackey, William M.
Lacy, Robert J.
Lanzner, Lewis C.
Lara, Ron
Larsen, James P.
Laser, Amanda
13
60A-17
Laura, Rommel
Lee, Russell
Leftige, Ronald H.
Leos, Joseph L.
Little, Brian M.
Livingston, James B.
Lopez, David C.
Lopez, John
Lopez, Jorge
Lopez-Hidalgo, Arthur
is, Alfonso
Mahaffey, Herbert
Maldonado, Miguel A.
Manning, John A.
Maresh, Matthew S.
Marinello, Dennis J.
arquez, Grady D.
Martinez, Obet
Mathers, John L.
Mathews, Brian J.
Mayo, Brad C.
Mazariego, Diana
McClelland, Tracy S.
cDermott, Mark J.
14
60A-18
McHugh, Patrick
Medina, Levi B.
Medina, Octavio A.
Medrano, Eddie
Melton, James M.
Miranda, Erik B.
Monreal, Manuel G.
Monville, Sean R.
Moorhouse, Danny D
Moreno, Stephen L.
Morgan, Jeffrey L.
Mosqueda, Edward
Moyer, Tyler J.
Muir, Jon C.
Muro, Netzher
Nguyen, Thone D.
Novak, Michael
Ochoa, Francisco
Ogren, Andrew G.
Ortiz, Pedro
Osorio, Juan C.
Overn, Tom J.
Pahissa, Jonathan M.
15
60A-19
Park, Jae H.
Parks, Daryl J.
Parmenter, Wayne A.
Pearson, Dennis A.
Petz, Mark A.
Phoenix, Brad-Allen V.
Poissant, Timothy P.
oli, Ethan A.
Raygoza, Salvador
Richardson, Robert L.
Rivas, Thomas J.
Robertson, James I.
Robles, Jorge O.
Roel, Erick
Roelle, Christopher J.
Romero, Grace M.
Rosselle, Pedro A.
Rossman, Cameron J.
Rubio, Christopher
Ruelas, Enrique
Ruiz, George J.
Sahm, John G.
Saldana, Dion
Salerno, Anthony
16
60A-20
Sandford, Richart E.
Sandlin, Brian M.
Sarabia, Rodolfo
Smith, Robert F.
Snyder, Steve R.
Solomon, Steven E.
Soria, Gaspar
Soria, Roberto
Spitler, Richard A.
Sterling, William
Suarez, Antonio
Summers, Michael A.
Talmage, Jeffry C.
Tarbutton, Kenneth S.
Taylor, Ryan
Teed, Chris K.
Thompson, Kristen H.
Timoti, John M.
Titel, Daniel F.
Tivenan, Michael D.
Townley, Thomas S.
Trattner, Harry I.
Trenholm, Christopher
17
60A-21
Underwood, Lawrence J.
Urzua, Christian
Van, Alexander E.
Vargas, Jorge
Vazquez, Andres
Viar, David W.
Vu, Khoa D.
White, Eric M.
Wilmovsky, Craig V.
Woods, Brian C.
Ybarra, James D.
18
60A-22
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EXHIBIT 4
SPANISH LANGUAGE SPEMLTY PAY AGREEMENT
BETWEEN
ORANGE COUNTY PROFESSIONAL FIR
EFIGHTERS ASSOCIATION, IAFF LOCAL 9631
AND
ORANGE COUNTY FIRE AUTHORITY
TERM OF THE AGREEMENT: APRIL % 2012 THROUGH JUNE 90, 2014
PAGE 1 OF 1
The Orange County Fire Authority (OCFA) and the Orange County professional Firsfighters Association. IAFF Load 3631
(OCPFA) $1. for 3sknofthw eb enter into this Agreement on the matter Of providing a Spanish Language Specialty Pay In the amount of
ireVlar Unit members in the d bons of Fire captain,
assigned within the City & Santa Ana C Firefighter and Fire
who hM Santa Mme Sts10 Post lf/Diyiab Fire Captain assignment is 01119ble for { ?Y). In addition, any member seApparatus Engineer
rving in
Iha City
for the Sparaah L?ngusge SWM(tY pay (specialty Pay) is subject to on of he f y in the amount of S133Jrnon6r, Eltpbpity
ollowing conditions:
1. Employees must have post position rights within the City and be actively working in such a position.
2. or Ernployces must be certified as OCFA Human Resources Protldent in conversing In the Spanish Language by either the City of Santa ana
3. Employees wtro volunt"Y transfer into an admknisMN* assignment, except in situations involving fight duty
MVArtY Scheduled basis. not In a reSult awe vrork-related Injury, that prevents them from working in their post position on a
enable to receive the Specbtty pay.
4. Employees on leave and not working in their post position, except in situations involving the use of accrued
vacation, slot leave, bereavement leave, performing jury duty, or receiving 4850 benefits, are not erngbb to
receive the Spedslty Pay.
5. Employees who maintain post position rights outside of the city, but work overtime or perform shlft trades within
the Citj4 are not ftble to receive the Specialty pay.
6. Employees receiving the SpedaitY Pay May not co MUMIntiy receive Sill ngual Pay in aocordarwe with Aim
MM, 8edinn 4 S of the Fiterghter Unit Memorandum of Understanding. However, an employee who Is
Flog the Spedelty Pay. but surrerndsrs hk*w rights to a post position in the City, will convert to reoelvung
BRkngual Pay In accordance with the MOU MICID referenced herein.
7. Eligible employees will continue to receive the
"atrfice teem" or engaged in out-of-c;oun su S?? Pay at the rye of $1? when as$VW to e
rights within the City. pProssior? aespnments as long as they maintain their post position
8. EThe Sp
ecialty y that Is lit of the employee's regularly scheduled hours is cornakwed T.Ompwwg&m
"' and Is subject to
t same beeigrtent as a# other fom?s of'Compenaatbn Eamerbb ` It wilt be kv*KW
In the FLEA c
ion.
&OCPFA ROFESSIONAL
3RDS"O, OCIATION,
Vice president
n Latta, OCPFA Business Apent`-
Date
60A-41
60A-42