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HomeMy WebLinkAbout1/5/2005 - STAFF REPORTS (8) Date: January 5, 2005 To: City Council From: City Manager MEMORANDUM OF UNDERSTANDING— PALM SPRINGS FIRE SAFETY UNIT (PSFSU) RECOMMENDATION: It is recommended that City Council adopt a resolution approving a Memorandum of Understanding with the Palm Springs Fire Safety Unit (PSFSU) for a two-year period, July 1, 2004, through June 30, 2006. BACKGROUND: Representatives of the Palm Springs Fire Safety Unit (PSFSU) have met and conferred in good faith with the Municipal Employee Relations Representative (MERR) and have reached agreement for the period July 1, 2004, through June 30, 2006. DAVID H. READY City Manager ' ATTACHMENTS: 1. Resolution —Approving Palm Springs Fire Safety Unit (PSFSU) 5A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF PALM SPRINGS MUNICIPAL EMPLOYEE RELATIONS REPRESENTATIVE AND THE PALM SPRINGS FIRE SAFETY ASSOCIATION (JULY 1 , 2004 - JUNE 30, 2006) I. Pursuant to the provisions of the Meyer-Milias-Brown Act., Government Code Section 3500, et. seq., the City of Palm Springs (hereinafter referred to as the "City") continues to recognize the Palm Springs Fire Safety Association (hereinafter referred to as the "Association") as the exclusive recognized employee organization for the employee unit of representation known as the Fire Safety Unit (hereinafter referred to as the "Unit"), which is comprised of all firefighting and fire inspection employees in the Fire Department below the rank of Fire Captain in accordance with Resolution 16438 (hereinafter the City's "Employer-Employee Relations Resolution"), as amended by Resolution 17793. ll. The Association and the Municipal Employee Relations Representative (hereinafter referred to as the "MERR") have met and conferred in good faith on wages, hours and other terms and conditions of employment for the employees represented by the Association in the aforesaid group and have reached agreements which are set forth in this Memorandum of Understanding (hereinafter referred to as the "MOU"). A. This MOU constitutes a joint recommendation by the Association and the MERR, to be submitted to the City Council of the City of Palm Springs for its determination and approval by one or more resolutions, as the City Council may deem fit and proper. B. Upon Council approval, this MOU shall be for the period commencing July 1, 2004, and terminating midnight, June 30, 2006, provided, however that specific sections of this MOU shall have later effective dates as specified herein. 1.1 The City shall pay each Unit employee's contribution to the California Public Employees' Retirement System (hereinafter referred to as "CalPERS"). Said payment made by the City shall be for the employee's contributions, not to exceed nine percent (9%). Such payments are made in accordance with the provisions of the Internal Revenue Code, Section 414 (h) (2), and pursuant to California Government Code Section 20615. SON., Z The City will continue to contract with CaIPERS for the Improved 1959 Level 4 Survivors Benefit at no additional cost to the Unit employee. The City will continue to contract with CaIPERS for the 3% @ 50 Safety formula for Unit employees. City agrees to meet and confer with the Association over the CaIPERS DROP Program, should it become available. 1.2 Effective July 1, 1991, Unit employees shall be allowed, for CalPERS purposes, to convert up to one hundred eighty (180) hours of accrued annual leave to compensation, subject to CalPERS, during the twelve (12) month period prior to a service (non-disability) retirement. Employees who decide to convert annual leave time to compensation subject to CalPERS shall request such conversion in writing to the Personnel Officer no less than one year (1) in advance of the service retirement. M0 2.1 The City agrees to contribute up to the following amounts toward Health, hospitalization, drug coverage, cost care, through such program(s) as shall be designated by the Association and approved by the City Council. In addition, the City agrees to provide Vision Care for employee and family and ($50,000) Term Life Insurance coverage at no cost to the employee. The City's maximum contribution to health insurance premiums for all currently active Unit employees, effective August 1, 2004, are as follows: Single Party $522.30 Two-Party $1,002.50 Family $1,062.33 2 35A-3 City's maximum contribution will be 75% of insurance premium for retirees coverage upon completion of 20 years of City service, and 100% payment for retirees coverage upon completion of 25 years of City service; August 1, 2004 rates are as follows: Single Party $522.30 Two-Party $1,002.50 Family $1,062.33 2.2 Effective August 1, 2004, the City's maximum contribution for dental insurance shall be as follows: Single Party $31.29 Two-Party $43.99 Family $62.74 2.3 In the event that the premium charges for the health or dental program exceed the City's maximum rate of contribution (as described in 2.1 and 2.2) by fifteen (15%) percent annually at any time during the term of this MOU, the amount of the excess shall be paid by the employee through a payroll deduction. 2.4 Insurance carriers providing health, hospitalization, life, vision care, drug coverage, and cost care benefits to Unit employees shall provide billings to the Association's insurance broker, who will forward them to the City, which specify the coverage received by each Unit employees, i.e., single, single + one, or family coverage. 3 .51As4 2.5 The Association agrees that effective August 1, 1985, any Unit employees who retires as of that date, or thereafter, shall not be entitled to participate in any City health, hospitalization, drug coverage and/or cost care plan and instead shall be entitled to participate at his/her own cost in the Association-sponsored health, hospitalization, drug coverage and cost care plan other than as described in 2.1 and 2.2. Unit employees shall remain in the Association plan and shall not be eligible for any other City insurance plan for the duration of this MOU. 2.6 The City shall maintain Domestic Partner Coverage in the current health, dental and vision plans, in accordance with City of Palm Springs Ordinance No. 1578. In addition to the requirements of Ordinance 1578, enrollees must provide a copy of the Declaration of Domestic Partnership, Statement of Financial Liability for Domestic Partner Health Benefits, and Affidavit of Eligibility for Economically Dependent Children to the City. The City shall use the same enrollment policies for domestic partnerships as are currently used for traditional marriages. 3_1 Personnel Rule 5.10.4, Fire Safety Unit Overtime Rate, shall continue to read: "Fire Safety Unit shift employees shall be compensated for overtime worked at a rate of fifty percent above the employee's regular hourly rate of pay for the work performed in excess of two hundred four (204) hours per twenty- seven (27) day work period." 3.2 All compensated time off shall continue to be counted as time worked for purposes of computing overtime. 4 6WA 6 3.3 The Fire Department will continue to use the card file to administer overtime as specified in Article 4 of the Administrative Procedure, whenever twelve (12) or more overtime hours are available until such time as the TeleStaffTM system is operational. The Fire Department will implement TeleStaffTM, an automated staff scheduling software system to administer overtime as specified in Article 4 of the Administrative Procedure, whenever twelve (12) or more overtime hours are available. The Association shall be represented on the Fire Department "TeleStaffTM Software Committee" to assist in the design, implementation, and resolution of issues related to the program's use. 3.4 Fire Department Administrative Procedure Article 4, Section 5.2.3 shall continue to provide that Unit employees who are offered an overtime assignment less than 24 hours before the employee is to report for duty may decline that overtime assignment without losing his/her position on the overtime assignment list. 3.5 Personnel Rule 5.11.3 is hereby amended such that Unit employees assigned to shift duty shall not accumulate compensatory time in excess of ten (10) shifts (two hundred forty (240) hours). 1111--y-3615MMA 4.1 Unit employees will receive a minimum of four(4) hours callback pay per incident. 4.2 Personnel Rule 5.12.4, Emergency Callback Pay for the Fire Safety Employees, shall continue to read: "When Fire Safety Unit employees are retained or called out and work as a result of emergencies, such time spent on emergencies shall be compensated at a rate of fifty percent (50%) above the employee's regular hourly rate of pay. Such emergency callback or retention time shall not be eligible for additional premium compensation as provided in Rule 5.10, Subsection 4. 'Emergencies' shall be defined as engaging or combating fires, floods, accidents, or involvement in other disaster operations, but shall 5 Skl not include coverage for minimum staffing or regularly scheduled or prescheduled, non-emergency work or duty time." 4.3 Any pre-existing residency restrictions remain abolished. Unit employees responding to emergency callback shall be compensated for their travel time up to a maximum of one (1) hour. Unit employees will not be required to perform bomb searches. Upon receipt of a bomb threat, Unit employees shall be asked to stand by should a rescue or suppression become necessary. 6.1 As a condition to participation in an examination for promotion to Fire Engineer, an employee must continue to be certified on an aerial unit, a triple combination pumper and an ARFF unit prior to the examination application closing date. 6.2 All Fire Engineers must continue to be certified on all apparatus before the end of their probationary period. • • - • All Unit employees hired after July 1, 1990 shall, as a condition of employment, be nonsmokers and must remain nonsmokers throughout the term of their employment. El 11 ON MA F.3 - � The parties have agreed that the Department may implement a Performance Standard program in the form attached hereto as Exhibit A. • • Emergency callback time and contract overtime shall be paid rather than accrued as compensatory time off. 6 1I I N rel I' V Effective July 1, 1990, Unit employees who are required to work in higher classification for a period in excess of two (2) hours in any workday shall continue to receive acting pay as follows: 10.1 If the employee works two through twelve hours, the employee shall receive an additional six-tenths (6) of an hour pay at the employee's regular hourly rate of pay. 10.2 If the employee works more than twelve and up to twenty-four hours, the employee shall receive 1.2 hours of pay at the employee's regular hourly rate of pay. 10.3 Effective January 1, 1990, the only Firefighters selected to work out of classification as Engineers and receive acting pay will continue to be those Firefighters who have successfully passed the examination for promotion to the position of Engineer. Said Firefighters are required to act as Engineers when called upon to do so. The Engineer exam shall be given once per year in April and a one-year eligibility list effective June 1 shall be created. Those on the eligibility list will provide the pool of Certified Engineers from which the Department will select acting Engineers. If, in the opinion of the Fire Chief, the number of names on the list falls below the number of anticipated openings, the Chief may retest and supplement the list with the names of any additional persons who pass the test. 10.4 If there is not a measurable balance of persons on the Engineer eligibility list on the various shifts, the Chief or his designee may require persons on the eligibility list to change shifts in order to obtain a measurable balance. In selecting individuals for such changes in shifts, the Department will first seek volunteers and, if an insufficient number of volunteers is available, shall then determine the persons whose shifts shall be changed based upon reverse order of seniority. MONIM 11.1 Accrual and Vesting Unit employees hired on or after July 1, 1983, shall accrue annual leave annually on the anniversary of the individual's most recent hire date, with the first accrual being made after one (1) year of continuous service. There shall be no monthly prorating. After one (1) year of continuous service, said accrual shall be made monthly in accordance with the appropriate annual leave accrual schedule. 11.2 Accrual Rates for 56-hour workweek shift Unit Employees Unit employees assigned a fifty-six (56) hour shift workweek shall accrue annual leave at the following rates: COMPLETION OF CONTINUOUS SHIFT HOURS ACCRUED YEARS OF SERVICE FOR EACH FULL MONTH I" throw h 5" 12 6th throu h 10th 16 11t throw h 15t 20 16th and after 22 11.3 Accrual Rates for 40-hour workweek Unit Employees Unit employees assigned a forty (40) hour workweek shall accrue annual leave at the following rates: COMPLETION OF CONTINUOUS HOURS ACCRUED FOR EACH FULL YEARS OF SERVICE MONTH WORKED 1' throw h 51 8.57 6th throu h 10th 11 .43 11" throw h 15m 14.29 Wriand after 15.71 11.4 Annual Leave Maximum Unit employees assigned a fifty-six (56) hour shift workweek shall not accrue annual leave hours beyond the maximum of four hundred fifty-six (456) hours. Unit employees assigned to a forty (40) hour workweek shall not accrue annual leave hours beyond the maximum of three hundred twenty-five and seventy-one hundredths (325.71) hours. 11.5 Annual Leave Cash-In Unit employees shall have the option of converting accrued and vested annual leave into cash, without limitation. Such cash-ins of annual leave shall be 8 py ,fw I permitted twice a year on the last pay day of July, and the first pay day of December. 11.6 Annual Leave While on Occupational Iniury Leave or Sick Leave Unit employees who are on an occupational injury leave or sick leave and reach the maximum annual leave accrual may request a temporary lifting of the maximum four hundred fifty-six (456) hours accrual by giving written notice to the Chief. In such cases, the employee shall be permitted to continue to accrue annual leave over four hundred fifty-six (456) hours from the time such notice is given until the next regular annual leave cash out date. On said next regular annual leave cash out date, the employee must cash out at least all annual leave in excess of four hundred fifty-six (456) hours or the employee will lose such excess hours. The employee will not be entitled to accrue annual leave in excess of four hundred fifty-six (456) hours on and after the date of said next regular annual leave cash out date. Employees on occupational injury leave or sick leave may cash out their annual leave pursuant to provision 11.5 hereof. This paragraph shall apply on a per injury basis. 11.7 Annual Leave Usage The practice of allowing two Unit employees and one management employee per shift to be on scheduled vacation simultaneously is to be continued, but in the event no management employee schedules a given day for vacation, another Unit employee will be allowed to schedule that day off provided that no more than three shift employees are off. 11.7.1 Unit employees shall be allowed to request single, unscheduled vacation days throughout the year provided no more than three shift employees are scheduled off that shift. 11.8 Requests to use compensatory time can be made 48 hours in advance. 9 5A 11.9 Fire Safety Unit Sick Leave Provisions. 11.9.1 Accrual Rates for Those Assigned Shift Dutv Unit employees assigned to shift duty shall accrue sick leave at the rate on one-half (1/2) shift for each full month of service, to be earned and reported in shift hours. 11.9.2 Accrual Rates for Those Assigned a 40-Hour Workweek Unit employees assigned to a forty (40) hour workweek shall accrue sick leave at the rate of 8.57 hours for each full month of service. 11.9.3 Eligible to Use Unit employees are eligible to use accrued sick leave upon completion of six (6) continuous months of service with the City. 11.9.4 Sick Leave Payout As of December 1st of any year, shift employees who accumulated during the preceding twelve (12) month period, at least ninety-six (96) shift hours of unused paid sick leave and employees assigned to a forty hour workweek who have accumulated during the same period at least 68.57 hours of unused paid sick leave shall be compensated by a cash payment during the first full pay period in December in an amount equal to the employee's straight time hourly rate of pay for one-fourth (114) of those unused accumulated sick leave hours. The remaining three-fourths (3/4) of those unused accumulated sick leave hours shall remain credited to the employee's paid sick leave account. 11.10 Disposition of Accrued & Vested Leave Upon Termination 11.10.1 Upon termination all unpaid accrued and vested annual leave will be paid at the employee's current salary rate. All unpaid accrued and vested annual leave of deceased employees shall be paid to the estate of said deceased except as otherwise provided by law. 10 11.10.2 Unit employees shall be paid for all accrued, vested and unused sick leave upon a public safety service or disability retirement. All new hires for positions in the Fire Safety Unit shall undergo drug testing as a final condition of employment. • - I—&[0111- • • Where appropriate, the benefits accorded Unit employees in this MOU shall be converted to accommodate those employees who work an average of forty (40) hours per week (shift hours/1.4 = 40 hour conversion). 14.1 Cost Of Living Adjustments 07-01-2004 No Cost of Living Adjustment ("COLA"). 07-01-2005 Two (2%) percent COLA, with the agreement that if any other employee bargaining unit receives more than a 2% COLA for the period July 1, 2005 through June 30, 2006, then this Unit will receive the highest of any COLA granted any other employee bargaining unit up to the maximum amount that would put Unit employees at median of salaries of a survey of the following comparison cities: Brea, Burbank, Carlsbad, Cathedral City, Corona, Downey, Escondido, La Mesa, Montebello, Ontario, Redlands, and Upland. 14.2 Bilingual Pay The City agrees to compensate Unit employees who are bilingual in Spanish an additional five (5%) percent, but limited to two (2) persons/shift. The City shall establish testing procedures. Reserve Fire fighters may be used to provide for up to four persons per piece of apparatus. Management and the Association will confer on the best method to so achieve. 11 0913 It is understood that Reserve Fire fighters shall be directly supervised by Fire Captains. It is further understood that such Reserves shall not be counted toward fulfilling minimum manning requirements, nor shall they replace regular personnel at any time. Parties agree that effective October 2000, the station safety shift staffing shall be not less than 17 persons. The station safety shift staffing may be reduced by the City from 17 to 15 persons upon such time as the City closes one (1) of the current five (5) fire stations. Should the City re-open the closed station or add a new station bringing the total number of stations back to five (5), then the station safety shift staffing shall return to not less than 17 persons. Station additions beyond (5) will require additions to the station safety staffing minimums and therefore will require additional meet and confer between the parties. Rotational station closings do not qualify as a station closure allowing for a reduction in station safety shift staffing from 17 to 15. 11116�T/M-in MMMMMM The City agrees that for vacation relief, minimum manning be maintained by replacing individuals on a rank for rank basis. Effective January 2, 1994, City agrees to compensate Unit employees, over base pay, an additional 5% for an Associate's Degree or 7.5% for a Bachelor's Degree, or 10% for a Master's degree from a college or university accredited by either or both the Council for Higher Education Accreditation ("CHEX) and/or the U.S. Department of Education ("USDE"). Effective January 1, 2001, City agrees to compensate Unit employee's over base pay, an additional 2.5% for a State Fire Officer's Certificate. Employees who hold such degrees and certification shall notify the Human Resources office. • 01011 Upon approval of this MOU by Council resolution, Unit employees shall be entitled to receive up to $3,000 per fiscal year through the Tuition Reimbursement Program; except that the City's costs per fiscal year shall not exceed the City's total fiscal year liability under the previous Tuition Reimbursement Program capped at $1,500 as of June 30, 2004. Thus, the parties intend by this provision to increase individual employee reimbursement but not increase total program potential cost liability. 12 Unit employees shall receive mileage reimbursement in accordance with existing City policy, at the prevailing IRS rate. • The City does not pay for medical exams that were formerly required by the Department of Motor Vehicles. Should the Department of Motor Vehicles reinstate that requirement for Fire Engineers, then City will resume payment for those medical exams, provided the affected employees utilize the physician(s) designated by the City. • • • - Deputy Fire Marshals and Fire Inspector/Prevention Technician employees will work a 40-hour workweek, 4/10 schedule. If a holiday falls on a regularly scheduled day off, the employee will receive the preceding or following scheduled workday off. Unit employees on a 40-hour workweek shall be allowed recognized holidays off in accordance with the City Personnel Rules. Holiday pay described in Personnel Rule 6.4.3.1 will be incorporated into base pay. Deputy Fire Marshals and Fire Inspector/Prevention Technician employees on a 40-hour workweek will pick vacation separately from personnel assigned to shift work. They will continue to maintain EMT-D re-certification. 13 Effective July 1, 1996, City agrees to pay a uniform allowance of $80.00/month to each Unit employee as a reimbursement for expenses incurred for acquisition and maintenance of uniforms. It is understood and agreed that this MOU is subject to all present and future applicable Federal and State laws and regulations and the provisions hereof shall be effective and implemented only to the extent permitted by such laws and regulations. If any part of this MOU is in conflict or inconsistent with such applicable provisions of Federal or State laws or regulations, or otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part or provisions shall be suspended and superseded by such applicable laws and regulations and the remainder of this MOU shall not be affected thereby and shall remain in full force and effect. It is understood that existing ordinances, resolutions, and policies of the City cover matters pertaining to employer-employee relations including, but not limited to, wages, salaries, benefits, hours, and other terms and conditions of employment. Therefore, it is agreed that all such ordinances, resolutions and policies, including but not limited to Sections 4, 5, 6, 7, and 13 only of the Employer-Employee Relations Resolution 16438 are hereby incorporated by this reference and made a part hereof as though set forth in full and except as provided herein shall remain in full force and effect during the term hereof. The City and its employees shall continue to have the rights and prerogatives as set forth in Section 4, 5, 6, 7, and 13 of Resolution 16438, and nothing in this MOU shall be deemed in any manner to abridge, restrict, or modify the same except as limited by Section 27 of this MOU. • The status of all existing benefits and conditions of employment now enjoyed by Unit employees represented by the Association shall not be deemed affected by this MOU, except as specifically modified by provisions hereof or by actions taken in implementation hereof. • - • • 103 - The terms agreed upon by this MOU shall take effect at the times specified herein upon approval by resolution by the City Council and shall remain in full force and effect until midnight, June 30, 2006. The Association hereby expressly waives any 14 right to demand any improvements or any changes in the wages, hours, or other conditions of employment of Unit employees covered by this MOU, and the City shall not be required to meet and confer as to any such demand or request. 28.1 Prohibited Conduct 28.1.1 The Association, its officers, agents, representatives and/or Unit employees agree that during the term of this MOU, they will not cause or condone any strike, sympathy strike, walkout, slowdown, sick out, or any other unlawful and/or concerted job action by withholding or refusing to perform services. 28.1.2 Any Unit employee who participates in any conduct prohibited in 28.1.1 above shall be subject to suspension, demotion, or dismissal by the City. 28.1.3 In addition to any other lawful remedies or disciplinary actions available to the City, if the Association fails, in good faith, to perform all responsibilities listed below in 28.2 - The Association Responsibility, the City may suspend any and all rights and privileges accorded to the Association in this MOU, including but not limited to suspension of the Grievance Review Procedure and Dues Deduction. 28.2 The Association Responsibility In the event that the Association, its officers, agents, representatives, or Unit employees engage in any of the conduct prohibited in 28.1.1 - Prohibited Conduct, the Association shall immediately instruct any such persons engaging in such conduct that their conduct is in violation of this MOU and unlawful, and they must immediately cease engaging in conduct prohibited in said Section 28.1.1 and return to work. The Association agrees to Personnel Rule 13.3 Layoff and Recall, except as modified herein. If a Unit member bumps to a lower classification as a result of layoffs, the employee's "Classification Seniority" in the lower position will be defined as all of his time in any of the classifications in the Unit. For members of the Unit, layoff of any employee shall be made in the following order: Employees 15 shall be laid off by classification in the reverse order of seniority in that classification. In the event that two (2) or more employees in the same classification have the same classification seniority, then layoff shall be made on the basis of final ranking on the eligibility list for the position, then departmental seniority, then City seniority. The City agrees to implement an IRS 125 Plan for the Unit effective January 1, 1993, and the Association agrees that member employees who subscribe to the Plan shall pay the Plan Administrator's fees. There is no limit on the number of time exchanges a Unit employee may enter into, but the Association encourages employees to notify management no later than 24 hours prior to the exchange taking place (a reduction from 48 hours notice requirement). City of Palm Springs to develop a Paramedic Program to enhance the emergency delivery system and fire readiness in the City of Palm Springs. It is understood that the Program is a non-transport EMS enhancement to the existing fire/rescue system. Paramedic personnel will be cross-trained in fire fighting and rescue techniques and will augment fire/rescue tasks when needed. The authorized staffing for the Paramedic Program is six (6) employees. A complement of no more than three (3) surplus paramedics needed to cover sick/annual leave, compensatory leave, OSL, and temporary vacancies will be established. Those employees assigned to the Paramedic Program (including those in the surplus pool), will receive compensation of an additional 15% above their current pay rate. 16 MUNICIPAL EMPLOYEE RELATIONS PALM SPRINGS FIRE SAFETY REPRESENTATIVE ASSOCIATION Date Date By By CITY MANAGER PRESIDENT, PSFSA By By HUMAN RESOURCES DIRECTOR BOARD MEMBER Approved as to Form: By BOARD MEMBER By By CITYATTORNEY'S OFFICE BOARD MEMBER By BOARD MEMBER 17 PALM SPRINGS FIRE DEPARTMENT After meeting and conferring with the representatives of the City of Palm Springs Fire Safety Unit (hereinafter the "Fire Unit"), the Palm Springs Fire Department hereby implements the following Performance Standards Program applicable to individuals employed in the classifications of Firefighter and Engineer. 1. Frequency of Testing. Performance tests will be given to the employees in the Fire Unit on a quarterly basis. 2. Current Performance Tests. The Performance Standard tests utilized at this time shall be the following: (a) Ladder Removal. Remove a 24-foot extension that is mounted six feet from the ground in a horizontal position. (b) Hose Hoist. Hoist one section of two and on half-inch hose with nozzle assembly by use of a pulley. (c) Equipment Removal/Hose Load. Pick up, carry and stack five rolls of 2 1/2 inch hose onto a platform. (d) Joist Crawl. Carry 100-foot bundle of 1 3/4 inch hose with nozzle on shoulder through the attic prop and return. (e) Dry Hose Drag. Advance a dry 2 1/2 inch hose line with nozzle 150 feet forward. (f) Aerial Ladder Climb. Climb the 100-foot aerial ladder while wearing full turnouts and breathing apparatus. The aerial ladder will be at a 65-degree angle. (g) Thirty-Five Foot Extension Ladder Standard. Remove from apparatus, carry and raise. (h) Twenty-Four Foot Extension Ladder Standard. Remove from apparatus, carry and raise. (i) Donning Breathing Apparatus Standard. Don breathing apparatus while wearing turnout coat, gloves, and helmet. (j) Ventilation Standard. Ladder building and take required tools and equipment aloft. 18 AXI In the event the Department desires to add to or modify the existing tests, it will notify the representatives of the Fire Unit of such proposal and will provide said representatives with an opportunity to meet and confer with respect to that subject. The representatives of the Department and the representatives of the Fire Unit have reached agreement that the performance standards listed in paragraph 2, above, are job-related tests in that they accurately reflect tasks which members of the Fire Unit may be required to perform in the course of their duties. Accordingly, it is essential that all members of the Fire Unit be able to pass the Performance Standards Test. 19 RESOLUTION NO, oZ l/� k OF THE CITY COUNCIL OF THE CITY OF PALM SPRINGS, CALIFORNIA, APPROVING A MEMORANDUM OF UNDERSTANDING RELATIVE TO WAGES, HOURS, AND OTHER TERMS AND CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN THE PALM SPRINGS FIRE SAFETY UNIT (PSFSU), FOR THE PERIOD OF JULY 1, 2004 THROUGH JUNE 30, 2006, SUBJECT TO UNIT'S RATIFICATION AND SIGNING OF PROPOSED MEMORANDUM OF UNDERSTANDING. WHEREAS, Resolution 16438 designates the City Manager (acting personally or through a delegee) as the Municipal Employee Relations Representative (MERR) who shall be the City's principal representative on all matters of employer-employee relations, with authority to meet and confer in good faith on matters within the scope of representation, including wages, hours, and other terms and conditions of employment; and WHEREAS, the City, through its Municipal Employee Relations Representative (MERR) has met and conferred in good faith on wages, hours, terms and other conditions of employment with the Palm Springs Fire Safety Unit (PSFSU) representing the Fire Safety Unit; and WHEREAS, as a result of such good faith negotiations the MERR and PSFSU have reached agreement on the terms and conditions of a Memorandum of Understanding (MOU) governing employees of the City of Palm Springs within such Fire Safety Unit, subject to ratification by the Unit; and WHEREAS, PSFSU and the MERR jointly recommend adoption of such MOU by the City Council. NOW, THEREFORE BE IT RESOLVED, by the City Council of the City of Palm Springs, California that the Memorandum of Understanding between PSFSU and MERR, for the period July 1, 2004 through June 30, 2006, on file with the City Clerk and incorporated herein by this reference, is hereby approved upon ratification and execution of said Memorandum of Understanding. ADOPTED this day of 2005. AYES: NOES: ABSENT: ATTEST: CITY OF PALM SPRINGS,CALIFORNIA By CITY CLERK CITY MANAGER REVIEWED&APPROVED: