2004-2005 IAFF Bargaining Agreement (Notes)€¦ · Web viewThe bargaining agreement covers wages...

ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35IAFF Collective Bargaining Agreement (2004-2005)

(Updated through 7/04)Article 1 PURPOSE OF AGREEMENT

The bargaining agreement covers wages, hours, benefits, grievances, conditions of employment, provides for quality fire protection and control services, and covers labor disputes.

Article 2 RECOGNITIONSection 2.1 Recognition

The Local 157 is recognized by the city as the exclusive Bargaining Agent. Employees hired before January 1, 1998 are covered by the contract. Employees hired after January 1, 1998 and who have not complete Fire Training Academy are NOT covered by the

contract. Deputy/Assistant Chiefs (pay range 950) are exempt from Article 19.

Section 2.2 Probationary Permanent Employees Probationary employee time off shall not exceed 6 shifts per quarterly rotation.

Section 2.2.01 Service Required for Certain Benefits 12 months of service must be complete to participate in tuition reimbursement, transfer system, and payment of sick

leave on termination. Use of vacation time requires at least 6 months of service.

Section 2.2.02 Grievance Procedure for Probationary Permanent Employees Grievances for probationary permanent employees must be submitted to Chief's office within 10 calendar days of

occurrence. Section 2.2.03 Performance Evaluations for Probationary Permanent Employees

A decision for continued employment for probationary permanent employees is based on evaluations from all 3 rotations.

Section 2.2.04 Standard Review of Performance Review Probationary permanent employees may be terminated at any time if performance standards are not met.

Article 3 AUTHORITY AND TERM The bargaining agreement results from negotiations between Employer and Bargaining Agent. The bargaining agreement is in effect from July 1, 2004 to June 30, 2005. The contract shall not exceed 1 year. The Bargaining Agent must submit matters requiring appropriations of monies by the Employer (rate of pay, wages),

to the Employer at least 120 days before June 30. Employer must arrange to meet with Bargaining Agent within 10 days of request to meet for collective bargaining

purposes. If Bargaining Agent and Employer are unable to reach an agreement by the 1st Monday in June, arbitration will be

submitted, as required by law. Article 4 MANAGEMENT RIGHTS AND RESPONSIBILITIES

Members of OCFD, that are not Union members, shall be entitled to all rights of the contract. The Employer reserves the right to plan, direct, and control operations of OCFD. The Employer shall be the sole judge of qualifications for employees. Rights, powers, and authority of the Employer remains the same unless changed by the agreement. The City retains rights in accordance to State and City of OKC ordinances, policies, rules, regulations, and laws.

Article 5 BARGAINING AGENT SECURITY Bargaining Agent representatives may be granted time of by Fire Chief for bona fide Bargaining Agent business. Employer deducts, bi-weekly, any dues/assessments certified to be correct by the Secretary-Treasurer of the

Bargaining Agent. Beginning January 1st, employees have the option to withdraw from Union membership within 10 calendar days by

written notification to the Union, and signed authorization card to the Benefits Division. The IAFF must pay for expenses/extra work incurred by the City because of requests or delays in furnishing

information, materials, or supplies by the IAFF. The IAFF pays $250.00 annually in 12 monthly installments (paid by the 5th of each month) to the City for expenses

related to IAFF business. Sales presentations for Union-sponsored insurance/benefits are not allowed on city property. Employees may view their personnel file during normal business hours at Administration under the supervision of a

FD Administrative Staff member. Employees are provided a copy of any criticism or commendation. Disagreements of criticisms may be placed in employees file within 30 days of criticism. Letters of reprimand may be removed, at request of employee, 2 years after placement in file. OCFD may not go on strike. The Bargaining Agent is required to take steps to prevent a job action (strike) if it occurs.

Copyright FireNotes, Inc.® (OCFD.com) Duplication Of Hard Copy Prohibited Without Consent

ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35Article 7 MUTUAL RESPONSIBILITY

Bargaining Agents/Employer is responsible for adherence to the Civil Rights Act of 1964 & 1991 and Family Medical Leave Act of 1993.

Article 8 GRIEVANCE PROCEDURE Grievances must be filed within 30 days of occurrence. Grievances should be discussed with the immediate Officer in Charge who will remit an answer orally to the

employee(s) within 10 calendar days. Grievances not settled within 1st 10 calendar days will be submitted within 7 calendar days, in writing, to the

Bargaining Agent Grievance Committee, who will determine (within 10 days) if the grievance exists within the terms of the Agreement.

If a grievance does exist, Committee must submit the grievance within 5 calendar days, in writing, to the Fire Chief who will submit an answer to the employee(s) within 7 calendar days.

Grievances not settled within time limits will be submitted to the Personnel Director for review. Presentations by mediators is limited to 1 hour each. Facts/findings of mediators will be submitted to involved parties within 10 days of conclusion of hearing. The last step of the grievance procedures (STEP IV) may be entered when grievance is unresolved within 7 calendar

days of mediator's findings or Personnel Director's decision. After mediation/Personnel Director's decision, grievance may be submitted to the City Manager within 7 calendar

days for review. City Manager is required to submit answer to Fire Chief, Employee(s), and Bargaining Agent Grievance Committee,

within 10 calendar days. If City Manager and Committee do not settle the grievance, the Bargaining Agent has 20 calendar days to submit a

grievance to arbitration. Bargaining Agent and Employer have 7 calendar days to agree on an arbitrator. If an arbitrator is not agreed upon within 10 calendar days, the Federal Mediation and Conciliation Service will

provide a list of 5 arbitrators, which will be stricken alternately from the list by each party until 1 arbitrator remains.

The remaining arbitrator calls a hearing within 20 calendar days and must give at least 7 calendar days notice, in writing, to the Bargaining Agent and Employer.

Hearings conducted by arbitrators must be concluded within 10 calendar days of commencement. A written opinion of hearing findings will be issued, in writing, by the arbitrator within 20 calendar days of

conclusion of hearing. Findings/recommendations of arbitrators are considered final. The cost of an arbitrator is shared equally between Employer and Bargaining Agent. Transcripts of proceedings will be paid for by the requesting party. When filing a grievance, all records of the employee shall be made available, on request, to participants in the

grievance process. Article 9 PROMOTIONS

The Personnel Director has administrative control of promotions, while authority is delegated by the Fire Chief. The Promotion Board consist of a rep from the City Manager's Office, the Personnel Dept., the Fire Chief's Office,

and the Bargaining Agent. (4 people) Support Services establishes rosters of qualified eligibles for certification/recommendation to the Fire Chief. The Training Work Section is responsible for ensuring current study materials are available at work sites. Rulings on appeals submitted to the Promotion Board are final. Promotional vacancies must be filled within 90 days if an existing sequence list exists. Time on the job is the only requirement for consideration of eligibility for promotional tests.

Rank Pay Range Suppression Promotion Requirements Assessment

Center #

Corporal 920 3 years service, NFPA FF2 certification, completed AOA, and current/valid OK driver's license N/A

Sergeant 922 Corporal for 1 year in Suppression, 5 years service, compete in 100 question written exam, placement on sequence list. 25

Lieutenant 923 Sergeant for 1 year in Suppression, completed lieutenant academy N/A

Captain 928 Lieutenant for 2 years in Suppression, compete in 100 question written exam, placement on sequence list 15

Major 929 Captain for 2 years in Suppression, complete majors academy N/ADistrict Chief 930 Major for 2 years in Suppression, 15 consecutive years service, 30 hours college, compete

in 100 question written exam, special officer training academy 12


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35Battalion Chief 931 District Chief for 1 year in Suppression, associates degree or 60 hours or more toward

degree N/A

Corporals, Sergeants, Lieutenants, Majors, and District Chiefs must complete 1 week training academies. 12 District Chief candidates are referred to an assessment center designated by FD and approved by Personnel

Director. Sergeants test questions should include operating procedures, general knowledge, driving techniques, and fire fighting

operations. Placement on sequence list for promotion will be based on combination of written test score, seniority points, and

academy score. Sergeants academies should include driving techniques, equipment operation, and Fire Department policies and

procedures. Lieutenants academies should include basic computer skills, supervisory skills, and fireground tactics. Captains test questions should include fire fighting strategy, effective company command, personnel management,

and general knowledge. Captains academies should include advanced computer skills, basic fire instructor, fire command, and management

skills. Majors academies should include advanced fire officer and interpersonal relations. District Chief test questions should include fire fighting strategy, effective chief officer command, personnel

management, and general knowledge. District Chief candidates accumulate seniority points at 0.25 points per quarter beginning at the time they become

eligible for the respective promotional exam, with a maximum of 6.25 points. Assessment center for District Chief should refer 3 more candidates to the Chief than the number of vacant positions

available. FIRE DISPATCH WORK SECTION - Promotions

The entry level rank for Fire Dispatch Work Section is "Dispatcher". Entry level pay scale for dispatcher is same step currently in or if rank is above corporal, pay will be top step corporal. Pay for members transferred to Dispatch per obligations of Article 7, shall not have pay reduced. Pay will be z'd

(frozen) until pay exceeds z'd rate of pay. Employees hired after July 1, 1995 are subject to assignment in Dispatch if no other candidates from Suppression

apply. Random selection of pool of ID numbers is taken from the last recruit academy. Employees assigned to Dispatch are required to serve a 2 year period. Employees entering Dispatch after October 3, 1995 may be assigned to Suppression operations to maintain

certifications and attend academies for career development. A group of 12 or less personnel from Suppression are identified to assist in Dispatch in the event of

short term vacancies. Fire Dispatch Work Section Promotion Requirements

Rank Pay Range Requirements

Dispatcher See notes above 1 year service

Senior Dispatcher 920 3 years service, Communications certification (CLEET or APCO) or meet Corporal requirements

Lead Dispatcher 922 2 years as a Dispatcher, Corporal for 1 year, 5 years service, EMD certified, Communications certification (CLEET or APCO)

Senior Lead Dispatcher 923 Lead Dispatcher for 1 year, Instructor I, Supervisory I

Shift Supervisor 928 Senior Lead Dispatcher for 2 years, ICS, Fire Service Instructional Techniques I

Senior Shift Supervisor 929 Shift Supervisor for 2 years, Interpersonal Relations

COMMUNICATIONS MAINTENANCE WORK SECTION - PromotionsCommunications Maintenance Work Section Promotion Requirements


Radio Technician IV 920 3 years in Fire Communication Maintenance work section, NARTE Technician Class IV certification with RF endorsements (land-mobile systems)

Radio Technician III 922 Radio Technician IV for 1 year, 5 years service, NARTE Class III certificationRadio Technician II 923 Radio Technician III for 1 year, NARTE Technician Class II certification


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35

Base/Mobile Supervisor 928 Previous Radio Technician II or III, NARTE Technician Class I certification, Supervisory I

Senior Supervisor 929 Base/Mobile Supervisor for 2 years

FLEET MAINTENANCE WORK SECTION - PromotionsFleet Maintenance Work Section Promotion Requirements


Assistant Maintenance Chief II 931 Assistant Maintenance Chief for 1 year, Associates degree or 60 hours college

FIRE PREVENTION SERVICES - Promotions Entry position in Code Enforcement and Fire Investigation Sections is (928) Captain. Captains and Majors in Suppression who compete and are selected for Fire Prevention Services Division will not lose

their base pay. Inspector/Investigators must pass CLEET certification once promoted to become a certified Peace

Officer. Fire Prevention Services Division Promotion Requirements


Inspector/Investigator 928 Sergeant rank or above in Suppression, pass criminal background check, pass psychological evaluation (CLEET after promotion)

Senior Inspector/Investigator 929 2 years as Inspector/Investigator, 1 week Major's academyDeputy Fire Marshall 932 1 year as Senior Inspector/Investigator, 30 hours college

Assistant Fire Marshall 930 1 year in 929 pay range or above in any non-suppression division/work section, 30 hours college

Assistant Fire Marshall II 931 1 year as Assistant Fire Marshal, Associates Degree or 60 hours college

PUBLIC EDUCATION WORK SECTION - PromotionPublic Education Work Section Promotion Requirements

Rank Pay Range RequirementsPublic Education Instructor 928 Sergeant rank or above in Suppression

Senior Public Education Instructor 929 2 years as Public Education Instructor, Public Education Instructor Officer

certificationDeputy Public Education Officer 932 1 year as Senior Public Education Officer, 30 hours college

Assistant Fire Marshall 930 1 year at 929 pay range or above in any non-suppression division/work section, 30 hours college

Assistant Fire Marshall II 931 1 year as Assistant Fire Marshall, Associates degree or 60 hours collegeGENERAL PROCEDURES - Promotions

The Fire Chief lists eligibility requirements for Fire Safety Officer and similar Administrative Officers not listed in the contract.

Changes in eligibility requirements by the Fire Chief will be submitted by "draft copy" to the Bargaining Agent 5 business days prior to posting of vacancy.

Promotions to positions in pay ranges 950 and above shall be by assessment center and/or interview (determined by Fire Chief).

1 year as a District Chief is required for promotion to a Deputy Chief of Suppression position. 1 year as a (929) Major in non-suppression division or work section is required for all non-suppression 950 positions. Sergeants and Captains will be placed on a descending order sequence list which remains in effect until depleted. Exam material is published at least 30 days prior to exam. The exam date is the cut-off date for determining eligibility for the test. Employees on temporary work review must complete that work before being promoted. Leave and assignments (except termination and AWOL) are not counted as broken service toward eligibility. Protest period for written exams is 1pm-5pm the day of test and 8am-12pm noon the following business day. Protests must be in writing to the Chief Officer of Support Services or designee. After closing of the protest period, adjustments made be reviewed.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Adjustment review period is from 1pm-5pm the day the protest period closes and 8am-12pm noon the following

business day. Answers may only be reviewed for accuracy of grading after the adjustment review period closes. Grading review period is from 1pm-5pm the day the adjustment review period closes and 8am-12pm noon the

following business day. A list of academy candidates will be published after all protest/review periods have ended. With a tie, the specified number plus ties will go to the next step. Items used in tie breakers are (in order): 1) Seniority in classification, 2) Seniority on FD, 3) highest score on exam,

4) highest score in academy (if applicable), 5) education incentive points (0.5 per level), 6) specialty pay points (0.5 for each-HM, Paramedic, EMS instructor, Diver, Dispatcher, EMT-D), 7) highest overall average in Recruit Academy.

Education incentive and specialty pay points do NOT calculate into sequence list scores (used only to break ties). Candidates meeting eligibility requirements compete in a 100 questions exam.

Deputy Chief and Administrative/Support Positions

Top 8 candidates are referred to an assessment center. If less that 8 apply, no written test is given. Assessment score alone will determine a list of five candidates. With more than 1 position available, list will be expanded 1 person for each

additional position. With less than 5 applying, an oral board interview may be used in place of an

assessment center. 0.5 points per quarter (maximum of 12.5) is accumulated beginning at the time employee becomes eligible for a

position. (exception District Chief-see District Chief Eligibility section) 1/2 of seniority points goes toward the written exam and the other 1/2 towards the academy score to determine

sequencing on the list. Academies are 1 week long, Mon-Fri, 8am-5pm (40 hour weeks). Time accounting during academies is the same as attendance at National Fire Academy. 24 hour shift employees may be released from duty at 1900 hours on Sunday preceding academy and return to duty

at 1900 hours on Saturday following end of academy. Time in grade will not be stopped while waiting on career development academies. Employees should provide the Human Resources Work Section with documentation of completed requirements for

career development positions. When employees are within 30 days of completing the time-in-grade requirement, request should be made to the

Training Work Section to initiate certification process. Promotions change an employee's pay anniversary date. Extension of rank is from Firefighter to Corporal, Sergeant to Lieutenant, Captain to Major, and District Chief to

Battalion Chief. Employees requesting transfer out of their current division must return to the division/work section they came from at

the pay range of the assigned rank. When individuals 929 pay range or above in support division compete for lower pay range positions, no base pay will

be lost, however, on pay ranges that are more than 1 range below current pay, employee will drop in pay to the top step of the pay range for the position in which they are selected.

Pay may be frozen (z'd), but rank and title must match the position. NON-ADMINISTRATIVE - Promotions

Advancement in non-administrative positions is based on acceptable performance, improved job skills, and length of service within the classification.

ADMINISTRATIVE - Promotions Performance of Administrative employees occurs at least annually. The City Manager has authority to approve/disapprove pay increases. Exceptional meritorious service may increase an employees pay a maximum of 2 steps within the appropriate range.

Article 10 PERSONNEL REDUCTION Employees with least seniority will be laid off 1st. Employee(s) laid off will be given notice by Bargaining Agent 14 days prior to release of intention to hire by

Registered Mail. Article 11 SAFETY AND HEALTH COMMITTEE

3 employees Bargaining Agent employees and 3 "Employer" employees make up the Safety and Health Committee. The Safety and Health Committee meets monthly and also when deemed necessary by Fire Chief and/or Bargaining

Agent. Granted time off with pay is given to committee members to investigate safety and health problems.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 The Safety and Health Committee meets with Uniform Committee and provides input on areas affecting employee

safety. 2 members of Safety and Health committee, 1 member of Bargaining Agent, and 1 member of Employer will be

members on the Uniform Committee. Article 12 SICK LEAVE

Employees receive 5 hours of sick leave per pay period with a max of 2,000 hours. When retiring by regular means or due to an injury, 1/2 of accumulated sick leave is paid in cash at the base rate of

pay. Payment of 1/2 of sick leave balance at time of death or voluntary resignation is reduced by 2 1/2% (from 50%) of

balance for each year under 20 years. If killed in the line of duty, 100% of the employee's sick leave balance is paid to their beneficiary. If 2 or less sick days are used during the leave year, a 24 hour shift of vacation is accrued on the leave anniversary

date. Sick leave for non-duty sickness or disability is charged at 16 hours per shift for 24 hour shift employees. Sick leave may be accrued from donations when exhausted on an hour for hour basis. Maximum sick leave donated by one person to an 8 hour shift employee per fiscal year is 24 hours. Maximum sick leave donated by one person to an 24 hour shift employee per fiscal year is 48 hours. Donated leave is used in the order received and leave not needed is credited back to employee that donated the leave. 100% of employee's sick leave balance is paid to employee's beneficiary if killed in line of duty. Any employee may convert 32 hours of sick leave to vacation leave. Sick leave may be converted in 4 hour increments and must be used in the same pay period as conversion.

Article 13 INJURY LEAVE If worker's comp payments are credited to the City, the employee shall receive regular pay for up to 6 months from

date of on-the-job injury. With a medical release, employees incurring on or off the job injury/illness may request light duty ( 8 hour shifts) at

the discretion of the Fire Chief and paid as if working 24 hours. Light duty may be served for 6 months, or more if prognosis indicates employee will be able to return within 60 days

of the end of the 6 month period. Article 14 EMERGENCY LEAVE

Up to 4 calendar days will be granted with pay when death in immediate family occurs. When death occurs off-duty, the 4 granted days will commence at 7am the following day. When death occurs on-duty, and employee leaves station, 4 granted days begins at the closest hour to leaving. If the 4 granted days time ends in the middle of a shift, the remaining time of the shift to the next 4 hour increment

will be charged to the employees holiday time. If employee does not leave station, when on duty and notified of death, the 4 granted days commences at the end of

the shift (7am). With sickness in family (or birth of baby-spouse), employee may be granted up to 4 days (to come off sick leave

balance), when supervisor approves/warrants it. Article 15 MILITARY LEAVE

Military leave is counted for FLSA overtime hours worked. Employees can receive up to 20 working days paid military leave per Federal fiscal year (October 1-September 30). Military leave is hour-for-hour (24 hour shift employees get 480 hours max, 8 hour employees get 160 hours max).

Article 16 HOLIDAYS 216 hours of holiday time is granted to 24 hour shift personnel each July 1st (120 hours holiday, 96 hours "Kelly

Day"). Maximum accrual of holiday time is 432 hours with 324 hours to be paid on termination of employment. Holiday leave is taken in blocks of 4 hours and must not interfere with normal operations at time of approval and

must be scheduled/approved in advance. 8 hour personnel will be granted 10 days (80 hours) holiday for Independence Day, Labor Day, Day before

Christmas, Christmas Day, Veteran's Day, Thanksgiving, Day following Thanksgiving, New Year's day, MLK Day, and Memorial Day.

If President's Day is approved for City employees, it will be recognized by IAFF agreement as well. If any holiday is added, 24 hour personnel will receive an additional 12 hours holiday time.

Article 17 VACATIONS Minimum vacation leave used is 1/4 of one 24 hour shift.

Vacation Time Accrual Vacation Time Use4 hrs = 6 shift hrs8 hrs = 12 shift hrs12 hrs = 18 shift hrs

Years of Service Accrual per Pay Period Maximum Accrual0-5 years 3 hours 42 minutes 250 hours5-10 years 4 hours 18 minutes 250 hours



16 hrs = 24 shift hrs10-15 years 5 hours 18 minutes 400 hours15 + years 6 hours 12 minutes 400 hours

Article 18 HOURS, TIME EXCHANGE, AND SPECIAL ASSIGNMENT 24 hour shift personnel work 3 platoon, 24 hour shifts, beginning at 7am and ending at 7am the following day. Code Enforcement work 9 hours (7am-6pm), 4 days a week, and work 4 hours flex time for job duties required

outside standard 40 hour work week. 4 day work week employees will receive 1 day off during the normal 5 day work week. 4 day work week employees will be placed on a schedule so that each employee gets an equal amount of Monday or

Fridays off to provide a 3 day weekend. Scheduled days off may be traded by 4 day work week employees with supervisor approval as long as the 40 hour

week is completed. 4 day work week employees may bank up to 54 hours of scheduled days off. Only pay ranges 932 and less are eligible for a 4 day work week. Personnel with flex time will be called to duty before calling an off-duty employee. Public Ed works Monday-Friday 7am to 6pm. 7 day work period for Pub Ed is Monday 7am to following Monday at 6:59am. Pub Ed works four 9 hour workdays with 4 hours flex time with 1 day off during workweek on a rotating schedule. If Pub Ed employee is scheduled to work on a holiday, they receive day off plus 9 hours of non-FLSA comp time

(straight time). Comp time for Pub Ed employees may be banked up to 240 hours (above 240 is paid to employee). Flex time for Pub Ed employees is scheduled at their convenience with approval of supervisor. Flex time for Pub Ed is used for after hours events or preparation for events. Pub Ed employees are not required to work on their assigned 3-day weekend or assigned day off.

Pub Ed Rotating Day Off 7-day Work Period Monday Tuesday Wednesday Thursday Friday Saturday Sunday Week 1 9 9 9 9 0 0 0Week 2 9 9 9 0 9 0 0Week 3 9 9 0 9 9 0 0Week 4 9 0 9 9 9 0 0Week 5 0 9 9 9 9 0 0Week 6 9 9 9 9 0 0 0Week 7 9 9 9 0 9 0 0Week 8 9 9 0 9 9 0 0Week 9 9 0 9 9 9 0 0Week 10 0 9 9 9 9 0 0Week 11 9 9 9 9 0 0 0Week 12 9 9 9 0 9 0 0Week 13 9 9 0 9 9 0 0Week 14 9 0 9 9 9 0 0Week 15 0 9 9 9 9 0 0Week 16 9 9 9 9 0 0 0

Hours worked by a substituting employee are not required to be recorded by the supervisor, however, who is actually working is recorded (in log book & computer).

Substituting employee must physically replace the person they are working for. Maximum exchange time is 72 hours per 27 day work period, exceeded only if approved by Deputy Chief. Special assignments are made to accomplish a goal, not to replace a member in higher classification. Loss of base pay shall not be lost by 24 hour shift personnel converted to a 8 hour shift position for a special

assignment. Pay will be adjusted by a sum of 10% of Step A Captain. When a City-paid holiday occurs during special assignment, personnel shall be charged 12 hours holiday time. Members have the right to refuse special assignments if a change in work hours/conditions can be stated in writing

why commitments would not allow a 5 day work week. Article 19 OVERTIME

All employees listed on pay plan will receive time and a half (1 1/2) for all hours worked over regularly scheduled work hours.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 The 1st 15 minutes after shift change is considered "flex time" for which the City is not charged. When the 2nd 15 minutes of a shift is worked, the employee will be paid for the 1st 15 minutes and the 2nd 15

minutes. Off duty employees, when called in to duty, will be paid a minimum of 4 hours overtime. Overtime is paid within the pay period or the following pay period. Overtime other than FLSA will be reported on exception card, and signed by employee, officer in charge, and

forwarded to Fire Chief's office. Overtime is paid to employees that must appear in for job-related court cases (time begins on arrival and ends on

departure from court). Overtime is paid to employees that must appear, outside normally scheduled work time, for certain Boards or

Committees. 24 hour personnel have a 27 day work period. Items that count for FLSA hours worked include: approved holiday, vacation, and customer service leave, due days,

jury duty, granted time (2 hours), and death in immediate family. Granted time is allowed for the PFFO Convention (max of 15 members), and the IAFF Convention (max of 6

members). Sick leave, job injury leave (see exception in note below), and emergency leave is not counted for FLSA overtime

purposes. Time off from the shift in which an employee is injured is counted for FLSA. Leave for 8 hour shift employees is not counted for overtime purposes. Dispatch is considered the same as 24 hour personnel in regards to overtime. Employees will be guaranteed a minimum of 2 hours at time and a half in every 27 day cycle, whether on or off duty. For Code Enforcement officer that are called out, they shall be paid a minimum of 4 hours overtime or overtime for

actual hours worked (whichever is greater), with time to start upon acceptance of assignment and must remain available for the 4 hour time frame (by phone or radio).

Article 20 INSURANCE Employees covered by the CBA shall withdraw from City's health, life, and dental plans at 11:59pm on 12/31/02

(even non-IAFF members). The City contributes $7,700 per employee per year (effective July 1, 2004) for employees in IAFF insurance for fiscal

year 2004-2005 expiring on June 30, 2005. The amount contributed to IAFF insurance employees is not intended to relate to the amount given to City health plan

employees. The City has a voting position on the Board of Trustees for the Firefighters Insurance Trust. The IAFF established a Voluntary Employee Benefit Association (VEBA), required by IRS, to accept contributions

from the City. On January 1, 2003, the IAFF withdrew from the Joint Insurance Committee. The City Clerk receives a financial accounting statement from the IAFF on an annual basis.

Article 21 WAGES A market approach to wages (comparison to cities of comparable size within and outside the State of OK), is used to

determine wage levels. A percentage of the minimum and maximum wages found in comparable cities is used to determine pay ranges. Fiscal year 2005-2006 market cities include Austin, Fort Worth, Kansas City, Tucson, Nashville, Omaha, St. Louis,

Tulsa, Wichita, and El Paso. Pay rates were adjusted 3% for fiscal year 2004-2005.

Article 22 UNIFORM ALLOWANCE $1,438.00/year is allocated in 4 quarterly installments of $359.50 in January, April, July, October issued on regular

paycheck, usually opposite from FLSA paycheck. Class A uniforms are required for all personnel.

Article 23 TRANSFER SYSTEM Transfers into a district may be made at any time but only 1 transfer request may be active at one time and only 1

request may be made per year. Employees may trade (if of equal rank) upon approval from Fire Chief but may not trade again for 1 year (Mutual

Consent Transfer). Administrative transfers require a letter to be submitted to employee with reasons for transfer and will not affect the

employees right to utilize mutual consent transfer option. District Chiefs have the right to choose their own rideout officer and DAA (must meet requirements).

Article 24 SAVINGS CLAUSE Amendments and Appendices to the Bargaining Agreement must be numbered, dated, and signed by Employer and

Bargaining Agent. Article 25 MANPOWER UTILIZATION AND PRODUCTIVITY


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Manpower and equipment will be used to best secure the maximum productivity for the tax dollar.

Article 26 PHYSICAL FITNESS PROGRAM The Fitness Program is intended to reduce the potential for illness and injury. The Physical Fitness Committee, appointed by the City and Bargaining Agent, makes recommendations to the Fire

Chief. The President of the IAFF and the Fire Chief will EACH appoint 3 members to the Physical Fitness Committee and

all 6 members will jointly appoint a 1 chairperson. Fitness programs follow the Physical Wellness Policy, which is under the direction of the immediate supervisor. Annual physical fitness evaluations are performed on all incumbent firefighters hired on or after 4/6/84 and voluntary

participation for any firefighter who wishes to be tested. Employees failing to meet annual requirements, based on numbers of years of service, will be notified that they will

be retested within 30 days. Counseling on physical fitness areas that need improvement will be performed by Fire Department Certified Fitness

Instructors. 24 hour shift personnel will devote at least 1 1/2 hours per shift to the fitness program, and 40 hour week personnel

will devote 1 1/2 hours, 2 times a week. 30 day retesting will continue until requirements are met. Individuals not meeting fitness requirements may be reassigned by Fire Chief, but are NOT subject to disciplinary

action. Employees with pre-existing or temporary disabilities may be assigned alternate programs by the City Physician. Short-term temporary disability deviation can be approved by Station Officer for not more than 3 consecutive shifts.

Article 27 EDUCATION INCENTIVE College hours taken must be toward an approved degree program and documentation shall be by 1 transcript

declaring program. Education Incentive Pay Scale

Hours Incentive30 hours $ 20.00/month

60 hours or Associates Degree $ 50.00/monthBA or BS $ 100.00/monthMA or MS $ 125.00/month

Tuition costs for degree-related classes are reimbursed up to 6 hours per semester with maximum reimbursement calculated against tuition rates established by State Regents for Higher Education.

Reimbursement requires documentation of "C" grade or better, submission of transcript or official letter from institution, proof of payment, and statement of student account, within 60 days of completion to the Chief's office.

FD pays all EMT/Paramedic licensure and recertification costs required if the FD. Article 28 INCENTIVE PAY

Incentive Pay Requirements/PayIncentive Pay per Pay Period Misc.EMT-D $30.00/pay period Begins with proof of certification

EMS/Paramedic Instructor $15.00/pay period Basic EMS/Paramedic Instructor certification required, limited to 75 basic

and 30 paramedic instructorsEMT-Paramedic $80.00/pay period Begins with proof of certification, not eligible for EMT-D pay also

HazMat $50.00/pay period at Sta. 5$25.00/pay period f/ other sta. Pay is increased from $25 to $50 on date of assignment to Station 5

Diver $25.00/pay period SCUBA Rescue Diver certification requiredDispatch (pay range

929 and below) $25.00/pay period Begins on assignment/selection for dispatch

CSL $25.00/pay period Begins on assignment/selection for Community Service Liaison The Article for Incentive pay is for employees assigned to Suppression Division on or after July 1, 2002.

Article 29 EARNED LEAVE BUYBACK Plan B participants may sell back up to 100 hours of sick leave per fiscal year at regular straight-time hourly rate

during 1st 4 years of Plan B and 200 hours the 5th year. Plan B participants who retire prior to the 5th year are allowed a maximum buyback of 100 hours of sick leave

during the retirement year. ADDENDUM A


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 The Fire Chief appoints a Deputy Fire Chief or Assistant Fire Chief as Fire Marshal. For Admin Work Section positions with more than 1 pay range, Fire Chief approves advancement into next pay range

based on performance/length of service. Entry level for competitive promotions is the lowest pay range that gives the employee a pay increase.

ADDENDUM B Career development steps are calculated on the current pay step plus 4% for certification.

ADDENDUM C Longevity begins at 3rd year of employment. Members rehired by OCFD shall begin renewed employment at 0 years of service unless member has repaid funds

into State pension fund. Longevity pay is based on 90% of 1% of A-step Firefighter and longevity rate table will not increase (Step A FF is

$16.10)ADDENDUM D

The Joint Labor/Management Committee System may cover conflicting Personnel Policies, Article 8 Grievance procedures, promotion system, wages, FMLA, promotion recertification testing, exchange time, random drug testing, physical fitness program, and IRS 457 insurance plan..

The Promotion System and FTO sub-committee develops language defining number of days candidates have to convene the promotion board, language defining method to make experience/mechanical skills count toward promotions, security of exams, feasibility of certified study materials, promotional board guidelines and language to update Article 9.

The Joint Labor Management Committee evaluates wages as a percent of general fund sales tax growth. The 1989-1990 Personnel Policies is to remain in effect until comprehensive SOP is developed.

ADDENDUM E - Drug and Alcohol Policy The Drug and Alcohol Policy was approved by City Council on March 27, 1990. Newly hired employees are given the Drug/Alcohol Policy upon receiving conditional offer of employment. Prior to drug/alcohol testing, the policy must have been received and consent form must be signed. No disciplinary action is taken against employees unless rehabilitation is not carried out successfully or tests positive

for substance abuse again within 2 years of completing rehab. Testing is required for pre-placement, reasonable suspicion, Post-accident, and Post-rehabilitation. Circumstances for reasonable suspicion must be reviewed and agreed upon by 2 officer-level personnel (Captain or

higher). Observations leading to drug/alcohol testing should be documented and sent to Chief's office within 24 hours and

communicate suspicion with Assistant Municipal Counselor through Chief/designee. Employees are transported by an officer/supervisor to the testing facility. The Occupational Health Manager retains all drug/alcohol testing related information and provides results to the Fire

Department. If drug/alcohol test is positive, unpaid time off will be assess in final deposition of discipline. Post-accident testing is only used if reasonable suspicion exists. If post-accident testing is required and is not completed within 2 hours of accident, officer/supervisor must maintain

written record of reasons. After 8 hours, written record will cease and be forwarded to City's Occupational Health Manager through Chief/designee.

Employees may be required to undergo testing without prior notice up to 2 years after rehabilitation. Laboratory test must be certified by State Department of Health and Substance Abuse and Mental Health Services

Administration. Results of employee test are made available to the Medical Review Officer (a physician). Positive samples must be kept for 6 months by laboratory or a period of the duration of grievance, disciplinary action,

or legal proceedings, whichever is longer. Challenging sample test results will be at the employee's expense, which is reimbursed if test comes back negative. Drugs tested for include: Marijuana/Cannabinoid Metabolites, Cocaine metabolites (including crack), Amphetamines

(including speed), Opiate metabolites (including morphine, codeine, dilaudid, percondan), and Phencyclidine (PCP). Specimens identified as positive will be confirmed by gas chromatograph/mass spectrometer (GC/MS). Breathalyzer or similar equipment is used for alcohol detection, and positive results are confirmed by retest of

breathalyzer. The Medical Review Officer reviews and analyzes all positive tests. Results of tests cannot be released without a court order. If employee is required to complete testing outside of work hours, they will be compensated for work time under

FLSA. Employees who test positive are evaluated by the Employees Assistance Program (EAP).


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 3 years after positive drug test and completion of rehab program, employee may have medical files regarding

drug/alcohol testing to be removed from their medical file. Drug/Alcohol testing records are kept separate from personnel records. Without a court order releasing records, the employee is not subject to criminal proceedings.

MOU 2000-2001 (1) The Training Work Section is under the Operational Services Division. Training vacancies are filled by lateral transfer (top 6 by seniority proceed to oral interview), or from existing

sequence list, or by promotional test. Personnel in Training work section receive bonus seniority points for time served to a max of 4 points. Time in grade accrues for career development for personnel assigned to the Training work section. Personnel transferring to Training Work Section suffer no loss of base pay (11.25% above base rate is given to offset

FLSA overtime). Fire Chief can use Administrative Transfer to fill Training vacancies.

MOU 2000-2001 (1A) Personnel leaving Training Work Section have their pay z'd until pay in new position reaches z'd rate (rank and title

does match new position though)MOU 2000-2001 (2)

2 civilian Administrative Specialists are assigned to work directly under Deputy Chief of Support Services to conduct promotional exams/activities (relieves Training Section of administering promotional exams/activities).

MOU 2000-2001 (4A) 4 IAFF positions in Maintenance Service were replaced by attrition: DELETED Asst. Communications Chief II,

Senior Maintenance Officer, Senior Radio Supervisor, and Technician II, ADDED 1 Unit Operations Supervisor, 2 Field Operations Supervisors, and 1 Radio Installer/Repairer.

2 EMS Deputy Training Officers were reclassed as EMS Sgt/Lt positions and 1 EMS Sgt/Lt was added, with 1 EMS Deputy Training Officer carried as overfill until vacant.

1 Sgt/Lt in Special Ops, 1 Sgt/Lt in Graphics, and 1 Sgt/Lt in Safety was ADDED. MOU 2002-2003 (5)

Positions Deleted/Added (Reorganization)Deleted Added

Support Services Chief (Support) Fire Marshal (Prevention) Sr. Maintenance Officer (Fleet & Equipment) Sr. Radio Supervisor (Communications) Field Operations Supervisor (Communications) Radio Installer (Communications) Corporal (Suppression) Admin Coordinator (Administration) 2 Secretary IIs (Code, Arson) 15 Vacant Corporals (Suppression) R&D Officer (Administration) Training Chief (Operations) Special Teams Chief

Stores Clerk II (EMS) Chief (Various) Major-EMS (Operations) Major-Special Teams (Operations)

Battalion Chief (Maintenance) and Facilities Major (Administration) have been reclassified to civilian positions. Monetary impacts for Fiscal 2004 include Lt.-EMS, Lt.-Special Ops, and Lt.-Safety (underfill w/ Sgt. w/ shift

differential).MOU 2002-2003 (6)

The 2002-2003 wage adjustment of 3.44% was calculated using the City's total compensation formula, however, the Union does not agree with the wage methodology for this CBA or in future years. Methodology was compromised to come to an agreement for FY 2002-2003.

MOU 2002-2003 (7) The reclassification of District Chiefs from pay range 940 to 950 did not intend to change promotional eligibility

requirements in Article 9.



Uniform & Personal Appearance Policies & Procedures(Updated through 11/8/04)

Standardization of uniforms includes a minimum number of authorized badges, insignias, and patches. Immediate supervisors are responsible for enforcing uniform regulations. Chief Officers of each district/worksite will determine if uniforms in question or not covered by the uniform policy

are appropriate. Class B and C uniforms must meet NFPA 1975 standards. NFPA 1975 allows flame resistant material and nominally 100% cotton. All Class B and C uniform trousers must be 100% Nomex. 90% cotton garments may be purchased until 100% garments are available. The Fire Chief is the only person with authority to waive uniform appearance/grooming standards. Hot water, hot dryers, and chlorine bleach should be avoided during cleaning of garments. To prevent extreme fading/shrinking, wash with mild detergent in lukewarm water and remove from dryer while still

damp and hang to dry. Professional dry cleaning works best. Wash bunker pant suspenders several times before use to prevent fading on uniform shirts. No uniforms, badges, brass may be worn by non-uniformed personnel without permission from Fire Chief. Uniforms may not be worn off duty except for special details, presentations, funerals, and functions approved by Fire

Chief (except ball cap). Inappropriate behavior to include purchase of alcoholic beverages should not be done in new or old OCFD uniforms. The Fire Chief may approve wearing of civilian clothing (neat, business-like) by uniformed personnel. Civilian clothing should never be mixed with uniform clothing. Experimental clothing may only be worn when being reviewed/evaluated by the Safety Officer, and approved by Fire

Chief. Only the top button of shirts may be left unbuttoned. Short sleeve shirts will not be rolled up at the sleeves. Long sleeve shirts may have sleeves rolled up no farther than 2 cuff lengths (except when long sleeve t-shirt is worn). Sleepwear or long insulated underwear must be 90% cotton or 100% wool. White shirts are worn by District Chiefs and above as class B and C uniform, and by all personnel as a Class A

uniform. Long sleeve or short sleeve shirts are optional year-round.

Uniform UsageClass A(Formal)

Class B(Public-Badge shirt/Nomex

Trouser)

Class C(Daily Work-Polo/Tee, Nomex Trouser)

Class D(Physical Fitness/Lawn

Maintenance)Funerals Fire Prevention Normal Station Duties Physical Fitness


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35Banquets Fair, Opening Night

PresentationsBuilding Surveys/Inspections

Station Tours

TrainingMeetings (FD, Committees, Accident Review, Union, Pension, Promotional)

Lawn Maintenance

Name tags are centered on the right shirt pocket flap 3/4" down from top edge of pocket flap. Name on name tags will appear as first initial and last name in all capital letters. 3/4" service stars, 1 for each 5 years of service, are attached above any stripes on the left sleeve of Class A uniform

jackets. OCFD patches are worn on the LEFT sleeve 2" down from the shoulder seam, optional patches (HazMat, Diver,

EMT, Paramedic), if currently certified, are worn on the RIGHT sleeve 2" from shoulder seam. Approved pins include City of OKC Service Pin, Union Pin, CISD Team pin, April 19, 1995 Service pin, and

Governor's ribbon. No more than 2 pins may be worn at one time. Pins may be worn as a tie tack or on the right pocket flap under name tag. Any tie tack that meats standards of neatness, safety, and fire department image may be worn. Uniform belts are 1 1/2" black 10 oz. leather with rectangular buckle (pay range 923 or above=gold buckle, pay range

922 or below=silver buckle). Patent leather belts are acceptable. Color coded items (badges, name tags, brass, stars, etc.), for rank, shall be silver for pay ranges 922 and below and

gold for pay ranges 923 and above. Name tag dimensions should be 1/2" x 2 3/8" with 2 rows of letters (top row=1st initial/full last name, bottom

row=rank in 1/8" letters). Letters on name tags should be all CAPS and in black.

Sleeve BraidsPay Range Braids Braid Color919 & 920 One-1/4" Silver

922 Two-1/4" Silver923 One-1/4" Gold928 Two-1/4" Gold

929 & 932 One-1/4" over one-1/2" Gold930 & 931 Two-1/2" Gold

940 One-1/4" between two-1/2" Gold950 Three-1/2" Gold025 Four-1/2" Gold

Collar InsigniaPay Range Shape/SIZE Location worn

919 OCFD 1 1/2" wide Parallel with shirt neckline centered between neckline and collar bottom

920 2 Chevrons 3/4" wide

Point of chevron up on a line from the point of the collar, centered between neckline and collar bottom

922 3 Chevrons 3/4" wide

Point of chevron up on a line from the point of the collar, centered between neckline and collar bottom

923 1 Bar 3/4" tall Horizontally with bottom of collar, 3/4" from the collar bottom at about center928 2 Bars 3/4" tall Horizontally with bottom of collar, 3/4" from the collar bottom at about center

929 & 932 Oak Leaf 3/4" tall Stem pointing down and centered on point of collar, halfway between neckline and point of collar

930 & 931 2 Crossed Bugles 3/4" tall Bugles pointing down and centered between collar point and neckline

950Deputy Chief Badge

3 Crossed Bugles 3/4" tall Bugles pointing down and centered between collar point and neckline

950 4 Crossed Bugles Bugles pointing down and centered between collar point and neckline


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35Assistant

Chief Badge

3/4" tall

025 5 Crossed Bugles 3/4" tall Bugles pointing down and centered between collar point and neckline

Breast badges are worn over the LEFT shirt pocket in seamed holes. Badges are given on initial employment and replaced at some promotional levels. The year on the bottom tap of badges will vary due to promotion dates.

Breast Badges

Rank Brand Lettering Plate Background Top Ribbon(All Caps)

Crossed Bugles

Recruit, FF, Cpl. Nielsen-Rionda or equal Black Chrome NONE NONE 0Lt., Cpt., Maj. Nielsen-Rionda or equal Black Gold NONE NONE 0

Chief Officer, D.C. Nielsen-Rionda or equal Red Gold Red Enamel Chief Officer 0Deputy Chief Nielsen-Rionda or equal Blue Gold Blue Enamel Deputy Chief 3

Asst. Chief Nielsen-Rionda or equal Blue Gold Blue Enamel Assistant Chief 4Fire Chief Nielsen-Rionda or equal Blue Gold Blue Enamel Fire Chief 5

The 4 uniform types are: Class A (formal), Class B (public), Class C (daily work), and Class D (physical fitness/maintenance).

Class A uniforms are worn at formal functions, banquets, and other occasions designated by Chief's office. Chief officer and above may wear uniform dress blazer instead of Ike jacket.

Class A UniformShirt Long sleeve white cotton/polyester or fire retardantTrouser Navy blue polyester or wool blend with no pocket flaps, pleats, or cuffs (to match coat color)Tie Navy Blue clip-on or regular (females may wear navy blue crossover tie)Socks Navy blue when visibleFootwear Plain round toe shoes or boots (not western or military style combat boots)

IKE JacketNavy blue, polyester or wool, insignias to follow uniform shirt guidelines, buttons silver/gold depending on rank, collar insignia worn by pay range 930 and above ONLY (solid backplate), 1 sleeve star for each 5 years of service.

BlazerNavy blue, breast badge in same position as on shirt, patches, stars, insignia, and buttons same as IKE jacket. (worn by Deputy Chief and above)

HatNavy blue Midway Flighter Style.FF, Cpl., & Sgt. have silver band and cap badge, Lt. and above have gold band and cap badge, deputy chief and above will have gold trim on hat bill.

Dress hats are required when event is outside. Dress hats may be worn with white short sleeve shirts. Class A female dress uniform consists of navy blue skirt length within 1" above and 2" below crease in back of knee. Navy blue skirts are an A-line skirt with single front center pleat or navy blue straight line with back overlap slit. Female Class A footwear shall be closed toe, heels not to exceed 2", and hose to match skin color. Class A maternity uniform is a regulation shirt/blouse with nave blue maternity slacks or other dress approved by fire

chief. Class B uniforms should be worn as public uniform unless Class C uniform is appropriate.

Class B Uniform


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35Item DescriptionShirt Medium blue or white with collar insignia, badge, and nameplate

Tie Navy blue clip-on/regular (female may wear crossover tie) Ties are optional

Trouser

Navy blue 100% Nomex with no pocket flaps, pleats, or cuffs. Class A trousers may be worn unless responding to fire.

Trouser Types: Lions 100% Nomex #2106 Workright 100% Nomex Full Cut 7 1/2 oz. Nomex 3A #402-NMX75NB or Regular Cut

#400NMX75NBFootwear

(Class B & C) Plain black round toe shoes or boots meeting ANSI Z41 (stamped or labeled on shoe).

Socks(Class B & C) Navy blue socks when visible

Class C Uniform

Shirt

Navy blue or white shirt with Right breast embroidered with first initial and last name above rank Left breast embroidered with Maltese Cross, "Est. 1889", and "OKLAHOMA CITY FIRE " in 2

colors Embroidery will be white for navy blue shirts and navy blue for white shirts

Tee Shirt

Beefy-T Brand Navy blue with Right breast embroidered with first initial and last name above rank Left breast embroidered with Maltese Cross, "Est. 1889", and "OKLAHOMA CITY FIRE " in 2

colors Back silk-screened with "OKLAHOMA CITY RESCUE " in white and "FIRE" in red Mock turtle style will also be embroidered with "OCFD" in white on left front neck Pocket under Matlese Cross is optional

Sweatshirt Russell Athletic or Jerzees by Russel brand with same embroidery/silk-screening as tee shirtsOptional

Paramedic Trousers

Only paramedics with current OK State licensure may wear navy blue Lions Nomex "Attack Pant" #WDO135SR-10.

Worn only with Class C uniform shirts

Work Jacket(Class B & C)

Horace Small or Blauer #6025 or #9970-2 with or without fur collar, liner, etc. Breast badge worn over left pocket, OCFD patch worn on left sleeve 2" down from shoulder

(optional patches right sleeve), and silver/gold buttons (FD in center of button) depending on rank.Optional

Windbreaker Navy blue, 100% nylon shell, optional 100% cotton lining. Same embroidery/silk-screening as tee shirts.



(Class B & C)

Fire Marshall Embroidery: Right breast: first initial and last name above rank with INSPECTOR or INVESTIGATOR under

name Left breast: 3” gold badge with words FIRE (curved) above badge & MARSHAL (curved) below

badge. Back: FIRE MARSHAL on back in gold with words

8 1/2" across by 1 1/2" high

Ball Cap(Class B, C, D)

Navy blue with red bill. Front should say OKLA CITY FIRE , back may say FIRE-RESCUE or your Rig Identification (ie-ENGINE 5).

Polo style, no mesh May only be worn with bill forward

Stocking Cap (Class B, C, D)

Navy blue, embroidered same as ball cap May only be worn forward

Class D UniformTee Shirt Same as Class C tee shirt

Sweatshirt Same as Class C Sweatshirt

Sweat Pant Russell Athletic or Jerzees by Russel brand pant embroidered with Maltese Cross, "Est. 1889", and "OKLAHOMA CITY FIRE " in 2 colors on left.

Gym Short Same logo as sweatpant White or navy blue t-shirts may be worn under Class B shirts. Safety shoes will be worn with all Class B or C uniforms by all suppression personnel. Personnel will don bunkers over shorts/sweatpants when responding to emergency calls. Hair, jewelry, cosmetics, or other appearance items shall not interfere with proper fit of PPE. Uniformed members may wear a wristwatch, medical bracelet, 1 ring on each hand, necklaces (if not showing and

safe), and no decorative jewelry. Body piercings and earrings will not be worn on duty. The bulk of hair should not interfere with wearing of SCBAs, headgear, or other PPE. Hair will not be worn in fad styles such as corn rows, pigtails, carve cut, dog ears, mohawk, or ducktails. Bush, afro, and similar hair styles will be worn in moderation so as to not interfere with PPE. Female hair must not extend more than 6 inches below Class B uniform collar. Male hair must not extend below the Class B uniform collar. Hair will not extend more than 3" outward or upward from the head. Barrettes, pins, clips, etc will be transparent or similar color. Hair will not be dyed or treated to an unusual color not appearing in the human species. Porkchop, powder puff, or similar sideburns must not interfere with SCBA or PPE and will not extend below the

earlobe. Sideburns will not extend below the earlobe. Mustaches will not extend more than 1/2" below corners of mouth or extend sideways as to appear unprofessional. Handlebar or eccentric mustaches are not allowed. Cosmetics (Lipstick/Make-up) may be conservatively applied. Nail polish will be clear.

Addendum A - Agreement for vendors (OMMITTED BY OCFD.com)Physical Wellness Program(Updated through 8/7/04)

Heart disease, lung disease, and cancer are the 3 leading causes of death and occupational disease disability. The goal of the Wellness/Fitness Program is to benefit the entire department, decrease the frequency/severity of

injuries/illness, promote health and longevity, awareness of fitness and nutrition, and to ensure members have the physical strength and flexibility to perform job duties.

Each member of the program, regardless of their fitness level, may attain better health and well-being. The Health Risk Questionnaire is evaluated by the City Physician. The Body Composition Analysis determines body fat, lean body mass, and total body hydration based on individual

age, sex, height, and impedance number. Participants under 35 years of age and that do not solicit certain risk factors will be cleared for exercise. Individuals over 35 years of age will complete a medical evaluation prior to exercise. The fitness evaluation measures aerobic capacity, flexibility, muscular strength, and muscular endurance. The Wellness/Fitness Program is separate from annual physical fitness evaluations. Objectives set to meet program goals include providing a Body Composition analysis, training Certified Fitness

Instructors, building personalized fitness programs, accommodating to personnel's needs, purchase of weight machines, providing periodic medical evaluations, and satisfying NFPA and OSHA regulations.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Certified Fitness Instructors are trained in anatomy/kinesiology, health guidelines, strength training, exercise, and

physiology relating to performance standards of firefighters. When fully implemented, the Wellness/Fitness Program will replace the "Reach for It" Program. Non-punitive physical assessments are mandatory. All 24 hour shift personnel will be allowed 1 1/2 hours per shift to participate in the physical fitness program. All 40 hour uniformed personnel will be allowed 1 1/2 hours, 2 times per week to participate in the physical fitness

program. All other 40 hour personnel under the bargaining agreement will be allowed the same 1 1/2 hours, 2 times per week

allotment on a voluntary basis.

Administration(Updated through 12/15/04)

ADN/001 TIME REPORTING POLICY All personal leave must be submitted with a signed exception card as far in advance as possible. Employees will not be charged time until the exception card is signed by the supervisor at which time they are

considered approved. Any absence must be entered in FIRLOG daily. Time worked in addition to normal working hours will be reported on exception cards and recorded into FIRLOG. Cut-off for time to be recorded on FIRLOG for the current pay period will be 10:00 am on Thursday the week before

payday. Original FLSA is held at the station until all signatures are filled in, then forwarded to Administrative Services. Turn

in carbon if signatures are missing. The station where an employee is station on the last day of the cycle is the station that reports FLSA for that

employee. FLSA report is forwarded, when employee is transferred. FLSA reports should list employees alphabetically. FLSA reports apply ONLY to 24 hour shift personnel. 1 exception card, for leave, should be filled out for each pay period. If out of leave type requested:


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35Leave type requested Leave substituted

Vacation Holiday, then Due DayHoliday Vacation, then Due DayDue Day Holiday, then Vacation

Sick VacationIf no leave of any type is left, LWOP and notification of Deputy Chief.

Only 1 type of leave per exception card. If employee is on leave and requests additional time off, supervisor may grant leave and initiate a new exception card. Time on exception cards is for actual time missed. Admin will do conversions. An employee time record covers 12 cycles and shows time off, type of leave, and exception cards (with signatures)

submitted. Prior to submitting FLSA, station officer must check against employee time record and obtain signatures. The District Officer will check all employee time cards to see that all exception cards have been turned in. The Station Officer is responsible for tracking leave time and signed employee cards being submitted to

Administrative Services. Employee leave is documented by District Officer or driver by running DTR1 after staffing is received. DTR1 should be run again in the evening to verify changes in staffing. The DTR1 for the cycle should balance with individual DTR1's received at the end of each shift. The signatures received by employee, Station Officer, and District Officer actually authorize overtime to be paid. Military leave and jury duty are not deducted from the employee's time (must be submitted on exception card). All

other leave is deducted. Time turned in may be corrected as needed with approval from Division's Chief. Earned time is Due Time, Comp Time, or Paid Time and is turned in on exception cards with special approval

signature. Information concerning Fair Labors Standards Act (FLSA) for personnel covered by the IAFF Agreement may be

gained from current Personnel Policies and Collective Bargaining Agreement. Exception Cards

COLOR TURNED IN TO MISCWhite (original) Administrative Services If signed by employee

Yellow To employee after signing Pink Station Officer Retained for 1 year

Goldenrod (carbon) Administrative Services If employee is unavailable to signWhite, pink, & yellow should be kept together until signature

is obtained if goldenrod (carbon) is sent in. The origin date of an exception card is the date it is filled out. For 1 shift off, put the date missed on exception card, not date left and date returned. Requested leave can be changed prior to the effective date by submitting a new exception card. Requested time can be cancelled/changed by calling Administrative Services payroll Data Technician by phone. After the effective date of an exception card, time can be corrected if a mistake has been made.

ADN/002 OVERTIME, COMP TIME, & GRANTED TIME Overtime other than FLSA, granted time, disaster overtime, and comp time must be approved by the Fire Chief of

designee. Exception cards for overtime must show time, date, and reason for accumulation as well as have a signature of

employee, immediate supervisor, and District/Deputy Chief prior to forwarding to Administrative Services. Companies relieving other companies on scene will log time of departure and company returning to station will log

time of arrival in log book. Overtime worked should be reported no later than the next scheduled shift.

ADN/003 FAMILY AND MEDICAL LEAVE-TO BE ADDED AT A LATER DATEADN/004 HOLIDAY LEAVE POLICY

Holiday leave may be used as long as it does not impede normal operations. Greater increments of holiday time used has precedence over lesser time requests. Once approved and scheduled in advance, an employee cannot be bumped. Personnel taking a portion of a shift must return to the station by 2300 hours.

ADN/005 SICK LEAVE DONATION POLICY (UPDATED 12/15/04)


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Bargaining Agreement between City of OKC and IAFF Local 157 covers donation of sick leave. Maximum amount of sick leave donated to an 8-hour shift employee per fiscal year by any 1 employee is 24 hours. Maximum amount of sick leave donated to a 24-hour shift employee per fiscal year by any 1 employee is 48 hours. Sick leave can be donated to other City departments but employee donating must have a minimum of 240 hours for

ASFCME employees and 130 hours for Management/IAFF employees. Donated leave is used in the order it was donated (log with order kept by Admin. Services). Sick leave is donated to the individual by pay period on an as needed basis. Requests by an employee for sick leave may be made at Staff Meetings, on teletype, or posted on bulletin boards. Employees requesting sick leave will fill out a Request for Donated Sick Leave form which is time stamped at front

desk and signed by Fire Chief or designee. A Sick Leave Donation Authorization form must be provided to Department Head authorizing donated sick leave

accrual to be placed into payroll. District Officer or Deputy Chief will notify payroll of an employees return to work (doctor's release required).

ADN/006 PERSONAL LEAVE Up to 2 hours of personal leave may be used by employee if staffing exists and approved by immediate officer in

charge. ADN/007 TEMPORARY LIGHT DUTY

Employees suffering on/off-the-job injury or illness may, upon proper medical release, request light duty. Light duty assignments are at the discretion of the Fire Chief.

Light Duty DocumentationWritten request made by

employee must containProper medical release/physician

letter must containDate of request Date of LetterEmployee's full name Employee's nameCurrent duty assignment Current diagnosisDate of injury PrognosisType of injury Statement that employee can perform light dutyStatement requesting light duty and start date Work restrictionsSkills possessed (typing, computer, etc.) Employee's next appointment

Employee's signaturePhysician's printed name, phone, addressPhysician's signature

Division Chief/Acting Officer will fax doctor's release to City Doctor for medical evaluation of employee and review & initial (upper right corner) the release.

Division Chief/Acting Officer will send a letter (to Admin 1st for time stamp) along with doctor's release, and employee letter to the Fire Chief describing light duty assignment and recommendations.

Division Chief/Acting Officer prior to injury will notify employee of approval/denial of request, the light duty assignment, when to report to duty, and supervisor's name.

The Temporary Light-Duty Assignment form will be given to employee by Division Chief/Acting Officer and discussed as to duty assignment and physical limitations.

Progress of light duty assignment will be evaluated every 30 days by Division Chief/Acting Officer. A separate Temporary Light-Duty Assignment form is created for each 30 day period. Forms for employees returning to full duty will be sent to Human Resource office for review and further processing. If employee needs to go to physical therapy (OJI-related) while on light duty, an exception card will be completed for

time away (check Job Injury on card). Light duty is entered under 650LD in FIRELOG.

ADN/008 JURY DUTY Time off for service on STATE or FEDERAL juries of Oklahoma City Fire Department related court proceedings

shall be granted with pay ONLY for period of service actually required. Pay granted for jury service is subject to jury fees and court service pay being turned in to City Treasurer. Employees will be reimbursed parking fees from check or employee may retain all fees paid but shall not receive

regular pay in such event. Personnel Director or Department Head may require verification of jury service provided. In all other court service required, employee may take leave for time away from worksite.

ADN/009 RETURN TO WORK FROM SICK LEAVE OR OJI LEAVE Employees on extended sick leave or OJI for a period of 3 shifts or more, or when employee has surgery while on

OJI or sick leave, may be required to go to City Physician for release to return to work.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Employees should anticipate contacting Division Chief to set appointment with City Physician in the event of

extended sick leave or OJI. ADN/010 INJURY REPORT SYSTEM

On the job injuries require immediate reporting to supervisor and must include complete documentation within 24 hours.

Presumptive illness/injury, such as heart disease and respiratory injury, will be presumed to have occurred during employment if pre-employment physical shows no findings of the same (job-related).

Infectious disease is defined as Hepatitis, HIV, Meningitis, and Tuberculosis. Physician diagnosed presumptive illness/injury is processed by City workers compensation health care program after

report has been made to Human Resources (qualifies as report to supervisor). Injuries that occur on duty are reported at station level. For any injury/exposure, the employee's work section supervisor/District Officer will fax an

OCFD OJI Risk - Quick Fax form, top page of Official Job Injury Report, and top page of Supervisor's Investigation Report to Risk Management.

Official Injury Report System forms1) OJI Risk - Quick Fax form 2) OJI Risk - Quick Fax Activity Report 3) Official Job Injury Report Single-page with 3 carbon copies4) Supervisor's Investigation Report 5) Physician Authorization Form City of Oklahoma City CompChoice Permission to Treat form

6) FMIS Incident Run Report Computer Printout7) State Communicable Disease Exposure form - 207 (Bloodborne/Airborne Exposures)

8) Exposure Information Worksheet If injury is of enough concern or severity to make a log book entry, an injury report and supervisor's investigation

form must be completed. Report system forms will be completed by the Support Division Supervisors/District Officers if employee is unable. Supervisor will write reason for employee not signing (if not present) in the signature block. Bloodborne/airborne pathogen exposures require supervisor to contact EMS QA officer to meet at station If Station Officer must work overtime to complete forms, arrangements will be made by contacting District Officer or

Station Officer coming on duty for overtime approval. A Physician Authorization Form must be completed any time an employee must be medically treated. Incident number must be generated by Fire Dispatch, if unassigned, for all incidents involving injuries to employees. Employee information should NOT be entered into FMIS if injury involves a communicable disease or bloodborne

pathogen (per OSHA 29 CFR 1910.1030). Incident report numbers are generated for OJI due to Bloodborne/Airborne pathogen exposure on a dispatched

emergency, NOT for Physician diagnosed presumptive OJIs. An Injury Report, Supervisor's Investigation Report, Physician Authorization Form, and Run Report, must accompany

a State Communicable Disease Exposure form #207 (DISEASE EXPOSURE) for employees exposed or with suspected exposure must be faxed to Risk Management. (forms sent to Fire Admin.)

Positive TB tests do not require OSDH form 207, but do require job injury report, a supervisor's investigation report, and physician's authorization form.

An exposure or suspected exposure to bloodborne or airborne pathogens requires an Exposure Information Worksheet to be complete with injury documentation.

An exposure to a communicable disease follows OSHS requirements (outlined in Exposure Control manual). Exposure control officer is the QA Officer or EMS Chief. Employees exposed to hazardous materials will use the same forms as injury with the exception of OSDH form 207

and will have additional info about the chemical/exposure details. Section Supervisors/District Officers will ensure all forms are complete and forward to Division Chief. (approval by

both with initial in upper right corner of forms) On the job injury documentation should be placed in a sealed envelope and treated as confidential. The fax machine at risk management is on 24 hours a day 7 days a week. A "business day" is considered 8am-5pm Monday-Friday, excluding holidays. Division Chiefs review/sign documentation where required and initial in upper right corner before forwarding to

Administration for final review (hand delivered). The Human Resources work section is responsible for monitoring OJI leave.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Supervisors are responsible for informing HR of updates/changes in OJI employee's health. An actual Incident Report is NOT required for OJIs, simply enter the run number in the space provided on the OCFD

OJI Risk - Quick Fax form under section called Required Documentation. DO NOT enter employee info in Section 2 of FMIS Incident Report per OSHA 29 CFR 1910.1030.

Official Job Injury Report (single page with 3 carbon copies) Original White Risk Management Copy1st Copy Yellow Risk Management Copy2nd Copy Pink Risk Management Copy3rd Copy Gold Department Copy

Hourly pay rate is the employee's base pay plus longevity. For hazardous chemical exposures, list the chemical name and length of exposure.

Supervisor's Investigation Report1) What happened? Describe what took place, circumstances2) Why did it happen? Who, what, when, where, why, how of the incident3) What should be done? Suggested corrections to prevent re-occurrence4) What have you done so far? Steps taken to prevent further injuries5) How will actions taken so far improve operations? How steps taken will reduce severity of job injuries6) Do you agree with employee's statements on Accident, Injury, & Incident forms? Yes/No

7) Supervisor's Signature and Bottom Section Print and Sign On OSDH Form 207, Part 1, Items 1-13 of are completed by employee and supervisor, Items 14-19 by QA or

Exposure Control Officer, 20-22 by hospital personnel, and Part 2, items 23-28 by the Health Care Provider responsible for testing the source patient.

Required documentation for OJI due to Chemical Exposure includes: OJI Risk Quick Fax, Quick Fax Activity Report, Official Job Injury Report, Supervisor's Investigation Report, and Physician's Authorization Report (yellow & pink copies).

Sections of the Exposure Information Worksheet include: employee info, paperwork needed, PPE, exposure source, follow-up, needlestick/sharp object injury log, prevention, and notification.

ADN/011 REPORTING OF ACCIDENTS INVOLVING CITY-OWNED VEHICLES (UPDATED 12/15/04) ACCIDENT: circumstance that involves OCFD vehicle (including attached equipment/cargo), that results in damage

to vehicles, equipment, or property. Examples of Accidents include: vehicle/equipment contacting another object, motorized vehicle contacts OCFD

vehicle/equipment, or cargo/equipment that separates from OCFD vehicle while in motion and contacts another vehicle.

INCIDENT: property damage NOT classified as an accident (ie-vandalism, unknown circumstances). Fire Chief or designee have the authority to make determination of accident -vs- incident.

Apparatus/Vehicle ACCIDENT reporting stepsSTEPS Who Completes Step

Stop immediately and render 1st aid. Do not move vehicle/apparatus. Driver and/or Officer


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35Notify dispatch (if on call, notify to send another company), give location, injuries, extent of damage Driver and/or Officer

Notify District Officer/Section Supervisor DispatchPD having jurisdiction investigates if involving people outside fire department PDPresent ONLY identification and/or driver's license, make no statement except to PD Driver and/or OfficerDo not encourage submission of claims/commitments incurring responsibility by city government Driver and/or Officer

Fill out City of Oklahoma City Vehicle Accident Report, get other driver's name, insurance, injuries, witnesses, statements. Driver and/or Officer

Take pictures of accident scene District Officer or Section Supervisor

Report findings in letter form, with pictures to driver's District Chief/Section Supervisor, and ensure supervisor completes the Supervisor's Investigation report.

District Officer or Section Supervisor

Notify Dispatch to contact shop if vehicle needs towing Ensure completion of OKC Property Damage/Incident Report, Supervisor's Investigation Report, OKC Vehicle Accident Report, OCFD Work Order (for cost estimate), OR for equipment damage a work order for repair/replacement and estimate, OR for facility damage contact Facilities Manager for repair/replacement and estimate.

Officer/Section Supervisor and/or Driver

Letters written to District Officer/Section Supervisor no later than day of incident with what was witnessed leading to the accident and actions taken after.

Driver, Officer, and/or crew members

Initials (upper right corner) and delivery of reports to Division Chief. District Officer/Section Supervisor

Sign/date Supervisor's Investigation & OKC Vehicle Accident reports, and initial (upper right corner) and review documentation, and forward to Fire Admin. Division Chief

Police Accident Report obtained. Safety Work SectionApparatus/vehicle examined within 48 hours for estimate of repairs, forwarding of estimate to Municipal Counselor's Office and Fire Department Safety Officer within 48 hours of accident.

Maintenance Chief

Post-accident drug testing by Drug Policy if loss of human life occurred. If an accident involved loss of human life, operator will be tested for alcohol and controlled substances. If drug testing cannot be completed within 2 hours of accident, Officer/Supervisor will maintain a written record of

reasons, and after 8 hours, written record will cease and be sent to City's Occupational Health Manager through Chief/designee.

Vehicle Accident Report Form is a 2 page document with 3 carbon copiesOriginal White Risk Management1st Copy Yellow Fire Maintenance2nd Copy Pink Municipal Counselor's Office (legal)3rd Copy Gold Department Files A city owned vehicle on the diagram is labeled V1. The signature block on an Vehicle Accident Report form includes City Operator, Supervisor of Operator,

District/Deputy Chief, and Department/Division Head. ADN/011.1 REPORTING PROCEDURES FOR PROPERTY DAMAGE & MISSING/LOST EQUIPMENT

Property damage is defined as damage to City property including, but not limited to, facilities, grounds, light poles, fences/parking areas, vehicles/apparatus (not an accident), PASS devices, flashlights, radios, EMS kits, and other City tools/equipment.

Property Damage reporting procedures include: OKC Property Damage/Incident report, Supervisor's Investigation report, pictures of damage, and run number (if during or enroute to emergency incident). SAME for missing/lost equipment except NO pictures.

Damage to bunker gear only requires Protective Clothing Request, NOT damage report. Log damage in log book. District Officer or Work Section Supervisor will take pictures of damage and combine with required documentation

before turning in to Administration (no later than next shift).



Work Order Request Routing Property Damage Type Contact

EMS equipment/Bunker gear EMS Warehouse

Facilities Facilities Manager Radios and flashlights Communications (Radio) Shop

Tools and other equipment Operations Warehouse Vehicles, apparatus, and hose Maintenance Shop

If damage occurs or possible occurs due to a non-FD individual or equipment, notify Dispatch to contact PD so investigation report can be obtained.

Missing/Lost Equipment includes, but is not limited to, backboards, flashlights, hand radios, hydrant bag and contents, generators, hose, furniture, bunker gear, etc.

Missing/lost bunker gear requires a Protective Clothing Request to be submitted with other documentation. If missing/lost equipment is suspected to be stolen, notify Dispatch to contact PD so investigation report can be

obtained. ADN/012 VEHICLE ACCIDENT REVIEW BOARD COMMITTEE (VARC) AND THE ACCIDENT REVIEW BOARD

The OCFD Vehicle Accident Review Board (VARC) will investigate all accidents (regardless of amount of damage).

VARC (16 Members)1 Fire Maintenance Chief (Term: indefinite)2 OCFD Safety Officer (Term: indefinite)

3 Operations Battalion Chief (Term: indefinite)4 Support Services Battalion Chief (Term: indefinite)

5-16 Safety & Health Committee selects 12 additional members, 3 per shift (A, B, C, D), Sergeant rank or above. (Term: 2 years)

Minimum of 6 VARC members at meeting (3 members from 1-4 & 3 from 5-16 on list above) VARC is a subcommittee of the Safety & Health Committee and meets once a month to review accidents occurring in

the previous month. VARC's main objective is to determine if an accident warrants the Vehicle Accident Review Board to convene (based

solely on review of written accident documentation). Preventable: employee contributed to or had opportunity to avoid the accident. Non-Preventable: employee did NOT contribute to or have opportunity to avoid the accident. Reasonable/Unreasonable: damage resulting from off-road use of vehicles in wildland situations. Circumstances that do NOT require Accident Review Board to convene include rulings of non-preventable or

reasonable by VARC. Accidents found non-preventable or reasonable and approved by Fire Chief are forwarded with final disposition to

Risk Management and affected employee. Circumstances requiring Vehicle Accident Review Board to convene include: VARC can NOT make clear decision,

OCFD employee sustains injury (& documentation is completed), non-OCFD employee sustains injury which requires transport to hospital, or death occurs.

The Vehicle Accident Review Board is comprised of 3 members of VARC that initially reviewed the accident. Chairperson of the Accident Review Board is the senior ranking officer. Accident Review Board convenes at Administration in either Operations or Admin Conference Room. Chairperson of the Accident Review Board has option of changing location of meeting prior to scheduling. Accident Review Boards will convene during City business hours 0800-1700, Monday-Friday. Safety Office contacts units involved to schedule Accident Review Board and then emails all parties involved and

their supervisor with date, time, and location. Accident Review Board Chairperson ensures meeting begins on time, allows authorized persons to attend (also 1 rep

from Union) and be present during interviewing (no others allowed). Union rep ensures no employee's rights are violated (not a member of the Board), and may briefly address Board prior

to deliberation. Only Accident Review Board members are allowed in room during deliberation.



Actions taken when Employee has had a preventable or unreasonable accident within last 12 months1st Offense Counseling, specific occurrence report

2nd Offense Written reprimand on specific occurrence report (by Chief Officer), formal vehicle operations class

3rd Offense Time of Leave without Pay (LWOP)-1 shift4th Offense Determination by Fire Chief up to TerminationCounseling 1st offense counseling removed from employee file after 1 year at employee's requestWritten Reprimands Letters of reprimand removed from employee file after 2 years at employee's request Non-Preventable or Reasonable Findings No action taken toward driver, other individuals may still be liable

Deviation from Procedure Fire Chief must approve deviation based on seriousness of offense and employee's history

Outcome Affected parties are sent an email of final determination from Fire Chief within 7 working days. Hard copy sent through interoffice mail.

ADN/013 INVESTIGATIVE MEETINGS The purpose of investigative meetings is to gather facts about incident having bearing on decisions about the incident. Union rep may consult with employee during investigative meeting, but cannot present information unless approved

by hearing officer. Investigative meetings may be conducted at the worksite and are usually during normal working hours. If Chief or designee believes information obtained may warrant disciplinary action, a pre-determination meeting may

be called. ADN/014 PRE-DETERMINATION MEETINGS

Pre-determination meetings are conducted by District Officer/designee or Chief Officer of higher rank. Notification of a pre-determination meeting shall be a minimum of 24 hours in advance and shall be in writing with

subject matter to be presented. 1 Union rep may be present during a pre-determination meeting, but will not participate in meeting. Union rep may

make a brief statement at conclusion of meeting. ADN/015 DISCIPLINARY MEETINGS

Disciplinary meetings are held for disciplinary actions involving oral or higher reprimands. Disciplinary meetings to issue suspension, demotion, or termination will be held at Fire Admin offices by a Deputy

Chief rank or higher, unless approved by Fire Chief. 1 Union rep may be present during a disciplinary meeting, but will not participate in meeting. Union rep may make a

brief statement at conclusion of meeting. Notification of a disciplinary meeting shall be a minimum of 2 hours in advance and shall be in writing (except oral

reprimands=notice may be given orally) with subject matter to be presented. (Corrected-was pre-determination meeting)

ADN/016 SAFETY INVESTIGATION TEAM (SIT) The SIT team investigates on-duty critical injuries and fatalities of OCFD employees. A critical injury is "injury sustained by and employee, on duty, that requires hospitalization and/or an extensive

recuperation period". The SIT team collects and reviews data on critical injury/fatalities, issues final reports, and makes recommendations

for policy and procedure changes. The OCFD Safety Officer and Bargaining Unit Co-chair of Safety and Accident Committee serves as co-team leaders

of the SIT team. SIT team members may include Deputy Chief of Operations, EMS Officer, Arson, Fire Maintenance, Graphics, CISD,

and other members determined/approved by Fire Chief. Incidents where no injury occurred but potential for serious injury or death was present may be investigated by SIT

team. The SIT team is mobilized immediately on notification (by dispatch) of employee critically injured or killed in the line

of duty. Final reports by SIT team are issued to the Fire Chief and Bargaining Agent. The first arriving SIT team member at the scene will consult IC for securing incident/evidence, recommend use of

CISD team, use land line communications (limit radio transmission), and issue no statements. All personnel at the accident scene must cooperate with SIT team in gathering statements during an authorized

investigation.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 The EMS coordinator will establish liaison with receiving hospital and request tests (i.e.-blood gases), and ensure

proper OJI procedures are followed. The SIT team will impound and secure affected vehicles, PPE, SCBA, dispatch tapes, and

incident/casualty reports as deemed necessary as well as take photos and develop maps and other drawings of area.

SIT Team Final Report ItemsEmployee characteristics (length of service, time in current

assignment, level of training, rank, DOB, age) IC of incident

Description of incident Time factors (time of day, occurrence)Task performed at time of injury/death PPE/preventative measures used/taken

Environmental conditions Nature/extent of injuries, prognosis, toxicology reports, disability

Copy of Injury Report, Incident Report, & Supervisor's Investigation Report

Summary of applicable laws, standards, & policies and procedures

Factors contributing to injury/death (unsafe acts, conditions, management deficiencies) Recommendation to prevent re-occurrence

ADN/017 TUITION REIMBURSEMENT PROCEDURES Employees must have a minimum of 12 months service to participate in tuition reimbursement. A central abeyance file will be established for requests in the process of reimbursement. Employees must submit, transcript or official letter from institution stating degree program, itemized receipt of tuition

and other fees paid, and grade report or letter from instructor with grade awarded, within 60 days to the Chief's office. Proof of payment consist of copy or original of front and back of cancelled check, letter from financial institution

stating check cleared, statement indicating check cleared, receipt of cash paid, receipt of credit card payment, credit card statement (must include signed and notarized affidavit), or copy of promissory note if payment is by loan.

Employee reimbursement requests are entered in IFMAPS as a purchase order. The reimbursement amount shall not exceed maximum per-credit-hour rates established by Tuition and Fees booklet

published annually by Oklahoma State Regents for Higher Education. After approval, documentation is sent to Procurement and Accounts Payable. Fire Administration employee will pick up check from City Treasurer's office and notify employee that check is ready

to pick up at Fire Admin. Purchase Order and required documentation for reimbursements are placed in file of completed purchasing

transactions. ADN/018 INCENTIVE PAY

Education incentive pay coordinator is the Support Services Chief. EMS incentive pay coordinator is the EMS Officer. HazMat/Dive incentive pay coordinator is the Special Operations Coordinator. Probationary employees are entitled to EMT-Basic or EMT-P incentive pay. If an employee's certification lapses, any incentive pay received after lapse must be repaid. Request for Incentive Pay forms with required documentation are turned in to Administrative Services, who routes

them to the appropriate coordinator. Education incentive pay is effective on the 1st of the next month after documentation is submitted (payment is once a

month). Questions regarding how to initiate pay incentives should be routed to the correct Incentive Pay Coordinator. Questions other than how to initiate pay should be routed to Fire Admin (also forms). The Incentive Pay Requests form is used to "Stop Pay" (or starting pay) and is routed to the

appropriate coordinator for approval before being sent to Human Resources for processing.Documentation for Incentive Pay

Education Official transcript with imprinted certification seal of universityEMT-Basic Incentive Pay Form, State Basic license/CPR, and meet Medical Director requirements EMT-P Incentive Pay Form, State Paramedic license/CPR/ACLS, and meet Medical Director requirements

EMS Instructor Incentive Pay Form, State EMT license, CPR instructor card, OSU-FST Instructor I, II, or equivalent, and OCFD EMS Instructor course (active EMT for 1 year, at least 1 year on OCFD)

HazMat Incentive Pay Form, OCFD HazMat course, and Chemistry course

Dive Incentive Pay Form, Open water certification, SCUBA Rescue Diver, Advanced Diver, Rescue Diver, and active on OCFD Underwater Rescue Team



ADN/019 DISTRIBUTION OF PAYROLL CHECKS Pay checks may be picked up in emergency situations on Thursday with approval from Fire Chief or designee.

ADN/020 RETIREMENT PROCESS AND DOCUMENTATION Local Pension Board member should be contacted ASAP to facilitate processing of retirement.

Retirement Documents NeededEmployee Birth certificate, Marriage license (if married)

Spouse (if married) Birth certificate, Date of Birth, SSN, Co-insurance provider policy number, other insurance policies

Children/Dependents Copy of birth certificates, dates of birth, SSNs, Full time enrollment status from college/university if child is over 18

Miscellaneous Bank name, address, account # (if direct deposit is used), tax infoPaperwork should be completed 1 week before the 1st Monday of each month.

State pension Board meets 3rd Friday of each month.ADN/021 FIREFIGHTERS BENEVOLENCE FUND

Benevolence fund payments are payroll deducted and put into fund. Benevolence fund and fire death fund are administered through the Union. Beneficiary changes are made by qualified member at Union office for all fund except Fire Mutual Aid fund (contact

OCRFA for changes). The Firefighters Benevolence fund is $15.00 which is issued upon retirement, shown on check stub as FIRCH (one

deduction) or FCSH2 (two deductions) The Fire Death Benefits fund is $5.00 which is issued upon death of active firefighter, shown as FIRBN on check

stub. The Fire Mutual Aid fund (administered by Oklahoma City Retired Firefighters Association (OCRFA) is $5.00 which

is issued upon death of a retired firefighter, shown as FIRMU on check stub.ADN/022 FLOWER FUND

Flower fund contribution is $1.00/month for those signed up. Flowers are sent from fund proceeds in the event of death ONLY.

Flowers may be received in the event of death of the followingEmployee Spouse

Children/Stepchildren/Grandchildren Son/Daughter-in-lawGrandchildren of employee Parents/Step-parents

Mother/Father-in-law SiblingsSister/Brother-in-law Grandparents of employee or spouse

Death of one of the above must be reported to station officer/immediate supervisor (along with funeral arrangements) for flowers to be sent. Officer will notify Administrative Services who will order flowers.

If flowers cannot be sent to funeral home in time, they will be sent to the senior ranked employee if more than one family member is employed (if same rank, one with most longevity).

ADN/023 STATION HOUSE DUES Station house dues is for purchasing tools, equipment, and consumables (VCRs, newspapers, coffee, tea, sugar, etc.)

not furnished by the fire department, for job site use. Collection, record keeping, and security of House Dues is the responsibility of the Station Officer/Supervisor on each

respective shift. If transferred, employee must pay house dues on the day owed to the work site they are working at. Personnel on leave must "catch up" back house dues.

ADN/024 DEPARTMENT PERSONNEL FILES ACCESS POLICY Official departmental personnel files are kept at Fire Department Headquarters and personnel may view their file at

any time during normal business hours in the presence of a Fire Department Administrative staff member. Written criticisms/commendations are entered into personnel files (employee gets copy). Employees may submit documentation disagreeing with written criticism into file within 30 days.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Letters of reprimand will be removed from personnel file, at employees request, after a period of 2 years. An Administrative Staff member is defined as any employee of the Administration Division. Specific Occurrence Performance Reports may be used for commendations, reprimands, or other counseling

procedures (employee must receive copy). Specific Occurrence Performance Reports used for counseling procedures or oral reprimands do NOT require a

Chief's signature, written reprimands/commendations do. Department Personnel files consist of confidential medical and personnel files. Confidential documents are those relating to internal personnel investigation, including examination/selection material

for employment, hiring, appointment, promotion/demotion, discipline, or resignation OR other documents that clearly invade personal privacy such as employee evaluations or payroll deductions.

Confidential documents are NOT public record. Public record documents include: commendations, memos/letters of appreciation, employment application, high

school diploma, and college transcripts/certificates. Persons viewing public record information shall enter date, signature, and purpose in file. Photo identification is required to view personnel file. Human Resources only provides dates of employment, job title, and rate of pay (if quoted by caller) by telephone. If a written request is received by Human Resources, dates of employment, job title, rate of pay, reason for

termination, gross wages, and date/amount of last wage increase (only mortgage loan apps) may be given. Information given to Investigators must be in person or by written request. Each document in a file is considered a separate record. Violation of Open Records Compliance Policies carries a fine up to $500.00 and/or imprisonment for up to 1 year. Photo ID verification to view documents should be noted by initials of the Human Resources manager or designee on

the request form. Copy fees must be paid by non-city persons to City Treasurer's officer before copies of file documents can be made. Information transmitted verbally to applicant must be noted on a completed request form. The Open Records Act does NOT require that items be produced, it ONLY requires inspection of existing records. Current employees do NOT have to pay for copies or fill out forms to view their own personnel history file. Former city employees do not have the right to inspect their whole personnel history file and must complete a Request

for Inspection form as well as pay for copies. Former city employees must obtain a court order or subpoena before all records contained in personnel history file can

be released. Employees may obtain a free copy of their personnel history file at the time of termination. Supervisors may view personnel files by filling out a Review of File form and verifying that they supervise the

individual(s) or may supervise with the HR manager and Personnel Operations manager. City officials may have free access of personnel records for purposes of conducting city business with approval of HR

manager or designee to include City Manager's office, Municipal Counselor's officer, City Auditor's office, OCPD, City-contracted auditors, and City Risk Management Division. (Review of File form must be completed)

Union representatives/officials, outside attorneys, and media are considered "general public". State or Federal agency investigators may view personnel files during investigations.

ADN/025 TRAVEL POLICY The most recent ravel policy can be found on http://okcweb under policies/travel. The Fire Chief or designee approves travel outside of OKC metro. Requests for travel are made on the Travel/Training Request form to the Fire Chief 1 month in advance of trip. Travel/Training Request forms must include: dates of travel, destination, purpose of trip, and itemized list of expected

expenses (registration, meals, lodging, transportation). Use of a rental car requires a separate request memo. Use of POV must be accompanied by driver's license and insurance verification with request. Mileage is reimbursed only up to the lowest available airfare. Use of city vehicle outside OKC metro requires Fire Chief's approval. Use of vehicle outside state requires City Manager approval. The City does not reimburse for personal items, services, entertainment, toiletries, medicine, grooming, movies, or

liquor. Receipts are not required for tips, bus/taxi fares, business telephone calls, or related expenses. Unusual expenses must be accompanied by receipt. Administrative Services will assist with travel arrangements and expense questions and will process purchase orders

in advance for registration fees and airfare if required. Meal expenses are reimbursed on a Per Diem basis and requires itemized receipts. Cash advances for travel are NOT available except in emergency situations. A Fire Department Request for Purchase and approved Travel/Training Request is required to initiate any purchase

order for reimbursement and must include Deputy Chief or Assistant Chief's signature.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Travel Expense vouchers are accompanied by a Direct Pay Claim voucher and must be submitted to the Data Systems

Tech III within 5 working days following return from trip (with initials by Deputy Chief in LOWER LEFT corner). Miscellaneous expenses must be itemized on the Travel Expense Vouchers but do NOT require a receipt (gasoline

does require a receipt). Fire Administration reviews all Travel Request Expense Vouchers for accuracy and reasonableness.

ADN/026 VEHICLE ASSIGNMENT AND USE POLICY Vehicles may not be traded between employees without approval of Deputy Chief or Maintenance Chief. Code Enforcement officer have the right to use their assigned vehicle at Level 2. Level 1 vehicles may be used on and off duty to conduct city and fire department business and may used when not on

fire department or city business so that they may respond to perform duties of their position. Level 2 vehicles may be used on and off duty to conduct city and fire department business and may NOT be taken for

use in NON-city or fire department business, however, may be taken home to perform job duties after hours if requested.

Level 3 vehicles are for on duty ONLY, and is to be parked at work site after hours. On call vehicles are Level 2 vehicles furnished to those who must provide on call assignments. A city vehicle may be used, as determined by Fire Chief, for Special Assignments. Some vehicles may utilize unmarked tags, special warning devices, and other equipment at the discretion of the Fire

Chief. Additions and/or alterations on vehicles must be approved through Maintenance Chief. Take-home vehicles will be parked at primary residence during off-duty hours. Take-home vehicles will be parked at work site or in employee's garage when employee is on leave for more than 72

hours or on suspension. All city-furnished weapons, portable radios, cameras, and other equipment must be removed from passenger area of

take home vehicles when parked out of service. Fire Department photo ID and valid driver's license must be carried when operating fire department vehicles. For use of vehicles outside the metro area, the Travel policy guidelines apply. In regards to maintenance, employees should request repairs ASAP, change their own tires (if < 1 ton vehicle), keep

tires inflated properly, check/replenish all fluids (at least once per week), request preventative maintenance every 5,000 miles or once a year (whichever comes first), and maintain appearance of vehicle.

Supervisors will grant a single block of 4 hours per 6 months to wax vehicles. Work section vehicles NOT assigned to an individual will be the responsibility of the work section. Inspections of vehicles will be conducted by employee's supervisor not less than once a month. Vehicles equipped with push bars will ONLY be used for pushing other vehicles unless in emergency. Vehicles should not be parked around liquor stores, bars, or locations where alcoholic beverages are served unless on

official business. The Maintenance shop will maintain master keys with tags bearing assigned vehicle numbers. The furthest point in the city limits from Fire Headquarters is S.E. 164th and Pottawatomie Road which is a 25 mile

radius (anyone outside radius may not take vehicle home).ADN/027 OPERATING PROCEDURES MANUAL, RED BOOK LIBRARY STORAGE, AND CHECKOUT SYSTEM

ALL personnel are responsible for maintaining the Operating Procedures Manual and Red Book Library which must be stored inside a file cabinet, locked at all times.

The Station Officer/Section Supervisor will use the check out log will be used to track down missing materials, if not found, a fact finding investigation should follow.

The officer and employee that checked material out shall be held responsible for the material. ADN/028 DEVELOPING NEW OPERATING PROCEDURES

Direct development of operating procedures is to be used for immediate updates or changes to existing procedures, not requiring in-depth study or consideration.

Division heads review all proposed changes to SOPs. Procedures that involve bargaining agreements must 1st be handled through negotiation. The Training academy handles distribution of approved SOPs. Supervisors are responsible for proper insertion of new procedures into the site's manuals. Indirect development of operating procedures is to be used on proposed changes that require action of a committee to

study feasibility. The Operating Procedures Committee is a standing committee made up of individuals selected by the Fire Chief and

bargaining agents. The Operating Procedures Committee meets to review and update procedures. Changes to SOPs NOT involved in Bargaining Agreements can be approved/disapproved for insertion in the manual

by the Operating Procedures Committee. Changes to SOPs involving Bargaining Agreements must be handled through negotiations. New/changed procedures are sent to Training Academy for insertion into the manual.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Supervisors at work sites are responsible for insertion of new SOPs into site manuals and disposal of outdated

material. ADN/029 IMPLEMENTING NEW PROGRAMS

All new programs must be approved by Fire Chief, Assistant Chief, and Deputy Chief of the respective division before implementation.

ADN/030 COMPUTER POLICY All hardware, software, and email is "business use only". Civil action for copyright infringement can cost up to $100,000 per infringement plus actual damages (infringer's

profits). Criminal penalties for copyright infringement carry fines up to $250,000 and/or jail terms up to 5 years. Unauthorized duplication of software constitutes copyright infringement regardless of whether it is done for sale, free

distribution, or copier's own use. Software may not be run on a computer without a licensing agreement. The Business Software Alliance (BSA) conducts raids to catch copyright infringers. All employees are required to sign an affidavit acknowledging the Internet Access Policy. The Internet Access policy covers all electronic information services. Internet Access is provided to employees at the discretion of departmental/executive management. Employees are encouraged to use the internet when it will provide the most efficient means of research or

communications. Game programs are prohibited unless introduced by management as part of training exercises. Constant connection to music or weather sites should be avoided. Downloading of software, without Business and Communications Technology Department's approval, is prohibited. Email should be recognized as a principal form of communication and checked/replied to regularly. Email messages are subject to existing open records requests and are not considered private. Personal computers placed in areas that do NOT hinder station operations are allowed. Personal computers must be connected to a private (not city-paid lines) line, paid for by 1 or more station personnel,

when used for internet access. Personal computers may not be attached to any city device or port (excluding electrical power cords). Personal computers may not be used at a station to run a business, work a part time job, access inappropriate sites, or

anything that harasses or offends other city employees. ADN/031 COMPUTER TELETYPE SYSTEM

General/routine information (street closings, hydrants out of service, deaths) comes across the computer teletype system and does not require approval before transmission.

Information other than general information appearing on teletype must be approved by Fire Chief or designee. The Station Watchman will check printer anytime it is activated.

ADN/032 TELEPHONE SYSTEM Communication Maintenance personnel should be called to investigate any telephone or circuit problems. The lines coming into station are owned by Southwestern Bell, while the telephones, circuits, and related equipment

are city-owned. Private lines require permission of the Fire Chief. Any routine telephone equipment or line trouble is to be reported to Communications Maintenance (Monday-Friday

7:00am-4:00pm). For emergency repair service, dispatch will notify Business & Communications Technology, Communications Officer

or assistant, and the on-duty radio call-person. Complete loss of telephone service, even when it does not hamper dispatching capabilities, should be reported to

dispatch. Any bills other than a privately paid phone system that is received at the station should be forwarded to the

Communications Officer. Long distance calls for business purposes should be accompanied by a long distance form forwarded to

Administrative Services. Personal long distance calls should be utilize calling cards, credit cards, or collect calls. Any amounts owed for personal phone calls must be remitted to Administrative Services. Cellular phones that have the ability to have a 2nd "personal" number installed are acceptable (person is responsible

for billing/maintenance). Cellular phone bills received at Admin have a record of numbers dialed. Pager bills have a record of the number of pages received. A full report on any loss of cellular phone or pager must be submitted by the next working day. Telephone, pager, and cellular phone bills are subject to the Open Records Act.

ADN/033 TAMPERING OF COX CABLE BOXES Tampering of Cox cable boxes carries a fine up to $500 and individual is subject to disciplinary action.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35ADN/034 POLICY STATEMENT - DISCRIMINATION

Discrimination of race, creed, color, religion, national origin, or sex by employees is improper. Discrimination is defined as "to perceive or distinguish categorically rather than individually; or actions which limit or

deny persons or groups of persons opportunities, privileges, roles, or rewards in regard to race, creed, color, national origin, or sex.

Verbal abuse, teasing, kidding, creating a work environment, and delegating work based on race, creed, color, national origin, or sex is considered discrimination.

Discrimination reporting includes reporting to supervisor, EEO officer, or established grievance procedures.

ADN/035 OCFD WRITTEN POLICY REGARDING SMOKING & NON-SMOKING AREAS OCFD smoking policy is pursuant to "Smoking in Public Places and Indoor Workplaces Act". NO smoking inside and within 25 feet of outside entrance/exit of City buildings. NO smoking in FD vehicles. Smoking on fireground limited to outside rest areas (all incidents). Officer-in-Charge of incident, facility, or apparatus is responsible for addressing smoking complaints. If a person ignores request to stop smoking in non-smoking area, complaint is filed with District Officer or Section

Supervisor in charge of facility where infraction occurred. Unresolved smoking complaints may be filed through grievance procedure.

ADN/036 EMPLOYEE PARTICIPATION IN POLITICAL CAMPAIGNS Employees may NOT participate in political activity during normal working hours or use city property/equipment on

behalf of a political campaign. Persons involved in political campaigns after working hours must not represent themselves as City employees.

ADN/037 PURCHASES FROM OR SALE TO THE CITY Purchase from or sale to the City by City employees is considered a conflict of interest and is grounds for termination. City employees may NOT purchase and surplus City property, real estate, vehicles, equipment, or supplies.

ADN/038 SOLICITATIONS Only United Way is allowed to solicit among city employees while at work. No buying or selling of products is to take place during normal work hours in City facilities. Insurance/pre-paid legal agents must present a letter of authorization from Fire Chief's office to Station Officer for

clearance. Commercial advertisements may not be placed on City or AFSCME bulletin boards.

ADN/039 CIVIC GROUP MEETINGS AT FIRE DEPARTMENT FACILITIES Use of OCFD facilities for public meetings is limited to non-profit organizations and occasional gatherings of youth

groups. OCFD facilities should not be used for regular monthly meetings. Contact with the appropriate shift officer must be made by requesting party before scheduling public meetings. In the event of a call during a public meeting, one employee may be left behind to secure facility. If unable, due to

staffing, officer will call District Officer to make arrangements. No visitors (civic meetings) may remain on facility grounds after 2200 hours (10pm). If seating is inadequate, the PST-1 (Public Service Trailer) may be requested (located at station # 12). Requests for the PST-1 trailer should be 2 weeks prior to meeting date. The PST-1 unit is a 14 ft. tandem-axle trailer with capability to be towed by regular tow hitches (command

vehicles/brush pumpers). The PST-1 consists of a folding table cart with (10) 8 ft. x 30" tables, a folding chair cart with (36) padded folding

chairs, a folding chair bin with (24) padded folding chairs, 1 metal podium, and 2 metal ramps. ADN/040 FIREWORKS

OCFD is responsible for enforcement of the City's fireworks ordinance. Complaints of fireworks at any fire station should be reported to dispatch, who notifies Fire Prevention Bureau. Fire Prevention Bureau agents are available the nights of July 3rd & 4th to work complaints. Code 20 (fireworks related incident) should be entered in the "Type of Action" field of the incident report. Fire Prevention Bureau agents will be called to pick up any fireworks brought to fire stations.

ADN/041 UNITED STATES FLAG Moved to Support Services Book, Human Resources Section

ADN/042 RELEASE AND WAIVER OF LIABILITY A Release and Waiver of Liability form must be signed to ride a fire department vehicle whether it makes an

emergency ride or not. Individuals under 18, who wish to ride an OCFD emergency vehicle, must be approved by Deputy Chief of

Operations or designee (parent/legal guardian must complete form). ADN/043 MUTUAL ASSISTANCE AGREEMENT


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Authorized city's equipment and personnel will respond as mutual aid upon request to any area for which OCFD

normally provides fire protection and vice versa. Requests for mutual aid from OCFD shall include amount and type of equipment/personnel and location. The number of personnel/equipment provided will be determined by the responding organization. Responding mutual aid resources will report to officer in charge. The responding mutual aid company must be released when called to location within their own district. No claims for compensation may be issued by either mutual aid party. All personnel/equipment shall belong to their respective departments. Mutual aid agreements may be terminated with 30 days notice. Mutual aid agreements may not be assigned or amended without written agreement/consent of all parties.

ADN/044 CONTACTING DISPATCH OFFICE Any problems with dispatch should be routed through your District Chief.

ADN/045 OPERATING OCFD VEHICLES IN LIMITED OR CONFINED AREAS The apparatus operator AND company officer is responsible for adequate clearance of vehicle. Any time clearance is of concern, all passengers must disembark and act as ground guides. When acting as ground guide, the officer is responsible for adequate clearance around, over, and under apparatus. In darkness, ground guides must have flashlight and wear bunker gear or orange traffic vest. Policies to reference in regards to operating vehicles include ADN/010-Injury Reporting System, ADN/011-

Accident/Incident Reporting, ADN/012-Accident Review Board, ADN/026-Vehicle Assignment & Use, ADN/046-Seatbelt Usage, ADN/049-Overhead Doors, and ADN/050-Backing Procedures.

ADN/046 MANDATORY SEAT BELT USAGE Seat belts must be in use while a vehicle is in motion.

ADN/047 MANDATORY SCBA USAGE POLICY SCBA usage is required in contaminated atmospheres by all officers and their crews. Officer/Acting Officer may determine if SCBA is needed on outside fires. The IC may allow SCBAs to be taken off in post fire activities if contaminated atmospheres cease to exist. The Officer/Acting Officer and individual not complying with the SCBA usage policy are both subject to disciplinary

action. When 1 or more persons' Vibralert sounds, the Company Officer may send team members out in pairs or go as a

complete team. Each team of 2 or more people will have at least 1 radio. A pre-determined location outside a structure should be determined for company members to meet once air cylinders

have been changed out (i.e.-air van, tailboard of apparatus, CP). Team members that did not leave the structure when other team members did (to change air cylinders), should account

for a company PAR at the pre-determined meeting place. At no time shall one team member stay in a structure alone. Members leaving structure to change out air cylinders should not go back into structure to find their company unless

company officer calls for them. ADN/048 PROTECTIVE CLOTHING POLICY AND PROCEDURE

ONLY articles of PPE or equipment issued by the fire department or approved by Fire Chief will be used. An incident is "any situation or circumstance that requires a response from Fire Department personnel". Apparatus Operators working adjacent to an incident must wear PPE. Full PPE is considered to be helmet, protective hood, turnout coat & trousers with liner, knee boots, gloves, SCBA per

policy, and PASS device. Other protective clothing worn when applicable include: ear plugs/earmuffs, goggles, grass gear, and hazmat

ensembles. Apparatus operators must don appropriate PPE AFTER the apparatus is placed in operation. Appropriate PPE for medical calls must be worn in compliance with Exposure Control Plan. Personnel operating at the CP do not have to wear PPE unless dictated by proximity to the incident. All personnel not wearing appropriate PPE will remain outside the designated incident area. Orange Traffic Safety Vests are worn for visibility (i.e.-backing apparatus, directing traffic, vehicle accidents). Grass gear must NOT be worn for interior structure fires and must include approved helmet, gloves, goggles, and

footwear. Grass gear may be worn for other operations when approved by the IC. Disposable Canister Masks must not be worn in toxic atmospheres (may be worn at grass fires). Reduction of the level of PPE worn will be at the discretion of the officer-in-charge. Care of structural PPE is covered by NFPA 1500, OSHA 29 CFR 1910.132, OCFD Administration ADN/048, and

the OCFD Exposure Control Manual. Abrasive, flammable dirt and contaminants can decrease the service life and flame resistance of PPE. The cleaning procedures for PBI Kevlar and Nomex are the same.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 PPE will be inspected prior to relieving a co-worker. Structural/Wildland PPE will be washed per manufacturer's instruction every 6 months, using OCFD

washer/extractors. An inspection of PPE should be conducted by the Company Officer at least semi-annually. All structural/wildland PPE will be washed at least semi-annually. Fire fighting ensembles should be inspected for tears, embrittlement, fraying, loss of reflectivity of trim,

pockets/patches free from wear, fabric color change (indicating high heat exposure), loss of tear strength, hydrocarbons in fabric.

Garments soiled with hydrocarbons should be placed out of service immediately. Fabric color changes should be checked for loss of tear strength. Helmets should be inspected for shielding hardware, shield clarity, earflaps, exposure to heat, impact cap, and

cleanliness. Hoods should be inspected for cleanliness, seams for charring, burns, or holes, and don with SCBA facepiece to check

for proper elasticity and fit. Coats should be inspected for cleanliness, holes, burns, tears, seams & stitching, reflective trim, closures, collar &

cuffs, snaps, liner for rips/wear, wristlets for stretching. Lint should be cleaned out of velcro closures. Inspection of pants includes the same for coats in addition to inspecting D-rings, and 8 suspender attachments points. Inspection of dry thermal barriers should include pouring 1/2 cup of water on high abrasion areas (shoulders, elbows,

crotch, knees, seat), wait a few minutes. If water passes through barrier, liner should be removed from service. Suspenders should be inspected for elasticity and loops for damage. Tape on suspenders is considered an unauthorized repair. Gloves should be inspected for cleanliness, cuts, tears, separation of seams, and wristlets for stretching. Boots should be inspected for cleanliness, punctures, cuts, cracking, leakage, and proper fit. Inspection of PPE is logged by the Company Officer on the PPE Log Sheet. Manufacturer and washer instructions should always be followed. Bunker clothing contaminated with hazardous chemicals or biohazards will NOT be taken home or to a public

laundry. The Personal Alert Device (PAD) will activate when motionless for specified period of time or when manually

activated. Anyone entering an IDLH atmosphere should be wearing a PAD device. PAD devices may be cleaned with mild soap and water. Helmet Color Coding System: WHITE-Chief Officers, RED-Majors and Captains, BLACK-Lieutenants and

Sergeants, YELLOW-Corporals, Firefighters, and Recruits. OCFD helmets are made of high-impact polycarbonate and can withstand a 30,000 volt shock, when clean. Carbon and soot on helmets can carry electrical current and result in shock. Tar, oil, grease, and some paints will soften polycarbonate material, affecting impact-resistance of helmets. Dirt, chemicals, oils, paints, petroleum products, and other contaminants should be removed from helmets with soap

and water. If solvent is used to clean tar and grease from helmets, they must be washed with soap and water afterwards. A coat of wax or polish will make helmets easier to clean when dirty. A Protective Clothing Request form is used for replacement of lost, damaged, or worn equipment and must be signed

by the District Officer and turned in at the Operations Division PPE storage. Items for replacement that are not listed on the Protective Clothing Request form may be noted in the remarks section. Replacement of an SCBA requires a City of Oklahoma City Building/Property Damage Report form and letter of

explanation. The Building Damage Report is used when City property is damaged by Windstorm, Hail, Aircraft, Riot, Vehicle,

Explosion, Strike, Theft, Vandalism, Malicious Mischief, Fire, and Lightning. The IC must determine if responding personnel's PPE has been contaminated and will be determined prior to leaving

scene. The IC may determine that decontamination of PPE can be done by station personnel back at the station. The HazMat team may be called to make a determination of contaminated PPE, given the substances involved. The HazMat team is dispatched on all unknown substances or if known hazardous substances are involved. Decontamination of PPE may be performed by responding personnel or HazMat team, depending on situation. Affected PPE may be turned over to clean-up contractors, placed in plastic bags for disposal, transported to station for

washing (with Safety Officer's approval), or having the PPE be commercially cleaned. The IC will notify the Deputy Chief of Operations for replacement of contaminated gear.

ADN/049 OVERHEAD DOORS Station Officers will be responsible for damage occurring when rigs enter/exit overhead door openings. A minimum of 2 personnel will assist rigs entering/exiting overhead door openings.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Procedures for entering/exiting overhead doors include: providing top clearance (fully open), checking rig

compartment doors, checking safe ground clearance, visual checks of clearances while passing opening, and sounding warning to stop equipment when necessary to prevent damage.

ADN/050 APPARATUS BACKING PROCEDURES-DELETED ADDED TO BLUE BOOK II

ADN/051 AIR FILTER REPLACEMENT PROGRAM HVAC system filters should be replaced 3 times yearly. A year's supply of filters for HVAC systems should be obtained from Building Management.

HVAC Filter Cleaning/Changing Schedule601, 602, Fire Admin, Pub. Ed., Code Enforcement Jan, May, Sept603, 605, Base Shop, Fire Investigation Feb, July, Oct604, 606, Maintenance Shop, Training Mar, Aug, NovADN/052 HAZARD COMMUNICATION SAFETY PLAN

The Hazard Communication Safety Plan complies with the Oklahoma standard by using hazardous chemical lists, MSDS sheets, ensuring containers are labeled, and providing employees with training/information annually or when new hazards/chemicals are introduced.

The Safety Officer is responsible for the Hazard Communication program and overall responsibility lies with the City. Safety Officer reviews hazardous chemical MSDS' before chemical is introduced into workplace. The Hazard Communication Standard identifies hazardous properties, safe handling, and measures to protect against

chemicals. A Chemical Inventory List (CIL) is a list of hazardous chemicals known to be in the workplace. Chemicals generated by work operations, such as welding fumes, are also evaluated in the Hazard Communication

Program. Hazardous chemicals can be in liquid, solid, gas, vapor, fume, or mist forms. Updates to new hazards will be performed within 15 days of existence and inventory list of chemicals will be

reviewed each February. Chemical lists are filed in the Safety Officer's Office, the Maintenance Shop, and in SOP manuals at each work site. MSDS sheets are chemical fact sheets for chemicals that pose a physical or health hazard in the workplace. The employee ordering material is responsible for ensuring MSDS is sent to the Safety Office. Products with MSDS received at worksites require MSDS to be filed with the Safety Officer prior to distribution of

the product, record of the material on current CIL, and MSDS in on-site MSDS book. The MSDS master list is kept at the Safety Office. If an MSDS is not received with a shipment, a MSDS Request form will be submitted by the supervisor of the work

site to the Safety Office who will contact the vendor. Common MSDS sheets may be found on the internet. Copies of MSDS at work sites should be on the Safety Bulletin Board labeled MSDS. Chemicals received from vendors must have chemical name, hazard warning, name/address of manufacturer, and

importer or other responsible party. Chemical identity is found on label, MSDS, and chemical inventory and may be a common, trade, or chemical name. Labels on chemicals vary in color and size and may include precautionary statements such as "do not open near

flame", however, these statements are voluntary. OCFD portable containers that hold hazardous materials will use the hazardous materials labeling system. The Station Officer/supervisor is responsible for ensuring labels are correct/present. "Exposure" means an employee in the course of employment was exposed to a level above that allowed by 29 CFR

1910 (includes accidental exposures). Training for chemicals will be provided within 30 days of employment, during the recruit academy, or when an

employee may be placed in areas where exposure is likely. Annual training includes methods and observations used to detect presence or release of hazardous chemicals in the

work area, physical/health hazards of chemicals, measures to protect against chemicals, and explanation of labeling system and MSDS.

NFPA 704 applies to placarding of fixed storage facilities, tanks, etc. (that exceed threshold for compliance). Hazardous chemical thresholds for placarding include: 55 gallons of liquid (in storage container), 500 lbs. of a non-

liquid, 800 cubic feet of a pressurized gas.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 Buildings of less than 5,000 square feet must post a sign outside the building identifying the greatest degree of

hazard in each category. Buildings over 5,000 square feet must have additional placards posted where significant chemicals are permanently stored.

When any threshold limit is exceeded, placards at work sites will be greater than or equal to 2 for HEALTH, greater than or equal to 2 for FLAMMABILITY, and greater than or equal to 1 for REACTIVITY.

NFPA 704 placard numbers range from 0 (least hazard) to 4 (worst hazard). Exposure or possible exposure beyond OSHA permissible limits should be reported to supervisor. Forms for handling a chemical exposure include: Injury Report form, Supervisor's Report form, Physician

Authorization form, Incident Report, and OCFD Chemical Exposure Report form. Sections of an MSDS include: Identification (of product), Hazardous Ingredients, Physical Data, Fire and Explosion

Data, Health Hazard Data, Reactivity Data, Spill/Leak Procedures, Special Protection Information, and Special Precautions.

A Hazardous Ingredient is a substance or form of substance in a mixture of sufficient quantity to produce a flammable vapor of gas, or to produce acute or adverse effects in persons exposed to the product either in normal use or predictable misuse of it.

ADN/053 OCFD HEARING PROTECTION GUIDELINES (UPDATED 12/15/04) The OCFD SOP on hearing protection exceeds OSHA requirements.

WHEN OSHA REQUIRES HEARING PROTECTIONDuration per day (hours) Sound Level (dBA Slow Response)

8 hours 90 dBA 6 hours 92 dBA4 hours 95 dBA3 hours 97 dBA2 hours 100 dBA

1 1/2 hours 102 dBA1 hour 105 dBA

1/2 hour 110 dBA3/4 hour or less 115 dBA

DECIBEL COMPARISONS

Near total silence 0 dBAA whisper 15 dBA

Normal conversation 60 dBALawnmower 90 dBA

OCFD PASS device 98 dBAA car horn 110 dBA

A rock concert or jet engine 120 dBAGunshot, Firecracker 140 dBA

Exposure to a sound as loud as an OCFD PASS device (98 dBA) for 3 hours per day would require OSHA hearing protection requirements to be in place.

Based on audiometric surveys of current noise levels of emergency scenes, fire stations, and maintenance shop, OCFD employees do NOT have to implement OSHA requirements of 29 CFR 1910.95, paragraphs (c) through (o).

Noise level surveys are completed every 2 years or when new equipment is added if dictated. OCFD shall notify each employee exposed at or above an 8-hour time-weighted average of 85 decibels of the results

of audiometric testing. Baseline audiogram is taken within 6 months of an employee's first exposure at or above 85 dB for 8 hours (fire

recruit are prior to employment). At least annually after obtaining the baseline audiogram, a new audiogram will be performed and compared to

employee's baseline audiogram to determine validity and if standard threshold shift has occurred. Hearing protection made available (at no cost) to employees include Anti-noise Ear Muffs and Disposable Anti-noise

Ear Plugs.


ADMINISTRATION BOOK (IAFF CBA, Uniform, Wellness, Admin) (SGT NOTES) of 35 IC or Officer-in-Charge shall require hearing protection use during high-level noise tasks, near to high-pressure gas

leaks, in open-cab jumpseats without headphones, near diesel engines operating above idle, and during pumping/aerial operations.

Non-disposable hearing protectors, including muffs, should be cleaned after each use and stored to protect against damage and contamination. (Zip-lock bags may be used).

Anti-noise Muffs are replaced by completing a Personal Protective Equipment Request Form signed by District Officer, then taken to EMS/Personal Protective Clothing Warehouse Clerk.

The training program is annually for each employee included in the Hearing Protection Guidelines. OCFD Hearing Protection Guidelines will be evaluated annually by the Safety Office. A copy of the OSHA Standard (29 CFR 1910.95) can be obtained by contacting the Safety Office or by logging onto

the website at http://www.osha.gov Noise exposure measurement records are kept for 2 years. Audiometric test records are kept for the duration of the affected employee’s employment.


http://www.osha.gov/

2004-2005 IAFF Bargaining Agreement (Notes)€¦ · Web viewThe bargaining agreement covers wages...

Documents

Transcript of 2004-2005 IAFF Bargaining Agreement (Notes)€¦ · Web viewThe bargaining agreement covers wages...