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30.1 Deferred Compensation Program Regular and probationary employees are eligible to participate in the Department's deferred compensation program. Any employee who chooses to participate in a deferred compensation plan shall pay the administrative fee, if any, the Department may require. Effective July 2, 2016, the City shall contribute 0.5% of the employees' base compensation into a 457 deferred compensation plan. The contribution is tax-deferred, and counts towards the 457 annual maximum deferral as designated by the IRS. Employees without an existing 457 account with a City- sponsored provider must establish one in order to receive the City contribution, but no employee contribution to the account is required. 30.2 Helmets Leather helmets are to remain with each individual at retirement. 30.3 EMT Certification Emergency Medical Technician is a mandatory condition of employment for fire suppression personnel. The Department will provide and pay for associated expense relating to the recertification process. If an employee does not successfully complete EMT re-certification requirements as provided by the Department, they will have six months to meet recertification requirements or be subject to termination for failure to meet position standards. The expenses, in this case, will be the responsibility of the employee. The six-month time frame, if requested. may be extended due to course availability. However, the employee must enroll and participate in the first available course. 30.4 Staffing Both parties agree that the desired minimum staffing is (3) personnel assigned to each type one engine company and minimum of four (4) personnel assigned to each truck company within the Livermore- Pleasanton Fire Department. Both parties agree that four (4) person engine staffing may be appropriate based on Community Risk Assessment such as geography, potential isolation of personnel during significant incidents, and specialized programs (e.g. hazardous materials response). Staffing levels are ultimately at the discretion of each City, and based on community need, economic conditions and city funding.Nothing in this agreement modifies any company staffing agreements unique to each City. 30.5 Fire Prevention Seniority The seniority for all current Fire Prevention personnel will be determined by their date of hire for full time work with Livermore or Pleasanton. This could include time spent in other city or fire Department divisions prior to fire prevention service starting. 30.6 Total Compensation Survey 42