RES 19-1059 - Laserfiche WebLink

3. President's Day (third Monday of February) 4. Memorial Day (last Monday of May) 5. Independence Day 6. Labor Day (first Monday of September) 7. Veterans' Day 8. Thanksgiving Day 9. Day following Thanksgiving 10. Christmas Eve Day 11. Christmas Day Section 9.3 Work on a Holiday-Fire Prevention Personnel If the Fire Chief, or the Fire Chief's designee, determines the employee's services are required on an observed holiday,the employee shall receive overtime compensation for all hours worked on the holiday. Section 9.4 Floating Holiday Fire Prevention personnel will receive three (3) floating holidays per year with pay as follows: Floating holidays for eligible employees shall be credited and taken in accordance with the regulations set forth in this section. Each payroll calendar year,eligible employees will be credited with floating holidays at the rate of 24(twenty-four)hours for each 40-hour employee per year. Employees not in a pay status at the beginning of the payroll calendar year will not be credited with floating holidays until their return to work. In such cases, floating holidays will be prorated for the year once the employee returns to work. New employees who join the City after the start of the calendar year will receive floating holidays on a prorated basis. Floating holidays are not cumulative and must be taken in the same calendar year credited and do not accumulate or carry over to subsequent years. Section 10. Documentation Regarding Organized Mess In order that all members of each fire company are available at all times to respond to emergencies as quickly and efficiently as possible, and in order to provide for harmony and fellowship among the members of fire companies, there shall be a common organized mess at each fire station to which all bargaining unit employees assigned to that station shall be required to contribute on a daily basis. The Captain on each shift at each station shall normally make all assignments as to the duties to be performed by those employees in regard to the common mess. The Employer shall not be responsible for financially supporting or otherwise paying the cost of any on duty meal. Employees may be exempted from the common mess only for valid medical or religious reasons that have been verified to the City's satisfaction. This provision is intended to satisfy Internal Revenue Service requirements as to the existence of a requirement that employees contribute to an organized mess. 13