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Section 30. Miscellaneous <br /> 30.1 Deferred Compensation Program <br /> All employees are eligible to participate in the Employer's deferred compensation program. Any <br /> employee who chooses to participate in a deferred compensation plan shall pay the administrative fee, if <br /> any,the Employer may require. <br /> Effective July 2, 2016, the City shall contribute 0.5% of the employees' base compensation into a 457 <br /> deferred compensation plan. The contribution is tax-deferred, and counts towards the 457 annual <br /> maximum deferral as designated by the IRS. Employees without an existing 457 account with a City- <br /> sponsored provider must establish one in order to receive the City contribution, but no employee <br /> contribution to the account is required. <br /> 30.2 Helmets <br /> Department-issued leather helmets are to remain with each individual at retirement. <br /> 30.3 EMT Certification <br /> Emergency Medical Technician ("EMT") certification is a mandatory condition of employment for fire <br /> suppression personnel. The Department will provide all necessary training and testing relating to the <br /> recertification process at no cost to employees. If an employee does not successfully complete the EMT <br /> re-certification process provided by the Department, the employee will have six (6) months to meet <br /> recertification requirements or be subject to termination for failure to meet position standards. The <br /> expenses, in such cases, will be the responsibility of the employee. The six (6) month grace period, if <br /> requested, may be extended due to course availability but, employees must enroll and participate in the <br /> first available course. <br /> 30.4 Staffing <br /> The parties agree that the desired minimum staffing is (3) personnel assigned to each type one engine <br /> company and a minimum of four (4) personnel assigned to each truck company within the Department. <br /> The parties agree that four (4) person engine staffing may be appropriate based on Community Risk <br /> Assessment such as geography, potential isolation of personnel during significant incidents, and for <br /> specialized programs (e.g. hazardous materials response). Staffing levels are ultimately at the discretion <br /> of each City,and based on community need,economic conditions and City funding.Nothing in this MOU <br /> modifies any company staffing agreements unique to each City. <br /> 30.5 Fire Prevention Seniority <br /> Seniority for all current Fire Prevention personnel will be determined by their date of appointment into a <br /> full time Fire Inspector or Hazardous Material Inspector position with Livermore or Pleasanton. <br /> 41 <br />