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Section 30. Miscellaneous 30.1 Deferred Compensation Program All employees are eligible to participate in the Employer's deferred compensation program. Any employee who chooses to participate in a deferred compensation plan shall pay the administrative fee,if any,the Employer 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 Department-issued leather helmets are to remain with each individual at retirement. 30.3 EMT Certification Emergency Medical Technician("EMT")certification is a mandatory condition of employment for fire suppression personnel. The Department will provide all necessary training and testing relating to the recertification process at no cost to employees.If an employee does not successfully complete the EMT re-certification process provided by the Department, the employee will have six (6) months to meet recertification requirements or be subject to termination for failure to meet position standards. The expenses,in such cases,will be the responsibility of the employee. The six(6)month grace period, if requested,may be extended due to course availability but,employees must enroll and participate in the first available course. 30.4 Staffing The parties agree that the desired minimum staffing is(3)personnel assigned to each type one engine company and a minimum of four(4)personnel assigned to each truck company within the Department. The 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 for 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 MOU modifies any company staffing agreements unique to each City. 30.5 Fire Prevention Seniority Seniority for all current Fire Prevention personnel will be determined by their date of appointment into a full time Fire Inspector or Hazardous Material Inspector position with Livermore or Pleasanton. 42