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Supplement to Livermore-Pleasanton Fire Department MOU For Fire Prevention Personnel Page 3. Alternative work schedules can only be offered under three conditions: A. Any such schedule must meet all City and representative payroll department policies in place. B. Any such schedule can only be approved if it does not negatively impact Fire Prevention Bureau customer service. As currently allowed under both partner city, City Manager regulations,customer service impacts and alternative work schedule approval is by final determination of the Fire Chief as Department Head. C. In small work units such as Fire Prevention, the Fire Chief will make alternate work schedules available equally to all Local 1974 represented personnel. If that cannot be done, or if one team member protests the impacts of some personnel having alternative work schedules,the Fire Chief will rotate the availability of alternative work schedules by seniority, per city payroll policy, or cancel their use all together. 6. Acting Fire Marshal Compensation: If the Fire Marshal is unavailable for normal management duties for more than five consecutive, full work days, one Fire Inspector or Hazardous Materials Coordinator will be designated Acting Fine Marshal. For performing the additional duties of supervision and coordination, the Acting Fire Marshal will receive Acting Pay of 5% of their current base hourly wage for each hour worked as Acting Fire Marshal. Acting pay shall start with the first day of the Fire Marshal's absence, that exceeded five consecutive work days. So Agreed: For IAFF Local 1974: For Livermore-Pleasanton Fire Dept: Bruce Ranney,President Deborah Acosta,City Manager /e. 11A Dennis Burns, Negotiating Committee J Peele Ci Manager``'� fel Tim Simpkin ,FPB Representative to 1+rt 'ry, Fire ief Date 9 — 97 p� Date