IAFF MOU 2001 - Laserfiche WebLink

30.3 EMT-FS Certification Emergency Medical Technician FS 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-FS 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 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 Total Compensation includes not only salary, but also a variety of other benefits. Among these benefits, but not exclusively, are contributions or payments made by the Employer toward retirement (PERS), medical insurance, dental insurance, life insurance, vision insurance, disability insurance, uniform allowance, and holiday pay. In addition, there can also be add on costs for different tasks or services performed(e.g. paramedics, hazardous materials). Comparable salaries and benefits will be gathered from similar agencies to determine how Livermore- Pleasanton benchmark classifications compare with comparable positions. The criteria for selecting benchmark agencies within the Bay Area nine-county region will be as follows: A. Have a service population between 100,000 to 200,000; or B. Have a minimum of 100 represented employees in which 8 to 12 fire companies are maintained. The above criteria may be modified to reflect changes in demographics and/or operational structure. The specific classifications selected as the benchmark classes (classifications used for compensation comparisons) will be determined through classification analyses. That is, the duties, responsibilities and minimum requirements for the benchmark classes are comparable among the survey agencies, not merely classification titles. Six (6) months prior to the expiration of the Memorandum of Understanding, LPFD will meet and confer with the Union as to the Agencies from the Bay Area be surveyed. Total Compensation arrays 33