CITY COUNCIL AGENDA PACKET - Laserfiche WebLink

42 If, in the opinion of the Fire Chief, a vacancy in the Department should be filled by an open- competitive examination instead of promotional examination, the Fire Chief shall arrange an open-competitive employment list consistent with the Personnel Rules. B. Demotion Bargaining unit employees who are promoted to a chief officer classification out of the bargaining unit and subsequently demote during their first twelve (12) months of service as a chief officer shall be reinstated to a bargaining unit position in the classification from which they were promoted. Such employees will have all seniority in their former rank restored at the time of demotion but shall not receive any additional rank seniority for the time served in the chief officer classification. Employees who are demoted from a chief officer classification into a bargaining unit position, as well as existing bargaining unit employees demoted to lower classifications within the bargaining unit, will have their overtime factor set to the highest level for their rank assignment, plus one (1) hour. The rank seniority and overtime factor provisions of this section apply to employees who voluntarily demote and those who are involuntarily demoted from their positions during their 12-month promotional probationary period. However, employees who demote after attaining permanent status in their promoted position will be places in an open position in their former classification and will not be credited with any previously earned rank seniority. Such employees -and their overtime factor will be reset as in the paragraph above. Chief officers hired from outside the bargaining unit cannot demote into a fire suppression position within the bargaining unit. They do not have a former fire suppression classification in the bargaining unit to which they may be returned. C. Long-Term Acting Assignments Qualified personnel may be placed in long-term acting assignments to fill long-term vacancies resulting from workers compensation injuries, modified duty assignments, medical leave, or other approved long-term absences. Long-term vacancies are defined as those lasting longer than ten (10) consecutive shifts. Once it is determined that a vacancy will last longer than ten (10) consecutive shifts, a long-term acting assignment may be made to fill the vacancy prior to the tenth shift. Personnel filling long-term acting assignments may be moved across shifts and will receive all pay and benefits of the position to which they are assigned as if promoted to the position. Acting assignments are limited to ninety (90) calendar days when other eligible employees are available, qualified, and interested in the acting assignment. Personnel may rotate into an acting assignment more than once and for longer than ninety (90) days depending on the availability of other employees to fill the acting assignment. Personnel who participate in an acting assignment will receive probationary credit in the higher classification up to a maximum of six (6) months, regardless of the total combined duration of the acting Page 236 of 674