HomeMy WebLinkAboutContracts & Agreements_142-2026MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF REDLANDS
AND
THE REDLANDS PROFESSIONAL
FiREFiGHTERsAssociATION
UNION LOCAL No.1354, I.A.L i1 i
JULY 1, 2026 - JUNE 30, 2029
MEMORANDUM OF UNDERSTANDING
Between
The City of Redlands
And
The Redlands Professional Firefighters Association
Union Local No. 1354, I.A.F.F.
_luly 1, 2026 - June 30, 2029
Article 1:
Term of Memorandum of Understanding.............................................................................4
Article2:
Preamble..............................................................................................................................4
Article3:
Recognition..........................................................................................................................4
Article4:
Management Rights.............................................................................................................4
Article5:
Discrimination......................................................................................................................4
Article 6:
Grievance Procedure...........................................................................................................4
Article 7:
Prevailing Benefits...............................................................................................................7
Article8:
Productivity..........................................................................................................................7
Article9:
Promotions...........................................................................................................................7
Article 10:
Required Work Hours..........................................................................................................7
Article 11:
Rules and Regulations.........................................................................................................7
Article12:
Safety Practices...................................................................................................................7
Article13:
Savings Clause....................................................................................................................7
Article 14:
No Strike Provision..............................................................................................................7
Article 15:
Equivalent Benefits..............................................................................................................8
Article16:
Lost Firefighter.....................................................................................................................8
Article 17:
Consolidation of Fire Services.............................................................................................8
Article 18:
Salaries.............................................................. ...............................................................
...8
Article 19:
Overtime Compensation......................................................................................................8
Article 20:
Education Incentive Pay......................................................................................................9
Article21:
Certification Pay...................................................................................................................9
Article22:
Longevity Pay......................................................................................................................9
Article 23:
Paramedic Pay.......................................................................... ......................
..................10
Article24:
Call Back Pay....................................................................................................................10
Article 25:
Paramedic Certification......................................................................................................10
Article26:
Uniform Allowance.............................................................................................................10
Article 27:
Bilingual Pay........................................................................
....10
Article 28:
Deferred Compensation Contribution................................................................................10
Article 29:
Payroll Deduction of Dues.................................................................................................11
Article 30:
Medical Insurance..............................................................................................................11
Article 31:
Dental Insurance................................................................................................................13
Article 32:
Life Insurance....................................................................................................................13
Article33:
Vision Care........................................................................................................................13
Article 34:
Wellness Program.............................................................................................................13
Article 35:
Disability Insurance............................................................................................................13
Article 36:
Driver's License Physical Examinations............................................................................13
Article 37:
Modified Duty Policy..........................................................................................................13
Article 38:
Minimum Staffing Levels....................................................................................................14
Article 39:
Personal Exposure Reporting System...............................................................................14
Article40:
Union Activities..................................................................................................................14
Article 41:
Retirement— Public Employees' Retirement System(PERS)...........................................15
Article 42:
Defined Contribution & Contribution Plans........................................................................16
Article43:
Death on Duty....................................................................................................................16
Article44:
Vacation.............................................................................................................................16
Article 45:
Compensatory Time..........................................................................................................17
Article46:
Sick Leave.........................................................................................................................17
Article 47:
Holiday Schedule and Holiday Carryover Prohibition........................................................19
Article 48:
Bereavement Leave...........................................................................................................19
Article 49:
Leave of Absence Without Pay.........................................................................................19
Article50:
Shift Exchange...................................................................................................................20
Article51
Zipper Clause....................................................................................................................20
Article52:
Signatures..........................................................................................................................20
MGM
Article 1: Term of Memorandum of Understanding
Except where expressly stated otherwise herein, the City and Association agree that the provisions
of this Memorandum of Understanding shall become effective July 1, 2026 and expire on June 30,
2029.
Article 2: Preamble
This Memorandum of Understanding (MOU) is entered into by and between the City of Redlands,
hereinafter referred to as "City", and the Redlands Professional Firefighters Association, Local No.
1354, International Association of Firefighters, hereinafter referred to as "Union." It is the purpose
of this MOU to achieve and maintain harmonious relations between the City and the Union; to
provide for equitable and peaceful adjustment of differences which may arise; and to establish
wages, hours, and terms and conditions of employment, as agreed to, for the term of this MOU the
parties hereby agree that the terms of the MOU shall not become effective unless and until approved
by appropriate action of the City Council of the City of Redlands.
Article 3: Recognition
The City recognizes the Union as the exclusive bargaining agent for all safety employees of the Fire
Department (Firefighter, Fire Engineer, and Fire Captain), excludingthe Fire Chief, Deputy Fire Chiefs,
Fire Battalion Chiefs.
Article 4: Management Rights
The authority of the City includes the exclusive right to determine the mission of its constituent
departments, commissions and boards; set standards of service; determine the procedures and
standards of selection for employment and promotion; direct its employees; take disciplinary action;
relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the
efficiency of work or for other legitimate reasons; maintain the efficiency of governmental
operations; determine the methods, means and personnel by which government operations are to
be conducted; determine the content of job classifications; take all necessary actions to carry out its
mission in emergencies; exercise complete control and discretion over its organization and the
technology of performing its work, provided, however, that the exercise and retention of such rights
does not preclude employees or their representatives from meeting and conferring on the effects
that decisions on these matters may have on wages, hours, benefits and working conditions.
Article 5: Discrimination
The City agrees not to discriminate against any employee for their activity on behalf of, or
membership in, the Union and other terms and conditions of employment.
Article 6: Grievance Procedure
Section 6.01. GRIEVANCE DEFINED
A grievance is an alleged violation of this Memorandum of Understanding, the Personnel
Rules or a written City policy.
Section 6.02: PROCEDURE
A. INFORMAL PROCEDURE
The grievant and the City's representative shall make every effort to resolve the grievance at
the lowest level of supervision. Thus, the grievant shall attempt to discuss the grievance with
the immediate supervisor before resorting to the Formal Grievance Procedure, below.
However, if the grievant is unable to resolve the grievance informally before the time period
for filing a Formal Grievance Procedure (ten working days from the date the grievance
allegedly occurred), the grievant must proceed to the Formal Grievance Procedure in
accordance with the time limits therein or he/she will have waived the right to proceed in the
Formal Grievance Procedure.
B. FORMAL GRIEVANCE PROCEDURE
1. First Level of Review
The grievant shall present the formal grievance in writing to his/her supervisor within ten
(10) working days from the alleged occurrence of the violation. The written grievance
shall contain the following information:
a. Name of grievant and job title;
b. Department/Section;
c. Clear and concise statement of the nature of the grievance including the
circumstances and dates involved;
d. The specific provisions of the Memorandum of Understanding, City Policy or
Personnel rules alleged to have been violated;
e. Requested remedy;
f. Name of the grievant's representative, if any; and
g. Date and signature of grievant.
The supervisor shall render a decision and comments in writing and return them to the
grievant within ten (10) working days after receiving the written grievance. If the grievant
does not agree with the supervisor's decision or if no answer has been received within
the specified time period, the grievant shall present the grievance in writing to the
Department Head to his/her designee within ten (10) working days of the date the
supervisor's decision is rendered or should have been rendered pursuant to the specified
time period.
2. Second Level — Department Head Review
The Department Head or his/her designee shall discuss, upon request, the grievance with
the grievant, the grievant's representative if any, and with other appropriate persons. The
Department head or designee shall render his/her decision and comments within ten (10)
working days after receiving the formal grievance. If the grievant does not agree with the
decision reached or if no answer has been received within the specified time period, the
grievant may move the grievance to the next level of the grievance procedure. In order
to do so, the grievant must submit the grievance to the City Manager, along with a written
request that the grievance be considered at the third level, within ten (10) working days
of the date the Department Head's decision is rendered, or should have been rendered,
pursuant to the specified time period.
3. THIRD LEVEL— CITY MANAGER
If the grievance is submitted to the City Manager for review and settlement, the City
Manager may elect the methods he/she considers appropriate for the study of the issues
and shall render a written decision to the parties within ten (10) working days of receipt
the grievance.
4. FOURTH LEVEL —ADVISORY MEDIATION
If the grievance has not been resolved after completion of the fourth level above, either
the Union or the City may request non -binding mediation through the State of California,
OEM
Department of Industrial Relations Mediation and Conciliation Service. This mediation
shall be provided by the State at no cost to either the City, to the employee, or the
Association. This step shall be inapplicable if a cost is to be incurred by any party or
person.
5. FIFTH LEVEL— BINDING ARBITRATION
If the grievance is not adjusted to the satisfaction of the employee under the
procedures set forth in the foregoing sessions, the employee or his designated
representative, if any, within ten (10) working days after the completion of the
last step under the fourth level above, shall submit a written letter to the City
Manager, stating the matter has not been resolved and the intention to invoke
arbitration before a neutral third party. Such statement, along with a copy of
the record of the grievance developed to that point, shall be transmitted to the
City Manager along with the statement of intention for an arbitration hearing.
The Association shall request a list of seven (7) arbitrators from the California
State Mediation and Conciliation Service no later than ten (10) working days
after delivering the letter of intent to invoke arbitration. Upon receipt of the list
of arbitrators, both the City and the Association shall have the opportunity to
informally and mutually agree upon an arbitrator. Should neither side informally
and mutually agree to an arbitrator, each side will begin the process of
alternatively striking names that are unacceptable. Should no name be
acceptable at the end of the striking process, within five (5) working days of the
Association shall request a new list of seven (7) arbitrators from the State of
California Mediation and Conciliation Service and upon receipt of such list, the
striking process shall resume until such time that a mutually agree arbitrator has
been selected by both parties. The cost of the arbitrator fees, including travel
and transcription services shall be equally shared by both the Association and
the City. Each party shall be responsible for their own costs for the arbitration,
including subpoena and witness fees. The final decision of the arbitrator shall be
final and binding upon both the Association and the City, however it is agreed
and understood that the arbitrator does not have the authority to change any
City rule, policy or resolution nor any provision of this agreement.
c. GENERAL PROVISIONS
1. The grievant is entitled to representation of his/her choice at any point in the
grievance procedure.
2. Failure by the grievant to meet any of the specified time lines shall constitute a
withdrawal and waiver of the grievance. Failure by the City to meet any of the
specified time lines shall entitle the grievant to appeal to the next level of review.
3. Since it is important that grievances be processed as rapidly as possible, the number
of days indicated at each level shall be considered as maximum, and every effort
should be made to expedite the process. If the last day of the specified time period
falls on a weekend or a City Hall observed holiday, it shall be moved to the next
working day that City Hall is open. Otherwise, the time specified may be extended
only by mutual written consent.
4. Probationary employees may not grieve a rejection from probation.
5. Employees shall be assured freedom from reprisal for using the grievance procedure.
6. The Personnel Office shall act as a central repository for all grievance records.
7. Failure on the part of an employee or his/her representative to appear for any
scheduled meeting without notification may constitute a withdrawal and waiver of
the grievance.
Article 7: Prevailing Benefits
All terms and conditions of employment set forth in the MOU, including past practices defined as
such by prevailing law and which clarify the meaning of a contract provision, will remain in full force
and effect for the term of the agreement unless modified by mutual agreement of the parties. All
other matters affecting terms and conditions of employment and which constitute actual past
practices defined as such by prevailing law, shall be subject to change during the term of this MOU
either by mutual agreement or by virtue of the meet and confer process and any applicable impasse
resolution procedures being completed.
Article S: Productivity
The City and the Union shall work together in the interest of maintaining and improving efficiency in
all municipal operations, the conservation of materials, supplies, equipment, the improvement in
quality of workmanship and service to the public.
Article 9: Promotions
Employees promoted to positions above the classification of Firefighter shall be advanced in salary
to a minimum of step 3 in that salary range. Upon satisfactory completion of six (6) months probation
they shall be advanced to step 4.
Article I Q: Required Work Hours
The required hours per week for all Fire Department shift personnel shall be fifty-six (56) hours per
week.
Article 11. Rules and Regulations
Rules and regulations shall be a formal part of this agreement. New rules, or changes in rules, shall
be accomplished through the meet and confer process. This meet and confer process will be limited
to changes in said rules and regulations.
Article 12: Safety Practices
The Union supports the City's safety program objectives and agrees to do its utmost to see that its
members cooperate and improve safety practices.
Article 13: Savings Clause
If any provision of this MOU, or the application of such provision, should be rendered or declared
invalid by any court action or by reason of any existing or subsequently enacted legislation, the
remaining parts or portions of this MOU shall remain in full force and effect.
Article 14: No Strike Provision
The Union agrees that it will not authorize, instigate, aid, condone, or engage in any strike, which will
interrupt or interfere with the operation of the City. The Employer places the Union on notice of its
intention and right to terminate any employee who instigates or engages in any strike or work
stoppage which interrupts or interferes with the operation of the City.
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Article 15: Equivalent Benefits
If during the term of this agreement, another Redlands safety unit negotiates an increase to
compensation in the following areas: base salary, tuition reimbursement, education incentive or
leave accrual, such terms shall become applicable to Local 1354 members who shall receive an
equivalent increase in compensation, only if the change in compensation results in a net increase in
total compensation (i.e. the value of City provided benefits) to any unit member in the other safety
unit.
Article 16: Lost Firefighter
The City will inter at Hillside Cemetery, at no cost to the firefighter or his/her family, any active
firefighter who dies in the line of duty, or dies from any diseases that is recognized by the State of
California as being associated with the job of being a firefighter.
Article 17: Consolidation of Fire Services
Should the City consider consolidation of any City fire service that would impact Unit members, the
City agrees to meet and discuss any such plans for changes in the fire service. Notwithstanding the
commitment to meet and discuss any proposed changes in the fire service that would impact Unit
members, the City agrees to meet and confer on any proposed changes in the fire service required
by the Meyers-Milias-Brown Act.
Article 18: Salaries
All unit members shall receive the following: Effective the first full pay period after the City Council
approves this MOU, 2026, all unit members will receive a seven percent (7%) increase to base salary.
1. Effective the first full pay period following July 1, 2027, all unit members will receive a three
percent (3%) increase to base salary.
2. Effective the first full pay period following July 1, 2028, all unit members will receive a three
percent (3%) increase to base salary.
3. Effective the first full pay period after City Council approves this MOU, the City shall eliminate
Step 0 and Step 1 on the salary range for each classification. Additionally, current Step 2 will
be renumbered to Step 1, current Step 3 will be renumbered to Step 2, current Step 4 will be
renumbered to Step 3, and current Step 5 will be renumbered to Step 4. Employees on
Step 0 or Step 1 at that time shall immediately be placed on the new Step 1. For those
employees being advanced to Step 1, service hours for the purpose of receiving their next
merit increase shall not reset.
4. Effective the first full pay period after the City Council approves this MOU, the City shall
establish three new steps (Steps 5, 6, 7) at the top of the salary range for each classification.
Each of the new steps shall be two and a half (2.5%) higher than the preceding step.
a. Advancement to new steps 5, 6, and 7 shall continue to occur upon an employee's
anniversary date.
Article 19: Overtime Compensation
A. Overtime compensation shall be calculated and paid as follows:
B. Overtime pay shall be earned at time and one-half for all hours worked over an FLSA 7-day
period/fifty-three (53) hours per week for shift personnel.
C. Overtime pay shall be earned at time and one-half for all hours worked over forty (40)
hours per week for non -shift personnel.
D. Computation of overtime shall exclude time paid for holidays, vacation, sick leave, military
leave, administrative leave, workers' compensation, and compensatory time off.
E. Compensation for overtime shall be paid the payday following the FLSA 7-day work period
in which the overtime is earned.
Article 20: Education Incentive Pay
Employees may qualify for a seven and one-half percent (7.5%) increase in base salary upon
submitting satisfactory proof of the completion of the following educational requirements:
A. An Associate of Arts or an Associate of Science degree with eighteen (18) fire science units
approved by the Fire Chief; or
B. Fifteen (15) years of sworn fire service and eighteen (18) fire science units as approved by
the Fire Chief; or
C. State Fire Officer Certification or equivalent certification authorized by the State Board of
Fire Services and sixteen (16) fire science units approved by the Fire Chief; or
D. State Fire Inspector Series or equivalent certification authorized by the State Board of Fire
Services and sixteen (16) fire science units approved by the Fire Chief.
Employees may qualify for a ten percent (10%) increase in base salary upon submitting satisfactory
proof of the completion of the following educational requirements: Bachelor of Arts or Bachelor of
Science degree with eighteen (18) fire science units approved by the Fire Chief.
Article 21: Certification Pay
The Fire Chief shall designate up to six (6) unit employees who shall possess and maintain a Fire
Investigator Certification, recognized by the Office of the State Fire Marshall (OSFM), to receive a 5%
increase in base salary. The number of designated employees may be reduced if there are not six
unit members that possess the appropriate certification.
The Fire Chief shall designate up to sixteen (16) unit employees who shall possess and maintain a
Hazardous Materials Technician Certification, recognized by the OSFM, to receive a 2.5% increase in
base salary. The number of designated employees may be reduced if there are not sixteen unit
members that possess the appropriate certification.
Article 22: Longevity Pay
Employees with fourteen (14) years of continuous service with the City shall receive compensation in
the amount of five percent (5%) of base salary, effective at the beginning of the pay period closest
to completion of their fourteenth (14th) year of service.
Employees with nineteen (19) years of continuous service with the City shall receive an additional
three percent (3%), effective at the beginning of the pay period closest to completion of their
nineteenth (19th) year of service.
These longevity percentages shall be compounding. Incentives and leave cash out shall be calculated
based on the combination of base salary and longevity pay.
The change in the manner in which longevity pay is administered and paid shall not result in any
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loss of compensation to any member.
Article 23. Paramedic Pay
All members of Local 1354 (Captains, Engineers and Firefighters) who possess and maintain their
paramedic certification shall receive a paramedic compensation allowance, which shall be equal to
fifteen percent (15%) of Step 5 of the Firefighter Range.
Article 24. Call Back Pay
All employees in the unit who are called back to work from their off -duty period shall be
compensated with six (6) hours minimum at straight time. This compensation shall be over and
above the actual time worked.
Article 25. Paramedic Certification
Paramedic recertification hours shall be considered as overtime and calculated and paid as set forth
in the overtime compensation agreement.
Article 26. Uniform Allowance
Each employee in the unit shall receive a uniform allowance of five hundred dollars ($1100.00) per
year, with $550 paid in January and $550 paid in June. In addition, the City shall provide each
employee in the unit with five (5) shirts upon hire and every two (2) years thereafter. Uniforms
damaged in the line of duty shall be replaced as determined by the Fire Chief.
Article 27. Bilingual Pay
Employees are eligible for bilingual pay in accordance with the City's Bilingual Pay Program and upon
approval by the Department Head and City Manager. Authorized employees shall receive additional
compensation in the amount of fifty dollars ($50) per pay period.
Article 28. Deferred Compensation Contribution
Each January, the City shall make an annual contribution to the 401(a) on behalf of each member in
the amount of up to $1,125 plus 2% of salary. The full contribution amount shall be provided based
on a complete one year of service in the preceding year. For new Unit employees and employees
transferring into the Unit, the amount shall be prorated on a monthly basis for period of service
within Unit in the preceding year. In the event that an employee leaves the Unit, they shall receive
a final contribution in a prorated amount of up to $1,125 + 2% of salary based on their period of
service in their final year in the Unit and shall not receive an additional contribution in January.
On the first day after the last pay period in November, unit members that have a floating holiday
balance of 24 hours, shall deposit the following into the 401(a) plan. Contributions will be made in
the following order up to the IRS maximum allowed:
1. One hundred percent (100%) of available sick time at the end of the year available for buy-
back shall be deposited.
2. One hundred percent (100%) of available floating holiday time shall be deposited.
3. Seventy-five percent (75%) of compensation time shall be deposited.
4. Sixty percent (60%) of vacation time shall be deposited.
Upon service or medical retirement under the PERS retirement plan, unit members shall deposit the
cash value of their vacation, floating holidays, and comp time into the 401(a) program up to the
maximum allowed by law.
Article 29: Payroll Deduction of Does
The City agrees to deduct each pay period, dues and assessments in an amount certified to be current
by the Secretary/Treasurer of the Union from the pay of each member of the unit. The total amount
of deductions shall be remitted each pay period by the City to the Secretary/Treasurer of the Union.
Article 30: Medical Insurance
The City shall contribute directly to CaIPERS on behalf of each employee three hundred and ninety-
seven dollars ($397.00) per month pursuant to Resolution No. 4572, adopted by the City Council on
September 5, 1989. In addition, the City shall contribute an amount through the City's cafeteria plan
that is equal to the difference between the City's PEMHCA minimum contribution and the following
amounts:
COVERAGE LEVEL
TOTAL CITY CONTRIBUTION
EFFECTIVE AUGUST 2026
Employee Only:
$900
Employee Plus One Dependent:
$1,700
Employee plus Two or more Dependents:
$2,200
City contributions to the cafeteria plan may be used toward available cafeteria benefits, including
City medical premiums, expenditures covered under Flexible Spending Accounts, and post -
employment health plan (PEHP). For members of the Defined Class receiving contributions to the
Retiree Medical Trust pursuant to the below the City shall on a pre-tax basis deposit the cash value
of the employee's available cafeteria benefits to the employee's Trust account.
There shall be no cash option for available cafeteria benefits. Unit employees opting out of City
Medical coverage shall receive $350 per month upon written proof of additional coverage.
RETIREE HEALTH
For unit members who qualify as an "annuitant" under PEMHCA, the City will contribute directly to
CaIPERS on behalf of each annuitant three hundred and ninety-seven dollars ($397.00) per month
pursuant to Resolution No. 4572, adopted by the City Council on September 5, 1989.
Applicable only to unit members hired prior to City Council adoption of the 2012-2015 MOU
(October 16, 2012), upon service or disability retirement under the PERS retirement plan, or in the
event of the death of an employee prior to retirement, employees who have served a minimum of
fifteen (15) years of service with the City of Redlands and who qualify as annuitants under PEMHCA,
the City shall contribute to a retiree health savings account the difference between the PEMHCA
minimum and the cost of medical, dental and vision insurance premiums for the employee, spouse,
and eligible dependents ("lifetime health insurance.") Lifetime health insurance shall be at no cost
to the retired employee and shall cover the employee and eligible dependents under a plan equal
11[F'a:
to that provided from time to time to full-time employees. Lifetime health insurance includes
medical, dental, and vision care as provided in the unit MOU.
Unit members hired after October 16, 2012, who achieve fifteen (15) years of service and who
qualify as an annuitant under PEMHCA shall be entitled to a "medical bridge" program for
themselves upon retirement from the City until they become Medicare -Eligible. Under the "Medical
Bridge," the City will contribute to a Retiree Medical Trust as set for the below the difference
between the PEMHCA minimum and the cost of employee -only coverage for the least expensive
equivalent health, vision and dental plan as provided by the City to its then existing unit members
through the CalPERS medical plan until the annuitant reaches the age of Medicare eligibility at which
time the benefit will cease and annuitants will only receive the three hundred and ninety-seven
($397) per month pursuant to Resolution No. 4572 adopted by the City council on September 5,
1989. Unit members who receive the medical bridge program can select coverage for dependents,
however, the additional cost much be paid for by the annuitant and will not be paid for by the City.
RETIREE MEDICAL TRUST
ACKNOWLEDGEMENT. The City acknowledges that Union has entered into an agreement with the
IAFF Medical Expense Reimbursement Plan of the Washington State Council of Fire Fighters
Employee Benefit Trust (hereafter, the "Trust"). The purpose of the Trust shall be to provide for
retiree health expense reimbursement benefits.
DEFINED CLASS OF EMPLOYEES RECEIVING CONTRIBUTIONS. The "Defined Class" of employees
receiving contributions to the Trust, as set forth herein, consists of all employees of the City of
Redlands represented by the Union hired on or after City Council adoption of 2012-2015 MOU
(October 16, 2012). Employees hired prior to October 16, 2012 shall be excluded from Trust
participation.
EMPLOYEE CONTRIBUTION AMOUNT. The City and the Union agree that the City shall withhold a
mandatory contribution of $200.00 per month on a pre-tax basis from the pay of every employee in
the Defined Class and shall transmit such contributions to the Trust pursuant to the requirements
in Section F below. No employee in the Defined Class shall be permitted to opt -out of the mandatory
contributions or receive any portion of the contribution in cash.
EMPLOYER CONTRIBUTION AMOUNT. The City shall make a mandatory employer contribution to
the Trust of two hundred dollars ($200.00) per month on a pre-tax basis for every employee in the
Defined Class. No employee in the Defined Class shall be permitted to opt -out of the mandatory
contributions or receive any portion of the employer contribution in cash.
CONTRIBUTORY RETIREE CONTRIBUTION. For every employee in the Defined Class meeting the
requirements set forth in Section 3 above, the City shall upon the employee's retirement from the
City contribute the Medical Bridge benefit in accordance with the terms set forth in above to the
retiree's Trust account on a pre-tax basis. No employee/retiree in the Defined Class shall be
permitted to opt -out of the mandatory contributions or receive any portion of the Medical Bridge
contribution in cash.
MANDATORY ACCRUED VACATION LEAVE CONTRIBUTION (at Separation other than retirement).
For every employee in the Defined Class, the City shall, upon the employee's separation from the
City, irrevocably contribute to the employee's Trust account on a pre-tax basis, an amount equal in
value to 100% of the payments that would otherwise be paid to the employee for unused vacation
leave under this MOU. No cash out option will be available.
REMITTANCE OF CONTRIBUTIONS. The City shall remit the above contributions and/or accrued
leave payments directly to the Trust for the duration of the Memorandum of Understanding. Those
contributions shall be remitted per pay period, in one aggregate [ACH transfer or wire] directly to
the custodian of the Trust within 30 days of the date the payment would have been payable to the
employee.
REPORTING TO TRUST OFFICE. The City shall electronically submit to the Trust Office a report of
contributing employees for each contribution sent to the Trust, in the format requested by the Trust.
The City hereby acknowledges receipt of the Trust Agreement governing the Trust and will comply
with rules set by the Trust Office regarding reporting and depositing the required contributions set
forth herein.
Article 31: Dental Insurance
The City shall contribute the entire monthly premium for employees and eligible dependents under
the Principal Financial or equivalent dental plan.
Article 32. Life Insurance
The City shall contribute the entire monthly premium for a life insurance policy in the amount of
twenty five thousand dollars ($25,000) for all employees in the unit.
Article 33. Vision Care
The City agrees to contribute the entire monthly premium for members of this unit and their
eligible dependents for a vision insurance plan with VSP Vision or its equivalent.
Article 34. Wellness Program
The City and Union agree to develop a committee to discuss and potentially implement a mutually
agreed upon wellness program.
Article 35: Disability Insurance
The City agrees to provide State Disability Insurance (SDI) to all members of the unit.
Article 36: Driver's License Physical Examinations
The City shall pay for the required physical examinations of employees required by their job
classifications to maintain Class A or Class B driver's licenses. Time spent participating in the required
physical examination will be considered as time worked.
Article 37: Modified Duty Policy
The Union agrees that the City's modified duty policy also applies to members of this unit, with the
stipulation that all modified duty will occur within either the Police or Fire Departments. The City
agrees to enter into discussions concerning modified duty for personnel injured while off duty on a
case by case basis.
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Article 38: Minimum Staffing levels
The City shall maintain a minimum staffing level, utilizing members of Local 1354. Each engine
company will be staffed by three (3) suppression personnel, each truck company will be staffed with
four (4) suppression personnel and each paramedic squad will be staffed with two (2) suppression
personnel. All engine companies shall have one (1) captain, one (1) engineer, and one (1) firefighter
as part of their staffing. All truck companies shall have one (1) captain, two (2) engineers, and one
(1) firefighter as part of their staffing. Any advanced life support (paramedic) unit shall have a
minimum of two (2) paramedics. Any paramedic assessment unit (PAU) shall have a minimum of one
(1) paramedic. The minimum daily staffing levels shall not drop below eighteen (18) personnel
excluding the Battalion Chief.
If during the term of this Agreement, the City is prepared too pen a fifth fire station, the parties agree
to reopen the Agreement to begin meet and confer discussions regarding Article 38, Minimum
Staffing, within no less than three (3) months of the scheduled opening. This reopener shall be
limited to negotiating an increase in minimum staffing to staff a fifth fire station (i.e., the City shall
not make any proposals to decrease or eliminate minimum staffing). The parties understand that
nothing herein requires the City to increase minimum staffing.
Article 39: Personal Exposure Reporting System
The City shall continue to contribute the entire cost of the Personal Exposure Reporting Recording
System developed by the California Professional Firefighters Association and Administered by the
California Firefighter Foundation. The Association shall provide the City with the Personal Exposure
Reporting Recording System annual report.
Article 40. Union Activities
Section 40.01. MEET AND CONFER
A. Local 1354 may appoint members of its union to serve on a bargaining team for the
purpose of meeting and conferring with City officials, however bargaining team members
must be identified prior to bargaining commencing. Release time for bargaining shall be
with the approval of the Fire Chief. Should the department be unable to provide release
time, another bargaining session shall be scheduled at a mutually agreeable time between
the Union and City.
B. Firefighters serving on the bargaining team during their scheduled working hours shall
earn their regular rate of pay during any workday hours that bargaining occurs. Firefighters
not on duty shall not earn pay, including overtime, for meeting and conferring.
Section 40.02: GRIEVANCE HANDLING
A. Local 1354 may appoint members of its union to act as employee representatives for the
purpose of investigating grievances and attending grievance meetings. Release time for
grievance handling shall be with the approval of the Fire Chief. Should the department be
unable to provide release time, another time shall be scheduled that is mutually agreeable
between the Union and City.
B. Firefighters acting as employee representatives for the purpose of grievance handling
during their scheduled working hours shall earn their regular rate of pay during any work
day hours that grievance handling occurs. Firefighters not on duty shall not earn pay,
including overtime, for grievance handling.
Section 40.03: OFFICIAL UNION BUSINESS
A. Each year Local 1354 members may contribute vacation leave hours to create a total bank
of two hundred -forty (240) hours that members may utilize for Official Union Business
Leave, such as attending training or conventions. Official Union Business Leave must be
pre -approved by the Fire Chief and the City Manager.
B. The City agrees to provide release time for one Union representative for up to three
consecutive shifts for the attendance of I.A.F.F. and/or C.P.F. legislative conferences,
I.A.F.F. and/or C.P.F. general conferences and educational seminars.
Section 40. 04. NOTIFICATION OF UNION OFFICIALS
A current list of members making up the Board of Directors, including their term of office,
shall be submitted to the Personnel Office and Fire Chief as changes in Board membership
occur.
Section 40.05: UNION MEETINGS
The Union shall be allowed the use of City facilities to hold union meetings. Represented
employees who are on duty shall be allowed to attend said meetings with approval of the
duty Chief.
Article 41: Retirement — Public Employees' Retirement System (PERS)
A. Only as to unit members hired prior to January 1, 2013 ("Classic Members"), the City shall
provide the following provisions in its contract with the PERS retirement system:
1. 3% @ 50 Retirement Formula
2. Survivor Continuance
3. Highest Single Year
4. All classic unit members, including those employed by the City prior January 1, 2013,
shall individually pay the Government Code section 20678 CALPERS Local Safety
Member Contribution as follows: 9% of "compensation" as defined in the
Government Code.
B. Public Employees Pension Reform Act (PEPRA):
1. PEPRA shall in its entirety be given full force and effect as it may from time to time
exist, as described below.
2. Unit employees newly employed by the City on and after January 1, 2013 ("New
Members"), shall individually pay an initial Member CALPERS contribution rate of
50% of the normal cost rate for the Defined Benefit Plan in which said newly hired
employee is enrolled, rounded to the nearest quarter of 1%, or the current
contribution rate of similarly situated employees, whichever is greater. (Government
Code section 7522.30)
Unit members who are new City employees on and after January 1, 2013, shall
be enrolled in the SAFETY OPTION PLAN TWO (2.7% at 57) (Government Code
section 7522.25(e), with final pensionable compensation (as defined for new
members in Government Code § 7522.34) being determined by reference to the
highest average annual pensionable compensation earned during a period of 36
consecutive months. (Government Code § 7522.32(a).)
C. To the extent permitted by law, retirement contributions herein made by the employees
shall be made on a pre-tax basis.
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Article 42: Defined Contribution & Contribution Plans
A. The City shall make available to Association members a qualified 401a, 401 Defined
Contribution, Defined Distribution plan(s) and a Retirement Health Savings Plan, as
allowed by law. All programs shall be structured in accordance with State and Federal law.
B. For Association members depositing the accrued buy back amounts placed into qualified
plan(s), the City shall make the deposit into the appropriate account on a pre-tax basis.
Article 43: Death on Duty
A, If an employee dieswhile on duty, the City shall calculate compensation forthe entire shift.
The eligible dependents of deceased employees shall be entitled to benefits as follows:
B. Sick leave accruals, lifetime medical insurance and other applicable benefits shall be
calculated and/or compensated according to the eligibility requirements stated in the
current MOU.
C. In the event the deceased employee qualified for a service retirement (i.e. age 50 and with
a minimum of five (5) years of service with the City), the City shall calculate and/or
compensate benefits in the same manner as an employee service retirement.
Article 44: Vacation
A. The vacation accrual for employees in the unit shall be as follows:
1. 24 Hour Shift Personnel
YEARSIMONTHS OF SERVICE
SHIFTS
1— 5 (0-59 MOS)
5
6 — 7 (60-83 MOS)
6
8 — 9 (84-107 MOS)
7
10 —13 (108-155 Mos)
8
14 —15 (156-179 MOS)
9
16 — 20 (180-239)
10.5
20 + (240+ Mos)
11
2. S Hour Shift Personnel
YEARSIMONTHS
OF SERVICE
HOURS
1— 5 (0-59 Mos)
80
6 — 7 (60-83 MOS)
120
8 — 9 (84-107 MOS)
128
10 —11 (108-131 Mos)
136
12 —13 (132-155 Mos)
144
14 —15 (156-179 MOS)
152
16 — 20 (180-239 Mos)
160
21 (240-251 MOS)
168
22 (252-263 Mos)
176
23 (264-275 Mos)
184
24 (276-287 MOS)
192
25 + (288+ Mos)
200
A. Upon five (5) years of service with the City of Redlands, members who have years of service
with another public agency while working in a similar full-time public safety job
classification approved by the Fire Chief will be allowed to count their years of service for
vacation accrual rates.
B. Effective July 1, 2023, employees may accrue a maximum of 528 hours. Once an employee
accrues 528 hours, they will no longer accrue hours until their balance falls below the 528
hours cap. Employees shall be paid for unused vacation at the time of separation.
C. Effective July 1, 2023, employees may accrue a maximum of 528 hours. Once an employee
accrues 528 hours, they will no longer accrue hours until their balance falls below the 528
hours cap. Employees shall be paid for unused vacation at the time of separation.
D. There shall be a limit of eight (8) personnel off for vacation per shift as follows:
L Two (2) Captains,
ii. Two (2) Engineers,
iii. Three (3) paramedics, and
iv. One (1) firefighter.
Article 45: Compensatory Time
A. The City shall provide each employee in the unit with the option of receiving overtime
compensation in the form of compensatory time off (CTO) or cash payment. Employees
shall be authorized to accumulate no more than two hundred -forty (240) hours of CTO
during any calendar year. Should there be an excess of two hundred -forty (240) hours at
the end of the calendar year, all hours over two hundred -forty (240) hours shall be paid
out in cash. All accumulated CTO shall be utilized within twelve (12) months of the time it
is earned.
B. Employees shall be authorized to utilize the accumulated CTO for any purpose. The City
agrees that it is at the discretion of the employee to use compensatory time off in lieu of
vacation or holiday time.
Article 46: Sick Leave
Section 46.01. ACCRUAL
Paid sick leave shall accrue at 5.6 hours per pay period and taken in twenty-four (24) hour
shifts. Employees who work a forty (40) hour week will accrue sick leave at 3.7 hours per pay
period.
Section 46.02. BUY-BACK
A. 24 Hour Shift Personnel
Unit employees with more than seven hundred (700) hours of sick leave accrual may
buy back up to three (3) shifts of sick leave accrual each year, based on the following
schedule:
No sick leave used during applicable period — buy back three (3) shifts.
One (1) shift of sick leave used during applicable period — buy back two (2) shifts.
Two (2) sick leave shifts used during applicable period — buy back one (1) shift.
Three (3) or more shifts of sick leave used during applicable period — no buy back
entitlement.
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2. Unit employees with more than one thousand one hundred (1100) hours of sick leave
accrual may buy back up to six (6) shifts of sick leave accrual each year, based on the
following schedule:
No sick leave used during applicable period — buy back six (6) shifts.
One (1) shift of sick leave used during applicable period — buy back five (5) shifts.
Two (2) sick leave shifts used during applicable period — buy back four (4) shifts.
Three (3) sick leave shifts used during applicable period — buy back three (3)
shifts.
Four (4) sick leave shifts used during applicable period — buy back two (2) shifts.
Five (5) sick leave shifts used during applicable period — buy back one (1) shift.
Six (6) sick leave shifts used during applicable period — no buy back entitlement.
3. The election to sell leave shall be made no later than December 15 of the year prior
to payment. Payment will be made in November of the following year. Elections
made are irrevocable and may not be changed once submitted. A unit member must
meet the hour requirements for the buyback elected at time of payment. If they do
not meet the required hours at the time of payment they will revert to the maximum
buyback for which they qualify.
B. 40 Hour Week Personnel
1. At the end of each calendar year, each employee in the unit may elect to be paid cash
at their prevailing hourly rate for each sick leave day accumulated during the
preceding calendar year, in excess of six (6) sick leave days, to be paid in November of
the following year. A total of one (1) year's accumulation must be on the books prior
to any compensation being paid. This election is irrevocable and may not be changed
once the election is made. Unit members may also choose to accumulate all sick leave
days from year to year to an unlimited amount.
Section 46.03: ACCRUAL PAYMENT UPON RETIREMENT
A. Upon service or medical retirement under the PIERS retirement plan, or in the event of the
death of an employee prior to retirement, employees with less than fifteen (15) years
service with the City may elect one (1) of the following options for payment of unused sick
leave:
1. Convert all remaining sick leave accrued at the time of retirement to cash value at the
final rate of pay and deposit in the Post Employment Health Plan (PEHP) where it can
be used for applicable premiums payable under the City's medical insurance program
for the employee and eligible dependents. In the event that the employee dies prior
to exhaustion of the cash value of said benefits, the remaining cash value may be
applied towards the premiums of covered dependents until exhausted, subject to the
conditions and limitations of the PEHP.
2. At the time of service retirement, disability retirement, or at the death of an active
employee, accrued sick leave may be cashed out at the prevailing hourly rate at three -
percent (3%) for each year of service to a maximum of 100%.
3. At the time of retirement or disability retirement extend service credit equal to one
hundred percent (100%) of accrued sick leave on the books.
4. At the time of service retirement, disability retirement, or at the death of an active
employee, may elect to defer the value of their accrued unused sick leave at the
prevailing hourly rate at three percent (3%) for each year of service with a maximum
of 100% into the City's 457(b) Deferred Compensation Plan, up to the IRS limit, in lieu
of receiving a cash payment. Any unused sick leave accruals eligible for cashout which
exceed IRS limit for457(b) plan shall be paid out pursuant to Section 46.03(A)(2).
B. Upon service or medical retirement under the PIERS retirement plan, or in the event of the
death of an employee prior to retirement, employees who have served a minimum of
fifteen (15) years service with the City, shall be provided lifetime health insurance or the
Medical Bridge in accordance with Article 31, Section D. In addition, affected employees
also have the option of being compensated for unused sick leave on the books at the time
of retirement by either option 2 or 3 above.
Article 47: Holiday Schedule and Holiday Carryover Prohibition
A. Twenty-four (24) hour shift personnel in the unit shall be compensated with fourteen (14)
12-hour holidays per year and two (2) 12-hour floating holidays per year. Effective January
1, 1997, compensation shall be based on 6.46 hours for 26 pay periods. Floating holidays
not used by December 31' of each year will be paid off the following January.
B. Within the first week of December, represented shift personnel shall have the option of
submitting to the Finance Department a declaration of intent to convert their 168 hours
of holiday pay to one hundred sixty eight (168) hours of compensatory time off for the
ensuing calendar year.
C. Non -shift personnel shall receive the same holidays granted to other employees as
established by Council Resolution.
D. Non -shift personnel shall not be allowed to carry over holidays from one calendar year to
another. Floating holidays not taken by December 31 shall be paid off in January of the
following year.
E. Holidays shall be paid at the rate of pay applicable to the shift to which the employee is
regularly assigned and shall include supplemental pay (Paramedic Pay, Educational
Incentive, Certification Pay) which may apply to the specific firefighter. The city will report
to CAPERS the Holiday Cash out amounts. This amount is derived from an employee's left
over holiday cash out amount and paid at regular rate, which includes base payrate,
paramedic pay, and educational incentive pay. The city will report the holiday cash out on
an annual basis to CaIPERS in January of each year.
Article 48: Bereavement Leave
In the case of death in the immediate family, shift personnel will be compensated with forty eight
(48) hours paid leave and hourly employees will be compensated with two (2) days paid leave.
Immediate family shall be defined as the following relatives to either the employee, registered
domestic partner or spouse of the employee: spouse, child (including a foster child or ward of the
court), parent, grandparent, grandchildren, brother and sister.
Article 49: Leave ofAbsence Without Pay
If an employee takes more than five (5) accumulated days of leave without pay in a calendar year,
commencing at the beginning of the sixth (6th) day of leave without pay and any day of leave without
pay thereafter during the calendar year; sick leave and vacation accruals will be adjusted
proportionately to eliminate benefit accruals for any day an employee is on leave without pay.
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Article 50: Shift Exchange
Employees shall have the right to exchange shifts on an "unlimited freedom of trade" basis as long
as the trade does not interfere with the normal operation of the Eire Department. The Fire Chief
shall approve such procedure.
Article 51: Article 52: Zipper Clause
The parties agree that all negotiable items have been discussed during negotiations leading to this
MOU, including salaries and benefits, and conditions of employment and therefore further agree
that negotiations will not be reopened on any item during the life of this MOU except my mutual
agreement or as provided elsewhere in this MOU.
Article 52: Signatures
Redlands Professional
City of Redlands
Firefighters Association
X v-7
Mario Saucedo, Mayor
Matthew Swenson, President
Date
ADOPTED, SIGNED AND APPROVED
this 21st day of July, 2026
X
.7 } q U
Ryan Bristow, Treasurer
Date
ATTEST:
JEANNE DONALDSON, C, Y CLERK