IAFF_Signed_Collective_Bargaining_Agreement_10-1-25_to_9-30-28_searchable.pdf

City of Lakeland Fire Department and

International Association of Fire Fighters Local 4173

Collective Bargaining Agreement for Firefighters, Driver Engineers and Lieutenants

Ending September 30, 2028

TABLE OF CONTENTS

ARTICLE 1. PURPOSE AND INTENT 3

ARTICLE 2. ENTIRE AGREEMENT 4

ARTICLE 3. SEVERABILITY 5

ARTICLE 4. RECOGNITION 6

ARTICLE 5. MANAGEMENT RIGHTS 7

ARTICLE 6. RULES AND REGULATIONS 9

ARTICLE 7. NO DISCRIMINATION 10

ARTICLE 8. IAFF REPRESENTATIVES WITHIN THE LAKELAND FIRE DEPARTMENT 11

ARTICLE 9. COMBINED LABOR MANAGEMENT COMMITTEE 12

ARTICLE 10. DISCIPLINARY ACTIONS AND DISCHARGE 14

ARTICLE 10A FIREFIGHTER ARRESTS 14

ARTICLE 11. HUMAN RESOURCES FILES 16

ARTICLE 12. RESERVED 17

ARTICLE 13. FIRE DEPARTMENT ACCESS 18

ARTICLE 14. RIGHTS OF OFF DUTY UNION REPRESENTATIVES 19

ARTICLE 15. DRIVER BID 20

ARTICLE 16. DUES CHECK-OFF 22

ARTICLE 17. BULLETIN BOARD & DISPLAY CABINET 23

ARTICLE 18. GRIEVANCE PROCEDURE 24

GRIEVANCE FORM 27

ARTICLE 19. ARBITRATION 29

ARTICLE 20. EXCHANGE OF DUTY 31

ARTICLE 21. LAYOFF AND RECALL 33

ARTICLE 22. EDUCATION 35

ARTICLE 23. MILEAGE ALLOWANCE 37

ARTICLE 24. OBSERVATION OF HOLIDAYS 38

ARTICLE 25. DEFERRED HOLIDAY TIME-OFF POLICY 40

ARTICLE 26. VACATION 41

ARTICLE 27. COMPENSATORY TIME 44

ARTICLE 28. MANDATORY OVERTIME POLICY 45

ARTICLE 29. PAY AND BENEFITS 46

ARTICLE 30. SICK LEAVE USAGE 51

ARTICLE 31. HEALTH BENEFITS 52

CITY OF LAKELAND FITNESS-FOR-DUTY CERTIFICATION FORM 56

ARTICLE 31A. SAFETY AND HEALTH 58

ARTICLE 32. RETIREMENT MEDICAL RESERVE 59

ARTICLE 33. RETIREMENT HEALTH SAVINGS ACCOUNT 62

ARTICLE 34. EMPLOYMENT, PROMOTION, DEMOTION & ADMINISTRATIVE REASSIGNMENT 63

ARTICLE 35. STORAGE SPACE 68

ARTICLE 36. DONATION TO A UNION LEAVE BANK 69

DONATION OF ACCRUED LEAVE FORM 70

ARTICLE 37. PENSION 71

ARTICLE 38. HOURS OF WORK AND OVERTIME 75

ARTICLE 38A. MISCELLANEOUS ASSIGNMENTS 77

ARTICLE 39. TERM OF AGREEMENT 83

SIGNATURE BLOCK 84

Page 2 of84

ARTICLE 1. PURPOSE AND INTENT 2025-2028

1 ARTICLE 1. PURPOSE AND INTENT

2 Section 1

3 The purpose of the agreement is to secure workplace peace and efficiency, enabling the

4 Employer and its employees to provide continuing satisfactory services to the citizens of the

5 City, to secure a healthy operation through efficient service and public satisfaction, to

6 establish an orderly and peaceful procedure for the resolution of grievances, and to set forth a

7 basic understanding relative to rates of pay, hours of work and conditions of employment, 8 designed to achieve those goals at a reasonable cost.

9 Section2

10 The employees and management recognize that they are mutually dependent upon one

11 another. Both are committed to public service and the success of that service. This success

12 requires that both management and the employees work together. The Employer, the Union

13 and all employees are convinced that there is no reason why differences that may arise may

14 not be peacefully and satisfactorily adjusted by sincere and patient efforts on the part of all.

15 Section 3

16 The Union agrees that it will cooperate with the Employer through its agents and designated

17 stewards by supporting the Employer's efforts to achieve a fair day's work by the employees

18 covered by this Agreement, to actively combat absenteeism, and all other practices by

19 employees which restrict or tend to restrict productivity. The Union further agrees that it will

20 support the Employer in its efforts to

21 • eliminate waste and damage;

22 • conserve equipment and supplies;

23 • improve standards and efficiency;

24 • prevent accidents; and

25 • strengthen good will.

26 This section is intended to express the purpose of the Agreement, and shall not be considered

27 to impose liability for monetary damages on the Union, in any action in which the Union would

28 not otherwise be liable, nor to impose any obligation on the Employer to make any expenditure

29 not otherwise required by this Agreement.

Page 3 of84

ARTICLE 2. ENTIRE AGREEMENT 2025-2028

1 ARTICLE 2. ENTIRE AGREEMENT

2 Section 1

3 This Agreement constitutes the complete and entire agreement between the Employer and the

4 Union. The parties acknowledge that during the negotiations which resulted in this Agreement, 5 each had the unlimited right and opportunity to make demands and proposals with respect to

6 any subject or matter not removed by law from the area of collective bargaining, and that the

7 understandings and agreements arrived at by the parties after the exercise of that right and

8 opportunity are set forth in this Agreement. Therefore, the Employer and the Union, for the life

9 of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that

10 the other will not be obligated, to bargain collectively with respect to any subject or matter, 11 except as specifically provided in this Agreement.

12 Section 2

13 Should the City exercise any management right, whether reserved to it by law or by this

14 Agreement, the City shall notify the Union of its intended action and, upon timely request, will

15 negotiate with the Union regarding of such action if the exercise of management rights involves

16 wages, hours, terms or conditions of employment. In such cases, the City will engage in good

17 faith negotiations with the Union prior to implementing its decision. In situations not involving

18 wages, hours, or terms or conditions of employment, the City shall not be prohibited from

19 implementing its decision immediately, provided that the City will engage in good faith

20 bargaining regarding the identified impacts associated with the action.

21 Section 3

22 It is further understood and agreed that neither party hereto has been induced to enter into

23 this Agreement by any representations or promises made by the other which are not expressly

24 set forth herein and that this document correctly sets forth the effect of all preliminary

25 negotiations, understandings and agreements and supersedes any previous agreements, 26 whether written or verbal. This contract constitutes the entire agreement and understanding

27 between the parties and shall not be modified, altered, changed or amended in any respect

28 except on mutual agreement set forth in writing and signed by both parties.

29 Nothing in this article shall be construed as a waiver of any of the Union's or Employer's rights

30 as provided for in Chapter 447 Florida Statutes.

Page4 of84

ARTICLE 3. SEVERABILITY 2025-2028

1 ARTICLE 3. SEVERABILITY

2 In the event that any Article or provision of this Agreement is found to be invalid or

3 unenforceable, by reason of any legislation or judicial authority over which the parties have no

4 amendatory power, all other provisions of this Agreement shall remain in full force and effect

5 for the term of this Agreement. Moreover, should any change in wages, hours, or working

6 conditions be required as a result of any subsequently enacted legislation, judicial order, 7 conciliation agreement, or other legal requirement, the City shall give the Union notice of the

8 action it intends to take to comply with such requirement, shall offer to meet and confer with

9 the Union regarding the proposed action, and shall negotiate with the Union regarding the

10 proposed action ifrequested.

11 Nothing in this article shall be construed as a waiver of any of the Union's or Employer's rights

12 as provided for in Chapter 447 Florida Statutes.

Page 5 of84

ARTICLE 4. RECOGNITION 2025-2028

1 ARTICLE 4. RECOGNITION

2 S ti.on 1

3 The Employer hereby recognizes the Union as the sole and exclusive bargaining representative 4 of the employees covered by Section 2 of this Article for the purpose of collective bargaining

5 with respect to rates of pay, wages, hours of employment and other terms and conditions of 6 employment.

7 Section 2

8 The Union is recognized as the sole and exclusive bargaining representative of: All full- time 9 regular, certified employees of the City of Lakeland working only for the Lakeland Fire

10 Department in the following job classifications in both certified bargaining units:

11 • Rank & File - Included: Firefighter/EMT, Firefighter/Paramedic, Driver Engineer/EMT 12 and Driver Engineer/Paramedic.

13 • Rank & File - Excluded: all other employees of the City of Lakeland, and Supervisory 14 Included: Lieutenants

15 • Supervisory - Excluded: all other employees of the City of Lakeland.

Page6 of84

ARTICLE 5. MANAGEMENT RIGHTS 2025-2028

1 ARTICLE 5, MANAGEMENT RIGHTS

2 Section 1

3 Except as expressly limited by any provision of this Agreement, the Employer reserves and

4 retains exclusively all of its normal and inherent rights with respect to the management of its

5 operations, whether exercised or not, as existed prior to the time the IAFF became the

6 bargaining representative of the bargaining unit employees of the Employer. The Employer's

7 past or future failure to exercise any function or right hereby reserved to it, or its past or future

8 exercising of any function or right in any particular way, shall not be deemed a waiver of its

9 future right to exercise such function or right, nor preclude the Employer from exercising the

10 same in some other way not in conflict with the express provisions of this Agreement.

11 Section 2

12 It is agreed that the management of the City alone shall have authority to determine and direct

13 the mode and methods of providing services, without any interference in the management and

14 conduct of the City's business on the part of the IAFF or any of its representatives. Except as

15 expressly limited by a specific provision of this Agreement, the City shall continue to have the

16 exclusive right to take any action it deems necessary or appropriate on the management of its

17 business and the direction of its work force. All inherent and common law management rights

18 and functions which the City has not expressly modified or restricted by a specific provision of

19 this Agreement are retained and vested exclusively in the City. Such rights exclusively

20 reserved to the City shall include, but not be limited to; (a) the right to determine the size and

21 composition of the its working force; (b) to determine the number and type of equipment, 22 vehicles, machinery, materials, products, and supplies to be used and operated, distributed, 23 or discontinued; (c) to hire, retire, promote, demote, evaluate, transfer, suspend, assign, 24 direct, layoff and recall employees subject to the express limitations of this Agreement; (d) to

25 reward or to reprimand, discharge or otherwise discipline employees subject to the express

26 imitations of this Agreement; (e) to maintain and improve the efficiency of employees; (f) to

27 determine job content and minimum training qualifications for job classifications, and the

28 amount and type of work needed; (g) to engage in experimental and developmental projects; (h)

29 to establish new jobs, abolish or change existing jobs, and increase or decrease the number of

30 jobs or employees; (i) to determine the assignment of work; (j) to schedule employees for each

31 shift; (k) to discontinue, transfer, or assign all or any part of its operations; (1) to open new

32 facilities and transfer its operations or any part thereto to new facilities; to make time studies

33 of workloads, job assignments, methods of operation and efficiency from time to time and to

34 make changes based on said studies; (m) to expand, reduce, alter, combine, transfer, assign, 35 cease, or create any job, job classification, department or function for operational purposes;

36 (n) [reserved]; (o) to determine the location, methods, means, and personnel by which

37 operations are to be conducted, including the right to contract or subcontract existing and

Page 7 of84

ARTICLE 5. MANAGEMENT RIGHTS 2025-2028

38 future work; {p) to make or change rules, policies and practices not in direct conflict with the 39 provisions of this Agreement; {q) to introduce new, different or improved methods, means and 40 processes of fire activity, transmission, maintenance, service and operation; (r) to make rules 41 and regulations for the purpose of efficiencies, safe practices and discipline; {s) to determine 42 the amount of overtime, if any, and assignment and requiring of overtime work, {t) to establish

43 safety and security rules; (u) to introduce electronic processing equipment, data gathering 44 equipment, or automated equipment, even though such equipment may displace bargaining 45 unit employees; {v) to alter health plans, insurance carriers, policies, or administrators

46 through which benefits may be provided; {w) to require employees to obey orders of

4 7 supervisory personnel, whether or not such orders are considered by the employee to be in 48 violation of the contract; {x) to correct safety hazards or unsafe working practices or

49 conditions; and (y) to establish terms and conditions of employment, except as expressly 50 modified or restricted by a specific provision of this Agreement.

51 Section 3

52 Nothing in this Agreement shall be construed to limit, control, or affect in any way the

53 relationship between the Employer and its managerial employees or any other individuals 54 employed by the Employer who are not specifically covered by this Agreement.

55 Section4

56 In interpreting this Agreement there shall be a regard for the rights, responsibilities and

57 prerogatives of management. This Agreement shall be construed so as not to restrict the rights, 58 responsibilities and prerogatives of the City except as may be expressly provided in this 59 Agreement or required by operation of law.

60 Sections

61 The City Commission has the exclusive authority to determine the purpose and mission of the 62 City government and the amount of the budget to be adopted by the City Commission.

63 Section 6

64 If in the sole discretion of the City Manager, it is determined that civil emergency conditions 65 exist, including, but not limited to riots, civil disorders, hurricane conditions, or similar 66 catastrophes, the provisions of this Agreement may be suspended by the City Manager during 67 the time of the declared emergency provided that wage rates and monetary benefits shall not

68 be suspended.

69 Section 7

70 Nothing in this article shall be construed as a waiver of any of the Union's or Employer's rights 71 as provided for in Chapter 447 Florida Statutes.

Page 8 of84

ARTICLE 6. RULES AND REGULATIONS 2025-2028

1 ARTICLE 6. RULES AND REGULATIONS

2 Section 1

3 Except as expressly prohibited or limited by a specific provision of this Agreement, the City

4 and the Department shall retain the right to formulate, amend, revise, and/or implement rules, 5 regulations, policies, procedures, and operating bulletins dealing with Departmental

6 operations.

7 Section 2

8 The employees covered hereunder shall comply with all rules, regulations, policies, 9 procedures and operating bulletins of the City and the Fire Department and any amendments

10 thereto.

11 Section 3

12 Should the City and/or the Department exercise its right(s) under Section 1 above, the City or

13 the Department shall provide a copy of any new (or amended) rule, regulation, policy, 14 procedure, or operating bulletin to the Union at least twenty-one (21) calendar days prior to

15 implementation. During the twenty-one (21) day period prior to implementation, the Union

16 may request impact bargaining over the implementation and/or revision of the new rule, 17 regulation, policy, procedure, or operating bulletin. Any request for impact bargaining and the

18 impact bargaining obligation/process shall be in accordance with the Florida Public Employees

19 Relations Act. For the purpose of this Article, hand-delivery, mailing or e-mailing to the

20 President, Vice President, Secretary or Treasurer of Local 4173 shall be deemed service upon

21 the Union.

22 Section4

23 Sections 1, 2 and 3 above shall not restrict the Union from requesting bargaining during the

24 twenty-one (21) day period over the decision to implement any new rule, regulation, policy, 25 procedure, or established past practice, or any revision to an existing rule, regulation, policy, 26 procedure, or operating bulletin where such directly changes wages, hours, or a term or

27 condition of employment as defined by the Florida Public Employees Relations Act and

28 applicable case law. Upon receipt of a such a request to bargain about a proposed modification

29 of wages, hours or conditions of employment, the City agrees to maintain the status quo and

30 withhold implementation of the proposed modification until the bargaining process required

31 under the Florida Public Employees Relations Act has been completed.

Page 9 of84

ARTICLE 7. NO DISCRIMINATION 2025-2028

1 ARTICLE 7. NO DISCRIMINATION

2 With respect to IAFF membership or activities, both parties will respect the rights of the

3 employees, meaning that the unit employees are free to join the IAFF and participate in its

4 activities if they want to, and they are also free as individuals to reject IAFF membership and to 5 refuse to support the IAFF or pay dues to it, without being subjected to any kind of harassment 6 or retaliation. Both parties agree not to unlawfully discriminate against any employee on the 7 basis of any protected class under federal or state law.

Page 10 of84

ARTICLE 8. IAFF REPRESENTATIVES WITHIN THE LAKELAND FIRE DEPARTMENT 2025-2028

1 ARTICLE 8. IAFF REPRESENTATIVES WITHIN THE LAKELAND FIRE DEPARTMENT

2 Section 1

3 Starting from the Effective Date of this Agreement and continuing every year thereafter, the

4 union will maintain a union leave bank for the purpose of enabling union designees, time off

5 for conducting IAFF business, which may include processing grievances or representation of

6 bargaining unit employees in pre-disciplinary hearings or investigations provided that

7 members of the bargaining unit request such representation, and time off to attend

8 professional development conferences, seminars, educational classes, and meetings. These

9 designated individuals will be the only individuals recognized as IAFF Representatives within

10 the bargaining unit.

11 SectiQ!L.2

12 IAFF Representatives shall have the right to request time off to conduct the aforementioned

13 IAFF business provided that such request follows the fire department's vacation and

14 compensatory time policies. Such request shall be made to the Fire Chief or designee and shall

15 not be unreasonably withheld. At no time, shall more than three (3) IAFF representatives be

16 allowed time off from work pursuant to this Article at any one time. Union bank leave shall be

17 used in increments of two (2) hours or greater. Union time off is to be considered excused leave

18 and is to be taken under the Fire Department Vacation and Compensatory Time Policy.

19 Employees designated to attend union related meetings and business requirements shall not

20 be negatively impacted as it relates to the scheduling of overtime opportunities or maintaining

21 position on the department's overtime position listing should union related meetings be

22 scheduled at a time overtime employment is available to the members.

23 Section 3

24 Starting from the Effective Date of this Agreement, up to six (6.0) hours of annual leave per

25 fiscal year may be transferred as deemed necessary by the Union from each IAFF member's

26 annual leave balance at each IAFF member's rate of pay to the IAFF leave bank. Leave taken

27 pursuant to this Article must be taken from the IAFF leave bank at each IAFF Representative's

28 rate of pay. Any currency balance remaining in the IAFF leave bank at the end of the fiscal year

29 shall be transferred to the IAFF leave bank for the following fiscal year. Union leave shall be

30 treated as vacation leave and shall not have a negative effect on the member's FLSA overtime

31 pay.

Page 11 of84

ARTICLE 9. COMBINED LABOR MANAGEMENT COMMITTEE 2025-2028

1 ARTICLE 9. COMBINED LABOR MANAGEMENT COMMITTEE

2 Section 1. Committee Members.

3 A. The IAFF and the City of Lakeland recognize the importance of good labor management

4 relations. The IAFF and the Fire Department shall maintain a joint management

5 committee consisting ofno more than six (6) members; no more than two (2) of whom

6 shall be appointed by the Fire Chief; and no more than four (4) of whom shall be

7 appointed by the IAFF.

8 B. The position of chairperson shall rotate between the IAFF and the City for each

9 meeting.

10 C. A Human Resource representative will attend all meetings.

11 Section 2, Committee Purpose, 12 A. The purpose of the committee shall be to discuss matters affecting the health, safety

13 and working environment of the bargaining unit members and the quality of the fire

14 service to the community, and any other problems of a general nature.

15 B. The committee may make recommendation(s) to the Fire Department administration

16 concerning issue(s) addressed by the committee. Subjects discussed will not be limited

17 to only those specified in this agreement.

18 C. The committee shall not engage in collective bargaining, have the authority to enter into

19 agreement on matters related to wages, hours, or terms and conditions of employment, 20 or be used in resolution of grievances.

21 Section 3. Meetings.

22 A. The committee shall meet at least twice per year, and more often, if both the IAFF and

23 the City agree. The meeting shall be held upon ten (10} calendar days' notice by the

24 chairperson. The meeting requires a quorum of at least (3) IAFF committee members to

25 commence.

26 B. The meeting may be deemed waived if both parties agree not to meet, or ifno notice of

27 meeting is given.

28 C. All other meetings shall be scheduled by mutual agreement of the parties.

29 D. Meetings shall be scheduled during regular business hours if possible and at an

30 agreeable time. If an employee is on duty while attending the meeting, the employee's

31 pay status will not be affected because of attendance at the meeting.

32 E. Attendance at the meeting by bargaining unit members outside of their regular working

33 hours shall not be deemed as time worked, nor be compensable.

Page 12 of84

ARTICLE 9. COMBINED LABOR MANAGEMENT COMMITTEE 2025-2028

34 F. A City representative who is not in the bargaining unit shall document all meetings.

35 Within seven (7) calendar days, following the meeting, unless an extension of time is

36 requested, the City representative will submit the meeting notes electronically to the

37 IAFF representatives who were in attendance and the Fire Department will post the

38 notes on its intranet site in a manner that is accessible to all bargaining unit employees.

Page 13 of84

ARTICLE 10. DISCIPUNARY ACTIONS AND DISCHARGE 2025-2028

1 ARTICLE 10. DISCIPLINARY ACTIONS AND DISCHARGE

2 The Employer may take disciplinary action up to and including discharge for just cause, 3 including, but not limited to violations of the Fire Department Policy and Procedure Manual 4 and the City of Lakeland Personnel Policies and Procedures Manual. Each employee shall have 5 the option of utilizing the Grievance and Arbitration Procedures in this Agreement only.

6 ARTICLE lOA FIREFIGHTER ARRESTS

7 The following sets the procedures to handle Firefighters (FF) arrested for off-duty misconduct, 8 have information filed by a prosecuting official against them for an offense or violation of law, 9 and/or indicted by a Grand Jury.

10 Following notification by the FF to the Lakeland Fire Department (LFD) leadership staff in 11 compliance with the City's Duty to Notify Policy, the FF will be immediately placed on Paid

12 Administrative Leave not to exceed the firefighter's next two (2) scheduled shifts.

13 This administrative stand-down period will provide time to gather the facts related to the 14 arrest, indictment and/or prosecutorial matter(s). The City will use this time to make an initial 15 assessment of the circumstances regarding the arrest, the FF's conduct on or off the job which 16 may affect his/her reputation and relationship to the job, City policies violated, and negative 17 impact to goodwill in the community.

18 The FF and the IAFF will use this time to gather facts supporting the FF's ability to return to 19 work and to provide relevant information which may not be known.

20 At the conclusion of the two (2) shifts of Paid Administrative Leave, LFD, Human Resources 21 (HR), and City Manager's Office if applicable, will convene a meeting with the FF/IAFF (if

22 requested by FF), to discuss information uncovered in the discovery part of the process. The FF 23 may attend the meeting, if available.

24 This meeting will provide the IAFF and the FF with an opportunity to present facts and/or 25 documentation which justifies a return to work at that time.

26 If in the opinion of LFD Leadership and/or City Management, the FF should not return to work 27 as the charges have yet to be resolved, the FF will be placed on Unpaid Administrative Leave 28 pending the outcome of his/her legal issues. During this time, the FF will be eligible to use any 29 accrued Annual Leave, Compensatory time, and/or saved holiday time to cover the missed

30 scheduled shifts provided he/she notify the supervisor, or HR before the Payroll deadline. The 31 FF will not be eligible for FLSA Overtime.

32 HR and/or LFD leadership must be able to reach the FF by phone once released. The FF must 33 be available to come-in to LFD when requested to do so if permitted under the conditions of 34 release. As a public employee, the FF is held to the same standards and off-duty conduct as if 35 working.

Page 14 of84

ARTICLE 1 0A FIREFIGHTER ARRESTS 2025-2028

36 The FF is required to check-in and provide updates after thirty (30) calendar days, or prior to

37 accrued time ending, whichever comes first. Additional check-ins will occur every thirty (30)

38 calendar days while the FF is on unpaid leave status. These check-ins will allow for an

39 evaluation of the facts, introduction of new evidence to consider, and discussion on whether

40 the employee may return to the workforce or whether employment cannot be continued.

41 Due to the nature of the Criminal Justice System, it may take a long time before a case is

42 brought to final disposition. Each situation will be evaluated on a case-by-case basis and each

43 recommendation will be done with careful attention to the best interests of the City and the

44 employee. The City retains the right to terminate employment for just cause at any time

45 throughout this process.

46 When the employee is on Unpaid Administrative Leave, he/she will no longer accrue leave

47 time, so health benefit premiums are not covered and will involve the full premium (Employee

48 and Employer portion). The employee must contact the City's Risk Management division to

49 discuss payment options and continuation of health coverage.

Page 15 of84

ARTICLE 11. HUMAN RESOURCES FILES 2025-2028

1 ARTICLE 11. HUMAN RESOURCES FILES

2 All employees shall be permitted to access their individual, official personnel files. All items

3 contained in such files shall be available for review, except such matters as may be exempt

4 from public disclosure under the Public Records Act. Such review shall be available to the

5 employee at reasonable times, under the supervision of the designated custodian.

6 Written employee evaluations and reprimands that will be filed in the employee's official

7 personnel file will be signed and dated by the individual who prepares them and signed and

8 dated by all other management personnel who review and approve them including the Chief, or

9 his designee, before they are reviewed with the employee. Any document requiring an

10 employee's signature will be placed in the employee's personnel file as soon as practicable.

11 Employees will add any written comments they wish, date and sign all written evaluations, and

12 reprimands in acknowledgement only that they have read and understand the contents and

13 will be given a copy at that time. Should any additional written comments be added to such

14 documents after employees sign and date the initial copy, then employees will be immediately

15 provided a copy containing the additional comments signed and dated by whomever added the

16 comments and again, employees will add any written comments they wish, date and sign all

17 such amended documents as acknowledgement only that they have read and understand the

18 additional comments. Nothing herein shall preclude any individual from separately

19 maintaining their own files or records, or City records other than the official personnel file, 20 including any records which relate or refer to unit employees. Furthermore, nothing herein

21 shall be construed to limit in any manner the admissibility of any record or document in any

22 arbitral or other proceeding.

23 Employees shall be notified in writing when the City receives a public records request for their

24 personnel file under the Public Records Act. If the identity of the request or reviewing the file is

25 known that will be provided to the employee. This section will not delay or hinder the City's

26 obligation under Chapter 119 to respond to public records requests. Violations of this

27 paragraph are not grievable.

Page 16 of84

ARTICLE 12. RESERVED 2025-2028

1 ARTICLE 12. RESERVED

Page 17 of84

ARTICLE 13. FIRE DEPARTMENT ACCESS 2025-2028

1 ARTICLE 13, FIRE DEPARTMENT ACCESS

2 IAFF /FPF representatives who are not employees of the Employer may be permitted access to

3 the Fire Department for the purpose of administering this agreement and/or under the

4 provisions of the Firefighters' Bill of Rights, and to the public areas of the Fire Department. No

5 such access shall be used for organizational purposes, and no such access shall be permitted

6 to interfere with performance of work. Access to restricted areas may be given upon

7 reasonable advance notice to the Fire Chief or designee, provided that the IAFF/FPF

8 representative must be accompanied by an escort assigned by the Fire Chief or designee.

9 Except as provided in this Article, no access shall be given to the IAFF/FPF representative

10 without the express written consent of the Fire Chief or designee.

Page 18 of84

ARTICLE 14. RIGHTS OF OFF DUTY UNION REPRESENTATIVES 2025-2028

1 ARTICLE 14. RIGHTS OF OFF DUTY UNION REPRESENTATIVES

2 Nothing in this agreement shall abridge the right of any duly authorized representative of the

3 Union, while off duty, to present the views of the Union to the citizens on issues, which affect

4 the welfare of its members as long as they are clearly presented as views of the Union and not

5 of the City of Lakeland.

Page 19 of84

ARTICLE 15. DRIVER BID 2025-2028

1 ARTICLE 15, DRIVER BID

2 Section 1

3 Driver/Engineers / EMT's and Driver/Engineer Paramedics may bid for Driver positions on

4 engines, tower truck/heavy rescue aerials, and rescues that become open through promotions, 5 retirements, etc. Assignment to an engine, ladder truck, heavy rescue, or rescue as the result

6 of a bid does not preclude or prevent a Driver/Engineer/ EMT or Driver/Engineer Paramedics

7 reassignment to another vehicle. Lakeland Fire Department has sole discretion to temporarily

8 or permanently change Driver assignments for any length of time in order to maintain

9 appropriate service levels. The position may be available on the shift that the opening occurs.

10 Seniority and satisfactory performance as defined by the COL Performance Review system will

11 be the factor used when determining bid eligibility for an open Driver position. Seniority will

12 be figured from the date of promotion to Driver/Engineer. In case of multiple same day

13 promotions, bidding positions among new Drivers will be determined by fulltime firefighter

14 hire date. In the case of multiple, same-day hires, bidding position will be determined by

15 employment interview scores.

16 Section2

17 Any Driver wishing to bid on an open position will be required to submit his/her bid on a bid

18 request form to the Battalion Chief once the position is officially open. Truck bids will be

19 conducted over a 72-hour period unless three (3) or more apparatus are open for bid. In that

20 event, a one-day bid may be utilized to fill the positions. Each bid will include a 15-minute

21 window in which Drivers may place their bids.

22 Section 3

23 The bidding Driver realizes that the opening may be on a different shift and different station, 24 therefore requiring a shift and station change. This change will be done at the discretion of

25 management and may not be in accordance with the bidder's pay cycle.

26 Section4

27 Driver Engineers must possess and maintain TRT/USAR certification prior to bidding and for

28 the duration of occupying a driver position on Truck 73 or Tower 15. (Certified in accordance

29 with minimum operations level requirements of NFPA 1670/1006 in the following disciplines):

30 • Rope Rescue Operations

31 • Confined Space Rescue Operation

32 • Trench Rescue Operations

33 • Vehicle/Machinery Rescue Operations

34 • Structural Collapse Rescue Operations

Page 20 of84

ARTICLE 15. DRIVER BID 2025-2028

35 Driver Engineers must possess and maintain ARFF Certification prior to bidding and for the

36 duration of occupying a driver position on ARFF 1, ARFF 2, Engine 71 or Truck 73.

38 Management reserves sole discretion to transfer any Driver on an "as needed" basis in order to

39 maintain the overall quality of the operation of the Lakeland Fire Department.

Page 21 of84

ARTICLE 16. DUES CHECK-OFF 2025-2028

1 ARTICLE 16. DUES CHECK-OFF

2 Section 1

3 The Employer agrees to deduct bi-weekly from the earnings of its employees who have signed

4 individual authorization cards, supplied by the Lakeland Professional Firefighters ("LPF"), and

5 to remit the same to the duly designated officer of the LPF, until such time as the employee

6 resigns his/her membership in the LPF or otherwise revokes his/her dues deduction

7 authorization in writing to the Employer and the LPF with 30 days' advance notice.

8 Section 2

9 Should the dues deduction authorization form executed by any employee conflict with any

10 state or federal law in any respect, the Employer shall be relieved from honoring such

11 authorization.

12 Section 3

13 The LPF agrees that there shall be no liability on the part of the Employer for the collection of

14 any unpaid dues which may be due the LPF from any employee who, because of absence from

15 work or termination of employment, has insufficient wages payable to him/her at the regular

16 time the dues are to be deducted from which to make such deduction. The LPF shall indemnify

17 and save the Employer harmless against any and all claims, demands, suits, judgments, or

18 other forms of liability or expense, that may be incurred or necessitated by reason of action

19 taken or not taken by the Employer for the purpose of complying with any of the provisions of

20 this Article.

21 Section4

22 The Employer shall not be required to collect LPF dues in arrears. Any change in dues made by

23 the LPF will be made effective after a thirty (30) day written notice by the LPF's

24 Secretary/Treasurer or designee to the Employer.

Page 22 of84

ARTICLE 17. BULLETIN BOARD & DISPLAY CABINET 2025-2028

1 ARTICLE 17. BULLETIN BOARD & DISPLAY CABINET

2 Section 1

3 The union may furnish and maintain one Bulletin Board for all bargaining units to be mounted

4 at each Fire Station for the purpose of posting official union notices. The Bulletin Boards are to

5 be "glass" enclosed and lockable. A key for each Bulletin Board should be given to the Fire

6 Chief, or his designee. Copies of union notices should be submitted to the Fire Chief, or his

7 designee, for approval (which shall be determined within 48 hours), and approval will not be

8 withheld if the bulletin concerns official, local union business, such as: Notices of union

9 elections, appointments and results of union elections, notices of union meetings, or other

10 notices concerning union affairs which are not political or controversial in nature. All notices

11 posted shall be signed by a designated Lakeland Fire Department IAFF representative or their

12 alternate as described in Article 8 IAFF REPRESENTATIVES WITHIN THE LAKELAND FIRE

13 DEPARTMENT. The cost of notices and the Bulletin Board shall be borne by the union, except

14 that the City will have City personnel mount the boards in a location approved by the Fire Chief

15 or his Designee.

16 Section 2

17 The union may establish a display case on the first floor of Lakeland Fire Department Station

18 #1. The IAFF will have the ability to place union related and associated items for sale to

19 members and the general public within the display case. Any sales tax associated with sold

20 items and aQditing requirements associated with the sale of approved items will be the sole

21 responsibility of the Lakeland Firefighters Association and/or the IAFF Local 4173. The city of

22 Lakeland or Fire Department shall have no responsibility for the administration of sales, 23 collection, auditing and sales tax remittance. The Lakeland Fire Chief or appointed designee

24 will have the authority to approve and/or disapprove any items displayed within the cabinet.

Page 23 of84

ARTICLE 18. GRIEVANCE PROCEDURE 2025-2028

1 ARTICLE 18. GRIEVANCE PROCEDURE

2 Section 1

3 A grievance is defined as an allegation made during the term of this Agreement that the

4 Employer has violated a specific Article and Section of this Agreement, which includes all

5 mandatory subjects of bargaining contained within the Lakeland Fire Department rules and

6 regulations (Policies and Procedures Manual) and the City of Lakeland Employee Handbook.

7 An action or inaction alleged to be a violation of the Agreement may be grieved on behalf of any

8 and all bargaining unit members that have or may be affected by the action or inaction.

9 Employees who are not members of the IAFF may utilize the Grievance Procedure established

10 by this Article, but the Union is in no way responsible for nonmembers' utilization of this

11 Article.

12 Section 2

13 Under no circumstances shall there be a suspension or slowdown of work, or refusal to follow

14 any instruction, on account of any grievance. Grievances shall be resolved at the lowest

15 supervisory level possible, but only within the customary authority of each succeeding level of

16 supervision. Where a single alleged contract violation impacts multiple employees, either

17 party may file a "class" grievance on behalf of all affected employees, as long as the "class"

18 grievance specifically defines the alleged class of affected employees. Class grievances will be

19 initially introduced at the appropriate step as specified in Step 1 below. No grievance shall be

20 considered unless it is processed in complete accordance with the following Steps. Grievances

21 not timely submitted, or which do not contain the required information and signatures shall be

22 null and void. Grievances resulting from an action or inaction of the Battalion Chief and beyond

23 the authority of the shift officer (Lieutenant) to resolve shall skip Step 1 and go directly to Step

24 2. Grievances resulting from an action or inaction of an Assistant Chief or the Chief of the Fire

25 Department and beyond the authority of the shift officer (Lieutenant) or Battalion Chief to

26 resolve shall skip Steps 1 and 2 and go directly to Step 3.

27 • Step 1 - There shall be a discussion between the employee and his/her shift officer

28 (Lieutenant) concerning the specific Article and section of the Agreement alleged to

29 have been violated within fifteen (15) calendar days of the alleged violation. The

30 employee shall submit a grievance form which has been mutually agreed upon by both

31 parties. The grievance form shall specify the particular Article and Section of the

32 Agreement alleged to have been violated, shall contain a complete and detailed

33 statement of the facts upon which the grievance is based, including the date of

34 occurrence, shall specify the proposed remedy, shall be signed and dated by the

35 bargaining unit employee(s), and by an IAFF officer alleging the violation. If possible, 36 the grievance should be resolved at this level. Upon receipt of the grievance, the

37 Lieutenant, or his/her designee, shall record the date and time the grievance was

Page 24 of84

ARTICLE 18. GRIEVANCE PROCEDURE 2025-2028

received, shall investigate the grievance, and provide a written proposal for resolution of the grievance or a written denial of the grievance within ten (10) calendar days of the date that the grievance was received.

41 • Step 2 - Grievances not resolved in Step 1 shall be submitted in writing to the

Lieutenant's Battalion Chief or his/her designee within ten (10) calendar days of receipt of the Lieutenant's written grievance response. Upon receipt of the grievance, the

Battalion Chief or the Battalion Chiefs designee shall record the date and time the grievance was received, shall investigate the grievance, and provide a written proposal for resolution of the grievance or a written denial of the grievance within ten (10) calendar days of the day the grievance was received. Grievances initially filed at Steps 2 or 3 shall contain the same information as outlined in Steps 1 and 2 and be submitted within fifteen (15) calendar days of the occurrence of the incident(s) alleged to have violated the terms of the Agreement.

51 • Step 3 - Grievances not resolved to the satisfaction of the IAFF in Step 2 shall, within ten (10) calendar days of the date the Battalion Chiefs answer was received, appeal the

Battalion Chiefs determination to the Fire Chief or the Chiefs designee. The Chief or

Chiefs designee shall provide the IAFF with a written proposal for the resolution of the grievance or a written denial of the grievance within ten (10) calendar days of the day the appeal or grievance was received.

57 • Step 4 - If the grievance is not resolved to the satisfaction of the IAFF in Step 3, the IAFF

58 shall, within ten (10) calendar days of the day of the decision by the Chief, or his

59 designee, was received, request in writing the City Manager or designee to review the

60 circumstances, facts and Step 1, Step 2, and Step 3 decisions. The review shall be done

61 within fourteen (14) calendar days of the day the City Manager receives the IAFF's

62 request for review and may include meetings with the IAFF, aggrieved employee, 63 witnesses, and others as deemed appropriate by the City Manager or designee. Within

64 twenty-one (21) calendar days of the day the grievance was submitted to the City

65 Manager or designee, the City Manager or designee will provide the IAFF with the City's

66 final written decision.

67 Section 3

68 Submission to Arbitration. In the event any grievance which has been timely submitted during

69 the term of this Agreement under Section 4 of this Article cannot be satisfactorily adjusted in

70 accordance with Section 2 of this article, either the IAFF or the Employer may demand

71 arbitration by filing a request with the Federal Mediation and Conciliation Service ("FMCS") of

72 the United States or the American Arbitration Association ("AAA''), with a copy to the other

73 side by certified mail, return receipt requested, to submit the names of seven (7) approved

74 regional arbitrators available to hear and decide the question involved. The party wishing to

Page 25 of84

ARTICLE 18. GRIEVANCE PROCEDURE 2025-2028

75 submit a grievance to arbitration must do so within forty-five (45) calendar days ofreceipt by 76 the IAFF of the decision in Step 4, or the right to pursue arbitration shall have been waived.

77 Section4

78 The parties hereto acknowledge the importance of both the time limitations and the

79 requirements for written grievances and appeals expressed in Sections 2 and 3 of this Article, 80 and no grievance shall be considered or deemed to exist that is not reduced to writing in the 81 manner specified, timely filed and pursued at each Step of the grievance procedure, and timely

82 submitted to arbitration. Failure to initiate a grievance or appeal within the time limits in

83 Sections 2 and 3, above, shall be deemed to be acceptance of the decision at that Step. A timely 84 filed grievance not answered by management within the time limit prescribed shall be treated 85 as a denial of the grievance and the grievance may be pursued to the next Step of the grievance

86 procedure. Time limits may not be extended except by written mutual agreement signed by 87 representatives of both parties. The Employer's willingness to go through the grievance

88 procedure and to submit the issue on the merits to an arbitrator shall not be interpreted as a 89 waiver of any issue as to arbitrability. Issues of arbitrability shall be bifurcated from the 90 substantive issue(s) and, whenever possible, determined by means of a hearing conducted by 91 a virtual meeting before an arbitrator mutually agreed upon by the parties or selected through 92 FMCS or AAA specifically for the purpose of deciding the arbitrability issue. The arbitrator 93 shall have ten (10) days from the hearing to render a decision on arbitrability. If the issue is 94 judged to be arbitrable, a different arbitrator will be selected to decide the substantive issue(s) 95 in accordance with the provisions of this Article and Article 19. In order to avoid delay, the 96 party seeking arbitration may request an FMCS or AAA panel prior to a decision on the

97 arbitrability issue.

98 Section 5

99 Absent permission from the Employer, grievances must be processed outside of the schedule.

1 oo Section 6

101 The filing or pendency of any grievance under the provision of this Agreement shall in no way 102 operate to impede, delay or interfere with the right of the Employer to take the action

103 complained of subject, however, to the final disposition of the grievance.

Page 26 of84

GRIEVANCE FORM

GRIEVANCE FORM

INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS LOCAL 4173

and

Grievance/Case No.:

Number of aggrieved individuals:

CITY OF LAKELAND FIRE DEPARTMENT

Date of Grievance:

Date filed:

2025-2028

(To be completed by appropriate supervisor)

Individual Name(s) (attach additional pages as needed):

Employer Representative(s) in Violation:

Witness Name(s):

Department:

Name of Authorized Union I Title: Representative:

Description of grievance. (Who, What, When, Where, Why?) Include all applicable Article(s) and Section(s) of the agreement violated (attach additional pages as needed):

Remedy Requested (attach additional pages as needed):

□ Filed by Employee or □ Filed by Union Representative on behalf of Local or Employee:

Signature Date

Name

Page 27 of84

GRIEVANCE FORM 2025-2028

DISPOSITION OF CASE: (attach additional pages as needed):

Step 1

Shift Officer Date:

(Lieutenant) Name:

IAFF Representative

Received Date:

Name:

Step2 Battalion Chief

Date:

Name:

IAFF Representative Received Date:

Name:

Step 3 Fire Chief or

Date:

designee:

IAFF Representative Received Date:

Name:

Step4 City Manager or

Date:

designee:

IAFF Representative Received Date:

Name:

FINAL DISPOSITION (resolved, submitted to Arbitration, not pursued, lacks merit, etc.):

Forthe Employer: I

I For the Union: I

Page 28 of84

ARTICLE 19. ARBITRATION 2025-2028

1 ARTICLE 19. ARBITRATION

2 Section 1

3 For grievances filed by or on behalf of dues-paying members of the Union, the Union reserves

4 the exclusive right to determine which, if any, grievances are forwarded to arbitration.

5 Section 2

6 Upon receipt of the list of arbitrators from the Federal Mediation and Conciliation Service

7 ("FMCS") or American Arbitration Association {"AAA''}, the party requesting arbitration shall

8 make the first strike from the list of arbitrators. The other party shall strike second, and then

9 each party shall in turn strike one name until only one name remains. This person shall be

10 selected as an impartial Arbitrator.

11 Section 3

12 After receipt of the first panel, either party may reject one (1) complete panel and may request

13 the FMCS or AAA to submit a second list, from which names shall be stricken in accordance

14 with section 2. Nothing in this article shall prevent the parties from agreeing upon a mutually

15 acceptable arbitrator other than one on a panel supplied by FMCS or AAA.

16 Section4

17 The grievance submitted to the arbitrator shall be based exclusively on the written grievance

18 as submitted in Article 18, Section 2, of the Grievance Procedure. If on-duty personnel are

19 subpoenaed to the arbitration hearing, they will be released from duty only for the time

20 required to testify. No more than two employees will be released from duty at a time, unless

21 the Employer authorizes the release of more than two; such authorization shall not be

22 unreasonably withheld. Employees who voluntarily attend arbitration shall not be engaged in

23 compensable work time.

24 Section 5

25 Any decision or award of the arbitrator shall be strictly limited to the interpretation of specific

26 items of this Agreement (as defined in Article 18, Section 1) and to a determination of whether

27 the Employer violated a specific provision of this Agreement as alleged in the written

28 grievance. The arbitrator shall not explicitly or implicitly change, amend, add to, subtract

29 from, or otherwise alter or supplement any of its terms and conditions, nor depart from its

30 terms in rendering a decision. The burden of proof in contract interpretation matters shall be

31 the preponderance of the evidence standard, and the City shall have the initial burden of

32 proving just cause in disciplinary matters. The scope of the arbitrator's decision shall be

33 limited exclusively to the question(s) presented. The arbitrator's decision shall be final and

34 binding upon both parties.

Page 29 of84

ARTICLE 19. ARBITRATION 2025-2028

35 Section 6

36 Grievances may be filed and processed until a new collective bargaining agreement is reached.

37 Section 7

38 Each side shall bear the cost of its own witnesses and representatives. The cost of room

39 accommodations shall be divided equally between the parties. The fees and costs of the

40 arbitrator shall be borne by the non-prevailing party. Any party requesting a transcript will

41 bear its cost, unless otherwise agreed.

42 Section 8

43 The arbitrator shall have no authority, to assess any compensatory…