HomeMy WebLinkAboutIAFF Collective Agreement.pdf
2013 – 2019
COLLECTIVE AGREEMENT
between the
CITY OF MAPLE RIDGE
and the
MAPLE RIDGE FIREFIGHTERS' LOCAL 4449
OF THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
(i)
2013 – 2019
COLLECTIVE AGREEMENT
between the
CITY OF MAPLE RIDGE
and the
MAPLE RIDGE FIREFIGHTERS' LOCAL 4449
OF THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
INDEX
ARTICLE PAGE
1. TERM OF AGREEMENT ............................................................................................. 1
2. UNION SECURITY...................................................................................................... 2
3. RATES OF PAY .......................................................................................................... 2
4. ACTING PAY .............................................................................................................. 3
5. TEMPORARY OUT-OF-SCOPE ASSIGNMENT ............................................................ 3
6. PROBATIONARY PERIOD .......................................................................................... 3
7. SENIORITY ................................................................................................................ 4
8. PROMOTIONS .......................................................................................................... 4
9. POSTINGS ................................................................................................................. 4
10. HOURS OF WORK AND OVERTIME .......................................................................... 4
10.01 Hours of Work ......................................................................................... 4
10.02 Extra Shifts ............................................................................................... 6
10.03 Overtime .................................................................................................. 6
10.04 Emergency Callouts ................................................................................. 6
10.05 Application of Articles 10.02, 10.03 and 10.04 ....................................... 6
10.06 Instructor’s Pay ........................................................................................ 7
11. BENEFITS ................................................................................................................. 7
11.01 Medical Services Plan of B.C. ................................................................... 7
11.02 Extended Health Care Plan ...................................................................... 7
11.03 Dental Plan .............................................................................................. 7
11.04 Group Life Insurance ............................................................................... 8
11.05 Accidental Death and Dismemberment (AD&D) ..................................... 8
11.06 Participation ............................................................................................ 8
11.07 Premiums ................................................................................................. 8
11.08 Sick Leave ................................................................................................ 8
INDEX (cont'd)
ARTICLE PAGE
(ii)
11. BENEFITS (cont’d)
11.09 Long Term Disability Plan ........................................................................ 10
11.10 Workers’ Compensation .......................................................................... 10
11.11 Municipal Pension ................................................................................... 11
12. ANNUAL VACATION ................................................................................................. 11
12.01 Entitlement .............................................................................................. 11
12.02 General .................................................................................................... 13
13. STATUTORY HOLIDAYS ............................................................................................. 14
14. LEAVES ..................................................................................................................... 15
14.01 Union Leave of Absence .......................................................................... 15
14.02 Compassionate Leave .............................................................................. 15
14.03 General Leave .......................................................................................... 15
14.04 Court Duty ............................................................................................... 15
14.05 Jury and Witness Leave ........................................................................... 16
14.06 Maternity/Parental Leave ....................................................................... 16
14.07 Benefit Provision During Leaves of Absence ........................................... 19
15. LAYOFF AND RECALL ................................................................................................ 19
16. TERMINATION OF EMPLOYMENT ............................................................................ 21
17. GRIEVANCE PROCEDURE ......................................................................................... 21
18. UNION REPRESENTATION ........................................................................................ 23
19. HUMAN RIGHTS ....................................................................................................... 23
20. UNIFORMS ............................................................................................................... 23
21. JOINT LABOUR-MANAGEMENT COMMITTEE .......................................................... 24
22. INDEMNIFICATION ................................................................................................... 24
23. TRAINING ................................................................................................................. 24
SCHEDULES
SCHEDULE “A” Rates of Pay ................................................................................................ 26
SCHEDULE “B” Residual Items ............................................................................................. 30
1.
COLLECTIVE AGREEMENT
BETWEEN THE:
CITY OF MAPLE RIDGE
(hereinafter called the “Employer”)
PARTY OF THE FIRST PART;
AND THE:
MAPLE RIDGE FIREFIGHTERS' LOCAL 4449
OF THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
(hereinafter called the “Union”)
PARTY OF THE SECOND PART.
PREAMBLE
The City of Maple Ridge is an Employer within the meaning of the Labour Relations Code;
The Union is certified by the Labour Relations Board to represent employees of the Fire Department
employed by the Employer except the Fire Chief, Deputy Fire Chief(s), Assistant Fire Chiefs, Paid On-Call
Firefighters or other office staff, and those excluded by the Labour Relations Code;
The Employer and the Union agree to abide by the terms set out in this Agreement. The Union further
agrees that it will at all times instruct its members to act in accordance with the terms contained in this
Agreement. The Employer agrees that in exercising the functions of management, the provisions of this
Agreement will be carried out.
The terms and conditions of this Agreement shall apply to all employees of the Department as
specifically provided for in the certificate of bargaining authority granted to the Union, and as varied
from time to time by mutual agreement through collective bargaining or by the Labour Relations Board.
THIS AGREEMENT shall constitute the wages and working conditions for the employees in respect of
whom the Union is so certified.
1. TERM OF AGREEMENT
This Agreement shall be for the term of seven (7) years and shall have effect from 2013
January 01 and expiring 2019 December 31 and shall continue and remain in full force and
effect from year to year thereafter unless either party, within four (4) months immediately
preceding the date of expiry of this Agreement, or the 31st day of December in any
subsequent year, gives to the other party written notice to commence collective bargaining.
2.
In the event neither party gives to the other party written notice to commence collective
bargaining ninety (90) days before the expiry of this Collective Agreement, notice shall be
deemed to have been served by the Union on that date.
Should either party give written notice to commence collective bargaining, this Agreement
shall continue in full force and effect, and neither party shall alter the terms of this Agreement
until:
(a) a strike or lockout has commenced; or
(b) a new Collective Agreement has been negotiated;
whichever occurs first.
The operation of Sub-Sections 50(2) and 50(3) of the Labour Relations Code shall be
specifically excluded from, and shall not be applicable to this Agreement.
2. UNION SECURITY
(a) All present employees who are now members of the Union shall remain members of
the Union. All new employees shall become members of the Union by the pay period
immediately following completion of thirty (30) calendar days of employment. All
employees who become members of the Union shall remain members of the Union as
a condition of employment provided that no employee shall be deprived of
employment by reason of loss of membership in the Union for reasons other than
failure to pay the regular Union dues that all other members of the Union are required
to pay to the Union.
(b) The Employer agrees to deduct from the pay of each employee covered by this
Agreement an amount equal to the regular monthly Union dues and any general,
bargaining unit-wide assessment(s), as determined by the Union; provided that each
employee has, upon joining the Union, signed a form supplied by the Union
authorizing the said deduction. The Employer shall remit the dues deducted to the
Union once each month with a statement of the names of employees and the amount
of each deduction.
3. RATES OF PAY
Rates of pay shall be as per Schedule “A” attached to and forming part of this Agreement.
Where the Employer creates a new classification during the term of the Collective Agreement,
the rate of pay shall be discussed with the Union. Where the Union disagrees with the value
assigned to the classification by the Employer, the Union shall have the right to grieve such
value relative to other classifications within this Collective Agreement under the grievance
procedure in this Collective Agreement.
3.
4. ACTING PAY
Any employee covered by this Agreement who is required by the Fire Chief (or designate) to
accept the responsibilities and carry out the duties of a rank higher to that which the
employee normally holds shall be paid at the rate for the higher rank while so acting.
5. TEMPORARY OUT-OF-SCOPE ASSIGNMENT
Where an employee is temporarily assigned to a position outside the scope of this Collective
Agreement, the employee shall be paid at the lowest salary step of the senior position which
provides a minimum increase of five (5) percent over the employee’s regular rate of pay,
provided however, that the rate shall not exceed the top salary step of the senior position.
An employee who is assigned to an out-of-scope position shall continue to accrue seniority for
up to twelve (12) months. Thereafter, the employee shall maintain, but not accrue seniority
until the employee returns to their regular duties.
6. PROBATIONARY PERIOD
(a) Every new employee shall be considered to be on probation until the completion of
twelve (12) months’ service satisfactory to the Fire Chief. Where an employee is
absent for an accumulated total of twelve (12) or more working days during t he
probation period, the Employer may extend the probationary period by the total
number of days the employee was absent. The probationary period may also be
extended by mutual agreement between the Employer and the Union.
(b) During the period of probation the employee’s suitability for continued employment
shall be assessed on the basis of factors such as:
(1) conduct,
(2) quality and quantity of work,
(3) ability to work harmoniously with others, and
(4) ability to meet work standards as set by the Employer
If at any time during this period it can be shown that the employee is unsuitable for
continued employment, his or her employment may be terminated.
(c) Following completion of the probation period, seniority, holiday benefits, and other
perquisites referable to length of service shall date back to the date of hire.
7. SENIORITY
(a) Seniority shall be defined as the length of full-time employment as an employee in the
City of Maple Ridge Fire Department and employees shall acquire seniority retroactive
4.
to the date of employment, upon completion of the Probationary Period as outlined in
Article 6.
(b) In cases where two or more employees are engaged on the same date, the order of
seniority shall be determined based on the employees’ rating during the selection
process, giving the employee with the highest rating the higher seniority.
8. PROMOTIONS
In making promotions, the skill, knowledge, ability and capacity for leadership of the
applicants shall be the primary consideration, and where such factors are equal, seniority as a
full-time employee in the City of Maple Ridge Fire Department, shall be the determining
factor. The promotional process is subject to the conditions of the Letter of Understanding
between the parties dated 2008 March 07.
9. POSTINGS
Any new or vacant full-time position that the Employer intends to fill, shall be posted for
seven (7) calendar days. The posting shall include relevant details, as determined by the
Employer, regarding the position including required qualifications, duties and anticipated
hours of work.
10. HOURS OF WORK AND OVERTIME
10.01 Hours of Work
(a) Fire Suppression Employees
The regular hours of work for employees whose primary responsibilities are fire
suppression shall be an average of 42 hours per week with a schedule of two (2), 10-
hour days followed by two (2), 14-hour nights. The average of forty-two (42) hours is
achieved over a fifty-six (56) day cycle. The Fire Chief shall establish the shift
schedules which may be amended from time to time.
Shift schedules established by the Fire Chief under the above paragraph may vary
from the regular hours for the purposes of transferring employees from one shift to
another due to: cross-shifting, promotion training or coverage for long term
employee absences. Where such variation occurs, the hours worked by any impacted
employees shall not exceed three hundred and thirty-six (336) over the fifty-six (56)
day period. The parties further agree that variations may occur to shift schedules for
the purposes of training by mutual agreement or with prior notice.
Notwithstanding the above, the Fire Chief may implement shifting patterns that vary
from the schedule of two (2) 10-hour days followed by two (2) 14-hour nights for
5.
employees who are designated as “pool employees”. In establishing a pool the
Employer may assign up to eight (8) employees to be included in the pool. Those
employees assigned to the pool shall be the least senior employees. Employees
assigned to work as pool employees shall not be assigned to a permanent shift and
shall not necessarily work a schedule of two (2) 10-hour days followed by two (2) 14-
hour nights rotation; rather they shall be assigned by the Fire Chief as need dictates,
and shall have their hours of work balanced over each fifty-six (56) day cycle as
follows:
(i) hours worked in excess of any scheduled shift (i.e., either preceding or
following a scheduled shift) shall be compensated in accordance with the
terms of Article 10.03 (Overtime);
(ii) hours worked in excess of three hundred thirty-six (336) over any fifty-six (56)
day cycle (except as compensated under (i) above or worked as a
consequence of (iii) below), shall be compensated in accordance with Article
10.02 (Extra Shifts).
(iii) Pool firefighters shall be granted two (2) consecutive twenty-four (24) hour
periods off-shift in each eight (8) calendar day block.
Pool employees will be given the opportunity to backfill for both scheduled and
unscheduled absences on the Platoon system.
(b) Non-Suppression Employees
Hours of work for employees whose primary responsibilities do not include fire
suppression shall be a flexible thirty-seven and one-half (37½) hours per week. The
flexible work week shall be scheduled Monday to Sunday by the supervisor in the
section to which employees are assigned. The schedule shall be posted and, once
posted, shall not be changed by the Employer with less than fourteen (14) days’ notice
prior to the first shift being changed unless the employee agrees to the change. In
scheduling the flexible work week, employees shall not be scheduled to work split
shifts without their prior approval. Each shift worked shall be exclusive of a one -half
(½) hour unpaid meal break.
10.02 Extra Shifts
Where an employee agrees to work or is required by the Employer to work a shift(s) or
portion thereof, in excess of the employee’s scheduled work week, the employee will receive
pay at the rate of one and one-half (1½) times the employee’s regular hourly rate for such
excess hours worked, with a minimum of three (3) hours at the rate of one and one -half (1½)
times the employee’s regular rate of pay.
6.
10.03 Overtime
An employee who is required to work overtime of fifteen (15) minutes or more in excess of
and immediately preceding or following the completion of the employee’s regular duty shift
shall be paid at one and one-half (1½) times the regular hourly rate of the employee for the
first two hours, and two (2) times the regular hourly rate of the employee for all overtime
hours worked beyond two hours, such calculation to include the fifteen (15) minute trigger
period.
10.04 Emergency Callouts
Except as provided in Articles 10.02 and 10.03, an employee reporting for work at the call of
the Employer in response to an emergency alarm, shall be paid at the rate of two (2) times the
employee’s regular rate of pay for all hours worked in response to the call, with a minimum of
three (3) hours at the rate of two (2) times the employee’s regular rate of pay. For purpo ses
of calculation, the employee shall be paid for the travel time from home to the duty station
but not from the duty station to home, up to a maximum of one-half (½) hour. The three (3)
hour minimum includes the paid travel time.
Notwithstanding the above paragraph, where an employee is called out under this Article
10.04 on a Statutory Holiday as defined in Article 13 the employee shall be compensated at
three (3) times their regular rate of pay. The balance of the above paragraph shall apply
unchanged.
10.05 Application of Articles 10.02, 10.03 and 10.04
(a) An employee who is on duty and who agrees to work immediately following the
completion of their regular shift shall be compensated in accordance with Article
10.02 (Extra Shifts) above.
(b) An employee who is on duty and who is required to work immediately following the
completion of their regular shift shall be compensated in accordance with Article
10.03 (Overtime) above.
(c) An employee who is not on duty and who agrees to work or is required to work in
excess of their scheduled work week, shall be compensated in accordance with Article
10.02 (Extra Shifts) above.
(d) An employee who is not on duty and who is required by the Employer to report for
duty immediately, shall be compensated in accordance with Article 10.04 (Emergency
Callouts) above.
10.06 Instructor’s Pay
When an employee is required by the Employer to instruct beyond the requirements of the
employee's job description or beyond what is part of the employee's normal job func tions,
7.
that employee shall be paid one (1) hour's pay at straight time for each shift or part shift that
the employee is so required to instruct.
11. BENEFITS
11.01 Medical Services Plan of B.C.
Each full-time employee and their eligible dependants shall be entitled to coverage under the
Medical Services Plan of B.C. effective the first day of the calendar month following one (1)
month of continuous employment. The Plan includes coverage for the spouse and dependant
children of the employee.
11.02 Extended Health Care Plan
Each full-time employee and their eligible dependants shall be entitled to coverage under the
Extended Health Care Plan effective the first day of the calendar month following three (3)
months of continuous employment.
The Extended Health Care Plan has a lifetime maximum of one million dollars ($1,000,000.00)
per person, an annual deductible of one hundred dollars ($100.00), and includes, among other
benefits, coverage for vision care with a maximum payable of four hundred and fifty dollars
($450) per person in a twenty-four (24) month period, eye exams payable at $100.00 per
person in a twenty-four (24) month period, hearing aids, diabetic equipment and supplies,
orthopedic shoes, and ostomy. The plan also includes total coverage of up to one thousand
five hundred dollars ($1,500.00) payable per person per calendar year for the services of any
one or any combination of the following practitioners: Psychologist, Chiropractor,
Naturopath, Physiotherapist, Massage Therapist, Acupuncturist, Speech Language Pathologist
and Podiatrist, all subject to the provisions of the Plan.
11.03 Dental Plan
Each full-time employee and their eligible dependants shall be entitled to coverage under the
Dental Plan effective the first day of the calendar month following three (3) months of
continuous employment.
The Dental Plan includes coverage for eligible expenses as follows, all subject to the provisions
of the Plan:
(a) Basic Dental Services (Plan ‘A’) - The Plan will pay one hundred percent (100%) of the
approved schedule of fees.
(b) Prosthetics, Crowns and Bridges (Plan ‘B’) - The Plan will pay seventy percent (70%) of
the approved schedule of fees.
(c) Orthodontics (Plan ‘C’) - The Plan will pay fifty percent (50%) of the approved schedule
of fees. The lifetime maximum shall be four thousand five hundred dollars
($4,500.00) for adults and dependent children as defined by the Plan.
8.
11.04 Group Life Insurance
Each full-time employee shall be entitled to coverage under the Group Life Insurance Plan
effective the first day of the calendar month following three (3) months of continuous
employment. The Group Life Insurance benefit shall have a coverage level of two times (2X)
the employee’s annual salary, rounded to the next highest thousand dollars ($1,000) and is
subject to the provisions of the Plan.
11.05 Accidental Death and Dismemberment (AD&D)
Each full-time employee shall be entitled to coverage under the AD&D Plan effective the first
day of the calendar month following three (3) months of continuous employment. The AD&D
Insurance benefit shall have a coverage level of two times (2X) the employee’s annual salary,
rounded to the next highest thousand dollars ($1,000) and is subject to the provisions of the
Plan.
11.06 Participation
Employees are not required to participate in the Benefits Plans in Articles 11.01 to 11.03 if the
employee is already covered by a similar plan, provided the employee advises the Employer in
writing of such coverage. Subsequent enrollment of the employee or dependent(s) in a
Benefit Plan is subject to the provisions of the specific Benefit Plan. Enrollment in the Benefit
Plans in Articles 11.04, 11.05 and 11.09 is mandatory for all employees.
11.07 Premiums
The Employer will pay one hundred percent (100%) of the premiums for the Medical,
Extended Health, Dental, Group Life and AD&D plans in Article 11.01 – 11.05 above.
11.08 Sick Leave
(a) Accumulated Sick Leave Plan
(1) Suppression Employees
A suppression employee shall earn sick leave credits on the basis of eighteen
(18) hours per calendar month effective from the date of hire to a maximum
accumulation of two thousand one hundred and eighty-four (2,184) hours
(one hundred and eighty-two (182) shifts). Where Sick Leave credits are
earned for less than a full calendar month, the eighteen (18) hour credit shall
be prorated.
Non-Suppression Employees
A non-suppression employee shall earn sick leave credits on the basis of
eleven and one-quarter (11.25) hours per calendar month effective from the
date of hire to a maximum accumulation of one thousand nine hundred and
fifty-one (1,951) hours (two hundred and sixty-one (261) shifts). Where Sick
9.
Leave credits are earned for less than a full calendar month, the eleven and
one-quarter (11.25) hour credit shall be prorated.
(2) A deduction shall be made from an employee’s accumulated sick leave credits
for all time absent on authorized paid sick leave.
(3) An employee shall receive their regular hourly rate of pay for all hours absent
on authorized sick leave under this Accumulated Sick Leave Plan for as long as
the employee has unused sick leave credits or until they are eligible for long
term disability coverage after one hundred eighty-two (182) calendar days,
whichever comes first.
(4) Employees shall not earn sick leave credits while absent on any unpaid leave
of absence. Sick leave credits earned by an employee who is absent on Sick
Leave or WorkSafeBC leave shall not be credited to the employee unless the
employee returns to work for at least four (4) consecutive duty shifts.
(b) General Sick Leave Provisions
(1) An employee who is unable to report to work due to illness shall notify the
Employer as soon as possible prior to the beginning of each shift.
(2) Any person requesting sick leave with pay under 11.08(a) or (b) or sick leave
without pay may be required to produce a certificate from a duly qualified
medical practitioner licensed to practice in the Province of British Columbia
certifying that such person is unable to carry out their assigned duties due to
illness. The Employer may require the employee to have a Functional Abilities
Assessment completed by the employee’s physician who is licensed to
practice in the Province of British Columbia. Where a disability certificate is
required, or where the Employer requires the employee to attend an
independent medical examination, the cost will be paid for by the Employer.
(c) Sick Leave Recovery
An employee who has received sick leave benefits for injuries caused by a third party
shall be obliged, in the event such employee undertakes an action for recovery of
damages against the third party, to seek recovery of the total cost of wages and
benefits paid to the employee while on sick leave. The employee shall be obliged to
reimburse the Employer to the extent that the employee succeeded in recovering
such wages and benefits and the Employer shall reimburse the employee’s sick leave
bank the number of sick days used by the employee in proportion to the total amount
of money recovered. This provision includes claims made to ICBC.
11.09 Long Term Disability Plan
(a) Each employee shall be enrolled in the Long Term Disability Plan effective six (6)
calendar months following the date of employment.
10.
(b) The Long Term Disability Plan is subject to the terms and conditions of the carrier.
The Plan provides 662/3% of the first three thousand dollars ($3,000.00) of an
employee’s pre-disability income plus 50% of the employee’s remaining pre-disability
income, to a monthly maximum of six thousand five hundred dollars ($6,500.00).
Employees are eligible to receive benefits upon the expiry of one hundred eight-two
(182) calendar days.
(c) The employees shall pay the full premiums for the Long Term Disability Plan.
11.10 Workers’ Compensation
(a) Where an employee suffers from a disease or illness or incurs personal injury (which
disease, illness or injury is hereinafter called the "disability") and is entitled to
compensation therefor under the Workers' Compensation Act, the employee shall not
be entitled to use sick leave for time lost by reason of any such disability.
(b) An employee, whose claim for WorkSafeBC temporary disability benefits is accepted
by the WorkSafeBC, shall assign the employee's WorkSafeBC cheque to the Employer
and the Employer shall pay the employee's approximate net salary.
(c) (i) During a period of delay while WorkSafeBC is processing a claim for
WorkSafeBC temporary disability benefits, the Employer will advance “regular
salary” to the employee, provided the employee is eligible for benefits under
the Accumulated Sick Leave Plan or the Long Term Disability Plan. “Regular
salary” is defined as an amount approximately equivalent to the net pay that
an employee would have received for the absence if the absence had been
treated as sick leave under the Accumulated Sick Leave Plan, or the Long Term
Disability Plan, whichever would have been applicable during the absence.
Where the employee has no accumulated sick leave credits or where the Long
Term Disability Plan does not accept the sick leave claim, the employee shall
be entitled to an advance as described above, provided the employee has
sufficient annual vacation or other banked credits to repay the advance.
(ii) Following a decision by WorkSafeBC to accept or disallow an employee’s
claim, the employee shall be entitled retroactively, subject to meeting the
eligibility requirements under the appropriate plan(s), to pay in accordance
with the provisions that are applicable during the delay period. Such pay
combined with any payments from WorkSafeBC shall be used to repay, to the
extent necessary, the advance paid under paragraph (c)(i) above.
(d) Where an employee becomes entitled to Workers' Compensation and payment is not
made for the first day or part day, such day or part day shall be paid by the Employer.
11.11 Municipal Pension
(a) Effective the date of hire, employees shall be covered by the provisions of the
Municipal Pension Plan in accordance with the Municipal Pension Plan Rules.
11.
(b) All employees eligible for enrolment in the Municipal Pension Plan Group 5 shall
receive a supplemental pension allowance (SPA) of 0.56% of pensionable earnings to
be directed to a group tax free savings account (Group TFSA). This payment shall be
recorded on the employee’s biweekly pay cheque.
Note: The Union will be responsible for the administration, activities and costs
incurred for the Group TFSA.
(c) Effective 2015 May 04:
Each employee who is enrolled in Group 5 of the Municipal Pension Plan shall, upon
reaching the maximum retirement age of sixty (60) years, be retired from the Fire
Department effective the end of the calendar month in which the employee reaches
their sixtieth (60th) birthday.
12. ANNUAL VACATION
12.01 Entitlement
(a) Paid annual vacations for all suppression employees covered by this Agreement shall
be allowed as follows:
(i) Employees leaving the service of the Employer in less than twelve (12) months
from the date of appointment shall be granted vacation pay in accordance
with the "Employment Standards Act".
(ii) In the first part calendar year of service, vacations will be granted to
employees on the basis of one-twelfth (1/12) of nine (9) duty shifts for each
month or portion of a month greater than one-half (½) worked by December
31st.
(iii) During the second (2nd) calendar year of service, nine (9) duty shifts.
(iv) During the third (3rd) to and including the tenth (10th) calendar years of service
- thirteen (13) duty shifts.
(v) During the eleventh (11th) to and including the twenty-third (23rd) calendar
year of service except the twenty-first (21st) calendar year of service -
seventeen (17) duty shifts.
(vi) During the twenty-first (21st) calendar year of service - twenty–one (21) duty
shifts.
(vii) During the twenty-fourth (24th) and all subsequent calendar years of service -
twenty–one (21) duty shifts.
12.
(b) Paid annual vacations for all non-suppression employees covered by this Agreement
shall be allowed as follows:
(i) Employees leaving the service in less than twelve (12) months from the date
of appointment shall be granted vacation pay in accordance with the
Employment Standards Act;
(ii) in the first part calendar year of service, vacation will be granted on the basis
of 1/12th (one-twelfth) of fifteen (15) calendar days for each month or portion
of a month greater than ½ (one-half) worked by 31 December;
(iii) during the second (2nd) calendar year of service – fifteen (15) calendar days;
(iv) during the third (3rd) up to and including the tenth (10th) calendar year of
service – twenty-two (22) calendar days;
(v) during the eleventh (11th) up to and including the twenty-third (23rd) calendar
year of service except during the twenty-first (21st) calendar year of service –
twenty-nine (29) calendar days;
(vi) during the twenty-first (21st) calendar year of service – thirty-six (36) calendar
days;
(vii) during the twenty-fourth (24th) and all subsequent years of service – thirty-six
(36) calendar days.
12.02 General
(a) Employees who leave employment after completion of twelve (12) consecutive
months of employment shall receive vacation for the calendar year in which
termination occurs on the basis of one-twelfth (1/12) of their vacation entitlement for
that year for each month or portion of a month greater than one-half (½) worked to
the date of termination.
(b) The Employer may provide pay in lieu of leave for employees in their first part
calendar year of employment.
(c) In all cases of termination of employment for any reason, adjustment will be made for
any overpayment of vacation.
(d) Effective 2015 May 04, employees hired before 2015 March 01 and who retire on the
Municipal Pension Plan shall be entitled to vacation as follows:
(i) If retiring prior to April 1st, they shall receive ½ of their usual annual vacation;
(ii) If retiring on or after April 1st, they shall be entitled to their usual annual
vacation.
13.
(e) Employees who are absent on unpaid leave of absence shall have their annual
vacation pay prorated on the basis of the total time absent.
(f) For the purposes of this Agreement "calendar year" means the twelve-month period
from January 01 to December 31 inclusive.
(g) All annual vacation requests are subject to the approval of the Fire Chief or a
designate.
Effective 2016 January 01:
Vacation shall be scheduled in blocks of 4 shifts at a time. One vacation day shall not
be pre-scheduled during annual vacation picks. This day shall be scheduled at a time
mutually agreed upon time between the Employer and the employee.
(h) Where an employee is unable to take vacation leave earned in a calendar year, the
Employer will provide pay in lieu of such vacation leave as soon as possible in the next
calendar year, at the employee’s regular rate of pay in effect on December 31 of the
calendar year in which the entitlement was earned.
(i) Vacation Pay Adjustment
At the end of each calendar year, each employee shall be entitled to a vacation pay
adjustment equal to the difference between the dollars of vacation pay they received
during the year and a percentage of their earnings during the year. The percentage
shall be equal to the number of shifts of vacation during the year divided by one
hundred and eighty-two (182) for suppression employees and the number of calendar
days of vacation for non-suppression employees divided by three hundred and sixty-
five point two-five days (365.25) for non-suppression employees. For the purpose of
this adjustment earnings shall exclude annual vacation, bonus payments, refunds and
allowance payments.
13. STATUTORY HOLIDAYS
(a) All employees are entitled to the following Statutory Holidays subject to the
provisions of this Article:
New Year's Day British Columbia Day
Family Day Labour Day
Good Friday Thanksgiving Day
Easter Monday Remembrance Day
Victoria Day Christmas Day
Canada Day Boxing Day
and any other day declared by Municipal Council or by the Federal or Provincial
Governments to be a Statutory Holiday.
14.
(b) (1) Employees engaged in a type of work required to be performed continuously
and on every day, including Statutory Holidays, throughout the year shall
receive in each calendar year time off equivalent to one (1) duty shift for each
of the Statutory Holidays listed in paragraph (a) except as provided for under
paragraph (b)(2).
(2) Every employee covered by paragraph (b)(1) shall receive, during the first part
calendar year of employment and during the final part calendar year of
employment, time off equivalent to one (1) duty shift for each of the
Statutory Holidays listed in paragraph (a) which occur during the employee’s
period of employment in such part calendar year.
(c) Requests for time off in lieu of Statutory Holidays shall be submitted to the Fire Chief
for approval. The Employer may pay employees cash in lieu of all or part of their first
year’s Statutory Holiday entitlement.
(d) Any employee covered by paragraph (b) who is required to work on any of the
Statutory Holidays listed in paragraph (a) shall, in addition to the entitlement set forth
in paragraph (b), be paid at the rate of one and one-half (1½) times the regular hourly
rate of the employee for all hours worked on the shift provided the shift commenced
on a Statutory Holiday. Shifts that do not commence on a Statutory Holiday but which
overlap onto a Statutory Holiday are not eligible for any premium payments on such
shifts. The one and one-half (1½) times rate is comprised of the employee’s regular
straight time hourly rate plus an additional fifty percent (50%) premium.
14. LEAVES
14.01 Union Leave of Absence
(a) All applications for leave of absence whether with or without pay shall be granted only
to those official Union representatives whose absence in any specific case does not
interfere with the operations of the Employer.
(b) Upon application to, and upon receiving the permission of the Fire Chief in each
specific case, up to two (2) official representatives of the Union may be granted time
off without loss of pay for the purpose of settling a grievance as outlined elsewhere in
this Agreement.
(c) Upon application to, and upon receiving the permission of the Fire Chief in each
specific case, up to three (3) official representatives of the Union may be granted
leave of absence without loss of pay for the purpose of collective bargaining with the
Employer. The Employer will pay for a maximum of twenty (20) shifts (combined total
for all eligible employees) under this provision.
15.
14.02 Compassionate Leave
(a) An employee may be granted up to four (4) consecutive shifts of leave without loss of
pay, in the case of death or terminal illness of the employee’s spouse (including
common-law spouse and same-sex partner), child, brother, sister, parent, parent-in-
law, grandparent, grandparent-in-law, grandchild, son-in-law, daughter-in-law,
brother-in-law, sister-in-law, or any other relative residing in the employee’s
household.
(b) Where burial occurs outside the Province for any of the above named relatives, an
additional leave without pay may be granted for reasonable traveling time, not to
exceed seven (7) calendar days.
(c) One (1) day’s leave may be granted without loss of pay, to attend a funeral as a
pallbearer.
14.03 General Leave
The Employer may grant leave of absence without pay and without loss of seniority to any
employee requesting such leave for good and sufficient cause, such request to be in writing
and approved by the Employer. Such approval shall not be withheld unjustly. An employee
will continue to accumulate seniority for up to one month during the leave of absence unless
otherwise agreed to by both the Employer and the Union.
14.04 Court Duty
(a) If an employee is required to attend Court for reasons arising out of the normal
performance of the employee’s duties, time for the attendance that falls outside the
employee’s regular hours of work will be paid as per Article 10.03, Overtime. The
Employer will also cover all reasonable expenses (supported by receipts) incurred by
the employee to attend Court. Any monies received by the employee from the Court
for attendance shall be turned over to the Employer.
(b) Based on the circumstances of the matter, the employee may be assisted by the
Employer’s legal counsel.
14.05 Jury and Witness Leave
(a) An employee who is called for Jury Duty in a Court proceeding or is subpoenaed as a
Crown witness shall be given time off work during the period of such duty. The
employee shall suffer no loss of regular pay for the time so spent and any
remuneration received by the employee for such duty shall be remitted to the
Employer.
(b) Any costs related to the Court appearance (such as transportation, parking and meals)
shall remain the responsibility of the employee. Employees are not required to remit
to the Employer, allowances they receive from the Court for traveling, meals or
related expenses.
16.
(c) In cases where an employee's private affairs have occasioned a court appearance,
such leave to attend at court shall be without pay.
14.06 Maternity/Parental Leave
(a) Length of Leave
(1) Birth Mother
A pregnant employee shall be entitled to up to seventeen (17) consecutive
weeks of maternity leave and up to thirty-five (35) consecutive weeks of
parental leave, all without pay. The parental leave must immediately follow the
maternity leave.
In the event the birth mother dies or is totally disabled, an employee who is the
father of the child shall be entitled to both maternity and parental leave without
pay.
(2) Birth Father and Adoptive Parent
An employee who is the birth father, the adoptive father or the adoptive
mother shall be entitled up to thirty-seven (37) consecutive weeks of parental
leave without pay. The employee shall take the leave within fifty-two (52)
weeks of the child's birth or date the child comes within the care and custody of
the employee.
(3) Extensions - Special Circumstances
An employee shall be entitled to extend the maternity leave by up to an
additional six (6) consecutive weeks' maternity leave without pay where a
medical practitioner certifies the employee is unable to return to work for
medical reasons related to the birth.
An employee shall be entitled to extend the parental leave by up to an
additional five (5) consecutive weeks' without pay where the child is at least six
(6) months of age before coming into the employee's care and custody and the
child is certified as suffering from a physical, psychological or emotional
condition.
In no case shall the combined maternity and parental leave exceed fifty-two (52)
consecutive weeks following the commencement of the leave.
(b) Notice Requirements and Commencement of Leave
(1) An employee who requests parental leave for the adoption or caring of a child
shall be required to provide proof of adoption or birth of the child.
17.
(2) An employee shall provide written notice to the Employer, at least four (4)
weeks in advance, of the intended commencement date of the maternity
and/or parental leave. (In case of adoption of a child, the employee shall
provide as much notice as possible.)
(3) The Employer may require a pregnant employee to commence maternity leave
where the duties of the employee cannot reasonably be performed because of
the pregnancy. In such cases the employee’s previously scheduled leave period
will not be affected.
(4) An employee on maternity leave or parental leave shall provide four (4) weeks'
notice prior to the date he or she intends to return to work.
(5) An employee who wishes to return to work within six (6) weeks following the
actual date of the birth may be required to provide a certificate from a medical
practitioner stating the employee is able to return to work.
(6) Where a pregnant employee gives birth before requesting maternity leave or
before commencing maternity leave, the maternity leave shall be deemed to
have started on the date the employee gave birth.
(c) Return to Work
On resuming employment, an employee shall be reinstated to his or her previous
position or a comparable position and for the purposes of seniority, pay increments and
benefits, referenced in (e) herein, and for vacation entitlement (but not for Statutory
Holidays or sick leave) maternity and parental leave shall be counted as service.
Vacation pay shall be pro-rated in accordance with the duration of the leave and an
employee may elect not to take that portion of vacation leave which is unpaid.
(d) Sick Leave
(1) An employee on maternity leave or parental leave shall not be entitled to sick
leave during the period of leave.
(2) Subject to paragraph (d)(1), an employee on maternity leave or parental leave
who has notified the Employer of his or her intention to return to work
pursuant to paragraph (b)(4) and who subsequently suffers any illness or
disability which prevents him or her from returning to work as scheduled,
whether or not such illness or disability is related to pregnancy, shall be
entitled to sick leave benefits commencing on the first day on which he or she
would otherwise have returned to work.
(e) Benefits
(1) MSP, Dental, EHB, Life Insurance benefits and Accidental Death and
Dismemberment shall continue uninterrupted during the period of time the
employee is on maternity and/or parental leave provided that the employee
18.
makes arrangements prior to commencing the leave to pay his or her share of
the benefit premiums for that period where the premiums are cost-shared.
Where an employee makes arrangements to continue benefits coverage, all
benefits named in this paragraph shall continue.
(2) Pension contributions will cease during the period of the leave. If an employee
is eligible to buy back this service, the buyback will occur in accordance with the
Municipal Pension Plan Rules.
(f) Supplementary Employment Insurance Benefits
(1) Birth mothers who are entitled to maternity leave and who have applied for
and are in receipt of Employment Insurance benefits are eligible to receive
SEIB Plan payments.
(2) Subject to the approval of the Employment Insurance Commission, birth
fathers who, due to the death or total disability of the birth mother, have
applied for and are in receipt of Employment Insurance maternity benefits are
eligible to receive SEIB Plan payments.
(3) The SEIB Plan is intended to supplement the Employment Insurance benefits
received by employees while they are temporarily unable to work as a result
of giving birth.
(4) The SEIB Plan payment is based on the difference between the Employment
Insurance benefit plus any other earnings received by an employee and
ninety-five percent (95%) of their gross weekly earnings and is paid as follows:
(1) for the first six (6) weeks, which includes the two week Employment
Insurance waiting period; and
(2) up to an additional eleven (11) weeks will be payable if an employee
continues to receive Employment Insurance benefits and is unable to
work due to a valid health reason related to the birth and provides the
Employer with satisfactory medical evidence.
(5) The Plan meets the requirements of Section 38 of the Employment Insurance
Regulations, specifically that, when combined with an employee's weekly
Employment Insurance benefit, the payment will not exceed the claimant's
normal weekly earnings from employment and an employee's accumulated
leave credits will not be reduced.
(6) Income tax rules or regulations may require a payback of Employment
Insurance earnings, depending upon the tax rules in effect at the time an
employee is receiving benefits. Under the SEIB Plan, the Employer does not
guarantee any specific level of earnings but rather are liable only for the
payment of the benefit as described above. The Employer, under no
19.
circumstance, will be responsible for any paybacks arising from changes to or
the application of the tax regulations.
14.07 Benefit Provision During Leaves of Absence
All health and welfare benefits terminate for any unpaid leave of absence in excess of four (4)
weeks, other than those listed in Article 14.06(e).
15. LAYOFF AND RECALL
(a) Layoffs
In the event of a layoff, the Employer shall designate the position(s) to be eliminated
and the incumbent employee(s) shall be laid off unless the employee is qualified (has
the skill, knowledge and ability) to perform the work of another position and has
greater seniority than the incumbent of such position as follows:
(1) the employee may bump laterally (at the same pay level) into the position
occupied by the employee with the least seniority;
(2) the employee may bump downward (at a lower pay level) into the position
occupied by the employee with the least seniority.
Where the employee is unable to bump, or elects not to bump, the employee shall be
laid off. An employee who is bumped by another employee shall have the same rights
to bump under this Article.
(b) Advance Notice of Layoff
Except in cases of inclement weather, strikes, lockouts or other circumstances beyond
the control of the Employer, the Employer shall notify employees, who have acquired
seniority rights, and who are to be laid off, at least eight (8) duty shifts prior to the
effective date of layoff. If the employee has not had the opportunity to work during
the eight (8) duty shifts referred to above, the employee shall be paid for those days
for which work was not made available.
(c) Recall
Employees shall be recalled to positions for which they are qualified (as defined
above), in the order of their bargaining unit-wide seniority.
No new employees shall be hired following a layoff until those who were laid off have
been given a reasonable opportunity of recall as follows:
The Employer shall make every reasonable attempt to contact
employees in order of seniority, and employees shall be recalled in
such order providing they are qualified to perform the available work
20.
and providing they respond within the stipulated time limits. Each
employee on layoff will be responsible for keeping the Employer
advised of a current address and telephone number where the
employee can be contacted for Recall. If the Employer is unable to
contact the employee by telephone, notice of Recall shall be delivered
by couriered letter to the employee's last address in which case the
employee shall have 72 hours from the time of delivery of the notice
of Recall to respond. The 72 hour time period shall not include time
on weekends or Statutory Holidays. An employee shall report to work
at the time specified by the Employer except where the employee is
unable to report to work due to circumstances beyond the
employee’s control.
An employee who fails to respond to a notice of Recall shall drop to
the bottom of the Recall list.
An offer of employment to replace another employee who is absent shall not be
considered a Recall and may be declined by a laid off employee without penalty.
(d) Seniority
Laid off employees shall maintain but not accumulate seniority and shall not be
entitled to or earn benefits while on layoff. An employee recalled within twelve (12)
months shall be credited with their previous service for determining seniority and
length of service for perquisites. An employee shall lose seniority and right of recall if
continuously laid off for a period of more than twelve (12) consecutive months.
16. TERMINATION OF EMPLOYMENT
Employees shall give the Employer a minimum two weeks’ written notice of resignation,
except by mutual consent.
17. GRIEVANCE PROCEDURE
During the term of this Agreement, any difference concerning the dismissal, discipline or
suspension of an employee or the interpretation, application, operation or any alleged
violation of this Agreement, including any question as to whether any matter is arbitrabl e,
shall be finally and conclusively settled without stoppage of work in the following manner.
(a) Grievance Procedure
Meeting with Assistant Fire Chief
An employee with a complaint shall first raise it with the appropriate Assistant Fire
Chief within ten (10) calendar days of being made aware of the incident giving rise to
21.
the complaint. The Assistant Fire Chief shall meet and discuss the complaint with the
employee and provide a response within ten (10) calendar days of the date the
employee raised the matter. The purpose of the meeting is to review the
circumstances giving rise to the incident and to determine whether the complaint can
be satisfactorily resolved without using the formal grievance procedure.
If the employee is not satisfied with the Assistant Fire Chief’s response, the Union may
choose to advance the complaint to Step 1 of the formal grievance procedure. It is
the employee’s responsibility to discuss the matter with a representative of the Union
in a timely manner.
Step 1
The Union may submit the grievance in writing to the Fire Chief or designate within
fourteen (14) calendar days of being made aware of the Assistant Fire Chief’s
response in the preceding paragraph. The Fire Chief shall provide a written response
within ten (10) calendar days of receipt of the grievance.
Step 2
If the matter is not resolved in Step 1, the Union may pursue the grievance by
referring the matter to the Chief Administrative Officer (CAO) or designate within ten
(10) calendar days of receipt of the Fire Chief’s response. The CAO or designate shall
meet with the Union and provide a written response within ten (10) calendar days
from the date the matter was referred to the CAO or designate.
Step 3
If the matter is not resolved in Step 2, either party may refer the dispute to Arbitration
within ten (10) calendar days of receipt of the written response in Step 2.
(b) Policy Grievance - where a dispute involving a question of general application or
interpretation occurs, it shall be submitted at Step 1 of this Article.
Suspension or Dismissal – where a dispute involving the suspension or dismissal of an
employee occurs, it shall be submitted at Step 1 of this Article within seven (7)
calendar days of the date the employee received written notice of such suspension or
dismissal.
(c) Arbitration
The parties shall use a single Arbitrator, unless either party wants a three (3) member
Arbitration Board which shall consist of one (1) nominee appointed by each party and
a Chairperson mutually selected by the two nominees.
Where the parties agree to use a single Arbitrator, the Arbitrator shall be mutually
agreed to and appointed within fourteen (14) calendar days of the date the matter
was referred to Arbitration. If the parties fail to mutually agree to the single
22.
Arbitrator within the fourteen (14) calendar day period, the appointment shall be
made by the Director, Collective Agreement Arbitration Bureau upon the written
request of either party.
Where the matter is to be referred to a three member Board of Arbitration, the party
referring the matter to Arbitration shall advise the other party in writing of the name
and address of its nominee on the Arbitration Board within ten (10) calendar days of
the date the matter was referred to Arbitration. Within ten (10) calendar days
thereafter, the other party shall respond in writing indicating the name and address of
its appointee to the Arbitration Board. The two nominees shall select a third person
who shall be the Chairperson.
If the party receiving the notice fails to appoint its nominee to the Board of
Arbitration, or if the two nominees to the Board of Arbitration fail to agree on a
Chairperson within ten (10) days of their appointment, the appointment of a
Chairperson shall be made by the Director, Collective Agreement Arbitration Bureau
upon the written request of either party.
Each party shall bear the fees and expenses of its nominee to an Arbitration Board and
each party shall bear equally the fees and expenses of the Chairperson or the single
Arbitrator.
The decision of the single Arbitrator or the majority decision of the Arbitration Board
shall be final and binding on both parties.
(d) The time limits stipulated in both the grievance and arbitration procedures may be
extended by mutual consent of the parties.
(e) The Employer shall have the same rights as the Union to file and process a grievance.
18. UNION REPRESENTATION
An employee shall be advised that they may wish to have a Union Representative with
him/her during any investigation which may lead to disciplinary action taken against that
employee that will form part of the employee’s disciplinary record. Further, the Union shall
be notified if verbal disciplinary action is to be taken against an employee in the bargaining
unit and shall be given a copy of any written notification of disciplinary action that will form
part of an employee’s disciplinary record. Where the employee elects not to have a Union
representative present, or where a Union representative is no t available, the absence of a
Union representative shall not affect the Employer's right to impose discipline and shall not be
used in and of itself as a reason to request an Arbitrator to amend or overturn the discipline.
19. HUMAN RIGHTS
The Employer and Union agree that any form of discrimination under the prohibited grounds
of the B.C. Human Rights Code shall not be tolerated in the workplace.
23.
20. UNIFORMS
(a) The Employer shall issue to all Firefighters the following items of uniform clothing:
(i) upon completion of training: 8 short sleeved station shirts, 1 long sleeved
dress shirt, 1 trouser – dress pant, 4 trousers – station pant, 1 belt/buckle, 1
tunic, 1 pair station boots, 1 forge cap with cap badge, 2 ties, 1 Station Jacket
(multi-use: reversible high visibility shell, crested fleece liner with removable
sleeves), 8 t-shirts, 1 job shirt and 2 pair shorts or sweat pants.
(ii) once every year: 2 short sleeved station shirts, 2 trousers – station pant, 4 t-
shirts, 1 job shirt and 1 pair shorts or sweatpants;
(iii) once every three (3) years: 1 pair station boots;
(iv) once every five (5) years: 1 long sleeved dress shirt, 1 trouser – dress pant, 1
belt/buckle, 1 Station Jacket (multi-use: reversible high visibility shell, crested
fleece liner with removable sleeves).
(b) Further to the uniform issue in item (a) above, the Employer will replace these items
as required as determined by the Fire Chief.
(c) The Employer shall pay for the cleaning of the above items of clothing issue (e xcluding
t-shirts, shorts, sweatpants, station jacket) as required.
21. JOINT LABOUR-MANAGEMENT COMMITTEE
(a) A Joint Labour-Management Committee shall be established comprised of not more
than four (4) representatives appointed by the Employer and not more than four (4)
representatives to be appointed by the Union. The purpose of the Committee will be
to meet and discuss miscellaneous matters related to employment as requested by
either party. Employees shall suffer no loss of pay for attending Committee meetings.
Meetings shall occur on a monthly basis unless otherwise agreed to by the parties.
Minutes of each meeting shall be distributed to each committee member as soon as
possible following each meeting.
(b) The Committee shall not have jurisdiction over wages, or any matter of collective
bargaining, including the administration of this Collective Agreement. The Committee
shall not supersede the activities of any other committee of the Union or of the
Employer and does not have the power to bind either the Union or its members or the
Employer.
24.
22. INDEMNIFICATION
Employees of the Maple Ridge Fire Department are covered by the terms of Maple Ridge
Indemnification By-law No. 5886 – 2000 as amended from time to time.
23. TRAINING
All employees will be required to annually attend two (2) training days. Annually, the Training
Division will consult with the Union to review the next year’s training requirements. The
Training Division will assign the training days for the following year. These days shall be
designated prior to any vacation picks. The rate of pay for these training days shall be at
straight time.
25.
DATED at Maple Ridge, British Columbia, this 13th day of April, 2016.
THE CITY OF MAPLE RIDGE: THE MAPLE RIDGE FIREFIGHTERS’ LOCAL 4449
OF THE I.A.F.F.:
MAYOR
“David Harcus”
“Ceri Marlo”
MANAGER OF LEGISLATIVE SERVICES
“Chris McKee”
26.
SCHEDULE "A"
RATES OF PAY
CITY OF MAPLE RIDGE
AND THE
MAPLE RIDGE FIREFIGHTERS' LOCAL 4449 OF THE I.A.F.F.
Effective 2013 January 01 – 2019 December 31
Key: A = Effective 2013 January 01 –April 21 F = Effective 2016 January 01 – December 31
B = Effective 2013 April 22 – December 31 G = Effective 2017 January 01 – December 31
C = Effective 2014 January 01 – December 31 H = Effective 2018 January 01 – December 31
D = Effective 2015 January 01 – May 03 I = Effective 2019 January 01 – December 31
E = Effective 2015 May 04 – December 31
Effec. Hourly Monthly
Class Title Index Date Rates Salaries
Firefighter/Inspector:
- 1st 6 months 70% A 27.24 4974
B 27.24 4974
C 27.92 5098
D 28.62 5226
E 28.62 5226
F 29.33 5356
G 30.06 5490
H 30.81 5627
I 31.58 5768
- 2nd 6 months 75% A 29.18 5329
B 29.18 5329
C 29.91 5462
D 30.66 5599
E 30.66 5599
F 31.43 5739
G 32.21 5882
H 33.01 6029
I 33.84 6180
27.
SCHEDULE “A” (cont’d) Page 2
Key: A = Effective 2013 January 01 –April 21 F = Effective 2016 January 01 – December 31
B = Effective 2013 April 22 – December 31 G = Effective 2017 January 01 – December 31
C = Effective 2014 January 01 – December 31 H = Effective 2018 January 01 – December 31
D = Effective 2015 January 01 – May 03 I = Effective 2019 January 01 – December 31
E = Effective 2015 May 04 – December 31
Effec. Hourly Monthly
Class Title Index Date Rates Salaries
- 2nd year 80% A 31.12 5684
B 31.12 5684
C 31.90 5826
D 32.70 5972
E 32.70 5972
F 33.52 6122
G 34.35 6274
H 35.21 6431
I 36.10 6592
- 3rd year 90% A 35.02 6395
B 35.02 6395
C 35.89 6555
D 36.79 6719
E 36.79 6719
F 37.71 6887
G 38.65 7059
H 39.62 7235
I 40.61 7416
- 4th year 100% A 38.91 7105
B 38.91 7105
C 39.88 7283
D 40.88 7465
E 40.88 7465
F 41.90 7652
G 42.95 7843
H 44.02 8039
I 45.12 8240
28.
SCHEDULE “A” (cont’d) Page 3
Key: A = Effective 2013 January 01 –April 21 F = Effective 2016 January 01 – December 31
B = Effective 2013 April 22 – December 31 G = Effective 2017 January 01 – December 31
C = Effective 2014 January 01 – December 31 H = Effective 2018 January 01 – December 31
D = Effective 2015 January 01 – May 03 I = Effective 2019 January 01 – December 31
E = Effective 2015 May 04 – December 31
Effec. Hourly Monthly
Class Title Index Date Rates Salaries
- 10th year (on completion of the 102% A 39.68 7247
employee’s 10th calendar year
of service)
- 10th year (on completion of the 103% B 40.07 7318
employee’s 10th calendar year C 41.07 7501
of service) D 42.10 7689
E 42.10 7689
F 43.16 7882
G 44.23 8078
H 45.34 8280
I 46.47 8487
- 15th year** 106% E 43.33 7913
F 44.41 8111
G 45.53 8314
H 46.66 8521
I 47.83 8734
Lieutenant* 112% A 44.45 8117
B 44.88 8196
C 46.00 8401
D 47.16 8612
E 47.16 8612
F 48.34 8828
G 49.54 9047
H 50.78 9274
I 52.05 9505
29.
SCHEDULE “A” (cont’d) Page 4
Key: A = Effective 2013 January 01 –April 21 F = Effective 2016 January 01 – December 31
B = Effective 2013 April 22 – December 31 G = Effective 2017 January 01 – December 31
C = Effective 2014 January 01 – December 31 H = Effective 2018 January 01 – December 31
D = Effective 2015 January 01 – May 03 I = Effective 2019 January 01 – December 31
E = Effective 2015 May 04 – December 31
Effec. Hourly Monthly
Class Title Index Date Rates Salaries
Captain* 122% A 48.41 8841
B 48.89 8928
C 50.11 9151
D 51.37 9381
E 51.37 9381
F 52.65 9616
G 53.96 9855
H 55.32 10102
I 56.70 10354
* These positions use the 10th year firefighter rate as a base. The remainder are based on the 4th
year firefighter rate.
** This position is effective 2015 May 04 and applies to those Firefighters who:
(a) have completed 15 years of service;
(b) are able to drive and operate all vehicles of the Fire Department fleet; and
(c) have successfully completed and maintained the level, as determined by the Employer,
of the following disciplines:
Confined Space Rescue; and
Technical Rope Rescue; and
Swift Water Rescue.
30.
11651533 28F-2013-D10 – Signed Collective Agreement – Maple Ridge – Fire – 2013-19
SCHEDULE “B”
RESIDUAL ITEMS
With respect to benefit premiums in Article 11.07, see the 2007 Memorandum of Agreement signed
2008 March 07.