Benefits

Fire
(Benefit Category 005)

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(AR 2.27)

UNIT CODE	005
UNIT REPRESENTATIVE	Phoenix Fire Fighters Association, Local 493, International Association of Fire Fighters (IAFF)
APPROX. # EMPLOYEES	1,604
COMPOSED OF	Firefighter, Fire Engineer, and Fire Captain.
AGREEMENT IN FORCE	7/14/2008 - 7/12/2010
SALARY PLANS	008 (56-hour) 009 (40-hour Staff) 010 (40-hour Non-Staff)
CHANGE FROM 2007 - 2008	5.05% effective 7/14/2008
STEP PROGRESSION	Firefighter: 9 steps; Fire Engineer: 3 steps; Fire Captain: 10 steps for standard class; 6 months at Step 1, then 1 year between steps. Last 2 steps for Firefighter based on years of service. (Art. 3)
WORKING HOURS	24-hour shift/56-hour week or 4- or 5-day/40-hour week. (Art. 4) (AR 2.14)
BENEFIT CATEGORY Return to top	005
PAY
BILINGUAL PAY	All unit members who meet the Fire Department's linguistic skill qualifications and become certified shall receive a premium of $75 per month. Up to 12 unit members who meet the Fire Department's fire station bilingual coordinator linguistic skill qualifications and become certified shall receive a premium of $300 per month. (Art. 3)
CALL OUT (CALL BACK)	3 hours @ 1 ½ x Regular Rate (AR 2.21) (Art. 3)
COMPENSATORY TIME LIMITATION	120 hours for 40-hour employees or 168 hours for 56-hour employees (AR 2.21) (Art. 3)
COURT INTERPRETATION & TRANSLATION	$4 per half-day when exceeds 15-minute minimum, for sustained, word-for-word oral and written assignments. (AR 2.241)
LONGEVITY PAY	Qualify: 7 years continuous unit service. Performance meets job requirements. $80 semi-annually for each year in excess of 5 up to 30th year. (Art. 3) Semi-annual max = $2,000 Annual max = $4,000 Qual: 12/1/08, 6/1/09 Paid: 12/19/08, 6/19/09 Qualifications for longevity pay are made in the base class and will not be affected by movement into or out of assignment positions or positions within the same pay grade. (AR 2.19)
MILEAGE ALLOWANCE	50.5 cents per mile 1/1/2008 - 6/30/2008 58.5 cents per mile 7/1/2008 - 12/31/2008 55.0 cents per mile effective 1/1/2009 (AR 6.21)
OUT-OF-CLASS	Qualifying period of 8 shifts in 12 months; 20 hours min per shift for 56-hour employees. (Art. 3) (AR 2.201)
OVERTIME	1 ½ x Regular Rate emergency call back or hold over; 1 ½ x base wage for constant staffing. (Art. 3)
PAY FOR PART-TIME EMPLOYEES	Part-time employees, (excluding seasonal and temporary employees) may be considered for advancement from pay step 1 to step 2 after completing 1,040 hours of work in step 1. Advancement from pay step 2 to step 3 and each subsequent step in a grade may be considered after 2,080 hours in each step. (Pay Ord. 11m) When working a City holiday, part-time employees, who are non-exempt, shall be paid 1½ x Regular Rate for time worked, up to a max of 8 hours (AR 2.11).
STANDBY	$1.50 per hour (AR 2.21)
UNIFORMS/CLOTHING ALLOWANCE Return to top	$625 annual allowance; plus City pays to the Fire Department $135 per employee per year for additional items as agreed on by the uniform committee. (Art. 5) (AR 2.26)
LEAVE OF ABSENCE
BEREAVEMENT LEAVE	Up to 3 days for death of immediate family member with additional time for air travel if out-of-state. (Personnel Rule 15g)
FAMILY LEAVE	Up to 12 weeks of unpaid leave upon the birth/adoption of a child or to care for a seriously ill immediate family member. (Personnel Rule 15e5)
Dependent Care	Up to 5 incidents/40 hours of unscheduled accumulated vacation or compensatory time per calendar year for the dependent care of an immediate family member without the leave being considered a negative factor. (AR 2.30)
Emergency Family Care	Up to 1 shift (8 or 10 hours) of unscheduled sick leave per incident for sudden illness or accident of an immediate family member, or up to 5 days or 40 hours (additional 2 days if out-of-state travel required) per incident for care of an immediate family member experiencing life-threatening illness or injury. (AR 2.30) (Personnel Rule 15)
Family Leave Management	Employees shall be limited to a maximum of 7 incidents total per calendar year for the combination of Dependent, Emergency, and Non-Emergency Family Care without the leave being considered a negative factor (unless the leave qualifies as FMLA leave). (AR 2.30)
FAMILY/MEDICAL LEAVE	Up to 12 weeks for the birth/adoption of a child, to take care of a seriously ill immediate family member, or employee's serious health condition. This includes maternity leave taken. (AR 2.143) (Personnel Rule 15c7)
HOLIDAYS & PERSONAL LEAVE	11 ½ legal holidays (Art. 5) (AR 2.11)
JURY DUTY	No loss of regular pay -- may keep jury pay. (AR 2.24)
MILITARY TRAINING	An employee must be given time off for up to 240 hours/30 days in any two consecutive years. For National Guard and Military Reserve, only workdays are counted. (AR 2.39)
SICK LEAVE	10 hours per month, unlimited accumulation. (14 hours per month for 56-hour employees) (Personnel Rule 15c) (AR 2.30) For employees who have a 56-hour workweek, accrual rates are calculated by multiplying equivalent 40-hour rate by 1.4. For employees who have a 44-hour workweek, accrual rates are calculated by multiplying equivalent 40-hour rate by 1.1.
Also see "SICK LEAVE PAYOUT AT RETIREMENT" below	Upon the in-line-of-duty death of a City employee, the City will pay the full cash value of accrued sick leave existing at the time of the employee's death. (Pay Ord. 20j)
VACATION	Years of Service Monthly Accrual Rate (based on 8-hour days) Maximum Carryover Maximum Accrual That Can Be Compensated at Separation 0-5th 8 hours 192 hours 240 hours 6th-10th 10 hours 240 hours 300 hours 11th-15th 11 hours 264 hours 330 hours 16th-20th 13 hours 312 hours 390 hours 21st+ 15 hours 360 hours 450 hours New employees must wait 6 months before using vacation. (Personnel Rule 15b) (AR 2.18) For employees who have a 56-hour workweek, accrual rates are calculated by multiplying equivalent 40-hour rate by 1.4. For employees who have a 44-hour workweek, accrual rates are calculated by multiplying equivalent 40-hour rate by 1.1.
VACATION SELL BACK	May be paid up to 80 hours of accrued vacation annually, minimum leave bank required to be maintained: 40-hour, 150 hours; 56-hour, 210 hours. (Semi-annual sell backs up to 40 hours in November and May.) (Art 5) (Pay Ord. 17g)
VACATION PAYOUT -- PUBLIC SAFETY	Employees who have accrued 436 hours of vacation (56-hour), or 312 hours of vacation (40-hour) with 17 years of service can be paid for additional vacation leave for a 3-year period. The employee may receive a one-time extension for up to 3-years. Employee may stop and restart this benefit one time without further qualification up to a max of 6 years total. The employee may request an additional 3-year extension if leave balance is at least 120 hours (56-hour) or 86 hours (40-hour). (Art. 5) (AR 2.171)
VOTING TIME OFF	Maximum time allowable is time necessary to provide 3 consecutive hours between opening of polls and start of work or end of work and closing of polls, as required by state law. Must be requested in writing to supervisor three days prior. (AR 2.16)
WORK HOURS REDUCTION -- FIRE Return to top	Roving fire companies and relief positions provide shifts off on a rotation basis. (Art. 4)
BENEFITS
BEHAVIORAL/MENTAL HEALTH	Provided under one of the three medical insurance plans: CIGNA HMO -- services provided by CIGNA Behavioral Health, (800) 343-2183 Blue Cross Blue Shield HMO -- services provided by Biodyne, (800) 224-2125 Blue Cross Blue Shield PPO -- services provided by BCBS of Arizona, (800) 232-2345
CHILD CARE -- MONTHLY FINANCIAL AID	Monthly assistance with childcare expenses for City employees with a gross household income of $32,500 or less, and one or more children younger than 13 living in the home. Other qualifying criteria will also apply; participants must reapply annually. For information or an application, call the Benefits Office at (602) 262-4777.
DEFERRED COMPENSATION PLAN - 457	Program provides employees with voluntary investment options designed to supplement income at retirement. Employees may choose to defer the lesser of 100% of includable income for 457 deferrals, or $16,500 during calendar year 2009. Contact Nationwide Retirement Solutions at www.phoenixdcp.com or (602) 266-2733, or call the Benefits Office at (602) 256-3282.
DEFINED CONTRIBUTION PLAN - 401(a)	Program provides employees with additional option for tax-deferred retirement savings. Eligible employees may make personal contributions to the City 401(a) Plan by electing to defer a designated percentage of their salary to the Plan. 401(a) personal contribution elections are irrevocable. For active employees, the 2009 annual maximum is $49,000. Contact Nationwide Retirement Solutions at www.phoenixdcp.com or (602) 266-2733, or call the Benefits Office at (602) 256-3282. City contributes to 401(a) on employee’s behalf an amount equal to 6% of employee’s gross pay. (Art. 3) (Pay Ord. 19e)
ELDER CARE	Referrals, in-home assessments, transition care management, care management, counseling, and consultations for City employees, retirees, and their immediate family members. Call EAP Preferred at (602) 264-4600.
EMPLOYEE ASSISTANCE PROGRAM (EAP)	Professional counseling for full and part-time employees for personal, family, and work-related problems, and Supervisor Referrals for work performance issues. Confidential counseling services for personal and work-related problems are available to employees and their immediate household members. Call Ron Tapscott at (602) 495-7551 or the contracted EAP provider, CONTACT Behavioral Health Services, at (602) 993-6077 or (800) 222-8335. Fire supervisors who want to consult with the EAP about an employee’s work performance issues or have questions about a supervisor referral to the EAP also can call Ron Tapscott.
FLEXIBLE REIMBURSEMENT ACCOUNT PROGRAM (FLEXRAP)	Flexible Spending Accounts provide pre-tax dollars for eligible health care and dependent care expenses. Call the Benefits Office at (602) 495-5710.
HEALTH EXAMINATIONS	Pre-employment and annual
HOUSING DISCOUNT PROGRAM	The “Welcome to Phoenix” and “Make Phoenix Home” programs are designed to offer discounts on mortgage financing as well as exclusive housing discounts for City employees who purchase a primary residence within the City of Phoenix boundaries. Call Chase Manhattan Mortgage Corporation at (602) 956-6454 for information on mortgage programs. Call the Benefits Office at (602) 262-4777 for a listing of builders participating in the Housing Discount Program.
PREPAID LEGAL PLAN	Provides employees and their families access to legal representation at an affordable price. While not all legal services are covered, the reasonable monthly rate allows employees to have an “attorney on retainer.” Coverage includes wills, powers of attorney, living wills, trusts, and other personal legal services. Contact Hyatt Legal Plans at www.legalplans.com or  (800) 821-6400, or call the Benefits Office at (602) 262-4777.
BUS/LIGHT RAIL CARD	Free (100% subsidized) bus/light rail card (Platinum Pass) available to all part-time and full-time employees. Contact your payroll clerk, or call Central Payroll at (602) 262-6555.
EMERGENCY RIDE HOME PROGRAM	Provides cab vouchers for employees who ride the bus, car-pool, van-pool, bike, or walk to and from work at least three days a week. For information call the Public Works Department, Transportation Coordination at (602) 262-7119.
FIRE EMPLOYEE BENEFIT TRUST [401(h) Fund] Return to top	City pays $29.00 per pay period, per employee; employee matches contribution. (Art. 5)
INSURANCE
INSURANCE FOR PART-TIME EMPLOYEES	Year-round part-time employees can become eligible for commuter life insurance only after working 12 consecutive months, with at least 24 pay periods with hours worked/paid. Refer to the SelectCare® Life and AD&D Benefits booklet.
MEDICAL INSURANCE ACTIVE EMPLOYEES	City pays 80% of the monthly premium ($345.96 per month for employee-only SelectCare® HMO medical coverage and $996.96 per month for family SelectCare® HMO medical coverage) ($363.80 per month for employee-only SelectCare® PPO medical coverage and $1,048.48 per month for family SelectCare® PPO medical coverage). (Art. 5)
MEDICAL INSURANCE SURVIVORS OF BENEFIT- ELIGIBLE EMPLOYEES	City pays 100% of monthly premium to continue existing medical insurance coverage for dependents of deceased benefit-eligible employees due to in-line-of-duty death; limitations apply. (Pay Ord. 20i) (AR 2.451)
DENTAL INSURANCE	City pays 100% of the monthly premium ($43.28 per month) for employee-only coverage and 75% of the monthly premium ($89.84 per month) for family coverage for either SelectCare® indemnity dental coverage with a $2,000 annual benefit maximum or SelectCare® prepaid dental coverage with no annual benefit maximum.
LIFE INSURANCE (City coverage includes a provision for continuation of term group life under certain conditions.)	City pays for 1x base annual salary basic life, same basic life amount for accidental death & dismemberment, and $75,000 on-duty protection; employees may purchase additional coverage for themselves and their dependents. (Art. 5) Public Safety Officers' Benefits paid by federal government, under duty-related circumstances.
COMMUTATION POLICY	City provides coverage for employees commuting directly between home and their job location. Employees have a $200,000 death benefit and a reduced dismemberment benefit, if the accident occurs within two hours of leaving their home or work. In the event of such death, the City will pay the full monthly medical insurance premium to continue existing coverage for the surviving spouse or qualified domestic partner and eligible dependents. Part-time employees (excluding seasonal & temporary) may qualify for the commuter life benefit. Refer to the SelectCare® Life and AD&D Benefits booklet for eligibility requirements. (AR 2.451)
INDUSTRIAL INSURANCE	Industrial insurance pays 2/3 of base wage up to $3,000 per month and for first year City pays remaining to equal regular net take-home pay. (AR 2.32)
LONG-TERM DISABILITY INSURANCE	66 2/3% of base wage, starting after 3 months, continuing to age 80. (Art. 5)
UNEMPLOYMENT INSURANCE Return to top	When unemployment is beyond the control of the employee, terminated individual is entitled to apply for benefits from the Arizona Department of Economic Security.
RETIREMENT
RETIREMENT PROGRAM	Public Safety employees are covered by Arizona Public Safety Personnel Retirement System (PSPRS). Employee contributes 7.65% of total wages, while City’s contribution is based on actuarial need. Employees become eligible for normal retirement benefits after 20 years of service, or at age 62 with 15 years of service. With 20 or more years of credited service an employee may enter Deferred Retirement Option Plan (DROP). Normal retirement is 50% of highest 3 consecutive years out of the last 20 years of credited service. Percentage increases in amount after 20 years to a maximum of 80% after 32 years of service. Employee may apply for a disability pension if unable, due to illness or injury, to perform a reasonable range of duties. Employees may purchase or transfer eligible service credit in other public retirement systems and active duty military service to be used toward PSPRS retirement eligibility. Call PSPRS at (602) 255-5575 or the Retirement Office at (602) 534-4400 for additional information.
MEDICAL EXPENSE REIMBURSEMENT PLAN (MERP)	Employees eligible to retire in 15 years or less from August 1, 2007, will receive a monthly subsidy from the City’s Medical Expense Reimbursement Plan (MERP) when they retire, just as current retirees do. The monthly subsidy checks are generated through the Personnel Department’s Benefits Office. If you have City health insurance coverage as a retiree, the City will reduce the health insurance premium deducted from your pension check with Qualified City Contribution ranging from $90 to $325, depending upon your type of coverage. Any questions regarding MERP should be directed to the Benefits Office at (602) 262-4777. City pays up to $202 per month to benefit-eligible retirees. An additional contribution is calculated if gross annualized pension amount is $25,000 or less. The City also contributes an amount between $90 and $375, which may include a $50 City credit for family coverage. These credits are applied directly to the retiree's premium deduction. Fire retirees receive $202 per month regardless of years of service.
POST EMPLOYMENT HEALTH PLAN (PEHP)	This is a 100% employer-paid benefit. Program provides employees eligible to retire in more than 15 years from August 1, 2007, who have a payroll deduction for City medical insurance coverage (single or family) with a PEHP account. This account is to be used by the employee when he/she retires or separates employment with the City for qualified medical expenses (including health insurance premiums). The current administrator of the City’s PEHP is Nationwide Retirement Solutions. Any questions regarding PEHP should be directed to Nationwide at (602) 266-2733 or toll-free at (877) 677-3678.
SICK LEAVE PAYOUT AS SALARY FOR PUBLIC SAFETY	Optional monthly conversion of sick leave accrual to pay, for three years, with 17 years of service, if at least 2,400 unused hours for 56-hour employees (or 40-hour employee equivalent). Six-year maximum. (Art. 3) (AR 2.44)
SICK LEAVE PAYOUT AT RETIREMENT Return to top	56-HR EMPLOYEES: 35% of base wage over 630 hours if 1,260-hour trigger is met. 60% of base wage over 540 hours if 1,800-hour trigger is met. 60% of base wage for all hours if 2,400-hour trigger is met. 40-HR EMPLOYEES: 35% of base wage over 450 hours if 900-hour trigger is met. 60% of base wage over 386 hours if 1,286-hour trigger is met. 60% of base wage for all hours if 1,714-hour trigger is met. (Art. 3) (AR 2.44)
TRAINING AND EDUCATION
TRAINING	Entry and periodic job-related training may be required. Other special training available based on supervisor's recommendation (see Employee Training and Development Catalog). 40-hour staff positions receive 2 8-hour professional development days per year, assigned through the vacation signup process. (Art. 3)
TUITION REIMBURSEMENT	Maximum payment shall be equal to full-time Arizona tuition charged at Arizona State University for two semesters. (AR 2.51) For FY 2008 - 2009, fund maximum is $5,410.
Textbooks and Lab Fees: Return to top	Full-time employees who are eligible for tuition reimbursement are eligible for reimbursement of up to $175 of the total tuition fund for textbooks and lab fees associated with classes submitted for reimbursement. (AR 2.51)
MISCELLANEOUS
CAREER CONSULTATION	Career consultation services available to City employees. For information call the Personnel Department, Employment Services at (602) 495-5703.
JOB INFORMATION	Job titles and descriptions, rates of pay, and benefits information are available at www.phoenix.gov. Information on jobs currently open for recruitment is available at www.phoenix.gov or the Job Line at (602) 534-5627.
PARKING	Low-cost parking available to car-pools and van-pools in downtown area. Other spaces available on first-come, first-served basis with cost comparable to other similarly located lots. Call the Public Works Department, Employee Parking at (602) 262-7119.
SUGGESTION PROGRAM Return to top	Cash (up to $3,500) and other awards are made for suggestions that improve productivity or cut costs. For information, call the Personnel Department, Employee Development at (602) 262-6401.
PERSONNEL ACTIONS
CIVIL SERVICE APPEAL	Employees have 14 days after notice of dismissal, suspension, or demotion to answer charges and request hearing. Probationary employees are exempt unless they have completed 12 months of continuous full-time service. Unclassified employees also exempt. Call the Personnel Department, Personnel Administration at (602) 262-6609. (Personnel Rules 10 and 22)
EEO CONFLICT RESOLUTION	Complaint concerning discrimination as a result of race, religion, sex, age, disability, sexual orientation, or national origin. Also applies to applicants. Call the Equal Opportunity Department at (602) 262-7716. (AR 2.35 and 2.35A)
GRIEVANCE	Complaint concerning interpretation or application of rules and regulations governing personnel practices, departmental work rules, working conditions, or alleged improper treatment of an employee. Call Labor Relations at (602) 262-6607. (AR 2.61) (Personnel Rule 22h) (Art. 2)
OTHER APPLICABLE DOCUMENTS	Personnel Rules Administrative Regulations Pay Plan Meet & Confer Ordinance PERB Rules and Regulations Management Procedures Personnel Department Letters City Manager Letters

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