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HomeMy WebLinkAboutRESOLUTIONS - 01011998 - 98-415 i C.52 8-i]-98 TENTATIVE AGREEMENT LOCAL 1230 - EAST DIABLO AUGUST 3, 1998 Term of Agreement: 01101/98 - 12/31/99 (2 Years) Wages: 01/01/98 = 7.1% increase 01/01/99 - 7.1% increase TENTATIV E M ENT DATED: 7,9!� FOR THE C LINTY: FOR LOCAL 1230: r C.52 8-11-98 11, of Understanding and_whose P-osition is heldending the em I�ov„ee's return• JQ. Employment List: A list of persons, who have been found qualified for employment in a specific class. Lay-Qff List: A list of persons who have o cu ip ed positions allocated to a class in the QistriQt Districtand who been involuntarily se arrated by layoff or displacement or who have voluntarily demoted in lieu of layoff, L Permanent Position: Any position which has [eq red, or which will require. the services of an _incumbent without interruption for an indefinite pedod. K Promotion: The change of a permanent employee to another position in a class allocated IQ--a salary range for which the top step is higher than the top step of the class which the employee formerly occupied., N#. Position: The assigned duties and responsibilities calling for the regular full-time employment of a person. t�"t Resignation: The voluntary termination of permanent employment with the District. N. Union: Teamstem, LeGal 345 International Associat`on of Fire Fighters, Local 1230, AFL-CIO. TENTATI'V'E GREEMENT DATED: �. FOR THE COUNTY FOR LOCAL 1230: t 3 C.52 8-11-98 • pay to the WRion, i i the ab()V9 GFitBFia; GF .h.e- nevlg employee i_R -a Mem-her of a boRa fide s GF-ffaR y Gl;aFitab'A- fund -r--hoseR by the employee fwn the 1 1 1 Shall5 ' } C.52 8-11-98 heFeiF; 'RG!Ud86 tFaFisfeF out of the unit, 1 I !-E3iQE3 A/1nwally, the Union _PFGY;d9 sixty (60) days after the end of the i WPOR mutual i this time limit may -he- extended tQ 1:20Gem FepFesented by the I-Inion shall be pFGY*,ded with f SeGtiei; 2.2.13.3 are an-t- i Inion f i i i employee's laI.A.913ig-h a- se the and the I-Inion a-oi;tests the validity of the GonsdeRtiqus t 7 C52 8-11-98 With S9GtiGA6 H-3 and MA pr r r by RetifyiRg the AwditoF-G-GRtFGll9Department in r membership and diSGGF#iRW9 paymg dwer, as. of t. mentioned thiFty (39) day P909d the AuditGF--(;GRtF91leF dues -autherization form provided by th9 WRiGR and shall have thir4y (30) days from the date Gf hiFe te dOGide if he or -she d-a-es Divisin � ously deduGtod tram ther employs r 8Gk shall be cstumead- to the employee ai;dr he er- she hall be deemed tG have voluntagly agFeed to pay the dwies- of the I Inion. 2.2 Anion Dues Form. Employees_hired in classifications assigned tg the unit represented by the Union shall. as a condition of employment at the time of emg_loyment, complete a union _dues authorization card nr vided b the Union_and_shall have deducted_from their .paychecks the 9 C.52 8-11-98 thirty (�QQ) day-period. the Auditor-Controller shall submit to the Union a--list of the empbyees who have rescinded their authorization for des seduction. 2-3 2.5 Communicating._YVith Employees.- The Union shall be allowed to use designated portions of bulletin boards or display areas in District buildings or in offices in which there are employees represented by the Union, provided the communications displayed have to do with official organization business such as times and places of meetings and further provided that the Union appropriately posts and removes the information. The AppgiRting Authority Fire Chief reserves the right to remove objectionable materials. Representatives of the Union, not on District time, shall be permitted to place a supply of employee literature at specific locations in District buildings if arranged through the Employee Relations Officer; said representatives may distribute employee organization literature in areas designated by the Fire Chief if the nature of the literature and the proposed method of distribution are compatible with the work environment and work in progress. Such placement and/or distribution shall not be performed by on-duty employees. The Union shall be allowed access to work locations in which it represents employees for the following purposes: a. to post literature on bulletin boards; b. to arrange for use of a meeting room; C. to leave and/or distribute a supply of literature as indicated above; d. to represent an employee on a grievance, and/or to contact a union officer on a matter within the scope of representation. In the application of this provision, it is agreed and understood that in each such instance advance arrangements, including disclosure of which of the above purposes is the reason for the visit, will be made with the Appeiet+ng Fire Chief or designee and the visit will not interfere with the ii C.52 8-11-98 In cases of emergency when the Board, or boards and commissions designated by the Board determines it must act immediately without such notice or meeting it shall give notice and opportunity to meet as soon as practical after its action. 2.8 List of Employees with Dues Deduction, The District shall provide the Union with a monthly list of employees who are paying dues to the Union and a mond list of employees w o are paying health and mlfare deductions to t e t.Jnion. 2.9 Assignment of Classes to Bargaining Units. The_ Fimplayee Relations —ffir-zer Labor Relations Manager shall assign new classes in accordance with the following procedure: A. Initial Determination. When a new class title is established, the Labor Relations Manager shall review the composition of existing representation units to determine the appropriateness of including some or all of the employees in the new class in one or more existing representation units, and within a reasonable period of time shall notify all recognized employee organizations of the determination. B. Final Determination: The Employee Relations Q—fA Labo Relations Mana determination is final unless within ten (10) days after notification a recognized employee organization requests in writing to meet and confer thereon. C. Meet and Confer and other Steps: The j,aba Relations Manaaer shall meet and confer with such requesting organizations (and with other recognized employee organizations where appropriate) to seek agreement on this matter within sixty (80) days after the ten-day period in subsection (B), unless otherwise mutually agreed. Thereafter, the procedures in cases of agreement and disagreement, arbitration referral and expenses, and criteria for determination shall conform to those in subsections (d) through (i) of Section 34-12.008 of Resolution 8111165. 2.10 Written Statement for New Employees. The District(s) will provide 13 C.52 8-11-98 TENTATIVE A R EMENT DATED:.--.-- ,. `-) FOR THE COUNTY: FOR LOCAL 1230: 446�� R 15 C.52 8-I1-98 TENTATIVE A R -EMENT DATED. FOR THE COUNTY: FOR LOCAL. 1230: j L 17 C.52 8-1198 TENTATIVE AGREEMENT LOCAL 1230 - EAST DIABLO AUGUST 3, 1998 Section 5.1 Pay Warrants yee pay warrants shall be delivered to a work place d€ai0nated by the Distri t(s)_.yb 8:09 a.m. 12:00 p.m. on the 101 and 251 of each month. Should the 101t' or 251h of the month fall on Saturday. Sunday. or a holiday, pay wa�rants will be delivered 8.-8Q a.m. 1 `:00 p.m. on the preceding Cou workday. TENTATIVE=ENT ENT DATED: FORHE COUNTY: FOR LOCAL 1230: �;A d Z AN 19 C.52 8-11-98 TENTATIVE AGREEMENT LOCAL 1230 - EAST DIABLO AUGUST 3, '1998 SECTION 7 - SICK LEAVE fiffer,tive May 4, 1995 siGk 51akk leave credits shall accrue at the rate of eight } twelve ( 2) working hours credit for each completed month of service. Employees who work a portion of a month are entitled to a pro rata share of the monthly sick leave credit completed on the basis as is partial month compensation. Credits to and charges against sick leave are made in minimum amounts Of one Tenth hour increments. Unused sick leave credits accumulate from year to year. The primary purpose of paid sick leave is to ensure employees against loss of pay for temporary absences from work due to illness or injury. It is a benefit extended by the District and may be used only as authorized and in accordance with District Administrative Bulletin No. 240 (Sick Leave). Employees who work a forty (40) hour week shall accrue sick leave at the rate of eight (8) hours per month. Permanent Disability Sick Leave. Permanent disability means an employee suffers from a disabling physical ipiury or illness and is thereby. prevented f ena,�,gjng in any District(s) occupation for which the emplo alified by reason of education. training gar exoe je ice, Sick leave may be used by permanently disabled jamplgyeea.until all accruals of the employee have been exhausted or until the amplovee is mlired by.the Retirement Board,_su jle!2 to the folling ndi 'ons: A. an application for retirement for disabili#y has been filed with the Retirement Beard: B. satisfactory medical evince of such disability is racivari by the appQiabng authonly within thirt(30) days of the start of use of sick leave for permanent disability: 21 C.52 8-11-98 TENTATIVE AGREEMENT LOCAL 1230 - EAST ©IABLO AUGUST 3, 1998 Amend Section 8, Vacation, as follows: SECTION 8 - MA-CATION 8.1 Effective May 1, 1955 employees will accrue vacation credits based upon straight time hours of working time per calendar month. Accrual shall be at the rate of 11_.33 hours per month. Accruals will accumulate month to month to a maximum of 440 M hours. Accruals for portions of a month shall be in minimum amounts of one (1) hour calculated on the same basis as for partial month compensation. Vacation credits may be taken in 1/2 hour (30 minute) increments but none shall be allowed in excess of actual accrual at the time vacation is taken. Vacation credits may be used only after completion of six months service nanent position, but may- be used --tQ supplement exhaugt!pd sick leave in cases o aboace duringthe he fiat six months. 8.2 Vacation Leave on Reemployment from a La oy ff List. Employees with six (6) months or more Se[yice in a permanent_position prior to their layoff, who are employed from a layoff list. shall be considere .,as having completed six_(6) moothste u f in a permanent position for the.purpQ vacation ion leave. The appointing, authoH yam, desig�e wil advise the A dit r-Controllers. Payroll Unit in each case Mthere such vacation is authorized -so.-that apprgphatej system override aj2joos can be tateh. All provisions of District Administrative Bulletin No. 260 (Vacation) shall apply. 23 C.S2 8-11-98 TENTATIVE AGREEMENT LOCAL 1230 - EAST DIABLO AUGUST 3, 1998 SECTION 9-- FLOATING HOLIDAY hours.to a maximum, of 16 Effective on the August 10 Payroll of each year emplQyees shall receive fody-eight (48) r of Floating Holiday time, Floating holiday accruals will etheFwise be administered and utilized under conditions identical to vacation accruals, except that effective july 4, each Au uat 9th , unused Floating Holiday accrual balances will return to zero. TENTATIVE AGREEMENT DATED: FOR I HE COUNTY: FOR LOCAL 1230: 2s C.52 8-11-98 TENTATIVE AGREEMENT LOCAL 1230 - EAST DIAELO AUGUST 3, 1998 Amend Section 11, Retirement Coverage, as follows: SECTION 11 - RETIREMENT COVERAGE rEffe-n-tive july 4, 19@53 all Fnembem of the Unit shall -he eRrelled as Safety 0 Pursuant to Government Code Section 31581.1 the District will pay fifty percent (50%) of the retirement contributions normally required of employees. Such payments shall continue for the duration of this MOU, May 1, 1995 to December 31, 1997. Employees shall be responsible for payment of the employee's contribution for the retirement cost of living program as determined by the Board of Retirement of the Contra Costa County Employee's Retirement Association without the County paying any part of the employee's share. The County will pay the remaining one-half (1/2) of the retirement cost-of-living program contribution. TENTATIVE, ` FEMENT DATED: FOR THE COUNTY: FOR LOCAL 1230: 3Y__4 y K 27 G.52 8-11-98 TENTATIVE AG E HENT DATED: FOR THE COUNTY: FOR LOCAL 1230: 29 C.S2 8-11-98 TENTATIVE AGREEMENT LOCAL 1230 - EAST DIABLO AUGUST 3, '1998 SECTION (NEW) - MINIMUM STAFFING The minimum shift staffing in the East Diablo Fire Protection District shall be seven (7). Fire station staffing within the district may be reduced below the scheduled l vel in order to accommodate fire district programs. Said level of staffing may be reduced by such events as the closure of a fire station. Should mane em nt of the District chane its 2oligy with re and to the minimum level of staffing, it will inform the Union of such PrQ20sed chanes and meet and confer with the Union over the effect of such 2oligy change(s) on workload and safety. The District will develop an administrative bulletin regarding , ro er ualii�ed relief. TENTATIVE AGREEMENT DATED: 6 An L, R FOR THE COUNTY: FOR LOCAL 1230: c.s2 8-1I-98 Section 5 - SALARIES: (NEW) Payment, On the tenth (90th) day of each month, the Auditor will draw a warrant upon the Treasurer in favor of each employee for the amount of salary due to the employee for the preceding month; provided, however, that each employee may choose to receive an advance on the employee's monthly salary, in which case the Auditor shall, on the twenty- fifth (25th) day of each month, draw a warrant upon the Treasury in favor of such employee. Ihe. advance shalt be in an amount equal to one-third (1/3) or less at the optiQn of the employee, Qf .the employee',j basic salary of the previous month except that it shall not exceed the amount of the previous month's 's basic salary less all requested r required deductions. (NEW) Pay.Warrant Errors. If an employee receives a pay warrant which has an error in the amount of compensation to be received, and if this error occurred as a result of a mistake by the Auditor-Controller's Department, it is the policy of the Auditor-Controller's Department that the error will be corrected and a new warrant issued within 43 hours,(exciusive of Saturdays, Sundays and holidays) from the time the Department is made aware of and verifies that the pay warrant is in error. TENTATIVE AQR EMENT DATED: FO T E C UNTY: FOR LOCAL 1230: 32 C.52 8-11-98 appeal exist, and must be filed through the gel Assistant Fire Chief of the District by 5:00 p.m. on the 7th calendar day after the date of delivery to the employee of notice of rejection. 3. The Personnel Chief shall consider the appeal. He may refer the matter to the Fire Chief for hearing, recommend findings of fact, conclusions of law and decision. The rejected probationer has the burden of proof. 4. If the Fire Chief finds no probable cause for a hearing, he shall deny the appeal. If, after hearing, the Fire Chief upholds the appeal, the appellant shall complete only the remainder of the probation period unless the Fire Chief specifically order that the.appellant begin a new probation period. F-. New-Employees: The regular appointment of a probationary employee shall begin on the day following the end of the probationary period. Upon successful completion of probation, the employee's supervisor will send the District personnel Chief a letter stating that the individual has performed satisfactorily and is recommended for permanent appointment. A probationary employee may be rejected at any time during the probation period without regard to the Skelly provisions of these Administrative Bulletins without notice and without right of appeal or hearing. If the appointing authority has not returned the probation report, a probationary employee may be rejected from the service within a reasonable time after the probation period for failure to pass probation. If the appointing authority fails to submit, in a timely manner, the proper written documents certifying that a probationary employee has served in a satisfactory manner and later acknowledges it was the appointing authority's intention to do so, the regular appointment shall begin on the day following the end of the probationary period. G. Layoff During Probation: An employee who is laid off during probation, if re-employed in the same class by the same district, shall be required to complete only the balance of the required probation.- Re robation: Rejection During Probati n of Layoff Employee. An e nplo.yee who has achieved PeEmanent statuB ., in the class - r 34 C.52 8-11-98 TENTATIVE AGREEMENT LOCAL 1230 - EAST DIABLO AUGUST 3, 1998 Remove Administrative Bulletin #310 from MOU and add new section as follows: Ravkad-04 06 04 SECTION__( EW) GRIEVANCE PROCEDURE CC1"''TIf"1A1 1 _P"_'C?iC\/1i llll``C_C?Dt'1t"'G�'11 ICAC (NEW) J. Definition and Procedural Steps,. A grievance is any dispute which involves the interpretation or application of any provision of this Memorandum of Understanding (excluding, however, those provisions of this Memorandum of Understanding which specifically provide that the decision of any County/District official shall be final, the interpretation or application of those provisions not being subject to the grievance procedure) or disciplinary actions. The Union may represent the employee at any stage of the process. Grievances must be filed within fifteen (15) days of the incident or occurrence about which the employee claims to have a grievance and shall be processed in the following manner. A. Step 1. Any employee or group of 'employees who believes a provision of this Memorandum of Understanding has been misinterpreted or misapplied to the employee's detriment shall discuss the complaint on an informal basis with the employee's appropriate Chief Officer who shall meet with the employee and respond to the grievance within five (5) duty shifts, or ten (10) workdays in the-ease--a when a grievance is, filed by employees assigned to a forty (40) hour workweek, of a request to hold such a meeting. 36 c.s2 8-11-98 decision within fifteen (15) calendar days of receipt of a written request. E. Step 5. If an Adjustment Board is unable to arrive at a majority decision, either the employee (or the County/District, when alleging a violation of Section 7 of the MOU) may require the grievance be referred to an impartial arbitrator who shall be designated by mutual agreement between the employee and the Director of Human Resources. Such request shall be submitted within ten (10) calendar days of the rendering of the Adjustment Board decision to the Director of Human Resources (or the designated representative of the Union when the County/District is alleging a violation of Section 7 of the MOU). Within thirty (30) calendar days of the request for arbitration, the parties shall mutually select an arbitrator. The fees and expenses of the arbitrator and of the Court Reporter shall be shared equally by the employee and the County. Each party, however, shall bear the costs of its own presentation, including preparation and post-hearing briefs, if any. F. For the purposes of this [) the term workday" shall be defined as any day except a Saturday, Sunday or holiday. It__-SZQQ12c nc en r1 1R�r URNI r ROARn AND ARRI rIQATIONI Mr-GJ�i,nNe (NEM Scope of Adjustment Board and Arbitration Decisions. A. Decisions of Adjustment Boards and arbitrators on matters properly before them shall be final and binding on the parties hereto", to the extent permitted by law. B. No Adjustment Board and no arbitrator shall entertain, hear, decide or make recommendations on any dispute unless such dispute involves a position in a unit represented by the Union which has been certified as the recognized employee organization for such unit and unless such dispute falls within the definition of a grievance as set forth in Section LA above. C. Proposals to add to or change this Memorandum of Understanding or to change written agreements supplementary hereto shall not be 3s C.s2 8-11-98 with the Fire Chief, Only complaints which allege that employees are not being compensated in accordance with the provisions of this Memorandum of Understanding shall be considered as grievances. Any other matters of compensation are to be resolved in the meeting and conferring process, if not detailed in the Memorandum of Understanding which results from such meeting and conferring process, shall be deemed withdrawn until the meeting and conferring process is next opened for such discussion. No adjustments shall be retroactive for more than six (6) months from the date upon which the complaint was filed. No change in this Memorandum of Understanding or interpretations thereof (except interpretations resulting from Adjustment Board or arbitration proceedings hereunder) will be recognized unless agreed to by the District and the Union. SE-QTIt N 1lI P`' A [7 's OPEIGE OR BOARD QF= Cl 1D2F=R /IC('iSC: 6. CAO's Office or Board of Supervisors, The Union may file a grievance at Step 3 on behalf of affected employees when action by the County Administrator or the Board of Supervisors violates a provision of this Memorandum of Understanding. 2RC'TION V11 I GTTCOC OR DC12R'h AND 7. Lefters of Reprimand. Letters of reprimand are subject to the grievance procedure but shall not be processed past Step 3. Letters of reprimand shall be served personally or by certified mail on the affected employee. A copy of the letter of reprimand shall be placed in the employee's official personnel file maintained by the District. TENTATIVE A REM NT DATED: FOR THE C UN1: FOR LOCAL 1230: Ar 40 C.52 8-11-98 J. Violation of any lawful or reasonable regulation or order given by a supervisor or Fire Chief. K. Willful violation of any of the provisions of these Distr,J12's Administrative Bulletins. L. Material and intentional misrepresentation or concealment of any fact in connection with obtaining employment. M. Misappropriation of District funds or property. N. Unreasonable failure or refusal to undergo any physical, medical and/or psychiatric exam and/or treatment authorized by the Administrative Bulletins. 0. Dishonesty or theft. P. Excessive or inexcusable absenteeism and/or tardiness. Q. Sexual harassment including but not limited .to unwelcome sexual advances requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature, when such conduct has the purpose or effect of affecting employment decisions concerning an individual, interfering with an individual's work performance, or creating an intimidating, hostile or an offensive working environment. Reduction in salary shall not exceed five percent (5%) of the employee's base salary for a period of more than sixty (60) consecutive calendar days. (NEW).2 Skelly r Before taking a disciplinary action to dismiss, suspend for more than five (5) work days (48 hours for employees on a 56 hour work week), temporarily reduce the 12ay., or demote an employee, the District shall cause to be served personally or by certified mail on the employee, a Notice of Proposed Action, which shall contain the following: A. A statement of the action proposed to be taken. B. A copy of the charges, including the acts or omissions and grounds upon which the action is based. 42 C52 8-11-98 F. The District, upon giving notice as provided in this Section 3, may immediately suspend without pay an employee against whom there is pending a criminal charge which adversely affects the District service or conflicts with continued employment. Pending criminal charges exist when an employee has been arrested or has been named a defendant in a criminal complaint or indictment filed in any court. G. The Assistant E Chief, or his designee. may order lost pay restored for good cause, and subject to the employee's duty to mitigate damages, but not if the employee 1) is given a Notice of Proposed Action (Skelly Notice) and 2) is dismissed or otherwise disciplined for cause directly related to the charges within fourteen (14) calendar days after the District has knowledge of final disposition of the charges. (NE1N.6) Procedure on Dis.missal, Suspension or DisciplinM Demotion: A. In any disciplinary action to dismiss, suspend or demote an employee in a position in with the District, after having complied with the Skelly requirements where applicable, the District shall make an order in writing stating specifically the causes for the action. B. Service of Order: Said order of dismissal, suspension, or demotion shall be filed with the Assistant- hief Director of Human Resources, showing by whom and the date a copy was served upon the employee to be dismissed, suspended or demoted, either personally or by certified mail to the employee's last known mailing address. The order shall be effective either upon personal service or deposit in the U.S. Postal Service. C. Employee Appeals from Qrder: The employee may appeal an order of dismissal, suspension or demotion to the Fire Chief or through the procedures in Section Grievance Procedure of these-pol les this MOU provided that such appeal is filed in writing with the Assistant Chief within ten (10) calendar days after service of said order. An employee may not both appeal to the Fire Chief and file a grievance. 44 C.52 8-11-98 TENTATIVE AGREEMENT LOCAL 1230 - EAST DIABLO AUGUST 3, 1998 Delete Administrative Bulletin ##330 and add new section in MOU PiulletiR Revised- 04 -06 95 SECTION (NEW) RESIGNATIONS An employee's voluntary termination of service is a resignation. Written or veFbal oral resignations shall be forwarded to the PemeRR91 Administrative Assistant Chief by the employee immediately, and shall indicate the effective date of termination. 44. Resignation in Good Standing: A resignation giving the District written notice at least four (4) weeks in advance of the last date of service (unless the appointing authority requires a longer period of notice, or consents to the employee's termination on shorter notice) is resignation in good standing. 4Q�: Constructive Resi nation: A constructive resignation occurs and is effective when: 1. An employee has been absent from duty with out leave for ten (10) consecutive working days, 2. Ten (10) more consecutive days have elapsed without response by the employee after the mailing of a notice of resignation by the appointing authority to the employee at the employee's last known address. Q: EffectiyResigna ion: A resignation is effective when delivered or spoken to the District, operative either on the date or another date specified. 45 G.52 8-11-98 TENTATIVE AGREEMENT LOCAL 1230 .. EAST DIABLO AUGUST 3, 1998 Add new Section on Layoff and Seniority to MOU. (N W 1)GROUNDS FOR LAYOFF Any District employees) s,ervingJ a permanent o ition(a) may be laid ff when the position is no longer other reason( as the Board of Supervisors deems sufficient forabolishing the position(s). (NEW-2.) NOTICE, The District will give employees scbeduled for layoff at least fourteen (14) Qalendar days notice -12dQr IQ their last day of emplo meat. (NEW=3) ORDER OF LAYOFF. The order of layoff in the Distdrt shall be based on inverse seniority in thelc ass. (NEW-4) RULESON DISPLACING_ A laid-off or displaced a ploy sball displace an em I�oyee in the next lWer classification in the job series pmyided the employee meets the _ minimum qualifications- for the classification, (NEW.5) L6YQFF LISTS. Lay-off lists are On effect bE-one (1) year from the date of layoff and contain the names(s) of p 'w(s) laid off, displaced or be the first list from which referrals are made, There will be no referrals from Qftr empli2yment liats-until the LaYoff List for the class is exhausted or thp, remaining lia tiles are not interested in the pi2s (NEW-6) REMOVAL FRAM LAYOFF LIST eligible may be removed from a Layoff List for: 1) failure to mspond to a written or to ho a no ice of mherral within five (5) calendar days, 2-) failure to keep the Fire Qbief advised of a correct mailing address or te1ephone number. and ),d lining an offer of employment in the same job classification from whic-b-they were laid off. 47 r i C.52 8-11-98 Attachment A, Seniority List for Layoff and Displacement Purposes Class Seniority District Seniority Employee Class Rank rank Currier, Michael Fire Captain 1 2 Spediacci, Cliff Fire Captain 2 3 Foster, John Fire Captain 3 5 Draper, Mark Fire Captain 4 7 P'atridge, Wallace Senior Firefighter 1 1 Speciacci, Steve Senior Firefighter 2 4 McKinney, Rod Senior Firefighter 3 6 Baio, Daniel Senior Firefighter 4 8 Burris, Jeff Senior Firefighter 5 9 Gonzalez, Jake Senior Firefighter f 10 Dominguez, Gilbert Senior Firefighter 7 11 Greene, Michael Senior Firefighter 8 12 March, Garu Senior Firefighter 9 13 Marshall, Daniel Senior Firefighter 19 15 Crouse, Jeff Firefighter 1 14 49