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HomeMy WebLinkAboutContract 55186 _55 8(P__ AGREEMENT This Agreement is made between the Fort Worth Professional Firefighters Association ("the Association") and the City of Fort Worth ("the City"). The parties to this agreement agree that, pursuant to Article 5, Section 2 0- the Collective Bargaining Agreement, the City's Personnel Rules and Regulations ("PRRs") for Fire Fighters will be amended to add two new benefits for eligible fire fighters: Parental Leave and an additional Personal Holiday. The parties further agree that these two new benefits will be available for use by eligible fire fighters beginning February 13, 2021. The parties agree that those two new benefits will be included in the PRRs in language substantially similar to the following: A. Parental Leave For Civil Service Personnel Flexible and family-friendly policies are essential to cultivating an atmosphere where employees can thrive professionally without sacrificin essential family obligations. The City of Fort Worth provides paid parenta leave to employees following the birth of an employee's child or th placement of a child with an employee in connection with adoption, foste care or other legal placement. The purpose of paid parental leave is t enable the employee to care for and bond with a newborn, newly adopte child, new foster child or other legal placement. This policy will be in effec for births, adoptions, foster care or legal placements occurring on or afte February 1, 2021. Eligibility To be eligible for Parental Leave, an employee must be eligible for leave PEA under the Family and Medical Leave Act ("FMLA") by meeting the following - A&y criteria: OFFICIAY.WtELUkU 7 0 yr CITY SECRETARY WORTH FT. ,TX CO • Have been employed with the City for at least 12 months (the 1 months do not need to be consecutive); and • Have worked at least 1,250 hours during the 12 consecutive month immediately preceding the date the leave would begin; and • Be regularly scheduled to work 20 or more hours per week in a full- time or reduced-schedule position. Temporary or seasonal employees and interns are not eligible for Parental Leave. In addition, employees must meet one of the following criteria: • Have given birth to a child; • Be a spouse of a woman who has given birth to a child; • Have adopted a child age 17 or younger, except for adoption by on spouse of the other spouse's child; or • Placement with the employee of a foster child, or other child, t whom the employee stands in the position of a parent (in loc parentis), age 17 or younger. Parental Leave is not allowed for placement of a child in parental custod cases or legal assignments as a Guardian ad Litem. Amount, Time Frame and Duration of Paid Parental Leave • The City of Fort Worth provides up to six (6) weeks of paid parenta leave during a rolling 12-month time frame. • In no case will an employee receive more than six weeks of paid parental leave regardless of whether more than one birth, adoption, or foster care placement occurs within that 12-month time frame. • If spouses are both employed by the City, and each is eligible for Parental Leave, as provided in this policy, each spouse may use maximum of six weeks under this policy. • For this policy, the date of adoption of a child is, at the employee' choice, the date that the child is placed in the employee's home, i anticipation of legal adoption, or the date that the adoption i approved by a court of law. For adoption, paid parental leave i allowed for time prior to the placement of the child for adoption, if the need for leave is related to the adoption. Eligibility for this leave prior to placement will be decided on a case-by-case basis. • Each week of paid parental leave is compensated at 100 percent o the employee's regular, straight-time weekly pay. Paid parenta leave will be paid on a biweekly basis on regularly scheduled pa dates. • Approved paid parental leave may be taken at any time during th twenty-six week period immediately following the birth, adoption, o placement. Paid parental leave may not be used or extended beyond this twenty-six week time frame. • Employees may take paid parental leave continuously o intermittently, but all parental leave used must be used during th twenty-six weeks following the child's birth, adoption or placement Any unused paid parental leave will be forfeited at the end of th twenty-six week time frame. • Upon termination of the individual's employment at the City, he o she will not be paid for any unused paid parental leave for which h or she was eligible. Coordination with Other Policies • In no case will the total amount of leave for the birth, adoption, foster care or other legal placement, whether paid or unpaid, granted to the employee exceed 12 weeks. Available leave (for example, sick, vacation, holiday) may be used to extend paid leave beyond the six weeks of paid parental leave. Employees are not required to exhaust all leave before taking paid parental leave. • The City of Fort Worth will maintain all benefits for employees during the paid parental leave period just as if they were taking any, other paid leave. • If a City holiday occurs while the employee is on paid parental leave the absence will be charged to holiday pay; however, such holiday will not extend the total paid parental leave entitlement period. Request for Paid Parental Leave • Parental Leave runs concurrently with Family and Medical Leave however, if an employee has exhausted all available Family an Medical Leave because of a reason that is not the birth, adoption, o placement of a child, the employee is still eligible for up to six week of paid Parental Leave. The employee must submit his or her FML request to the City's FMLA administration vendor within 30 day prior to the proposed date of the leave (or if the need for leave wa not foreseeable, as soon as possible after the need for leave i known). The employee must complete the necessary forms an provide all documentation as required by the City of Fort Worth o City of Fort Worth's FMLA vendor to substantiate the request. • The decision regarding the request for leave will be provided i writing by the City's FMLA vendor within 15 days of the request. An delay in making the decision or informing the employee of the decision will not extend the total paid parental leave entitlemen period. • As is the case with all policies, the City of Fort Worth has the exclusive right to interpret this policy. B. Additional Personal Holiday for Civil Service Personnel In addition to scheduled holidays, Fire Fighters receive two personal holidays (PHL) at the beginning of the calendar year. With supervisor approval, a personal holiday can be taken on any scheduled work day, and it may be taken in less than eight-hour increments. Additional personal holidays may be awarded to Fire Fighters in conjunction with service awards. New Fire Fighters may not take a personal holiday during their initial probation. Fire Fighters whose initial probationary period ends during pa period 26 do not receive a personal holiday until the next calendar year. Fire Fighters who resign their employment or are involuntarily terminate will not be paid for unused personal holidays upon separation frorr employment with the City. To witness their Agreement, the parties' authorized representatives hav affixed their signatures to this Agreement on the dates stated: Agreed: Michael Glynn, President Date Fort Worth Professional Firefighters Association 2-1 Davi, Cooke, City Manager Date and City Manager's Designee Jay Chapa, Deputy City Manager Valerie Washington, Assistant City Manager and City Manager's Designee Approved as to Form and Legality: Christopher A. Troutt Date C�Iy SECRETAR Sr. Assistant City Attorneys Attest: .llzv4 Ma Kayser Date City Secretary Contract Compliance Manager: By signing I acknowledge that I am the person responsible for the monitoring and administration of this contract, including ensuring all perfor nce and reporting requirements. By: A-� ulJ Name. Valerie Washington Date Title: Assistant City Manager OFFICIAL RECORD CITY SECRETARY FT. WORTH,TX