HomeMy WebLinkAbout066010 - General - Contract - Fort Worth Professional Firefighters Association, IAFF Local 440City Secretary � ( � � �
Contract No �O�v
COLLECTIVE BARGAINING
AGREEMENT BETWEEN
THE CITY OF FORT WORTH
AND THE
FORT WORTH PROFES SIONAL
FIREFIGHTERS ASSOCIATION,,
IAFF LOCAL 440
EFFECTIVE OCTOBER 1, 2026
EXPIRES SEPTEMBER 3 0, 203 0
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TABLE OF CONTENTS
DEFINITIONS................................................................................................................................ 3
ARTICLE 1 INTENT AND PURPOSE ....................................................................................... 9
ARTICLE 2 RECOGNITION .................................................................................................... 10
ARTICLE 3 NON-DISCRIMINATION .................................................................................... 11
ARTICLE 4 MANAGEMENT RIGHTS ................................................................................... 12
ARTICLE 5 MAINTENANCE OF STANDARDS ................................................................... 15
ARTICLE 6 ASSOCIATION BUSINESS LEAVE ................................................................... 17
ARTICLE 7 INTERNAL COMMUNICATIONS ...................................................................... 20
ARTICLE 8 PAYROLL DEDUCTION ..................................................................................... 22
ARTICLE9 WAGES ................................................................................................................. 24
ARTICLE 10 OVERTIME ..........................................................................................................27
ARTICLE 1 1 COMPENSATORY TIME OFF ........................................................................... 30
ARTICLE 12 VACATION/�IOLIDAY LEAVE ........................................................................ 31
ARTICLE 13 WORI<ING AGREEMENT .................................................................................. 36
ARTICLE 14 GROUP HEALTH BENEFITS ............................................................................ 38
ARTICLE 15 RETIREG HEALTH BENEFITS .......................................................................... 42
ARTICLE 16 SUPPLEMENTAL FIRE PIGHTER RCTIREMENT PLAN .............................. 43
ARTICLE 17 STAFFING STANDARDS ................................................................................... 44
ARTICLE 18 PROCEDURE FOR FILLING AND PROBATIONARY PERIOD FOR
BEGINNING POSITIONS IN THE FORT WORTH FIRE DEPARTMENT ..... .................. 46
ARTICLE l 9 APPOINTED POSITIONS ................................................................................... 60
ARTICLE 20 SECONDARY EMPLOYMENT ......................................................................... 62
ARTICLE 21 DISCIPLINARY PROCEDURES ........................................................................ 63
ARTICLE 22 GRIEVANCES ..................................................................................................... 68
ARTICLE 23 PERSONNEL PILE .............................................................................................. 71
ARTICLE 24 MISCELLANEOUS ............................................................................................. 72
ARTICLE 25 CHAPLAIN PROGRAM ...................................................................................... 73
ARTICLE 26 HEALTH AND SAFETY ..................................................................................... 74
ARTICLE 27 PROMOTIONAL EXAMINATION AND APPEALS ...............................77
ARTICLE 28 SICK LEAVE AND FAMILY LEAVE .......................................
ARTICLE 29 FIRE FIGHTER APPRAISALS ...................................................
ARTICLE 30 INCENTIVE PAYS ......................................................................
ARTICLE 31 NOTICE ........................................................................................
ARTICLE 32 SUCCESSORS AND ASSIGNS ..................................................
ARTICLE 33 SAVINGS CLAUSE & AMENDMENTS ...................................
ARTICLE 34 DURATION AND TERMINATION ...........................................
APPENDIX A SALARY SCHEDULES (Structured Pay Plan)
APPENDIX B HEALTHCARE CONTRACT ..........................
.................. 98
................ 123
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DEFINITIONS
"Agreement" refers to this Collective Bargaining Agreement between the City of Fort Worth and
the Fort Worth Professional Firefighters Association, IAFF Local 440.
"Anniversary Date" means the civil service date of coinmission as a fire fighter.
"Association" means the Fort Worth Professional Firefighters Association, [AFF Local 440, its
officers and agents authorized to act on its behalf.
`Backfill" means to fill a temporary staffing vacancy with either vacation relief personnel or with
overtime.
`Bargaining Unit" means all full time, permanent, paid members of the Fort Worth Fire
Department who were hired in substantial compliance with TLGC Chapter 143, or as modified by
the provisions of this Agreement. This defin'rtion excludes the C11ief, non-certified employees,
retirees and fire fighter trainees.
`Base Pay" means a fire fighter's base sala�y (at step level) exclusive of any additional special
pays.
"Business Day" means Monday through Friday during normal business hours of 8:00 a.m. to 5:00
p.m. and silall not include any day when City Hall is not opened to the public for business.
"Calendar Day" means each day inclusive of weekends, and holidays.
"City" means the City of Fort Worth, Texas, acting by and through its authorized agents.
"City Manager" means the City Manager of the City of Fort Worth.
"Commission" means the Fice Fighters' and Police Officers' Civil Setvice Commission of the City
of Fort Worth.
"Commission Date" or "Date of Commission" means the date a person takes the oath of service in
the Department.
"Company" means a department apparatus and crew used to respond to emeigencies in a iirst
responder's roles.
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"Credentials" or "credentialing" means that a person has received the necessary approval from the
Medical Director or Office of the Medical Directoi• to function as an EMT, a paramedic, a Lead
paramedic, or a critical care paramedic within the Fire Department.
l. A credentialed EMT tneans a certified provider by the state of Texas at the
emergency medical techt�ician level that is ccedentialed by the medical director for basic
life support duties as well as additional responsibilities as trained and approved by the
medical dicector.
2. A credentialed Paramedic oc Lead Paramedic means a certified pi•ovidec by the state
of Texas at the paramedic level that is credentialed by the medical director for basic and
advanced life support duties as well as additional �•esponsibilities as trained and approved
by the medical director.
3. A credentialed Critical Care Paramedic ineans a certified provider by the state of
Texas at the paramedic level that is credentialed by the medical director foc critical care
advanced life support duties as well as additional responsibi]ities as tr•ained and approved
by the medical director.
"Date of Hii•e" oi• "Hire Date" means the date a fire �ghter trainee fiist attends Department
orientation and tl�aining.
"Dual-role fire fighter" means a pecson employed by the City in the Fire Department whose
position req�iires substantial lalowledge of fire fighting; who was hired by the City in substantial
compliance with TLGC Chapter 143; and who is certified by the Texas Commission on Fire
Pcotection pursuant to Chapter 419 of the Texas Government Code.
"Emei•gency Coinmunications Personnel" means a Telecommunicator, a Telecoinmunications
Supervisor or a Telecommunicatio�ls Manager, who is hired by the City eithei• as part of tlze
Transition, oi• later, and whose primacy duties ace to pt•ovide emergency medical services,
including stipervisoly duties, and whose position does not require substantial Icnowledge of fire
fighting; and is not required to be certified by the Texas Commission on Fire Protection, pursuant
to Chapter 4l 9 of the Texas Government Code.
"Emergency medical services" means services used to cespond to an individual's perceived need
fo�• immediate medical care and to prevent death or aggravation of physiological oc psychological
illness or injuiy.
"EMS Battalion Cl�ief' means an employee of tlle Fire Department w110 is employed in the
classification of EMS Battalion Chief, and whose primacy duties are to provide emergency medical
services, and who has the appt•opriate licensure and/oi• certification to fiinction as a Paramedic.
This does not include any pei•son employed on a part-time basis.
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"EMS Deputy Chief' means an employee of the Fire Department who is employed in the
classification of EMS Deputy Chief, and whose pi�imary duties are to provide emergency medical
services, and who has t11e appropriate licensure and/or certification to f�ulction as an EMT or,
preferably, as a Pacamedic. This does not include any person employed on a part-time basis.
"EMS Managei" means an employee of the Fire Depaetment who is employed in the classification
of EMS Manager, and whose pi•imaty duties are to provide emergency medical secvices, and who
has the appropriate licensure and/oc certification to function as a Paratnedic. This does not include
any person employed on a part-time basis.
"EMS Supervisor" means an employee of the Fire Department who is employed in the
classification of EMS Supervisor, and whose primary duties are to provide emergency medical
services, and who has the appropriate licensure and/or certification to function as a Paramedic.
This does not include any peison employed on a pa��t-time basis.
`Bxec�rtive Board of Directot•s" or "Executive Boaed" means the membeis of the Association who
are duly elected or appointed and serve as membeis of the Executive Board of Directors of the
organization pursuant to its constitution and by-laws.
"Fire Chief' or "Chief' means the Fire Chief of the Fort Worth Fire Department. The term is
synonyinous with the term "department head" as used in the Local Government Code Chapter 143.
"Fire Chief' or "Chief's designee" means the Chief or the individual he or she designates to act
on his or her behalf.
"Fire Cominunications Specialist" or "FCS" means a position filled by a dual-i•ole fire fighter
employed by the City in the Fire Depactment who provides emergency sei•vices foc the City
through call taking, dispatching, and tactical radio operations involving the deployment of police,
fire, or an ambulance. This position is required to be certified by the Texas Commission on Fire
Protection, pLusuant to Chapter 419 of the Texas Government Code.
"Fire Department" or "Department" means the City of Fort Worth Fire Department
"Fire Fighter" means any full time, permanent, paid member of the Fort Worth Fire Department
who was hired in substantial compliance with TLGC Chapter 143 or as modified by the provisions
of this Agreement. This definition excludes the Chief, non-certified employees, cetirees and fire
fighter trainees. This definition also includes an employee of the Fire Department employed as a
single-role fire fightec, or Emergency Communications Personnel who becomes a City employee
in the Fire Department, either as a result of the Transition described in Article A, or who is later
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hired in substa�ltial compliance with TLGC Chaptec 143, or as modified by the pi•ov'tsions of this
Agt•eement, regardless of whether they have met the rec�uii•ements for certification by the Texas
Commission on Fire Pcotection under Chapter 419, Texas Government Code.
"Fire Fighter Trainee" or "Tcainee" means an applicant who has been certified and accepted for
employment by the City foc the sole purpose of attending the Depai•tment's training academy. A
fire iighter trainee shall be t•equired to attend and successfully complete the Fire Department's
h�aining academy requirements peror to becoming a fire fighter.
"Focinal Adn�inistrative lnvestigation" means an investigation initiated or conducted by the Fire
Chief or officers specifically assigned to the investigation.
"Hours Worked" means all the time an employee is i•equired to be on duty, on the employer's
premises or at a prescribed worlc-place. Fire fighters in Suppression shall have a maximum worl<
hours standard of 106 hours in a 14-day cycle.
"Local Government Code Ch. 143" or "Chapter 143" means those poi�tions of the Fire Fighter and
Police Officer Civil Service Act, Texas Local Government Code Chaptec 143 which are applicable
to the City.
"Local Govet•nment Code Ch. 174" oc "Chaptei• 174" means the Fire and Police Employee
Relations Act, Texas Local Govecnment Code Chapter 174.
"Medical Dit•ectoi•" means the licensed physician employed or contracted by the City who is
responsible for cariying out his or hec duties tu�der their engagement with the City, the Unifocm
EMS Ordinance, and the CMS Inteclocal Agreements and for dicecting the Office of the Medical
Director.
"Office of the Medical Director" means the department or division thro��gh which the Medical
Director carries out his or her functions. Tl�e Office of the Medical Director is comprised of the
Medical Dii•ector, any Associate Medical Director(s), and other• individuals assigned to the Office
to assist the Medical Directoc in carrying otrt the Medical Director's functions.
"Pacamedic Trainee" means a person who has been selected to fimction as a Pacamedic for the Fire
Department, and hired through the lateral-entry Lead Paramedic hiring process, but who has not
yet received the required eredentials or credentialing from the Medical Direetor or the Office of
the Medical Di�•ector to function as a Pa��amedic for the Fire Department.
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"Pacty" or "Parties" means the City of Fort Worth or the Fort Worth Professional Fireitghters
Association, IAFF Local 440, or both when used collectively.
"Personnel Rules and Regulations" or "PRRs" means the City's written policies applicable to fire
fightecs, as authorized under Chapter 2 of the Code of the City of Fort Worth, Article V, entitled
"Hu�nan Resources," by Ordinance No. 11921, effective Februaiy l, 1999, as amended fi•om time
to time.
"Pceempt" shall have the same meaning as supersede.
"Prelitninaiy Investigation" means meetings, interviews, c�uestions, and/or discussions on topics
that could possibly lead to a Formal Administrative Investigation, but conducted by officers in a
fire fighter's chain of command.
"Probationary Fire Fighter" means a fire fighter who has successfully completed the department's
training academy and is still in his oi• her pi•obationary period.
"Regular Rate" shall have the meaning established by the Fair Labor Standards Act, 29 USCA §
201 et seq.
"Shift" �neans a 24-hour shift in the Operations Division fram 8:00 a.m. to 8:00 a.m., unless
otherwise specified.
"Single-role fire fighter" means an employee of the Fire Department who is employed in the
classification of EMT, Lead Pat•amedic, EMS Supervisor, EMS Manager, EMS Battalion Chief,
or EMS Deputy Chief, and whose primaty duties are to provide emergency medical services,
including supervisory duties, and whose position does not require substantial knowledge of fire
fighting; and is not required to be certified by the Texas Commission on Fire Protection, pursuant
to Chapter 419 of the Texas Government Code.
"Staff Fire Fighter" or "Staff Personnel" means a fire fighter assigned to a 40-hour work week.
"Stanine" means nine evenly distributed groups of candidates who pass an exam.
"Suppression Fire Fighter" or "Suppression Per•sonnel" means a fire fighter assigned to a 56-hour
workweel<.
"Telecommunicator" means a person employed by the City in the Fire Department in the
classification of Telecommunicator who provides emergency medical services for the City by
serving as a call talcer or dispatcher for emergency calls requiring a response from police, fire, or
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an a�nbttlance. The parties agree that the definition of "Telecommunicator" in Texas Occupations
Code Section l 701.001(7) does not apply.
"Telecommunications Manager" means a person employed by the City in the Fire Department in
the classification of Teleco��nmunications Managei• who provides emei•gency medical services for
the City including in a supe�visoiy role.
"Telecommunications Supecvisor" means a pe►•son employed by the City in the C'ire Department
in the classification of Telecommunications Supervisor who provides emergency medical secvices
for the City, including in a supervisory role.
"TLGC" means Texas Local Government Code.
"The Transition" refers to the City's decision to incorporate the ambulance and emergency medical
seivices that are or were provided by Metcopolitan Ai•ea EMS Authority d/b/a MedStac
("MedStac") and pcovide those services through t11e Fire Department; to include those MedStac
etnployees qualified as CMTs and Paramedics, and those employed by MedStar as call tal<ei•s,
dispatchers, or those in supervisoty communications positions, as Fire Depactment pecsonnel
whose primaiy duties are to provide emergency medical services for the City, as City employees;
to identify those employees in this Agceement �s single-role fire fighters or Cmergency
Communications Personnel, to hii•e those single-i•ole fice fighteis and Emergency Communications
Peisonnel, without following the notice, testing, and eligibility list requirements ofTLGC Chapter
143; aild to pcovide tllose single-role fire fighters and Emergency Comtnunications Personilel witll
both civil service protections, and representation thcough tlie Association.
ARTICLE 1
INTENT AND PURPOSE
Section 1. Intent of the Parties.
This Agreement is entered into by the City of Fort Worth, Texas het�einafter referred to as the
"City" and tl�e Foi•t Woi�th Professional Firefighters Association, IAFF Local 440 here'rnafter
referred to as the "Association." It is the intent and purpose of this Agreement to achieve and
maintain harmonious relations between the Parties, and to establish benefits, rates of pay, hours of
work, and other teims and conditions of employment for all Bargaining Unit Members and to
provide for the equitable and orderly adjustments of grievances that may arise during the term of
this Agreement.
Section 2. Preemption.
To the extent that any provision of this Agreement conflicts with or changes any provision in
TLGC Chapter 143, or in any other statute, executive order, local ordinance, or rule adopted by
the City, or rule adopted by the Civil Service Commission, this Agreement shall s��persede or
preempt, and will control over, any such provision, as authorized by Section 174.006 of the TLGC.
E7
ARTICL� 2
RECOGNITION
The City i�ecognizes the Port Worth Professional Picefightei•s Association, IAFF Local 440, as the
sole and exclusive bargaining agent for all fice fighters as that term is defined in this Agreement.
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ARTICLE 3
NON-DISCRIMINATION
Section 1. Non-Interfere��ce with Protected Rights.
Neither party shall discriminate against any fire fighter oc fire fighter trainee on the basis of
membecship or non-membership in the Association. Furthermore, the City shall not discriminate
against an Association member for carrying out the duties of the Association.
Section 2. Duty of Fair Representation.
The Parties aclalowledge and recognize the Association's responsibility, as the exclusive
representative under Chapter 174, TLGC, to fairly represent all fire fighters, in the negotiation,
administration and enforcement of this Agreement. Nothing in this Agreement will be construed
to impose on the Association any obligations to non-tnembers of the Association gceater than those
imposed by law.
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ARTICLE 4
MANAGEMCNT RIGHTS
The Association recognizes that tlle management of tlle City and the direction of the Department
are vested exclusively in the City, subject to applicable State and Federal laws and the terms of
this Agreement. In exercising its management rights, the City acknowledges the importance of
continuously providing quality fire protection and safety for its citizens.
These Management Rights include and give the City the ability to:
A. Direct tl�e worlc of its employees to include the scheduling of overti�ne worl<.
B. Determine the nuinber of classified positions in each canlc in accordance with Section 143.021.
C. Hire, promote, demote, transfer, assign, and retain employees in positions within the City,
subject to Civil Secvice cegulations and/or terms of this Agreement.
D. Reprimand, suspend, discharge or terminate employees, subject to Civil Service regulations
and/oc the te►•ms of this Agreement.
E. Maintain the efficiency of govecnmental operations.
F. Relieve employees fi•om duties due to lacl< of worl<, subject to Civil Service regulations and/oc
the terms of this Agceement.
G. Utilize the Department in emergency sihtations to pcotect life and propei•ty.
H. Determine the methods, processes, means, personnel, assignment and deployment of
appai•atuses and equipme�lt, and staffing levels (subject to any specific pi•ovisions of this
Agreement) by which the department's functions ace to be cacried out.
1. Determine personnel assignments, subject to the remaining specific provisions of this
Ageeement.
J. The City agr•ees that it will not use civilians to perform duties tl�at would not be permitted
under TLGC Chapter 143, except as provided below. The City is authocized to use civilians
for the Following positions or units:
l . Fiscal Management
2. Pecsonnel Support (administrative staf�
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3. Clerical Support
4. Deliveiy (supply)
5. Fire Seivices/Vehicle and Equipment Maintenance (Provided that existing fire officer
position� shall be maintained as the supervisor)
6. Industrial Sewing Technicians (Protective Clothing Repair)
7. Supply and Warehousing (Provided that existing fire officer positions shall be maintained
as the supervisor)
8. Purchasing
9. Fire Photography
l0. Fire Protection Engineers
l 1. Fire Protection Specialists
12. Revenue collection and Billing
13. Information Technology and Systems incl�iding CAD Administrator
14. Office of Emergency Management
IC. Except as otherwise specifically provided in this Agc•eement, the City, acting through the City
Manager and the Chief, shall retain all rights and authority which by law it is their
responsibility to enforce.
L. The City has the i•ight to set or prescribe the number of EMTs, Lead Paramedics, EMS
Supervisors, EMS Managers, and EMS Battalion Chiefs, Telecommunicators,
Telecommunications Supervisors, or Telecommunications Managers in each classification,
either by City Council action, or by directive of the Fire Chief. The requirements of the last
sentence of TLGC Section 143.021(a) are specifically preempted. By this Agreement, the
number of persons in the EMS Deputy Chief classification is limited to no more than two.
13
M. The City has the right to employ persons as pai-t-time employees, who otherwise would be
eligible to be employed as a single-role fire fighter in the EMT or Lead Paramedic cole to fill
assignments, as operational needs requice. These persons would be sclleduled to worl< fewer
than 30 houcs pei• weel<, and would not be eligible for any benefits, such as pension, paid leave,
or healthcai�e. These pai•t-time employees would not be subject to this Agi•eement, and would
not ceceive civil service protections. These part-time employees can be used to substitute for
full or partial shifts for EMTs and Lead Paramedics who are on any Icind of leave, in training,
or off worl< for any other city business; however none of these part-time employees would be
used to permanently supplant any a single-cole fire fighter in the EMT or Lead Pacamedic role,
or reduce the numbei• of peesons eil�ployed by the City in full-time CMT o�• Lead Paramedic
positions. The pa►�ties agree that at any one ti��ne, the total numbec of persons employed by the
City as a single-role fire fighter in the EMT or Lead Paramedic role on a pai-t-time basis will
not exceed 40. However, foc any pei•iod oF time of time that the City has filled ninety-five
peccent (95%) of the authoi•ized strength for both the EMT and Lead Pai•amed'rc i•anlcs, the City
agcees to use these part-time employees only for special events, as identified by the Fire Chief
or designee. On October l s`, 2028, the use of pact-time employees to supplement Single-Role
firefighters in the EMT and Lead Pa�•amedic role will cease.
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ARTICLE 5
MAINTENANC� OF STANDARDS
Section 1. Economic Benefits, Privileges, and Worlcing Conditions.
All economic benefits, privileges, and working conditions which are lawfully in effect in the
Department as to matteis subject to mandatory bargaining under TLGC Chapter 174, and enjoyed
by the fii•e fighters of the bargaining unit, or set fot-th in written City or Department policy, as of
the effective date of this Agreement, shall remain unchanged for the duration of this Agreement,
except as noted in Section 2 of this Article. For tl�e purpose of this Article, "written City or
Department policy" means City Ordinances, the City's PRRs, departmental SOPs, IOCs,
lnformation Bulletins, Fire Department Rules and Regulations, and any written documentation,
the official approval of which is by a substantially similar process as fot• those specifically referced
to above. "Written City or Departmental policy" also means memos fi�om the Chief, an Assistant
Chief or a Depaty Chief.
The City, acting through the City Manager or the Chief, shall retain all authority to malce �tnilateral
changes to written Departmental policies that are considered management cights including those
outlined in Article 4 of this Agreement, without the prior consent of the Association.
Section 2. Amending Written Policies.
Written City or Department policies concerning economic benefits, privileges, and working
conditions may be implemented and or atnended any time during the term of tllis Agreement with
the mutual consent of the City and the Association. To be enforceable, such amendment or
implementation must be in writing and signed by the Chief, if it concerns operational issues, or by
the City Manager or designee, if funding is involved, and the Association President or designee.
Any revisions to the City's PRRs applicable to members of this bargaining unit shall be intended
to clarify the organization, structure and readability of those PRRs, and not to malce changes in
economic benefits, privileges or working conditions. Those proposed changes to the fire f7ghter
PRRs will be subject to the approval process set out in this section.
Section 3. Fire Department Intranet.
All depai-tmental SOPs, Information Bulletins, and Fire Department Rules and Regulations shall
be posted to the Department's Intranet Site. Any written policies, the official approval of which
is by a substantially similar process as for those specifically referred to above, shall also be posted
to the Depat-tment's Intranet Site in a separate section designated for "Written City or Departmental
Policy". "Written City oc Departmental policy" also �neans IOCs or Memos fi�om the Chief, an
Assistant Chief or a Deputy Chie£ The unintentional failure to post any policy, as reqttired herein,
does not render it unenforceable.
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Section 4. Pension Changes.
A. Nothing in this Article shall be interpreted to abcogate oc supersede the provisions of Chapter.
2.5, Art. I, Section 2.5-1, et seq., of the City of Fort Worth Code (the Retirement Ordinance), or
Article 6243i of the Texas Revised Civil Statutes ("Article 6243i"), but this Article does
contractually require the City to provide certain advance notice to the Association, as specifically
provided foi• herein.
B. If the City decides that furtller changes need to be made, the City will provide 180 days' notice
to the Association pcior to taking any action that would reduce pension benefits for fire fighters
and during that 180 days, tlie City Manager will solicit input fro�r� affected employee gcoups
�•egarding such pi•oposed changes.
C. LI this article, the City has not bargained over pension benefits and has not included pension
benefits as a bargaining item by including this language in the CBA. Sections l and 2 of this
Article will not apply to fire fighter pension benefits and related conteibutions. Any dispute
between the City and the Association, or any fire fighter, will be brought and resolved through
judicial action in a cou�•t of competent jurisdiction, and not under the grievance provisions in this
Agreement.
Section 5. Civil Service Commission Rules.
The City or the Civil Service Commission are not required to mail to any Commissionei•, or tile
Fire Chief, or to each branch fii•e station, a copy of any proposed or enacted change to the rules
promulgated by the Civil Service Commission. Any proposed or enacted changes to the i�ules
proi�nulgated by the Civil Service Commission shall be emailed to all members ofthe Depai-tment.
This provision specifically preempts TLGC 143.008(e) (l ) and (3).
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ARTICLE 6
ASSOCIATION BUSINESS LEAV�
Section 1. Association Business Leave Pool.
At the beginning of the �rst pay period of each calendar year during this Agreement, the City will
allocate 2357 hours of equivalent worlc-time holu�s to be utilized for an agreed Association
Business Leave ("ABL") Pool (the "Pool"). At the end of each calendar year during this
Agreement, unused ABL hours up to 595 will carry over and must be used prior to the end of the
next payroll year. All allocations must be �ised on a first-in, iirst-out basis. ABL shall be cllarged
to the Pool at the cate of one (1:1) hours contributed to the Pool for every one (1) hour used based
on the fire fighter's woj•1< schedule leave accrual.
If the Chief declares an emergency, he or she may order the Association President or any
Association fire fighters on Association Business Leave time to report to work for the duration of
the emergency. ABL will be counted as hours worl<ed for the put•pose of calculating overtime.
ABL hours may be used for the following: (a) representing members at a disciplinaiy hearing (to
the extent such representation is permitted by law, or in this Agreement, and allowed by
Department policy) or grievance meetings; (b) administering the terms of this Agreement; (c)
attending meetings of the Association's Executive Board; (d) attending regular business meetings
of the Association; (e) attending other Association meetings, training programs, seminais,
worl<shops, and conferences, and (f) for the time an Association negotiating team member spends
preparing foc, formally scheduled collective bargaining negotiating sessions with the City. ABL
hours may not be used unless a member is scheduled to work.
All Association Business Leave must be posted on Telestaff (or other pei•sonnel system thej� in
use) in accordance with the timelines regarding vacation leave. Association Business Leave shall
not be subject to vacation quotas.
Section 2. Association Board of Directors.
Within thirty (30) Calendar Days after the execution of this Agreement, the Association shall
notify the Chief in writing as to the names of the Association's Board of Directors (to include
disciplinaiy representatives). The Association shall thereafter promptly notify the Chief of any
change in the composition of its Board of Directors. To the extent that any designated membec(s)
of the Association's Board of Directocs is otherwise scheduled to worlc, the member shall be
permitted to attend the monthly Association membership meetings and the regularly scheduled
Association Board meetings and, any specially called Board meetings. Use of this leave shall not
require the Chief to bacicfill these positions.
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Section 3. Compliance.
A fire fighter who is eligible to use ABL hours may elect to exchange time in lieu of using ABL
hours. Any fu�e figlltei• exchange of time in lieu of using ABL houi•s shall be properly documented
and in compliance with all local, state a�1d federal r�iles and regulations, including SOP S] 302 R4
that is in effect on the effective date of this Agreement, or as cevised pursuant to Article 5 of this
Agreement.
Section 4. Special Assignment of Association President.
The City agrees that the Association President will be placed in a non-eaempt staff position on a
40-hours per weelc schedule. This special assignment will be for the term of their pcesidency. The
special assignment will give the Association President the latitude to deal with the duties of their
presidency wllile retaining the privileges of their employment, whi le the Fire Chief retains the t•ight
to cecall them to duty ducing an emergency or special event involving an ovei•riding need for the
protection of the citizens of Fort Woi-th.
The Frre Chief reserves their existing authocity to revol<e the special assignment for the
Association Pi•esident during emergencies or when the welfare of the citizens of Fort Woct11 is
placed in jeopardy. The Association President, as pact of their duties, reserves the right, as in the
past, to mitigate grievances at all informal and formal levels in o��der to reduce the number of
complaints and, in all cases, reserves the right to speal<, visit with the men and women who are
members of the Association, as well as to touc existing fii•e facilities and to review existing
equipment towacd the goal of improving the quality of wocic life for the fire fighters of the City of
Fort Worth whom they represetzt. In addition, t11ey may participate as the duly elected
representative of the men and women of the Association in any discussion that may affect the
quality of worl< life, health, and well-being of any Association member.
It is understood that the President of the Association shall suffer no loss of longevity, seniority,
pension, days off, or any othet• benefits as a result of and during the term of such special
assignment. Provided, howevec, the President shall be entitled to all certification and incentive
pays owed to them at the time of their transfer to this special assignment. Upon tl�e expiration of
their term, the outgoing Association President will be in a relief role until they select a permanent
assignment through the nocmal bid process.
Section 5. Leave fo�- Association President and TSAFF or IAFF Officer.
As soon as practicable after the effective date of this Agreement, the Foi�t Woi-th City Council shall
by ordinance, authorize two additional positions to the Fire Department's authorized strength, one
of wl�ich can be filled only by the President of the Association and the otllec can be �lled only by
18
a fire fighter who is elected as a TSAFF or IAFF Offtcer, as set out in Section 5 of this Article.
The staffing ordinance will establish that the classification of the additional positions shall be the
same as the classification held by the President, which may change if the President's classification
changes by promotion or demotion, or if a newly-elected Pr•esident is of different ranlc than the
incumbent President. If the President is promoted, the pacties expressly agree that thrs provision
does not create a vacancy for any amount of time, rather the parties agree that the classification of
the additional position converts to the President's promoted rank, simultaneous with the
promotion. Upon election of each new Association President, the outgoing President will be placed
into an authorized sti•ength position consistent with his or her classification, and if that placement
causes an excess in the classification, the procedut•es for demotion and reinstatement based on
seniority shall be applied. The same eequirements in this section that apply to the promotion or
replacement of the Association President will apply to a fit•e fighter elected to a TSAFF or IAFF
Officer.
Section 6. Special Assignment of Elected TSAFF or IAFF Officers.
The City agrees to allow no more than one (1) fire fighter elected as a union officer of the
Intecnational Association of Fire Fighters (IAFF) or the Texas State Association of Fire Fighters
(TSAFF) to be afforded the same ��ights and privileges as stated above in Section 4 of this Article.
This fice fighter must be a tnember in good standing of the fire depactment.
Section 7. Collective Bargaining Negotiating Sessions.
The City agcees to release with pay each member of the Local 440 bargaining team for each
formally scheduled collective bargaining negotiating session if they at•e scheduled to work. Prior
to the first scheduled bargaining session the Association President shall provide the City with a
list of up to seven (7) bargaining team membe�•s eligible to be released. This paid time will begin
at least thii�ty (30) minutes prior to the scheduled start of and ending no sooner than thirty (30)
minutes after the conclusion of, each collective bargaining negotiating session.
Section 8. Other Associations.
This Article does not prevent the prior practice of the Chief allowing leave time to be awacded
for other employee associations.
19
ARTICLE 7
INTERNAL COMMUNICATIONS
Section 1. Email Communication.
Subject to t11e Depai�tment SOPs, the City's rules and regulations, (particulai•ly t11e
Administrative Regulation regacding "Electronic Comm�ulications Use Policy"), and the
applicable provisions of this Agreement, the Association may utilize electronic
communications ("e-mail") to communicate with Association membe�•s cegarding matters of
ge�leral intecest of the Association in accordance with the following resh�ictions and
limitations:
a. The City will grant access to the ZZ_CFD distribution group for the use by the
Association's Executive Board to communicate with its members only the following:
1. Meeting notices and agendas; and
2. Notices advising members to review information on the Association's
website, but not including specifc linlcs to t11e Association's website.
b. The Association Board members may use the City e-mail system to
communicate on Association business among themselves. Individual Association
members may not use the e-�nail system to advocate for or against issues, campaign foc
one's self or others or promulgate personal issues as Association business.
Section 2. Specific Subjects Only.
Association e-mail communicatiotzs shall relate solely to the following subjects:
a. Reci•eation and Social Affairs or other non-political activities of the
Association
b. Association Meetings
c. Association Electio�is
d. Reports of Association Committees
e. Rulings or policies of the State or National Association, witho��t added
commentaiy
f. Legislative Enactments and Judicial Decisions Affecting Public Employee
Labor Relations, without added commentary
Section 3. Prohibited E-mail Subjects.
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Association e-mail communications shall not contain any political commentaiy, any
solicitation for membership in, or financial contributions to, any laboi• ot•ganization, special
interest organization, oc political action organization, or any derogatory or offensive
propaganda or commentary wllich reflects negatively upon the City, its officials, its employees,
City employee associations or groups, or upon citizens of the City.
On a case-by-case basis, the Chief or Chief's designee may consider requests fi�om individual
fire fighters for approval to distribute e-mail communications regarding solicitations for fire
fighters (or their families) needing financial assistance or other forms of assistance.
���
ARTICLE 8
PAYROLL DEDUCTION
Section 1. Payroll Deductions.
The City shall bi-weekly deduct an amount fi•om the pay of each individual itre fighter who has
voluntarily authorized such deduction for remittance to the Association. The amount of pay
deducted from each member of the Association shall be an amount authorized by the Board of the
Association. The deduction amount shall remain constant �intil the City is notified in writing, by
paper or electronic form by an authorized member of the Board to change the deduction amount.
The Association may change the amount of the deduction wit11 thirty (30) Calendar Days' notice
to the City in writing. The total amount of deduction and a list of each member's total deduction
shall be remitted by the City to an account specified by the Board of the Association within ten
(10) business days from the date the amount is talcen fi�om the member's pay. After execution of
this Agreement, fire fighters who wish to join the Associatio�l will camplete the appropriate City
paper or electronic form to authorize the bi-weel<ly deduction ainount. Any individual metnber of
the bargaining �ulit wishing to voluntarily withdraw authorization for deductions oc change the
amount of their deduction must personally complete the appcopciate paper or electronic form as
required by the City.
Section 2. Deduction Fees.
All amounts deducted pursuant to this Ai•ticle shall be paid to the legally designated ►•epi•esentative
of the Association in accordance with tl�e procedures and costs established by the City Finance
Director. The current cost structure of $0.05 per deduction shall be maintained until such time as
the cost is changed to ceflect a more accurate assessment of cost. The City I'inance Director has
the sole disccetion to establish charges for deductions. Tlle cost of deductions is subject to annual
review. The actual cost shall not exceed $0.l 0 per deduction for the duration of this Agreement.
Tl1e cost per deduction shall be no more than the cost applied to othec• employee associations.
Section 3. Special Assessments.
The Association shall be permitted to notify the City Finance Dii•ector of the need to assess its
members via payroll deduction. A single authorization shall be utilized for deductions app►•oved
by the membecship of Local 440 in accordance with 'rts Constitution & By-Laws. At the time that
the Association informs the City Finance Director of the need for the assessment, the Association
will inform the City Finance Director of the pec-person amount of, and the reason for, the proposed
assessment.
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Section 4. Indemnification.
The Association shall defend the City and hold the City harmless against any and all claims,
demands, suits or other forms of legal action that may arise out of, or by reason of, any actions
talcen by the City, or any employee of the City in complying with provisions of this Article. The
Association and the City shall jointly select and direct counsel retained foi• such defense, and the
Association shall further assist and cooperate with the City dut�ing said defense.
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ARTICL� 9
WAG�S
Section 1. Payment.
Subject to all of the other provisions of this Agreement, the wages of the fire fighters covered by
this Ag�•eement shall be paid, during the four (4) year term of this Agreement, in accordance witl�
the wage rates, terms, and conditions described 'rn the stcuctw�ed pay plan attached in Appeildix A,
which is incorporated by reference. An�utal step pay increases reflected in Appendix A for eligible
fire fightecs shall continue through the one-year evergreen period as stated in Article 33 of this
Agreement or until such time as a new agreement is reached, whichevec comes first.
Section 2. Wages.
In summaty, wages will be paid according to the following schedule, as shown in Appendix A,
ducing the tecm of this Agreeiuent:
FY 2026-2027: Beginning on the tust full pay period after Oetobec 1, 2026, ducing
FY 2026-2027; 5.0% across-the-board + annual step pay increases
desci•ibed in the stcuctur•ed pay plan attached in Appendix A for
those fire fighters eligible on theic applicable anniversaiy date.
In addition to the above-described accoss-the-board raise foc FY
2026-2027, effective on the first fi�ll pay period aftec October 1,
2026, fire fighters in the following classifications will receive the
following marl<et adjustment raises:
Firefighter — 2.1 %
Engineer — 1.0%
EMT - 5.0%
Lead Paramedic — 15.0%
EMS Supecvisor — 7.0%
EMS Manager — 2.0%
EMS Battalion Chief — 2.0%
FY 2027-2028: Effective on the first full pay period after October l, 2027, foi• FY
2027-2028, across-the-board raises as indicated below+ a►znual step
pay increases desccibed in the structured pay plan attached in
Appendix A for those fire fighteis eligible on their applicable
anniversa�y date.
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EMT - 9.0%
Lead Paramedic — 7.0%
EMS Supervisor — 9.0%
EMS Manager — 9.0%
EMS Battalion Chief-9.0%
Firefighter — 9.0%
Engineer - 7.5%
Lieutenant - 7.5%
Captain — 7.5%
Battalion Chief — 7.5%
Telecommunicator — 7.5%
Telecommunicator Supervisor - 7.5%
Telecommunicator Manager — 7.5%
FY 2028-2029: Effective on the first full pay period aftec Octobe►• 1, 2028, for FY
2028-2029, across-the-board raises as indicated below + annual step
pay incceases described in the sti•uctured pay plan attached in
Appendix A foc those fire fighters eligible on their applicable
anniversaiy date.
EMT — 4.0%
Lead Paramedic — 4.0%
EMS Supervisor — 6.0%
EMS Manager — 6.0%
EMS Battalion Chief — 6.0%
Firefighter — 4.0%
Engineer• — 4.0%
Lieutenant — 4.5%
Captain — 4.5%
Battalion Chief-4.5%
Telecommunicatoi• — 4.5%
Telecommunicator Supervisor - 4.5%
Telecommunicator Manager — 4.5%
FY 2029-2030: Effective on the first full pay period after October 1, 2029, for FY
2029-2030, across-the-board raises as indicated below + annual step
pay increases described in the structured pay plan attached in
Appendix A for those fire �ghteis eligible on tlleir applicable
anniversaiy date.
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EMT — 7.0%
Lead Pacamedic — 5.0%
EMS Supervisor — 7.0%
EMS Managec — 7.0%
EMS Battalion Chief— 7.0%
Firefighter — 5.0%
Engineer — 5.0%
Lieutenant — 5.5%
Captai�l— 5.5%
Battalion Chief— 5.5%
Telecomn�unicator — 5.5%
Telecoinmunicator Supervisor - 5.5%
Telecommunicator Manager — 5.5%
For those occasions when a fire fighter's anniversa�y date occws the same day when an across-
the-board base pay increase is implemented, the order of implementation will be the across-the-
board base pay increase, then the step inccease.
The base pay for the ►•anks of Deputy Chief, Assistant Chief, and EMS Deputy Chief shall not be
conti•olled by TLGC Chaptei• 143 and specifically 143.041(b). The base pay foi• Assistant Chiefs,
Deputy Chiefs, and EMS Deputy Chiefs shall be set by the Fire Chief within the sala�y range for
each position. The minimums and maximums ofthe salary range foc each appointed position will
be increased by the same percentage, and at the same time, as the across-the-board caises for the
canlc of a dual-role Battalion Chief, if any, set out above. D�uing each year of this Agreement, the
base pay set by the Fire Chief for each Assistant Chief, Deputy Chief, and EMS Deputy Chief will
inccease by a one-time market adjustment equal to the same percentage, and at the same time, as
the across the board raises for the i�ank of a dual-role Battalion Chief. The sala�y range will not be
inci•eased at the beginning of, or during, any evergreen period, as set o�it in Acticle 34, Section ].
Assistant Chiefs shall be exempt fi�om overtime compensation to the extent permitted by state and
federal law.
Section 3. Preemption.
This Article shall preempt any cont►•a�y provisions including those set forth in TLGC 143.041(b),
TLGC 143.041(c), 143.042, 143.044, and 141.032 and any local ordinances, executive orders, or
rules adopted by the City or Commission, it being expressly agreed and specifically so provided
under the authority of TLGC l 74.005 and l 74.006.
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ARTICLE 10
OVERTIME
Section 1. Emergency Call Bacic Overtime.
Pursuant to 29 CFR §778.200, Emergency Call Back Overtime ("ECOT") is a"pi•emium pay" and
shall always be paid at time and one half (1 %2) of the regular rate of pay. Whenever a fire fighter
is called back to work for an emergency after the fire fighter's regular working hours (due to an
emergency situation as declared by the Chie�, the fire fighter shall be eligible for ECOT and shall
be paid a minimum of four (4) hours ovei•time. Fire fighters shall be paid in this manner for all
hours worlced during the callbacl< until the fire fighter's duty day begins at which time, the
additional compensation will cease. Hours worlced that are paid as ECOT pc•emium pay will be
coded as non-pcoductive time to allow for tlle overtime credit unde►• 29 CFR §778.200(b)2) to be
automatically applied.
No fire fighter may be required to wor•1< more than 72 continuous hours except under the provisions
of Section l.
Section 2. Mandatory Overtime (Force-Hire).
Mandatory/forced-hire overtime shall be paid as ECOT pretnium pay. Hours worked that are paid
as ECOT premium pay will be coded as non-productive time to allow for the overtime credit under
29 CFR §778.200(b)2) to be automatically applied.
Section 3. Voluntary Overtime (CSOT).
When a fire fighter volunteecs to work, and is selected to work, on an apparatus in order to meet
daily staf�ng requirements, resulting in houts worlced beyond a fire fightec's regularly scheduled
worlc hours, but not caused or initiated by an emergeticy, those additional hours will be defined as
Constant Staffing Overtime (CSOT) and paid as Regular Overtime (FLSA). The term "Apparatus"
as used in this Article, refers specifically to active service status Battalion Chief vehicles, EMS
Supervisor vehicles, Shift Commander vehicles, fire engines, fire quints, fire ladders, Af1_RF
companies, brush trucics, two-person emergency vehicles, HazMat Squads, and ambulances.
Hours worlced beyond a fiee fighter's regularly scheduled work hours, other than as described in
Sections 1 and 2, will be paid as Regular Overtime.
Section 4. Regular Overtime (FLSA).
The Association c•ecognizes that the City compensates Suppression fire fighters as allowed in 20
U.S.C. § 107(]c) ("Section 7(lc)") of the Fair Labor Standards Act, as amended. Regular overtime
for a Suppression fire fighter is defined as hours worlced in excess of 106 hours in a 14-day pay
27
cycle. Regulac Overtime for a Staff fire fighter is defined as hours worl<ed in excess of 40 houcs in
a 7-day worl< week. The use of Vacation (V), Sicl< (S), and Fat-nily (F), leave will not count as
hours worlced for purposes of calculating eligibility foc regular or voluntaiy overtime.
Section 5. Relief Ratio.
The numbec of relief personnel utilized on a daily basis shall not exceed 40% of the total necessacy
to satisfy the miniinum daily staffing �•equirements, as set out hei•ein. Tl1e mini�num daily st�f�ng
rec�uirement includes: all fire companies staffed as prescribed in Article l7 "Staffing Standacds,"
one shift commander, eight Battalion Chiefs, one shift tech, one duty paramedic, and two SCBA
staff. This vacation relief ratio can be used to fill any vacancies caused by any fire fighter who is
assigned to a shift but is off duty using available leave or is involved in any assigned departmental
business.
Theanini�num daily staffing rec�uirement as of October l, 2026 is 252.
Changes to the minimum daily staffing i�equirement during t11e duration of this Agreement (e.g.,
the construction of new fii•e stations) will alter the relief staffing maximum as the 40% thresllold
is applied to the new minimum daily staffing number.
The relief staffing percentage may be exceeded for up to ninety days foc new fire station
consti•uction delays.
Section 5 of this Article does not apply to scheduling the work of single-role fire fighters.
Section 6. P�-eemption.
This Article shall pi•eempt any contrary provisions including those set forth in TLGC 142.0015,
and any local ordinances, executive orders, or cules adopted by the City or Commission, it being
expressly agi•eed and specifically so pcovided under the authority of TLGC 174.005 and 174.006.
Section 7. Single-Role Fire Fighters and Communications Personnel Overtime.
Persons employed by the City as EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS
Battalion Chief, EMS Deputy Chief, Telecommunicator, Telecommunications Supervisor, or
Telecommunications Manager will be entitled to overtime pay for hours worlced in excess of 40
houcs in a wocl< weel<, at the t•ate of one and one-half (1 %2) of their regular rate of pay. The
Association recognizes that ovei�time compensation for persons employed by the City as an EMT,
Lead Pacamedic, EMS Supervisor, EMS Managec, EMS Battalion Chief, EMS Deputy Chief,
r:
Telecommunicator, Telecommunications Supeivisor, oc Telecommunications Manager is not
subject to 20 U.S.C. § 107(I<) ("Section 7(lc)") of the Fair Labor Standards Act, as amended.
ARTICLE 11
COMPENSATORY TIME OFF
As permitted by the Fair Labor Standards Act ("FLSA"), 29 U.S.C. § 207(0), the City may
compensate fire fighters, if requested by the fire fighter, with compensatoiy time in lieu of
overtime compensation requir•ed by the FLSA, 29 U.S.C. � 207 subject to the discretiona�y
approval of the Chief. The Parties agi•ee that if compensatoty time is granted, it shall be
administered in accordance with tlle City's Personnel Rules and Regulations applicable to fire
fighters and shall comply with state and federal law. The use of the term "fire fighter" in this
Article shall not be construed as affording the right of time-and-one-half remuneration (whether
overtime or compensatory time) except as provided by PLSA, 29 U.S.C. § 213 and TLGC
142.0015(e). This Article pceempts Section 142.0016 TLGC only to the extent of any
inconsistency with that section.
30
ARTICLE 12
VACATION/HOLIDAY L�AVE
Section 1. Vacation Leave.
Vacation leave for sworn fire fighters shall be accr��ed according to the following chart:
Staff or 8-Hout• Day
Maximum Accrual Rate Per
Service Time
Accrual Per Pay Period
fi�om date of hire
Year (Houis) (Hours)
Fire fighter with
fewer than five l20 4.62
years of service
Fire fighter with
5 years of l36 5.23
service
Fire fighter with
10 years of 144 5.54
service
Fire fighter with
15 yeacs of 160 6.15
service
Fit•e fighter with
20 years of 184 7.08
sei-vice
Suppression or 12-Hour Day
Maximum Accrual Rate Per
Accrual Per Year Pay Period
(Hours) (Hours)
180
204
216
240
276
6.93
7.85
8.31
9.23
10.62
For pecsons hired as part of the Transition, their years of service will be calculated using their hire
date with the City.
Sections 1, 2, 3, 4(except as excepted below), 5, 6, 7, and 8 apply to single-role fire fighters and
Emergency Communications Personnel.
Those persons who are hired in the Transition into positions as single-role fire fighters oc•
Emergency Communications Personnel will begin their employment with the City with a number
of vacation hours based on the following:
a. From 0 to 5 years of tenure (fi•om last hire date): up to 40 hours of their actual
accrued PTO hours at MedStar, immediately prior to the Tt•ansition, converted to equal
number of vacation hotus.
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b. Froin 5 to 10 years of tenui�e (fi•om last hire date): up to 80 ]Zoucs of their actual
accrued PTO hours from MedStai•, im�nediately prior to the Transition, converted to ec�ual
number of vacation hours.
c. More than 10 yeac•s of tenuce (from last hire date): up to 120 hours of their actual
accrued PTO hours fi�om MedStar, immediately prior to t11e Transition, converted to equal
number of vacation hou�s.
Section 2. Vacation Time Management.
TIZe authoi•ized number of allotted vacation positions can be exceeded if approved by the Chief oi•
designee. Beginniilg Octobec 1, 2026, the numbei• of vacation slots per day will be �lo fewei� than
(i) 16% of the minimum daily staffing requieement foc dual-role fire fighters, and (ii) 10 slots for
single-role fire fighters except under a declared emei•gency. Floating days shall not be
i��cluded in this nLnnbec.
Under the direction of the Chief oc designee, Battalion Chiefs are responsible foi• managing
vacations and other leave time for their battal'ron/shift to provide the most effective emergency
response capability possible.
Section 3. Vacatior► Leave Transfer.
Fire figl�teis nlay ti•ansfer accrued vacation leave (no other type of leave may be tca��sferred) into
a non-civil service employee's Short Te��m Sicic Leave/Family Leave account or into a civif service
employee's Sicic or Family Illness Leave account in order to ensui•e co�ltinuing incoine foi� an
employee who must be absent fi•om worlc due to a major personal illness or injury or due to an
immediate family member's majoc illness or inju��y which requires the presence of the employee.
In the event of conflict, the PRRs policy for Vacation Leave Donations shall apply. Donated leave
will not co�mt toward any minimum required leave usage provisions listed in this Article.
Section 4. Holiday Pay and Accrual.
Time accrued for all holidays shall be based on either an eight (8) hour day for Staff Personnel or
a twelve (12) hour day for Suppression Pecsonnel.
Suppression Personnel shall be paid for hours worlceci (eight or sixteen depending on shift) on a
holiday (as defined below) at time and one half (1 %) holiday rate. For purposes of this Article,
only, holiday rate means an individual's step cate within their rank. Supp1•ession Personnel shall
accrue twelve (12) holiday houts for each holiday observed unless the fire fightec is in a no-pay
status.
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Staff Personnel shall be paid for hours worked on a City-recognized l�oliday (except as modified
by Section 5 of this Article) at time and one half (1 '/2) holiday rate. StaffPersonnel who worlc on
the City-recognized holiday shall accrue eight (8) holiday hours.
If the City-recognized holiday falls on a ten (10) hour staff person's off day, he or she shall accrue
eight (8) holiday houis. Staff personnel shall be allowed to move their regular day off with
supervisoi• approval.
If a fire fighter (suppression or staf� is scheduled to wor]< on a holiday (actual or City-recognized)
and is absent for any reason he or she shall be charged the requested leave time if available and
accumulate the appropriate holiday hours for his or her position.
Those hours worked by a fire fighter who is not scheduled to work on a day that is a holiday shall
be compensated at two (2) times their regular rate of pay. The hours actually worlced will be coded
as pcoductive time, and the double time houts will be coded as non-productive time to allow for
the overtime credit under 29 CFR §778.200(b)(2) to be automatically applied. Single-role fire
fighters and Emergency Communications Pecsonnel are eligible for this pay at two times their
regular rate of pay.
Fic�e Fighters cannot be compensated with compensatocy time under Article 11, in lieu of holiday
rate pay set out in this Section.
Holiday leave and holiday pay for single-role Fire fightecs and Emergency Communications
Personnel will be administered the same as for Staff Peisonnel; however, the number of hours of
holiday pay and holiday leave will be based on the employee's scheduled hours, not based on hours
for Suppression Personnel or Staff Personnel.
Section 5. Holidays.
Depac�tinent personnel are granted nine (9) holidays per year.
City-recognized holidays may not always align with the actual holiday day and are: New Yeat's
Day, M.L.K. Day, Memorial Day, Juneteenth, Independence Day, Labor Day/9-11 Remembrance
Day, Thanksgiving Day, Day after Thanl<sgiving, and Christmas Day. As per the City's PRRs,
the City may officially recognize a holiday on a day which is not the actual holiday.
Suppression Personnel and any Staff Pei•sonnel who ai�e required by their position to worlc on the
actual holiday shall receive Holiday Pay and accrtte Holiday Hours for worlc on that actual holiday,
regardless of when it is recognized by the City. Suppression Persomlel and those Staff Personnel
not included above, shall follow only the official City-recognized holiday schedule.
33
Fice figllters are also granted one (1) Peisonal Holiday per year (eight (8) hours per yeai• for Staff
Personnel and twelve (12) houis for Suppression Pe�sonnel).
Section 6. Vacation/Holiday Accumulation and Use.
There shall be no liinit on maximum accumulation of vacation or holiday time. Vacation houi•s
are available for use begiivling on the date of hire, including the applicable probation period. Upon
separation of employment, fire fighters shall receive payment of all accrued vacation and holiday
tiine, except that fire fighters who terminate fi•oin the City witllin twelve (12) months from their
date of hire shall not be paid for accrued vacation time.
Fire fighteis may accrue unlimited peisonal holiday hours, including any specially granted by the
City Manager, and those hours accrued after the effective date of this Agreement will not be subject
to any time limitations for usage. Fire fighteis who terminate employment for any reason will not
ceceive payment for any unused personal holiday hours upon sepai•ation fi•om the City nor shall
fire figllter pe��sonal holiday houis be part of any futtiu•e leave sell bacl<. Peisonal holiday time may
only be talcen in minimum inccements of fifteen (15) minutes.
Beginning the ficst fi�ll calendar year aftei� commission date, Fire fighters are required to use two
(2) weelcs (120 liows for 56-hour suppression personne) and 80 houcs for 40-houi• staff personnel)
acci•ued holiday time and/oc vacation time per caletldar year. Failure to use tl�e minimum i•equired
leave will result in the difFerence between the amount used and the minimum required leave usage
being deducted from accumulated vacation leave at the beginning of tlze next calendar year.
A fire fighter wllo is not able to use two (2) weelcs of accrued holiday and/oi• vacation time in a
calenda�• year due to illness or injury may petition the Chref or designee in writing foc a waiver of
this requirement. The Chief oc designee will provide a written ruling on the rec�uest to the petitioner
within five (5) calendai� days of receipt of the request. The Chief or designee's decision will be
final. Decisions resulting in a waiver to the cequirement will be forwarded to the City Human
Resources Department for implementation. Sendrng a request or response via email shall qualify
as a writing.
Unless otherwise approved by City Council fire fightei•s may not pai•ticipate in the City's yearly
vacation leave and/or accrued holiday leave sell bacl< program (when implemented by the City
Council).
34
Section 7. Reopener Provision For Changes in Leave Structure.
In the event that the City changes, or pi•oposes to change, its current leave structure as set forth
herein during the tenn of the agreement, the City shall be entitled to reopen Collective Bargaining
negotiations with the Association to discuss any proposed changes. The parties agi•ee that those
negotiations may cesult in changes in some leave benefits in order to provide similar leave benefits
for all City employees. If Collective Bargaining negotiations are reopened as provided heeeitl, they
will be limited to such differences in the cuc•rent leave structure and the proposed new leave
stcucture that the City identifies, in writing, 30 days before the beginning of the reopened
negotiations. Such reopened Collective Bargaining negotiations must be completed within 60 days
after the face-to-face negotiations begin, unless the Association and the City agree, in writing, to
extend the negotiations.
Any Agceement between the Association and the City that results fi•om the reopened Collective
Bargaining negotiations, will not be effective unless and until it is approved by the City and the
Association pursuant to the requirements of Article 32 of this Agreement.
Section 8. Preemption.
This Article shall preempt any contrary provisions including those set forth in TLGC 142.0013,
and any local ordinances, executive orders, or rules adopted by the City or Commission, and
specifically preempts Section 142.0013(c) to the extent that section can be c�ead to obligate the City
to provide any fit•e fighter any additional vacation days, holidays or days in lieu of vacation days
or holidays gc•anted to any other municipal employees in a labor agreement, it being expressly
agreed and specifically so provided under the authority of TLGC 174.005 and 174.006.
35
ARTICLE 13
WORKING AGREEMENT
Section 1. Substitutions.
Any fire fighters of the bai•gaining unit, who, because of a non-occupational illness or injury, are
injured or sicic and have depleted his or her accrued leave benefits, to the limits stated in Section
4B 1 of the Working Agreement Rules, Regulations and Procedures, may self-arrange or mal<e a
request to the Association for one oi• more fire fighter(s) of the bai-gaining unit to substitute foc
him or her. Substitution personnel worl<ing for another fire fighter under this provision need ilot
be of the same classification as the fire fightec receiving the Worlcing Agreement benefit, provided
there are sufficient eligible fire fighte�s on-duty to fill those positions requiring specific
classifications.
a. This Section shall cover a member for a maximum cumulative period of up to 24
months during a fire fighter's career.
b. No fire fighter of the baigaining unit shall be eligible to receive benefits under this
Section after qualifying for cetirement undec the then-current City retirement program
as codified in 6243i of the Texas Revised Civil Statutes and Sections 2-201 — 2-235 of
the City's Code of Ocdinances (as amended) and any celevant cules promulgated by the
boacd of the Employees Retirement Fund.
c. The disabled fice �ghter's pecsonnel record shall reflect continuous service with t11e
City; the record shall not recognize a brealc in the iire fighter's years of service as a
eesult of availing him/hecself of substitutes under this Section.
d. Under no cit�cumstances shall a fire fighter who is using substitutes under this Section
be allowed to perform non-department related worl<.
e. The City understands that the Association's Worlcing Agreement and Rules,
Regulations and Procedures promulgated subject to this Article will include provisions
concecning donations of time by fice fighters not certified to worlc in Opei•ations, and
will provide, in substance:
Fire fightecs not cei�tified to woi•Ic in Operations may donate up to 16 hours, as adjusted
for pay rates, in lieu of worlcing one 24 hour shift. This adjustment shall be calculated
by Fire Depar-tment payroll personne(.
�xample: Step 7 Fire Captain (staf� 40 hour rate =$40.05
Step 5 Fire fighter (operations 24 hour shift) _$5 l 2.64
36
Therefore: $512.64/$40.05 = 12.80 hours donated by Captain not certified to work
Oper•ations.
£ Accrued time of the member receiving benefits shall be used when a substitute is
unavailable to worlc the shift.
Section 2. Substitution Approval.
All substitutions contemplated herein are subject to the Chief's or his oc• her designee's, approval
as defined or limited by 29 C.F.R. 553.31. Nothing in this Article shall abrogate the Chief's ability
to determine a fice fightei•'s fitness for duty ot• any other eligibility criteria of the Department.
Section 3. Compliance with Federal Law.
The City has agreed to facilitate its fire fighter's shift exchanges, recognizing that a fire fighter's
choice to do so is at the fire fighter's sole option and for the fire fighter's convenience. There is no
incentive, encouragement, benefit or promise of any reward or advantage by or on behalf of the
City in connection with this option. Notwithstanding a�1y provision of this Agreement, the Ciry
may make any changes in policies or practices necessary to comply with state and federal law and
regulations, including but not li�nited to 29 C.F.R. 553.31, as to the City's involvement, regulation,
oi• approval of fii�e fighter participation in this voluntaiy option.
Section 4. Rules.
The Association may promulgate internal Worlcing Agreement Rules, Regulations and Procedures
subject to this Article. The City has informed the Association that it has no objections to the
Association's Working Agreement, Rules, Regulations and Pi�ocedures, and the modrfications
made as of the effective date of this Agreement.
Section 5. Defense.
The City shall defend all claims against the Association (and its Executive Board, if named), with
counsel of the City's choice, which arise directly from the implementation of the specific terms in
this Article and shall pay any and all claims finally adjudicated based thereon involving joint
liability of the City and the Association. This provision does not preclude the Association from
retaining its own defense counsel, at its expense, and the City shall reasonably cooperate with
counsel designated by the Association to participate. The City's obligation to defend and/or pay
does not extend to liability based on the rules, cegulations and procedures, or administrative
practices of the Association, which are the sole prerogative of the Association.
37
ARTICLE 14
GROUP HEALTH BENEFITS
Section 1. Cove�•age and the Provider.
a. On May 1, 2018, the Association and the City entered into a Healthcare Contcact
that obligates the Association to take appi•opriate steps to cceate and administer a Trust and Local
440 Benefit Plan for Recruits, Fiee Fighters, Future Retirees, Pre-Medicare Retirees and eligible
spouses and dependents. The Healthcare Contract and all successor Healthcare Contracts will be
negotiated between the City and the Association and must be ratified by a majority of the members
of the Association and approved by the City Council befoi•e any such Healthcace Contract will be
effective. Such Healthcace Contracts may extend beyond the term of this or any successor
Collective Bargaining Agreement.
b. All capitalized terms used in this Article that ace deF'ined in the Healthcare Contract
shall llave the same meaning as stated in the Healthcace Contract.
c. The Association will continue to opei•ate a Ti•ust pursuant to the terms of the
Healthcare Contt•act.
Section 2. Active Fire Fighters as Futu►•e Retirees.
a. The parties acicnowledge that the Association does not represent c��rrent Retirees,
that is, those former City �re fighteis who retired from the City before May 1, 2018. However,
the pai-ties aclulowledge that the Association rept�esents active I'ire Fighters wl�o may r•etire fi•o�n
the City after May l, 2018. Those persons are cefecred to in this Article as "Future Reticees."
b. The parties also ��ecognize that the Association does not cepr•esent Recruits.
However, thro�igh the Heafthcare Conh�act, the Association and the City have agreed to certain
cesponsibilities relating to Recruits, including that such Recruits will be covei•ed by the Local 440
Benefit Plan and tl�at the City's Contcibutions to the Local 440 Benefit Plan will include funds to
be used by the Trust created by the Association to pi�ovide healthcare covei•age for Recruits. Those
obligations are set out in the Healthcare Contract and neither party can file a grievance under this
CBA, assei-ting that, with respect to Recruits, the other party has failed to perform a duty or
obligation set out in this CBA or the Healthcare Contract.
c. Active Fire Fighteis and Future Retirees shall no longer have any access to the
City's health plan as described in the following paragraphs, eithec as an active Fire Fighter or as a
FutLu-e Retiree, so long as the Association continues to offer a healthcare plan thcough the Trust
i•eferred to in this Amended Article.
38
i. The Association agrees to provide a healthcare plan through the Trust to
Recruits, Fire Fighters, Retirees and Future Retirees and eligible spouses and
dependents, and peisons employed by the Association or the Trust specifically to
administer the Trust until they become eligible for Medicare. The City and the
Association agree that the City has no obligation to provide a healthcare plan to
Recruits, Fire Fightets, Retirees, or Future Retirees, so long as the Association
continues to offer a healthcare plan through the Trust referred to in this Article.
The City will malce Trust Contributions in accordance with the terms of the
Healthcare Contract, and any successor Healthcare Contracts.
ii. The City agrees to provide a health insurance plan for eveiy Medicare-
eligible Future Retiree. The City agrees to provide a health insurance plan for every
Medicare-eligible spouse of a Future Retiree. The plan shall be at the same cost to
the Future Retiree as that offered at that time to other similarly-sitttated non-fire
fighter retirees of the City who have reached the minimum age for Medicare
eligibility, so long as the benefit continues to be offered to other retirees of the City.
At any point in the future that the City contracts with the Association to expand the
Trust to provide a health insurance plan for Retirees who have reached the age at
which they ace eligible for Medicare, the Future Retiree will be required to
tcansition to the Trust plan coverage.
iii. This Article is binding on Future Retirees, eligible spouses and dependents
for as long as this Agreement is in effect, and the provisions of the attached
Healthcare Contract are binding on Fire Fighters, Future Retirees, eligible spouses
and dependents for the pei•iod of time set out in the Healthcare Contract, and that
term may extend beyond the term of this Collective Bargaining Agreement.
iv. The Parties agree that the City has no liability for any services rendered or
claims paid or not paid by or through coverage provided by the Trust with respect
to any claim incurred during the term of this Agreement. Eveiy Future Retiree
waives his or her right to sue the City regarding the level of coverage or subsidy, if
any, to be provided by the City through its contributions to the Trust. The Pacties
agree that every Future Retiree also waives the right to sue the City regarding the
subsidy, if any, to be provided by the City, if the Trust plan discontinues, and the
Future Retiree resumes coverage with the City. However, this provision does not
preclude the Future Retiree benefitting from a court ruling in favor of non-fire
fighter retirees participating in the City's plan regarding such subsidy. The Parties
fucther agree that the resumption of coverage for every Future Retiree shall be
subject to the payment of the applicable premium, provided such premium and the
39
City's subsidy of the coverage is provided on substantially the same terms as that
which the City provides to similarly-situated City employees or retirees.
Section 3. Trust Contributions.
The Parties agcee tl�at the amount of City Contributions will be determined by the calculations and
terms set out in the Healthcare Contract between the City and the Association.
Section 4. Trust Investments.
The parties acicnowledge that a request for a legal opinion will be presented to the Texas Attorney
General ("Texas AG") regarding tl�e options available to the Trust for investments, including
whetl�er the Texas Public Funds Investment Act ("the PFIA") or other Texas law applies to tl�e
Tcust, and specifically to investments made by the Trust. After receipt of that legal opinion, the
parties agree to worl< together, in good faith, and in consultation with experienced employee
benefits counsel, to determine what changes, if any, need to be made to the language of the Trust,
and any related documents, in light of that legal opinion. If the parties cannot agree on the effect
of that legal opinion on the options available to tlle Trust for investments, either party can seel< to
have the issue cesolved by a court of competent jurisdiction.
If the Texas AG declines to render a legal opinion, as i�equested above, the parties agree that tlley
will woi•1< together, in good faith, and in consultation with experienced employee benefits counsel,
to detecmine the appropriate steps necessaiy, if any, foc the Trust to comply with applicable law,
or, altecnatively, if the pai�ties disagree on the need for, or the text of, any changes to the language
of the Trust, or the options available to the Tcust foc investments, either party may seel< to have
the issue resolved, by seelcing an opinion oc ruling from the IRS, and/oc resolution through a couct
of competent jurisdiction.
Section 5. Employee Assistance Program and Other Insurance.
The City shall continue to provide an Employee Assistance Program and basic and supplemental
life and AD&D insurance, at employee expense, for all active fice fightei•s similac to that provided
to all other City employees and subject to change at any time in the future.
Section 6. Incorporation into Successor Collective Bargaining Agreement
a. The parties hereby agcee that Appendix B, the Healthcare Contract is incorporated
into this Collective Bacgaining Agreement.
b. This Ai-ticle will remain in full force and effect until the 30t�' day of September, 2031,
40
unless, before that date, it is superseded by a new Collective Bargaining Agceement between the
pa��ties. If the Current Collective Bargaining Agreement between the parties expires, including the
evergreen yea��, on September 30, 2031, the pacties specifically and purposefully agree that the terms
of this Ai-ticle will sutvive the expiration of that Collective Bargaining Agreement.
Section 7. Preemption.
This Ai-ticle shall preempt any contr•ary provisions set fo��th in Ch. 2, Art. V, Sec. 2-190 of the Fort
Worth Code and Chapter 175 of the Texas Local Government Code provided however that nothing
hei�ein shall be construed oi• interpreted to preeinpt Section 2-190(c) or (d) or otherwise requic•e the
City to subsidize health care coverage for any individual who is not otherwise eligible for a
subsidy.
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ARTICLE 15
R�TIREE H�ALTH BENEFITS
Section 1. Fire Fighters Hired Since Januaiy 1, 2009.
For the sole benefit of fire fighters hired on oi• after Januac•y l, 2009, the Association established a
tax exempt IRS Compliant 501(c)(9) Voluntaiy Employee Beneficiaey Associatiotl (VEBA). The
$1.6 million set aside pursuant to tlle 2010 Collective Bargaining Agreement has been deposited
in the Association's VEBA. Mechanisms for additional member contributions will be evaluated
for the next contract cycle.
Section 2. Preemption.
This Article shall preempt any contraiy provisions set forth in Ch. 2, Art. V, Sec. 2-190 of the Fort
Wort11 Code, and Chaptei• 175 of the Texas Local Goveinment Code, pcovided however that
nothing herein shall be construed or rnterpreted to pi�eempt Section 2-190(c) or (d) or otherwise
require the City to subsidize Ilealth cai•e coverage for any individual who is not otherwise eligible
for a subsidy.
Cy�
ARTICLE 16
SUPPLEMENTAL FIRE FIGHTER R�TIREMENT PLAN
The City and the Association, upon mutual agreement, reserve the right to reopen negotiations to
consider the establishment of a Supplemental Fit•e Fighter Retirement Plan (SFRP). It is the intent
of the Association to establish a defined contribution retirement plan to supplement benefits, and
the City is willing to discuss their proposal. There shall be no City conh�ibutions on behalf of the
fire fighters' benefits in the SFRP.
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ARTICLE 17
STAFFING STANDARDS
Section 1. Assignments.
Fort Worth Fire Department management reserves the right to assign any employee to any position
within the Department. Final authority to determine an employee's assignment cests with the Fire
Chief. This Article in no way inhibits the authority of the Fire Chief to malce assignments as
deemed necessaiy for the effective and ef�cient operation of the Department.
Section 2. Four--Person Staffing.
The City shall continue its pcactice of staffing with rour (4) persons (consisting of: one (1) officer,
one (1) engineer, and two (2) fire fighters), active service status Engine companies and Trucic
companies, including quints (as commonly recognized apparatus by the Association and
Department), Hazmat Squad, and ARFF companies (maintaining the eaisting pcactice of one four-
person crew per ARFF company). These apparatuses may be tempoearily reduced to three (3)
persons, yet remain in active service, if a fire fighter assigned to worl< on an apparatus is: (a) off
duty using available leave for up to five (5) hours; oc (b) is involved in any assigned departmental
business, for up to five (5) houcs, including travel time. This practice may be used once daily per
apparatus.
Section 3. Two-Person Companies.
In order to maximize staffing and equipment i•esource efficiencies and better scale response levels
to match specific incident requirements, the Chief may implement utilization of two-peison
emecgency i�esponse companies as part of future depai-tmental growth plans. Two-petson
companies can only be utilized to supplement existing four-person companies at specific stations
where call volumes or other factors necessitate service expansion. These two-peison companies
shall not replace any existing fouc-peison companies and shall be staffed with an Officec and an
Cngineer. Stations which house these units, when such units are constantly staffed, shall have a
Captain and Lieutenant assigned on each shift. Two-person companies shall utilize smaller
emer�ency vehicles. These units shall not be dispatched to sn�ucture fires as a structural
firefighting unit or to perform any structucal firefighting duties. Under unusual circumstances
where these two-person ccews may encotu�ter a life-thceatening situation, including arriving at a
structure fire, prior to any othec units, crews may perfocm rescue functions if necessacy. The
number and location of two-person emergency response companies is at the fi�ll discretion of the
Chief subject to the conditions set forth in this Article. The two-person companies referred to in
this paragraph do not include ambulances staffed with single-role fire fighters in the EMT and/or
Lead Paramedic role.
44
Section 4. Meacham Airport.
The primary apparatus at Meacllam Airpoi-t is excluded from the staffing standards noted above.
ARFF apparatus at Meacham Airpoi�t may be staffed solely with a miniinum of two (2) ARFF
certified fire fighteis. If staffed as a two-person company it shall consist of an Of�cer and an
Engineer.
Section 5. Utilization.
This Article shall not affect the City's or the Chief's rights to set, determine, change, or modify
the number, locations, service status, or utilization of �►•e stations, facilities and apparatus.
Section 6. Communications.
There shall be a minimum staffing of 32 positions assigned to Fire Communications Specialist.
Daily minimum staffing for the Fire Alarm Office shall include one (1) FCS Supervisor and four
(4) FCS personnel. Any needed upstaffing due to high call volume from PD rollover calls shall be
filled with FCS personnel.
L!.'7
ARTICLE 18
PROC�DURE FOR FILLING AND PROBATIONARY PERIOD FOR B�GINNING
POSITIONS IN THE FORT WORTH FIR� DEPARTMENT
Section 1. Recruitment.
The Chief will detei•mine when the following procedures, outlined in this Article for the filling of
entry positions in the Departinent, will talce place. Recruitment for fire fighter candidates shall be
a cooperative effort between the Depactment and the Human Resources Department. In all cases,
recruitment effoi•ts will be publicized and cecruitment notices will be posted on the City's Job
Announcement web page. Recruitment may be conducted on a continuous or pet•iodic basis. The
Depai-tment may test at different locations, but all testing shall be conducted simultaneously fot•
the particular eligibility list being established. A candidate may be tested only once for a specific
eligibility list.
Section 2. Eligibility.
Eligibility to become a fire fighter will be determined by a candidate's ability to meet the minimum
standa►•ds established in the Local Civil Service Commission Rules. The Association shall be
afforded the opportunity to assign representatives as unpaid proctors during the physical ability
test and distance cun. Candidates must meet all minimum standards and rec�uirements to be eligible
for future licensing by Texas Commission on Fire Protection. A candidate must not be younger
than eighteen (18) years and must not have reached thirty-six (36) years of age by the date that the
entry-level test cequired of that candidate is administered.
Section 3. Selection Criteria.
The selection of a candidate to be a fire fightei• shall be based primat�ily upon the candidate's
suitability to serve as a fire fightec and including consideration of scores from the selection process.
The Chief shall make the final hiring decision. The rule of three shall not apply. All testing and
selection procedui•es shall be designed and intended to identify the most suitable applicants and to
exclude those candidates who are deemed not lilcely to possess the characteristics and abilities to
be successful in the performance of worlc required of a fire �ghter. All candidates for a dual-role
fire �ghter or single-role fire fighter position shall be required to pass an entiy-level written test
intended and designed to measure the candidate's suitability and ability to pecform the duties of
the specified dual-role or single-i•ole fire fightec position. Separate exams will be administered for
dual-role fice fighter and single-role fire fighter positions. An applicant who talces, and obtains a
passing score on, a dual-role fire fighter and single-role fire fighter exam will be eligible for
inclusion on both eligibility lists. If such an applicant on both lists is offeced and accepts a positron
fi�om one list, the applicant will be cestricted to that list and dropped from the other list. The
minimum passing grade on the examination is 70 percent, which will be implemented no later than
46
the first entiy-level fire fighter examination following the execution of this Agi•eement. The
Association shall be afforded the opportunity to assign repi•esentatives as �ulpaid proctois during
testing.
The candidate characteristics for which additional points shall be added to a passing test score and
the point values for such characteristics are as follows:
5 points for military veterans with honorable discharge per DD 214;
3 points for graduates of a FWISD high school who also pass the EMT National Registiy.
Five (5) points is the maximum cumulative number of additional points which shall be added to a
candidate's passing test score for any combination of such characteristics. In order for points to be
given for Military service, the candidate must pcovide proof of an honorable discharge by
presenting a DD 2] 4 at the time of application or submitted a minimum of 24 hours prior to the
enh�ance test.
In the event a candidate who is called to active military service prior to being hired or disqualified
was in a stanine that other candidates were hired from, that candidate shall be added to the stanine
cucrently being considered or the next stanine to be considered for the next class hired if the
candidate reapplies (completes a new application) within one h�mdred eighty (180) days of being
celeased fi�om active duty, provided that the next stanine to be considered is created within 24
months fi•om the date of the candidate's reapplication.
Section 4. Processing Candidates.
Candidates with passing test scores on the entiy-level test will be placed on an eligibility list in the
order of their overall eligibility scores (test score plus additional points). Each eligibility list will
be divided into stanines based on the eligibility scores of candidates who pass the entiy-level test.
All candidates within a stanine shall be considered to have an equivalent eligibility score.
Candidates for dual-role fire fighter positions who are ctiu�cently employed by the Department as a
EMT or Lead Par•amedic, and who score 85 percent oc greater on a dual-role eligibility test shall
be automatically placed in the first stanine. Candidates with eligibility scores that span two stanines
will be placed in the higher stanine. Candidates may not be hit•ed from an eligibility list that is
created after an existing active eligibility list has been established until the existing list has been
exhausted or has expired. All candidates within a stanine must be processed and either
recommended for hire or rejected before candidates from a lower stanine may be considered.
Candidates will be referi•ed by the Human Resources Department to the Department by stanine.
Each eligibility list may be effective for either a maximum of twelve (12) months, or until a
specified number of candidates for academy classes are selected fi�om a list, whichever event
occurs first. The conditions that will deteimine when an active list may be closed must be included
47
on the announcement notifying candidates of the test. Any eligibility list created under this Article
that is in effect at the time this Agreement expires, including the end of any "evergreen" provision,
will remain in effect until the eligibility list expires, according to the tecros under wllicl� it was
created. This includes the last entry-level eligibrlity list that was ci�eated while the prevrous
Collective Ba�gaining_Agreement was in effect.
Section 5. Selection Process.
The Department will determine those candidates who are most suitable to be hired as fire fighters
based on a sti•uctured and job-related selection process. The selection process will include testing
for physical ability; personal characteristics linlced to the performance of essential job fi�nctions,
decision-malcing, comir�unication slcills, and interpersonal slcills. The Depai•tment will utilize
interview boards (e.g. ceview boac•ds), polygraph examinations, drug screens, bacicgi•ound reviews,
and personal references to assess candidates as long as the methods have been reviewed by the
Human Resources Depactment and found to be objective and job-related and applied consistently
in processing candidates. Pass/fail scores, cating scales oc point scores currently in use as of the
date of ratiPication of this Agreement shall continue to be used for each selection method in the
selection pt•ocess. A candidate must complete and pass each selection method in the entcy-level
hiring process in order to continue in the pcocess.
The point system currently in use as of the date of ratification of this Agreement for the Interview
Board's peisonal histoiy interview shall continue to be used for the selectron process:
Candidates are i•ated in the following ten (10) categories:
1. Decision Malcing
2. Maturity
3. Initiative
4. Communication Sicills
5. Interpersonal Sicills
6. Attitude
7. Self-Discipline
8. Responsibility
9. Stability
10. Ethics
Each member of the Interview Board may score the candidate on a scale from zero (0) to ten (10).
All scores by the lnterview Boacd shall be within 3 points of one another per categoiy. The total
score per Interview Board member stands alone as long as the 3 point rule is met in each individual
categoty. Candidates scoring 0-3 in any category are considered less suitable to be hii•ed as fii•e
48
fighters for that category. Candidates scoring 4-7 in any category are considered suitable to be
hired as fire fightecs for that category. Candidates scoring 8-10 in any categoiy are considered
more suitable to be hired as fire fightecs for that category. The ovei•all total for each interview
board membec shall equal the sum of all scores in each categoiy. The total score may range fi�om
0 to 100 per interview board member. Then all interview board members' scot•es shall be added
together for the candidate's final scoce, which may range from 0-500. Any candidate scoring
below 300 points for a 5-member boacd, foi� their ftnal score (240 points for a 4-member board,
180 points for a 3anember boacd) shall not be considered for hiring by the Fire Chief as they have
been scored below the suitable for hit•ing range.
Nothing in this Article sha11 prevent the City, incltiiding the Interview Boai-d, fi•am complying with
EEOC regulations or guidelines, nor shall this Article be interpreted to create a private right of
action to an EEOC discrimination claim.
Any candidate needing a reasonable accommodation in order to complete a step in the pcocess will
be afforded an oppol-tunity to cequest that accommodation fi•om the Human Resources Director.
The Human Resoucces Director or designee will grant or deny the request.
Any interview or ceview boards used in the selection pt•ocess shall consist of one (1) member with
one (1) alternate appointed by the Association and additional membet•s (and their alternates)
appointed by the Chie£ Each additional member shall also have an alternate. Interview or review
boards shall not have fewer than three (3) or more than �ve (5) members on each. Membership of
the interview board will not change during a hiring period unless a member is unable to serve, in
which case his oc her alternate shall seive. If needed, any trained alternate may ser•ve as an alternate
for any original board member. In the case of incapacitation, termination or resignation of the
primary or alternate member, one additional alternate may be added after receiving training. In
ordec to serve, eaeh board member inust have prior intecview board experience and shall have
received Human Resources training pt•ior to their appointment. Alternates may be appointed prioe
to obtaining the required human resources training. Observation of an actual interview board
session (i.e., a full day of interviews) shall satisfy the interview board experience requirement.
Section 6. Hiring Process.
Upon completion of the selection process, a total ftnal score, as described in Section 5 fi•om the
Interview Board will be calculated by the hicing process adininistrator for each candidate based on
the rating oc point standards established for the various selection methods. The hiring process
administrator shall be appointed by the Chief. Candidates will be ordered by final scoce and
grouped into batches of ten (10) based on the candidates' iinal score. In the event of a tie score,
the tiebrealc number dcawn at the time of the entry-level test shall be used to ranlc eandidates within
a batch. The candidates will then be submitted to the Chref by batch (highest scoring batch, first)
49
but without any associated scoi•es or i•anlcings. Tl1e Chief may consider signed, written information
provided by any of the participants in the selection process as to any candidate when mal<ing a
final decision to make a conditional offer of employment to a candidate. The Chief shall hire each
candidate in a batch in order unless a valid reason exists to reject the candidate. The Chief must
either hice or reject each candidate in a batch before the next batch can be presented to the Chief
for consideration. As eac11 candidate is hired, the ordec in which they ace hired will be doc�unented
and this order will be used to establish the final tie brealcing cciteria for future promotional tests.
The hiring process administrator will evaluate the scores, wcitten doc�unentation, and justiiication
of the Interview Board for passing over and selecting candidates. The hiring process administcator
may elect to submit the cases which they believe involve i�iconsistencies in the application of
hiring standards to the Civil Service Director or designee for review. The Civil Service Director
or designee will review the case and may also review the scores and written documentation on any
selected and passed-over candidates to insure consistency and fairness in the selection process and
compliai�ce witll applicable law.
Those cases which the Civil Secvice Directoi• or designee believes conflicts with applicable law or
are deemed to be inconsistent in the application of hiring standards will be considered for
��einstatement in the process after the Civil Service Director or designee confers with the Fire Chief.
The Fire Chief will have the final authocity for reinstatement or removal of a selected candidate
based on fair and consistent objectives. Following this review, the Chief will complete the hiring
process.
Section 7. Internal Hiring Requirements for Dual-Role Positions.
Twenty percent (20%) of the total dual-cole fire fighter trainee positions in a class, but no fewer
than five (5) positions, shall be reserved for internal candidates who successfiilly complete all
steps in the standacd dual-cole hiring process. Currently EMTs or Lead Pacamedics that score 85
percent or higher on the dual-cole entiy exam will be processed in the ficst stanine. If aftec
processing the fiist stanine, these internal hiring requicements are not met, the class will be seated
regardless.
An internal candidate selected for a position in a dual-role class shall maintain civil secvice
protection throughout the Academy trainitlg and the probationary period in Section 9 below. A
fire fightec• who fails to complete the Academy training or the probationary period for a dual-role
position shall automatically return to the single-role cl�ssification held prior to selection for the
Academy.
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Section 8. Candidate Hold Over.
If an eligibility list expires or is closed prior to the next class, the Depart�nent may cetain any
candidate's name that was processed oi• being processed priot• to the expii•ation of the eligibility
list from the last stanine fi�om which candidates were considered for hiring to be included in the
next available class if such class begins within ninety (90) days of the expiration date. Processing
is defined as the applicant having attended the first orientation meeting in the hiring process.
Section 9. Probationary Period and Leave Usage During Probationary Period.
a. For trainees and fire fighters who are still in theii• p►•obation period on the effective date of this
Agreement, their probationary period will be from date of initial hire until completion of Academy
training, and one yeai• after being commissioned as a Fort Worth fire fighter.
b. This pai•agc•aph, and paragraph (c), apply only to trainees and fire fighters whose initial date of
hire is after the effective date of this Agreement. All new hires and rehires will serve a
probationary period from the date of hire until completion of Academy training and successful
completion of one hundred (100) shifts worl<ed on an active service status Engine or Truck
company, including quints, after being commissioned as a Fort Worth fire fighter. These shifts
must be twenty-four (24) hours in length and occuc on the fire fighter's regular duty days, while
worlcing an exchange of time day, or while worl<ing overtime shifts to fulfill staffing needs. Each
shift will be documented and signed by a company officer on the evaluation forms provided by the
Professional Development Coordinator in the Training section. It will be the probationary fire
fighter's responsibility to notify their battalion chief each time they accumulate twenty-five (25)
evaluation forms. The battalion chief will then arrange a meeting with the probationary fire fighter
within ten (10) business days to review their signed forms. Any noted recommendations shall be
forwarded through the chain-of-command for ceview to determine if any remedial training or
counseling is needed. Upon completion and ceview of the 100th shift, the shift commander will
meet with the pr•obationary fire fighter and the appropriate battalion chief(s) within ten (10)
business days. Within five (5) business days after that meeting, the shift commander will malce
recommendations on the evaluation form and send the fortns through the chain-of-command. If
the probationary fire fighter's shift commander is not available to meet with the probationary fire
fighter within ten (10) business days of being noti�ed of the completion of their l 00th signed form,
then the Operations Assistant Chief will assign another shift commander to meet with the
probationary fire fighter. The Fire Chief will have fifteen (15) business days from the date the shift
commander meets with the probationary fire fighter after completion of the 100th shift to
administer disciplinary action(s) that would prevent a probationary fire fighter's probationary
period fro�n being completed. With the mutual written agceement of the fire fightet• and the
applicable person in the chain of coinmand, any of the above dates in this paragraph by which
something must be done can be extended by a reasonable period of time.
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c. Before, or witliin a ceasonable time aftec, the completion of the fire fighter's l 00th documented
shift and the shift commander's i•econl�nendation set oLrt in the preceding paragraph, the Fire Chief
must take one of the following actions: (1) terminate the employ�nent of the probationaiy fice
�ghtei; (2) extend the fire fighter's probationary requirement to include completing no more than
twenty (20) additional documented shifts; o►• (3) determine and notify t11e fire figllter that he or she
has satisfactoi•ily completed the probationary requireinents.
d. During the probationacy period, a trainee or probationaiy fire fightei• may be tecminated without
civil service appeal rights. Probationary fire fightets shall not be eligible to test for promotion to
the ranlc of Engineer prior to the completion of their probationaiy period. Upon completion of the
probationary period, the fire fighter will have fiill civil service protection, except as modified or
abridged by this Agceement.
e. In the event that a trainee or probationary fire fighter is unable to satisfactorily perform duties
oc training d��ring t11e pcobationa�y peciod due to a temporary physical or me�ltal impaii•ment or
condition, such as pregnancy, oc temporary on-duty inj�ny, the Department may either terminate
the ti•ainee oc probationai•y fire fighter oc suspend the probationa►•y period (as of the number of
shifts worked or time that has elapsed) and restart the probationacy period when the person is
capable of proceeding with the essential fi�nctions and duties of tl�e job and/or training. The
determination of whether to terminate the trainee or probationary fire fighter oc suspend the
pt•obation should be made as part of the interactive process if the Americans with Disabilities act,
as amended, is implicated.
f. Dtuing their pcobation peciod, all fire fighters, as defined herein, can use accrued leave, subject
to supeivisor approval, and the conditions fo�� which each type of leave is provided.
Section 10. Changes in Process.
The Commission may implement cllanges in the process or procedures set forth hei�ein if the City
Manager and the �xecutive Board of the Association approve a Memorandum of Agreement
setting forth the changes deerned necessary to address problems or needs that arise after the
effective date of this Agreement.
Section 11. Preemption.
This Acticle shall preempt any contrary provisions set forth in TLGC 143.021 (c), 143.023 (b),
143.025 (b), (h), (i), 143.026, 143.027 and any local ordinances, executive orders, or rules adopted
by the City or Commission, it bei�lg expressly agreed and specifically so provided under the
authority of TLGC 174.005 and 174.006.
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Section 12. Defense.
With regard to this Article only, the City shall defend all claims agarnst the Association (including
its executive board, if named) and will pay any and all claims finally adjudicated involving joint
liability of the City and the Association, with counsel of the City's choice. This provision does not
preclude the Association fi�om retaining its own defense counsel, at its expense, and the City shall
reasonably coopei•ate with counsel designated by the Association to pa�-ticipate.
Section 13 — Hiring EMTs and Lead Paramedics.
Pecsons hired as single-role fire fighters or Emergency Communications Personnel, whether hired
as a part of the Transition, or later, do not have to meet all min'rmum standards and requirements
to be eligible for future licensing by the Texas Commission on Fire Protection.
For hiring after the Trans'rtion, depending upon the staffing needs, the City will utilize a process
of targeted rect�uitment for lateral-entry Lead Paramedic positions.
After the Transition, applicants hired in the EMT or Lead Paramedic classification will be requi►�ed
to complete training as determined by the Chief, or designee, through the City's EMS/Fire Training
Academy. During this training these peisons will be general employees and their pay and other
compensation will be set by the City, not according to any pay schedule included with this
Agreement.
Single-t•ole fire fighters and Emergency Communications Pe�sonnel hiced as part of the Transition
will have a twelve -month initial probation period after their July 1, 2025 hire date. EMTs, Lateral-
entiy Lead Paramedics, and Telecommunicators hired after the Transition, will have a one-year
probation period after the completion of their required training. During the applicable probation
period, single-role fire fighters and Emergency Communications Personnel will be considered at-
will employees, without civil service protection. After successful completion of the probation
period, single-role fire fightets and Emergency Communications Personnel will have the civil
service protections in TLGC Chapter 143, as modified by the then-current Collective Bargaining
Agreement.
Single-role fire fighters, hired as part of the Transition (other than Emergency Communications
Personnel) will be hired into one of the following classifications:
a. EMT
b. Lead Paramedic
c. EMS Supervisor
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d. EMS Manager
e. EMS Battalion Chief
f. EMS Deputy Chief
After the Transition, persons will be hired only in the classificatiou oP EMT, Lead Paramedic, or
Telecommunicator, either through entiy-level testing rec�uirements of TLGC Chapter 143, as
modified in this Agceement, or as part of the lateral-enti•y Lead Pacamedic hicing process set out
in this Article. After the Transition, vacancies in the classification of EMS Superviso►�, EMS
Manager, EMS Battalion Chief, Telecommunications Supervisor, and Telecommunications
Manager will be filled only through a promotional testing process. The classification of EMS
Deputy Chief will be filled by appointment by the Fire Chief, pursuant to Article 19, Section 2.
The cequirements for an applicant to be hired in the EMT classification tlu•ough the EMT entcy-
level testing requirements of TLGC Chapter 143, as modified in this Agt�eement, include;
1. Must be legally authorized to worlc in the United States;
2. Must be at least 18 years of age and not reached age 36 by the date of the entcy-level
examination;
3. Must have a High School Diploma or equivalent (e.g., G.E.D.);
4. Must pass a physical agility test designed to measure the applicant's abilrty to perform the
physical requirements of the job;
5. Must pass, with a score of 70% or highec, an entiy-level EMT test. Five points will be
added to an applicant's passing score (70% or higher) for a militai•y veteran with an
honorable discha��ge, per foi•m DD 214.
6. Must pass a psychological examination administered by a psychologist or psychiatcist
selected by the City. Whether the applicant passes the psychological examination wilf be
determined by the mental health professional conducting the assessment or review;
7. Must pass a polygraph examination
8. Must maintain ins�u�ability to drive/operate a motoc vehicle in the State of Texas;
9. Must have a satisfactory previous employment recocd, if applicable; and
10. No certifications or medical training is required for tal<ing the CMT entry-level
examination.
After the Transition, for hiring persons for the positions of EMT, Lateral-entiy Lead
Paramedic, and Telecommunicatoc, sections 1-7 ofthis Acticle are modified and applicable, as
follows:
a. Section 1— This Section will apply to hicing for the positions of EMT, Lateral-
entiy Lead Paramedic, or Telecommunicatoi•.
b. Section 2— Age rec�uirements are set out in this Agreement, as applicable.
c. Section 3— This Section will apply to hiring for the positions of EMT, Lateral-
entry Lead Pai•amedic, oc Telecommunicator.
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d. Section 4. - This Section will apply to hicing for the positions of EMT, Lateral-
entiy Lead Paramedic, or Telecommunicator.
e. Section 5— This Section will apply to hiring foc the positions of EMT, Lateral-
entry Lead Paramedic, or Telecommunicator; however, separate interview panels will be
used to select (]) EMTs and Lateral-enti•y Lead Parainedics; (2) Telecommunicators; and
(3) dual-role �i�e fighters.
£ Section 6- This Section will apply to hiring for the positions of EMT, Lateral-
entry Lead Paramedic, or Telecommunicator.
g. Section 7- This Section will apply to hiring for the positions of EMT, Latet�al-
entry Lead Paramedic, or Telecommunicator.
After the Transition, the City can fill vacancies in the classification of Lead Paramedic, either
through a promotronal testing process (See Article 27) or through a lateral-entty procedure. The
requirements for an applicant to be hir•ed as a lateral-entry Lead Paratnedic include:
1. The applicant must pass a written test r•elevant to the position of Lead Paramedic, with a
passing score of at least (70%). Five points will be added to an applicant's passing score
(70% or 1ligher) for a military veteran with an honorable discharge, per form DD 214.
2. The applicant must be certified as a Paramedic on the date of application;
3. The applicant must be at least 18 years of age, and must not have reached age 44 by the
date that the test required of that candidate is administered;
4. The applicant must have wocked at least 18 months as a Paramedic, providing advanced
emergency medical services outside of a hospital setting;
5. Hiring decisions are made by the Fire Chief, or designee;
6. If hired, the person will be placed in the classification of EMT, and their pay would be set
at Paramedic Trainee pay. The Paramedic Trainee must complete the Academy
renuirements set by the Fire Department, and obtain the required credentials from the
Medical Director or Office of the Medical Director within the first six months of
employment. If the ti•ainee, foc any reason, does not, within six months after their hire date,
complete the Academy requirements, and obtain the required credentials from the Medical
Director, or the Office of the Medical Director as a Lead Paramedic, the person will be
offered the opportunity to be credentialed, and fill a position, as an EMT, only if there is
an existing vacant EMT position, and (1) there is no current unexpired eligibility list for an
EMT position, or (2) any person on an existing eligibility list for an EMT position has been
not selected for the position for a valid reason; othecwise, the person's employment will be
terminated, as a non-disciplinary termination, without any appeal.
7. If and when the person is credentialed by the Medical Director, the person will begin at
a. the rate of Step 2 Lead Paramedic pay for an applicant who possessed between 18
months and 2 years of experience as a Paramedic;
b. the rate of Step 3 Lead Paramedic pay for an appl icant who possessed between 2
years and 5 years of experience as a Paramedic, and
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c. the rate of Step 4 Lead Paramedic pay for an applicant who possessed more than 5
years of expecience of expecience as a Paramedic
8. When a vacancy exists in the Lead Paramedic classification, a person hired through the
lateral-entiy Lead Pacamedic process who has timely completed Academy training and
timely obtained credentials fi�om the Medical Director, will be promoted to the
classification of Lead Parainedic, but only if there is no existing promotional eligibility list
for the classification of Lead Paramedic, or if such list had been exhausted.
Section 14 — Communications.
The parties undeistand that the City is in the process of developing a system to consolidate all
emergency response communications and dispatching fiinctions (police, fire, EMS, and
ambulance) into a facility, referred to in this Ai-ticle as the Eme►gency Communications Center
("ECC"). As part of this consolidation, the City will hire Telecom►nunicatocs to work as call tal<ei•s
and dispatcheis to handle the full array of emergency response calls from the public. The parties
agree tllat these Telecommunicatots will be members of the Fire Department, and their primary
duties will be to provide emergency medical services for the City, for the benefit of the public.
Dual-role �re fightecs are tlot consrdered to be Telecommunicators foi• tlle pucpose of this Article.
A dual-role fire fighter who is assigned to the ECC will be ceferred to herein as being in a"Tire
Con�munications Specialist" ("FCS") position. Telecommtulicators are not eligible to setve in an
FCS position. A dual-i•ole fire fightec can serve in an FCS position, or as a Telecotnmunicatoc, to
fill-in for an absent Telecommunicator. When serving as a Telecommunicator, a dual-role fire
fighter will retain his or her classification and step pay
In the Communications division of the Fii•e Depaj•tment, personnel assigned to the ECC who are
directly involved in pcoviding emergency medical services, including in a supervisoiy capacity,
hired as part of tlle Transition will be hired into one of tlle following classifications:
a. Telecommunicator
b. Telecommunications Supervisoi•
c. Telecommunications Manager
Persons hired in the classification of Telecommunicator, Telecommunications Supervisor, or
Telecommunications Manager, as part of the Transition, or as a Telecommunicator after the
Transition, do not have to meet all minimum standat•ds and t•equirements to be eligible for fi�tu�•e
licensing by the Texas Commission on Fice Pi•otection. After the Transition, the classifications of
Telecommunications Supervisor and Telecommunications Manager will be promotional positions
that will be filled by a promotional testing process.
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The requirements for an applicant to be hired in the Telecommunicator classification through the
entry level testing i•equirements of TLGC Chapter 143, as modified in this Agreement, include;
1. Must be legally authorized to work in the United States;
2. Must be at least 18 years of age and not reached age 36 on the date of the entry-
level examination;
3. Must have a High School Diploma or equivalent (e.g., G.E.D.);
4. Must pass, with a score of 70% or higher, an entry-level Telecommunicator test.
Five points will be added to an applicant's passing score (70% or higher) foi• a military
vetei�an with an honorable discharge, per form DD 214.
5. Must pass a polygraph exanlination;
6. Must pass a psychological examination administered by a psychologist or
psychiatrist selected by the City. Whether the applicant passes the psychological
examination will be determined by the mental health professional conducting the
assessment or review;
7. Must have a satisfactory previous employment record, if applicable; and
8. No certifications oi• medical training is required for talcing the Telecommunicator
entry-level examination.
Section 15. Additional Points on a Dual-Role Fire Fighter Entry-level Exam
A person employed by the City as an EMT or Lead Paramedic will have one or more points added
to their passing score on a dual-role fire fighter entry-level exam according to the following
requirements:
1. The EMT or Lead Paramedic must be a current City employee at the time of the exam, in good
standing, and have completed their probation period;
2. The person must be otherwise eligible to talce the dual-role fire ftghtet• entiy-level exam;
3. One (1) point will be added to such person's passing score fot• each full calendar year the person
has been employed by the City; atid
4. The maximum number of points that can be added to tlle person's passing score undec• this
subsection is five (5), and will be in addition to any points for military service for which the person
is also eligible; however, if militaiy service points are included, the maximum number of
additional points allowed is eight (8).
Section 16. Use of Dual-Role Eligibility List to Fill Single-Role Positions
If the City determines that an EMT eligibility list will be exhausted before all EMT trainee
vacancies are filled, the City is allowed to use an existing and unexpired dual-role fire fightec
eligibility list to fill such positions. The City cannot hire any person from the dual-role fire fighter
eligibility list for an EMT trainee position until after the EMT eligibility list has been exhausted
57
or has expired. Persons on the dual-role eligibility list who are interested in being considei-ed foc a
job with the City as an EMT will be processed for hiring consideration, and each person on such
dual-role fire fighter eligibility list will be considered as part of the stanine that they were placed
into when that list was created. If such person is Ilii•ed as an EMT trainee, that person will cetain
theii• place on the dual-role firefighter eligibility list. If a person does not choose to be consideced
for hiring as an EMT trainee, that person will retain their place on tl�e dual-role firefighter
eligibility list. If a pei�son chooses to be considered for hiring as an EMT trainee and, through the
pre-hiring process, the person is not selected for an EMT trainee position, that person will be
removed fi•om the d�ial-role eligibilrty list.
Section 17. Limited Continuation of Accelerated Promotions of Qualified �MTs to Lead
Paramedic and Reopener for Entry Level Single-Role Classifications.
Notwithstanding TLGC Sections 143.028 -.037, any local ocdinances, conflicting provisions in
this Agree�nent, executive ocders, or rules adopted by the City or Civil Service Commission, and
to address a shortage of single-role firefightecs at the canlc of Lead Paramedic, any EMT, who, on
or before September 30, 2027, (1) is employed by the City in the rank of EMT; (2) possesses a
valid and cuct•ent cei•tification as a paramedic; and (3) is credentialed by tlle Office of Medical
Director to operate as a Lead Paramedic, will be automatically pcomoted to the ranlc of Lead
Paramedic. W ith i•espect to item (3), above, the parties agree that any �MT who, on oc before
September 30, 2027 has begun the process of credentialing through the Office of the Medical
Director, and who is credentialed by November 30, 2027, will l�ave satisfied item (3), above.
Any EMT who is eligible for such promotion may decline the pcomotion in writing and will
thereafter not be eligible for this limited promotional opportunrty. Single-role firefighters in the
canlc of EMT who become cectified oc ccedentialed as a paramedic after September 30, 2027 are
not eligible for automatic promotion under this Section, but will instead be eligible for promotion
accocding to the then-effective promotional procedures set out in this Agceement, or as adopted by
the Commission, consistent with TLGC Sections 143.028-.037.
Prior to the September 30, 2027 expii�ation of the accelerated promotions authocized by this
Section, the City may reopen Collective Bargaining negotiations with the Association to address
the classification and method by which the Lead Paramedic position is filled. If Collective
Bargaining negotiations are reopened as provided herein, they wi(I be lirnited to discussions related
to the classification and filling of Lead Paramedic positions. Othec Articles of this Agreement that
are impacted by agreed upon changes arising fi•om this reopener, may be changed to align with
agceed upon language only where language may conflict with or limit the ability to admr�lister
agreed upon changes to the classification and method by which the Lead Paramedic position is
filled. Such reopened Collective Bargaining negotiations must be completed within 60 days after
the face-to-face negotiations begin, unless the Association and the City agree, in wciting, to extend
the negotiations. Any agreement between the Association and the City that result from the
58
reopened Collective Bargaining negotiations, will not be effective unless and until it is approved
by the City and the Association pursuant to tlle requirements of Article 32 of this Agreement.
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ARTICLE 19
APPOINTED POSITIONS
Section 1. Assistant Chiefs.
Persons appointed by the Chief to the rank of Assistant C11ief shall meet tlle requirements of TLGC
143.014(e) as of tlie effective date of tllis Agreement, and this Article.
Section 2. Deputy Chiefs and EMS Deputy Chiefs.
The Fire Chief may have up to six (6) appointed Deputy Chiefs, and two (2) CMS Deputy Chief
positions. Organizationally, the Deputy Chief classification will be immediately below the
classification of Assistant Chief and immediately above the classification of Battalion Chief. The
ranl< of Deputy Chief shall be filled by persons meeting the requirements of TLGC 143.014(e) as
of the effective date of this Agreement, and this At•ticle.
All promotions to any position in the classification of Deputy Chief and �MS Deputy Chief shall
be made by discretionary appointment of the Chief. The Chief will not be required to mal<e
promotions within any specific time. The Chief may, in his sole discretion, use any additional
process or assessment pr�ocedure in making appointments to the deputy chief positions.
Appointment to the ranl< of Deputy Chief and EMS Deputy Chief shall be by mutual consent of
the Chief and the appointee.
To be eligible for appointtnent to the classification of EMS Deputy Chief, a person must possess
a valid EMT oi• Pacamedic certification, with paramedic cet�tification preferred. A dual-role fice
fighter appointed to a position of EMS Deputy Chief must meet the rec�uirements of TLGC
143.014(e) at the time of appointment. A single-role fire fighter appointed to a position of EMS
Deputy Chief must be at the ranlc of CMS Supervisor, or l�igher, at the time of appointment.
Any person appointed as EMS Deputy Chief as part ofthe Transition, will not have the protections
provided in TLGC 143.014 (g) and 143.014 (h), but if he or she is removed fi•om the position of
EMS Deputy Chief, that person will be placed in an EMS Supervisor or EMS Manager position,
and that decision will be made by the Fire Chief. If that results in one or more demotions to malce
a vacancy available, tlie petson(s) demoted will be placed on a reinstatement list for up to one year,
and during that one-year period, will be entitled to promotion Uefore any othec single-cole fire
fighter is promoted from an eligibility list.
Section 3. Rights of Assistant Chiefs, Deputy Chiefs, and EMS Deputy Chiefs.
Any fire fighter appointed to the classification of Assistant Chief, Deputy Chief, or EMS Deputy
Chief may be demoted to the same or equivalent classification the fire fighter held prior to
60
appointment at the exclusive discretion of the Chief, and shall have no right to appeal s�ach a
demotion. Any Assistant Chief, Deputy Chief, or EMS Deputy Chief so demoted shall have no
right to prior notice, a statement of charges, or to file a grievance or other complaint. Neither the
Commission nor an Arbitrator shall have the jurisdiction, power, or authority to investigate or
review such demotion or to alter the terms of such demotion.
Any fire fighter appointed to the classification of Deputy Chief, or EMS Deputy Chief shall be
afforded the same pr•otections as Assistant Chiefs in regard to TLGC 143.014 (g) and 143.014 (h).
Section 4. Preemption Provision.
This Article shall preempt any conh•ary provisions set forth in TLGC 143.014(b)(g) and (h),
143.021(b), 143.021(c), 143.034, 143.036, 143.037, 143.04] and 142.0015(b)-(e), and any local
ordinances, executive orders, or ►•ules adopted by the City or Commission, it being expressly
agreed and specifically so pi•ovided under the authority of TLGC l 74.005 and 174.006.
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ARTICLE 20
SECONDARY EMPLOYMENT
Section 1. On-lluty.
Fire fighters shall not engage in secondary employment while on-duty.
Section 2. Conflict of Interest.
Fire figllters shall not engage in any secondary etnployment that constitutes a conf7ict of interest
wit11 the Depart�nent or the City, oi• where the secondaiy employme�lt interferes with the ability of
the fire fighter to proficiently perfocm all assigned duties, taslcs, and training requicements.
Section 3. Good Conduct Required.
Fire fightei•s shall at all times be governed by the ordinaiy and reasonable cules of good conduct
and shall not commit any act tending to bring reproach or discredit on themselves, the De}�artment,
or the City.
Section 4. Registration.
The Chief retains his oi• her authot•ity to implement a registration system for off-duty employment
in accordance witl� the provisions of this Article.
Section 5. Limitations.
This Article shall not be constcued to authorize unlimited, unilateral or unconditional secondary
employment while on duty.
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ARTICL� 21
DISCIPLINARY PROCEDUR�S
Section 1. Compliance with TLGC 143.
All disciplinary action shall comply with the applicable pcovisions of Chapter 143 of the TLGC as
of the date of ratification of this Agreement. This Article provides options in addition to those
included in Chapter 143.
Section 2. Suspension Options.
A fire fighter who is suspended fi•om duty for up to a maximum of ten (10) calendar days may
submit a request to the Chief to forfeit either his oi• her accumulated paid vacation or holiday leave
in lieu of the suspension. The fire ftghtee tnust mal<e the request to use paid leave in lieu of
suspension to the Chief within 24 houis of ceceipt of notice of the disciplinaty action. The request
may be granted at the discretion of the Chief. If a fire fighter is permitted by the Chief to forfeit
his or her paid leave in lieu of all or part of a disciplinary suspension, the disciplinary action is not
appealable. Forfeited time shall not apply to annual leave use requirements. Under an agreement
reached under Section 143.052(g) of the TLGC, the Chief and the fire fighter may agree to forfeit
accc•ued leave for all or part of a disciplinary suspension through a reduction in the fi�•e fighter's
accrued leave.
A�ire fighter cannot make the request to use paid leave in lieu of suspension, as referred to in the
preceding pacagraph, if the fire iighter is suspended from duty for an arrest for dt•iving while
intoxicated or boating while intoxicated.
Section 3. Appeals.
Any fire fighter who chooses to appeal a disciplinaty suspension as provided under Chapter 143
of the TLGC may be charged with the suspension days before the appeal is resolved.
Section 4. Formal Administrative Investigation.
In the event of a Formal Adtninistrative Investigation of alleged misconduct by a fire fighter that
could result in disciplinaiy action against that person, the fire fighter shall be notified in writing
that he or she is the subject of a Formal Administrative Investigation and the allegations against
the fire fighter at least thirty-six (36) hours prior to the subject fire fighter's initial interrogation by
the Chief or officeis assigned to the investigation. The fire fighter who is the subject of a Formal
Administrative Investigation shall be entitled to have a representative present at his or her
interrogation oc any subsequent meeting with the Chief or designee.
63
Section 5. Preliminary Investigations.
Meetings, interviews, questions and/or discussions, including those that could possibly lead to a
Pormal Administrative Investigation, conducted by officei�s in the fire fighter's chain of command,
are considered as Preliminary or fact-finding Investigations, and may be initiated at any time, and
without notice or requirement for representation. This does not prohibit the officers in the fire
fighter's chain of coinmand fi�om allowing the affected fire fightec representat'ron if so requested.
Section 6. Felony Convictions.
Conviction of a felony shall termi�iate the employment of a fire fighter without right of
administrative appeal.
Section 7. Misdemeanors.
A ftre figl�ter shall notify the Chief or designee through the chain of cominand within 48 hours of
the fire figllter's ari•est for a Class A, Class B, or Class C�nisdemeanor or felony; official cha��ge
for a Class A, Class B, or Class C misdemeanor; felony indictment; and the conviction, acquittal,
or dismissal or other resolution or disposition of the charge against the fire fighter. This
requirement does not extend to Class C misdemeanois related to citations for traffic violations.
Section 8. Disciplinary Suspensions.
Before the Fire Chief mal<es the final determination of the terms of a fire fighter's disciplinary
suspe�lsion, the Association may mal<e a written request to meet with the Chief regai�ding the
involved fire fighter's situation. Such request must be signed by the involved fice fighter. If such
a request is made by the Association in a timely manner, the Chief will schedule a meeting prior
to mal<ing a final determination on the fire fighter's disciplinary suspension. This meeting will be
for informational purposes only and will not include the involved fire fighter. The decision
regarding the disciplinary suspension is in the Cliief's sole discretion.
The Chief oc designee shall not be cequir•ed to delivec in person a written statement of suspension
to the fice fighter being suspended. The written statement of suspension shall be deeined to have
been delivei•ed to the fire fighter when the written statement of suspension (l ) is hand-delivered to
the suspended fire fighter by the Chief or designee; or (2) is delivered to the suspended fi�•e
fighter's attorney with signed receipt. If the City attempts in good faith to delivec the written
statement as provided herein, but such attempts are unsuccessful, the written stateinent may be
mailed by certified mail to the last Icnown address of the suspended fire fighter. Service is complete
upon mailing, and the suspension shall be automatically appealed consistent with Chapter 143 of
the TLGC.
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Section 9. Diversion.
In the event that a fire fighter's criminal case is successfully admitted into a diversion program, the
Fire Chief may cease further disciplinacy action against the fire fighter foi• conduct i•elated to the
conduct that was the basis of the undei�lying criminal charge that led to the admission into the
diveision program. Tf the fire fighter successfully completes the diversion program the Fire Chief
may rescind any related discipline previously administered and restore the fire fighter bacic to
his/her position prior to any ��elated discipline received including but not limited to all back pay,
allowances, and emoluments of that office.
Section 10. Temporary Suspension and Back Pay.
If a fire fighter is temporarily suspended under TLGC 143.056(a) because of an indictment or
misdemeanor complaint and the fi�•e fighter later pleads guilty, no contest, or receives deferred
adjudication, or deferred disposition for a felony or misdemeanor that is related to the acts that
formed the basis of the indictment or misdemeanoc complaint for which the fire fighter was
tempora��ily suspended, the fii•e fighter will not be eligible to appeal to the Civil Service
Commission for recovery of any back pay or benefits. This section does not apply to a fii•e fighter
who successfully completes a diveision program, as set out in Section 9 of the Article. This section
preempts TLGC ] 43.056(e).
Section 11. Last Chance Agreement.
A. It is the policy ofthe City of Fort Worth that the public has the c•ight to expect pei•sons employed
by the Fort Worth Fire Department will be free fi�om the effects of drugs and alcohol. The City, as
the employer, has the right to expect its fire fighters to report for work fit and able for duty and to
set a positive example for the community. In this Section, any reference to a positive or negative
"test" means a test for the presence of illegal drugs, alcohol, or prescription drugs.
B. This Section will apply to a fire fighter in any of the following situations:
1. A fire fighter has a positive test for the presence of any illegal drug or alcohol;
2. A fire fighter tests positive for the presence of a prescription drug, for which the fire
fighter does not have a prescription in his or her name.
3. A fire fighter tests positive for the presence of a prescription drug, for which the fire
fighter has a prescription in his or her name, at a level that is determined to indicate
abuse of that prescription.
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C. Therefore, to be in compliance with this policy, a�re �ghter undei• this Section must agree that,
if the Chief intends to indefinitely suspend the fire fighter, in ocder to avoid immediate indeiinite
suspension, he or she will accept the followiilg co�lditions:
1. Cooperate in an evaluation for chemical dependency by a Licensed Chemical
Dependency Counselor (LCDC), as designated by the Fire Cllief with mutual
agceement of the Local 440 Healthcare Trust, and provide the Fire Department's
Professional Standards Unit with a copy of the evaluation;
2. Whei•e ti•eatment is recommended by the Licensed Cl�emical Dependency Counselor
(LCDC), an educational program may be part of the process. Participate in and
complete a treatmenC and aftercare program when recommended by the LCDC;
3. Discontinue (and not resume) the use of illegal drugs, misuse of alcohol, �nd/or misuse
of prescciption drugs;
4. Agree to sign an Authocization to Release of Information to authorize all persons
involved in evaluating, counseling, diagnosing and treating the fire fighter to disclose
to the Fii�e Chief, Professional Standacds Unit, and the Chaplain, the �re fightei•s'
evaluation, progress, cooperation, drug and alcohol use and successful completioil oi•
non-completion of counseling and treatment, and any threat to property or safety
involved in the fire figllter performing job duties or retw•ning to active duty;
5. Before tlle fi�•e fightei• can i•eturn to woi•lc, he or she must provide to the City proof of
a negative test within the previous 7 calendar days fot• the presence of illegal drugs,
alcohol, or prescription drugs, for which the fire fighter does not have a prescription in
his or hec name.
6. Agcee to submit to random follow-up testing, at times determined by the City, up to
eight (8) times per twelve (] 2) month period for thirty-six (36) months, (i.e., the thi►-ty-
six (36) mo��th period beginning after the fire figllter's return to worlc after negative
return to duty test cesults); and
7. Agree that during or within the seven (7) yeais following this last chance period in (6),
above, if the fire fighter tests positive or otherwise violates this Acticle the fire fighter
may be indefinitely suspended, with no right of appeal under TLGC Chaptec 143.
Notwithstanding a fice fighter's participation in the process described in this section, the Chief can
impose disciplinary actron on a fire �ighter foc reasons that ace different than the reasons that led
to the fire fighter's pacticipation in the p�•ocess.
Fire ftghters who do not agree to act or who do not act in accordance with the fot•egoing sllall be
subject to discipline, up to and including indefinite suspension. This Section shall not be construed
as an obligation on the part of the City to retain a fire fighter on active status throughout the period
of rehabilit�ttion. For all time off worlc for a fire fighter under this Section, the fire fighter must use
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his or hei• appropriate accrued leave or, if the fire fighter has no appropriate accrued leave, the fire
fighter will be held in a without pay status.
A fire fighter who falls within this Section who is found to be intoxicated on duty, or tests positive
for alcohol, an illegal drug, or a prescription drug, for which the fire fighter does not have a
prescription 'rn his or her natne, within the thirty-six (36) month, or seven (7) year period referenced
in subparagraphs (6) and (7) above, is subject indefinite suspension with no right of appeal under
TLGC Chapter 143. A fire fighter who is subject to this Section who refuses a test under
Subsections (6) or (7), above, or who interferes with, or obstructs, such a test, will be deemed to
have a positive test result and inay be indefinitely suspended with no r•ight of appeal undec• TLGC
Chapter 143.
Section 12. Drug and Alcohol Testing.
Pursuant to the City's Personnel Rules and Regulations, any fre fighter who, through a random,
post-accident, or ceasonable suspicion test, receives a positive result for the pc•esence of an illegal
drug, or is determined to be under the influence of alcohol (defined as a BAC of 0.04% or higher),
will not face automatic indefinite suspension; i•ather, the Fire Chief, after an appropriate
investigation, as determined by the Fire Chief, will consider the full arcay of possible disciplinaiy
action against the fire ftghter befoi•e deciding what disciplinary action, if any, the Fire Chief will
impose. The City will not be i•equired to accept, nor consider, the results of a separate drug or
alcohol test procured by the fire fighter, either as part of the investigation or as part of the Fire
Chief's disciplinaiy decision-�naking process. Except in instances of reasonable suspicion drug
tests, a positive test for which the fire fighter can provide a valid prescription, will be treated as a
negative test; provided that the Medical Review Officer reviewing the test results determines that
the fire fighter has tal<en the medication, as prescribed. Except for a ceasonable suspicion drug test,
for a positive test for marijuana, Tett•ahydrocannabinol (THC), or related metabolites, if the fire
fighter provides proof of their valid and current cegistt•ation on the Compassionate Use Registry of
Texas, as part of the fire fighter's inclusion in the Texas Compassionate Use Program, the test will
be treated as a negative test. This subsection does not apply to any fire fighter who is found to be
in possession of illegal drugs or alcohol in the workplace.
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ARTICLE 22
GRIEVANC�S
Section 1. Grievances.
A gt•ievance is defined as any dispute, claim, or complaint involving the interpretation, application
or alleged violation of any provision of this Agreement. Except as may be othei•wise pcovided in
this Agreement, all disciplinary action shall be in coinpliance with the applicable provisions of
Chapter 143 of the TLGC, as of the date of ratification of this Agreement, and is not subject to the
terms under this Article. The Association, or any bargaining unit member may file a grievance
unde►• the terms of this Agreement. Each grievance shall be subnlitted on a foi7n agreed to by the
parties and must include (1) a brief statement of t11e grievance and the facts or events on which it
is based; (2) the section(s) of the contract alleged to have been violated; (3) the i•emedy or
adjustment sought; (4) the steps tal<en by the grievant to resolve the issue; (5) for maintenance of
standards or past practice grievances, the specific right oc practice that is the basis of the complaint;
and (6) the bargaining unit member's signature or, if filed by the Association, the signature of the
Gr•ievance Committee Chairman or local Association Pcesident.
Section 2. Procedure.
Notice
Notice or delivery of anything in wciting required under this Acticle shall be accomplished by
confit•med receipt (or Read Receipt) email, to the Chief, or designee, or the Association Pt•esident,
as applicable.
Step 1
A fire fighter who is aggrieved must file a grievance with an Association Grievance Committee
member within tllirty (30) calendac days of the date upon which the fire fighter la�ew of or should
have known of the facts or events giving rise to the geievance. A copy of the notice of receipt of
the grievance shall be forwacded to the Chief by the Association Grievance Committee witllin
fifteen (15) calendar days of receipt of the grievance. The Grievance Committee shall within
fifteen (IS) calendar days of receipt of the grievance determine if a grievance exists. If the
grievance is denied by t11e Committee, a member of ihe Committee shall notify tlle grievant within
fifteen (15) cale�ldar days of tlle day of the denial. The gi-ievant may appeal in writing to the
Executive Board of the Association within fifteen (I S) calendac days of notiiication of denial of
the grievance. The Executive Board shall have fifteen (15) calendar days to malce final
determination of the appeal. If the Association determines that no gcievance exists, the Grievance
Committee Chair shall notify the Chief or designee in writing that no fw�ther proceedings will be
necessary. If the Association determines that the grievance is valid, it shall process the gcievance
on behalf of the fire fighter(s) by forwarding the written grievance to Step 2 of tl�is procedure.
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Step 2
Any grievance found to be valid by the Association shall be submitted to the Chief oc the designee
within fifteen (15) calendar days of the Step l ruling. After receipt of the grievance, the Chief or
designee shall: within fifteen (15) calendar days of receipt of the grievance submit his or her
response in writing to the Association President.
Step 3
If the grievance is not resolved at Step 2, the Association shall have fifteen (15) calendar days to
submit the grievance to the City Manager, or designee. After t•eceipt of the grievance, the Crty
Manager, or designee, shall, within fifteen (IS) calendar days of receipt of the grievance submit
his ot• her response in writing to the Association President.
Step 4
If the grievance is not resolved at Step 3, the Association shall have fifteen (15) calendar days
fi•om receipt of the Step 3 decision to submit the mattei• to arbitration. The arbitration proceduce
will be implemented by the Association notifying the Chief in wciting of their intent to submit the
grievance to acbitration.
Step 5
If a gi•ievance is submitted to arbitration, the City and the Association may, within fifteen (15)
calendar days of such request, mutually agree to a neutral arbitrator. If the parties are unable to
agree on such an appointment, the City and Association shall, within fifteen (IS) calendar days,
jointly request a list of seven (7) arbitj•ators fi•om the American Arbitration Association or the
Federal Mediation and Conciliation Service. Within fifteen (15) calendar days following receipt
of the list of arbitrators, the pac-ties shall select an arbitrator by each party in turn str•iking one name
from the list until only one (] ) name remains. The remaining individual on the list shall secve as
the arbitrator. The arbitrator so selected shall, through the agency selected, be promptly notified
of his or her selection and the parties in agreement with the arbitrator shall select a time, place and
date for the hearing of the grievance.
a. Within thi�-ty (30) calendar days after the conclusion of the hearing, the arbitrator shall
issue a written opinion and ruling with respect to the issues presented, a copy of which
shall be mailed or deliveced to the Association and the City.
b. With respect to the application, interpretation and enforcement of the provisions of this
Agreement the decision of the arbitrator shall be final and binding on the parties of this
Agreement.
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c. The arbitrator's authority shall be limited to the interpretation and application of the
tet�ms of t11is Agi•eement and/or any supplement thereto. The arbitrator shall have no
�Lll'ISCI1CtlOtl OP 2L1tI101'liy t0 modify or to establish new provisions as to the present
Agceement, or to arbitrate away, in whole or in pact, the provis'rons oc amendments
thereof.
d. The cost of the impartial arbitrator shall be borne by the losing pa��ty. In the event of a
composite decision, the arbitrator s11al1 determine the portion of such cost to be borne
by each party. If a transcript of the proceedings is requested, then the pai-ty so
requesti��g shall pay for such trai�sci•ipt, unless otherwise agreed to by the pa►-ties.
e. Each party shall be responsible for the cost of the attendance of its witnesses at the
contract grievance hearing.
f. Ifthe �nal date of any response and/or filing pei•iod falls upon a City Holiday (obsei•ved
date), Saturday oi• Sunday, then the due date will fall on the next business day.
Section 3. Time Limits.
All time limits set forth in this Article may be extended by mutu�l consent and in writing, but if
not so extended they must be stcictly observed. In the event the Association fails to meet the tinle
limits at any step of the procedure the grievance shall be considered resolved and no further action
shall be cequired. Failure by the City to meet the time limits at any step shall be considered a
denial of tlie grievance and shall atitomatically allow the gi•ievance to pt•oceed to the next step.
Section 4. Election of Remedies.
It is specifically and expressly understood that filing a grievance under this Article that has as its
last step fnal and binding arbitration constitutes an election of cemedies and any appeal of an
arbitrator's decision in this procedure sl�all be strictly and solely limited to the grounds that the
arbitrator exceeded their authority and jurisdiction as provided under this Agreement; that the
decision of the arbitrator was procured by fi•aud or collusion or that the arbitrator's decision is
based upon a clear and manifest eri•oi• of law.
Section 5. Costs.
Each party shall be responsible for the costs of the attendance of its own witnesses at a contract
grievance hearing. Nothing in this Agreement shall prevent the Association from chaiging non-
me�nbers i•easonable fees and expenses foc representation, in accocdance with its by-laws and other
applicable law.
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ARTICLE 23
PERSONNEL FILE
A fire fighter, with or without his or her designated representative, shall be entitled to review and
copy the contents of his or her department personnel file Icept by the City under TLGC 143.098(a),
upon request, during noi•mal business hours. In the event an investigation is currently in progress,
materials pei-taining to that investigation shall not be available until the investigation is completed.
This does not authorize a fire fighter to review or copy matet•ials deemed confidential by TLGC
Section 143.089(g), provided howevei•, that if any such material from prior complaints or
investigations is considered by the Chief, either as to the truth of cui•rent allegations, or the degree
of punishment, such materials shall be available for review under this Art'rcle. A fire fightej• must,
in wciting, schedule a time at least ten (10) business days in advance with the Assistant Chief over
the Office of Professional Standards or their designee. Any copying of the department personnel
file materials shall be onsite and at the fire fighter's expense.
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ARTICLE 24
MISCELLANEOUS
Section 1. Fire Station Air Conditioning Systems.
Contcol of station heating, ventilation and air conditioning systems will be at the discretion of the
on duty station offcer subject to management and ovetsight by the Chief or designee.
Section 2. Fire Department Committees.
The Association may be afforded the opportunity to assign a voting representative to committees
established and assembled by the Department at the discretion of the Fire Chief.
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ARTICLE 25
CHAPLAIN PROGRAM
Section 1. Appointment as Chaplain.
A minimum of one fire fighter shall be appointed by the Chief for duties as the Department
Chaplain and shall dicect any other members of the Chaplain's team. Any additional pei�son(s)
appointed as a part of the Department Chaplain's team can be (1) a fire fightei; (2) a City employee
who is not a fire fightel; or (3) a non-City employee. Individuals appointed as part of the
Chaplain's team provide guidance and counseling for job related problems, including counseling
with immediate family members, and will assist where possible when iii•e personnel ace injured,
ill, or deceased. The Chaplain, and the members of their team, will perform other related duties
as requested by the Chief.
Section 2. Vehicle Usage.
Individuals appointed as Chaplain shall be provided a City vehicle for their use. If the Chaplain
must use his or her personal vehicle they shall be i•eunbursed for mileage at the curi•ent City
mandated eate.
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ARTICLE 26
HEALTH AND SAF�TY
Section 1. General.
The City and the Association agree that qualified and ►�esponsible fire protection and safety,
including cescue and first responder emetgency medical service is the primaiy purpose of the
Department. In order to provide such protection and service to the community, the City and the
Association agree to maintain the highest reasonable standards of safety and health in the
Depai-tment, and the Parties intend to eliminate, as in��ch as possib(e, injuries, illness and death i�l
the fire set•vice. This Ai•ticle does not modify or limit the management rights of the Department
or Chief.
Interpretation of this Article shall be subject to the Article 22 Grievance process only in so fac as
up to Step 3, which shall be modified by substituting the term "mediation" for "arbitration." The
same changes shall apply to Step 4; howevec, all references to arbitration services, as well as
subparts (a)-(�, shall not apply.
Tl1is Ai•ticle applies to those employed by the City as a single-role fice fighter or as Cmecgeney
Communications Personnel, to the extent appropriate.
Section 2. Annual Fire Department Physicals.
Written complaints received by the Association concerning Physicians conducting yearly physical
exams shall be forwarded to the Human Resources Benefits office to initiate a formal complaint
and investigation against the Physician.
Ducing each calendar yeai• this Agceement is in effect, every fice fighter must obtain a physical
examination. The physical examination must be performed by a medical provider affiliated with
the Department's health assessment provider, and the cost of such physical examination will be
paid by the City. The components of the physical examination will be determined by the City and
will include, at least, tl�e minimum guidelines set out in the National F'ire Pcotection Association
(NFPA) publication NFPA 1582, as amended.
The scope of the annual physical examination for those employed by the City as a single-role fire
fighter or Cinergency Communications Petsonnel will depend on w11at the City determines is
appropriate for persons in those positions, and may differ from that for dual-role fire fghtecs.
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Section 3. City of Fort Worth Wellness Program.
Fire fighteis are not eligible to receive any monetaiy or leave benefits from participation in the
City of Fort Worth's Wellness Progi�am.
Section 4. Physical Fitness Equipment.
The City shall provide weight training and cardiovascular training equipment and will make
reasonable efforts to maintain them in worlcing order.
Fire fighters shall be allowed to use the physical fitness equipment at the fire department's tcaining
center while off-duty, during regular business hours, subject to the needs of the training center,
including, but not limited to, the use of such equipment by tire fighter trainees in the training
academy.
Section 5. Personal Protective Equipment.
The Department shall issue and maintain a set of bunkec gear for each fire fighter. Prior to a change
in vendor for Personal Protective Ec�uipment (PPE) a wear test shall be conducted by fire fighters
in Operations. The Depa��tment shall issue upon request to all assigned 56-hour operations
personnel an additional set of gloves and a hood. Nothing in this section shall be construed to
require the City to provide an additional set of gloves or a hood for any fire fighter who has two
or more sets of either.
Section 6. Uniform and Personal Equipment Maintenance Allowance.
In the �rst regular paycheck following the first full pay period of each calendar year, each active
fire fighter employed by the City on the date of that paycheck shall receive a maintenance
allowance of $250 each calendar year, except as provided in this paragraph. Those einployed by
the City as an EMT, Lead Paramedic, EMS Supervisot•, EMS Manager, EMS Battalion Chief, and
EMS Deputy Chief, are eligible for this allowance. Telecommunicators, Telecommunications
Supei•visors, and Telecommunications Managers are eligible for this allowance only if, on the date
that the allowance is payable, the person has a valid certification or licensure as an EMT or
paramedic, and holds the required credentialing fcom the Office of the Medical Director.
Section 7. Retention of Helmet, Badge & Weapon Upon Retirement.
A fire fightec who retires in good standing fi•om active duty shall retain their fire helmet and badge
upon the fire fighter's request. The ter•m "in good standing" in this section does not include a fire
fighter who, at the time of retirement, was indefinitely suspended or under a temporary suspension.
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The spouse or children of a fire fighter who dies prior to cetirement shall be allowed to request the
cight to retain the helmet and badge of their deceased fire fighter family member.
A fire figlzter rn the Arson & Bomb Unit who cetires in good standing fcom active duty may
purchase their fireat•m upon retirement, and the purchase price will be no moi•e than tile marlcet
price of a used firearm of that type as of the date of retirement. Texas Government Code Sections
614.0505 -.054 will apply to this paragcaph.
Section 8. Worlcers' Com�ensation Notification Coordination.
Upon receipt of a DWC-01 (Employer's First Report of Injury or Illness) for an employee who
participates in the Healthcare Trust, the City or its Workers' Compensation Administcator shall
provide notification to the Tr•ust's designated Third-Party Administi•ator (TPA) within thirty (30)
business days of receipt oi• filing of the DWC-0l. The infocmation shared shall be limited to the
following:
A. Employee name;
B. Date of injury; and
C. Confit•mation that a DWC-01 has been filed.
All disclosures will follow established guidelines foc protected l�ealth information and personally
identifiable information.
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ARTICLE 27
PROMOTIONAL EXAMINATIONS AND APPEALS
Section 1. Release of Promotional Exams' Study Materials and Test Dates.
The posted study materials ]ist for each ranlc shall include the corresponding promotional
examination date.
Section 2. Promotional Examination.
By SPM the next business day after the examination, the City shall publish the raw scores with
three (3) columns for each corresponding naine. The first column will contain the individual's raw
score on the test. A second column will contain the individual's accrued seniority points as of the
test date. Finally, a third column will contain the total of each individual's raw score plus the
seniority points. All lists shall be sorted according to the appropriate tie brealce�s. The same
columns will be included on the eligibility list from the examination. The failure of the City to
meet the time deadline set out ii� this section will uot be grounds to invalidate the eligibility list or
results of that examination, nor to invalidate any promotional decision based on the resulting
eligibility list fi•om that examination.
Any eligibility list created under this Article that is in effect at the time this Agreetnent expires,
including the end of any "evergreen" provision, will remain in effect until the eligibility list
expires, according to the terms under which it was created.
Section 3. Procedures and Authority.
On request, a promotional candidate will be allowed to ceview his or her promotional test and the
correct answers, source matecial and examination grading. The test may be ►•eviewed only once,
except as described below in Section 4. The review and appeal period shall begin the second
business day after the date of the exam. All appeals must be filed no later than 6 business days
after the date of the exam. A candidate may appeal a test item by stating in writing why the graded
correct answer is wrong or another answer is clearly more correct than the graded correct answer.
A candidate's test item appeal will be submitted by the Htiunan Resources Department without the
names of the appellants, to a board of three fire fighters, two appointed by the Chief and one
appointed by the Association ("Review Board"). This Review Board will review each appealed
c�uestion and malce a written recommendation as to the validity of the appeal and appropriate
remedy. If the Review Board and Human Resources Department are in agreement as to the validity
of the appeal and appropriate remedy, their decision shall be final and binding. The Commission
shall review all written recommendations and rule on all appeals and remedies in which the Review
Board and the Human Resources Department are in disagreement. The Commission will be
provided with the candidate's appeal, the recoinmendation of the Review Board and the
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justification for the correct answer by the Civil Service Director oc designee. The Commission
will rule on the validity of the appeal based on the documentation provided without ocal argument.
All test items will be graded with either one best answer correct, multiple answers correct or all
answers gcaded corcect. The Commission's decision on test item appeals on which they rule shall
be final.
Section 4. Exam Answer Key Erro�• Procedures.
If the I<eyed-as-corcect answer to any question in a pi•omotional exam is determined by the test
preparer or the City to be incorrectly keyed-as-correct, any test-talcer who gave an answer to the
question that was something other t11an the answer that was intended to be the correct answer will
be given a 5-business-day window to review only that question at issue and file an appeal regarding
only that question. Foe example, if the answer I<ey for an exam stated that the correct answer to
Question 1 was "A" but the answec Icey should have stated that the correct answer to Question 1
was "B," any per�son who answered the question with an answer other than "B" will be allowed 5
Uusiness days to review that c�uestion and file an appeal. No other additional appeal regarding this
examination will be allowed, and no untimely appeal will be considered. Any appeal filed within
this time period will be reviewed by the Review Board and Human Resources and, if the Review
Board and HR agree that the appeal is or is not valid, based on the procedu►•e in this A�•ticle, thece
will be no fi�rther appeal fi•om that decision. If the Review Board and HR disagree, then the appeal
will be decided by tl�e Civil Service Commission. In the event of an incorrectly I<eyed c�uestion,
Human Resources will promptly notify all test-tal<ers of the issue and notify those individuals of
the beginning and ending dates for the 5-business-day time period to review the question and file
an appeal.
Section 5. Reopener.
During the ter•m of this Agreemetit, the City may reopen Collective Bargaining negotiations with
the Association to implement a pcomotional process for the I3attalion Chief Ranlc that differs from
that set out in TLGC Chapter 143 and this Agreement. The pcomotion pcocess shall only be
comprised of objective evafuation components and shall not include a traditional assessment
center. This promotional process shall include a multiple choice examination of at least 100
questions and no more than 200 questions.
Any additional objective evaluation component(s) may include one or moi•e of the following:
l. Open bool< component
2. Tactical exercise with an objective tasl<-oriented checl<list limited to Yes or No
checicboxes
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If Collective Bargaining negotiations are reopened as provided herein, they will be limited to
discussions surcounding that topic, and will also include discussions of modifications to applicable
review and appeal procedures for promotional examinations set out in this Article.
Such reopened Collective Bargaining negotiations must be completed within 60 days after the
face-to-face negotiations begin, unless the Association and the City agcee, in w��iting, to extend the
negotiations. Any Agreement between the Association and the City that results fi•om the reopened
Collective Bargaining negotiations, will not be effective unless atld until it is approved by the City
and the Association pursuant to the requirements of Article 32 of this Agreement.
Section 6. Preemption Provision.
This Article shall preempt any contraty provisions set forth in TLGC Chapter 143, including
TLGC 143.021(c), 143.029, 143.032, 143.034, 143.036, and 143.037, 143.041 and 142.0015(b)-
(e), and any local ordinances, executive ot•dees, or rules adopted by the City or Commission, it
being expressly agreed and specifically so provided under the authority of TLGC 174.005 and
174.006.
Section 7. Single-Role Fire Fighters and Communications Personnel.
For sii�gle-role fire fighters and Emecgency Communications Peisonnel, who ace hired by the City
as part of the Transition, their seniority points, for use in a promotional examination, will be based
on their most recent hire date at MedStar, befoce the Transition. For single-role fire fighteis and
Emergency Communications Personnel hired after the Transition, their seniority points will be
based on their hire date with the City.
A. For Promotions to the classification of Lead Paramedic, for those not hired through the latecal-
entiy Lead Paramedic process, an applicant for promotion must:
1. Be certified and credentialed as a paramedic at the time of the promotional test;
2. Have worked for the City in the classification of EMT continuously for 18 months prior
to the date of the promotional test (except for those hired through the lateral-entry Lead
Paramedic process); and
3. Pass the promotional test with a score of 70% or higher.
No additional points will be added to a candidate's passing score, other than seniocity points, as
set out in TLGC 143.033(b). Promotional candidates with a passing score will be placed on an
eligibility list for promotion to the classification of Lead Paramedia lf two or more candidates
have identical passing scores, the candidates will be placed on the eligibility list based on their
seniority. Placement on the eligibility list of candidates with identical passing scores and identical
seniority will be determined by use of the tiebrealcet• provisions in the Civil Service Rules.
79
B. For Proinotions to the classiiication of �MS Supervisor, EMS Manager, ot• EMS Battalion
Chief, an applicant for promotion must:
1.
2. Have worlced for the City in the next lower classification continuously for two yeais
prior to the date of the promotional test; and
3. Pass the promotional test with a score of 70% or higher.
No additional points will be added to a candidate's passing score, othec than seniority points, as
set out in TLGC 143.033(b). Promotional candidates with a passing score will be placed on an
eligibility list for promotion to the classification of EMS Supervisor or EMS Manager. 1f two or
more candidates have identical passing scores, the candidates will be placed on the eligibility list
based on their seniority date. Placetnent on the eligibility list of candidates with identical passing
scores and identical seniority dates will be determined by use of the tiebi•eaker provisions in the
Civil Set�ice Rules. A fire fighter promoted to EMS Supeivisor must obtain certification as a
critical care paramedic within one year of the date of promotion. F'ailure to obtain cectitication as
a critical care paramedic will result in the automatic demotion of said fire fighter to the canlc held
immediately prior to promotion. A fire �ghter so demoted sllall have no cigllt to appeal such
demotion, nor to prior notice, a statement of charges, ot• to file a grievance or other complaint
celated to said deinotion for fail�ire to obtain certification as a critical cai•e paramedic. If a fire
fighter is demoted to the i•anlc of EMS Supervisor, and does not possess certification as a ccitical
care paramedic, said fire fighter must obtain critical care paramedic certificat'ron within one year
of demotion oc face demotion to the ranl< of Lead Paramedic.
C. For Pco�notions to the classification of Telecommunications Supervisor, an applicant for
promotion must:
1. Have worl<ed for the City in the classification of Telecommunicator continuously for
two yeais prior to the date of the promotional test; and
2. Pass the pi•omotional test with a score of 70% or highei•.
No additional points will be added to a candidate's passing scoce, other than seniority points, as
set out in TLGC 143.033(b). Promotional candidates with a passing score will be placed on an
eligibility list for promotio�l to the classification of Telecommunications Supervisor. If two or
more candidates have identical passing scores, the candidates will be placed on the eligibility list
based on their seniority date. Placement on the eligibility list of candidates with identical passing
scores and identical seniority dates will be detei�mined by use of the tiebrealcer provisions in the
Civil Service Rules.
D. Tor Pcomotions to the classification of Telecommwlications Manager, an applicant for
promotion must:
80
1. Have wor]<ed for the City in the classification of Telecommunications Supervisor
continuously for two years prior to the date of the promotional test;
2. Pass the promotional test with a score of 70% or higher; and
No additional points will be added to a candidate's passing scoi•e, other than seniority points, as
set out in TLGC 143.033(b). Promotional candidates with a passing score will be placed on an
eligibility list for promotion to the classification of Telecommunications Manager. If two or more
candidates have identical passiilg scores, the candidates will be placed on the eligibility list based
on their seniority date. Placement on the eligibility list of candidates with identical passing scot•es
and identical seniority dates will be detei•mined by use of the tiebreal<er provisions in the Civil
Service Rules.
If one oc more vacancies occurs in a promotional position at a time when no person has served in
the next lower classification for the amount of time required to be eligible for promotion to the
higher classification, the requirement of continuous service in the lower classification will be
waived only for that promotional exam only for peisons who have not been promoted within two
years prior to the date of the exam, and the eligibility list that results fi-om that exam will be used
to fill any subsequent vacancy until that list expires. All other cequirements foc eligibility far• the
promotion will apply. For example, if a vacancy in the classification of Lead Paramedic occurs 6
months after the Transition, the requirement that an EMT must have served in that classification
for two years before the date of the exam will not be applicable; however, the other cequirements
for eligibility will still apply.
81
ARTICLE 28
SICK LEAVE AND FAMILY LEAVE
Section 1. Rest►•ictions.
It is expressly understood and agreed that sicl< leave and family leave shall be utilized only in cases
of bona fide incapacitation, illness oc injuiy of the fire fighter or eligible family member. There is no
right to use sicl< leave and family leave for pe�sonal convenience oc extra time off, or to burn
excess leave prior to retirement. No fire fightei• shall engage in any outside employinent, trade or
occupation while off worlc when utilizing sicl< leave or family leave.
A fire fighter is not eligible to woi•lc voluntaiy overtime until 30-days aftec using more tha�� tlle
following amounts of leave time:
• For 56 hour personnel:
Individuals using more than 96 hours of combined sicic leave and/or family leave during the
preceding 180-day period.
� For 40 hour personnel:
Individuals using more than 60 1lours of combined sicic leave and/or family leave during the
preceding 180-day period.
A fire fighter may appeal this exclusion fcom being eligible to worlc voluntai•y overtime in writing
to their respective chain of command for cases where the leave usage can be justified. Such appeal
must be filed after the fire fighter has used 72 or more hours (52 or more houi�s for 40-hour
peisonnel) but before the expiration of the 30-day overtitne exclusion period. The Chief or
designee will decide the appeal within seven (7) business days, and there is no fu►-ther appeal feom
that decision. A fire fighter shall not be entitled to bacic pay for any overtime opportunities missed
if the appeal is approved.
The department retains the right to alter assignments and worlc schedules including for the use of
excessive unscheduled leave.
Section 2. Probationary Fire Fighter Sick Leave and Family Leave Usage.
Pcobationacy fire fighters will be eligible to use available sick leave, or family leave, subject to
supervisor approval and the conditions foc which each type of leave is pcovided, as set out in
Ai�ticle 18, Section 8.
82
Section 3. Disability Accommodation.
The parties agi•ee that, in the event that a fice fighter with a documented disability is adversely
affected by the requirements stated in Section l of this Article concerning restrictions ft•om
voluntary overtime, beyond that expet•ienced by fire fighters without a documented disability, the
City agrees to engage in an intecactive pi•ocess with such fire fighter with a disability to determine
what, if any, c•easonable accoinmodation is needed to mal<e the applicable requirements and
consequences for sick leave usage no more burdensome on a fire fighter with a disability than they
are on a fire fighter without a disability
Section 4. Protection of Medical Information.
The medical recoeds of all Bargaining Unit members as desci•ibed in this Article shall be kept in
confidence and shall be maintained in compliance with the City of Fort Worth Administrative
Regulation D-10, Protection of Medical Information.
Section 5. Family Medical Leave Act.
Leave use which qualifies undec the Family Medical Leave Act (FMLA) must be supported by an
approved medical cei�tification and appropt•iate supporting information as required by the City's
FMLA Policy. Employees have fifteen (15) calendar days to provide the approved medical
ce�-tification for medical leave which qualifies under the City's FMLA Policy.
Section 6. Reopener Provision For Changes in Leave Structure.
In the event that the City changes its current leave structure as set forth herein during the term of
this Agreement, the City shall be entitled to reopen Collective Bargaining negotiations with the
Association to discuss any proposed changes. The parties agree that those negotiations may result
in changes in some leave benefits in order to provide similar leave benefits for all City employees.
lf Collective Bargaining negotiations are i�eopened as provided herein, they will be limited to such
differences in the current leave structure and the proposed new leave structut•e that the City
identi�es, in writing, 30 days before the beginning of the reopened negotiations. Such reopened
Collective Bargaining negotiations must be completed within 60 days after the face-to-face
negotiations begin, unless the Association and the City agree, in writing, to extend the negotiations.
Any Agreement between the Association and the City that results from the reopened Collective
Bargaining negotiations, will not be effective unless and until it is approved by the City and the
Association puisuant to the cequirements of Article 32 of this Agreement.
83
Section 7. Single-Role Fire Fighters and Communications Personnel.
This Article applies to those employed by the City as a single-i•ole fire fighter, or Emergency
Coi�nnlwlications Pel•sonnel. With cespect to the nlimber of hours of sicic leave �ise that inay malce
a single-role fire fightec or Emergency Coininunications Personnel ineligible for overtime, the
provisions applicable to 40-hour personnel will apply.
84
ARTICLE 29
FIRE FIGHTER APPRAISALS
Section 1. Evaluation of Competencies.
Fire fighters shall be graded semi-annually on each of the applicable competencies with no
commentary required. However, Battalion Chiefs and above are required to prepare appropriate
commentary to develop the superviso�y and management skills of their team members.
Section 2. Job Objectives.
The Job Objectives section of the City evaluation shall not be used for fire fighteis.
85
ARTICLE 30
INCENTIVE PAYS
Section 1. Education: A�plicable to Dual�Role Fire Fighters, Single-Role Fire Fighters,
and Emergency Communications Personnel.
1.1 Fire fightecs who have completed their initial probation period and have obtained an
Associates, Bachelois, Masters, oi• Ph.D, degree shall receive educational incentive pay.
Education pay shall be authorized for successful completion of one of the aforementioned
degrees at an accredited college or unrveisity. An accredited college or university is an
educational institution approved by the Southern Association of Schools or 'rts regional
counterparts, or a technical tcaining school or college approved by the Accrediting Cominission
of Career Schools or Colleges of Technology. An eligible fire fighter must comply with the
City's Hutnan Resources' administrative rules and the Pe�sonnel Rules and Reg�ilations
regacding the paynlent of this Education Incentive Pay.
1.2 Educational incentive pay shall be paid biweel<ly according to the following rates:
A. Associates Degree — $57.65.
B. Bachelors Degree — $96.08.
C. Masters Degree —$1 l 5.30.
D. Ph.D. — $l 34.52.
Section 2. Bilingual Sicills Pay: A�plicable to Dual-Role Fire Fighters, Single-Role Fire
Fighters, and Eme�•gency Communications Pe�•sonnel.
2.1 Fice fighters that successfully pass the language proficiency test, administeced by Human
resoucces, shall receive bilingual sl<ills pay.
2.2 Bilingual skills pay shall be paid biweel<ly according to the following cates:
A. Verbal proficiency —$61.49; or
B. Verbal and written pcoficiency —$76.87.
Section 3. EMT Certification: Applicable to Dual-Role Fire Fighters, Single-Role Fire
Fighters, and Emergency Communications Personnel.
3.1 Fire fightecs IZolding certification foi• successful completion of a Texas state approved or
National Registiy approved EMS course shall receive certification pay.
3.2 Certification pay sltall be paid biweekly according to the following rates:
A. EMT Basic —$48.04 (applies to dual-cole �ire fightei•s and Eme�gency
Commwlications Personnel).
B. Advanced EMT —$67.26 (applies to dual-i•ole fii•e fighters, single-role fire
fighters, and Emergency Communications Personnel).
86
C. EMT Paramedic or Licensed Paramedic -$230.60 unless the fice fighter has
opted out of the Pacamedic Program, with the written approval of the Fire
Chie£ To be eligible, the fire fighter must be credentialed by the Office of the
Medical Director (applies to dual-role fire-fightecs, Emergency
Communications Personnel, and EMTs; does not apply to Lead Paramedics;
however, a pecson in the classification of EMT who is a]icensed Paramedic
will be eligible for acting pay in the Lead Pai�amedic classification for only
the period of time that the person is serving in the acting role of Lead
Paramedic).
D. Mobile Integrated Health —$153.74 (applies to single-role fire fighters).
Section 4. TCFP Certification: Applies only to Dual-Role Fire Fighters.
4.1 Fire fighters holding certification for successful co�npletion of an approved Texas
Commission on Fire Protection (TCFP) course shall receive cectification pay.
4.2 Certification pay shall be paid biweelcly according to the following rates:
A. TCFP Intermediate Certification — $38.43.
B. TCFP Advanced Certification — $57.65.
C. TCFP Master Certification — $76.87.
Section 5. Specialized Duty Assignments.
Fire fighters assigned to the specialized duties listed below shall be paid biweekly according
to the following rates:
$303.62
Executive Assistant Chief
Program Chief
$211.39
- Pi•ogram Coordinator $121.07
- Section Manager
- Fire Operations Medical Coordinator
(liinited to 3 per shift)
87
- Fire Inspectoc $107.61
- Fire Investigator
- Public Educator
- Hazai•dous Materials Instructor
- Aircraft Rescue Fire Fighting Instructor
- Specialty Instructor
- Swift Water / Underwatel• Instructor
- Technical Rescue Instructor
- Training Academy Instructor
- Wildland Instructor
- Communications Training Officer — Single-
role fire fighter• and Telecomin��nicator only
- Field Training Officet• — Single-Role fire
fighter and Telecommunicator only
- EMD Insti�uctor - Single-role fire fighter and
Telecomm�micator only
- Classroom Instructoc (EMT/Para�nedic
Onfy) — Single-role fire figl�ter only
- Registeced Nurse (R.N.) — Single-role fire
fightei• and Telecommunicatoi• only
- Hazardous Device (Bomb) Technician $61.49
- Hazardous Matecials Tecllnician-Fice
Prevention
- Hazacdous Materials Responder
- Aircraft Rescue Fire Fighting Responder
- Hazardous Materials Responder —
Battalion Chief
- Hazardous Matecials Responder —
Deputy Chief
- Swift Water / Underwater Respondec
- Technical Rescue Respondec
- Wildland Responder
- PIO Responder
- Professional Standards Investigatoi•
- Worlcing Agreement Secretacy/Records
Manager
88
-Air Shop SCBA Technician
- Licensed Practical Nurse (LPN) — Single- $46.12
role fire fighter and Telecommunicator only
Section 6. Limitations on Incentive Pays.
If eligible, a fire fighter may i�eceive more than one (1) of the Incentive Pays set out in this Article,
according to the following guidelines:
A. The higher dollar amount of either: One (1) Education pay, based on the highest level
of degree received; or One (1) TCFP certification pay based on highest level of
cei�tification obtained;
B. Either bilingual skills pay (1. Verbal; or 2. Verbal and Written);
C. One (1) EMT certification pay based on highest level of certification obtained; and
D. Up to three (3) Specialized Duty Assignment pays; however, single-role fire fighters
and Emergency Communications Personnel are limited to only otle (1) Specialized
Duty Assignment Pay.
Section 7. Adjustment of Incentive Pays.
Incentive Pay amounts, shall increase by 3% on October 1, 2027, on October 1, 2028, and
on October 1, 2029 and each increase shall be effective beginning on the first full pay period
following the increase.
Section 8: Qualifications and Eligibility for Incentive Pays.
The additional pays for Education, Bilingual Sicills, EMT Certification, TCFP
Certification, and Specialized Duty Assignments, set out in this Article are refert•ed to collectively
as "Incentive Pays." The qualifications and eligibility for the Incentive Pays set out in this Article
will be contained in one or more departmental Standard Operation Proceduces ("SOPs") and will
be considered to be written Depactment policies concerning operational 'rssues that can be amended
by the procedure set out in the first two sentences of Article 5, Section 2 of this Agreement. The
amounts of such Incentive Pays will not be stated in the applicable SOPs.
:�
Section 9. Training fo�• Specialized Duty Assignment Pays.
In the case of Specialized Duty Assignment pays, the Fire Chief can extend the 180-day
licensing or certification rec�uirement in any Assignment Pay SOP if the Department has not made
the necessary tcaining available for the certification or license needed to receive the applicable
assign�nent pay, oi• if there are any other delays in obtaining the designated requic�ements that the
Fire Chief determines are not the fire fighter's fault. If the Fire Chief does not extend the 180-day
licensing or certification requi��ement, the Fire Chief can stop tlle fire fighter's assigninent pay
until the training oc licensing is completed.
Section 10. New Incentive Pays.
The Fire Chief can add new Specialized Duty Assignments that will receive Incentive Pay, and
can set the amount of such pay. TIZe qualifications and eligibility for such new Specialized Duty
Assignment pays will be contained in one or more departmental Standard Operating Proceduces
("SOPs"), accoi•ding to tlle i•equicements oF Section 8 of tl�is Article.
Section 11. Preemption.
As authorized by TLGC ] 74.005 and 174.006(a), this Article shall preempt and prevail
over any conf7icting state or local civil service provisions i�lcluding those set foi•th in TLGC
143.042(c).
i:I1]
ARTICL� 31
NOTICE
Except as otherwise provided herein, any notice, demand, request oi• other communication
hereunder given or made by either Party to the other shall be in writing and shall be either hand
delivered (with written receipt obtained) oe deposited in the United States mail, postage prepaid,
certified mail, return receipt requested, addcessed to the Parties hereto at the respective addresses
set out below, or at such other address as they inay provide by written notice to the other Party. If
mailed, a written attachment of the document shall be e-mailed via the City e-mail system to either
the Chief or the Association President.
A. If to City:
City Manager
City of Fort Worth
100 Fort Worth Trail
Foi�t Worth, TX 76102
B. If to Association:
President
Fot-t Worth Professional Firefighters Association - Local 440
3855 Tulsa Way
Foet Worth, Texas 76107
91
ARTICLE 32
SUCCESSORS AND ASSIGNS
This Agreement shall be binding upon the successors and assignees of the parties hereto during
the term of this Agreement and no provisions, terms or obligations herein contained shall be
affected, modified, altered or cllanged in any respect whatsoever by any change of any lcind in the
City Council, management or Charter of the City, or by any change of any 1<ind in the Executive
Board, management oi• Constit�rtion and By-Laws of the Association.
92
ARTICL� 33
SAVINGS CLAUSE & AMENDMENTS
Section 1. Savings Clause.
Should any provision of this Agreement be found to be inoperative, void or invalid by a court of
competent jui�isdiction, all other provisions of this Agreement shall r•ernain in full force and effect
foi• the duration of this Agreement, it being the intention of the pacties that no portion of this
Agreement or provision herein shall become inoperative or fail by reason of the invalidity of any
other poi•tion or provision. Such invalidated provisioii(s) shall be the subject of imi�nediate
negotiations between the parties ij� order to attempt to negotiate a substitute provisiotl. This Article
does not extend the City's statutory obligation to negotiate.
Section 2. Amendments.
Either pat-ty may propose an amendment to this Agreement at any time during the duration of the
Agreement, and both parties agree to meet and confer on the proposed amendment. The
Agreement may be amended by mutual agceement of the parties via either reopening the
Agreement or via an attached Memocandum of Understanding, aftet• ratification and City Council
approval.
Section 3. Memorandum of Understanding.
The parties may accomplish a clarifcation or intecpretation of this Agreement by a Memorandum
of Understanding approved by the Association's Executive Board, the City Manager, and signed
by the autllorized representatives.
93
ARTICL� 34
DURATION AND T�RMINATION
Section 1. Term of Agreement.
A. This Agceement shall be effective as of October 1, 2026. It shall remain in full force
and effect until t11e 30t�' day of Septembei•, 2030, or until such titne as it is supei•seded by a new
Agceement between the parties, whichever occurs latei; provided however, that in no event shall any
part of this Agreement continue in effect after September 30, 2031. Only specific provisions which
are cited in this A�eement ace not subject to this evergreen provision
B. The pi•ovisions of this Agreement do not apply to any fire fighter who sepai�ates
fi•om City employment before the effective date of this Agreement or before the effective date of
any specific provisions hereof.
Section 2. Funding Obligations.
The City presently intends to continue tlzis Agreemetit each fiscal yeac through its term, to pay all
payments due, and to fully and pcomptly perform all of the obligations of the City under this
Agr•eement. All obligations of the City sl�all be paid only out of annual fiscal year revenues and funds
lawfully available and legally unrestcicted therefore and appcopriated for such purpose by the City
Council, in compliance witl� the Texas Constitution, Ai�ticle XI.
Section 3. Voter Disapproval of the Crime Control Prevention District.
A. ln the event the voteis of the City, at a duly called election concerning the
continuation, dissolution oi• i•epeal of the Crime Cont1•ol and Pcevention District, rescind the
authority for tlle Crime Conti•ol and Prevention District sales and use tax, the monetary oblrgations
of the City under this Agreement shall terminate on the date of the canvass of such election.
B. In the event of action by the City Council under the prior paragraph, the Parties
shall convene for the pucpose of negotiating contcact changes in the context of lost fitnding, but all
other obligations of the Agreement shall othei•wise continue unless agreed amendments are
appcoved by both Parties.
Section 4. Changing Economic Conditions.
A. The parties understand and agree that to have sufficient revenue to fund the City's obligations
herein, duri►1g the term of this Ag►•eement (including the "everg��een" year), the impact that the
state-mandated applicable 3.5% property tax caps will have on City reventie and, correspondingly,
94
City budgets, must be considered. Therefore, the parties �inderstand and agree that, dtuing the
term of this Agreement, there may be a need to review revenues and economic indicator•s that
directly tie to the funding resources available to satisfy the City's obligations undel• this
Agreement.
B. If a co�nbination of two or moi•e of the three items below occurs in successive years during the
term of this Agreement, then it is specrfically understood and agreed by the parties that the City
may require the Association to c•eopen negotiations concerning monetary compensation (salar•ies,
ovei•time and special items of pay) and declare the Agreement open for further negotiations of
compensation only:
1. Taxable value attributed to new growth added to the certified tax rolls is less than
1.0% as compared to the prior year
2. Taxable value attributed to ceappraisals of properties currently on the certified tax
rolls is less than 2.5% as compared to the prior year
3. Sales tax net collections expet�ience zero o�• declining gcowth for 2 quarters as
compared to the same period in the prior year
C. A notification to the Association to re-open negotiations under this section must be made on
or before September 1 of a current fiscal year, for the following fiscal yeac. It is also specifically
understood and agreed by the parties that in the event the negotiations are reopened, compensation
amounts will be frozen as of the date the City informs the Association tliat the negotiations are
ceopened, and no increases in compensation will occur until new terms ace negotiated by the
pacties. Fire fighters will not be allowed to move to the next pay step when otherwise eligible.
The City shall inform the Association of such declaration in writing and, within � t•easonable time
after such notice, will provide information the City relied on to assert that the requisite factoi•s set
out in Subsection 4(b)(1-3) of this Article have occurred, In the event of such declacation by the
City, the parties shall as soon as practicable begin new negotiations. Such reopened Collective
Bargaining negotiations must be completed within 60 days after the face-to-face negotiations
begin, unless the Association and the City agree, in writing, to extend the negotiations, fot• a tel•m
not to exceed 15 days for each extension.
D. Any Agreement between the Association and the City that results from the reopened Collective
Bargaining negotiations, will not be effective unless and until it is approved by the City and the
Association pursuant to the requirements of Article 32 of this Agreement.
Section 5. City Council Authority.
This Agreement does not impair the authority of the City Council to determine the number of
authorized positions in the Department, or to change the classification of positions.
95
Section 6. Successor Agreement.
Negotiations for a successor agreement to this Agreement shall begin no later than October 1,
2029.
1N WITNESS WHEREOF, THE PARTIES HAVE CAUSED THIS AGREEMENT TO BE
SIGNED BY THEIR DULY AUTHORIZED REPRESENTATIVES ON THE DATES
INDICATED.
�
��v` ; Cr-
CITY OF FORT G �TH
1��;�'� `�l
�� �( ��
� �`-
Jesus "Jay" Chapa, City Manager Date Ma�tie Parkei•, Mayor Date
� .
, �� � �6
Williain Johnson ate
Assistant City Manag •
Approved as to Form and Legality:
� �! �/��
Gavin idgley Date
Senior Assistant City Attorney
Attested by:
�
nnette Goodall
ty Secretary
�yDate
o[$ C zvZc�
Fort Worth Professzonal Fif�efighter�sAssociation, IAFFLocal440
� _ ''i
Zachary S affer, President
Foc-t Worth Professional Firefighters
Association, IAFF Local 440
�o �- b' ^'�-G�
Date
�A��'����.1�, ��C�ORD
� �':"��� ����Z��'ARII
� �� r�dA�RT'C�,1�K
97
�
��:3
CITY OF FORT WORTH
Fire Civil Service Classifications
Salary Schedule for FY 2026-2027
�6 Hour Schedule
RANK Years from Per Pay Step Hourly Acting Step
Commission Step Peppd Monthly .Aunual Rate Rate Hourly
Grade/Job Code OT
FIREFIGHTER
Y01/1032
ENGINEER
Y02/1031
LIEUTENANT
Y03/] 030
Start
1
2
3
4
5
G
�
8
9
14
2
3
4
5
G
7
8
9
14
Start
1
1
2
3
4
5
I 6
7
18
� �
� 10
1i
3 �
4
�
6
7
8
9
io
11
?,875
3,017
3,168
3,327
3,597
3,776
3,776
3,776
3,776
3>887
3:996
3,783
3,97?
4,091
4,091
4,091
4,091
4,091
4,211
4,3?9
6,229 74,745 J
6,536 78,436 I
6,863 82,361
7,208 � 86,490 _ __
7,794 � 93,526
8,181 93,178
8,181 98,178
8,181 93,178
8,181 98,178
8,421 101,056
8:659 ] 03,904
8, I 96
3,606
3,865
3,865
8,865
8,865
8,865
9,124
9,380
98,348
103,269
] 06,377
106,377
106,377
106,377
106,377
109,484
11?,563
2�.67 33.77 I
26.94 33.77
2823 33.77
29.70 33.77
3?.12 33.77
33.71 35.40
33.71 35.40
33.71 35.40
33.71 35.40
34.70 36.44
35.68 � 37.47
33.77
35.46
36.53
36.53
36.53
36.53
36.53
37.60
38.65
37.83
37.83
3836
38.36
38.36
38.36
38.36
39.48
40.59
38.50
40.40
42.43
44.55 _
48.18
50.57
50.57
50.57
50.57
5?.0S
53.52
Step
HOF
12.83
13.47
14.14
14.85
16.06
16.36
16.86
16.86
16.86
17.35
17.84
50.66 16.89
53.14 17.73
54.80 13.?7
54.80 1827
54.80 1327
54.30 1827
54.80 1827
56.40 13.30
5'7.98 � 19.33
40 Hour Schedule
Per Pay Step Hourly Acting Step Step
Period Monthly Annual Ratc Rate HOT Y HOF
2,875 � 6,2?9 J 74,745 35.94 � 47.28 53.90 17.97
3,017 6,536 f 73,436 37.71 4728 56.�6 18.8�
3,168 6,863 I 82,361 39.60 4728 59.40 19.80_
3,327 7,208 � 86,490 4L58 � 4728 � 62.37 20.79
3,�97 7,794 f 9j,526 44.96 4728 � 67.45 22.48
3,776 8,181 98,178 4720 � 49.56 70.80 23.60
3,776 � 8,181 98,178 47.?0 49.56 70.80 23.60
3,776 8,131 98,173 47.20 49.56 70.80 23.60
3,776 8,181 98,178 47.20 49.56 70.80 ?3.60
3,887 8.4?1 101_0�6 48S8 51.01 � 72.38 � 2429
3,996 3,659 103,904 49.95 5?.45 � 74.93 I 24.98
3,783 8,195 98,348 4728 J 52.96 70.92 ?3.64
3,972 8,606 103,269 49.65 5?.96 74.47 24.32
4_Q91 3,$65 106,377 �1.14 53.70 76.71 25.57
4,091 8,865 106,377 � 1.14 53.70 76.71 2557
4,09] 8,365 106,377 51.14 53.70 76.71 25.57
4,091 8,865 106,377 � 1.14 53.70 76.71 25.57
4,091 8,865 106,377 51.14 53.70 76.71 25S7
4,211 9.124 109,484 �2.64 5�27 78.95 26.�2
4,3?9 9,380 11?,563 �4.12 56.82 8L18 ?7.06
4 5 4,?37 9,180 110,161 I 37.83 42.17 56J5 18.9? 4,237 9,180 110,161 52.96 59.9j I 79.44 26.48
5 6 4,447 9,636 115,634 39.71 4?.17 59 �4 19.85 4,447 9,636 115,634 S�S9 59.03 83.39 27.80
G 7 4,447 9,636 ] 1S,634� 39.71 42.17 59.56 19.85 4,447 9,636 I15,634 SSS9 59.03 83.39 27.80
7 8 4,447 9,636 ll5,634 39.71 42.17 54.56 19.85 4,447 9,636 115,634 55.�9 59.0.i 33.39 ?7.80
8 9 4,447 9,636 115,634 39.71 42.17 59.56 19.85 4,447 9,636 115,6.i4 SSS9 59.03 83.39 ?7.80
9 10 4,577 9,916 118,997 40.86 4291 61.30 20.43 4,577 9,916 118,997 �7.21 � 60.07 35.82 28.61
14 11 � 4,706 10,197 ]22,360 42.02 44.12 63.03 21.01 4,706 � 10,197 122,360 �8.83 � 61.77 3824 29.41
NOTES:
For FY ?0?7 - Across tl�c Board L�crcascs (ATB5) Pay Raisc Pc2cnta�c
Eticqive First Full Par Period afler Oaobcr 1. 20?6 for FY ?U26-2U?7
FvcFightcr 7.10%
Fi�cEnginccr G.00%
FircLicutcnam S.OU%
FireCaptain i.UO%
FireBavafionClucf iUG%
FircDepuiyCiucC S.DD%
Fim Assisunt CiiicC ?.00 %
Depury� Assisiant Clucf 5.00 %
Sutt — Upon �aduation from traiivug acadcmy: Smp 1= IsI annivcrsary of Comnussimi Datr. Stcp? =?nd amti��crsary of Commission Dam, c¢.
AssisL�nt CiucCs and Deputy Chicfs am not on a Sicp Plan The Fim ClucCdctemuncs ttw pay amount any�iinm bcnrecn tl�e nunimwn and nuzimum of J�c Pap Rangc
Assis�ant Clucf and DcpWy Chlef s�lary mngcs ch�ngc according Io ihc Across thc Board Incmascs (ATB) Pay Raisc Pc¢cnm�c as siaicd for tlm nmcm Fiscal Ycar as staicd a6o�n.
9co Hourlv Ratc: Thc Iwudy ratc oC a stcp in a pay schcdulc (5G or 1D houq.
S�co Hourh� OT: Tlu ovcrtimc (O'Ij �[c ���hich is IS� tls Stcp Hourlv Ratc.
Sm H F: i7�c hoGday occnimc ratc for Fim nnl's paid at l/2 of �Lc Stcp Hoivlr Ratc for
persons �� orl:ing on a Ciry reco�uzcd Holiday.
R�ic rnleulaiioac:
JU honr schcdulc: Pcr Pay Pcriod Momhly a�d .4iumal .-., ._„ dl ,��,.:io�u.
>Ghourschcdulc: PcrPm�Pcnod.Mon�ileandluwualramsarc��oprocinutlois.
RANK
Grade/Job Code
CAPTAIN
Y04/1029
Yearsfrom Step I PerPay Monthly Annual
Commissiou Period
Start
2
3
4
�
G
7
8
9
14
� 7 4,725 ]0?32 J 12?,7$7
I 8 �},958 10,743 128,915
� 9 4,958 10,74j 1?8,915
10 5,103 1 ],0�6 ]a2,678
11 5,247 11,368 136,41 ?_
CITY OF FORT WORTH
Fire Civil Service Classifications
Salary Schedule for FY 2026-2027
56 Hour Schedule
Step Hourly Acting Step Step
Rate Rate HOTIy HOF
42.17 I 48.18
44.?7 43.1 S
4427 4yS.18
45.56 43.18
46. 84 49.19
63?5 21,0S �
66.41 ??.14 �
66.41 ?2.14 i
6834 ?2.78 ;
7027 23.4? =
�10 Hour Schedule
Per Pay Monthly Annual Step Hourly Acting Hourfy Step
Period Rate Rate 0,1, HOF
4,7?3 10,23? 122.787 �9.03 67.45 88.�5 29S?
4,953 ]0,743 128,915 61.98 67.45 �2,47 39.99
4,953 ]0,743 12S,9)� 61.98 67.45 92.97 30.99
5,103 11,056 132,678 6�.79 67.45 95.68 � 1.89
5,247 11,368 136,412 65S3 68.86 93.37 32.79
BATTALION CHIEF Start 1
Y05/1023 1 2
2 3
3 4
4 5
5 6
6 7
7 S
8 9 5,;94 11,�91 )40,?89 4g.IS 54.04 7226 ?4.09 5,396 11,691 140,289 67.45 75.66 l0l.l7 33.7?
9 10 5,831 12.634 ]51,60j 5?.06 54.66 78.09_� ?6.03 5,331 1?,634 151,603 72.39 76.53 109.33 � 36.44
14 il 5,99� � I?,990 ]55,879 53.53 56.?1 80.?9 �?6.76 5,995 � 1?,990 155,879 74.94 73.69 � 11?.41 � 37.47
IDEPUTYCHIEF Minimum 6,052 ) 13,114 I 157,363 54.04 54�Q4 51.06 I 27.02 6,05? 13,114 157,�63J 75.66 75.66 113.48 37.33
Y07/1532 � Maximum 7,0?0 I 1�;?11 � 182,�28I 62.68 6�.82 94.02 I 3134 7,020 15.,211_„ 182;,�28„� 87J5 9?.14 I li1.63 43.88
DEPUTY CHIEF OF EMS � Minimum 6_U�Z J 13,114 f 157,363 f 75.66
Z07 Maximum I 7,020 1�,2ll � 182,528 � 87.75
IASSiS l AIV 1 CHlbr Minimum I 6,800 14,733 176,799 f 85.00
Y08/1027 � Maximum f LS88 17,091 ?05,09? � 98.60
I ,....._� � � � _ � .��.. - � ---._..� � __ � �-� I
NOTES:
For FY ?U?7 - Acmss thc Board Incresses (A7Bs) Pay Raise Pcrccn�i�c
EfTccUve Firsi Rdl Pay Period aficr Onober 1. 2U?G for FY ?U?6-?027
FSrcFi�ncr Zl0%
FisEnginccr G.U0%
FircLicwc�anc 5.0�%
FirCapiain S.UD%
FireSaualionChicf SDU%
Fim Dcput}' Clucf i.U0 %
Firc Assismm Chief S.0U %
Smn = Upon �duation fmm tr.ii ....� �. �_.._. :.�... �:,. I= Is� anni��crsary of Commission Da�r. Sicp 2==n� a,;.�,"�a,ry �, Jommission Datc, ctc.
Assisuin Chicfs and Dcpnty Clucfs arc not on a Sicp Plait T7u Firc ClticfdctcnniiNs tlic ,,.; ,. ... .... ,,".. /_ .. � �... thc .. ... .. .... �m of thc Pa}� Rangc
Assisunt Citicf and Deputy Clucf salary ,._�., ._.. .�.._.,. <<. ,! Ihe Across the Board Inercases (A1B7 Pap R�ise Percen4ige as s�aied for tls tt�m:m F¢c11 Ywr as smmd abocc.
Smo Noudr Raic: Thc hourly ntc of.. ,._ ....... ..... ...._dulc (5G or d0 I�ur).
5ico Hondv OT: Ts o��cninn (O'q mtc �cluch is 1 Ss thc Sicp Hoivlp Ratc.
tc HOF: Thc holiday oocnimc rvte for Firc raNs paid at 1/2 of ilic Stcp Houdy Ratc far
p:rsons �vorking on a Cin� recognizcd HoliAa}�.
Ra�c�caicclatio�ss� `. .. . ...
10 hour s hcdulc: Pcr Pay� Pcriori Monllily ancl Anm��l nics .. . ,�.
56 h ur s hcdulr. Pcr P�v Period MontWv and Fwmal ra�cs arc apD�ov��ntions.
CITY OF FORT WORTH
Fire Civil Service Classifications
Salary Schedule for FY 2027-2028
Hour
RANK Years from Per Pay Step Hourly Acting Step SfeP
Grade/Job Code
Commission Step period Monthly Annual Rate Rate HOT'v HOF
FIREFIGHTER Start 1
Y01/1032 1 2
2 3
3 4
4 5
5 6
G 7
7 8
8 9
9 � �o
1� I 71
ENGINEER
Y02/1031
LIEUTENANT
Y03/1030
3,134
3,288
3,453
3.626
3,921
4,116
4,116
4,116
4,116
4,237
4,356
6,789 81,472 ?7.98 3631 41.97 13.99
7,125 35,496 � 2936 � 36.31 44.04 14.68
7,481 89,774 � 30.83 � 36.31 4624 15.41
7,856 94,274 32.37 � 36.31 48.56 16.19
$,495 ]01,943 35.01 36.76 52.51 17.50
8,918 107,014 36J5 3S.�9 5�.12 1837
8,918 107,014 36J5 38.59 55.12 1837
8,918 ]07,014 36.75 33.�9 55.12 1837
8,918 107,014 36.75 ' 38.�9 55.12 1837
9,179 � 110,151 37.83 � 39.72 56.74 f 18.91
9,438 � 113;255 � 38.89 � 40.84 58.34 � 19.45
�3 4,066 _ 3.810 I 105,724
3 4 4,270 9,251 111,014
4 5 4,398 9„530 114,355
5 6 4,398 9,530 ll4,355
6 7 4,398 9,530 114,355
7 8 4,398 9,530 114,355
' 8 9 4398 9.530 ] 14.355
I 9 10 4,$27 9.803 117�95_
14 11 4,654 10,084 1? 1,006
8
9
14
NOTES:
For FY 20?8 - Across ��c Soard hsrcasrs (A'Bs� Pa}� Raicc Pcrcc�vagc
ECfccucc Fim Fi�ll Pap Pcnod a[icr Octobcr 1. 2U27 for FY ?U27-?028
FircFightcr 9.00%
FimEnginecr 7.50%
FircLicmcnant 750%
iircCapuin 750%
Fis Ba�miion Clucf 7.50%
Firc DcpuN Chicf 7.SU%
Firc Assislant Clucf 7.50 %
6 4,781
7 4,781
8 4,781
9 4,781
10 4,920
11 5,059
9,869 118�423
1 Q3�9 124,307
] 0,359 124,307
] 0,359 124,307
10,3�9 124,307
10,660 127,922
10,961 131,537
3631
38.12
39.2'7
39.?7
3927
39.27
3927
40.42
41.55
40.67 54.46 18.15
40.67 57.18 19.06
41.23
41.?3
4123
41.23
4123
42.44
43.63
�8.91 19.64
58.91 19.64
58.91 19.64
55.91 19.64
58.91 19.64
60.63 2021
6?.33 ?0.78
40 Hour Schedule
Per Pay Step Hourly Acting Step Step
Period Monthly Annual Rate Rate HOTIy HOF
3,134 6,789 81,47? 39.17 50.83 58.75 19.58
3,288 7,125 85,496 41.10 50.83 61.66 2Q55
3,453 7,481 89,774 4�.16 50.83 64.74 2L58
3,626 7,856 94,274 45.32 50.83 67.99 22.66 _
3,921 $ 495 101,943 49.01 51.46 73S2 24.51 i
4,116 � 8,918 ] 07,014 � 1.45 54A2 77.17 25.72 �
4,116 8,918 107,014 51.45 54.02 77.17 25.72
4,116 8,918 107,014 �1.45 54.0? I 7717 ?5.7?
4,116 8,918 107,014 51.45 54.02 77.17 ?5.72
4,?37 9,179 110,1 � 1 52.96 55.60 79.44 26.48
I 4,356 � 9,438 ( 113,2.JJ � �4.45 �7.17 31.67 2722
4,066 8,810 10�,724 �0.83 56.93 76.24 �?5.41
4,?70 9,2�1 111-Q14 �3.37 56.93 50.06 � 26.69
4�?'98 9,�30 114,3�5 �4.98 57.73 32.47 27.49 �
4,398 9,530 114,3�5 54.98 57.7; g2.47 27.49
4,398 9,530 114,355 54.98 57.73 82.47 27.49 i
4,398 9,�30 114,j,�5 �4.98 57.73 82.47 27.49 �
4,398 9,�30 114,355 �4.98 57.73 82.47 27.49 �
�4,527 9,308 117,69� 56.�8I 59.41 84.88 28.29 �
4,654 10,084 I?1,006 58.18 � 61.03 � 87.?6 29.09 �
40.67 45.33 I 61.00 �?0,j3 4.5�5 9,869 11S,42.i 56.93 63.46 85.40 ?3.47
42.69 45.33 64.03 21.34 4,781 10,3�9 124,307 59.76 63.46 89.64 29.88
42.69 4533 64.03 21.34 4,781 10,359 124,307 59.76 63.46 I 89.64 29.88
42.69 45.33 64.03 2134 4,781 10,359 124,307 59.76 � 63.46 � 39.64 29.88
42.69 4533 64.03 21.34 4�781 10,359 1?4,307 59.76 63.46 I 89.64 ?9.88
43.93 �6.13 65.89 21.96 4,920 10,660 127,922 61.50 64.58 � 9225 30.75
45.17 47.43 � 67J6 � 22.59 5,059 10,961 131,537 � 6324 66.40 94.86 31.62
Smn = Upon gradmtion from uai�unc acadc�m�: Stcp 1= Is1 amurcrsary of Conmussion Datc: Sicp ?= 2i�d amuvcrsan� of Conmussion Daic, ctc.
Assislant Clucfs and Depnp� ClucCs am not on a Sicp Piaa Thc Firc ClucCdctcmu�ss the par anwunt am��clv:re bcneccn tis minimwn and inaximum of �6c Pay Range
Assis�ant Clucf znd Dcpury Chicf salaq� r�ngcs chansc according �o llw.4cross �I�c eoard L�crcascs (ATH) Pay Aaisc Pcrcc�vagc as s�atcd for Ilic currcn[ Fiscal Ycar as sutcd abo��c.
Smo Huurlv Ra�c: Tls hourly retc of a s¢p in a pay schcduic (?G ortD Iwur).
Sico Houri�� OT: Tls ovcrtine (O"q ralc i�9uch is I.Sz thc Sicp HourM Raic.
Smo HOF: ils holid.iy ocertimc tate for Fire nnls paid al 1/2 of tlic Step Hoivir Rate for
penoiu �.orkin� on a Cin� recognizcd Holidn}'.
Rme calcula�ione
30 hour schcdulc: Pcr Pay Pcriod Momhly a�xl Anmul _._:_�,... _��._.: _._timu.
�G Iwur sci¢dulc: Pcr Pav Pcnod. Montlil�� and Annual r�[cs arc apuro�inntioi�s.
I2ANK
Grade/Job Code
CAPTAIN
Y04/I 029
BATTALION CHIEF
Y0�/1028
Years from Step I Per Pay Monthly Annual
Commission Period
Start
]
3
4
5
� � � s.o�7 1 i,000 �� i_99� �
7 8 j�330 11,549 133.�34 I
8 � 9 5,330 � ll,549 1�8,5$4)
9 10 5,486 I 11,886 14�,6?9
14 I 11 $,640 1?220 146.,643.I
1
2
3
4
5
CITY OF FORT WORTH
Fire Civil Service Classifications
Salary Schedule for FY 2027-2028
56 Hour Schedule 40 Hour Schedule
Step Hourly Acting Step Step Per Pay Step Hourly Acting Step step
Rate Rate Hourly HOF Pcriod Monthly Annual Rate Rate Hourly HOF
OT OT
45.33 $1.79 I 67.99 J 22.66
47_59 51.79 71�� 23.30
47.59 51.79 71.39 23.80
4R.9�51.79 73.47 ?4.49
50Y36 � 5?.83 75.54 ?5.18
7 8
8 9 �$90 12,568 1�0,810 I 51.79 58.09 77.{8 25.89
9 10 6,?68 13.581 16?,973 55.97 SSJ6 339� ?7.98
` 14 I 11 6,445 13,964 167;569 57.54 � 60.42 86.3? ?8.77
IDEPUTYCHIEF Minimum I � 6,506 14,097 � 169,16� � 58.09 I 58.09 I 37.14 � 29.05
� Y07/1532 Maximum � � �,547 16,351 � 196,218 � 6738 70.7� � 101.07 ( 33.69
DEPUTY CHIEF OF EMS I Minimum
Z07 Maximum
SISTANT CHIEF I
Nlinimum
Y08/10?7 Maximum
I �
NOT�S:
ForFY ?0?8 - Across thc Board ]ucrcascs (ATBs) Pa}� R�ise Pcrccnlagc
Effccticc First Fidl Pap Pcriod aftcr Onobcr I. ?u27 for FY 2�27-?028
Firc Fighicr 9.00%
FircEnginccr 7S0%
FimLizutenant 75�%
Firc Captaii� 7.iD%
Fim B:�ualion Clticf 7.50 %
Firc Dcput�' Clucf 7.iU`%
Fim Assis��nt Chicf 7.50 %
� ��
Smrt = Upon graduatim� Crom training aodcnrv: Stcp i= Ist amii�xrsan� of Conmussion Datc: Sicp? _?nd anniacrsan� oC Conuiussion Datc, ete.
Assis�ant Clucts and Dcpun� Citicfs arc mt on a Sicp Plaa Tlw Firc CIuM dc�erminzs tlic pay anwum am•�citre :.. � �:....:_ .-. :.. ..._d nv�cimum of thc Pac Raugc
Assislant Cticf and DcpuN Ciuctsalary iangcs chanec according m Wc.4cross thc 8oard Iisrwscs (ATB) Poy Raisc Pcrccnugc as stalcd for Ihc curtcnt Fiscal Ycar as staccd abovc.
5,077 11,000 131,996 63.46 72.50 95.19 � 31.73
5,330 11,549 138,584 66.63 72.50 99.94 � 33.31
5,330 11,549 138,584 66.63 7?.50 99.94 _I 3331
5,486 11,886 14?,6?9 68.57 72.50 102.86 34.29
�_640._ 12,220 �]46;643 70.�0 i 74.03 � 10�.75 35.?5
�5,800 1?,568 li0,810 _ 72S0_I 81.33 I 108.76 I 36.?5
6,268 13,531 16�,973 78.35 82.?7 I17.53 39.13
6,445 13,964 167,569 80.56 � 84.59 � I?0.34 � 40.?8
I 6,506 14,097 169,165 31.33 � 81.33 1?1.99 40.66
`,547 16.,351 196,213 94.34I 99.05 141.50 47.17
6,506 14,U97 [6y,165 81.33
7,547 16,351 � 196,218 94.34
7,310 15,838 ] 90,059 I 91.37
3,430 18,373' 2?0,474 1 106.00
f� � I I I
Smo Hoivlv Ram: Tis ho�vly ntc of � smp in a pa}� schcdWc (SG or JU hour).
Smo Hotvlv OT: Tim ovcniiir (O'I) ratc which is 15� tls Stcp Hourly Ram.
Sicn HOF: Thc holid�y o��cnimc nm for Fire ranl:s paid at 1/? of lhc Sicp Hoivlr Ratc for
oerso��s worldng on a Ciry rccognizcd Holidap.
Raic cniwinlions:
1� hour schcdulc: Pcr Pay Pcnod, Momhly arcl.4iumal mtcs ar appro�iin�Gons.
56 hoiv sdudWc: PcrJ'ar Period Mon�ilv and eWi �1 r. ...: . L.,.: �us
RANK
Grade/Job Code
FIREFIGHTER
Y01/1032
ENGINEER
Y02/1031
� LIEUTENANT
Y03/] 030
Years from SteP I Per Pay nqonthly Annual
Commission Period
Start
1
2
3
4
i
6
7
8
9
14
1
2
3
4
�
6
7
8
9
14
Start
1
T
3
4
5
6
7
8
9
14
1
2
4
5
6
7
8
9
10
11
� 4
�
6
7
I8
9
10
11
3,259
3,771
4,078
4,281
4,281
4,281
4,281
4,406
4,530
4,229
4,441
4,574
4,574
4,574
4,708
4, 840
7,061
7.410
8,170
8,835
9,?75
9,275
9,275
9,?75
9,546
9,815
84,731
88,916
93. j65
98,045
] 06,021
111,294
111,294
] 11,294
11 ],?94
114,5�7
I 17.736
9,163 � 109,9�3
9,621 ll 5,454
9,91 I I 18,929
9,911 118,9?9
9,911 118,9?9
9,911 I ] 8,929
9,91 I 118�9?9
10,200 122,403
10,487 ]25,846
CITY OF FORT WORTH
Fire Civil Service Classifications
Salary Schedule for FY 2028-2029
56 Hour Schedule
Step Hourly Acting Hou ly Step
Rate Rate HOF
?9.10
_ 30.53
32.06
33.67
36.41
33.22
38 ??
38.?2
3822
3934
40.45
37.76
39.65
40.84
40.84
40.84
40.84
40.ff4
42.03
432?
OT
37.76 43.65 145�
37.76 45.80 1�27
37.76 48.09 16.03
37.76 S0S0 I 16.83
3323 54.61 1820
40.13 �7.33 � 19.11
40.li 57.33 � 19.11
40.13 57.33 19.1I
40.li 57.33 ]9.1I
4]31 59.01 19.67
42.47 60.67 20.22
42.50
42.50
42.88
4?.88
4?.88
4?.83
az.as
44.14
45.38
5 4,760 10,313 J 123,752 4?.50 47.37
6 4,996 1Q825 129,901 44.61 47.37
7 4,996 1Q825 129,901 44.61 4737
8 4,996 10,825 1?9,901 44.61 47.37
1 I 5,287 1�1,450 137,456 � 47.20 49.56
NOTES:
For FY ?OM - Acrost �hc Haard Incrcascs (A7'Bs) Pay Raisc Pc¢cnta�c
E(Lcctivc First Full Pa}� Period afmr Ociobcr 1. 20?S for FY 2U28-20?9
FircFiElucr +.00%
FircEnginccr J.00%
FircLicutcm�m 1.iG%
FircCaptain 4.i0%
FircBatt�lionCtticf �.SO%
Firc Dcpury Clucf 1.50 %
Firc Assisunt Clucf +.50%
Start = Upou graduauon trom Iraiiung acadcnq�; Sicp I= lst amuvcrsary of Com�nissiou Dam: Stcp? =?��d anniecrsary of Conunission Datc, cic.
Assis4�nt ClucCs arul Dcpuiy Ciucfs arc not on a Stcp Plaa The Fire Clucf Mtcrnuncs tl�c pac amount am�vlum benveen ihc minimwn a�xl nusicmim oCtlu Par Rangc
.4ssisimu ChicCanA Dcpnty Clucf vi :. _:. e_. .e_ ncwrding w �he Across thc Board Inereascs (AiB) Fay Raisc Pcrccntagc �s smicd for �hc currrnt Fiscal Year as s4�lcd abovc.
�6.64 18.88
59.47 19.8?
61.?6 20.42
61.?6 20.42
61.?6 20.4?
61.?6 ?0.42
61.?6 ?0.4?
63.05 21.0?
64.8? ?].6]
63.7� 21.?5
6691 22.30
66.91 2?30
66.91 _ 2K.30
66.91 ?2.30
68.86 ??.95
70.30 23.60
�— J� x- 40 Hour Schedulc
Per Pay Step Hourly Acting Stcp Step
Period Monthly Annual Rate Rate HOTIy HOF
3,?�9 7,061 84.731 I 40.74 52.86 61.10 ?0.37
3,4?0 7,410 53,916 42.75 52.86 64.12 21,37
3,591 7,730 93,365 44.89 52.86 67.33 22.44
3,771 8,170 98,045 47.14 52.86 70.71 �?3.57
4,078 � 8,83� 106,021 50.97 53.5? 76.46 �?5.49
4,?31 9,27� 111,294 53.51 56.13 80.26 � 26.75
4,?81 9,275 111,294 53.51 56.18 80.26 � 26.75
4,231 9,275 111,294 53.51 56.18 8026 26.75
4,?81 9,275 111,?94 53.5] 56.18 80.26 26.75
4,5�30 9,31� 117,786 ( 56.63 59.46 � 84.94 28.31
4;229
4,441
4,574
4,574
4,574
4,574
4 574
4,703
4,760
4,996
4,996
4,99b
4�996
5,141
�,287
9,163
9,621
9,911
9,911
9,911
9 911
9,911
] 0,200
10,487
10,313
10,825
10,825
10_3?5
] 0,$25
11,140
11,455
109,953
115,454
118,929
118,929
11$�29
118,929
118,929
122,403
1?5,846
1?3,7�?
1?9,901
129,901
129,901
1?9,901
133,673
137,456
52.86
55.51
sz�s
57.13
57.13
57.18
57.18
53.85
60.50
59.50
62.45
62.45
62.45
62.45
64.27
66.08
�9.50
59.50
60.04
60.04
60.04
60.04
60.04
61.79
63.53
66.3?
66.32
663?
66.32
66.32
67.48
69.39
Sico Hourlv Rair. Thc Iiourly raic of a sicp in a pay schcdulc (�G or lO lwur).
Siro Hourlr OT: TM oecninrc (OT) mtc iciuch is I.5< thc Stcp Houdy Ra1c.
S�cn HOF: Thc holiday ovcnimc ratc for Firc raN-s paid at 12 of thc Stcp Houcly Rare for
persons �corl:ing on a Ciry� rcmbmizcd Holiday.
R tc calc�ihtiore:
lU hour schcdulc: Pzr Paa Pcriod. Montlil7 and.Wnul ��cs arc appm<ima�io�s.
>6 hour schcdulc: Pcr Pa�� Pcrio4 MonLiOv ai�l Ammal mtcs arc aoomcinntioiu.
7929 26.43
3326 27.75
85.77 28S9
85.77 28.59
85.77 � 28.59
85.77 28.59
85.77 28.59
33.27 29.42
90.75 30.?5
S924 29.75
93.68 3123
93.68 31.23
93.68 3123
93.68 3123
96.40 32.13
99.13 33.04
RANK
Grade/Job Code
CAPTAIN
Y04/1029
BATTALION CHIEF
Y05/1028
Years from Ste� I Per Pay Monthly Annual
Commission Period
1
�
�
6 7 5,305 11,495 I li7,936 I
7 8 5.570 I?.068 144.��A �
g 9 � 5,570 1?,068 144,8?0
9 10 I 5,733 12,4?1 149,047
14 11 5,894 I?,770 153,242
1
2
3
4
5
CITY OF FORT WORTH
Fire Civil Service Classifications
Salary Schedule for FY 2028-2029
�6 Hour Schedule
Step Hourly .Acting Step Step
Rate Rate xOT'Y HOF
47.37 I 54.1?
49.T 54.1?
49.T �4.12
51.18 54.12
52.62 5526
71.05 I ?3.68
74.60 24.37
74.60 ?4.87
76.73 ?5.�9
78.94 ?631
40 Hour Schedule
Per Pay Step Hourly Acting Step Step
Period Monthly Annual Rate Rate HOTIy HOF
�,305 11,495 li7,236
�,570 12,068 144,820
5,570 12,063 144,8? 0
5,733 I?,421 149,047
5,894 12,770 153,242
66.3? � 75.77 99.47 33.16
69.63 � 75.77 104.44 34.81
69.6.i � 75.77 104.44 34.81
71.66 � 75.77 ] 07.49 35.83
T.67 � 77.36 � ll0.51 36.84
7 8 :
S 9 6,061 ] 3, ] 33 157,597 �4.12 60.71 $ I.18 ?7.06 6,061 13�133 157,597 75.77 84.99 113.65 37.88
9 10 6,�50 14,19? 170.307 �8.43 61.41 87.73 ?9.24 6,»0 14,192 170,307 31.83 85.97 122.82 40.94
14 I1 I 6,735 14,593 175,]]0 � 60.13 63.74 90.?0 30.07 6,735 14,593 175,110 84.19 88.40 1?6.?8 � 42.09
IDEPUTY CHIEF Minimum _ f 6,799 14,731 176,777 60.71 � 60.7] � 91 Q6 � 30.3� 6,799 14,73] 175�777 84.99 34.99 127.48 42'49
Y07/1532 I Maximum _�_7.886 17,087 20�,048 70.41 73.94 � 10� 62 � 3�21 7,886 17,087 20�,048 98.58 103.51 147.87 l 4929 �
DEPUTY CHIEF OF EMS Minimum 6,799 14,73 ] � 176,777 � 84.99
Z07 Masimum 7,886 17.087 � 20�,043 98.58
IASSISTANT CHIEF I Minimum I I I I I I I I 7,639 16,�51 198,611 9�.49 I
LZ'�g�1027 � NIaximum I 8,561 ]9,200 �?30,395 ll0.771
I I � I . �. . � � _. _� I-- I � � ,�
NOTPS:
For FY ?0?9 - Across Ilic 9osd L¢rcascs (A'Bsj Pay Raisc Pcmeniagc
Efitttivc First Fuli Pa}� Penod aCter Oewber I, 20≥S for FY ?0?B-?f�?9
FircFigh�cr 10U%
FircEnginecr -V.0U%
FircLicmcium �t50%
FircCap�ain 1.50%
Firc Hanalion Cluct -t.5n %
Firc Dcpun� Chicf 1.iU%,
Fire Assis�anc ClucC 1.50 ;
Stan = Upon �raduaGon Gom uaiiw�e acadcmc: Sicp 1= Ist amuvcrsary of Comnussion Dalc: Sicp? = 2ud amuccrsary of Commission Datc. ctc.
.4ssis�int Clucfs and Depun� ClueCs are not on a Step Plan. The Fire Chief �etem�ines tlx pap anwiw miy�cherc bencecn tl�e nunimimi aiul m.�imum of tl�e Pap Range
.4ssisunt Chicfand Dcputy CiucC salary r��iecs ciwigc according m �Is Across thc Hoard Lsrcasa (A7B) Pay Raisc Pcrccn�acc as s�aicd for thc currcm Fae.�l Ycar �s sutcd abovc.
Sico Hoivlr Ratc: Thc haurly ntc of a stcp in a pau sciicdWc (?G or iU ho�v�.
Stcp Hourh� OT: Thc orcninm (OT) r�tc �rludi is l.i� thc Smp Houdy Ra�.
Sico HOF: Thc holiday ovcnimc ntc forFirc nNs paid at l2 of tls Sicp Hourly Ratc tor
�,Rons n�orl:ing on a Ciq� mrognizcd Holiday.
R��c cnlnJarions�
3U hour scMdnlc: Per Pav Pcdod Montldy and Annual rams are approsimatio�u.
ib hoi¢ schcdWc: Pcr Pav Pc�iod tilonihir and.4nm�a7 jj�F5i7tc appm�im2�ons.
CITY OF FORT WORTH
Fire Civil Service Classifications
Salary Schedule for FY 2029-2030
RANK Years from Per Pay
Grade/Job Code
Commission St�P Period Monthly Annual
rixr,riUn i �x
Y01/1032
ENGINEER
Y02/1031
LIEUTENANT
Y03/1030
Start
1
2
3
4
5
6
7
H
9
14
Start
1
2
3
4
5
G
7
8
9
14
Start
1
�
3
4
$
G
7
8
9
14
i �,422
2 3,591
3 3,770
4 3,960
� 4�23?
6 4,49�
7 4,495
8 4,495
9 � 4,495
10 � 4,626
il � 4,757
I�
7,414
7,780
8,169
8,579
9,277
9,738
9,738
9,733
9,738
10,0?4
10,306
88,96$
93,361
98,033
102,947
111,322
116,859
116�859
116,859
116,859
12Q? 84
123.675
3 f 4,440 9,621 115,451
4 � 4,663 10,102 121,227
5 4,503 10,406 124,876
6 4,803 ]0,406 124,$76
7 4,803 10,406 124,876
g 4,803 10,406 124,876
9 4,803 10,406 124,876
10 4,943 10,710 1?8,5?3
ll 5,08? I1,01? 132,138
StepHourly Acting Houly Step
Rate Rate �,I, HOF
30.5� 39.65 1 45.83 1528 _
3?.06 39.65 I 48.09 16.03
__ 33.67 39.65 � 50.50 16.83
35.35 39.65 53.03 17.68
3823 40.14 57.34 19.11
40.13 I 42.14 6020 20.07
40.13 42.14 6020 20.07
40.13 42.14 60.20 20.07
40.13 42.14 60.20 ?0.07
41.31 ( 4337 61.96 ?0.65
42.47 44.�9 63.71 _„ ?1.24
39.65 44.83 59.47 19.82
41.63 44.83 6?.45 20.82
42.88 45.03 64.32 ?1.44
_ 4?.88 45.03 64.32 21.44
42.83 45.03 64.32 21.44
42.88 45.03 64.32 21.44
42.88 45.03 64.32 21.44
44.14 4634 6620 22.07
45.38 47.65 68.07 ??.69
40 Hour Schedule
Per Pay Monthly Annual Step Hourly Acting Hou ly Step
Period Rate Rate �,1, HOF
3,422 7,414 88,968 42.77 55.51 64.16 ? 139
3,591 7,780 93,361 44.89 55.51 � 67.33 22.44
3,770 8,169 98.033 47.13 55.51 70.70 23.57
3,960 8S79 � 102.947 49.49 55.51 74.?4 24.7�
4,28? 9,277 111,322 53.52 5620 80.?8 ?6.76
4,495 9,738 116,3�9 �6.18 53.99 8427 28.09
4,495 9,738 116,859 �6.18 58.99 84.?7 28.09
4,495 9,738 116,359 �6.18 55.99 84.27 28.09
4,495 9,738 116,859 56.18 55.99 8427 ?8.09
4,626 1Q024 1?Q?84 57.83 60.72 � 86.74 28.91
4,757 10,306 123;675 �9.46 62.43 � 8919 ?9.73
4,440 9,621 f 115,451 SSS1 62.77 83.26 f ?7.7�
4,663 ]0,10? � 121,227 58.?8 62.77 87.42 � 29.14 _
4,803 10,406 � 124,876 � 60.04 63.04 9Q.05 30.02
4,803 10,406 � 124,876 60.04 63.04 90.05 30.0?
4,803 ]0,406 124,876 60.04 63.04 90.05 30.0? �
4,803 10,406 124,876 60.04) 63.04 90.05 30.02
4,803 10,406 124,876 60.04 63.04 90.05 30.0? ,
4,943 10,710 128,>?3 61.79 64.83 92.68 30.39
5,08? � 11,01? � 132,138 � 63.53 66.70 95.?9 31.76
5 �.021 I]0.830 I 130.5�9 I 44.83 49.97 67.?5 22.42 5,021 10,830 li0,?�9 62.771 69.96 94.15 31.33
6 5,271 � 11.420 I 137_045 47.0 49.97 70.59 23.53 5,271 11,420 137,045 65.89 69.96 9�.83 32.94
7 5,271 11,4?0 137,045 47.06 4997 70.59 23.53 5,271 11,420 li7,045 65.89 69.96 98.83 32.94
8 5,271 11,420 137.045 47.06 49.97 70.59 23.53 5,271 11,420 li7,045 65.89 69.96 98.83 32.94
9 5,271 11,420 137,045 47.06 49.97 70.59 23.53 5,271 11,4?0 137,045 65.89 69.96 98.83 32.94
10 I 5,424 11,753 141,034 48.43 50.85 72.65 2422 5,4?4 11.753 ]41,030 67.80 71.19 101.70 33.90
11 5,578 12_085 145,016 49.80 52.29 74.70 24.90 5,�78 12,085 145,016 69.72I 73.?1 104.58 34.86
NOTE5:
For FY ?03U -Across thc Board Incrcaus (AiBs) Pay Raisc Pcrccnmgc
ECCecucc Fvst Fnil Pay Pcriod aRer Octobcr I. ?0? J for FY 202'1-?b30
FimFighicr S.0D%
FircEneinccr 3.0(�%
F'ucLicmcnam SSD%
FireCap�ain i.50%
FireBanalianClticC S.i0%
FircDcputyCiticf SS0%
Fi¢ Assistant CiucC 5 �0 %
Start = Upon graduation fmm vaining aG dcmy: Sicp I= Ist annivcrsary of Conunission Dam: Stcp? =?nd amuvcrsary oC Coiwussion Datc, nc.
Assis�int CiucCs and Dcpnq� Clucfs arc nol on a Sicp Plan The Fim Clucf detemiincs the pay amount any�clrre beneecn tlic nunimwn and nuvmum ottl�c Pa}� Rangc
Assislant Ciuef and DepWy Chiefnlary ranga clu�nge according to Ihe.4cross the Board Increases (A7B) Pay Raise Percen�iec as suied for the curnm Fiscal Ycar as s�med a6ove.
Smo Hourk Ra�c: TM Iwurly �atc ofa ncp ui a pac schcdnlc (iG or�0 houq.
Sico Hondv OT:17�c ovcrtinc (OT) ratc �cf�ch is t.Sc tt�c Sicp HourW R�tc.
[i�� HOF: Thc tiolida�� ovcnimc raic for Firc nnl's paid �I 12 of thc Sicp Hoivlv Ratc for I
ocrso�u �corl:ing on a Citr rerognizcd Holiday.
R,�ic calcuL tioiss'
10 hour schcdulc: Pcr Pay Pcrio4 MontNy arcl A�mual m�cs .. _�, :. ... ._ ...
iG liour sdudulc: Pcr Pa�� Pcriod. Mo�Wilv and Ammal rares arc aooroxima[imu.
CITY OF rvxi wUttin
Fire Civil Service Classifications
Salary Schedule for FY 2029-2030
5G Hour Schedulc 40 Hour Scbedule
RANK years from Per Pay Step Hourly Acting Step Step Per Pay Step Hourly Acting Step Step
Grade/Job Code
Commission Step period Monthly ,Annual Rate Rate HOTIY HOF l Period Monihly Annual Rate Rate HOT'y HOF
CAPTA]N
Y04/1029
BATTALION CHIEF
Y05/1023
Start
1
2
3
4
j
6
7
_ S
9
14
Start
1
2
3
4
i
6
7
7 5,�97
8 _S,S76
9 5,876
10 6, Q4$
11 6,?18
12,127 145��Y�,
I?,73? 15?,785
1273? 152,785
1�,104 I ts7.2a5 I
13,473 161,.670
49.97 57.10 74.96 � ?4.99
52.47 57.10 75.70 � ?623
5?.47 57.10 � 78.70 � 2,�23
54.00 57.10 � 81.pq � 27.00
55.5? 5829 I 83.?8 �,. 27.76
8 � 9 6,395 li,855 I 166,?65 I 57.101 64.05 8�.64 I 28S5
9 � 10 6.911 14,973 179.674 I 61.70 � 64.79 9?.55 �P,SS
14 � il 7,105 � 15,395 � 184,741 � 63.44 j 66.61 95.16 31.7?
5,597 12,1?7 I 145.522
5.876 1?,73? 152,785
s,s'�6 � 1?,732 li2,7ss
6,948 � 13,104 157,245
6,218 � 13,473 � 161,670
6,395 l� ��j 166,265
6,911 14,973 179,674
7.,105 _ 15.,395 _ 184,741
69.96 I 79.93 �] 04..�4 34.98
T.45 7993 110.13 36.73
73.45 I 79.93 110.18 36.73
75.60 I 79.93 113.40 37.80
77.73 � 31.61 116.59 35.86
79.93 89.66 1199(� 39.97
$6.38 90.70 1?9.57 43.19
88.82 93.?6 133.?3 44.41
�DEPUTY CHIEF Nlinimum � 7,173 15,542 186,500 64.0� 64.0� 96.07 3?.0? 7,173 � 1�,$4? r186,�U0 I 89.66.1 89.�6 � 1 j4.5Q 44.�4j
Y07/1532 I Maximum _� l 3,3?0 18,027 ?16,3?5 74.?9 78.00 _ 111.43 37.14 8,320 � 18,027 � 216,325 � 104.00 � 109.?0 I li6.00 5?.00 �
DEPUTY CHIEF OF EMS Minimum I � �
Zp7 Maximum �
I'ANT C:HIEF
NIinimum
Y08/1027 Maximum
� _ I
_, � -- �
NOTES:
For FY �03u - Across �ic Board �Yrcasa (A7Bs) Pay Raisc Pcrccnlace
ERcctn c First Fidl Pay Pcriod aflu Oclobcr I.?U?9 for FY 20L-203�
FvcFighmr i.�0"/0
Fim Eneinccr i uU %
FisLicmcnant 550%
FircCap�ain SSo%
FimBaualionChict i.i0%
FircDcpuroCliiel S.So%
FimAssismntClilef >S�%
--. ' _.,__ _ l
�
Stan — Upon praduatlon from vaiiunc �pdcnrv: Stcp 1= Ist annivcrsary� of Conmussion Daic Stcp 2=?i�7 amuccrsan� o( Conwussion D�Ic. ctc.
Assislant Chicfs and Dcpnq� Cticfs arc noi on a Sicp Plart Tlie Fire Clucf dcicrmines tlie pay anwwn anyrclerc bcncccn tls niliunwm and nm.dnwm oCchc Par Rangc
Assiswne Chicf and Depury Clucf salary nnges chuige according to the.4cross �k Board Incmascs (A7B) Pay Raisc Pcrccivage as sutcd for thc currem Fiscal Ycar as suied a6ovc.
�7,173 li,54? 186,�00 I 89.66
8,3?0 ] 3,027 ?� 6 32i�� 104.00
8,059 17,461 ?09,535 100.74
9,349 20,256 ?43,067 ll6.36
� � �� � i
S�en Ho�irl�� Raie: Tlu ho�vlp nte oCa siep in a pa�� schedWe (SC or4� twiu7.
Sico Houdv OT:17s ovcnine (OT) raic which is 1.Ss ihc Sicp Honrlq Ratc.
S�co HOF: Thc holidar o�cnimc re�c tor Fim nnis paid at 1/? of ihe S�ep Hoivly Aatc for
persons �rorl:ing on a Ciry rcco�tirsd Holiday.
R�icc,�lculations: — —" —�
�0 hour sdudWc: Per Pay Pcriod, Monthly arcl.4nnual Iams are appm�imatlons.
iG lwur se6edWe: Per Pac Penod Mon�lilv and Annu�i rates am a�A?roxim�uo�u.
CITY OF FORT �VORTH
Fire EMS Civil Service Classifica[ions
Salary Schedule for FY 2026-2027
44 Hour Schedule 40 Hour Schedule
Rank I years from Per Pay Step Hourly Acting Step Hourly I Yean from Per Pay Step Hourly Step Hourly
� Start Step period Monthly Mnual Rate Rate OT Step HOF Start SteP Period N�onthly Anoual Rate 4cting Rate p,r Step HOF
GradelJob Code I
EMT
Zo1
Start
1
2
3
4
5
6
7
8
9
10
12
NOTE:
I.N�nwt}Inurs' •_286
?. Monllily an� nunwl r�tc arc �pprownu�ons
1
�
3
4
�
6
7
8
9
10
11
12
1,940 4,203
1,998 4,3?9
�,0�8 4,459
2,120 � 4,593
2,154 4,732
2,249 4,372
2,316 5,019
2,386 5,170
�,458 5,3?5
�,531 5,48�
�,607 �,648
�,685 5,818
50,437
� 1,947
53,507
55,118
56,779
�S,465
6Q227
62,039
63,90?
6�,814
67,777
69,816
??.04
??.70
?339
24.09
24.32
25.55
2632
27.12 �
?7.93 �
?8.77
29.6�
30.51 �
33.70
33.70
33.70
33.70
33.70
33]0
33.70
33.70
33.70
33.70
33.70
33.70
33.07
34.06
35.08
36.14
37.??
3333
39.43
40.67
41.89
43.15
44.43
45.77
11.0?
11.3�
11.69
12.05
12.41
12.75
13.16
li.56
13.96
14.3 S
14.81
I �.?6
Start 1 1,940 4,203
1 2 1,998 4,329
2 3 2,058 4,459
3 4 �,1�0 4,593
4 � 2,184 4,732
5 G 2,249 4,872
6 7 2,316 5,019
7 8 2,38b 5,170
8 9 2,455 5,325
9 10 2,�31 5,485
10 11 2,607 5,643
12 12 2,635 5,318
NOTE:
1. Nmual l�loun ?,U80
?. Monllily:u�d {wtwl mlc arc appro.wnalions
50,437
51,947
53,507
5�,113
56,779
58,465
60,227
62,039
63,902
65,814
67,777
G9,816
2425
24.97
25.7?
?6.50
2730
23.11
28.96
29.83
30.7?
3 I .64
32.59
33.�7
37.07 �
37.07
37.07
37.07
37.07
37.07
37.07
37.07
3 7.07
37.07
37.07 �
37.07 �
3637
37.46
38.�9
39.75
40.95
4?.1G
43.43
44.74
46.08
47.46
48.88
50.35
12.12
12.49
12.86
13.25
];.65
] 4.0S
14.43
14.91
1536
] 5.82
16.?9
16.78
44 Hour Schedule 40 Hour Schedule
�°� Years from Per Pay Step Hourly Acting Step Hourly Years from Per Pay Step Hourly Step Hourly
Grade/Job Code
Start Step Period Mouthly Annual Rate Rate OT 5tep HOF I Start Step period �lonthly Annual Rate Acting Rate �,r Step HOF
LEAD PARAMEDIC
zoz
Start
1
2
3
4
5
6
7
8
9
lU
12
1
2
3
4
5
6
7
8
9
10
I1
12
2,965
3,0�7
3,149
3,244
3,341
3,44?
3,544
3,651
3,760
3,873
3,990
4,109
6,425
6,624
6,823
7,029
7,239
7,457
7,679
7,910
3,148
8,392
8,644
8,903
77,096
79,485
81,874
84,345
86,87]
89,479
9�,14?
94,915
97,771
] 00,709
103,7?9
106,831
33.70
34.74
35.78
36.86
37.97
39.11
4027
41.48
42.73
44.02
4534
46.69
3538
36.48
37.�7
38.71
39.87
41.06
4? ?9
43.56
44.57
4622
47.60
49.03
� 0.54
�2.11
53.68
55.30
56.95
58.66
60.41
6?23
64.10
66.0?
68 O0
70.04
Nore:
i. n�,�,wi �-to�,rs zLLs�
2. Mon�hly and Mnunl ratc nrc upp�nwnuliun..
FY'_U?7-AcrusslhcHuardL�crusu(A7Hs1Pay� -scPcrccningc
EO�cti�'e rinl FWI Pay PuiW u�icr Octobcr i. ?G261'or FY ?U262U?7
EMC IftU%
Yammcdic 2U G°/a
GASSup�rvisor i?.0%
P.MS Mawg�r '/.U%
EMS Davalion ChicC 7.U'/
Depun�ChiefofGM5 5.0 �
Tcl�onununicalor S.U%
Tcicom Supnvi�or S.fNi
TcicomMaimecr i�/
S�an = Upon gr�dwtion from uamine aruduny: Sicp I= I>I amuixrmrc ofCommission Daie Sicp? _ �id a�vvvu�;, _ ufCom�nis�iun Da�. ctc.
Assumul Cluc�� �nd � pulv Clti<C.v arc nol nn a Stcp Plaa 'Il�c Pvc Chictdclrnninn thc pay amowt an�l��hcrc 6tt��rrn Ihe minimum and mu.�imwn ol tlic Pa}� RanFc
lvsisWnl Chic1'unJ D T�ty Chicf salvey nu�ga clunge accurdinE lo Ihe Ac�ot> thc Bwrd Inerr�av� (ATf3) Puy P isc Pcrccn�ugc �s sbted f r th<cuRcnt Pi.ol Ycar �s sW Icd �6m�c.
16.85
1737
17.89
18.43
18.98
19.5�
?0.14
20.74
2137
22.01
22.67
233�
Start 1 2,965 6,42�
1 2 3,057 6,624
2 3 3,149 6,823
3 4 3,?44 7,029
4 5 3,341 7,?39
5 6 3,44? 7,457
6 7 3,544 7,679
7 8 3,651 7,910
8 9 3,760 3,143
9 10 3,873 3,392
10 11 3,990 3,644
12 12 4,109 3,903
Hore:
I..Mnwl Hours Z(BU
Z. MonLLil}' nvd AnnuW mIc arc n�pro,umoliom
77,096
79,435
81,874
84,345
86,871
89,479
92,142
94,915
97,771
100,709
103,729
106,331
37.07
38.21
3936
40.55
41.76
43.0?
4430
45.63
47.01
48.4?
49.37
51.36
3892
40.12
41.33
4?.58
43.85
45.17 �
46.�1 �
47.9]
4936
50.84
52.36
53.93 �
».60
57.32
59.04
60.83
6?.65
64.�3
66.45
68.45
70.� 1
7?.63
74.80
77.04
13.53
19.11
19.68
?0.?8
?0.83
21.51
22.1 S
?�.g?
?3.50
2421
24.93
25.68
CTTY OF FORT WORTH
Fire ENIS Civil Service Classifications
Salary Schedule for FY 2026-2027
44 Hour Schedule -t0 Hour Schedule
Rank years from Per Pay Step Hourly AcAng Step Hourly Yean from Per Pay Ste� Hourly Step Hourly
Grode/Job Code
Start Step Period Monthly Annual Rate Rate OT Step HOF I StaiY Step period Nlonthly Anoual �Ye Acting Rate �,I, Step HOF
EMS SUPERVISOR
Z03
Start
I
�
3
4
5
6
7
8
9
10
12
NOTE:
l. Annual I�lours '_.'_88
?. Monllily and .4nnual nle arc appro�imation>
1
2
3
4
5
6
7
� 8
� 9
� 10
11
12
3,7 00
3, ] 96
3,?92
3,390
3;492
3,597
3,705
3,fi16
3,9= I
4,049
4,170
4,? 95
6,716
6.9?4
7,13?
7,346
7,566
7,794
8,0?7
8,269
8,51 G
8,77?
9,035
9,306
80,591
83,038
85,590 �
SS.1�2 �
90,792 �
93,533 �
96,327 �
99,2?? �
102,195 �
105.?70
108,4?2
I 1 I,676 �
3�.??
i631
37.41
38.5;
39.65
40.38
42. I 0
4337
44.67
46.01
47.39
48.51
37.69
38.13
39.28
40.45
41.67
42.92
44.21
45.53
46.90
4831
49.7b
51.?5
5? .84
54.47
56. I 1
57.79
59.52
613?
63.15
65.05
67.00
69.01
71.08
73 21
17.61
18.16
18.70
19.?6
19.84
20.44
?IAS
? 1.68
?23:
?3.00
?3.69
?4.40
Start � 1 3,100 6,716 SQ591
1 ? 3,196 6,924 33,033
2 3 3,?92 7,13? 35,590
3 4 3,390 7,346 38,15?
4 � 5 3,492 7,566 � 90,792
5 6 3,597 7,794 � 93,533
6 7 3,705 8,027 � 96,327
7 8 3,816 8,269 99,2?2
3 9 3,931 3,516 102,195
9 10 4,049 8.772 � 105?70
10 11 4,170 9,035 � 108,4??
1? 12 4,?9� 9,306 � 111,676
NOTE:
7 .Mnual Houn '_.V60
2 tvlunllily and Amiwl ralc arc apprnumuoona
33.75
39.95
41.15
4?.33
43.65
�4.97
46.31
47.70
49.13
50,61
52.13
5.69
41.46
41.94
43.? I
44.50
45.33
47.? 2
48.63
� 0.09
SIS9
�i.14
54.73
5638
58.1?
S9.9?
61.72
63S7
65.47
67.45
69.47
71.�5
73.70
75.9?
78.19
80.54
1937
19.97
20.57
27.19
21.32
22.43
23.16
23.85
?4.57
?531
? 6.06
26.35
�4 Hour Schedule 40 Hour Schedule
�°�` Years from Per Pay Step Hourly Acring Step Hourly Years from Per Pay Step Hourly Step Hourly
Grade/Job Code
Start Step period Nlonthly Annual Rate Rate OT Step HOF Start Step period n'lonthly Annual �te Acting Rate D,I, Step HOF
EMSMANAGER
zos
Start � 1
1 2
2 3
3 4
4 5
5 6
6 7
7 S
8 9
9 10
10 11
12 12
3,317
3,419
3.522
3,6? 8
3,736
3,349
3,964
4,033
4,206
4,332
4,462
4,596
7,186
7,409
7,63?
7,860
8,096
8,33>
8,539
8.347
9,112
9,386
9,668
9,958
86,�33
88,905
91,�83 �
94,3? 1 �
97,147
100,063
103,063
106,161
109,344
112,638
I 16,0? 1
I 19,492
37.69
35.36
40.03
41.22
4?.46
43.73
45.05
46.40
47.79
49.?3
�0.71
5?.?3
4?.27
4?.? 1
4?.? 1
43.? 9
44.58
45.92
4730
as.�z
50.13
51.69
53 24
54.84
56.53
�8.?9
60.04
6].84
63.69
65.60
67.57
69.60
71.69
73.34
76.06
78.34
NOTE:
I. Annwl tluws 18S
?. Monthly on�.�nwl nte nrc a�ipmvmnuoru
7�Y 20'_7 -Aeross ihc Bo�rd Incruses fATBsi Pay I:ni>c Pertenlagc
ElliYti�� r't Tutl Pay Pcnnl M�r Ociobcr I. 2u2G i'ur PY ?0?620?7
GT7T I 0A%
Panun �ic ?U.0Yo
GMSSuperviser I?.G'Y
QviS DAanvgcr 7.G %
GMS 6anulion Clucl 7.U%
Dcpup' Chicl of ETvIS $L%
Telccommunicimr S.U%
7"dcom5upe�vi�or S.p%�
TcicomMa�uFer i.ni,
SLvt= lJpon gruduuliun from I+sininc �eadnm: Sicp I= I st:uuu��enan� ul CammissionDalc Sicy? =?nd muvecr .� oCCummus�on Dak, cic.
ilssi,Wnt C}tiefs and D pun� ChicG nre not nn a Step Piurt '1Le Pirc ChicCde�crminu ihc pu�� amount amwhem Fce�raro Ihe minimum and ma�imum of ihc Pay Ranec
.v�sis�anlChiefandDe�urvChidsalarvrangudungeaccordinetotheMmslhcIIoardlncre:uu(Al8)PayP iscPc¢enlaec:usmtdforlhccurrrntPi>oly�araisWtJabo�n.
18.84
19.43
? 0.01
?0.61
? 123
?i.s�
22.�2
23.?0
23.90
?4.61
2535
26.11
Start
1
2
3
4
5
6
7
S
9
10
12
NOTE:
l. An��v�l Haun
2. Munllily ;md A�ui
1
2
3
4
5
6
7
S
9
10
11
12
,nl mic w
3,317
3,419
3 5??
3,6?3
�,T6
3,849
5,964
4,0S3
4,?06
4,33?
4,46?
4,�96
ZfIRCI
: apprz�wnalinns
7,186 86,233
7,409 88.405
7,632 91,583
7,360 44.321
8,096 97,147
8,339 l 0Q063
3,589 � 103,068 �
3,847 � 106,161 �
9,112 109,344 �
9,386 ] 1? 638 �
9,663 � 116,021
9,953 � 119,49?
41.46
42.74
44.03
45.35
46.71
48.11
49.55
51.04
52.57
54.15
55.73
57.45
46.43
46.43
46.43
47.61
49.04
50.51
52.03
5359
�5.?0
�6.36
58.57
6032
6?.19
64.11
66.05
68.0?
70.06
72.16
7433
7656
73.85
3123
33.67
36.17
20.73
2137
22.0?
22.67
2335
24.05
?4.78
? 5.5?
2623
? 7.08
27.89
28.7?
CTPY OF FORT WORTA
Fire EnIS Civil Service Classifications
Salary Scltedule for FY 2026-?027
Rank
Grade/Job Code
EMS BATTALION
CHIEF
206
44 Hour Schedule 40 Hour Schedule
IYears from Per Pay Step Hourly Acting Step Hourly Years from Per Pay Step Hourly Step Hourly
Start SteP Period Nlonthly Annual Rate Rate OT Step HOF I Start Step period N�onthly Annual Rate `��hng Rate �,I, Step HOF
� Start 1 3,715 8,048 96,581 4221 443? 6532 ?111 � Start 1 3,715 8,043 96,531 46.43 75.66 � 69.65 23.?2
1 2 3,830 8,298 99,573 43S? 45.70 6528 21.76 � 1 2 3,330 8,295 99,573 47.87 75.66 � 71.81 23.94
2 3 3,945 8,548 10?,ST 44.83 47.07 6725 22.42 � ? � 3 3,945 3,545 ]0?,573 �931 75.66 � 73.97 ?4.66
� 3 4 4,063 8,303 105,639 46.17 48.43 69.?6 23.09 � 3 4 4,0b3 8,303 105,639 50.79 � 75.66 � 76.78 2539
� 4 5 4,185 9,067 ]03,810 4Z56 49.93 71.33 23.78 � 4 5 4,185 9,067 108,510 5231 � 75.66 � 78.47 26.16
� S G 4,311 9,340 ] 12,081 48.99 51.44 73.48 ?4.49 � 5 � 6 4,311 9,340 11?,081 53.89 � 75.66 � 30.83 ?6.94
6 7 4,440 9,6?0 115,44? 50.46 52.98 75.65 2523 � 6 � 7 4,440 9,620 115,44? � 55.50 � 75.66 33.25 27.75
7 8 4,574 9,909 I1S,914 51.97 54.57 77.96 ?5.99 � 7 � S 4,�74 9,909 � 118,914 � 57.17 � 75.66 85.76 23.59
8 9 4,711 10,?06 122,475 53.53 5621 80?9 ?6.76 � 8 � 9 4,71 ] 10,206 1?2,475 � 58.88 � 75.66 8832 29.44
9 10 4,8�2 l0,512 126,147 ».13 57.89 S?.70 ?757 � 9 � 10 4,35? 10,�12 1?6,147 � 60.65 � 75.G6 90.97 30.32
10 il 4,997 10,8?8 124,931 SGJ9 59.63 85.18 ?839 � 10 � ll 4,997 10,S?3 1?9,931 � 62.47 � 75.66 93.70 31 ?3
12 12 �,147 11,152 li3,825 58.49 61.41 87.74 ?9.?� � 12 � 12 5,147 I1,1�? � li3,3?5 � 6434 � 75.66 96S1 3217
rro�:
NOTE:
I. Annuil Hows '_'_BS I..Mnwl Iioun _�SU
?. Menllily and .Mmui mtc are appro�imatiun.. 2. Mon�ily :u�d /umwl rale arc approvm�iio�u
44 Hour Schedule 40 Hour Schedule
IRank I years from Per Pay Step Hourly Acting Step Hourly I Years from Per Pay Step Hourly Step Hourly
'� � Start Step Period Monthly Annual Rate Rate OT Step HOF Start Step period Nionthly Anuual �te Acting Rate O1, Step HOF
Grade/Job Code
IDEPtJTY CIiIEF of I Minimum I
EMS Z07 I Nlazimum
NOTE:
PY ?0?7 - Aernss tfte Bomd Inc�w�u (A7Bs) Poy Fnue Petceningc
6liectl�'c First FWl Pay Pcnal aticr Gctobcr 1,?026Ior FY 2f�262G?7
�nnr io.oi
P:vamali< ?� 0Y
GMSSup�n�isor 1?.0%
EMS Managcr 7.0 /
I7NS Baunlion Chicl 7.0/
DyuryChicfolCMS 5.0%
Tclixommwiinbr S.0�Y
�I'cicomSupcn�isur S.G%
TcicomMam@cr SA%
Smrt = Upnn pndw�on Gom v:iuvng nradam�: Sicp I= Isi wvu� crsory nl Cummissicm Dntr. Skp ?=?n.l unnivcnnn� ol'Convnis�inn Daic. cic.
Assi.wit Chicls and Dcputy CIvc1's are not nn a Step Plm�. 'Ihe Firc Cftic(dekmiuic. thc pay ioum an�l�ficm 6enccen 0�c mi�umum:mJ mavmwn ol ihcPa�� i:.viFc
/vsuLv�! Chie1 wid Dcputy Chicl'�ala.v rwigee clwn6� ��cordin6 �o �he Acr�ss�� We o�mN Licrcn�u (AT[3j Puy Rai�c Perccnwgc a..m�cd for ihc curtent iisc�l Yur as >lal<d abo��c.
I I Minimum I 6,052 13,114 157,363 75.66
�� Nlaximum 7,0?0 15,?I1 182,S?8 87.75
NOTE:
I. Nmuul Heurs 2060
? Mnnihlyyi�i.Mnwilmtcnrcappm.�um,itiwu
CITY OF FORT �VORTA
Fire ENIS Civil Service Classifications
Salary Schedule for FY 2027-2028
I Rank
IGradelJob Code
EMT
Zm
44 Hour Schedule
Years from Per Pay Step Aourly Acting Step Hourly
Start Step period Nionthly Annual Rate Rate OT Step HOF
Start
1
2
3
4
5
6
7
S
9
10
12
NOTE:
I.Nmwlilours ' 'kY
'_. MontlJy and Mnwl r�t� .ui: uppm.�vnations
1 ?,114
2 ?,178
3 ?,?43
4 2,311
5 2,380
6 ? 451
7 2,525
8 ?,601
9 ?,679
10 ?,759
11 ?,341
12 ?,9?7
4,581
4,718
4,860
5,007
5,157
�,311
5,471
5,635
5,804
5,97 S
6,156
6,34?
54,976
56,622
�8,323
60,079
61,889
63,727
65,647
67,6?3
69,653
71,738
73,877
76,099
24.03
?4.75
25.49
?6.?6
27.05
?7.85
23.69
?9.56
30.44
31.;5
32.?9
33.?6
36.0�
36.05
36.05
36.05
36.05
36.05
36.0�
36.05
36.05
36.05
36.05
36.0�
36.04
37.1?
33.24
3939
40.57
ai.�s
43.04
44.33
45.66
47.0=
48.43
49.89
I?.01
1?37
I?.75
13.13
13.5?
i�.�s
1435
14.73
1522
15.68
16.14
I 6.63
40 Hour Schedule
Years from Per Pay Step Hourly Step Hourly
Start Step period Monthly Anuual Rate Acring Rate �,r Step HOF
Start 1 ?,114
1 2 ?,173
2 3 ?,?43
3 4 ?,317
4 5 ?.380
5 6 ?,451
6 7 2,525
7 8 ?,607
S 9 ?,679
9 10 ? 759
io ii ?.sal
12 12 ?,9?7
NOTE:
I. Nmuai Hours ?a8u
?. Movllil�� avd Nv�w7 ralc ac appm.�vvtioru
a.ssi
4,718
4,860
5,007
5,I57
5,31 I
5,471
5,635
5,804
5,978
6,156
6,34?
�4,976
56,62?
58.323
60,079
61,839
63,727
65,647
67,6?3
69,653
71.738
73.377
76,099
26.43
27.??
?S.04
?8.88
29J5
30.64
31.56
32.� 1
33.49
34.49
sss?
36.59
39.66
39.66
39.66
39.66
3266
39.66
39.6b
39.66
39.66
= 9.66
39.66
39.66
39b5
40.83
42.06
4333
44.63
45.96
4734
43.77
�0.?3
51.7�
5328
�4.38
1322
13.61
14.0?
14.44
14.38
1532
�s.�s
7 6.26
16.74
1724
17.76
13.? 9
44 Haur Schedule 40 Hour Schedule
Rank I Years from Per Pay Step Hourly Acfing Step Hourly I Years from Per Paq Step Hourly Step Hourly
� Start Step period NIonthly Annual Rate Rate OT Step HOF gtart Step period Monthly Annual Rate Acring Rate ��, Step HOF
Grade/Job Code I
LEAD PARAMEDIC Start
zoz 1
2
3
4
5
6
7
8
9
10
1?
NO CE:
I. Mnual Houn 22S5
_'. Mon W�� �n1 Mnunl ratc urc oppru.wnn4nns
1
2
3
4
i
6
7
8
9
10
11
12
3,173
3,271
3,369
3,471
3,575
3,632
3,79?
;,906
�,024
4,145
4,269
4,397
6,874 3?,493
7,087 35,049
7,300 37,605
7,521 90,249
7,746 9?,952
7,979 95,743
8,?16 98,�92
8,463 101,559
8,718 104,615
3,980 107,755
9,?49 I 10,990
9,5?6 114,309
36.05
37.17
38.?9
39.44
40.63
41.85
4�.09
4439
45.7?
4710
�3.51
49.96
3839
39.03
4020
41.4?
4?.66
43.94
4�.2�
46.61
as.o�
49.A5
50.93
5?.46
�4.0S
55.76
57.4=
59.17
60.94
6?J7
64.64
6b53
68.5S
70.65
72.76
74.94
rY ?D'_S - Aaixs thc Bmrd Incrvhsu (AIH�) Par Raisc Pcrcmmgc
ElTcti�-e I'v>l FWI P��' Periai ulterUaabxr I. ?0?7 for fY 2LQ7-2o2R
CMT �0/
Par�mNic 7.1i%
CMS S�P�n'uor 9 U%
LMS MmtnCcr 4.U%�
IMSHaiWionClucl !tu �
Dcpun'CliieCofGWS 'I.i%
Tcla.vmmuniuior 7.5%
1'cicum5upervisor 7.>%
Tdcont M.�uwper �.iY
Start = Upon � dua�un (n�m vavwig arudcin}•. Sicp 1= I�l muu�xnan' ��f Commivion Daic'. S�cp ?= fid muii�'ersa�� ol Commi>sion �alc. c�c.
.4.<isWniClucCsundDcpuq'ChicGucnotonaStcpPl:u�. "I1sPircCliicldciuminc<tlicpayumow[am��livc6cnrcvilhcmini�numandma�i�nwnol�icPoylungc
/vsulant Chic[ avd Dq+un' Chicl'salm}'r�nFu clunec ac �ioNinc to Ihc Aao�s thc ➢�vd Incrusu (A7'6) Pa}� Rauc Pnru��agc as �intcd � r tlic currcnt Pival Ynr as stai d abo��c.
18.03
18.59
19.14
I 9.72
?03]
20.92
21.»
??.7 9
22.86
?355
2425
24.93
Start 1 3,173
I 2 3,271
2 3 3,369
3 d 3,471
4 5 3,57�
5 6 3,68?
6 7 3,79?
7 8 3,906
8 9 4,024
9 10 4,14�
10 ll 4,269
I? 12 4,397
NOTE:
I. Mnuul Ho�v. ?,U8U
?. MunUil�' md Mnwi ntc nrc appro.wintions
6,374 3?,493
7,087 85,049
7,300 8�,605
7.5? I 90,?49
7,746 92,952
7,979 95,743
8,216 98,592
8,463 101,559
8,718 104,615
8,980 107,7�8
9,249 110,990
9,526 114,309
39.66
40.89
4?.I?
43.39
44.69
46.03
47.40
48.83
50.30
51.81
53.36
54.96
4?.23
42.93
44.2?
4�.56
46.9?
4833
49.77
51.27
s?.si
54.40
56.03
57.70
59.49
6133
63.18
65.08
G7.03
69.05
71.10
73.?4
75.44
77.71
80.04
82.43
19.33
20.44
21.06
? 1.69
?? 34
23.02
23.70
?4.41
25.15
25.90
?6.63
?7.43
CITY OF FORT WORTH
Fire CMS Civil Service Classifications
Salary Schedule for FY 2027-2028
44 Hour Schedule 40 Haur Schedule
IRank I y�� from Per Pay Step Hourly Acfing Step Hourly Years from Per Pay Step Hourly Step Hourly
IStart Step period Nlonthly Annual Rate Rate OT Step HOF I Start Step period Monthly Annual Rate Acring Rate �,r Step HOF
Grade/Job Code
EMS SUPERVISOR
Z03
Start
1
2
3
4
5
G
7
8
9
10
ia
1
2
3
4
5
6
7
8
9
10
II
12
3,379 7,320
3,483 7,547
3,588 7,774
3,696 � 3,007
3,806 � 3,?47
3,921 � 8,496
4,038 3,750
4,160 9,013
4,284 9,?S3
4,413 9,562
4,545 9,848
4,682 10,144
87,84�
90,566
93,293 �
96,086 �
93,963 �
101,951�
104,996 �
108,15? �
111,392 �
1 ] 4,744 �
iis,iso
1?1.7?7
3839
39.58
40.77
4?.00
43.? 5
44.56
45.89
4727
43.69
50.15 �
51.65 �
53?0 �
41.08
41.56
42.81
44.10
45.42
46J9
43.18
49.63
�1.1?
5?.66
�423
�5.86
57.�9
5937
61.16
6?.99
64.88
66.34
68.83
70.90
T.03
75.?3
77.48
79.80
1920
19J9
?039
? 1.00
21.63
22.? 3
2294
23.63
2434
25.08
25.83
26.60
NOTE:
1. Mnual Hours 223S
' Monitil��andnru�ualmlcurcappm�imatiort.
4� Hour Schedule
IRank I Years from Per Pay Step Hourly Ac6ng Step Hourly
IStart Step pe�o� Monthly Annual gy�te Rate OT Step HOF
Grade/Job Code
EMSMANAGER I
zos
Start
1
2
3
4
5
6
7
8
9
10
12
1
2
3
4
5
6
7
8
9
10
11
12
3,615
3,727
3,839
3,954
4,073
4, I 95
4,321
4,451
4,534
4,722
4,864
5,009
7,833
8,076
3,319
8,567
8,824
9,089
9,362
9,643
9,932
] 0,231
10,534
10,854
93,994
9G,906
99,826
io?,sio
105,891
109,069
112,344
115,716
119,13�
12?,775
126,462
130,247
41.03
4235
4;.63
44.93
4628
47.67
49.10
50.58
52.09
53.66
55.?7
56.93
46.01
46.01
46.01
47.18
48.59
50.05
51.�6
53.10
54.70
5634
53.04
59.77
61.62
63.53
65.4�
67.40
69.4?
71.50
T.6�
75.36
75.14
80.49
82.91
8539
NOTE:
i. Mnwi How. 218K
?. MonLLil)' uud Anvuul mlc an uppro.<imatioiti
PY ?0'_8 - ncrus. �hc Donni Incrcnses (A7B.) Puy R isc Pcm.cnlapc
ERixtivc Pirst PWI Pay Penu�l allcr Ocloba I.?U?7 fur PY 2U?7-?(2¢
EMT 9.�"/n
Par�malic 7.U%
EMS Supcn�i.ar 'I.U°/
LMS Manaper Y.0 �
LMSBaiulionClucf �l.U%
Deput)' Clucl ol EMS 75%
Tciccommunicator "7.i/
TcicumSupervisnr �.i%
Tcicum Munuper 7.i%
Slart = Upon graduaiiun Gom iru'uung audcmy. S1cp I= I si wuv�•crvvy uf Cummi�sion Dair. Slep'_ =?nd wuu���Tsu�� of Commi.sion Datc e�c.
A,�sistaniChicliandDepup�Chicf�ucno�ona5tcpPl:v�. ThcrircClucCd�icnnin<st�cpuymnountw}�nc�rcbc���u:nihcmi�vnwnand�na.wnwnoCihcPoyRangc
nssis�int Chici and Dcpup� Clucl ml:uy rai ,v chvicc according lo ihe Acmc- Ihr flourJ Incrusu (A7D) Pa}� Ruisc I'cmrnuEc as siaicd f r Ihc cu(rull �isc�l Yr.vas �wicd abovc
20.54
21.18
21.32
?2.47
23.14
23.33
24.55
?529
26.05
26.83
27.64
28.46
Start 1
1 2
2 3
3 4
4 5
5 6
G 7
7 8
8 9
9 � ]0
10 � 11
ii � iz
NOTE:
I. Mnwl Huws
?. Mon�il�� and Mnwl raie m
3,379
3,483
3,�83
3,696
3,806
3,921
4,038
4,160
4?84
4,413
4,�4�
4,68?
?.08U
:�pp`u�uns�ions.
7,3?0 37,845
7,547 9Q566
7,774 93,293
3,007 96,086
8,247 � 93,963
3,496 � 101,951
3,750 �104,996
9,013 � 108,15?
9,?83 � 111,39?
9,56? � 114,744
9,843 � 115,180
10,144 � I?1,7?7
42.? 3
43S4
44.8�
4620
4758
49.0?
50.48
52.00
53.55
55.]7
56.8?
58.52
45.19
4S.7?
47.09
43.50
49.96
51.47
53.00
54.60
56.?3
57.4?
59.66
61.45
6335
653 ]
67.28
69.?9
7137
73.52
75.72
77.99
8033
82.75
85?3
87.78
?1.12
?1.77
??.43
23.10
23.79
24.51
2�24
?6.00
?6.78
?7.58
28.41
?9.26
40 Hour Schedule
Years from Per Pay Step Haurly Step Hourly
Start Step period Monthly .�+.nnual �te Acting Rate p,r Step HOF
Start
1
2
3
4
5
6
7
8
9
10
12
NOTE:
I. Mnwl Huivs
2. Mon�il�' ¢nd Svut
1
2
3
4
5
6
7
8
9
io
11
12
mi nlc a�
3,615
3,7?7
3,839
3,954
4,073
4,195
4,321
4,4� 1
�,ssa
a,�z2
4,864
5,009
?URU
:apprt�.w�mi�a
7,833
8,076
8,319
3,567
8,8?4
9,039
9,362
9,643
9,93?
10,?31
10,539
]0,354
93,994 �
96,906
99,826
10?,810
105,891
109,069 �
112,344
11�,716
119,18� �
122,775 �
126,462
13Q?47
45.19
46.59
47.99
49.43
50.91
52.44
54.01
55.63
5730
s�.os
60.80
62.6?
50.61
50.61
50.61
51.90
53.45
55.06
56J1
58.41
60.17
6i.�s
63.34
65.75
67.78
69.88
71.99
74.14
7636
73.66
31.02
83.45
85.95
ss.sa
91.?0
93.93
22.59
?3.29
24.00
24.71
25.45
2622
27.01
?7.3?
28.65
29.51
30.40
31.31
CITY OF FORT WORTH
Fire EMS Civil Service Classifications
Salary Schedule for FY 2027-?028
�4 Hour Schedule 40 Hour Schedule
Rank I y�� from Per Pay Step Hourly Acfing Step Hourly Years from Per Pay Step Hourly Step Hourly
Grade/Job Code
i Start Step Period Nlonthly Annual Rate Rate OT Step HOF Start Step period Mont6ly Aanua! Rate Acfing Rate �,j, Step HOF
Start 1 4,049 8,773 105,?7.i 46.01 4S.31 69.0? 23.01 Start 1 4,049 8,773 105,?73 50.61 31.33 7592 ?�31
EMSBATTALION 1 2 4.174 9,U4� 108,�35 47.44 49.81 71.1� 23.72 I 2 4,174 9,04� ]03,�35 52.18 3133 78.27 ?6.09
CHIEF 2 3 4.300 9,317 111,805 43.37 �1.31 7330 ?4.43 ? 3 4,300 9,317 ]ll,S05 53.75 8133 80.63 ?6.33
zo6 3 4 4,429 9,596 115,147 5033 52.84 7549 25.16 3 4 4,4?9 9,596 115,147 5536 3733 33.04 27.63
4 5 4,562 9,884 118,60? 51.34 �4.43 77.76 2592 4 5 4,562 9,S8� 118,602 57.0? 31.33 85.53 ?3.51
5 6 4,699 1Q181 I?? 169 53.40 56.07 30.09 26J0 5 6 4,699 10,181 12?,169 58.73 S133 8310 ?937
6 7 4.840 ]0.486 1?5,83? 55.00 �7.75 8?.49 27.50 G 7 4,840 10,456 125,832 60.50 8133 90.74 ;025
7 8 4,985 10,801 1?9,616 56.65 59.48 84.98 28.3= 7 8 4,985 10,801 1?9,616 6?.3? 813� 93.47 31.16
8 9 �,li5 11,1?5 133,497 58.35 61.?6 87S? 29.17 S 9 �.li5 11,12� li3,497 64.18 8133 9627 3?.09
9 10 �,288 11458 137,�00 60.10 63.10 90.14 30.05 9 10 �,288 11,458 1:7,500 66.11 8133 99.16 33.0�
10 11 5,447 ]1,80? 141,6?4 61.90 64.99 9?.35 30.95 10 11 5,447 11,30? 141,6?4 68.09 813� 10?.13 34.04
12 12 5,610 1?,1�6 145,870 63J5 66.94 95.63 31.88 12 1? �,610 1?,156 145,370 70.li 3133 10�.19 3�.06
NOTE: NOTE:
I. Annual Huurs ?1S6 I- Annwl Hoim 20Su
?. Montlil}' aod Mnuul r�tc urc uppm.wnutiort. ?. Vlnntlil}' and Ninwl ratc ure sppro.�unation..
�4 Hour Schedule 40 Hour Schedule
IRank I Years from Per Pay Step Hourly Acting Step Haurly Years from Per Pay Step Hourly Step Hourly
IStart Step period Nlonthlv Annual Rate Rate OT Step HOF Start Step period Monthly Annual Rate Acring Rate �,r Step HOF
Grade/Job Code
IDEPUTYCI-IIEFof I n4inimum I I I Dlinimum I 6,506 14,097 169,165 81.33 � I
EMS Z07 `Masimum ±' NIaximum 7,547 16,3�1 196,?18 9434 � �
KOTe: xore:
I�Y 2U'6-Across �c I3uard lncrv�scs (A713s) Pay 2aisc Pcrccn�agc 1. Annwl Ho�v� ?��SU
[1licli�'r Pint full Pay P��nal al},,7 peroL,�T I.?0?71'or �Y 2U'_7-?U2A _. Mo��llil)':u�d Nmual tatc amappm.'wtatitin.s
LMI 9 (1 �
Yar.uncdic 7.0 �
EMS Supcn�isor �1 u /
[MS Nf�n:i�cr 10%
GMS Balmlion Clvc( Y 0%
D�puryl'hidolCMg 7.5%
Tcicronunwimior �5'%
'C��ImmSupul'isor i.5i
1'elrom ManaFcr 7.>%
SL rt= Upnn �du�tion frnm Imining acnduny, Sicp 1= IA anni�'cnnn' ofCommi>siun Dntc: Sicp 2=?nJ a�w�umn' ol Cununi>siun Da�:, elc.
A,Usisuu�t Chicii a�ul Dcpury� Cttic� urc not un u S�cp Plurt The Pin: Chici'dctcrtnin�s ihc pny omount m��rhuc Fcn��an thc �uivimwn ond ma.unum nfthc Pay Fangc
.��.is�vrt Clucfmid Dcpun� Chicl sala�-rang��c ctunpc �rcordinc m the nRo.s tlic eavd Incrusu (n7B� Pny Raise Percrnuge ae smted lor ehc cuRrnt Fuwi Ycvru> s�ated ahovc.
CITY Ot FORT �VORTH
Fire EMS Civil Service Classifica[ions
Salary Schedule for FY 2023-2029
I Rank
IGradelJob Code
EMT
zoi
NOTE:
I. Nmual Hows
'_. ivton�hl�� and Mnual r�tc arc appro�
Rank
Grade/Job Code
LEAD PAR AMEDIC
zoz
44 Hour Schedule
Years from Per Pay Step Hourly Acfiug Step Hourfy
Start Step period Monthly Annual Rate Rate OT Step HOF
Start
1
2
3
4
5
6
7
8
9
10
12
2?8H
ntaliort.
1
2
3
4
5
6
7
8
9
10
I1
12
�,199
�,265
�,333
2,403
2,476
2,549
2,626
2,705
?,736
�,s�o
�,95>
3,044
4,765
4,907
5,055
5,?07
5,364
5,523
5,689
5,361
6,037
6,? 17
6,403
6,595
57,175
58,887
60,656
62,432
64,365
66,276
68,273
70,323
72,439
74,607
76,332
79,143
24.99
25.74
26.51
?731
?3.13
25.97
?9.84
30.74
31.66
32.61
33.58
34.59
37.50
37.50
;7.50
37.50
37.50
37.50
37.50
37.50
37.50
3750
37.50
37.50
37.48
33.61
39.77
40.96
4?.?0
43.45
44.�6
46.11
47.49
48.91
50.37
51.89
1?.49
1?.87
1326
13.65
14.07
14.43
1492
1537
15.83
1630
16.79
17.30
44 Hour Schedule
Years from Per Pay Step Hourly Actiug Step Hourly
Start Step period ��onthly Annual Rate Rate OT Step HOF
Start
1
2
3
4
5
6
7
8
9
10
12
1
2
3
4
5
6
7
S
9
10
I1
12
3,300
3,402
3,504
3,610
3,718
3,830
3,944
4,06?
4, ] 85
4,31 �
4,440
4,572
7,149
7,371
7,592
7,822
8,056
8,?98
8,545
3.80?
9.067
9,339
9,619
9,907
85,793
38,45 ]
91,109
93,859
96,670
99,572
10?,536
I 05,622
108,799
I1?,069
115,429
118,882
37.50
33.66
39.82
41.02
42.? 5
43.52
44.81
46.16
47.55
43.98
50.45
51.96
40.70
40.70
41.81
43.07
44.36
45.70
47.06
43.47
49.93
51.43
52.97
54.56
56.25
57.99
59.73
61S3
6338
65.? 3
67.??
69.25
71.33
T.47
75.67
77.94
NOTE:
I. Annual Hnun 2.255
?. Mn�Uilr ond.Mnu�l ratc urc oppru.umution
rY20'_9-ncruss`heBwrdlncr�usfl�T6>)Pny� iscPcrcuimgc
GlTrti��c Fvsi FWI Pay Pcriai nllcrDctol.cr I.2028I'ur rY 2(�26-2G29
LM I J.0 %
Pnnniu7ic a.C�%
[MSSupercuor 6O%
EMS Ma`up�r 6.fN o
LMS OalLlion Clud G.U'/
DcpurvChidofEMS 4.i%
Tekrommunicutor 4.5%�
Teicum Supervisor J5i
Tcicom M�mgcr 4.>e5�
Smn = Lipon graduation Gnm vai�wig aradum��, Siep 1= t�! a�uu��enan' ��i Commissiun Dale'. Stcp? =:nd wuii��crsan' ofCommi.,sion D ie ete.
/vsisi.vu Clue(s nvd Deput}' CIveG are mt on a Step Plan 'IUe Pia ChieCdetemiines �ie puy wnowt vm��hrre bel��'een ihc minimum and m�.wnwn oi'tlie Pay Fnngc
A,sismnt Cliiel'and D pun' Chiel wlun� rvngu change acenrdine to thc nao» Oie Hwrd Inerus�s (!�7"B) Pa}� Raise PernmWge vs s�aled lix thecurtrni Fi�oil Yraras s�iied �6oi•e
18.75 �
1933
19.91
20.51
21.13
21.76
zz.ai �
?3.08
23.73 �
24.49 �
25.22 �
25.98 �
40 Hour Schedule
Years from Per Pay Step Hourly Step Hourly
Start Step period Monthly Annual Rate Acting Rate Q,I, Step HOF
Start
1
2
3
4
5
6
7
8
9
10
12
NOTH:
I. Nwu:�l I Iours
?. MonLLily wd Mn
1
Z
3
4
5
6
7
8
9
10
11
12
ml r�ic m
�,199
�?65
�,333
2,403
?,476
2,549
2,626
2,705
�,786
�,870
�,955
3,044
'_,06U
=a�Pro.wnation�
4,765
4,907
5,055
5,207
5,364
5,5?3
5,689
5,861
6,D37
6,217
6,403
6,�95
57,175
58,887
60,656
62,48?
64,365
66,?76
63,?73
70,323
72,439
74,607
76,332
79,143
27.49
2331
29.16
30.04
30.94
31.86
32.82
33.81
34.83
35.87
36.94
38.05
41.?5
41.?5
41 '? 5
47 25
41.25
4125
41.? 5
41.?5
41.? 5
41.? 5
41.?5
41.?5 �
41.23
42.47
43.74
45.06
46.42
47.80
49.?4
50.72
52?4
53.80
55.41
57.07
13.74
14.16
14.�3
15.02
1 �.47
1 �.93
16.41
16.91
17.41
17.93
18.47
19.02
40 Hour Schedule
Years from Per Pay� Step Hourly Step Hourly
Start Step period Monthly Annual Rate Acrine Rate �,I, Step AOF
Start 1
1 2
2 3
3 �t
4 5
5 6
6 7
7 � 8
8 9
9 10
10 11
12 12
NOTE:
I. Mnwl Flows
? Mon0il�� an�( Annwil nic m
3,300
3,402
3,504
3,610
3,7] 8
3,830
3,944
4,062
4,135
4,� 10
4,440
4,572
2.060
: apprownution
7,149
7,371
7,59?
7,g»
3,056
8,?98
8,�45
8,802
9,067
9,339
9,619
9,907
85,793
83,451
91,109
93,859
96,670
99,572
10?,53t
10 �,62:
I 0S,79f
I 12,06�
11 �,42�
118,88:
41.?5
42.52
43.30
4�.1�
46.48
47.37 �
4930 �
50.73
52.31
53.88
55.49
57.15
44.77
44.77
45.99
47.3 8
48.50
S0 ?6
51.76
533?
54.9?
56.57
58.27
60.01
61.37
63.79
G5.70
67.69
69.71
71.81
73.94
76.17
78.46
80.82
8324
85.73
20.62
21.26
21.90
22.56
23 24
23.94
24.65
?539
26.15
2694
?7.75
28.58
CITY OF FORT WORTH
Fire EMS Civil Service Classifications
Salary Schedule for FY 2028-2029
44 Hour Schedule 40 Hour Schedule
Rank � years from Per Pay Step Hourly Acting Step Hourly I Years from Per Pay Step Hourly Step Hourly
Grade/Job Code
Start Step Period Nlonthly Annual Rate Rate OT Step HOF Start Step period Monthly Annual Rate actine Rate p,�, Step HOF
EMS SUPERVISOR Start
Z03 1
2
3
4
5
6
7
8
9
1D
1?
NOTE:
I. eNnwl 1-loun ? 28s
'_. Mnnihiv unJ Mnual rvl��:uc appm�naiian�
1
2
3
4
S
6
7
8
9
]0
11
1?
3,581
3,692
3,303
3,917
4,035
4,156
� 231
4,409
4,54 ]
4,678
4.818
4,963
7,760 93,115
3,000 96,000
3 �41 98,890
3,488 101,851
3,7�? 104,901
9,006 108,069
9?75 111,296
9,553 114,641
9,840 118,076
I 0,136 1? 1,6?9
10,439 1?5,?71
10,753 1?9,031
40.70
4196
43 22
44.5?
45.85
47.?3
43.64
50.11
51.61
53.16
�4.7�
5639
43.5�
44.06
4�38
46.74
48.14
49.59
51.08
�?.61
54.19
>j.3?
57.49
�921
61A5
6?.94
64.33
66.77
63.77
�o.ss
7?96
75.16
77.41
79.74
8?.13
34.59
2035
20.98
21.61
?2.?6
22.9?
2s.6z
2432
25.05
25.80
26.58
2738
2S20
Start
1
2
3
4
5
6
7
8
9
10
12
NOTE:
1. Annu:il Hows
?. Mon�Iilv�:u�d rum
1
?
3
4
�
6
7
8
9
10
11
12
ml raLL w
3,581 7,760 93,115
3,69? 8,000 96,000
3,803 8,241 93,390
3,917 8,488 101,351
4,03� 8,74? �104,901
4,156 9,0D6 �I0S,069
4,?31 9,275 � 711,296
4,409 9,553 � 114,641
4,541 9,840 �118,076
4,678 IQ136 � 1?1,6?9
4,818 10,439 � I?�,?71
4,963 IQ753 � I?9,031
?.uSU
: appm.mnahaas
44.77 �
4615 �
47.54 �
A3.97 �
50.43
51.96
53.51 �
551? �
56.77
58.48
60.?S �
62.03 �
47.90
48.46
49.9?
51.4?
52.95
54.55
56.13
57.87
59.61
61.40
63?4
65.14
67.15
6923
7131
73.45
75.65
77.93
80.?6
sz.6�
85.15
87.71
9034
93.05
2238
?3.08
?3.77
24.48
2�.22
?5.98
?6.75
?7.56
? 3.38
?924
30.11
31.02
44 Hour Schedule 40 Hour Schedule
�°k Years from Per Pay Step Hourty Acting Step Haurly Years from Per Pay Step Hourly Step Hourly
Grade/Job Code
Start Sten Period NlonthJy Annual Rate Rate pT Step HOF I Start Sfe� Period Monthly Annual Rate AcRng Rate �,�, Step HOF
EMSMANAGER
zos
� Start
1
2
� 3
4
� �
E6
7
8
I 9
� 10
I 12
1
2
3
�
5
6
7
S
9
10
11
12
3,83?
3,951
4,070
4,191
4,317
4,447
4,580
4,713
4,859
5,005
5,156
5,310
3,303
8,560
8.818
9,032
9,354
9,634
9,924
10,2?2
1Qi28
I 0,845
11,171
I 1,�0�
99,633
10?,7?0
105,816
108,978
11?,?44
ll 5,613
119,084
12?,6�9
126,336
130,741
134,050
138,062
43.55
44.90
46.? 5
47.63
49.06
50.53
52.05
53.6]
55.??
56.38
53.59
60.;4
48.77
48.77
48.77
50.01
51.51
53.06
�4.6�
56.?9
57.98
59.72
61.5?
6336
6532
6734
69.37
71.4�
73.59
75.80
78.07
30.41
82.83
353?
87.88
90.51
NOTE:
I. Mnual Houn 2?S6
?. Mnnllil�� nnd Annuai nlc ua upprt�.�im¢uoro
�Y ?U_9 - Anx»> ihc BonN lncrwscs (A'I[3.7 Pny Raix Perccn�agc
COcciivc Pirzt Pu� Pa}• Perio.l aR�r Ociobr.r 1. 2fqg [ r PY 2U?LL?[�29
EMT aU/
r�mm��� .i.oi
LMS Supen�isor C.D%
8Mti Ivlmuiccr fi.IP/
EMti Batulion Chicl G 0' �
➢pun�Chiel"oILMS d.i/
Tciccommwicaior 4.i%�
Telcum5upervivor Y.i%
Teicum ManaFcr 4.i o
SWrt = Upav cradualiun Gom irair��ne ucaduny. Sicp 1= IA wmn•crs.'v�.� ofCommi�siun Duc Si y'_ =?nJ muv��ersuy ol Cummission Da�c, ctc.
A,sisunt Chids ;v�d Dcputy ChicG urc noi on a St � Pl:ui 'Ih� �vr Ciucl dci�Ymmcs thc pay amowt any��hcre b�n� �<v �hc minimwn and ina�imum nf thc Pa�� hanFc
Assisi:urt Chicl avd lleput}' ClveCsalar�� rtuie.s dunFe u�curdinE to Ihe Acmis Oa �oard In�ru+� (A713) Pa�� Raise Pttcenmpe as siated lor Ihe currrni �isc�l Yr.0 as sW�d above.
21.77
22.45
23.12
23.3?
24.53
2527
? 6.02
?6.30
?7.61
28.44
?929
30.17
Start
1
2
3
4
5
6
7
S
9
10
1?
NOTE:
I. Mmul I-tuun
?. �lonihh� and nnv
1
2
3
4
5
6
7
8
9
10
11
12
ml r.�ic ni
3,83?
3,9�1
4,070
4,191
4,317
4,447
4,�30
4,718
4,359
5,005
S,li6
5,310
?USU
: upprvumut�nn�
8,303
8,560
8,818
9,08?
9,3 S4
9,634
9,9?4
] 0,???
] 0,528
io,sas
11,171
]1,505
99,633
10?,7?0
105,816
103,978
I 1??44
11�,613
119,084
122,6�9
126,336
130,141
134,050
138,062
47.90 �
49.38 �
S0.S7 �
5239 �
5396 �
55.58 �
57.25
55.97
60.74 �
6?.57 �
64.45 �
6638 �
53.65
53.65
53.65
55.0 ]
56.66
5836
6011
61.9?
63.78
65.70
67.67
69.69
71.85
74.08
7631
78.59
80.95
8337
85.38
83.46
91.11
93.85
96.67
99.56
23.95
?4.69
2�.44
?620
26.93
?7.79
23.63
? 9.49
30.37
3123
32.??
33.19
CTTY Ot FORT WORTH
Fire EbIS Civil Service Gassifications
Salary Schedule for FY 2028-2029
44 Hour Schedule 40 Hour Schedule
Rank I y�� from Per Pay Step Hourly Acting Step Hourly � Years from Per Pay Step Hourly Step Hourly
Grade/Job Code
� Start Step period Mont6ly Annual Rate Rate QT Step HOF Sta� Step period Monthly Annual Rate Acfing Rate �,r Step HOF
Start 1 4,292 9,299 111,590 43.77 �121 T.16 24.39 Start 1 4,29? 9,299 1ll,�90 �3.65 84.99 8U.47 ?6.3?
EMSSATTALION 1 2 4,425 9,587 115,047 50'?8 52.80 75.4? 2514 1 2 4,4?5 9,557 115,047 5531 34.99 32.97 ?7.66
CHHIEF 2 3 4,558 9,876 113,513 51.80 5439 77.70 ?5.90 2 3 4,S�S 9,876 113,SLi 56.98 84.99 85.47 28.49
zo5 � 3 4 4,694 10,171 122,056 5335 56.01 80.02 26.67 3 4 4,694 10,171 122,0�6 53.68 84.99 38.02 29.34
� 4 5 4,835 1Q477 125,719 5495 57.69 3?.42 27.47 4 5 4,83� ]0,�77 125,719 60.44 3499 90.66 3Q22
� 5 G 4,931 ]Q792 1?9,499 56.60 �9.43 34.90 2S30 5 6 4,951 10,792 129,499 6226 3499 9339 31.13
6 7 5,130 11,115 li3,382 5330 6121 87.44 29.15 6 7 �,130 11,115 133,352 64.13 34.99 96.19 32.06
7 8 5,284 11,449 li7,393 60.05 63.0� 90.07 30.02 � 7 8 5,?84 11,449 li7,393 66.05 84.99 99.08 33.03
8 9 5,443 11,79? 141,507 61.55 64.94 92.77 30.92 � 8 � 9 �,443 11,79? 141,�07 68.03 84.99 10?.0� 34.02
9 10 �,60G 12,146 145,7�0 63.70 66.89 955� 31.35 � 9 10 5,606 1?,146 145,750 70.07 84.99 10�.11 3�.04
10 I1 �,774 1?,510 15Q1?? 65.61 65.89 98.4? 3?.81 � 10 11 �,774 I?,510 1�0,1?? 72.17 84.99 ]08.?6 36.09
12 12 5,947 I?,88� 154,6?2 67.58 70.96 101.37 33.79 � 12 12 �,947 I?,885 1�4,62? 7434 3499 111S1 37.17
NOTE: NOTE:
I. Mnual Hours �?83 I. nunual l�loun 205�
?. Nfonihl7 anii Mnual r�tc arc nppro.wnutions ?. Monthl}� an� Aimwl ratc:vc �ppmaimalioa.
44 Hour Schedule 40 Hour Schedule
� Rank I Years from Per Pay Step Hourly Acting Step Hourly I Years from Per Pay Step Hourly Step Hourly
Grade/.lob Code
Start Step period Monthly Mnual Rate Rate OT Step HOF Start Step Period Montlily Annual Rate Acting Rate D,r Step HOF
DEPUTY CHIEF of N[inimum 114inimum 6,799 14,731 176,777 84.99
EMS Z07 Nlasimum Niazimum I 7,886 17,087 205,048 93.58 �
NOl'E: NO'IE:
FY 2U?9 - Across �ie BnorJ Ircrcnscs (nID�� Poy Raisc PcRu�� gc 1- /�mwl Hows 2.(�S�
Eilec�i�'c Pirst �ull Par Pcnod aft�T Oc[ober I, 2[�2S lur �Y 2o2S2U29 '_. Montlil�� and Annunl r�n: arc a iatioiu
rrm.�
GM1T a.0Y
r.,�.�„d�� do a
EMSSuprnimr 6.0/
LMS Mllmgir 6.U%
I7vt5 Dot�alion Chicf 6.G/
Dcpun� Cliiefat CM3 J.i'y
r�a«omm�m;�mr as�i
Tdmm Supmis'or 4.i�
TclromMmugcr 9.i%
S�nrt= Upnn Fradun�nn from vaininF ac��cm�; S�cp I= I�t nnni�nt�on' oCConunission Dnlc: Sic�? ='sd anni��crsniy ol Commi>sion Dnu:, ctc.
/�.isLvll Chizl's and Dcputy Chici, arc wl on a Sicp Plan. Thc Pirc Chicl'deirnninrs thc pay anwunt mn�nc�rc bcmxcn thc m'vumwn and ma�inuun uf ihc Pay Fmigc
A.sisLwt CLucf avd A�nh ChicC sWu7'raugu ciumgc ocmrding lo Ihe Acru+s the I3o:vd Incru�u (A7Ii) Pa�' Raisc PcrcuiWEc a� sLWlcd for Ihc curturt �iscJ Ycar as sWt¢d abo��c.
C1TY OF FORT NORTH
Fire EMS Civil Service Classifications
Salary Schedule for FY 2029= 030
4�1 Hour Schedule 40 Hour Schedule
Rank I years from Per Pay Step Hourly Acfing Step Hourly I Years from Per Pay Step Hourly Step Hourly
+ Start Ste� Period Nlonthly Annual g�te Rate OT Step HOF Start Step period Monthly Anuual Rate A�ting Rate �,�, Step HOF
Grade/Job Code �
EMT
Zo1
Start
1
2
3
4
5
6
7
8
9
LO
12
NOTE:
1. Annual Hows ??SB
?. Montiil}� anJ Annual r��c are ap�m.miiuiiont
1
2
3
4
5
6
7
8
9
10
11
12
�353
�,423
?.496
2,571
�,649
�,��s
2,810
�,894
�,981
3,070
3,162
3,?�7
5,098 61,177
5,?51 63,009
5,408 64,90?
5.�71 � 66.855
SJ39 63,870
5,910 70,916
6,083 T,052
6,?71 � 75,?50
6.459 � 77,510
6.652 � 79,8�0
6,8�1 � 82,211
7,057 � 34,683
26.74
27.54
?337
?9.??
30.70
3U.99
31.93
3?.39
33.88
34.89
35.93
37.01
39.37
39.37
3937
3937
39.37
3937
3937
3937
3937
3937
3937
39.37
40.11
4131
4?.»
43.33
45.1 �
46.49
47.89
4933
50.81
5?34
53.90
55.5?
1337
13.77
14.13
14.61
1 �.0S
15.50
15.96
16.44
16.94
17.4�
17.97
18.51
Start 1
1 2
2 3
3 4
4 5
5 � 6
G � 7
7 � 3
8 � 9
9 � 10
10 � 11
12 � I?
NOTE:
1. Nmwl Il�urs
2. Monllil}� anJ Aimwl r�lc m
�,3S3
�,423
�,496
�,�71
?,649
2,723
2,810
?.894
�,981
3,070
3.16?
3,257
?.U30
:;,���.vn�i�oN
5,098
5,?51
i,408
5,571
5,739
5,910
6,088
6,?71
6,459
6,65?
6,&5 ]
7,057
61,177
63,009
64,902
66,855
63,870
70.91 G
73,052
75,"?50
77,510
79,530
32? 1 I
34,633
29.41
3029
31 ?0
32.14
33.1 l
34.09
35.12
36.18
37.?6
3838
39.5?
40.71
4331
43 31
43 31
43 31
43 31
43 31
43 31
43 31
43 31
43 31
43 31
43 31
44.12
45.44
46.30
43.? 1
49.67
51.14
52.68
54.? 7
55.90
57.57
59.?9
61.07
14.71
1 �. li
1 �.60
16.07
1656
17.05
17.56
13.09
18.63
19.19
19.76
?036
�4 Hour Schedule 40 Hour Schedule
�°� Years from Per Pay Step Hourly Acting Step Hourly Years from Per Pay Step Hourly Step Hourfy
Grade/Job Code
Start Step period Nlonthly Annual Rate Rate OT Step HOF I Start Step period Monthly Anoual Rate Acting Rate �,�, Step HOF
LEAD PARAMEDIC
zo?
Start
1
2
3
4
5
6
�
8
9
10
1?
NOTE:
1. Mnu�l 1-Iuun 22SS
?. Mnn�ily and .Mnual mtc vm npprn.vmatinns
3,465 7,507
3,572 7.739
3,679 7972
3.790 8,? ] 3
3,904 8,459
4,02I 8,713
4,141 8,97?
4,?65 � 9;?4?
4,394 � 9.5?0
4,526 � 9,806
4,662 10,100
4,801 10,402
90,083
92,874
95,665
98,552
101,503
104,551
]07,663
110,90;
114,?39
117,672
1?1,20]
124,826
3937
40.59
a�.si
43.07
443b
45.70
47.06
43.47
49.93
51.43
52.97
54.56
43.55
43.55
a�.90
4523
46.58
47.98
49.41
5090
52.43
�4.00
�S.62
57.2S
59.06
60.89
6?.7?
64.G1
66.54
68.54
70.�8
7?.71
74.89
77.1 �
79.46
81.34
fY ?03n - q�oc. thc Board Incruscs i AiAs) Pay� Raisc Pcrcrn�ae�
EIl'�Yti�'c Pint PWI Pa�� Period ultu Gaobcr I.?u?) fix [�l' 2029-?�3n
EMT 7.0/
r�r.,���m�� > ui
r-�is s�p��,�or � or
cnns n�„n��T �.0 �
EMS Hat�alion Chicl 7 U/
DcpurvChicfofEMS Sii�
Teicmmmwicat�m >3%
Tcirom SuFervisi�r > 5%
TcicamMawecr =.i/,
51art= U��n eraduaiion Gnm trauvue audr.m}•: Slep I= 1A u�uii��crsary� ofCommusion Date; Step? ='_nd mmi��tts.vy ofCu�nmi>sien Datc. ctc.
/vsi.unt CliicG und Dcpun' Chici� arc not on a Stcp Plan. Thc Pim Chiddncm�inc� �ic p�y vnount rm��h�Te bcni'crn thc m�inimum and mawnwn ul thc Pa}�Fangc
:��,is�ant Chiel and D Tun� Chici salan'r�ng� �tunee �crnrdine to tls nvoss �s 6oard [ncru�u (ATI3) P��� Raise P�K4•nugc a� smtcd Iur thc curtcni Fisul Yr�r a, s�atcd abovc.
19.69
2030
20.91
? 1.54
??.18
22.35
23.53
?4?4
24.96
25.72
26.49
?7.?8
Start 1
1 Z
2 3
3 4
4 5
5 6
6 7
� IS
S � 9
9 � 10
10 � 11
1� � l�
NOTE:
I. Mmnl Huws
?. Men�il�' nn� Mnwil nte w
3,465
3,57?
3,679
3,790
3,904
4,0? I
4,141
4,?65
4,394
4,526
4,66?
4,801
?I�SU
: approwintiun
7,�07
7,739
7.97?
8,2li
8,459
8,713
3,97?
9,242
9,520
9,806
10,100
10,402
90ASi
9?.874
95,665
98.552
101,�03
104,55 ]
107,663
i io,9o� I
114,239
117,67?
121,?0] �
124,826 �
4331 �
44.65 �
4�.99 �
4738 �
48.80 �
50.?6 �
S1J6 �
533�
54.9�
56.57
5827
60.01
47.90
47.90
4S.?9
49.75
51.?4
52.73
5435
55.98
57.67
59.40 �
61.18 �
63.01 �
6496
66.98
68.99
71.07
73.?0
75.40
77.64
79.98
8238
84.36
87.40
90.02
? 1.65
2?33
23.00
2=.69
24.40
2�.13
?s.ss
?6.66
27.46
2829
29.13
30.0 ]
C1TY OF FORT WORTH
Fire �NIS Civil Service Classi5cations
Salary Schedule for FY 2029= 030
Rank
Grade/Job Code
EMS SUPERVISOR
Z03
4� Hour Schedule 40 Hour Schedule
Years from Per Pay Step Hourly Acting Step Hourly I Years from Per Pay Step Hourly Step Hourly
Start Step Period Monthly Annual Rate Rate OT Step HOF Start Step period Monihly Annual Rate Actina Rate �,r Step HOF
Start
1
2
3
� 4
� �
6
7
8
9
10
12
NOTE:
1. Annwl liours 22S6
'_. Momlily and Mnual iatc are apprownations
Rank
Grade/Job Code
EMSMANAGER
ZO5
1
2
3
4
5
6
7
8
9
10
I1
12
3,832
3,95 ]
4,070
4,192
4,317
4,447
4,550
4,718
4,859
5,005
�,I�5
5,310
8,303
3,560
3,813
9,08?
9,354
9,636
9,924
1Q???
10,5? 8
10,845
11,170
11,�05
99,633
10?,7?0
105,812
108,980
112,244
ll 5,633
119,086
1??,666
1?6,341
130,143
134,040
138,063
43.55
44.9D
462�
47.63
49.06
50.54
5?.0S
53.61
55.?2
56.88
58.58
6034
46.59
47.14
48S6
50.01
�1.51
53.07
54.65
5629
57.98
�9J?
61.51
6336
65.3?
67.34
6937
71.4�
73.59
75.81
78.07
80.4?
8?.83
853?
37.88
90.�1
21.77 Start
2?.45 1
23.12 2
?3.8? 3
?4.53 4
25.27 5
26.02 6
26.81 7
27.61 ` 8
28A4 � 9
2929 � 10
30.17 � 12
NOTE:
I. Mnwl }Iow<
2 Mon�il}':v�d Nm
44 Hour Schedule
Years from Per Pay Step Hourly Acting Step Hourly
Start Step period Nlonthlv Annual gzte Rate OT Step HOF
Start
1
2
3
4
5
6
7
8
9
10
1?
1
2
3
4
5
6
7
8
9
lU
11
12
4,100
4,227
4,355
4,485
4,G 19
4,758
4,901
5,043
5, 7 99
5,356
5,517
5,682
8,884
9,159
9,435
9,717
I 0,00S
I 0,309
10,618
l 0,937
11,26�
11,604
11,953
12,310
] 06,608
109,911
1 li,7�3
116,607
1?0,101
123,706
127,420
131,?45
135,179
139,25 ]
143,434
147J26
46.59
43.04
49.49
50.96
52.49
54.07
55.69
5736
59.08
60.86
62.69
64.57
52.19
5?.19
5?.19
�3.51
» 1?
56.77
�8.48
6023
62.04
63.90
65.32
67J9
69.89
7?.06
74.?3
76.4�
78.74
81.10
83.54
86.04
33.62
91.29
94.03
96.85
NOTE:
I.eWnaltlow� L'6S
?. Muntlil�' and Mnual r�tc ¢rc appma'unalinn>
TY ?0'_9 - Across the Honrd Inciuses (ATBs� Pa�� Roise PeranWgc
Ell�xtivc Pirst PWI Pay Pcriod altu Ocmbu i. ?�i291ar rY 2U?9-?0;U
GVfI' '/.U%
Pw�mcdic i.G%
CMSSupcn'i�or 7.0%
CMS ManaEcr 7.0 %
[MS Dai�alion Chicl' '7.U'%
D�uryCl�iel'oIEMS >S%
Telccommunic�lur i.5 �
TcicamSupervisor i.i%
TcicomMnnuger i.i%
Slarl= Upon graduatiun from Iruining addcmy. Ste� I= I u mim��crsary ofCommission Dalc:5l�p ?= 2nd avil�'crsa}� ol Cummissiun Datc. cic
Assistant Clvc�s vnd Dcpury ChicG urc not on a Sicp Plun. 7hc Pvc Chici'dcicrmincs Ilie pay mnount:ury�� hcrc bcm�uo thc mvtimwn �nd ma�imwn oC ihe Pay Aange
AssisWni C6id'and D yut}' Clucl'<aian• cmgo chan,c ar.cording io �x Across ��c DoarJ incna.0 (A71i) Par R;iisc Pcrcrniagc as sWicd lor �c curr�,u �isnl Yv�rns sWtcd �6ov�c.
23.30
24.02
24.74
25.48
26.25
27.03
27.85
28.68
29.54
30 43
31.34
32?8
r
�
3
4
5
6
�
8
9
10
11
12
�al rnfe m
3,83?
3,951
4,070
4,192
4,317
4,447
a,sso
4,7]8
4,859
5,005
�,155
�,310
2,USU
: appm�maiinn
s,sa3
3,560
8,318
9,08?
9,354
9,636
9,9?4
10,2??
10,528
10,345
11,170
11,505
99,633
]0?,7?0
] 05,81?
] 08,930
17 2,244
17 5,633
I 19,086
l??,666
1?6,341
li0,143
li4,040
138,063
47.90
4933
50.87
5?39
53.96
55.59 �
57.?5 �
58.97
60.74
62.57
64.44
6633
51.2�
51.35
53.41
55.0 ]
56.66
58.37
60.1?
61.9?
63.78
65J0
67.66
69.70
71.85
74.08
7631
78.59
80.94
53.39
85.88
83.46
91.11
93.85
96.66
99.56
? 3.95
?4.69
?5.44
2620
26.98
27.30
25.63
29.49
3037
3128
3?22
33.19
40 Hour Schedule
Years from Per Pay Step Hourly Step Hourly
Start Step period Monihly Annual Rate Actin� Rate �,�, Step HOF
Start 1 4,100 8,884 106,608 � 51.?5 57.40 76.88 2�,6?
1 2 4,2?7 9,159 109,911 � 52.84 57.40 79.26 ?6A�
2 3 4,355 9,435 1li,2?3 54.43 57.40 81.6� 2722
3 4 4,48� 9,717 11G,607 56.06 �8.3G 84.09 28.0?
4 5 4,619 10,008 1?Q101 57.74 60.63 86b1 28.8i
� 6 4,753 10,309 I?3,706 59.47 62.45 39?1 29J4
6 7 4,901 10,618 127,420 61.?6 6432 91.89 30.6?
7 S 5,045 10,937 131,245 6310 66.25 94.65 31.5?
8 9 5,199 11,265 135,179 64.99 6324 97.49 3?.5(
9 10 5,356 11,604 139,251 6G.95 7030 100.42 33.4i
10 11 5,517 11,953 143,434 68.96 72.41 103.44 34.4�
1? 12 5,682 12,310 147,726 71.0? 7457 106.53 35.5]
NOTE:
I.Annwlllmvs ?UFn
?. Montlil�' und Nunnl r.��c arc apprt�wnntioai
CTTY OF FORT WORTH
Fire En�IS Civil Service Classifications
Salary Schedule for FY 2029-2030
Rank
Grade/Job Code
EMS BATTALION
CHIEF
Z06
�4 Hour Schedule 40 Hour Schedule
Years from Per Pay Step Hourly rlcting Step Hourly � Years from Per Pay Step Hourly Step Hourly
Start Step Period Nlonthly Annual Rate Rate OT Step HOF Start Step period Monthly Annual Rate �4cting Rate �,r Step HOF
Start 1 �,592 9,950 119,401 52.19 ?4.79 78.?S 26.09 Start 1 4,�9? 9,950 119,401 �7.40 89.66 36.11 ?8.7C
I 2 4,735 IQ?53 1?3,100 53.80 56.49 80.70 26.90 1 2 4,735 10,253 123,100 59.13 39.66 83.77 ?95S
? � 3 4,877 10,�b7 1?6,309 SSA? �S19 33.14 ?7.71 2 3 4,877 1Q567 126,809 60.97 � 89.66 91.45 30.4F
3 4 5,023 ]0,383 13Q600 57.03 �9.93 85.6? ?854 3 4 5,023 10,383 130,600 6?.79 � 89.66 94.18 3135
4 5 5,174 � 11,210 li4,519 53.79 61.73 33.19 29.40 4 5 5,174 11,?10 134,�19 64.67 � 89.66 97.01 3?.=4
5 � G 5,329 � 11,�47 � 138,�64 60.56 63.59 90.84 3028 5 � 6 5,3?9 11,547 138,�64 66.6? � 89.66 � 99.93 3331
6 � 7 5,439 � 11,893 � 14?,718 6?.33 6�.50 93.57 3119 6 � 7 5,439 11,393 14?,713 68.61 � 89.66 � 102.92 343]
7 � S 5,654 � 7?,?�1 � 147,011 64.?5 67.47 9638 3?.li 7 � 8 5,654 1?,2�1 147,011 � 70.65 � 89.66 � 106.0? 3534
8 � 9 5,824 � 1?,618 � 151,4li 6618 69.49 99.?7 33.09 8 � 9 5.524 1?,618 1�1,413 � �2.79 � 89.66 � 109.19 36.4C
9 � 10 �,998 � 1?,996 I 155,953 63.16 71.57 10?.?4 34.03 9 � 10 �,99S 1?,996 155,9�3 � 74.98 � 39.66 � I1?.47 37.45
10 � 11 6,173 � li,386 � 160,630 70?1 73J? 10S31 35.10 10 � 11 6,173 ]3,386 16Q630� 77.?3 � 89.66 � 115.84 38.61
12 � 12 6,363 � 13,787 � 165,445 72.31 75.93 108.47 36.16 12 � 12 6,363 li,787 165,44� � 79.54 � 89.66 � I 1931 39.7 i
NOTE: NOTE:
1. Anuu�l Houn '_?SS I. Mnwl Hours ?03U
?. Montlil�� und Mnual r�ic �re ap�m.wnalien> ?. Mnn�ih� snd Annwl mtc nrc appm.vmutio`u
44 Hour Schedule 40 Hour Schedule
IRank I Years from Per Pay Step Hourly Acting Step Hourly Years from Per Pay Step Hourly Step Hourly
I Start Step Period Nlonthly Annual Rate Rate OT Step HOF I Start SYen Period Manthly Annual Rate �cting Rate p,r Step HOF
' Grade/Job Code
DEPUTY CHIEF of Minimum I
EMS Z07 ! Maximum I I
NOTE:
TY 2U?9 - ncros� ihc Bnnrd Incr�hs�s (n1'B.) Pap Raisc Pc�nmFc
Ellicti�c F'vxt �WI Pny I'viod nRcr Gciobcr i. ?0?9 far rY 2�� }i��r�
CNfI 7.0 0
Pammcdic >.0%i
eMss�����or 'iui
CM5 Managcr 7 0 �.
Ctvlti ➢atLlion Chicl 7.Ui
D�pun�ChicfofEMS S.i%
Tcl�communiu�tor 53%
TdcumSupervi.or S.ii�
7ciwm MannEcr i 5%
Smn = Upon Eruduu�on Gnm vaininE nuWcmp: Sicp I= I u annit cnan' of Cnmmissian Date Stc� ?_=nd anni�vrs�n' ol'Conmuss�nn Dmc. cic
hssislmn Chicls and Dcput�'ChicG are nut m� a Slep Plm�. Th� l�� Chicl deicnninu ihe �uy mnowe 1��hcrc bcm��n �hc minimu�n and nu.�m�vn uf �m Pay RanFc
Assisr.,�n Clvcf and D Tun� Chicf sula�� nuiEu chavg� accmdvie te us Across �ic I3oart1 incruso (n'@) Puy liais� Percenwg<as smted Cor �ic currmt Pi.cal Ycur a..�ated above.
Minimum I 7,173 1�,542 186,S00I 89.66
Maximum S,3?0 18,0?7 ?16,3?5 � 104.00
NOTE:
l. A��nunl Ilmvs ^ 0Su
'_. MontYJr av� Mnunl mte wc appmavnutiun�
CITY OF FORT R�ORTH
Fire EMS Civil Servire Classificafions
Salary Schedule for F1' 202G-2027
I Rank
� Gn�Jc/Ja6 CoJc
T6LHCOMMUMCATOP.
Z10
'IELGCGMMLRJICnTION5 SLR'EAVISOR
Zll
NOTF.:
I.:Mnunllluurs
�. �io�n�y �,d .a����i �m ore o���o..�;�no��o�,_
JA Huur ScM1eJulc
� Yc.rx trom Su�rt S�ep Per Pup Periad Monihly Mnmd S"��� ���� Acfing Rn�c S�cp Hourly OT Sicp HOF
� Smrt 1 ??i6 S.IUi 67?61 ?6.7S ?9.Y9 dU.l6 1;_?9
� I ' 'A_7 >_'5'I 63.111 '_756 '_9.Y9 J1.38 li7J
� 2 3 '_.199 i.11i 61.9Si '_SAO _).99 q?.60 IJ'0
� 3 � ?.579 � S7N GG,931 29 �5 :U 72 �?.xx 1J G.
I a 5 ?.C•5? i.7JC G6.7i) 3U.11 31.C,1 Ai.2G t>.07
� 5 L _.731 i.918 71.(rii 31.U1 3?.i9 JG.iG IS.S'_
� G 7 ?.Sla 6.09G 73.fii 31.%7 ii.57 4796 IS.Y9
I 7 8 ?.8J6 � G,?78 7i,ii9 32.J3 :J.57 4J.:9 16.A6
� 5 Y ^_.)Si I G.-4G6 77S98 3i.9? 35.G1 iU.87 1G.96
I 9 10 3p7J 6.661 79.928 3J.'J3 3G6S 5?.JO 17J7
� 10 Il 3.167 6,661 42i;0 35.%3 i773 Si93 17.J'l
I 1? 12 3�G2 7,U67 64 8Ui 37 U7 36.'li ii.60 1653
=.68
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1
2
3
a
5
4
a
9
10
12
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7
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11
12
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2.719
?.RI t
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3,356
3.457
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7i.?67
77.i?i
79.K5G
82.?39
Sd.7U9
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aa Hour Schedule
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31-Ja
3? 90
33.AF
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i7.0?
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39.?8
40AG
11.67
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TGLECUMMUNICATIONSMANAGLR S�an 1 ?CS7 >,622 G9,SGU 3:.i9
1 2 ? 7G3 5.997 71.970 ;A.60
212 2 3 3.Id7 6.8?0 61.Fii i9.31
3 a 3=4? 7,D2i 84,2151 SD.52
J 5 3 i;9 7.?3i SGBIJ 4171
$ G 3.439 7.J51 69.313 � i?.99
G 7 3.SY? 7.67i 92.U9Y 41.?S
7 8 i.C41 7.JU6 14.573 45.61
8 9 3.756 6.113 � )7.712 i6 96
9 IU i,671 8,i67 IOU,63') 4K3Y
lU l] i.967 S.WU IUi,G74 19.81
1? 12 4.1U7 8.696 1�(+.77G 513;
�ore:
r�� n� zu�v -nRo�� a� oo�.a mR��� t,av�� r�y x.,��� r«��ms�
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enrr �u uva
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Tclaommumcamr i U"���
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Tcicam Mxnacv SL°'e
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e\.vi;wniClii�Lnn�Depii�v�ief;ne<nutonu5�vpPWi�.TheFr<Chivldctuniiiicsthe�u�� »nuni ���IaTebni�miWeminimnmm�mnvn�umufNePm�Rwige
:\xsi��an� G�icfanJ pcpulv Chicfsalo�'rnnf�� ��MF�' �����Nmg �o tlie:\cruss ilic 13unrJ Incrv�n:�.cr (.a f�) Pay Rnisc PcrcmuF� ^• ��omJ Inr ihe vvrtrni Fise�l \'ear as sm�W abuv�.
3i.i9
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:;.i9
:1.51
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i8.87
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66.�?
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70.47
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7 8
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I Smrt 1
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I J 5
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I G 7
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1
3
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8
9
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9
10
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YcrPay SmpHouriy ac�ing S�cp
PcrioJ MuNhlc Annml Ra�c Ratc Hourly OT S��� H�F
2.;iC. 5.1(15 61.?GI ?'l.J? :?.lJ 4J.15 1a7;
?.�?7 ;2i) [3.111 3U.i3 3?.l9 9i51 Ii.l7
?.1')') iA15 GJ,`)6i 31.'_4 :2.19 46.6G IS.G?
2.57J iS7N C6,9:1 32.1F 3}.71 4F.27 IG.O'1
?.65? :.74G 68.9J/ 33.15 34.S1 J9.7? 1G.57
?731 i.918 71.UI5 3J.14 35.35 il.'_I 17.07
2,S1-0 6,OY6 7i.IS 35.17 i6.JS 52.7> 17.58
2.898 Q278 753?J 3G2? ;3.0; i4.3: IB.It
2985 G,1G6 77.i96 37.i1 i`).17 ii.96 16.6i
3(�74 GGGI 7'J,Y?S 35.43 40.35 i7.64 19.2I
3.IG7 G.3GI R? i3U 35.56 I 41.SG iJ.37 19.7J
3.26? 7AG7 I 84.80i 4U.77I 4?.61 61.16 ?0.39
a0 dour ScheJulc
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2.7IY >.S9U 7U.G&l 33.`JS 356S >0.97 16.'ll
2.RtI (..U9U 73.OS1 ;5.1t :G.8J 5?.7� 17S7
2.S9i F.27? 75167 36.19 3300 54.?8 IS.09
?.)8? ti4G0 �7.525 37.'7 ;'1.IJ Si.9i 18.69
�., 3.I17I C•.Gi5 7'I.SSG ;S.�l �U.?1 57.S1 Il.?U
I3.16? (•.Ri: g?.2i4 :'J.54 41.51 iJ.?0 1J.77
3.?iS I 7.05J 84.7(19 � 40.73 A?.7G GI.O'7 ?U3G
3iiG 7.271 S7,?55 JI.95 JJ.US 6?.Y2 20.Y7
3;1i7 7,1&9 B1.374 4?.?I 4>.?7 64.61 21.G0
?.i6U 7.71d I�.i6d ad.5U JG.73 6G7i Z�?j
3 G67 7,946 Y5.351 Ji.84 43.13 68-76 ?'_.9?
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v�prownaiions
2.G67
2.765
3.IJ7
3.242
3.339
�.ii�
3.54?
3 G4'I
?.7i3
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39R7
4.IU7
�0 Hour Schedulc
i.R21.G7 I G/.BGO i3.5J ;5 27
5.9J7 71970 3J.GU iG.i9
G.620 I 3I.S34 39.3J � Y1.31
7.U�i I y.{,?gl JG.5? I 42.i5
7.23i � $6.314 4173 43.S?
7.Jil 89.113 4'_.99 45.IJ
7.675 12.f195 Ja.?e a6.a9
7.9UG J4.873 4J.G1 47SI
S.i4i y7.7i^_ dG.9S 49.a3
3,337 I[i0.63J 45.35 SQ80
3.G4U IOi.G74 49_81 i?.i4
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25.G7
CITY OF FORT R'ORTH
Fi�e EMS Civil Service Classificafions
Salary Schedule for FY 20?7-?028
I Rmk
� GnJc/Job Codc
TLLCCOMMLNICnTOA
Z10
TLIECOMMLRJICATiON5 SUI'CAVISOR
Z1I
�OTG:
I.:Nnunl I lours
≥. \lon��l�� and .Nnual ea�e are �pproumaiian�
TCLLCOMMUNICATIONSTMNAGER
ZI2
J� Hnur SchedWc
� Ycxry frum St�n Sicp Pcr Pa�� Periud Monthl�� Mnual S�ep Raurly pcting Ratc S�cp Huurlr OT Sfcp IiOF
Rutc
Start t Z.ii; i d:S5 6>.BiE 28 78 32 24 d;.17 11.31
i ? ?.GU9 i.Gi4 G7.&W 19.G5 �??J a4 46 I1.8?
_ 3 ?.6S7 i.S?? G9.6>1 iU.53 32.?4 4i.80 15..7
3 � � 2.7G7 i.99! 71.9i1 31.1i :a.p2 i7.17 15.72
J I � 2.&51 6.I77 7A.120 :2 JO :J �I 4S.59 IG?U
5 I G ?.9iG 6.i6? 76.;J1 �3.i7 I �i.0i 5(1.(�5 16.65
6 I 7 3.U?5 6.553 71S.6J0 34.i7 I 36.11) 51 iG 17.15
7 � 8 3.11> G.741 5U.9J0 :>.JU I i7.17 53.IU 17.7U
8 I 'l 3'�'l�R G.9?I 63117 3G.JG I i8.?B SSb9 I6..i
9 � 10 3 i05 7.IGG Ki.52? 37.Si I 39.l3 i63i IS.7F
10 I 11 3.401 7.i75 33.SUi 33.(,3 10.62 SS.U? IJ.:1
7? I 7? 3.i06 7.i97 91.16i 39.6J I J 1.64 iJ 77 19.1?
�� Hour Schcdulc
Slnn 1 ?.8i7 6.147 73 758 �?.?4 I 36. 11 J8.3G 16.1?
7 2 2.H?3 6.3?? 7i.9tlF �311 � 36.1I 4Y.3? 16.61
2 3 i.0?2 6.i47 7R.5G? :4.?4 3G.11 itSG 17.1i
� J :_t 12 G �;i 60.91? ».:G ;7.1i Si.pi 17.65
J 5 3.'_Ui G.9Ji 833J0 3G.1? I 38.?5 SJ.64 16.'I
5 G :.3U? 7.ISS Ai.!54c 37.52 I 39.J� I =G.?I: IJ.7!
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7 8 i.i0? 7585 91 uG? 3J.FIi I 11 79 >9.7� 19.`)ri
u � s.au� zsn v..�v, �i.ou I a� us I ei.o� zusu
9 lU 3.71G N.051 96.61J i223 I -1A3d I 63.i4 ?1_Il
IU 11 3.S'_7 8.?9? 9J,5�7 .Ii.A) � .li.G7 6i?d '_I7>
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:\�sisNnl Clii�fon� Depiiiy� Oiicf>�ulnry runEcs.lianf: ocu�Niny iu Yic:\eruss �ie HwN Incrcas.s (.\T�i Puy Nai.c Pcrw�o�.c vx s�atd fur ihe �vrtini Fiswl Yc�r ns z�n�u1 obu�x.
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JO Hour SchcJulc
PcrP:n� Stcp pccing Stcp
Pcriod Nlon�hl�� Mnunl HourN' R�tc Hourh� OT S[cp HOF
Ratc
2.53? � >,a57.9t3 GiY5(, ;l.lG ?S.7[. 47.i9 1i.63
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10 Haur Schcdulc
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1 2 ?.92i 6.ii? 7i.IbG 3G.Si 3F.iC S1.JU IS27
- � 3.U?? Gj�7 76.iC2 ;7.77 iJ.GG SGGG IS.69
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� z 3�OS G.`J45 6i34(� i0.U7 9'_.07 GU.IU '_O.Oi
C 6 3,30? 7.154 h5.6J5 il.?7 J;.;4 61.71 ?U.C,1
6 7 ?,J00 7.?G7 6R.d02 12.50 iA.6: 6:a.75 ?125
7 B 3.SG? 7.i38 91.062 1,.�6 45.97 GS.G7 '_I.6)
Y 9 3.GGtt 7.817 l3?Jl li.iu 47.35 G7.64 22S5
9 10 i.716 k.051 96.C•I�t iG.J5 i8.77 (,9.C+7 ?32'_
]0 11 3.6?� B.?9? 99.?U7 d7.64 SU.'_.'+ 71.76 '_i,9'_
12 12 3.94? 6.53? I 10?.iDi 19.?S 51.74 7i.9? ?i.61
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I.:lonunlllnur. ?IIYU
'_.u�miihlyanJ:�nnualrvieuenppra aonn:
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3 � i JSS 7,-5U
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5 G 3.617 S.OIU
6 7 3,506 5,251
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'J 10 J.IGI '1.016
I_ 10 ll 4.2k7 ).28R
12 1? 4.41i ).iG5
JO Hour Sehedule
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87,97? .{?.'_9
90.GU2 1:.SG
9: z25 1J.6'
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IVi.041 S�i.i(1
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:7.91
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14.11
45.74
37.11
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1 J.96
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CITY OF FORT N�ORTH
Fire EhIS Civil Service Cl.�ssificafions
Salaq• Schedule for FY 2028-2029
� R�nk
CrnJM7ab Codc
TELECOMIvNN/CA"COR
Z1U
'I'GLGCOMhMJICATIONS SUI'ERVISGR
Z11
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I.:�nnuulllows
2. \IoM�ly and.4�nuai tulc nrc upP�o.wnulion.
JJ Hnur SchcJulc I
Ycan from Stur� Step Pcr Pny Pcriod Monlhly Annuul Step Hourl�� qctinF ILtc S�ep Hauriy OT Stcp HOF
Ratc
Start 1 2,647 i7ii (,�.lSII 3(1.G8 ;;.[.9 Ji.12 Ii.Ua
1 2 ?]?7 iJ`08 7U.b97 ?099 ?3.C) J6.16 li.4J
_ 3 ?,808 6.USJ � 73.OU? 31.91 33 G9 17.56 I5.)5
3 a ?.k9? G,?GC 75.ISh i?.YG 3151 19.29 16.43
� 5 ?.979 G.455 I 97A55 ?3.Si 35.55 SU.76 16.9?
5 G 3.0G3 G.GdS � 79.77G 34.57 36.61 i'_.30 17.43
6 7 3,1GI 6,64y � 8?,17S 35.`R 37.71 53.ft8 17�iG
7 8 3.2ii 705i � 61.63i 36.'I'1 35.54 ii.t9 IS.iO
8 9 7 ai� 7.?G1 � 87.171 38.I� lu.ci� 57.Ii 19.Oi
9 III 3.i>3 7.452 I S9.731 3J.2A 41.?I 56.37 IJ.G?
lU 17 i,557 7.707 I 1?.488 dU.4� J?Jd G0.Gi ?0.21
12 12 ibC4 7.939 I 9i?68 JIC.J J37? G?.{6 ?U.S��
= 28X
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3G.9G
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J 1.59
4?S4
44.13
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46 S:
JU Hour Sd�cdule
7'ELLCOMM[.MICATfON5 MANAGER Sturt I ?,Olts G.i7U 76.479 37.7:
1 _ 3.IIU 6.737 6uB49 ?6.S7
Zl? 2 3 3.i36 7.GGI 91.9i1 AA.?U
3 a ?,G41 7,8JU 51,67i 45.52
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7 8 4.U9J 8.581 IUG.i79 i1.L4
8 9 d�?, � I.147 IfiJ.7G7 .'_.77
9 10 a348 9.4'_I I13.Oi> i4.�S
10 il 4.475 9.705 I1G.4G> SS.JI I
12 12 J.GI? 9.996 119.91/ 57.C.7 I
\O'fE:
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ElT¢tivc Firsi Fuil Pay PmoJ alt<r Oclobcr I, ]u'6 fur fY 20?b-'_'o]9
EMf .t U°;e
Pnrnni vlic d �° �e
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Tclwm MnnnE.+ J i°�o
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37.73
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:7.73
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� 2 3 ?S[�S G,064 73,f)p? 35.IU i7.0G 5?.GS 17,ii
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I 1? 1? ;.661 7.939 9i.266 I li.gU A8.09 68.7U ?2.)U
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!..1��nual Huurs 2080
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I Starl
I 1
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103A62
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2S.Si
CITY OF FORT q'ORTH
Fire EMS Civil Service Cinssi6cafions
Salary Schedule for FY 2029-2030
� Runk
CniJdJob CaJc
TCLLCONA/.t]�iCATOR
Z10
TGLECUMMUIJICATIONS SUP[RVISO[2
Zl I
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1.,1�inuvlticury
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ZI?
.I-I Hour SchedWc
Ycnrs from Slatt Srep Pcr Par Pcriod Monthlp .Mnual S�cp Huurk pctSn� R+tc S�cp Hourl�� OT Sicp HOF
R tc
Start I 2.7J? 6.D:U 7?.GUS 31.7t :i.i4 37GU 1i.67
I _ 2_677 C133 7a.797 i? G9 35.j4 49.01 16.3i
2 � ?.96? 6AIS 77.0IS i3bG :S.iJ SD.J9 16.53
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5 6 3_?i7 � 7.G14 :tA.l6d 36.7Y I iS.6? I SS.IS 18.39
6 7 >»> 7.2?5 56.G`JK 37.Sv I 31.7J I 56.S-1 IN.JS
7 8 37:4 7p41 Y'1.26J iJ.11? I 40.95 I 55.55 19.51
8 9 3.i:7 7.GG3 91.966 40.19 � 4?.?(i I GU.?9 ?U.IU
9 10 3.(ri3 � 7.SY4 v4.7?7 J1.4� I 13A7 I 62.IU 20.7G
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aJ Hnur SchcJulc
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1 2 322? I fi.Y61 `3377? 36.61 i`J.frl 51.1? I8.il
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i G ; 6;0 7`�F7 94.64� dl.ifi d?.4: 6?.OS 20.G8
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7 8 :.SGI I S.3G6 IIIU.i`)3 J3.8S 46.f�7 65.8'_ ?i.)J
8 4 ;.977 I `3.GI6 IU�.111 J520 A7.iG 67_SU 22bp
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lU Il M1.?I9 � `).14'_ 1U9.70J J7.)5 i(i.i:{ 7I-9'_ ??.97
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1
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5
b
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9
711
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1
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7
8
9
10
11
12
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PL _ � MoNhly Mnu:wl ��i, Ratc Huurk OT S�cp HOF
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123
Healthcare Contract 2026
This Healthcare Contract 2026 ("Agreement") is entered into between the City of Foii
Worth (the "City") and the Fort Worth Pcofessional Firefighters Association (the "Association")
as an addendum to the 2026-2030 Collective Bacgaining Agreement ("CBA") between the Parties
and any successor collectively baigained agreements between the Parties. The Association and the
City collectively are referred to herein as the "Pacties."
WHEREAS, the Association provides a sepai�ately administered and funded healthcare
plan for the Covered Populations, as defined below with the City retaining coverage obligations
for Medica��e Reticees; and
WHEREAS, the Association operates a tax-exempt Trust (the "Trust") for the purpose of
funding a healthcare plan to the Covered Populations; and
WHEREAS, the City contributes an amount of money as calculated by the City to be
placed in the Trust periodically; and
WHEREAS, altliough the City may continue to offer some benefits to some or all of the
Covered Populations to the extent such benefits are not available undei• the Trust, the Trust will be
the only avenue for the Covered Populations to obtain those benefits that are provided or oFfeced
by the Ti•ust; and
WHER�AS, for each filll or partial calendar/plan year in which this Agreement remains
in effect, the City will be relieved fi�om, and the Trust will be solely cesponsible for, providing a
healthcat•e plan for membecs of the Covered Populations wllo would have qualified foi• coverage
undec the City's Healthcare Plan during that year.
NOW, THEREFORE, in consideration of the mutual promises and agreements contained
hecein, including the recitals set foi�th above, the Parties agree as follows:
Section 1. Definitions.
a. "Board of Trustees" means the governing body of the Trust as detailed in the Trust
Agreement, attached hereto as Exhibit A.
b. `Business Day" shall mean a day on which Fort Worth City Hall is open to the
public and shall exclude Satucdays, Sundays, and City holidays.
c. "City Contributions" tneans fimds provided by the City for purposes of subsidizing
healthcare benefits of the Covered Populations. Such contributions may not be used for voluntary
benefits. It does not include money dedticted fi•om the pay of active Fire Pighters or Recruits for
healthcare premiums that is remitted to the Trust for the Local 440 Benefit Plan(s).
d. "City Healthcare Plan" tneans the healthcare plan that the City offers to cetired
employees, eligible spouses and dependents, as amended from time to time.
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e. "City Subsidy" means the rate table reflecting each plan design for actives, retires,
spouses, dependents and each combination thereof a developed for the City's Healthcare Plan each
year.
f. "Code" means the Internal Revenue Code of 1986, as amended, and regulations
adopted thereunder. The term includes any subsequent amendments to or successors of those
statutes or regulations.
g. "Covered Populations" means Recruits, Fire Fighters, Future Reticees, Pce-
Medicare Retirees, Eligible Spouses, and Eligible Dependents eligible to receive healthcare and
other benefits under this Agreement. The term does not include Medicare Retirees. The tecm also
does not include any Pre-Medicare Retiree, whethec• single ot• part of a married couple, who has
chosen to not enroll in the Loca1440 Benefit Plan, nor their eligible spouse and eligible dependents.
"Effective Date" means May 1, 2018.
i. "Eligible Dependent" means a legal dependent (other than an Eligible Spouse) who
would be eligible for coverage on the City's Healthcare Plan due to the person's relationship to a
Recruit, Fire Fighter, Future Reticee, or Pre-Medicare Retiree.
j. "Eligible Spouse" means a legal spouse who would be eligible for coverage on the
City's Healthcare Plan due to the person's i•elationship to a Recruit, Fire Fighter, Future Retiree,
or Pre-Medicare Retiree.
I<. "Fire Fighter" means any active employee and member of the bai•gaining unit
represented by the Association.
I. "Future Retiree" means any Fire Fighter who had not retired before the ratification
of the initial Agreement in 2018 and is thereby govet�ned by the tet�ms of the 2014 Collective
Bargaining or successor agi•eements and retires fi•om the City on or after the Effective Date.
m. "Health Savings Account Plan" or "HSA Plan," also lcnown as a high deductible
healthcare plan, means one in which a pacticipating member pays a higher-than-normal deductible
in exchange for a lower premium cost and, in the case of the City's HSA Plan, incorporates a health
savings account funded with pre-tax contributions by the participant and/or employer with the
balance in the account for use in paying qualified medical expenses in accordance with the Code.
n. "Local 440 Benefit Plan" shall mean the plan provided to the Covered Populations
under this Agreement, which will include medical, pharmacy, and dental benefits, and may include
other benefits and pi•oducts related to physical or mental health.
o. "Medicare Retiree" means any former Fire Fighter who retired fi�om a position
within the bargaining unit represented by the Association before the Transition Date and who, as
of the Transition Date, meets the age requicement for Medicare or is otherwise eligible to receive
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current Medicare benefits. The term includes an Eligible Spouse oc Eligible Dependent of a
Medicare Retiree.
p. "Post-Transition Claims" means all claims incw•red on oi• after the Transition Date
that are the responsibility of the new plan. Hospitalizations or other• inpatient treatments
commenced on or after the Transition Date shall be considered to be Post-Transition claims.
q. "Pre-Medicare Retiree" means aily former Fire Fighter who c•etired fi•om a position
within the bargaining unit represented by the Association before the Transition Date and who as
of the Tcansition Date had not yet met the age requirement to be eligible for Medicare.
r. "Reccuit" shall mean any employee of the City of Fort Worth who is participating
in a City of Fort Worth Fire Fighter Training Academy and who is covered by this Healthcare
Contract as a coildition of employment and will be cepresented by the Association upon graduation,
both as a consequence of Texas Local Government Code 174.001 et seq.
s. "Third-Party Administrator" or "TPA" means an organization that processes
medical or healthcai•e claims or cei�tain aspects of employee benefit plans offered by the Trust and
t11e Local 440 Bene�t Plan(s).
t. "Transition Date" means the date of Januai•y 1, 2019 on wllich coverage foi•
Reccuits, Fire F'ightei•s, F'uture Retirees, Pre-Medicai•e Retirees, Eligible Spo��ses, and Eligible
Dependents shifted to the Trust in accordance with Section 5.
Section 2. Coverage and the Provider.
a. The Association and the City entered into the initial Agreement in 2018 to obligate
the Association to take app�•opriate steps to create a Trust that would administer a healthcace plan
for the Covered Populations and allow t11e Trust formed by the Associatron to offer a dental plan
and other voluntaiy benefits that may include vision, disability, and life insurance. All of the
Covered Populations who are eligible to participate in the Local 440 Benefit Plan(s) will be
excluded fi•om the City's Healthcare Plan's offerings with the exception of benefits identified in
Section 2.c.
b. The City shall continue to allow the Trust to participate as a sub-organization under
the City's dental plan so long as the plan mircois the City's exactly, the cost is billed separately to
the Trust, and the ari•angen�ent is reasonable for all pai-�ies.
c. The City shall continue to provide an Cmployee Assistance Program to Fire
Fighters and Reci•uits and their Eligible Spouses and Eligible Dependents, if provided by the City
to other active employees and their eligible spouse and dependents.
d. The City shall continue to provide to active Fire Fighters and Recruits coverage
undei• basic life insurance at the City's expense if provided by the City to other active employees.
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e. In accordance with the requireinents of the Code, the City shall continue to
administer any Health Savings Accounts and Flexible Spending Accounts (respectively, "HSA"
and "FSA") for eligible Fice Fighters, Recruits, and Pre-Medicare Retirees if provided by the City
to other active employees. All third-party administration costs related to adlninistei•ing HSAs and
I'SAs fot� eligible members of the Coveced Populations will be deducted fi•om the City
Contributions as detailed below.
f. Benefits described in Sections 2.b through 2.d are subject to change oc
discontinuation at any time in the discretion of the City. Availability to Covered Populations shall
be contingent on benefits being available to othec active City employees.
Section 3. The Trust.
a. The Association shall continue to operate a tax-exempt ti•ust (the "Trust") in
compliance with all State and Federal laws and with the sole purpose to fund and administer the
Local 440 Benefit Plan(s) for the Covered Populations. The Trust must obtain Internal Revenue
Service approval for the Trust to function as a tax-exempt, non-profit entity, provided, however
that such approval is not a pt•erequisite to execution or implementation of this Agreement or the
transition of Covered Populations to tl�e Local 440 Benefit Plan(s).
b. The Tcust is prohibited from providing benefits to any persons outside of the
Covered Populations contemplated by this Agreement. However, the Parties acicnowledge and
agree that a firture, mutually agreed healthca��e contract and/or collective bargaining agreement
may expand the concept of Covered Populations and allow the Association and/or Trust to provide
a healthcare plan or other benefits for Medicare Retirees, their eligible spouses and dependents, or
others.
c. The instrument governing the Trust shall be consistent with the form and content
of the Trust Agreement attached as Exhibit A. The Trust shall limit investment options to those
authorized by the Tcust's duly adopted Investment Policy Statement, which shall be provided to
the City for approval at least thirty (30) days before adoption. The Trust shall prevent prohibited
transactions such as loans and excess compensation.
d. The Trust shall not compensate any member of the Covered Populations for
managing the Trust; however, this provision does not prohibit the Boai•d of Trustees fi�om hiring
member liaisons who have the limited responsibility of explaining plan benefits, addressing open
enrollment questions, and directing participants to appropriate vendors for issue resolution. In
addition, this provision does not prohibit the Board of Trustees from hiring and compensating an
appropriate number of staff who are not members of the Covered Populations to manage the affairs
of the Trust.
e. Expenditures fi�om the Trust for travel, training, and conferences for the purpose of
fulfilling the Board of Trustees' respoi�sibilities to the Local 440 Senefit Plan(s) shall be limited
to destinations in the United States. Where feasible or practical, the Trustees shall participate in
organizations and meetings located in the Dallas-Fort Worth area of Texas to minimize travel and
127
related expenses. All travel and training shall comply with a formal Ti•avel and Training Policy
adopted by the Boacd of Trustees that places appropriate limits on fi�equency, duration and cost of
travel.
f. The City recognizes that the Trust will iuc��r administi•ative expenses, including
brolcer and benefit-administ►•ator fees, related to providing healthcai•e coverage, and Trust assets
may be used for pucposes of paying such expenses. All administcative expenses shall be accounted
for sepacately and / or disclosed on Scliedule C of Form 5500.
g. The City also recognizes that the Association may offei• certain health and well�less
related volunta�y benefits that may be administered as pai•t of the Trust. A�ly provision by the
Association of voluntacy benefits may be included in the Trust but ��nust be funded and accounted
for sepacately fi•om t11e City Contributions.
h. The Association will invite an employee of the City designated by the City Manager
to participate as an ex ex-officio inember at all regulai• and specially called meetings of the Board
of Trustees; howevec, said designee will not have a voting position or assume any �duciary
cesponsibility foc the City in the management of the Trust or adminish•ation of the Local 440
Benefit Plan(s). The ex-officio member will be given at least 30 days advance notice of any
regulacly scheduled meeting, and at least seven days advance notice of any special meeting, and
ceceive a copy of all materials provided to the Board of Ti•ustees related to the management of the
Trust in the saine manner as other Tcustees.
i. The Trust will cover, at a minimum, all of the Covered Populations who would be
eligible for covei•age as determined by the City each yeac. All other healthcace plan decisions,
including but not limited to, the level of coverage, who is covered (with or without City subsidy
as determined by this Agreement), and the amount to be paid by the Coveced Populatioils, will be
made by the Trust, provided the level of coverage meets the requirements of minimum essential
coverage undet� section 4980H of the Code or any successor thei•eto. The Association and the Trust
acknowledge and agree that the City is not talcing �ny claims rislc, and that the sole responsibility
of the City is to pay the agreed-upon City Contributions. All decisions related to the healthcare
and ��elated benefits for the Covered Populations will be nzade by the Trust. Under� iio
circcrmstnjices s/zall any «etion or clecision of 11�e Association or tlze Trust, rizcludi�ag but rzot
limi>ec! to pi�ovidi�zg acldifional subsi�lzes to pni•ticr.pants i►z the Loeal 440 Bei7efit Plcrn(s), be
construe�l ot• interp��etecl �o alter the oG/igatio«�s of tlre City to tl7e Covered Popa�lations in the
event of n retarri7 to the City's Healt/zcn��e Plans crnrle�� Sectio» 8.
j. The Tcust, eithec directly or through its adviso�•s, shall: (l) contract for �duciaiy
liability coverage, that includes coverage for errors and omissions of the Trustees with a minimum
annual coverage amowlt of $1,000,000.00; (2) contract with a licensed trust company or othei•
financial institution to hold the Local 440 Benefit Plan(s) assets in the name of the Trust; (3)
contract with a third party administrator ("TPA") who is duly licensed and in good standing in the
state of Texas to administer the Trust, which may include the payment of claims; (4) put in place
a fidelity bond with coverage in an amount that is equal to $500,000 covering all persons who
handle the Local 440 Benefit Plan(s) assets.
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1<. Funds transferred by the City to the Trust pursuant to Article 15 of the CBA, oc any
successor CBA, must be segregated from other Trust funds and used for the sole benefit of
participants who were hired on or after Januaiy 1, 2009 ("Post Januai•y 1, 2009 Retiree Account"),
and who subsequently retired fi•om the City.
1. The Association agrees that eveiy duty or obligation of the Trust that is stated in
this Agreement, including, but not limited to, the obligations to indemnify, hold harmless and
defend the City, is also a duty or obligation of the Association. If the Trust fails or refuses to
timely perform any such duty or obligat'ron, the City may require the Association to take action to
satisfy such duty or obligation, and the Association can satisfy the Trust's duty or obligation by
either fully perfoi•ming that duty or obligation itself, or by causing the Trust to fully perform the
duty or obligation.
m. The Association shall retain all responsibility and liability for the collective
bargaining obligations incidental to funding for the Trust and theic• obligations under the
"appointing fiduciary" doctcine with regard to any Trustee appointed or elected by the Association.
Section 4. City Contributions and Adjustments to Payments from City.
a. All of the City Contcibutions will be used only for the purposes of providing
benefits to the Covered Populations that are pei•mitted under the rules and regulations of the
Internal Revenue Service adopted pursuant to Code Section 501(c)(9).
For purposes of determining the City subsidy level foc each plan, it will be assumed
that:
The City's HSA Plan and its successors is equivalent to the Association's
HSA plan; and
ii. The City's Health Center Plan and its successors is equivalent to the
Association's non-HSA plan.
c. The City Subsidy was initially designed to reflect the amount that the City would
have contributed (excluding amounts paid by employees) for each enrolled member of the Covered
Populations had they enrolled in the City Healthcare Plan. The subsidy rate for each City
Healthcare Plan will be computed annually (see subsection d, below) and used to determine the
City Contributions for the corresponding Local 440 Benefit Plan.
d. The City Subsidy to the Local 440 Benefit Plan for the 2025 plan year, starting on
January 1, 2025, will be determined based on the 2024 City of F'ort Woi�th contribution rates for
each benefit plan for its General and Police Department employees provided in Schedule A
(attached). These individual rates will be calculated as follows foi• 2025:
1. Begin with the City's contribution t•ates for its General and Police Depat�tment
employees for 2024 for each benefit plan.
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2. Increase these City conti•ibution rates by 5%.
3. That result is the City Subsidy to the Local 440 Benefit Plan for 2025, as detailed in
Schedule A for 2025 for each benef'tt plan.
In each subsequent year, beginning Januaty 1, 2026, the City's Subsidy to the Local 440 Benefit
Plan will be an amount that is 5% more than the City Subsidy to the Local 440 Benefit Plan for
the previous calendac year. Beginning in Janua�y 2025, an amount equal to 9% of the City's
Subsidy to the Local 440 Benefit Plan for each calendar year will be retained by the City.
e. The City Contributions will be limited to members ofthe Covei•ed Populations who
would otherwise be eligible to pai�ticipate in the City's Healthcare Plan as determined by the City
foc each plan yeai•. For example, the pacties understand and agi•ee that if the City decides to
discontinue coverage foc worl<ing spouses, the Trust can continue to covec such pecsons under tlle
Local 440 Benefit Plan(s), but the City Contributions will not include any money attributable to
the cost of coverage for working spouses during the time that worlcing spouses would not otherwise
be eligible for coverage under the City's Healthcare Plan.
f. In ocder to calculate the City Contributions, on a monthly basis, tlle City will
(i) multiply the City Subsidy times the number of actu�l enrollees in the corresponding Local 440
Benefit Plan; and (ii) malce the following adjustments:
The City Contributions will be reduced by t11e third-party administrative
costs and/or insueance premiums associated with any benefits and services
that the Covered Populations continue to receive fi�om the City, including,
but not limited to, life insurance, HSA and FSA administration, and
Employees' Assistance Program;
ii. Dedl�ction of the City's annual HSA contributions; and
iii. The City Contributions will be �•educed by any additional administcative and
premium costs incui•ced by the City as a result of the Covered Populations being removed
and excluded fi�om the City's Healthca�•e Plans, thereby reducing the numbec of covered
lives and increasing the City's per-covered-life cost for its remaining plan participants;
such costs include but are not limited to those associated with tllird-pacty administration,
pharmacy benefit management, volunta�y dental insucance, and voluntary disability
insurance.
The actual amount of the City Contributions shall be calculated each nlonth to reflect tl�e actual
number of pai-ticipants in the Loca1440 Benefit Plan(s) who would have been eligible for coverage
in the City's Healthcare Plan during that plan year and who are enrolled in the Local 440 Benefit
Plan(s) as of the ficst day of the month.
130
g. While this Agreement is in effect, if the City adopts reference-based pricing,
resulting in quantifiable reductions in the City Subsidy, the City will negotiate in good faith with
the Association to maintain the City's Cont►�ibution without cegai•d to these savings.
h. In the event that the City determines it is necessary to deposit funds into the City's
active or retiree healthcare funds to restoce fund balance or to adopt a mid-yeac supplemental
appropriation due to the cost of excess claims, the City is not responsible for making a similar
suppleinental appropriation to the Local 440 Benefit Plan. Since the Trust solely controls the Local
440 Benefit Plan, City Contributions will be limited to the calculations outlined in Section 4 and
the Trust will be responsible for ensuring the sustainability of the plan design based on that City
Contribution.
i. The Association will be responsible for confirming the eligibility and actual
participation/enrollment of the Cover-ed Populations and reporting such information to the City on
a titnely basis. The Association shall provide affidavits, as requested by the City, fi•om members
of the Covet�ed Populations to verify whether they would be eligible for coverage or not under the
City's Healthcare Plan, including for non-worlcing retirees or retiree spouses, to support the
monthly calculation of the City Contribution. If the City is otherwise performing a dependent
audit of its other health plans, the Trustees may elect to include the Trust's health care plans in
such dependent audit programs, provided that the City gives sixty (60) days advance notice to the
Trust and the Association of the upcoming dependent audit. If the Trustees elect not to participate
in the City's dependent audit verification program, the Trust shall establish its own dependent
verification audit program on the same timeline or intervals as the City's health plans.
j. The City will directly bill the Trust for the City's actual costs for each item listed
below unless the parties mutually agree by a separate letter agreement to allow compensation for
administrative costs in another manner. The City shall allow payments fi�om the Trust to be made
in equal parts foe the remaining months of the Local 440 Benefit Plan(s) year in which the bill is
sent.
i. Direct expenses of the City paid to a third party in facilitating the
implementation and on-going operation of the Local 440 Benefit Plan(s), including but not
limited to, technology, file interfaces and legal costs;
ii. Membet•s of the Covered Populations will not be eligible for pai-ticipation
in the City's Wellness Progcam in 2019 or beyond because a primary intent of the Program
is to reduce and control claim costs for participants on the City's self-funded healthcare
plan.
lc. Since fewer than 100% of all retirees eligible to participate in the Local 440 Benefit
Plan have waived their rights to access to the City Healthcare Plan, the City and the Association
agree that the City will continue to offer the City Healthcare Plan to those individuals who did not
choose to participate in the Local 440 Benefit Plan so long as they are eligible.
The parties have agreed to an annual reconciliation of the costs of retirees who remain covered by
the City Healthcai•e Plan instead of the Local 440 Benefit Plan, namely for coverage of:
131
(i) any Pre-Medicare Reticee who did not choose to enroll in the Local 440
Benefit Plan and remained on ot• enrolled in the City Healthcare Plan; and
(ii) any Retiree who is part of a marcied couple (one of whom is Medicare-
eligible and one of whom is not Medicare-eligible) that has chosen to not
enroll the Pre-Medicai•e spouse in the Local 440 Benefit Plan and, as a
result, will have split coverage for those two spouses between City
Medica�•e and the City Healthcare Plan.
The annual ceconciliation of costs shall be done as follows:
No later than 180 days after the end of the plan year, City will determine the claims
incurced and amounts actually paid by the City under the City's Healthcare Plan foc the
calendar year. The City will also determine any employer and employee premium
payments owed for such coverage period.
Afte�• ►•econciling the premium payments and claims incurced and paid by the City's
Healthcare Plan (not otherwise paid by the City Healtllcai•e Plan's stop-loss carrier), the
City will cemit to the Tcust any sucplus employer/employee premiums, if any, in excess
of the claims incw•red (and actually paid by the reconciliation date).
In the event that for a particular calendar year claims exceed the anu��al
e�l�ployer/employee pi•emiums associated with any inember of tllis group, the City will
not pay to the Tcust any sucplus premiums for that calendar yeac, and instead will withhold
from future premiums otherwise payable to the Trust (payable at least 30 days after the
reconciliation is provided to the Local Association and Trustees of the Trust) a sum of
money ec�ual to the amount by which the adjusted claims paid exceeded the pj•emiums
collected for the group. [n determining the adjusted claims costs, only claims up to the
aggregate and individual stop-loss attachment cates / factors established by the Local 440
Benefit Plan for the year in which the claims were incurced shall be included.
Any i•eimburse�nent amounts received via thic•d-party reimbursements / sub►•ogation
claims shall ficst ►•eimbui•se the City for any cetained claims in excess of the Association's
stop loss limrts (not ci•edited in the previous paragrapll). If additional reimbucsements are
ava'rlable, the Association Healthcare Plan will be credited for that amount to the year in
which the claims were incurred, rathei• than when the ceimbucsements were paid and
resulting adjusting payments betwee�� the parties sl�all be included in the next subsequent
annual adjustment following the subrogation claim reimbursement.
l. In the event of a dispute, contcoveisy or claim arising out of or relating in any way
to this Agt•eement, the complaining Party shall notify the other Party in writing thereof. Within
thirty (30) days of such notice, management-level cepcesentatives of both Parties sliall meet at an
agreed location to attempt to resolve the dispute in good faith. Should the dispute not be cesolved
within thirty (30) days after such notice, the Parties will attempt to resolve any disputed issues
through mediation, using a mediatoc whose principal office is in the Dallas-Fort Worth meti•opolitan
132
area. If the Parties cannot agree to a mediator, the choice of inediator will be deteimined by a coin
toss. If the Parties cannot resolve the disputed issues through mediation, the Pat-ties may, but are
not required to, submit the disputed issues to binding arbitration. The demand for arbitration by
either Pacty shall be made witllin a reasonable time after the claim, dispute or other matter in
question has arisen, and in no event shall it be made after two years fi�om when the aggrieved Party
1<new or• should have lalown of the controversy, claim, dispute or breach. If the disputed issues are
submitted to arbitration, the City and the Association may, within ten (10) calendar days after the
Parties both have agceed to submit the matter to acbitration, mutually agree to a neutral arbitrator
whose principal office is in the Dallas-Fort Worth metropolitan area. If the Parties are unable to
agc•ee on such an appointment, the City and Association shall, within five (5) calendar days, jointly
cequest a list of seven (7) arbitrators from the American Arbitration Association or the Federal
Mediation and Conciliation Service. Within ten (10) calendar days following ceceipt of the list of
arbitratoi•s, the Parties shall select an arbitrator by each Party in turn strilcing one name from the list
until only one (1) name remains. The remaining individual on the list shall sei�ve as the arbitrator.
The Party who malces the first strike will be detei•mined by a coin toss. The arbitratoi• so selected
shall be pt•omptly notified of his or her selection through the agency selected, and tlle Pat-ties and
the arbitrator shall agree on a time, place and date for the hearing of the arbitration. The selected
agency's r�iles will govern the progress of the case. The laws of the state of Texas shall be applied
in any arbitration proceedings, without regard to p��inciples of conflict of laws. The losing Party at
arbitration will be cesponsible for paying the prevailing Party's arbitration-t�elated costs, including
the arbitrator's and agency's fees. Howevec•, each Party shall be responsible for paying its own
attorney's fees. If the Parties agree to arbitration, arbitration will be deemed to be fnal and binding,
and an election of ►•emedies. Any appeal of an arbitrator's decision in this procedure shall be sh�ictly
and solely limited to the grounds that the arbitrator exceeded their authority and jurisdiction as
pcovided under this Agreement; that the decision of the arbitratoc was pcocured by fi•aud or collusion
or that the arbitrator•'s decision is based upon a clear and manifest eri•or of law. The parties agree
that, in the event either party declines to participate in binding arbitration, venue for any dispute
arising under this Agreement shall be in the state District Courts of Tarrant County, Texas. The
parties further agree that this Agceement is subject to Subchapter I, Chapter 271, Texas Local
Government Code.
m. The City can c•eview, on an annual basis, its worlcers' compensation medical and
pharmacy claims made by Recruits and Fire Fighters and, if the City detecmines that its claims
experience with worlcers' compensation claims has resulted in increased workeis' compensation
medical and pharmacy costs for what have traditionally been considered to be a normal disease of
life, and not a worlcers' compensation-covered illness, the City can require that the City and the
Association re-calculate the City's Contributions on a prospective basis.
n. The City Contribution will be made to the Trust no later than seven (7) Business
Days following each published City payday foc active employees. The City Contribution will be
made to the Trust no later than seventh business day of each month for Retirees covered by the
Local 440 Benefit Plan. T11e Trust will be cequired to receive payment of the City Contributions
via electronic or wire transfer.
o. The City will include Retirees covered by the Loca1440 Benefit Plan in the monthly
enrollment file to the Employees' Retirement Fund.
133
p. The Trust and the City shall cooperate to ceconcile contributions as needed, which
shall generally include at least one reconciliation per pay period. Any overpayments or
ui7derpayments discovei•ed in the ceconciliation pi•ocess will be resolved in tl�e next City
Contcibution cycle. However, this provision does ilot pi•eclude later resolution if it cannot be
resolved by the next period or if the ercor is discovered later than the next pay period.
c�. If the City is delinc�uent in remitting the City Contributions, beginning on the
fourteenth (14t�') Business Day following each published City payday, the City shall pay the Trust
simple intei•est at the cate of 0.0137% per calendar day on the owed balance until the City
Contribution owed for that month is paid in fu1L This daily amount is equivalent to five percent
(5%) pec am�um. No interest will attach to any partial delinquency (limited to 3% of conti•ibution)
associated with corcection of ercocs identified during the reconciliation process.
r. All costs direct-billed to the Trust by the City sllall be remitted to the City witllin
thirty (30) days of the date of the invoice.
s. If the Trust is delinc�uent in remitting payments to the City for directly invoiced
se�vices, beginning on the tl�irty-first (315�) calendac day, inclading City holidays and weel<eiids,
following the invoice date, the Trust shall pay the City simple interest at a cate of 0.0137% per
calendar day on the owed balance until the Trust payment owed for that month is paid in full. This
daily ainount is equivalerlt to five percent (5%) per annum.
t. The City will malce deductions fi•om paycoll for Recruit and Fire Fightee
contrib��tions to the Trust foc benefits being received througli the Local 440 Benefit Plan(s). WlZere
requiced, wcitten authocization fi•om the Covered Populations to allow for a pre-tax deduction
pursuant to tlle City's Healthcare Plan under Code Section l25 will be provided to the City prior
to the time deductions are made. The Parties will detecmine a procedure that facilitates this
process, allows for pre-tax deductions where appropciate, and minunizes the administrative bucden
on the City.
u. The Trust shall have sole responsibility foc contractii�g with the Fort Worth
Employees' Retirement Fund to collect premiwns from Pre-Medicare Retirees and remit the funds
to the Tcust, unless otherwise mutually agreed or if it becomes necessat-y for the City to assume
responsibility because the Fort Worth �mployees' Retii�ement Fund is unable to perform the
necessary transactions. Tllis sole responsibility shall include any necessaiy exchanges of data in
order to cause the premiums to be collected.
v. City Contributions associated with Ai-ticle 15 of the CBA intended to benefit fire
fighters Ilired on or aftec Januacy 1, 2009, s11a11 be accounted foc separately within the Trust as the
Post Januaiy 1, 2009 Retiree Account and used exclusively for the intended purpose.
Section 5. Transition and On-Going Communication.
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a. The Trust shall handle open enrollment for participants, and coordinate with the
City as appr•opriate for any necessaiy payroll deductions or other items celated to the on-going
operations of the Trust. The City may communicate with participants with regard to any City
administered benefit plans and any other matter related to the City's relationship with the Covered
Populations. The Trust, in consultation with the City as appropriate, will develop any joint
communications necessary for the operations of the Trust. Otherwise, the Trust and Association
will be responsible for communications with participants, including all materials related to
summaiy plan descriptions, plan documents, and other similai• itelns. All such documents shall be
subject to review by the City's ex officio trustee no later than fourteen (14) days prioc to
distcibution. The purpose of this review is to ensure accuracy of information regarding City
participation a��d to prepare for City adtninistration of certain benefits and payroll withholding
consistent with this Agreement.
b. Unless otherwise agreed in this Agreement, the Association represents to the City
that member education, question responses and problem resolution will be the ultimate
responsibility of the Trust, which may engage the TPA and/or the brolcer hired by the Trust to
perform such taslcs.
c. The Association confirms that within twelve (12) months of Transition Date, the
Trust provided the City written notice from any applicable r•egulating agency that all required
actions/appi•ovals are in place, or that approval is not required.
d. The standard transition pcocesses applicable in the insurance i�ldustry when a self-
insured employer changes fi�om one health plan to another will apply. All Post-Transition Claims
shall be the responsibility of the Local 440 Benefit Plan.
e. Members of tlle Covered Populations on COBRA coverage (offered pursuant to
Federal requirements) as of the Transition Date will remain on the City's Healthcare Plan. For all
COBRA coverage (pur•suant to Federal requirements) for the Covei•ed Populations initiated on or
aftei• tllat Ti•ansition Date, the Local 440 Benefit PIat1(s) will have responsibility for meeting all
COBRA notification and coverage requirements.
g. The City shall have no financial or advisoiy responsibility for the tax consequences
to the Covered Populatioi7s who move fi�om the City's high-deductible plan to the Association's
basic plan. The City shall have no �nancial responsibility to provide a t�eimbursement to the Trust
for HSA contributions invoiced to the Trust foi• those participants on a City high deductible plan
prior to the Transition Date who do not elect a high deductible plan with the Local 440 Benefit
Plan(s).
h. Since the City collects premiums for 26 pay periods to cover 12 plan months, there
is a potential for mismatch of revenues and expenditures during the transition year. Prior to
finalization of the Transition Date, the City and the Association will agree to equitably split the
pay periods that exceed two per month to reflect the proportion of the year covered by each plan.
Section 6. Open Enrollment and Data Exchanges
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a. The City shall provide necessaty data files only to the Trust's TPA to accompany
each of the City Contt•ibutions, including Recruit and Fire Figl�ter payroll deductions. The
Association and/or Trust shall be responsible for all data file interfaces with other vendors. All
data files must meet the City's speci�cations for use in the City's payroll system. An illustrative
flow chart outlining this process is attached as Exhibit B but may be modified by mutual agreement
from time to time to ceflect the needs of the City or the Trust.
b. Per the Internal Revenue Service, only the employer is allowed to maintain a 125
Plan authorizing pre-tax payroll deductions. T1lerefoce, in ordet• fot• the pai�ticipants to mal<e pre-
tax premium contributions through payroll deductions, the Local 440 Benefit Plan(s) will be
offered to Recruits and Fire Fighters under the City's 125 plan.
c. The Trust shall provide to the City specitic plan design, premium information and
education materials for the Local 440 Benefit Plan(s) no later than sixty (60) calendar days prioi•
to the beginning of the initial open encollment peciod and of each subsequent City open enrollment
period. Plan selection data following the Trust's open enrollment will be provided by the Trust to
the City within thirty (30) calendar days of the conclusion of each open encolli��ei�t oc by December
1 of each year, whichever is earlier.
d. T�le TI'USi shall be responsible for the administration, and management of open
enrollment for Pre-Medicare Reticees and coordinating such open encollment with the City of Fort
Worth Employees Retirement Fwld ("ERF") for the deductron of pi•emi��ms fi•om the benefit
payments made by the ERF to P►�e-Medicare Retirees.
e. The Tcust shall be cespo�Isible for developing all required employee/i•eti��ee benefit
notices and customized communications necessary for open enrollment and othe�• communications
as needed or requested.
f. The Association and the Tcust are responsible for exchanging accurate and
complete cequired information with the City during the open enrollment period for any of the
Covered Populations. The Association and the Trust are also responsible for exchanging accurate
and complete required information with the ERF in connection with any amounts that must be
deducted from retii•ement bene�ts to pay premiums foi• the Local 440 Benefit Plan(s).
Section 7. Reporting Responsibilities
a. The Trust is anticipated to be deemed a component unit of the City, as defined by
the Governmental Accounting Standai•ds Board ("GASB"), and will be reported and administered
as such.
b. The Trust shall operate on a fiscal year that coincides with the fiscal year of the
City of Fort Worth, wllich is curre�ltly October 1 through September 30.
c. The Trust sllall operate the Local 440 Benefit Plan(s) on a plan year that coincides
with the plan yeai• of the City of Fort Worth, which is cuccently Ja�luary 1 thi•ough December 3l .
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d. Annually, the Board of Trustees shall engage an external auditor who is a licensed
Certified Public Accountant and qualified to review audited financial statements ofthe Trust. The
audit shall be conducted in a manner that provides compliance with auditing standards acceptable
to both the City and Trust for purposes of complying with their respective regulatoiy obligations.
Any finding resulting from the an»ual external audit, including a inatei•ial weakness or significant
deficiency shall be focvvarded to the City along with a corrective action plan simultaneous with the
submission of the audited financial statements.
e. The Tt-ust shall submit the audited financial statements that are necessary for the
City's Comprehensive Annual F'inancial Repoi-t ("CAPR") by Januaiy 1 St of each year fot• the
previous fiscal year.
All financial stateinents and i•epocts shall be prepared in compliance with
Governmental Accounting Standat�ds Board pronouncements; and the Trust
shall be responsible for implementation of any new GASB pronouncements
issued subsequent to the Effective Date of this Agreement.
ii. The Trust shall use the City's determined measurement date for GASB
calculations and submit an annual actuarial calculation in compliance with
GASB pronouncements to the City four (4) months fi•om the measurement date.
f. Within 90 days of any request by the City, the Board of Trustees shall provide to
the City the necessary data for the City to prepace an actuarial valuations of the medical and
pharmacy costs for the Covered Populations that distinguish between active and retired
participants, including Incurred But Not Reported claims (IBNR). In the event that the City is
required to prepare a separate valuation for the Loca1440 Benefit Plan in ordei• to satisfy the City's
auditor, the cost will be billed directly to the Trust following the provision of a cost estimate to the
Trust prior to the commencement of the work.
g. The Ex-Officio Trustee appointed by the City shall have access to the same
financial information about the Trust's operations as other Trustees, including access to the
financial recocds, contracts, or other operating aspects of the Trust. To the extent feasible, the
City's Internal and External Auditor shall rely on the wot�k performed by the Trust's independent
auditor with regard to the Trust's financial statements and related activities. To the extent such
work performed is insufficient, the City shall provide notice to the Trust of the additional records
/ or financial reports to be ceviewed by the Trust's auditor, or the additional recoi�ds necessary for
the City's auditor to review any financial activity of the Trust.
h. The Trust shall provide an Annual Report as noted in the Trust document that
includes information required by the US Department of Labor incidental to the Trust's annual
Form 5500 filing.
i. Within 90 days after the conclusion of the Plan year, the Trust and the City shall
share through a mutually agreeable third-party full claims data fi•om the respective TPAs including,
but not limited to, medical, pharmacy, and dental benefits. The purpose will be to evaluate the
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success of reference-based pricing and a�ry future applicability to either the Trust's or the City's
Healthcare Plan.
j. Within 90 days after the concl�ision of Plan yea►•s 2024 aild 2025, the Trust shall
provide to the City unidentified claims by Cucrent Procedural Termrnology (CPT) code in order
to analyze differe��ces in claiins eXperience by group in preparatioi� for future City Conn�ibution
calculations for subsec�uent Collective Bat�gaining Agreements.
Ic. The Boai•d of Ti•ustees sllalf be responsible foc compliance with all Federal and
State legal i•equirements applicable to the Trust, including but not limited to ►•eporting obligations,
privacy and security obligations, and fiduciaiy duties.
l. The Boai•d of Ti•ustees shall provide to the City certificates of coverage for the
fidelity bond, and fiduciaiy coverage that shall include liability coverage for Trustees, as well as
any errois and omissions coverage protecting the assets of and participants in the Local 440 Benefit
Plan(s) and the Tcust no later tllan January l of each year.
m. The Board of Ti•ustees shall notify the City withi�l tllirty (30) calendar days of tlle
date on whicll the Trust receives a complaint or grievance filed by a member of the Covered
Populations related to the Trust's coverage or benefits, oi• of any notice, investigation oi• inquiiy
from a state or fedecal government agency regarding the Trust or its operations.
n. The Board of Teustees shall notify the City within three (3) Business Days of the
date on which the Board first becomes aware of any actual or alleged theft or misappcopriation of
Trust assets.
Section 8. Coverage if Trust Fails to Provide Coverage.
a. The Parties agree that if the Trust is unable to provide healthcare coverage at any
level for any of the Covei•ed Populations, at any time, for any reason, the Covered Populations will
be eligible to resu�ne participation in the City's Healthcare Plan on a prospective basis after tlie
City is notified by the Association and the City establishes an administratively feasible effective
date foc the return of the Covered Populations to the City's Healtflcare Plan (the "Retucn Effective
Date"). The cost to the Coveced Populations, will be based on the then-existing cates for similarly-
situated employees, and eligible spouses and/or dependents. Any subsidy of the cost for coverage
undei• the City's Healthcace Plan will be based upon the rules governing such type of coverage that
are in place at the Return Effective Date.
b. If any of the Covered Populations become eligible to ceturn to the City's Healthcare
Plan, under the circumstance described in paragraph 8(a), above, the City shall have no liability
foc, nor be required to pay foc, any healthcare receivecl by the Covered Populations prior to the
RetLu•n Effective Date.
c. If any of the Covered Populations will be eligible to retu��n to the City's Healthcare
Plan, under the circumstance described in paragraph 8(a), above, and the City has already paid to
t11e Trust the City Contributions for that member of the Covered Populations foi• the month that
138
includes the Return Effective Date, the member of the Covered Populations will not be entitled to
rejoin the City's Healthcare Plan, until either: (1) the member of the Covered Populations or the
Trust repays the City the amount of money paid by the City, by or on behalf of the member of the
Covered Populations, for that metnber of the Covered Populations' healthcare coverage for that
inonth; or (2) the fic•st day ofthe next month of eligibility, provided that the membei• of the Covered
Populations pays the City in advance all amounts owed for coverage under the City's Healthcace
Plan for that month. If a member of the Covered Populations does not mal<e such financial
arrangement to return to the City's Healthcace Plan, the member of the Covered Populations shall
no longer be eligible for City healthcare coverage, until the next open enrollment for the City's
Healthcare Plan.
d. Prior to the re-enrollment of any member of the Covered Populations, the Trust
shall provide all necessary data including a minimum of the prior twenty-four (24) months of
claims, ent•ollment census, COBRA coverage enrollees, and all Trust records fot• such member of
the Covered Populations.
Section 9. Legal.
a. The Trust will comply with al] applicable state and federal laws. Without limiting
the foregoing, this includes HIPAA, COBRA, and PPACA. The Association shall retain all
responsibility and liabilrty for the collective bacgaining obligations incidental to funding for the
Trust and their obligations under the "appointing fiduciaiy" doctcine with regard to any Trustee
appointed or elected by the Association.
b. Because on-going administeation of the City's Healthcare Plan and benefits plans
and the Local 440 Be�lefit Plan(s) may necessitate the sharing of pcotected health information, or
PHI, the City, the Association, and the Trust will execute one or more business associate
agreements, in substantially the foi•m attached hereto as Exhibit C, that allow foi� mutual access of
PHI in accordance with federal law.
Section 10. INDEMNIFICATION
a. THE CITY IS NOT RESPONSIBLE (INCLUDING FIDUCIARY
RESPONSIBILITY) FOR ANY OF THE ACTIONS OF THE ASSOCIATION OR THE
TRUST. THE TRUST S�lALL DEFEND, INDEMNIFY, AND HOLD HARMLESS THE
CITY FROM ANY AND ALL LIABILITY THAT RELAT�S IN ANY WAY TO TH�
OPERATION OF THE TRUST OR PROVIDING H�ALTH CARE B�NEFITS TO THE
COVERED POPULATIONS. WITHOUT LIMITING THE FOREGOING, THE TRUST
SHALL DEFEND, INDEMNIFY, AND HOLD HARMLESS THE CITY FROM ANY AND
ALL LIABILITY RELATING TO CLAIMS THAT ARE TH� R�SPONSIBILITY OF
THE TRUST.
IN THE �VENT THE TRUST HAS INSUFFICIENT ASSETS TO PERFORM ITS
OBLIGATIONS, UNDER THIS AGREEMENT, TH� ASSOCIATION WILL DEFEND,
INDEMNIFY, AND HOLD I�ARMLESS TH� CITY FROM ANY AND ALL LIABILITY
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THAT RELATES IN ANY WAY TO THE OPERATION OF THE TRUST OR TH�
ASSOCIATION.
b. TH� ASSOCIATION, AT ITS SOLE COST AND EXPENSE, HEREBY
AGREES TO DEFEND, INDEMNIFY, PROTECT, AND HOLD HARMLESS TH� CITY
AND THE CITY'S OFFICERS, It�PRESENTATIV�S, AG�NTS EMPLOYEES, AND
S�RVANTS (COLLECTIVELY, "INDEMNITEES") FOR, FROM AND AGAINST ANY
AND ALL CLAIMS, LIABILITIES, DAMAGES, LOSS�S, LI�NS, CAUSES OF ACTION,
SUITS, JUDGMENTS AND EXPENSES (INCLUDING, BUT NOT LIMITED TO, COURT
COSTS, ATTORNEYS' FEES AND COSTS OF INVESTIGATION), OF ANY NATURE,
KIND OR D�SCRIPTION ARISING OR ALLEG�D TO ARISE BY R�ASON OF ANY
CLAIM, CAUSE OF ACTION OR LOSS: (1) RELATING TO ANY DECISION MADE OR
ACTION TAKEN BY THE ASSOCIATION, THE TRUST, OR THE BOARDS OR
OFFICERS OF EITHER; (2) SY REASON OF ANY OTHER CLAIM WHATSOEVER OF
ANY P�RSON OR PARTY OCCASIONED OR ALLEG�D TO BE OCCASIONED IN
WHOL� OR IN PART BY ANY ACT OR OMISSION RELATED TO TH�
H�ALTHCARE PLAN ON THE PART OF THE ASSOCIATION, THE TRUST OR ANY
OF SUCH PARTIES' BOARD OR OFFICERS, It�PRESENTATIVES, AGENTS,
S�RVANTS, EMPLOYE�S, OR CONTRACTORS, INCLUDING THE TPA AND ANY
BROK�R HIRED BY THE ASSOCIATION, TRUST, OR TPA; (3) RELATING TO ANY
HEALTHCAIt� S�RVICES REND�R�D, �XP�NSES INCURRED, OR PRCMIUMS
OWED PRIOR TO TH� �FFECTIVE DATE OF A MEMBER OF THE COVEI2ED
POPULATIONS' R�TURN TO TH� CITY'S HEALTH PLAN; (4) FAILURE OF TH�
TRUST OR ASSOCIATION TO COMPLY WITH ALL APPLICABL� STAT� AND
FEDERAL LAWS; AND (5) R�LATING TO TH� INSOLVENCY OF THE TRUST, OR
THE TRUST HAVING INSUFFICI�NT FUNDS IN THE TRUST TO PAY PREMIUMS
OR COV�R THE COST OF CAR� FOR ANY M�MB�R OF TH� COVEIZED
POPULATIONS.
c. Each member of the Covered Populations eligible to enroll in the Local 440
Benefit Plan(s), at each open enrollment, whether administered by the City or the Trust,
shall be required to acicnowledge and agree to the following as a condition of en�-olling in the
Local 440 Benefit Plan(s):
I AGREE AT MY SOL� COST AND EXPENSE, TO DEFEND,
INDEMNIFY, PROT�CT, AND HOLD HARIVILESS CITY AND THE
CITY'S OFFICERS, R�PR�SENTATIVES, AGENTS EMPLOYEES, AND
SERVANTS (COLLECTIVELY, "IND�MNITEES") FOR, FROM AND
AGAINST ANY AND ALL CLAIMS, LIABILITIES, DAMAG�S, LOSSES,
LIENS, CAUSES OF ACTION, SUITS, JUDGM�NTS AND EXPENSES
(INCLUDING, BUT NOT LIMITED TO, COURT COSTS, ATTORNEYS'
FEES AND COSTS OF INVESTIGATION), OF ANY NATUR�, KIND OR
D�SCRIPTION ARISING OR ALL�G�D TO ARISE BY REASON OF ANY
CLAIM, CAUSE OF ACTION OR LOSS: (1) R�LATING TO ANY CLAIM
BY ME, MY �LIGIBL� SPOUSE OR DEPEND�NT(S) THAT THE
DECISION TO PARTICIPATE IN THE LOCAL 440 B�NEFIT PLAN(S) IS
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UNENFORCEABL�, VOID OR VOIDABL� AS TO ME OR SUCH
ELIGIBL� SPOUSE OR �LIGIBL� DEPENDENT; (2) RELATING TO
ANY HEALTHCARE S�RVICES RENDERED TO, �XP�NSES
INCURI2ED BY, OR PREMIUMS OWED BY M�, MY ELIGIBLE SPOUSE
OR ELIGISLE DEPEND�NT(S) WHIL� COVERED UNDER THE LOCAL
440 BENEFIT PLAN(S); (3) RELATING TO ANY DECISION MADE OR
ACTION TAK�N BY THE TRUST, OR ITS BOARD OF TRUST�ES OR
OFFIC�RS CONCERNING THE LOCAL 440 BENEFIT PLAN(S)
CONCERNING ME, MY ELIGIBLE SPOIISE OR DEPEND�NT(S); (4) BY
REASON OF ANY OTHER CLAIM WHATSOEVER RELAT�D TO THE
LOCAL 440 B�NEFIT PLAN(S), OF ANY PERSON OR PARTY
CONCERNING ME, MY ELIGIBL� SPOUSE OR D�PENDENT(S),
CAUSED OR ALLEGED TO BE CAUSED, IN WHOLE OR IN PART, BY
ANY ACT OR OMISSION OF THE ASSOCIATION, THE TRUST OR ANY
OF SUCH PARTIES' BOARD OF TRUSTE�S OR �ITHER'S OFFICERS,
REPRESENTATIVES, AGENTS, SERVANTS, �MPLOY��S, OR
CONTRACTORS.
If any action or proceeding shall be brought by or against the City or any indemnitee in
connection with any such liability or claim, the Association, on notice fi�om the City, or any
indemnitee, shall defend such action or proceeding at the expense of the Association, by or through
attorneys reasonably satisfactory to the City.
The City and the Association agree that, with respect to any legal limitations now or
hereafter in effect and affecting the validity or• enforceability of the indemnification obligations
under this Section, such legal limitations are made a part of the indemnification obligation and
shalf operate to amend the indemnification obligation to the minimum extent necessaty to bring
the provision into conformity with the requirements of such limitations, and as so modified, the
indemnification obligation shall continue in full force and effect.
The Association agcees to notify City promptly of, and in any event no later than the fifth
(St�') Business Day after the receipt of any claim or lawsuit brought in connection with any claim
made relating to the Agreement, the Tcust, the benefits provided to any member of the Coveced
Populations through the Trust, or healthcare setvices provided to any member of the Covered
Populations pursuant to coverage provided (or supposed to be provided) under this Agreement
and/or by or thcough the Trust. The Association and the Tcust agree to malce their officers, Boar•d
members, representatives, agents, (including TPAs and consultants) and employees available to
City, at all reasonable times, for any statements and case preparation necessaiy for the defense of
any claims or litigation.
Section ll. Preemption. This Agreement shall preempt any contrai�y provisions set forth in
Ch. 2, Ai�t. V, Sec. 2-190 of the Fort Wot-th Code and Chaptec 175 of the Texas Local Government
Code, provided however that nothing herein shall be constt•ued or interpreted to preempt Section
2-190(c) or (d) or otherwise require the City to subsidize health care coverage for any individual
who is not otherwise eligible for a subsidy.
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Section 12. Term of this Agreement.
a. This Agreement (Appendix B of the 2026-2030 CBA) shall be effective upon the
Effective Date and shall remain in effect regardless of the expiration or termination of the CBA, and
j�egardless of whether a new collective bacgaining agi•eement is executed by the 30`�' day of September,
2031.
b. This Agreement shall remain in filll force and effect until September 30, 2035, Ol' U11tlI
such time as it is supeiseded by a new agceement between the Parties, wliichever occurs earlier;
provided however, that in no event shall this Agreement continue in effect after September 30, 2035.
This provision notwithstanding, indeinnifications i•equired by this Agceeinent ii1 Section 10 shall
survive the expiration or termination of this Agreement.
Section 13. Miscellaneous Provisions
a. Contract Construction. The Parties acla�owledge that each Party and its counsel
have reviewed and revised this Agreement and that the normal rules of construction to the effect
that any ambigliities are to be resolved agai►�st the drafting p�rty shall not be employed in the
intecpretation of this Agreement or exhibits hereto.
b. Severability. If any provision of this Agreement is held to be invalid, illegal oi•
unenforceable, the validity, legality and enforceability of the remaining provisions shall not in any
way be affected oc impaired.
c. Force Maieuce. If either Party is unable, eithec in whole oc part, to fulfill its
obligations under this Agreement due to acts of God; strilces, locl<outs, oc other industcial
disturbances; acts ofpublic enemies; wars; blocicades; insurrections; riots; epidemics; public health
crises; eacthqual<es; fii•es; floods; restraints or prohibitions by any court, board, department,
commission, oc agency of the United States or of any state; declaration of a state of disaster or of
emergency by the federal, state, county, or City government in accordance with applicable law;
issuance of a Level Orange oi� Level Red Alect by the United States Department of Homeland
Secut•ity; any arcests and restraints; civil disturbances; or explosions; or some other reason beyond
the Party's reasonable control (each a"Force Majeure Cvent"), tlle obligations so affected by such
Force Majeure Event will be suspended only during the continuance of such event.
d. Fiscal Fundin� Limitation. In the event no funds oc insufficient funds are
appropriated and budgeted oc are otherwise unavailable by any means whatsoever in any fiscal
period for payments due under this contcact, then the City will iinmediately notify the Association
of such occ�n-rence and this Agreement shall be terminated on the last day of the fiscal period foi-
which approp►•iations were �•eceived without penalty or expense to the City of any kind whatsoever,
except to the portions of annual payments hecein agreed upon for which funds shall have been
appropriated.
e. Ri�ht to Audit. The Association and the Trust agree that the City's designated
independent auditor shall, until the expiration of three (3) years afier final paytnent undet' this
Agreement, have access to and the right to examine a�ry directly pertinent boolcs, documents,
142
papers and records of the Tcust involving tcansactions relating to this Agreement. The Trust agcees
that the City's designated independent auditor shall have access dui�ing norma] wocking hours to
all necessaiy facilities and shall be provided adequate and appropriate worlcspace in order to
conduct audits in compliance with the provisions of this section. The City shall give the
Association and the Trust reasonable advance notice of intended audits.
f. No Third-Pactv Beneficiaries. The provisions and conditions of this Agreement are
solely for the benefit of the City, the Association, the Trust, membet•s of the Covered Populations,
and their lawful assigns or successors, and are not intended to create any rights, contractual or
otherwise, to any other person or entity.
g. Venue and Jurisdiction. Should any action, whether real or asserted, at law or in
equity, arise out of the execution, perfoi•mance, or attempted perfocmance of this Agreement,
venue for said action shall lie in the state district courts, Tarrant County, Texas.
h. Applicable Law. TIZis Agreement shall be consh•ued undet• and in accorda�lce with
Texas law to the extent not otllerwise preempted by �RISA (or other applicable federal law).
i. Notices. Notices to be provided hereunder shall be sufficient if forwal•ded to the
other pai•ty by hand-delivery oc via U.S. Postal Service certified mail, postage prepaid, to the
address of the other pat•ty shown below:
If to City:
If to Association:
City of Fort Worth IAFF Local 440
Attn: Asst. City Manager of HR and Benefits Attn: President
l00 Foi-t Worth Trail 3855 Tulsa Way
rort Worth, Texas 76102 Fort Worth, Texas 76107-3345
j. Para�raph Headin�s. The pat•agraph headings contained herein are for the
convenience in reference and are not intended to define or limit the scope of any provision of this
Agreement.
k. Assi�nment and Successors. The Association shall not assign or subcontract all or
any part of its rights, privileges, or duties under this Agr•eeinent without the prior written consent
of the City. Any attempted assignment of this Agreement without the City's prior written approval
shall be void and constitute a breach of this Agreement.
If City grants consent to an assignment, the assignee shall execute a written agreement with the
City and the Association under which the assignee agrees to be bound by the duties and obligations
of the Association under this Agreement. The Association and Assignee shall be jointly liable for
all obligations undec this Agreement pc•ior to the assignment. If the City grants consent to a
subcontract, the subcontractor shall execute a written agreement with the Association referencing
this Agreement under which the subcontractor shall agree to be bound by the duties and obligations
143
of the Association under this Agreement as such duties and obligations may apply. The
Association shall provide the City with a fully executed copy of any such subcontract.
L Compliance with Laws, Ordinances, Rules and Re�ulations. The Association and
the Tr•ust, their officers, agents, sej•vants, employees, and subcontractors, shall abide by and
comply with all laws, federal, state and local, including all oi•dinances, rules and regulations of the
City. It is agreed and w�derstood that, if the City calls to the atlention of the Association or the
Trust any such violation on the part of the Association, the Trust or any of either's officecs, agents,
servants, employees, or suUcontractors, then the Association or Ti•ust shall immediately desist from
and corcect such violation. Tl�is section shall sucvive the expiration or termination of this
Agreement.
m. Counterparts. This Agceement may be executed in one oc more countei•pai-ts and
each counterpart si�all, foc all purposes, be deemed ai1 original, but all suc11 counterparts shall
together constitute but one and the same instt•utnent.
n. Bt•each/Termivation/Oppoi�tunitv to Cure. If either Party cominits a matet•ial breach
of this Agreement, the non-breaching Party must give written �lotice to the bceaching Pa�•ty that
describes the breach in ceasonable detaiL The breaching Party must commence curing such breach
within foui-teen (14) calendar days after the time the breaching Party ceceives such written notice
a�id cou�plete t11e cure within fouctee�� (14) calendac days fi•o��n the date of commence�nent of the
cure. lf the breaching Party does �lot substantially cure such breach within the stated period of
time, the non-bceaching Party may, in its sole discretion, aild without prejudice to any other rigllt
under this Agi•eement, law, or equity, terminate this Agreement by giving wcitten notice to the
breaching Party; provided, however, if tl�e breach is not reasonably susceptible to cw•e by the
breaching Party within such fourteen (14) day period, the non-breaching Pacty shall not exercise
its option to terminate this Agi•eement so long as tlle breaching Party has commenced to ctire the
default within such fourteen (14) day period and diligently completes the worlc within a reasonable
time without unreasonable cessation of the worl< to complete the cure.
o. Amendment. No amendment, modification, or alter•ation of the terms of this
Agreement shall be binding unless the same is in wciting, dated subsequent to t11e date hereof, and
duly executed by the Parties.
p. Si�nature Authority. Each person signing this Agreement hereby warrants that he
or she has the legal authority to execute this Agreement on behalf of his or her respective party,
and that such binding authority has been granted by proper order, cesolution, ocdinance or othec
authorization of the entity. The other party is fully entitled to rely on this warcanty a��d
representation in e��tering into this Agreement.
q. Governmental Poweis. The Association and the Tcust agree and understands that
the City does not waive or surrender any of its governmental powers by execution of this
Agreement.
r. Non-Waiver. The fail�u�e of eithec Pacty to insist upon the performance of any tecm
or provision of this Agreeme��t or to exercise any cight herein conferred shall not be construed as
144
a waiver or relinquishment to any extent of the City's, tl�e Association's, or the Ti•��st's right to
assert or rely on any such term or 1•ight on any future occasion.
s. Entire A�reement. This written instrument (together with any attachments,
exhibits, and appendices) constitutes the entire undeistanding between the Parties concerning the
worl< and services to be performed hereunder, and any prior or contemporaneous, oral or written
agreement that purports to vary from the terms hereof shall be void.
t. Compliance with State Anti-Bovcott Law. The Association and the Trust
acicnowledges that in accordance with Chapter 2270 of the Texas Government Code, the City is
prohibited from entec•ing into a contract with a company for goods or services unless the contract
co�ltains a written verification from the company that it: (1) does not boycott Is��ael; and (2) will
not boycott Israel during the term of the contract. The tet•ms "boycott Israel" and "company" shall
have the meanings ascribed to those terms in Section 808.001 of the Texas Gover�ment Code. By
signing tlzis Agreehze�zt, the Associqtion ai7t! tlle Ti�atsf ecrclz certifies tlzat its signatu�•e provides
wi•itten ve�•ificatioiz to tlie City tlzat tlze Association and tlie Tr�c�st: (1) does iiot, boycott Is��ae%
uizcl (2) wi/l not boycott Isi•uel �lurrng tJ7e term of this Agree�ne�zt.
(Signutu�•e page follows)
145
IN WITNESS WHEREOF, TIIE PARTIES HAVE CAUSED TO HAVE THIS AGREEMENT
TO BE SIGNED BY THEIR DULY AUTHORIZED REPRESENTATIVES ON THIS g
DAY OF �-�� r y/ , 2026.
City of Fort Worth:
FORT WORTH PROFESSIONAL
FIR�FIGHTERS ASSOCIATION,
LOCAL 440:
/f '_� , �
%G��v�/�� �L � .
By: � � " l, BY� �
Name: Jesus "Jay" Cl�apa Name: Zac Sha r
Title: City Managei° Title: President
/ �"
Date: 6���, F��'
Date: �U � K — �-G
CITY OF FORT WORTH INTERNAL ROUTING PROCESS:
Approved �s to Form and Legality:
��
� �vl�/�.�
By:
Name: Gavi Midgley
Title: Assistant City Attorney
Cont��act Authorization:
M&C: z�(� � � ► �_j
Contract Compliance Manager:
By signing I acknowledge that I am the person
responsible for the monitoi•ing and
administration of tl�is contract, including
ensuring all performance and reporting
requirements.
By:
Name: William Johnson �,a-�vopnn �
Title: Assistant City Man er ,Q.a ��R'�' ��1�
��G o0000000 ( �
Q� � � o� �
��o° o`r�i
�o o=
i� � ° o°
City Secretary: ��C� o 0
����o�°°�0000°°'o A'�
By:
� ...�rl''�a�
Nam . Jannette S. Goodall
Titl . City Secretary
� � _�I�U�IIh':II,�?��. �����4���
I� ����1' �" A���(�m��,���
� �.���, �;�b��/fi� 1wt?� n �. �Tr�,,
�
� I
146
By execution hereof, I acicnowledge and agree on behalf of the Fort Worth Firefighters Local
440 Healthcare Trust (the "Trust")
➢ that I have legal authority to bind the Trust,
➢ that I have reviewed the Trust Agreement and understand the same
➢ that I hereby bind and commit the Tr•ust to compliance with the terms of the Trust
Agceement
➢ that I have reviewed the Healthcare Contract between the City of Fort Worth and the Foc-t
Worth Professional Firefighters Association (the "Agreement")
➢ that I undecstand the Trust's rights, responsibilities, and duties under• the Agreement
and
➢ that I hereby bind and commit the Trust to compliance with the Agreement.
TRUST:
BY�_ i �
Name: Zac Sh�ffer � ��
Title: Chau•man of the Trust