The City of Sparks, Nevada, enters into labor agreements with its various bargaining units. The City of Sparks (City) and IAFF, Local 1265, entered into a multi-year agreement covering July 1, 2012 through June 30, 2015. The parties began meeting early 2015, and continued to meet on a regular basis to discuss the terms and conditions of the agreement. The bargaining agreement proposed today is the result of those meetings, and will cover the period July 1, 2015 through June 30, 2017. The City and the Unit believe the attached agreement fairly represents a good faith effort to reach agreement on labor issues related to this multi-year agreement involving wage rates and benefits. Both negotiating teams are positively recommending ratification/approval of the proposed agreement by their respective authorizing bodies.

Following is a Summary of Tentative Agreement reached between the parties. This summary is intended to outline the significant benefit changes. Also attached to this report are both a strike out and final version of the proposed agreement.

SECTION 1 - ADMINISTRATION

ARTICLE B. ADOPTION OF AGREEMENT

Removes the Sparks Fired Department Rules and Regulations as a part of the bargaining agreement.

Article D. DURATION OF AGREEMENT

This Agreement shall take effect July 1, 2015 and shall continue in force until June 30, 2017.

 SECTION 2 – PAY

Article A. Pay Rates, 

Effective the first full pay period following July 1, 2015, a 1.0% Cost of Living Adjustment (COLA) for each position listed in Appendix A, and each employee base salary.

Effective the first full pay period following July 1, 2016,  a 1.0% Cost of Living Adjustment (COLA) for each position listed in Appendix A, and each employee base salary.

Article D. Educational Incentive Pay and Educational Leave

Implements Educational Incentive Pay for earning Bachelor's Degree (Effective the first full pay period following July 1, 2016).

• An employee earning a Bachelor’s Degree from an “accredited” institution shall receive three percent (3%) of the employee’s base biweekly pay as an educational incentive.c.
• An employee who is eligible for both educational incentives (AA and Bachelor’s) shall receive six percent (6%) of the employee’s base bi-weekly pay as an educational incentive.  Employees earning the Bachelor’s Incentive will not receive the 1.5% for credits earned towards an AA in Fire Science.
• An Employee earning a Bachelor’s Degree in Fire Science will receive six percent (6%) of the employee’s base bi-weekly pay as an educational incentive.  Employees earning this incentive will not receive the 1.5% for credits earned towards an AA in Fire Science.

Article H. EMPLOYEE LONGEVITY

For those employee's not recieving the 'grandfatered' $5,000 maximum, the maximum Longevity pay will be increased from $2,500 to $3,000 (Effective the first full pay period following July 1, 2016).

Longevity will not be prorated upon the death of an employee.

Article I. CLOTHING ALLOWANCE AND PERSONAL ITEMS

Uniform Allowance will be paid with the employee's regular pay each pay period (not quarterly).

Adding new ARTICLE K – Deferred Compensation Match

Effective the first full pay period of July 2015, each employee that is an active participant and contributes a minimum of fifty dollars ($50.00) per pay period to a City approved Deferred Compensation program, will have their contributions matched by the city, not to exceed fifty dollars ($50.00) per pay period.

SECTION 3 - BENEFITS

Article A. GROUP HEALTH AND LIFE INSURANCE

Eligibility for Group Health and Life Insurance will be the beginning of the month following hire.

SECTION 4 – LEAVE BENEFITS

Article A. HOLIDAYS AND HOLIDAY PAY

Pay for unused or banked hours may be paid out at any time during the fiscal year

Article B. ANNUAL LEAVE

Once per fiscal year, an employee may elect to cash out annual leave in the amount of forty (40) hours.  The employee must have a minimum of one hundred sixty (160) hours to utilize this benefit.  This benefit does not relieve the employee from taking the required normal vacation.

Article C. SICK LEAVE

The qualifying period of six months for sick leave use is removed.

Article G. MILITARY LEAVE

Spedifies that if military reservist is called to active duty, the City will compensate all military reservists for any difference between the military pay received and the employee’s base pay at the beginning of the military leave.

1. The Council may choose to approve the proposed bargaining agreement as outlined by staff. 2. The Council may choose not to approve the proposed bargaining agreement as outlined by staff. 3. The Council may choose not to approve the proposed bargaining agreement as outlined by staff and direct staff toward another alternative.

I move to approve the bargaining agreement between the City of Sparks and the IAFF Local 1265 for the contract period of July 1, 2015 through June 30, 2017.