HomeMy WebLinkAbout2024 - 2026 CBA - Signed CITY OF
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CITY OF TWIN FALLS
AND
TWIN FALLS FIRE FIGHTERS LOCAL 1556
Collective Bargaining Agreement
October 1, 2025 to September 30, 2026
TABLE OF CONTENTS
SECTION 1 -FORMAL RECOGNITION...............................................................................3
SECTION 2-ASSOCIATION MEMBERSHIP/DISCRIMINATION..................................3
SECTION 3-MANAGEMENT RIGHTS.................................................................................3
SECTION 4-PREVAILING RIGHTS .....................................................................................4
SECTION 5-PERSONNEL REGULATIONS ........................................................................4
SECTION 6-PAYROLL DEDUCTIONS OF DUES..............................................................4
SECTION 7-ASSOCIATION BUSINESS...............................................................................4
SECTION 8-TRAVEL EXPENSES......................................................................................... 5
SECTION 9-BULLETIN BOARDS......................................................................................... 5
SECTION 10-FAIR LABOR STANDARDS ACT.................................................................. 5
SECTION 11 -WORK PERIOD................................................................................................ 5
SECTION 12-OTHER PAY...................................................................................................... 6
SECTION 13-VACATION AND HOLIDAYS........................................................................ 7
SECTION 14-MEDICAL LEAVE ........................................................................................... 8
SECTION 15-FAMILY MEDICAL COVERAGE PROGRAM...........................................9
SECTION 16-MEDICAL EXPENSE RETIREMENT PLAN............................................... 9
SECTION 17-LONGEVITY PAY.......................................................................................... 11
SECTION 18-ACCIDENT LEAVE ....................................................................................... 11
SECTION 19-BEREAVEMENT LEAVE ............................................................................. 11
SECTION 20-MILITARY LEAVE........................................................................................ 12
SECTION 21-RETIREMENT FUND.................................................................................... 12
SECTION 22-SOCIAL SECURITY ...................................................................................... 12
SECTION 23-DISABILITY INSURANCE........................................................................... 12
SECTION 24-MANNING OF COMPANIES........................................................................ 13
SECTION 25-SHIFT ASSIGNMENTS ................................................................................. 13
SECTION 26-TRADING OF SHIFTS................................................................................... 14
SECTION 27-VACANCIES-PROMOTIONS.................................................................... 15
SECTION 28-LATERAL RECRUITS................................................................................... 15
SECTION 29-PERSONNEL REDUCTION.......................................................................... 16
9/16/2025 i
SECTION 30-DISCIPLINE PROCEDURE.......................................................................... 17
SECTION 31 -GRIEVANCE PROCEDURE......................................................................... 17
SECTION 32-RESIDENCY REQUIREMENT.................................................................... 17
SECTION 33 -SAFETY PROGRAM...................................................................................... 17
SECTION 34-HEALTH AND WELLNESS.......................................................................... 17
SECTION 36-CLOTHING ALLOWANCE.......................................................................... 20
SECTION 37-EMPLOYEE GOLF RATES.......................................................................... 20
SECTION38-PARKING......................................................................................................... 20
SECTION 39-SAVING CLAUSE........................................................................................... 20
SECTION 40-APPENDICES AND AMENDMENTS.......................................................... 20
SECTION 41 -DURATION OF AGREEMENT.................................................................... 20
APPENDIXA.............................................................................................................................. 22
APPENDIXB.............................................................................................................................. 25
APPENDIXC..............................................................................................................................27
9/16/2025 ii
AGREEMENT
This Agreement is entered into by and between the CITY OF TWIN FALLS, IDAHO, hereinafter
referred to as the EMPLOYER, and LOCAL 1556 INTERNATIONAL ASSOCIATION OF FIRE
FIGHTERS, hereinafter referred to as the ASSOCIATION.
It is the purpose of this Agreement to achieve and maintain harmonious relations between the
employer and the Association:
a) to maintain and increase individual productivity and quality of services;
b) to express the complete agreement between the parties on wages, hours and conditions of
employment;
c) to prevent any interruptions of work and interference with the efficient operation of the
Fire Department; and,
d) to confirm an orderly procedure for the resolution of grievances.
SECTION 1—FORMAL RECOGNITION
The Employer recognizes the Association as the exclusive bargaining agent for all employees of
the Fire Department except the Fire Chief, Deputy Chief, Battalion Chiefs, Fire Marshal, and
Administrative Assistant,pursuant to the terms of Idaho Code Sections 44-1801 through 44-1811,
inclusive. The Association recognizes the City Manager and the City Council,acting through their
appointed committees, as the only legal and binding authority of the Employer.
SECTION 2—ASSOCIATION MEMBERSHIP/DISCRIMINATION
Membership in the Association is voluntary and is governed by Association by-laws. The
Employer agrees not to discriminate against any employee for his/her activity in behalf of, or
membership in, or non-membership in the Association. The Employer and the Association agree
that there shall be no discrimination against any employee because of race, creed, color, national
origin, gender, religion,physical limitation, or sexual orientation.
SECTION 3 —MANAGEMENT RIGHTS
It is further recognized by the Association that, except as expressly stated herein, the Employer
shall retain whatever rights and authority are necessary for it to operate and direct the affairs of
the Fire Department in all of its various aspects including,but not limited to, the right to direct the
working forces; to plan, direct and control all the operations and services; to determine the
methods,means, organization and number of personnel by which such operations and services are
to be conducted, to assign and transfer employees, to schedule working hours and to assign
overtime; to determine whether goods or services should be made or purchased, to hire,promote,
demote, suspend, discipline, discharge or relieve employees due to lack of work or documented
personnel issue; to make and enforce reasonable rules and regulations; and to change or eliminate
existing methods, equipment or facilities. The Employer reserves the right to contract for any or
all fire related services; however,the Employer agrees not to implement a contract for suppression
services without written notification to the Association at least 160 calendar days prior to the
beginning of a fiscal year.
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SECTION 4—PREVAILING RIGHTS
All written and agreed upon rights, privileges, and working conditions enjoyed by the employees
at the present time, and are not included in this Agreement, shall remain in full force, unchanged
and unaffected in any matter, during the term of this Agreement unless changed by mutual consent
of the Employer and the Association. In the event a right, privilege or working condition is
inadvertently omitted or cannot be mutually agreed upon, it may be subject to the grievance
procedure. If a prevailing right conflicts with a provision of the Fair Labor Standards Act, as
regulated by the Department of Labor or interpreted by the courts, the standard established by the
Fair Labor Standards Act shall prevail.
SECTION 5—PERSONNEL REGULATIONS
The Association agrees that its members shall comply in full with all Fire Department Rules and
Regulations,including Standard Operating Procedures and/or Guidelines,as are currently in effect
and as may be modified by the Chief during the term of this Agreement.Modifications to the Rules
and Regulations or Standard Operating Procedures and/or Guidelines shall be given an opportunity
to offer suggestions prior to the implementation. The Association may submit, at any time,
recommendations for modifications to Rules and Regulations, including Standard Operating
Procedures and/or Guidelines,to the Employer's authorized agent for their evaluation,review and
consideration for adoption. Changes in the rules and regulations including Standard Operating
Procedures and/or Guidelines, during the term of this agreement shall be subject to the grievance
process.
The provisions of city of Twin Falls Employee Handbook, as amended from time to time by the
City Council, shall apply except where there is a conflict with the provisions of this agreement. In
the case of a conflict,the terms and conditions of this agreement shall prevail.
SECTION 6—PAYROLL DEDUCTIONS OF DUES
The Employer agrees to deduct, once each month, dues only, in the amount certified to be current
by the Secretary-Treasurer of the Association from the pay of those employees who individually
request in writing that such deductions be sent to the Treasurer of the Association.
The Association agrees to indemnify and hold the Employer harmless against any and all claims,
suits, orders or judgments brought or issued against the Employer as a result of any action taken
or not taken by the Employer under the provisions of this article.
SECTION 7—ASSOCIATION BUSINESS
Employees elected to Association office shall be granted reasonable time off to perform their local
Association functions with the Employer. In addition, as many as three (3) members of the
negotiating team shall be allowed time off up to six (6) shifts per person for all meetings which
shall be mutually agreed upon by the Employer and the Association. Upon mutual agreement,
further time for negotiations may be allowed.
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The members of the Association may take approved hours off for Association business authorized
by Association officers, in accordance with the departmental regulations. This time will be paid
back at the end of each quarter year from an equal allotment of vacation hours from each
Association member. With the approval of the Fire Chief, the Association may use the main fire
station for Association business meetings. With the approval of the City Manager if an association
member is conducting association business that is deemed mutually beneficial then he/she may be
compensated by the Employer at a regular compensation rate for the duration of said business.
SECTION 8—TRAVEL EXPENSES
All members of the Association who are authorized to travel on official City business shall be
reimbursed for actual expenses incurred in the course of conducting the business in accord with
the policies established by the City's travel policy. Entertainment or other personal expenses not
directly involved in the conduct of City business are not reimbursable.
SECTION 9—BULLETIN BOARDS
The Employer agrees to furnish space for one suitable bulletin board to be supplied by the
Association in a convenient place in each fire station. The Association shall limit its posting or
notices and bulletins to such bulletin boards for the purpose of posting notices of Association
meetings, Association elections, Association election returns, Association appointments to office
and Association recreational or social affairs. Such notices shall first be approved by the
Association officers. The Association agrees to limit the posting of such notices to its bulletin
board space. It is specifically understood that no notices of a political or inflammatory nature shall
be posted.
SECTION 10—FAIR LABOR STANDARDS ACT
It is recognized by both parties that the Employer must comply with the requirements of the Fair
Labor Standards Act. Unless otherwise covered by this agreement, it is the intention of the
employer to comply with the minimum standards required by the law.
SECTION 11—WORK PERIOD
Both parties covered by this agreement have elected to establish an alternative work period as
allowed under Section 7(K) of the Fair Labor Standards Act.
Each work period shall commence at 8:00 A.M. and end twenty-four (24) days later. The work
period selected for Section 7(K)purposes is not to be confused with the pay period or tour of duty.
The term work period simply refers to the 24-day period used to compute the overtime due under
Section 7(K).
After an initial training period, during which the new employee will work a 40-hour work week,
the regular tour of duty for suppression personnel shall be one (1) rotating forty-eight (48) hour
on-duty shift followed by ninety-six(96)hours off duty.
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Exception: When staffing levels are less than a number that allows for equal placement on all three
shifts, an alternate schedule will be used for employees not assigned to shifts A-C, as described
below. The intent of this alternate shift schedule is to allow equal shift coverage when Full Time
Equivalents are not divisible by three increments.
24 Hour D and E Shift
Alternate Shift Schedule One (D-shift) (*repeating three week):
Monday, Wednesday
Monday, Thursday
Monday, Tuesday, and Friday
*Every 168 days the Monday, Thursday cycle is changed to a Monday, Wednesday
cycle during this work week. This allows Pay cycles to be consistent.
OH I
i Mon Tue I Wed Thu Fri Sat sun Mon Tue Wei I Thu Fri Sat Sun
Alternate Shift Schedule Two (E-shift) (* repeating every three weeks):
Tuesday, Thursday
Tuesday, Friday
Wednesday, Thursday, and Saturday
*Every 168 days the Tuesday, Friday schedule adds a Sunday and the following
week, is a Thursday Friday schedule and the Wednesday is an off-day. This allows
Pay cycles to be consistent.
DDED
1 Tue Wed Thu Fri Sat Sun Mon Tue LVe T u Fri Sat sun Mon
In order to assure compliance with the Fair Labor Standards Act, time sheets will be provided by
the Employer and completed by the employee on a daily basis. Time sheets shall reflect all hours
worked and all hours paid but not worked, such as medical leave or vacation.
Appendix A to this agreement shall set forth the Pay Schedule.
SECTION 12—OTHER PAY
a. Overtime. All overtime shall be administered in accordance with the Fair Labor Standards
Act. The salary stated in Appendix A shall include straight time pay for 182 hours in a 24-
day work period. Hours worked in excess of 182 hours in a 24-day work period shall be
compensated at 1 1/2 times the regular hourly rate. All absences from work, except excused
hours, vacation, and bereavement leave, shall be excluded from the sum of hours worked
for the purpose of calculating overtime.
b. Emergency and Non-Emergency Call Back Pay. Employees called back to work for
emergency or non-emergency duty, as determined by the Chief, or his designee, shall be
paid at a rate equal to 1 1/2 times their normal hourly rate for a minimum of two (2) hours.
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C. Hold-over Pay. Employees held on shift extension shall be paid for actual hours worked in
accordance with Section 12(a).
d. Early Relief. If an employee chose to voluntarily arrive early for a shift, that employee
can relive another employee on a previous shift if both agree with no changes to either
employees' compensation. Employees are not required to provide early relief.
e. Pre-Shift Briefing. Employees who spend any amount of time prior to their shift receiving
necessary and useful information necessary for performing their duties or preparing
activities necessary to start working their shift will be compensated for such time if such
time spent is routinely more than 15 minutes.
f. Temporary Assignment. In order to maintain continuity within a station or shift, any
forecasted vacancy of greater than four (4) consecutive tours at the positions of
Driver/Operator or Captain will be filled with a temporary assignment. The individual
fulfilling the duties of the higher position will be paid an hourly adjustment equal to the
starting pay of the temporarily assigned position or 5% above the current salary of the
assigned employee,whichever is greater.
g. Portal to Portal. Any employee who is detailed out on contracted work including but not
limited to Department of Lands, U.S. Forest Service, BLM, State of Idaho, etc., shall be
compensated,portal to portal.
h. Out of Area Training. The standard for pay shall be the number of hours that would have
been worked if not for the training or the total number of hours accrued during the training
and travel whichever is greater.
Example: Employee is scheduled to work a Tuesday and Wednesday 48-hour tour, but
instead, attends an out of area training Monday through Friday for a total class and travel
time of 42 hours. The employee will be compensated for the 48 hours regularly scheduled
time. Conversely if the training and travel time totaled 54 hours the Employee would be
compensated for 54 hours. Overtime will be paid in accordance with Section 12(a).
i. Court Time. Employees called to attend or appear at any work-related court hearing during
off-duty hours shall be compensated in accordance with Section 12 (b). If more than one
court hearing is schedule within the two-hour minimum, no additional compensation will
be granted. If, however, the total time spent exceeds the two-hour period, actual hours
worked will then be compensated.
SECTION 13—VACATION AND HOLIDAYS
Each regular, full-time fire fighter working a 24-day work period as described in Section 11, shall
earn vacation leave based on the monthly accrual rate shown below. The monthly accrual rate
shall be determined according to the tenure of each fire fighter. Fire fighters working a 40-hour
work week shall earn and use vacation leave in accordance with the provisions of the Twin Falls
Employee Handbook, as amended.
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VACATION TABLE
Tenure by Years Annual Vacation Rate Monthl Equivalent
Years Shifts Hours Shifts Hours
0—9.999 7.5 180 0.625 15
10— 14.999 9 216 0.75 18
15 +years 10.5 252 0.875 21
A new employee's vacation shall start to accrue on the first day of the calendar month that is
nearest to his/her date of starting full-time regular employment.
Regular days off shall not be computed as full working days when falling within any continuous
vacation period. If an employee is eligible for the holiday benefit, holidays falling within the
vacation will not be counted as part of the vacation.
The maximum vacation accrual shall be 12 shifts. Each employee's vacation accrual record shall
be reviewed for compliance with this section on the employee's annual anniversary date.
Employees may utilize their allowance of annual leave on the basis of an application approved by
the department head subject to the right of the department head to plan the work under his/her
control and to authorize absences only at such time as the employee can best be spared. Vacation
shall be deducted from the employee's accrued balance,based on the hours of vacation used during
the work period. If an employee's vacation balance is not sufficient to cover the leave, Payroll
shall deduct monies from their paycheck in an amount equal to the deficiency. The use of vacation
prior to its accrual shall be viewed as abuse and subject to disciplinary action.
When leaving the services of the City, an employee shall be paid for accrued vacation time not
taken.
Holidays shall be New Year's Day,Dr. Martin Luther King Day,Presidents' Day,Memorial Day,
Juneteenth, Independence Day, Labor Day, Veteran's Day, Thanksgiving Day, Friday following
Thanksgiving Day, Christmas Day, and Christmas Eve when Christmas Eve falls on a Monday,
Tuesday, Wednesday, or Thursday. When Christmas Eve falls on a Friday, Saturday or Sunday,
the holiday shall not be granted. In lieu of the holiday benefit, fire fighters shall be credited 12
hours of additional vacation leave per holiday. Additional holidays granted to other City
employees shall be compensated at the hourly equivalent per holiday(one-half day=6 hours, full
day= 12 hours).
SECTION 14—MEDICAL LEAVE
Each regular, full-time fire fighter working a 24-day work period as described in Section 11, will
earn medical leave in the amount of 9.333 hours per pay period. Fire fighters working a 40-hour
work week shall earn and use medical leave benefits in accordance with the provisions of Twin
Falls Employee Handbook, as amended.
An employee shall be considered as having completed a month of service if he/she appears on the
payroll nine or more working shifts in a month. For the purpose of this section, each shift on duty
in the Fire Department will be considered as one working day. A new employee's medical leave
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shall start to accrue on the first day of the calendar month nearest to the date of starting full-time
regular employment.
For the purposes of this agreement,medical leave shall be defined as the absence from work of an
employee due to personal illness/injury, or the serious illness/injury of an immediate family
member requiring the employee's attendance. Immediate family shall be defined as spouse,
children, parents of the employee and employee's spouse, parents of the employee's spouse, or
any other family member that the employee provides care for, .
As a matter of policy, the medical leave benefit shall be considered a privilege rather than a right
of employment. Medical leave may be used as allowed in this agreement,but for no other purpose.
Any abuse of the medical leave benefit shall result in strict disciplinary action and potential
termination.
When an employee finds it necessary to use the medical leave privilege,the employee shall report
the fact to the department head or supervisor in accordance with departmental policy. The
department head shall require a doctor's release prior to allowing an employee to return to work
or prior to the authorization of medical leave pay for time not worked, when the employee's
medical leave record indicates a health problem, susceptibility to recurring illness or frequent
serious illness in the employee's family.
Any member of the Association who is temporarily incapacitated as a result of a non-work related
illness or injury and who has a limited-duty statement from his/her doctor may be allowed to return
to work to perform duties as assigned by the Chief.
Medical leave may be accumulated if not used during the year earned, subject to a maximum
accrual of 37.3333 shifts or 896 hours.
Medical leave may not be taken in advance of the period eared. Family Medical Leave or Leave
of absence without pay may be allowed as provided in this agreement. When leaving the services
of the City, an employee shall not receive pay for any unused medical leave.
Medical leave may not be used for lost time resulting from work-related injuries.
SECTION 15—FAMILY MEDICAL COVERAGE PROGRAM
Family medical coverage shall be provided in accordance with the program described in Twin
Falls Employee Handbook.
SECTION 16—MEDICAL EXPENSE RETIREMENT PLAN
The parties have agreed, as of April 1, 2023, to a medical expense retirement plan(MERP) as
follows:
1) Defined Class of Employees Receiving Contributions
For Section 16 of this Agreement, the "Defined Class" of employees receiving contributions
to the Medical Expense Reimbursement Plan(hereafter,the"MERP") of the IAFF Health and
Wellness Trust(hereafter,the"Trust"), as set forth below, consists of all employees of City of
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Twin Falls (hereafter, the "Employer") represented by IAFF Twin Falls Firefighters Local
1556 (hereafter, the"Association").
2) Employer Contribution Amount
The Employer and the Association agree that the Employer shall pay a mandatory contribution
of$75.00 per month on a pre-tax basis of every employee in the Defined Class who is covered
by this Agreement represented by the Association and shall transmit such contributions to the
Trust pursuant to the requirements in Number 5 of Section 16 of this Agreement.No Employee
in the Defined Class shall be permitted to opt-out of the mandatory contributions or receive
any portion of the contribution in cash.
3) Employee Contribution Amount
The Employer and the Association agree that the Employer shall withhold a mandatory
contribution of$75.00 per month on a pre-tax basis from the pay of every employee in the
Defined Class who is a member of the bargaining unit represented by the Association and shall
transmit such contributions to the Trust pursuant to the requirements in Number 5 of Section
16 of this Agreement.
No employee in the Defined Class shall be permitted to opt-out of the mandatory contributions
or receive any portion of the contribution in cash.
4) Retirement-Health Care Savings Plan (Retirement Bank)
The Employer sponsored retirement-health care savings plan, commonly referred to as
retirement bank, shall freeze and no additional contributions shall be made as of October I",
2023. All existing retirement banks shall be converted to a monetary equivalent of the balance
of the bank multiplied by the employee's hourly rate on September 301h, 2023. The balances
will then be contributed into the member's MERP account as budgeted on an annual basis until
paid in full or it will be paid in full when an employee PERSI retires. The annual distribution
amount will depend on the funds budgeted for by the Employer with the stated goal of a (5)
five-year payout.
5) Reporting to Trust Office
The Employer shall electronically submit to the Trust office a monthly report of contributing
employees for each contribution set to the Trust, in the format requested by the Trust, and
received by the Trust Office within five (5) days of receipt of the contribution funds.
The Employer shall also provide an initial report of information for all contributing employees,
as reasonably requested by the Trust; and shall send updates to this information to the Trust
Office whenever the Employer has notice of changes to the information.
6) Hold Harmless and Liability Agreement
The Association and the members agree to hold the City harmless and indemnify the City from
all liability claims, demands, lawsuits, and/or losses, damage or injury to persons or property,
of whatsoever kind, arising from and in any way related to the implementation and
administration of the Trust. The Association and members shall be one hundred percent
(100%) liable for all liabilities inclusive of any federal, state, or local agency determination
regarding any liabilities that arise out of the Trust.The Association and members shall be liable
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for all tax penalties, as well as any other liabilities arising out of the implementation and
administration of the Trust.
Under no circumstances whatsoever will the city be liable for direct pay of any Trust benefit
to the members and/or retired members and/or their beneficiaries.
7) Continuation of Benefit
Any member in the defined class who is currently enrolled in IAFF MERP and promotes into a
position outside of the Association, as outlined in SECTION 1 of this agreement, shall carry their
existing MERP benefit as outlined under SECTION 16 of this agreement. Members will not be
eligible to carry MERP and the City's provided VEBA once promoted out of the bargaining
unit.
SECTION 17—LONGEVITY PAY
Item 6 of Appendix A describes the longevity pay.
SECTION 18—ACCIDENT LEAVE
Whenever a member of the Fire Department sustains a work-related injury, the Accident Leave
benefit, in accordance with Section 5.9 of Twin Falls Employee Handbook, may apply.
Any member of the Association who is eligible to receive compensation from the State Insurance
Fund and receives a limited-duty statement from their physician may be expected to return to work
to perform duties as assigned. The temporary reassignment may be in another department and
may include a change in the regular tour of duty. Refusal to accept bona fide limited-duty work
may be cause for the State Insurance Fund to discontinue Workman's Compensation benefits.
Accident Leave granted during the time a fire fighter is unable to perform his/her duties until
he/she begins to receive benefits from the Fire Fighter's Retirement Fund,shall not exceed a period
of twelve (12) months. It shall consist of full City pay less any compensation paid under the
Workman's Compensation laws. Said Accident Leave time shall not be deducted from an
employee's medical leave.
SECTION 19—BEREAVEMENT LEAVE
In the event of a death in the immediate family of an employee, the employee may be granted up
to four(4) shifts of bereavement leave, subject to the approval of the Chief or Deputy Chief. Paid
bereavement leave is subject to the following limitations:
• The bereavement leave benefit shall be granted no more than twice in any 12-month period
January 1 —December 3 1"not to exceed 96 hours in total. In extraordinary circumstances,
the City Manager may approve additional leave requests.
• With prior approval by the Chief or Deputy Chief the employee may elect to delay and or
split the use of bereavement leave until services for the deceased are arranged and
scheduled.
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In addition to bereavement leave, an employee may, with his or her supervisor's approval, use
available vacation for additional approved time off as necessary. Employees under discipline for
attendance issues may be required to provide documentation with regard to bereavement leave.
SECTION 20—MILITARY LEAVE
The City will comply with all aspects of the Uniformed Services Employment and Reemployment
Rights Act(USERRA) as prescribed by Federal Law.
Employees who are called for military training or service shall be granted a leave of absence,
without pay, during the actual duration of such services. The department head may hire a
temporary employee to take the place of employees on military leave. The temporary employee
shall be terminated upon the full or part-time employee's return to work. Non-war time military
leave shall be limited to six (6) months unless extension is granted by the City Council.
Employees enlisted in the Idaho National Guard or organized reserve corps shall be entitled to
military leave with one-half(1/2)pay for a period not to exceed 12 working shifts per year subject
to review and approval of the department head and City manager. Military leave will not affect
vacation or medical leave. Military leave with one-half (1/2) pay will not be granted until an
employee has completed at least 12 months continuous employment with the City prior to such
leave. An employee may at his or her option,use vacation to make up the difference between City
military pay and the employee's regular rate of pay.
SECTION 21—RETIREMENT FUND
The City shall pay the Employer's contribution as established by the retirement system.
Mandatory increases in the Employer's retirement rate set during the term of the agreement shall
be paid by the City.
SECTION 22—SOCIAL SECURITY
Following the Referendum B vote of July 16, 2012, which was held in accordance with 42 U.S.0
418(d), where a majority of the members of the Twin Falls fire fighters voted to withdraw from
the Social Security Act, the City of Twin Falls has agreed with Twin Falls Fire Fighter's Local
1556 that it shall,in lieu of paying Social Security employer contributions to the Internal Revenue
Service on behalf of each employee, contribute the equivalent amount (currently 6.2%), as
calculated for all other employees of the City of Twin Falls, into the PERSI Choice Plan as long
as each fire fighter contributes a matching contribution of a minimum of one percent(1%).
SECTION 23—DISABILITY INSURANCE
Should the City of Twin Falls discontinue offering Standard long-term disability insurance, or an
equivalent long-term disability benefit as is currently provided to all employees,the City agrees to
provide a minimum ninety(90) day notice to the Association, at which time its members can elect
to use a portion of their rebated Social Security premium to offset the costs.
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SECTION 24—MANNING OF COMPANIES
Each shift will be composed of twelve(12)full-time paid career personnel dedicated to emergency
response. The staffing configuration is as follows:
Stations 1, 2, and 3 will maintain a minimum staffing level of a Captain, a Driver/Operator, and a
firefighter.
Station 4 will be staffed with one Driver/Operator.
Additional firefighters on duty may be assigned to other stations per operational
requirements.Engine Companies will be staffed with a minimum of a Captain, Driver, and
Firefighter. Engine Companies may split staffing to accommodate changes deemed necessary by
Fire Department Administration, or On-Duty Fire Officers. Splitting staffing will not be a
permanent frontline response model.
If split staffing occurs as noted above, the Association and Fire Department Administration shall
meet within ten (10) days to discuss a solution for the temporary staffing model, until the
circumstances are mitigated or resolved.
In case of injury, illness or other uncontrollable circumstance, the shift may drop below minimum
staffing levels. The Fire Chief or his designee will take necessary actions to bring staffing levels
back to twelve personnel, within a four (4) hour period, utilizing any qualified personnel (WOC
included). This shall include mandating qualified personnel to report for duty.
In addition to the above assignments a Captain will be assigned to the Training Division and
Training Officer position per the department S.O.P.
SECTION 25—SHIFT ASSIGNMENTS
The Battalion Chiefs can change any position or station assignments or shift assignments for
department operational and functional needs. The intent of this section is to allow Battalion Chiefs
to make changes to station assignments to meet the operational need of staffing for technical and
operational needs or improve a personnel situation.Personnel situations include,but are not limited
to, personnel conflicts, disciplinary actions, and department cohesiveness. When possible, a 30-
day notice of shift change will be provided to all affected employees. Station assignments will be
made at the discretion of the Battalion Chief. Regular employees moving shifts shall be exempt
from the vacation selection (double-up rules) restrictions for the remainder of that calendar year.
This rule does not apply to introductory employees.The exemption of vacation selection rules will
not apply when the exemption would require another employee to work the holiday on overtime.
However, if another employee is willing to work the holiday, the employee being moved will be
allowed to keep the holiday off, even if it requires overtime.
Annual Station Assignment Selection Process:
1. Prior to shift assignment selection all shifts will meet with their BC to consult about shift
needs.
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2. Station assigmnent selection will be conducted annually on each shift, in October to
coincide with vacation selection. Assignments will become effective January 15c
3. The Association will be responsible for the station selection process and must be conducted
identically on each shift.
4. Station assignments will be selected based on time in grade. Time in grade will be defined
as date of promotion to Captain, Driver, and Firefighter.
5. Short term coverage required by members on the same shift and same rank for Vacations,
Medical Leave, Airport Rotation, or any other reason will be filled by a rover position
when possible.
6. When short term coverage requiring use of swing-up personnel is necessary, the vacancy
generally will be filled with qualified personnel from the station where the vacancy occurs.
Occasionally it may be necessary to move personnel from another station to achieve desired
qualification requirements.
7. The intent is to equally distribute these swing-up opportunities with the least station
movement possible.
8. New hire firefighters will be assigned to the shift with a vacancy and will spend their
probationary period on this shift.
Position Assignments:
Station l: Station 2: Station 3:
Captain Captain Captain
Driver Driver Driver
Firefighter Firefighter Driver(Rover)
Firefighter Rover Firefighter Firefighter
Firefighter
SECTION 26—TRADING OF SHIFTS
For purposes of this agreement, trading of shifts (time trades) shall be considered a prevailing
right, subject to several restrictions established by the Fair Labor Standards Act.
1) Employees who trade time must voluntarily agree to the trade. It cannot be initiated or
mandated by the employer.
2) All shift trading will require prior approval.
3) The trade must be between two employees who have the same qualifications and be able
to act in the same capacity as each other's rank or assignment. Example: If a
Driver/Operator wants to trade with a Captain he must retain the qualifications to be a
Captain (must already be a "swing-up" Captain). The Captain can trade with the
14
Driver/Operator based on the fact that he had held the position prior and therefore is
qualified.
As a result of the 1985 Amendments, if two employees trade hours pursuant to Section 7(p)(34)
of the FLSA, each employee will be credited as if he or she had worked his or her normal work
schedule. Any time worked beyond the normal work schedule will be credited to the working
employee and compensation will be paid accordingly to that employee. If the employee designated
to work an approved time trade fails to report for duty for any reason, the employee who is to
receive credit as if he or she had worked their normal work schedule will, instead, have the hours
deducted from their vacation balance.
SECTION 27—VACANCIES—PROMOTIONS
When a regular full-time vacancy occurs in any position covered by this agreement,the Employer
shall review the position in accordance with its responsibilities as stated in Section 3 (Management
Rights) and the status of the fiscal year budget. If the decision is made to fill the position,then it
shall be filled in a reasonable period of time. Filling of vacancies shall be accomplished in
accordance with the department standard operating procedure (S.O.P.).
The employer shall conduct an evaluation, on a two-year interval, for the promotional positions of
Operator/Driver and Captain. The schedule shall be developed with Association input.As a result
of the evaluation, an eligibility list shall be posted for each position with each applicant placed on
the list in ranked order. All lists will expire after two years or if all eligible applicants have been
appointed. If an applicant has been through a promotional process multiple times,the most recent
score will be used to determine their ranking on the promotional list.If two or more applicants end
up with the same score following the evaluation,Departmental seniority will be used to determine
ranking on the list.
SECTION 28—LATERAL RECRUITS
A. Hiring of Lateral Recruits
1. The qualifications for Lateral recruit firefighter shall be:
a. Must be 18 years of age or older.
b. Must have High School Diploma or equivalent.
c. State of Idaho EMT-B or NREMT EMT-B or higher scope of practice.
d. IFSAC or ProBoard Firefighter 1 or accredited equivalency.
e. IFSAC or ProBoard Firefighter 2 or accredited equivalency.
f. Minimum of 1 year as a career firefighter for any city, county, district, political
subdivision or military occupational specialty.
B. Lateral Recruit Firefighter Pay
Lateral firefighters may be eligible for a maximum of 5 years of career firefighting experience
in terms of compensation. Years of credit are counted as 12 full months in service. Lateral
years of credit do not apply to vacation selection picks, station assignment selection, or
longevity.
15
After successful completion of the academy, Lateral Recruit firefighters will move into any of
the potential position/salary steps in accordance with Appendix A of the Collective Bargaining
Agreement(CBA): Firefighter 1, Firefighter 1 +3 years, Firefighter II, Senior Firefighter
SECTION 29—PERSONNEL REDUCTION
If the Employer finds it necessary to reduce Fire Department positions,the employee with the least
service time shall be the first discharged in accordance with procedure outlined below.
If positions within a division other than the lowest ranked position are designated for reduction,
the following procedure shall apply:
a) The employee(s)with the least seniority within the position(as opposed to seniority within
the division) shall be designated for lay-off,
b) An employee so designated may elect to bump to the last position previously held,
assuming continued satisfactory performance. The employee(s) to have last attained the
position within this classification shall then be designated for lay-off. This election shall
be made in writing to the Chief within five (5) days of receiving the lay-off notice.
c) Affected employees shall be entitled to restoration to the lost position whenever a vacancy
in such position is available, assuming continued satisfactory performance.
d) Affected employees later restored to the last position shall receive full credit for actual time
served in that position, even though the terms of service may not be consecutive.
Employees bumped in accordance with Paragraph (b) shall have the benefit of the procedure
outlined in Paragraphs (a)—(d).
In the event that forced reductions or bumping affects two or more employees promoted to a
particular position on the same day, the following procedure shall apply:
a) If applicable under the promotional procedures, the employee with the highest test scores
in the testing for the particular position shall be deemed to have the superior seniority;
b) If both, seniority in the position and test scores are equal, then the employee with the most
seniority in the division shall be deemed to have the superior seniority. If test scores are
not utilized as part of the promotional criteria, then seniority within the division shall be
the sole determining factor.
An employee who is laid off because of reduction in force shall be given first opportunity for
reemployment if,
a) The employee is qualified to hold the available position; and,
b) The employee has maintained a personal record which would not discredit the
Department or the employer.
16
The laid-off employee shall be notified of the vacancy by certified mail and be given a period of
seven (7) calendar days to reply. The notification shall be mailed to the last known address of the
former employee. It shall be the former employee's responsibility to notify the Personnel Director
of any change of address,
Opportunity for reemployment shall be offered in inverse order of lay-off, so that the last person
laid off shall have the first opportunity for reemployment.
Offers of reemployment shall be limited to one (1) opportunity. If the laid-off employee fails to
respond to said notification within the time permitted or refuses the offer for reemployment, all
rights and privileges under this policy shall terminate.
Individuals restored to employment under provision of Section 27 shall retain medical leave and
seniority for time in service accrued prior to lay off. Individuals shall also retain all rights and
interests to retirement benefits as provided in State law and retirement system regulations.
SECTION 30—DISCIPLINE PROCEDURE
Appendix B to this Agreement describes the accepted discipline procedure.
SECTION 31 —GRIEVANCE PROCEDURE
Appendix C to this Agreement describes the accepted grievance procedure.
SECTION 32—RESIDENCY REQUIREMENT
All employees covered by this Agreement shall live within forty (40)miles of Twin Falls city
center, as defined as the intersection of Main and Shoshone Streets. Residency is required within
three (3) months following completion of the introductory period.
SECTION 33—SAFETY PROGRAM
The Association may submit through standard channels of communications to the Fire Chief
reports,investigations, suggestions, recommendations and review of all accidents, deaths, injuries
or illness pertinent to the fire service. The Chief shall evaluate such communications and forward
to the City Manager.
SECTION 34—HEALTH AND WELLNESS
The Employer and the Association agree that a Health and Wellness program is important to the
health and productivity of firefighters and to the safety and efficiency in performing the duties of
the job. In that spirit, the Employer shall provide mandatory physicals to every employee that has
an obligation to perform firefighting duties. The physicals will be at no cost to the employee and
will be completed annually.
The physicals shall be completed by the employer's contracted physician and a physician's
statement which indicates the employee's ability, or lack thereof,to perform the job duties will be
17
returned to the Employer. All other documentation and personal medical information shall be
directed to the employee receiving the physical and no medical information shall be shared with
the employer by the physician without the employee's consent. The various tests that are
completed as a part of the physicals will include the following:
General Physical Exam Medical History Review
Patient Stress Questionnaire EKG
Urine Analysis/Labs Tuberculosis Test
Audiogram(hearing) Spirometry(lung function)
OSHA Respirator Evaluation
Other items may be ordered at the doctor's discretion.
SECTION 35—PHYSICAL FITNESS EVALUATION
A. Annual Fitness Evaluation—Cardio Sub-Maximal Fitness Exam (CSFE):
The parties agree that all employees subject to operations shall participate in an annual fitness
evaluation and an annual health evaluation.Employees will be scheduled for the fitness evaluation
first and the health evaluation second. The results of the fitness evaluation may be provided to the
medical providers for the overall care of the employee.
1. The parties agree that an annual fitness evaluation for all employees subject to operations
shall be mandatory.
2. The parties agree that the standards required for the fitness evaluation shall be consistent
with the IAFF/IAFC and NFPA 1582, Sections 8.2 through 8.2.2.1.4, 2018 edition, as it
pertains to metabolic output standards currently or as it may be amended in the future. The
parties will confer should the IAFF/IAFC and/or NFPA 1582, Sections 8.2 through
8.2.2.1.4, 2018 edition, change or cause to be changed the metabolic output standards.
3. The parties agree that failing to pass the metabolic output standards during the fitness
evaluation will subject an employee to the procedures and standards outlined in the section
titled Annual Fitness Evaluation Matrix.
4. The parties agree that the annual fitness evaluation will be administered by health
professionals agreed to by both parties and that representatives of the selected health
professional(s) shall be considered equal in authority for the purposes of administering the
CSFE.
5. The parties agree that the evaluation shall take into consideration that there may be
temporary nondebilitating conditions that may not represent a liability to an employee, a
crew, or the department but that otherwise affect performance on the evaluation.
Participation in these components shall continue to be non-punitive.The department retains
the authority to address this circumstance by requiring a medical evaluation of the
employee by a health care professional when recommended.
B. Annual Fitness Evaluation Matrix
18
This matrix assumes the development process if employees meet under the 12 Mets standards as
defined in NFPA 1582 Sections 8.2 through 8.2.2.1.4, 2018 edition. Counseling to members
regarding fitness development shall be done by the health professionals providing the CSFE until
we have employees complete and become Peer-Fitness Trainer(PFT)certified,then members will
be counseled by both health care professionals and PFT's. Once PFT's are in place then they will
develop prescribed aerobic fitness program as required by NFPA 1582 Sections 8.2.2.1.3, 2018
edition.
8.2.1 A mandatory fitness evaluation that is not punitive or competitive shall be conducted
annually as part of an individualized program.
8.2.1.1 All component results of the mandatory fitness evaluation shall be used to establish an
individual's baseline or measured against the individual's previous assessment.
8.2.2 The mandatory fitness evaluation shall include a mandatory pre-evaluation procedure and
the components in 8.2.2.1 through 8.2.2.4.
8.2.2.1 An evaluation of aerobic capacity shall be performed after the pre-evaluation procedure or
an appropriate medical evaluation if deemed necessary.
8.2.2.1.1 Testing shall be conducted using an appropriate maximal or submaximal protocol. (See
NFPA 1582 C.2.1 and C.2.1.1) "Bicycle ergometry is not appropriate because it underestimates-
true aerobic capacity and is not work-task specific.
8.2.2.1.2 At levels below 12 METs, a firefighter shall be counseled to improve his/her fitness.
8.2.2.1.3 At levels below 10 METs, participation in prescribed aerobic fitness program shall be
required. A retest of all individuals at or below the 10 MET marker shall occur within 6 months
following the initial test. The intent of the follow up test is to aid in evaluating following the initial
test progress made by the individual and the need of any changes to the fitness program.
8.2.2.1.4 At levels at or below 8 METs, a prescribed aerobic fitness program shall be required, a
cardiac stress test may be required, and the AHJ shall be advised to consider restriction from
essential job tasks, as listed in NFPA 1582 Section 9.1.3 (1,2,4,5,6,7,8,9 and 13), if the employer's
contracted physician recommends unfit for duty.
If it is recommended by the employer's contracted physician to restrict an employee from essential
job tasks due to fitness, the employee is expected to continue in the prescribed aerobic fitness
program,until cleared to return to full duty by a qualified medical professional.If the employee is
not assigned to light duty he or she may use accrued sick and vacation leave until he or she is
cleared by a medical professional.
If it is recommended by the employer's contracted physician to restrict an employee from essential
job tasks, due to an injury, illness,or disability,then he or she will not be allowed to return to duty
until cleared to do so by a medical profession. Documentation of such injury or illness, the use,
and consequences of sick, or vacation usage, shall occur per the department's procedures.
19
A retest of all individuals at or below the 8 MET marker shall occur on a schedule and program
developed by the qualified medical professional, and their personal fitness advisor(CPT Ce1tified
personal trainer, CSCS certified strength and condoning specialist, Peer Fitness Advisor) with
regards to the needs of the individual. The intent of the follow up test(s) is to aid in evaluating the
progress made by the individual and the need of any changes to the fitness program.
If an employee has a blatant unwillingness to participate in this mandatory fitness program, then
he or she may be subjected to disciplinary actions, up to and including termination.
In addition, an hour of physical fitness per 24-hour shift for all operational personnel shall be
required, if all operational and fatigue management needs are met.
SECTION 36—CLOTHING ALLOWANCE
All uniforms, protective clothing or protective devices required of employees in the performance
of their duties shall be furnished without cost to the employees by the Employer.
SECTION 37—EMPLOYEE GOLF RATES
In order to promote physical fitness, the Employer agrees to establish employee rates for golf
course use. The employee rate shall be equal to one-half(1/2) the regular rate—either on a daily
basis or for a season pass. The discounted rate for daily greens fees shall apply to City employees
only. A reduced rate will be allowed on individual, couple and family season passes. This benefit
may be lost for represented employees if it is lost to all City employees.
SECTION 38—PARKING
The Employer shall provide, without cost to employees on duty, adequate parking space on City
property in the vicinity of fire stations and work sites.
SECTION 39—SAVING CLAUSE
If any provision of the Agreement, or the application of such provision, should be rendered or
declared invalid by any court action or by reason of any existing or subsequently enacted
legislation,the remaining parts or portions of this Agreement shall remain in fiill force and effect.
SECTION 40—APPENDICES AND AMENDMENTS
All appendices and amendments to this Agreement shall be numbered (or lettered), dated and
signed by all responsible parties and shall be subject to all the provisions of this Agreement.
SECTION 41 —DURATION OF AGREEMENT
This Agreement shall be effective as of the 1st day of October 2025 and shall remain in full force
and effect until the 30t' day of September 2026. It shall automatically be renewed from year to
year hereafter, unless either party shall have notified the other in writing of the section within the
agreement desired by either party to negotiate changes, at least one hundred and twenty(120)days
prior to the annual anniversary date that it desires to modify the Agreement.
20
In the event that such notices are given, negotiations shall begin no later than ninety(90) days
prior to the anniversary date.
DATED October 1, 2025
EMPLOYER ASSO IATIO
oayo ,Xu Pierce le Eldridge re ident
ity Manager, Tra4s P. Rothweiler D iel Gould,Vice President
Je iller, Secretary/Treasurer
21
APPENDIX A
Pay Table—Effective date of October 1, 2025
The pay table below reflects a 4% increase in the monthly salaries from the previous CBA.
Position Requirements Monthly Salary
PROBATIONARY FIREFIGHTER • High School Diploma. EMT—Basic $ 4,526
FIREFIGHTER 1
• 1 year in position $ 4,888
• TFFD Firefighter 1 Certification
• 3 years in position $ 5,130
FIREFIGHTER 1+3 years • Firefighter 1 Certification
• 2 years with TFFD
FIREFIGHTER II
• TFFD Firefighter 1 $ 5,567
• TFFD Firefighter 2
• Swing Up Driver
SENIOR FIREFIGHTER
• 5 years with TFFD $ 5,804
• Fire Instructor 1
• 3 years with TFFD
DRIVER • TFFD Firefighter 2 $ 6,327
• Driver's Academy Certificate
SENIOR DRIVER
• 5 years in position $ 6,783
• Swing Up Captain
• 5 years with TFFD
CAPTAIN • TFFD Fire Officer 1 certification $ 7,584
• 2 years as Swing Up Driver
SENIOR CAPTAIN
• 5 years in position $ 7,963
• TFFD Swing Up Battalion Chief
1) Monthly Salary: The salary shown in the pay table above shall include straight time pay for
230.67 hours. The monthly pay shall be adjusted to reflect all hours worked or not worked
which occurred during the preceding 24-day work period.
Newly hired firefighter employees will receive the Probationary Firefighter wage. Promoted
employees will be moved from his or her current salary to the salary of the promoted position.
2) Hourly Rate: Hourly rates for each position classification shall be calculated by dividing the
monthly salary by 230.67 for the calculation of overtime. The regular hourly rate for each
employee shall be adjusted to reflect longevity pay and/or certification pay.
Hours worked in excess of 182 in a 24-day work period shall be paid at one and one-half times
the hourly rate. All absences from work, except excused hours, vacation and bereavement
leave, shall be excluded from the sum of hours worked for the purpose of calculating overtime.
22
3) Changes to Pay: All salary adjustments are subject to budget authorization and Council
approval. Employees that are beyond the introductory period and that receive a favorable
performance evaluation will be granted an increase in accordance to the pay table effective
each fiscal year.
Extra Duty Pay: Members that fulfill extra duty positions and responsibilities shall receive an
extra duty payment of$150.00 on a monthly basis. Members are eligible to collect a maximum
of two extra duty payments provided that the minimum training and participation requirements
have been met.Failure to meet the minimum training and participation requirements will result
in the removal of Extra Duty Pay. This will be measured by the Training Captain and reported
to the Chief every 6-months.
Eligible Extra Duty Positions
• Fire Investigators (Maximum of 2 members)
• Hazmat Team Members (Maximum of 12 members)
• Technical Rescue Team Members (Maximum of 12 members)
4) Longevity Pay: Longevity shall be paid according to the following table for each full year of
service, commencing with the start of the sixth consecutive year of service. For the purposes
of longevity pay, an employee's anniversary date is determined by his or her completed years
of service as of December 315t of each calendar year. Longevity pay will be calculated for
completed years of service with the Twin Falls Fire Department, lateral credit will not be
considered.
Monthly Base Pay Increase On the Employee's Anniversary Date
$70.00 5
$100.00 10
$135.00 15
$165.00 20
$200.00 25
5) All TFFD certifications (ex. Firefighter 1, Firefighter 2, etc.)will refer back to the respective
departmental policy regarding that certification process.
6) Training Officer Position Compensation: The Training Officer position is regularly scheduled
for a 40-hour week and is eligible for emergency callback overtime. The position is not eligible
to work (24-hour) shift overtime unless given prior approval by the Fire Chief. Should that
occur the overtime hours shall be paid in accordance with the Section 12 (a) of the C.B.A. in
force.
The regular rate of compensation shall be based on the tenure of the Captain assigned to the
position according to the Pay Table in this appendix. The position shall also receive
Assignment Pay which is calculated as 7.5% of the Senior Captain salary amount listed in the
Pay table in this appendix.
23
Observed holidays shall follow the definitions as provided in the C.B.A. Section 13, Vacation
time shall be requested in advance and taken with the approval of the Fire Chief. Vacation and
medical leave banks shall be converted from Fire to General banks using the following
multipliers:
Fire Vacation accruals multiplied by 0.6666
Fire Medical accruals multiplied by 0.3335
Leave accruals for medical and vacation shall be set according to the General Employee Leave
Accrual Tables in the Employee Handbook Section 4, in accordance with Section 13 of the
C.B.A. with the following conversions:
Upon completion of the assignment to Training Officer, the vacation and medical banks shall
be converted from general to fire banks using the following divisors:
General vacation accruals divided by 0.6666
General medical accruals divided by 0.3335
DATED October 1, 2025
EMPLOYER ASSOCIATION
or RL h Pierce le Eldridge, Presi n
J
WVe W I
City Manager, Tr tis P. Rothweiler D iel F. Gould, Vice President
Jeff Miller, Secretary/Treasurer
24
APPENDIX B
EMPLOYEE DISCIPLINE
The purpose underlying this discipline policy is to establish a consistent procedure for maintaining
suitable behavior and a productive working environment. Disciplinary action may include oral
reprimand,written reprimand, suspension without pay,probation, demotion,reduction in pay, and
termination. Disciplinary action need not be progressive in nature.
1) Procedure: A supervisor who has cause to believe that disciplinary action may be necessary
shall make a reasonable effort to ascertain all relevant facts prior to proposing or taking
disciplinary action. The supervisor shall document evidence on the matter in a way that may
be easily reviewed and understood by someone unfamiliar with the matter. The disciplinary
action taken should reflect consideration of the severity of the offense or performance problem,
previous performance problems or offences of a similar type and the period of time between
occurrences, overall work record, and treatment of other employees under similar
circumstances.
a. Progressive Counseling may include Verbal and Written Counseling: Progressive
Counseling may be used by supervisors in response to employee policy violations,
performance deficiencies or behavior problems. The supervisor should provide adequate
information to understand the areas of concern and review dates no longer than 60 (sixty)
days in the future. Progressive counseling records shall be placed in the departmental
personnel files. After 1 year an employee may make a request to the Fire Chief that the
counseling be removed from departmental personnel files.
b. Oral Reprimand: An oral reprimand occurs when a supervisor verbally admonishes an
employee for an offense and impresses the need for corrective action. The purpose is to
eliminate misunderstandings and to set and maintain desired standards of conduct and
performance. Although the supervisor should note the date and content of the warning
for future reference,it is noted in the employee's personnel file at the time of the warning.
An oral reprimand may not be appealed.
c. Written Reprimand: A written reprimand occurs when a supervisor placed the employee
on official notice that performance or conduct must improve. The written reprimand must
clearly describe the unacceptable performance and/or conduct, the corrective action(s)
required, and the time frame involved. A written reprimand is initiated by the completion
of a"Notice of Proposed Disciplinary Action" on a form from the Personnel Office. The
employee shall meet with the supervisor within seven (7) calendar days of receipt of the
"Notice"to discuss the proposed disciplinary action. The original written reprimand shall
be forwarded to the Personnel Office for placement in the employee's personnel file. A
written reprimand may not be appealed.
d. Suspension Without Pay, Salary Reduction, Demotion or Dismissal: These forms of
disciplinary action may be taken where less severe forms have failed to improve
performance, or where the violations or offenses are more severe. An employee may be
suspended with pay pending imposition of any proposed disciplinary action. Discipline
25
APPENDIX C
GRIEVANCE PROCEDURE
A grievance shall be defined as a dispute or disagreement raised by an employee against the
employer involving the interpretation or application of specific conditions of the employee
handbook, ordinances, contracts or regulations of the City of Twin Falls including an allegation
of constructive discharge but excluding disciplinary action.
An aggrieved employee or former employee has from the beginning of the alleged problem
fourteen(14) calendar days in which to file the grievance. The filing period may be extended if
both parties are working informally to resolve the problem. The extension should be in written
form, signed by both parties. If the issue cannot be resolved, either party should notify the other
that impasse has been reached. The filing period will commence with the date of impasse. An
aggrieved employee shall first submit the grievance in writing on a form provided by the
Personnel Office. The submittal shall include all pertinent facts as determined by the employee,
the basis for the grievance expressed in terms of the specific rules or regulations alleged to be
misinterpreted and the action the employee believes the City should take as a result of the
grievance filing.
The department head shall make a written report on his findings and decision concerning any such
grievance, which report shall be submitted to the City Manager within two (2) working days of
receipt of the written grievance or as soon thereafter as possible.
The City Manager shall review the department head's decision and may interview all interested
parties and then shall make his decision concerning said grievance. The City Manager shall
provide his decision in writing to the aggrieved employee within five(5)working days of receipt
of the department head's report or as soon as possible.
If either the department head or the City Manager is unable to respond to the grievance within the
prescribed time frame,notification including an approximate complete date will be provided to
the grievant.
An employee may appeal the City Manager's decision by requesting a hearing before the City
Council. Said request must be made in writing to the Personnel Office within seven(7) calendar
days following receipt of the City Manager's decision. The matter will be placed on the Council
agenda, either as a regular agenda item or as a special meeting.
DATED October 1, 2025
EMPLOYER ASSOCIATION
ayo R h Pierc y Eldridge,Preside t
City Manager, Tra 's P. Rothweiler Da F. Gould, Vice President
Jeff Miller, Secretary/Treasurer
27
is initiated by completion of the"Notice of proposed Disciplinary Action"on a form from
the Personnel Office. The "Notice" shall first be approved by the City Manager or a
designated Deputy City Manager and then hand-delivered to the employee by the
Department Head. The "Notice" shall be signed by the Department Head and the
employee must acknowledge receipt of the "Notice"by signing the form. The employee
shall be provided with a copy of the "Notice" along with copies of all documents upon
which the proposed disciplinary action is based. A meeting shall be scheduled with the
Department head and City Manager or designated Deputy City Manager within seven(7)
calendar days at which time the employee may respond to the allegations and/or the
proposed disciplinary action. This meeting shall be informal in nature. The disciplinary
action may thereafter be implemented, unless the department head wishes to alter the
proposed disciplinary action, in which case the City Manager or designated Deputy City
Manager shall be consulted prior to implementing the decision.
2) Appeal: An employee may appeal the decision of a department head where the disciplinary
action includes a suspension without pay, salary reduction, demotion or dismissal. An appeal
must be initiated within seven (7) calendar days of receipt of the disciplinary action by
submitting a"Notice of Appeal"to the Personnel Office on a form provided by that office. All
appeals of disciplinary action shall be submitted for discussion with City Officials and involved
parties. If an agreement cannot be reached, the appeal will then be subject to mandatory
mediation and binding arbitration. The employee and the City shall each have the right to
disqualification of one mediator and one arbitrator. If mediation fails, the decision of the
arbitrator shall be final.
DATED October 1, 2025
EMPLOYER ASSOCIATION
Mayo/ t th Pierce Ky e� dridge, Presideti
i
City Manager, Tr vis P. Rothweiler Da�O F. Gould,Vice President
Jeff Miller, Secretary/Treasurer
26