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COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE CITY OF LAS VEGAS
&
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
Non Supervisory
June 26, 2016 – June 29, 2019
2
Table of Contents
ARTICLE PAGE # PREAMBLE 3 ARTICLE 1 - RECOGNITION 4 ARTICLE 2- NON-DISCRIMINATION 6 ARTICLE 3 – EMPLOYEE RIGHTS 7 ARTICLE 4 – CITY MANAGEMENT RIGHTS 8 ARTICLE 5 – UNION BUSINESS LEAVE 10 ARTICLE 6 – DUES AND OTHER PAYROLL DEDUCTIONS 13 ARTICLE 7 – NO STRIKES 15 ARTICLE 8 – BULLETIN BOARDS 16 ARTICLE 9 – RULES AND REGULATIONS 17 ARTICLE 10 – GRIEVANCE PROCEDURE 20 ARTICLE 11 – PERSONNEL REDUCTION 27 ARTICLE 12 – NOTIFICATION 29 ARTICLE 13 – SENIORITY LIST 30 ARTICLE 14 – ANNUAL LEAVE 32 ARTICLE 15 – HOLIDAYS 39 ARTICLE 16 – SICK LEAVE 42 ARTICLE 17 – WAGES 47 ARTICLE 18 – LONGEVITY 50 ARTICLE 19 – ACTING PAY 52 ARTICLE 20 – TRAVEL PAY 53 ARTICLE 21 – COMPENSATION FOR SERVICE INCURRED ACCIDENT OR ILLNESS 54 ARTICLE 22 – MEDICAL BENEFITS 56 ARTICLE 23 – UNIFORMS, UNIFORM MAINTENANCE, COMBAT AND SAFETY EQUIPMENT, TOOL ALLOWANCE, AND THE MAINTENANCE THEREOF
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ARTICLE 24 – WORK DAY, WORK WEEK 61 ARTICLE 25 – LEAVE WITHOUT PAY AND SPECIAL LEAVE 66 ARTICLE 26 – POLYGRAPH EXAMINATIONS 73 ARTICLE 27 – SAFETY AND HEALTH ADVISORY COMMITTEE 74 ARTICLE 28 – EMERGENCY MEDICAL SERVICE COMPENSATION 75 ARTICLE 29 – HAZARDOUS MATERIALS TECHNICIAN, TECHNICAL RESCUE TEAM INCENTIVE PAY
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ARTICLE 30 – METHOD OF EMPLOYEE CLASSIFICATION 78 ARTICLE 31 – SAVINGS CLAUSE 79 ARTICLE 32 – STAFFING 80 ARTICLE 33 – ON CALL PAY 81 ARTICLE 34 – PHYSICAL EXAMINATIONS 82 ARTICLE 35 – IAFF FINANCIAL CORPORATION 457 PLAN 83 ARTICLE 36 – PROMOTIONS / SELECTION PROCEDURE 84 ARTICLE 37 – DURATION OF AGREEMENT 86 ATTACHMENT A – FIRE CLASSIFIED SALARY ASSIGNMENTS 87 ATTACHMENT B – SALARY SCHEDULES 89
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AN AGREEMENT BETWEEN 1
THE CITY OF LAS VEGAS, NEVADA 2
AND THE 3
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, LOCAL 12 85 4
NON-SUPERVISORY 5
JUNE 26, 2016 TO JUNE 29, 2019 6
PREAMBLE 7
WHEREAS, the City is engaged in furnishing essential public services vital 8
to the health, safety and welfare of the population of the City; and 9
WHEREAS, both the City and its employees have a high degree of 10
responsibility to the public in so serving the public without interruption of essential 11
services; and 12
WHEREAS, both parties recognize this mutual responsibility, they have 13
entered into this Agreement as an instrument and means of maintaining the 14
existing harmonious relationship between the City and its employees, and with the 15
intention and desire to foster and promote the responsibility of a sound, stable, and 16
peaceful labor relations between the City and its employees; and 17
WHEREAS, the parties have reached an understanding governing the 18
conditions of employment which shall prevail; 19
NOW, THEREFORE, the parties do agree as follows: 20
21
4
ARTICLE 1 - RECOGNITION 1
A. The City of Las Vegas (hereinafter called the "City") recognizes the 2
International Association of Firefighters, Local No. 1285, (hereinafter called the 3
"Union") as the exclusive bargaining agent for the Fire Department employees 4
listed below for the purpose of collective bargaining as set forth in Nevada Revised 5
Statutes (NRS), Chapter 288. 6
B. Persons in the following classifications are included within the Non-7
Supervisory bargaining unit. 8
Fire Equipment Mechanic Foreman 9
Fire Equipment Mechanic I/II/III 10
Fire Communications Training Specialist 11
EMS Educator 12
EMS Field Coordinator 13
Fire Equipment Service Technician 14
Fire Communications Technician I/II 15
Chief Communications Specialist 16
Senior Communications Specialist 17
Communications Specialist 18
Fire Investigator I/II 19
Fire Prevention Inspector Supervisor 20
Fire Prevention Inspector I/II 21
Assistant Fire Protection Engineer 22
Fire Training Officer 23
Public Fire Education Officer 24
5
Fire Captain 1
Fire Engineer 2
Firefighter 3
Firefighter Trainee 4
Firefighter/Paramedic 5
Fire Training Specialist 6
EMS Quality Improvement Coordinator 7
Communications Quality Improvement Coordinator 8
Senior Fire Investigator 9
*Firefighter/Rescueman 10
*Duty pay at five percent (5%) above Firefighter salary. 11
12
6
ARTICLE 2 - NON-DISCRIMINATION 1
A. The City and the Union agree not to discriminate against any 2
member for his/her activity on behalf of, or membership in, the Union. 3
B. It is further agreed that the City and the Union will comply with all 4
applicable federal laws and executive orders pertaining to non-5
discrimination and equal employment opportunity. 6
7
7
ARTICLE 3 - EMPLOYEE RIGHTS 1
A. The City and the Union agree that employees eligible for 2
membership in the Union shall have the right to freely join, resign from, and/or 3
assist the Union. The freedom of such employees to assist the Union shall be 4
recognized as extending to participation in the management of the Union during 5
non-work hours in the capacity of a Union officer or representative. However, it is 6
understood that the Union President may work on Union business during station 7
standby time. 8
B. There will be no change in any matter covered by this Agreement 9
without the mutual consent of the parties. 10
C. There will be no change in any matter within the scope of bargaining 11
without negotiations as required by NRS 288. 12
D. Nothing in this Article shall abrogate or diminish the rights of the City 13
under the Management Rights Article of this Agreement. 14
15
8
ARTICLE 4 - CITY MANAGEMENT RIGHTS 1
A. Those subject matters which are not within the scope of mandatory 2
bargaining and which are reserved to the City without negotiations (except as 3
modified by the terms of this Agreement) include: 4
1. The right to hire, direct, assign or transfer an employee, but 5
excluding the right to assign or transfer an employee as a form of discipline. 6
2. The right to reduce in force or lay off any employee because 7
of lack of work or lack of funds, subject to Paragraph (t) of Subsection 2 of NRS 8
288.150. 9
3. The right to determine: 10
a. Appropriate staffing levels and work performance 11
standards except for safety considerations; 12
b. The content of the workday, including without limitation 13
workload factors, except for safety consideration; 14
c. The quality and quantity of services to be offered the 15
public; 16
d. The means and methods of offering those services. 17
4. Safety of the public. 18
B. Notwithstanding this Agreement, the City is entitled to take whatever 19
actions may be necessary to carry out its responsibilities in situations of 20
emergency such as riot, military action, natural disaster, or civil disorder. Such 21
actions may include the suspension of any collective bargaining agreement for the 22
duration of the emergency. Any action taken under the provisions of this 23
subsection shall not be construed as a failure to negotiate in good faith. 24
9
C. The City shall have the ultimate right and responsibility of the local 1
government employer to manage its operation in the most efficient manner 2
consistent with the best interests of all its citizens, its taxpayers and its employees. 3
4
10
ARTICLE 5 - UNION BUSINESS LEAVE 1
A. Effective July 14, 2009, the Union shall be authorized one hundred 2
twenty (120), twenty-four (24) hour shifts of administrative leave annually. If 3
utilizing shifts less than a 24 hour shift, those shifts will be counted hour for hour to 4
fill a 24 hour shift. (Example: 3 eight hour shifts = one 24 hour shift). If the Union 5
has not totally expended these 120 shifts of leave, they will be rolled over July 1 of 6
every successive year. These rollover hours will not exceed a 240 shift maximum 7
accrual. This paid administrative leave may be used by eligible members for 8
official union business as defined by IAFF Local 1285. Any employee approved 9
for the use of administrative leave by the Union must follow all Las Vegas Fire and 10
Rescue Rules, Regulations and Standard Operating Procedures for requesting 11
approval for leave from duty. Those employees and department supervisors will 12
also be responsible for properly executing all payroll and time and attendance 13
records related to the use of administrative leave. 14
B. In addition, three members of the Union Negotiating Committee may 15
be granted leave from duty with full pay for all meetings between the City and the 16
Union for the purpose of renegotiating the terms of this Agreement, when such 17
meetings take place at a time during which such members are scheduled to be on 18
duty. 19
C. Two members of the Union Grievance Committee may be granted 20
leave from duty for all meetings between the City and the Union for the purpose of 21
processing grievances, when such meetings take place at a time during which 22
such members are scheduled to be on duty. 23
11
D. Whenever department strength permits, Union officials, or their 1
designated representatives, may be granted leave from duty with or without pay for 2
any reasonable and just cause as may be determined and granted by the Fire 3
Chief. 4
E. Pursuant to NRS 288.225, which applies to Collective Bargaining 5
Agreements renewed, extended or succeeded by a new agreement after June 1, 6
2015, a local government employer may agree to provide leave to any of its 7
employees for time spent by the employee in performing duties or providing 8
services for an employee organization if the full cost of such leave is paid or 9
reimbursed by the employee organization or is offset by the value of concessions 10
made by the employee organization in the negotiation of an agreement with the 11
local government employer pursuant to this chapter. The full cost of leave time 12
granted to the Union herein has been offset by the value of concessions made by 13
the Association in the Negotiations of this Agreement in 2016. Specifically, 14
predecessor Collective Bargaining Agreements between the parties provided that 15
the City would contribute on a bi-weekly basis an amount of $45 per employee to 16
the LAS VEGAS FIREFIGHTERS HEALTH AND WELFARE TRUST 17
AGREEMENT, with an understanding and practice that this money would be used 18
to fund a Retiree Premium Subsidy Program. During negotiations of this 19
agreement in 2016, the parties agreed that this bi-weekly payment of $45 per 20
employee will be replaced by a 0.65% base wage increase, beginning on 21
September 1, 2016, as provided for in Article 22. 22
12
It is believed that this change will result in a reduced cost to the City of Las 1
Vegas. The amount of that reduction represents a concession made by the Union, 2
the value of which offsets the full amount of union business leave. 3
4
13
ARTICLE 6 - DUES AND OTHER PAYROLL DEDUCTIONS 1
A. The City agrees to deduct from and reflect on the paycheck of each 2
employee within the bargaining unit who has signed an authorized payroll 3
deduction card such amount as the employee should designate as his Union dues 4
and so certified by the Treasurer of the Union. Such funds shall be remitted by the 5
City to the Treasurer of the Union within thirty (30) days after such deductions. 6
B. The Union shall indemnify and hold the City harmless against any 7
and all claims, demands, suits, and all other forms of liability which shall arise out 8
of or by reason of action taken (or not taken) by the City at the written request of 9
the Treasurer of the Union under the provisions of Section A above. 10
C. Dues deduction authorization shall be irrevocable for a period of 11
one (1) year and automatically renewed each year thereafter commencing October 12
1, except that authorization may be withdrawn by an employee during a period of 13
twenty (20) days each year ending October 20. Such provision will appear on the 14
Membership Application and Dues Deduction Authorization Card. If dues 15
deduction authorization is not revoked during such period, it shall continue for the 16
balance of the contract year or upon termination of employment. 17
D. Upon written authorization to the City from an employee, the City 18
agrees to deduct on a regular basis from the wages of said employee such sums 19
as he may specify for United Way, I.A.F.F Local 1285 Insurance Trust, any 20
financial institutions or Credit Unions authorized under the City's Automatic Payroll 21
Deduction Program and other miscellaneous deductions agreed upon by the City 22
and the Union. The employees' authorization for the deductions in Paragraph D 23
are revocable at the will of the employee, as provided by law, and may be 24
14
terminated at any time by the employee by giving appropriate written notice to the 1
City and the Union, where appropriate, or upon termination of employment. 2
3
15
ARTICLE 7 - NO STRIKES 1
A. The Union agrees that there shall be no strikes under any 2
circumstances. The members of the Union shall continue to furnish efficient 3
service within all areas of assigned responsibility. 4
B. For the purpose of this Agreement, the meaning of the word "strike" 5
shall be stoppage of work, slowdown or interruption of operations, or absence from 6
work upon any pretext or excuse, such as illness, which is not founded in fact. 7
8
16
ARTICLE 8 - BULLETIN BOARDS 1
A. The City shall provide space for Union bulletin boards of the agreed 2
size, to be located in the respective Fire Department buildings and to be used by 3
the Union for the posting of notices of a responsible and reasonable nature 4
concerning Union business and Union activities. The Union may also post notices 5
onto the designated City computer site. A copy of all material to be posted will be 6
sent to the Fire Chief and/or his representative at the time of posting. The material 7
referred to is such items as meeting notices, election results, etc. 8
B. The Union shall monitor the bulletin boards on a quarterly basis and 9
remove any and all outdated material. 10
11
17
ARTICLE 9 - RULES AND REGULATIONS 1
A. The City may adopt and amend Fire Department Rules and 2
Regulations consistent with NRS and this Agreement. These shall be the rules by 3
which the City administers the Fire Department and to which all employees 4
covered by this Agreement are bound. 5
B. The City and the Union further recognize that the matters covered by 6
the Fire Department Rules and Regulations include subject matter which is subject 7
and which is not subject to mandatory bargaining under the provisions of NRS 288. 8
The City and the Union also recognize that these Fire Department Rules and 9
Regulations are subject to change by the Fire Chief, or his designee, in 10
accordance with the procedure specified below. 11
C. The City and Union recognize and understand that the Fire 12
Department Rules and Regulations are general in nature and shall not be 13
considered as all-inclusive. No inference will be drawn from the absence of a rule 14
in the Fire Department Rules and Regulations. 15
D. The procedure for changing Fire Department Rules and Regulations 16
will be as follows: 17
1. Except in the event of an emergency, no rule, regulation nor 18
amendment or cancellation thereof shall become effective 19
until notice thereof has been posted in each fire station for a 20
period of ten (10) consecutive days. 21
2. The City or the Union may request meetings to discuss their 22
views relative to work rules and proposed changes therein. 23
Except in the case of an emergency, said meetings shall be 24
18
convened prior to the implementation of the rule, regulation, 1
amendment or cancellation. 2
3. The Fire Chief will issue a written response to all questions 3
raised by the Union. The Union will do the same. These 4
responses are due within three (3) days of the meeting with 5
copies to the City Manager. 6
4. When the City and the Union are involved with contract 7
negotiations, rules and regulations may be changed as part of 8
that negotiating process. 9
E. Any dispute arising between the City and the Union concerning any 10
proposed or implemented modification or interpretation of the Fire Department 11
Rules and Regulations shall be subject to the provisions of the Grievance 12
Procedure, including arbitration, in this Contract. 13
F. Any dispute as to whether or not the subject matter of a proposed or 14
adopted rule or regulation is a mandatory subject of bargaining shall be submitted 15
to the Local Government Employee-Management Relations Board in accordance 16
with procedures outlined by the rules of that Board and NRS 288 prior to it being 17
submitted to arbitration. 18
G. Except in the event of an emergency no disputed rule will go into 19
effect prior to settlement of the dispute or arbitration award, whichever is earliest. 20
H. The parties agree that the Fire Department shall have a copy of the 21
current Fire Department Rules and Regulations at each work location. The City will 22
also provide a copy of the current Fire Department Rules and Regulations to any 23
Bargaining Unit member upon request. 24
19
I. All operational directives, bulletins, policy procedures, operational 1
notices, memos, and other material relating to the Fire Department Standard 2
Operating Procedures (SOP) shall be issued, and/or made available on computer, 3
in an indexed manual format with pages consecutively numbered, with the date of 4
issue and effective date. The SOP Manual, and/or computer file, shall be updated 5
as required. Any changes to the SOP Manual, and/or computer file, shall be issued 6
to the Union thirty (30) calendar days prior to the proposed change. The Union 7
may request that a specific change to the SOPs be submitted as a Rule and 8
Regulation ten (10) days prior to the proposed change. If such a request is made, 9
that SOP change shall be subject to the procedure outlined in Paragraphs D, E, 10
and F of this Article. The Fire Chief shall provide a copy of the SOP Manual and/or 11
computer access to the SOP computer file and all changes to the manual and/or 12
computer file at each work location, three copies to the Union, two copies to the 13
Human Resources Department, and one copy to the City Manager's Office. In 14
addition, if available, the Chief shall provide computer access to the SOP 15
computer file at each work location. 16
J. Positive Discipline 17
The City and the Union agree to follow the Fire Department Positive 18
Discipline Program and Procedures as established by the parties. Changes to the 19
Positive Discipline Program and Procedures shall be accomplished in accordance 20
with Paragraphs D, E, F and G of this Article. 21
22
20
ARTICLE 10 - GRIEVANCE PROCEDURE 1
A. The Employer and the Union agree that any grievance or dispute 2
which may arise between the parties concerning the interpretation and the 3
application of the expressed provisions of this Agreement shall be settled in the 4
manner shown below. If a dispute involves an established past practice within the 5
Fire Department that would be mandatorily negotiable under the provisions of NRS 6
288.150, that is not expressly provided for in the provisions of this Agreement, 7
such a dispute may be submitted for resolution as a grievance. In such a case, the 8
dispute shall be processed in the normal fashion to the arbitrator step. The 9
arbitrator selected, if any, shall then first rule on the negotiability of the issue and 10
whether or not the issue was a past practice. If the arbitrator rules the dispute to be 11
arbitrable, the same arbitrator shall hear the merits of the underlying grievance. 12
Actions taken for discharge and/or disciplinary reasons, should a dispute arise, 13
shall be settled through this grievance procedure, beginning at the second step. 14
B. The parties agree that employees must successfully complete an 15
initial probationary period. Prior to the successful completion of an initial 16
probationary period, the City has the right to discipline or discharge an employee at 17
any time, as long as the action is consistent with applicable state and federal law. 18
Nothing in this Agreement interferes in any way with the City’s right to discharge or 19
discipline any employee prior to the successful completion of an initial probationary 20
period. Further, it is expressly agreed that this grievance procedure is not 21
applicable to actions taken for discharge and/or discipline of an employee who has 22
not successfully completed an initial probationary period with the City. 23
21
C. The parties agree that a formal grievance shall start when it is a 1
counseling, reprimand or above reduced to writing and presented to the Deputy 2
Chief for resolution. Any informal resolution made by the immediate supervisor, 3
before the grievance is presented to the Deputy Chief, is subject to further review 4
and may be overruled by the Fire Chief. The Department will not discipline an 5
immediate supervisor for any attempt to resolve the matter informally. 6
D. The matter should first be discussed orally with the employee's 7
immediate supervisor within five (5) calendar days of the occurrence, or the 8
employee having knowledge of the occurrence, of the violation of this Agreement. 9
1. (Step 1) In the event the matter is not or cannot be 10
resolved to the satisfaction of the employee, by oral discussion with the 11
immediate supervisor, the aggrieved employee shall file a grievance in 12
writing and shall present the written grievance to the aggrieved employee's 13
Deputy Chief, with copies to his/her immediate supervisor, and to the Union 14
within ten (10) calendar days of the occurrence giving rise to the grievance, 15
or ten (10) calendar days of the employee’s actual knowledge of the 16
occurrence. Failure on the part of the aggrieved employee to do so shall be 17
deemed an abandonment of the grievance and shall preclude the aggrieved 18
employee from further processing the grievance as provided in Sections 2 19
through 8 below. The Deputy Chief shall investigate the grievance and 20
respond in writing within seven (7) calendar days of receipt. The employee 21
may meet personally with the Deputy Chief upon request. If a grievant, who 22
is not represented by the Union, requests a meeting, the Deputy Chief will 23
notify the Union four (4) calendar days prior to the meeting and permit the 24
22
representative to attend. If the Deputy Chief fails to respond within the time 1
limits, the grievance shall proceed to the next step of the grievance 2
procedure. 3
2. (Step 2) If the grievance is not resolved to the 4
satisfaction of the aggrieved employee, in accordance with the procedures 5
set forth in Section 1 above, the aggrieved employee shall, within ten (10) 6
calendar days of receipt of the grievance from the Deputy Chief, or the date 7
when his response to the grievance was due, present to the Fire Chief a 8
copy of the written grievance. If the Deputy Chief has not answered the 9
grievance, the grievance shall be deemed to have been delivered to the 10
Fire Chief on the date the Deputy Chief's answer was due. If the Deputy 11
Chief did answer the grievance, a failure on the part of the aggrieved 12
employee to present the grievance, in a timely manner in accordance with 13
the provisions of this Section, shall be deemed an abandonment of the 14
grievance and preclude the aggrieved employee from further processing the 15
grievance as provided in Sections 3 through 8. The Fire Chief, or the Acting 16
Fire Chief, shall investigate the grievance and respond in writing within 17
fifteen (15) calendar days of its receipt. The employee may meet personally 18
with the Fire Chief, or the Acting Fire Chief, upon request. If a grievant, who 19
is not represented by the Union, requests a meeting, the Chief will notify the 20
Union one (1) week prior to the meeting and permit its representatives to 21
attend. If the Fire Chief fails to respond within the required time limits, the 22
grievance shall proceed to the next step. 23
23
3. (Step 3) If the grievance is not resolved to the 1
satisfaction of the aggrieved employee, in accordance with the procedures 2
set forth in Section 2 above, the aggrieved employee shall, within fifteen 3
(15) calendar days after receipt of the written response by the Fire Chief, 4
present to the City Manager a copy of his grievance as provided in Sections 5
1 and 2 above. If the Fire Chief has not answered the grievance, the 6
grievance shall be deemed to have been delivered to the City Manager on 7
the date that it was due from the Fire Chief. The City Manager, or his 8
representative, shall investigate the grievance and respond in writing within 9
fifteen (15) calendar days of its receipt. The grievant may meet personally 10
with the City Manager, or his representative, upon request. If a grievant, 11
who is not represented by the Union, requests a meeting, the City Manager 12
will notify the Union one (1) week prior to the meeting, and permit its 13
representatives to attend. 14
4. If the grievance is not resolved to the satisfaction of the 15
aggrieved employee, in accordance with the procedures set forth in Section 16
3 above, the aggrieved employee may, within fifteen (15) calendar days of 17
the receipt of the City Manager's answer to his grievance or within fifteen 18
(15) calendar days of when the answer was due, request that the matter be 19
submitted to final and binding arbitration by written notification to the 20
Director of Human Resources. Failure on the part of the aggrieved 21
employee to do so shall be deemed to be an abandonment of the grievance 22
and shall preclude the grievance from any further consideration. The 23
representatives of the parties shall meet for the purpose of selecting an 24
24
impartial arbitrator within ten (10) days from the date of notification by the 1
aggrieved employee that the matter is to be submitted to binding arbitration. 2
If the parties are unable to agree on an impartial arbitrator within that ten-3
day period, the parties, or a party acting jointly or separately, shall request 4
the American Arbitration Association to submit a panel of seven arbitrators. 5
To select an arbitrator from the panel, the parties may either mutually agree 6
to one or shall alternately strike one name each, with the last remaining 7
name becoming the arbitrator. The party seeking arbitration shall strike the 8
first name. The parties must meet to strike names within ten (10) days of 9
receipt of the list of arbitrators from the American Arbitration Association. 10
5. Any dispute, claim or grievance submitted to final and binding 11
arbitration under the provisions of this Article shall be in accordance with the 12
voluntary labor arbitration rules of the American Arbitration Association. All 13
costs for the arbitration services shall be shared equally by both parties to 14
the arbitration. Any party desiring transcripts of the arbitration hearing shall 15
be responsible for the cost of such transcripts. Each party shall be 16
responsible for their own costs of preparing their case, attorney fees, 17
witness fees, and any other expense they incur individually. 18
6. Whenever any grievance is submitted in writing, it shall be 19
done in four copies on a proper grievance form, a copy of which is attached 20
to this contract and made a part thereof. The copies shall be distributed as 21
follows by the aggrieved: (1) Deputy Chief; (2) Director of Human 22
Resources; (3) President of the Union; and (4) employee's copy. 23
25
7. The time limits specified in Paragraphs 1 through 4 may be 1
extended by written agreement of the grievant or his representative and the 2
City’s authorized representatives at that step of the grievance process. 3
8. In computing any period of time described or allowed in the 4
grievance procedure, the day of the act, event, or default from which the 5
designated period of time begins to run shall not be included. The last day 6
of the period so computed shall be included unless it is a Saturday, Sunday, 7
or holiday, in which event the period runs until the end of the next day which 8
is not a Saturday, Sunday, or holiday. 9
9. The aggrieved employee shall have the right to be 10
represented by members of the Union or its attorney at all levels of the 11
grievance procedure, except during the initial consultation with the 12
employee's immediate supervisor specified in Paragraph D of this 13
Grievance Procedure. The employee shall be present, except in the event 14
of an emergency. The employee retains the right to proceed on their own 15
behalf without the representation by the Union, and shall have the right to 16
be represented by licensed Nevada legal counsel at all levels of the 17
grievance procedure. If the Union is not the employee's representative, the 18
appropriate Union representative shall be afforded the opportunity to be 19
present at any discussions between the employer and the employee 20
wherein settlement of the grievance is discussed. Settlements reached shall 21
not be inconsistent with the provisions of this Agreement. The Union must 22
expressly agree to any proposed settlement of a grievance. Should the 23
Union believe that a proposed settlement made by an individual employee 24
26
and the City is inconsistent with the provisions of this Agreement, the 1
employee or the Union can request the matter proceed to the next level of 2
this procedure; all normal timelines shall apply. In those cases where the 3
Union has declined to agree to a proposed settlement and the matter 4
proceeds to a next step, both the employee and the Union shall be afforded 5
party status. 6
10. The Union shall provide the Director of Human Resources 7
with a list of names of all persons authorized to act on behalf of the Union, 8
and shall also provide the Director of Human Resources with written 9
notification of any changes to such list within ten (10) days of said change. 10
11. "Day" shall be defined as calendar day. 11
12
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ARTICLE 11 - PERSONNEL REDUCTION 1
A. The City and the Union agree that a reduction in force of personnel, 2
as it pertains to employees in positions of an indefinite duration which are 3
abolished and which are covered by the provisions of this Agreement, shall be as 4
follows: 5
1. Competition for retention shall be limited to employees 6
holding positions in those classifications. 7
2. Competition for retention in employment in classification and 8
position shall be based on seniority of service within that classification and 9
position with the City. The order of reduction in force within a classification 10
shall be: 11
a. Temporary employees 12
b. Probationary employees 13
c. Regular employees in reverse order of their seniority 14
within a classification 15
3. All personnel who are affected by a reduction in force shall 16
have the right to receive a reduction in classification and position to a lower 17
classification/position that they are qualified to fill through previous service 18
in that classification/position. 19
4. All personnel involved in a reduction in a classification and 20
position shall have the opportunity to return to the position from which the 21
employee was reduced before any other person shall be promoted to that 22
position in that same classification and position. 23
28
5. Any employee terminated under the provisions of this Article 1
shall have the opportunity to return to work before any new employee is 2
hired. Previous employees shall be notified by certified mail, return receipt 3
requested, at their last known address, and shall respond within fourteen 4
(14) calendar days of mailing by certified mail or in person that they are 5
accepting the offer of re-employment on the date specified in the offer. 6
Employees will remain on the rehire list for thirty-six (36) months from the 7
date of the employees' layoff. 8
9
29
ARTICLE 12 - NOTIFICATION 1
A. The City and the Union agree that all written correspondence 2
between the City and the Union will be done to and through the Union President 3
and the Fire Chief, with a copy to the City Manager, regarding all matters that 4
concern this contract. 5
B. Upon written request of the employee to the Fire Chief, the Union 6
shall be furnished with a copy of any Union member's discharge notice, written 7
warning, written reminder, suspension, complaint, personnel evaluation, 8
performance tracking worksheet, incident report, and/or any similar report within 9
five (5) days of request. The Union shall have the opportunity to comment in 10
writing on any of the aforementioned items and have said comments attached to 11
the report in question, unless the employee involved requests otherwise. 12
C. The employer shall, as needed, provide the Union the name and 13
classification of each new hire who would be eligible to be a member of the Union. 14
The City shall provide the Union the name and classification of each eligible 15
member of the Union who terminates or is placed on a non-pay status for longer 16
than thirty (30) calendar days within three (3) days of the end of the pay period in 17
which such action takes place. 18
19
30
ARTICLE 13 - SENIORITY LIST 1
A. The City and the Union agree that a seniority list showing date of hire 2
and date of last promotion shall be established and brought up-to-date by 3
October 1 of each year and posted on the Fire Department bulletin boards. For the 4
purposes of, but not limited to, transfer, examinations, and vacations, if no one 5
protests seniority shown on their behalf within forty-five (45) days of such posting, 6
the seniority list shall stand as conclusive evidence of each person's seniority until 7
the establishment of the new or corrected seniority list. 8
B. Seniority shall not be broken by annual leave, sick leave, 9
suspension, maternity leave, military leave, or any leave(s) without pay of less than 10
a thirty (30) day duration. 11
C. Seniority shall be defined as the length of continuous service within 12
the Fire Department. 13
D. Departmental seniority shall be determined by the following factors: 14
1. Date of employment 15
2. Hiring order as determined by the Fire Chief 16
3. Date of original application 17
4. Time stamp of original application 18
In the event factor 1 is not conclusive, factor 2 shall govern. If factor 2 is not 19
conclusive, factor 3 shall govern. If factor 3 is not conclusive, factor 4 shall govern. 20
21
31
E. In-grade seniority for positions normally filled by promotional 1
examinations shall be determined by: 2
1. Date of promotion 3
2. Order of promotion as made by the Fire Chief 4
3. Departmental seniority 5
F. Departmental seniority shall prevail when comparing the seniority of 6
employees in unlike classifications. 7
8
32
ARTICLE 14 - ANNUAL LEAVE 1
PART 1 - ACCRUAL 2
3 A. Effective July 2, 2017, Employees shall be eligible to take annual 4
leave after completion of six (6) months of continuous full-time service. Annual 5
leave shall accrue bi-weekly from the date on duty to all employees, except those 6
employed on a temporary basis, in an amount equal to: 7
56-Hour Personnel 8
Years of Continuous Service Accrued Shifts Bi-weekly Hours 9
First Year 120 hours 4.62 10 (credited after probationary period) 11 12 1 year but less than 5 years 192 hours 7.38 13 14 5 years through 10 years 264 hours 10.15 15 16 11 years through 15 years 288 hours 11.08 17 18 16 years or more 312 hours 12 19 20 21
42-Hour Personnel 22 23 Years of Continuous Service Accrued Shifts* Bi-weekly Hours 24 25 First Year 84 hours 3.23 26 27 1 year but less than 5 years 138 hours 5.31 28 29 5 years through 10 years 180 hours 6.92 30 31 11 years through 15 years 198 hours 7.62 32 33 16 years or more 222 hours 8.54 34 35 *Using 12 hours as average shift for 10/14 personnel. 36 37
38
33
40-Hour Personnel 1
Years of Continuous Service Accrued Shifts Bi-weekly Hours 2
First Year 80 hours 3.08 3 4 2 years through 10 years 120 hours 4.62 5 6 11 years through 15 years 190 hours 7.31 7 8 16 years or more 205 hours 7.88 9 10
B. Employees with more than one (1) year's service who separate from 11
the City's employment are entitled to payment for unused annual leave not 12
previously forfeited. 13
C. For employees hired prior to July 1, 2013, annual leave may be 14
accumulated to a maximum of two and one-half the current annual earning rate. 15
For employees hired after July 1, 2013 annual leave may be accumulated to a 16
maximum of two times the current annual earning rate. On December 31 of each 17
year, any annual leave exceeding the maximum shall be forfeited. 18
D. Upon approval of the City Manager, employees may be advanced 19
annual leave. Advanced annual leave will not normally exceed one-half of the 20
employee's annual accrual. 21
E. An employee who has taken advanced annual leave beyond that 22
accrued at the time of termination shall make restitution for such leave either by 23
deduction from any amount owed him or by cash refund. 24
F. Employees normally assigned to a 56-hour workweek who are 25
involuntarily assigned to a 40-hour workweek assignment will continue to receive 26
annual leave in accordance with the 56-hour workweek provision. 27
34
G. Employees who are in non-pay status for any part of the pay period 1
shall have their annual leave accumulation reduced on a prorated basis. 2
H. Upon termination of employment, each eligible employee shall be 3
compensated at his/her regular hourly rate for all unused vacation hours. 4
I. Employees may elect to exchange up to ten (10) shifts of annual 5
leave for ten (10) shifts pay, subject to the following conditions: 6
1. Exchange of annual leave shall only be done at the first payday 7
of each December unless otherwise authorized by the City Manager. 8
2. To be eligible to exchange annual leave for pay the employee 9
must have been in the classified service for a minimum of 18 months. 10
3. Exchange privileges apply only to accrued annual leave. 11
12
PART 2 - USE AND SCHEDULING 13
A. Applications for annual leave must be approved in advance of taking 14
leave. 15
B. Vacation hours will be charged as used, hour for hour. An employee 16
shall be paid at his/her regular hourly rate for each hour of vacation time taken. 17
C. For forty (40) hour workweek personnel, holidays, as enumerated in 18
this Agreement, occurring within the vacation period will not be counted against 19
vacation hours. 20
D. A shift for non-combat personnel shall be defined in Article 24. A 21
shift for combat personnel shall be defined as one (1) 24-hour period. 22
E. Employees in the suppression division assigned a 24-hour shift may 23
select and take their annual leave subject to the following: 24
35
1. Employees may select either a single month vacation or a 1
split vacation. 2
2. A split vacation shall consist of two (2) or more separate 3
cycles. Each cycle of the split vacation may consist of one (1) or two (2) 4
normal work cycles. A normal work cycle is the employee's normal 5
workweek or the three (3) 24 - hour shifts consecutively linked by 24 - hour 6
off duty periods for the fire suppression division. If two (2) normal work 7
cycles are selected for a portion of the split vacation, they may be taken 8
consecutively and/or non-consecutively. An example of consecutively would 9
be cycles 21 and 22. An example of non-consecutively would be cycles 14 10
and 34. 11
3. A full month's vacation shall consist of a maximum of four (4) 12
normal work cycles. 13
4. Vacation schedules will be developed by using three (3) 14
rounds of requests. 15
a. All employees may select the work cycles for either a 16
full month vacation or the first portion of their split 17
vacation; then 18
b. Employees may then select the second portion of their 19
split vacation; then 20
c. Employees may select additional time beyond a single 21
month or split vacation to the extent positions are 22
available. 23
36
5. All vacations shall be scheduled to commence on the 1
beginning of a normal work cycle. 2
6. In the suppression division, the months of June, July, and 3
August shall be used for split vacations only. 4
7. Employees must submit their vacation requests to their 5
division head or the designated vacation coordinator prior to the 15th of 6
November. Vacation schedules will be compiled and distributed prior to the 7
15th of December. 8
8. Approval of selected dates for vacation will be based on the 9
departmental seniority, with the employee with the highest departmental 10
seniority in their respective division or on their respective platoon given 11
preference over those with lower seniority. 12
9. For the Fire Suppression Division, twelve percent (12%) of the 13
employees per shift in the suppression division will be allowed off duty for 14
vacation. The twelve percent (12%) of the employees per shift in the 15
suppression division allowed off duty for vacation shall be in the ranks of 16
Captain, Engineer, Firefighter/Paramedic, and Firefighter with no more than 17
one half of the total vacation slots coming from any one rank. This 18
percentage will be calculated on October 15th of every year and the number 19
allowed off duty will remain as calculated until recalculated the following 20
year. The percentage of employees will be calculated using “true rounding” 21
(less than one half (.49) will be rounded down to the next whole number, 22
one half (.5) and higher will be rounded up to the next whole number. The 23
Fire Chief, or his designee, may allow more than the designated number of 24
37
suppression division employees off duty, for vacation, when staffing levels 1
permit. 2
10. The number of employees of a particular rank allowed off at 3
any one time may be limited to the number of qualified replacements 4
available for service. 5
11. Employees that desire to take annual leave in addition to the 6
scheduled vacation should submit a request to their division head at least 7
three (3) working days prior to the requested date. Annual leave requests 8
will be considered for approval by application of the following factors: 9
a. The number of positions available as determined by 10
subtracting the number of positions scheduled for 11
vacation from the positions allowed off for vacation at 12
any one time. 13
b. The date the request was received. 14
c. The number of qualified replacements available for the 15
rank of the requesting employee. 16
d. Departmental seniority as indicated in Item 8 above. 17
12. Employees are responsible for making certain that they will 18
not have an excess of maximum allowable accumulated annual leave at the 19
end of the calendar year. The City shall not be responsible for making up 20
any time forfeited at the end of the year that is caused by an individual 21
taking insufficient vacation time. 22
13. Emergency annual leave shall be granted upon the 23
notification to the appropriate immediate supervisor of the need for 24
38
emergency annual leave. The leave must be approved by the on-duty 1
Battalion Chief or other appropriate personnel in non-suppression divisions, 2
prior to the employee leaving the work location. Employees who need to get 3
approval for Emergency Annual Leave prior to reporting to duty for their 4
scheduled shift shall get said approval from the on-duty Battalion Chief, or 5
other appropriate personnel in non-suppression divisions. Emergency 6
Annual Leave may be granted only if all available annual leave positions 7
have been previously allotted, and the request is as a result of a condition 8
which could not have reasonably been predicted in advance of need and 9
been scheduled in accordance with normal departmental policy, and the 10
immediate personal attention of the employee is absolutely required to 11
protect the health, safety, and/or welfare of the employee or the employee's 12
immediate family. 13
14
39
ARTICLE 15 - HOLIDAYS 1
A. The City and the Union agree that the legal holidays shall be 2
considered to be: 3
New Year's Day Nevada Day 4
Martin Luther King's Birthday Veteran's Day 5
President's Day Thanksgiving Day 6
Memorial Day Day after Thanksgiving 7
Independence Day Christmas Day 8
Labor Day Employee's Birthday 9
B. Any day that may be declared a holiday by the President of the 10
United States, the Governor, or the Mayor. 11
C. If any of the above holidays fall on Sunday, the following Monday 12
shall be considered as the legal holiday. If any of the above holidays fall on 13
Saturday, the preceding Friday shall be considered as the legal holiday. 14
D. All full-time employees who are in positions that are manned on a 15
40-hour week, Monday through Friday basis, shall be entitled to time off on such 16
legal holidays. Employees who work, or are called back, shall be paid in 17
accordance with the overtime provisions of this Agreement. 18
E. All full-time employees in positions which are manned on a 24-hour 19
per day basis who work on a legal holiday as part of their regular work schedule, or 20
whose regularly scheduled day off falls on a legal holiday, shall receive 21
compensation in cash for the holiday as follows: 22
23
40
1. Twelve (12) hours if they are on a 40-hour per week work 1
schedule. 2
2. Sixteen (16) hours if they are on a 56-hour per week work 3
schedule. 4
3. Twelve (12) hours if they are on a 42-hour per week work 5
schedule. 6
F. Employees may have the option to select on a yearly basis in July, 7
by written authorization to the Department, that they prefer to have their holiday 8
time and/or Birthday credited to their annual leave account to be used in 9
accordance with the provisions of Article 14 - Annual Leave. 10
G. All full-time employees, in order to be entitled to a legal holiday or 11
holiday pay, shall be on full pay status on their scheduled workday immediately 12
preceding and immediately following such holiday. 13
H. Employees normally assigned to a 56-hour workweek who are 14
involuntarily assigned to a 40-hour workweek assignment will continue to receive 15
holiday compensation in accordance with the 56-hour workweek provisions. 16
I. Birthday Holidays shall be scheduled at the same time as Annual 17
Leave, on the Employee's Birthday, if possible. For 56-hour employees, only two 18
employees per shift shall be allowed off on a Birthday Holiday. If three or more 56-19
hour employees have a birthday on the same day, the employee with the most 20
department seniority shall be allowed the first opportunity to have the birthday off. 21
For 40 and 42-hour employees, only one employee per shift, per division, shall be 22
allowed off on a Birthday Holiday. If two or more 40 or 42-hour employees have a 23
birthday on the same day, the employee with the most department seniority shall 24
41
be allowed the first opportunity to have their Birthday Holiday off. Employees who 1
are unable to have their Birthday off, or who wish to schedule their Birthday 2
Holiday on a day other than their Birthday, shall schedule the use of their Birthday 3
Holiday in accordance with the Annual Leave scheduling procedures. Employees 4
may also take their Birthday Holiday as cash on an hour for hour basis, during the 5
pay period on which their birthday falls. 6
7
42
ARTILE 16 - SICK LEAVE 1
The City and the Union agree that the following sick leave provisions shall 2
apply to the classifications covered under this contract. 3
A. All full-time regular employees shall accrue eleven and eight 4
hundredths (11.08) hours bi-weekly for 56 hours per week personnel and five and 5
fifty-two hundredths (5.52) hours bi-weekly for 42 hours per week personnel and 6
three and sixty-nine hundredths (3.69) hours bi-weekly for 40 hours per week 7
personnel. 8
B. Sick leave may only be used by employees who are: 9
1. Incapacitated from the performance of their duties, by illness 10
or injury, or 11
2. Whose attendance is prevented by public health 12
requirements, or 13
3. Who are required to absent themselves from work for the 14
purpose of keeping an appointment with the doctor [up to a maximum of 15
five (5) calendar days per occurrence], or 16
4. Who are required to absent themselves from work to attend 17
the funeral of a member of their immediate family [up to a maximum of five 18
(5) working days per occurrence], or 19
5. Who are required to absent themselves from work to 20
personally care for a member of their family in medical emergencies as 21
substantiated on the leave slip upon approval of the Fire Chief. 22
43
6. No employee shall be entitled to sick leave while absent from 1
duty because of a disability arising from a sickness or injury purposely self-2
inflicted or caused by willful misconduct. 3
C. All sick leave shall be approved by the Fire Chief or his designated 4
representatives. Employees who do not become ill on the job shall call in, as 5
required by the work rules, before the beginning of their shift when using sick 6
leave. 7
D. Any full-time employee who has exhausted his accumulated sick 8
leave may be granted leave without pay. 9
E. Immediate family shall be defined as the employee's spouse, child, 10
stepchild, foster child, father, mother, father-in-law, mother-in-law, brother, sister. 11
F. Employees covered by this Agreement shall be subject to the 12
following reporting requirements for payment of sick leave: 13
1. Sick Leave Request: Employees are required to file and sign 14
a sick leave request as evidence that the reason for the employee's 15
absence was a legitimate use of sick leave as outlined above. 16
2. Certificate of Recovery and Fitness: A Certificate of Recovery 17
and Fitness shall be submitted by the employee upon return to work from 18
any illness that required the use of sick leave for three (3) or more 19
consecutive scheduled working days if the employee is requested to do so 20
by the Fire Chief or his designee. Such certificate shall be signed by a 21
physician and shall state that the employee is capable of returning to work. 22
The Fire Chief, or his designee, can require that an employee submit a 23
Certificate of Recovery and Fitness because of extensive use of sick leave. 24
44
"Extensive" shall mean in excess of six (6) incidents of sick leave usage in a 1
12-month period. 2
G. Employees shall report to work if recovery from illness is made 3
during the normal work hours. Employees shall be at their place of 4
residence, a medical facility, or their doctor's office, or shall notify the Fire 5
Chief or designee of their whereabouts when using sick leave. Any gainful 6
employment, pursuit of personal business, recreation, travel for recreation 7
or non-sick leave usage, or other such activity when an employee is on sick 8
leave is considered evidence of abuse of sick leave unless approved in 9
advance in writing by the Fire Chief or designee. 10
H. Accumulation of unused sick leave. 11
1. For 56-hour personnel: 12
For 56-hour personnel hired before July 1, 2013, the 13
maximum accumulation of sick leave shall be 2,304 hours (96 shifts). For 14
56-hour personnel hired after July 1, 2013 the maximum accumulation of 15
sick leave shall be 1,920 hours (80 shifts). 16
2. For 42-hour personnel: 17
The maximum accumulation of sick leave shall be 1,727 18
hours (144 shifts). 19
3. For 40-hour personnel: 20
The maximum accumulation of sick leave shall be 840 hours. 21
I. Compensation for Unused Sick Leave 22
1. Employees shall receive payment for one-half the amount of 23
unused sick leave hours accrued up to their respective sick leave accrual 24
45
cap upon separation from City employment, after five (5) years of 1
continuous full time service. Payment shall be at their current base salary 2
plus longevity. 3
2. Employees with twenty (20) years or more of continuous full 4
time service with the City, upon separation, shall receive payment for 100% 5
of their accumulated sick leave hours up to their respective sick leave 6
accrual cap. Payment shall be at their current base salary plus longevity. 7
After twenty (20) years employment with the City, upon 8
retirement, death, or as a result of a disability resulting in mandatory 9
separation from City employment, employees will be paid for their 10
accumulated sick leave at their current hourly rate plus longevity up to a 11
maximum of 2,304 hours or individual cap plus any current accumulation. 12
In the event of death, the sum will be paid to the beneficiaries 13
designated on the "Designation of Personal Representatives" form in the 14
Human Resources Department. Sick leave hours shall be used on a First In 15
- First Out (FIFO) accounting method. 16
3. On the first payday of December each year and upon 17
separation from City employment, the City shall “buy back” one-half of all 18
sick leave hours accrued but not used above the employees respective sick 19
leave accrual during that calendar year by said employee. The one-half 20
sick leave accrual for any calendar year that was not bought back by the 21
City shall become a sick leave “Bank” for the employee, but shall not be 22
eligible for pay-off at anytime including separation. Sick leave Bank hours 23
shall be used only upon exhaustion of all other sick leave hours. 24
46
4. A conversion factor of 1.4 shall be used to transfer sick leave 1
benefits when reassigned from an 8-hour shift to 24-hour shift or vice versa. 2
A conversion factor of 1.334 shall be used to transfer sick 3
leave benefits when reassigned from a 24-hour shift to a 10/14-hour shift or 4
vice versa. 5
A conversion factor of 1.056 shall be used to transfer sick 6
leave benefits when reassigned from an 8-hour shift to a 10/14 hour shift or 7
vice versa. 8
EXAMPLE: 8-hour shift transfers to 24-hour shift: 9
Conversion factor 10
Balance of 150 hours x 1.4 = 210 hours 11
24-hour shift transfers to 8-hour shift 12
Conversion factor 13
Balance of 210 hours divided by 1.4 = 150 hours 14
5. If an employee of the bargaining unit uses four (4) or less 15
shifts of sick leave in a year, he/she shall receive four (4) 16
bonus shifts to be added to his/her annual leave. The 17
employee shall request in writing his/her option to be paid in 18
cash for one or more shifts and has the option of taking part 19
of his/her bonus shifts in cash and part as regular annual 20
leave shifts. This request shall be submitted by the end of the 21
first pay period in June for payment the next pay period. 22
FMLA Sick leave shall be calculated against the four shifts of 23
sick leave as described above. 24
47
ARTICLE 17 - WAGES 1
A. The City and the Union agree that the wages paid eligible members 2
shall be as shown in the City of Las Vegas Fire Classified Salary Schedule which 3
is attached hereto and incorporated thereby as Attachment C of this agreement. 4
Effective September 1, 2016, eligible employees will receive a Cost of 5
Living Adjustment (COLA) equal to two and one quarter percent (2.25%). 6
Effective July 2, 2017, eligible employees will receive a Cost of Living 7
Adjustment (COLA) equal to two and one quarter percent (2.25%). 8
Effective July 1, 2018, eligible employees will receive a Cost of Living 9
Adjustment (COLA) equal to two and one quarter percent (2.25%). 10
Any increase to the Public Employees Retirement System contribution rate 11
above the rate of 32% will be shared by the City and the employee, each paying 12
50% of the increase. An increase in the contribution rate from 32% to 33.5% 13
occurred in or around July 2007, and was shared by the City and the employee. In 14
consideration for agreement on a zero percent (0%) COLA in 2009, the City 15
agrees to permanently suspend this PERS contribution split for the increase 16
scheduled on or about July 11, 2009 from 33.5% to 37%, in lieu of a pay raise. 17
Any future PERS contribution increase above the 37% will be subject to this 18
contribution split. For all non-early retirement classifications covered by this 19
contract, the PERS contribution increase that was effective in 2011, and any future 20
increases shall be shared equally by the City and the employee. However, it is 21
agreed that, the PERS increase which went into effect on July 1, 2011, will not 22
begin to be shared equally until the payment following the ratification of the 2011 23
48
Agreement by both the City and Local 1285, and the City will be responsible for 1
any payments prior to said ratification date. 2
B. Employees assigned by the Fire Chief and approved by the Deputy 3
City Manager from a 56-hour work week to temporary 40-hour work week 4
assignments of less than one year which would cause that employee a loss of 5
Holiday Compensation may be compensated by the payment of Holiday 6
Compensation at the employee's normal 56-hour base pay plus longevity rate for 7
all holidays occurring during the temporary 40-hour assignment. Employees who 8
are on light duty are excluded. 9
C. An employee who has been officially designated by the Fire Chief 10
and approved by the Deputy City Manager to assume responsibilities outside of 11
the normal job duties of the employee's regular classification requiring increased 12
responsibility and/or technical expertise will be compensated ten percent (10%) of 13
their base rate of pay, plus longevity for a maximum of thirteen (13) pay periods in 14
any twenty-six (26) pay periods. Approvals must be granted in advance and must 15
be for specific pay periods. This is not intended to change or negate acting pay for 16
permanently assigned suppression or support personnel acting within those 17
divisions. 18
D. The City of Las Vegas and the International Association of Fire 19
Fighters, Local 1285, do hereby agree to a twenty-eight (28) day work period for 20
the computation of Fair Labor Standards Act overtime, to be effective on or before 21
April 15, 1986. 22
As defined within the Fair Labor Standards Act, the hours of 23
overtime computation governed by this Agreement shall be those hours in excess 24
49
of two hundred and twelve (212) hours per twenty-eight (28) day work period for 1
Fire Combat members and one hundred seventy-one (171) hours per twenty-eight 2
(28) day work period for Fire Investigative members. 3
4
E. Shift Differential 5
Shift differential is defined as the premium authorized to be paid to 6
an employee assigned to the Communication Section above his/her regular 7
straight-time hourly rate of pay for working a regularly scheduled shift other than a 8
day shift. A day shift is defined as any regularly scheduled work shift that begins 9
no earlier than 5:00 a.m., or ends no later than 7:00 p.m. Only regularly scheduled 10
shifts that begin or end outside the 5:00 a.m. to 7:00 p.m. time period shall be 11
eligible for shift differential pay. The amount of shift differential shall be computed 12
as four percent (4%) of base salary for the shift worked. Shift differential shall be 13
paid for hours on paid leaves. 14
If an employee scheduled to work a regularly scheduled day shift 15
works two complete shifts in a row (day and swing shifts), he/she shall receive shift 16
differential and overtime pay for the second shift. 17
If an employee scheduled to work a regularly scheduled day shift 18
works overtime past 7:00 p.m. into a regularly scheduled swing shift but does not 19
complete a second shift, he/she shall not receive shift differential pay, but shall 20
receive overtime pay for all overtime hours worked. 21
If an employee scheduled to work a regularly scheduled swing shift 22
works overtime into the next shift, he/she shall receive shift differential pay and 23
overtime pay for the overtime hours worked. 24
25
50
ARTICLE 18 - LONGEVITY 1
A. The longevity pay for eligible members shall be paid on the following 2
basis: upon completion of six (6) consecutive years of employment, covered 3
employees shall receive an additional three percent (3%) of their bi-weekly base 4
salary. For each year of continuous service thereafter, each employee shall 5
receive an additional one-half of one percent (½ of 1%) increase of the base salary 6
until a maximum of fifteen percent (15%) has been reached for thirty (30) years of 7
continuous employment with the City of Las Vegas. This longevity plan shall 8
become effective on the hiring anniversary date of covered employees. Overtime 9
or any other incentive payments shall not be considered in the calculation of 10
longevity pay. 11
B. Employees hired after July 1, 1980, shall have a maximum longevity 12
benefit of ten percent (10%) at twenty (20) years; however, their starting and yearly 13
accumulations shall be the same as those in Paragraph A. 14
C. Employees hired after January 1, 2003, shall receive longevity pay 15
on the following basis: upon completion of ten (10) consecutive years of 16
employment, covered employees shall receive an additional three percent (3%) of 17
their bi-weekly base salary. For each year of continuous service thereafter, each 18
employee shall receive an additional one-half of one percent (½ of 1%) increase of 19
the base salary until a maximum of ten percent (10%) has been reached. 20
D. Employees hired after July 1, 2013 shall not be eligible for the 21
longevity pay, which shall continue to be applicable to employees hired before July 22
1, 2013. Instead, for employees hired after July 1, 2013, Step 1 shall be increased 23
by an additional two and one half percent (2.5%), and, there shall be an additional 24
51
step added, which will be listed as Step 11, and which shall reflect a three percent 1
(3%) pay increase above Step 10. The specified change to Step 1, and the 2
creation of the new Step 11, shall be reflected in the City of Las Vegas Fire 3
Classified Salary Schedule, which is attached hereto and incorporated thereby as 4
Attachment B of this agreement. 5
6
52
ARTICLE 19 - ACTING PAY 1
A. The City and the Union agree that any employee who has been 2
officially designated by the Fire Chief, or his designated representative, to assume 3
temporarily the full responsibilities of an established position of a higher grade for 4
four (4) hours for those assigned to a 56 hour work week or four (4) hours for those 5
assigned to a 40-hour work week or more shall be paid five percent (5%) or the 6
minimum of the new classification assumed whichever is greater as acting pay. 7
8
53
ARTICLE 20 - TRAVEL PAY 1
A. Eligible members shall normally receive travel pay at the rate of the 2
current Standard Mileage Rate for business miles, as set by the Internal Revenue 3
Service per mile for any travel required to be performed in the member's personal 4
vehicle after reporting to duty at an assigned duty location. Those personnel 5
affected by a daily transfer shall receive travel pay at the rate of the current 6
Standard Mileage Rate for business miles, as set by the Internal Revenue Service 7
per mile or eight dollars ($8) per shift, whichever is greater. Travel pay shall be 8
paid on a monthly basis. 9
B. Travel pay requests shall be submitted to the employee's immediate 10
supervisor for approval and forwarded to the City's Finance and Business Services 11
Department through departmental channels no later than the 10th day of the 12
following month. Travel pay will be reimbursed on the employee’s normal payroll 13
check. 14
15
16
54
ARTICLE 21 - COMPENSATION FOR SERVICE INCURRED 1
ACCIDENT OR ILLNESS 2
A. The City and the Union agree that all eligible members shall be 3
covered by a Workers Compensation Program of the City's choice that conforms 4
with the provisions of the Nevada Industrial Insurance Act and the Nevada 5
Occupational Diseases Act, and that provides for payment of accident benefits and 6
compensation for partial and total disability arising from injuries and occupational 7
diseases. 8
B. Should an employee suffer a service-incurred accident or illness, and 9
the employee's present gross salary, excluding overtime, is not entirely protected 10
under the provisions of the Workers Compensation Program, the City will pay to 11
the employee an amount equal to the difference between the compensation 12
received and the employee's then present gross salary, excluding overtime, for a 13
period of two (2) calendar months from the first day of absence due to illness or 14
injury. The City may continue this maintenance of income at full or partial pay for 15
periods of thirty (30) days up to a maximum time limit of sixty (60) months. 16
C. Before the City grants these benefits, the employee shall comply with 17
the normal and reasonable administrative procedures established by the City. At 18
the time an application for benefits is filed, and as may reasonably be required 19
thereafter, the City may request, at its option and expense, that the employee be 20
examined by a physician appointed by the City. The examining physician shall 21
provide to the City, and the employee, a copy of the medical findings and the 22
physician's opinion as to whether or not the employee is able to perform the 23
employee's normal work duties and/or whatever, if any, work duties the employee 24
55
is able to perform or unable to perform. The City may further require that such 1
injured employee be available for light duty work as soon as possible after release 2
by a qualified physician, which may be either City or employee appointed. In the 3
event of a difference of opinion between qualified physicians, the employee shall 4
be entitled to have the issue resolved in accordance with the Civil Service Rules. 5
D. The City and the Union recognize that employees may participate in 6
USAR training and deployment under federal activation as members of the Clark 7
County FEMA USAR Team. Employees participating as Clark County FEMA 8
USAR Team members whether training or formally deployed under federal 9
activation are entitled to all healthcare benefits provided under the collective 10
bargaining agreement between the City and the Union. 11
Any employee who becomes sick or injured while participating in training or 12
formal deployment, as a FEMA USAR member must timely submit all required 13
documentation to process federal and state workers compensation claims. 14
Nonetheless, employees either sick or injured while participating in training or a 15
formal federal deployment as a FEMA USAR member shall be entitled to make a 16
claim for all of the state workers compensation benefits they would otherwise be 17
entitled to while performing their job duties as a City employee. However, 18
employees are only allowed recovery for a workers compensation claim under 19
either the State of Nevada or the federal workers compensation system. 20
21
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ARTICLE 22 - MEDICAL BENEFITS 1
The City and the Union agree that the City will pay part of the cost of the 2
employees' and dependents' hospitalization and health insurance plan as set forth 3
in the LAS VEGAS FIREFIGHTERS HEALTH AND WELFARE TRUST 4
AGREEMENT. The aforementioned cost that the City will pay shall not be in 5
excess of either the actual cost of the Trust's insurance coverage or the amount 6
set forth below, whichever is less per covered employee. 7
Effective June 24, 2013, The City will pay per employee who is a member 8
of the bargaining unit: five hundred dollars ($500.00) per pay period. 9
However, the City or Union may re-open Article 22 Medical Benefits for the 10
contract year 2017-2018 and also for each consecutive contract year for the 11
duration of the contract in the manner provided in NRS Chapter 288, for the sole 12
purpose of negotiating the City per employee, per pay period contribution amount 13
to the Las Vegas Firefighters Health and Welfare Trust for insurance coverage. 14
The Association established an Employee Benefit Trust fund for the 15
purpose of funding health insurance premiums for retirees. The Trust was 16
established in accordance with federal and state laws applicable to employee 17
benefit trust funds (26 USC 501(c)(9)). The City and the Board of Trustees 18
acknowledge and agree that the funds currently held in the Retiree Supplemental 19
Account of the existing Health and Welfare Trust fund will be transferred to the 20
Employee Benefit Trust and managed separately from the existing Health and 21
Welfare Trust fund. Effective September 1, 2016, the $45 per pay period 22
contribution that was previously made to the Trust by the City for retiree medical 23
benefits will no longer be made, but rather, will be reflected as an additional 0.65% 24
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base wage increase beginning on September 1, 2016. It is believed that this 1
change will result in a reduced cost to the City of Las Vegas and a portion of this 2
reduction in cost represents a concession made by the UNION, the value of which 3
also offsets the full amount / value of union business leave as delineated in the 4
revised Article 5 of this new collective bargaining agreement. 5
All issues regarding the operation of the Employee Benefit Trust are exclusive of 6
this collective bargaining agreement. Eligibility, benefits, the type and amount of 7
reimbursable premiums or expenses and all other matters regarding the operation, 8
administration and benefit plan of the Employee Benefit Trust shall be made by the 9
Trustees of the Employee Benefit Trust. The employee’s contribution to the 10
Employee Benefit Trust shall be mandatory and will be made by automatically 11
deducting the specified amount from the paycheck of eligible employees prior to 12
any taxes being withheld. The amount of the payroll deduction shall be 13
determined by the Trust. The City and Local 1285 bargaining units agree that the 14
Board of Trustees of the Employee Benefit Trust is authorized, on an annual basis, 15
to determine the amount to be so deducted and remitted to the Employee Benefit 16
Trust, based on the financial needs of the Employee Benefit Trust. The Board of 17
Trustees will communicate to the City any changes or adjustments in the amount 18
to be so deducted, and the City will remit the specified amount to the Employee 19
Benefit Trust. 20
In addition to the mandatory deduction for the Employee Benefit Trust 21
stipulated above, the City agrees to deduct from the paycheck of each employee in 22
the bargaining unit and the Union who has signed an authorized payroll deduction 23
card such amount as the employee may designate as dependent insurance 24
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coverage and/or amount designated as insurance coverage in excess of that 1
provided in the first paragraph of this Article. All such insurance funds shall be 2
remitted by the City to the LAS VEGAS FIREFIGHTER HEALTH AND WELFARE 3
TRUST AGREEMENT within one (1) month after deduction. 4
All communications concerning health and welfare plans and coverage by 5
the Firefighters to the City shall be directed to the Director of Human Resources 6
Department. Any request for increased insurance premiums or contributions shall 7
be accompanied by a financial information or statement showing the various 8
benefit costs, employee vs. dependent, on a total and on a line item basis. The 9
Union agrees that it will provide the City, upon request, within forty-eight (48) 10
hours, copies of all written correspondence between the Trustees, the Trust 11
Administrator, and the Union. 12
The Union agrees to indemnify, and hold the City harmless against any and 13
all claims, suits, orders, or judgments brought or issued against the City as a result 14
of any action taken or not taken by the City with respect to authorized deductions 15
for coverage in excess of that provided in the first paragraph of this Article. 16
17
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ARTICLE 23 - UNIFORMS, UNIFORM MAINTENANCE, 1
COMBAT AND SAFETY EQUIPMENT, TOOL ALLOWANCE, 2
AND THE MAINTENANCE THEREOF 3
4 A. The City and the Union agree that: 5
1. The City shall provide an annual uniform allowance of one 6
thousand five hundred ($1,500) to all personnel covered by this Agreement, 7
to buy and maintain work and dress uniforms as prescribed by the Fire 8
Chief. Such allowance shall be paid in quarterly increments beginning with 9
the first payday in July 2011, by a check separate from the normal payroll 10
check. Effective October 9, 2011 uniform allowance will be deferred back 11
to the City for three consecutive quarterly increments. Effective July 8, 12
2012 the annual uniform allowance will revert back to one thousand five 13
hundred ($1,500). New hires covered by the Agreement shall be paid on a 14
monthly-prorated basis after six (6) months employment minus the cost of 15
the Class B uniforms initially issued. 16
2. The City shall provide the initial issue of cap and badge. 17
Replacement of these items will be the responsibility of the individual. Newly 18
hired personnel will be provided three (3) sets of their own Class B uniform 19
and after they have completed their probation, they will be expected to 20
secure a Class A uniform at their expense. 21
3. The City shall provide all combat and safety equipment as it 22
deems necessary. 23
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4. Uniforms and combat safety equipment shall only be worn or 1
used on official Fire Department business or as authorized by the Fire Chief 2
and specified in the Department Rules and Regulations. 3
5. Tool allowance will be provided to the following classifications 4
at the annual rate set forth below: 5
Fire Equipment Mechanic I $360.00 Per Year 6
Fire Equipment Mechanic II $360.00 Per Year 7
Fire Equipment Mechanic III $360.00 Per Year 8
Fire Equipment Mechanic Foreman $360.00 Per Year 9
Fire Communications Technician I/II $360.00 Per Year 10
Fire Equipment Service Technician $360.00 Per Year 11
These amounts will be increased by 25% during the first year of employment. Tool 12
allowance will be paid in quarterly increments. No separate safety shoe allowance 13
will be paid. 14
15
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ARTICLE 24 - WORK DAY, WORK WEEK 1
A. The City and the Union agree that the workday, workweek, including 2
paid meal period(s), for eligible members of the bargaining unit, shall be as follows: 3
Normal Normal Normal 4 Division Work Day Work Week Bi-Weekly Hours 5
Fire Combat 24 Hours 56 Hours* 112* 6
Fire Investigation 10/14 Hours 42 Hours* 84* 7
Fire Prevention 10 Hours** 40 Hours 80 8
Alarm 10 Hours** 40 Hours 80 9
Mechanical 8 Hours*** 40 Hours 80 10
Training 10 Hours*** 40 Hours 80 11
Hydrant 8 Hours*** 40 Hours 80 12
*Averaged annually. 13
** 10-hour shifts may be subject to change based on changes in funding, staffing, 14
or other operational requirements that would negatively impact efficiency. All such 15
changes would be subject to 90 days notification to Local 1285 and the individual 16
employees affected. The City also agrees to meet with Local 1285 to discuss the 17
basis for any such changes. 18
*** 10-hour shifts may be implemented for specific Divisions based on staffing 19
availability and an expectation of positive outcomes. 20
Upon mutual agreement between the Employee, the City and the 21
Union, employees who are assigned from a 56-hour work week to a temporary 40 22
hour work week may work either a 5 eight hour shift schedule or a 4 ten hour shift 23
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schedule. Employees will continue to receive all benefits in accordance with the 1
56-hour workweek provision. Employees who are on light duty are excluded. 2
B. All personnel required to work longer than their normal bi-weekly 3
hours shall be paid overtime on a time and one-half (1½) hourly rated basis, based 4
on their bi-weekly rate of pay including longevity. When a member uses a non-5
worked sick shift or is on disciplinary leave, the member will not be eligible for 6
regular overtime for a period of 192 hours following the end of their sick shift or 7
disciplinary leave. This does not include those instances where the department 8
requires mandatory overtime. If a member was previously scheduled for regular 9
overtime for the 192-hour period following a member calling in sick the overtime 10
will be removed and no penalty will apply. 11
C. When the Fire Chief, or his designated representative, believe that it 12
is necessary to call out one or more members of the department, eligible members 13
called shall be paid overtime on a time and one-half (1½) rated basis. Said 14
employee shall be paid for a minimum of four (4) hours, regardless of having 15
worked less than four (4) hours. However, in the event the period of call-out 16
extends into the employee's normal working shift, such employee shall be paid for 17
the time actually worked in addition to his normal working shift. If the period of call-18
out exceeds four (4) hours, the employee shall be paid for the amount of time 19
actually worked. When a member uses a non-worked sick shift or is on disciplinary 20
leave, the member will not be eligible for call back overtime for a period of 192 21
hours following the end of their sick shift or is on disciplinary leave. This does not 22
include those instances where the department requires mandatory overtime. 23
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D. An employee who works less than four (4) hours on the initial four-1
hour period and is then called out a second time during the initial four-hour period 2
shall not be entitled to any additional overtime pay unless the aggregate time 3
worked for both occurrences shall exceed four (4) hours, in which case he shall be 4
paid for the aggregate time so worked. In the event an employee is called out for a 5
second time after the expiration of four (4) hours from the first call-out, the 6
employee shall be paid for a minimum of four (4) hours for each callout, except as 7
provided in the previous paragraph. 8
E. A shift shall be defined as the employee's normal workday. 9
F. Upon mutual agreement of the City and the employee involved, an 10
employee on a 10-hour shift may be assigned to work an 8-hour shift. 11
G. Notwithstanding the provisions of section A, all members of the 12
bargaining unit are subject to temporary re-assignment or change in the normal 13
work day, work week for periods of not greater than two weeks per year for the 14
purposes of job related training. Notification will be given 90 days in advance and 15
will not interfere with normally scheduled annual leave. 16
Employees assigned to a 40-hour workweek may request time in lieu 17
of overtime (TILO) rather than being paid for overtime. To accumulate TILO time, 18
employees may volunteer to accept time off rather than overtime pay. This TILO 19
time will be accumulated at a time and one-half (1½) rate for payment purposes. 20
No employee can be required to take time off rather than be paid at the overtime 21
rate. To use TILO time, employees must schedule their absence from work 22
following the same procedures used for scheduling annual leave. Such absences 23
will normally only be scheduled when the workload will allow the employee to be 24
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absent. This means that employees may be denied the use of TILO time 1
whenever, in the supervisor’s judgment, it is felt that to allow the employee to use 2
such time will require the City to pay other employees at the overtime rate or 3
accumulate TILO time. This accumulation and usage will be reported to the 4
payroll department by appropriate coding on the bi-weekly time cards. TILO time 5
balances will be reported to the employees on the paycheck stubs in the same 6
manner as vacation and sick leave hours are reported. If an employee 7
accumulates and uses the same number of TILO time hours within a pay period, 8
records may not show on the paycheck stub. No employee may have an 9
accumulated balance of TILO time exceeding two hundred (200) hours at the end 10
of any pay period. Employees may not have a deficit TILO time balance. 11
Employees shall be paid for any TILO time in excess of two hundred (200) hours. 12
At the time of separation from City employment, employees will be compensated 13
for any accumulated and unused TILO time at a straight time salary rate. 14
H. Proposal to allow the Fire Combat division will move from the current 15
“Three on Four off” 56 hour schedule to a “48-96” schedule for a trial period of 16
one year beginning in January of 2017. Employees in the Fire Combat division 17
will work (2) two 24 hour consecutive shifts (48 hours total) and then be off duty 18
for a consecutive 96 hours under the trial schedule. At the conclusion of the one 19
year trial period, upon mutual agreement between the Las Vegs Fire and Rescue 20
Administration and Local 1285, the membership of Local 1285 will vote on if they 21
would continue the 48-96 schedule or remain at our current schedule of Three on 22
Four off. The vote will take place in the month of September of 2017 to allow for 23
vacation bids to be made for 2018, and the results of that vote as it relates to the 24
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schedule would be implemented on January 1, 2018. This vote will require a two-1
thirds majority of those members voting to be successful. 2
Note: The FLSA work cycle shall be changed from a 28-day cycle to a 24-day cycle for the 3
one year trial period outlined above. Should the 48/96 schedule be discontinued the 24-day 4
cycle shall return to a 28-day cycle. The FLSA maximum hours of work for a 24-day cycle 5
is 182 hours.6
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ARTICLE 25 - LEAVE WITHOUT PAY AND SPECIAL LEAVE 1
A. Maternity/Paternity/Adoption Leave 2
Employees shall be entitled to leave without pay for up to a 3
maximum of six (6) months for purposes of childbearing and/or for caring for newly 4
born or newly adopted children. Additional maternity/paternity or adoption leave or 5
use of maternity/paternity or adoption leave not expressly set forth herein may be 6
awarded only upon written authorization of the City Manager. Employees may use 7
accrued sick leave for maternity/paternity or adoption purposes, provided such sick 8
leave meets all the requirements set forth in this Agreement. 9
B. Military Leave 10
Whenever a non-temporary employee enters the Armed Forces of 11
the United States, whether voluntarily or involuntarily, the following shall apply: 12
1. The employee shall be granted military leave without pay for 13
the duration of the employee's active service. 14
2. Any employees so granted military leave, who are later 15
honorably discharged or discharged as a result of disability from the Armed 16
Forces shall be restored to their former classification or to a like 17
classification. To qualify for such restoration, the employees must make 18
application for reinstatement within ninety (90) calendar days of discharge. 19
Such restoration is further dependent upon the City's circumstances having 20
not changed in such a manner as to make such reinstatement impossible or 21
unreasonable, and upon determination by the City Manager that the 22
employee is able to perform the duties and responsibilities of the position. 23
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3. Any employees so restored shall be granted accrued 1
seniority, benefits, or other compensation in accordance with the applicable 2
Federal law. 3
4. Persons who are employed to fill positions vacated as a result 4
of the employee being placed on military leave shall be so notified at the 5
time of their appointment. Such appointments may be made on a temporary 6
basis if the employee is on military leave for a period of less than one year. 7
Any persons employed on a non-temporary basis in positions vacated as a 8
result of military leave may be subject to reassignment, transfer, reduction 9
in grade, or termination upon reinstatement of the returning employee. Any 10
such reassignment, transfer, reduction in grade, or termination shall be 11
done in accordance with reduction in force procedures specified in this 12
Agreement. 13
5. Any employee holding reserve status in any of the regular 14
branches of the Armed Forces of the United States or the Nevada National 15
Guard who is obligated or ordered to serve on training duty shall be granted 16
military leave for a period not to exceed fifteen (15) calendar days in any 17
one calendar year. Compensation during such leave shall be the normal 18
gross salary that the employee receives from the City, excluding overtime. 19
The employee shall be entitled to retain any Armed Services pay earned 20
during the training duty. Employees are required to furnish copies of all 21
orders directing training, along with their request for time off. Employees 22
who are excused from work are required to report back to their Fire 23
Department duty station upon completion of the Military Training Session. 24
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6. When an employee is ordered to report for a pre-induction 1
physical, time spent up to three (3) days shall be considered an emergency 2
military leave and shall be granted with pay upon presentation of such 3
orders to the employee's immediate supervisor. 4
C. Court Witness or Jury Duty Leave 5
Employees called to serve on jury duty or subpoenaed to appear as 6
a witness in a court proceeding shall receive their regular City pay, less any jury or 7
witness pay. Those persons who are called as witnesses, or who are called but not 8
selected to serve on a jury, or who complete the day's jury duty prior to the end of 9
their normal shift shall report back to work when excused by the court or tribunal. 10
Those employees in the Communication section assigned to the graveyard shift 11
shall be relieved of duty the shift prior to reporting for jury duty. This section shall 12
not apply to persons whose appearance in court is the result of their status as 13
defendants in a criminal proceeding or to persons called or appearing as a party in 14
civil proceedings unrelated to City business. 15
D. Leave Without Pay 16
Leave without pay may be granted to employees for purposes 17
normally covered by sick or annual leave when such leave has been exhausted, or 18
for other justifiable reasons, including education at an accredited college, university 19
or specialized vocational or trade school. 20
1. Except for military leave and leave without pay resulting from 21
job-related illness or injury, periods of leave without pay in excess of thirty 22
(30) days shall not be credited for purposes of completion of probation, 23
merit increases, seniority, or longevity. The employee's service date shall be 24
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adjusted to reflect the actual time the employee was actively working for the 1
City of Las Vegas. 2
2. Continuous leave without pay for periods in excess of thirty 3
(30) days must be approved by the employee's Department Director and 4
the City Manager. 5
3. Continuous leave without pay for periods in excess of thirty 6
(30) days which are necessitated by job-related illness or injury shall be 7
credited for purposes of annual or sick leave, seniority, and longevity, and 8
may be credited for purposes of completion of probation and/or salary 9
increases upon recommendation of the employee's Department Director 10
and approval of the Director of Human Resources Department and the City 11
Manager. 12
E. Application and Examination Leave 13
An employee may be permitted reasonable time off with pay during 14
his/her shift to make an application and/or take an examination for promotional or 15
transfer opportunities within the City, when it is not possible or practical to do so 16
during non-working time. All such absences shall be scheduled with the 17
employee's supervisor. 18
F. Blood Donor Leave 19
Employees may be granted reasonable time off during their work 20
shift for the purpose of donating blood when participating in a City authorized 21
and/or sponsored blood donation drive or special need. All such absences shall be 22
scheduled with the employee's supervisor. In no event shall an employee be 23
eligible for overtime as a result of donating blood. 24
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G. Catastrophic Leave 1
1. When an employee suffers a catastrophic illness or injury, 2
and the eligible employee has exhausted all accrued sick leave as a result 3
of the illness/injury, then the employee may file a request for donations of 4
Birthday Holiday, sick leave and/or annual leave with the Union. 5
2. The request must be accompanied by: 6
a. A medical statement from the attending physician, 7
explaining the nature of the illness/injury, and an 8
estimated amount of time the employee will be unable 9
to work. 10
b. Evidence of approval of leave from the Fire Chief or his 11
designee. 12
3. A committee appointed by the President of the Union will 13
review the request to verify the employee's eligibility to receive leave 14
donations. 15
4. The Union will conduct the solicitation of donations and will be 16
limited to an information-only solicitation. Solicitations will be conducted for 17
a three-week (3) period of time and all donations will be submitted to the 18
Union on a form provided by the Union. 19
5. The minimum donation is twelve (12) hours per donation 20
request. The donating employee must have a balance of at least forty (40) 21
hours after the donation. Donations can be made from the donor's annual 22
leave, sick leave, or Birthday Holiday. Sick leave donations will only be 23
allowed from the employee’s compensable hours. Compensable hours 24
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would be those that the employee would receive cash payment for upon 1
separation from City employment. Employees with less than five (5) years 2
of service are not eligible to donate sick leave. Employees with more than 3
five (5) years of service but less than twenty (20) years of service will have 4
fifty percent (50%) of their non-surplus sick leave donation credited to 5
catastrophic leave and the remaining fifty percent (50%) will be credited to 6
the employee’s surplus bank hours. Employees with more than twenty (20) 7
years of service will have 100% of their non-surplus sick leave donation 8
credited to catastrophic leave. Employees with a sick leave balance above 9
their cap may donate accrued, sellable hours as defined in Article 16 – Sick 10
Leave. 11
6. The Union will forward donations to the Payroll Office, where 12
the donated time will be converted to dollars at the hourly rate of the donor. 13
The dollars will then be converted to sick leave at the hourly rate of the 14
recipient. The time donated will be forwarded by the Union on a first in first 15
out basis and will, as closely as possible, match the estimated time 16
requested by the physician. If any donated sick leave hours remain at the 17
end of the catastrophic leave, they will remain as the recipient's. 18
7. Eligible employees: 19
a. The Catastrophic Leave Program is available to all 20
employees covered in this Agreement. 21
b. Employees must be off probation and/or at least be 22
employed by the Fire Department for six (6) months 23
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prior to becoming eligible for the Catastrophic Leave 1
Program. 2
c. Employees must meet the following definition of 3
catastrophic illness/injury: "Catastrophic illness/injury is 4
an illness or accident that keeps an employee from 5
performing the duties of his/her job, (i.e., hospitalized 6
or homebound). The illness or accident cannot be a 7
result of an illegal act, nor can it be intentionally self-8
inflicted." 9
8. That the parties agree that should any problem or abusive 10
practice arise in the administration of this Paragraph, then the parties agree 11
to meet to facilitate the administration of the program or to eliminate any 12
abusive practices. 13
14
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ARTICLE 26 - POLYGRAPH EXAMINATIONS 1
A. No member shall be compelled to submit to a polygraph examination 2
against his will. 3
B. No disciplinary action or other recrimination shall be taken against a 4
member for refusing to submit to a polygraph examination. 5
C. Testimony regarding whether an employee refused to submit to a 6
polygraph examination shall be confined to the fact that, "Las Vegas does not 7
compel fire safety personnel to submit to polygraph examinations." 8
9
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ARTICLE 27 - SAFETY AND HEALTH ADVISORY COMMITTEE 1
A. The City agrees to establish a Departmental Safety and Health 2
Advisory Committee, comprised of not more than three (3) representatives by the 3
City and the Union each. The City shall submit to the Union and the Union to the 4
City the names of their respective representatives within thirty (30) days of the 5
implementation of this contract. 6
B. The Committee will meet a minimum of once every thirty (30) days 7
for the purpose of inspecting, investigating, and reviewing health and safety 8
conditions concerning bargaining unit employees. 9
C. The Committee, or any of its representatives, shall submit to the 10
Director of Fire Services and the Union President, reports concerning safety and 11
health conditions of the bargaining unit employees. 12
D. The Director of Fire Services shall correct any life or health hazard. 13
14
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ARTICLE 28 - EMERGENCY MEDICAL SERVICE COMPENSATION 1
2
A. EMT/EMD Pay. Effective June 24, 2001, the Salary schedule will be 3
increased by five percent (5%) to compensate for the certifications identified 4
below. The City and the Union agree that all members of the Fire Combat 5
Division, as well as Fire Training Officers, Fire Investigator I’s, Fire Investigators 6
II’s, and the EMS Quality Improvement Coordinator will be required to obtain and 7
maintain valid Emergency Medical Technician (EMT) Certification. Current 8
employees who are not EMT certified within one year of the signing of this contract 9
will have their compensation reduced by five percent (5%). 10
All employees in the Communications Division will be required to maintain 11
valid Emergency Medical Dispatch (EMD) Certification. 12
B. All new members of the Combat Division of the Las Vegas Fire 13
Department will obtain Emergency Medical Technician (I)ntermediate valid 14
certification from the accredited authority during and before completion of Fire 15
Fighter Trainee School. EMT (I) will be maintained for a minimum of five (5) years 16
for those hired after June 29, 1997. 17
C. Effective January 6, 2002, the City and the Union agree to pay a flat 18
rate of three thousand five hundred dollars ($3,500.00) per year to be paid 19
quarterly to those Captains and Engineers who maintain certification as a 20
Paramedic in Clark County. The City of Las Vegas Fire and Rescue may utilize 21
these employees as a second Paramedic on the unit they are assigned to. It is 22
possible to utilize the Captain/Paramedic or Engineer/Paramedic as the sole 23
Paramedic assigned to the unit for a maximum of four (4) hours per shift. 24
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Effective July 1, 2003, it would be possible to utilize the 1
Captain/Paramedic or Engineer/Paramedic as the sole Paramedic assigned to the 2
unit for a maximum of six (6) hours. 3
The Captain/Paramedic and Engineer/Paramedic will not be 4
assigned together as the Paramedics to be utilized as an advanced life support 5
unit. 6
7
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ARTICLE 29 - HAZARDOUS MATERIALS TECHNICIAN, 1
TECHNICAL RESCUE TEAM INCENTIVE PAY 2
A. The City and the Union agree that members of the Fire Combat 3
Division who have obtained and maintain valid certification from the authority 4
having jurisdiction, for Hazardous Materials Technician, and Technical Rescue 5
Team and that are assigned to the stations designated as the Hazardous Materials 6
Response Team, and/or Technical Rescue Team shall be paid incentive pay. 7
Hazardous Materials Technician incentive pay and Technical Rescue Team 8
incentive pay will be five percent (5%) of the member's present salary. 9
B. If any member allows their valid certification to lapse, he/she 10
automatically forfeits his/her incentive pay. 11
C. Permanent assignment to the Hazardous Materials Station and/or 12
the Technical Rescue station shall be on a voluntary basis. If there are not 13
sufficient volunteers, then assignments will be made based on seniority. 14
D. All members who obtain and maintain certification as either a 15
Hazardous Material Technician or a Technical Rescue Technician and are not 16
permanently assigned to the designated Hazardous Material Team or Technical 17
Rescue Team shall receive five percent (5%) acting pay when temporarily 18
assigned to the respective station. 19
E. Certification training will be accomplished during normal duty hours. 20
21
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ARTICLE 30 - METHOD OF EMPLOYEE CLASSIFICATION 1
A. The method used for determination of bargaining unit for classified 2
employees employed by the City of Las Vegas Fire Department shall be the 3
method described in NRS 288.170. 4
B. The Human Resources Department will notify the President of IAFF, 5
Local 1285, when a new classification is developed by the City and within the Las 6
Vegas Fire Department. 7
After bargaining unit determination is final and the bargaining unit is 8
within the Supervisory or Non-Supervisory bargaining unit represented by IAFF, 9
Local 1285, such negotiations as required by NRS 288 shall commence between 10
the City and the Union. Bargaining unit determination and negotiations shall be 11
finalized prior to the City submitting the new classification to the Civil Service Board 12
for approval. 13
14
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ARTICLE 31 - SAVINGS CLAUSE 1
A. It is not the intent of either party hereto to violate any laws, rulings, or 2
regulations of any governmental authority or agency having jurisdiction of the 3
subject matter of this Agreement. 4
B. Should any provision of this Agreement be found to be in 5
contravention of any Federal or State law or by a court of competent jurisdiction, 6
such particular provision shall be null and void, but all other provisions of this 7
Agreement shall remain in full force and effect until otherwise canceled or 8
amended. 9
C. Should any party fail to give notice to the other party that it desires to 10
commence negotiations with regard to the provision that was held or determined to 11
be illegal or void within twenty (20) days of said party having knowledge that a 12
provision was held or determined to be illegal or void, the party shall lose the right 13
to commence negotiations concerning the substance thereof. 14
D. This Agreement is the entire Agreement of the parties, terminating all 15
prior Agreements. 16
17
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ARTICLE 32 – STAFFING 1
The Department will assign rovers as outlined below to assist in the 2
management of the Department. Rovers will bid for platoon assignment. Effective 3
January 1, 2006 rovers assigned to each platoon will include one (1) Captain, one 4
(1) Engineer, one (1) Firefighter/Paramedic and one (1) Firefighter. Effective June 5
26, 2011 the number of Rovers assigned to each platoon will equal 9% of the 6
number of assigned unit positions for Captains and Engineers assigned to each 7
platoon. Effective June 26, 2016 the number of Rovers assigned to each platoon 8
will equal 12% of the number of assigned unit positions for Firefighter/Paramedic 9
and Firefighters. This Rover percentage increase from 9% to 12% for 10
Firefighter/Paramedic and Firefighters reflects the agreement between labor and 11
management to accommodate a new style deployment system to include but not 12
limited non-bid peak load Intermediate or Advanced Life Support units. This 13
percentage will be calculated on October 15th of every year and the number will 14
remain as calculated until recalculated the following year. The percentage of 15
employees will be calculated using “true rounding” less than one half (.49) will be 16
rounded down to the next whole number, one half (.5) and higher will be rounded 17
up to the next whole number. The Department will bid and assign all vacancies in 18
accordance with the Rules and Regulations. 19
20
21
81
ARTICLE 33 - ON CALL PAY 1
All employees required to be on an “On Call” status shall be compensated 2
with a minimum of four (4) hours of pay for the periods they are to be on call. If 3
they are called out to work during this period, all agreements in Article 24 – Work 4
Day, Work Week, Section C and D will apply. 5
6
82
ARTICLE 34 - PHYSICAL EXAMINATIONS 1
A. All employees covered by this Agreement shall be required to take 2
an annual physical examination within thirty (30) days of the employees’ birthday. 3
If an employee refuses to take the examination he/she shall be relieved of duty 4
without pay until the examination is taken. If the employee is unable to take the 5
examination because he/she is using sick leave or workers’ compensation benefits 6
then the exam must be taken within sixty (60) days of return to duty. Employees 7
using annual leave during the thirty (30) day period will have their thirty (30) day 8
period extended. The amount of days extended will equal the total number of days 9
that span between the first and last shift of annual leave used during the thirty (30) 10
day period following the employee's birthday. 11
B. Tests required during the annual physical exam would be, at a 12
minimum, those currently required by the National Fire Protection Association 13
(NFPA) Standard 1582 for Firefighters and are currently being performed by the 14
City. The Parties agree to meet and discuss any future revisions to NFPA 15
Standard 1582. 16
C. This annual physical examination will be paid for by the City and 17
scheduled while the employee is off duty. Employees will receive compensation 18
for four (4) hours at time and one-half after completion of the required examination. 19
20
83
ARTICLE 35 - IAFF FINANCIAL CORPORATION 457 PLAN 1
Effective January 1, 2006 Members of Local 1285 shall be afforded the option of 2
entering a retirement program governed by the Internal Revenue Code 457. A 3
company with an established program shall administer the deferred compensation 4
program. It is however understood the City will make available the IAFF Financial 5
Corporation 457 Plan as either the sole option, or one of the options that 6
bargaining unit members may participate in. Bargaining unit members will be 7
entitled to transfer 457 plan assets to the plan of choice without penalty. 8
9
84
ARTICLE 36 – PROMOTIONS / SELECTION PROCEDURE 1
The parties agree that the following procedures will be followed when 2
developing promotional eligible lists and selecting applicants from those lists. 3
These procedures will affect promotional recruitment only. 4
1. The promotional eligible list will be arranged by score, from 5
highest score to lowest score. Employees will be notified of their 6
final score and their placement on the list. 7
2. The top five (5) or 25% (whichever is greater) scoring candidates 8
on an eligible list will be available to the department to fill vacant 9
positions. The 25% calculation will be rounded down rather than 10
up (25% of 15 would be rounded down to 3). 11
3. The promotional list will be arranged by score, from highest 12
score to lowest eligible score. Scores will be taken out to two 13
decimal places, or to the nearest hundredth (ex. 89.512 = 89.51, 14
79.346 = 79.35). Scores will not be rounded to the nearest 15
whole number; therefore, any score beneath 70.00 will be 16
considered a failure. Employees will be notified of their final 17
score and their placement on the list. 18
4. After a name as been removed from the list as a result of a 19
promotion or other reason, the next highest scoring applicant will 20
become eligible for selection. 21
5. In the case of tie scores, all names with the tie score will be 22
considered as one. 23
85
6. The City will provide 45 days notice of the testing date for 1
promotional recruitment. The 45 day notice will be given to the 2
Union President for dissemination to current Fire employees. 3
7. A list of study materials will be given to applicants by Human 4
Resources staff at time of application or upon request to Human 5
Resources. 6
8. City of Las Vegas executive Fire personnel may be utilized for 7
the oral board segment of the Battalion Chief and Captain 8
Assessment centers. The oral board will be considered a part of 9
the examination and will be scored. Raters for all other 10
segments of the assessment centers will not be from any local 11
fire department. A representative of Local 1285 will be allowed 12
to observe the initial training provided to oral board and 13
assessment center members, exclusive of any actual test 14
materials discussion. 15
The parties also agree that the 1992 Civil Service Rules will apply when not 16
covered by an item listed above in this Article or superseded by the 17
Collective Bargaining Agreement between IAFF Local 1285 and the City of 18
Las Vegas. The 1992 Civil Service Rules shall not be used in any 19
disciplinary action involving a Bargaining Unit mem ber. 20
21
22 23
24 25
1
2
3
4
5
6
7
I
?
10
11
121314151617181920212223
242526
27282930
ARTICLE 37 . DURATION OF AGREEMENT
A. This Agreement shall become effective June 26, 2016 at 0001 hours
and, subject only to any reopener specifically provided for in this Agreement, shall
run in fullforce and effect untilJune 29,2019 at 2400 hours.
B. This Agreement shall be renewed in accordance with the time limits and
procedures established in NRS 288.
C. Amendment of any Article may be mutually agreed upon and shall
become effective on the agreed upon date.
D. NRS 288 procedures for impasse shall apply.
Þæe t*gcv I , La tÇDATE
CITY OF LAS VEGAS I NTERNATIONAL ASSOC IATI ONOF FIREFIGHTERS, LOCAL 1285
By: Morgan Qà1vis,istant[Çlty Attorney
. Fretwell, City Ma
86
1
2345678 SALARY9 GRADE
1011 F71121314 F721516 F7317181920 F74212223 F75242526 F7627282930 F773132333435 F7836373839 F794041424344454647 F804B
ATTACHMENT A
CITY OF LAS VEGASNON-SUPERVISORY
FIRE CLASSIFIED SALARY ASSIGNMENTS
CLASSIFICATION
Fire Equipment Service TechnicianFirefighter Trainee
-0-
Fire Prevention lnspector I (X)Communications SpecialistFire Equipment Mechanic ¡.. (X)
Fire Communications Technician I (X)Firefighter
F i ref i g hte r/Rescu em a n
Fire Equipment Mechanic ll*. (X)
Fire EngineerFire Prevention lnspector llSenior Communications Specialist
Fire lnvestigator I (X)Fire Communications Technician ll (X)Fire Equipment Mechanic lll.* (X)F i ref ig hter/E MT-( P)a ramed ic
Chief Communications Specialist-Fire Communications Training SpecialistFire Training Specialist
Assistant Fire Protection Engineer
EMS Field CoordinatorFire CaptainFire Equipment Mechanic ForemanFire lnvestigator ll (X)Fire Prevention lnspectíon Supervisor
Fire Training OfficerPublic Fire Education Officer
87
1
2 F81 EMS Quality lmprovement Coordinator3 Communications Quality lmprovement4 Coordinator56 F82 -0-7I *"Under normal conditions, Hydrant Repair duties shall be assigned by seniority onI a voluntary basis.
88
City of Las VegasHuman Resources
Salaríes for Grades with SEepsfor Fire Cl-assified EarlyEffect.ive Date 01-SEP-201-6
Date Printed: L0-NOV-16Page: L of 7
MonthJ-y AnnuallY
FCSt.epStepStepStepStepStepStepStepStepSt.epStepStepStepStepStepStepStepStepStep
FCStepStepStepStepSt.epStepStepStepStepStepStepStepStepSt.epStepStepStepStepStep
7LL234567a
v10L1T213I4t_5T6)-7L819
721a
3A
56789
1011L2t_3)-41516t7l-8L9
Hourly 56
$t_4.89$r.s.28$1s.67$16.06$r-6.4s$17.10ç1,7 .7 sç78.24$18.73çr9.26$19.78ç20.34$20.8eç2t .48ç22 .07ç22.s9$23 .1t-ç23 .69ç24.27
$r-s.70$r-6.l-1çt6 .52$16.93$17.3s$r.8.03$r-8.71-çr9.24çr9.76ç20 .32s2o .87ç2r.46ç22 .0sç22 .67ç23.29ç23 .84ç24 .40$2s.01ç2s .6r
Hourly 42
sr.9.8sç20.37$20 .8eç2t .42ç2t.e4ç22.80ç23.66ç24.32ç24.98$2s.68ç26.38ç27 .1,2ç27.e6ç28 .64ç2e .43$30.12$30.81$31. s8$32.3s
s20.93ç2L .4eç22 .03ç22 . se$23 .13ç24 .04ç24.9sç25 .6sç26.35ç27.09ç27.83s28 . 61ç2e .40$30.23$3r. . o6$31.79$32 . s3$33.34$34.1s
Hourly 40
ç20.84ç21,.3eç2r.94ç22 .49ç23.04ç23.94ç24.84ç25.54ç26.23ç26.96ç27.6eç28 .47ç29.2s$30.07$30. e0$3r_.63$32.35$33.16$33.97
ç21- .97ç22 . ss$23.l-3ç23 .7rç24.2eç25.24ç26.20ç26.e3ç27.67ç28 .44ç2e.22$30.04$30.87$3r-.74ç32 .6t$33.38$34 . r-ss3s. 01$3s.86
Biweekly
çL,667.4rçL,7t7 .29çt,755 .r7çt,'799 .04çL , 842 .9L$l-, 9l-5 . 21$t-, 987 . 50ç2 , 042 .87ç2,098 .25ç2 , ]-56 .92ç2 ,2]-5 .58ç2,277 .80ç2 ,340 .02ç2 , 405 .95ç2 , 47]- .88ç2 ,530 . L2$2,588.36ç2 , 653 .06ç2 ,71"7 ,77
çL,757.93$1_, 804 . 19$t_, 850 .45$L, 896.71-$1- , 942 .97ç2 , 0L9 .49s2, 096.00ç2 , ].54 .64ç2 ,2L3 .29ç2 ,275 .44ç2,337 .59ç2 , 403 .48ç2,469 .36ç2 ,539 .13ç2,608 .89ç2,670 .57ç2,732.26$2, 800.57s2, 868.88
ç3 ,6L2 .72ç3 ,7 07 .'7 9$3, 802.86s3, 897.93ç3 ,992 .98ç4 , 1"49 .63ç4 ,306 .25ç4,426.23ç4 ,546 .20ç4,673 .32$4, 800.43ç4,935 .23$5, 070 . 04ç5 ,21"2 .89$5, 355. 73ç5 , 48r .92$5, 608 . L2$5, 748 .30$5, 888 .49
$3, 808.85$3,909.07$4,009.30$4, l-09.55ç4,209 .78ç4,375.56ç4 ,54]- .32ç4,668.39ç4,795.46ç4,930 .12ç5, 064.79ç5,207 .53ç5,350 .27$5, 501 .44ç5,652 .59ç5 ,786 .24$5, 9t-9 . 89ç6,067 .91"ç6 ,2L5 .90
ç43 ,352 .66ç44,493 .54ç45 , 634 .42ç46 ,775 .04ç47 ,91,5 .66ç49,795.46$51-, 675 . 00ç53 , Lr4 .62$54, 554.50ç56,079.92$57, 605. 08ç59 ,222 .80s60, 840 . 52ç62 , 554 .7 0ç64 ,268 .88ç65,783.t2ç67 ,297 .36ç68 ,979 .56ç70,662.02
$45, 706 . l-8ç46 ,908 .94$48, Ll-L . 70ç49,3r4.46ç50,5L7 .22ç52,506.74s54,496.00ç56 , 020 .64ç57 ,545.54ç59 ,1,61, .44ç60,777.34ç62,490.48ç64,203 .36$66, ot-7 .38ç67 ,83L.L4ç69 , 434 .82$71,038.76ç72 , 81"4 .82$74,590.88
Cit.y of Las VegasHuman Resources
Salaries for Grades with StePsfor Fire Classified EarlyEffect.ive Date 0L-SEP-201-6
Date Printed: l-0-NOV-L6Page: 2 of 7
Mont.hly Annual-IY
FCStepStepStepStepStepStepStepStepStepStepStepStepStepStepStepSt.epSt.epStepStep
.FLStepStepStepStepSLepStepStepStepStepStepStepStepStepStepStepSt.epStepStepStep
'73123456789
1011I2t_3t41516T7r_8
19
741234567I9
1011T2L3T4t-51-6L'7l-8L9
Hour1y 55
s16. s0ç1.6 . e4il.1 .37$17 . 81_
çr8.24$r.8. e6$r-9.68ç20.24ç20.79ç2t .37ç2r.96$22.58ç23.20$23 . 86ç24 .52s2s.10ç2s .6eç26 .32ç26 . e7
$17.31çL7.77#L8.22$r-8.68$r_e. r-3$r_e.89$20.6sç2t.23ç21. .82ç22 .43$23 . 0sç23 .'7 0ç24.36$2s.05ç25 .7 4ç26.35ç26 . e6ç27.64$28.31
Hour}y 42
ç22 .0rç22 . seç23 .16ç23.74ç24.32ç2s.2eç26.25ç26.9eç27 .72$28.50ç2e .28s3o.r-1$30.e4$3r..8r-ç32 .6e$33 .47ç34.24$35 . l-o$35.95
$23 . 08ç23 .69ç24.30ç24 . e0s2s. s1ç26 .52ç27.s4$28.31ç29 .0eç29 .91"$30.73$3r_.60ç32 .48$33.40ç34.32$3s.14s3s.9s$36.8s$37 . 7s
Hourly 40
s23 . l-1ç23.7rç24.32ç24.93ç2s.s4$25.5sç27.56$28.33ç29.1.Oç2e . e2$30.74$31 . 6r-ç32 .48$33 .40$34.33$3s.l-4$3s.9s$36.85ç37.75
ç24.24ä24.e7$2s. s1ç26.Lsç26.79ç27.85$28.91ç29.73$30. s4s3r_.41ç32.27$33 .l-8$34.l-0$3s.07$36.04$36.89ç37 .75$38.69ç3e.64
Biweekly
$l-, 848 .43$t-, 897. 08çL,945 .7L$L, 994 .35ç2 , 042 .98ç2,L23 .80ç2 ,2O4 .62ç2 ,266 .5Lç2 ,328 .39ç2,393 .97ç2,459 .53ç2 ,529 .08ç2 ,598 .62ç2 ,672 .36ç2 ,7 46 .08$2, 8t-1.l-9ç2,876.29ç2 , 948 .20s3,020.l-0
sl-,938.93ç1, ,989 .94ç2 , O40 .97ç2 , 09L .98ç2 , )-42 .99ç2 ,228 .08ç2 ,3]-3 .L7ç2,378.29ç2 ,443 .39ç2 ,5L2 .45$2,581.51-ç2,654 .72ç2,727 .92ç2 ,805 .45ç2 , 882 .96ç2 , 95t .5093,020.04$3,095.55$3,l-71_.05
$4,004.93$4,110.33ç4,21,5.71ç4 ,32L .L0ç4 , 426 .46ç4,60\.57ç4 ,77 6 .68ç4 ,9L0 .7 6
s5, 044 .85$5, l-86 . 93$5,328.98ç5,479 .67$5, 630 .35s5, 790 . Ll-ç5 ,949 .84$6, 090.90ç6 ,23r .97ç6 ,387 .7 6ç6 ,543 .56
$4,201-.00$4,311-.54ç4,422.LLç4 ,532 .62ç4,643 .1,4ç4,827 .50$5, 0l-1.87ç5 ,1"52 .95ç5 ,294 . orç5 ,443 .64ç5 ,593 .27$5,751-.89$5, 910.50ç6 , 078 .47ç6 ,246 .42ç6 ,394 .92ç6 ,543 .42ç6,707 .02ç6 ,87 0 .62
$48, 059.18ç49 ,324 .08$50, 588 .46$51_, 853 . 10$53, 1l-7.48ç55,21-8.80ç57,320.L2ç58 ,929 .26$60, 538 .14ç62,243 .22ç63 ,947 .78$65, 756 . o8ç67 ,564.1"2$69,481-.36$71, 398 .08$73,090.94ç74,783 .54ç76,653 .20ç78 ,522 .60
$50,4L2.r8$51, 738 .44$53, o 65 .22ç54 ,39]- .48ç55 , 71,7 .7 4$57, 930 . 08ç60 , t42 .42$61-, 835 .54ç63 ,528 .L4$65,323.70ç67,rL9.26ç69,022.72ç70,925.92ç72,94r.70ç74,956 .96ç76,739 .00ç78,52L.04$80, 484 .30ç82,447 .30
City of Las VegasHuman Resources
Salaries for Grades with Stepsfor Fire Classified EarlyEffective Date 0l--SEP-201-6
Date Printed: l-0-NOV-l-6Page: 3 of 7
Mont.hly AnnuallY
FCStepStepStepStepStepStepStepStepSt.epSt.epStepSt.epStepStepSt.epStepStepStepStep
FC 76St.ep l-Step 2Step 3Step 4Step 5St.ep 6Step 7Step ISt.ep 9Step 10Step 11Step l-2Step 13step 14Step 15Step L6Step l-7Step 1-8
Step l-9
Hourly 56
$r-8 . l-2$18.60s19. o7$1e. ss$20.03$20.83ç2r .62ç22.23ç22.84ç23 .4eç24 . 14ç24.82$2s.51ç26.24ç26 , e6ç27 .61,ç28.2sç28 .96ç29 .66
$r_8.93$r.e.43çte .92$20 .42ç20.92ç21. .7 6ç22 .59ç23.23ç23 .87ç24 .55ç25 .23ç25 .95ç26 .67ç27.43ç28.re$28.86ç29.53ç30.27$31.01
Howrly 42
ç24.L6s24.80ç2s .43ç26 .07ç26 .7Oç27.77$28.83ç2e .64$30.46$31.32s32.18$33. Los34.01$34.98$3s. es$36.81ç37 .67$38.6r.$39. s5
ç25.2492s. e0ç26.57ç27 .23ç27.8es2e.0r-$30.r-2$30.e7$31.83ç32.73$33 .64$34.60$3s.5sç36.57$37. s8s38.48$39.38$40.36$4r..3s
Hourly 40
ç25.37ç26 .04ç26.70ç27.37$28.04ç2e.16ç30.27$3r_.13$3r.. e8ç32 .8e$33 .79ç34.7ss3s.71-$36.73ç37 .75s38.6s$3e. ss$40. s4s41. s3
$26. s0ç27 .20ç27.89$28 . s9ç29 .29$30.46$3r..63ç32.52ç33 .42ç34.37$3s.32ç36.32$37.33s38.40$39 .46$40.41$41.3sç42.38ç43 .42
Biweekly
ç2,029 .52ç2 , 082 .93ç2 , L36 .34ç2 , L89 .73ç2 ,243 .1_2
ç2 ,332 .41,ç2,42r.70ç2,490 .t2$2, 558 .54$2, 631.00ç2 ,7 03 .45ç2,780 .32ç2,857 .18ç2 ,938 .62$3,020.06ç3 , 092 .02ç3,t63.97$3,243 .08s3 ,322 .L8
ç2 ,1"20 .00ç2,1,75 .78ç2 , 23t .57ç2 ,287 .37ç2 ,343 .L7ç2,436 .72ç2,530 .26$2, 6ol-.89ç2,673 .52ç2,749 .49ç2 ,825 .45ç2 ,905 .99ç2 , 986 .5tç3 ,07L.82ç3 ,]-57 .L4ç3 ,232 .52$3,307.90$3,390.60ç3 ,473 .29
ç4,397 .29$4,513.01-ç4,628 .73ç4 ,7 44 .43$4,860.10$5, 053 .55ç5,247 .0L$5, 395 .25s5, 543 .50$5, 700 .49ç5 ,857 .49ç6 ,024 .03$6, L90 .55ç6,367 .02ç6 ,543 .46ç6,699 .38ç6 , 855 .26ç7 ,026.67$7, l-98. o5
s4, 593 .33ç4,7L4.20$4,835.08ç4 ,955 .97ç5,076 .87ç5,279.56ç5,482 .22ç5,637 .42ç5,792.62ç5 ,957 .23ç6 , LzL .82ç6 ,296 .3Lç6,470.77ç6 ,655 .62ç6,840.46ç7 ,003 .79ç7 ,t67 .rlç7,346.29ç7,525.45
ç52,767 .52$54, l_56 .18ç55,544.84ç56 ,932 .98ç58 ,32L . L2ç60 , 642 .66ç62 , 964 .20ç64,743 .1,2ç66,522.04$68,406.00ç70,289.70ç72,288.32ç7 4 ,286 .68ç76,404.L2ç78 ,52L .56$80,3 92 .52ç82 ,263 .22$84,320.08s86,376.68
$55,1-20.00$56, 570.28$58, 020.82ç59,47L.62ç60 ,922 .42ç63 ,354 .72ç65,786.76ç67 ,649 .L4ç69 ,5t1, .52ç7r,486.74ç73,461,.70ç75,555.74ç77 ,649 .26ç79,867 .32$82,085.64ç84 ,045 .52986, 005.4os88, l-55.60$90,305.54
751234567I9
10l_ t_
L213L4l-5t_6I718L9
City of Las VegasHuman Resources
Sal-aries for Grades with StePsfor Fire Classifi-ed EarlYEffective Date 0L-sEP-2016
Date Printed: L0-NOV-l-6Page: 4 of 7
Monthly AnnuallY
FCStepStepStepStepStepSt.epStepStepStepStepSt.epStepStepSLepStepStepStepStepStep
FCSt.epStepStepStepSt.epSt.epSt.epStepStepStepStepStepSt.epStepStepSLepStepStepStep
771
3456789
1011L213T4L5l_6L718L9
781a
34567I9
1011L213L4L5I61718l9
Hourly 56
ç\e.74ç20 .26ç20.78ç2r.2e$21.8r-ç22 .6eç23.s6ç24.23ç24.9052s .6Lç26.32ç27.07ç27.82ç28 .62ç29 .41"$30.1-2$30.82$31.s9ç32.36
$20. ssç2L .09$21.63ç22 . L7ç22.7Lç23 .62ç24.s3ç2s .23ç25.e3ç26 .67ç27.4rç28.Leç28 .97$2e.8r.s30.64$31.37s3 2 . r-t-ç32.91,$33.71-
Hourly 42
ç26.32ç27.0tç27 .7 0
$28.39ç2e.09$30.25$31.4r-$32.3r_$33.20ç34.L4$3s. oe$36.0es37.09$38.l-sç3e.22$40.1_5$41.09ç42 . 12s43 . r_s
ç27 .3e$28. r_r_
ç28.84ç29 .s6$30.28$3r-.49ç32.7t$33.64ç34.57$3s. ss$36. s4$37.5e$38.63ç3e.74s40.8s$4r-.83ç42.8t$43.88ç44.9s
Hourly 40
ç27.63$28.36ç29 . oeç2e.8t$30.s4s31.76ç32.eeç33 . e2s34.86$3s.8ss36.84$37. e0s38. es$40 . 06$41. r_8
ç42.16$43 . ]-sç44 .2394s.30
ç28.76ç2e.52$30.28$31- . 03931.79s33 . o7ç34.34$3s.32$36.30s37.33$38.37ç39 .47$40. s6ç4r.73ç42.89ç43.e2ç44.9sç46 . 07ç47.19
Biweekly
ç2 ,2L0 .48ç2 ,268 .65ç2,326.82ç2 ,384 .99ç2,443 .L6ç2 ,54L .0t$2, 638.86ç2,7L3.75ç2 ,7 88 .63$2, 868.05ç2 ,947 .46ç3 , 031" .62$3, l-15.78ç3 ,204 .97ç3 ,294 .L6ç3 ,372 .97s3,45L.78$3, 538.08ç3 ,624 .37
s2,301.09ç2 ,36L .64ç2,422 .20ç2,482 .77ç2,543 .32ç2 ,645 .34ç2,747 .35ç2,825 .54ç2,903 .72ç2 , 986 .56$3,069.40ç3 , r57 .23$3,245.05$3,338.l-6ç3 , 43]- .27$3,51-3.52ç3 ,595 .77$3, 685.67ç3,775.55
ç4,789 .38ç4 ,9L5 .41"s5, 041 .45ç5,167.48ç5 ,293 .5r$5, 505.52ç5,7t7 .53ç5 ,879 .79ç6 ,042 .03ç6 ,2t4 .roç6 ,386 . L7$6, 568 .51-$6, 750 .85ç6 ,944 .L0ç7 ,L37 .34$7, 308 . 10ç7,478.86s7, 665 .85ç7 , 852 .81"
ç4 ,985 .69$5, Ll-6 . 88ç5 ,248 .09ç5,379 .32$5, 5l-0 . 54ç5,73l..57ç5 ,952 .60ç6 ,122 .00ç6 ,291 . 40s6, 470 .88s6,650.37ç6 ,840 .67$7, 030.95ç7 ,232.69ç7 ,434 .41-ç7 ,612.63ç7,790.84$7, 985.61-$8,180.36
ç57 ,472.48$58, 984 . 90ç60 ,497 .32ç62 , 009 .7 4ç63 ,522 .16ç66,066 .26$68, 610.36$70,557.50ç72 ,504 .38ç74,569.30ç76,633 .96ç78 ,822 .L2$81-,0L0.28ç83,329.22$85, 648 .l-6ç87 ,697 .22ç89 ,7 46 .28$91-, 990 .08ç94 ,233 .62
$59, 828 .34ç6]- , 402 .64ç62,977 .20ç64 ,552 .02ç66 , L26 .32ç68,7'18.84$71_,431. L0ç73 , 464 .04ç75,496.72ç77 ,650 .56ç79,804.40$82, 087.98$84,371-.30ç86 ,'7 92 . L6ç89 ,21-3 . 02$ 91- , 3 51, .52593 , 490 .02ç95,827 .42$98, 164 .30
City of Las VegasHuman Resources
Hourly 56
FC 79Step 1 S21.3sStep 2 ç21, .92Step 3 ç22.48Step 4 ç23.04Step s $23.60Step 6 ç24.55St.ep 7 ç25 .50Step I ç26.23Step 9 ç26.95Step 10 ç27.72Step 1-1- ç28 .49Step 1-2 ç29 .3IStep 13 $30.13St.ep 14 $30.99Step 1s $31.86Step 16 ç32.62Step 17 $33.39Step 18 ç34.22Step 19 $35.06
FCSt.epStepStepStepStepStepStepStepStepStepSt.epStepStepStepStepStepStepSLepStep
ç22.16ç22 .7 4$23 .33ç23.eLç24 .4eç2s .48ç26 .47ç27.22ç27.98ç28.78$29. s8s30.43$31.28$32.18$33.08$33.88ç34 .67$35. s4$36.41
Sal-aries for Grades with Stepsfor Fire Classified EarlyEffect.ive Date 0l--SEP-2016
Date Printed: L0-Nov-l-6Page: 5 of 7
Monthly AnnuallY
$5,181-.79 ç62,]-8L.60s5, 3L8 . 16 $63, 81-8 . 04ç5,454.53 ç65,454.48ç5,590.92 ç67 ,090.92ç5,727 .31- ç68,727 .62ç5 , 957 .62 ç7]- , 49L .42$6,1-87.93 ç74,255.22$6,364 .33 ç76,371,.88ç6 ,540 .73 ç78,488 .80ç6,'727.76 $80,733.L2ç6,91"4.77 ç82,977.18ç7 , L1"2 .99 $85 , 3 55 .92ç7 ,3rt.21- ç87 ,734.40ç7,521.26 $90,255.1-0ç7,73L.29 ç92,775.54ç7,9L6.90 ç95,002.70$8, l-02 .50 ç97 ,230 .12$8,305.1-0 ç99,661.1,2$8, 507 .67 51,02,092.1,2
ç5,377 .87$5, 519.40ç5 , 660 .92ç5 ,802 .42$5, 943 .9o$6, l_83 .53ç6 ,423 .L4ç6 , 606 .56ç6,789.98ç6 ,984.47ç7,L78.96$7, 385. t_3
ç7 ,591.26ç7 ,809 .77ç8 , 028 .24s8 ,22'1, .22ç8 ,4r4 .19ç8 , 624 .54s8, 834.89
ç64 ,534 .60ç66 ,232 .66$67, 930.98ç69 ,629 .04ç7!,326 .84ç74,202.44ç77 ,077 .78ç79,278.68ç8r,479 .84$83,8L3.60ç86,L47 .62ç88 , 62t .52$91, 095. 16ç93,7L7 .26$96,338.84ç98 ,654 .66
$t_00,970.22$l_03, 494.56$106, ol-8 .64
80l-23456789
10111-2L3L415t6L7t-8t_9
Hourly 42
ç28 .47ç2e .22ç29.97ç30.72ç3L .47ç32.73$34.00ç34 . e7$3s. e4$36. e7ç37.99s39.08s40.l-7$4r_.33ç42 .48$43 . s0ç44 . s2$4s.63ç46.7s
ç29.ss$30.33$3r.. r-0$3r_.88ç32.66s33 . e8ç35.2e$36.3o$37.3r-$38.38ç39 .44$40. s8ç4L.71"ç42.91ç44.]-1,ç45.17ç46.23ç47.3eç4e.s4
Hourly 40
ç2e .8e$30.68ç3L.47ç32.26$33.04$34.37$3s.70ç36.72s37.73s38.81-$39.8e$4r_.04ç42.t8$43 .39ç44 .60ç45 .67ç46.7sç47.9ts49.08
s3r-.03$3r-.84ç32 .66$33 .48ç34.2e$3s.67s37.06$38.11-$39. L7s40.30ç4r .42ç42 .6r$43 . 80$45.06ç46.32ç47.43s48.54ç49.76$50.97
Biweekly
$2,391_.60ç2,454 .54ç2,5L7 .48ç2 ,580 .42ç2,643 .37ç2,749.67ç2 , 855 .97ç2,937 .38s3, 0l-8.80s3, t-05.12$3, 191-.43ç3 ,282 .92ç3 ,37 4 .40ç3 ,47L.35ç3 ,568 .29$3,653.95ç3,739.62$3,833.12ç3 , 926 .62
ç2,482 .r0ç2,547 .4Lç2,6L2 .73ç2,678.04ç2,743 .34ç2,853 .94ç2 , 964 .53$3, 049.1-8s3, l_33 .84ç3,223.60$3,31-3.37$3,408.52$3,503.66$3,604.51s3, 705.34ç3,794.41$3, 883 .47s3, 980.56ç4,077.64
City of Las VegasHuman Resources
Salaries for Grades with Stepsfor Fire Classified EarJ-yEffect.ive Date 0l--SEP-201-6
Date Printed: l-0-Nov-16Page: 6 of 7
Monthly AnnualIY
¡LStepStepStepStepStepStepSt.epStepStepStepStepStepSt epStepStepStepStepStepStep
FCStepStepStepSt.epStepStepStepSt.epStepStepStepStepStepSt.epSt.epStepSt.epStepStep
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456789
101- l-t213T4l_5L6L71819
Hourl-y 56
ç23 .07$23.68ç24.2eç24 .89$2s. s0ç26 .53ç27.s6$28.3sç2e .1,4ç29 .97$30.8r_$3r..6e$32. s8ç33 . s2ç34 .46ç35.29$36.12ç37 .02$37. 93
ç23.78ç24 .40$25. 03ç2s .66ç26.28ç27.34ç28 .4rç29 .22$30.04$30.90$31.76$32.68$33. s9$34. s6$3s. s3$36.3eç37.24$38.l-8$3 9 . l-l-
Hour1y 42
$30.76$31. s7$32.38$33.1e$34 . 00s3s.37$36.7s$37.80$38 .8s$3e. e6$41.08ç42.26ç43 .44ç44 .69$4s. es$47.0s$48. r_6
$49.36$s0. s7
$31.70ç32.54$33.37ç34.21,$3s.04ç36 .46$37.88$38. e6$40.0sç4]-.20ç42.35$43 . s7ç44.79s46.08$47.38ç48 .52ç49 .66$50 . 9oçs2.1.4
Hourly 40
$32.30$33 . l-5$34.00$34 .8s$3s.70ç37 .t4$38. s8s39.69ç40.79$4r..96s43 . 13ç44.37$4s.61$46. e3ç48.24ç4e .4r$so . s7$sr_.83$s3 . L0
$33.29$34 . r.7$3s.04$3s. e2ç36.7e$38.28ç39.77$40.9r_ç42 .0sç43.26ç44 .47$45.7s$47.03$48.39ç49 .7 4s50.94ç52.14$s3 .4sç54.75
Biweekly
$2, 583 .98ç2 , 651, .99ç2,7t9.99ç2,787 .98ç2 ,855 .97ç2 , 971- .29ç3 ,086 .62ç3,t74.99ç3,263.34$3,356.95$3,450.55$3,549.83ç3 ,649 .1"2ç3,754.36$3, 859.60ç3,952.54ç4 ,045 .48ç4 , L46 .63ç4,247 .77
ç2 , 663 .1"7ç2,733.26$2, 803 .33ç2 ,873 .42ç2,943 .50ç3 , O62 .56$3, 181-.61ç3 ,272 .83ç3,364.02ç3 ,460 .70$3,557.36$3,659.83ç3,762.29$3, 870.90ç3 ,979 .52ç4,075.44ç4 , L71, .37ç4 ,275 .66ç4,379.94
$5, 598.63ç5 ,7 45 .98s5, 893 .30s6, 040.63$6,1-87.93ç6,437 .81$6, 687 . 68$6, 879 . L3ç7 , 07o .56ç7 ,273 .39ç7 ,476.r9ç7 ,69L.31"ç7 ,906 .42$8, l-34 .45ç8 ,362 .46$8,563.84ç8,765.2r$8, 984.36$9,203 .50
ç5,770.20ç5 ,922 .05ç6,073 .89ç6 ,225 .75ç6,377 .59$6, 635. 54$6, 893 .50ç7 ,09t.1,2ç7 ,288 .72ç7 ,498 .L7ç7,707.60ç7 ,929.63$8, 151.63$8,386.96ç8 , 622 .28$8,830.L3ç9,O37.97ç9,263.93ç9 ,489 .86
$67, t-83 .48ç68 ,95r .7 4ç7 0 ,7t9 .7 4ç72,48'7 .48ç7 4 ,255 .22ç77 ,253 .54ç80,252.L2ç82,549.74s84, 846 .84ç87,280.70ç89,7L4.30ç92 ,295 . 58ç94,877 .12ç97 ,61"3 .36
s100,349.60çL02,766.04s1-05, 1"82 .48$107, 812 .38$Lt-0, 442 .02
ç69 ,242 .42ç71,,064.76ç72 ,886 .58ç74,708.92$76,53L.00ç79,626.56ç82,72L.86$85, 093 .58ç87 ,464.52ç89,978.20ç92,49L.36$95, 155. 58ç97,8L9.54
$t_00, 643 .40$t-03, 467 .52$t_05, 96r.44$t_08,455.62$1_l-t_, 1,67 .L6$11_3, 878 .44
821
34567I9
1011I2t_3I415t6L7t-8L9
City of Las VegasHuman Resources
Salaries for Grades with Stepsfor Fire Classified EarlyEffective Date 01-SEP-201-6
Date Printed: l-0-NOV-l-6Pagie: 7 of. 7
Monthly Annually
FCStepSt.epStepStepStepStepStepStepStepStepStepStepStepStepStepStepStepStepStep
83t_
23456789
10111-2t-3t4l_5L6t7l_8t_9
Hourly 56
ç24 . 14ç24.77ç2s .4Lç26.04ç26 .68ç27 .7s$28.83ç29 .6sç30.47$3r..34ç32.2L$33 .1_4
$34.06$3s.04$36.02s36.88ç37 .7s$38.6e$3e.63
Hourly 42
$32 .1-8$33 .03$33.88ç34.73$3s. s7$37.00$38.43939. s3$40.63ç4L.79#42.95ç44.A8ç4s.4Lç46.72ç4e .02ç4e .17$50.33$sr-. s9$s2 .8s
Hourly 40
$33.7es34.68$3s.57ç36.46$37.35s38.8s$40.36$41. sr-ç42.66$43.88$4s.10$46.39ç47.68$4e.0sç50 .429sr-.63$s2.85ç54.L7$ss.49
Biweekly
ç2,703.54ç2 ,774 ,69$2, 845 . 83ç2 , 9L6 .99$2, 988 . 15$3, l_08.32ç3 ,228 .49ç3 ,320 .52ç3 ,4t2.55$3, 5l-0 . 13ç3,607 .70ç3,7LL.1"2$3, 8L4 . 53ç3 ,924 .L3$4, 033 . 73s4,130.69ç4,227,64$4, 333 .33ç4,439 .0L
ç5,857 .67$6, 011 . 83ç6 , L65 .97$6,320.1-5ç6,474.31,ç6,734.69$6, 995 . 06ç7 ,L94.46$7,393.85ç7 ,605 .28ç7 ,8L6.69ç8,040 .77ç8,264,81ç8 ,502 .28ç8,739.75$8, 949.83$9, 1-59 . 88$9, 388 . 88$9, 6l-7 . 85
ç70,292.04ç72 , L4L .94ç73,.99r.58ç75,84L.74ç77 ,69L .90$80, 8L6 .32ç83 ,940 .74$86,333.52ç88,726.30ç9t ,263 .38993, 800.20ç96,489 .L2ç99,177 .78
ç102,027 .38$l_04, 876 . 98$L07,397.94$109, 9L8 ,64çt1,2,666 .58$l-1_5, 4L4.26
Cit.y of Las Vegas Salaries for Grades with StepsHuman Resources for Fire Non Supv Early EEs on or
af ter 0l--Jul-2013Effective Date 0L-SEP-2016
Hourly 56
s1s.28$16.06$t_7.l-0çL8.24çL9 .26ç20.34s21. .48ç22 . seç23 .6eç24.27ç24 .99
$16.11$r.6.93$18.03çte.24ç20.32ç2L .46ç22 .67ç23.84$2s.01ç2s .6L$26 . 38
çL6.94$17.8r-$18. e6ç20.24ç2L.37ç22 .58ç23,86s2s. r-oç26.32ç26 .97ç27.77
il,1 .77$18.68$r_9.89ç2L .23ç22 .43ç23.70$2s.0s$26.3sç27 .64$28.31ç29.L6
Biweekly
çL,7tr .29$t_, 799 . 05ç1- , 9t5 .21"ç2 , 042 .88ç2 , t56 .92ç2,277 .80ç2 , 405 .95ç2,530 .L2ç2,653 .06ç2,717 .7'7ç2 ,799 .30
$1, 804 . 18çL,896 .7tç2 , 0t9 .49ç2 , t54 .64ç2,275.44ç2 , 403 .47ç2,539 .L3ç2,670.58$2, 800.58s2, 868.88ç2 , 954 .94
$t-, 897 . 08ç1, ,994 .35ç2 ,]-23 .79ç2 ,266 .5tç2,393 .96ç2,529.08ç2,672 .35$2, 8t-l-.l-8ç2 ,948 .1"9$3, 020 .10$3, 1-10.70
$t-,989.95ç2 , 09l. .99ç2 ,228 .07ç2,378.29ç2 , 51"2 .44ç2,654.72ç2 ,805 .44$2, 951-.50$3,095.55$3, l_71-.05ç3 ,266 .1,9
Date Printed:Page: 1 of
Monthly
ç3,707 .79ç3,897 .94ç4 , t49 .62ç4,426 .23ç4,673 .32ç4,935 .24ç5 ,2L2 .89s5,481-.93ç5 ,7 48 .29$5, 888 .49$6, 065.14
s3, 909.07s4, l-09.54$4,375.55$4, 668.38s4, 930.11ç5 ,207 .53$5,501-.46ç5,786.25ç6 , 06'7 .93ç6 ,2L5 .90ç6,402 .37
$4,1_1_0.35ç4 , 321, .10$4, 601.55ç4,9l.0 .77ç5,L86.92ç5 ,479 .68$5, 790 . o9$6, o9o.9oç6,387 .75ç6,543 .54$6, 739.85
$4, 3l-1.56ç4 ,532 .63ç4,827 .48ç5 , L52 .96ç5 , 443 .62$5, 751 .90ç6,078.46ç6 ,394 .92ç6,707 .02ç6,870.61"ç7 ,076.74
10 -NOV- 164
Annually
ç44,493 .54ç46,775.30ç49 ,7 95 . 46953, l-l_4.88ç56 ,079 .92ç59,222.80ç62 , 554 .7 0ç65,783 .t2ç68 ,979 .56ç70,662.02ç72,781".80
$46, 908 .68$49,3]-4.46ç52,506.74ç56 , O20 .64ç59 , ]-6t .44ç62,490 .22$66, 0l_7 .38$69, 435 . o8$72, 815.08$74, 590.88ç7 6 ,828 .44
ç49 ,324 .08s51,853.t0$55, 218 . 54ç58,929 .26ç62 ,242 .96$65, 756 . 08$69,481_.10$73, 090.68ç76,652.94ç78 ,522 .60$80, 878 .20
$51_,738.70$54,39L.74ç57,929.82$61_, 835 .54ç65 ,323 .44ç69 ,022 .72ç'72,941,.44ç76,739 .00$80,484.30ç82,447 .30ç84,920 .94
HourÌy 42 Hourly 40
FCBStepStepStepStepStepStepStepStepStepSt.epStep
FCBStepSt.epSLepStepSt.epStepStepSt.epStepSt.epSt.ep
FCBStepStepSt.epStepStepStepStepSt.epStepStepStep
FCBStepStepStepStepStepStepStepStepStepSt.epSt.ep
ç20.37ç2r.42ç22.80ç24.32$2s.68ç27.t2ç28 .64$30. r-2s3r_. s8$32.3ss33 .32
ç2! .4eç22 .58ç24 .04ç25 .6sç27.0eç2e .6r$30.23$3r..7es33 .34$34. r.s$35. r-8
ç22 . s8ç23.74ç2s .28ç26 . e8$28 . so$30.11$3r_.81$33.47$35. r_o
$35.9s$37.03
ç23 .69ç24 . eoç26.s2$28.31ç29 . e1,
$3r_.60$33 .40$35. r-4$36.8sç37.7s$38.88
$2r-.39ç22 .49ç23.94ç2s.s4ç26.96ç2e .47$30.07$3r..63$33.16$33.97ç34 .99
ç22 .55ç23.71.ç25.24ç26.e3ç28 .44$30.04ç3L.74$33.38$3s.01s3s.86s36 . 94
ç23.71,ç24.e3$26. ss$28.33ç2e.e2$3r-.61s33 .40$3s.14$36.85ç37 .75$38.88
ç24.87ç26.Lsç27.85ç2e .73s3r_.41s33 . 18$3s.07$36.89$38.6eç39 .64$40.83
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Cit.y of Las Vegas Salaries for Grades with StepsHuman Resources for Fire Non Supv Ear1y EEs on or
af ter 01"-Ju]-20L3Effective Date 01-SEP-2016
Hourl-y 42 Hourly 40 Biweekly
Date Printed: 1-0-NOV-l-6Page: 2 of 4
Monthly
FCB 75Step l-Step 2St.ep 3St.ep 4Step 5Step 6Step 7Step IStep 9St.ep 10Step 11
FCB 76Step 1Step 2Step 3Step 4Step 5Step 6St.ep 7Step IStep 9Step 10Step 11
FCB 77Step 1Step 2Step 3Step 4Step 5Step 6St.ep 7Step IStep 9Step 10St.ep L1
FCB 78Step l-Step 2Step 3Step 4St.ep 5Step 6St.ep 7Step 8Step 9Step 10Step 1L
Hourly 56
$t_8.60sr_e. ss$20.83ç22 .23ç23 .49ç24 .82ç26.24ç27.6Lç28 . e6ç29 .66$3o.ss
$r.e.43ç20 .42ç2L .7 6ç23.23$24. ssç2s . e5ç27 .43$28.86ç30.27$31.01$31.94
ç20.26ç21, .2eç22 .6eç24.23ç2s .6rs27 .07ç28 .62$30. r_2
$31. s9ç32 .36$33.33
$21.0eç22 . r7ç23 .62ç2s.23ç26 .67ç28 .1"9$2e.8r-$31.37ç32 . e1,$33.71ç34.72
ç24.80ç26 .07ç27.77ç29 .64$3r..32$33 . r-0$34 . 98$36.81-s38.6r_$39.ssç40.74
$2s.90ç27 .23ç2e . oL$30.97ç32.73$34.60$36. s7$38.48$40.36$4r-.3sç42 .5e
ç27 .01.ç28.3e$30.2s$32.31ç34.14$36.0e$38.1s$40. r_s
ç42.L2$43 . r_s
ç44 .44
$28.1_1ç29.s6$31.49$33 . 64$3s.5s$37. s9ç39.74s4r-.83s43.88ç44 . e5$46.30
ç26 .04ç27 .37ç29.L6$31. r-3ç32.89$34.7s$36.73$38.6s$40. s4$41. s3ç42.77
ç27 .20$28. se$30.46ç32 .52ç34.37$36.32$38.40$40.41-ç42.38ç43 .42ç44.72
$28.36ç29 .8Lç31, .7 6ç33.e2$3s.8s$37.90$40 . 06ç42.1"6ç44.23$4s.30ç46 .66
ç29 .52$31.03s33.07s3s.32$37.33ç39 .47ç4]-.73ç43.e2ç46 .07ç47 .1"9s48.61
ç2,082 .92 $4, 5L3 . 00ç2,r89.73 ç4,744.42ç2,332.U. $5,053.55ç2 , 490 .tr ç5 ,395 .24ç2,630 .99 $5, 700 .48ç2,780 .32 ç6,024.03ç2,938.63 ç6,367.03$3, 092 . ol- ç6,699 .36ç3 ,243 .08 ç7 ,026.68ç3,322.L7 ç7,L98.04ç3,421.84 ç7 ,4r3 .99
ç2 , 175 .79 ç4 ,7t4 .2rç2,287 .38 $4, 955.98ç2,436.72 ç5,279 .55$2,601-.89 ç5,637.43ç2,749 .49 ç5,957 .23ç2,905.98 ç6,296 .29$3, 071-.81 $6, 655 . 60ç3 ,232 . ü- ç7 , 003 .77$3, 390 . 60 ç7 ,346 .29ç3,473 .28 ç7 ,525.45ç3,577 .48 ç7 ,75r.22
ç2,268 .65 ç4,9L5.42ç2,384.99 ç5,L67 .47$2, 541-. 00 s5, 505 . 50ç2,7t3 .75 $5, 879 . 80$2,868.05 ç6,214.1"1"$3,031-.61 ç6,568.49ç3,204.97 ç6,944.r0ç3,372.98 $7,308.1-2$3, 538 . 09 ç7 ,665 .86ç3 ,624 .37 $7, 852 .81$3, 733 .11 $8, 088 .40
ç2,36t.64 $5,l-l-6.88ç2,482 .77 $5, 379 .33ç2,645 .33 $5, 731.55ç2,825 .53 ç6,L21.99ç2,986 .57 ç6 ,470 .90ç3 , 1-57 .23 ç6 , 840 . 67$3,338.17 ç7,232.69$3,513.52 ç7 ,6L2.62ç3 , 685 .6'7 ç7 , 985 .6L93, 775.55 $8, l-80.36$3, 888.81 ç8,425.77
AnnualIy
ç54 , r55 .92ç56 ,932 .98ç60 , 642 .66ç64 ,7 42 .86$68,405.74ç72,288.32ç76,404.38$80,392.26$84, 320.08ç86 ,37 6 .42ç88,967 .84
$56,570.54$59,471.88s63,354.72ç67 ,649 .L4ç7L,486.74$75, 555.48ç79,86"7.06ç84 , 045 .26$88, l-55.60$90, 305.28$93, 014.48
$58, 984 . 90ç62,009 .74s66, 066 . 0o$70, 557 .50ç74,569.30ç78,82t.86ç83 ,329 .22ç87 ,697 .48ç9r,990 .34ç94 ,233 .62$97, 060. 86
ç61 , 402 .64ç64 ,552 .02$68,778.58ç73,463 .78ç77 ,650 .82ç82,087 .98ç86 ,792 .42s91,351_.52ç95,827 .42$98, l_64.30
$101, l_09. 06
City of Las Vegas Salaries for Grades with StepsHuman Resources for Fire Non Supv Early EEs on or
after 01-,Ju]-201-3Effective Date 0l--SEP-201-6
Hourly 42 Hour1y 40 Biweekly
Date Printed: L0-NOV-l-6Page: 3 of 4
Mont,h1y AnnuallY
$5,318.1-6 ç63,81'7.78$5, 590 . 9l- ç67 ,090 .92ç5,957.62 ç7t,49L.42ç6,364.3L ç76,371.88ç6,727.76 $80,733.1-2ç7,LL2.98 $85,355.66ç7 ,52L.26 ç90,255. L0ç7,9t6.90 ç95,002.70s8, 305 . 08 ç99 ,66L.L2$8, 507 .67 çr02,092.1,2ç8,762.90 s105, L54.92
$5, 519.39 ç66,232.66ç5,802.42 ç69,629.04$6,1-83.52 ç74,202.L8ç6,606 .57 ç79 ,278.94ç6 ,984 .48 $83, 813 . 86$7 , 3 85 . l-3 ç88 , 62L .52ç7,809.76 ç93,717.26ç8 ,22L.20 $98, 654 .40ç8 , 624 .54 sl-03 , 494 .56$8, 834 . 9o $106, 0L8 . 90$9,099.95 $109 ,L99.22
ç5,745.99 $68, 952.00$6, 040.63 ç72,487 .48$6,437 .81- $77, 253 . 80ç6 , 87 9 .1-4 ç82 , 549 .7 4ç7 ,273.37 ç87,280.44ç7,69]. .3L ç92,295.84ç8 , t34 .46 ç97 , 61"3 .62$8, 563 .85 $l-02 ,766.30$8, 984.35 $l-07,8L2.L2ç9 ,203 .52 $l-10, 442.28ç9 , 47 9 . 62 ç1,L3 ,'755 .46
FCB 79Step l-Step 2St.ep 3St.ep 4Step 5Step 6Step 7Step 8Step 9Step 1-0Step 11
FCB BO
Step 1Step 2Step 3Step 4Step 5Step 6Scep 7Step 8SLep 9St.ep 1- 0St.ep 11
FCB 81SEep 1Step 2Step 3Step 4Step 5Step 6Step '7
Step IStep 9Step 10Step l-1
Hourly 56
ç21" .92ç23 .04ç24.5sç26.23ç27 ."72ç29.3Ls3o. eeç32 .62ç34.22$3s.06$36. r.r-
ç22 .7 4ç23.e).ç25 .48ç27 .22s28.78$30.43$32. r_8
$33 . 88$3s. s4$36.41$37.s0
$23 . 68ç24 .8e$26. s3$28.3sç2e.e7$3r-.6e$33. s293s.29ç37.02s37.93$3e.06
ç24 .40ç25 .66ç27.34ç2e.22$30.e0$32.68$34 . 56s36.3e$38. r_8
$3e. r.1ç4O.28
ç29 .22ç30.72ç32.73ç34 .97ç36 . e7$3e.08$41.33$43. s0s4s.63ç46.75$48. r.s
s30.33$3r_.88s33 . e8$36.30$38.38$40. s8ç42.9Lç4s.L7ç47.39ç48.54$s0.00
s31.57$33 . ]-e$3s.37$37.80$39. e6ç42.26ç44 .69$47 . 0s$4e.36$s0. s7çs2 .0e
ç32.s4ç34.2L$36.46$38.96ç4t.20$43 . s7s46.08ç48 .52$so.9oç52.14$53.7r_
$30.68ç32.26ç34.37ç36.72s38.81$41.04$43.3eç4s .67ç47.9ts49.08$so. s6
$3L.84$33.48$3s.67$38. t-r-$40.30ç42 .61"$4s.06ç47.43ç49 .7 6$s0.97$s2. s0
$33. r-s$34.8s$37. r-4$3e.69ç41. .96ç44.37s46.93ç49 .41,$sr..83$s3.10$s4.69
ç34.17ç35.92s38.28$40 . 91ç43.26ç4s.75$48.39$s0.94$s3 .4s$54 .7sss6.3e
ç2,454.53ç2 ,580 .42ç2,749 .67ç2,937 .38s3,105.12ç3 ,282 .9L$3,471.35$3, 653 .95$3,833.1-2ç3 ,926 .62ç4 , 044 .42
ç2,547 .41ç2,678 .04s2, 853 .93$3, 049.l-9ç3 ,223 .6t$3,408.52$3, 604.51-ç3,794.40$3,980.56ç4 ,077 .65ç4 , )-99 .97
ç2 , 652 .00ç2,787 .98ç2,97L.30ç3,]-74.99$3,356.94ç3,549.84ç3 ,754 .37$3,952.55ç4 , L46 .62ç4,247 .78ç4 ,375 .2L
ç2,733.26ç2 ,873 .42$3, 062.55ç3 ,272 .82s3,450.70ç3 , 659 .82$3, 870.90ç4 ,075 .45ç4 ,275 .66ç4,379.94ç4 ,s]-r .34
FCBStepStepStepStepStepSt,epStepStepSt.epSt.epSt.ep
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ç5 ,922 .07ç6,225.74ç6 , 635 .52$7, 09L.l-1ç7 ,498.L7ç7 ,929.62$8, 386.95$8,830. l-4ç9 ,263 .93$9,489.88ç9,774.56
ç7l. , 064 .7 6ç7 4 ,7 08 .92ç79 ,626.30$85, 093 .32ç89,978.20ç95 , L55 .32
$L00,643.40$L05, 96L.70$l-11,)"67.1"6$t_13, 878.44çLL7,294.84
City of Las Vegas Salaries for Grades with StepsHuman Resources for Fire Non Supv Early EEs on or
after 01--JuI-20L3EffecCive Date 01-SEP-20L6
Hourly 42 Hourly 40 Biweekly
Date Printed: 10-NOV-L6Page: 4 of. 4
Mont,hly Annually
FCB 83Step l-Step 2Step 3Step 4Step 5Step 6Step 7Step 8Step 9Step 1-0Step 1-1-
Hourly 56
ç24.77ç26 .04ç27 .7sç2e .6s$3r_.34$33. r_4
$3s.04$36.88$38.6e$3e.63$40.82
$33 .03ç34.73$37.00$39. s3ç4L.79$44 . r-8#46.72ç4e .L79sr-. s99s2.8s$s4 .43
$34.68ç36.46$38.8s$4r.. s1$43 .88$46.3e$4e. os9sr-.63$s4. r.7$s5 .49$s7.ls
ç2,774.70 $6, 0LL.84 ç72,142.20ç2,9L7.00 ç6,320.t6 ç75,842.00$3, l-08.3L ç6,734.68 $80, 81-6. o6$3,320.53 ç7,L94.47 $86,333.78$3,51-0.L3 ç7,605.29 $91,263.38$3, 71-1-. L3 $8, 040.78 $96,489.38ç3 ,924 .L3 $8, 502 .27 çL02 ,027 .38ç4,L30.69 ç8,949.83 $l-07,397.94s4,333 .33 $9, 388.88 $11-2 ,666.58ç4,439.0L ç9,61,7.85 $L15,4L4.26ç4,572.L8 ç9,906.40 sLl-8,876.68
City of Las VegasHuman Resources
Salaries for Grades with StePsfor Fire Cl-assified Regular
Ef fective Date 0l--sEP-201-6
Date Printed: 10-Nov-16Page: 1 of 6
Monthly AnnuallY
FRStepStepStepStepStepStepSEepStepSLepStepStepStepSEepStepSt.epStepSt.epStepStep
FRStepStepStepStepStepStepStepStepStepStepStepStepSt.epStepStepSt.epStepStepStep
7tl-23¿I
56789
1011L21314t_5t61_7
18L9
72l"23456789
1011I2131_4
t_516I71819
Hour1y 56
$14.78$r-s.16$r-s. ss$r-s . e4$r_6.33ç]-6 .97sr_7.6r_$18.10$18.59$r-9. l-l-$19.63s20.18ç20.74ç2r .32ç21, . eoç22 .42ç22 .94ç23 .51.$24.08
$15. s8$1s.99$16.40$r_6.81çr7 .22$17.90$18 .57$19.0e$r_9.6r.ç20.L6ç20.7L$21.30$21.88s22.s0ç23 .L2ç23.67ç24.2Lç24.82ç2s .42
Hourly 42
$r_9.70ç20 .22ç20.74ç2t.26ç21..77ç22 .63ç23 .48ç24.1.4ç24.7eç25 .48ç26.1.8ç26 . e1"
ç27.6sç28 .43ç2e.2rç2e.8e$30.58$3r-.3s$32 . r_r.
ç20.77ç2]- .32$2r_ . 86ç22 .4rç22.e6çn.e6ç24.76ç2s .46ç26 .1,s$26 .88ç27.62ç28 .40ç29.1"8$30.00$30.82$31. ssç32.28$33.09$33.90
Hour1y 40
ç20 .69ç2r.23ç2t.77ç22.32ç22.86ç23.76ç24 .66ç2s.34$26.03ç26.76ç27.49ç28.26ç2e .03ç29 .8s$30.67s31.3e$32 . l-l-ç32 .91-ç33.72
$21 . 81ç22.3eç22.96$23. s3ç24.r0$2s.05$26 . 00ç26.73ç27.46ç28 .23s29.00ç29 .82$30.63$31. s0ç32.37s33 . 1-3
s33 . 9oç34.74$3s. s9
Biweekly
çL , 654 .87ç1" , 698 .42çL ,7 41 .97sl_, 785 .51-$1 ,829. o6$L, 900 . 81ç1",972.56ç2,027 .52ç2 , 082 .48ç2 ,1_4O .7Lç2 , t98 .93ç2 ,260 .67ç2 ,322 .42ç2,387 .86ç2,453 .29$2,51_1.1-oç2,568.90ç2,633 .1"2ç2,697 .33
çt ,7 44 .7Lç1 ,7 90 .62$1 ,836.53$l-, 882 .45ç7,928 .37$2,004.30ç2 , 080 .24s2, L38.45ç2 , L96 .65ç2 ,258 .33ç2 ,320 .0L$2,385.41-$2,450.80ç2 ,520 .04ç2 , 589 .27ç2 ,650 .49ç2 ,7tt .71ç2,779.52ç2,847 .3r
$3,585.56ç3 ,679.9Lç3,774.26$3,868.61ç3 ,962 .96ç4 ,1"t8 .42ç4,273.88ç4 ,392 .97ç4 ,5L2 .04ç4,638 .20ç4,764.34ç4 , 898 .1,2$5, 03L.9L$5,173.69$5, 315 .46ç5,440 .72$5, 565 . 95$5, 705. 08ç5 ,844 .22
ç3,780.20$3,879.68ç3 ,979 .L5$4, 078.65ç4 , L78 .L2ç4 ,342 .65ç4 ,507 .L8s4, 633 .30ç4,759.40$4, 893 .05ç5 ,026 .69$5, 168 .39$5,310.06s5,460.08$5, 6t-0 . 08ç5,742.72ç5 ,875 .37ç6 ,022 .28ç6 ,].69 .L7
ç43 ,026 .62ç44 , t58 .92ç45 ,291" .22ç46 , 423 .26$47, 555 . 56ç49,42)-.O6$51_, 286 . 56ç52,715.52ç54 , L44 .48$55,658.46ç57 , L72 .t8ç58,777 .42$60, 382.92ç62,084.36ç63 ,785 .54$65, 288 .60ç66,79t.40ç68,46L.12s70, L30.58
$45, 3 62 .46ç46,556.L2ç47,749.78ç48,943.70ç50,]-37 .62$52, l-1i..80ç54 , 086 .24$55, 599 . 70ç57 ,LL2.90$58, 716.58ç60 ,320 .26ç62 ,020 .66ç63,720.80ç65 ,52L .04ç67,32L.02ç68 ,9L2 .7 4ç7 0 ,504 .46ç72,267 .52s74, 030.06
City of Las VegasHuman Resources
Salaries for Grades with Stepsfor Fire Classified RegularEffective Date 0l--SEP-201-6
Date Printed: 10-NOV-16Page: 2 of 6
Monthly AnnualÌy
FRSt.epSt.epStepStepStepStepSt.epSt.epStepStepStepStepStepStepSt.epStepStepStepStep
FRSLepSt.epSt.epSt.epStepStepStepSt.epStepSt.epStepStepStepStepStepSt.epSt.epSt.epSLep
t5L23456789
t_0t-1L2t-3T4151_6
1718l9
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23456789
10t1L213I4t_5).6I71819
Hourly 56
$r.6.38sr_6.8r-il,1.24çr7.67$r_8. r_0
$18.82$19.54$20 .08$20.63ç2r.2Lç2!.79ç22 .4r$23.03$23 . 68ç24.33ç24.9rç25 .49$26.13ç26.76
s17. r_8
sr-7.63$r_8.0e$18 .54$r_8.9eçte.74s2o. soç21 . 07ç2r .65ç22.26ç22.88ç23 .52ç24 .1"7ç24.86$2s. ssç26 . Lsç26 .7 6ç2'7 .43$28.10
Hourly 42
ç2r .84$22 .41.ç22.ee$23. s6ç24.14$2s.0e$26.0sç26.78ç27 .sLç28 .29ç2e .06$2e.88$30.70s31. s7ç32 .45s33 .21$33 . 98s34 . 83$3s.68
ç22.eL$23. sr-ç24.1,1,ç24.72ç2s.32ç26.33ç27 .33s28.10ç28 .87ç2e .6e$3o.so$3r_.37ç32.23$33.l-s$34.06$34.87$35.68936. s7ç37 .47
Hourly 40
ç22 . e3ç23.54ç24.1"4ç24.74$2s.3s$26.3sç27 .35ç28.12928.8eç2e.7o$3o.sl-$3r-.38ç32.24$33.1sç34 .07$34.88$3s.68$36. s8ç37.47
ç24 .05ç24 .6eç25.32ç25 . esç26.seç27.64ç28.70ç29.s0$30.31-$31.17s32.03ç32.e3$33 .84$34.80ç35.77ç36 .62ç37.47$38.40$3e.34
Biweekly
s1, 834 .53$1, 882 . 8t$1, 931-. 09$1, 979.35ç2,027.62ç2,L07 .84$2, l_88 .05ç2 ,249 .47s2, 3Lo.89ç2,375.96ç2 , 44:- .03$2, 5t_0.06ç2 ,579 .08ç2,652 .26ç2 ,725 .43ç2,790.04ç2 ,854 .66ç2 , 926 .03ç2,997 .40
çL,924 .35ç1-,974.99ç2 , 025 .63#2,076 .26ç2 , L26 .88#2 ,2Lt .33ç2 , 295 .77ç2 ,360 .40ç2 , 425 .02ç2 , 493 .56ç2,562 .r0ç2,634.76ç2,707 .4Lç2 ,784 .35ç2 , 86r .29ç2,929 .32ç2 ,997 .33ç3,072.28s3 ,1,47 .2L
ç3,974.82ç4,079 .42ç4 , r84 .02ç4 ,288 . 6oç4 ,393 .L7ç4 , 566 .98ç4 ,7 40 .78ç4,873 .86s5, 006. 92ç5,L47.9L$5,288.91ç5 ,438 .47$5, 588. oLç5 ,7 46 .56$5, 905 . l-0$6,045.1-os6, l-85.09ç6,339.74ç6 ,494 .36
ç4 , ]-69 .42ç4,279.1"4$4,388.87ç4 , 498 .57ç4 , 608 .25ç4 ,7 9r .21ç4,974.1"8$5, l_14 .19ç5,254 .21-ç5,402 .71$5, 551 .21ç5 ,7 08 .64$5, 866.05ç6,032.76ç6 , l.99 .4796,346.85ç6 , 494 .22$6,656.60s6, 818 .95
ç47 ,697 .78$48, 953.06$50,208.34$51, 463 .10ç52,7]-8.12$54, 803 .84$56, 889.30ç58 , 486 .22$60, 083 . t-4ç61",774.96ç63 ,466 .78ç65,267.56$67, 056 .08$68, 958 .76$70,861_.18ç72 ,54r .04ç74,22L.t6ç76,076 .78ç77,932.40
$50, 033 .10ç5r,349.74ç52,666 .38ç53 ,982.76ç55,298.88ç57 ,494 .58ç59 , 690 .02$61,370.40$63,050.52ç64,832 .56ç66 ,6t4 .60$68, 503 .76s70,392.66ç72,393.toç74,393 .54ç76,t62.32$77, 930 .58ç79,879.28ç8].,827.46
Cì-ty of Las VegasHuman Resources
Salaries for Grades with Stepsfor Fire Classified RegularEffective Date 01-SEP-2016
Date Printed: L0-NOV-16Page: 3 of 6
Monthly Annually
FRSt.epStepStepStepSt.epStepStepStepSt.epStepSt.epStepStepStepSLepStepStepSLepStep
FR 76Step 1Step 2St,ep 3Step 4Step 5St.ep 6Step 7St.ep 8Step 9Step 10Step 1-1-
Step 12Step 13Step 14Step 15Step 16Step 17Step 18Step 19
Hourly 56
$L?.98$r-8.46$18. e3$r.9.40$r.e.88ç20 .67ç2r .46ç22 .07ç22 .67$23.31ç23.96ç24 .64ç2s.32ç26 .04ç26.76ç27.40$28.04ç28.74ç29 .44
$r_8.79$19.28çr9.77#20.27ç20.76ç21. . s9ç22 .42$23 .06ç23 .69ç24.36ç25 .04s25.75s26 .46ç27.22ç27.98$28 .64ç2e.3L$30.0ss30.78
Hourly 42
$23 . e8ç24 .6rç2s.24ç25 .87$26. s0ç27.s6$28.61ç2e .42$30.23$31 . 09$31.94s32.8s$33 . 76ç34.72$35.68$36.53$37.38$38.32ç39.2s
$2s.05ç25.7Lç26.37ç27.03ç27.69ç28.79ç2e . eo$30.74$31_ . s9ç32 .49$33.38$34.33ç35.2eç36.2e$37.30$38.1es3e. o8$40 . 06ç4r . 04
Hourly 40
$2s.18ç2s.84$26. s0ç27 .1,7ç27.83ç28.94s30.04$30.8eç3t .7 4ç32.64$33 . s4ç34 .49935.4ss36.46ç37.47$38.36ç39.25ç40.23ç41,.21,
s26.30ç26.eeç27.68$28.38ç2e.07$30.23s3r_.3eç32.28$33. r-7$34.l-1$3s.0s$36.0ss37. os$38.11$39. r-7$40.10$4r..04ç42 .06$43 . 09
Biweekly
s2, ot{ .27ç2,067 .27ç2 , L20 .28ç2,1-73.28ç2 ,226 .26ç2 ,3!4 .87ç2 , 403 .48ç2,47L.39$2,539.30ç2,6LL.22$2, 683 .l_3ç2 ,759 .4tç2 ,835 .69ç2 , 91"6 .53ç2,997 .35ç3 ,068 .77$3,140.l-9ç3 ,21-8 .7 oç3,297.20
ç2 , L04 .06ç2 , !59 .42ç2,2t4.79ç2,270.t8ç2 ,325 .56ç2 , 4L8 .40ç2,str.24ç2 ,582 .33ç2 , 653 .4tç2,728.8Lç2,804 .2rç2 , 884 .1"4ç2 , 964 .0593, 048.73$3, L33 .39ç3 ,208 .2L$3,283 .03$3,365. L1-
ç3 ,447 .L8
ç4 ,364 .24ç4,479 .09ç4,593 .94#4 ,7 08 .77ç4,823 .57s5, 0l-5. 56ç5,207 .55$5, 354 .69$5, 501 .82ç5,657 .65$5, 813 .45ç5 ,978 .73$6, l_44 . 00$6,31-9.1-5ç6,494 .27$6, 649 . 00$6, 803 .73ç6,973.84ç7,t43.93
ç4 ,558 .79ç4,678 .74ç4,798.72ç4,9r8 .7L$5, 038 .71ç5,239 .86$5, 441.01s5, 595. 04ç5,749.05ç5 ,9L2 .42$6, 075.80ç6 , 248 .97ç6,422.t!96, 605.58ç6,789.02s6 ,95L.12ç7,t13.23ç7 ,29t.07s7,468.88
ç52,37r.02ç53,749.02ç55,L27 .28$56, 505.28ç57 ,882.76ç60 , L86 .62ç62 ,490 .48ç64,256.1,4$66, 021-.80ç67 ,89r.72ç69 ,7 6t .38ç7L,744.66ç73,727.94ç75,829 .78ç'77,93]-.L0ç79,788.02ç8]- , 644 .94$83, 686.20ç85,727 .20
s54, 705.56ç56 , t44 .92ç57,584.54ç59 , 024 .68ç60 , 464 .56ç62 ,878 .40ç65,292.24$67, 140 .58$68, 988 .66ç70,949 .06ç72 ,909 .46ç74,987 .64$77, 065 .30ç79,266.98$8L, 458 .l-4ç83 , 4r3 .46$85, 358 .78ç87 ,492.86ç89 , 626 .68
75123456789
1011l213I415t61-718L9
City of Las VegasHuman Resources
Sal-aries for Grades with Stepsfor Fire Classified RegularEffective DaLe 01-SEP-201-6
Date Printed: L0-NOV-16Page: 4 of 6
Monthly Annually
FRSt.epStepSt epSt.epStepStepStepStepStepStepStepStepStepStepStepSt.epStepStepStep
FRStepStepStepStepStepSt.epStepStepStepSt.epStepSt.epSt.epStepStepStepSt.epStepStep
77t_
23456789
1011L2r_3
L4151,6L7181"9
78l_a
3
567
9L011t2t3I415L6]-'718L9
Hourly 56
$1e. s9$20 . l-0ç20 .62$21.13ç21. .65ç22 . s2$23.38s24.05s24.7rç2s .42ç26.12ç26.e6ç27.6rç2e .40ç2e . Leç29 . Bes30. se$31.3sç32.L2
s20.39$20. e3ç2L .46ç22 .00ç22.s4ç23.44ç24.35ç25 .04ç2s.73ç26 .47ç27.20s27.eeç28.76ç2e.s8$30.41$31 . r-3$31_ . 86ç32 .66$33.46
Hour1y 42
ç26.1.2$26 . 80ç27.49$28. r-8ç2e . e7$30.02$31 . r_8
$32 . 06ç32 . es$33 . 8eç34.82$3s.82$36.81$37.87ç38 . e2s3e.8s$40.78$41.80ç42 .82
ç27 .1,9ç27.e0ç28 .62ç29.33$30.0s$31.26ç32 .46$33 .38$34.31$3s.29ç36.27$37.30$38.34ç3e .44$40.54$4r_. s1ç42 .4e$43 . ssç44 .6L
Hourly 40
ç27.42ç2e.14ç28 . e7ç2e.s9$30.31$3r_. s2ç32.74$33 .67s34 .60$3s. s8$36.57$37.61$38.6sç39.76$40.87s41.8sç42 .82s43 . 89ç44 . e6
$28. ssç29.30$30.0s$30.80$31. ssç32.82$34.08$3s. os$36.02$37.05$38.08$39.17ç40.26ç4L .4!ç42 . s7$43. s9ç44 .6rç4s.72ç46 . e4
Biweekly
ç2 , 1-93 .86ç2 ,257 .59ç2 ,309 .33ç2,367 .06ç2,424 .79ç2 ,521" .9Lç2 , 6L9 .02ç2 , 693 .34ç2,767 .67ç2 ,846 .48ç2,925 .30$3,008.82s3, 092 .35s3,180.87ç3 ,269 .39ç3,347 .6r$3,425.83$3, 5Ll-.48$3,597.1_3
ç2,283 .79ç2,343.88ç2 , 403 .99ç2,464 .t0ç2,524 .20ç2,625 .45ç2,726.70$2,804 .30s2,881_.89ç2 , 964 .1-oç3 ,046 .32$3,1-33.49ç3 ,220 .65s3,313 .06ç3 , 405 .47ç3,487 .Lr$3,568.74ç3,657 .96ç3,747 .t7
ç4,753.37ç4 , 878 .44s5, 003 .54ç5 ,1,28 .64ç5 ,253 .7rç5,464 .L4ç5,674.54$5, 835.58ç5 ,996 .62$6, 167.38$6, 338 .15ç6,5]-9 .\2$6, 700.09$6, 891.89$7, 083 .68ç7 ,253 .L5ç7 ,422.63ç7 ,608.20ç7,793.77
ç4,948.2t$5, 078 .41ç5 ,208 .64$5, 338 .88$5, 469 .10$5, 688.49ç5,9O7 .84s6, 075.98ç6 ,244 .09ç6 , 422 .23s6, 600.36ç6,789.22$6, 978.08$7,1_78.30ç7,378.52$7, 555.41-ç7 ,732.28ç7 ,925.58$8, 1l-8.86
$57, 040 . 36$58, 541_. 34ç60 , 042 .58s6L, 543 . 56ç63 , 044 .54$65, 569. 66ç68 , 094 .52ç70,026 .84ç7)- ,959 .42$74, 008.48$76, 057.80ç78 ,229 .32$80,401_. l_o
ç82 ,7 02 . 62$85, 004 . l_4
$87, 037 . 86$89, 071_. 58ç9r,298 .48$93, 525.38
$59,378.54s60, 940 . 88ç62,503 .74ç64 ,066 .60ç65 , 629 .20ç68 ,26t .7 0ç70,894.20ç72 , 9Lr .80ç74,929.L4ç77 ,066 .60ç79,204.32ç8L,470 .74$83,736.90$86,139.56ç88,542.22s90,664.86ç92,787 .24$95, t_06. 96ç97 ,426 .42
City of Las VegasHuman Resources
Sal-aries for Grades with SLepsfor Fire Classified ReguJ-arEffective Date 0L-SEP-201-6
DaLe PrinEed: 10-NOV-L6Page: 5 of 6
Monthly Annually
FRStepStepSt.epStepStepStepStepStepStepStepSt.epStepStepStepStepStepSt.epSt.epStep
FRStepSt.epStepSt.epSt.epStepStepStepStepStepStepStepStepStepStepSLepStepStepStep
79123456789
L0111213I415L6t718L9
80123456789
10111213I415I6L718t-9
HourJ-y 56
ç2r .1,eç2L.75ç22.3rç22 .87ç23.42ç24.37$2s.3r_$26.03ç26.75ç2-t .52ç2e.28ç2e.oeç29.90$30.76ç3]- .62s32.38$33 . r-4$33 . e7$34 .80
ç21- .99ç22 .57$23 .1sç23.73ç24.3rç2s .29ç26.27ç27.02ç27.77ç28.57ç29 .36$30.20$31.0s$31.94$32.83$33 .62$34.41-ç35.27$36.41
Hourly 42
ç28.26$29.00ç29.74$30.49$3r-.23ç32 .4e$33 .74ç34.71$3s.67$36.6eç37 .7L$38.79$39.87$4r_.01ç42.L6$43 . 1_7
$44 .18ç4s.29ç46.39
ç29 .33$30.r.0$30.8793r-.64ç32 .4tç33.72s3s. o3$36.03$37.03$38.09$39.l-5ç40.27$4r_.40ç42 .5e$43 . 78s44.83$4s.88s47.03$48 .5s
Hourly 40
ç2e.67s3o.4s$3r-.23s32 . 0Lç32.79$34 .1r-$3s.43ç36 .44ç37.4s$38. s2$3e.seç40.73$41.86$43.07ç44.27$45.33ç46.3e$47.5ss48.7r_
$30.79s3r-.60ç32 .4rç33.22$34 . o3$3s.4i-$36.78$37.83$38.88939 . 99$41- . Lr_
ç42 .29ç43 .47ç44.72ç45 .97ç47.07$48.18$49.38$50 . 98
Biweekly
ç2 ,373 .63ç2 ,436 .08ç2 , 498 .55s2, 56L.03ç2,623 .50ç2 ,729 . Q0
$2,834.50s2, 915.30ç2,996 .1,0$3,081-.77ç3,167 .44ç3 ,258 .23$3,349.03ç3 ,445 .25ç3 ,54L.46ç3 , 626 .48$3,71_1.50$3,804.30s3, 897.10
ç2 , 463 .43ç2 ,528 .26ç2 ,593 .09ç2,657 .90ç2 ,722 .7Lç2 ,832 .47ç2,942 .23ç3,026 .26ç3 , t1,0 .27ç3 , L99 .37ç3 ,288 .46$3, 382.89ç3 ,477 .32ç3,577 .40ç3 ,677 .48$3, 765.88ç3 ,854 .27$3, 950.63$4,078.38
ç5 ,142 .86ç5 ,278 .L8$5, 413 .5395, 548 .90ç5,684 .25$5, 9t-2 .83ç6 , L4t .42ç6 ,3L6 .49ç6,491,.54ç6,677 .t6ç6 ,862 .78$7, 059 .51_
ç7 ,256 .24ç7 ,464 .7rç7 ,673 .L6ç7,857.37$8, 04L .59ç8 ,242 .65ç8 ,443 .71
ç5,337 .43ç5,477 .90$5, 6L8 .35$5, 758 .78ç5 ,899 .20ç6 ,1"37 .02ç6,374.84s6, 556.89$6,738.93Ë6, 931 . 96ç7,r24.99ç7,329.59ç7 ,534 .L9s7, 751 .03ç7 ,967 .87$8, 159 .41$8,350.92$8, 559 .69$8,836.48
ç6r,7]-4 .38$63,338.08ç64 ,962 .30$66, 586 . 78$68,211.00$70, 954 . 00ç73,697 .00ç75,797 .80ç77,898.60ç80,1"26.02ç82,353.44s84,71_3.98ç87 ,074.78$89,576 .50ç92,077 .96ç94 ,288 .48ç96 ,499 .00$98, 9l-1.80
$Lot_,324.60
ç64,049 .18ç65,734.76ç67 ,420 .34$69, 105 .40ç70,790.46ç73,644.22ç76,497 .98ç78,682.76980,867.02$83, t_83.62$85,499.96ç87 ,955 .14ç90 ,4ro .32ç93 , or2 .40ç95 ,6]4 .48ç97,9r2.88
$100, 21r.02çt02,71-6.38$106, 037.88
City of Las VegasHuman Resources
Salaries for Grades with Stepsfor Fire Classified RegularEffective Date 01--SEP-20L6
Biweekly
Date Printed: l-0-NOV-16Page: 6 of 6
Monthly Annually
ç2 ,564 ,56 s5, 556 . 54 ç66 ,678 .56ç2,632.04 ç5,702.75 $68,433.04ç2,699.53 $5, 848.98 ç70,L87 .78ç2,767.02 ç5,995,2L ç7L,942.52s2, 834 . 50 ç6 , L41" .42 ç73 ,697 .00ç2,948.96 #6,389.42 ç76,672.96$3 , 063 . 4l- ç6 , 637 .39 ç79 ,648 .66$3,151-.1-1- ç6,827 .4L $81, 928.86$3,238.80 ç7 ,0L7 .40 $84,208.80$3,331.70 ç7,2L8.69 ç86,624.20ç3 ,424.60 ç7 ,4t9 .97 $89, 039.60$3,523.1-5 ç7,633.48 s9l-,601.90ç3 , 62L .68 ç7 , 846 .97 ç94 ,1-63 .68ç3,726 .L3 ç8,073 .29 ç96,879 .38s3 , 83 0 . 58 ç8 ,299 .58 $99 , 595 . 08ç3,922.82 ç8,499.44 $1-01, 993.32$4,01-5.06 $8,699.30 $l-04,39L.56s4, l-t-5.45 $8, 9l-6.80 $l-07, 001.70ç4,2L5.83 ç9,1"34.30 $l-09,61-l-.58
FR 81.Step 1-
Step 2Step 3Step 4Step 5Step 6Step 7St,ep IStep 9St,ep 10Step 1LStep L2Step 13Step l-4Step l-5Step 3-6Step l-7Step l-8Step 19
Hourly 56
ç22 .90$23 . s0ç24.1,0ç24.71s2s.31_ç26.33ç27.35$28 .1-3ç28.e2ç29 .7s$30. s8$31.46ç32.34ç33.27ç34.20$3s.03$3s.8s$36.7sç37.64
Hour1y 42
$30. s3$3r_.33ç32.1"4#32,e4$33.74$3s. r-r-
ç36.47$37. s1$38. s6$3e.66ç40 .77ç4]- . e4ç43.t2ç44.36$4s.60ç46 .7 0$47.80ç48.ee$s0 . r-e
Hourly 40
$32.06932.90ç33.74$34 . s9$3s.43$36.86s38.2e$3e.3eç40 .49$41_.65ç42.81ç44 .04ç45.27$46. s8$47.88ç49.04$so . r.e$sr- .44çs2.70
Cit.y of Las Vegas Sal-aries for Grades with Steps DaLe Printed: 10-NOV-1,6Human Resources for Fire Non Supv Reg EEs on or after Page: l- of 3
01-'Jul-20!3Effective Date 01-SEP-2016
Hourly 56
$1-s. r-6$r-s.94çL6 .97$r_8.l-0$19.11$20.l-8ç2]- .32ç22 .42s23. s1$24 . 0eç24 .8r
s1s.99$r-6.81$17.90$r-e. oeç20.1,6$21.30ç22 . s0ç23 .67ç24.82ç2s .42ç26.L9
$16.81$18. s2$18.82s2o. o8ç2r.ns22 .4r$23 . 68ç24 .91$26. r-3s26.76ç27.s7
$17.63$1_8. s4s1,9 .7 4$21.08ç22.26ç23 .52ç24 .86$26. r_s
ç27.43$28 . 10ç28 . e4
ç20.22ç2a.26ç22 .63ç24.t4$2s.48ç26 .91,ç28 .43ç2e.89$31.3s$32. r-r-$33 . 07
ç2t.32ç22 .4ts23 . 86ç25 .46$26.88ç28 .40$30.00$3r_. ss$33.0e$33 . eo$34.91
ç22 .4Lç24 .6e$2s.09ç26.78ç2e.29s2e.88$3r_. s7$33.2r-s34.83$3s.68$36.7s
$23 . s:r_
ç24.72$26.33$28. r.0ç2e .6e$3r-.37s33.1sç34.e7$35. s7ç37.47$38. s9
ç21" .23ç22.32ç23.76ç2s.34ç26.76ç28.26s29.8s$3r-.3eç32.9Lç33 .72ç34.73
ç22.38$23. s3$25.0sç26.73ç2e.23ç2e.82$31. s0$33 .13ç34.74$3s.5e$36.66
ç23.s4$2s. e3ç26.3sç2e.L2ç29.70$3r_.38s33 . 1ss34.88$36. s8ç37.47$38.59
ç24 .69$2s.9sç27.64ç29.sr$3 r_ . r-7ç32 . e3$34.80ç36 .62s38.40$39.34ç40.s2
Biweekly
ç]-, 698 .42$l-, 785 .51sl-, 900 . 82ç2,027 .52ç2 , L40 .7tç2 ,260 .68ç2,387.86ç2 ,sLL .L1,ç2,633.Ltç2,697 .33ç2,778.24
ç1- ,7 90 .62$L, 882 .45ç2 , 004 .29s2, 138.45ç2 ,258 .32ç2,385.42ç2 ,520 .03ç2 , 650 .49ç2,779.5rç2,847 .3rç2,932 .72
s1, 882 .81ç2,074.24ç2,!07 .83ç2 ,249 .48ç2,375.96s2, 510.06#2,652 .26ç2,790.05ç2 ,926 .04ç2 ,997 .40ç3 ,087 .32
çL ,97 4 .99ç2,076 .26ç2 ,2LL .33ç2 ,360 .40ç2 , 493 .56ç2,634.76ç2,784.35ç2 , 929 .3Lç3 ,072.27ç3 , r47 .21"ç3 ,24L .62
Monthly
ç3,679 .90s3, 868.61$4, l-t_8.43ç4 ,392 .95ç4,638 .2t$4,898.13ç5 , L73 .69ç5 ,440 .73$5, 705 . 08ç5 , 844 .22ç6, oL9 .52
$3,879.68ç4,078 .64ç4 ,342 .63$4,633.31-$4, 893 .03$5, l-68.40ç5 ,460 .07ç5,742.72ç6,022 .28ç6 , L69 .1,7ç6 ,354 .23
ç4 , 079 .4Lç4,494 .20ç4 ,566 .97ç4,873 .87ç5 ,1"47 .9Lç5 ,438 .47ç5,746.57s6, 045.l-o$6,339.75ç6 ,494 .36$6, 689.l-9
ç4 ,279 .t5ç4 , 498 .56ç4,79L.22ç5 , LL4 .20ç5,402 .7r$5, 708 . 65ç6,032.76$6,346.85$6, 656.59$6, 81 8.95s7 ,023 .s2
Annually
ç44 ,1,58 .92ç46 ,423 .26ç49 , 42L .32ç52,7'J"5.52$55, 658 .46ç58 , "777 .68ç62,084 .36$65,288 .86$68, 460 .86$70, L30.58ç72 ,234 .24
ç46 ,556 .12ç48 ,943 .70s52 , L1"r .54$55, 599.70ç58,7t6.32ç62 , 020 .92ç65,520 .78s68 , 9L2 .7 4ç72 ,26'7 .26$74,030.06ç7 6 ,250 .72
$48, 953 .06ç53 ,930 .24s54, 803 .58$58,486.48ç61, ,77 4 .96ç65 ,267 .56s68, 958.76ç72,54r.30ç76,077 .04ç77 ,932.40ç80 ,270 .32
ç5L,349 .74ç53 , 982 .7 6ç57 ,494.58ç6L ,37 0 .40ç64 , 832 .56$68,503.76ç72,393.'J,0ç76,t62.06ç79,879.02ç8! ,827 .46ç84,282.12
HourJ-y 42 Hourly 40
FRBStepStepSt.epSt.epSfepSt.epScepSt.epStepStepStep
FRBStepStepSt.epStepStepSt.epStepStepStepStepStep
FRBStepStepStepStepStepStepSt.epSt.epStepStepSt.ep
FRBStepStepStepStepStepStepStepStepSt.epStepSt.ep
7I1234567I9
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I9
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731234567I9
101t_
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Cì-t.y of Las Vegas Salaries for Grades with Steps Date Printed: 10-NOV-I-6Human Resources for Fire Non Supv Reg EEs on or after Page: 2 of 3
01-Ju]-201-3Effective Date 01-SEP-2016
Hourly 42 Hourly 40 Biweekly
FRB 75Step 1Step 2Step 3Step 4Step 5Step 6Step 7Step 8Step 9Step 10Step 11
FRB 76Step 1Step 2Step 3Step 4St.ep 5Step 6Step 7Step IStep 9Step 1-0Step 1-1
FRB 77Step 1Step 2Step 3Step 4St.ep 5Step 6Step 7St,ep 8Step 9Step 10Step 1-1-
FRB 78Step 1Step 2Step 3Step 4Step 5Step 6Step 7St.ep IStep 9Step 10Step 1L
Hour1y 56
$18.46s19.40ç20.67ç22 .07$23.31ç24 .64ç26 .04ç27.40ç28.74ç29 .44$30.32
ç1.e.28ç20.27$21. s9$23.06ç24.36$2s.7sç27 .22ç28 .64$30.0s$30.78$3r_.70
$20.1_0$2r_.13ç22 .52ç24 .0sç25 .42ç26 .86ç28 .40ç29.89$3r_.3sç32 .1,2$33.08
$20.93ç22 .00ç23 .44ç25 .04ç26 .47ç27.9e$2e. s8$3r_.13ç32 .66s33.46ç34 .46
ç24 .6Lç2s .87ç27.s6ç29 .42$31_.0e$32.8sç34.72$36.53s38.32ç3e.2sË40.43
ç25.7tç27.03ç2e.7e$30.74ç32 .4es34.33ç36.29$38.1e$40.06ç4L.04ç42 .27
$26.80$28. r_8
$30.02ç32 .06$33.89$3s.82ç37.87$39.85$41_.80ç42 .82ç44.LL
ç27.e0$29.33$3r-.26$33.38ç3s.29s37.30$3e.44$41. sr-$43. ssç44 .6L$4s.9s
ç25.e4ç27 . ),7ç28.94s30.89ç32 .64ç34 .49$36.46$38.36ç40.23ç4t .22ç42 .4s
ç26.99$28.38$30.23ç32.28$34.11$36.0s$38.1r-$40.10ç42 .06$43 . 09944.38
ç28 . t4ç29.59$3r-. s2$33.67$3s. s8$37.6r.ç3e.76$41.8s$43.89ç44.96$46.31
$29.30$30.80ç32 . e2$3s. oss37.0s$39. r-7ç4t.4r$43. seç45.72ç46 .84ç48 .24
ç2 ,759 .42ç2,270.18ç2,41,8 .39ç2,582 .33ç2,728.8tç2 ,884 .1"4ç3,048.74ç3 , 208 .21s3, 365.l-l-ç3 ,447 .t7s3, 550.59
$2,343 .88ç2,464 .L0ç2 , 625 .46ç2 , 8O4 .29ç2 ,964 .LL$3,133 .49s3,313 .07ç3,487 .L1ç3 ,657 .96ç3,747 .t6$3,859.58
Monthly Annually
ç2, 067 .28 ç4,479.1-0 ç53,749.28ç2,L73.28 ç4,708.77 $56,505.28ç2 ,3t4 .88 s5, 0l-5 . 58 $60, 186 . 88ç2,47t.39 ç5,354.67 ç64,256 .L4ç2,6Lt.23 ç5,657.66 $67,891-.98ç2,759.42 ç5,978.74 ç7r,744.92ç2,9L6.53 $6,319.15 ç75,829.78ç3,068.77 s6,649.00 ç79,788.02ç3 ,2L8 .69 s6, 973 . 83 $83 , 685 . 94ç3,297 .20 ç7 ,r43 .94 ç85,727 .20$3, 396 . t-1 ç7 ,358 .25 $88, 298 . 86
ç2,25r.59 ç4,878.45 s58,541-.34ç2 ,367 .06 ç5 ,1-28 .64 $61, 543 . 56ç2,52t.91, ç5,464.L4 ç65,569 .66ç2,693 .35 $5, 835. 59 ç70,027 .10ç2,846.48 ç6,t67.38 s74,008.48$3, 008.83 $6, 519. L3 ç78,229 .58$3,1-80.88 $6,891.91- ç82,'102.88ç3,347 .60 ç7 ,253.r4 ç87,037 .60ç3 ,5!L .47 $7, 608 . l-8 ç9]- ,298 .22s3, 597.13 ç7 ,793 .77 s93,525.38$3, 705.04 $8, 027.58 $96,331-.04
ç4,678.74 ç56,L44.92ç4 ,9L8 .72 ç59 ,024 .68$5,239.85 ç62,878.14$5, 595 . o5 $67, l-40 . 58ç5,9L2.43 ç70,949.06ç6,248.97 ç74,987 .64$6, 605 . 59 ç79 ,267 .24$6, 951-.13 $83,4L3 .46ç7 ,29L.08 ç87 ,492.86ç7 ,468 .87 ç89 ,626 .42ç7 , 692 .94 ç92 , 31,5 .34
$5, 078 .41- $60, 940 .88$5, 338.88 $64, 066 .60$5 , 688 . 50 ç68 ,261" .96ç6 ,075.96 ç72,9LL.54ç6,422.24 ç77 ,066.86ç6,789 .24 ç8L,470 .74ç7,t78.31- $86,L39.82ç7 ,555.4t ç90,664.86ç7,925.59 s95, L06.96$8, l-18.86 ç97 ,426 .1-6ç8 ,362 .42 $100, 349 . 08
Cít.y of Las Vegas Salaries for Grades with Steps Date Printed: 1-0-NOV-16Human Resources for Fire Non Supv Reg EEs on or after Page: 3 of 3
01-Jul -20L3Effective Date 01-SEP-201-6
Hourly 42 Hourly 40 Biweekly
FRB 79St.ep 1Step 2Step 3Step 4Step 5Step 6Step 7St.ep IStep 9Step 10St.ep 11
FRB BOStep 1Step 2Step 3Step 4Step 5St.ep 6Step 7Step 8Step 9Step 10St.ep 11
FRB 8 ].Step LStep 2Step 3Step 4Step 5Step 6St.ep 7St.ep IStep 9Step 10SLep l-1
Hourl-y 56
ç21,.75ç22 . e7ç24.37ç26 . 03ç27.52ç2e .0e$30.76s32.38$33 . e7$34.80$3s.84
ç22 .57ç23.73ç2s .2eç27.02ç28 . s7s30.20$31. e4$33.62ç35.27$36.4r-$37. s1
$23 . s0ç24.7L$26 . 33$28.l-3ç2e .75$3r-.46ç33.27$3s.03$36.7sç37 .64ç38.77
$29.00$30.4eç32 .4eç34.7A$36.6e$38.79s4r_. or-ç43.17ç45 .29s46.39ç47.79
$30.r_o$31.64ç33.72$36.03$38.0eç40 .27ç42 .5e$44.83$47 . 03$48. s5ss0.0r-
$3r..33ç32 . e4s3s.1r-s37. sr-$3e.66ç4l..94ç44.36ç46.70$48. eesso.1e$sr-.69
$30.4s$32.01$34.11ç36 .44$38. s2s40.73$43 . 07$4s.33ç47.s5ç48.7a$so. r_8
$3r_.60ç33 .22$3s.41$37.83ç3e.eeç42.29ç44.72ç47.07$4e.38$s0.98$s2. s1_
$32.90$34. s9$36.86$39.3e$41.6sç44 .04$46.58ç4e .04$sr_.44ç52 .7 O
s54.28
ç2 , 436 .08$2,561_.03ç2 ,728 .99s2, 9l-5.30$3, 081-.76ç3 ,258 .22ç3 , 445 .25ç3 , 626 .48ç3 , 804 .29$3, 897.l-o$4, 0L4 . 0l_
ç2 , 632 .04ç2,767.02ç2,948 .96ç3 , L5L .1"2$3,331-.71-s3, 523 . t-5ç3,726.14ç3 , 922 .82ç4 , !L5 .44ç4 ,2r5 .83$4 ,342 .30
Monthl-y Annually
ç5,278.1-7 $63,338.08$5, 548.89 $66, 586 . 78$5, 9L2 .81 ç70 ,953 .74s6,316.48 ç75,797 .80ç6,677 .15 ç80,L25.76ç7,059.49 ç84,7]-3.72ç7 ,464.71 s89, 576 . 50$7,857.38 ç94,288.48ç8,242.63 $98,911-.54ç8 ,443 .72 $L01, 324 .60ç8 , 697 .02 $104 , 364 .26
ç2,528 .26 ç5,477 .90 ç65,734 .76ç2,657.90 ç5,758.79 $69,105.40ç2,832 .47 $6, L37 . 01 ç73 ,644.22ç3 ,026 .26 $6, 556 . 9o ç78 ,682 .76ç3 ,'l-99 .37 ç6,93L.97 $83, l-83 .62$3 , 3 82 . 88 ç7 ,329 .58 $87 , 954 . 88ç3,577.40 ç7,75L.02 ç93,O1"2.40$3, 765.88 $8, 159.4L ç97 ,9L2.88$3, 950 . 63 $8, 559 .69 ç1,02,716 .38$4, 078 .38 $8, 836 .49 sl-06, 037. 88ç4,200.73 $9, 10L.59 $l-09,2L8.98
ç5,702.76 $68,433 .04ç5 ,995 .2L ç71",942 .52$6,389.41- ç76,672.96ç6 , 827 .42 ç8L , 929 . )-2
ç7 ,2L8.71, ç86,624 .46ç7,633.49 $91-,601.90$8,073.31- ç96,879.64ç8 , 499 .43 $l-0 L , 993 .32$8,9L6 .79 çt07,00]-.44ç9,L34.30 $l-09, 611.58$9,408.33 çL12,899.80
Memorandum of UnderstandingBetween The City of Las Vegas and IAFF Local 1285
Tactical Bornb Technicians
Recitals:
1.
2.
The Cíty of Las Vegas (City) and the lnternational Association of Firefighters - Local 1285(Union) hereby agree to the follow¡ng Memorandum of Understand¡ng (MOU), which is set outin detaíl below, to address incentive pay, on call pay and bomb squad team composition for allFire lnvestigator pos¡tions, in order to assure proper compensation and adequate coverage forboth public safety and Department personnelsafety issues.
This MOU shall be incorporated into the parties' 2OL6-201,9 Non-Supervisory CollectiveBargaíning Agreement (CBA) ,
Mgmora nC.q$ of Understandinß
The City and the Union hereby agree to this MOU in order to address issues related tothe positions of Senior Fire lnvestigator, Fire lnvestigator il and Fire lnvestigator land theBureau of Fire lnvestigations Bomb Squad, specifically: (1) incentive pay, (2) on call pay, and, (3)
the composition of the Bomb Squad teams. The Cíty and the Union agree that by entering intothis MOU, they are not reopening the CBA between the Cíty and the Union, and that this MOU islimíted to the express terms and conditions set forth in this MOU. Both the City and the Unionare committed to personnel safety and public safety.
l. lncentive Pây: Article 29 of the parties' cBA shall be amended as follows:
ARTICLE 29 - HAZARDOUS MATERIALS TECHNICIAN, TECHNICAL RESCUE
TEAM AND TACTICAL BOMB TECHNICIAN INCENTIVE PAY
Ihe City and the Union agree that members of the Fire CombatDivision who have obtained and maintain valíd certification from theauthor¡ty having jurisdiction, for Hazardous Materials Technícian andTechnical Rescue Team and that are assigned to the stations designated as
the Hazardous Materials Response Team, and/or Technical Rescue Team,and members of the lnvestigations Division who have obtained andmaintaín valid certification from the authority havíng jurisdiction, forTactical Bomb Technician and that are assigned to the Bomb squad, shall be
paid incentive pay. Hazardous Materials Technician incentive pay, Technical
Rescue Team incentive pay and Tactical Bomb Technician incentive pay willbe five percent (5o/o) of the member,s present salary.
8. lf any member allows theír valid certífícation to lapse, he/shea utomatíca lly forfeits h is/her ince ntive pay.
C' Permanent assignment to the Hazardous Materials Station,Technical Rescue Station and/or Bomb Squad shall be on a voluntary basis.lf there are not sufficient volunteers, then assignments wíf I be made basedon seniority.
D' Arf members who obtain and maintain cert¡f¡cation as aHazardous Mater¡al Technician, Technical Rescue Technician or TacticalBomb Technícian and are not permanently assigned to the designatedHazardous Materials Team, Technical Rescue Team or Bomb squad shallreceive five percent (5%) acting pay when temporarily assigned to therespective station/sq uad.
E- Certification traíning will be accomplished during normal dutyhours.
ll. on call Pay: Article 33 of the parties' cBA shall be amended as follows:
Allemployees, except Fire rnvestigators (senior, il and r), required to beon an "on call" status shall be compensated with a minimum of four (4)hours of pay for the periods they are to be on cail, senior Firef nvestigators, Fire lnvestigator lr's and Fire lnvestigator l,s shall becompensated at the rnember's present salary rate for on call periodsspecified in Las Vegas Fire & Rescue (LVFR) Rure & Regulation130.06.02(IVXBX5). lf employees are called out to work duríng their oncall period, all agreements ¡n Article 24 _ Work Day, Work Week,Sectíon C and D will apply.
lll. Bomb Squad Team Compos¡t¡on:
The partíes hereby incorporate LVFR Rule & Regulation
130.06.02(lVXeXZXa) into the CBA for purposes of speciñ¡ing the
composítion of the Bomb Squad Teams.
This Mer¡grrandum of.Understanding is voluntarily executed by both the City and the Union,on thisËd av ol kl.o/pr*\t,,12016, as evidenced by the signatures afflxed below.
Scott Johnson, Pre'sident, IAFF Local 1285 ) City of Las Vegas