Escambla County 

Clerk's Original 

CJI,ldqlw C!t?:r-/}-

1 

COLLECTIVE BARGAINING 

AGREEMENT 

BETWEEN THE 

ESCAMBIA COUNTY BOARD OF 

COUNTY COMMISSIONERS 

ANDTHE 

INTERNATIONAL ASSOCIATION 

OF EMTs AND PARAMEDICS 

LOCAL R5-325 

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ARTICLE 1 

THE CONTRACTING PARTIES 

This Agreement is between the Escambia County Board of County 

Commissioners (hereinafter called the BCC or the County) and the International 

Association of EMTs and Paramedics (hereinafter Union) 

ARTICLE 2 

RECOGNITION 

The BCC recognizes the Union as the sole and exclusive bargaining agent for all 

employees included in the bargaining unit of the Union, the current bargaining unit is as 

shown in Appendix A, with the official listing on file at PERC. It is recognized by both 

parties that as the mission of an organization changes, it sometimes requires 

permanent changes to the duties of some employees. It would be considered 

inappropriate for an employee to be a member of the Bargaining Unit who is, or 

becomes, a supervisor as defined by the duties test of the Fair Labor Standards Act 

(FLSA). ' .. 

ARTICLE 3 

GENERAL PROVISIONS 

3.01 Civil Emergency 

If it is determined that civil emergency conditions exist including riots, civil 

disorders, hurricane conditions, or similar catastrophes, the provisions of this 

Agreement may be suspended by the BCC during the time of the declared 

emergency, provided that wage rates and monetary fringe benefits shall not be 

suspended. It is understood that a declared emergency may be limited to 

specific geographic areas, in which case, suspension of the terms of this 

Agreement would apply only to those bargaining unit employees permanently or 

temporarily assigned to such areas. If an employee is required to work during a 

civil emergency, any leave granted to all County employees will be granted to 

employees covered by this agreement. 

3.02 Anti-discrimination 

A. The BCC agrees not to discriminate against any employee because of race, 

color, religion, age, handicap, national origin, sex, marital status, or Union 

membership or non-membership for any reason prohibited under Florida Statutes 

or any Federal law. This provision is not subject to the Agreement's grievance or 

arbitration procedure. 

B. Any claim of discrimination or sexual harassment by an employee against the 

BCC, their agents, representatives or employees, except for grievances related 

to Union membership, shall only be subject to the methods of review prescribed 

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by law or by rules and regulations having the force and effect of law. 

3.03 Severability 

Any clause, provision, or part of this Agreement, which might be, or hereafter, is 

construed by any court as violating such section, so as to fix either civil or 

criminal liability upon either of the parties shall be considered void and deleted 

here from as fully and completely as is same had not been incorporated in the 

agreement. 

3.04 Waiver Clause 

A. Regardless of any procedure set forth in this Agreement, the parties, as defined 

in Article 1, retain the right to agree mutually upon alternative methods for 

achieving goals or for the resolving of any question, controversy, claim, or matter 

of difference arising from this Agreement or the performance or breach of any 

part thereof. 

B. The parties, as defined in Article 1, may agree to enter into letters of 

understanding and settlements which interpret provisions of this Agreement 

without such letters of understanding or settlements having to be ratified by the 

employees covered by this Agreement. Any contract modifications are subject to 

the ratification process by both parties. 

3.05 Accommodation with BCC Rules and Policies 

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Except as otherwise and expressly agreed herein, BCC existing rules and 

policies that impact negotiable terms and conditions of employment are to remain 

in effect except where the change is noticed to the Union. Any changes to 

policies shall be submitted to the Union for its review at least fifteen (15) days in 

advance of the effective date of the change. The parties understand that this 

relates to BCC policies and not department procedures, protocols and policies. 

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ARTICLE 4 

UNION RIGHTS 

4.01 Use of Facilities 

If any area of the BCC premises is restricted to the public, permission must be 

requested to enter such areas. Such access shall be during regular working 

hours and will be restricted to matters related to the application of this 

Agreement. Nothing in this section shall be interpreted to neither authorize the 

performance of Union business during work time nor permit the use of BCC 

facilities for union business. 

4.02 Union Bulletin Boards 

The Union will be allowed to erect and maintain 3' X 3' bulletin board at the 

Public Safety Building, the Jail Medical Facility, and the Century Facility at a 

location approved by the BCC. Bulletin boards shall not be erected at facilities 

where no bargaining unit members are located. These locations will be in as 

close proximity to time clocks as can reasonably be accommodated. Any items 

posted must be signed by a Union Official and pertain to Union business. The 

County reserves the right to take down any material not signed by a Union 

Official or that may be construed as offensive or inappropriate as determined by 

the County Administrator or the Department Director. The County agrees to mail 

or fax a copy to the Union office of any material removed from one of the 

approved bulletin boards. 

4.03 Representation 

The Union agrees to furnish the County with an up-to-date list of all its officers 

and committee members, and to immediately notify the County of any and all 

changes thereof. 

4.04 Dues Deduction 

A. During the term of this Agreement, the BCC agrees to deduct Union membership 

dues in an amount established by the Union and certified in writing to the BCC 

from the pay of those in the bargaining unit, who individually make such request 

on a written check-off authorization form provided by the Union (Appendix B). 

Such deductions will be made by the BCC on the firs! and second payday of 

each month and will begin with the pay for the first full pay period following 

receipt of the authorization by the BCC. It is understood by the BCC and the 

Union that matters of payroll deductions is controlled by the Escambia County 

Clerk of Court's Office. The Union will be treated in the same manner as any 

other organization authorized for payroll deduction. 

B. Dues Checks for dues collections will be made payable to NAGE and 

mailed to 159 Burgin Parkway, Quincy, MA 02169 along with a list of 

members whose dues were collected, as soon as possible, allowing for 

processing time by the Payroll Division, Clerk of Court. 

C. The Union shall advise the BCC of any increase in dues, in writing, at least ninety 

(90) days prior to its effective date. 

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4.05 Insufficient Pay for Deductions 

In the event an employee's salary earnings within any pay period, after 

deductions for withholding, social security, retirement, health insurance, and 

other priority deductions, are not sufficient to cover dues, it will be the 

responsibility of the Union to collect its dues for that pay period directly from the 

employee. 

4.06 Termination of Deduction 

Deductions for Union dues and across-the-board assessments, if any, shall 

continue until either: (1) revoked by the employee by providing the Bee with 

thirty (30) days written notice that he/she is terminating the prior check-off 

authorization; (2) revoked pursuant to Section 447.507, Florida Statutes; (3) the 

termination of employment, or (4) the transfer, promotion, or demotion of the 

employee out of the bargaining unit. If these deductions are continued when any 

of the above situations occur, the Union shall upon notice of the error, reimburse 

the employee for the deductions that were improperly withheld. 

4.07 Indemnification 

The Union shall indemnify, defend, and hold the Bee, their agents, and 

employees harmless against any claim, demand, suit or liability (monetary or 

otherwise), and for all legal costs arising from any action taken or not taken by 

the Bee, their agents, and employees in complying with this article. The Union 

shall promptly refund to the Bee any funds received in accordance with this 

article, which are in excess of the amount of dues which the Bee or its agencies 

have agreed to deduct. 

4.08 Orientation 

The IAEP will be permitted up to one (1) hour to address newly hired employees 

during the department specific portion of the new employee orientation. 

ARTICLE 5 

GRIEVANCE PROCEDURE 

5.01 Definitions 

Union -IAEP 

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County - Escambia County, Board of County Commissioners (BCC) 

Day(s) - applicable to this contract, shall mean calendar days 

Grievance - an alleged violation of an expressed term of this agreement. 

Instances which are not subject to the grievance process include, but are not 

limited to, Performance Standards, Performance Evaluations, Letters of 

Counseling, job classification, a change of duty without a negative effect on the 

terms of employment, or a temporary change in working conditions during a state 

of emergency. Filling of a grievance must identify the specific article and section 

that is alleged to have been violated. 

5.02 Election of Process 

A. An employee shall indicate at Step 1 (or the initial written step if authorized by 

the provisions of this article) whether or not he/she shall be represented by the 

Union. Any decision mutually agreed to by the BCC and the Union shall be 

binding on the employee when election of a representative has been made. If 

requested by the employee as representation, the Union shall be given 

reasonable opportunity to be present and observe at any meeting called for the 

resolution of such grievance. An employee processing an appeal will be bound 

by the procedures established by the BCC and the Union. 

B. If the employee is not represented by the Union, the counsel elected to represent 

that employee becomes the sole agent of the employee. 

5.03 Procedure 

A. Employee grievances may be presented and handled promptly at the lowest level 

of management having the authority to adjust the grievance. 

B. There shall be no reprisals against any of the participants in the procedures 

contained herein by reason of such participation. 

C. The filing or pendency of any grievance shall in no way operate to impede, delay, 

or interfere with the right of the BCC to take the action complained of; subject, 

however, to adjustment (i.e., back pay) based on the final disposition of the 

grievance. 

D. The resolution of a grievance prior to its submission in writing at Step 1 shall not 

establish a precedent binding on either the Union or the BCC in other cases. 

E. Grievances shall be presented and adjusted in the following manner: 

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(1) Oral Discussion 

(a) An employee having a grievance may, within five (5) days following 

the occurrence of the event giving rise to the grievance, present the 

grievance orally to their Supervisor for informal discussion. The 

supervisor shall make effort to resolve the grievance promptly and 

will respond to the employee within five (5Ldays. 

(b) If the grievance is not resolved by such informal discussion, the 

employee may, within five (5) days after the date of that response, 

submit a formal grievance at Step 1 of this procedure. 

(c) If the employee elects not to utilize the oral discussion provision of 

this Section, the employee may file a formal grievance at Step 1, 

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provided such written grievance is filed within ten (10) days 

following the occurrence of the event giving rise to the grievance. 

(d) If there is no response by the County within the five (5) day time 

limit in an above, the failure to respond will constitute a denial and 

will allow the employee or his/her designee to go forward to Step 1 

of filed within the time limits of (b) above. 

(2) Step 1 

(a) In filing a grievance, the union representative shall submit to the 

division manager a grievance form setting forth specifically the 

complete facts on which the grievance is based, the specific 

provision or provisions of the Agreement at issue, and the relief 

requested. 

(b) The division manager or his/her designee shall communicate a 

decision in writing to the employee and his/her union representative 

within fifteen (15) days following receipt of this grievance form. 

(c) If there is no response by the County within the fifteen (15) day time 

limit, the failure to respond will constitute a denial and will allow the 

matter to go forward to the next step. 

(3) Step 2 

(a) If the grievance is not resolved in Step 1, the union representative 

may submit it in writing to the County-Administrator or his/her 

designated representative within five (5) days after receipt of the 

decision at Step 1. When the grievance is eligible for initiation at 

Step 2, the grievance form must contain the same information as 

an appeal filed at Step 1 above. The County Administrator or 

his/her designated representative may have a meeting with the 

employee, and their union representative, to discuss the grievance 

at the County Administrator or designee's sole discretion. 

(b) The County Administrator or his/her designated representative shall 

communicate a decision in writing to the employee or his/her union 

representative within fifteen (15) days following receipt of the 

written grievance. 

(c) If there is no response by the County to the employee or Union 

within the time limits, the failure to respond will constitute a denial 

of the grievance and will allow the issue to go to the next step. 

(4) Step 3- Arbitration 

(a) If the grievance is not resolved, the union representative may, 

within five (5) days after receipt of the decision at Step 2, appeal in 

writing to arbitration on a form to be supplied by the Federal 

Mediation and Conciliation Service (FMCS). If at the initial written 

step, the Union refused to represent the employee because he/she 

was not a dues-paying member of the Union, the employee may 

opt for arbitration. Employees covered under the provisions of this 

Agreement who are not represented by the Union shall have the 

opportunity to process grievances to arbitration subject to the 

limitations set forth in this Agreement provided, however, such 

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employee proceeding without assistance of the Union shall be 

required to post a bond in escrow with the BCC in an amount 

calculated to cover to cost of arbitration and in no event less than 

the amount $4,500. The bond shall be placed in escrow within a 

period of thirty (30) days of the employee's request for arbitration 

and prior to the selection of an arbitrator. 

(b) The parties agree to utilize the Federal Mediation and Conciliation 

Service (FMCS) as arbitrators. FMCS will provide a list of seven 

(7) arbitrators for each grievance from which the parties will 

mutually select one (1). If mutual agreement is not reached the 

parties shall alternately strike from the list until one remains. The 

party to strike first shall be determined by the flip of a coin. 

(c) Arbitration hearings shall be held at times and locations mutually 

agreed to by the parties. Hearings will be held in Pensacola, 

however, selection of the site will take into account the availability 

of evidence, location of witnesses, and existence of appropriate 

facilities. 

(d) The arbitrator may fashion an appropriate remedy to resolve the 

grievance and, provided the decision is in accordance with his 

jurisdiction and authority under this Agreement, shall be final and 

binding on the BCC, the Union, the grievant( s) and the employees 

in the bargaining unit. The decision of the arbitration hearing shall 

become final and binding on the parties of this Agreement when 

delivered to them in writing, subject to the provisions of general law. 

In considering a grievance, the following provisions and limitations 

shall apply: 

(1) The arbitrator shall issue his decision no later than thirty (30) 

days from the date of the closing of the hearing or the 

submission of briefs, whichever is later. 

(2) The arbitrator's decision shall be in writing, and shall set 

forth the arbitrator's opinion and conclusions on the issue(s) 

submitted. 

(3) The arbitrator shall have no authority to determine any other 

issue, and shall refrain from issuing any statement of opinion 

or conclusion not essential to the determination of the issues 

submitted. 

(4) The arbitrator shall limit their decision strictly to the 

application and interpretation of the specific provisions of 

policy or law forming the basis for the grievance. 

(5) The arbitrator shall be without power or authority to make 

any decisions that are: 

(a) Contrary to or inconsistent with, adding to, subtracting 

from, or modifying, altering or ignoring in any way, the 

terms of this Agreement, or of applicable law or rules 

or regulations having the force and effect of law. 

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(b) Limiting or interfering any way with the powers, 

duties, and responsibilities of the BCC under the 

constitution, applicable law, and rules and regulations 

having the force and effect of law, except as such 

powers, duties and responsibilities have been 

abridged, delegated, or modified by the expressed 

provisions of this Agreement. 

(6) The arbitrator has the authority in the award to make the 

grievant whole, which includes wages, benefits, seniority, 

and other conditions of employment. They do not have the 

authority to award punitive damages. 

(7) The loser shall pay all of the arbitrator's charges. In the case 

of a split decision, the parties will equally share the 

arbitrator's fee. In all arbitrations, the parties will be 

responsible for the fees and costs of their own 

representatives. 

5.04 Time Limits 

A. Failure to initiate a grievance within the time limits in Section 5 above shall 

be deemed a waiver of the right to file a grievance. Failure at any step of 

this procedure to submit a grievance to the next step within the specified 

time limits shall be deemed to be acceptance of the decision at that step. 

B. Failure at any step of this procedure on the part of the BCC to 

communicate the decision on a grievance within the specified time limits 

shall permit the Union or employee to proceed to the next step. 

C. The number of days indicated at each step should be considered as a 

maximum and every effort should be made to expedite the process. 

However, the time limits specified in any step of this procedure may be 

extended, in any specific instance, by mutual agreement in writing and 

signed by both parties. 

5.05 Exceptions: 

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An employee or the Union may challenge an employment action by the 

County through the Agreement's grievance and arbitration process or, the 

Merit System Protection Board (MSPB) or its successor, but not both. 

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ARTICLE 6 

SENIORITY 

Definition: For the purpose of this contract, "seniority" shall, unless otherwise 

stated, be defined as the length of continuous service from the date of hire in 

BCC Employment. 

ARTICLE 7 

DISCIPLINE 

A. No Full Time employee shall be discharged or otherwise disciplined except for 

just cause. 

B. Relief employees who are discharged for disciplinary reasons may appeal such 

action through step 2 of the grievance procedure. 

ARTICLE 8 

LEAVES 

8.01 All full time bargaining unit members shall receive the leave benefits outlined in 

the Human Resources Policies and Procedures Manual (HRPP) except where it 

conflicts with an express term of this contract. The current HRPP sections 

defining leave benefits for collective bargaining unit members are incorporated 

in this contract by reference. 

8.02 Annual Leave 

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1. All full time bargaining members are eligible to earn annual leave. 

Annual leave shall not be credited in advance. Accrual of annual leave begins 

on the first date of regular employment and ends with the date of separation. 

Leave accrual for fractions of the month shall be figured to the nearest day. 

For the purpose of cornputing annual leave taken, only normal working days 

are to be counted as leave. 

Annual leave is accumulated in accordance with the following schedule: 

- Beginning date through the end of year 5 

- Beginning 6th year through end of 10th year 

- Beginning 11th year through end of 15th year 

- Beginning 16th year through end of 20th year 

- Beginning 21st year through end of employment 

8 hours per month 

12 hours per month 

14 hours per month 

16 hours per month 

18 hours per month 

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2. Restrictions on Accumulation of Annual Leave: 

A bargaining unit member shall not accrue annual leave during a leave of 

absence without pay, suspension without pay, or when the bargaining 

member is otherwise in a non-pay status. A total of four hundred (400) 

hours of annual leave is the maximum that can be carried over from one 

year to the next based on the bargaining unit employees date of hire. When 

extreme operational matters and/or emergencies occur and the bargaining 

member had requested leave and the leave has been approved, an 

extension may be granted to use the leave at a later time. The extension to 

use this approved leave shall be granted by the EMSChief (or his designee). 

Bargaining unit members who are granted this extension shall have ninety 

(90) days from the date of approval by the EMSChief (or his designee) to 

take the leave or it will be forfeited. 

3. Annual Leave Records: 

Annual leave accumulation and. usage records for all bargaining unit 

members shall be maintained by the Department and shall be based upon 

the leave information submitted by the bargaining unit employees and 

authorized by Supervisor on each payroll. No annual leave shall be granted 

except on the basis of such leave records. 

4. Approval of Annual Leave Requests: 

Requests for annual leave by eligible bargaining unit members shall be 

made seven (7) days in advance. Leave must be scheduled and approved 

by the appropriate EMS Supervisor in advance of time to be taken. 

5. Computation of Annual Leave Charges: 

The full time bargaining unit members shall charge absences from work to 

annual leave according to the actual number of leave hours used. 

6. Payment for Unused Leave Upon Separation of Service or Death: 

Upon separation from the County Service, eligible collective bargaining unit 

members shall receive a lump sum payment for all accrued and unused 

annual leave up to a maximum of (400) hours. Such payment shall be 

made at the bargaining member's regular rate of pay at time of separation. 

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7. Disciplinary Actions: 

Bargaining unit members who are disciplined in accordance with this 

contract shall not be permitted to use any leave in lieu of disciplinary action. 

8. For the purposes of annual leave the rollover date will be the calendar year. 

8.03 Sick Leave 

1. Sick leave shall be accrued at a rate of eight (8) hours a month for full time 

bargaining unit members. There is no maximum accumulation of sick leave. 

2. When a full time bargaining unit member is separated from employment due to 

retirement (as defined by the FRS Employer Handbook), the collective 

bargaining unit member shall be entitled to receive a lump sum payment for up 

to one-half of the accumulated sick leave to his credit prior to the effective date 

of the retirement up to a maximum of 1,040 hours. 

3. Layoffs 

When a full time bargaining unit member's service is separated due to a layoff, 

they shall be entitled to be paid for one-half of the accumulated sick leave to his 

credit prior to his separation after a fifteen-calendar day period elapsed pending 

reinstatement. A maximum payment of 1,040 hours of sick leave will be made. 

4. Bargaining unit members that use seven (7) incidents of unscheduled sick 

leave within the time period of the start of an annual evaluation process until 

the end of that same annual evaluation time period shall receive a "does not 

meet standards" on the attendance portion of the collective bargaining unit 

member's annual evaluation. Unscheduled sick leave is any sick leave 

requested less than 24 hours prior to the start of the collective bargaining unit 

members normally scheduled shift in which they are requesting the sick leave. 

FMLA or bereavement leave shall not be defined as unscheduled sick leave. 

Sick Leave shall be utilized in quarter-hour increments. 

8.04 Compensatory Leave 

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1. The maximum accumulation for compensatory leave for collective bargaining 

unit members shall be 240 hours. All compensatory leave not used or paid by 

the last paycheck before August 31 will be paid or used by September 30 of the 

year in which the leave was accumulated. 

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Personnel File 

ARTICLE 9 

PERSONNEL RECORDS 

A. There shall be only one official personnel file for each employee in which 

commendatory or derogatory information is recorded. This record shall be maintained 

in the Escambia County Human Resources Office. 

B. A collective bargaining unit member will have the right to review and or receive a 

copy of his/her own official personnel file at reasonable times, when requested by the 

collective bargaining unit member. 

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ARTICLE 10 

HOURS OF WORK AND OVERTIME 

10.01 Overtime in General 

Except where expressly stated in this policy, overtime compensation in the form 

of overtime payor compensatory leave in lieu of overtime pay will only be paid 

after the employee has actually worked a minimum of forty (40) hours in the work 

week. Calculation and payment of overtime shall be made in accordance with 

federal Fair Labor Standards Act. However, paid holidays and union time shall be 

considered as time worked for determining overtime eligibility. 

10.02 Authorized Overtime 

The Department Director or Division Manager shall authorize overtime when it is 

determined to be necessary to meet essential operating needs. In order to 

receive compensation for overtime work performed, authorization from the 

Department Director or Division Manager is required. All employees are required 

to work overtime as directed. 

10.03 On Call 

The County agrees to abide by the Fair Labor Standards Act. 

Article 11 

MANAGEMENT RIGHTS 

It is the right of the public employer to determine unilaterally the purpose of each 

of its constituent agencies, set standards of services to be offered to the public, 

and exercise control and discretion over its organization and operations. It is also 

the rights of the public employer to direct its employees, take disciplinary action 

for just cause, and relieve its employees from duty because of lack of work or for 

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other legitimate reasons. Communications by the union with any department or 

division of the BCC shall be coordinated in advance through Human Resources. 

ARTICLE 12 

SALARIES 

This Agreement shall be reopened on the issue of salaries (and other 

issues! in accordance with Article 19. 

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ARTICLE 13 

REDUCTION IN FORCE 

When it becomes necessary to reduce the workforce, employees will be laid off 

according to seniority within the job classification, within the division, with the 

least senior employee being laid off first. When called back, inverse order will be 

used if the call back occurs within six (6) months from the date of the reduction in 

force. Notice of recall will be by certified mail and the employee will have 

fourteen (14) days to respond from date of receipt. The employee is responsible 

for keeping the County informed ofhis/hercurrent address. 

ARTICLE 14 

RETIREMENT BENEFITS 

The County agrees to continue the Florida Retirement System Plan as defined by 

state law and the same Escambia County Retirement Incentive Plan as provided 

to all other County employees. 

ARTICLE 15 

MISCELLANEOUS BENEFITS 

15.01 Employee Assistance Program 

The County shall provide an Employee Assistance Program (EAP) as offered to 

all other County employees. 

15.02 Uniforms 

Employees shall be provided uniforms in accordance with the current Division 

Policy on uniforms 

15.03 Holidays 

A. Employees shall be entitled to holidays, and shall receive holiday pay, in 

accordance with the County Policy on holidays. 

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B. Relief employees who work on a scheduled holiday will be paid one and 

one-half their regular hourly rate for hours worked on the holiday. 

15.04 Shift Swaps 

Employees shall be entitled to swap shifts in accordance with the Division Policy 

on shift swaps that was implemented on 5/1/2011 and revised on 8/01/2013. 

15.05 Maternity Accommodation 

Full time collective bargaining members may request a light duty assignment if 

pregnant and such an assignment is recommended by her physician. 

ARTICLE 16 

INSURANCE 

The BCC shall provide group Health, Accidental Death and Dismemberment 

(AD&D), Long Term Disability (LTD) and Life Insurance to eligible Bargaining 

Unit members at the same level and cost of benefits provided to other regular full 

timeBGC employees. 

17.01 Dates of Pay 

ARTICLE 17 

PAYDAYS 

All County employees shall be paid every two weeks, as agreed upon by the 

BCC and as directed by the Office of Finance, Clerk of Court. 

17.02 Direct Deposit 

Employees wishing to have their paychecks sent directly to their bank or credit 

union shall contact the payroll office. 

18.01 Definition 

ARTICLE 18 

PROBATIONARY PERIOD 

The probationary period as herein established is to provide a trial period during 

which the County has the opportunity to judge the new employee's ability, 

competency, fitness and other qualifications to perform the work for which helshe 

is employed. Employees hired 'following the effective date of the ratification of 

this contract will have a probationary period for six (6) months after the 

completion of orientation. Each day of absence will be added to the 

employee's probationary period. 

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18.02 Employee Rights 

All rights, benefits, privileges, including the application of grievances and 

arbitration procedures shall be applicable to probationary employees except for 

matters involving discipline, performance evaluation, or the decision to dismiss 

the probationary employee. 

ARTICLE 19 

DURATION OF AGREEMENT 

This Agreement shall be effective from August 1, 2016 through September 30, 

2019 with all terms and provisions in force from the date the Agreement is ratified 

by both parties. For contract years 2017/2018 and 2018/2019 this Agreement 

may be reopened for interim negotiations on wages and insurance (Article 16) 

and two additional articles by each party. Each party shall serve notice of the 

intent to reopen contract articles no later than January 15, 2017 for the 

2017/2018 contract year and January 15, 2018 for the 2018/2019 contract year. 

Any unresolved articles properly opened as subjects of negotiations may be 

resolved in accordance with the impasse procedures set forth in Sectior:J 447, 

Florida Statutes. 

ARTICLE 20 

TOTALITY OF AGREEMENT 

20.01 Limitation. 

(a) The Board and the Union acknowledge that during the negotiations that resulted in 

this Agreement, the parties had the unlimited right and opportunity to present demands 

and proposals with respect to any and all matters lawfully subject to collective 

bargaining. 

(b) The Board and the Union further acknowledge that all of the understandings and 

agreements arrived at thereby are set forth in this Agreement, and that it will constitute 

the entire and sole Agreement between the parties for its duration. 

20.02 No Further Obligation to Bargain. 

The Board and the Union, during the term of this Agreement, voluntarily and 

unqualifiedly waive the right, and agree that the other will not be obligated, to bargain 

collectively with respect to any subject or matter, whether or not referred to or covered 

by this Agreement, except as provided in Article 3.05, even though such subject or 

matter may not have been within the knowledge or contemplation of the parties at the 

time they negotiated or signed this Agreement. 

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20.03 Modifications. 

Nothing herein will, however, preclude the Board and the Union from mutually agreeing 

to alter, amend, supplement, delete, enlarge, or modify in writing any of the provisions 

of this Agreement. 

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Case 3:20-cv-04698-TKW-HTC Document 20-5 Filed 04/23/20 Page 17 of 22
APPENDIX A 

BARGAINING UNIT POSITIONS AND PAY ASSIGNMENT 

Emergency medical Specialist - EMT Full Time 

Emergency medical Specialist - EMT Relief 

Emergency medical Specialist - Paramedic Full Time 

Emergency medical Specialist - Paramedic Relief 

18 

$12.49 per hour 

$12.49 per hour 

$16.00 per hour 

$16.00 per hour 

Case 3:20-cv-04698-TKW-HTC Document 20-5 Filed 04/23/20 Page 18 of 22
19 

APPENDIX B 

DUES CHECK-OFF AUTHORIZATION 

"'~_ REQUEST ANO "UTHQRl~ATIQN."OR:VO\;\lNT"'RY .ALlotllENt 

0" C,*P.EHS.;.tION FOR PAYMEHTQFE .... l;()Vl!E QROANIZATIQtI WeB 

UAM!! #JF ItMPUiYEE !~ .. " fit" M'''''Ie, IPlE!I$t~NnSOC14L SECuAlTT. 

140_ jjl)l!~!l5 5"", "nd Num(WtI 

Iltl 

.. t~.~St~I.1 

ll'l 

Z ... COOE 

IIIIII 

~ tOl::"TIOII; _________ .-.,...;.... __ ...,...;----....,.--------

Jon ·riTlE;-__________ _ 

Il~~ .'\tmloRlZK 'IlIE OE!)Ocngi't.~f04.I.f¢#.\' tAQIPA\'i'ER1QD 00111£ l'Irurr 

RltLl'J\Y PENIOO OF EACH MOImIIlNAMOt,Il'rrC:WMQNEY t:Q(JAL TO'IlIE 1lEOt/LAR DUES 

II\lAtOOIIDANCEWlm AAAANOEMEN'I'sWmJMY IlMI'tOYm . 

·S~IIIAT~;·O!'··EA!l'~OYE.li 

1*1 

Distribution of Copies: 

ORIGINAL - Payroll 

Copy - Human Resources 

OlllE . 

I III 

Case 3:20-cv-04698-TKW-HTC Document 20-5 Filed 04/23/20 Page 19 of 22
APPENDIXC 

TERMINATION OF UNION DUES 

MEMORANDUM 

TO: Human Resources 

FROM: 

Employee Name (Print Clearly) 

Department/Division 

DATE: 

RE: Termination of Union Dues 

In accordance with the Collective Bargaining Agreement between Escambia County 

Board of County Commissioner and the Union, this written notice is provided to revoke 

my prior check-off authorization for deduction of Union dues. I understand the 

termination of Union dues will become effective not later than thirty (30) days from 

receipt of this notice. 

Your assistance is greatly appreciated. 

Sincerely, 

(Employee Signature) 

SSN: __ 

Cc: Union 

Payroll 

20 

., 

Case 3:20-cv-04698-TKW-HTC Document 20-5 Filed 04/23/20 Page 20 of 22
21 

Appendix D 

Memorandums of Understanding 

A. Pay increase to $16.00 per hour for Paramedics 

B. Jail Assignment Supplemental Pay 

Case 3:20-cv-04698-TKW-HTC Document 20-5 Filed 04/23/20 Page 21 of 22
INTERNATIONAL ASSOCIATION OF EMTs AND PARAMEDICS 

LOCAL R5-325 

This is to certify that the members of the above collective bargaining unit ratified 

this agreement on the Rth day of fI,,~'1- 2016. 

International Association of EMTs and Paramedics 

/ttMA/LL.. ~IJenkinS President 

\)~ ;,~V\ ~I~ ~ --

U niol1\Nitf1ess 

This is to certify that the Board of County Commissioners of Escambia 

County, Florida ratified this agreement on the 1 st day of September, 2016. 

BOARD OF COUNTY COMMISSIONERS 

OF ESCAMBIA COUNTY, FLORIDA 

,l.,4it Ch,;m" 

Deputy Cle~ 

Adopted: J'eI2TlWB'G<.. L, 2016 

I 

22 

Michael Mattimore 

Allen, Norton, & Blue, P.A. 

Case 3:20-cv-04698-TKW-HTC Document 20-5 Filed 04/23/20 Page 22 of 22