Canton, Massachusetts · Saved source text
Fire Fighters (IAFF-1580) Union FY19-FY21
Saved text from 47 source pages. Transcription and OCR may contain errors; verify figures and wording against the original. Retrieved 2026-10-15.
Source page 41
renew any question introduced, debated and settled, either negatively or affirmatively, during the bargaining prior to final settlement. Duration This Agreement shall become effective on July 1, 2018 and remain in effect through June 30, 2021. The Employer and the Union agree to enter into negotiations for a successor Agreement no later than January 1, 2021. If the parties fail to agree on a new contract by June 30, 2021, the current Agreement will remain in effect until a new Agreement is negotiated. IN WITNESS WHEREOF, the parties hereto do set their hands and seals this /F _dayot March __ 219. FOR THE ASSOCIATION FOR THE TOWN OF CANTON ——_— DATE: _ 3/11/14 DATE: Bll 419 F:\CantonFF\Negotiations 2018\Agreement2018-2021 final
Source page 42
ATTACHMENT A
WAGE SCHEDULES
FY 19 2% FY 20 3% FY 21 3% Comments
7/1/18 - 6/30/19 7/1/19 - 6/30/20 7/1/20 - 6/30/21
Firefighter (42 Hr. work week)
Step 1- starting rate $54,287.62 $55,916.25 $57,593.74
Step 2- after 1 yr of employment $57,004.05 $58,714.17 $60,475.60
Step 3- after 2 yrs of employment $59,721.67 $61,513.32 $63,358.72
Step 4- after 3 yrs of employment $62,440.56 $64,313.78 $66,243.19
Step 5- after 4 yrs of employment $65,158.20 $67,112.95 $69,126.34
Step 6- after 20 yrs of employment $68,416.11 $70,468.59 $72,582.65 5% over Step 5 Firefighter
Lieutenant (42 Hr. work week)
Step 1 $77,538.26 $79,864.41 $82,260.34 19% over Step 5 Firefighter
Step 2- after 20 yrs of employment $81,415.18 $83,857.63 $86,373.36 5% over Step 1 Lieutenant
Captain (42 hr. work week)
Step 1 $90,138.23 $92,842.38 $95,627.65 16.25% over Step 1 Lieutenant
Step 2- after 20 yrs of employment $94,645.14 $97,484.50 $100,409.03 5% over Step 1 Captain
EMS Coordinator Stipend
Step 1 $24,980.03 $25,729.43 $26,501.31 Step1 Captain vs. Step 5 Firefighter
Step 2- after 20 yrs of employment $26,229.03 $27,015.91 $27,826.38 Step 2 Captain vs. Step 6 Firefighter
38Source page 43
ATTACHMENT B
DRUG AND ALCOHOL TESTING
Prohibited Conduct
1. The following conduct shall constitute an offense under this Article.
a. The possession, use, transfer, manufacture or sale of any illegal drug.
b. The possession or use of alcohol during working hours, or while using
Town vehicles or facilities.
c. Driving under the influence of alcohol or drugs.
d. Reporting to work with the metabolite of an illegal substance in the body,
with a blood alcohol level above 0.02, or impaired by drugs or alcohol.
e. Commission of any drug or alcohol related offense.
2. Any employee who is convicted of a drug-related offense or driving while
intoxicated must notify the Chief immediately, irrespective of whether the
conduct occurred during working time.
3. For purposes of this Section, possession shall refer to unauthorized
possession.
Prohibited Drugs
For the purposes of this Article, prohibited drugs include all substances included in
Schedules I through III of the Controlled Substances Act (21 U.S.C. section 812).
Included among those drugs are marijuana, cocaine, opiates, phencyclidine (PCP),
amphetamines and methamphetamines. Possession of a controlled substance without a
doctor’s prescription or other legal authorization violates this Article and may be illegal.
An employee who is taking a controlled substance under a valid prescription should
check with his or her physician to ensure that the medication will not interfere with the
employee’s ability to work safely and efficiently. Any questions or doubts should be
raised with the Chief. Employees are required to take whatever steps are necessary to
allow the Chief to communicate with the physician prescribing the medications. Abuse
of validly obtained prescription drugs will be treated in the same manner as abuse of
alcohol. Abuse of prescription drugs in all other cases will be treated as abuse of illegal
drugs.
39Source page 44
Drug and Alcohol Testing
1. Employees are required to submit to drug and/or alcohol testing in the
following situations:
a. New Hires:
Each new employee will submit to a drug test shortly after his or her
date of hire.
b. Reasonable Suspicion:
When the Town has reason to believe that an employee has reported to
work or is working while impaired by drugs or alcohol, or has used
illegal drugs, the Town will direct the employee to report for a drug
and/or alcohol test.
c. Post-Incident:
Any employee involved in a serious accident/incident causing
significant bodily injury or property damage on the job involving an
unsafe practice or violation of a safety rule, standard or policy, may be
directed by the Town to submit to a drug and/or alcohol test.
d. Follow-up Testing:
An employee who has violated the drug and alcohol policy, may be
required to submit to follow-up testing as a condition of his or her
continued employment. A program of follow-up testing will be set
forth in writing and will continue for a set period of time. During a
follow-up testing period, an employee will be subject to unannounced
testing for drugs and/or alcohol for a period of one (1) year.
e. Failure to Submit to Testing:
A failure or refusal to submit to testing as outlined above, or refusal to
cooperate with the testing laboratory shall be treated as Prohibited
Conduct.
f. Training:
Training will be provided to all Fire Department Officers on how to
identify and handle situations when it may be suspected that a member
came to work with a problem. This training would also be provided to
every new officer that was promoted from the rank of firefighter.
40Source page 45
2. Alcohol Testing Procedures:
The Town will direct the employee to report to the testing site for a breathalyzer
test. A breathalyzer test will be administered by a qualified operator selected by
the Town, including but not limited to a Canton police officer. The employee’s
blood alcohol level shall be reported to the Town immediately.
3. Drug Testing Procedures:
a. Collection:
An employee subject to drug testing will be directed in writing to report at
a specified time to the testing site. Collection of a urine sample will be
supervised by qualified medical personnel, in accordance with the
procedures established by the testing laboratory. The sample will be
properly sealed and labeled, in the employee’s presence, to avoid
contamination, tampering or confusion of samples. Employees reporting
for a drug test should be prepared to produce picture identification. If an
employee has taken any prescription drugs, or has any other reason to
believe that the test will result in a false positive, the employee must
inform the testing laboratory before taking the test.
b. Processing:
Urine samples will be screened initially by an Immunoassay or
comparable screening test, with positive results confirmed by Gas
Chromatography/Mass Spectrometry or a comparable confirmatory test.
Testing will be performed in accordance with federal government
standards, under the supervision of qualified medical and laboratory
personnel employed by the testing laboratory. The laboratory will test all
samples for the presence of marijuana, cocaine, opiates, phencyclidine
(PCP), and amphetamines/methamphetamines.
c. Reporting of Results
The results of a drug or alcohol test will be reported verbally and in
writing to the Chief or, in the absence of the Chief, the Acting Chief. The
testing laboratory will reveal to the designated official only whether the
employee has received a result of negative for drugs or positive for drugs.
The results of the test will be maintained in the strictest confidence by the
Town and will not be disseminated except on a “need to know” basis.
41Source page 46
Positive Results: Before a positive test is reported to the Town by the
testing laboratory, the doctor who interprets the results (“Medical review
Officer”) will consider whether the positive test result was caused by legal
drug use (pursuant to a validly obtained prescription). The Medical
review Officer shall require that the employee produce any necessary
written proof, and the employee shall authorize the Medical Review
Officer to obtain further information from his or her health care providers.
If the Medical Review Officer determines that the employee’s explanation
is medically corroborated by the test results (e.g., the substance identified
in the test is contained in the prescribed drug) then the test will be reported
to the Town as “negative”. The laboratory will not provide to the Town
any information it learns concerning prescription drugs that the employee
is taking pursuant to a validly obtained prescription. If the Medical
Review Officer is unable to obtain the employee’s cooperation in order to
make this determination, the positive result will be reported to the
employer.
d. The Testing Laboratory
The testing laboratory shall be selected by the Town from among
laboratories that are certified by the State or Federal Government.
Searches
The Fire Chief or his designee has the right to search for alcohol or drugs on Town
owned or controlled premises, including in desks, tool boxes, Town vehicles, lockers, or
in other Town owned or controlled containers on the premises that may conceal
substances prohibited by this policy. Such search shall be conducted with the assistance
of, and in conjunction with a designated law enforcement official as determined by the
Town (Chief).
Enforcement
1. Any employee who violates this Article will be subject to discipline up to and
including discharge. In such a case, the employee’s continued employment
may be subject to certain conditions, which may include participation in a
rehabilitation program and/or follow-up drug and alcohol testing.
2. In the case of the first offense involving the abuse of alcohol or validly
obtained prescription drugs, the Town may take disciplinary action exclusive
of discharge. In order to qualify for this safe harbor for the first offense, the
employee shall be required to meet the following conditions:
a. The employee will be screened and evaluated for substance abuse by a
substance abuse professional (“SAP”) designated by the Town.
42Source page 47
b. The SAP will provide the results of the screening and evaluation to the
employee and to the Town, along with the SAP’s recommendations for
treatment. The employee shall take any necessary steps to release the
SAP to communicate and share information with the Town.
c. The recommended treatment plan will be set forth in writing, and shall
include a set period of follow up testing, based upon the
recommendation of the SAP. The employee shall be required to abide
by all aspects of the treatment plan.
d. The employee shall bear the responsibility for the cost of the
evaluation and any treatment recommended, to the extent it is not
covered by health insurance. Any leave required for the purpose of
attending treatment, or due to the employee’s incapacity to perform the
essential functions of the job, shall be unpaid. However, unpaid leave
may be covered by accrued paid leave to the extent permitted by the
Town’s Family and Medical Leave Policy, except where the leave runs
concurrently with a disciplinary suspension.
e. Failure to abide by the conditions herein, or the treatment plan, or any
subsequent violation of this Article, shall subject the employee to
discipline up to and including discharge.
Employee Assistance Program
Any Town employee may receive assistance with treatment of a drug or alcohol
dependency problem through the employee assistance program (“EAP”). Employees
may voluntarily request such help or the Town may require participation in the EAP as a
condition of continued employment. An employee’s participation in the EAP is treated
confidentially. Participation in any program or treatment through the EAP will not be
disclosed to the Town without the participant’s written permission. In cases where
participation in the EAP is required as a condition of employment, the employee will be
required to permit the Town to be informed only whether the employee is participating as
required (i.e., keeping scheduled appointments).
F:\CantonFF\Negotiations 2018\Agreement2018-2021 final
43