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MEMORANDUM OF UNDERSTANDING
JULY 1, 2026 – JUNE 30, 2029
CITY OF CHANDLER
AND
UNITED PHOENIX FIREFIGHTERS
ASSOCIATION
IAFF
LOCAL 493
CHANDLER CHAPTER
REPRESENTING
CHANDLER FIREFIGHTERS, ENGINEERS, AND CAPTAINS
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Table of Contents
PREAMBLE ........................................................................................................................................... 4
ARTICLE 1: RIGHTS .............................................................................................................................. 5
Section 1 – 1: Purpose/Gender ...................................................................................................... 5
Section 1 – 2: City and Management Rights.................................................................................. 5
Section 1 – 3: Employee Organization Rights ............................................................................... 6
Section 1 – 4: Unit Member Rights .............................................................................................. 10
Section 1 – 5: Prohibition of Strike and Lockouts ....................................................................... 11
ARTICLE 2: GRIEVANCE/ARBITRATION/LABOR MANAGEMENT ..................................................... 12
Section 2 – 1: Grievance Procedure ............................................................................................. 13
Section 2 – 2: Labor-Management Committee and Relationship by Objectives (RBO) ........... 14
ARTICLE 3: COMPENSATION AND WAGES ...................................................................................... 15
Section 3 – 1: Wages ..................................................................................................................... 15
Section 3 – 2: Overtime ................................................................................................................. 20
Section 3 – 3: Call Back Pay .......................................................................................................... 21
Section 3 – 4: Day Positions ......................................................................................................... 21
Section 3 – 5: Working Out-of-Classification ............................................................................... 23
Section 3 – 6: Deferred Compensation ....................................................................................... 23
ARTICLE 4: HOURS OF WORK / WORKING CONDITIONS ............................................................... 23
Section 4 – 1: Hours of Work ........................................................................................................ 23
ARTICLE 5: BENEFITS ......................................................................................................................... 24
Section 5 – 1: Health Insurance ................................................................................................... 25
Section 5 – 2: Dental Insurance ................................................................................................... 25
Section 5 – 3: Health Insurance Trust Fund ................................................................................ 25
Section 5 – 4: Life Insurance ......................................................................................................... 26
Section 5 – 5: Short- and Long-Term Disability Insurance ......................................................... 26
Section 5 – 6: Holidays .................................................................................................................. 26
Section 5 – 7: Vacation .................................................................................................................. 28
Section 5 – 8: Uniforms ................................................................................................................. 30
Section 5 – 9: Sick Leave ............................................................................................................... 30
Section 5 – 9A: Payment of Sick Leave Upon Death ................................................................... 31
Section 5 – 10: Post Employment Health Plan ............................................................................ 32
Section 5 – 11: Tuition Reimbursement ...................................................................................... 32
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Section 5 – 12: Bereavement Leave ............................................................................................. 33
Section 5 – 13: Employee Assistance Plan (EAP) ......................................................................... 33
ARTICLE 6: MISCELLANEOUS ............................................................................................................ 33
Section 6 – 1: Saving Clause ......................................................................................................... 33
Section 6 – 2: Copies of Memorandum ....................................................................................... 34
Section 6 – 3: Term and Effect of Memorandum ....................................................................... 34
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PREAMBLE
Whereas the well-being and morale of the employees of the City are benefited by
providing an opportunity to participate in the formulation of policies and practices
affecting the wages, hours, benefits, and other conditions of their employment; and
Whereas the parties hereby acknowledge that the provisions of this Memorandum of
Understanding (hereinafter “Memorandum”) are not intended to abrogate the authority
and responsibility of the City government provided for under the statutes of the State
of Arizona or the charter or ordinances of the City; and
Whereas the parties, through their designated representatives, met and conferred in
good faith pursuant to the Meet and Confer Ordinance in order to reach agreement
concerning wages, hours, benefits, and other conditions of employment in the
bargaining unit; and
Now therefore, the City of Chandler, hereinafter referred to as the “City” and IAFF Local
493 Chandler Chapter, hereinafter referred to as the “Employee Organization,” having
reached this complete agreement concerning wages, hours, and working conditions for
the term specified, the parties submit the Memorandum to the Mayor and the City
Council of the City of Chandler with their joint recommendation that the body resolve
to adopt its terms.
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ARTICLE 1: RIGHTS
Section 1 – 1: Purpose/Gender
It is the purpose of this Memorandum to continue and maintain harmonious relations,
cooperation, and understanding between the City and its unit members; and to set
forth the full and entire understanding of the parties reached as a result of a good faith
meeting and conferring regarding wages, hours, benefits, terms, and other conditions
of employment of the unit members covered hereby, which understanding the parties
intend jointly to submit and recommend for approval and implementation to the Mayor
and City Council.
Whenever any words used herein are in the masculine, feminine, or neuter, they shall
be construed as though they were also used in another gender in all cases where they
would so apply.
Section 1 – 2: City and Management Rights
The City and the City Manager’s rights are not subjugated or diminished in any way by
any expressed or implied duty or obligation to meet and confer. Retained management
rights are not subject to the grievance procedure contained in any memorandum of
understanding, nor are they subject to any other appeal or complaint process.
A. The City has and will continue to retain, whether exercised or not, the unilateral and
exclusive right to operate, administer, and manage its municipal services and work
force performing those services. The authority of the City shall not be modified or
limited by inference or implication.
B. The exclusive rights of the City shall include, but not be limited to:
• The right to determine the organization of City government, the purpose of each
of its departments, and the purpose and mission of its constituent agencies,
boards, and commissions.
• Set standards of service to be offered to the public, and through its management
officials to exercise control and discretion over its organization and operations.
• Establish rules and practices governing the conduct of unit members, to direct
and supervise its unit members and their work, to take disciplinary action, to
relieve its unit members from duty because of lack of work, or for other
legitimate reasons.
• Determine whether goods and or services shall be made, purchased, or
contracted for.
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• Determine the methods, means, and personnel by which the City’s services are
to be provided, including the right to schedule, and assign work and overtime, to
hire, transfer and reassign unit members and to otherwise act in the interests of
efficient service to the community.
• The City reserves the right to establish and revise work schedules and work
locations; to establish, revise and implement standards for hiring and promoting
unit members; to determine the need for additional positions and the
qualifications of new unit members and to determine the qualifications for
and/or the qualifications of unit members considered for transfer and/or
promotion; to evaluate and judge the skill, ability, and efficiency and general work
performance of unit members.
• Adopt and manage its budget, provide for the funding of certain levels of service,
to add, delete, modify, or suspend certain programs, functions, divisions, and
departments as the City Council in the exercise of its legislative authority to
create and manage the City’s budget and to determine whatever action to be
necessary and appropriate.
• Take all necessary actions to maintain uninterrupted service to the community.
C. The City retains all rights not specifically limited by a Memorandum of
Understanding approved in accordance with the provisions of the Meet and Confer
Ordinance.
D. The enumeration of the above rights is illustrative only and is not to be construed
as being all-inclusive.
Section 1 – 3: Employee Organization Rights
A. It is understood by the parties that the benefits granted by this Article shall not be
interpreted or applied as requiring the employer to count as time worked, any hours,
or fractions of hours spent outside the unit member’s work shift in pursuit of
benefits provided by this Article.
B. The Employee Organization, as the authorized representative, has the exclusive
right to serve as the meet and confer representative of all unit members in the
Firefighter’s Unit as certified by the Chandler Meet and Confer Ordinance, Chandler
City Code § 2-13, as amended.
C. During the term of the Memorandum of Understanding, Employee Organization
officials will be released from duty with full pay when directed by the City to
participate in a meeting with the City and/or City representatives.
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D. The Employee Organization will be allowed one (1) hour to meet with new Firefighter
recruits to explain the rights and benefits under the Memorandum. During the
presentation, the Employee Organization will avoid the dissemination of
information that is political in nature and will not discuss information that is abusive
of any person or organization or disruptive of the department’s operations.
E. Employee Organization representatives shall be released from duty with full pay to
provide unit member representation in a grievance hearing or disciplinary meeting
with a unit member.
F. The Employee Organization, through its designated representative, may distribute
materials on the City premises (building and grounds) only before and after
scheduled departmental activities designated by the Fire Chief. Activities will not in
any manner interfere with the efficient and economical operations of the
Department, or adversely impact the level of emergency service or support services.
G. Association Vacation Bank
1) Approval for use of paid time hereunder shall be subject to departmental
operational and scheduling factors. When using such paid time, designated
representatives shall give at least twenty-four (24) hours advance notice.
2) Each dues-paying Association member working a 24-day work period will
contribute four (4) hours accrued vacation leave to be placed in an Association
Vacation Bank. Each dues-paying Association member working a 40-hour
work week staff assignment will contribute 2.85 hours accrued vacation leave
to be placed in an Association Vacation Bank. An Association member's
revocation of authority for the deduction of dues simultaneously revokes the
authority for the annual deductions of vacation hours.
Revocation of such authority applies prospectively only. Non-dues paying members
working a 24-day work period may elect to annually contribute four (4) hours, 40-
hour work week staff assignment members may elect to annually contribute 2.85
hours of accrued vacation to the Association Vacation Bank.
The following conditions shall apply to the donation of vacation hours to the
Association vacation bank:
a. Authorization for the deduction of accrued vacation hours from dues-
paying Association members is included with the member's authorization
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for the deduction of dues and may be revoked as set forth under Section
1-3(I)(2).
b. For voluntary donations of hours by non-dues-paying members, the
Association shall supply the City with an Association Vacation Bank
Authorization Form, which includes the name and signature of the unit
member and the number of hours of vacation donated by the unit
member into the Association Vacation Bank.
c. The City shall withdraw the bank hours from members' vacation balances
in the first full pay period after the first week of July.
d. For voluntary donations of hours by non-dues paying members, the
executed Association Vacation Bank Authorization Form provides the unit
member's authorization for vacation hours to be withdrawn from the unit
member's vacation balance in the first full pay period following July 10th
each year.
i. A unit member may revoke their authorization for the donation of
vacation hours by submitting a written revocation to the IAFF
President who will forward it to Human Resources no later than the
first week of July. The revocation shall apply prospectively to the
vacation donation scheduled to take place in the first full pay period
following July 10th each year.
ii. An individual who hires or transfers into an IAFF represented
position after July 10th, and who executes a Payroll Dues Deduction
Authorization or Association Vacation Bank Authorization Form,
may elect at that time to have the vacation hours withdrawn from
their vacation balance: (i) in the first full pay period after receipt of
the Authorization Form by the City, or (ii) in the first full pay period
following July 10th of the following year. A new unit member who
elects to have vacation hours withdrawn before July, will have
additional hours withdrawn in July.
iii. The Association Vacation Bank Authorization of a unit member shall
be automatically revoked when the individual is no longer in a
position covered by this MOU. The revocation shall apply only
prospectively to the vacation donation scheduled to take place in
July.
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3) Human Resources shall keep a record of all time donated and used.
4) Any unused donated hours in the Association Vacation Bank may be carried
over from one fiscal year to the next.
The Association shall indemnify, defend, and hold harmless the City against any and
all claims made, and any actions brought against the City arising from or related in
any way to the actions taken by the City to comply with any of the provisions of this
section.
H. Payroll Deduction
1) The City shall deduct yearly from all twenty-six (26) checks of Employee
Organization members, the regular periodic Employee Organization
membership dues pursuant to the City’s deduction authorization form duly
completed and signed by the unit member and transmit such deductions
monthly to the Employee Organization no later than the fourteenth (14) day
following the end of the pay period in which the deduction occurs, along with
an alphabetical list of all unit members for whom deductions have been
made. Such deduction shall be made only when the Employee Organization
member’s earning for a pay period, are sufficient after other legally required
deductions are made.
2) Authorization for membership dues deduction herein under shall remain in
effect during the term hereof unless revoked in writing by the unit member.
The City shall accept revocation of deductions only during the first week of
January and July of the term of this Memorandum to be effective the following
payroll period. The City will notify the Employee Organization of any
revocations submitted to it.
3) The City shall not make dues deductions for unit members on behalf of any
other non-designated Employee Organization (as defined in the Meet and
Confer Ordinance) during the term of this Memorandum.
4) It is agreed that the City assumes no liability on account of any actions taken
pursuant to this section. The City will, however, as promptly as technically
possible, implement changes brought to its attention.
5) The Chandler Chapter President has the ability to increase or decrease the
amount of the standard membership dues one time each year for the
members of the Employee Organization, in accordance with UPFFA L-493 by-
laws, without obtaining the signature of each member of the Employee
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Organization, provided costs for implementing such changes shall be
reimbursed by the Employee Organization at actual cost incurred by the City.
6) City shall furnish to Employee Organization on request, at actual cost, a listing
of Employee Organization members on City payroll deduction in July and
January during the term of this Memorandum indicating name, mailing
address, and job assignment. The Employee Organization agrees to use this
list solely for purposes of communicating with unit members and will not
share this information with other individuals or organizations.
I. Facilities and Services
1) The City shall provide the Employee Organization with space for bulletin
boards for its use in communicating with its members at mutually agreeable
locations.
The City shall grant sole and exclusive use of such bulletin boards to the
Employee Organization. Bulletin boards shall not exceed four feet wide by
three feet tall (4’ x 3’) in size.
2) Material, which is not abusive of any person or organization, which complies
with laws regulating the political activities of City employees, and which is not
disruptive of the City’s operations, may be posted or distributed, provided
that such material is signed by an authorized official of the Employee
Organization. The Employee Organization may grieve any removal by the City
of posted material.
J. Recognition
The City recognizes the Employee Organization as the sole and exclusive Meet and
Confer agent, pursuant to the Meet and Confer Ordinance for the purpose of
representation regarding wages, hours, benefits, and other conditions of
employment for all regular full-time non-probationary unit members in the
bargaining unit. Employee Organization shall have no rights beyond those specified
in the Meet and Confer Ordinance and this Memorandum.
Section 1 – 4: Unit Member Rights
A. Eligible City employees have the right to be represented by an Employee
Organization and to have a member of the Employee Organization present during
the disciplinary process. The disciplinary process does not apply to an interview of a
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unit member during the normal course of work, counseling, instruction, informal
verbal admonishment, or other routine or unplanned contact with a supervisor.
B. All unit members shall have the right to join or not to join the Employee Organization
as they individually prefer. Unit members have the right to participate on behalf of
or engage in activities on behalf of an Employee Organization and have the right to
refrain from such activity. Unit members shall be free from any interference,
restraint, or coercion by any employee, supervisor, or manager for or against
Employee Organizations. Violations will necessitate disciplinary action.
C. An exclusive Employee Organization must equally and fairly represent all employees
in the unit.
D. All unit members shall have the right to present their own grievance.
E. An employee subject to suspension, demotion or dismissal shall be entitled, upon
appeal, to the Disciplinary Review Group process outlined in Personnel Rule 5 –
Disciplinary & Appeal Procedures, Section 7. For purposes of Rule 5, Section 7.A.2.,
the Association President or designee shall replace the member of the Employee
Council on the Disciplinary Review Group
The IAFF Association President or designee may not serve on a disciplinary review
group if they have a direct connection with the matter being reviewed or have any
real or perceived conflict of interest. If the IAFF President elects to use a designee,
the designee must be at the rank of Captain or be an elected member of the IAFF
bargaining group. The person will be mutually agreed upon between the Human
Resources Director and the IAFF President. If mutual agreement cannot be reached,
the appointment will revert back to the Personnel Rule and will be a member of
Employee Council. The grounds for discipline and types of discipline imposed are
not grievable matters under this MOU.
Section 1 – 5: Prohibition of Strike and Lockouts
A. The Employee Organization and the unit members covered by this Memorandum
recognize and agree that rendering of services to the community cannot under any
circumstances or conditions be withheld, interrupted, or discontinued, and to do so
would endanger the health, safety, and welfare of the citizens of the City of Chandler.
B. The Employee Organization pledges to maintain unimpaired municipal services as
directed by the City. Neither the Employee Organization, nor any unit member, for
any reason, will authorize, institute, aid, condone or engage in a slowdown, work
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stoppage, strike, or any other interference with the work and statutory functions and
obligations of the City or the Department. During the term of this Memorandum,
neither the City nor its agents for any reason shall authorize, institute, aid, or
promote a lockout of unit members covered by this Memorandum.
C. Should any unit member during the term of this Memorandum, and until such time
that it is expressly and legally rescinded breach the obligations of Section 1-5B, the
City Manager or his designee shall immediately notify the Employee Organization
that a prohibited action is in progress.
D. The Employee Organization shall forthwith, through its executive officers and other
authorized representatives, disavow said strike or other prohibited action, and shall
notify in writing all Employee Organization members and representatives of their
obligation and responsibility for maintaining compliance with this Article, including
their responsibility to remain at work during any interruption which may be caused
or initiated by others. Copies of such notification shall be delivered to the Office of
the City Manager. In addition, the Employee Organization shall order all unit
members violating this Article to immediately return to work and cease the strike or
other prohibited activity. Such order shall be delivered both orally and in writing to
all unit members violating this Article with copies of the written order to be delivered
to the Office of the City Manager.
E. Penalties or sanctions the City may assess against a unit member who violates this
Section shall include, but not be limited to:
1) Discipline up to and including discharge.
2) Loss of all compensation and benefits, including seniority, during the period
of such prohibited activity.
F. Should the Employee Organization during the term of this Memorandum and until
such time that it is expressly and legally rescinded, breach its obligations under this
Section, it is agreed that all penalties set forth in the City Charter, shall be imposed
on the Employee Organization, in addition to any other legal and administrative
remedies available to the City that in its discretion it may elect to pursue.
G. Nothing contained herein shall preclude the City from obtaining judicial restraint or
from seeking damages from the Employee Organization, in the event of a violation
of this Section.
ARTICLE 2: GRIEVANCE/ARBITRATION/LABOR MANAGEMENT
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Section 2 – 1: Grievance Procedure
A. The grievance procedures set forth in Personnel Rule 18 - Grievance Procedures
shall apply to any grievance brought by a unit member or the Employee
Organization alleging violation(s) of the express terms of this Memorandum for
which there is no Merit System Board appeal or other specific method of review
under state or city law.
B. Any proposed changes to Personnel Rule 18 - Grievance Procedures will be provided
to the Employee Organization President in a redline format and, if requested by the
Employee Organization, a labor-management meeting shall be scheduled prior to
submission of the proposed change to the City Council for approval. The meeting
shall be scheduled within a reasonable amount of time so as not to unduly delay the
process.
C. In the event the City Manager takes unilateral action that is inconsistent with an
express term or condition of this Memorandum and the effect of such action
adversely affects the wages, benefits, or working conditions of a majority of unit
members directly affected by the action, the Employee Organization may bring an
Organization Grievance on behalf of all members using the grievance procedures
under Personnel Rule 18. If the Organization Grievance is not resolved at the
supervisor or department level, the City Manager shall refer the Organization
Grievance, brought under the limited circumstances described herein, to a neutral
third party who is not a current or former official or employee of the City. The City
Manager may elect to exercise his sole discretion to bypass the supervisor’s and
department’s review of the Organization Grievance and refer the Organization
Grievance directly to a neutral third party.
D. The parties or their designated representatives, shall agree on a neutral third party.
If they are unable to agree on a neutral third party within a reasonable time, the City
shall provide a list of seven (7) individuals who have experience as a hearing officer
or mediator with the public sector in Arizona. The parties shall, within five (5)
workdays of the receipt of said list, select the neutral third party by alternately
striking names from said list until one name remains. Such person shall then
become the neutral third party. The neutral third party so selected shall hold a
hearing as expeditiously as possible at a time and place convenient to the parties,
and shall be bound by the following:
1) The neutral third party shall be bound by the language of the Memorandum
and departmental rules and regulations consistent therewith in considering
any issue properly before them.
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2) The neutral third party shall expressly confine themselves to the precise issue
submitted and shall have no authority to consider any other issue not so
submitted.
3) The neutral third party shall be bound by applicable state and city law.
4) The neutral third party shall submit findings and recommendations to the
Employee Organization and to the City Manager. The cost of the neutral third
party and any other mutually incurred costs shall be borne equally by the
parties.
5) The City Manager shall, within ten (10) workdays of the receipt of the written
findings
and
recommendations,
make
the
final,
non-appealable
determination of the Organization Grievance and submit it in writing to the
Employee Organization.
Section 2 – 2: Labor-Management Committee and Relationship by Objectives
(RBO)
It is understood by the parties that the benefits granted by this Article shall not be
interpreted or applied as requiring the employer to count as time worked, any hours or
fractions of hours spent outside the unit member’s work shift in pursuit of benefits
provided by this Article. The employer shall count as time worked any hours or fractions
of hours spent within the unit member’s regular work shift in pursuit of benefits
provided by this Article.
Labor-Management Committee
A. There shall be a Labor-Management Committee consisting of two (2) representatives
of the Employee Organization and two (2) representatives of the City and the City’s
HR Director or designee who shall be the Chairperson. The purpose of the
Committee is to facilitate improved labor-management relationships by providing a
forum for free and informal discussion of mutual concerns and problems regarding
the MOU.
B. The Committee shall meet, when necessary, at mutually agreed upon times.
C. If the representative of the Employee Organization is a unit member, such
representative shall not lose pay or benefits for meetings mutually scheduled during
duty time.
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Relationship by Objectives (RBO) Committee
A. A steering committee shall be established consisting of the Fire Chief, Assistant
Chiefs, the Employee Organization President, and each elected trustee of the
Employee Organization. The purpose of the Committee is to facilitate improved
labor-management relationships by providing a forum for free and informal
discussion of mutual concerns and problems.
B. The steering committee shall meet at mutually agreeable times and places at least
quarterly or sooner if requested by either party. The quarterly meeting may be
cancelled or rescheduled if no discussion items exist and only by mutual agreement.
C. The purpose of the RBO committee is to enhance service delivery and address public
safety-related issues. The RBO process is done through the facilitation and open
discussion of mutual concerns and problems which may include implementation or
modification of department programs and items that may impact service delivery or
working conditions.
D. The RBO Committee shall meet annually at a mutually agreed upon time and
location. The committee shall consist of the following members: the Fire Chief,
Assistant Chiefs, Battalion Chiefs, the Employee Organization President, and all
elected members of the Employee Organization (trustees and stewards). An agenda
will be developed and mutually agreed upon by the steering committee.
E. During the RBO process, if the representative of the Employee Organization is a unit
member, such representative shall not lose pay or benefits for the RBO meetings
that are scheduled during duty time.
ARTICLE 3: COMPENSATION AND WAGES
Section 3 – 1: Wages
A. Salary Ranges
1) Adjustment to Salary Range and Firefighters in Pay Rates 1 through 3
a. Effective the first full pay period in July 2026, the Firefighter salary range
shall be adjusted to reduce the number of pay rates from eight (8) to five (5).
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This shall be accomplished through the permanent elimination of pay rates
1, 2, and 3 from the salary range.
b. For Fiscal Year 2026-2027, all firefighters who, as of the first full pay period
in July 2026, are assigned to pay rates 1, 2, or 3, shall be placed at pay rate 4
of the salary range. This adjustment shall occur automatically and shall not
be considered a promotion, advancement, or acceleration of pay rate
progression. No retroactive pay or additional pay rate movement shall result
from this adjustment.
c. All other aspects of the firefighter salary range, including the remaining pay
rate values (pay rates 4 through 8), pay rate intervals, and eligibility criteria
for future pay rate advancement, shall remain unchanged.
2) Wage Adjustments in FY 27-28 and FY 28-29
a. Effective the first full pay period in July 2027, a $1.00 increase shall be added
to each pay rate within the Firefighter, Engineer, and Captain salary ranges.
b. Effective the first full pay period in July 2028, an additional $1.00 increase
shall be added to each pay rate within the Firefighter, Engineer, and Captain
salary ranges.
3) The Firefighter salary range will be adjusted to establish a consistent five percent
(5%) between each pay rate. The maximum pay rate in effect at the time of each
market survey will be used for the August 2026, 2027, and 2028 market surveys.
4) The entrance pay rate for the Engineer classification shall be established at five
percent (5%) above the maximum pay rate of the Firefighter salary range. The
Engineer salary range shall include one additional pay rate set at five percent
(5%) above the entrance pay rate of the Engineer salary range.
5) The entrance pay rate of the Captain classification shall be established at five
percent (5%) above the maximum pay rate of the Engineer salary range. The
Captain salary range shall include one additional pay rate set at five percent (5%)
above the entrance pay rate of the Captain salary range.
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6) Unit members assigned as Paramedics shall receive compensation of fifteen
percent (15%) of base Firefighter.
7) Unit members assigned as Special Operations shall receive compensation of
seven and one-half percent (7.5%) of base Firefighter.
8) Unit members who receive certification as an Intermediate level translator will
receive an additional two and one-half percent (2.5%) of their base rate of pay
for every day they are officially certified to perform translation for the
department.
9) Unit members who receive certification as an advanced level translator will
receive an additional five percent (5%) of their base rate of pay for every day they
are officially certified to perform translation for the department.
B. Merit
For each fiscal year of the agreement, the City will fund a five percent (5%) merit
increase for eligible members, effective on the first day of the pay period in which
the date of the employee’s current job classification falls, until the unit member is at
the top of the pay range. The merit increase shall not cause the unit member’s pay
to exceed the top of the pay range in any fiscal year.
C. Longevity Pay
1) In recognition of continuous service and overall performance, the City agrees to
provide the following longevity pay for eligible unit members the year after the
unit member meets the eligibility requirements in Section 5, Qualifications and
Section 6, Longevity Date.
2) During Fiscal Year 2026-2027, a unit member that meets the qualifications
specified in this article shall receive a longevity payment of two and one-half
percent (2.5%) of their base rate of pay, or base rate plus assignment pay, paid
in one (1) installment during the pay period of the unit member’s Longevity Date
in accordance with Section 6, Longevity Date. The payment is not compensation
for the purposes of PSPRS.
3) Beginning July 1, 2027, a unit member who meets the qualifications specified in
this article shall receive pensionable longevity payments of 1.25% (one and one
fourth percent) of their base rate of pay, or base rate plus assignment pay, every
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six (6) months (i.e., two payments per fiscal year) in accordance with the chart in
Section 4.
4) Unit members who are qualified to receive longevity pay with a Longevity Date
indicated in column A of the chart below, receive longevity payments in the
corresponding months indicated in column B.
A. Longevity Date
B. Longevity Payments Received
January – March
2nd pay-period in March & September
April – June
2nd pay-period in June & December
July – September
2nd pay-period in September & March
October – December
2nd pay-period in December & June
5) Qualifications: To be eligible for Longevity Pay, a Firefighter, Fire Engineer, or Fire
Captain must have:
a. Completed five (5) years as a Chandler Fire Department sworn member or
have reached the top of range at their rank, whichever is sooner, and
b. Achieved the performance rating of “meets expectations” or better in each
overall job standard category on their most recent performance
evaluation.
6) The Longevity Date is determined by one of the following:
a. The most recent date the employee qualified and began receiving
Longevity Pay under eligibility criteria specific to their classification based
on previous MOU language; or
b. The date the employee entered a sworn classification for those who are
not
currently
receiving
longevity
or
are
newly
hired.
7) If a unit member is eligible for longevity and takes another position within the
City before receiving a longevity payment of the applicable fiscal year, the unit
member will receive the payment on the scheduled longevity payment date in
Section 4.
8) If a unit member is eligible for longevity and separates from City service before
receiving a longevity payment of the applicable fiscal year, the amount will be
included in the unit member’s final paycheck. The amount will not be made
19
pensionable if it’s the only longevity payment received in the applicable fiscal
year.
9) If a unit member is eligible for longevity and is terminated from City service
before receiving a longevity payment of the applicable fiscal year, the amount
will not be included in the unit member’s final check.
In a fiscal year that merits are not funded, longevity pay will be paid in accordance
with Section 3-1 (C).
D. Market Comparison
Wage increases are to be determined as follows:
1) For the purposes of this section, “Market Comparison” means the following:
a. The maximum annualized base wages for an individual Firefighter at the
top of the pay range (i.e., max. hourly rate x 2,919.94 or equivalent);
b. The annual amount paid by the City in deferred compensation, or
equivalent, to a Firefighter at the top of the pay range; and
c. The annual amount received as longevity pay, or equivalent, by an
individual Firefighter at the top of the Firefighter pay range.
2) Human Resources will finalize a Compensation Survey no later than August
1st of each year that compares the Market Comparison for eight (8) cities:
Chandler, Gilbert, Glendale, Mesa, Peoria, Phoenix, Scottsdale, and Tempe
(“the Surveyed Cities”) based on JIMS data and/or verification from the
Surveyed Cities’ HR Departments. At the conclusion of the Compensation
Survey, the eight (8) cities shall be ranked in numerical order based on Market
Comparison with the highest being ranked as number one (1) and the lowest
ranked as number eight (8).
Human Resources shall determine the rank of the City of Chandler in
comparison to the ranking of the seven other cities. If the City of Chandler’s
Market Comparison is ranked at or above the third (3rd) position in the
rankings, no wage adjustments shall be made.
If the City of Chandler’s Market Comparison is ranked below the Market
Comparison of the third (3rd) highest city in the rankings, the top of the
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Chandler Firefighter pay scale shall be adjusted by the percentage required
for Chandler’s Market Comparison to be equal to the midpoint between the
Market Comparison of the second (2nd) and third (3rd) highest cities.
The maximum salaries for the positions of Fire Engineer and Fire Captain shall
be adjusted by the same percentage increase as the increase to the Chandler
Firefighter Market Comparison. Fire Engineer and Fire Captain salary ranges
will be adjusted in accordance with Section 3-1(A) of this Memorandum.
Any time an adjustment is made to the maximum salary for Firefighter
position pursuant to this section, the minimum salary for the position shall be
adjusted by the same percentage increase as the increase to the maximum
salary. Rates of pay for all unit members shall be adjusted by the same
percentage increase as the increase to the maximum salary as calculated
under this Section.
Any wage increase associated with a pay range adjustment shall become
effective on the first day of the next full pay period after the survey data has
been accepted and signed by the Association. In the event that the annual
salary survey results in the Chandler Firefighter maximum salary being
ranked above the third (3rd) position, Chandler pay ranges will not be
decreased.
Section 3 – 2: Overtime
A. A regularly recurring 24-day FLSA work period shall be established and will apply to
unit members assigned to Operations and employed in fire protection activities
(excluding those on a 40 hour per week staff assignments).
B. The parties understand that the FLSA work period and the pay period do not
coincide. They anticipate that the hours worked each 24-day work period will be
stable, but the hours worked in each pay period will fluctuate. Unit members’
preference is to have their pay be as consistent as possible each pay period.
Accordingly, unit members covered by the 24-day work period shall receive a fixed
bi-weekly “salary” equivalent to one hundred twelve point three one (112.31) hours
at the member’s regular rate of pay. The fixed salary is intended to compensate each
unit member for all hours worked during each 24-day work period. If a member does
not work all of their scheduled duty hours during the pay period, the time scheduled
but not worked shall be deducted from the member’s available banks of accrued
leave or compensatory time, as appropriate.
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C. Unit members shall receive additional overtime premium at the rate of one-half (1/2)
of the unit member’s regular rate of pay for all time worked in accordance with the
established work schedule in excess of one hundred eighty-two (182) hours during
each 24-day work period (“Scheduled FLSA Overtime”). Members are paid an
overtime premium of one-half (1/2) the regular rate of pay for working the
Scheduled FLSA Overtime hours because members have already received
compensation for the hours at the straight time hourly rate under the fixed salary
described under B, above, and 29 C.F.R. § 778.114.
D. Unit members will be paid their overtime premium for Scheduled FLSA Overtime
worked in each 24-day work period in the paycheck associated with the end of that
24-day work period.
E. Unit members who are assigned to be and are on duty beyond their scheduled
standard work shifts shall be compensated for such additional assigned overtime
work at one and one-half times (1.5x) their regular rate of pay (“Additional
Overtime”). Unit members on either the 24-day work period or the standard 40-hour
workweek shall be compensated after the first seven (7) minutes of assigned and
worked additional overtime calculated to the nearest one-quarter (1/4) hour. Unit
members will be paid for additional overtime in the paycheck associated with the
pay period in which the additional overtime was worked.
F. Paid vacation, paid sick leave, paid military leave, paid jury duty, paid bereavement
leave, holiday leave, and safety day leave shall be counted as hours worked for credit
toward overtime calculations.
Section 3 – 3: Call Back Pay
A. Call back time shall be at a minimum of one (1) hour at one and one-half times (1.5x)
the unit member’s base rate of pay after the first seven (7) minutes calculated to the
nearest one-quarter (1/4) hour.
Section 3 – 4: Day Positions
A. Authorized Staff Assignments for Fire Captains
1) Unit members assigned by the Fire Chief to staff assignments in authorized
staff positions (40 hours) will be entitled to five percent (5%) assignment pay
if such assignment is to exceed two (2) consecutive pay periods and shall
continue to receive such assignment pay for the duration of such assignment.
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2) Unit members assigned to an authorized 40-hour staff assignment and who
are receiving assignment pay in their regular assignment shall be eligible for
Paramedic assignment pay and/or Special Operations assignment pay
depending on the assignment.
3) Unit members assigned to an authorized 40-hour staff assignment will receive
FLSA overtime.
4) Unit members assigned to an authorized 40-hour staff assignment will receive
holiday pay, holiday time off, and/or holiday accrual hours in accordance with
Article 5, Section 6.
B. Light Duty Assignments
1) Unit members assigned to light duty, as a result of a work-related injury, shall
continue to receive FLSA overtime for the duration of their light duty
assignment, irrespective of their actual work hours.
2) Unit members granted a light duty assignment, as a result of a non-work-
related illness or injury, will receive FLSA overtime.
3) Unit members on light duty who are receiving assignment pay in their regular
assignment shall be eligible for Paramedic assignment pay and/or Special
Operations assignment pay depending on the assignment.
4) Unit members on light duty will receive holiday pay, holiday time off, and/or
holiday accrual hours in accordance with Article 5, Section 6.
C. Emergency Response Assignments
1) Emergency Response Assignments are defined as any authorized 40-hour
position that may be dispatched as part of their duty assignment.
2) Unit members assigned to an authorized 40-hour emergency response
assignment are eligible for Paramedic assignment pay and/or Special
Operations assignment pay depending on assignment.
3) Unit members assigned to an authorized 40-hour emergency response
assignment will receive FLSA overtime.
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4) Unit members assigned to an authorized 40-hour emergency response
assignment will receive holiday pay, holiday time off, and/or holiday accrual
hours in accordance with Article 5, Section 6.
Section 3 – 5: Working Out-of-Classification
A. Unit members assigned to work out of classification for two (2) pay periods shall be
paid in accordance with Personnel Rule 3, Section 5 (Temporary Detail).
B. Unit members who are assigned to work as a move up Engineer, move up Captain,
or move up Battalion Chief shall be assigned an out of class assignment pay if the
assignment is for four (4) hours or greater.
C. Move up Engineer assignment pay shall be five percent (5%) of the top of range
Firefighter base salary. (Engineer base – top of range Firefighter pay = Engineer move
up pay).
D. Move up Captain assignment pay shall be five percent (5%) of the top of range
Engineer base salary. (Captain base – top of range Engineer = Captain move up pay).
E. Move up Battalion Chief assignment pay shall be five percent (5%) of the top of range
Captain base salary.
Section 3 – 6: Deferred Compensation
The City shall make a deferred compensation contribution as follows up to the I.R.S
annual contribution limit:
Employee Contribution
City Contribution
At least twenty-five dollars ($25) but less
than fifty dollars ($50) per pay period
One percent (1%) biweekly gross
pay per pay period
At least fifty dollars ($50) but less than
seventy-five dollars ($75) per pay period
Two percent (2%) biweekly gross
pay per pay period
Seventy-five dollars ($75) or more per
pay period
Three percent (3%) biweekly gross
pay per pay period
ARTICLE 4: HOURS OF WORK / WORKING CONDITIONS
Section 4 – 1: Hours of Work
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A. For unit members assigned to Operations and employed in fire protection activities
(excluding those on 40 hour per week staff assignments):
1) Duty shifts shall continue to be twenty-four (24) consecutive hours in
duration. Each duty shift shall commence at 0800 hours and continue until
0759 hours the following day.
2) The standard duty schedule shall consist of two (2) consecutive 24-hour shifts
(48 hours) on duty followed by four (4) consecutive 24-hour shifts (96 hours)
off duty (“48/96 work schedule”). Unit members on the 48/96 work schedule
work an average of fifty-six (56) hours per week or one hundred twelve point
three one (112.31) hours per two (2) week pay period. The 48/96 work
schedule results in ten (10) hours of scheduled overtime per 24-day work
period. Changes to a unit member’s duty schedule are within the discretion
of the Fire Chief or designee.
The work hours and schedule of unit members assigned to the 40-hour schedules
shall be at the discretion of the Fire Chief.
ARTICLE 5: BENEFITS
The City recognizes the Employee Organization's right to explore and exercise the
option for its covered membership to leave all or part of the City’s health benefit plan,
which includes medical, dental, and vision coverage.
If the Employee Organization elects to leave all or part of the City’s health benefit plan,
the Employee Organization must notify the City in writing of its intent to leave the health
plan by June 30th to exit the plan on January of the next year.
The Employee Organization recognizes that if this option is exercised, there may or may
not be an impact that affects members covered by the City’s current plan.
In order to facilitate a responsible and reasonable transition, the City and the Employee
Organization agree to engage in discussions in labor management at the request of
either party at mutually agreeable dates, times, and locations.
Items for discussion include, but are not limited to, the following:
• Timeframes associated with notification by the Employee Organization to the City
to execute an exit from the plan.
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• Timeframes associated with necessary reports, documentation, and/or
information required to facilitate the exit.
• System impacts.
• Financial arrangements associated with the Employee Organization's exit from
the plan.
• Impacts to the City’s plan and premiums if the option is exercised as well as
strategies to minimize the possible impacts.
• The option and parameters to explore leaving the City’s life insurance plan.
Upon consensus, both parties will mutually agree to add an addendum to the existing
MOU to document the agreement that results from the Labor-Management process.
Section 5 – 1: Health Insurance
The City will pay a minimum of eighty percent (80%) and the employee will pay a
maximum of twenty percent (20%) of the cost of the monthly premium of the City’s
medical insurance benefit.
Section 5 – 2: Dental Insurance
For the term of this Memorandum, the City will pay one hundred percent (100%) of the
City-sponsored dental insurance premium for employee only coverage; seventy percent
(70%) for employee plus one (1), and fifty percent (50%) for employee plus two (2)
coverage.
Section 5 – 3: Health Insurance Trust Fund
A. The City will contribute twenty-five dollars ($25) per unit member, per pay period,
into a fund for the purpose of providing retiree health care benefits and other
benefits as the trustees of the fund may determine. This contribution will be
matched by a twenty-five dollars ($25) per pay period contribution to the same fund
by each unit member.
B. The trust fund shall be managed and administered in accordance with the terms of
the Amended and Restated Agreement and Declaration of Trust for the Chandler
Fire Fighters Employee Benefit Trust Fund (the “Trust Agreement”), as agreed upon
by both parties.
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Section 5 – 4: Life Insurance
A.) The City provides a basic life insurance policy which provides a benefit to the
designated beneficiary(s) of fifty thousand dollars ($50,000) or an amount equal to
an employee’s annual salary up to two hundred thousand dollars ($200,000)
whichever is higher, in the event of an employee’s death.
B.) The City provides an Accidental Death and Dismemberment (AD&D) policy which
provides a benefit to the designated beneficiary(s) of fifty thousand dollars ($50,000)
or an amount equal to an employee's annual salary up to two hundred thousand
dollars ($200,000), whichever is higher, in the event of an employee's death due to
an accident or injury (on or off the job). The AD&D policy also pays benefits if the
employee loses a limb, their sight, hearing, or speech in an accident.
If an employee should die from an accident while they are commuting to or from
work or traveling on City business this plan would pay their beneficiary(s) two
hundred thousand dollars ($200,000). It also includes an additional twenty thousand
dollars ($20,000) benefit if the employee was wearing a seat belt.
*Note: Actual plan documents supersede plan summaries.
Section 5 – 5: Short- and Long-Term Disability Insurance
A. If an employee’s illness or injury prevents them from working, this plan helps replace
lost income. Provided an employee is a regular employee, and meets the
qualifications of the plan, they would receive sixty-six and two-thirds percent (66
2/3%) of their pay. The benefit begins on the later of the sixtieth (60th) day of
disability or when all sick time has been exhausted. Benefits run through the one
hundred eightieth (180th) day of disability.
B. If an employee’s illness or injury prevents them from working beyond one hundred
eighty (180) days, this plan helps replace lost income. An employee would receive
sixty-six and two-thirds percent (66 2/3%) of their pay until they are no longer
disabled or eligible to retire, whichever occurs first.
*Note: Actual plan documents supersede plan summaries.
Section 5 – 6: Holidays
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A. The City observes the holidays listed below during the calendar year. Holiday hours
will be paid at the unit member’s regular rate of pay.
1. New Year’s Day
2. Martin Luther King, Jr./Civil Rights Day
3. Presidents’ Day
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veterans’ Day
8. Thanksgiving Day
9. Friday after Thanksgiving
10. Christmas Day
11. Personal Holiday
B. Unit members shall receive holiday pay, holiday time off, and/or holiday accrual
hours for each holiday listed in Section 5-6 (A) as outlined in Table 1 of Article 5,
Section 6 (D), with the exception of the Personal Holiday.
All unit members will receive payment for the Personal Holiday during the first pay
period that pays in January each year. No unit members will receive holiday time off
for the Personal Holiday.
C. Table 1: Holiday Pay, Holiday Time Off, and Holiday Accrual Hours
Assignment
Holiday Off
Holiday
Pay
Holiday
Accrual
24-Day Work Period
Varies by schedule
11.2
2.8
40-Hour Emergency Response
Varies by schedule
7.98
2.0
Day Staff Assignment
8-Hour Holiday off
7.98
2.0
Light Duty-On the Job
Injury/Illness
8-Hour Holiday off
7.98
2.0
Light Duty-Off the Job
Injury/Illness
8-Hour Holiday off
N/A
2.0
D. When a holiday falls on Sunday, it will be observed on the following Monday. When
a holiday falls on Saturday, it will be observed on the preceding Friday.
E. Unit members whose regular work schedule falls on the actual date of a holiday
listed below and who physically work the holiday shall receive compensation at one
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and one-half (1.5) times their rate of pay for each hour worked on a holiday. This
applies to those working a 24-day work period and those assigned to a 40-hour truck
that is in service when operational requirements do not permit an alternate day off
in lieu of the official holiday.
1. New Year’s Day
2. Martin Luther King, Jr./Civil Rights Day
3. Presidents’ Day
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veterans’ Day
8. Thanksgiving Day
9. Friday after Thanksgiving
10. Christmas Day
Section 5 – 7: Vacation
A. All full-time unit members shall earn vacation leave as outlined in the following
schedule. Hours are given per pay period.
40 Hour Work Week
Years of Service
Hours
0-4 Years
5.0
5-9 Years
5.9
10-14 Years
6.6
15-19 Years
7.4
20+ Years
8.3
24-Day Work Period
Years of Service
Hours
0-4 Years
7.00
5-9 Years
8.26
10-14 Years
9.24
15-19 Years
10.39
20+ Years
11.65
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B. Vacation credits shall not be allowed to accumulate in excess of four hundred forty-
eight (448) hours for a unit member on a 24-day work period.
C. Vacation credits shall not be allowed to accumulate in excess of three hundred
twenty (320) hours for a unit member on a 40-hour work week.
D. Unit members assigned to a 24-day work period who have a minimum of four
hundred forty-eight (448) hours or unit members assigned to a seven (7) day, 40
hour work week who have a minimum of three hundred twenty (320) hours or more
of accrued and unused leave time, including Vacation, Safety Day or Holiday accrual
hours, at the time of initial request and who have attained a minimum of seventeen
(17) years of City service may elect to have the additional vacation leave that they
earn paid to them on a bi-weekly basis for the upcoming three (3) consecutive years.
Once the unit member elects to exercise this benefit, it must continue for the full
three (3) consecutive years. A unit member may draw down the current four
hundred forty-eight or three hundred twenty (448/320) hour balance. The vacation
leave payout under this section is not compensation for purposes of PSPRS for those
members entering the program on or after July 1, 2016. Unit members in the
program prior to July 1, 2016, will be governed under the past MOU for purposes of
compensation.
1) The payment begins the following pay period after receipt of the election form
in Human Resources and continues for the upcoming three (3) consecutive
years.
2) The unit member may stop the election anytime during the three (3) year
period; however, the unit member forfeits the remainder of that election
period.
3) Unit member's election of this benefit shall be limited to one (1), three (3) year
election period even if the unit member's election of the benefit was made
under a previous MOU.
E. Once per Fiscal Year, bargaining unit members assigned to a 40-hour work week
shall be permitted to cash in up to fifty-two (52) hours of vacation time and unit
members assigned to a 24-day work period shall be permitted to cash in up to
seventy-two (72) hours of vacation time to be paid at the unit member’s base rate of
pay.
F. Retirement Leave Payouts Inclusive of Certification Pay: Beginning on July 1, 2027,
unit members eligible for leave payout upon retirement shall have such payouts
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calculated inclusive of any applicable certification pay in effect at the time of
retirement.
Section 5 – 8: Uniforms
A. Unit members will receive a one thousand dollar ($1,000) uniform allowance per
year. The uniform allowance will be in the form of a credit at the Fire Department’s
designated uniform vendor. Seventy-five dollars ($75) of the uniform allowance may
be utilized for approved safety equipment at the unit member’s discretion.
B. Unit members’ uniform allowance shall receive BAF (Base Adjustment Factor) each
year. The BAF shall not be applied when the City Official designates no adjustment
for the entire City.
C. At the end of the City’s fiscal year, the unused portion of the member’s uniform
allowance shall be deposited by the City into the Firefighters Insurance Benefit Trust
Fund. By mutual agreement of the Fire Chief and the Employee Organization, the
deposit may be waived in any year and the unused portion would then stay in the
Fire Department’s budget.
Section 5 – 9: Sick Leave
A. Every full-time unit member shall be credited three point seven (3.7) hours (40-hour
work week) or five point one eight (5.18) hours (24-day work period) for each
completed pay period. Sick leave shall accrue with no maximum.
B. Unit members assigned to a 24-day work period who have a minimum of one
thousand, four hundred (1,400) hours or unit members assigned to a seven (7) day,
40 hour work week who have a minimum of one thousand (1,000) hours or more of
accrued and unused sick leave at the time of initial request and who have attained
a minimum of seventeen (17) years of City service may elect to have the additional
sick leave they earn to be paid to them on a bi-weekly basis for the upcoming three
(3) consecutive years. Once the unit member elects to exercise this benefit, it must
continue for the full three (3) consecutive year period. After electing to receive this
benefit, the unit member may draw down the current one thousand, four hundred
or one thousand (1,400/1,000) hour balance. The sick leave payout under this
section is not compensation for the purposes of PSPRS for those members entering
the program on or after July 1, 2016. Unit members in the program prior to July 1,
2016, will be governed under the past MOU for purposes of compensation.
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1) The payment begins the following pay period after receipt of the election form
in Human Resources and continues for the upcoming three (3) consecutive
years.
2) The unit member may stop the election anytime during the three (3) year
period; however, the unit member forfeits the remainder of that election
period.
3) Unit member's election of this benefit shall be limited to one (1), three (3) year
election period even if the unit member's election of the benefit was made
under a previous MOU.
C. Upon completion of one (1) year of employment and annually thereafter, unit
members assigned to a 24-day work period who have used fewer than fifty-six
(56) hours of sick leave (excluding sick leave industrial) or unit members
assigned to a seven (7) day, 40 hour work week who have used fewer than forty
(40) hours of sick leave (excluding sick leave industrial) during the year preceding
their anniversary date of employment may choose to convert thirty-three point
six (33.6) hours of sick leave (24-day work period) or twenty-four (24) hours of
sick leave (7 day, 40 hour week) to vacation or have thirty-three point six (33.6)
hours of sick leave (24-day work period) or twenty-four (24) hours (7 day, 40 hour
week) deposited into their RHSP. Elections must be made within the pay period
in which the employee’s anniversary date occurs.
Section 5 – 9A: Payment of Sick Leave Upon Death
A. The beneficiaries of a unit member who dies prior to retirement shall receive
compensation for all accrued sick leave at the rate of fifty percent (50%) of the
accrued sick leave hours at the unit member’s current base rate and shall receive
compensation for Years of Service Pay as established by the City Manager for each
of the twelve (12) month year of City of Chandler service prorated for any partial
year.
B. The beneficiaries of a unit member who dies in the line of duty shall receive
compensation for all accrued sick leave at the rate of one hundred percent (100%)
of the accrued sick leave hours at the unit member’s current base rate and shall
receive compensation for Years of Service Pay as established by the City Manager
for each of the twelve (12) month year of City of Chandler service prorated for any
partial year.
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Section 5 – 10: Post Employment Health Plan
A. The City shall contribute fifteen dollars ($15.00) per pay period into the PEHP plan
while actively employed.
B. Any unit member who has completed ten (10) years of service as a sworn City of
Chandler Fire Department member as of July 1st of the applicable fiscal year shall
receive a one-time payment of ten-thousand-dollars ($10,000) to be deposited into
their PEHP account the third pay period of the applicable fiscal year, provided they
have not previously received this 10-year payment. Unit members shall be eligible
to receive this 10-year service payment only once during their employment with the
City.
C. Upon application for retirement from the City of Chandler with immediate
retirement into the Arizona State Retirement System (ASRS) or Public Safety
Personnel Retirement System (PSPRS) the following will apply:
Years of
Service (YOS)
Employer Contribution into PHEP
based on YOS-pro-rated for any
partial year
Sick leave balance
contribution into PHEP
1-19
$900.00
50%
20-24
$1,500.00
50%
25+
$1,750.00
50%
All other provisions must be in accordance with Administrative Regulation CC Reg. CM-
57.
Section 5 – 11: Tuition Reimbursement
A. The City will assist regular unit members in their pursuit of additional formal
education from an institution in areas related to a City career field. A City policy and
procedure shall be established by which tuition reimbursement will be administered
and which will reimburse unit members.
B. Any unit member who has successfully completed at least six (6) months of the initial
probationary period and is eligible for vacation benefits is eligible for consideration
of tuition reimbursements.
C. The current reimbursement allowed per tax calendar year for a regular full-time
employee is a total of five thousand, two hundred fifty dollars ($5,250). The current
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reimbursement allowed per tax calendar year for a regular part-time employee is a
total of three thousand, two hundred dollars ($3,200). The date of reimbursement
will determine the tax year to which the cost will be allocated. If the employee
completes courses which exceed the maximum allowable reimbursement the
employee shall be responsible for payment of the balance.
Section 5 – 12: Bereavement Leave
A. Family Death: When a member of an employee’s immediate family dies, the
employee shall be granted a special leave with pay, not chargeable against any leave
credits, for a period not to exceed three (3) workdays. Two (2) additional days of
special leave with pay may be granted if the employee must travel out of state.
The Department Director shall approve this special leave with pay. If additional leave
is needed, the employee must use vacation credits or take leave without pay.
B. Death of Co-worker: Special leave of absence with pay may be granted by the City
Manager to allow co-workers to attend memorial/funeral services allowing sufficient
local travel time to and from service site. Such leave is not to be charged to any of
the employee’s accrued leave or compensatory time.
Section 5 – 13: Employee Assistance Plan (EAP)
A. This Plan allows unit members and their family members up to ten (10) free visits
per year per separate condition to meet with an EAP counselor.
ARTICLE 6: MISCELLANEOUS
Section 6 – 1: Saving Clause
A. If any Article or Section of this Memorandum should be held invalid by operation of
law or by final judgment of any tribunal of competent jurisdiction, or if compliance
with or enforcement of any Article or Section should be restrained by such tribunal,
the remainder of this Memorandum shall not be affected thereby; and upon
issuance of such final decree, the parties, upon request of either of them, shall meet
and confer and endeavor to agree on a substitution provision or that such a
substitute provision is not indicated.
B. It is recognized by the parties that this Memorandum shall be administered in
compliance with appropriate provisions of the Fair Labor Standards Act as may be
amended.
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Section 6 – 2: Copies of Memorandum
A. Within sixty-days (60) of the date that this Memorandum is adopted by the City
Council, the Local will arrange for printing of jointly approved copies of it for
furnishing one to every unit member, unit supervisor and to management
personnel. The cost of such duplication and distribution will be paid for equally by
the Employee Organization and the City.
Section 6 – 3: Term and Effect of Memorandum
A. This Memorandum shall remain in full force and effect beginning July 1, 2026,
through June 30, 2029, and thereafter shall continue in effect year-by-year unless
one of the parties notifies the other in writing no later than September 1, 2028, of
its request(s) to modify or terminate it.
B. Except as expressly provided in this Memorandum, the City shall not be required to
meet and confer concerning any matter, whether covered or not covered herein,
during the term or extensions thereof.
C. If any section or provision of this Memorandum violates existing federal, state, or
city law, then such law shall supersede such provisions or section.
D. The lawful provisions of this Memorandum are binding upon the parties for the term
thereof. The Employee Organization having had an opportunity to raise all matters
in connection with the meet and confer proceedings resulting in this Memorandum
is precluded from initiating any further meeting and conferring for the term thereof
relative to matters under the control of the City Council or the City Manager.
E. This Memorandum constitutes the total and entire agreement between the parties
and no verbal statement shall supersede any of its provisions.
F. The City’s rules and regulations, administrative directives, departmental rules and
regulations, and workplace practices shall govern employee relations unless there
is a specific conflict with a Memorandum of Understanding approved by the City
Council pursuant to the Meet and Confer Ordinance. Where a specific conflict exists,
the Memorandum of Understanding shall govern.
G. A Memorandum of Understanding cannot contradict the Meet and Confer
Ordinance.
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IN WITNESS WHEREOF, the parties hereto have hereunto subscribed their names this
________ day of____________________, 2026.
City of Chandler
Employee Organization
Representative
By:
By:
________________
Mayor
William “Scott” Onyett
Attest:
________
City Clerk
Approved to form:
City Attorney