Everett Firefighters Local No 46 1/3/2020

City of Everett and International Association of Firefighters Local No. 46 January 1, 2020 to December 30, 2021 This Memorandum of Understanding(MOU) is supplemental to the AGREEMENT by and between the CITY OF EVERETT, WASHINGTON,hereinafter referred to as the"City" and the International Association of Firefighters Local#46, hereinafter referred to as "IAFF." This MOU memorializes the agreements reached between the City and TAFF regarding the issues described below, and the parties acknowledge that these issues have been negotiated in accordance with the provisions of 41.56 RCW. This MOU will expire at midnight on December 30, 2021. This MOU is written exclusively for the purpose of outlining the agreement between the parties on a trial sick leave incentive program. The City and IAFF agree to: Sick Leave Retirement Incentive Program Employees shall be allowed upon retirement or death to receive WSCFF MERP funding in an amount equal to fifty percent(50%)of the value of their then existing sick leave accrual balance not to exceed the 1176 cap as identified in the labor agreement. The amount will be calculated using the employee's regular hourly rate of pay in the year of their retirement. To be eligible for this retirement funding, the employee must declare their intention to retire in writing at least 12 months prior to the anticipated retirement date. After such declaration, failure to retire at the announced date will result in the loss of 50%of the hours in the employee's sick leave bank. Sick Leave Annual Incentive Program Employees shall be entitled to incentive pay for maintaining their sick leave and using it in a judicious manner. To be eligible to receive a sick leave incentive, an employee must maintain a minimum of 600 hours from January 1 to December 31 for the calendar year. The incentive will be paid at an employee's regular wage as follows: Annual Sick Leave Usage: Incentive Hours 0 Hrs 48 >0 to 24 Hrs 36 >24 to 36 Hrs 24 >36 to 72 Hrs 12 Sick leave hours that are used in connection with a protected leave will not result in an employee's balance falling below 600 and thereby disqualifying an employee from eligibility for the incentive hours. The definition of protected leave is pursuant to the federal FMLA (29 USC 2612, et seq.) or Washington Family Care Act(RCW 49.78.010, et seq.) or usage of leave 68