Employee Incentives

GENERAL SUMMARY OF ADDITIONAL SHIFT EMPLOYEE INCENTIVES

It is the policy of the Nixa Fire Protection District that the benefits and incentives established in the Collective Bargaining Agreement shall be available to all members who meet the defined requirements. 

PAID LEAVE 

Sick leave - All full-time shift personnel may accrue up to 6 hours per pay period worked and earn a maximum of sick leave of 720 total hours to use at a later date. 

The Nixa Fire Protection District recognizes the importance of work/life balance and provides generous leave options to employees. Employees begin earning leave time for each pay period worked, and earned time increases with years of service.

Vacation leave is intended to benefit the employee and serve as a time of mental and physical refreshment. We want to encourage employees to use their benefit time according to District policy, District procedure, and the Collective Bargaining Agreement.

Vacation leave - All full-time shift employees: 

Probation period - 730 Days - 6 hours per pay period worked

2 Years - 7 hours per pay period worked

4 Years - 8 hours per pay period worked

6 Years - 9 hours per pay period worked

8 Years - 10 hours per pay period worked

10 Years - 11 hours per pay period worked

15 Years - 12 hours per pay period worked

Full-time shift personnel may have up to 72 hours of vacation leave from the previous year. At the end of the year all hours above the maximum shall be rolled into the employee's accumulated sick leave hours unless you have reached the maximum. 

If an employee separates from employment compensation will be received for accumulated vacation time in accordance to District policy.

MILITARY LEAVE

Employees who are members of any military reserve branch of the United States Armed Forces is eligible for a total of 120 hours leave per federal fiscal year without a reduction in compensation upon providing appropriate orders to the Nixa Fire District. 

BEREAVEMENT LEAVE

Eligible employees may be granted 24 hours bereavement leave in the event of the death of an eligible relative as listed in District policy.

LONGEVITY

The District recognizes the value of its employee's commitment and positive reinforcement that benefits the District due to longevity. We are proud to support and compensate all full-time employee's for extended years of service. Longevity will be awarded after completing 5 years of service and issued on their anniversary date. The rate for longevity is $1000.00 and will be added to the employee's annual salary and employees will earn an additional $500.00 for each consecutive year of service.

EDUCATION

Upon hire Education incentives shall be considered an annual sum added to the base salary of all full-time employees, given for additional education, or skills not necessarily required for the position held by the employee. These incentives will be considered part of the employee's hourly wage and will be paid upon hire or completion of the degree and presentation of diploma. The incentives are not accumulative; once a higher level of education is obtained the lesser will not be collected along with the new higher incentive. Should a skill or education requirement be necessary for a position as described in the job description then the incentive would be removed.  

• ASSOCIATE'S DEGREE $1,500.00
• BACHELOR'S DEGREE $2,000.00
• MASTER'S DEGREE $2,500.00  

LICENSURE 

Upon hire Licensure incentives shall be considered an annual sum added to the base salary of all full-time employees, given for additional Missouri Bureau of EMS Paramedic licensure not necessarily required for the position held by the employee. These incentives will be considered part of the employee's hourly wage. In the event the state licensure is not maintained, the incentive will be removed.

•  PARAMEDIC LICENSE $1,000.00

CERTIFICATION

Upon hire Certification incentives shall be considered an annual sum added to the base pay of all full-time employees, given for additional Certification not necessarily required for the position held by the employee. These incentives shall be considered part of an employee's hourly wage. The incentives will be awarded after the employee has achieved certification or upon hire. In the event certification is not maintained, the incentive will be removed. 

•  SWIFTWATER RESCUE TECHNICIAN $500.00