Employee Incentives

GENERAL SUMMARY OF ADDITIONAL 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 - Firefighters refer to the Collective Bargaining Agreement.

Sick leave - All full-time Administrative employees shall accrue sick leave at the rate of 4 hours for each pay period completed. Employees can accumulate up to 720 hours. 

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.

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 month worked, and earned time increases with years of service!

Vacation leave - All full-time Shift employees will refer to the Collective Bargaining Agreement. 

Vacation leave - All full-time Administrative employees:

Probation period - 730 Days - 5 days annually

2 Years - 10 days annually 

4 Years - 13 days annually 

6 Years - 15 days annually

8 Years - 20 days annually

10 Years - 25 days annually 

15 Years - 30 days annually

At the end of the year unused vacation hours may be rolled into the employee’s accumulated sick leave hours in accordance to District policy. 

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 on January 1st following the completion of 5 years. The rate of $1000.00 will be added to the employee's annual salary and employees will earn an additional $500.00 for each consecutive year of service(issues on January 1 following the completion of each year of service).

EDUCATION

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 

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 and will be awarded on January 1st following the completion of a full 12 months of service. In the event the state licensure is not maintained, the incentive will be removed.

•  PARAMEDIC LICENSE $1,000.00

CERTIFICATION

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. In the event certification is not maintained, the incentive will be removed. 

•  SWIFTWATER RESCUE TECHNICIAN $500.00