Negotiations began with a session to establish ground rules on July 12, 2017. Substantive negotiations began on August 18, 2017 and concluded on December 13, 2017. The City’s negotiation team consisted of Chief Negotiator, Labor Attorney Lara Donlon, Interim Human Resources Director Eureka Irvin, Director of Finance and Administrative Services Randy Sherman, Fire Chief Reginald Duren, and Human Resources Administrator Shavona Booker.
The parties tentatively agreed on the following provisions:
Article 2, Hours of Work
28 day work period with overtime earned after 192 hours during the work period
Voluntary 52 hour work week schedule for limited number of positions
Overtime selection guidelines
Article 3, Holidays
Updated holiday listing to include Good Friday instead of Employee Birthday
Good Cause Day can no longer be used on a holiday and only granted to one member per shift
Article 4, Sick Leave
Modified language to reflect current leave banks
Article 5, Loss of Time Insurance Coverage
Employees out of work due to workers compensation injury shall receive 8 hours pay per workweek not to exceed 12 workweeks; City has option to fund this through insurance coverage instead of direct payment to employee.
Article 9, Grievance Procedure
Employees have 5 days to begin informal grievance procedure; other time limits do not change. Clarifies to whom informal grievances shall be submitted.
Article 10, Wages
New salary schedules become effective first full pay period on/after April 1 of each contract year.
Year 1: Step plan adjusted to Steps 1-7 and employees hired before 10/1/2017 receive 1 step advancement on 1st full pay period on/after April 1, 2018; 3 employees whose base salary exceeds value of step placement shall receive a lump-sum payment of 5% less the value of any increase received as a result of the salary/step adjustments; 23 employees who are behind one step under City methodology receive 1 additional step.
Year 2: All employees hired before 10/1/2018 move 1 step in new salary schedule on 1st full pay period after April 1, 2019; no lump-sum top out payments.
Year 3: All employees hired before 10/12019 move 1 step in new salary schedule on 1st full pay period after April 1, 2020; no lump sum top-out payments.
There is no retroactivity.
Employees assigned to Fire Inspector earn 5 % above their current step
Wages are frozen on 9/30/2020 until a new agreement is reached.
Article 11, Health and Safety
Clarifies nature of physical performed every 2 years; clarifies records provided to City.
Provides that equipment lost or damaged by employees’ intentional misconduct, use of equipment contrary to department protocol or instructions, or repeated misuse of equipment will be replaced at employee’s cost, not to exceed $500, deducted at no greater than $50 per pay period.
Article 17, Rules and Regulations
Clarifies Fire Chief’s role in approving and initiating policies/procedures.
Article 18, Call Back Pay
Beginning April 1, 2018, employees required to carry a City-issued cell phone during time away from work shall no longer receive additional compensation.
Article 21, Vacation Time
Allows for no more than 2 firefighter/paramedic or EMS Captains to select vacation leave on same shift (instead of 1). Total number of employees who may select vacation on same shift remains at 2.
Article 22, Employee Development
Increases department approved employee education and development to $2500 per fiscal year.
Article 23, Term
From ratification through September 30, 2020.
Article 28, Uniforms
Increase contribution toward footwear to $120 per fiscal year (instead of $80). Fire Chief may implement a vendor to allow employees to select pre-approved items with a maximum credit value of $400 per fiscal year instead of the City administering the order process.
Article 29, Vacancies, Job Posting, Examinations, and Promotions
Beginning October 1, 2019, September 30, 2020, and October 1, 2023 provides for additional educational requirements to be eligible to take a promotional exam for various positions.
Article 32, Medical Incentive Pay
Updates language to current amount.
Article 34, Pension
Updates language to reflect that City implemented FRS for all employees hired on or after June 1, 2015.
Includes mutual consent language required by statute for tax revenues for Chapter 175 monies.
Article 36, Drug Free Workplace Policy
Clarifies that City conducts reasonable suspicion testing in accordance with Florida Statute. Clarifies arbitration process for grieving the City’s determination of reasonable suspicion. Provides that non-probationary employees who test positive may be terminated and that a positive confirmed drug tests constitutes just cause for level of discipline selected by City.
Article 37, Paramedic Field Training Officer
Updates non-substantive language.
Article 39, Longevity Pay
Provides that if City amends ordinance to eliminate longevity for newly hired employees, bargaining unit members hired after that date would also not be eligible for longevity pay.
NEW Article 40, Voluntary Employees Beneficiary Association (VEBA)
Allows Local 2928 to establish a VEBA Trust Fund and Plan. Beginning with the first full pay period on or after April 1, 2018, City will contribute 1% of pensionable wages. Contributions cease immediately after the pay period including September 30, 2020 unless the parties agree to same. Local 2928 indemnifies and holds City harmless for all legal and administrative costs arising in relation to the implementation or administration of the VEBA.
All the other articles included in the IAFF contract remain the same with little or no changes.
IAFF ratified the agreement by majority vote on December 20 and 21, 2017, with a 51 - 4 vote in favor of the contract. See attached letter from IAFF.
At this time, City Administration requests that City Council approve the Resolution to ratify the attached IAFF contract.