Substantive negotiations began on July 16, 2020 and concluded after seven (7) sessions on December 7, 2020. The City’s negotiation team consisted of City Manager Jonathan Evans, Deputy City Manager Elizabeth McBride, Assistant City Manager Deidre Jacobs, Director of Finance and Administrative Services Randy Sherman, Fire Chief John Curd, Assistant Human Resources Director Eureka Irvin, Human Resources Administrator Shavona Booker, and Labor Attorney Lara Donlon.
The parties tentatively agreed on the following provisions:
Article 2, Hours of Work
Section D, Overtime, clarifies that PTO days do not count as hours worked for the calculation of overtime
Article 3, Holidays
Updated holiday listing to include June 19
Good Cause Day is removed; see Article 21, Vacation Time, for additional day of vacation in lieu of Good Cause Day
Article 4, Sick Leave
Modified language to convert frozen leave banks and require frozen bank to be used first; includes language to re-convert for payout purposes
Modified payout maximum hours to 40/48 hours during calendar year 2021, and 20/24 hours during calendar year 2022
Article 10, Wages
New salary schedule includes three (3) additional steps at the top end of each classification.
From October 1, 2020 through March 31, 2021, employees remain in same step
There is no retroactivity; There are no other general wage increases during FY 2020/2021
Step advancements occur on April 1 of each year for all employees hired prior to October 1 of the preceding year.
Promotional Pay increases shall be slotted in the step providing an increase in base pay of at least 5% for one rank and at least 10% for two ranks
Wages are frozen on 9/30/2023 until a new agreement is reached.
Article 11, Health and Safety
Physical to be performed annually in lieu of every 2 years; clarifies fit for duty/return to duty process relating to deficiencies identified through the physical
Created a City-wide safety committee and modified Fire Safety Committee composition
Article 12, Insurance
Recognizes City’s need to modify coverage levels or plans of benefits and clarifies that such coverage levels and plans of benefits for IAFF employees shall be the same as maintained for all other City employees, excluding contracted employees and elected officials
Article 20, Seniority and Personnel Reduction
The Rules and Regulations Committee will develop uniform station rotation policy for implementation by April 1, 2021. If no agreement is reached by March 1, 2021, the Fire Chief shall determine such policy
Article 21, Vacation Time
Increases vacation days by 1 in lieu of Good Cause Day
Modified payout maximum hours to 40/48 hours during calendar year 2021, and 20/24 hours during calendar year 2022
Effective April 1, 2021, allows for increased number of employees to select vacation leave on the same shift
Allows employees to select vacation in 12-hour blocks (1st half or 2nd half of shift) or 24-hour blocks, with 24-hour blocks having priority on the same shift as a 12-hour block request
Article 22, Employee Development
Allows for payment of courses related to obtaining an Associate’s Degree or Bachelor’s Degree
Allows for $5,000.00 per fiscal year to reimburse Honor Guard team expenses, collectively and not individually
Employees conducting fire training must possess at least a Fire Instructor I certification
Article 23, Term
From ratification through September 30, 2023.
Article 28, Uniforms
Updated to reflect current practice.
Article 29, Vacancies, Job Posting, Examinations, and Promotions
Provides timing for promotional exams
Provides that promotional eligibility list expires after two (2) years
Updated promotional eligibility criteria
Provides for additional points added to final score for designated degrees
Requires step-ups to be on the then current promotional eligibility list and further outlines selection process if no current list exists
Article 30, Educational Incentive Pay
Beginning first full quarter after ratification by both parties, City will match Firefighters Supplemental Compensation Program
Article 32, Medical Incentive Pay
Provides 5% assignment pay for EMTs serving on BLS units
Effective the first full pay period after ratification, Paramedic Incentive Pay increases from $384.00 bi-weekly to $423.00 bi-weekly
Effective the first full pay period after April 1, 2022, Paramedic Incentive Pay increases to $481.00 bi-weekly
Effective the first full pay period after April 1, 2023, the Paramedic Incentive Pay increases to $520.00 bi-weekly
Article 36, Drug Free Workplace Policy
Clarifies the basis for Post Accident/Incident Testing
Article 37, Paramedic Field Training Officer
Increases payment from $25.00 per week to $50.00 per week; reduces number of Paramedic Field Training Officers from three (3) to two (2) per shift
Provides Fire Chief discretion to assign one employee to a Training Assignment with a 5% increase in the base rate of pay
Article 38, Bereavement Leave
Allows shift employees to take non-consecutive hours of leave
All employees must take leave within 14 calendar days
Article 39, Longevity Pay
Only those employees hired prior to October 1, 2020 are eligible for Longevity Pay
NEW Article 40, Voluntary Employees Beneficiary Association (VEBA)
Beginning with the first full pay period on or after April 1, 2021, City will contribute 1% of pensionable wages. Contributions cease after the pay period including March 31, 2024 unless the parties agree to same.
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 16, 17, and 18, 2020. See attached letter from IAFF.
At this time, City Administration requests that City Council approve the Resolution to ratify the attached IAFF contract.