The Office of the Labor Commissioner has released a bulletin, No. 253, explaning the time off and time worked during the snow event of February, 2010. Click below to read it.
Tentative Settlement Agreement
1. A total of five (5) unpaid furlough days for all members of both bargaining units will be applied for the remainder of FY’10 with the commensurate salary reduction to be spread equally over the remaining pay periods for FY’10 upon acceptance and implementation. For FY’11, there will be a salary freeze, except for step increments and promotional adjustments, and in the event that there is a “mid year” cut, the Fire Unions will only be required to concede up to five (5) furlough days if FOP, CUB and AFSCME are required to make comparable reductions in their budgets after the fiscal year begins. Any “mid year” cut to the Fire Unions would be limited to five (5) furlough days or approximately 1.934% of payroll. The employees represented by both Fire Unions shall not receive any terms which are less favorable than those subsequently offered to any other bargaining group (FOP, AFSCME, CUB) in regards to wage increases, wage reductions and/or furlough days.
2. Members shall utilize furlough days in conjunction with first choice vacation options, either with assigned Kelly number or optional first choice days or nights. For the remainder of FY’10, day shift personnel shall utilize furlough days as stipulated in existing City Policy with the addition of
In addition, the parties agree to the following:
3. The city agrees to offer voluntary reductions in licensure to employees who currently hold ALS licensure, thereby reducing the total number of ALS providers to 500 by
4. The number of open-ended swaps (16) contained in the current labor agreement will be expanded to a rule requiring each member to work at least 50% of their scheduled day work and 50% of their night work every six months inclusive of vacation, compensatory time, holidays and personal leave.
5. Members will no longer be required to wear a departmental uniform while off on sick leave or LOD leave.
6. Members shall wear the work uniform during visits to PSI whenever previously required to wear the Dress Uniform.
7. The City agrees that it will not require additional furlough days from the bargaining units during FY’10 and ’11, other than those set forth in paragraph 1 above.
8. The Unions and the City agree to put the $2700 stipend provision for ALS refresher training on hold until
10. Members of both bargaining units whose vacation “bank” would exceed the limit may accumulate up to an additional ten (10) vacation days to their current “banks”. (details to be worked-out with Labor Commissioner)
11. This agreement shall constitute full and complete satisfaction of MOU negotiations for FY ’11 unless otherwise mutually agreed to. In addition, Article 36-B shall not be re-opened for the term of this agreement.
AWARD
The Board of Interest Arbitration concludes that, based upon the above-discussed considerations
pursuat to the City Charter, Article II, Section 55 (b)(4),and the factors set forth therein, the City's final
proposal, including that there will be no wage increase for FY 2010 for the Fire employees
represented by IAFF Locals 734 and 964, is the more reasonable given all of the exceptional economic and financial circumstances noted, which Final Offer,
therefore, is to be adopted, along with the previously agreed upon provisions, as constituting te FY 2010
MOU's for the respective Fire Unions, IAFF Locals 734 and 964. These MOUs are to be implemented for
FY 2010, retroactively to July 1, 2010, as appropriate, in accodance with the requirements of City Charter,
at Article II, Section 55 (b)(6) and (7).
As previously mentioned, the arbitrator was called back to define exactly what his settlement was. The crtical points are outlined below:
Many members have called and inquired as to their eligibility under the original settlement. This spells it all out. The arbitrator was not willing to go back anymore than 30 days. That will leave many retirees unhappy. I do know that if anyone asked me about the 90 days AFTER the 1 year sick time-I told them we were looking for someone to file a grievance. No one did so until Dave Coogan and Donald Wilson did so. If there are any questions-please call or email me.
Bob 5/6/09
