Professional Documents
Culture Documents
IAFF Bargaining Debbie Brown, Marlon Chavez, Mary Lugo, Sean Moy,
Team Osnat Rind
1
▪ 39.14 The amount of employees that are eligible for the perfect
attendance award of $100.00 will increase to 150
o Pension- Article 52
▪ 52.6 The multiplier to increase to 3% and to include overtime in
final compensation calculation
▪ The Union provided the City with GESE’s cost out of the Union’s
proposed pension changes. The overtime addition is not included
in the cost out
o Promotions Within the Bargaining Unit- Article 54 New Article
▪ Language taken from the IAFF and FOP CBA’s.
▪ 54.1 requires promotions to be processed within 90 days of the
budgeted vacancy
▪ 54.2 Employees to receive a 5% salary increase upon completion
of probationary period
▪ 54.3 Incorporate the provisions of LMP 3-92 Interview Procedures
into the CBA
▪ 54.4 Vacancies to be posted for at least two weeks
▪ 54.5 Provides an order for the selection of qualified individuals for
interviews. Permit Union representatives to observe interviews
Department Directors not allowed to sit on interview panels
▪ 54.6 City cannot disqualify an employee based on disciplinary
record
▪ 54.7 Set guidelines for the calculation of seniority for employees
participating in interview processes
▪ 54.8 City will conduct restricted recruitments for bargaining unit
vacancies
▪ 54.9 The City to provide the Union with copies of all job
descriptions of bargaining unit classifications
▪ 54.10 Set guidelines for selection of candidates from band
designations
▪ 54.11 Registers to be valid for two years.
o Appendix
▪ Salary range increases for select classifications. Employees will
not receive a pay increase but will move up in pay grade
• Caucus 9:57 AM
• Meeting resumed 11:30 AM
o Notices- Article 11
▪ 11.3 The City does not agree to the Union’s proposed language
o Working Out of Classification- Article 21
▪ 21.1 The City will only agree to consider seniority if the employee
meets the minimum qualifications
2
▪ 21.6 City agrees to notify the Union before the City audits a
classification in the bargaining unit
o Pay Supplements- Article 25
▪ 25.2 The City agrees to provide on-call pay to Heavy Equipment
Mechanic Supervisors
▪ 25.2 The City will only provide on-call pay to employees who are
on-call status but will verify if employees in the Fire Garage
receive on-call pay on a continuous basis. The City does not agree
to provide a 5% on-call supplement to all other employees
▪ 25.7 The City asked for the equivalent certification to the
Automotive Service Excellence (ASE)
▪ The City rejects the rest of the Union’s proposed language in
article 25
o Overtime/Compensation- Article 27
▪ 27.3 The City will agree to increase the comp time bank to 150
hours and not 250 hours
▪ 27.5 The City does not agree to the Union’s proposed language
▪ 27.8 The City agrees to limit the numbers of hours worked by
Emergency Dispatch Assistants, Emergency Dispatchers, and
Emergency Dispatch Supervisors to no more than 16 hours in a
24 hour period but does not agree to the 56 hours in a week limit
▪ The City will propose a reverse seniority rotation and will provide
the Union with new language
▪ 27.10 The City does not agree to the Union’s proposed language
▪ 27.11 The City does not agree to the Union’s proposed language
o Uniforms and Safety Shoes- Article 29
▪ 29.1 The City does not agree to the Union’s proposed language
▪ 29.2 The City does not agree to the Union’s proposed language
▪ 29.3 The City does not agree to the Union’s proposed language
▪ 29.7 The City does not agree to the Union’s proposed language
▪ 29.8 The City agrees to provide five uniforms per year
▪ 29.9 The City will look at current City contracts and check costs
o Sick Leave- Article 39
▪ The City seeks to incorporate the language referenced in the
4/26/12 MOU for section 39.11 into the CBA
▪ 39.8 The City does not agree to the Union’s proposed language
▪ 39.9 The City does not agree to the Union’s proposed language
▪ 39.11 The City does not agree to the Union’s proposed language
▪ 39.14 The City will agree to increase the amount of employees
that are eligible for the perfect attendance award from 5 to 100
▪ 39.15 The City does not agree to the Union’s proposed language
o Pension- Article 52
▪ 52.3 The City does not agree to the Union’s proposed language
▪ 25.4 The City does not agree to the Union’s proposed language
3
▪52.5 The City does not agree to the Union’s proposed language
▪52.6 The City proposes to increase the multiplier to 2.5%
▪52.7 The City does not agree to the Union’s proposed language
▪The Union provided the City with GESE’s cost out of the Union’s
proposed changes. The overtime addition is not included in the
cost out
o Promotions Within the Bargaining Unit- Article 54 New Article
▪ The City does not agree to the Union’s proposed article
o Appendix
▪ The City rejects the salary range increases for the selected
classifications
o Wages Article 24
▪ The City proposes a 3% across the board increase on year one and
normal step progression for years one, two, and three
• The City and the Union discussed the across the board increases that were
agreed to with the Fraternal Order of Police for their 2015-2018 CBA. COLA’s
are not currently being negotiated with the IAFF.
• The City will follow up with new language and a written summary of its
position on all pending articles.