2010-27459 Reso2010-27459
RESOLUTION NO
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY OF MIAMI
BEACH, FLORIDA RATIFYING A THREE YEAR LABOR AGREEMENT BETWEEN THE
CITY OF MIAMI BEACH AND THE INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS/LOCAL 1510 (IAFF), FOR THE PERIOD FROM OCTOBER 1, 2009
THROUGH SEPTEMBER 30, 2012; AUTHORIZING THE MAYOR AND CITY CLERK TO
EXECUTE THE AGREEMENT.
WHEREAS, the City Manager is hereby submitting to the Mayor and City Commission the
attached Labor Agreement, recently negotiated between the City and the International Association
of Firefighters (IAFF), Local 1510, for the employees covered by said Agreement; and
WHEREAS, the previous Labor Agreement was for a three year period from October 1,
2006, through September 30, 2009; and
WHEREAS, the IAFF bargaining unit has not ratified the attached Labor Agreement,
however, the IAFF is currently holding a "mail out" ratification vote and the Union expects the results
of the ratification vote to be available on July 13, 2010; and
WHEREAS, and the City Manager recommends that the City Commission ratify and
authorize the execution of the Labor Agreement between the City and the IAFF Union. Once the
City receives the ratification vote for the IAFF contract the City Commission will be updated on its
approval; and
NOW, THEREFORE, BE IT DULY RESOLVED BY THE MAYORAND CITY COMMISSION
OF THE CITY OF MIAMI BEACH, FLORIDA, hereby approving and authorizing the Administration
to amend the three (3) year labor Agreement with the IAFF Local 1510 bargaining unit for the time
period covering October 1, 2009 through September 30, 2012.
PASSED AND ADOPTED this ~ day of ~~l/ , 2010
ATTEST:
CITY CLERK M YOR
APPROVED AS TO
T:~AGENDA~2010Uu1y 14Utegular~IAFF 2009-2012 Labor Agreement Reso.doc FORM & LANGUAGE
& FOR EXECUTION
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City Attorn Date
COMMISSION ITEM SUMMARY
Condensed Title:
A Resolution Of The Mayor And City Commission Of The City Of Miami Beach, Ratifying A Three Year Labor
Agreement Between The City Of Miami Beach And The International Association Of Firefighters/Local 1510 (IAFF), For
The Period From October 1, 2009 Through September 30, 2012; Authorizing The Mayor And City Clerk To Execute The
Agreement.
Key Intended Outcome Supported:
Control costs of payroll including salary and fringes/ minimize taxes/ ensure expenditure trends are sustainable
over the long term.
Supporting Data (Surveys, Environmental Scan, etc N/A
Issue•
Should the City Commission adopt the resolution to ratify a three (3) year successor labor Agreement between the City
and the IAFF bargaining unit?
Item Summa /Recommendation:
On September 30, 2009 the Collective Bargaining Agreement (Agreement) for the IAFF expired. After 11 negotiation
sessions, the City and IAFF successfully concluded negotiations and reached a tentative three (3) year labor Agreement
covering the time period of October 1, 2009 through September 30, 2012. To help address the challenges being faced
during the FY2009/10 and the FY2010/11 budget years, the City Commission requested the Administration to budget for
specific employee givebacks that would effectuate a cost savings of approximately $15.3 million over the two fiscal
years, which was to be divided up proportionately amongst each of the seven (7) salary groups payroll. IAFF's target for
their portion of employee givebacks for the two fiscal years was approximately $2.57 million. Based on the terms and
conditions tentatively agreed to between the City and IAFF, the City estimates the value of IAFF's portion to be
$2,542,878 for FY 2009/2010 and FY 2010/2011 combined. In addition, the value for the proposed successor
Agreement is estimated to generate a savings of over $3.66 million through the term of the entire three (3) Agreement.
In addition, there were several adjustments/changes made to the pension plan for current and future employees that will
yield additional, long-term, recurring savin sin future fiscal years.
Board Recommendation:
Financial Information:
Source of Amount Account
Funds: 1 Year 1 5% additional health contribution (for an 18 month rolling period),
($306,203) reduction of Holiday Pay, Extension of Promotional/New Hire Lists,
Pension Chan es/Off-du ,Zero COLA
2 Year 2 R
d
i
e
uct
on of Holiday Pay, Extension of PromotionaUNew Hire Lists,
$2,236,675 Pension Chan es/Off-du ,Zero COLA
3 Year 3 Reduction of Holiday Pay, Extension of Promotional/New Hire Lists
($1,118,960) ,
Pension changes/Off-duty, 3% COLA effective April 1, 2012.
Pension Chan es for Future Em to ees.
OBPI Total ($3,661,838)
Financial Impact Summary: The savings for FY 2009/2010 and FY 2010/2011 total $2.5 M. This represents a per
person impact of $13,313 to each member of the IAFF bargaining unit for this time period. The total savings for the
three (3) year agreement total $3,661,838. In addition, these concessions will yield additional, long-term, recurring
savin sin future fiscal ears.
City Clerk's Office Legislative Tracking:
Ramiro Inguanzo, Human Resources Director
Si n-Offs•
Department Director
Ra iro Inguanzo Assistant City Manager
' da Fernandez City Manager
Jorge M. Gonzalez
~,4GEN a~~n~nu~~i„ ~d o ularUAF 00 9 2012
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~9 - borAgreementSummary.doc
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DATE '~
m MIAMIBEACH
City of Miami Beach, 1700 Convention Center Drive, Miami Beach, Florida 33139, www.miamibeachfl.gov
COMMISSION MEMORANDUM
TO: Ma r Matti Herrera Bower and M mbers of the City Commission
~. ~.
FROM: Jor a M. Gonzalez, City Mana r
DATE: July 14, 2010
SUBJECT: A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY OF MIAMI
BEACH, FLORIDA RATIFYING A THREE YEAR LABOR AGREEMENT BETWEEN THE
CITY OF MIAMI BEACH AND THE INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS/LOCAL 1510 (IAFF), FOR THE PERIOD FROM OCTOBER 1, 2009
THROUGH SEPTEMBER 30, 2012; AUTHORIZING THE MAYOR AND CITY CLERK TO
EXECUTE THE AGREEMENT.
ADMINISTRATION RECOMMENDATION
Adopt the Resolution.
BACKGROUND
During the July 2009 Finance and Citywide Projects Committee (Committee) budget preparation
meetings for the FY2009/2010 Budget, the Committee requested that all City of Miami Beach employees
make certain financial concessions to help address the challenges being faced during the FY2009/2010
budget cycle and beyond. The Committee requested the Administration to budget for specific employee
givebacks for FY2009/2010, which would in turn effectuate a cost savings of approximately $4.3 million
(approximately $3.5 million savings attributed to the General Fund and $800,000 from various enterprise
funds). The employee givebacks that were directed by the Committee in 2009 included: (1) no cost of
living adjustment (COLA) for all City employees; (2) a freeze on merits and steps for all City employees;
(3) a two percent (2%) increase to the employees' contribution to the pension system; and (4)
implementation of revised Condrey and Associates recommendations from the Classification and
Compensation Study that was performed for the City. Furthermore, in 2010 the City Commission directed
the Administration to secure and budget for an additional $11 million in savings attributed to employee
givebacks for FY2010/2011. Therefore, the total amount of employee givebacks for both the
FY2009/2010 and FY2010/2011 is $15.3 million.
The City currently has a total of seven (7) salary groups who represent employees: (1) the American
Federation of State, County and Municipal Employees, Local 1554 (AFSCME); (2) the Communications
Workers of America, Local 3178 (CWA); (3) the Government Supervisors Association of Florida/OPEIU,
Local 100 (GSA); (4) the Fraternal Order of Police, William Nichols Lodge No. 8 (FOP); (5) the
International Association of Fire Fighters, Local 1510 (IAFF) (6) Unclassified and (7) OTHERS
(Classified employees not represented by a bargaining unit). Based upon the direction received from the
City Commission, the $15.3 million savings in employee concessions for FY2009/2010 and FY2010/2011
combined was to be divided up proportionately amongst each of the seven (7) salary groups based on
total budgeted payroll and a proportionate share of the preliminary FY2010/2011 City's Annual Required
Contributions to both of the City's pension plans. In addition, the City Commission also directed the
Administration to negotiate with the respective unions for pension reform to both of the City's pension
plans (the Miami Beach Fire Fighters and Police Officers (Fire and Police) Pension Plan and the Miami
Beach Employees' Retirement Plan (MBERP)), in order to obtain recurring savings for future years in
each of the pension plans.
City Commission Memorandum
July 14, 2010
IAFF 2009-2012 Collective Bargaining Agreement
Page 2 of 6
On September 30, 2009, the previous three (3) year Collective Bargaining Agreement (Agreement) for
the IAFF (covering the period of October 1, 2006 through September 30, 2009) expired. In anticipation
of the Agreement expiring, negotiators for the City and IAFF began negotiating for a successor three (3)
year Agreement in August 2009. After eleven (11) formal negotiation sessions and several separate
discussions, the City and IAFF successfully concluded negotiations on June 8, 2010 and reached a
tentative three (3) year labor agreement covering the time period of October 1, 2009 through September
30, 2012.
Upon the direction from the City Commission, IAFF's portion towards the FY 2009/2010 and FY
2010/2011 employee givebacks totaled approximately $2.57 million. Based on the terms and conditions
tentatively agreed to between the City and IAFF, the City estimates the value of IAFF's portion of
employee givebacks to be $2,542,878 for FY 2009/2010 and FY 2010/2011 combined. This represents a
per person impact of $13,313 to each member of the IAFF bargaining unit for this time period. In
addition, the value forthe proposed three (3) yearAgreement is estimated to generate a total savings of
over $3.66 million through FY 2011/2012.
The IAFF membership is currently conducting a ratification vote among its members for the proposed
Agreement. Since the outcome of the ratification vote was not available at the time of this memo, the
results will be provided to the City Commission under a supplemental memorandum.
ANALYSIS
The following is a summary of the Agreement with the IAFF:
Wages
Effective October 1, 2009 through September 30, 2010; October 1, 2010 through September 30, 2011;
and October 1, 2011 through March 30, 2012, there will be noacross-the-board wage increases (COLA)
for this period for any FOP bargaining unit members. It was estimated that the initial impact to the City's
Annual Required Contribution (ARC) for the Fire and Police Pension Plan due on October 1, 2010
would be a reduction of approximately $1.4 million if no Cost of Living increases were provided to any
active plan participants for FY 2009/2010 and FY 2010/2011 (both Fire and Police). The savings from
no COLA in year one have already been reflected in the calculation provided to the City for the City's
ARC due on October 1, 2010. Due to subsequent assumption revisions, it is estimated that the savings
from COLA in year two will be approximately $400,000.
Effective with the first full pay period ending in April 2012 (six (6) months into the FY 2011/2012), all
active IAFF Bargaining Unit members will receive anacross-the-board cost of living adjustment (COLA)
of three percent (3%). In addition, effective with the three percent (3%) COLA, the minimum and
maximum pay rates of the salary ranges for all job classifications covered by the IAFF bargaining unit will
be adjusted accordingly. Due to this COLA for the IAFF, the City estimates a wage impact of $290,000
to be applied against the City's FY 2011/2012 operating budget.
Health Trust
In lieu of the two percent (2%) additional employee contributions to pension requested by the City
Commission, effective July 1, 2010, or upon ratification of the Agreement, whichever is later, and
continuing for an eighteen (18) month period thereafter, all IAFF employees will contribute five percent
(5%) of their gross compensation to offset the City's contributions to the Florida Firefighters Insurance
Trust Fund (their health insurance trust). This concession made by the Union will generate $1.45 million
in savings over the three contract years.
In addition to the above health trust contribution, employees hired after the ratification of the Agreement
who elect to have retiree health insurance provided by the Florida Firefighters Insurance Trust Fund will
receive a retiree healthcare stipend instead of the current formula- based contribution. The stipend shall
City Commission Memorandum
July 14, 2010
IAFF 2009-2012 Collective Bargaining Agreement
Page 3 of 6
be a monthly payment equal to twenty-five dollars ($25) per month for each year of service, tied to a
Consumer Price Index (CPI). The City has a similar provision in place for general employees (those in
the AFSCME, CWA, GSA, "Others" and Unclassified salary groups) hired after March 18, 2006.
Gallagher Benefits Service, Inc. (Gallagher), the City's consultant for health care issues, has indicated
that there will be no immediate savings by revising the City's contribution for retiree health for only future
employees. However, there will be long-term savings with a fixed rate instead of a fluctuating
contribution methodology. Gallagher has estimated that the City's long-term liability (due to the use of a
stipend for new employees) could be reduced by as much as 70%.
Pension Adjustments/Changes
The new Agreement with the IAFF provides for several pension adjustments and changes for current and
future employees, including the following:
Deferred Retirement Oation Plan (DROPS -The current DROP period is three (3) years. However, with
the new Agreement, employees who enter the DROP on or after September 30, 2012, will be eligible to
participate in the DROP for a period not to exceed five (5) years. For those employees who enter the
DROP after September 30, 2012, they will receive a zero percent (0%) cost of living adjustment for the
third and fourth annual adjustment dates while in the DROP. If the employee leaves the DROP at any
point after six (6) months they will still be subject to a zero percent (0%) COLA for the third and fourth
annual adjustment dates. By not having a DROP COLA in the third and fourth years, there will be a
substantial recurring savings in the City's Annual Required Contribution (ARC) towards the Fire Fighters
and Police Pension Plan of $700,000 per year.
In addition, the DROP COLA will be granted on the anniversary of the employee entering the DROP, as
opposed to the current method of pro-rating it to occur on October 1St of each year. The retiree COLA
will be earned/granted on that same anniversary date.
Additional Creditable Service -Currently, employees can purchase additional creditable service of up to
two (2) years of full-time public safety service as a firefighter prior to City employment, and up to an
additional six percent (6%) multiplier on the additional creditable service years being purchased, upon
completion of 20 years of creditable service with the City. Most employees in the IAFF and FOP take
advantage of these two provisions. With the new Agreement, any current or future employee that retires
on or after 9/30/10 can make these purchases upon completion of ten (10) years of creditable service
(when they vest). Since most employees take advantage of these provisions, there is a benefit to the
pension plan to change the eligibility for these buy-backs. As the pension plan will receive the funds
earlier and thus be able to invest the funds sooner. It is anticipated that the investment earnings on the
funds will be larger since the collection of the funds will be earlier. The Fire and Police pension actuary
estimates the savings to the ARC with this change to be approximately $33,000 next year, with a
recurring savings year after year.
Overtime Caa -The Fire and Police Pension Plan currently has provisions in place regarding how
overtime is to be used in the calculation of a member's retirement benefits. The current calculation is
that overtime earned is added to the retirement benefit with a cap of "70% of the next highest rank". With
this Agreement, the City and the Union have agreed to replace the "70% of the next highest rank"
calculation with an easier formula of overtime not exceeding eleven percent (11 %) of their salary at the
time of retirement.
In addition to the change in the overtime calculation, IAFF and FOP employees will be able to reach the
eleven (11 %) cap mentioned above by using the following two (2) alternatives:
• Employees will be able to apply unused sick and/or vacation time for inclusion in the member's
salary for pension purposes as follows: for each one hundred dollars ($100) of unused sick
and/or vacation time (at the member's hourly rate), ninety dollars ($90) shall be applied toward
City Commission Memorandum
July 14, 2010
IAFF 2009-2012 Collective Bargaining Agreement
Page 4 of 6
the members final average monthly salary and ten ($10) shall be contributed to the pension fund.
However, in no event will the value of unused sick and/or vacation time applied to a member's
salary for pension purposes, when added to any overtime pay and/or off-duty pay, exceed the
cap of eleven percent (11 %). This should encourage members to not use sick and/or vacation
time, which drives overtime costs for the City. As such, savings in overtime expenses are
expected.
Off-duty services will also be pensionable as another means to reach the eleven percent (11 %)
cap. Currently, the City receives no employee contribution for off-duty, as it is not pensionable.
Once it becomes pensionable, the employee will be required to make a ten percent (10%)
pension contribution on all off-duty worked. This will provide additional revenue into the pension
system for investment. However, in no event will the value ofoff-duty pay applied to a member's
salary for pension purposes, when added to any overtime pay and/or unused sick and/or
vacation, exceed the cap of eleven percent (11 %). Based on current off-duty amounts paid, it is
estimated that the City will collect approximately $330,000 per year from the FOP and IAFF
toward the pension. While this is not anticipated to reduce the City's annual required contribution
in the short term, it will assist in reducing the City's unfunded liability in future years.
Future Ema/oyees -For future employees, there are additional pension changes including:
• Retiree COLA (including while in the DROP) will change from 2.5% to 1.5%;
• Rule of 70 retirement eligibility will change from having no minimum age to having a minimum
age of 48;
• Final Average Monthly Earnings (FAME) changing from two (2) to three (3) years; and
• Benefit Multiplier will change from three percent (3%) for each year of creditable service for the
first 15 years of service and four percent (4%) thereafter to three percent (3%) for each year of
creditable service for the first 20 years of service and four percent (4%) thereafter.
Buck Consultants, the actuary for the Fire and Police Pension Plan, has stated that the implementation
of the pension changes for any employee hired after the amendment to the City's pension ordinance will
not generate any immediate savings. However, future savings will be realized in future fiscal years
resulting in savings towards the City's ARC.
Reorganization of Classifications within the Fire Department
One of the most significant items discussed during negotiations was the proposal IAFF made to
restructure classifications within the Fire Department. Some of the impacts of the reorganization will
occur during the current Agreement (which expires September 30, 2012), while the majority of the costs
will occur during the tern of the next agreement. As reflected below, alternatives to offset reorganization
costs have also been proposed.
There are a number of classifications currently in the Fire Department including: Firefighter I, Firefighter
II, Lieutenant, Captain, Battalion Chief, Division Chief, Assistant Fire Chief and the Fire Chief. In the FY
2009/2010 Adopted Budget, the following are the number of budgeted positions: 120 Firefighter I; 50
Firefighter II; 20 Lieutenants; 8 Captains; 3 Battalion Chiefs; 4 Division Chiefs; 1 Assistant Fire Chief;
and 1 Fire Chief.
Staffing Impact-IAFF proposed that on September 30, 2012, all Firefighter II employees (anticipated to
be 35 employees) would become Fire Lieutenants. However, through attrition over a two (2) to four (4)
year period, the final number of Fire Lieutenants would be reduced to 29. Also on September 30, 2012,
all Fire Lieutenants (anticipated to be 22 employees) would become Fire Captains. There would be six
(6) Fire Captains already in existence on that date, so the total number of Fire Captains would become
28. Through attrition, over a two (2) to four (4) year period, this will be reduced to a final number of 22
Fire Captains. It should be noted that any Firefighter II or Fire Lieutenant can decline the reorganization
promotion and remain in their current classification. In order to effectuate this reorganization, the current
City Commission Memorandum
July 14, 2010
IAFF 2009-2012 Collective Bargaining Agreement
Page 5 of 6
Fire Lieutenant and Fire Captain promotional lists will have to be extended for one (1) year, making each
list a three (3) year promotional list instead of two (2) year promotional list. In an effort to minimize the
cost of this reorganization, IAFF has proposed that all newly created Fire Lieutenants and Fire Captains
must proceed through all of the already established pay steps of the classification they are in instead of
jumping to the step of the higher rank. As a result, even in those cases where a Firefighter II receives a
promotion to Lieutenant prior to the change that would result in a new promotion to Captain, those
employees would have to complete the pay steps for a Lieutenant before moving into the Captain's pay
step ranges.
In addition, after May 26, 2011, the date the current Firefighter I I promotional list expires, the City would
cease promoting employees from the Firefighter I classification to the Firefighter II classification. Instead,
on June 1, 2011, the City would create 27 assignments for Driver Engineers (DE), for the respective
Firefighter I employees to drive the apparatus in the Suppression Division, and provide those employees
certified and assigned as DEs with a five percent (5%) incentive pay, instead of the five (5%) increase
the Firefighter I would have received if promoted to a Firefighter II. The Firefighter II classification will be
eliminated once all Firefighter II employees have been promoted to Fire Lieutenant on September 30,
2012, or once they attrition out from the City if they choose not to be promoted as part of the
reorganization.
Estimated Costs Effective October 1. 2012
The cost of the implementation of the reorganization is calculated to be approximately $725,000 for the
three (3) year period from October 1, 2012 through September 30, 2015 (the term of the next
Agreement), not including any pension implications. The City's average pension contribution for the Fire
and Police Pension Plan, using the actual contribution rates for the past two (2) years and the projected
contribution for next fiscal year, is approximately 66% of payroll. Using that methodology as a basis to
calculate the pension impact, the increase to the City's pension contribution attributed to reorganization
is calculated to be approximately $480,000, resulting in a total reorganization cost of approximately $1.2
million for the four (4) year period (again, through the term of the new Agreement that expires September
30, 2010, and the next Agreement that expires September 30, 2015).
It should be noted that these calculations do not factor in any Cost of Living Adjustment (COLA)
increases for FY 2012/2013 through FY 2014/2015 (the term of the next Agreement). If any COLA
increases were to be given during the term of the next Agreement, the estimated payroll and pension
costs would also increase accordingly. These calculations also do not include any overtime impacts.
The projected on-going cost of reorganization after FY 2014/2015 is anticipated to be approximately
$300,000 to $350,000 annually, not including any impact to pension, and assuming that all other factors
remain the same. As with any projections, the further away from current day the projection is, the lower
the level of confidence in the projection, as all other factors are not likely to remain constant.
Estimated Savings/Offsets
In addition to the previously noted savings resulting from the reorganization (from the extension of
promotional list and new hire list, and from the new DE incentive pay), another mechanism was proposed
to offset the cost of the reorganization. Specifically, IAFF has agreed to decrease the Holiday Pay hours
from twelve (12) hours per employee/per holiday, to nine (9) hours per employee/per holiday. Every
member of IAFF currently receives Holiday Pay for ten (10) holidays per year. While reorganization will
not take place until September 30, 2012, IAFF has agreed to change the Holiday Pay section of their
Agreement effective immediately. The decrease in Holiday Pay hours per employee/per holiday
generates a savings to the City of approximately $330,000 in the combined FY 2009/2010 and FY
2010/2011, and an additional $275,000 in FY 2011/2012, for a total of approximately $605,000 in
savings to the City for the term of this Agreement.
However, the reduction in the hours of Holiday Pay will continue into the future and result in a recurring
City Commission Memorandum
July 14, 2010
IAFF 2009-2012 Collective Bargaining Agreement
Page 6 of 6
cost savings beyond the current agreement. During the three-year period of the proposed reorganization
that begins on September 30, 2012, there will continue to be annual savings of approximately $275,000,
or a total of $825,000 over the three year period ending FY 14/15.
As such, if the costs associated with the reorganization (not including pension) are $725,000 for the
three year period beginning September 30, 2012, and the savings resulting from the Holiday Pay hour
reduction are $825,000 over the same period, the net effect is a savings to the City of approximately
$100,000. The chart below reflects the net costs/(savings):
Reorganization Implementation Costs from FY 10/12 - FY 10/15
Without Pension
Estimated Savin s from Holida Pa exciudin ension $ 825,000
Estimated Cost of Reor anization excludin ension $ 725,000
NET Estimated Cost/ Savin s of Reor anization: $ 100,000
It should also be noted that Holiday Pay is pensionable, so pension savings would be realized, in
addition to the savings resulting from the decrease of Holiday Pay.
Union Time Bank
Currently, the IAFF Union Time Bank is 2,080 hours per year. The new Agreement will allow the Union
President to select, on an annual basis, if he/she will serve as a detached president (as the FOP
President in the Police Department) or as a regular staff member. This will assist in determining
appropriate staffing levels. If the Union President elects to be detached, the Union Time Bank will be
500 hours per year. The Union Time Bank will be increased to 2,996 hours per year if the Union
President elects not to be detached.
Change in Assignment Pay
In the current Agreement, any employee assigned outside of the Suppression Division (1210) receives
10% assignment pay. However, in the new Agreement, effective September 30, 2012, those Lieutenants
and Captains assigned to 24 hour shifts in the Rescue Division will forfeit five percent (5%) of their
Assignment Pay. In addition to the five percent (5%) forfeited by the Lieutenant and Captains, any
Firefighter I assigned to the Rescue Division will receive a three percent (3%) driver incentive pay.
Additionally, effective February 1, 2012, there will be one (1) additional Firefighter ll Driver Engineerwho
will be assigned as an Air Room Technician, for a total of three (3) Air Room Technicians. The
employees in this assignment are responsible for the delivery of the Air Truck to emergency scenes and
provide support functions such as: filling air bottles, oxygen bottles, conduct field repairs, training on the
use and maintenance of the Self-Contained Breathing Apparatus (SCBA), and Technical Rescue Team
(TRT) support.
CONCLUSION
The terms and conditions of the proposed three (3) year labor Agreement include IAFF employee
concessions that total $2,542,878 for FY 2009/2010 and FY 2010/2011. The total three (3) year
agreement yields a savings of $3,661,837. In addition, these concessions result in additional long-term,
recurring savings in future fiscal years. The Administration recommends adopting the Resolution to ratify
a three (3) year labor Agreement with the IAFF bargaining unit for the time period covering October 1,
2009 through September 30, 2012.
JMG\HMF\RIUct\ys
T:WGENDA~2010Wu1y 14\RegularllAFF 2009-2012 Labor Agreement Memo.doc