Your Orlando Professional Firefighters Give 110% Every Time They Answer The Call

Transcription

1 Your Orlando Professional Firefighters Give 110% Every Time They Answer The Call 1

2 Video Link 2

3 3

4 Contract History 80% of the articles in our contract have not changed in over 25 years. Our contracts have been approved unanimously over the decades, usually via the consent agenda. The articles that have changed have typically been the amount of wage increases and dates. When the City asked, the City s firefighters offered mid-contract givebacks during difficult financial times 4

5 Discipline Proposal (Article 7) 5

6 Discipline Proposal Firefighter Proposal Language requiring consistent and progressive discipline Reliance on 2 year history (a concession from the current 1 year) / This was received favorably by the City at Labor Management Union offered combining policies Essentially status quo, with concessions City Proposal Deletion of One violation... One type discipline Move to reliance on 7 year history with the ability to unilaterally change initial discipline Absurd results e.g., attendance cases Unlawful waiver However, existing language is adequate OPD Comparison But, better pay proposal, premium pay for mandatory off duty work, and OPD maintained one violation... One type discipline. 6

7 Pay Proposal (Article 15) 7

8 Workforce Make Up / Maturity of Workforce Note: Almost one year since CBAs expired (October 1, 2016) During this status quo period, the vast majority (65%) of employees have received no raise This is because 65% of the workforce is topped out, and under the current structure, receive a single annual cost of living increase. COLAs do not continue after CBAs expire Since Oct 1, 2016, the remaining 35% have received step movement since Oct. 2016, but no COLAs. No Employee has received two wage increases during this status quo period On September 31, 2019, 81% of the workforce will be topped out The average topped out employee has 12 to 14 years of service. Under the current system, these topped out employees receive a single annual increase, not a double bump as some mistakenly believe. 8

9 Maturity of Pay Plan / Personnel at Each Step Firefighter Rank Engineer Rank Lieutenant Rank

10 Demand for Service Since Transport Began , ,000 50,000 40,000 30,000 20, , /11 11/12 12/13 13/14 14/15 15/16 16/

11 Services Provided by the Firefighters EMS Transport Maintain ISO 1 / Accreditation Fire / Rescue Operations Hazardous Material Responses Dive Rescue Operations High Angle Rescue Collapse and Trench Rescue Arson / Bomb 11

12 Pay Plan Proposal Progression Firefighters Initial Offer - 9/12/16 Maintain Current Pay Plan Structure (3 year CBA, as is normally agreed to) 4%, 4%, 4% Cost of Living Increase Note: The City proposes a one year agreement, meaning the CBA will in expire in 24 days City No written offer 12

13 Pay Plan Proposal Progression Firefighters Counter - 10/19/16 Maintain Current Pay Plan Structure (3 year agreement) 3%, 3%, 3% Cost of Living Increase City Discussion of Single Column Pay Plan. (No written offer) 13

14 Pay Plan Proposal Progression Firefighters Counter 2-2/5/17 Maintain Current Pay Plan Structure (3 year normal agreement) 0%, 2%, 2% Cost of Living Increase Relative Cost: Firefighters proposal City 3 Year 1 Column Offer Union 3 Year 0%,2%,2% Union s 1 Colum Plan City 1 Year 1st Year $969, $487, $1,337, $1,266, nd Year $954, $1,106, $978, rd Year $946, $1,048, $2,068, TOTAL COST $2,869, $2,642, $4,384, $1,266, City - 1/13/17 Single Column Pay Plan Only adjustment to Top Out 2.5% 1 st Year to Base Pay Top Out 2.5% 2 nd Year to Base Pay Top Out 2.5% 3 rd Year to Base Pay Top Out No consideration to promotional progression (Creates Problems) 14

15 Pay Proposal for District Chiefs 15

16 District Chief Current Pay Plan Description District Chiefs Pay Plan directly linked to Firefighters pay plan (Promoted DCs move directly to step 1) Current Plan has a 2% Step Plan progression (2% step interval) 10 Steps Maturity of Pay Plan is much different than the Firefighters Pay Plan: Fewer topped out employees, so more common double bumps and only rarely will DCs receive a 4% total annual increase 16

17 District Chiefs Pay Plan Distribution Maturity of Pay Plan / Personnel at Each Step DC1 DC2 DC3 DC4 DC5 DC6 DC7 DC8 DC10 Pay Step 17

18 District Chief Pay Plan Progression District Chiefs Agreed to Pay Plan compression (fewer steps OK) Discussed the lump sum payments to be pensionable amounts Discussed and agreed to an offer made by the City for the 3 rd year of the contract to add 1 more step to the Plan (4 to 5) City Compression of the Pay Plan, reducing the number of steps from 10 to 4 Although the reduction in number of steps created slotting problems, (e.g., no increases for some DCs), the City failed to develop an implementation program to address these issues. No slotting system ever presented. CITY s CURRENT PROPOSAL is reversion to original 10 step plan with no cost of living increase, and a wage freeze (truncating the status quo). Rejected the firefighters proposal to conform evaluation system to current language to current practice, and insisting on non-existent evaluation process, which would have the effect of DCs never receiving wage increases Agreed to provide pensionable lump sum to personnel that do not exist 18

19 District Chief Pay Plans District Chief Proposal Agreeable to City proposal of plan compression On last year of the contract (9/23/18) those personnel at DC4 shall receive a 2.5% adjustment to their base pay STEP Annual Amount DC1 $97, DC2 $101, DC3 $105, DC4 $109, City Proposal Last Proposal by Management 2.5% Lump Sum for those at DC10 (NO personnel are at DC10) highest DC are at DC8 STEP Annual Amount DC1 $95, DC2 $97, DC3 $99, DC4 $101, DC5 $103, DC6 $105, DC7 $107, DC8 $109, DC9 $112, DC10 $114,

20 Overtime (Article 16) 20

21 Overtime Proposal Progression Firefighters Addresses the issue of day personnel working overtime (Personnel can maintain their proficiency on skills) Assures the correct hourly rate is paid City Not included in package submitted to Legislative Body 21

22 District Chief Working Out of Classification (Article 18) 22

23 Working Out of Classification Progression District Chief Addresses the duration of what is required to receive the benefit The amount of work is completed in the 1 st 4hrs Addresses concerns from Management ref Day personnel City Did not include in the package submitted to Legislative Body 23

24 Other Compensation Proposal (Article 19) 24

25 Other Compensation Firefighters (Transport Pay) proposed increase from $24 to $30 Demand for EMS services continues to grow, but Management refuses to recognize the stress placed on the system Fewer firefighters per 1,000 residents than ever before, while firefighters responding to more calls than ever before Cost: $48,180 per year City No proposal in submission to Legislative Body 25

26 District Chief Leave (Article 24) 26

27 District Chief Leave Article Progression Firefighters The Union proposes current language City City proposes language that would result in DCs working on their days off not being paid (e.g., the Extra Duty Coordinator) 27

28 Assignment and Transfers (Article 29) 28

29 Assignment and Transfers Progression Firefighters Present Contract Language Arbitration decision ordered City to work with firefighters and develop a mutually agreed system Current Bid System born out of MOU in 2014, agreed upon by both parties with intent to improve system for department needs Repeated attempts to make improvements to current bid System, but City has refused to make any changes Inconsistent transfers are disruptive to personnel and interrupt crew cohesion City City proposes unilateral power to move personnel based on undefined Administrative Needs Under current system, Chief retains authority to assign and transfer at least half of each shift 29

30 Insurance (Article 32) 30

31 Insurance Firefighters Agreed to City offer, unable to move forward due to City bargaining team s packaging of unsigned articles Conceded to the issues presented by the City City Current offer has been presented as a package deal 31

32 Medical Exam (Article 35) 32

33 Medical Exam Firefighters Bi-Annual Physical $400 Benefit on the Off Year so that personnel can obtain a physical of their choice Cost neutral to the City City Continue same annual physical with the addition of random drug testing (Extra Cost) 33

34 Drug/Alcohol Testing (Current Language) Firefighters Low cost to city due to inclusion in current annual physicals Allows for testing when reasonable suspicion exists City Has always had the ability to drug test any employee on reasonable suspicion (e.g.) Two (2) recent occurrences with reasonable cause went untested at Management s discretion 34

35 Drug/Alcohol Testing (Proposal) Firefighters Union PCL plus post-accident testing Agreed to test drivers involved in MVC as verbally agreed upon by CAO, Fire Chief and Union President Agreed to allow testing for personnel with limited Sick Leave One and a half years ago Union and City MUTUALLY agreed to address the Negative Dilute issue and amended the policy after mutual consent City Proposed language contradicts what was discussed and verbally agreed to by CAO, Fire Chief and Union President City continues to change language in policy (3 different versions) without any intent to openly discuss Exceeds City Policy Exceeds OPD Policy Exceeds DOT standards Disregards current policy/practice of establishing new/updated policies agreed upon by union and management by including policy in contract negotiations 35

36 Union Activities (Article 39) 36

37 Union Activities Firefighters Union President or his designee to be assigned to a Day Shift Assignment and be available during business hours to conduct the business of the Union Same allowances granted to OPD City Reduction of Union s ability to perform business via less allotted Union hours annually 37

38 38