HomeMy WebLinkAboutResolution No. 161-22 - Resolution - 2022-24 IAFF Fire Supervisors Local 3908
RESOLUTION
Approving the Collective Bargaining Agreement with the International Associa-
tion of Firefighters, Local 3908 (Union), Fire Supervisors, for the calendar years of
2022-24.
WHEREAS, the Union and the City of Rochester are parties to an existing Collective
Bargaining Agreement that expired on December 31, 2021; and
WHEREAS, representatives of the Union and representatives of the City of Rochester
have negotiated a three-year Collective Bargaining Agreement (CBA) for the term of Jan-
uary 1, 2022, through December 31, 2024; and
WHEREAS, Attachment A summarizes the changes negotiated to the existing CBA be-
tween the parties.
NOW, THEREFORE, BE IT RESOLVED that the Rochester City Council approves and
ratifies the attached changes and the 2022-2024 CBA with the International Association
of Firefighters, Local 3908.
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF
ROCHESTER, MINNESOTA, THIS __________ DAY OF _______________, 2022.
___________________________________
PRESIDENT OF SAID COMMON COUNCIL
ATTEST: __________________________
CITY CLERK
APPROVED THIS _____ DAY OF ______________________, 2022.
___________________________________
MAYOR OF SAID CITY
(Seal of the City of
Rochester, Minnesota)
IAFF Fire Supervisors – ATTACHMENT
1. Article 2, Recognition, update to include the classification of fire marshal and assistant
fire chief. (Note, the Union and City mutually agree the fire marshal position is not subject
to receiving all the clothing items listed in Article 17/C, rather, only those clothing items
that are “needed for business purposes” will be supplied.
The City of Rochester recognizes the Association as the exclusive bargaining agent or
representative for all employees in the classifications of Battalion Chief(s), Fire Mar-
shal(s), Assistant Fire Chief(s), and Deputy Chief(s) in the Rochester Fire Department
who are public employees within the meaning of Minnesota Statute 179A.03, subd.14,
excluding all other employees.
2. Article 6, Vacation, modify the second paragraph of Section B as follows:
A second exception to the vacation carryover maywill be made for an employee in a shift
position who is promoted to an assistant chief or deputy chief and who has a vacation
balance in excess of four hundred (400) hours at the time of promotion (and after con-
version to a non-shift position). In such an event and during the first month following the
promotion, the assistant chief or deputy chief will be allowed an option, with the approval
of the Fire Chief, to request a cash payout of vacation hours exceeding four hundred
(400) hours at a rate of pay that is one (1) step above the current rate of pay prior to the
promotion not to exceed the top rate of pay of the position promoted from.
3. Article 8, Unused Sick Leave, add clarifying introductory statement:
To qualify for any provision of this Article, Unused Sick Leave, the employee must be
an active employee who has accrued ten (10) or more years of continuous full-time or
part-time regular service with the City of Rochester.
4. Article 9, Health/Dental Coverage, Section C, update to include new premium rates for
2022-2024:
The City will provide group medical insurance pursuant to the City’s self-insured med-
ical plan for to eligible employees and will pay a portion of the monthly tota premium
as follows:
Medical Plan City’s Monthly Premium*
Basic Medical Plan Tier Effective 2019 Effective 2020 Effective 2021
Employee Only 92.0% 90.75% 89.75%
Employee + Spouse 88.5% 87.25% 86.25%
Employee + Child(ren) 88.5% 87.25% 86.25%
Family 88.5% 87.25% 86.25%
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High Deductible Plan Effective 2019 Effective 2020 Effective 2021
Employee Only 92.0% 90.75% 89.75%
Employee + Spouse 88.5% 87.25% 86.25%
Employee + Child(ren) 88.5% 87.25% 86.25%
Family 88.5% 87.25% 86.25%
Medical Plan Option City’s Contribution to Monthly Premium*
Basic Option Tier Effective Effective Effective
2022 2023 2024
Employee Only 88.50% 88.00% 87.50%
Employee + Spouse 85.00% 84.50% 84.00%
Employee + Child(ren) 85.00% 84.50% 84.00%
Family 85.00% 84.50% 84.00%
High Deductible Option Effective Effective Effective
Tier 2022 2023 2024
Employee Only 88.50% 88.00% 87.50%
Employee + Spouse 85.00% 84.50% 84.00%
Employee + Child(ren) 85.00% 84.50% 84.00%
Family 85.00% 84.50% 84.00%
5. Article 11, Injury on Duty, add the following sentence at the end of the first paragraph:
At no time shall an employee be allowed to receive more net wages than they would
have received at the time of the injury, providing all wages and deductions remain the
same.
6. Article 14, Wages, modify the language as follows to address the incorporation of a new
wage grid:
WAGES Compensation
A wage grid will be followed with the established rates of pay listed for Deputy Chiefs,
Assistant Fire Chief, Fire Marshal, and Battalion Chiefs (Addendum A). Reference Ad-
dendum A for a listing of salary ranges for 2022-2024 and placement of employees in
the new wage grid. The following parameters will apply to this grid.
There shall be no step progression, merit adjustments, or lump-sum merit payments
after December 31, 2024, except as may be negotiated in the successor Collective
Bargaining Agreement.
The following parameters will apply to the wage grid:
A. Step Increases
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An employee will move to the next step that reflects another year in position or
receive a merit adjustment providing they have received a “successful” perfor-
mance evaluation rating for that year. At the discretion of the Fire Chief and the
Director of Human Resources, an employee may advance one extra step in the
annual performance evaluation pay period in order to maintain internal equity or
due to market competitiveness.
Employees hired below Step 6 shall be hired at a salary that is on a step.
B. Merit Increases – For Employees at or Above Step 6
On the pay period beginning closest to the employee’s anniversary date or promo-
tional date, employees shall be eligible for a merit increase of a minimum of one-
half percent (0.5%) up to a maximum of two and one-half percent (2.5%). In no
event shall merit adjustment be granted which exceeds the range for the position.
C. Lump Sum Merit Pay (top of range)
If an employee is at the maximum of their salary range, the employee is eligible for a
pay-for-performance increase of a minimum of one-half percent up to a maximum of
two and one-half percent (0.5%-2.5%) paid as a lump sum amount rather than a
recalculation of annual salary.
D. Grievance of Step or Merit Increase
Step and merit increases shall not be subject to grievance procedures. If a dispute
exists between an employee and their supervisor regarding a step or merit in-
crease, the dispute will be resolved by a review board consisting of the City Ad-
ministrator, Director of Human Resources, and a member of this bargaining unit.
E. Promotional Increase
All employees receiving a promotion to a new position in a higher grade level shall
receive a wage adjustment in the range of six (6) to ten (10) percent. The em-
ployee must be placed on a step in the higher grade level or within the merit range,
if applicable.
A. In order to be eligible for step progression, employees must receive at least sat-
isfactory performance evaluation ratings. Step progression for eligible employees
shall be on the employee’s anniversary date in rank and satisfactory performance
evaluations. There shall be no step progression after December 31, 2021 except
as may be negotiated in the successor Collective Bargaining Agreement.
B. When an employee is promoted to a Deputy Chief position, they shall be placed
on the start step of the Deputy Chief wage grid or the next highest step if their
existing pre-promotion wage rate exceeds the start wage rate.
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C. With the approval of the City Administrator and the Fire Chief, newly hired or pro-
moted Battalion or Deputy Chiefs may be advanced up to the four- (4) year step
on the grid due to external market pressures or for internal equity purposes.
A.F. To be eligible for a retroactive general wage increases, if applicable, the em-
ployees must be employed by the City prior to the date of ratification of this Agree-
ment by both parties.
7. Article 24, Reimbursable Pay, modified the rate of reimbursement as follows:
(Note for 2019 only: The reimbursable hourly wage rate modifications to this language
becomes effective the first full pay period in January of each contract yearfollowing
full execution of this Agreement.)
Employees who are directed by the Fire Chief to manage and/or participate on a spe-
cialty team where work time is reimbursed by the State or Federal government, shall
receive compensation for each hour worked outside of their normal work schedule at
a rate of pay equivalent to ninetyeight-five dollars ($9085.00)/hour in 2022, ninety-five
dollars ($95.00)/hour in 2023, and one-hundred dollars ($100.00)/hour in 2024. This
rate shall also apply to other major reimbursable emergency or disaster incidents de-
clared by the State or Federal government. This provision applies to on-duty employ-
ees who respond to the incident and to off-duty employees called in as back-up re-
sources.
8. Article 26, Duration of Agreement, discuss a three-year agreement for 2022-24.
9. Modify the entire contract, where applicable, to include the fire marshal and assistant
fire chief titles where battalion chief and deputy chief references are made.
10. Agree to other minor language changes, clarification, and/or corrections: IAFF will re-
view all edits prior to executing the contract.
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ADDENDUM A – FIRE SUPERVISORS WAGE GRID
2022 Pay Schedule -- 2.75% Wage Increase
GradMini-Step Step Step Step Step Step Max Min Max Min Max
e mum 1 2 3 4 5 6 PointPointas % as %
s s of of
Step Step
6 6
1
65,4867,4169,3371,2673,1975,1177,0492,45515 550 85.0120.0
2
69,9371,9974,0576,1178,1680,2282,2898,73551 580 85.0120.0
8 1 8 3 0 5 1 0
% %
3
75,3577,5779,7982,0084,2286,4488,65110,8581 635 85.0125.0
8 6 3 0 5 3 2 8
% %
4
81,1983,5885,9788,3690,7593,1395,52119,4636 678 85.0125.0
8 5 2 8 4 2 6 22
% %
5
87,4990,0692,6395,2097,78100,3102,9128,6679 709 85.0125.0
7 7 5 1 3 8 7 09
% %
6
94,2797,0499,81102,5105,3108,1110,9138,6710 760 85.0125.0
1 3 7 9 4 55 30 65
% %
7
101,5104,5107,5110,5113,5116,5119,5149,3761 800 85.0125.0
1 3 6 90 62 34 07 33
% %
8
109,4112,6115,8119,1122,3125,5128,7160,9801 830 85.0125.0
79 66 55 44 28 17 04 80
% %
9
117,9121,4124,8128,3131,8135,2138,7173,4831 920 85.0125.0
50 71 89 07 29 45 64 59
% %
32 00 69 36 07 77 43 30
% %
2023 Pay Schedule – 2.00% Wage Increase
Grade Mini-Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Max Min Max Min as Max as
mum Points Points % of % of
Step 6 Step 6
1
66,798 68,759 70,725 72,688 74,654 76,617 78,582 94,299 515 550 85.0% 120.0%
2
71,337 73,436 75,534 77,632 79,728 81,827 83,928 100,713 551 580 85.0% 120.0%
3
76,865 79,127 81,388 83,648 85,908 88,171 90,429 113,038 581 635 85.0% 125.0%
4
82,821 85,259 87,695 90,128 92,568 95,001 97,438 121,797 636 678 85.0% 125.0%
5
89,241 91,864 94,490 97,113 99,740 102,362 104,989 131,238 679 709 85.0% 125.0%
6
96,156 98,984 101,812 104,642 107,469 110,297 113,125 141,406 710 760 85.0% 125.0%
7
103,611 106,657 109,706 112,755 115,799 118,847 121,894 152,368 761 800 85.0% 125.0%
1101,812
8
111,639 114,924 118,207 121,489 124,776 128,056 131,339 164,178 801 830 85.0% 125.0%
9
120,291 123,828 127,366 130,903 134,443 137,983 141,518 176,899 831 920 85.0% 125.0%
2024 Pay Schedule -- 2.00% Wage Increase
Grade Mini-Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Max Min Max Min as Max as
mum Points Points % of % of
Step 6 Step 6
1
68,134 70,134 72,140 74,142 76,147 78,149 80,154 96,185 515 550 85.0% 120.0%
2
72,764 74,905 77,045 79,185 81,323 83,464 85,607 102,727 551 580 85.0% 120.0%
3
78,402 80,710 83,016 85,321 87,626 89,934 92,238 115,299 581 635 85.0% 125.0%
4
84,477 86,964 89,449 91,931 94,419 96,901 99,387 124,233 636 678 85.0% 125.0%
5
91,026 93,701 96,380 99,055 101,735 104,409 107,089 133,863 679 709 85.0% 125.0%
6
98,079 100,964 103,848 106,735 109,618 112,503 115,388 144,234 710 760 85.0% 125.0%
7
105,683 108,790 111,900 115,010 118,115 121,224 124,332 155,415 761 800 85.0% 125.0%
8
113,872 117,222 120,571 123,919 127,272 130,617 133,966 167,462 801 830 85.0% 125.0%
9
122,697 126,305 129,913 133,521 137,132 140,743 144,348 180,437 831 920 85.0% 125.0%
Implementation of Wage Grid 2022
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Effective the first full pay period in January 2022, employees will be placed into the new
pay schedule based on their 12/31/2021 annualized wage rate plus the 2.75% general
wage increase. Using this total amount, employees at or below Step 6 in the 2022 grid
noted above shall be placed on the step in the 2022 wage grid most closely aligning with
this wage rate. For employees whose total amount exceeds Step 6 of the 2022 pay sched-
ule, employees are placed in the merit range.
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