HomeMy WebLinkAboutResolution No. 110-24 - Resolution - 2023-2025 CBA with IAFF Local 520 - RFD
RESOLUTION
Approving the Collective Bargaining Agreement with the International Association
of Firefighters, Local 520 (Union) for the calendar years 2023-25.
WHEREAS, the International Association of Firefighters, Local 520 (“Union”) and the City
of Rochester (“City”) are parties to an existing Collective Bargaining Agreement (CBA)
that expired on December 31, 2022; 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
January 1, 2023 - December 31, 2025; and
WHEREAS, Attachment A summarizes the changes negotiated to the existing CBA
between the parties.
NOW, THEREFORE, BE IT RESOLVED that the Common Council of the City of
Rochester approves and ratifies the attached changes to the 2023-2025 CBA with the
International Association of Firefighters, Local 520.
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF
ROCHESTER, MINNESOTA, THIS __________ DAY OF _______________, 2024.
___________________________________
PRESIDENT OF SAID COMMON COUNCIL
ATTEST: __________________________
CITY CLERK
APPROVED THIS _____ DAY OF ______________________, 2024.
___________________________________
MAYOR OF SAID CITY
(Seal of the City of
Rochester, Minnesota)
ATTACHMENT A
2023-2025 International Association of Firefighters, Local 520
Summary of Collective Bargaining Agreement Changes
1. Article 2 – Recognition
The City recognizes the Union as the exclusive bargaining agent or representative
for all employees in the classification of Firefighter, Fire Inspector, Motor Operator,
Assistant Fire Marshal and Captain in the Rochester Fire Department.
2. Article 5 – Holidays
Non-shift employees covered by this Agreement shall receive the following paid holidays
subject to the limitations below:
1. New Year's Day 78. Veteran's Day
2. Martin Luther King's Day 89. Thanksgiving Day
3. President's Day 910. Day after Thanksgiving Day
4. Memorial Day 1011. One-half (1/2) day Christmas Eve
Day
5. Juneteenth
6. Independence Day 1112. One-half (1/2) day New Year's Eve
Day
67. Labor Day 1213. Christmas Day
B. Work performed on the above holidays by eligible non-shift employees shall be
paid for at one and one-half (1 1/2) times the normal hourly rate in addition to the holiday
pay.
C. Any non-shift employee who is on vacation that extends through a holiday period
shall not be charged for a day or days of vacation for the holiday.
D. Whenever any of the listed holidays falls on a Saturday, except December 24th
or December 31st, the preceding Friday shall be a holiday.
E. Whenever any of the listed holidays falls on Sunday, except December 24th and
December 31st, the following Monday shall be a holiday.
F. To be paid for these holidays, it shall be necessary for the employee to work, or
be on pre-requested vacation or sick leave, the day before and after the holiday.
G. Shift employees shall receive six point nine two (6.92)seven point eight five
(7.85) hours, in lieu of the holiday, added to their vacation time each pay period. The
amount of time added shall not exceed one hundred eighty (180) two-hundred four (204)
hours per year (twenty-four \[24\] hours per the seven eight point five \[78.5\] holidays
allowed).
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H. Shift employees scheduled to work on the following holidays shall be paid at one
point six three (1.63) times the employee’s normal rate of pay for a twenty-four (24) hour
shift:
1. New Year's Day 45. Day after Thanksgiving Day
2. Juneteenth
3. Independence Day56. Veteran’s Day
34. Thanksgiving Day 67. Christmas Day
I. Shift employees scheduled to work on the following holidays shall be paid for the
day that non-shift employees celebrate the holiday, at one point six three (1.63) times
the employee’s normal rate of pay for a twenty-four (24) hour shift:
1. President's Day 3. Labor Day
2. Memorial Day 4. Martin Luther King's Day
3. Article 6 – Vacation
A. Employees shall not be granted any vacation until they have completed the
probationary period, except by mutual agreement between the Union employee and
the Fire Chief or his/her designee. However, a vacation request by a probationary
employee shall be considered on the same basis as a request by an employee who
has passed probation.
B. Employees shall earn vacation benefits from the start of their regular
employment.
C. No vacation benefits shall accrue to an employee terminating within six (6)
months of his/hertheir employment date.
D. Vacations may not be taken without advance approval of the Chief or a
designated representative.
E. Priority for vacation dates shall be based on seniority on an employee's
respective shift or division as far as feasible.
F. Upon termination in good standing, employees shall have the balance of
his/hertheir accrued and saved vacation (if any) deposited to an individual Minnesota
State Retirement System (MSRS) Health Care Savings Plan (HCSP). However, when
an employee has applied for and been granted an irrevocable waiver of participation by
MSRS and provided to the Employer written documentation of such waiver; amounts
payable for unused vacation in the event of an eligible employee’s separation shall be
paid to the employee rather than to the MSRS Health Care Savings Plan. Such
payments to the employee shall be subject to normal payroll withholdings as required by
law.
G. When an employee is scheduled for vacation and requires a physician's care or
is hospitalized for a minimum of three (3) consecutive days, one (1) of which is a
scheduled vacation day and providing they submit written evidence that he/shethey
would be unable to use the vacation as desired, the employee may reschedule
his/hertheir vacation days lost.
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When an employee is on vacation and requires a physician's care or is hospitalized for a
minimum of three (3) consecutive days, two (2) of which are scheduled vacation days
and providing he/shethey submits written evidence that he/shethey would be unable to
use the vacation as desired, the employee may reschedule his/hertheir vacation days
lost.
Firefighters hired before 1/1/03, who have not depleted their vacation saved balances
prior to retirement or termination, authorize the City of Rochester to deposit an amount
equal to any remaining vacation saved balance in an individual Minnesota State
Retirement System (MSRS) Health Care Savings Plan (HCSP). However, when an
employee has applied for and been granted an irrevocable waiver of participation by
MSRS and provided to the Employer written documentation of such waiver; amounts
payable for vacation saved, in the event of an eligible employee’s separation, shall be
paid to the employee rather than to the MSRS Health Care Savings Plan. Such
payments to the employee shall be subject to the normal payroll withholdings as
required by law.
4. Article 8 – Unused Sick Leave Benefits After Retirement
Unused Sick Leave
When Except as provided below, when an employee separates after ten (10) years of
regular full-time or regular part-time employment with the City of Rochester, the City will
deposit an amount equal to forty percent (40%) of the total accumulated sick leave hours
(at the time of separation) multiplied by the employee's hourly rate of pay (at the time of
separation) into an individual Minnesota State Retirement System (MSRS) Health Care
Savings Plan (HCSP).
In Except as provided below, in case of permanent disability of an active employee, as
determined by PERA, or in case of an active employee with at least 20 years of service
who receives a PERA award for continued health coverage, pursuant to MS 299A.465,
the City will deposit an amount equal to one hundred percent (100%) of unused sick
leave in a MSRS Health Care Savings Plan for the use of the employee as governed by
MSRS rules.
In case of the death of an active employee who has a dependent(s), an amount equal to
one hundred percent (100%) of unused sick leave will be paid in cash (less required
State and Federal withholdings) to the dependents.
Hours paid shall be on the basis of a regular five (5) eight- (8) hour day per week work
schedule such as that established for non-shift employees. Therefore, twenty-four- (24)
hour shift personnel shall have their sick leave balance converted, by the normal formula,
to the eight- (8) hour non-shift schedule prior to determining any payment under this
Article. The factor to be used is point seven one four three (.7143).
When an employee has applied for and been granted an irrevocable waiver of participation
by MSRS and provided to the Employer written documentation of such waiver; amounts
payable for unused sick leave in the event of an eligible employee’s separation or
permanent disability as specified above shall be paid to the employee rather than to the
MSRS Health Care Savings Plan. Such payments to the employee shall be subject to
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normal payroll withholdings as required by law.
Option to Purchase City-Sponsored Health Coverage, Dental Coverage, and/or Life
Insurance after Retirement
An employee who retires from regular full-time employment with the City of Rochester may
continue to participate indefinitely in the City-sponsored health and/or dental insurance
group that the employee participated in immediately prior to retirement. The retiree may
receive dependent coverage only if s/he received dependent coverage immediately prior to
retirement. A retiree who initially selects dependent coverage may later drop dependent
coverage while retaining individual coverage, but the retiree may not drop individual
coverage and retain dependent coverage. City-sponsored life insurance may be continued
th
until the retiree’s seventy-fifth (75) birthday.
In order to retain City-sponsored health and/or dental coverage or life insurance, the retiree
and his/hertheir spouse, if applicable, must authorize the requisite deductions from a
checking or savings account in the amount that is designated by the City and may be
changed from time to time through written notification from the City.
For the retiree, until age sixty-five (65), the amount of life insurance coverage which can be
purchased is any amount, in one thousand dollar- ($1,000) increments, between a
minimum of ten thousand dollars ($10,000) and a maximum of the amount of coverage
available to the employee on the date of retirement from the City. Beginning on the
th
retiree’s sixty-fifth (65) birthday, the amount of life insurance coverage is limited by the
underwriter to ten thousand dollars ($10,000).
Any life-time maximum benefit designated in the City’s health coverage plan document
continues to be applied after retirement.
Effective the first of the month following the date this Agreement is signed by both
parties, the above language regarding the option for retirees to purchase insurance shall
be null and void in its entirety and replaced by the following:
An employee who retires from regular full-time employment with the City of Rochester
may continue to participate in the City-sponsored benefits the employee had
immediately prior to retirement pursuant to state and federal law, the City's
Organizational policies, as well as benefit plan documents. Spouses of retirees that are
deceased will be allowed to continue coverage under state and federal law.
This amendment shall automatically be incorporated into the successor to this
Agreement without further negotiation.
5. Article 9 – Insurance
The City will provide term life insurance in an amount equal to the employee's annual
salary rounded to the next highest thousand as outlined in the master policy on file in the
City Clerk's Office. Effective the first of the month following the date this Agreement is
signed by both parties, or earlier as determined in the sole discretion of the Employer for
administrative convenience or necessity. The above language regarding City-provided
term life insurance shall be null and void in its entirety and replaced by the following:
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The City will provide term life insurance in an amount equal to two (2) times the
employee’s annual base salary rounded to the next highest thousand as outlined in
the master policy on file in the City Clerk’s Office.
This amendment shall automatically be incorporated into the successor to this
Agreement without further negotiation.
A. The City will provide group medical insurance to eligible employees and pay a portion
of the total premium as follows:
Medical Plan City’s Monthly Premium
Basic Medical Plan Tier Effective Effective Effective
20202023 20212024 20222025
Employee Only 90.7588.00% 89.7587.50% 88.5087.00%
Employee + Spouse 87.2584.50% 86.2584.00% 85.0083.50%
Employee + Child(ren) 87.2584.50% 86.2584.00% 85.0083.50%
Family 87.2584.50% 86.2584.00% 85.0083.50%
High Deductible Plan Effective Effective Effective
20202023 20212024 20222025
Employee Only 90.7588.00% 89.7587.50% 88.5087.00%
Employee + Spouse 87.2584.50% 86.2584.00% 85.0083.50%
Employee + Child(ren) 87.2584.50% 86.2584.00% 85.0083.50%
Family 87.2584.50% 86.2584.00% 85.0083.50%
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B. The parties agree to an insurance reopener for 2024 and 2025 if there is a reduction
in the aggregate value of benefits of the City’s Health Plan.
6. Article 12 – Union Business
A. Members of the negotiating team shall be allowed time off without loss of pay to attend
all meetings which shall be mutually set by the Employer and the Union. In addition,
an elected or designated Union representative(s) will be permitted, without loss of pay
and with prior approval of the Fire Chief, to use up to a combined total of seventy-two
(72)ninety-six (96) hours per year to attend IAFF or Minnesota Professional
Firefighters (MPFF) conferences.
7. Article 13 – Wages
stst
Effective the first (1) day of the first (1) full pay periods in January, the following wage
adjustments across the board adjustments to all pay rates will be made equal to a two
and one-half percent (2.50%) increase for both 2020 and 2021 , and a two and three-
quarters percent (2.75%) increase in 2022 (Appendix A).:
2023 – General Wage Adjustment on all Steps and Job Classifications:
2.00% general wage increase for all steps of the wage schedules for all represented job
classifications.
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Market Adjustment:
After the application of the base wage adjustment, a new step shall be added to the top of
the wage scale for all job classes. The new step (Step F for Firefighter and Fire Inspector;
Step C for all other job classes) shall be 4.00% above the prior top step. Employees who
had been at the prior top step since January 1, 2022, would move to the new top step on
the effective date. Employees who attained the prior top step after January 1, 2022, would
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move to the new top step on their anniversary date following 12 months at the prior top
step.
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2024 – General Wage Adjustment on all Steps and Job Classifications:
3.00% general wage increase for all steps of the wage schedules for all represented job
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classifications.
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2025 – General Wage Adjustment on all Steps and Job Classifications:
3.00% general wage increase for all steps of the wage schedules for all represented job
classifications.
Wages – Fire Inspector
Effective as of the first day of the first full pay period in 2023, the Fire Inspector will be
compensated at the same wage rates as the Firefighter (Non-Shift) job classification
(including the market adjustment).
Employees who are terminated from employment for cause and employees who are
released during their probationary period, prior to ratification of a successor agreement,
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shall not be eligible for any agreed upon retroactive wage increases.
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8. Article 16 – Clothing Allowance
C. Employees shall be provided uniforms and related equipment based on the following
Uniforms/Equipment list established by the Fire Administration and the
Uniform/Equipment Committee.
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UNIFORMS/EQUIPMENT
Duty Wear:
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1. Uniform Shirts (4) 15. Uniform Badge (1)
2. Uniform Pants (4) 16. Coat Badge (1)
3. Uniform Shorts (1) 17. Black Belt (1)
4. Coveralls (1) 18. Black Stockings (6 pair)
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5. Windbreaker (1) 19. Duty Shoes (1 pair)
6. Belt Utility Tool (1) 20. Duty Boots (1 pair)
7. Winter Coat (1) 21. Station Shoes (1 pair)
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8. Hood for Coat (1) Employee Option 22. NY FF Job Shirt,
Sweatshirt or
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9. Winter Gloves (1 pair) Fleece Jacket (2 total)
10. Winter Cap (2) 23. T-Shirt and/or Tank Top (6 total)
11. Black Tie (1) (maximum of 1 tank top)
12. Shirt Name Tag (1) 24. Uvex Safety Glasses (1)
13. EMT Hip Holster Complete (1) 25. Uvex Neck Cord (1)
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14. Coat Name Tag (1) 26. Baseball Cap (1)
Tramp and Sleep Wear Accessories: Haz-Mat Overnight Accessories:
1. Shorts (2) 1. Shaving Kit Bag (1)
2. Sweatpants (1) 2. Overnight Bag (1)
3. Turnout Bag (1)
G.An employee's supervising officer shall have the authority to require an item worn or
used by the employee be replaced due to wear, damage or other circumstance that in the
opinion of the officer renders the item unacceptable for use.
Any revisions to Fire Department Uniform and Ceremony Essentials Procedures Guide
Policy 228 shall be approved by this Committee and the Fire Chief.
9. Article 17 – Outside Employment
Employees may accept outside employment during their off-duty hours provided such
employment is not illegal, would not constitute a conflict of interest, and/or would not
bring discredit to the City or the Fire Department.covered by this Agreement will not
engage in any outside employment or business which might hinder their impartial or
objective performance of their duties. More than twenty (20) hours per week of part-time
work shall be excessive unless the person is on vacation leave. An employee shall give
written notice of outside employment to All part-time employment must be approved by
the Fire Chief or a designated representative before commencing employment. An
employee may be required to cease their outside employment if it is determined that
such outside employment is in conflict with this provision or it is demonstrated that such
outside employment is negatively impacting an employee’s ability to perform the
essential functions of their job as a firefighter. For the purposes of this Section, “outside
employment” means working in the capacity of an employee of another person or entity
or as a paid-on-call or volunteer firefighter.
10. Article 18 – Response Time
As a condition of employment, employees covered by this Agreement must establish
and maintain their residence within a response time of no more than thirty (30) fifty (50)
minutes from the City limits of the City of Rochester Station One within one (1) year of
passing probation.
11. Article 20 – Grievance Procedure
A.Grievance Procedure
A grievance means a dispute or disagreement involving the interpretation or application
of the terms of this Agreement, or the Fire Department Rules and Regulations.
A grievance by an employee or on behalf of an employee shall be settled processed by
the following grievance procedure starting at Step One.
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A disciplinary or class grievance (impacting three or more similarly situated employees)
by and on behalf of the Union shall be settled by the grievance procedure which follows;
may be commencedstarting at Step ThreeTwo.
Step One
The aggrieved employee shall present the grievance orally to their Battalion Chief,
accompanied by a Union representative within twenty (20) calendar days of the alleged
occurrence. The Battalion Chief shall discuss the grievance with the employee and the
Union Representative.
Step Two
If the grievance is not settled in Step One, tThe employee or Union may shall present the
grievance in writing to the Battalion Chief. The written grievance shall give the nature of
the grievance describing the violation, misinterpretation, or disagreement and the remedy
sought. The grievant Grievant and/or the Union must sign it, and it must be presented to
the Battalion Chief within twenty (20) calendar days from the alleged violation of the Labor
Agreement or Fire Department Rules and Regulations. The Battalion Chief shall give a
written reply within twenty (20) calendar days after the written grievance was received.
Step ThreeTwo
If the grievance is not settled in Step Two One, and the Union may refer the grievance to
Step Two by giving written notice of such referral desires to appeal, a written appeal shall
be made by the Union to the Fire Chief within twenty (20) calendar days of receipt of the
Battalion Chief’s Step One reply. By mutual agreement between the Union and the Fire
Chief, a meeting may be scheduled by the Chief to discuss the grievance. The Grievant
will participate in this meeting with the Fire Chief. Following this meeting, the Fire Chief
or a designated representative shall give a written reply within ten (10) calendar days. If
no Step Two meeting is held,the parties do not mutually agree to schedule a meeting, the
Fire Chief shall provide a written response regarding the grievance within twenty (20)
calendar days of receipt of the written appealreferral.
Step FourThree
In the caseIf the grievance is not settled in Step ThreeTwo, the Union may refer the
grievance to Step Three by giving written notice of such referral, a written appeal may be
forwarded to the Director of Human Resources within twenty (20) days of the Fire Chief’s
Step Three Two reply. Unless the parties mutually agree to waive a Step Three meeting,
aA meeting may shall be scheduled, if needed, by the Director to be attended by the
Director, the Employer’s representatives and the with the Fire Chief, Union’s
representatives, and the Grievant to discuss the grievance. The Director of Human
Resources will give the Union a written Step Three the Employer’s Step Four response
within ten (10) calendar days of the meeting. If the parties do not meetno Step Three
meeting is held, the Director shall provide a written response regarding the grievance
within twenty (20) calendar days of receipt of the Union’s written appealreferral.
Step FiveFour
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If not settled at Step FourThree, either party may request mediation from the Bureau of
Mediation Services within twenty (20) calendar days of the receipt of the response from
the Director of Human Resources. In the event it is not settled through mediation, the
Union may refer the dispute shall go to arbitration at the request of the Union.
Step SixFive
The request referral to for arbitration must be made by the Union to the Director of Human
Resources within twenty (20) calendar days of the determination of impasse the final Step
Four mediation date or the Step Three reply, if there is no Step 4 mediation. If the City
and the Union can agree on an Arbitrator, such person shall be named as the Arbitrator
for this grievance. In case both parties cannot agree on an Arbitrator within twenty (20)
days, they shall request a list of three seven (37) names from the Bureau of Mediation
st
Services (BMS). The City shall strike the first (1) name from the list; the Union shall then
strike one (1) name. The process will be repeated and the remaining person shall be the
Arbitrator for the grievance. The Arbitrator shall be notified of his/hertheir selection by a
joint letter correspondence from the City and the Union. The Arbitrator shall consider only
the specific issue presented to him/herthem by a joint correspondence from the City and
the Union. The Arbitrator shall consider only the specific issue(s) presented to them and
shall have no power to add to, subtract from, or modify in any way the terms of this
Agreement, the Fire Department Rules and Regulations, or the Civil Service Rules. The
Arbitrator's decision shall be rendered within thirty (30) days of the close of the hearing or
submission of written briefs by the parties, whichever is later.
It is understood by both parties that:
1. The cost of the Arbitrator shall be paid equally by the City and the Union.
2. Each party shall pay the cost of its witnesses, legal fees, and
representatives.
3. The decision of the Arbitrator shall be final and binding.
4. In the event a cancellation penalty is charged by the Arbitrator, the party
requesting the cancellation will pay such penalty, unless otherwise mutually
agreed.
B.Election of Remedy
If the grievance remains unresolved after Step Three or Step Four, the grievance may be
referred to either Step Five or to a procedure such as Civil Service, Veteran’s preference,
or Human Rights. If appealed to any procedure other than Step Five, the grievance is not
subject to arbitration pursuant to Step Five. The employee shall indicate in writing which
procedure the employee chooses to use. An employee pursuing a remedy pursuant to a
statute under the jurisdiction of the United States Equal Employment Opportunity
Commission may also pursue an appeal under the grievance procedure of this Agreement.
If a court of competent jurisdiction rules contrary to the ruling in EEOC v. Board of
Governors of State Colleges and Universities, 957 F.2d 424 (7th Cir.), cert. denied, 506
U.S. 906, 113 S. Ct. 299 (1992), or if Board of Governors is judicially or legislatively
overruled, the italicized portion of this section shall be null and void and deleted.
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12. Article 27 – Discipline (New)
A. The employer shall impose discipline only for just cause.
B. Discipline may be in the form of:
1) Written Reprimand
2) Suspension
3) Demotion
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4) Termination
A, B, C, … + Start at: 1 + Alignment: Left + Aligned at:
13. Article 28 – Reinstatement (New)
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When an employee is reinstated to any job classification previously held by the former
employee, the employee’s prior service to the Department shall be included for purposes of
establishing the person’s seniority, eligibility for promotion, rate of compensation, vacation
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accrual rate, and other benefits of employment under this Agreement based on length of
service, in the same manner as if the employee had been on an unpaid leave of absence
bullets or numbering
during the period of separation.
14. Article 29 – Labor-Management Committee (New) Formatted: Numbered + Level: 1 + Numbering Style:
The parties shall establish a Labor-management Committee and participate in training from
A, B, C, … + Start at: 1 + Alignment: Left + Aligned at:
BMS to discuss matters of mutual interest or concern.
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15. Article 30 – Standby Compensation for Assistant Fire Marshal and
Emergency Management Support Personnel (New)
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Employees who serve in the job classifications of Assistant Fire Marshall or who are
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assigned to the Emergency Management Department are considered to be “on call”
whenever they are: required by the Employer to carry a cell phone or pager for the
purpose of being immediately available to report to work; required to respond to calls or
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pages; and subject to discipline if they fail to respond to a call or a request to report to
work.
2, 3, … + Start at: 1 + Alignment: Left + Aligned at:
An employee so assigned to on-call status shall be compensated with a stipend of $40
0.75" + Indent at: 1"
for being on call on Monday, Tuesday, Wednesday, or Thursday; and $50 for being on
call on a Friday, Saturday, Sunday, or holiday, without regard to whether the employee
is called in to work while on call. For purposes of this section, the designated day begins
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at 8:00 a.m.
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16. Article 31 – Duration of Agreement
The Agreement shall be effective January 1, 2020 2023 and shall remain in effect
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through December 31, 20222025.
17. Contract Clean-up
Eliminate he/she pronouns and other grammatical errors.
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18. Appendix A – Wages
WAGES
Effective First Full Pay Period in January 20202023
(2. 52.00% Increase)
F
20202023 A B C D E
2 3 4 5
CLASSIFICATION START 1 YEAR YEARS YEARS YEARS YEARS
Firefighter
(Shift) 22.397 24.468 25.698 27.112 29.851 31.045
Firefighter
(Non-Shift) &
Fire Inspector 31.355 34.255 35.979 37.956 41.785 43.456
Motor Operator
(Shift) 31.338 32.831 34.144
Motor Operator
(Non-Shift) 43.875 45.964 47.803
Assistant Fire
Marshal (Non-
Shift) - appointed
before 1/4/07 48.053 50.143 52.149
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Assistant Fire
Marshal (Non-
Shift) - appointed
on/after 1/4/07 47.128 49.180 51.147
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Captain (Shift) 36.039 37.309 38.801
Captain (Non-
Shift) 50.456 52.232 54.321
SHIFT = 2,912 hours NON-SHIFT = 2,080 hours
WAGES
Effective First Full Pay Period in January 20212024
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(2.53.00% Increase)
F
20212024 A B C D E
2 3 4 5
CLASSIFICATION START 1 YEAR YEARS YEARS YEARS YEARS
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Firefighter
(Shift) 23.069 25.202 26.469 27.925 30.747 31.976
Firefighter
(Non-Shift) &
Fire Inspector 32.296 35.283 37.058 39.095 43.039 44.760
Motor Operator
(Shift) 32.278 33.816 35.168
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Motor Operator
(Non-Shift) 45.191 47.343 49.237
Assistant Fire
Marshal (Non-
Shift) - appointed
before 1/4/07 49.495 51.647 53.713
Assistant Fire
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Marshal (Non-
Shift) - appointed
on/after 1/4/07 48.542 50.655 52.681
Captain (Shift) 37.120 38.428 39.965
Captain (Non-
Shift) 51.970 53.799 55.951
SHIFT = 2,912 hours NON-SHIFT = 2,080 hours
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WAGES
Effective First Full Pay Period in January 20222025
(2.753.00% Increase)
F
20222025 A B C D E
2 3 4 5
CLASSIFICATION START 1 YEAR YEARS YEARS YEARS YEARS
Firefighter
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(Shift) 23.761 25.958 27.263 28.763 31.669 32.935
Firefighter (Non-
Shift) & Fire
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Inspector 33.265 36.341 38.170 40.268 44.330 46.103
Motor Operator
(Shift) 33.246 34.830 36.223
Motor Operator
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(Non-Shift) 46.547 48.763 50.714
Assistant Fire
Marshal (Non-
Shift) - appointed
before 1/4/07 50.980 53.196 55.324
Assistant Fire
Marshal (Non-
Shift) - appointed
on/after 1/4/07 49.998 52.175 54.261
Captain (Shift) 38.234 39.581 41.164
Captain (Non-
Shift) 53.529 55.413 57.630
SHIFT = 2,912 hours NON-SHIFT = 2,080 hours
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19. Letter of Understanding
MEMORANDUM LETTER OF UNDERSTANDING
BETWEEN THE UNION OF ROCHESTER AND
THE INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, LOCAL 520
PARAMEDIC SPECIALTY PAY
This Memorandum of Understanding is between the City of Rochester (hereafter “City”)
and the International Association of Fire Fighters, Local 520 (hereafter “Union”) who are
parties to a Collective Bargaining Agreement (hereafter “CBA”) in effect from January 1,
2020 through December 31, 2022.
WHEREAS, the CITY and Union agree this MOU is specifically limited to the purpose of
providing paramedic services to protect employees and citizens within a restricted access
area where other Advanced Life Support (hereafter ALS) providers will not or cannot
operate.
WHEREAS, the City will not assign personnel to perform routine day-to-day ALS task
assignments unrelated to specialty group tasks or at non-specialty team incidents where
other ALS services are available.
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WHEREAS, employees who are registered paramedics may function as an ALS provider
when assigned by the Fire Chief to serve a medical role during a specialty-group medical
training event.
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THEREFORE, the City and Union agree as follows:
Commented \[CT1\]:
1. Employees who are registered paramedics and assigned by the Fire Chief to perform
ALS tasks when no other ALS service provider will perform said tasks, will be eligible
for specialty pay in the amount of $2.00 per hour for all hours worked. Effective the
first full pay period of 2024, the amount shall increase to $2.50. Except as provided in
paragraph number 2, below, such tasks shall include group training for which an
employee is assigned specifically to provide or train to provide ALS services.
2. Employee time in training to meet the EMT-Basic or EMT-Paramedic recertification
requirements are not eligible for specialty pay.
3. This MOU represents the complete and total agreement between the Employer and
the Union and will continue in effect for the duration of this contract, unless terminated
by one party by giving a minimum of thirty days advanced written notice to the other
party.
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