HomeMy WebLinkAboutResolution No. 007-25 - Resolution - Collective Bargaining Agreement 2025-27 IAFF Local 3908 Supervisors
RESOLUTION
Approving the Collective Bargaining Agreement with International Association of
Firefighters, Local 3908 – Fire Supervisors (Union) for the calendar years 2025-27.
WHEREAS, the Union and the City of Rochester are parties to an existing Collective
Bargaining Agreement (CBA) that expired on December 31, 2024; 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, 2025 - December 31, 2027; 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 2025-2027 CBA with
International Association of Firefighters, Local 3908 – Fire Supervisors.
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF
ROCHESTER, MINNESOTA, THIS __________ DAY OF _______________, 2025.
___________________________________
PRESIDENT OF SAID COMMON COUNCIL
ATTEST: __________________________
CITY CLERK
APPROVED THIS _____ DAY OF ______________________, 2025.
___________________________________
MAYOR OF SAID CITY
(Seal of the City of
Rochester, Minnesota)
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ATTACHMENT A
2025-2027 International Association of Firefighters, Local 3908 – Fire Supervisors
Summary of Collective Bargaining Agreement Changes
Article 5 - Holidays
A. 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 Day 89. Thanksgiving Day
3. President's Day 910. Day after Thanksgiving Day
4. Memorial Day 1011. 1/2 Day Christmas Eve Day
5. Juneteenth 11. 1/2 Day New Year's Eve Day
6. Independence Day 12. Christmas Day
67. Labor Day
B. 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.
C. Whenever any of the listed holidays falls on a Saturday, except December
thst
24 or December 31, the preceding Friday shall be a holiday.
D. Whenever any of the listed holidays falls on a Sunday, except December 24th
or December 31st, the following Monday shall be a holiday.
E. In the event Christmas Eve falls on a Sunday, it will be observed on the
preceding Friday. In the event Christmas Day falls on a Saturday, it will be
observed on the following Monday.
EF. SHIFT employees scheduled to work on the following holidays shall be
paid at one and one-half (1 ½) times the employee’s normal base rate of pay
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for a twenty-four- (24) hour shift: New Year’s Day, Juneteenth, July 4,
Thanksgiving Day, Day After Thanksgiving, and Christmas Day.
FG. SHIFT employees scheduled to work on the following holidays shall be
paid for the day that non-shift employees celebrate the holiday, at one and
one-half (1 ½) times the employee’s normal base rate of pay for a twenty-
four- (24) hour shift:
1. Martin Luther King Day 4. Labor Day
2. President’s Day5. Veteran’s Day
3. Memorial Day
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GH. SHIFT employees shall receive seven point eight fivesix point nine two
(6.927.85) hours, in lieu of the holiday, added to their vacation time each pay
period. The amount of time added shall not exceed one hundred eightytwo
hundred four (180204) hours per year (twenty-four \[24\] hours per the seven
eight point five \[78.5\] holidays allowed).
I. All regular, part-time employees working 20 or more, but less than 40 hours
per week are eligible to earn pro-rated holiday benefits.
J. 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.
Article 6 – Vacation
The Fire Chief or his/her designee must approve vacation time.
Employees shall earn vacation from the start of their employment. All regular,
part-time employees working 20 or more, but less than 40 hours per week are
eligible to earn pro-rated vacation benefits.
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 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.
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.
A. Vacation schedules for shift and non-shift Local 3908 members:
Non-Shift Fire Supervisors Shift Fire Supervisors
Time Worked Vacation Time Worked Vacation
Less than 1 year Prorated 80 hours Less than 1 year Prorated 5 work days
1 – 2 years 120 hours 1 – 2 years 5 work days
3 years 128 hours 3 years 6 work days
4 years 136 hours 4 years 7 work days
5 years 136 hours 5 years 8 work days
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6 years 160 hours 6 years 9 work days
7 years 168 hours 7 years 10 work days
8 years 168 hours 8 years 11 work days
9 years 168 hours 9 years 12 work days
10 years 176 hours 10 years 13 work days
11 years 176 hours 11 years 13 work days
12 years or > 200 hours 12 years or > 14 work days
The maximum amount of time in an employee’s total accrual bank (not including
saved vacation) that may be carried over at year-end (last pay date of the year) shall
be calculated as follows:
For shift employees: two (2) times the employee’s annual vacation accrual as
designated in the above vacation schedule plus the employee’s annual holiday
accrual. Formula: \[(2 x annual vacation accrual days from above schedule) + 7.5
holidays\] x 24 = maximum carry-over cap.
For non-shift employees: two (2) times the employee’s annual vacation accrual as
designated in the above vacation schedule. Formula: 2 x annual vacation accrual
hours from above schedule = maximum carry-over cap.
For Battalion Chiefs assigned training or planning responsibilities (who move
from shift to non-shift and back again): three (3) times the employee’s annual
vacation accrual as designated in the above non-shift vacation schedule. Formula:
3 x annual vacation accrual hours from above schedule = maximum carry-over cap.
Saved vacation hours may continue to be used until depleted or will be paid out upon
termination or retirement, if not depleted. No additional vacation will be transferred
to saved vacation.
Upon termination or retirement, one hundred percent (100%) of unused vacation,
including saved vacation, if applicable, shall be paid into an account maintained for
the benefit of the employee in the Minnesota State Retirement System (MSRS)
Health Care Savings Plan (HCSP) in lieu of payment in cash. This provision shall
not apply to any deceased employee. 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.
The maximum amount of time in an employee’s total accrual bank (not including
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saved vacation) that may be carried over at year-end (last pay date of the year)
shall be calculated as follows:
B. Vacation Carryover
A vacation accrual cap of two (2) times the annual vacation accrual rate is applied to
an eligible employee’s vacation balance each December after the last pay date
(payroll deposit). Any amount above the cap on that date would no longer be
included in the available vacation balance.
A second exception to the vacation carryover may 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
conversion 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.
Article 7, Sick Leave and Paid Family Leave
A. Sick leave with pay will be granted for a bona fide personal illness, medical
examination, medical treatment, legal quarantine, dental care, and for pre-
natal examination. Shift employees will make every effort to schedule and
take routine medical/dental examinations and appointments on their normal
days off.
When an employee is eligible for worker's compensation payments from the
City, he/shethey may supplement these payments with a prorated portion of
his/hertheir sick leave so that the combination of the two (2) will equal regular
pay. When his/hertheir sick leave account is exhausted, he/shethey will
receive worker's compensation payments only.
B. Sick leave also may be used in case of serious illness in the immediate
family, (immediate family shall mean the employee's spouse, children,
parents, brothers, sisters and spouse's parents) requiring the employee's
attendance and shall be for the actual time required, but not to exceed three
(3) work days for each incident. Serious illness shall not include dental or
routine medical appointments of family members.
C. Sick leave shall begin accruing from the start of the employee’s permanent
employment date. All regular, part-time employees working twenty (20) or
more, but less than forty (40) hours per week shall accrue pro-rated sick leave.
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D. For non-shift employees, eight (8) hours of sick leave shall be earned for
each calendar month of employment or major fraction thereof. For shift
employees, twelve (12) hours of sick leave shall be earned for each calendar
month of employment or major fraction thereof. Unused sick leave shall carry
over from year to year. There shall be no maximum accumulation limit.
E. Employees using earned sick leave shall be considered to be working for the
purpose of accumulating additional vacation leave or sick leave. Only days
that an employee would normally have worked will be charged against
his/hertheir sick leave account.
F. Employees claiming sick leave may be required to file competent written
evidence that they have been absent as authorized. Effective January 1,
2025, the documentation provisions referenced in the Earned Sick and Safe
Time Act, MS 181.9447, Subd 3, shall not apply to paid leave available to an
employee for absences from work in excess of the minimum amount required
by ESST, as such absences are covered by this article. Abuse of sick leave
or excessive absenteeism may result in disciplinary action. Sick leave taken
immediately preceding termination of employment or retirement of an
employee must be substantiated by written medical report.
G. Employees who have been unable to work for a period of time because of
illness or accident, may be required, before being permitted to return to work,
to provide medical evidence that they are again able to perform all significant
duties of their job in a competent manner and without hazard to themselves or
others.
H. Reasonable, prudent and bona fide use of sick leave normally includes the
requirements that the employee must be confined to residence or medical
facilities or in route between the same for the purpose of treatment or
recuperation. In those cases where an employee on sick leave must be away
for reasons other than those referred to above, the employee shall notify the
Fire Chief or the person designated to act in the absence of the Chief as soon
as possible of the reasons for not being confined.
I. Employees who are on sick leave and whose disability is of such an extent
that they are only unable to perform firefighting duties may, if mutually
agreed, be required, with a doctor's permission, to return to duty to perform
work within the medical limitations of their disability.
J. Sick leave shall be charged only to the employee normally scheduled to work
on a given day. When employees have arranged to change work days, the
employee who is working for another employee shall not be entitled to sick
leave except in those cases of emergencies and subject to the approval of the
Chief or his/her designated representative.
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K. Employees must notify the Fire Chief or delegated representative of their
need for leave at the earliest possible moment and preferably before the start
of their scheduled working hours. Failure to do so may result in disciplinary
action.
L. No sick leave of any kind will be granted after termination of employment
except as set forth in Article 8, Unused Sick Leave.
M. Sick leave may not be used for injury or illness resulting from employment
other than with the City.
N. Use of more than five (5) days of sick leave by shift or non-shift employees in
a calendar year, except for illnesses and injuries with medical
supervision/evidence, will require a referral to the Employee Assistance
Program for evaluation. This may be waived at the discretion of the Fire Chief
or his/her designee.
O. Consistent with Minnesota Statute § 181.9447, Subd. 12, firefighters must be
ready and available to respond to public emergencies or weather events, and
therefore may not use ESST for the “closure of the employee’s place of
business due to weather or other public emergency or an employee’s need to
care for a family member whose school or place of care has been closed due
to weather or other public emergency.” This exception is necessary for these
positions because they have preassigned or foreseeable work duties
requiring their response to the public emergency or weather event to ensure
the city maintains minimum staffing requirements to provide essential public
services.
P. Effective January 1, 2026, the Employer and Employee will split the premiums
for the Minnesota Paid Family and Medical Leave on a 50/50 basis with the
employee share payable through payroll deductions pursuant to MS 268B.14.
If the City negotiates (excluding Interest Arbitration awards) a PFML premium
split where the employee premium is less than 50%, the City and the Union
agree to meet and confer regarding the PFML premium split and annual wage
increases for 2026 and 2027.
Article 8 – Unused Sick Leave
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.
For employees hired prior to January 1, 2013: When an employee terminates
employment after ten (10) years of regular full-time or regular part-time
employment with the City of Rochester, the City will convert forty percent (40%)
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of the employee’s unused sick leave balance to be deposited to an individual
Minnesota State Retirement System (MSRS) Health Care Savings Plan (HCSP).
After ten (10) years of service, the dollar value of the accumulated sick leave
hours will be equal to forty percent (40%) of the total accumulated sick leave
hours at the time of termination/retirement multiplied by the employee’s hourly
rate of pay at the time of termination/retirement. Regular part-time employees
(those regularly scheduled for twenty (20) to thirty-nine (39) hours per week) and
who are not designated as temporary or seasonal will be eligible to convert forty
percent (40%) of their accumulated sick leave.
For employees hired on or after January 1, 2013: All employees who have
accrued ten (10) or more continuous years of full-time or regular part-time service
with the City, except those who are discharged for cause, shall convert forty
percent (40%) of the non-shift employee’s first one thousand two hundred (1,200)
hours of accumulated but unused sick leave balance or one thousand six
hundred and eighty (1,680) hours of a shift employee working two thousand nine
hundred twelve (2,912) hours in a year. This amount shall be deposited into an
individual Minnesota State Retirement System (MSRS) Health Care Savings
Plan (HCSP) and calculated at the employee’s regular rate of pay at time of
separation.
In case of permanent disability of an active employee, as determined by PERA,
an amount equal to one hundred percent (100%) of unused sick leave will be
deposited 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 the unused
sick leave balance will be paid in cash (less required State and Federal
withholdings) to the dependent(s).
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 normal payroll withholdings as
required by law.
Article 9 – Health/Dental Coverage, Life Insurance, General Liability, and
Automobile Liability
A. To be eligible for the benefits provided by this Article, employment must be
scheduled to last for more than six (6) months and twenty (20) hours per week.
Eligible employees working more than twenty (20) hours, but less than forty
(40) hours per week will earn pro-rated insurance benefits.
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A.B. The City will provide term life insurance as outlined in the master policy on
file in the City Clerk’s Office.
B.C. Health insurance coverage for newly hired eligible employees shall be
effective the first of the month following his/hertheir hire date.
C.D. The City will provide group medical insurance pursuant to the City’s self-
insured medical plan for eligible employees and will pay a portion of the monthly
premium as follows:
Medical Plan City’s Monthly Premium*
Basic Medical Plan Tier Effective Jan Effective Jan Effective Jan
20222025 20232026 20242027
Employee Only 88.5087.00% 88.0087.00% 87.5087.00%
Employee + Spouse 85.0083.50% 84.5083.50% 84.0083.50%
Employee + Child(ren) 85.0083.50% 84.5083.50% 84.0083.50%
Family 85.0083.50% 84.5083.50% 84.0083.50%
High Deductible Plan
Tier
Employee Only 88.5087.00% 88.0087.00% 87.5087.00%
Employee + Spouse 85.0083.50% 84.5083.50% 84.0083.50%
Employee + Child(ren) 85.0083.50% 84.5083.50% 84.0083.50%
Family 85.0083.50% 84.5083.50% 84.0083.50%
*Effective first full pay period in January
*Effective the first full pay check in January. The employee’s share of the
premium will be paid through a payroll deduction. The employee contribution
towards the cost of coverage(s) is divided among twenty-four (24) pay periods.
No payroll deduction is taken on the third pay period in any month.
D.E. The City shall contribute the following amounts to a Health Savings Account
(HSA) for eligible employees selecting the High-Deductible Health Plan
(HDHP) coverage:
High-Deductible Medical Annual Contribution to
Plan HSA*
Employee Only $1,400.00
Employee + Spouse $2,800.00
Employee +Child(ren) $2,800.00
Family $2,800.00
*The annual contribution to the HSA account is paid out over the first two pay
periods of each month (24 pay periods total).
E.F. The City will provide group dental coverage and will pay one hundred percent
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(100%) of the cost of employee coverage. Dependents may participate in the
same group dental coverage at the employee’s expense. The City will pay
eight-five percent (85%) of the cost of dependent coverage effective the first of
the month following his/hertheir date of hire.
FG. An employee on an authorized leave of absence from City employment
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who does not have earnings on the second (2) pay date of the month must
submit payment for individual and/or family health coverage to Human
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Resources prior to the twenty-fifth (25) of the month in order to maintain
coverage(s). During a Family and Medical Leave Act (FMLA) leave of
absence, the City will continue to pay its portion of the employee and
dependent coverage(s) cost. The employee is responsible for the remainder
of the cost of the coverage(s). Failure by the employee to make a timely
payment as described above will result in the loss of coverage(s).
GH. An employee’s group health coverage shall cease on the last day of the
month following his/hertheir termination date or on the date of the termination
if that is also the last day of the month.
HI. It is the employee’s responsibility to notify Human Resources, in writing, of all
desired changes in coverage, prior to their effective date, as well as paying
the cost of coverage(s) when he/she isthey are temporarily off the payroll.
IJ. The City assumes no liability or responsibility for failure to insure or for lapsed
or expired coverage.
J. Continuation of coverage will be available as provided by Federal and/or
State law and other provisions of this Agreement.
Article 10 – 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 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.
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 he/she 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
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coverage. City-sponsored life insurance may be continued until the retiree’s
th
seventy-fifth (75) birthday.
In order to retain City-sponsored health and/or dental coverage or life insurance,
the retiree and his/her 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.
If a retired employee dies, the surviving spouse may continue to participate in the
City-sponsored health and/or dental insurance group that the surviving spouse
participated in at the time of the retired employee’s death. The surviving spouse
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
th
City. Beginning on a retiree’s sixty-fifth (65) birthday, the amount of life insurance
coverage is limited by the underwriter to ten thousand dollars ($10,000).
Any lifetime maximum benefit designated in the City’s health coverage plan
document continues to be applied after retirement.
Article 14 – 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. Reference Addendum A for
a listing of salary ranges for 2022-2024 and placement of employees in the new wage
grid2025-2027.
2025: Effective the first full pay period in January of 2025, the base wages shall
increase by four percent (4.00%).
2026: Effective the first full pay period in January of 2026, the base wages shall
increase by four percent (4.00%).
2027: Effective the first full pay period in January of 2027, the base wages shall
increase by three percent (3.00%).
There shall be no step progression, merit adjustments, or lump-sum merit
payments after December 31, 20242027, except as may be negotiated in the
successor Collective Bargaining Agreement.
The following parameters will apply to the wage grid:
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A. Step Increases
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”
performance evaluation rating of “Meets Expectations” or “Exceeds
Expectations” for that year. At the discretion of the Fire Chief and the Director
of Human Resources, an employee’s salary rate may be adjusted 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
promotional date, employees shall be eligible for a merit increase of a
minimum of one-halfthree-fourths of a percent (0.75%) up to a maximum of
two and one-halfthree-fourths of a percent (2.75%), provided their annual
performance rating is “Meets Expectations” or “Exceeds Expectations”. 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-halfthree-fourths of a
percent up to a maximum of two and one-halfthree-fourths of a percent (0.75%-
2.75%) paid as a lump sum amount rather than a recalculation of annual salary
provided their annual performance rating is “Meets Expectations” or “Exceeds
Expectations”, provided their annual performance rating is “Meets
Expectations” or “Exceeds Expectations”.
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 increase, the dispute will be resolved by a review board consisting of
the City Administrator, 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) percenthave
their salary placed within the new salary range. The employee must be placed
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on a step in the higher grade level or within the merit range, if applicable.
Placement will be based on experience, qualifications, length of service, and
other relevant factors permitted by law.
When an employee is permanently appointed to a promotional position
immediately following the employee’s temporary appointment to the
promotional position with no break in service, the employee’s seniority date in
the promotional position shall revert back to the first day in the temporary
appointment.
All employees promoted into the bargaining unit on or after January 1, 2025,
will have their compensatory time accruals, if any, paid out in the pay period
following their promotion at the base rate they were receiving immediately
prior to their promotion.
To be eligible for a retroactive general wage increases, if applicable, the
employees must be employed by the City prior to the date of ratification of this
Agreement by both parties.
Article 16 – Funeral Leave
A death in an employee’s immediate family shall be considered funeral leave not
to exceed three (3) shifts as approved by the Fire Chief or his/her designee.
Immediate family is defined as: spouse, children, stepchildren, parents,
grandparents, grandchildren, sisters, brothers, all in-laws, Domestic Partner as
defined in City policy and guardians/step parents.
Up to one (1) day off to act as a pallbearer for individuals other than those listed
above will be granted and shall not exceed one (1) day.
Article 17 – Clothing Allowance
A. The City of Rochester and Local 3908-IAFF agree to a commissary distribution
of uniforms and related equipment. The Commissary policy and procedures
will be subject to approval of Local 3908-IAFF membership and City
Administration prior to implementation but no later than ninety (90) days after
the approval of this Agreement by the Union membership and City Council.
B. The City agrees to fund the Commissary to a level that assures each member
covered by this Agreement is able to maintain uniforms in accordance with the
uniform/equipment list as provided in this Agreement.
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C. Employees shall be provided uniforms and related equipment based on the
following uniforms/equipment list. 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.
UNIFORMS/EQUIPMENT
Duty Wear:
1. Uniform Shirts (4) 13. Coat Badge (1)
2. Uniform Pants (4) 14. Black Belt (1)
3. Windbreaker (1) 15. Black Stockings (6 pair)
4. Belt Utility Tool (1) 16. Duty Shoes (1 pair)
5. Winter Coat (1) 17. Duty Boots (1 pair)
6. Hood for Coat (1) Employee Option 18. Station Shoes (1 pair)
7. Winter Gloves (1 pair) 19. NY FF Job Shirt, Sweatshirt
8. Winter Cap (2) 20. T-Shirt and/or Tank Top (6 total,
9. Black Tie (1) maximum of 1 Tank Top)
10. Shirt Name Tag (1) 21. Uvex Neck Cord (1)
11. Coat Name Tag (1) 22. Uvex Safety Glasses (1)
12. Uniform Badge (1) 23. EMT Hip Holster Complete (1)
24. Baseball Cap (1)
Sleep Wear Accessories: Shorts (2), Sweatpants (1), Turnout Bag (1)
Hazardous Materials Overnight Accessories: Shaving Kit Bag (1), Overnight
Bag (1)
Other: Polo Shirt with Department Logo (3), Denim Shirt with Department Logo
(1), Cham- bray shirt with Department Logo (1), Dress Uniform (Coat,
Pants, and Hat) (1)
D. This list shall be subject to change during the term of this Agreement, subject
to recommendations of the uniform/equipment committee and approval of the
Fire Chief. Deletion of any item from this list shall be subject to negotiation
between the City and the Union.
E.D. The uniforms/equipment committee shall deal with all matters concerning
the uniforms/equipment list, including but not limited to, the following:
1. Items to be stocked in the Commissary.
2. Vendors approved for repairs/alterations.
3. Product styles/models.
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4. Product vendors.
This committee and the Fire Chief shall approve any revisions to Fire
Department Policy 228.
F. Acquisition or replacement and repair (including alterations) of items listed on
the uniforms/equipment list shall be provided by the City on an as-needed basis
upon request and with approval of the Fire Chief.
Whether an item is replaced or repaired (i.e. shoes resoled) shall be subject to
the employee's request and concurrence of the Fire Chief.
G. The Fire Chief 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 Fire Chief, renders the item unacceptable for use.
Article 24 – Reimbursable Pay
(The reimbursable hourly wage rate modifications to this language becomes
effective the first full pay period in January of each contract year. f)
Employees who are directed by the Fire Chief to manage and/or participate on a
specialty 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 ninety one hundred five
dollars ($90105.00)/hour in 20222025, ninety-fiveone hundred ten dollars
($95110.00)/hour in 20232026, and one hundred fifteen dollars
($100115.00)/hour in 2024 2027. This rate shall also apply to other major
reimbursable emergency or disaster incidents declared by the State or Federal
government. This provision applies to on-duty employees who respond to the
incident and to off-duty employees called in as back-up resources.
Article 26 – Duration of Agreement
st
The Agreement shall be effective as of the first (1) day of January 2022 2025
st
and shall remain in effect through the thirty-first (31) day of December
20242027.
This Agreement shall be automatically renewed from year to year thereafter,
unless either party wishes to reopen negotiations. Either party may reopen
negotiations by notifying the other party in writing of their intention by May first
st
(1) of the last contract year.
This Agreement is entered into between the City of Rochester and Local 3908 of
the International Association of Firefighters.
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ADDENDUM A
Implementation of Wage Grid 2022
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
schedule, employees are placed in the merit range.
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2025 Pay Schedule -- 4.00% Wage Increase
GradeMinimumStep 1Step 2Step 3Step 4Step 5Step 6MaxMin PtsMax Pts
1
71,554 73,655 75,761 77,864 79,970 82,073 84,177 101,013515550
2
76,416 78,665 80,912 83,159 85,405 87,653 89,904 107,883551580
3
82,338 84,761 87,183 89,603 92,024 94,449 96,868 121,086581635
4
88,718 91,330 93,939 96,545 99,159 101,765 104,375 130,469636678
5
95,595 98,405 101,218 104,027 106,841 109,650 112,465 140,582679709
6
103,003 106,032 109,061 112,092 115,121 118,150 121,180 151,474710760
7
110,988 114,251 117,517 120,784 124,044 127,308 130,573 163,217761800
8
119,588 123,107 126,623 130,139 133,660 137,174 140,690 175,867801830
9
128,856 132,645 136,434 140,223 144,015 147,807 151,595 189,494831920
2026 Pay Schedule -- 4.00% Wage Increase
GradeMinimumStep 1Step 2Step 3Step 4Step 5Step 6MaxMin PtsMax Pts
1
74,416 76,601 78,791 80,979 83,169 85,356 87,544 105,054515550
2
79,473 81,812 84,148 86,485 88,821 91,159 93,500 112,198551580
3
85,632 88,151 90,670 93,187 95,705 98,227 100,743 125,929581635
4
92,267 94,983 97,697 100,407 103,125 105,836 108,550 135,688636678
5
99,419 102,341 105,267 108,188 111,115 114,036 116,964 146,205679709
6
107,123 110,273 113,423 116,576 119,726 122,876 126,027 157,533710760
7
115,428 118,821 122,218 125,615 129,006 132,400 135,796 169,746761800
8
124,372 128,031 131,688 135,345 139,006 142,661 146,318 182,902801830
9
134,010 137,951 141,891 145,832 149,776 153,719 157,659 197,074831920
2027 Pay Schedule -- 3.00% Wage Increase
GradeMinimumStep 1Step 2Step 3Step 4Step 5Step 6MaxMin PtsMax Pts
1
76,648 78,899 81,155 83,408 85,664 87,917 90,170 108,206515550
2
81,857 84,266 86,672 89,080 91,486 93,894 96,305 115,564551580
3
88,201 90,796 93,390 95,983 98,576 101,174 103,765 129,707581635
4
95,035 97,832 100,628 103,419 106,219 109,011 111,807 139,759636678
5
102,402 105,411 108,425 111,434 114,448 117,457 120,473 150,591679709
6
110,337 113,581 116,826 120,073 123,318 126,562 129,808 162,259710760
7
118,891 122,386 125,885 129,383 132,876 136,372 139,870 174,838761800
8
128,103 131,872 135,639 139,405 143,176 146,941 150,708 188,389801830
9
138,030 142,090 146,148 150,207 154,269 158,331 162,389 202,986831920
*Grade placement is based on work points with Deputy Chief being grade 9 with 860
points, Assistant Chief is grade 8 with 818 points, Fire Marshal is grade 7 with 783
points each and Battalion Chief is also grade 7 with 774 points.
Delete Obsolete MOU/MOA’s, Contract Clean-up
Delete the following MOU/MOA’s
Juneteenth MOA
2024 Wage Schedule MOU
Step and Merit Increases MOU
Eliminate he/she pronouns and other grammatical errors.
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