PUBLIC EMPLOYEES RELATIONS COMMISSION/DECISION AND RECOMMENDATIONS OF SPECIAL MASTER
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fiO,/16 i315
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In the EaU.cr of
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PUBLIC p.~rLOYEES
HELA1ION cm,~~,~IS~iON
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CITY 0:;' ST .Pr:;fERSI:.llRC
?.nd
I Slate of Florida
I Puhlic Linploj'!':cnt Relations COL.mission
I Ca~e Ho,. p,~:-sr~-75.,..66
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INTf~HNATIO::fiL -ASSOCIATION OF'
FIHl<~ FICHn:!{S, LO~AL NO. 7J~7, AF'L,-CIO
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For the City
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For th~e Association
Wjlli~m E. Sizemore, Esquire
j':es:.>rs. Shacklefol'd, Fa rdor,
.. StalHnL~s .~ S\Tans, P.A.
First Financial Tower
P.O. Box 3324
Tamrd, Florida 33601
Joseph H. Kaplan~ Esquire
I'~cssrs. Kaplan, Dorsey, Sicking
!.: Hessen, P.A.
1951 Hori,h'.;,=st 17th AVG41ue
P. O. Box 520337
~iaml, Florida 33125
Before
Joseph Kulkis, Special l'iaster
3820 H. ~. 22nd l,'ay
LiGhthouse Foint, Florida 33064
DSCJSION AND RE':mj:.:I~NDA TIONS OF SPr~CI AL ;';ASTi<~R
Pul'suant to the TI11cs and Fcgulations of the Public Employees
Bela lions -Commission (PF3C), a duly constituted aGency uneler Florida
st;;tute(Chapter 447), and appropriate designation thereunner as Special
gaster, the undersiGned conducted public hearings at the Sf. Petersburg
Hilton Hotel, Tampa, Florida, on September 20, 22, and 23, 1975. Tne
public and local ne~s and television media were afforded attendance at
all hearln~ sessions.
The p3.rtlcs by their respective counsel fully p<,-rlicipated at
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th~ !->i?-,,""'ngs in present tog sworn testimony, exhibits, and arguments.
Uponrece1pt of timely filed memoranda, the hearintj ~as declared closed
on October 28, i975.
On the basis of the entire record, including memoranuum filed
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by respective couns8l, the undersigned makes the fol1o~ing state~ent of
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The fo}lo....~flr; lrnp.:,:,c i~slles are Involvecl herein:
1. Va~atlon p]an
2. lil)llJay ani/or rcr~:;(I1)al T/.::C\.ve
9. A sep,'lnt.e classification of
employces presently perform-
1~~ as drivcr-en~ineers with
5cp.:lrate pi1.y sc~lc therefor
3. Ji1provcr..ent of ex l..,U nt~ liea 1 th
I!)Sl:rance F]an
10. Cost of living supplement
4. Cha~Ge In work week
11. Incentive ~~y for
5. fuy for working out of classifi-
cat.ion
(a) ErW-I (raramc-dics)
(b) Er'lT-II (Para~edics)
(c) Divers
Cd) Unit eraployces possessing
advanced schol?_stic dc-
f,rccs in fire fighting
related fields.
6. Overtime, Definition., 3.nd PaY:i\ent .
7. 1,...'aEe j !Jcreases and r::~adjtls tment
of stel}$
8. Pay check distrtbution
PosItion of the Farties
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r.itL Posi t! oJ!
T~e City sub~its tl~~t it is not in the public Int~r8st for the
City of St.. Petersburg to pay "aGes and fringe benefits which exce.:3d the
le-.'el required to attr:lct and maintain an efficient and hiGhly motivated
ani pro.juctive work fo:cce. In vicw of the labor surplus ~;:J.rket,the City
sub,:d ts th3.t the llI-8~ent ..-age structure supplemented by its .i3.ge offer
1s of suffident level to attract and maintain its fire ric;htin{; wo-.ck
lorce,
The City further contends that the resolution of an im:p.."1sse
between a city that C'!7lploys three thousand (3000) people and a union
reprcsentin,~ only thrco hundred (300) of such employees cannot be ac-
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cOr:!plished In a vacuum and must take into account the impa.ct of the
It:lfG-sse resolut~on on the City's remaining twenty-seven hundred (2700)
enployees.
Except-ro~ its offer of a. wage increase, the City, on theories
of. historicalpractfcecmd avoidance of initiatil'lg a whipsawing bargain-
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p~",v.lll".' ;<r,'.' r.. t", as ""l'!,,"'l! vc or it" pr"p""' Is ,l ch it cnntcods
;In'';'";d~' .~n"! l~qtlit~bTe fOj all ;'irt1{'~. concernc-o..
r"'T:n)1:r:J O~;> F'AI:T
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5t~ !\~tl~j,;h\lrf-, -'1 ci ty of approxir.:d,ely 325,000 popul::ltion, is
l(l~ated in the Ta~p,. ;.....y arc.) of Pi ncl1:ls ~ollnty in the north\ic3t Ilortion
of the St.1.te of ;."10ri(1<'... Thi~ ::ity (~!iIploys apfn'0:d.~~,1tcly 3,000 e:IC-ployccs
cl~:a~:ed in rlisch,1r{~:in(~ the r-overninl~ and servir.e fW1Ctio;1S of the City.
As an int.eo.'il.1 r"-u-t. of the service provided to the residents and taxpayers,
i.he f:1tJ' 1:1~dnla:\.ns Ann operat.es a Fire ;,uppl."ession De:p3-rt!:':cnt e:;nploylng
aJlpro^j;'I).~cly3')O (~::lplu'yce::;. 0f this l1\\FllJcr there are ?pproxim?..tely 260
fire fif'htcrs and 35 lie1.1tenants covered by ~ep3.rate collective o:li,"..";-'1in-
iIJ& agrec-nc..ts -'tnd ,.jllo are involved in and affected by the inrp..'.sse of
issues herein.
PUYS\iant to leGal and reV11atory requlrer.cnts, the Interi1atioD3.1
. Association of Fire FiGhters, Lo~a1 No. 747, AF'I.-r.rO, hereinafter referred
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as the City. Tn th1 s respect the City hCl.d, and continues to; recogni~ed
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to as Hnion, l;as duly eertifien by PERG and recognized as the exclusive
barf!,aininh ar:ent by the City of st. petersburF" hereinafter referred to
theUnlon as h'lrr;aininr; agent for Fire Lieutenant.s and Fire FiGhters.
Captatns, District r.hiefs, and ~h!ef, and other er.lployees of the City
are excluded from this reCOGnition.
The relatively short history of collective h~rgaining relation~
ship between the parties has been reflected by and incorporated in HTitten
agreCf.lents of 2 years' duration. The most recent 2-year contract ..-as
effective October 1, 1973, throur,h September 30, 1975. neEotiations for
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a newconirac~ ~uilt~wpl~t~ ~ c~e ye~~ rp.r1od from October I, 1975,
through September 30, 1976.
Pursuant to the terms of the cO:1tract expirin~ 3epteruber )0,
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1975, the parties on or about ~:arch or /"pril 1975 'Legan their collecth"C
barGaini~ proced\rra1 steps for a new contract. As of the date cf the
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The City's Fire Division consists of four ~c-p1.ratc departments,
g.~ncrally classified as Arlminist:Q.tivp., Fire prcvention,Trainlng, and
J.'lreSJippresslon. Only the F'ire Suppression Depa.rtment is involved
herein with reference to the iJllpa.sse issues. The fire fle;htcrs and lleu-
tCll-qnts arc sch,-;dulcd on a threc"shift work b:!sis. A shift consists of
24 hours on duty and ItS hours off. Presently a work heek consists of 56
hours. On 2.veraf,c, a unIt cli!ployee Horks (excluding vacations) app:coxi-
L_~tely 115 shifts of 21l- hours on duty; totaling anapprOXii~2.te 2.760 duty
hours yearly. On a 52--'\{cek basis, includinS vacation periods,' a yearly
total of 2912 duty hours is involved. All other city employees and non-
fire fi~ht.i116 employees of the Fire Division perfol"n on a strai.::;ht 4O-hour
\leek schedule; totaling a yearly average, including vacations, of 2080
duty hours.
There are presently approxi~ately nine fire stations with two
addH,!orL'll stations scheduled for ir~;)ediate operation upon cOlr.pl"aon of
bullding construction. Ir.rring the past year and 1n anticipat.ion of the
opening and i~nning of two additional fire stations and implementation of
its z,nerGcncy 1-:edical program, the City employed approxir..a tely 100 addi-
tional fire fighters. Of this nurilber approxh:ately ItO will be or have
been' assigned to the ErlT (ParamediC) program involving emergency medical
and rescue operations for the public as a i,hole and during fire fighting
activity.
'The basic and most important function of a fire fighter involves
work :perfoT11:!2.nce in the protection of life and property by fire fighting
and rescue operatio:1s. To dlsch.'lrge such ~unction fire fighters are re-
qUlred to ;r..:~.ini:.ain niGh phJsil.:dl ~ wllu;"j.:ds a..,d pc;.::;:-tic1l,::;."tc .i:""
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training procedures of fire fighting and the operation of fire
fighting automotive equipment and apparatus. The massive and varied a\.ltQ'" '
t.6tivc ~.qutpil1ent is complex and expensive. Only after prolonged training
andtestin& are fire fighters certified as driver-engineers and pennittec1 r ,,'
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lnnds the safely of his fellow fire f1ehters and rcspo:1si bllity for the
safet.y of the puhlic from accidents. "Althouf.h tile prcs.:::nt job classifl-
catIon requires a fire fic.hter to "p.1.:;ticil','ltc" in training on aut(J!~otlve
equlp:nent, it 1s ,not a prerequisite of continued ernploYj'",'~nt that every
flreficht~r becor:;e a certified driver-cTlbinccr. At }ll"csent there Is an
cxcc::;~ of certified driver-enGIneers th3.n there are a~to:lOtive cq,uiprwnt.
This cJassification involves uti1h~ation of es:>entialski1ls and kno......-
Iedee in addit.ion totho~e 'of a:firc fighter and as such does not Wal.Tilnt
any COT!\I\1.1-1son o:f rclat.l ve value of a drlver-(~l1t;i neer ~l,~-~,-visfire :fi~hter.
'Hth due consideration of the r.1<l.ny v<lriablc:::; c?_usedby un:,':cc__
dictable a laTI;ls which could a1 ter statistics and approxir::atc percentile,
the r;;ajor portion of a fire :fighter's 24-hour shift, absent sleeping periods
not inte:erupted by fire alanns or other calls, is spent on pre-fire surveys,
drilling, studying rnethcKls, techniques and orGanizat.ion of fire fiEhtine,
and on a routine lnsis carine; for and maintaining fire d8partf.!ent properly
and equip::.ent. It is loli thin these hours that the fire fighter continually
develops and maintains his skills and equip:nent for those sudden and graphic
perlodslolr.C:l he r.mst eT1{~age in stren~ous physica.l and danGerous activity
in co:r:oa.ting fire forcc~ Hhich are most destruct.ive of IJTOpcrty, health,
and li:fc. The 24--nours on du~ reG~,rdless of ho..,- it is utili~~ed, is
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hlstorically 'ccnsidercd, and has been contractually reco,snized bL.~~e
City, as work tir.:e :for which the- employ'ee must be re"!o1un.2rated 1n respec-:-
tive consideratlon of the nature and duties involved.
;f:" The _record conclusively demonstrates that fire fiehting, in
general cOrilparlson w11',h any other occupat}on, Is considered as most
hazardo'~_~~~,~...i1re f_~~_ntt::L" b 11 f~_?r health. T~8 St::!.te of FloE:i.'];:! h~~
also recognized the stresses and diseases attendant to such occupation
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by its enactment of a Beart and-Lung law which presumes that tuberculosis,
hypel~ension, heart disease or hardenine of the arteries are in the line
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of duty af:fllctions. The dangerous and 5trcssful occupation has been
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~n.\ work rerform:ln(:~. The continuing devcloI,r;)c:nt of teclJnology involv-
1~~ utillz.ation of chc'li1ical~; C!.na pro-.luct.s iH::tl1ufacturcd tllerefrom causes
the fire fiChtin{': pn)fessi\)11:l1 to engaGe in constant b-ainlng, review,
~t\JOY, an(-! applicaU em of nCH and bet tcr net-hods to conb3.t the sudden
and int?xpl iCilble oan/:ers arls1 n~ f:co:n co:~bustion and explosion.
Statist-
ically, it h:ts been dcr:onstratcd herein Uu'1.t t.he r.ity's fire fiGhters
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!~~:.~_"_~~[J~:._:r:.:~d _~!.l,i':!!}e~_~.!:ld_,~_<2.~!:!l_(l'!rj !"',g the performance of r1uty in fire
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;:~,~.!!.!:~_0.9 _-:n~~2~m.~~.r~,~.0c::[ _ r.:cY~tl?_ ?P_cE?-_!,~ ~)n~.
!~.:_ .~~c ..?~_:~_~,:s _~!~:-t:J:.~~~1I1 i t.-!?~~!. oy ~_<:.~~.:re~.E~_~_.c:~!1_~~i..9_~~_o.:r
~~:~.=__~:::-~!~~~!:..~~3.l_:~;;p_on~l_.~i,~_~ ~~s, _~:~~ de~on?l:~ted ~ hiG~_ s~~~~~::~_~f
morale, !'r.5<1c, ann loyalty to the principles of their profession r1hHe
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n~~~!:!2.~_~ini~_!:~f_!l,_~~0~y.C.~~v~ty_ records. The City and its firefighters
have 1~ecoCl~ized their obI iGatory rl~spo!1si bilit) cs to the residents of the
City l'E:c;ard1ng the protection of their lives and property. Pursuant to
such recoznition an eAcel1pnt fire fiGhtinG force has been created and one
that na in:.ains its efficiency by trai n 1 nc; prOGrams which are continuous
in nature. ~onsona,nt Hlth its duty t.o resident.s' the City, again with'
app~~opriate contrihut.ion uJ: its lire fiGhters, ha.s approved and placed
into operation aI\?roxim.::d.ely 18 to 19 j;1onths ap;o an Emer{~ency ~jedical
Service. Sl.ch serv ice has employees referred to as the Faramed ics. Add-
ition:::.lly, t.he City W.2.i!ltZtins a structured pro.:;ra:a to develop and certify
divers for under;..rater recovery situations. All equipment and supplies for
the divers are provided by the City. The diver has the sole discretion
to decline to dive if he concludes water conditions are too hazardous.
The City f.1aintc'1.ins a policy of encouraging its fire fighters
to seek and obf.ain ado.ltior>.al education thro~h approved educational in-
stitutions. Depending upon the particular circlIDstances involved, tuitions
and. t.ine for City-recoe;nized studies are, in part or Hhcle, under;rritten
by the City. Tn the TlJain the record der.onstra tes that improvL'nc:it in the
+'4.....'" -f'~".h.:.~..,CT (~C>T'_-.,...-/mpn+. ~~ m::lnl" bv the City's encourap;er.:t:!1t of fire fighters
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rrc:;cnt thy ore1-at. \ ons are fire fir-hters 'riflO h:ld volunteered for the rro-
l~r:lm and after certificat.ion fol1o'rli~ edur:ation and. training received
ass1gml<:,nt as 1'-1.ramcd les. Tn ordc>r to achieve an t:i'iT-TI IHramed ic assisn-,
Ji:ent, a fire fighternmst first earn as El'iT-I 81 credit hours of advanced.
f'ir~t aid training at a local Junior College and then an addit1on.=lll;.PJJ
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hours in a forr.-.al education coun;e <'!.t an approved education~l institution.
The ;~~H'':'T basically i'cpresents an 3.d.va~ccd first aid 5tatus and the EI1T-II
represents an in-cepth sta tUG 5.n\'ol vi!1f: ~~no\llec1he of med ieal terminolof:)-Y,
trMti\,ent of dnlE;s, attendance to bleedin~,' nervous system, physical, and
skeletal systems. Additionally, S.;1'-II's are required to \:ork with medical
equlp!!',e:it, such as telemetry syste:-:l bctj../ecn the E::-!ilcrgency, Iiledical vehicle
and the eiilergenC)r room of the local h03pital involved with the EHT progl.-am.
.some p.;.r2mcd ics acvanced their traininp; by volunteer serv ice at the Bay
FrontVc-d ical Center 10ca ted in the ci ~Y. ioe doctor responsible to the
EKf proGram has rated hieh1y the p~raE](~d ics for their morale, efficiency,
and dedication. At present there are approximately 35 to 40 Tara2edics,
of whomapproxiT:iately 10 to 11 are assigned per shift, cwd there are five
er.lergency vehicles assiF;ned for this purpose. In any event a T.:ir2.medic
1s a fire iiGhter andas such, depending upon the situation involved, may
be required. to pt.'rform as a iire fir;hter if so needed.
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Tn addition to the hiGh ~orale factor among the fire fighters
engend_~r~~~_!': th~i~ .y!~d.~in-~~ir-J>.:~!..c:.~:~_?~._a~~-y-e~E'?r.rr::l.n?~-~~ their
~yties and obligations, the record dC80nstrates that certain employees
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o.f__tJw _~ire _Supprcssion Department,' including fire fighters,- lieutenants,
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~gd-E-~ 'p~i~J _ ~~,~ c:.i~!:ed _~n _~__ su~~l~!!~!;l-a~c!--~-~~ ~?..!J_S_~~,tl}tL@'og?~.
subsidized in p.3.ri 'oy Lilt:: City i;;'''olvi:1~ ~ Hi-?is~ ~()rrmittp.e res-oonsible
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:for investigation, analysis, and recommendation relating to fire fight-
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~ne.prQblzms due to high-rise fire situations. As one result, Fire
FightE::r' '}ayne H. Perkins invented and developed a ,compact unit of es-
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sentlal fire fighting aids for more efficient and easier transport to
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.' tll.(~ (~jt).. Hit}l pot.en~.i:\,l of. 341(liljon~1 rurcha:-;c b:t the (~lty, and. otl1er
f=lHr.1c:t;\"11 ii.lc~~. The c:d.en::;l\'e n.::tivities of the City's lii-Rise ~OIamittee
andrlevcloprrlc:1tof the "!lcrk' ::;-r'ack" comract fire fiGhting a~sistance
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unit 11."1:'; o.~cn recoi~nl ~cd and noted by pul)licat1 ons throur;hout various
!Jo."lrts of the United :)tates.
The record Sh0tJS that the ~ity, thro\lgh the tc::;timony of its
Fire Chief, is Jl!orc than dul,}' proud of Us fi re fighting dcp3.rtrilcntHhich
consist.ently rr.aintains a record of I Htle, if any, turnover of personnel.
As:flirHI.~r recor;ni tio:') of exec] lent perforrt3.nce,' rarely, if ever, has any
fire f1r.ht~r b2en oenied a merit increase. Overall the fire fir;hting
deP'lrt.ment is rated by prhate fire insurance comr-'>..nies as tIo. 4 1n the
sc..ale of 1 to 10. The low figure represents a saving to the citizens of
the City in that fire insurance rat.es are, aeconl!ngly, lOrwr in direct
nHat10nship to thei nst1rance ratin~.
Thus, in surr.mary,the City and its resiut~nt.s proudly ha.ve an
excellent ,fire fir;hting department composecl of dedicated individuals
highly motivated in their \-lork perfo~~2.nce ofa most hazardous job which
1s directly rGlated to the best' publi~ interest:-,; of all the residents and
. businesses of the City.
In reference to the "comparabil ity" factor of the statute, the
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record/demonstrates that on Hlntever basis I consiner the respective ex-
p~~~_~~.!:nE?~s testi~onx,_~!!~.~~la t_e~__exhi bits I am lnexorab~Y.:_<!.x.?Hn t.9, the
f1nding~~t the City,_ on relative cor;rpa.ri.son to fir~ figh~nt";_depart'me.~t~
of othercoTIUnunities of similar size, or ereater size, or lesser size, and
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ree;ardless of whether aforesaid fire fightinG de~~rtments are composed in
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H~~le of full-timefi!:'e fie;hters, v01'lnf,ppr Ti ght.p-r5. or in anycombl na-
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tlon wHi. part-title or volunteer fire fie;hters, the _<:ity of st. Petersburg
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hasat:,6hsistellt In ttern of _la~e;i.~__b~h.ind_ot~r _~~!I~.~lU.~i 1:,~e:> _intl:e. wa~~s
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'~nd benefits paid to fire fichters or in sone instances not ;e.rovidlng some '
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f'ringe:~.::.r:ct:~ ts.c, At most theei ty by the 197)-75 contract "caught up"
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the n~,~0:"\1 slll)",.Js tl:.1.t oth.:~r Jnt)nicir..\lttj~~, pr(;:~ently C:1i:at;en In contract
ncgoUat l..o:~s In.ve :lOt il1<l,.'le any \;af,C offer to It.s InrllcuLlr b3.rc;aining aci;nt.
The rcco;u :c,hows that \lhile the l"-'1rtics a~~rcc that cOi:1p.:lratively
the City pcrc'~nt:l":c-....lse f:ills hchjnd other CO;illiiunitics, they c'lIs:tsrecd
In the :li',(l\lat of perr;f~:1t:ti~e .11 ff,'r':;l1c~. The City pre::icnted lOricr perccnt-
;J.f,~S as c"n~:r-:-~:;-t.d ifilh tho::;c or t.he Pnion. T fiwl, h1.:;~d upon r::y study of
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the enUre Y~~or.l and p.valui1.t1on of the rCGpcctive testimony of the expert
~.~_~~:s..::;~:~.! ,_t h~, t__t_}~~_ ~ ~~!_ ~r~ ~ ~ !lI.?:-:__}~i.0~~~.!_,::__l u~_~i_o_~_~~_:p~~',~t:r~.f:.~~~_~__~I!.?_cv~-
_,~.~!},::~_):n supp0r~ tJ1el.":<?f _ts. .J.1~lH'~ CO::lp-1. t P?_l~ tt) ~ctt;?-:.L~ Hua HonG.
rllS'~lI:;SJn~r J..-nD CCl~C~Lll;;roNS
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The r.lty's ar,:u:Jicnts i~l ~;upport of its p03ition present for
initial cO!1s\dcrat1on a thre~~hold i~s:.le of ~:ll(~ther t.he fire fight.ers and
11eute:1~rlts a r~ t.o 1l.~ den ied incl'c3.seJ iConeb.ry and fringe b<3oe fi ts on an
ecollo:r.lc t~'Jory ...h!ch Is l)-3.~ed on the labor surplus if.arketj the existent
historical P:!:"<H;UCej an-i the pot..:ntial h'hipsawing ImFdct on the City's
rC:r.!ainjns I}" per cent personnel if increased benefits are recom.icnded by
the Spec~~l Vaster.
sc~cnti fiG econoi'\lc th,ooX'v b?sed =ljfibn ~_1~9..r:$url?lf)s.:_.tri~:rJ_{ef..
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and lea'lb.", to a fi:Lite conclusion -- and"one which, In effect., is -~>olely
rel1et u~'v:l by a p:lrty to point of ir;;r2.sse on subjects!nan3atory of c6l-
1 ec t i Ve In,::-f;2.. i n i..$ -=, .i~!..._,i_n_ ~y__ L?l~l_~ ~_l,-;tL J!~,E:_~_!-_<:- ~!e __<::'1.19 J !!cprnI\:e. t i b.l,e_~_o
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b2.sic t[:r..~:,t.s of r-rt:~~cnt diiy 1ab~)r relatiO:1S an-:l contrary 'l_()-~hel2.a_t:i_~~?-_
.- '--.'--'.--- .-"-. -,-._-_.~-_._- _._--~._- --.----.--.-----------.- ... ------.-
and st::t,e._?al_~j: _g?~~_~~.in~ labor rclatlo~~_~~t':?en emp~oyer and employee
in both f.riv:.-ite and p'-lblic sectors. Such theory fails to g1veproi,er
wei6ht and effect ofr;;.:i.rij s-()clil and ather ccono"lic factors,. not to nention
facto:::-;;; -:rec~liar to the parttcular job fun<;tion. ~bor rel~~i.9!l~,_~_~s.~ory
,.~s sho;;:n th'it the failure ot- - e.mptoyers to reco."';n1ze tunjarr:entaIs ol__,~abor
'/ ___, ____.'_-_ _. _ ,___, ,__.. ___, _ _ _, u ____________,_,___________ _ __.
--),\-- relations led .to Federal and State labor relation laws arid Federal' Ti1intmum
~ag: st.a!:.1:H-ds_~n the privat~ S?_~t_?I'~
The 3~c..~e ofF'lorir3a recently enacted legislation (PERA) relating
torlghts 01 P'!~~ Ie er:lployees to orGanize and bargain collectively througn
reprc.sent.atlv-e~=-of their own choosing. ine -legislation ca.!rie~,~i~_!~ an'
l~~~,~.~!-.::~r:c1 usl_on that_ ma.ny fa.5:.to~s ~ther th~ a pur: econo;nic theory
~~:,!_b_~:~i1~~!ered i!2~~_~~~.:;~e~itea.~~~~. Hore so, when the statut.e with
which ....e are -concernen prohl bits to publ Ic et:lployces'on 'gro'unds -of' publ ic
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,
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position with an unrealistic number of demands and the City's posi-
tion of essentially maintaining current policies ~vith built-in
improvements. The union calculates that a "middlE! ground" extends
further tOtvard the tmion's desire each tirae a new demand is added.
If the "middle ground" is determined numerically by the Special
Master then, obviously, the union's tactic - which bears no relation
to a good faith effort to resolve disputes short of arbitration _
,will have been Successful.
The final point the City would address before 'discussing each of
the thirty (30) demands is the City's concept of the role of the
Special Haster.
The statute under which this matter arose directs the Special
Master to issue decisions with the "objective" of reaching a "prompt,
peaceful and just settlement" of the dispute. It is not the role
of the Special Master to simply rule on each of the thirty (30) demands
and note that one is "justifiable" or another is not. Rather, the
Special Master should shape his ruling on a basis that he conceives
the parties can and should agree to and, thereby, "settle" the matter.
For example, suppose the City had asked for the freedom to discharge
employees without having-to show "cause" for the,termination and
that, hypothetically,
, .
the C1ty demonstrated that such a provision
was "justifiable" in the vie'\v of the Special I-laster. Because this
issue goes to the heart of the union's concerns, a ruling favoring
the City simply \'lOuld not lead to a "settlement" of the dispute.
Rather, the union would reject the ruling as unacceptable. The
.:I: ,.:-. .: _ _ ,...: __
tW...L.u t.......i.l\o... '-..Lv!....
. .
DeL:W~en wiiat
:- !:':._-_~~":_i....t_n
~.:> J u.:> \...~.L..LC1U.1.C
Ci;ttu Wi-lcil:
\'lill lead
Lo
-"settlement" is real and the City asks the Special Hastt::r to be
guided by the legislative goal of settlement.
At the hear~ng the Special Master sustained objectio~s from the
union to the City's attempt to examine the impact of the 'untori's
demands upon the one thousand seventy (1,070) employees of the City
not represented in this proce~ding. The City again mo~t strenuously
requests the Special Master reconsider his ruling.
~
The legislature has asked the Special Haster, to' recomnlen<;l a
"settlement" . The only'way the Special Master can do that is to
-4-
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Tn vie'rl of 'he fact that the recap] (le;wnslr;ttes t]ut the Slty
f.,rant.s nll;tndal a::;~i:;tance of tuition ft;C5 anll r.:dd duty time to cn-
COUlllf.C 1ts fire fiCht.cl'::;' volunt..1.ry part1df\Ltlon in er1ucatlonal and!
or tL<d:lln[~ pT'o/;r'1.;T;5 din~ctly related to the rub1 ic service functions of
its Fire Dep:-!rlmcnt., it i~_r.:(?S,t_(l_~~F~~I~~ to. <:cr:ept theCity:s,tl~~O.9r
th1.t .the ;t(~hi\'!vfj.cnt and rf~rfon:~l.ncc of a nc'H' sta.t.us is a rCh"ard unto
itself for the ilwolvcJ highly motivated employee. The (;1ty contends
that the 1:l.ck of l'2!:sonn~1 t.urnover dcn:onst.ratcs cinployee satisfaction
with his horRi n[:; coni i U ons. _S.Y~l~Q!1jJ()SOJ2l2y. t~l!ds._.~~ .~f:!1ore _.t~?_~~l c;1:-
, yrine! r~~~-<?! .G~~?:.._~~.i t~_~~~~~_r~~J?-.t-}~9!l~' which h3.s,consistently; since
the lec.~s1ative em,ctment of a national labor policy in 19J5,recOGnized
th~ .(-'1'...!i:'y of t:;rant i 11,; inccnti "Ie monct..~rybenefi ts to eJ;;ploy~cs achlev-
1ng jCI"t,-rd::.ted ecluc<itiona.l ann training skills ann exercising saiT,e to
the p:lf['0SCS of thel r c;;rployer. It is not sufficient to r;;erely reimburSE!
a per:; an , s t~lH.ion r!nd in approp:date cases raid duty tir.,e, as herein
shO;ffi; there also ";'lust be a -..age rC;imneration cO:Tlpatibleto perforrr.ao.ce
of GTe?tE:r functions involved. ~~~__!.!'le~!y C?~~el!:.-:~id:..~~,o21~_~.~re;nun-
eration is arch.'i.ic in labor relations and in our volative economic
-------------------~. - -"- .---.--.. - -_. - _.-. ---
society~ ....'nile the pure science of econo;;1ics does not provide for the
elc=~nt of fairness, it must be recognized that labor relations are not
goverl~0:i by pure scientific economic theories. In labor relations the
ele:::ent of co;,-.;non decency and fairness must be afforded their appropriate
---------- ----------
.-----------..-- ----- - --- . ._-- -~ ------ --', ---- ---
we_ig~~_o!.~n~erpla.!- wit~__basic p~~~:ip_les ~~_~cono:nics a~.~-.!-~~_}"~~c:..~~o~
of an employer's enterprise. Thus, good faith exercise of quid E!~ guo
...-------"---------------.--
is essential in collective bargaining. After all; the national labor
~
'policy ~::; reflecten. 'hy the labor r'7ana8cment Relations Act, v-s amcndt;d,
and h'i.sically incorporated in the Florida Public B~ploymen~ Helations
Act djrects full attention to the rights vf employees touarg-~i:1 collective-
1y to improve their \-lorking conditions, which include monetary r)ei'~fits.
TIle leeislattve history supporting the Act does not contemplate a
------ ------
"status quo" of historical practices which ...ere created Llnilate'd1ly by
-:...--. - ----- --.----
the ci7lployer during periods of time ...hen employees, as herein, were
_---------------4-----:-------- -----
~ithout benefit of a statutory collective bargaining a~cnt.
---.--------------.---------.------ -------.
On my rcview of prior contracts admitted into the record I
- 11 -
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J:.ercc1'led a dcvcloplr,~ ilW:U'.::nc::;s on the p.rt. of th~ CIty to r;rant its
fIro flt~h{.(~rs \.I:)rkin~ contlHions comr.lensurate with their hazardous fire
5\lppr.;s~!on anri rC~,C'.1e untIes. However, its ar{~urncnt in the present ca.se
low pec::ioJ1nel turnover rate, demonstrating hir;h morale and
product! vi ty, iJll1iC~ tes 0;1\1'10yee satisfaction \-Ii th their workln~ condi-
tions retreats from the dcvelor1nr. concept of ;ll,proprlate recoGnition of
fire, fif,ht\~rs. To reco::i!~.:!nd acceptance of the Ci ty' s proposecl wage in-
crca~e, whi.ch Is refleGt.ive of cost-of-l iving Inercase since the mid-
term date of the last contract, is to require the employees to ~aive
___ .____.. _._______h.__._.. _...._-- -.".-
their rir;ht to consid(~rat1.on of all factors of the PEllA criteria. . In"
--.--------- - -- _.----- ~...------- ------.--" ----... --_._-... ----..
eficct, the WZlc;e offer requires them to continue under the prescnt
,--..-.----------------.-------------------- _.-- --'-'.---' .---...----. ---... ---#--...---- --
~conomi~_.s it ua ~~_?.l:_!~~~~~_~I:?.~,J:~~!_~~_~~one.
------------- --- --.-------------
v~ . i 1"
~ IL~ '1'-
~e pa~~ie~_~~J:R.~~~~=~_~h3.~_ the r.~~X~_~~_~~o~ ~i~~~~~_ defense
- .' - ---
- _. - ----- ---
of inability to pay. This factor did not control any of InY considera-
-----.------.------ .
tlons h~r~ini nor ~as it given any ~ciGht. Althouf-h the P8RA lists
"ability to pa.y" ;-~s a :factor for consideration, such factor is lastly
enu~erated. Cne can, as I do herein, reasonably conclude that even if~
unable to pay and was le.:;ally restricted in raising addi-
tlonal t...u rev.enues, ~,Special j.;aster could and should rec08mend on a
justifiable record additional benefits and place the burden on the state
to face the p~oblem of raising the legal tax limits for the
City, which is a creature of the state Legislature.
Failure to equitably increase monetary and fringe benefits
may create a possibility of markedly adverse psychological re-action in
employees.
Vere such to happen, a downplJll on general employee morale
and productivity would be exerted. Hore so when oneconsicierstr.ed. the
Act, forbidding strikes by public employees, does not. provide to the
employees all.t further recourse, except possible long delayed lC'i;is1a,:t,ive
action, which might folloH a :party's rejection of a Special I-!aster's
rCGo~mendation. ~~o is to say that a refusal to grant the econc~ic
benefits over that rroposed by the City 'Will not create unnecessary d1..s-
----------.- -----
tress and disruptive effects in terms of morale and pro1uctivity 1n a
--------.---- -------
vital area-of public service? There is ahlays a deeree of limitation
-----------~--_._-"'-_._-.--'-'- -.' -,-.,.-- -'-'--'::.:::
of one's ,loyalty ana pride in his position and P~~f~~~~n~~~h~~~~f.
t=::=:=~_::.::::::.::::_-=:=-==- ::::::':':"-0:: ::::..-==:.:.-.-::'~.:..-=--.-:-~ .:=:=..=-=-=--'.=:.:....:.._- ------ ' --.
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R(:fll~,<ll to [;r-:lnt (:qu1t~blc increases of o~c;ao;'dc hcnefits tenr1s
to i1J;lce upon cnpJ 0:"0C5 the lJul"de:n of an adver~;e ('canonic and social CO;1'-
J ---. ,. _-0 -.----------'--.-------'--------'---------.----'.-----,-----
dit ton not of their m:).kin~ ann, in effect, punish th(;mfir;,~nc1al1y for
--- - .-----.....- ------ ------------- . - - ..-----...:- - ------ -.~-=:--=,...:.::=:----==.=:::'.:.=-==.:...::..-...:::~---=~
t.tJ.c:1r 1'."ls.tn~~~~::~~,:m ~!)(l. :rr.o'~\~c:.i:~~iij'. TJnclp.r PI~A criteria the Itlcrit
and rCF;ll\! :3y~tcm exerts the Slr(IJlr;er pullan r.IY considerations th3.n that
of \Jnnc~teral historical pract.ice, J.J.hor surplus j;1.:lrkct, or the allc{:';ed
potential >ild.f':J;1w effect on oUler co:~posite groups of cil'l'loj'cCS or other
cOii;mmitlcs.
""I
!
t
The f1 refiF,htcrs and 1 j cutcn2..nts~ cs>nsi::> t~r.!i_:~).!lLjQ~ tifJ~~l ~
"________= _..".........~.......="_.,~~;.:.,.;:;::.__:_r___-,.....,.... "',,,'-_.___ ~lJ~.~';" __.__. _ _ _ . _ _ _ ___ __'___ _ _. _ . __ _ ::-:r__ -- _
prlJe in their r..cr1iea ted profE!.~;s i?J1.a~.i_sTII.J~_!''.alI]~Jn,e~t_tb~,j:r_ _P!."9f~~~;LQD<llt~D1
~..:::;-..=.==--.;=-::.:=.-=.:;.-::--..;..--:--:::..=.=~-=-...:..::::.:~-:~:::..;...=..:.::.-::.:..-.:.;--=:..::.:.~----.-:.~ -'::!....:-.- --~ ------~~----- ---,-- ------- --
~:~i~_r~l::~.)~:=c~,~~r~::_~;~._~~-~-;. ~ ?i1 t~~\,,;?}'~!~,~';.f~~~;p_~e~~~?~~c_2-H_'=)-~25~~-f:~ ~U~~.
t~~,-_~~::\=:t:.!_~:-~ _~~;~JJlf2,.a_!.~~~~~_.~J>~~~1:~~~'_7_~~pn~_1~~ ~~~~_E:ll~~,_.~F t!2~
G.~!l t~8 t_~~~~!;!.~J~:€fI_,~~f~-.:~~- ~~3.- :t-:-2.:).iJ1c.~ ,Ji 1.:-~~~-f-2:U;~ ~!~':::-~.:. ~~~'_:_}?~ c~~~.<?~.c:-_~ ly ,
such nrofef)~'; lo:.al 10m continued dcspi te exist1 n~:; circ112:,;t2.nCcs reveali ng'
_______...1..._,___________________~_,__.____..__.______~_.__ __._____ __._____ _ _ _ ___.___ .________ __.__ ._.__. _ _ __ ____ _
---------..------------------------ --------------------~---
~h~~-_=~~~=~~- ~~d_~:~.a~~!-~re. f~~~~~_:~~I~-~~~T~~~:_=?~~'_ ~9~~ ~~~.:11 ~~__~ -t~~Z-s
enj~:.(ed _!?ine.!~i.~~ ('~c~~9:}.:...ng_t!t~~.._~Li:.l~ei_r_s>~.
------ -----_.._-_.~-----------_.------------------ ---
'I.!2.~,..PEid~-9J: the City in th~,_p~J"orn?_nc:~_~(_iJ~_~_f~!~Ji~.:ti::!_"'
~i-tRei1t is not reconpcnse 01 itself, to justilY a refusal to rcccr.':;-IE:nd
-=--~'~~,==--------.=:.=-:-=~-====.:.::= ---=-==..-- :-::.=-=-:-=--==:~~.-: -==-:-.~ .-,=" -=--:..=:-:_----=-=-=-=-== -==-='~-----=--
~!lY_-~_~:~~~~0~~~~~~~~~~1}~,~~f:i~- .~~~~,~~~.~~,~_ ~~~~~:~~~~i~?~~~~~~i'_~~=~~i~r~_::;~<::~,;[\. ~s
r.:orc comFl t 1.?]~~~___t:l:~~~__~O'1~i~t _ by,_ t0c_ . ~JI!} <?.~'_ __]h.o_ C it~ ~~_ ?-cJs.n_o!:ll ~c1e;c4
---=-==~.::::.:::.=---=...-=---~---------~~.:....._-------=~------------:.------- -------- ------------- -----,-- .--
pride '2.!1d enco'Jl-aceiilent poli eies <lye inconsistent ....ith the scienti fic
---,- - .-- ------===~-=-=-=--..::.::==---=----=-=-=---:._.:..:_:.;::.=--===--=---=-=-...=:.: =-=~ =-==--==--=--=-=.-::::::'''':'':' ~- '::':--:.-=-- -::;
ec?~)~~l_~~~~boE",-sy~IJl u~_~~:::or.r_whlc~_.i~_~_~r~n,~on..! _ i~._~<:,~_ 0~a_:z:ply h<?ned
----- J
19raDDllca.tion a~lnst. the1mro~~se :issues of thr~ _~~~_o~.
=:..--=-:--~~: --.. --- -- -- --:-:.=-:=.:.....=.~-=-=---::.._-=~.::..:...-=.::::.====._~:-....:...=:.:.=..:..:.::.:..:.=_.:.::.:..-..:_- .-:.:.-:- .=::..:.:.-=..~::~~_:~--
---~--~- ---
---,----------.----- ---- ------- _._-- ---- ---- ----------------
In linal conclusion based upon an evaluation of the entire record
in conjunctive relationship with the factor criteria of the Act, I submit
:1
to the I'-::>Tti~'3 t.hp follmdng recommendations rCf':arrling the settlement
of the imI'-"'t0se jssues.
,- 1) -
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I
REt~(J:';:1E:iDA TIO~:S
I ~~~~_L~ c :~.~:~ (l nd- ''; ~~_~c~~1
The City'::> r\"lY rhn for n re fit:ht.cr~l (lnd fire! l1cut.ena,nts
1s as foll ows:
r.lansi fica U on F'JBEF'Tr.HTi~R (7010)
~------- --------- --- (10) (12)
A B C D E F' G H I J
Ann 8,736 9,O71,} 9,hJ3 9,2.28 10, n8 10,63l} II ,050 II ,492 ]1,726 11,960
B/'rl 3J6 J49 363 3'18 393 It09 425 1/42 451 li-/j 0
H 3.0000 3.11bO ).?1~10 ).)75 ). .~089 3. 6)17 3.7946 3. 9J~-6!} h.0267 4.1071
F'IRF.: LTDIT::<;NANT (70!-u) )
E F G H
The Hnlon's pay plan,
13, 156
506
I}. 51 '18
Y
?.s al~lend ed at
12,662
487
h.3482
13,676 14,222
526 547
4.6964 4.8839
Ann
B/W
H
the hearil\'i, is as follows:
1. 48 Hour Work ~eek - 14.29~ Reduction
Recon:mended Pay Plan 21196 hours per year
Rank
A
l-:ax. w/o L..Q.~yrs)
r'~ax. with L. G.
FireFiehter
Driver/2ng.
Lieutero.nt.
$9,233.38
$11,222.87
$1~,7e4.27
$14,029.01
(4)
$12,373.10
$12,991. 92
$15,466.37
(15)
(15) .,/
(15) 7"
"
i'
.
-
2. 52 Hour "'ork .....eek - 7.11r~ Re:iuction
ReCDl::Jflcnded Y.:.Y, Plan - 2704 hours yearly
,"
FireFi[ht<:r
Driver/2n~.
Lieuten.J.nt
$10,00).81
$12,159.09
$12,767.32
$15,199.32
(4)
$1),405. 27
$14,0'75.72
$16,756.59
(15)
(15)
(15)
.
"
3.
56 Hour Work '..reek - 2912 hours per year
RecommendP.d Pay Plan
Fi,. TeFl FJ,h,';; t~er
D:Cl.veti ~J,g.
Lieutenant
$10,773
~13,0~4
:j)1),7'-t9
$16,368
(4)
114,436
15,1 sa
18,045
(15)
a3~
-'
.,
~
1 recommend that anyone of top- UIlioIl~_~~~~~n~~_~~_::;_~ pro-
posals is ~ET.9-~~e._~~_~~~~t~$:~:.n~ oE th~ l~s~?_e. The Union states its
wi11ingnes!'; t.o accept the City's optional selection of one of tre ,Unton' s
three propos;lls. I would rece>;;:;nend consideration 1y the City of the :'1:'0--
posa1s relating to shorter work weeks inasmuch as the state trend is to-
ward a shorter work week for fire fighters and a reduction of hours wOH1d
'bring the City into a more comparable status with other 8unicipalities.
f/ The unended pay plans are lower t~~n the prior ray plans at point
, of impasse.
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Ratht-r th:\n \lti li ~in~ the e~o!1o;nlc iheory h1.scd upon a labor
sn'(rl~IS rr.3rlwt., it \-fpulcl be n:ore cOJnI\-1.tihle for the ~1ty to rccocnize
the s11,lutlon in jts ar(:.l as one of continuing unemployment requiring
objectIve attacb:;. Alldit1on.1.l1y, acceptance of one 01 UIC Union's pro-
:poS3.ls for a shorter .iork ,;cck \-fould bc cor-;nl z3nt of not only the!noce
he3lthf:ll result to t.he cmploy(~es, hut of tts oerivative effect. of crcat-
lng additiona.l posltion openln{:s. Tn this regard. I rewind the p..1.rties of
the ~ul)sidizat.ion -program of the Fedel-al Goverrur.cnt to J:lUnicipalit!es,
and, therefore, the increased cost of a shorter Hork Heck Hould not be
bornecoTrlrletely by the City. Horeover, such chanee would result in the
rccrul t.me:nt and employment of addi tional cJP.ployces, thereby contributing
in some small J;"tcasure to the al] eviation of the unemployment statistics
which plague the City. Thus, the City can continue to expand and iraprove
its essential public service to its constituency.
An evaluation of the record leads lne to conclude that the initial
beg!nnin~ rate for fire fir.hters (probationaries without any prior ex-
perience) rray rem~in at the same wage scale as reflected in the now
expired contract. It appe,:rs to lac that the present starting late is
suff:i.cient when consineredHith the minir.lUffi hirlI1[; age of 18 years (the
record shewing most rec(~nt hires are 18) and the extensive training :pro-
gram necessary to develop a potentially full-fledged fire :fi6hter. Upon
satisfactory completion of his pro~~tionary period, said individual is
promoted im.i'nediately to the next pay step incref.1ent which, rc'..:ards him for
his Im.er-rated probationary period and lnmediately brings him in pro-
gressive line of step increases.
;l
IiA any c....rc~t, if the 5-tElct-~_~~ T?t.P 1~ to remain the same,. I" .
reco~~end that the monies not applied to the starting rate be a~~ortioned
among the wage steps.
Overtime
I recommend-tot~e parties th~t rer,ardless of the ultlmate r~Y
-
scale to be agreed upon the parties include in their contrc,ct a definitio~
of overtime as any excess work perfo~ned over the total number ~f sched-
uled regular hours to be Horked In each P=LY period. I further recommend
hourly rate.
that such overtime be raid at the rate of time and one-half of the
- 15 -
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Va~at1on p]an
I
..
I rccomr.:end acceptance of the Union's vacation pla.n as proposed
'by Art. XIV of Union 1&h. 9.
Employees shall accrue p..1.1d vacation credl t on the following
b3.z1S1
~crvjce
Vacation
5 thru 9 years
5 shifts per year or 8 ho~rs
fur cach 208 hours schc:dul cd.
6 shifts per year or 10 hours
for each 208 hours scheduled.
8 shifts per year or 14 hOUTS
for each 208 hours schcrluled.
Date of hid 11[; thru' 1+ years
10 thru II} years
20 and over
10 shifts per year or 18 hours
for each 20A hours scheduled.
12 shifts per year or 20 hours
for each 208 hours scheduled.
15thru ~9 years
Cost of Living Supplement
In view of the parties' present ar.;recnent to consumma.te a I-year
contract to te~lnate September )0, 1976, I do not rec08@cnd incorporation
therein of any "cost-o:f,..living" supplej;jcnt clause. Contract negotiations
for follQi-ling periods will undoubtedly include proposals for differences
caused by any inf1.ationary spiral subse'luent to cO:1suru~ation of the contract
of inst~nt proceeding.
""'ork Out of .Tob Classification
tTr.iform studies of collective bargaining contracts invariably
reveal that whenever an employee is temporarily assl~ned on behalf of his
employer to perform in a job classification with a higher waee rate said
employee receives the difference bet~een his lower rate of pay and that of
the immediate higher rate of IY.ly. Inasmuch as the request of the Union
~
1s not novel or economically inconsistent with a workln~ condition,pat~ern
between emp10yer and employees, I recor.emend that any employee Mssigned
,
tei";porarlly to work in any higher wage rated dassi fj cation b~'b),-ar"tp.d the
hiener wage differential. If, ho.....ever, the higher Hage rated job cla;:-:si-
fication has a series of wage steps, my recommendation appliesonJ,.y to. tpat
st.~.P lo;hh:h i:<:> im.JE:diately higher than that regularly p3.id t.o;the €!ffirlcyee
on temporary assie~~ent.
In makine this recommendation I considered the City's contention
th~t the thrust behind the Union's proposal of wage differential for work
- 16 -
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.
I
~.-,...~.....;,'~'':.-~.>,~;~....'.,-~-.,,,..-~._'''''~,'''>.,,,~,~.--,...~-
---
ll!:h.... "
l~".,,-.
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out of clas:;iflr.aUon was to compel the CJty Lo fill v.lcaocles 1n
. L1 C\ltr~na ocy po5 it 1005.
"f'he Gity contends the vacancIes 1n Licllten;j.ncy positions are
necC::-.~<H'.Y not only from ~l?1 ('cooomic :lnd operational st.1.nnpolnt, but to
5ccuce nn-tile-job (,:~.Q;T\i'l..~;, of Jea,lcrship car.abU Hlcs of the men i:ikely
to be l'r;;;ardc::i for theIr efforts 1y a future pro0lotlon. Ostensibly,
th1s jl(_'S 1 tion h,1.s Plf.'rlt, b:lt, unfortulu tcly, in practice and on b.1cis
of lauor relations '~q\lity, an (!);)pJoyce temporarily as~i.l;ned to any higher
1."Cl5C rat.ed rositioo without. l'lonelary rcmuneration for such assie;n:r.cnt is
disaJ"i\nt2:{~ed eco:'lo::li(~ally for Hork performed" albeit gaining experience.
Whatever (legree of s'.Jpcrvisory responsibility is delegated to a temporary
assignee, the job performance is worthy of an ",-ppropriate pa.y different:ial
for wCJrk out of job cla.ssification. In labor relations it is incquit2.ble
to t.he lo:orting conri i tions of any 81.lployee to jaint.ain vacancies in author-
ized pO~.>it.ion5 for unreasonable pcriO:1s of time and utilize tempol-ary
Cissic;nees without appropriate remuneration. Additiona1ly, an cmployee is
entitle;} to have consist.ent and per!1anent supervisory direction rather' than
varied tej"porary supervision.
If-the policy Is maint.ained, so be it,' but the teiT!porary assi{;n-
ment w-arrants re:r;~;n(:ration 1n ac.:'or,1ance with r;)y reco;;:E1enJed fonnula.
Driver-Sn..~incers
I reCOffii;1end. to the parties that there be the contractual job
classification of driver-engineers with a sep~rate ~age scale consistent
with one of thet:nion's proposed wage plans. Hoti'ever, it is specifi~ally
noted that the recommendation for the increased wage rate would apply only
;l
to those certified drivcr-en~ineers who are pe~anentlyassigned to a
specific equip';'!ent operation. Fire fie;hters, who are qlJ:::l.lified as cerli--
:fied driver-engineers and not reGUlarly assigned to anyequlpIJ:ent, are
to receive the hi~her rate of pay if, and when, assi~ned to any automotive
equipruent on a te/ilporary basis. (See formula in W'orJi.. out. of 'Cla!"~ificatlon
set 'out herein above.)
Inasmuch as there is a larger nunber of certif!~d driver-engineers
tr~n available positions, it appears feasible, and r so recommend to the
parties, to neeotiate a plan whereby on a rotation basis for defined
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per.1ojs of tt~c all cftif1cd ,drlver-cngtncers rct;cbt rC/:ular full-
thle a~sit~nirl9nts. Thus, the Cl ty' s concern to maintain flexibility and
..
avoidance of "staleness" of operation will be acco~N~lated as well as
ialrly rCj;"juneratil1i~ the skUl involved.
Emer~en'-sy': Hed leal Program (Pa~Jncdlcs)
Approxlrr.ately 19 months ae;o and within the 2-year period of the
cont1~ct expirinG September 30, 1975, the City bce;an operation of the
EmerGency i:'edical program involving lX1r2.r.lcdics rated as E~rr-I and Ei.jT-II.
It app.;ars that prior to the initiation of the program, the Union and City
reGarding tenure and working conditions of the new job
operation althOUGh the,Union advocated such program to be performed by
firefighters. HOHever, advocation of the pro;;;ram does not constitute
a waiver by.the Union of its right to bargain re~ardinl:~ terms and condi-
tlons of enploYr.lent for pa,ramedics. Thus, the Union's requests regarding
the raIC.:ffiedics Has de novo for collective h3.reaining beh:een the p.3.rties..
r.onsistent with my findings regardir~ the operation of the Emer-
gency r-:edlcal pr08ram and its essential service to the publ ic in varlou~
I!le<Hcal urgencies and in support.ive a.ction of fire fie;hting situations,
I conclude that the Fnion's requests, in part, for a wage differential
for para;nedics is warranted because of the nature of the classification
and de'.reloping pattern in cOIJr.arable cities to waGe differentials for
paramedics. r.ontrary to the Union's proposal I reco;nmend a 2 per cent
wage differential for m'IT-I paramedics on the grounds that the tOk~l.know-
ledge and skill derived from an 81-hour first aid training program in
relation to .the overall picture does not warrant a higher differential
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rate at this time. To maintain a proper ratio I reco~~end the granting
tvtht:Pdj,-d.m~ull; El'iT - II a. 5 1J~r cell Co I-iag~ u.i ffer~nt.ial. In each case the
differential is to be based upon the particular individual's wage step.
Scho:l:.?:stic D~~
Ida not recommend tha.t present unit employees, approximately
10 in number, possessing advanced scholastic qegrees inf4elds,related to
.-: fire fighting be granted any pay differential on grounds t~3.t the degrees
primarily as~ist the employees in their examination for promotional op-
portunities to lieutenancy and captaincy. Although the degrees may en-
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hance the ci!:ployees. job perforr.Jance, the record does not show this to be
TIle promotions would be the re~~rd for such scholastic endeavors.
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'0-_:- ~._'_"_._ ...._..__..,. _'~,,,,,;__,",""~.......,,...~
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'.... > ~- :':""""-........,'............~., "_,~"~" .....',!".'"-~".,.".,~~-
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'l,,,.'''t~''''
.) Perhap5 this reCO:ili-acndltion would bo In a different. It;ht. if the record.
had shown tlut scholastic endeavors Here required or encouraged by the
CitYJorlf there wis a 5howln~ that individuals possessing a.dva,nced
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scholastic de~rees in fire fightin~ related fields were in fact utilized
benefits thereof to fellow employees in training
sessions, or otherwise, geared to further efficiency and productivity.
I do not recommend incentive pay Incrc;1ses as such for "out-
standing" employees engagins in extra-curricular activity. The noteworthy
results of the Hi-Rise Committee are co~~endable but not to the point of
a:perr.l3.nent wage increase. I do recommend to the ~rties an establishment
ora committee responsible for the review of extra-curricular fire fight-
Ing related activity resulting to the benefit of the City's resldentsand,
if warranted, grnnting any such -individual a one-time co:uOlensuratemonc-
tary al.-ard.
Divers
I do not recommend any incentive pay differential to fire fighters
certified and assigned to diving assiQL~ents. Although the volunteer ~er-
formance In this category is Co~~ep.~ble and representative of the quality
l '.
of the fire-'suppression department, the record does not constrain my con-
elusion that.. the number of "dives" entoto or individually warrant a reCOill-
mendatlon of a pay differential for all duty hours. r do, however, re-
commend to the parties their consideration and agreement of a bonus pa.y-
ment for diving assignkents at the rate of an ! number of cents per hour
cent pay differential from time of official' departure
t9the scene and to time of return to official station. Also, the bonus
;l
payment to be paid for those periods of s!:;heduled time for additional
training and/or refresher course.
Personal [.eave (and/;JJ...' nol td~
During-'t..he contract negotiations tl:e<>e tHO Ite~s became in effect
.
1nterchaI"~eable and ultirr.ately resultd. in a proposOl-l related to a "Personal
Leave.' definition.
At present, ~here are nine paid holidays.
In view of the City's
to granting additional "holidays" on grounds of impact another
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cH.y ~:r.lrloj'('c!';, thellnion propcJsc;. two (2) tWI.:nl:.y-lour (2/J.) hour shifts
to bl': :1:>C:l as pcrson,1.1 )c-:lVA.
Tn view of co:nrnrabl11ty trend~ tOHard more paid holida.ys for .
all t:i::plo.rees, T reco:i1Ir.cnd on basis of t.his record that one (i) twenty~
:four (2IJ.) hour shift be l~rantcrl as p('rsona.l leave.
HC:ll th Tn,~\Ir.l.nce Plan
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The r~-esent p1 an i 0 not p-u't of t.he co:) t.ract ann is now a sub-
ject of court lHigat.1on. HO:1e'ver, the l1tjl~;ltion of hsues, Hh1ch were
not c.efind. on the [,>cord, :,11ou10 not be a hasis for .iefcrring negotla-
tions for poss! ble :i ;~prove:liellts. Inasmuch as the record sho\-1s that the
r,"trties L1.ve not nr.{';otia ted on this subject, I am not in a qualified
position to rcco:i\menc't a ba~is for :>cttlernent of this "issue". Accord-
lngl}', I recmi;:)~n:i to t.he f\1.rtics to resumc bJ.rGaining on this matter.
I sugr;est to the p.1.rties that the iSS1JeS of 1 itigation ray possibly be
rr:ade subject to a proviso clause and thereby not delay resumption of
lA~rgaining on this matter.
Pay Check Dis!:.~i!?uU o!:!.
Yr.ere being no clea~ show~n~ of substantial rli~~dvantages to
emp]oyeesr-I. re~Ol1!1enrl no cha:1f!,e In the present method of r-..1.Y check
dlstrib'Jtion.
1 recorn~end, 11owcver, the i~med\ate establishment of a joint
cOJr.!llittee to investigate ~l t.erna ti ve methoos, includlngthe Union' s
propo.sal, for evaluation and reCOii1::lendation to the p-:lrties of methodes)
~ost conaucive to an employee's prumpt receipt of his pay check.
The shift schedule unique to fire fighters creates the problem.
:l
Howe'Jer, an ewployee is entitled to a prompt receipt of his pay check.
Although the'present methOd does. cause some prOblems, the Union's proposal
1s not supported by ~nvestigative data relating to an employee's alterna-
t.ive selection of a bank, potrmtial number of banks t.obelnve.lved" or
details of mail method.
In any event, this issue should not delay a ~onsum~3tion of a
new contract.
n~ted at LightAbuse Foint,
~1 odda, this .4th .d<1.y of
NOVejlll~~r, 1Q75 _ 20
Joscph Y.ulkis, Special Master
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