Contract Settlements

CONTRACT

“They added four Holidays so now they have a total of 10 that they get time and a half for if they responded to any runs on Holidays,” said MAFF Labor Relations Specialist Jim Steffes. “They also have a point system and it deals with the minimum response. They have to get 100 points per calendar year quarter. We modified the point system to make it less points for dayshift when they’re at their normal full-time job. They get more points for nighttime runs between 6 p.m. and 6 a.m. They also have points for working a shift. It makes it easier to obtain their points and not fall into scrutiny by the Employer.”

“It was just an overall good experience,” said Local Union Stewards Peter Carolan of working with MAFF. “They’re professional and courteous. They assisted anywhere we needed direction or guidance. The Holidays were the most important and the raise was cost of living. Working the Holidays and having parity with the other departments, that way everyone had the same Holidays recognized. I patterned it off the full-time group just to have everybody on the same page. I think (call responses) were all adequate, but the department wanted to have a higher turnout in the evening. So, they offered to raise points as an incentive to increase response during those times. It helps motivate people to come out at night.”

Contract Duration: 4-year agreement ratified September 2019 and effective July 1, 2019 to June 30, 2023.

Wage Increases:
1-1/2% increase for all classifications effective July 1, 2019.
1-1/2% increase for all classifications effective July 1, 2020.
1-1/2% increase for all classifications effective July 1, 2021.
1-1/2% increase for all classifications effective July 1, 2022.

  • Wage increases were retroactive immediately following the prior contract expiration, effective July 1, 2019.

CONTRACT

“They received a flat rate wage increase to bring them up to area professionals for the life of the agreement,” said MAFF Labor Relations Specialist Jim Steffes. “We increased their longevity pay – a Captain was getting $2,175 and is now going to get in this contract $3,250 annually. A Fire Marshall was getting $2,850 and will now receive $4,250. The City will permanently increase the base wage by $3,000 for completion of bachelor’s degree and $2,500 for an associate degree. The City is trying to have more highly educated staff. If you get a degree in the next two years, you would get that increase to your wage. If you were promoted into the bargaining unit from the POC ranks, we reduced the probationary period from 18 months to 12 months.”

“The main thing was the pay raise. We weren’t looking for anything extraordinary. We were just looking for parity with similar rank with the (Walled Lake) Police Department,” said Karl Brown, MAFF Local Union Chief Steward. “There hadn’t been a raise in well over 10 years. To me that was the big highlight. The City was in a really bad financial (situation) around 2010 and they’re not out of it completely, but they’re well on their way hopefully. To be able to retain employees, they understand they have to offer competitive wage and benefits packages. I think what impressed me the most about MAFF was the history. It was a long-time relationship with the City through the Union. Jim (Steffes) has a good knowledge of the contracts.”

Contract Duration: 4-year agreement ratified Sept. 17, 2019 and effective July 1, 2019 to June 30, 2023.

Wage Increases:
Fire Captain flat rate annual increase from $65,366 to $71,462 effective July 1, 2019 for the life of the agreement.
Fire Marshal flat rate annual increase from $66,243 to $72,177 effective July 1, 2019 for the life of the agreement.

  • Wage increases were retroactive to immediately following the prior contract expiration, effective July 1, 2019.

CONTRACT

“First and foremost, I wanted to say how great MAFF was for us. (MAFF Labor Relations Specialist) Jim (Steffes) was there with us every day,” Local Union President Jeff Gaglio said of negotiations. “He always had great input. He was an extremely great asset as was MAFF. Every time we needed information or a resource, they were phenomenal through the whole process. This was our first contract coming out of the bankruptcy. Power and money pretty much was what this contract was all about … gaining back some more power for our bargaining group. We wanted to gain back our ability to manage our own affairs. We really took on a lot of responsibility with this contract. It gives us, as a management group, more relevance and more responsibility which keeps us around a while.”

“They received a pay increase of 3 percent annually July 1 for life of agreement, effective first day of the payroll cycle and a one-time 4 percent special wage adjustment. They were frozen for a long time from the bankruptcy,” said MAFF Labor Relations Specialist Jim Steffes. “They received an increase in their cap on the Sick Leave from 300 to 480 hours per year. So, they can bank additional time if they need it. We got a change in Overtime to count all hours over 40 or in addition to their normal work schedule. It used to be Fair Labor Standards Act, so, … if you took Vacation time it didn’t count (toward hours worked). Now, if I use Vacation or a Comp Day, it still counts as compensated time. Effective Jan. 1, 2019 and each month thereafter during the agreement, the City contributes toward active members 2 percent of their straight time hourly earnings going into a retiree health saving plan. So, when they retire, they will be able to purchase healthcare with this money they’ve been receiving over the course of their career. (In the past) if I was a Lieutenant and the Captain was off, I would have to work in his job over 30 days before I’d get step up pay. We got that reduced to one work day.”

Contract Duration: 4-year agreement ratified June 14, 2019 and effective July 1, 2019 to June 30, 2023.

Wage Increases:
3% increase effective July 1, 2019.
3% increase effective July 1, 2020.
3% increase effective July 1, 2021.
3% increase effective July 1, 2022.

  • Plus, a one-time 4% special wage adjustment effective the first day of the payroll cycle following contract ratification.

CONTRACT

“The biggest thing in the contract is we’ve got a section talking about negotiating for full-time. To be able to negotiate and create some full-time positions for the department would obviously be huge for the department. We were not able to staff 24/7 because of the retention crisis so we had to bring in auxiliary,” said Lt. Brad Rennells, Northfield Township Fire Fighters local union Vice President. “I’m happy we did make it easier for an Officer to get a bonus. You had to make 30 percent of runs to get a bonus. They weren’t rewarding you for your extra duties. If you have a full-time job and a family, 30 percent can be difficult at times, especially when you only need 20 percent to keep your job. We got (the Chief) to agree to a tiered system. As long as you make the department minimum of 20 percent of the runs, you can get a bonus.”

“There was discussion back and forth trying to reach agreeable language that dealt with union security,” said MAFF Labor Relations Specialist Joe O’Connor. “The Chief is looking at hiring some people full time. If the Chief wants full-time Fire Fighters, we’ll have to negotiate their wages, hours, and terms of employment. We agreed to meet with the Employer and try to negotiate full-time positions.”

Contract Duration: 3-year agreement, ratified August 2018, and effective 7-1-18 to 6-30-21.

Wage Increases:
POC - $20.50 effective July 1, 2018, $21 effective July 1, 2019.
Duty - $15.50 effective July 1, 2018, $16 effective July 1, 2019.
Training - $13 effective July 1, 2018, $13.50 effective July 1, 2019.
Probationary II - $13 effective July 1, 2018, $13.50 effective July 1, 2019.
Probationary I - $10 effective July 1, 2018, $10.50 effective July 1, 2019.
Wage Reopeners for all Employees July 1, 2020.

CONTRACT

“We got 8 percent (wage increases) spread over four years and we were able to get percent increases for command officers,” said Marc Abdilla, Van Buren Firefighters Association President. “The Employer increased their percent into our retirement by 2 percent. We got the only full-time employee’s information to mirror other full-time employees in the area ... with time off and tuition reimbursement. They increased his banks and his ability to cash out three days per year. We went from four employees to five every shift (adding) one supervisor per shift. Jerald (James) did a great job and MAFF did a great job for us. We appreciate it.”

Contract Duration: 4-year agreement, ratified Dec. 14, 2018, and effective 1-1-18 to 12-31-21.

Wage Increases:
3% increase effective Jan. 1, 2018.
3% increase effective Jan. 1, 2019.
1% increase effective Jan. 1, 2020.
1% increase effective Jan. 1, 2021.

Plus Step Increases by Title:
Sergeants receive 1% additional increase above Fire Fighters.
Lieutenants receive 3% additional increase above Sergeants.
Captains receive 5% additional increase above Lieutenants.
Battalion Chiefs receive 8% additional increase above Captains.

• Signing Bonus of $300 for full-time Employees and $250 for Paid-on-Call Employees.