CONTRACT

Now when an Employee responds to a tone out, they will receive a $4 per hour increase in pay during that period, “to encourage a greater response by the Paid-on-Call Firefighters,” said MAFF Labor Relations Specialist Joe O'Connor. “In order to fill shifts, they decided to let Paid-on-Call and Auxiliary work beyond the 1,560 hours. Once they go beyond that, they’re considered a full time equivalent and the Employer has to offer them healthcare. If there are open shifts, they’re allowing them to work it regardless of the number of hours they’ve got on the books. The Employer used to require a POC to reside in the city, they now need to live within 5 miles of the city limits. The hiring pool is only so big when you’re in the city limits. They want bodies to respond - that’s why it was expanded to the 5 mile radius." While new hire part-timers have minimum 10 shifts per quarter requirements, O’Connor said, “If they don’t have flexibility to work shifts, you can’t require them to take vacation time or personal time to fulfill that obligation with Novi. These guys all have full time jobs … Paid-on-Call means they’ll respond when they can and the Employer was trying to make it mandatory. You can’t do that. The compromise is anybody hired after (July 1, 2017), if you can’t do it we are not going to hire you.”

Contract Duration: 3-year agreement, ratified July 23, 2017, and effective 7-1-17 to 6-30-20.
Wage Increases:
•    2.5% wage increase upon contract ratification.
•    2.5% effective July 1, 2018.
•    2.5% effective July 1, 2019.
*New hire bonuses, which were eliminated in the prior contract, were reinstated. New hires will receive a $300 Certification Stipend for obtaining Firefighter 1, Firefighter 2 and EMT certifications and serving 12 month probationary period.

Fringe Benefits:
•    Each Employee will receive $100,000 in accidental death and dismemberment insurance.
•    POC or Auxiliary Firefighters responding to a scene, on standby or working a shift on a declared Holiday will be paid double time of their regular hourly pay.
•    Tuition reimbursement of $1,000 per year will be available, however if the Employee leaves the City within two years of tuition being reimbursed by the City, that Employee must reimburse some or all of the tuition. If the Employee leaves within one year of reimbursement, they must refund 100%. If they depart between 13 months and 23 months, they must repay a prorated amount based on 1/12th of the cost.

Tone-Outs: When an Employee responds to a tone out, they will receive an additional $4 per hour for hours worked during that tone out.

Health Care: Under Obamacare regulations, part-time Employees can work no more than 1,560 hours a year or the Employer must offer them healthcare. A Letter of Understanding (LOU) allows part-timers to work unlimited hours and the City will offer healthcare after the 1,560 hours.
Residency requirement: The Employer used to require POC to reside within the City, but now they now need to live within 5 miles of the city limits. Auxiliary Firefighters, who live within 40 miles of the department and have scheduled shifts, can be offered a pager paid for by the Employer to respond to toned out calls if they live within the 5 mile radius.
Training: If the City pays (approximately $3,000) for a new hires to receive Firefighter I, Firefighter II and EMT training, the new hire agrees to continue employment with the City for at least two years. If the Employee quits, they must reimburse training costs, based on a prorated amount.
Shift assignments: POC hired after July 1, 2017 must work a minimum of 10 shifts per quarter. However, if the Employee is unable to sign up for 10 shifts due to senior firefighters working those shifts, this will not be held against the Firefighter. This does not require a Firefighter use their personal or vacation time off from their primary employer to meet the requirements of this section.
Uniform/Equipment Allowance: Uniforms are provided by the City. An annual accessory allowance of $100 will be included in each non-probationary Employee’s second paycheck in January.
Bargaining Team: Labor Relations Specialist Joe O'Connor with Chief Steward Mark Pehrson and Union Stewards Mark Tunnard, Ian Patterson and Derrick McClelland.