On June 22, 2026, the City of El Paso and representatives of Firefighters Local 51 met to discuss the union's proposals and the city's responses. The meeting covered wages, incentives, examinations, drug and alcohol testing, overtime, leave, insurance, and other working conditions. Several proposals were accepted, some rejected, and others sent to committees for further evaluation. A follow-up meeting was scheduled for June 25, 2026.
Local 51 proposed: 30-day suspension only if employee fails rehab within 180 days; no post-accident testing if not at fault. City opposed, stating safety-sensitive positions require immediate disciplinary action and post-accident testing for safety and regulatory compliance. City willing to discuss rehabilitation access and return-to-duty requirements while preserving management authority.
Good morning and thank you all for coming out today. Today we're just gonna kind of go over where we started from the beginning in each of the lines of your request or proposals and kind of go through and give the city's responses. Give you time to take it in. Um we can meet back next week, discuss it out even further. I know the fire department's working on a few little clauses they want to do on some language cleanup as well, the administration side. So I asked Chief to get that polished up and ready to go for next week as well. So we'll provide that to you next week and then give you time to review it and for the following meeting. But next next week, if you want to come back with everything we discuss here, that's fine. So we'll just start off, you know, going back to day one. Good morning, Nicole Cody. So we're gonna start um in the order that you all submitted them. So we're gonna start with wages and incentives. This was originally proposed back in April on April 7th of this year. And so I'm gonna go through each item. I'll read briefly briefly read the description, and then I'll read the city's response or counter proposal. At any time, if you've got questions or you will need additional clarification, or you want to interject or we need to discuss item, feel free. Please feel free to just speak up. So I'm gonna start with uh local fifty-one's proposal item number one. This is regarding wages and compensation under Article Nine. And the description is section one, uh seven and a half uh pay increase upon signing the agreement, effective in the first pay period following September one, again in September one of twenty twenty-seven, again in September one of twenty twenty-eight, and then again in September one of twenty twenty-nine. So the city's response or counter proposal as presented in the previous meeting is the first year would be a two and a half pay increase with a five percent step increase, then following followed by a two and a half pay increase effective the first pay period of the following fiscal year, and then the subsequent following fiscal year, and another two and a half percent the following fiscal year. And the reason we did put um fiscal year, and we do we don't have a date is because the dates would be finalized as part of the final contract, depending on the date of adoption. Item two, incentive pay. Create a new section for field training officer, pay at five percent above normal pay, while assigned a probationary firefighter for the full term of the probation period of twelve months. The city accepts the proposal that this combine that this item is combined with item five, FTO slash mentor pay, with an effective date to be determined. Item four incentive pay. New section, bilingual pay of $500 per year. Once employees successfully passes the city administered language test. City will continue to research this item. Item five. New section, medical mentor pay at 5% above normal pay while precepting and EMT basic or EMT paramedic, three continuous months, maximum dependent demand expected to increase substantially with EPFD moving to civilian to paramedic training academies. City accepts this proposal that is combined with item three, the effective date to be determined, and pending additional clarification. Can you all hear me okay? Do I need to move the mic? I just want to make sure those that are joining us are able to hear. Sorry about that. Item six, new section communication assignment pay, five percent pay increase above normal pay for FD uniform personnel assigned to work shifts at communications. The city does not accept the proposal due to the policies currently in place, such as the eight for 24 and overtime when scheduled off duty. Item seven, incentive pay. Section three, education pay increase for all levels by $50 per month, associate's degree increase of $200 per month, bachelor's $250 per month, masters at $200 at $300 per month. City does not accept proposal due to current financial constraints. Instead, continuing the tuition assistance program provides assistance to the employees advancing their education. Article 9, wages and other compensation. Section 8, longevity pay increase to $10 per month per year of service not to exceed $250 per month. City accepts a proposal, effective date to be determined. Item nine, Article 11, incentive pays, section one, Texas Commission on Fire Protection Certification Pay for Structural Firefighter Certification Certification Levels increased by $50 per month, immediate 164, advanced 194, and masters 124. City accepts the proposal, effective date to be determined. Item 10, incentive pay. New section, flight medics and critical care paramedic incentive pay of PAP 5% plus 5% for a total of 10% while working on a ground critical transport unit and pay of PAP 5% plus 10% for a total of 15 while working as a paramedic on an aircraft transport unit. Fire stars.