Can we pull up the presentation please?

Next slide.

There we go.

Today today's agenda we're gonna go over some compensation city proposals, some of the language clarification you all have been waiting for, and then review some of the tentative agreements that you know see where we stand at.

And so we'll kick it off with the compensation, please.

Okay, good morning.

Uh Sasha Ondonovsky, Office of Management and Budget.

So we'll just go over a couple of slides uh with regards to c uh compensation and uh uh proposals that were uh in the last couple of months.

So this first slide is uh your first proposal.

Um so we already know what that is.

This next slide.

The next slide shows uh the cities proposal from uh May 14th.

So this proposal included uh two and a half percent cola uh and uh embedded uh five percent for the step increases.

This proposal also included uh elimination of some of the first steps and then adding uh additional step.

So that's the cost uh for the for the whole uh four years of the of the contract for the million dollars.

So we won.

We're gonna revise the slide before we posted its backup so that it's very clear what the city's proposal is because looking back at some of the pres presentations in the past, a couple of meetings that we've had, it's not very clear if you were just to look at the presentation, so we want to make sure that it's very clear that the city is also offering what you just mentioned with those step changes.

Yes.

So this is your proposal from six twenty-six, which includes five percent cola and embedded five percent uh f uh steps increases, and also uh this is uh there is a calculation for the uh estimation for the accepted uh uh incentives uh and the longevity that that you guys had.

Um so the total cost of the of the contract is fifty-six million dollars.

So this this proposal I want to mention this proposal also uh also in uh doesn't eliminate the first step, but includes tell st uh step number twelve.

These are the benefits.

We already shared this one.

Uh currently we have nine hundred and five uh employees included in the C D HP plan and then sixteen in the basic plan.

This is original proposal for the from the city, which included continuation of the current contract, twenty-two percent increases.

And you can see the uh the impacts there.

So for the for the most enrolled for the C D HP with uh with family, you can see that the increase is like twenty-five dollars, thirty-five dollars on an annual basis.

Uh uh for pay per pay period.

There are twenty-four payp uh pay periods for the health plan.

This is your proposal, ten percent increase.

Which uh for the most enrolled uh group, we have ten in ten of a little bit over ten dollars increase in twenty twenty-seven, fourteen dollars in twenty twenty eight, uh fifteen dollars in twenty twenty-nine and uh seventeen dollars in twenty thirty.

This that's uh C D H B plan, the last line on the C D H plan plan.

No, this is C D HP.

I'm I'm just uh explaining the the line with most uh enrolled employees.

Yeah.

And Nico, if you want to.

So your ten percent counter proposal we'd be okay with, but we would like to include this language into the agreement.

And so this is basically a discussion that we've already had.

So there's been federal changes related to the high deductible plans that we have.

So of the ten percent we'd be agreeable to if we incorporate this language.

Uh we need to obviously abide by the IRS rule, so net high deductible plan continues to change.

It seems like yearly now, and it's like $200, $300 every year that it's increasing by this next session.

Hi, Nicole Cody.

The next session includes if you look at your first handout, is going to be the one that says city proposals.

This will also include items that were pending language clarification from the city as well.

So the first item uh we've already discussed at the previous meeting.

This was proposed on June 26th.

So I will skip to the current one starting with item two, uh, miscellaneous.

And so this is uh proposed language regarding uh the creation of a temporary labor management committee to look at a discipline review board for the fire department.

Item three.

Reminder, real quick on number two there.

It's just it's just to discuss the possibilities.

It's not saying we're gonna do anything with it at the end.

And to that point, the to highlight the language is that the committee will bring the findings and recommendations to the city and association prior to the bargaining sessions, is what we're recommending before we begin bargaining for 2030, as well as um this committee would sunset at the term of this agreement.

I just have one question on that one.

Who would make up the committee?

It'd be like the rest of the committees.

We can use that structure.

Item three is um regarding the promotional and examinations for credentialing.

Oh, I apologize.

There's a typo in this one when it got converted back from a PDF and I didn't catch it.

So what fire officer gets 1112 points.

No, so the answer it's two.

That's the typo.

So it's only two points.

So what I'll do is I will make a we'll make a revision to this document and send it back to you, but it's only two points for each of the different areas.

Fire officer, chief officer, fire marshal, as well as the EMS officer.

It's only two points for each.

I apologize.

We had a technical difficulties this morning.

But in the presentation, it states two points.

Item four is that um currently the CBA does not address breaking ties, as well as the civil service rule no longer covers a certain item, so it's addressed in both uh ties will be broken by seniority, then class rank if required, and then the rule five is application of promotional process and lateral transfer process.

Filing of applications of the civil service rules is hereby removed with respect to the examinations and promotions for members under this agreement.

It would be the proposed language in that in those proposed.

Any questions on that one?

No, not you might have one.

Yeah, I have a question.

Sorry.

So the rule five, is that is that for all employees or just uh recruitment process and all that?

Just when applying for promotion.

Okay.

Yeah.

So we we have uh state certifications for medical and for buyer, and they do it, they're doing checks on us constantly.

And so they notify us as soon as someone's got a conviction or anything, and so they're the ones who really flag it.

Yeah, so it's going back and not having to do it twice as people are promoting.

Okay, that's what civil service requires.

Okay, yeah, that was just one clarification on that.

So it's only for recruitment and application.

Item five um is under wages and compensation, and this is the proposed language is all accruals will be converted when transitioning to a 40-hour or 56-hour schedule if the schedule changes are longer than one full pay period.

Is the pro item six affects section four?

Everything in black is currently what's in the agreement.

The portion in red is what would be new.

Employees will accrue holidays regardless of leave status, except when an employee is out on leave for disciplinary reasons.

Item seven, the section three A, everything in black again is what's currently in the agreement.

The red portion would be is what we're proposing to add.

An employee out on approved protective leave, FMLA or non-FMLA leave absent, will not be required to request leave.

Extended leave accruals will automatically be deducted.

On item eight, section seven, um, this is entire section would be new.

Uh the city will allow payroll deductions to employees for supplemental insurance premiums up to six providers designated by the association, provided that the designated providers comply with the city vendor policies and procedures and do not require additional information to be added to the city's HRIS system.

The city will not charge an administration fee and the employees or administration for making the deductions for the designated providers.

Item nine, the proposed changes are in red.

Um again, all of this section is currently in the agreement as stated until the last sentence would change to participation in such plan is subject to the employee contributing to such a such plan at the rate of contribution as agreed to by the parties and rates agreed to by the parties shall not be amended during the terms of this agreement without mutual consent of the parties, except for any changes mandated by federal and or state law, and that was what was presented in the earlier slides.

So now we're in two.

That was the last one, and now we're into items pending language clarification.

So the union had made uh several proposals that were pending uh clarification from the city, and so we'll cover those now.

Based on the items three and five as submitted by local 51 regarding incentive pay, this is regarding the FTO and the medical mentor, and the proposed language is found in the on the right.

I don't think I need to read all the proposed language.

Of course, it'll still be pending your review and response.

Yeah, if you want to just take these next sections back, review it carefully, and we can we can discuss it next week.

Item 1 is um regarding the critical care paramedics incentive pay.

This is the city's proposed language regarding that section.

And then regarding it will used to be item two, but you'll see on the combined list it were is now corresponds to item 26 regarding the uniform allowances as represent proposed by local 51.

You'll see the city's proposed language over two parts.

So this is the first part, and then the second part.

You'll also see the strikeout language of the current agreement given the changes that we're proposing for uniform allowance.

And then I'm guessing it's the typo as well.

So the shitty uh shall furnish 11 badges to the member.

Yes.

Okay.

So all the numbers on the handout, the presentation is correct, but will need to be revised and updated.

Yes, we'll check all the numbers.

So it happens when you convert back from PDF to an Excel, it kind of does what it wants.

Thank you for catching that.

Yes.

So items for a tentative agreement.

There's now we're gonna refer strictly to the handout that was provided.

And so what we'll do is go through both local 51 and cities counter proposals.

Of course, the new city proposals that were just presented are not included in this list, as well as the items for clarification are included, but we can skip until you've had time to review.

So we'll go through them quickly.

Um, and then what I'm gonna be asking each party is for a verbal confirmation of yes, if it's not it hasn't already been confirmed.

If you need additional time, of course, um just let just let me know that a yes or no, and then same thing on the city side.

Yes, we're pending a counter proposal.

Yes, we're pending counter proposal for item one regarding wages and compensations.

Item two, um, the incentive pay is regarding the paramedic.

The city rejected the proposal.

And does the local 51 agreed at the last?

And so are we in confirmation?

Yes, ma'am, we're in agreement with that.

Yes.

City, we're in agreement.

Yes.

You need to turn on your mic, sir.

Yes.

Item three, incentive pay for the FTO, and this is combined for F to the city, accept the proposal and combined it for FTO and mentor pay.

We just provided the um proposed language uh, but I know the local had tentatively agreed already.

Yes, that's correct.

Okay.

Yes.

Question on that one.

Would that include FTO coordinators?

That sometimes may not be assigned a boot, but they do do the FTO program continuously.

I believe there's three per shift.

What's that?

Go ahead.

It's my understanding that it's only if they're assigned an FTO.

So if they're a coordinator and they have an somebody that they're mentoring, then they would get that pay.

But if they're just overseeing the program and they're not assigned anybody, then no.

Thank you.

Do we have that where people are overseeing the program but not assigned an FTO?

Yes.

Are they 56 hour employees or so giving B sheet for example?

We have three coordinators.

Um they run the entire program.

They're ensuring all the documentation.

So they're actually doing probably a lot more work than a single FTO.

Um each shift is uh allotted three, I believe.

Um and there you're running the program to include the training, testing, paperwork, all that stuff.

So they do the field training that they're out there when they're doing their physical stuff.

Yes, sir.

Yeah, they're the ones meow and share the testing.

Yes, sir.

Gotcha.

All that.

Okay, thank you.

I don't I don't know.

Do are we in agreement or do we need to postpone to the next meeting?

I think we need to table that one so we can look at that piece that was just offered.

Item four, bilingual pay.

The city reject the proposal.

Yes, we're in agreement with that.

Okay.

Yes.

Incentive pay.

This was combined with item three, the medical mentor that we've tabled.

Item six, communication assignment pay.

Uh the city's counter proposal was five percent for anything less than eight hours.

We're gonna decline that one at this time.

Okay.

Is the city in agreement?

Yes.

So it's off the table.

Thank you.

Item seven, incentive pay, education pay.

The city rejected the proposal.

The what we received at on June 26, the union agreed with that.

Correct.

Correct.

Item eight, longevity pay.

The city accepts the proposal.

Yes, that's correct.

Yes.

Item nine, um, incentive pay for TCFP uh certification increases.

The city accepted the proposal.

Correct.

Okay.

Item 10, incentive pay.

Um the city is working on the counter proposal.

We barely provided you that language today, so we can table that item.

Yes, ma'am.

Item 11.

The city's counter proposal supports the critical care and peer support.

Um local 51 countered.

The incentive paid to the monthly amount of 100 stacked up to two teams for a maximum of 200.

The city accepts the proposal.

I think we're good there.

Yes.

Item 12, wages and other compensation, increasing walk to 10 percent.

The city rejected the proposal.

We're in agreement.

Okay.

Item 13, the city accepts the proposal to change from days to calendar days.

Good there, yes, ma'am.

Item 14, the city agrees to the three points will be added to the score of the language provided by local 51.

Yes, ma'am.

Item 15.

Section 4, last sentence from change to 3 to 4.

We're all in agreement.

Yes.

Item 16.

Um requesting lane language change for the entire article, and we accepted your proposal.

That's correct.

And cities in agreement.

Yes.

Item 17, examinations and promotions.

Uh count we requested a counter proposal to combine the request with the above item.

Um that was regarding uh, I believe I oppose that was uh that was to go back and meet on that when we're doing when we set up the committee, and we have the committee for the promotions examinations.

We talked about adding that to there on how we can improve that process.

Right.

Yeah, I think we're good there.

Okay.

Item and that was regarding uh I believe I oppose that was uh that was to go back and meet on that when we're doing when we set up the committee and we have the committee for the promotions examinations we talked about adding that to there on how we can improve that process right yeah I think we're good there okay item 18 the city rejected the proposal for the change in the drug and alcohol testing policy excuse me on this one didn't we have some different language we were looking at we're looking at moving the 30 days to the to the forefront okay so let's table for additional language okay item 19 um comp time creating a new section establishing the criteria for the use of the comp time we accepted the proposal think we're good here yeah yes increase the maximum compensatory time accrual and payout limits upon separation the city had a con a counter proposal to increase the maximum accrual from 144 to 240 increasing the maximum from 80 to 120 yes yes item 21 is regarding holidays and vacations the city rejected the proposal with no counter at this time we're in agreement there yes okay item 22 regarding holidays and vacations the city counter proposal was as follows 56 hours must maintain a minimum balance of 600 hours of combined vacation holiday leave and 40 hours must maintain a minimum balance of 400 hours the annual sell back limits for 56 hour employees is 180 hours with the annual sell back limits for 40 hour employees of 120 the effective date is still to be determined yes ma'am we're good there okay the issue on that one's gonna be the the transition as we talked about and so I don't think we included it today the transition plan my recommendation is you all meet with Randy and the fire department to see how that transition is over so because we're changing those those dates oh for the tick leave sell back and the vacations okay so so I I think we need to go there this way you guys can take a look at it as a group and then come back next week hopefully and we can cool sounding that forward ma'am are you available after this we can go over that with you all right item 23 the city rejected the proposal with no counter at this time agreed yes item 24 the city rejected the proposal with no counter agreed and then item 25 uh we just provided you the language cleanup regarding these next two items regarding uniform so if we want a table we understand yes ma'am we only do look at that yes sir so that's item 25 and 26 we're tabling and item 27 item 28 well 27 I think we're good with oh we're good are you good with item 27 I just I we explained last time we couldn't promise October 1st just because of the new the new fiscal year and getting the POs in place okay so agreement yes we're in agreement so item 28 we had provided a clarification and language that the city only accepts the restructuring portion um the city does not accept the remaining requests on this one we're gonna need a table it we've got a couple of things we need to cover there okay item 29 the city rejected the proposal do you want to table this one along with that other one item I thought we discussed about bringing it to the committees and and having a further discussion rather than the signing to a committee correct the leadership structure yeah so are we good with that one yeah I think we're good then okay item 30 no kidding this one was in combination with the other item uh what we can do is what we're providing clarifying language is that for item 30 for item 30 yeah the creation of the labor management committee test or no see research feasibility structure health care trust and uniform fire so we agreed so we agreed to that we agreed there so we're not changing we're gonna meet so when you look at 31 and it says discuss a change in current insurance that's all is that same meeting so we're in same thirty one's good 32 yes they're all related huh yeah yes item 33 our response was at this time the city retains operational control but agrees that communication between local 51 and the fire

So we're in same 31's good.

32.

Yes.

They're all related, huh?

Yeah.

Yes.

Item 3.

Our response was at this time the city retains operational control, but agrees that communication between local 51 and the fire chief must occur in these cases.

Yes, I think we're good there.

Okay.

Item 34.

The city accepts the proposal to umend to the use of electronic documents.

Yes.

Item 35, the counter proposals.

The city proposes to send the proposal for the evaluation and review by the equipment apparatus and facilities committee.

Uh yes, we did agree.

No.

And then this one was regarding language cleanup.

Um we'd still need to come back with this one.

The city hasn't provided provided language cleanup regarding this item.

So the city needs to table on that one?

No.

We're just gonna put it in three user personal devices.

So we're just we'll get you the language.

Okay.

Table.

Item 37.

The city accepts the proposal.

To delete to delete section 15.

Agreed.

Item 38, the city accepts a proposal to discuss and address the 40 hours operation.

Agreed, yes.

And then the city accepts the proposal for item 39 to amend this section to include the city.

The city will electronically deduct from the pay of each employee who has executed an authorization slip.

Also agreed.

Okay.

The final item 40 is um the city provided a counter proposal that accepts the following committee of nine members with a quorum of five to include the medical wellness advisory committee, the equipment apparatus facilities committee, professional development and promotional committee, paramedic advisory and medical review committee, rules and regs committee, and fitness committee.

Um we're gonna need a table on this one.

Okay, and that concludes the the list.

As I mentioned, we will add uh the city's proposals from today to this list for the next meeting for consideration, and then anything that we owe you regarding pending language will be provided at the next meeting.

How does Tuesday 714 at 2 o'clock look?

I asked, sure.

You did sounds good.

Perfect.

Anything else for today or questions?

Just a quick question.

Um to the city proposals, the first presentation uh number one.

We didn't discuss item number one.

Yes, sirs.

Yes, sir.

That was originally presented on June 26th, but we can discuss further.

Oh, okay.

I thought we were gonna talk about today.

Uh just for I guess everyone's clarification.

Um the city of Austin decided to do that because they switched to a we did a little bit of research on it because first we kind of heard of it.

Um they switched to a 2472 schedule and they also kept their four-man staffing, and they're probably gonna uh end up taking over all of Austin Travis EMS with adding thousand plus employees.

So that's kind of why they got to that agreement.

So just so everyone knows.

Okay.

Thank you.

You want to I think that's all the questions we have to get anything else?

Nope.

All right, good.

See you Tuesday.

Sounds good.

Thank you.

Thank you.