The Bravest
OFFICIAL PUBLICATION OF THE UNIFORMED FIREFIGHTERS ASSOCIATION OF GREATER NEW YORK
SPECIAL CONTRACT ISSUE
CONTRACT FACTS by Stephen J. Cassidy think it’s important for all UFA members to understand what this contract gives us if ratified, what happens if it’s rejected and why the Executive Board thinks this is the best deal we can get.
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The reason we took this deal now instead of waiting, is because we were able to secure incredibly valuable items that we never expected the City to agree to. First, we secured the C+20 staffing agreement as part of our contract. This deal not only gives us 96 hours of roster overtime permanently, but it also protects our current staffing and gives us 20 five-firefighter engines in our contract forever. Some have said this is no big deal. I don’t think they understand its significance. This contract doesn’t just give us 20 five Firefighter Engines, it also guarantees C level staffing +20. This protects the staffing in all companies of the FDNY because AUC 287 mandates that the Ladder Companies, Rescue Companies, Squad Companies, and HazTech Engine Companies, start the tour with (5) five Firefighters and all Engine Companies start the tour with (4) four Firefighters. In addition, Haz-Mat 1 starts the tour with (7) seven Firefighters and Marine Division Companies start with (2) two Firefighters. The Department can’t reduce any staffing if we ratify this contract. If we don’t, this Mayor or the next certainly could make staffing reductions, and after the FDNY just changed its ventilation policy, no Firefighter should be surprised at what position is most vulnerable. Remember, whenever the Department has reduced ladder staffing after the start of the tour, it has always taken the OV Firefighter. Second, we were able to reach an agreement on full disability benefits for the 1700 current members and all future members hired (see article on next page) after 7/1/09. The UFA led this public fight and ultimately got the City to completely change its position. We believe this is the best deal available because it is better than the Uniformed Coalition deal (11 months of zeros) and it gives us the staffing protections and 20 five
Firefighter Engines plus the ¾ disability pension for our new members. We didn’t wait for the PBA arbitration because the City gave us both items that we thought they would never agree to. We also believe that the neutral arbitrator in the PBA case will be bound by the pattern firmly established by the Uniformed Coalition which includes the NYPD Detectives, Lieutenants and Captains along with the UFOA.This pattern was further solidified when the NYPD Sergeants also settled their contract with the same pattern. The UFOA and every superior police union have settled their contract and they clearly have established or cemented “THE PATTERN.” These five unions and their labor attorneys believe strongly that the pattern they settled almost a year ago will hold and they have no language that allows them to address any inequities that arise from the PBA arbitration. Why? Because all of them believe the pattern is locked down. We agree, but we only settled after we were able to remove the 11 months of zeros and secure the staffing protections and disability benefits. The Executive Board, like all of you, believes that we deserve more than the 11.51% compounded raises over 7 years, but the basic pattern was set by others. The Executive Board believes that what we were able to secure now, and the protections we secured forever, make this the best deal the UFA can or will get in this round of contract negotiations. Just to be clear, the UFA Executive Board does not believe there will be an opportunity to continue negotiations should this contract be rejected. The City will declare an impasse and force us into arbitration to accept the uniformed pattern deal. The arbitration process will not allow any contract provisions on staffing or pensions and we could end up with 11 months of zeros up front. We hope that you will consider this as you make your decision.
SPECIAL CONTRACT ISSUE
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New Contract Includes 3/4 Disability Pension Benefit Legislation for Tier III/VI Members and Restoration of ALL Presumptive Bills Permanently by James M. Slevin, Vice President rate paid by Firefighters around the country is As part of the agreement with the city we have over 8%.(Boston pays 9%, Chicago pays 10%, agreed to jointly support Legislation that will Los Angeles 11%) In addition many firefightprovide a new “Enhanced Plan” for our incum- ers in those cities have to work in excess of 30 bent tier III/VI members and all future mem- years in order to qualify for a service retirebers. The city ultimately agreed to provide the ment. Many of our current members in Tier II accidental disability benefits we were fighting had higher contribution rates when they came for. In exchange, members in the “Enhanced on the job. There are approximately 1700 Plan” will now pay an additional 3% towards members on the job that do not have any real their pensions. The actual contribution rate that disability protections. This contract agreement the city wanted was 11%, but we were able to ensures that they will be protected and every keep the total contribution at only 6%. For future Firefighter will be protected. The key comparison purposes the average contribution provisions of the pension agreement are: •75% Accidental Disability Retirement. •Full restoration of ALL PRESUMPTIONS (heart, stroke, cancer, lung and communi cable disease) permanently. •Legislation is permanent and is not subject to renewal every two years (Tier II was not permanent and was subject to renewal). •Elimination of the Social Security Offset for Accidental disability. •Accidental Disability retires will continue to get a COLA (same as Tier II) •Benefit will be based upon a 5 Year Final Average Salary (FAS) and 10% Kingston Cap.(No change from current FAS for new memebrs.) •“Enhanced Plan” members that work 25 years and retire “for service” will be entitled to the pension escalator that is currently in Tier III. •“Enhanced Plan” members will still be entitled to the VSF. Just as in Tier II they must work a minimum of 20 years before being eligible and must retire “for service.” At their 20th anniversary they begin to bank it and can collect it after 22 years of service. All current members hired after July 1, 2009, must opt in, within 120 days after the Governor signs the legislation in order to be eligible for the “enhanced plan benefits”, and will be charged the additional contribution rate only back to the day the Governor signs the legislation and not back to their date of hire. All future hires will automatically start with the “enhanced plan” benefits. This agreement provides that the UFA and the City will jointly support this legislation. Every time there has been an agreement between a union and the city to jointly support legislation, it has passed the City Council, Senate and Assembly and is then signed by the Governor. The UFA has already reached out to these elected officials. We have been assured this legislation WILL pass and become law.
This past year we fought extremely hard to get it passed. It was clear that the Speaker of City Council would not grant us a “home rule” without the Mayor’s approval. We were encouraged by State leaders to reach a compromise and we have. The new “enhanced plan” includes almost everything sought for the more than 1700 impacted UFA members. All future Firefighters will be guaranteed the same disability protections. Without being able to include this jointly supported legislation in the UFA contract, the possibility of getting it passed in Albany next year is slim. Now if the contract is ratified we know that ALL UFA members will be protected in case they are seriously injured.
www.ufanyc.org
SPECIAL CONTRACT ISSUE
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WHAT ARE THE NEW MINIMUM SALARIES FOR UFA MEMBERS? Effective 12/1/16
FIREFIGHTER SALARY 1st Grade FF $104,502 * 10-year FF $105,746* 20-year FF $108,236* (Base Salary + Night differential + Longevity + Holiday Pay + Uniform Allowance + RSOT)
FIRE MARSHAL SALARY 10-year FM $112,168 20-year FM $114,504 (Base Salary + Longevity + Night Shift + Holiday Pay +Uniform Allowance)
SOC FIREFIGHTER SALARY 1st Grade $116,503* 10-year FF $117,746* 20-year FF $120,237* (Base Salary + Longevity + Night Shift + Holiday Pay + Uniform Allowance + RSOT) * This does not include MSOT, CFR-D (additional $2,800 per/year), Chauffer differential (potential $2,500./year) or any other OT
TERMINAL LEAVE PAYOUTS FOR 2015 20 years = $15,000+ 25 years = $19,000+ 30 years = $23,000+
RETRO PAY EXAMPLES Average Salary earned in 2010-2015: $88,358 $98,546 $105,000 $115,000 $120,000
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www.ufanyc.org
Retro Payout $14,221 $15,861 $16,900 $18,509 $19,314
Uniformed Firefighters Association 204 EAST 23rd STREET, NEW YORK, N.Y. 10010-9998 Tel (212) 683-4832 • Fax (212) 683-0710 www.ufanyc.org
PRESORTED STD. U.S. POSTAGE PAID PERMIT # 14 HUNTINGTON, NY
STEPHEN J. CASSIDY President ENG 236 JAMES M. SLEVIN Vice President EDWARD BROWN Treasurer
LAD 7
LEROY C. MCGINNIS Recording Secretary
LAD 48
GERARD FITZGERALD Health & Safety Officer ENG 318 Sergeant-at-Arms
JOHN G. KELLY, JR Trustee-Brooklyn ENG 201 Chairman, Board of Trustees
ENG 266
ERIC BISCHOFF Trustee-Staten Island
ENG 161
MATTHEW M. DESJARDIN Trustee-Queens ENG 325
WILLIAM GRECO Trustee-Bronx
ENG 68
VINCENT SPECIALE Trustee-Manhattan
STEVEN TAGLIANI Fire Marshal Representative
ENG 55
STEPHEN J. CASSIDY Editor-In-Chief
BFI
STEPHEN N. SYMBOLIK III Managing Editor
CONTRACT TIMELINE SEPTEMBER 23rd - A majority of Delegates must approve the contract in order for the membership to vote. OCTOBER 3rd - Ballots to be mailed to all UFA members’ homes. OCTOBER 13th - Ballots due back by 5:00pm. OCTOBER 14th - Ballots counted, results announced. NOVEMBER/DECEMBER - Salary increases and retro payments to take place. Additional information on the contract is available on the UFA Web Site, including the MOA & FAQs. [www.ufanyc.org]