Title
Approving the Memorandum of Understanding Between City of Phoenix and Phoenix Fire Fighters Association, IAFF Local 493 (Unit 5) (Resolution 21915)
Description
The City of Phoenix has met and conferred with the Phoenix Fire Fighters Association, IAFF Local 493 (Unit 5), in accordance with the terms of Section 2-218 of the City Code, and a Memorandum of Understanding (MOU) has been approved by the organization's membership. A copy of the proposed MOU has been filed with the City Clerk and an opportunity for public comment has been requested as an agenda item preceding this resolution.
The following is a summary of the most significant agreements outlined in the proposed MOU:
TRANSPARENCY
Based on public dialogue about the need for greater transparency and accountability for city employees, several sections of the contract are modified. These modifications are proposed consistently through all City of Phoenix employee contracts. Signing these modifications is tied to an additional compensation increase as described in the COMPENSATION section. These transparency and accountability modifications are as follows:
Investigation language:
Add guidelines for conducting employee investigations.
Discipline to remain for employee’s career:
Change current language that allows discipline to be considered up to 5 years for progressive discipline, transfers, and promotions. Under this agreement, 10 categories of discipline will last for the life of employment. These are shown in the attached agreement.
Representation on Grievance Committees:
Update current language to rotate mutually agreed representation on grievance committees to ensure an impartial review.
Purging Files:
Place the process into a single chart that makes it clear that discipline remains in the City’s human resources files and that there is no “purging” of employee records.
COMPENSATION
IAFF is proposed to receive the same percentage increases of total compensation as the other labor groups as follows:
Year 1:
Ongoing 1.5% of total compensation
Non-continuous 2.5% of total compensation
Additional compensation for agreeing to the City’s transparency and accountability proposals:
Ongoing 0.5% of total compensation
Non-continuous 0.5% of total compensation
Year 2:
Ongoing 1.5% of total compensation
Non-continuous 2.5% of total compensation
Department
Responsible Department
This item is submitted by Deputy City Manager Toni Maccarone and the Human Resources Department.