To: Honorable Mayor and Members of City Council
From: Heather Ruiz, Human Resources Director
Prepared By: Caitlin Saldanha, Management Analyst II
TITLE:
Title
Tentative Agreement between the City of Napa and the Napa City Firefighters Association, IAFF, Local 3124, AFL-CIO (“NCFA”)
LABEL
RECOMMENDED ACTION:
Recommendation
Approve the Tentative Agreement between the City of Napa (“City”) and the Napa City Firefighters Association, IAFF, Local 3124, AFL-CIO (“NCFA”) for the term of July 1, 2024 through June 30, 2026; and authorize the City Manager to finalize and execute a successor Memorandum of Understanding (MOU) to implement the Tentative Agreement.
Body
DISCUSSION:
The MOU between the City and NCFA defines the compensation and benefits paid by the City to NCFA member employees in the classifications of Firefighter, Firefighter/Paramedic, and Fire Captain. The term of the current NCFA MOU ended on June 30, 2024.
In February of 2024, the City and NCFA began negotiations on a new MOU. On October 15, 2024, representatives of each party reached a Total Tentative Agreement on a package for a two-year agreement. The Tentative Agreement is subject to ratification by NCFA members and the City Council. NCFA ratified the agreement by a vote of the membership on November 10, 2024, and notified the City via email that the agreement had been ratified.
The major terms of the agreement are as follows:
• Two Year Term, July 1, 2024 through June 30, 2026
• Negotiated salary increases of:
o 2% effective the first full pay period following City Council’s approval (not retroactive)
o 1.5% effective the pay period containing January 1, 2025
o 2% effective the pay period containing July 1, 2025
o 1.5% effective the pay period containing January 1, 2026
• Add a 5% Fire Captain Administrative Staff Premium for Fire Captains who are routinely and consistently assigned to administrative work
• Add a $75 per month expense reimbursement for Peer Support Program Members
• Add a Skill Certificate Pay of $75 per month for members who possess the qualifying certifications for HazMat, Technical Rescue, Water Rescue, Tactical Medic, & Fire Investigator, but are not currently assigned to the specialty teams
• Increase 40 Hour Assignment Pay from 7% to 10% for member who are scheduled to work on Holidays, and 2% to 5% for those who do not work on Holidays
• Increase Bilingual Pay from 2% to 3.5%
• Increase Educational Incentive for BA/BS Degree from $197 to $285 per month
• Add a 2.5% Certification Pay for Fire Captains who have completed Napa Fire Department Captain’s Position Task Book and receive the State Fire Training’s Company Officer Certification (or SFT Fire Officer Certification)
• Add a 3% Certification Pay for Firefighters or Firefighter/Paramedics who have obtained a State Fire Training Fire Apparatus Driver Operator 1A certification and an additional 2% certification pay for State Fire Training Fire Apparatus Driver Operator 1B certification
• Increase Tuition Reimbursement from $1,000 to $2,000 per fiscal year
• Increase Uniform Allowance from $800 to $1000 annually, and make some other uniform language changes
• Net gain of one holiday by adding Cesar Chavez Day and Juneteenth as holidays, combining Washington’s Birthday and Lincoln’s Birthday to be one holiday of President’s Day, and renaming Columbus Day to Indigenous People’s Day
• Increase Sick Leave from 114.4 hours to 144 hours for 56-hour work week and from 81.7 to 102.9 for 40-hour work week, and modify sick leave cash out at time of retirement to reduce amount that can be deposited to Health Reimbursement Account (HRA)
• Plus other language changes
FINANCIAL IMPACTS:
The estimated cost for the implementation of this 24-month agreement (not retroactive) is approximately $1.6 million ($1,600,000). The estimated cost for the General Fund in FY 2024-25 for implementation of this agreement is approximately $0.74 million ($741,584). The Adopted FY 2024-25 Budget included a COLA of 3% for all groups. This TA would incur an additional, unbudgeted cost of approximately $350,000 to the General Fund. A more detailed costing will be done at the employee level to calculate the needed budget increase. A Budget Amendment will be presented to the City Council at a future meeting after execution of the MOU, along with the adoption of updated salary schedules. Costs associated with changes to the terms of the MOU will be budgeted accordingly in future fiscal years.
CEQA:
The Human Resources Director has determined that the Recommended Action described in this Agenda Report is not subject to CEQA, pursuant to CEQA Guidelines Section 15060 (c).
DOCUMENTS ATTACHED:
ATCH 1 - Total Tentative Agreement Package between City of Napa and NCFA
NOTIFICATION:
None.