Our Issues & Positions
The IAFF, FPF, and we as Local 2339 have established positions on multiple issues. These positions have been taken based on or by action of the body of members. Understanding these issues and positions will help you to understand your Union as well as how you can help your Union create positive change that ultimately helps your pay and benefits grow or betters your working conditions!
Pay and Pension
Pay and Pension are the two cornerstones of our compensation for our careers in public service. Our pay is what compensates us until we make it to our retirement.
- Our pension must be competitive and provide a way of life in retirement that is respectful of our service.
- Our compensation must be competitive with other services and at a level that attracts employees.
- While we will always advocate for the highest available pay raises, we must balance those contracts with increases in other areas at times (incentive pays, supplement pays, etc)
- Care should be given that pensionable pay increases should in general remain near the pay increase assumption on the pension plan. Not doing so will place pressure on the funding level of the plan.
"Plan D" Retirement
In the negotiation of the FY18-FY20 contract, a Plan D was added to the TFD pension plan. All new employees hired after January 1, 2018 would fall under this plan which included changes to length of service, length of vesting, age of COLA, and calculation of final benefit from best 3 year to final 5 years.
- Our overall goal is to move Plan D back toward the benefits of Plan C
- Step 1 is to move Plan D back to a 25 year 80/81% retirement from their 27 year 81%/25 year 75%
- Continuous education of Plan D participants must occur about the effects of these changes, primarily the long term benefits to Plan C that come with leaving their COLA at 62 and buying it down by the group at each negotiation cycle
The City of Tallahassee has had a history of tobacco testing of Firefighters since the late 1980's. In the FY21-FY23 contract, the City of Tallahassee and Fire Chief Jerome Gaines took a 'take it or leave it' approach to negotiations pending our willingness to give them the ability to randomly test for Tobacco Use.
That contract was ratified including a random tobacco testing policy for those hired after institution of the 2019 Cancer Coverage bill (July 1, 2019.)
- While Local 2339 supports moving members away from habitual use of Tobacco that can add to their risk of Cancer, we do not support our firefighters being treated differently than other firefighters around the state or our own police hear in Tallahassee (who also are prohibited from tobacco use under contract and who fall under the Florida heart presumption legislation).
Time of Shift Change
Although it has long been a stated goal of this and other chiefs to change our shift change time to AM, the City has never had a firm position. In the past there have been multiple contracts voted down (not accepted) purely due to a change from PM to AM.
- As of the last survey of the membership (2020) on the issue, a majority of the membership either would "never accept a contract with AM Shift Change" or "would only accept it" with a large concession from the city (62%).
- The membership should be adequately polled on the issue prior to every negotiating period.
- A growing number of members have asked bout moving our time of 7pm to 6pm to lessen time given to the City. This item should be polled prior to each negotiating period as well.
24/48, 24/72, and 48/96 Schedules
As of 7/1/2022, Local 2339 does not have a position on the change of schedules from a 24/48 hour shift cycle.
- We have members who are interested in 48/96 hour schedule, and we have members who desire remaining on 24/48. As of the writing of this, we have no data to show what percentage falls with each cycle.
- It has been advocated by the 2nd Alarm Project to move to a 24/72 hour schedule. This change would necessitate a 33% increase in suppression personnel, costing nearly $6 million per year. It would also decrease your workweek by 11 hrs on average per week. That corelates to a 20% decrease in pay, or a 20% increase in hourly wages. For these costs alone, it is currently our position that this would be extremely difficult to negotiate.
What Local 2339 is able to do at the negotiating table, or in advocating for our members and departments between negotiating cycles, is completely dependent on the strength of our political and lobbying mechanisms.
- Neither our Local, the International, or the State association pressure our members to vote for a particular candidate
- We endorse candidates, at the local, State and International levels, based upon our core issues as firefighters: our ability to collectively bargain, having healthy and competitive defined benefit pensions, receiving the pay and benefits deserved for the type of work we do and risk we take, and the health, safety, and working conditions of our members.