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September 24, 2017
734 Contract Vote Info Page

Below is the Contract Language for the Vote on April 20th & 21st

The Vote times are 0800-1000 & 1200-1400 & 1800-2000

There shall be No absentee voting

Members will vot to either ACCEPT or REJECT: if rejected, continue arbitration pursuint to Article 55 of the Baltimore City Charter

Contract Modifications for Fiscal Years 2018-2020

Baltimore Fire Fighters Bargaining Unit

April 3, 2017

  1. Preamble

Strike reference to “2016” and replace with “2017” and add “through June 30, 2020.”

  1. Article 11:      Health and Welfare                  

Amend the sentence in ¶ 11.A by deleting the words “through December 31, 2017,” thus to end that sentence. In addition, add the following: “As the term of the Transition Health and Prescription Drug Plan Agreement is due to expire on December 31, 2017, and new RFPs have been issued for Plan Year 2018, the parties recognize that the Transition Agreement shall need to be amended and modified through bargaining conducted among all participating unions during the term of this Agreement.  While remaining in negotiation, and prior to impasse, the terms of the Transition Agreement, with the exclusion of ¶ 8, shall remain in effect, with the intent that all terms of the Transition Agreement shall continue to operate.”

  1. Discipline and Discharge

Revise Art. 12.K of current MOU, by renumbering ¶ K as K.1., and add the following terms as ¶ K.2. as follows:

“Upon the effective date of this Agreement, all prior DriveCam reports and discipline shall be expunged and restarted, except the DriveCam reports and discipline for employees with five (5) occurrences shall be expunged and restarted and the next offense for such employees shall be a Penalty of $100.00.  For a two (2) year trial period commencing upon the effective date of this Agreement, the progressive discipline sequence for occurrences based upon DriveCam reports shall be as follows:

  • Verbal Counseling (documented);
  • Written Reprimand;
  • Penalty of $100.00;
  • Penalty of $200.00;
  • Five-day suspension without pay;
  • 10-day suspension without pay;
  • 15-day suspension without pay;
  • Demotion or Termination.

At the end of the trial period, the progressive discipline sequence for DriveCam occurrences shall revert to the form in effective prior to the date of this side letter unless the parties agree to extend the trial period.”

  1. Article 13:      Salaries                                                  

Revise ¶ 13.A.1.a. to provide:

“a.  A one-time lump sum payment of $500.00 (five hundred dollars) shall be paid on or before the second full pay period after July 1, 2017, to each active employee covered by this Agreement who is on payroll and in pay status as of the date of such payment,  Such payment shall be non-pensionable and shall be subject to applicable withholdings.  The payment shall not be an adjustment to the base salary under ¶ 13.H. of this Agreement

Revise ¶ 13.A.1.b. to provide:

  • “Effective July 1, 2017, the total annual salary of each employee in the bargaining unit shall be increased by one percent (1.0%). 
  • Effective July 1, 2018, the total annual salary of each employee in the bargaining unit shall be increased by an additional two percent (2.0%).
  • Effective July 2, 2019, the total annual salary of each employee in the bargaining unit shall be increased by an additional two percent (2.0%).
  1. Article 13:      Salaries –

Amend and update ¶¶ 13.A.2 (no furloughs): delete the words “Fiscal Year 2017” and replace with “Fiscal Years 2018, 2019 and 2020.”

  1. Article 13:      Salaries –

Amend ¶ 13.A. to additionally provide:  “Upon the effective date of this Agreement, Grade 309 as defined in the Memorandum dated January 4, 2017 prepared by the City Director of Human Resources and Chief Human Capital Officer shall be implemented, with modification that: (1) the salary for the Hiring Step shall be $32,640.00 (annually); and, (2) the service time of such personnel shall begin with their respective first date of employment in the bargaining unit and all subsequent advances in Grade shall be on that basis.

On or before the end of the first payroll period after July 1, 2017, the Employer shall make whole employees classified as Emergency Medical Technician to recognize back pay due to each employee on account of the employee’s service time as an EMT and consequent advancement to the Full Performance Level ($35,904.00) upon completion of a period of eighteen (18) months of service following the employee’s date of appointment to service in the Department. The first of the eighteen (18) month increases shall be recognized as of December 6, 2016.” 

  1. Article 15:      Safety and Health                       

Retain and renumber existing language in ¶ 15.C. as ¶ 15.C.1. 

Further amend ¶ 15.C. by adding as ¶ 15.C.2. the following: “The Union shall prepare an agenda of the topics to be discussed within seven (7) days of a scheduled meeting so that the Chief of Department, through his/her representatives assigned to attend, may meaningfully discuss and remedy the matters to be presented.  The Committee shall file a written report of its meeting within fifteen (15) days after each meeting, to which report the Chief of Department or his/her designee shall respond within thirty (30) days if the Committee has recommended that the Department take a specific action or adopt an express measure.” 

  1. Article 15:      Safety and Health                      

Add as ¶ 15.C.3, the following: “On or before October 1, 2017, the Employer shall confer with the Union and after such consultation the Employer shall include a new box on the report form to document IDLH incident Exposure Events.  For all Exposure reports, copies of the report form shall be given to the Union, if requested by the Union, within thirty (30) days after completion.”  

  1.  Article 15:     Safety and Health

Add the following to Article 15 as ¶ 15.L:  "Notwithstanding anything to the contrary in this Article 15, the protocol set forth in Joint Addendum E regarding disagreements between the employee’s attending physician(s) and the physician employed by the Fire Department as to whether the nature or extent of a non-line of duty illness or injury renders an employee unable to perform his or her duties and return to work shall, upon the effective date of this Agreement, also be applicable to disagreements between the employee’s attending physician(s) and the physician employed by the Fire Department solely over the employee’s ability to return to work from Line of Duty illnesses and injuries.”

  1.  Washers and Dryers                       

Side letter:

“During the term of this Agreement, the City shall install, in the quarters that the Department chooses, clothes washers and dryers in one additional stationhouse within each Battalion. The Employer shall maintain all installed equipment as fully operational.”

     11.   Article 15:      Safety and Health                                               

Add the following to Article 15 as ¶ 15.N.:

In Fiscal Year 2018, the parties shall organize a joint Union/Management committee to study recommended safety and protective measures for EMS personnel.  The committee may recommend a grant proposal for funds to furnish safety equipment and vests to EMS personnel.  The committee shall be expected to complete its assigned tasks by January 1, 2018.”   

  1. Termination, Change or Amendment

Amend ¶ 36.A. as follows:

“This Agreement shall become effective July 1, 2016 2017 and shall remain in full force and effect until June 30, 2017 2020.  Furthermore, this Agreement it shall be automatically renewed from fiscal year to fiscal year thereafter unless either party shall gives to the other party written notice of a desire to terminate, modify or amend this Agreement.  Such notice shall be given to the other party in writing by certified mail no later than January 1, 2020.”

  1. Addendums – Side Letters

Retain and revise operative effective dates for all Addendums and Side Letters (numbered B through M).

  1. Vacation on Impact

Modify Article 8.B.5 as follows:

“5. Employees may not take vacation, personal, holidays or compensatory leave on impact days.  Notwithstanding the preceding sentence, upon the effective date of this Agreement, the Chief of Department shall issue a new MOP (in the MOP 322 series) which will allow employees to use a first choice vacation option of another member on their own regularly scheduled impact day, subject to certain agreed-upon restrictions.”

It is further understood by and between the parties that the MOP to be issued by the Chief of Department as referenced in Article 8.B.5 above shall include the following restrictions:

1. The procedures in MOP 322 (in the MOP 322 series) concerning “Vacation Received” shall be applicable to using first choice vacation options on impact days as set forth herein.

2.  Under no circumstances shall this use of first choice vacation options on impact days create any additional cost, through overtime, acting out of title, or otherwise, to the City.  In the event that it does create a cost, the Chief of Department shall have the right to modify, suspend, or discontinue the MOP, as he determines to be in the best interests of the Department.

  1. Uniforms

Side letter:

“Upon ratification of the FY 2018-20 MOU by the members of Local 734, the Chief of Department shall convene a Department-wide committee to study and make recommendations on the subject of uniforms.  The committee shall be chaired by the Chief of Department’s designee, and shall include two (2) members appointed by Local 734, and additional members representing various areas of the Department appointed by the Chief of Department.  The committee shall complete its work and make its recommendations to the Chief of Department no later than June 30, 2017.”

Accepted and agreed subject to ratification by Union membership and by the Board of Estimates:

Baltimore Fire Fighters IAFF Local 734                    City of Baltimore

__________________________________                ______________________________

Charles R. Hoffman                                                   Deborah Moore-Carter

President                                                                     Labor Commissioner

Page Last Updated: Apr 04, 2017 (09:34:00)
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