REPORT TO THE CITY COUNCIL FROM: SUMEET MALHI, Director Personnel Services Department BY: JENNIFER MISNER, Assistant Director Personnel Services Department STEPHANIE FOGLIO, Senior Human Resources Analyst Personnel Services Department SUBJECT ..Title Actions pertaining to the Fresno City Firefighters Association, IAFF-Management for Unit 10 1. ***Adopt a successor Memorandum of Understanding between the City of Fresno and Fresno City Firefighters Association (Fire Management - Unit 10) (Subject to Mayor's veto) 2. ***RESOLUTION - Adopt the Tenth Amendment to FY 2025 Salary Resolution No. 2024-120, amending Exhibit 10, Unit 10 - Fire Management (IAFF), to provide a salary increase for respective classes as required by the Memorandum of Understanding between the City of Fresno and Fresno City Firefighters Association (Fire Management - Unit 10) (Subject to Mayor's veto) ..Body RECOMMENDATION It is recommended Council (1) approve the attached successor Memorandum of Understanding (MOU) to implement wages, hours and other terms and conditions of employment for City employees in Unit 10, Fire Management, represented by IAFF; and (2) adopt the Tenth Amendment to FY 2025 Salary Resolution No. 2024-120 to amend Exhibit 10. EXECUTIVE SUMMARY The City and Fresno City Firefighters Association, IAFF (Fire Management - Unit 10) reached a tentative agreement on a successor MOU which will replace the MOU that expired on June 30, 2024. The MOU provides for an agreement from July 1, 2024 through June 15, 2025, increases to wages, and other changes in terms or conditions of employment. Upon Council approval of the Tenth Amendment to the FY25 Salary Resolution, Exhibit 10 of the FY25 Salary Resolution will be updated to reflect the amended Exhibit 10 as approved by Council. BACKGROUND The City and Fresno City Firefighters Association, IAFF (Fire Management - Unit 10) started meeting in June 2024 to work towards reaching agreement on a successor MOU. The parties reached a tentative agreement on December 9, 2024. Significant changes to the MOU are summarized below. * Term: July 1, 2024 through June 15, 2025. * Salaries: FY25: 3% wage increase, retroactively effective July 1, 2024. * Uniform Allowance: Increase uniform allowance from $1,500 annually to $1,750 annually. Modify uniform allowance payment from semi-annual installments to one annual payment, paid in the first pay period in July in a separate check. Add provision for the department to provide structure boots in accordance with department policies and a provision to prorate and pay uniform allowance on an employee's last paycheck should the employee separate from City service. * Retirement, Attendance, Health Incentive: Remove Sick Leave usage de-qualifier for an employee to receive the City's Health Reimbursement Arrangement benefit. Add reference to the HRA Plan Document. * Sick Leave: Refer to the MOU instead of departmental policies. * Holiday Leave: Add clarifying language to apply section to all 40-hour employees. * Association Recognition: Agree that all parties must comply with all provisions of the MMBA and remove language referring to contract negotiations beginning four months prior to the expiration of the current MOU, as current language states that MOU negotiations may be initiated at the request of either party as early as six months preceding expiration of the MOU. * Grievance Procedure: Modify Grievance Procedure for consistency with Fire Basic. * Rates of Pay: Establish new section to define a 40-hour and 56-hour schedule. * Hours of Work and Schedules: Remove conversion factor language and add new rates of pay language. Remove section regarding placing employees assigned with Firefighter Recruit Academy or School on a 5/8 schedule. * Lockout and Strike: Refer to Labor Code section 1962. * Scope of Representation: Add language naming the Association as the exclusive representative of all employees within the unit. * Leave for Association Business by Union Officers: Remove Executive Board language and allow any Association members to utilize the pool of leave hours for Association business. Cean up language and specify how Union Time Off requests are to be made. * Mutual Aid Agreements/Overhead Replacement Pay: Clarify that Deputy Chiefs assigned to respond to a Mutual Aid incident shall receive compensation at their straight time regular rate of pay for all hours assigned outside of their normal working hours. Remove previous contract language. * Staff Position Assignments: Add language to allow an additional two administrative staff assignments at any given time. * Reopeners: Removed reopener language. In addition to the above, there was language clean up throughout the MOU. The City Attorney's Office has approved the new MOU and Salary Resolution Amendment as to form. ENVIRONMENTAL FINDINGS By the definition provided in the California Environmental Quality Act Guidelines Section 15378 this item does not qualify as a "project" and is therefore exempt from the California Environmental Quality Act requirements. LOCAL PREFERENCE Local preference is not implicated because this item does not involve public contracting or bidding with the City of Fresno. FISCAL IMPACT Approval of the MOU and Salary Resolution Amendment will result in estimated additional salary and benefit expenses of $127,189 to the General Fund and $128,671 to All Funds in FY25 for the term of the MOU, which expires June 15, 2025. Attachments: City of Fresno and IAFF-Management MOU - Redline City of Fresno and IAFF-Management MOU - Final Costing for Proposed IAFF-Management MOU Resolution - Tenth Amendment to FY 2025 Salary Resolution No. 2024-120 Salary Tables - Tenth Amendment to FY 2025 Salary Resolution No. 2024-120 - Redline Salary Tables - Tenth Amendment to FY 2025 Salary Resolution No. 2024-120 - Final