PERC Says Pasco County Fire Fighters Deserve Better Pay

August 29, 2007 – A Florida Public Employees Relations Commission (PERC) special magistrate has ruled in favor of Pasco County, FL Local 4420 fire fighters regarding several points in a contract impasse with the County. The recommendations include a 20 percent pay increase and longer post-injury recovery leave.

“This is a huge development,” says Ralph Grant, president of Pasco County Local 4420, “because we have been in our first contract negotiations since February 2006. With each victory, we get closer and closer to bringing about positive change in Pasco County.”

Under Florida’s collective bargaining law, if contract negotiations come to an impasse, a special magistrate from PERC is called in to hear both sides and hand down his or her recommendations.

In this case, perhaps the most significant recommendation Magistrate Charles Hall made had to do with wages. Currently, Pasco County fire fighters are the lowest paid in their region of Florida and also pay out the highest amount in monthly medical insurance fees.

“Our brothers and sisters in Pasco County are required to work an extra shift in overtime every week,” says Walt Dix, IAFF District Field Service Representative (DFSR) assisting Local 4420 with contract negotiations. “This is because the County has been unable to fill open fire fighter positions because no one wants to work for the fire department that pays the least.”

Acknowledging the negative impact the low wages are having on the fire fighters, Magistrate Hall recommended a 20 percent pay increase over the course of three years, retroactive to February 2006.

Another noteworthy recommendation is to extend the amount of leave allowed to recover from an injury. Fire fighters had just seven days to recover before returning to work following an injury. If more time was needed, fire fighters had to take leave without pay. Magistrate Hall said that fire fighters should be allowed to take nine months of paid leave after an injury.

All of the recommendations have been sent to both sides for review. Either side can reject any part of the ruling. If rejected, the employees’ governing body — the county commissioners in this case – must decide whether to accept the recommendations or offer their own. Regardless, the commissioners must ratify an employee contract effective for one year from the date the negotiations began.

“We’re hoping the County will implement these recommendations,” says Dix. “But if the recommendations are rejected, the county commissioners need to recognize that this issue needs to be addressed if they are going to guarantee adequate fire service for their citizens.”