HomeMy WebLinkAbout076-R-20 Authorizing the City Manager to Execute the Side Letter of Agreement to the 2019-2022 Collective Bargaining Agreement Between City of Evanston and the Evanston Firefighters Association IAFF Local 7429/21 /2020
76-R-20
A RESOLUTION
Authorizing the City Manager to Execute the Side Letters of
Agreement to the 2019-2022 Collective Bargaining Agreement
Between the City of Evanston and
Evanston Firefighters Association IAFF Local 742
NOW BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
EVANSTON, COOK COUNTY, ILLINOIS, THAT:
SECTION 1: The Collective Bargaining Agreement between the City of
Evanston ("City") and Evanston Firefighters Association IAFF Local 742 ("IAFF") was
executed by the Parties on or about April 8, 2019, and has effective dates from January
1, 2019 to December 31, 2022.
SECTION 2: Due to the COVID-19 pandemic and the ensuing budgetary
concerns for the City of Evanston, the City and IAFF have agreed to amend the
Collective Bargaining Agreement by adding Exhibit N—"Side Letter of Agreement 2019
- 2022 Contract Changes," Appendix 0—"Side Letter of Agreement Maintenance of
Service Levels," and Appendix P—"Side Letter of Agreement Layoffs." True and correct
copies of Exhibit N, Appendix O and Appendix P are attached hereto and incorporated
herewith.
SECTION 3: The City Manager is hereby authorized and directed to
execute Exhibit N—"Side Letter of Agreement 2019 - 2022 Contract Changes,"
Appendix 0-"Side Letter of Agreement Maintenance of Service Levels," and Appendix
P—"Side Letter of Agreement Layoffs" on behalf of the City of Evanston.
SECTION 4: Exhibit N, Appendix O, and Appendix P hereby amend the
2019-2022 Collective Bargaining Agreement and are incorporated therein.
SECTION 5: This Resolution shall be in full force and effect from and
after its passage and approval in the manner provided by law
Attest:
CdaG+.rdo 6-otKeZ
Dd.,.„ neicc,
Eduardo Gomez, Deputy City Clerk
Adopted: se to ember 29
, 2020
CIPAC
Stephen H. Hagerty, Mayor
Approved as to form:
Kelley A. Gandurski, Corporation Counsel
EXHIBIT N
SIDE LETTER OF AGREEMENT
2019 - 2022 CONTRACT CHANGES
As an effort to ease the budget deficit faced by the City of Evanston due to the COVID-19
pandemic, the City of Evanston ("City") and IAFF Local 742 ("Union") have agreed to the
following language changes to the 2019 - 2022 contract:
Section 9.1. Salary Schedules.
Salary schedules effective January 1, 2019 through December 31, 2022 for the classifications
covered by this Agreement are as follows: an increase of 0% effective January 1, 2019; an
increase of 1% effective December 31, 2019; an increase of,9.5%effective January 1, 2020; as
lnr•rease of 2.25% effentn.£ .fanuwy 1 2021 • anri -n of 7 'J50/ effentive an iaFy 1
2022 and an increase of 5% effective December 31, 2022; and are set forth in Appendix B
attached hereto and made a part hereof.
[The salary schedules listed on pages 91-96 of the 2018-2022 contract are hereby removed in
their entirety and replaced by the salary schedules/below.]
Section 11.6. Post -Employment Health Plan.
employee s-JBE) �nk on-or_be Qr�t" `;,�t`F,ayoh�cl�� in Janyar�ef eaGh Year�h�ere 24
o's f EPP aGGeu a lator than thq first payGheGk in
FebruaFy of eaGh year.
1�
Section 13.19. Maintenance'of Service Levels-,
c) The City Council has determined that this purpose/is presently accomplished by
maintaining daily staffing levels in accordance with the budget appropriated and adopted
for fiscal years 2012-2013, which may•., tje, subject to change by City Council after
compliance with the'dispute resolution procedures of this agreement.
d) ,Daily-st5ffinq levels of,twenty-siz`(26)"bargaininq unit personnel ensure the safety of
�emplovees and,orotection,of the life and.propertv of citizens because staffing levels are
"sufficient to ensure that companies respondina to emeraencv calls have the staffina
neces'sary to be effective and `respond within the department's average response time.
e) The parties acknowledge that the present daily staffing levels are not necessarily
absolute and may beF subject to reconsideration due to circumstances currently
unforeseen: In the event the City believes changes in present staffing levels are
necessitated by changed circumstances, the City shall notify the Union of the reasons
for any changes,and+upon written request from the Union, within ten calendar days, a
Labor -Management meeting shall convene to discuss and negotiate in good faith as to
the City's proposed changes. If the parties are unable to come to an agreement within
20 days, either party may invoke interest arbitration in accordance with § 14 of the Act,
except the mediation shall be waived. The single arbitrator shall be selected under the
procedures of the collective bargaining agreement except the parties shall select the
arbitrator from the first panel received within seven days of receipt of the panel, and final
offers shall be submitted by the parties to the arbitrator within seven days of the
arbitrator's appointment. The hearing shall thereafter be conducted and concluded
within ten (10) days of the arbitrator's appointment and a decision rendered (without the
filing of post -hearing briefs, pre -hearing briefs will be permitted) within seven (7) days
thereafter. In the event the arbitrator selected is unwilling to meet these time frames, the
last arbitrator struck will be selected until an agreeable arbitrator is found.
f) The Union agrees that during these discussion and negotiations prior to impasse, it will
direct all correspondence and inquiries to the City's appointed negotiating team. The
City agrees to share any concerns of the Union with the City Council in the event the
proposed changes require City Council's approval.
OR
g) This • SE n �rc�e-f immo�i��ol�r 4e� •fhd
t#e 11 the parties shall revert immediately .. ...�
o that tha
^^ PF9Ge 3ntjal, chall n c "statu-s que" in any &wac
1 %
'm�u
to baFgaiRiRg--
f
Approved:
CITY OF EVANSTON
Approved:
IAFF-Local 742
a mandatoFy subject
Pay
Grade
F26
F26
F26
F26
F26
F26
F26
F26
F26
F26
F26
F26
F26
F26
F26
F26
Grade
Step
NH
NHP
IA
AP
IB
BP
1C
1 CP
D
DP
E
1 EP
IF
1 FP
IG
1 GP
Step
Rate
24.126
26.135
27.343
29.620
28.833
31.109
31.685
1 33.961
1 33.849
1 36.125
1 34.706
1 36.983
36.940
1 39.217
1 37.952
40.228
Firefighter/Paramedic
Annual Salaries
Effective December 31, 2022
5% Increase
Annual
2% ed 4% ed
Salary
pay pay 1 % long. 3% long.
4% long.
6% long.
$62,477.63
$1,249.55 $2,499.11 $63,102.41 $64,351.96
$64,976.74
$66,226.29
$67,678.82
$1,353.58 $2,707.15 $68,355.61 $69,709.19
$70,385.98
$71,739.55 1
$70,807.97
I $1,416.16 $2,832.32 1 $71,516.05-\ $72,932.21
$73,640.29
$75,056.45
$76,702.67
1 $1,534.05 $3,068.11 1 $77,469.70,' $79,003.75
$79,770.78
$81,304.83
$74,665.26
1 $1,493.31 $2,986.61 1 $75;411.92 $76,905.22
$77,651.87
1 $79,145.18 1
1 $80,559.96
1 $1,611.20 $3,222.40 1 $81,365'56 \ . $82,976.76
$83,782.36
1 $85,393.56 1
1 $82,051.53
1 $1,641.03 1 $3,282.0611'$82,872.04\
$84,513.07
$85,333.59
$86,974.62 1
$87,946.22
1 $1,758.92 1 $3,517,95
1,$88,825.69 `$90;584.61
$91,464.07
1 $93,223.00 1
$87,655.74
1 $1,753.11 1 $3,506.23"1 $88,532.30 1 $90,295.42
1 $91,161.97
1 $92,915.09 1
$93,550.45
1 $1,871.01 1 $3,742.02,1 $94,485.96 1 $96,356.57,,
1 $97,292.47
1 $99,163.48 1
1 $89,875.55
1 $1,797.51 1 $3,595.02,1'$90,77,4''h1
1 $92,571.82
`1,$93,470.57
1 $95,268.09 1
1 $95,770.25
1 $1,915:40,1 $3,830.81
1,$96,727.95 1 $98,643.35 '1+
$99,601.06
1 $101,516.46
1 $95,660.81
1 $1,913.22.1 '$3,826.43 1 $96,617.42 1 $98,530.64
1 $99,487.25
1 $101,400.46
1 $101,555.51 1 $2,031.1.1 41,$4,062:22 1 $102,571`:06 1 $104,602.17
1 $105,617.73
1 $107,648.84
1 $98,280.52
1 $1,965.61:1 $3,931-.22'1 •$99,263.33 '`1, $101,228.94
1 $102,211.74
1 $104,177.35 1
1 $104,175.23
1 $2,083.50 1'$4;167.01'1.$105,216.98,1 $107,300.48
1 $108,342.24
1 $110,425.74
Pay
Grade
F31
F31
F31
F31
F31
F31
F31
F31
F31
F31
F31
F31
F31
F31
Grade
Step
A
AP
B
BP
C
CP
D
DP
E
EP
F
FP
G
GP
Step
Rate
34.146
36.444
35.097
37.395
38.657
40.956
39.906
42.204
41.140
43.438
43.367
45.665
44.559
46.857
Annual
Salary
$88,424.50
$94,375.94
$90,886.14
$96,837.58
$100,107.17
$106,058.61
$103,340.27
$109, 291.71
$106,535.53
$112,486.97
$112,303.23
$118, 254.67
$115,389.06
$121,340.50
Captain
Annual Salaries
Effective December 31, 2022
5% Increase
2% ed
4% ed
pay
pay
1 % long.
3% long.
4% long.
6% long.
$1,768.49
$3,536.98
$89,308.75
$91,077.24
$91,961.48
$93,729.97
$1,887.52
$3,775.04
$95,319.70
$97,207.22
$98,150.98
$100,038.50
$1,817.72
$3,635.45
$91,795.01
$93,612.73
$94,521.59
$96,339.31
$1,936.75
$3,873.50
$97,805.96"
$99,742.71
$100,711.09
$102,647.84
$2,002.14
$4,004.29
$101,108.24
$103,110.39
$104,111.46
$106,113.60
$2,121.17
$4,242.34
.$107;119:20
$109,240.37
$110,300.96
$112,422.13
$2,066.81
$4,133.61,
$104,313.67,
$106,440.48
$107,473.88
$109,540.69
$2,185.83
$4,371`67,.
$110,384.63,
$112,570.46
$113,663.38
$115,849.21
$2,130.71
$4;261.42
$107,600.89
'$109,731.60
$110,796.96
$112,927.67
$2,249.74
$4;499.48
$113,611.84
$115,861.58
$116,986.45
$119,236.19
$2,246.06
$4,492,13,
$113,426.26
$115,672.33
$116,795.36
$119,041.42
$2,365.09
$4,730.19,
'$119,437.21
$121,802:31�,$122,984.85
$125,349.95
$2,307.784
e$4,615.56
'$116,542.95
$118,850.73J
$120,004.62
$122,312.40
$2 426.81--
$4)853.62
$122,553.90
$124,980.71
$126,194.12
$128,620.93
Shift Chief
Annual Salaries
Effective December 31, 2022
5% Increase
Pay
Grade
Grade
Step
Step
Rate
Annual
Salary
2% ed
pay
4% ed
pay
1 % long.
3% long.
4% long.
6% long.
F39
A
39.253
$101,6S0.09
$2,033.00
$4,066.00
$102,666.59
$104,699.59
$105,716.09
$107,749.09
F39
AP
41.551
$107,601.53
$2,152.03
$4,304.06
$108,677-54
$110,829.57
$111,905.59
$114,057.62
F39
B
40.317
$104,404.91
$2,088.10
$4,176.20
$105,448.96
$107,537.05
$108,581.10
$110,669.20
F39
BP
42.615
$110,356.35
$2,207.13
$4,414.25
$111,459.91
$113,667.04
$114,770.60
$116,977.73
F39
C
44.488
$115,205.31
$2,304.11
$4,608.21
,$116,30 37
$118,661.47
$119,813.53
$122,117.63
F39
CP
46.786
$121,156.75
$2,423.14
$4,846.27,
1$122,36832%
,$124,791.46
$126,003.02
$128,426.16
F39
D
45.878
$118,805.90
$2,376.12
$4,752.24;
$119,993.96,
$122,370.08
$123,558.14
$125,934.26
F39
DP
48.176
$124,757.34
$2,495.15
$4;990.29
$126,004.92
'$128,500.06
$129,747.64
$132,242.78
F39
E
47.339
$122,590.24
$2,451.80
$4;903.61
$123,816.14
$126,267.94
$127,493.85
$129,945.65
F39
EP
49.638
$128,541.68
$2,570.83
$5,141.67 -
$129,821,09
$132,397.93
$133,683.34
$136,254.18
F39
F
49.879
$129,165.88
$2,583.32
$5,166.64,
$130,457.54
$133,040.86
' $134,332.51
$136,915.83
F39
FP
52.177
$135,117.32
$2,702.35'
-$5,404.69
'$136;468.49
$139,170.84
$140,522.01
$143,224.36
F39
G
51.666
$133,794.63
$2,675.89,"
-•$5,351.79
$135,132.57
$137,808.46
$139,146.41
$141,822.30
F39
GP
53.964
$139,746.07
$2,794.92 '
,$5,589.94.
,$141,143.53
$143,938.45
$145,335.91
$148,130.83
APPENDIX O
SIDE LETTER OF AGREEMENT
MAINTENANCE OF SERVICE LEVELS
The City shall maintain the daily staffing levels of 26 bargaining unit personnel designated in
Section 13.19(d). The 26 bargaining unit personnel shall be utilized for five (5) engine
companies of three (3) personnel each, two (2) truck companies of three (3) personnel each,
two (2) ambulance companies of two personnel each, and one (1) Shift Chief in a command
vehicle. ,
This side letter of agreement detailing the utilization of the 26 bargaining unit personnel shall
expire (sunset) at 11:59 p.m. on the 31" day of December, 2022, and the parties shall revert
immediately to the provisions of the parties' collective,baigaining agreement, including Section
13.19(d). The parties agree that the provisions within this side 'lette`r,of agreement detailing the
utilization of the 26 bargaining unit personnel and the effects -,of' , its application shall be
considered non-precedential, shall not be considered to be the "status quo" in any future
negotiation, and shall not be used by either party for any purpose whatsoever in any future
interest arbitration involving the parties. Consistent' with 5-ILCS 315/14(i),\nothing herein shall
constitute a waiver of either party'srposition as to whether or" not equipment.type or level is a
permissive subject of bargaining..
Approved:
CITY OF EVANSTON'\,,\
'
Approved:
IAFF-Local 742\
APPENDIX P
SIDE LETTER OF AGREEMENT
LAYOFFS
On August 28, 2020, the City gave notices of layoff to FF/PMs Thomas Moon, Sean Seno, and
Maxwell Quinnett to be effective September 18, 2020. These layoffs have been rescinded.
The City agrees not to layoff any IAFF members for the duration of the 2018-2022 contract.
Appro)
CITY (
Appro,
IAFF-L