We have received many inputs recently from Firefighters, citizens who have been well served by our excellent Fire/EMS personnel, and even the paid public relations representative of the International Association of Firefighters (IAFF). Most of these inputs have to do with why we have spent so much newsprint over the last five years criticizing an award winning Fire/EMS organization that performs so well for Martin County. The reason is simple. We are not criticizing their job performance in any way. However, the IAFF is so successful at negotiating favorable pay, benefits, working conditions and reducing management prerogatives, they have set an extremely expensive standard for government employees that it is not sustainable. Not only are these policies unsustainable for their 290+ personnel, they cause serious management problems for all County supervisors, particularly the Sheriff and School Superintendent.

The Sheriff had to reduce his staff by 36 to meet his reduced budget for 2009. The schools budget is down by millions and the Teacher’s Union negotiations last year took months of haggling over the last few dollars in the contract. Contrast that with the quick back room Commission agreement to extend the current IAFF contract, at a guaranteed 5% plus cost-of-living increase each year, through 2011. The reason given is to gain the IAFF “give-back” of 5% of their 10% pay raise due this October. Unfortunately reaching this tentative agreement also required hiring 9 more Fire/EMS personnel, 2 more administrative employees, buying new equipment, requiring all lifeguards to be EMTs, and further reductions in management prerogatives. This severely reduces even the short-term gain from the “give-back” and will drastically increase longer-term costs.

The attitude and overall morale of Deputies, Teachers and other County employees looking at these contract gains have to be negatively affected. If this deal goes through they will either blame their unions for not being effective or management for not taking care of their employees. Either way (maybe both) it is not good for the efficiency or effectiveness of their organizations and therefore the vital services these County employees provide our community. The problems for the County Administrator are more straightforward. His management prerogatives are being usurped and his budget crippled by the excessive personnel costs.

To illustrate the extent of this problem the pay chart (if this deal is consummated) for Martin County IAFF personnel beginning 1 Oct 2008 (through 30 September 2009) is shown below. We should emphasize that this is the base pay and almost all employees have one or more plus-ups that form their real base pay.

Employees move up one step each year and the chart is rebuilt yearly to reflect the 5% + negotiated COLA. Since many of the personnel in all categories are at the top (L12) pay level they get the guaranteed 5%+ increase as a yearly bonus. In addition, they are entitled to the following increases in the base pay rates shown. These also count for bonuses, overtime and retirement calculations – and are cumulative:

- Any employee who is certified (by the State of Florida) as a Paramedic will receive an additional 5%.

- Any Lieutenant or higher-ranking officer certified as a Fire Officer I will receive an additional 2%.

• Any employee certified as a Driver Engineer or Fire Instructor will receive an annual $750 bonus for each certification.
• Any Lieutenant designated as a Rescue Lieutenant or Field Training Officer will receive an additional 5%.
• Any employee that is promoted is guaranteed to enter the next step’s base level at a 10% pay increase above his current level.
• There are too many additional entitlements and perks such as time off, training, allowances, etc. to list here.

On 1 October 2009 and 2010 these amounts will increase across the board by 5% plus a COLA the IAFF will negotiate with the County each year. All of this is for their normal 48-hour (two 24 hour shifts) workweek. Any time worked above that is at 1.5 times their plus-upped hourly rate, which amounts to millions of dollars every year due to scheduling practices that virtually guarantees that overtime.