Huntington Fire Chief's Greg Fuller's May 31, 2001 Memo
To Mayor Felinton Regarding Shift Scheduling

MEMORANDUM

TO: Mayor David A. Felinton

FROM: Fire Chief Greg Fuller

DATE: May31, 2001

SUBJECT: Shift Scheduling

Pursuant to your direction of May 30, 2001, the following is a summary of the costs that would be incurred by operating line personnel on a 40-hour-per-week work schedule.

The current average workweek for line personnel is 56 hours. We provide coverage for the citizenry by staffing each of the nine front-line apparatus, at the six strategically located stations, with one officer and two firefighters at all times (24-7-365). A deputy chief is on duty at all times and commencing on or about July 1, 2001, a deputy fire marshal will be assigned on each 24-hour shift platoon.

Article XV, (C) of the Wage and Benefit Agreement between the City of Huntington and the Huntington Professional Firefighters' Association, IAFF Local #289, requires that, "sufficient personnel shall be available to provide a minimum of three (3) firefighters, of which one (1) shall hold the rank of officer and two (2) shall hold the rank of private for each of the nine (9) front-line fire fighting apparatus." These nine (9) apparatus are defined in Article III, #16, of the Agreement as, ... the six (6) engine companies (one at each station), the two (2) aerial or truck companies (one at Centennial Station and one at University Station) and one (1) rescue company (at Centennial Station)."

I agree with the minimum staffing provisions of the Agreement. Three (3) person staffing is the minimum level for a safe and effective operation. A recently adopted National Fire Protection Association Consensus Standard (171 0) even recommends a minimum of four (4) line personnel per apparatus.

Article X, Section 1,(E) of the Agreement states, U Forty (40) hour personnel will be compensated at an incentive factor of .6 [times] the regular hourly rate for each hour scheduled on a forty (40) hour week."

I have consulted with City Attorney Theodore Morgan regarding this matter. Mr. Morgan reiterated our administrative responsibility to these provisions of the Agreement.

Mayor David A. Felinton
May 31, 2001
Page Two

In order to provide the same level of emergency response with the line personnel scheduled on a 40-hour workweek the Fire Department budget would require an additional, approximate amount of $2,400,000.00. Currently three (3) platoons each work an average 56-hour workweek to cover the 168 total hours in a week. If line personnel were reduced to a forty-hour workweek, pursuant to the provisions of the Agreement, it would be necessary to increase personal services by 28.57 percent, or approximately $2,208,204.00. [Three (3) platoons at 56 hours each equals the total hours of coverage necessary for a week--I 68. Reducing their work schedule to 3 platoons at 40 hours each per week would leave a gap of 48 hours each week, or approximately 28.57 percent of total personal services cost.] The additional approximate amount of $192,000.00 would be costs associated with having additional personnel (i.e., safety gear, equipment, etc.). Hence the necessity for $2.4 million additionaldollars for the 2001-2002 fiscal year should we implement a 40-hour workweek schedule for line personnel.

I maintain active membership in the International Association of Fire Chiefs, the Southeastern Association of Fire Chiefs, The West Virginia Professional Fire Chiefs Association, and access a number of fire service trade publications on a monthly basis. I interact with colleagues on a regular and routine basis. Most all fire departments in our Nation schedule line personnel on a 24-hour shift work schedule. The city or entity involved realizes economy by this practice and firefighters seem to enjoy the off-duty time provided, making the situation mutually beneficial. There are some departments that work other than 24-hour schedules because of extremely demanding call volume or other odd situations. There may also be some communities that are simply affluent enough to afford the additional cost- although I personally know of none.

I believe that it is also extremely important that we be mindful of the fact that firefighter contract houriy wages are conspicuously low because part of their overall compensation is a result of scheduled overtime combined with regular hours, when scheduled on three (3) platoon, 24-hour shifts (56 hour average workweek). The annual compensation of our personnel is certainly not out of line when contrasted with other areas and cities. In fact, we realize significant economy in this regard.

I trust this will satisfy your need regarding this matter and dispel any speculation that economy can be realized by a 40-hour workweek for Fire Department line personnel. I respectfully await your further direction.

Attachment

Jack Thornburgh, Director of Administration and Finance
Bob Wilhelm, Director of Finance
Ted Morgan, Esq., City Attorney
Rik Bumgardner, Personnel Director
File