Citizens of Hays,
In response to several related media stories regarding the negotiating of salaries between the Hays Firefighters Local 2119 and the City of Hays, the firefighters union would like to express it was our intention to keep negotiated items confidential as they should during this process. However, we feel that the public must understand our justification for these salary increases. It is true that the fire department union members have received a pay raise every year since 1989 except for one, just as every other city employee has received since the city tries to treat everyone fairly.
First, we appreciate the work that we do and we are very proud of the department that we work for. We have helped form a department over the years that has become very professional, experienced and respected. The Hays Firefighters Local 2119 is proud to support the efforts that helped upgrade the city’s ISO rating to class 3. This ranks the City of Hays Fire Department in the top 2% of fire departments in the State of Kansas and the top 4% in the nation. This is proud accomplishment, and an accomplishment that saves businesses within the city thousands of dollars per year in insurance premiums.
We agree with the city administration that when trying to apply pay increases across several unions in the city it is best to be fair and equitable, especially in the current economic times. The justification of a 2% bonus is not the issue being addressed by the firefighters union. The firefighters union is justifying the pay increase for the additional duties over the course of the last decade that the fire department has taken on. Also, we feel and expect to be paid equal to other emergency services within the city like the police department. Over the last decade, the entire scope of practice of the Hays Fire Department has changed significantly moving to an all hazards response. The firefighters have taken on many additional duties over these years that require more training, different levels of risk and increases in workloads. For instance, several years ago, the entire fire department became certified emergency medical technicians. This was a choice that fully utilizes our resources and expertise to protect and serve our community better. This service has increased emergency cal volumes from approximately 600 calls per year before the change, to approximately 200 a year. However, the firefighters have never received any pay adjustment, while other departments in the state offer a $10,000+ pay adjustment, while other figure it into their base salaries. The Hays Fire Department has also taken on the responsibility of sending a lone firefighter each day to staff the airport fire station for commercial air traffic. This is a high level of responsibility that leaves a firefighter on scene alone for nearly ten minutes until more resources arrive. This is a position that requires a high level of responsibility, training as well as minimal levels of supervision like all other positions in the fire department.
The city continues to argue that they want to treat everyone fairly. An entry level police officer with no experience will make approximately $16.83 per hour working an average of 42 hours a week, while a firefighter’s starting wage is $11.40 per hour averaging 56 hours a week. This glaring difference in pay is the opposite of fair. Is it fair to make up the additional pay difference only by working more overtime that starts at 212 hours in a 28 day cycle as required by FLSA? To be clear, the firefighters union is satisfied with our work schedule as we understand it is the most economical and efficient way for proper staffing. This difference in pay puts police officers one “pay grade” level higher than firefighters. This is where our position stands for the reasoning of firefighter pay increases of 5% and 7% pay increase for fire lieutenants. These pay increases are matched by moving firefighters to the same pay grades as equal positions with the police officers and comparable to other similar fire departments.
As stated earlier, the city has stated that they want to treat everyone fairly. However, over the course of this year, many non-union employees have received pay increases other than what was given to the unions simply because the current administration wanted to change their job titles. Several secretaries throughout the city were reclassified to administrative assistants receiving pay raises ranging for over 10% although their job duties did not change. Three new departments were created within the city’s organization creating job position reclassifications to department directors. Also, the police department created four new positions for Corporals with pay raises. This city administration contends the firefighters raise proposals are unsustainable. However, how are the raises for these other positions sustainable which are well above what the firefighters union is asking?
The city has stated that this proposed increase by the firefighters union would cost an additional $47,500. This is only an approximate 3% of the current fire departments budget. Also, the city administration is projecting the 2014 sales tax collection to fall nearly 2%, from which at this point is only half that. With this current projection of a 2% decrease in sales tax, the city is proposing a budget that still leaves more than $500,000 left in the general fund which pays the employees’ wages. This is also after all employees receive a 2% bonus for 2015. The proposed pay increase totaling approximately $47,500 is less than 10% of the money left over in the general fund that will then not be spent on employee salaries, but other projects that did not have enough significance to make the budget. The firefighters union feel that this holds very little economic impact on the remainder of the unallocated funds of the city’s general fund.
Another issue that the union is taking into consideration is the future uncertainty of insurance costs. It is inevitable that the union members as well as every other employee for the city will have to start paying for the increase in insurance costs. While trying to prepare for our own financial future, it is a hard pill to swallow in knowing that after the 2015 fiscal year ends, the union members would be taking a 2% pay cut when the proposed bonus ends. That’s not progress, simply an illusion. So at the beginning of 2016, firefighters will be making what thy made at the end of 2014. We must also take into consideration of another pay cut by having to pay for the projected increase of insurance costs for the upcoming years.
The firefighters union would also like to point out, that the International Association of Firefighter’s, from which the Hays Firefighters Local 2119 belongs to in Washington DC, is currently researching and putting together a pay study to show these pay issues. This pay study goes far beyond any pay study the City of Hays has done in previous years for comparisons to other fire departments in the State of Kansas, costing tens of thousands of dollars. Although the pay study is not yet complete, preliminary reports show that the City of Hays firefighters are well underpaid. Once this report is complete, the information will be shared with city administration for a fair evaluation of both parties.
The firefighters union is trying to justify the position for this pay increase to help to adequately support our families. We are a proud union and part of a proud fire department. Thank you for allowing us to serve our community through one of the best professions in the world.
Hays Firefighters Local 2219
Kirk Klein
Keith Mermis
Thomas Roy
Justin Choitz
Aaron Dome
Tim Detrixhe
Darin Myers
Greg May
Tyler Brungardt
Lucas Everett
Travis Hageman
Travis Johannes
Luke Scoby
Doug Randa
Myron Dreiling
Ross Meder
Brandon Zimmerman
Brandon Woods