Last night, I received a very lengthy comment to my post "6.6% increase for HCFR". This comment was from Jason Brazinski, president of the firefighters union for HCFR . Mr. Brazinski currently works out of Station 24 in Brooksville. In the interest of fairness, I have included Mr. Brazinski's unedited comments below, with my comments at the conclusion of this post.
Mrs Covell, to paint a clear picture it is important to include all of the pertinent details. Starting pay is often a poor indicator of the overall picture. Management loves to make starting pay high to get you in the door. After that, the honeymoon is over. (1) To compare department salaries, it is important that you compare departments of similar service level, and salaries throughout the pay scale. Citrus County Fire is a new fire service that does not provide EMS transport or Advanced Life Support. (2) Their inception was brought about by declining volunteer service and increased call load in Citrus County. Polk County Fire is a well established organization that provides fire protection only. However, since you chose to include them you may find it interesting that they themselves just completed a compensation and benefits survey to help decide whether or not to merge Fire and EMS. (3) In that survey, their firefighters were found to be 22% underpaid according to their market average, with our starting pay slightly ahead of theirs. In addition, their Captain ranks were found to be 19% underpaid. Their Captains make more than HCFR Captains, and are not required to be Paramedics or Fire Inspectors. (4) In regards to Pasco County Fire Rescue, they just received a ruling from the Public Employees Relations Commission (PERC):On August 7, 2007 the State of Florida Public Employee Relations Commission's (PERC) special magistrate filed his recommendations on the impasse issues between the Pasco County Professional Fire Fighters, IAFF Local 4420 and Pasco County. In his Recommendations Mr. Charles Hall stated that his wage "analysis shows Pasco County considerably (emphasis added)below the Local Labor Market and not able to compete for the most qualified job seekers" and that to help correct the problem the firefighters and paramedics should receive a 20% pay increase over a three year period. (5) He also recommends improved medical leave incentives and an improved workers' compensation package for firefighters seriously injured in the line of duty. (6)
Perhaps the most ludicrous comparison is to Tampa Fire. You are correct that their starting Firefighter/EMT salary is $1500.00 more than ours. What you fail to spell out is that in 5 years their same FF makes $42856, compared to our $34275. More importantly, they make that pay while working 300+ less hours per year than a HCFR employee. (7) These same scenarios are duplicated and in some cases worsened when comparing HCFR to Spring Hill Fire and Hillsborough Fire. If we?re going to talk about job market, it?s hard to ignore the OTHER fire rescue in our county. (8) I can only assume that if a Fire Captain at HCFR irks you making $45000 a year (minus close to $400 per month family medical insurance), then certainly that same Spring Hill Captain making $52000 a year with full family medical coverage must drive you crazy. (9)
Our raises were negotiated and approved back in October 2005 with many of the above factors being taken into consideration. These raises were approved with no negative feedback from either the elected officials or our citizens. The reality is well accepted by my membership that we will never make the money that some of our surrounding departments make (including Spring Hill). However, we do not want to be so far behind that we go back to the days of being a training ground for other departments. Our raises were a very small part of the increase in fire rates this year. Increased staffing was a much larger part. It is important to note that the departments you compare us with staff their fire engines with 3 personnel. Four of our eight still only staff two personnel. (10)
Thank you for your consideration.
Jason Brazinski
Please take notice that I have taken the liberty of numbering the points in Mr. Brazinski's comments so you can follow along with my reply:
(1.) Although you do not agree, I believe the starting salary is a good indicator of working conditions in most employment climates. Anyone who thinks the honeymoon is over once starting a job is certainly free to seek other employment.
(2.) The Mercer Study massages figures to compare services of other counties to warrant wage increases, thus, giving the image that government feeding on government, to grow the bureaucracy,and this will somehow protect our community at large? The Mercer Study does not take into consideration the salaries and benefits of the private sector when recommending salary increases in their government reports. In fact, the Mercer Study does not even take into consideration the cost of living for citizens living in our county that support local government with tax money.
(3.) Please allow me to remind you that we pay separately for our EMS service with a MSTU that has a guaranteed 3% annual margin of increase, in addition to our new fire rates of $194.87 with an guaranteed annual rate of increase of 5.5%.
(4.) It was widely reported several years ago that your Chief had let all of his certifications lapse upon making the top position. This may or may not be true for Chief Nickerson but the fact remains that he currently makes $92,000 a year without having a degree. BTW, with this 6.6% increase, Chief Nickerson will be making a whooping $98,072 a year.
(5.) This is a "right to work state" and no one can be forced to join labor unions. In fact, in my opinion, your union uses its power as a way to muscle the taxpayers for increases in wages and benefits. Your union cannot strike to push your agenda so I find it hard to believe anyone would negotiate this type of contract for HCFR.
(6.) Are you referring to be seriously injured while in the line of duty while exercising at Gold's Gym? Yes, the taxpayer would have to pick up the tab for any firefighter who is injured while exercising on duty at Gold's Gym while on duty. This fact was confirmed with Chief Nickerson last month.
(7.) Please refer to my comment (1.) that states that anyone is free to seek employment elsewhere.
(8.) This only strengthens my points made at the fire rate increase hearing for having the county commissioners wait until the results are complete from the $100,000 consultant hired to review county fire services.
(9.) Anyone paying 400.00 a month for family medical coverage in today's market is enjoying a bargain. Try living in the private sector where the rates are sometimes double, even triple what you are paying, if coverage is available at all. Mine currently averages $878.00 a month so I do not have any sympathy for your plight.
(10.) This one was the easiest to answer. You stated that some HCFR fire stations only have 2 firefighters, while the ones I compared them with have 3 at each station. The taxpayers being charged for equal service across the county with HCFR while the service factors are not the same for each station. Surrounding counties are paying less in salaries for 3 firemen at each of the fire house while we are have 2 at some fire stations which it all relates back to administration policy of HCFR.
2 comments:
Mrs. Covell
Thank you for responding to my points and being fair enough to show my opinions. I feel compelled to respond to your points made as I do disagree with many of them. However, I do understand that this is your blog and I am not trying to take it over.
(1.) Starting salary is one indicator. We have requested time and time again that more money be devoted to existing salaries instead of hiring in new personnel at higher salaries. Paying good money to get a new employee trained and outfitted with gear and then have them leave for employment elsewhere is not good business sense.
(2.) Mrs. Covell, we have fought over and over to be exempted from the Mercer study. Contrary to your belief, we feel as if we have never been compared to similar agencies. My belief is that we pay upper management good money to do their jobs. It should not take large sums of money paid to private firms to figure out what the job market is around you. Fire/Rescue wages and benefits are public record. All it takes is a little leg work to compare agencies. (As you and I have tried to illustrate)
(3.) No reminder is needed, I am well aware of what the rates are. You made the comparison to Polk County, and I answered with additional applicable facts.
(4.) Chief Nickerson’s pay, benefits, and qualifications have nothing to do with the men and women I represent. Unlike Chief Morrison, Nickerson does not automatically get what the union negotiates. The raises we receive this year should not be applicable to Nickerson or anyone else outside the bargaining unit. As a matter of fact, I just confirmed via phone with Ms. Dupre that Chief Nickerson will receive 3% or less this year.
(5.) I’ve heard you repeat this phrase over and over again, and it’s like me saying “The sky is blue”. We are well aware of our rights as union employees in the State of Florida. We have never threatened a strike nor would we. The allegation that we “muscle” the taxpayers is absurd. We participate in the political arena the same way you and many other organizations do. We strive to do it in a constructive and professional way as well. Government employees (most of which are Hernando County Taxpayers) have every right to be heard. Our rights are not reduced due to our choice of employment.
(6.) No, I was not referring to anything. The paragraph in question was a ruling made by Mr. Charles Hall on behalf of PERC regarding the current impasse between Pasco County and their firefighters. Since you brought it up, yes an injury experienced while exercising would be covered by workman’s comp. However, no such injuries have occurred as of yet. It is a proven fact through numerous studies that a healthy and fit work force experience fewer workman’s comp and health insurance claims (thus saving the taxpayers money). Do you really feel that it is more prudent to have a firefighter sit on their butt in the station waiting for calls, as opposed to having them participate in a fitness program that reduces the chance of injury and enhances their ability to provide care? Unfortunately, obesity is rampant and the size of some of our patients (600lbs+) is mind boggling. My company works out at Gold’s gym paying for our membership out of our own pocket. We do it outside of our normal work hours (0800-0600), during time periods that we could be watching T.V., eating, talking on the phone, ect. We have responded to every call received with no delay.
(7.) Yes, the same way anyone has the freedom to choose where to buy their electrical supplies.
(8.) Having seen the first two drafts, I am excited to see the final product. I’m not so sure that you will be.
(9.) We never asked for your sympathy Mrs. Covell. Health Insurance rates vary depending on where you work, both public and private. My wife works in the private sector and I WISH I could leave my plan and get on with hers. Unfortunately, since the group I represent is an overall healthy group, we are forced to participate in the plan with the rest of the county workers to help keep their rates down. I am not allowed to use tobacco products at work (unlike the rest of the workforce) yet I receive no credit for that on my premiums.
(10.) I think my opinion is well known regarding 3 personnel on a fire engine. I do agree with you in principle, following the fire study the county MUST come up with a standardized plan to deliver equivalent fire service to all areas of the county.
I'm still reeling from the increase in fire rates. I agree that Com. Russell needs to step up to the plate and give us some relief. I think he still thinks he is in Tallahassee. We have a clearer view of his actions now. I don't like what I'm seeing.
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