City Approves Collective Bargaining Agreements with Firefighters

The City of Tallahassee and the Tallahassee Professional Firefighters IAFF Local 2339 (IAFF) have reached an agreement on collective bargaining contracts for the Rank-and-File Unit (Firefighters, Engineers & Lieutenants), and the Supervisory Unit (Captains & Battalion Chief), for the 3-year period covering FY2025, FY2026, and FY2027.

The IAFF presented the tentative agreement for ratification by its members on October 14, 2024. The majority of the members in both units voted in favor of the respective tentative agreements.

On Wednesday the city commission voted 4-1 (Matlow against) to approve the agreements.

The Negotiations

In February of 2024, negotiations commenced on the bargaining agreements for both units. Following nineteen negotiation sessions, the City and IAFF negotiating teams reached a tentative agreement on a new 3-year agreements for both bargaining units. The tentative agreements provide for the following wage and pension changes:

Firefighters
FY2025 – 10.5% Across the Board increase (ATB)
FY2026 – 1 step (4%)
FY2027 – 3.5% ATB

Maintain the 3.75% reduction in employee pension contribution with no change in pension benefits.

Engineers
FY2025 – 7.0% ATB
FY2026 – 1 step (4%)
FY2027 – 3.5% ATB

Maintain the 3.75% reduction in employee pension contribution with no change in pension benefits.

Lieutenants – Specialist
FY25 – 5% ATB
FY2026 – 1 step (4%)
FY2027 – 3.5% ATB

Maintain the 3.75% reduction in employee pension contribution with no change in pension benefits.

Captains – Fire Coordinators – Senior Fire Specialist
FY2025 – 4% ATB
FY2026 – 4% ATB
FY2027 – 3% ATB

Additional reduction in employee pension contribution from 2.5% to 3.75% with no change in pension benefits.

Battalion Chiefs
FY2025 – 4% ATB
FY2026 – 4% ATB
FY2027 – 3% ATB

Additional reduction in employee pension contribution from 2.5% to 3.75% with no change in pension benefits.

In addition to the wage and pension adjustments, there were a variety of other operational and administrative changes that included, but are not limited to:

Establishment of a single certificate Firefighter step to allow individuals with only a firefighter certification to be hired while obtaining their EMT certification.

Inclusion of the Personal Leave Buy Back Program.

Modification of the hours worked for overtime to include pre-approved personal leave and professional development hours.

Establishment of two working groups to: (i) review suppression personnel working schedules and make recommendations to the Fire Chief for potential changes for suppression personnel; and (ii) review and provide the Fire Chief with recommendations for changes to the promotional process.

Fiscal Impact

The fiscal impact of the 3-year agreement for the wage and pension changes is estimated at $2.9 million for the current bargaining unit workforce.  This fiscal impact does not include that associated with the additional positions forecasted in the Fire Department staffing plan.  When coupled with the fiscal impact of the 1-year bridge agreement (estimated at $1.1 million) the total fiscal impact for the four years (FY2025 – FY2027) is estimated at $4 million. 

The current Fire Services Fee provided for $2.3 million in funding increases for compensation-related increases over the same period.  The additional costs will require an early review and a potential increase of the Fire Service Fee to accommodate these changes.