Below are questions that have been answered to the best of the ability of the Union and Management. They are the most current information but are subject to change. If you would like to submit a question please use the Merger Q&A Submission Form. Why are we not following our current policy of "Station Rotation" as it relates to the Mchord station #106, which has been signed by our Union and Management, which states "For the purpose of station biding and station assignments, Management and the Union agree and it is understood, Seniority shall be based on time in grade/position at Fort Lewis Fire & Emergency Services for the positions as indicated (i.e. Lead Firefighter, Driver Engineer, Firefighter and Paramedic". Should'nt our current employees that have time at Fort Lewis have the right to bid,(not through CPOL),for that station before new employees that have zero time here? This particular issue is the driver behind the Impasse with management. Neither side could reach an agreement on this subject. Now, we will be following the Impasse procedures outlined in USC Title 5. Since only firefighters are being hired and the captains and paramedic positions are on hold, will current Ft Lewis firefighters be filling in at Station 106? Do the the recent nature of this issue, this particular matter has yet to be discussed or negotiated, with management. Is it true that the 16th district have initially indicated that they would steer away from changing our PD's? We have been in contact with our National representative since the beginning of these negotiations. Below is the response we received after initial contact via email: “…Personally, I don’t much like the requirement to be in a PD. It just seems that could lead to all sorts of employer abuse the minimum being that the cert could eventually be required for a promotion and only an agreed upon limited number of people have the cert. Anything been mentioned about eventually adding pay because of certs held?" After further discussion and reports this was the most recent communication we have had: “Sounds like your on the right track Scott. As far as the COLS, the chief is the one that would be signing off, not CPO. But I If he won’t sign of on the substance you can reach agreement on how the requirements are met with an MOA/MOU. It’s always best to have this stuff on paper.” As always, we do our best to protect and represent the best interest of the membership as will seek advice from our representatives when appropriate. What is our incentive to changing our PD's? If we move forward to the change of position descriptions each member will have to decide their own reasons for changing. Some will find benefit by better funding for desired training, others may find relief with the lesser certification requirements. In the end each will have to make this decision against their own needs. "Is there any other fire department in the DOD that has gone to this specialzed battalion concept? If so,which ones?" We are not aware of any other department looking into a concept similar to this in its entirety. Although our department is already operating off specialties at each station, and other DoD and non-DoD departments have operated off a Battalion organization (Navy Region Northwest is an example). "Are we looking into what dictates seniority of a person from Fort Lewis vs. McChord; such as services comp dats vs. time on station within the department?" It is the intent to uphold the previous decision made by the Union members to determine seniority by time on station. “What is I&I Barganing and is the Union following this process with the current negotiations?” - “Is the new Department Reorganization being negotiatied between the Union and Management?” - Yes, negotiations started in April. Shortly after negotiations started the Executive Board decided to bring the negotiations to the membership. In doing this we have arranged for 'all hands meetings' to allow all Union members to have a chance to have their voice heard. Essentially the Executive Board has brought 72 members to the negotiation table. Also at this time we are seeking council from the WSCFF and National Representatives. “What exactly does it mean to I&I bargain and is this the process that is being used for the new department organization?” I&I (IMPACT AND IMPLEMENTATION) BARGAINING. Even where the decision to change conditions of employment (including established practices) of unit employees is protected by management`s § 7106(a) rights, there is a duty to notify the union and, upon request, bargain on the § 7106(b)(2) procedures that management will follow in implementing its protected decision as well as on § 7106(b)(3) appropriate arrangements for employees expected to be adversely affected by the decision. Such bargaining is commonly referred to as "impact and implementation," or "I&I" bargaining, which is the commonest variety of midterm bargaining. Yes, the Union is currently engaged in the I&I process with Management. We are trying to minimize the impact of the proposed changes that are within Managements Rights to assign work. “Who wrote the concept of the new department organization?” - This concept was created as a group during a negotiation. No one person is responsible for it. “If we don’t upkeep a certification will we lose it?” - No, annual training will meet the minimum requirements for all certifications. Management will make every effort to upkeep all certifications. Nor will they pursue the effort to revoke a certification. “If I am in a current battalion and choose to switch. Will my lack of current knowledge in the new battalion hold me back from switching battalions?” - No, switching of battalions will not require certifications; an employee will be given 1 year to obtain the certifications for the new assignment. ”Can people be put into a PD that they don’t volunteer for?” - No, if someone wants to stay in their current PD they will remain in that position and through attrition those PDs will be changed. “Will there be operations level requirements for certifications?” - The goal is to have everyone up to the operational level on all certifications. This way all personnel are able to assist technicians on scene. “Once the selection process is over will preference be given to those who attempted for a new PD but didn’t get it over one who didn’t?” - Don’t know, we have not gotten to this point yet. “Will someone be fired because they were unable to maintain a condition of employment in their PD?” - To remove someone because they cannot meet a condition of employment is a lengthy and difficult process. It is more efficient for management to assist with remediation options; i.e. remedial training, or PD change. “Why are we not requiring personnel to be on the rig that will run the calls for that particular PD? Like a red card Captain riding the Crash truck? “ - In an attempt to reduce the amount of moves. “Can a new Fire Chief come into the Department and throw this concept out?” - Not really, it would be a change of working conditions and would require I&I bargaining. This would be a lengthy process. “How certain is it that the department is going towards the new organizational structure?” - At this point the general concept of the Battalion structure is pretty definitive. The fine details are still being negotiated. “What is the implementation timeline for the new Battalion concept?” - Depending on negotiations we are looking to have the process in place for January 1, 2011. “Will everyone’s group numbers change?” - Some people will have to change depending on the new PD and station they choose. Every attempt will be made to minimize group changes throughout the whole process. “Will each specialty be distributed like others (i.e. Paramedics)?” - Yes, each specialty will be distributed to allow for the most complete coverage on a day to day basis.
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