In a recent meeting held on September 19, 2025, the Leander Fire Fighter Association and city officials engaged in discussions regarding collective bargaining, focusing on mediation and longevity pay policies. The meeting highlighted the importance of resolving disputes amicably before resorting to arbitration, which can often leave both parties dissatisfied.

The conversation began with a proposal to implement a structured process for conflict resolution, emphasizing mediation as a necessary step prior to arbitration. Officials noted that the Federal Mediation and Conciliation Service (FMCS) has faced challenges, losing experienced mediators, which could impact the availability of neutral parties for future negotiations. The suggestion was made to explore alternative mediation options, including using the city’s Employee Assistance Program (EAP) to fund mediators, ensuring that the bargaining process remains efficient and effective.

A significant portion of the meeting was dedicated to discussing changes to the longevity pay policy. The current policy was adjusted to remove the cap that required employees to work a full year before receiving benefits. Instead, employees will now receive pay proportional to their length of service, starting from six months of employment. This change aims to reward long-term service more fairly, allowing employees to receive benefits for each month worked, rather than capping payments at 25 years of service.

The discussions also touched on the timing of longevity pay disbursements, particularly around the Thanksgiving holiday, with a focus on ensuring that lower-paid employees benefit from these adjustments. The officials expressed a commitment to supporting all employees, particularly those at the lower end of the pay scale, by removing caps on longevity pay eligibility.

As the meeting progressed, the need for clarity in the policy language was emphasized, particularly regarding the implications for employees who leave the city’s employment after receiving longevity pay. The officials agreed to review the language to ensure it accurately reflects the intended policy.

Overall, the meeting underscored the city’s commitment to fair labor practices and the importance of maintaining open lines of communication between the fire department and city officials. As discussions continue, the focus will remain on finalizing the mediation process and ensuring that the longevity pay policy is equitable for all employees. The next steps will involve further review of the proposed changes and continued dialogue to address any outstanding concerns.