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Union seeks raises, longevity and specialty pay; city to model step- and stipend changes
Summary
Union negotiators asked for multiple pay changes including an across-the-board step increase in year two, removal of a longevity cap, higher administrative stipends for staff positions, and new or increased stipends for specialty teams, training and certifications.
Leander firefighters presented a package of compensation requests during bargaining on Sept. 12 that bundled step increases, revised longevity pay, updated administrative stipends and new specialty-certification pay.
Lede and context: union representatives asked for a modest, phased approach that includes a 5% across-the-board increase in year two of the proposed agreement and additional targeted pay changes to keep pace with neighboring departments and recruitment needs.
Primary requests: - Step/market adjustments: Association representatives proposed a 5% increase “across the board” for year two of the contract to better align starting pay with neighboring cities. City staff said they will prepare compensation models and fiscal scenarios before agreeing to specifics. - Longevity pay: the union proposed removing an existing 25-year cap so employees would continue to receive the $60-per-year longevity payment beyond 25 years of service. Union negotiators framed this as a retention and morale measure. - Administrative stipend: union and staff discussed increasing the stipend paid to nonexempt employees assigned to 40-hour administrative roles (training division, fire marshal’s office and professional standards). The existing stipend is $290 per month; the association proposed raising it to $450 per month to offset lost overtime when employees move off 53/48 schedules and into 40-hour positions. - Specialty/team pay and certification tiers: the union proposed a tiered stipend structure for specialty teams and certifications, including pay for rescue/hazmat/wildland teams and a separate stipend for paramedic/EMT credentials. Example figures discussed: $50 per pay period (about $100/month) for team membership as a starting point; sample paramedic stipend ideas up to $300/month for fully credentialed paramedics cleared with the county medical director. - Tiller/back-of-truck operator pay: union asked for a 10% premium for firefighters who operate tiller (rear-steer) apparatus while performing that duty during a shift.
City response and process: city staff acknowledged receipt of the requests and agreed to provide financial models, step-plan scenarios and legal review. Staff said compensation proposals will be analyzed along with staffing plans (station builds, SAFER grant implications) and the city’s budget calendar. The parties agreed to exchange model spreadsheets and to allow union representatives to examine draft scenarios so both sides can test “what-if” outcomes.
Quotes and rationale: Dan framed the requests as recruitment and retention measures: “We don’t wanna fall behind like we have in the past,” he said while describing the market-survey intent. City staff signaled support for modeling and said they are open to phased or CPI-linked benchmarking.
Ending: City staff committed to return with fiscal impact analyses and draft language for step and stipend adjustments at the next bargaining session; no formal agreement was reached at the meeting.
