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County and union review revised pay table adding IFT, critical-care and storekeeper FTO lines
Summary
County HR and IAEP representatives reviewed a revised pay scale that adds an interfacility transport (IFT) classification, a critical care paramedic classification, and a storekeeper FTO line; staff said final cost figures will wait until an internal budget meeting Wednesday.
County human-resources officials and IAEP union representatives met June 22 to review a revised pay proposal that would add classifications and adjust base pay for several positions, but both sides said final cost numbers will be provided only after the county’s internal budget review.
The revised proposal, presented by attorney Chris Schaffer, lays out a pay scale intended to place employees at base pay and then slot them by years of service. Schaffer said the table adds an IFT (interfacility transport) line at a slightly higher rate than base medic and pre-defines a paramedic CCP (critical care paramedic) classification so the county and union would not need to reopen negotiations if those roles are created. “We have added in a classification for [IFT] at a slightly higher pay rate than base medic,” Schaffer said. “That’s pretty normal across the board in the industry.”
County HR director Nikki Powell said the county must consider classification and funding constraints because the same job titles exist across multiple departments and funds. Powell cautioned that a raise for a storekeeper in one department could require countywide classification or title changes and, if titles change, could require action at the state labor board level (PERC). “We have them at the road department. We have them at fire. We have them at the jail,” Powell said, noting that the county is tracking priority positions for countywide increases but has not finalized budget approval.
Schaffer highlighted a proposed base-pay increase for storekeeper/warehouse technicians, saying those positions "have not seen a wage increase in several years" while workload has grown with additional trucks. The draft pay table also includes a storekeeper FTO line to compensate employees who train others; by contrast, Schaffer said EMT and paramedic FTO pay would likely remain a separate stipend rather than be folded into the table because of classification complexity.
Negotiators discussed recruitment pressures from neighboring jurisdictions. Schaffer cited higher starting pay in a nearby jurisdiction and argued the added flexibility for experience-based entry would help the county compete. “If you can come in as a 20-year medic and you’re either gonna start here at base pay or you can go next door and start at…30% more than base,” Schaffer said.
Both sides said the meeting did not produce final numbers or a ratified agreement. County staff reported clearing most issues with the clerk’s office and said one minor budget issue remained; staff scheduled an internal Wednesday meeting with the budget office and the county administrator to finalize cost estimates. Powell was assigned to run the cost analysis against the proposed scale; attendees agreed to reconvene after the county provides those numbers.
Schaffer said he would provide clean printed and digital copies of the packet to union representatives. No motions or formal votes were taken during the session.
Next steps: county HR will complete a cost analysis, the county will meet internally with budget staff and the administrator, and the bargaining teams will resume negotiations after those figures are available.
