Broken Arrow City Council
Meeting of: August 4, 2025
Title:
title
Consideration of approval of the Fiscal Year 2025-2027 collective bargaining agreement with the International Association of Firefighters (IAFF) Local No. 2551
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Background:
The City’s negotiating team began contract negotiations in April for a new collective bargaining agreement to begin July 1, 2025. The negotiation team consisted of Cindy Arnold- Finance Director, Jeremy Moore- Fire Chief, and Kelly Cox- Human Resources Director.
After just under three months of negotiations, the bargaining teams have reached a tentative agreement. The IAFF voted on the tentative agreement and their membership subsequently approved the tentative agreement.
The agreed upon terms are those of a two-year agreement effective July 1, 2025, and valid through June 30, 2027. The tentative agreement includes the following changes:
Article 3 - Authority and Term -Two Year Contract
Article 7 - Grievance Procedure - Add a mutually agreed equivalent of the Federal Mediation and Conciliation Service
Article 11 - Union Business - President or Steward time must be approved by the Fire Chief, not the Battalion Chief.
Article 14 - Funeral Leave - Increase number of vacation slots to accommodate use of vacation leave for an extension of funeral leave.
Article 16 - Hours and Time Exchange - Provides the Chief the ability to assign employees to any combination of hour schedule up to 12-hour shifts and 88 hours in two-weeks if mutually agreeable by both parties. Restricts shift exchange privileges to 360 hours (15 Shifts) per calendar year beginning January 1, 2026.
Article 18 - Vacations and Holidays - Change allowable number of Officers off on each shift. Add Christmas Eve as a paid holiday. Change vacation leave maximum accumulation for 40-hour employees. Add allowance of vacation leave donation.
Article 20 - Dues Deduction - Change dues deduction to direct deposit.
Article 21 - Hospitalization, Surgical, Major Medical Insurance and Term Insurance - City increase of 3% effective July 1, 2025, and 3% increase July 1, 2026. All current and new dependents to be verified for eligibility by the Trust.
Article 22 - Sick Leave - Revise sick leave incentive payout to be based on an equivalent number of hours in a day of the assigned shift as of June 30. Requires employees to call in to work and report sick leave use by 6:45am.
Article 24 - Overtime and Call-Back - 24-hour employee who is called in for duty on a holiday, as listed in Article 18, shall receive compensation at two times their base hourly rate with a minimum of two (2) hours. Add language for exempt employees not being eligible to receive additional compensation for standby pay.
Article 25 - Fair Labor Standards Act Implementation - Change Battalion Chief to a non-exempt employee.
Article 27 - Compensation
FY 26 - Effective July 1, 2025
• 4% wage increase for all employees except the position of Battalion Chief.
• Battalion Chief increase 2%
• Reclassification of Battalion Chief from paygrade 308 to 307 as non-exempt employees.
• Adjustment of pay steps in paygrade 303 with an addition of a new Step 1 and new Step 12.
FY 27 - Effective July 1, 2026
• 4% wage increase for all employees in any steps and paygrades
• Effective July 1, 2026, a new non-exempt grade 306 is created for District Fire Chief (effective July 1, 2027, or upon opening Fire Station 8, whichever is earlier).
• Effective July 1, 2026, additional pay steps in paygrades 307, 308, and 309 as provided in pay chart. Pay steps in paygrades 307, 308 and 309 do not become effective until July 1, 2026.
Agreement includes if the FOP receives any ATB wages during the terms of the agreement above 4% (both years), and/or any increase to longevity above the current schedule in Article 17, the city will modify the agreement to include an equivalent increase up to a maximum of 3% additional wage increase and a maximum of two times the current longevity.
Article 29 - Drug and Alcohol Testing - (Exhibit B) Addition of synthetic drugs and/or kratom to drugs which may be tested for.
Article 34 - Duration of Agreement - update dates
AOP - Chapter II - Update Battalion Chief job description to be non-exempt. Add prerequisite for promotion to Lieutenant job description.
AOP - Chapter III - Change residency requirement from one-hour drive to 100 driving miles from City Hall. Modify minimum staffing requirements by rank. Effective July 1, 2027, increase minimum staffing from 40 to 42. Add Saturday as yard maintenance day and modify EMS supply ordering language. Designate department training days s Tuesday, Wednesday or Thursday. Restrict special duty assignment to four hours or less at any one special event.
AOP - Chapter IV - Incorporates language of a previously approved MOU for the promotional process.
AOP - Chapter V - Allows tattoos on the back of the neck if upon employment tattoos are disclosed. Incorporates language for the pregnant workers fairness act.
AOP - Chapter 6 - Removes previously sunset MOUs and other MOUs which language has been incorporated into the CBA.
This contract will be retroactive to July 1, 2025.
The total costs for year one and year two include current personnel. These costs include the differences in insurance contributions, the across-the-board increases, adjustments to the pay scale, merit/step increases, and pension and taxes. Year 1- $938,541.94. Year 2-$1,000,625.28.
Cost: $1,939,167.22
Funding Source: Fire Sales Tax Fund
Requested By: Kelly Cox, Human Resources Director
Approved By: City Manager’s Office
Attachments: draft IAFF 2025-2027
final IAFF 2025-2027
Chapter 1 AOP draft
Chapter 1 AOP final
Chapter 2 AOP draft
Chapter 2 AOP final
Chapter 3 AOP draft
Chapter 3 AOP final
Chapter 4 AOP draft
Chapter 4 AOP final
Chapter 5 AOP draft
Chapter 5 AOP final
Chapter 6 MOU draft
Chapter 6 MOU final
Recommendation:
recommend
Approval of the Fiscal Year 2025-2027 collective bargaining agreement with the International Association of Firefighters (IAFF) Local No. 2551
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