I will apologize in advance for the length of this message, but there are some things I would like to offer all of you in a challenge to be active in your own rescue, and that of the Fire Department we work for... And make no mistake, I do love this department, what we are able to do, where we are able to work, and the broad range of experience we are able to gain as Professional Firefighters, but it is time to effect change. I have considered for several days the significance of the offer the State has put forward to our membership, and without hesitation in my opinion I believe to really effect change in our pay inequity compared to other professional Firefighters we, as a collective body have to have a paradigm shift in our thinking & act on what we feel is for the greater good of all of our members. Not just the impact of what it will have on us as individuals. This spot we have found ourselves in is not something that was created overnight. This offer, to me, is representative of how we are valued by the department we work for. To effect change, we have to become involved as a body, and take effective action in informing the decision makers about the inequity we have faced for well over a decade now. Below I will outline a few simple courses of action I would ask all of you to consider in the days to come. HR Study This is a public document that I feel has to be utilized as an informative tool to the decision makers in the state of California. All of you reside in a county, city, or district that is involved with our Department on one level or another. Be it a contract county, Schedule A Contract, or simply SRA. I feel all of those bodies deserve to know about that document. In addition, every assemblyman & senator in the State should also receive this document. It is unbiased, specific, & articulate. This simply can not be accomplished by the bargaining team alone. Ideally, a boiler plate letter from our Local that is attached to this document will introduce our concerns, and should accompany this study. I believe all of the Chapter directors are capable of accomplishing this task in their local areas of impact, and can disseminate to the members when they have accomplished positive contact and delivery of the document. Our Family I think it is critical that in times of crisis like this that we have to learn to accept each other as family. Whether it be in your own Battalion, or another, your own Unit, or someone from a Unit 500 miles away. We need to take the time to communicate without casting blame, and approach this paradigm shift this department is in dire need of by treating each member with respect. I have worked in four different Units now, and in several different capacities, and we ALL have our own hurdles to get over. Currently I am assigned to one of the busiest companies in the system, we routinely clear 4,000 calls per year. Over the last three years I have honestly lost count on how many times I was introducing myself to the person in the drivers seat as we were on our way to a call, and you know what? We made every day work! Every one!! But it takes sharing of information, and accepting where one another come from. I challenge all of you to employ that as we try and move forward to effect the change we need in this department. Our work together is much more powerful than individual effort. Transparency This of all things I feel is the most critical to our success as an organization. Whether it be bargaining, resolutions, local decisions, all of it needs to be out in the open. Our department over the last several years has lost the concept. In this technological age, there is no excuse for a lack of transparency. Information, good and bad, all needs to be presented and readily available to the membership. It is incumbent upon us to ask our leadership for this change. Actually, demand it. For example, I feel our department should operate of a seniority based transfer system. It IS time for that, but that is a discussion for another time. I also feel our bargaining team should only have active duty members. That is no disrespect to the institutional knowledge that our retired members have, and that knowledge should be utilized to its fullest potential. But just as a retired member is not going to be representing my Engine Company on the next call I respond to, I feel it is important that active duty Rank & File members sit at the table at the bargaining team. To this day I still seek advice from retired members, so I will not deny their value, but I do feel active duty members, should be represented by an active duty bargaining team. The Action sequence In the coming months we will all have to decide whether to accept or decline the offer presented before us. In an effort to be transparent, I will have to respectfully decline the offer presented. This largely because I feel it has devalued us as Professionals. I in good conscience, cannot allow for another body to summarily devalue the professionals in this department by agreeing with them on what they believe we, and yes that means you, are worth. I am not asking to be at the top of the pay scale, but certainly not over 30% below the bottom rung, so to speak. I encourage all of you to please take the necessary action to effect change locally, and statewide. Establish communication with your leadership, ask the hard questions, ensure the information from this HR Study is forwarded to our constituents, demand transparency, and be a positive change for the betterment of this department. As time progresses forward I will update any and all successful efforts toward positive change! Have a great shift!! Respectfully, FC Jeff Burrow
Posted on: Thu, 04 Sep 2014 17:12:18 +0000
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