Minutes of the Special Meeting held on September 7, 2023
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Meeting Minutes
City Council Special Meeting
September 7, 2023| 4:00 p.m.
City Hall 2nd Floor Training Rooms A & B
175 S. Arizona Ave., Chandler, AZ
Call to Order
The meeting was called to order by Mayor Kevin Hartke at 4:01 p.m.
Roll Call
Council Attendance
Appointee Attendance
Mayor Kevin Hartke
Josh Wright, City Manager
Vice Mayor Matt Orlando
Kelly Schwab, City Attorney
Councilmember OD Harris
Jennifer Ekblad, Deputy City Clerk
Councilmember Mark Stewart
Councilmember Christine Ellis
Councilmember Jane Poston
Councilmember Angel Encinas
Staff in Attendance
Rae Lynn Nielsen, Human Resources Director
Rowena Laxa, Assistant City Attorney
Discussion
1. Presentation by Employee Organizations on Wages, Hours, Benefits and Other Conditions
of Employment for Negotiation in the Meet and Confer Process Pursuant to Chandler City
Code 2-13.8.d
MAYOR HARTKE welcomed everyone to the meeting and called for presentations.
• Chandler Lieutenants and Sergeants Association (CLASA)
CHRIS KUSH, Police Sergeant and CLASA, and NATHAN MOFFAT, Police Sergeant and CLASA
presented the following presentation.
Page 2 of 17
• CLASA 2024 Meet & Confer
• CLASA Proposal
o Merit increases
o Holiday pay for patrol
o Retain 3rd language, and remove total cash compensation
o Specialty pay for additional teams
o Wellness leave
o Retirement healthcare
o Increase retirement sick time payout
o Retention
• Maintain Merit Increases
o For FY 24/25 and FY 25/26, the City will fund a merit increase of up to 5% for eligible
sergeants effective on the first day of the pay period which includes the date of the
sergeant’s current job classification or salary review date, until the sergeant is at the
top of the pay grade
o Start sergeants at 2nd step, 10% above top out officer pay
• Holiday Pay for Patrol
o Patrol sergeants who work on the holiday make the same as sergeants who have the
holiday off
o If the holiday is on a Monday and the sergeant works Tuesday-Friday, he will be paid
the same as the sergeant who works on the holiday Monday-Thursday
o Theya re both given 10 hours of holiday pay
o We would like sergeants who work on the holiday to receive their regular hours plus
time and a half for working on the holiday
• Remove Total Cash Compensation
o Currently Chandler Sergeants are in 4th position on salary alone
o Rankings are Phoenix, Scottsdale, Tempe and Chandler
o A move to 3rd place reflective of salary would put us at $127,620 (a difference of
$1,196)
VICE MAYOR ORLANDO asked if sergeants get longevity pay now.
SGT. KUSH confirmed that sergeants get longevity pay as it stands now. The total cash
compensation is what puts Chandler into third place.
VICE MAYOR ORLANDO asked if the longevity pay is a set percentage.
SGT. KUSH answered that it is a set percentage of 2.25%.
VICE MAYOR ORLANDO asked if deferred comp is paid into or automatic based upon maximum
salary.
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SGT. KUSH answered that the deferred comp is a 3% match. Someone would put in $120 per pay
period to get 3%, and there is a tiered system with 1%, 2%, and 3%.
VICE MAYOR ORLANDO asked if other cities have to match their deferred compensation.
SGT. KUSH said he was not sure if other cities have to match their deferred compensation.
VICE MAYOR ORLANDO questioned if this would be a system of an automatic deduction or an
input contributed.
MAYOR HARTKE asked staff to follow up on other comparable cities’ deferred compensation.
SGT. KUSH continued the presentation.
• Specialty Pay
o Add additional groups to receive 5% specialty pay
Bicycle Team
Mental Health Unit (new unit currently only sergeant on team)
Neighborhood Response Team (new team currently no members)
Crime Prevention
School Resource Officers
New Units created during the MOU
This will help with recruiting new team members to fill the vacant positions
MAYOR HARTKE asked about the bicycle team.
SGT. KUSH noted that the bicycle team would be a new addition to specialty pay.
COUNCILMEMBER HARRIS asked how crime prevention is defined in terms of a group that would
receive specialty pay.
SGT. KUSH answered that there a crime prevention sergeant that supervises the officer. The
officer conducts community talks, house checks, school talks, runs the senior lockbox program.
COUNCILMEMBER HARRIS said this officer bridges the gap between the police department and
the community.
SGT. KUSH continued the presentation.
• Wellness Leave
o Fiscal Year 2025
o A unit member completing 12 years of service will become eligible to receive an 80
hour sabbatical to be taken within 5 calendar years from the date awarded. The time
is issued to the unit as a ‘use or loose’ benefit with no cash value. During the 80 hour
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sabbatical, the member unit is denied the right to work any extra duty, or any other
city work related duties, with the exception of a required court appearance. This
sabbatical can be taken in conjunction with up to 80 hours of their personal time off.
This benefit will be available every 12 years of service with the city. The use of
sabbatical will be based on seniority and as staffing allows.
VICE MAYOR ORLANDO clarified that as it stands today, the police department does not currently
have the number of employees to support this program in action, but this would add language for
future use for those unit members that are eligible.
SGT. KUSH agreed. This cannot be done with current staffing levels.
VICE MAYOR ORLANDO asked if someone would rotate the time frame of the wellness leave to
have the same level number of staff working at one time to cover the individual who is off.
SGT. KUSH said yes. It may be some time before the wellness leave is implemented.
COUNCILEMBER ELLIS asked if 80 hours of leave is enough to serve the purpose of the wellness
leave. Councilmember Ellis asked if the leave will be transferred to benefits as a dollar amount.
SGT. KUSH said the proposed wellness leave program was modeled after a different city’s – the
unit member would be granted 80 hours and then could take an additional 80 hours off for a total
of 160 hours. This would allow for a complete disconnect for wellness to decompress and relax.
COUNCILMEMBER ELLIS asked if it is quantified as benefit.
SGT. KUSH answered that each team has a minimum of six officers and regular staffing of eight.
Two people can be out of a team at a time.
SGT. KUSH continued the presentation.
• Cost of Healthcare in Retirement
o 7/16/23 45 year old 24 years of service
o 15.61 year deficit
o White plan and Delta Dental
o $191,779.08
o 51 years old 30 years of service
o 8.41 year deficit
o White plan and Delta Dental
o $92,984.80
• In Retirement Public Safety Employees Remain at Employee Premium
COUNCILMEMBER ELLIS asked for clarification on the ask of the city.
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SGT. KUSH clarified that the ask of the city is to pay in until the employee reaches Medicare age.
The employee will continue to contribute the same amount they are contributing.
COUNCILMEMBER ELLIS asked if the city would underwrite the remaining cost unpaid by the
employee.
SGT. KUSH said that was correct.
COUNCILMEMBER ELLIS asked if this would be included in the benefit package listed from the city.
SGT. KUSH said yes this would be considered a benefit. Retired individuals pay premium price for
medical plans, the ask is for the city to continue to cover them as employees, so employees pay
lower amounts.
COUNCILMEMBER ELLIS asked about the amount per month.
SGT. KUSH answered that the amount is $1,283 per month.
VICE MAYOR ORLANDO asked about the cost of healthcare in retirement slide.
SGT. KUSH said this takes into effect the retirement health saving from the city and sick leave
payout at 50%.
VICE MAYOR ORLANDO said those dollars serve as additional bridge towards the gap between
coverage and reaching Medicare age.
SGT. KUSH said yes. 50% of sick leave, city contribution is factored into this cost of healthcare.
MAYOR HARTKE asked about theoretically receiving healthcare coverage from a secondary job
past age 51.
SGT. KUSH answered that many employees do get other jobs. Other cities allow for movement
between coverage plans. If at age 65, the understanding of the idea proposed would be to acquire
Medicare and be removed from a city plan.
COUNCILMEMBER ELLIS added that there must be considerations of other insurance options that
someone may have the option to choose between because of price.
SGT. KUSH agreed and mentioned they are open for discussion on this point and are hoping to
work out in more detail.
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COUNCILMEMBER HARRIS asked about the average age of retirement and lateral transfers
qualifying for this coverage.
SGT. KUSH said this would be investigated. Other cities have different requirements on length
worked to qualify for this benefit.
COUNCILMEMBER HARRIS asked what the average age of retirement for sergeants is.
SGT. MOFFAT answered that the average age of the past 25 sergeants that have retired is 55 years
old.
SGT. KUSH continued the presentation.
• Healthcare Coverage
o Retention of Sergeants
Many sergeants retire and start another career with medical insurance due to
the cost of healthcare
Knowing medical care will be affordable and they don’t have to get a second
job
Keep senior sergeants who we have invested time and money into
• Drop Retention Incentive
o PSPRS
o Capped at 24%
o Chandler with Tempe application
o Current contribution: 49.1%
o 50% of contributions equals 24.55%
• Drop Retention
o Tier 1 DROP members have already “retired”
o Benefit has a defined sunset date (60 month DROP)
o Does not apply to Tier II or Tier III employees
o Maintains savings to the city
o This incentive will allow the city to succession plan and retain current qualified
employees, while we turn our staffing issues around
COUNCILMEMBER POSTON asked for clarification on drop retention incentive.
SGT. KUSH explained that when dropped, the city pays 49% into PSPRS. It was used to pay
unfunded liability. They now ask to give some of the amount of the 49% back to the employee.
COUNCILMEMBER POSTON confirmed that the amount is capped at 24%.
SGT. KUSH agreed. The idea is to pay officers 24% of what they would pay into PSPRS.
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SGT. KUSH continued the presentation.
• Removal Without Cause
o A sergeants cannot be removed from a specialty position without cause
o If the sergeant is not performing their job to standards, they can be removed from
their position with documentation
o Appeal process
MAYOR HARTKE mentioned a hypothetical reorganization would be at the prerogative of the chief.
SGT. KUSH said that if it were down to reorganization by need and not a punitive measure, that is
understood. An appeals process in place would help avoid punitive attitudes towards removal
without cause.
COUNCILMEMBER ELLIS asked if the removal without cause can be discussed as part of employee
discipline as it is part of internal policy and not the city’s contract.
MAYOR HARTKE asked if this section would be part of the negotiation.
RAE LYNN NIELSEN answered that this language of removal is part of the MOU.
SGT. KUSH said this is in the MOU and it is included to be clear about the intent of the policy.
SGT. MOFFAT added that this would ensure there is the right to appeal in place to protect
employees from any potential punishment that may unjustly face.
COUNCILMEMBER ELLIS agreed and said this fit under policies and procedures.
COUNCILMEMBER POSTON asked if specialty positions being moved back to a patrol position
would take a pay cut as well.
SGT. KUSH said yes, the additional specialty pay would be removed.
COUNCILMEMBER POSTON clarified it is a pay cut then as well as position. Councilmember Poston
asked how these specialty positions test skill.
SGT. KUSH answered that employees in specialty positions test for skills and go through training.
COUNCILMEMBER POSTON mentioned there is then an investment made of time and money into
employees in the specialty positions.
VICE MAYOR ORLANDO asked how many lieutenants there are currently.
Page 8 of 17
SGT. KUSH answered there are 17 lieutenants.
VICE MAYOR ORLANDO asked if lieutenants are paying their dues, and are represented by CLASA.
SGT. KUSH said the lieutenants’ desires were not discussed at this time. The sergeants’ desires are
what is being brought forward. There is more work to be done on that front.
COUNCILMEMBER ELLIS asked for a sense of the mobility of these requests.
SGT. KUSH answered this is the first step of the negotiations process.
COUNCILMEMBER POSTON asked for an overview of the priorities out of what was discussed.
SGT. KUSH said that will be provided. The priorities are the healthcare gap, holiday for patrol, and
removal without cause.
COUNCILMEMBER HARRIS asked about the policy for removal without cause for an employee
under ranking. The appeal process can be taken upwards to challenge corrective action.
SGT. KUSH said there is an appeals process for discipline. For removal, there is no appeals process.
COUNCILMEMBER HARRIS said this corrective action can result in cutting pay and demoting in
rank.
SGT. KUSH said that is correct.
COUNCILMEMBER ELLIS asked if that would be considered a demotion or a lateral transfer.
SGT. KUSH answered that moving from a patrol officer to a detective is not necessarily a
promotion. The loss in pay would be specialty pay and on call pay. It would not be considered a
demotion; it is a lateral transfer.
COUNCILMEMBER ELLIS asked if the pay is the same.
SGT. KUSH responded that it is 5% specialty pay as a role listed in the MOU.
MAYOR HARTKE thanked CLASA representatives for the presentation.
• Chandler Law Enforcement Association (CLEA)
MICHAEL COLLINS, Police Officer and CLEA President, and SAM WAGNER, CLEA Vice President
presented the following presentation.
Page 9 of 17
• Chandler Law Enforcement Association 2024 Memorandum of Understanding
• FY22-24 Proposals
o Chandler Law Enforcement Association (CLEA)
o We look forward to discussing several ways in which we can retain current
employees, attract new employees, and promote health and wellness for our
members. Some of these proposals will also place Chandler in a more competitive
position with other local agencies as we attempt to recruit new members for our
department.
• Retention and Recruiting
o During recent discussions regarding staffing, attraction and retention of employees,
several council members and community leaders noted the importance of retaining
current officers while we attempt to locate, hire and train their replacements.
o As of today, about 70 Chandler officers or approximately 25% of the current
department are eligible to retire.
• FY22-24 Proposals
o Chandler Law Enforcement Association (CLEA)
o Merit increases
o Retirement Medical Plan
o Employee Retention Bonus
o Specialty assignment enhancements
o Senior and Master Patrol Officer Programs
o Wellness Leave
o Changes to Sick Leave accrual
o Holiday Pay
o Increase to Vacation and Comp Bank Maximums
o Language Updates
• Standard 5% Increases for all Eligible Employees
o This continues the step pay scale system currently in place at the department for all
reviewed & performing employees.
• Retirement Medical
o Discussions have already begun at an overview level with senior City Staff regarding
a new retirement medical benefit for retiring Public Safety Employees. We have
reviewed plans that exist in Tempe and Mesa and hope to have discussions regarding
instituting a similar benefit here as part of this MOU.
o Police Officers have a much higher rate of injury than other city job classifications
due to the nature of our work and the protective equipment we carry on a daily basis
o According to a 2013 study by the National Institutes of Health police officers, have a
life expectancy 22 years lower than the general population. Contributing factors cited
in this study was the historic lack of mental health support, stressors including
witnessing repeated violence, shift work disrupting metabolism and exposure to a
wide range of environmental factors. This corresponds with a similar study
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conducted in Florida in 2011 which found that Law Enforcement and Corrections
officers have an average life expectancy 12 years lower than the general population.
MAYOR HARTKE noted the life expectancy of 22 years is lower than the general population.
OFC. COLLINS said daily activities take a toll on your body. Mental health and wellness are a
renewed focus.
MAYOR HARTKE asked for the studies to be shared with council.
OFC. COLLINS continued the presentation.
• One-Time Bonus
o Discussions have already begun at an overview level with senior City Staff regarding
a new retirement medical benefit for retiring Public Safety Employees. We have
reviewed plans that exist in Tempe and Mesa and hope to have discussions regarding
instituting a similar benefit here as part of this MOU.
o Police Officers have a much higher rate of injury than other city job classifications
due to the nature of our work and the protective equipment we carry on a daily basis
o According to a 2013 study by the National Institutes of Health police officers, have a
life expectancy 22 years lower than the general population. Contributing factors
cited in this study was the historic lack of mental health support, stressors including
witnessing repeated violence, shift work disrupting metabolism and exposure to a
wide range of environmental factors. This corresponds with a similar study
conducted in Florida in 2011 which found that Law Enforcement and Corrections
officers have an average life expectancy 12 years lower than the general population.
VICE MAYOR ORLANDO asked about the population of current officers.
OFC. COLLINS said that information will be provided.
VICE MAYOR ORLANDO commented that the younger officers may be incentivized by money.
OFC. COLLINS added that there is a different mindset.
VICE MAYOR ORLANDO said the military and veteran community and public services do reduce
life expectancy.
OFC. COLLINS share that they look seriously into supporting mental health. Our people are
compelled to help people.
Page 11 of 17
COUNCILMEMBER ELLIS said first responders do face many of the same issues in health and
wellness. Some of these things are part of the careers people have chosen to do. Councilmember
Ellis asked if the one-time bonus would make enough of a difference.
OFC. COLLINS said the $10,000 recruitment bonus was helpful in recruiting methods. Right now,
we are at the whim of the market. It would be a great gesture to current employees.
COUNCILMEMBER ELLIS noted the dollar amount for the 260 employees.
OFC. COLLINS said that all improvements would come with a price tag.
OFC. COLLINS continued the presentation.
• Specialty Assignments
o Add Additional Units to Specialty Pay Eligibility
o Remainder of CIB including Mental Health Unit, Bike Unit, NRT Training Unit, Crime
Prevention officers, School Resource Officers
o Cover any other specialty positions that are created during this contract which are
similar to those already covered by this item
o Approximately 35 People eligible for this expansion
o Incentivize and interest people in accepting difficult jobs and
o Retain experienced employees in specialties.
COUNCILMEMBER HARRIS asked about how school resource officers are funded.
OFC. COLLINS said some of funded through grant positions. Having SROs at schools are important,
they serve as a positive consistent presence in schools.
COUNCILMEMBER HARRIS asked how SROs are funded.
MS. NIELSEN will follow up with staff.
OFC. COLLINS added that crime preventions deal with block watch, businesses, community
groups, a forward-facing officer focusing on awareness and training with community partners.
There is budgeted three positions. They want to incentivize what they do.
COUNCILMEMBER ELLIS asked if there is a percentage to add to specialty pay.
OFC. COLLINS said this is an existing specialty role, listed at 5%.
COUNCILMEMBER ENCINAS asked if an officer chooses to go into a specialty assignment, is it for
an assigned time on the unit.
Page 12 of 17
OFC. COLLINS said at one point, there were units that had two or three-year commitments. There
is a significant amount of training that is involved to bring someone to proficiency. The struggle is
balancing time balance, meeting standards, and rotating officers. The conversation takes place at
the sergeant level, addressing burnout with officers.
OFC. COLLINS continued the presentation.
• Specialty Assignments
o Dual Specialty Pay
o Allow dual specialty pay at 5% per position.
o Current Practice caps the max allowance at 5% no matter how many additional jobs
and responsibilities officers and detectives have
o Example: Sex Crimes Detective on SWAT
COUNCILMEMBER ELLIS asked to clarify is the total of dual specialty pay 10%.
OFC. COLLINS said dual specialty pay could be up to 10%.
• Senior / Master Patrol Officer
o Create a new program recognizing tenured Patrol Officers
o Senior Patrol Officer -- Eligible after their 8th year of service Must be in the patrol
division and would receive an additional 5%
o Master Patrol Officer -- Eligible after 15 years of service to the department. Must be
in the patrol division and would receive 10%
o Would incentivize and recognize the extra level of experience and service tenured
officers provide to the citizens of Chandler.
o Would incentivize senior officers to stay or return to the patrol division to help guide
and mentor younger officers.
o Many officers who qualify have already left detective or specialty jobs and bring an
extra level of expertise back to the point of service
• Wellness Leave
o A unit member completing 12 years of service will become eligible to receive an 80-
hour wellness leave to be taken within 5 calendar years from the date awarded. The
time is issued to the member as a ‘use or lose’ benefit with no cash value. During the
80-hour leave, the member unit is denied the right to work any extra duty, or any
other city work related duties, with the exception of a required court appearance.
This leave can be taken in conjunction with up to 80 hours of their personal time off.
This benefit will be available every 12 years of service with the city. The use of leave
will be based on seniority and as staffing allows.
o The idea is to guarantee a commitment from both sides that regardless of staffing
challenges, people can take uninterrupted time off, unplug and reset themselves and
come back to work in a better mental state.
Page 13 of 17
o We remain open to solutions or other ideas that work towards this goal.
COUNCILMEMBER HARRIS asked who supervises time off in the department.
OFC. COLLINS said this is a new idea, it is currently unknown. It may fall to the sergeants. It may
take further conversation to decide.
OFC. COLLINS continued the presentation.
• Changes to Sick Leave Accrual
o Updated Sick Time Accrual
o Raise sick leave flat accrual to 4.7 hours per Pay period from 3.7
o This increase accounts for the additional hours that current employees are working
as overtime due to staffing challenges
o Glendale has a similar program in which sick leave hours are accrued at an hourly
rate per hour worked (including OT and Comp) as opposed to the Flat rate current
officers accrue.
• Holiday Pay
o Officers who physically work on a Holiday as essential workers (Labor Day) are
currently paid the same as officers who are off for the holiday.
o (Mon-Thurs vs. Tues-Fri)
o We would ask that officers who work on the holiday receive their regular hours plus
time and a half.
• Increases Vacation and Comp
o Increase Vacation Bank to 300 hours to accommodate larger holdover balances due
to staffing challenges
o Increase Comp time bank to 150 hours to accommodate for staffing challenges
o Allow Employees to cash out Comp time more than once a year
VICE MAYOR ORLANDO asked if the intention was to increase the bank hours so they are not lost.
OFC. COLLINS said with 240 hours, some can be rolled over or they have be used.
VICE MAYOR ORLANDO said instead of losing the 240 first hours, they want more to be rolled over,
because officers are not able to use that time.
OFC. COLLINS continued the presentation.
• Language Changes
o Removal from Specialty Assignments
o No represented member may be removed from a specialty assignment or position
without a documented lack of performance, and without having gone through the
entire existing performance discipline process. We do agree that this may be
Page 14 of 17
suspended in a declared local, state or federal emergency situation, however, this
can only be done on a short-term temporary basis of less than 30 days.
• Language Changes
o Use of Association Bank Hours
o Absent a declared local, state or Federal Emergency CLEA Board members and
Officers shall not be denied use of Association bank hours to conduct CLEA business
with advanced notice. We agree to work on specific language during this negotiation
process. CLEA also proposes that since the Goldwater Lawsuit has been finally
settled in this matter, that we transition back to a full-time release position similar to
what was in place in prior MOU’s. Currently Phoenix, Mesa, Tempe and Glendale
have full-time release positions or hours granted for that purpose. We are also open
to further discussions about what this looks like during the negotiation process.
VICE MAYOR ORLANDO asked to clarify is the request that we are banking hours, and we want
to use those hours, or have there be City-donated hours.
OFC. COLLINS said the bank of hours is accumulated already. We want to be able to access the
hours.
VICE MAYOR ORLANDO said the previous system was about taking hours to do duties. Is the
request to go back to the old system.
OFC. COLLINS said the request is to go back to the old system, while being able to use the
hours that have already been donated. One of the results of the lawsuit is that there be some
benefit to the city.
VICE MAYOR ORLANDO said keeping some non-City funds would allow that to happen.
OFC. COLLINS said yes, that can be used for solely association business.
COUNCILMEMBER HARRIS asked to provide the top three priorities.
OFC. COLLINS said the top three are provided to council.
• International Association of Fire Fighters Local 493 Chandler Chapter (IAFF)
SCOTT ONYETT, Chandler Chapter President IAFF Local 493 presented the following presentation.
• IAFF United Phoenix Firefighters Chandler Chapter L493
• Who We Represent
o Commitment to our members
o “Equally and fairly represent all employees”
o Firefighters 51%
Page 15 of 17
o Engineers 23%
o Captains 26%
o - IAFF Represents over 350k firefighters worldwide.
o - Local 493 is the largest financial contributor in the country, as well as largest voting
contingent worldwide.
• What’s Important to Our Members
o Wages
o Work/Life Balance
o 40 hr employee works approx. 2080 per yr
o 56 hr employee works 2912 per yr
o Retirement Health Benefits
• Uniform Allowance
o Currently an annual allowance of $675.00
o Ask: increase of annual allowance to $1000.00
• Sick Leave Incentive
o Wages
o Work/Life Balance
o 40 hr employee works approx. 2080 per yr
o 56 hr employee works 2912 per yr
o Retirement Health Benefits
• Vacation Accrual
o Ask: increase vacation accrual by 1 hour and max hours to 500 (40hr)
VICE MAYOR ORLANDO asked to clarify if the ask was for additional hours and for the accrual to
increase.
MR. ONYETT said that it is a struggle to use the time.
COUNCILMEMBER POSTON asked what the maximum hours are now.
MR. ONYETT answered that the maximum hours are 240, if that is converted to a 56 hours work
week, it should be 330.
MR. ONYETT continued the presentation.
• Step Adjustment
• Social Security
o The average 65-year-old couple will consume 68% of their Social Security benefits on
healthcare expenses
• Building a Bridge to Medicare
o Average Chandler Fire Retirement Data
25.85 years of service
56 years of age
Page 16 of 17
o Leaving a gap of 9 years that we are responsible to cover
o Ask: continue employer contribution and eligibility on health care benefits until age
65
COUNCILMEMBER ELLIS asked if this is a big priority.
MR. ONYETT said this is a top priority. Equity for all Chandler employees are a priority.
MAYOR HARTKE asked how other municipalities are addressing this.
MR. ONYETT said Phoenix has a 401A, Tempe has a multi-tier program. There has to be boundaries
built into the program to avoid employees taking advantage of benefits without being a part of
the team for long.
MR. ONYETT continued the presentation.
• Emergency Staffing / Holiday Pay
o Force positions will be compensated at double time
o Holidays worked will be paid at time and a half
COUNCILMEMBER ELLIS asked if there is nothing being done right now.
MR. ONYETT said the policy in place is an on-call policy. The attempt was to make it non-punitive
and effective. The choice is two days per quarter that an employee is on call for 24 hours to be
able to respond to any location. If that is exhausted, there is a seniority-based staffing list to
support on-call availability.
COUNCILMEMBER ELLIS asked if there is compensation for the on-call days.
MR. ONYETT said it is 4.8 hours for the day selected. The on-call policy was a good solution when
it was being built to cover the needs.
COUNCILMEMBER ELLIS said by bumping this to double time, the on-call policy would be removed.
MR. ONYETT said on-call policy works to address the current staffing issues, however there should
be appropriate compensation of time and a half.
MR. ONYETT continued the presentation.
• IAFF offer to the City Two Year Contract
COUNCILMEMBER POSTON asked how the staffing situation is as it stands.
Page 17 of 17
MR. ONYETT there are some hiring in process right now. The fire department has faced unplanned
departures. One point is to ensure there is enough firetrucks to be able to support Chandler’s
growing population. The call volume does not always dictate service time. New developments and
growth in Chandler pose challenges to firefighters such as nursing homes and high-density
apartments. We must work ahead of the curve to be able to address these challenges.
• Thank You
MAYOR HARTKE thanked presenters. He said there is a productive history with our employee
groups. Any upcoming conversations related to presentations or the meet and confer must meet
the city-adopted process. The next meeting will be held September 21. He said Chandler is a great
city because of our first responders, we appreciate you and the work that you do.
Adjourn
The meeting was adjourned at 6:16 pm.
ATTEST: _______________________
______________________________
City Clerk Mayor
Approval Date of Minutes: October 16, 2023
Certification
I hereby certify that the foregoing minutes are a true and correct copy of the minutes of the Special
Meeting of the City Council of Chandler, Arizona, held on the 7th day of September 2023. I further
certify that the meeting was duly called and held and that a quorum was present.
DATED this _______ day of October, 2023.
__________________________
City Clerk