Although the city continues to negotiate with its various unions, the Firefighters Union negotiations have been stalled. All of the city’s union contracts expired on December 31, 2017.
The unions represented in the city include the Fraternal Order of Police, Lodge #15 (Patrol, Fraternal Order of Police, Lodge #15 (Sergeants), Fraternal Order of Police, Lodge #15 (Corrections), Fraternal Order of Police, Lodge #15 (Clerical/Animal Control), International Association of Fire Fighters AFL-CIO, Local 2156 and the American Federation of State, County, and Municipal Employees, Ohio Council 8, Local 3410 (AFSME). In addition, Council also approved ordinances following suit, for the following: Police and Fire Chiefs, Police Captain, Assistant Fire Chief, Police Lieutenant and any non-union full time city employee.
The Firefighters Union represents approximately 32 employees in the city’s Fire Department. That Union and the city will be involved in conciliation, a mediation, which will determine the outcome of the contract. The Firefighters Union voted unanimously against the proposed tentative agreement that was approved by City Council at their March 6 meeting. That agreement was the result of a fact finding process, where both sides were heard and a recommendation was then made.
North Royalton Firefighter Christian Sary is the President of the International Association of Fire Fighters, AFL-CIO, Local 2156, representing the North Royalton firefighters. He said that the Union rejected the agreement because “we had an issue with the health care. The out of pocket was undefined and there is no limit.”
The agreement included wage increases of 2.5 percent in 2018 and 2 percent in both 2019 and 2020. The agreement states that: “The Employer shall provide each full time employee with either individual or family coverage, as appropriate, with medical, vision, or dental coverage as selected by the Employer. In the event that in 2019 or 2020 only, the employee’s medical coverage exposure increases from the current 2018 medical coverage exposure, the parties agree to a wage reopener for that year. Employees’ medical coverage exposure is defined as in network deductible, in network co-pay, and/or in network out of pocket maximum, or other plan design as offset by other payments, including but not limited to HSA employer contributions. Only in the event of an increase in the employee’s medical coverage exposure, the Union shall have the right to invoke mutually alternative dispute resolution (MADR), on the issue of wages, alone.”
The contract states that the contributions for coverage be held to 12% of the insurance premium or the city’s cost, with the following employee monthly contribution, not to exceed: “In 2018 family: $199.36; Individual $74.17; 2019 family: $210.00; Individual: $ 79.00; 2020 family: $220.00; Individual: $83.00.”
“Everyone knew what the fact finder’s report says,” said Mayor Bob Stefanik. He said he thought the agreement was fair. North Royalton Law Director Tom Kelly said that the union’s vote was both “surprising and disappointing.” Kelly said that in order to keep up with the growing cost of healthcare, the city has shifted from a traditional plan to a more of a “hybrid” plan. The new plan contains a high deductible with a health savings account (HSA) which allows each employee to place pre-tax dollars in an account for medical spending. The deductible for 2018 would be $2,700, of which the city would contribute $1,900. The employee would then contribute $800 of that amount, which is the same amount of deductible they had under the old plan.
“We know that healthcare is expensive and we are willing to pay our part, but we have no control over what our out-of-pocket expenses are,” Sary said. What he is referring to is the yearly deductible, which is not stated in the contract. In the agreement, it is stated that “Employer specifically retains the sole right to select the health care coverage offered to its employees, including setting deductibles, co-payments, and/or out-of-pocket limits or plan designs.” Sary said “we would like it in writing. We don’t even know if we’ll have an HSA next year.” He noted that the wage reopener means that if the deduction changes, the Union has the ability to go back to arbitration, but he didn’t feel it would necessarily compensate for the amount lost. Kelly said that the contract could not be that specific, as insurance rate quotes are only done yearly.
The conciliation is expected to take place in June. Kelly said he expects that a decision should be rendered very soon after the meeting. Until a formal agreement is reached, the unions will continue to work under the previous contract.

By GLORIA PLEVA KACIK
Contributing Writer