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MEMORANDUM OF UNDERSTANDING AND AGREEMENT
This Memorandum of Understanding concerning emergency medical services (“MOU”) is
entered into by and between the City of Fort Worth, Texas, hereafter referred to as “the City”,
acting by and through its duly authorized assistant city manager, and the Fort Worth Professional
Firefighters Association, IAFF Local 440 hereinafter referred to as “the Association.” The City
and the Association may collectively be referred to herein as “the Parties.”
WHEREAS, the City and certain municipalities that were part of the Metropolitan Area
EMS Authority d/b/a MedStar (“MedStar”) have, through a separate Memorandum of
Understanding and Agreement (“MOUA”) agreed to the establishment of an out-of-hospital
emergency medical services (“EMS”) division through the City of Fort Worth Fire Department
(“FWFD”) to operate a new EMS System and provide services to the general public;
WHEREAS, the City’s City Council has decided that certain employees from MedStar,
who are qualified as an Emergency Medical Technician (“EMT”) and/or a Paramedic, and
MedStar employees working in communications, including dispatchers, call takers, and
supervisors, all referred to herein collectively as “MedStar EMS personnel,” should be hired as
City employees to provide EMS and ambulance services through FWFD and that the MedStar
EMS personnel hired by the City to perform EMS services should be provided civil service
protections under Chapter 143 of the Texas Local Government Code, and that this can and should
be accomplished through amendments to the Collective Bargaining Agreement (“CBA”) between
the City and the Association;
WHEREAS, the Association has agreed to represent the City employees who were
formerly MedStar EMS personnel, as “fire fighters” under the CBA;
WHEREAS, the Association and the City have agreed to amend the CBA in those areas
necessary to provide for the working conditions for the MedStar EMS personnel who will be hired
as employees of the City;
WHEREAS, the Association and the City are also using this MOU to make minor changes
to the current CBA to correct some inadvertent minor inconsistencies that exist in the language of
the current CBA;
WHEREAS,the Association and the City are also using this MOU to amend Article 21 of
the CBA to add a new program that will allow fire fighters who test positive for the use of an
illegal drug, or the misuse of alcohol, or the misuse of prescription medication, to avoid termination
of their employment but, rather, have an opportunity to participate in a dependency program and
enter into a last chance agreement to maintain their employment, provided that they comply with
the terms of that agreement;
WHEREAS, the Association and the City are also using this MOU to amend Section 4 of
the Healthcare Contract, as amended 2022, that is part of the CBA, as Appendix B thereto, to
change the calculation of the City Subsidy for the plan years beginning in January 2025;
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WHEREAS, as allowed in the CBA, the primary purpose of this MOU is to identify the
required changes and amendments to the CBA necessitated by the initial hiring of MedStar EMS
personnel, and the hiring of additional EMTs and Paramedics as City employees with civil service
protection, and represented by the Association, and the Parties understand that the changes and
amendments to the CBA will be effective only if such amendments are ratified by the Association
and approved by the City Council;
NOW, THEREFORE,the Parties agree to the following:
The amendments to the CBA that the parties have agreed to through the collective
bargaining process are identified in Exhibit A to the MOU, and are incorporated for all purposes
into the MOU, as if fully copied verbatim herein.
Agreed:
City of Fort Worth:Fort Worth Firefighters
Association Local 440:
_________________________________ ___________________________________
Valerie Washington Date Zac Shaffer Date
Assistant City Manager President
Approved as to Form and Legality
_________________________________
Christopher A. Troutt Date
Senior Assistant City Attorney
Attest:
_______________________________
Jannette Goodall Date
City Secretary
Contract Compliance Manager:
By signing I acknowledge that I am the person responsible for the monitoring and administration
of this contract, including ensuring all performance and reporting requirements.
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By:______________________________________
Name: Valerie Washington Date
Title: Assistant City Manager
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EXHIBIT A TO MOU
Article Definitions
Current Language:
“Fire Fighter” means any full time, permanent, paid member of the Fort Worth Fire Department
who was hired in substantial compliance with TLGC Chapter 143, or as modified by the provisions
of this Agreement. This definition excludes the Chief, non-certified employees, retirees and fire
fighter trainees.
Add to the definition of “Fire Fighter”:
This definition also includes an employee of the Fire Department employed as a single-role fire
fighter, or Emergency Communications Personnel who becomes a City employee in the Fire
Department, either as a result of the Transition described in Article A, or who is later hired in
substantial compliance with TLGC Chapter 143, or as modified by the provisions of this
Agreement, regardless of whether they have met the requirements for certification by the Texas
Commission on Fire Protection under Chapter 419, Texas Government Code.
Add these definitions:
“Single-role fire fighter” means an employee of the Fire Department who is employed in the
classification of EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS Administration
Officer, or Deputy EMS Officer, and whose primary duties are to provide emergency medical
services, including supervisory duties, and whose position does not require substantial knowledge
of fire fighting; and is not required to be certified by the Texas Commission on Fire Protection,
pursuant to Chapter 419 of the Texas Government Code.
“Dual-role fire fighter” means a person employed by the City in the Fire Department whose
position requires substantial knowledge of fire fighting; who was hired by the City in substantial
compliance with TLGC Chapter 143; and who is certified by the Texas Commission on Fire
Protection pursuant to Chapter 419 of the Texas Government Code.
“EMS Supervisor” means an employee of the Fire Department who is employed in the
classification of EMS Supervisor, and whose primary duties are to provide emergency medical
services, and who has the appropriate licensure and/or certification to function as a Paramedic.
This does not include any person employed on a part-time basis.
“EMS Manager” means an employee of the Fire Department who is employed in the classification
of EMS Manager, and whose primary duties are to provide emergency medical services, and who
has the appropriate licensure and/or certification to function as a Paramedic. This does not include
any person employed on a part-time basis.
“EMS Administration Officer” means an employee of the Fire Department who is employed in the
classification of EMS Administration Officer, and whose primary duties are to provide emergency
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medical services, and who has the appropriate licensure and/or certification to function as a
Paramedic. This does not include any person employed on a part-time basis.
“Deputy EMS Officer” means an employee of the Fire Department who is employed in the
classification of Deputy EMS Officer, and whose primary duties are to provide emergency medical
services, and who has the appropriate licensure and/or certification to function as an EMT or,
preferably, as a Paramedic. This does not include any person employed on a part-time basis.
“Telecommunicator” means a person employed by the City in the Fire Department in the
classification of Telecommunicator who provides emergency medical services for the City by
serving as a call taker or dispatcher for emergency calls requiring a response from police, fire, or
an ambulance. The parties agree that the definition of “Telecommunicator” in Texas Occupations
Code Section 1701.001(7) does not apply.
“Telecommunications Supervisor” means a person employed by the City in the Fire Department
in the classification of Telecommunications Supervisor who provides emergency medical services
for the City, including in a supervisory role.
“Telecommunications Manager” means a person employed by the City in the Fire Department in
the classification of Telecommunications Manager who provides emergency medical services for
the City including in a supervisory role.
“Emergency Communications Personnel” means a Telecommunicator, a Telecommunications
Supervisor or a Telecommunications Manager, who is hired by the City either as part of the
Transition, or later, and whose primary duties are to provide emergency medical services,
including supervisory duties, and whose position does not require substantial knowledge of fire
fighting; and is not required to be certified by the Texas Commission on Fire Protection, pursuant
to Chapter 419 of the Texas Government Code.
“Fire Communications Specialist” or “FCS” means a position filled by a dual-role fire fighter
employed by the City in the Fire Department who provides emergency services for the City
through call taking, dispatching, and tactical radio operations involving the deployment of police,
fire, or an ambulance. This position is required to be certified by the Texas Commission on Fire
Protection, pursuant to Chapter 419 of the Texas Government Code.
“Medical Director” means the licensed physician employed or contracted by the City who is
responsible for carrying out his or her duties under their engagement with the City, the Uniform
EMS Ordinance, and the EMS Interlocal Agreements and for directing the Office of the Medical
Director.
“Office of the Medical Director” means the department or division through which the Medical
Director carries out his or her functions. The Office of the Medical Director is comprised of the
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Medical Director, any Associate Medical Director(s), and other individuals assigned to the Office
to assist the Medical Director in carrying out the Medical Director’s functions.
“Credentials” or “credentialing” means that a person has received the necessary approval from the
Medical Director or Office of the Medical Director to function as an EMT, a paramedic, a Lead
paramedic, or a critical care paramedic within the Fire Department.
1. A credentialed EMT means a certified provider by the state of Texas at the
emergency medical technician level that is credentialed by the medical director for basic
life support duties as well as additional responsibilities as trained and approved by the
medical director.
2. A credentialed Paramedic or Lead Paramedic means a certified provider by the state
of Texas at the paramedic level that is credentialed by the medical director for basic and
advanced life support duties as well as additional responsibilities as trained and approved
by the medical director.
3. A credentialed Critical Care Paramedic means a certified provider by the state of
Texas at the paramedic level that is credentialed by the medical director for critical care
advanced life support duties as well as additional responsibilities as trained and approved
by the medical director
“Paramedic Trainee” means a person who has been selected to function as a Paramedic for the Fire
Department, and hired through the lateral-entry Lead Paramedic hiring process, but who has not
yet received the required credentials or credentialing from the Medical Director or the Office of
the Medical Director to function as a Paramedic for the Fire Department.
“Emergency medical services” means services used to respond to an individual’s perceived need
for immediate medical care and to prevent death or aggravation of physiological or psychological
illness or injury.
“The Transition” refers to the City’s decision to incorporate the ambulance and emergency medical
services that are or were provided by Metropolitan Area EMS Authority d/b/a MedStar
(“MedStar”) and provide those services through the Fire Department; to include those MedStar
employees qualified as EMTs and Paramedics, and those employed by MedStar as call takers,
dispatchers, or those in supervisory communications positions, as Fire Department personnel
whose primary duties are to provide emergency medical services for the City, as City employees;
to identify those employees in this Agreement as single-role fire fighters or Emergency
Communications Personnel, to hire those single-role fire fighters and Emergency Communications
Personnel, without following the notice, testing, and eligibility list requirements of TLGC Chapter
143; and to provide those single-role fire fighters and Emergency Communications Personnel with
both civil service protections, and representation through the Association.
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ARTICLE 1 – INTENT AND PURPOSE
Add New Section 3:
Section 3 – Transition of Personnel from Medstar to the Fire Department
A. The parties acknowledge that the provisions in this Agreement related to single-role fire fighters
and Emergency Communications Personnel are included in this Agreement because of the City’s
decision to incorporate the ambulance and emergency medical services provided by MedStar and
provide those services through the Fire Department, and to include those MedStar employees
certified as EMTs and Paramedics, Call takers, Dispatchers, and supervisory personnel in MedStar
communications, as Fire Department personnel whose primary duties are to provide emergency
medical services for the City. This is referred to herein as “the Transition,” as further defined in
the Definitions in this Agreement. To accomplish this and provide continuous emergency medical
services, including ambulance services, to the community, the parties agree that it is necessary for
these MedStar employees to become City employees, in the Fire Department immediately, as part
of the Transition, without the time or process required to hire civil service employees through the
notice, testing, and eligibility list requirements set out in TLGC Chapter 143.
B. Accordingly, the parties agree that those single-role fire fighters and Emergency
Communications Personnel who are selected to become City employees, as part of the Transition
referred to above, will be hired at the appropriate classification, as determined by the City, without
the need to follow the requirements of TLCG Chapter 143, specifically, 143.023 – 143.025, and
those provisions are specifically preempted for that purpose. Any single-role fire fighter and
Emergency Communications Personnel hired by the City after the Transition will be hired in
substantial compliance with TLGC Chapter 143, as or as modified by the provisions of this
Agreement. Seniority for single-role fire fighters and Emergency Communications Personnel hired
by the City pursuant to this paragraph as part of the Transition will be determined by the date they
were last hired as a full-time employee of MedStar as an employee providing emergency medical
services. For the purpose of vacation preference, from the effective date of this Agreement through
December 31, 2025, vacation slots for single-role fire fighters and Emergency Communications
Personnel will be filled according to a process to be determined by the Department. Beginning
January 1, 2026, vacation slots will be filled according to the same or similar bidding and seniority
process that is used by the Department for dual-role fire fighters in operations. Single-role fire
fighters and Emergency Communications Personnel hired pursuant to this paragraph as part of the
Transition will not be subject to the maximum age requirement in Article 18, Section 12.
C. The parties agree that whether hired as part of the Transition or hired at a later date, the full-
time single-role fire fighters and Emergency Communications Personnel hired by the City will be
entitled to civil service protection, as set out in TLGC Chapter 143, or as modified by the
provisions of this Agreement, after the completion of the applicable probation period.
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ARTICLE 2- RECOGNITION
Add new paragraph:
With respect to EMTs, Lead Paramedics, EMS Supervisors, EMS Managers, EMS Administration
Officers, and Deputy EMS Officers, Telecommunicators, Telecommunications Supervisors, or
Telecommunications Managers, this recognition of the Association as their exclusive bargaining
agent is based on:
a. TLGC § 143.005(b) that provides “In a municipality that has adopted this chapter, an
employee of the fire department whose primary duties are to provide emergency medical services
for the municipality is considered to be a fire fighter who is a member of the fire department
performing fire medical emergency technology, entitled to civil service protection, and covered by
this chapter;” and
b. The agreement of the Association, for at least the duration of the term of this Agreement,
including any evergreen year, as provided in Article 34 that:
i. The EMTs, Lead Paramedics, EMS Supervisors, EMS Managers, EMS Administration
Officers, and Deputy EMS Officers, Telecommunicators, Telecommunications Supervisors, or
Telecommunications Managers will be provided by the Association the same type and level of
representation that is provided to all other fire fighters.
ii. The EMTs, Lead Paramedics, EMS Supervisors, EMS Managers, EMS Administration
Officers, and Deputy EMS Officers, Telecommunicators, Telecommunications Supervisors, or
Telecommunications Managers will have civil service protection, after their applicable probation
period, as set out in TLGC Chapter 143, or as modified by the provisions of this Agreement; and
iii. The EMTs, Lead Paramedics, EMS Supervisors, EMS Managers, EMS Administration
Officers, and Deputy EMS Officers, Telecommunicators, Telecommunications Supervisors, or
Telecommunications Managers are within the bargaining unit and subject to the provisions of this
Agreement.
ARTICLE 4 – MANAGEMENT RIGHTS
Add: New subsection L:
The City has the right to set or prescribe the number of EMTs, Lead Paramedics, EMS Supervisors,
EMS Managers, and EMS Administration Officers, Telecommunicators, Telecommunications
Supervisors, or Telecommunications Managers in each classification, either by City Council
action, or by directive of the Fire Chief. The requirements of the last sentence of TLGC Section
143.021(a) are specifically preempted. By this Agreement, the number of persons in the Deputy
EMS Officer classification is limited to no more than two.
Add: New Subsection M:
The City has the right to employ persons as part-time employees, who otherwise would be eligible
to be employed as a single-role fire fighter in the EMT or Lead Paramedic role to fill assignments,
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as operational needs require. These persons would be scheduled to work fewer than 30 hours per
week, and would not be eligible for any benefits, such as pension, paid leave, or healthcare. These
part-time employees would not be subject to this Agreement, and would not receive civil service
protections. None of these part-time employees would be used to supplant any a single-role fire
fighter in the EMT or Lead Paramedic role, or reduce the number of persons employed by the City
in full-time EMT or Lead Paramedic positions. The parties agree that at any one time, the total
number of persons employed by the City as a single-role fire fighter in the EMT or Lead Paramedic
role on a part-time basis will not exceed 40.
The parties agree that the use of part-time employees, as set out in this Article, will be a subject of
bargaining during the next collective bargaining cycle between the City and the Association.
ARTICLE 7 - INTERNAL COMMUNICATIONS
Add New Section 1(c)
c. Single-role fire fighters and Emergency Communications Personnel will be included in the
ZZ_CFD distribution group. All of the provisions in this Article apply to communications by the
Association to those City employees covered by the Agreement using the ZZ_CFD distribution
group.
ARTICLE 8 PAYROLL DEDUCTION
Add as new Section 4:
No change needed because of the expansion of “fire fighter” to include those employed by the City
as an EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS Administration Officer,
Deputy EMS Officer, Telecommunicator, Telecommunications Supervisor, or
Telecommunications Manager.
ARTICLE 9 WAGES
Add as new Section 4:
Subject to all of the other provisions of this Agreement, the wages of persons employed by the
City as an EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS Administration Officer,
Deputy EMS Officer, Telecommunicator, Telecommunications Supervisor, or
Telecommunications Manager covered by this Agreement shall be paid, until the expiration of this
Agreement, or the effective date of a successor Agreement, in accordance with the wage rates,
terms, and conditions described in the structured pay plan attached in Appendix C, which is
incorporated by reference. Annual step pay increases reflected in Appendix C for these employees
shall continue through the one-year evergreen period as stated in Article 33 of this Agreement or
until such time as a new agreement is reached, whichever comes first.
Persons employed by the City as an EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS
Administration Officer, Deputy EMS Officer, Telecommunicator, Telecommunications
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Supervisor, or Telecommunications Manager are not eligible for the Across-the-Board raises set
out in Article 9 of this Agreement for FY 2025-2026.
ARTICLE 10 OVERTIME
Add as new Section 7:
Persons employed by the City as EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS
Administration Officer, Deputy EMS Officer, Telecommunicator, Telecommunications
Supervisor, or Telecommunications Manager will be entitled to overtime pay for hours worked in
excess of 40 hours in a work week, at the rate of one and one-half (1 ½) of their regular rate of
pay. The Association recognizes that overtime compensation for persons employed by the City as
an EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS Administration Officer, Deputy
EMS Officer, Telecommunicator, Telecommunications Supervisor, or Telecommunications
Manager is not subject to 20 U.S.C. §107(k) (“Section 7(k)”) of the Fair Labor Standards Act, as
amended.
Section 3
When a fire fighter volunteers to work, and is selected to work, on an apparatus in order to meet
daily staffing requirements, resulting in hours worked beyond a fire fighter’s regularly scheduled
work hours, but not caused or initiated by an emergency, those additional hours will be defined as
Constant Staffing Overtime (CSOT) and paid as Regular Overtime (FLSA). The term “Apparatus”
as used in this Article, refers specifically to active service status Battalion Chief vehicles, EMS
Supervisor vehicles, Shift Commander vehicles, fire engines, fire quints, fire ladders, AARF
companies, brush trucks, two-person emergency vehicles, HazMat Squads, and ambulances. Hours
worked beyond a fire fighter’s regularly scheduled work hours, other than as described in Sections
1 and 2, will be paid as Regular Overtime.
Section 5 of this Article does not apply to scheduling the work of single-role fire fighters.
ARTICLE 11 COMPENSATORY TIME OFF
No change needed because of the expansion of “fire fighter” to include those employed by the City
as an EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS Administration Officer,
Deputy EMS Officer, Telecommunicator, Telecommunications Supervisor, or
Telecommunications Manager.
ARTICLE 12 VACATION/HOLIDAY LEAVE
Section 1:
Vacation leave for all fire fighters, as defined herein, shall be accrued according to the following
chart, based on their work assignment or schedule:
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Staff or 8-Hour Day Suppression or 12-Hour Day
Service Time
from dateofhire
Maximum
Accrual Per
Year (Hours)
Accrual Rate Per
PayPeriod
(Hours)
Maximum
AccrualPerYear
(Hours)
Accrual Rate Per
PayPeriod
(Hours)
Fewer than
five years of
service
120 4.62 180 6.93
5 years of
service 136 5.23 204 7.85
10yearsof
service 144 5.54 216 8.31
15yearsof
service
160 6.15 240
9.23
20 years of
service
184 7.08 276
10.62
For persons hired as part of the Transition, their years of service will be calculated using their hire
date with the City.
Sections 1, 2, 3, 4 (except as excepted below), 5, 6, 7, and 8 apply to single-role fire fighters and
Emergency Communications Personnel.
Add to Section 4:
Holiday leave and holiday pay for single-role Fire fighters and Emergency Communications
Personnel will be administered the same as for Staff Personnel; however, the number of hours of
holiday pay and holiday leavewill be based on the employee’s scheduled hours, not based on hours
for Suppression Personnel or Staff Personnel.
Add to end of 6th paragraph in Section 4:
Single-role fire fighters and Emergency Communications Personnel are eligible for this pay at two
times their regular rate of pay.
Those persons who are hired in the Transition into positions as single-role fire fighters or
Emergency Communications Personnel will begin their employment with the City with a number
of vacation hours based on the following:
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a. From 0 to 5 years of tenure (from last hire date): up to 40 hours of their actual accrued
PTO hours at MedStar, immediately prior to the Transition, converted to equal number of vacation
hours.
b. From 5 to 10 years of tenure (from last hire date): up to 80 hours of their actual accrued
PTO hours from MedStar, immediately prior to the Transition, converted to equal number of
vacation hours.
c. More than 10 years of tenure (from last hire date): up to 120 hours of their actual accrued
PTO hours from MedStar, immediately prior to the Transition, converted to equal number of
vacation hours.
Section 6, paragraphs 1 and 2 will be revised as follows:
There shall be no limit on maximum accumulation of vacation or holiday time. Vacation hours are
available for use beginning on the date of hire, including the applicable initial probation period.
Upon separation of employment, fire fighters shall receive payment of all accrued vacation and
holiday time, except that fire fighters who terminate from the City within twelve (12) months from
their date of hire shall not be paid for accrued vacation time.
ARTICLE 17 – STAFFING STANDARDS
Add to end of Section 3:
The two-person companies referred to in this paragraph do not include ambulances staffed with
single-role fire fighters in the EMT and/or Lead Paramedic role.
Add new Section 6 - Communications:
There shall be a minimum staffing of 32 positions assigned to Fire Communications Specialist.
Daily minimum staffing for the Fire Alarm Office shall include one (1) FCS Supervisor and four
(4) FCS personnel. Any needed upstaffing due to high call volume from PD rollover calls shall be
filled with FCS personnel.
ARTICLE 18 – HIRING
Revise Section 3, paragraph 1 as follows:
The selection of a candidate to be a fire fighter shall be based primarily upon the candidate’s
suitability to serve as a fire fighter and including consideration of scores from the selection process.
The Chief shall make the final hiring decision. The rule of three shall not apply. All testing and
selection procedures shall be designed and intended to identify the most suitable applicants and to
exclude those candidates who are deemed not likely to possess the characteristics and abilities to
be successful in the performance of work required of a fire fighter. All candidates for a dual-role
fire fighter or single-role fire fighter position shall be required to pass an entry-level written test
intended and designed to measure the candidate’s suitability and ability to perform the duties of
the specified dual-role or single-role fire fighter position. Separate exams will be administered for
dual-role fire fighter and single-role fire fighter positions. An applicant who takes, and obtains a
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passing score on, a dual-role fire fighter and single-role fire fighter exam will be eligible for
inclusion on both eligibility lists. If such an applicant on both lists is offered and accepts a position
from one list, the applicant will be restricted to that list and dropped from the other list. The
minimum passing grade on the examination is 70 percent, which will be implemented no later than
the first entry-level fire fighter examination following the execution of this Agreement. The
Association shall be afforded the opportunity to assign representatives as unpaid proctors during
testing.
Revise Section 4, as follows:
Candidates with passing test scores on the entry-level test will be placed on an eligibility list in the
order of their overall eligibility scores (test score plus additional points). Each eligibility list will
be divided into stanines based on the eligibility scores of candidates who pass the entry-level test.
All candidates within a stanine shall be considered to have an equivalent eligibility score.
Candidates with eligibility scores that span two stanines will be placed in the higher stanine.
Candidates may not be hired from an eligibility list that is created after an existing active eligibility
list has been established until the existing list has been exhausted or has expired. All candidates
within a stanine must be processed and either recommended for hire or rejected before candidates
from a lower stanine may be considered. Candidates will be referred by the Human Resources
Department to the Department by stanine. Each eligibility list may be effective for either a
maximum of twelve (12) months, or until a specified number of candidates for academy classes
are selected from a list, whichever event occurs first. The conditions that will determine when an
active list may be closed must be included on the announcement notifying candidates of the test.
Any eligibility list created under this Article that is in effect at the time this Agreement expires,
including the end of any “evergreen” provision, will remain in effect until the eligibility list
expires, according to the terms under which it was created. This includes the last entry-level
eligibility list that was created while the previous Collective Bargaining Agreement was in effect.
Delete Section 8(f) and replace it with:
During their probation period, all fire fighters, as defined herein, can use accrued leave, subject to
supervisor approval, and the conditions for which each type of leave is provided.
New Section 12 – Hiring EMTs and Lead Paramedics:
Persons hired as single-role fire fighters or Emergency Communications Personnel, whether hired
as a part of the Transition, or later, do not have to meet all minimum standards and requirements
to be eligible for future licensing by the Texas Commission on Fire Protection.
For hiring after the Transition, depending upon the staffing needs, the City will utilize a process
of targeted recruitment for lateral-entry Lead Paramedic positions.
After the Transition, applicants hired in the EMT or Lead Paramedic classification will be required
to complete training as determined by the Chief, or designee, through the City’s EMS/Fire Training
Academy. During this training these persons will be general employees and their pay and other
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compensation will be set by the City, not according to any pay schedule included with this
Agreement.
Single-role fire fighters and Emergency Communications Personnel hired as part of the Transition
will have a twelve -month initial probation period after their July 1, 2025 hire date. EMTs, Lateral-
entry Lead Paramedics, and Telecommunicators hired after the Transition, will have a one-year
probation period after the completion of their required training. During the applicable probation
period, single-role fire fighters and Emergency Communications Personnel will be considered at-
will employees, without civil service protection. After successful completion of the probation
period, single-role fire fighters and Emergency Communications Personnel will have the civil
service protections in TLGC Chapter 143, as modified by the then-current Collective Bargaining
Agreement.
Single-role fire fighters, hired as part of the Transition (other than Emergency Communications
Personnel) will be hired into one of the following classifications:
a. EMT
b. Lead Paramedic
c. EMS Supervisor
d. EMS Manager
e. EMS Administration Officer
f. Deputy EMS Officer
After the Transition, persons will be hired only in the classification of EMT, Lead Paramedic, or
Telecommunicator, either through entry-level testing requirements of TLGC Chapter 143, as
modified in this Agreement, or as part of the lateral-entry Lead Paramedic hiring process set out
in this Article. After the Transition, vacancies in the classification of EMS Supervisor, EMS
Manager, EMS Administration Officer, Telecommunications Supervisor, and
Telecommunications Manager will be filled only through a promotional testing process. The
classification of Deputy EMS Officer will be filled by appointment by the Fire Chief, pursuant to
Article 19, Section 2.
The requirements for an applicant to be hired in the EMT classification through the EMT entry-
level testing requirements of TLGC Chapter 143, as modified in this Agreement, include;
1. Must be legally authorized to work in the United States;
2. Must be at least 18 years of age and not reached age 36 by the date of the entry-level
examination;
3. Must have a High School Diploma or equivalent (e.g., G.E.D.);
4. Must pass a physical agility test designed to measure the applicant’s ability to perform the
physical requirements of the job;
5. Must pass, with a score of 70% or higher, an entry-level EMT test. Five points will be added
to an applicant’s passing score (70% or higher) for a military veteran with an honorable
discharge, per form DD 214.
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6. Must pass a psychological examination administered by a psychologist or psychiatrist selected
by the City. Whether the applicant passes the psychological examination will be determined
by the mental health professional conducting the assessment or review;
7. Must pass a polygraph examination
8. Must maintain insurability to drive/operate a motor vehicle in the State of Texas;
9. Must have a satisfactory previous employment record, if applicable; and
10. No certifications or medical training is required for taking the EMT entry-level examination.
After the Transition, for hiring persons for the positions of EMT, Lateral-entry Lead Paramedic,
and Telecommunicator, sections 1-7 of this Article are modified and applicable, as follows:
a. Section 1 – This Section will apply to hiring for the positions of EMT, Lateral-entry
Lead Paramedic, or Telecommunicator.
b. Section 2 – Age requirements are set out in this Agreement, as applicable.
c. Section 3 – This Section will apply to hiring for the positions of EMT, Lateral-entry
Lead Paramedic, or Telecommunicator.
d. Section 4. - This Section will apply to hiring for the positions of EMT, Lateral-entry
Lead Paramedic, or Telecommunicator.
e. Section 5 – This Section will apply to hiring for the positions of EMT, Lateral-entry
Lead Paramedic, or Telecommunicator; however, separate interview panels will be used to select
(1) EMTs and Lateral-entry Lead Paramedics; (2) Telecommunicators; and (3) dual-role fire
fighters.
f. Section 6 - This Section will apply to hiring for the positions of EMT, Lateral-entry Lead
Paramedic, or Telecommunicator.
g. Section 7 - This Section will apply to hiring for the positions of EMT, Lateral-entry Lead
Paramedic, or Telecommunicator.
After the Transition, the City can fill vacancies in the classification of Lead Paramedic, either
through a promotional testing process (See Article 27) or through a lateral-entry procedure. The
requirements for an applicant to be hired as a lateral-entry Lead Paramedic include:
1. The applicant must pass a written test relevant to the position of Lead Paramedic, with a
passing score of at least (70%). Five points will be added to an applicant’s passing score
(70% or higher) for a military veteran with an honorable discharge, per form DD 214.
2. The applicant must be certified as a Paramedic on the date of application;
3. The applicant must be at least 18 years of age, and must not have reached age 40 by the
date that the test required of that candidate is administered;
4. The applicant must have worked at least 18 months as a Paramedic, providing advanced
emergency medical services outside of a hospital setting;
5. Hiring decisions are made by the Fire Chief, or designee;
6. If hired, the person will be placed in the classification of EMT, and their pay would be set
at Paramedic Trainee pay. The Paramedic Trainee must complete the Academy
requirements set by the Fire Department, and obtain the required credentials from the
Medical Director or Office of the Medical Director within the first six months of
employment. If the trainee, for any reason, does not, within six months after their hire date,
complete the Academy requirements, and obtain the required credentials from the Medical
16
Director, or the Office of the Medical Director as a Lead Paramedic, the person will be
offered the opportunity to be credentialed, and fill a position, as an EMT, only if there is
an existing vacant EMT position, and (1) there is no current unexpired eligibility list for an
EMT position, or (2) any person on an existing eligibility list for an EMT position has been
not selected for the position for a valid reason; otherwise, the person’s employment will be
terminated, as a non-disciplinary termination, without any appeal.
7. If and when the person is credentialed by the Medical Director, the person will begin at
the rate of Step 2 Lead Paramedic pay, and
8. When a vacancy exists in the Lead Paramedic classification, a person hired through the
lateral-entry Lead Paramedic process who has timely completed Academy training and
timely obtained credentials from the Medical Director, will be promoted to the
classification of Lead Paramedic, but only if there is no existing promotional eligibility list
for the classification of Lead Paramedic, or if such list had been exhausted.
New Section 13 – Communications
The parties understand that the City is in the process of developing a system to consolidate all
emergency response communications and dispatching functions (police, fire, EMS, and
ambulance) into a facility, referred to in this Article as the Emergency Communications Center
(“ECC”). As part of this consolidation, the City will hire Telecommunicators to work as call takers
and dispatchers to handle the full array of emergency response calls from the public. The parties
agree that these Telecommunicators will be members of the Fire Department, and their primary
duties will be to provide emergency medical services for the City, for the benefit of the public.
Dual-role fire fighters are not considered to be Telecommunicators for the purpose of this Article.
A dual-role fire fighter who is assigned to the ECC will be referred to herein as being in a “Fire
Communications Specialist” (“FCS”) position. Telecommunicators are not eligible to serve in an
FCS position. A dual-role fire fighter can serve in an FCS position, or as a Telecommunicator, to
fill-in for an absent Telecommunicator. When serving as a Telecommunicator, a dual-role fire
fighter will retain his or her classification and step pay
In the Communications division of the Fire Department, personnel assigned to the ECC who are
directly involved in providing emergency medical services, including in a supervisory capacity,
hired as part of the Transition will be hired into one of the following classifications:
a. Telecommunicator
b. Telecommunications Supervisor
c. Telecommunications Manager
Persons hired in the classification of Telecommunicator, Telecommunications Supervisor, or
Telecommunications Manager, as part of the Transition, or as a Telecommunicator after the
Transition, do not have to meet all minimum standards and requirements to be eligible for future
licensing by the Texas Commission on Fire Protection. After the Transition, the classifications of
Telecommunications Supervisor and Telecommunications Manager will be promotional positions
that will be filled by a promotional testing process.
17
The requirements for an applicant to be hired in the Telecommunicator classification through the
entry level testing requirements of TLGC Chapter 143, as modified in this Agreement, include;
1. Must be legally authorized to work in the United States;
2. Must be at least 18 years of age and not reached age 36 on the date of the entry-level
examination;
3. Must have a High School Diploma or equivalent (e.g., G.E.D.);
4. Must pass, with a score of 70% or higher, an entry-level Telecommunicator test. Five points
will be added to an applicant’s passing score (70% or higher) for a military veteran with an
honorable discharge, per form DD 214.
5. Must pass a polygraph examination;
6. Must pass a psychological examination administered by a psychologist or psychiatrist
selected by the City. Whether the applicant passes the psychological examination will be
determined by the mental health professional conducting the assessment or review;
7. Must have a satisfactory previous employment record, if applicable; and
8. No certifications or medical training is required for taking the Telecommunicator entry-
level examination.
ARTICLE 19 - APPOINTED POSITIONS
Add changes to Sections 2-4:
Section 2. Deputy Chiefs and Deputy EMS Officers.
The Fire Chief may have up to six (6) appointed Deputy Chief and two (2) Deputy EMS Officer
positions. Organizationally, the Deputy Chief classification will be immediately below the
classification of Assistant Chief and immediately above the classification of Battalion Chief. The
rank of Deputy Chief shall be filled by persons meeting the requirements of TLGC 143.014(e) as
of the effective date of this Agreement, and this Article.
All promotions to any position in the classification of Deputy Chief and Deputy EMS Officer shall
be made by discretionary appointment of the Chief. The Chief will not be required to make
promotions within any specific time. The Chief may, in his sole discretion, use any additional
process or assessment procedure in making appointments to the deputy chief positions.
Appointment to the rank of Deputy Chief shall be by mutual consent of the Chief and the appointee.
To be eligible for appointment to the classification of Deputy EMS Officer, a person must possess
a valid EMT or Paramedic certification, with paramedic certification preferred. If the person
appointed is a dual-role fire fighter, he or she will have the title of Deputy Chief. If the person
appointed is a single-role fire fighter, he or she will have the title of Deputy EMS Officer. A dual-
role fire fighter appointed to a position of Deputy EMS Officer must meet the requirements of
TLGC 143.014(e) at the time of appointment. A single-role fire fighter appointed to a position of
Deputy EMS Officer must be at the rank of EMS Supervisor, or higher, at the time of appointment.
18
Any person appointed as Deputy EMS Officer as part of the Transition, will not have the
protections provided in TLGC 143.014 (g) and 143.014 (h), but if he or she is removed from the
position of Deputy EMS Officer, that person will be placed in an EMS Supervisor or EMS
Manager position, and that decision will be made by the Fire Chief. If that results in one or more
demotions to make a vacancy available, the person(s) demoted will be placed on a reinstatement
list for up to one year, and during that one-year period, will be entitled to promotion before any
other single-role fire fighter is promoted from an eligibility list.
Section 3. Rights of Assistant Chiefs, Deputy Chiefs and Deputy EMS Officers.
Any fire fighter appointed to the classification of Assistant Chief, Deputy Chief, or Deputy EMS
Officer may be demoted to the same or equivalent classification the fire fighter held prior to
appointment at the exclusive discretion of the Chief, and shall have no right to appeal such a
demotion. Any Assistant Chief, Deputy Chief, or Deputy EMS Officer so demoted shall have no
right to prior notice, a statement of charges, or to file a grievance or other complaint. Neither the
Commission nor an Arbitrator shall have the jurisdiction, power, or authority to investigate or
review such demotion or to alter the terms of such demotion.
Any fire fighter appointed to the classification of Deputy Chief, or Deputy EMS Officer, shall be
afforded the same protections as Assistant Chiefs in regard to TLGC 143.014 (g) and 143.014 (h).
Section 4. Deputy Chief, Assistant Chief, and Deputy EMS Officer Pay.
The base pay for the ranks of Deputy Chief, Assistant Chief, and Deputy EMS Officer shall not be
controlled by TLGC Chapter 143 and specifically 143.041(b). The base pay for Assistant Chiefs,
Deputy Chiefs, and Deputy EMS Officers shall be set by the Fire Chief within the salary range for
each position. The minimums and maximums of the salary range for each appointed position will
be increased by the same percentage, and at the same time, as the across-the-board raises, if any,
set out in Article 9. The salary range will not be increased at the beginning of, or during, any
evergreen period, as set out in Article 34, Section 1. Assistant Chiefs shall be exempt from
overtime compensation to the extent permitted by state and federal law.
ARTICLE 20 - SECONDARY EMPLOYMENT
No change needed because of the expansion of “fire fighter” to include those employed by the City
as an EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS Administration Officer,
Deputy EMS Officer, Telecommunicator, Telecommunications Supervisor, or
Telecommunications Manager.
19
ARTICLE 21 - DISCIPLINARY PROCEDURES
Add new Section 11:
Section 11. Last Chance Agreement.
A. It is the policy of the City of Fort Worth that the public has the right to expect persons employed
by the Fort Worth Fire Department will be free from the effects of drugs and alcohol. The City, as
the employer, has the right to expect its fire fighters to report for work fit and able for duty and to
set a positive example for the community. In this Section, any reference to a positive or negative
“test” means a test for the presence of illegal drugs, alcohol, or prescription drugs.
B. This Section will apply to a fire fighter in any of the following situations:
1. A fire fighter has a positive test for the presence of any illegal drug or alcohol;
2. A fire fighter tests positive for the presence of a prescription drug, for which the fire
fighter does not have a prescription in his or her name.
3. A fire fighter tests positive for the presence of a prescription drug, for which the fire
fighter has a prescription in his or her name, at a level that is determined to indicate abuse of that
prescription.
C. Therefore, to be in compliance with this policy, a fire fighter under this Section must agree that,
if the Chief intends to indefinitely suspend the fire fighter, in order to avoid immediate indefinite
suspension, he or she will accept the following conditions:
1. Cooperate in an evaluation for chemical dependency by a Licensed Chemical Dependency
Counselor (LCDC), as designated by the Fire Chief with mutual agreement of the Local
440 Healthcare Trust, and provide the Fire Department’s Professional Standards Unit with
a copy of the evaluation;
2. Where treatment is recommended by the Licensed Chemical Dependency Counselor
(LCDC), an educational program may be part of the process. Participate in and complete a
treatment and aftercare program when recommended by the LCDC;
3. Discontinue (and not resume) the use of illegal drugs, misuse of alcohol, and/or misuse of
prescription drugs;
4. Agree to sign an Authorization to Release of Information to authorize all persons involved
in evaluating, counseling, diagnosing and treating the fire fighter to disclose to the Fire
Chief, Professional Standards Unit, and the Chaplain, the fire fighters’ evaluation,
progress, cooperation, drug and alcohol use and successful completion or non-completion
of counseling and treatment, and any threat to property or safety involved in the fire fighter
performing job duties or returning to active duty;
5. Before the fire fighter can return to work, he or she must provide to the City proof of a
negative test within the previous 7 calendar days for the presence of illegal drugs, alcohol,
or prescription drugs, for which the fire fighter does not have a prescription in his or her
name.
6. Agree to submit to random follow-up testing, at times determined by the City, up to eight
(8) times per twelve (12) month period for thirty-six (36) months, (i.e., the thirty-six (36)
20
month period beginning after the fire fighter’s return to work after negative return to duty
test results); and
7. Agree that during or within the seven (7) years following this last chance period in (6),
above, if the fire fighter tests positive or otherwise violates this Article the fire fighter may
be indefinitely suspended, with no right of appeal under TLGC Chapter 143.
Notwithstanding a fire fighter’s participation in the process described in this section, the Chief can
impose disciplinary action on a fire fighter for reasons that are different than the reasons that led
to the fire fighter’s participation in the process.
Fire fighters who do not agree to act or who do not act in accordance with the foregoing shall be
subject to discipline, up to and including indefinite suspension. This Section shall not be construed
as an obligation on the part of the City to retain a fire fighter on active status throughout the period
of rehabilitation. For all time off work for a fire fighter under this Section, the fire fighter must use
his or her appropriate accrued leave or, if the fire fighter has no appropriate accrued leave, the fire
fighter will be held in a without pay status.
A fire fighter who falls within this Section who is found to be intoxicated on duty, or tests positive
for alcohol, an illegal drug, or a prescription drug, for which the fire fighter does not have a
prescription in his or her name, within the thirty-six (36) month, or seven (7) year period referenced
in subparagraphs (6) and (7) above, is subject indefinite suspension with no right of appeal under
TLGC Chapter 143. A fire fighter who is subject to this Section who refuses a test under
Subsections (6) or (7), above, or who interferes with, or obstructs, such a test, will be deemed to
have a positive test result and may be indefinitely suspended with no right of appeal under TLGC
Chapter 143.
ARTICLE 22 - GRIEVANCES
No change needed because of the expansion of “fire fighter” to include those employed by the City
as an EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS Administration Officer,
Deputy EMS Officer, Telecommunicator, Telecommunications Supervisor, or
Telecommunications Manager.
ARTICLE 23 - PERSONNEL FILE
No change needed because of the expansion of “fire fighter” to include those employed by the City
as an EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS Administration Officer,
Deputy EMS Officer, Telecommunicator, Telecommunications Supervisor, or
Telecommunications Manager.
ARTICLE 26 - HEALTH AND SAFETY
This Article applies to those employed by the City as a single-role fire fighter or as Emergency
Communications Personnel, to the extent appropriate.
21
The scope of the annual physical examination for those employed by the City as a single-role fire
fighter or Emergency Communications Personnel will depend on what the City determines is
appropriate for persons in those positions, and may differ from that for dual-role fire fighters.
Section 6. Uniform and Personal Equipment Maintenance Allowance.
In the first regular paycheck following the first full pay period of each calendar year, each active
fire fighter employed by the City on the date of that paycheck shall receive a maintenance
allowance of $250 each calendar year, except as provided in this paragraph. Those employed by
the City as an EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS Administration
Officer, and Deputy EMS Officer, are eligible for this allowance. Telecommunicators,
Telecommunications Supervisors, and Telecommunications Managers are eligible for this
allowance only if, on the date that the allowance is payable, the person has a valid certification or
licensure as an EMT or paramedic, and holds the required credentialing from the Office of the
Medical Director.
ARTICLE 27 - PROMOTIONAL EXAMINATIONS AND APPEALS
Add new Section 7:
For single-role fire fighters and Emergency Communications Personnel, who are hired by the City
as part of the Transition, their seniority points, for use in a promotional examination, will be based
on their most recent hire date at MedStar, before the Transition. For single-role fire fighters and
Emergency Communications Personnel hired after the Transition, their seniority points will be
based on their hire date with the City.
A. For Promotions to the classification of Lead Paramedic, for those not hired through the lateral-
entry Lead Paramedic process, an applicant for promotion must:
1. Be certified and credentialed as a paramedic at the time of the promotional test;
2. Have worked for the City in the classification of EMT continuously for 18 months prior to the
date of the promotional test (except for those hired through the lateral-entry Lead Paramedic
process); and
3. Pass the promotional test with a score of 70% or higher.
No additional points will be added to a candidate’s passing score, other than seniority points, as
set out in TLGC 143.033(b). Promotional candidates with a passing score will be placed on an
eligibility list for promotion to the classification of Lead Paramedic. If two or more candidates
have identical passing scores, the candidates will be placed on the eligibility list based on their
seniority. Placement on the eligibility list of candidates with identical passing scores and identical
seniority will be determined by use of the tiebreaker provisions in the Civil Service Rules.
B. For Promotions to the classification of EMS Supervisor, EMS Manager, or EMS Administration
Officer, an applicant for promotion must:
1. Be certified and credentialed as a critical care paramedic at the time of the promotional test;
22
2. Have worked for the City in the next lower classification continuously for two years prior to the
date of the promotional test; and
3. Pass the promotional test with a score of 70% or higher.
No additional points will be added to a candidate’s passing score, other than seniority points, as
set out in TLGC 143.033(b). Promotional candidates with a passing score will be placed on an
eligibility list for promotion to the classification of EMS Supervisor or EMS Manager. If two or
more candidates have identical passing scores, the candidates will be placed on the eligibility list
based on their seniority date. Placement on the eligibility list of candidates with identical passing
scores and identical seniority dates will be determined by use of the tiebreaker provisions in the
Civil Service Rules.
C. For Promotions to the classification of Telecommunications Supervisor, an applicant for
promotion must:
1. Have worked for the City in the classification of Telecommunicator continuously for two years
prior to the date of the promotional test; and
2. Pass the promotional test with a score of 70% or higher.
No additional points will be added to a candidate’s passing score, other than seniority points, as
set out in TLGC 143.033(b). Promotional candidates with a passing score will be placed on an
eligibility list for promotion to the classification of Telecommunications Supervisor. If two or
more candidates have identical passing scores, the candidates will be placed on the eligibility list
based on their seniority date. Placement on the eligibility list of candidates with identical passing
scores and identical seniority dates will be determined by use of the tiebreaker provisions in the
Civil Service Rules.
D. For Promotions to the classification of Telecommunications Manager, an applicant for
promotion must:
1. Have worked for the City in the classification of Telecommunications Supervisor continuously
for two years prior to the date of the promotional test;
2. Pass the promotional test with a score of 70% or higher; and
No additional points will be added to a candidate’s passing score, other than seniority points, as
set out in TLGC 143.033(b). Promotional candidates with a passing score will be placed on an
eligibility list for promotion to the classification of Telecommunications Manager. If two or more
candidates have identical passing scores, the candidates will be placed on the eligibility list based
on their seniority date. Placement on the eligibility list of candidates with identical passing scores
and identical seniority dates will be determined by use of the tiebreaker provisions in the Civil
Service Rules.
If one or more vacancies occurs in a promotional position at a time when no person has served in
the next lower classification for the amount of time required to be eligible for promotion to the
higher classification, the requirement of continuous service in the lower classification will be
23
waived only for that promotional exam, and the eligibility list that results from that exam will be
used to fill any subsequent vacancy until that list expires. All other requirements for eligibility for
the promotion will apply. For example, if a vacancy in the classification of Lead Paramedic occurs
6 months after the Transition, the requirement that an EMT must have served in that classification
for two years before the date of the exam will not be applicable; however, the other requirements
for eligibility will still apply.
ARTICLE 28 - SICK LEAVE AND FAMILY LEAVE
This Article applies to those employed by the City as a single-role fire fighter, or Emergency
Communications Personnel. With respect to the number of hours of sick leave use that may make
a single-role fire fighter or Emergency Communications Personnel ineligible for overtime, the
provisions applicable to 40-hour personnel will apply.
ARTICLE 29 - FIRE FIGHTER APPRAISALS
No change needed because of the expansion of “fire fighter” to include those employed by the
City as an EMT, Lead Paramedic, EMS Supervisor, EMS Manager, EMS Administration
Officer, Deputy EMS Officer, Telecommunicator, Telecommunications Supervisor, or
Telecommunications Manager.
ARTICLE 30 - INCENTIVE PAYS
Section 1. Education – Applies to dual-role fire fighters, single-role fire fighters, and
Emergency Communications Personnel
1.1 Fire fighters who have completed their initial probation period and have obtained an
Associate’s, Bachelor’s, Master’s, or Ph.D. degree shall receive educational incentive pay.
Education pay shall be authorized for successful completion of one of the aforementioned degrees
at an accredited college or university. An accredited college or university is an educational
institution approved by the Southern Association of Schools or its regional counterparts, or a
technical training school or college approved by the Accrediting Commission of Career Schools
or Colleges of Technology. An eligible fire fighter must comply with the City’s Human Resources’
administrative rules and the Personnel Rules and Regulations regarding the payment of this
Education Incentive Pay.
1.2 Educational incentive pay shall be paid biweekly according to the following rates:
A. Associate’s Degree – One and one-half percent (1.50%) of Step 11 fire fighter biweekly
pay.
B. Bachelor’s Degree – Two and one-half percent (2.50%) of Step 11 fire fighter biweekly
pay.
C. Master’s Degree –Three percent (3.00%) of Step 11 fire fighter biweekly pay.
D. Ph.D. – Three and one-half percent (3.50%) of Step 11 fire fighter biweekly pay.
24
Section 2. Bilingual Skills Pay - Applies to dual-role fire fighters, single-role fire fighters,
and Emergency Communications Personnel
2.1 Fire fighters who successfully pass the language proficiency test, administered by Human
resources, shall receive bilingual skills pay.
2.2 Bilingual skills pay shall be paid biweekly according to the following rates:
A. Verbal proficiency – One and six-tenths percent (1.60%) of Step 11 fire fighter biweekly
pay; or
B. Verbal and written proficiency – two percent (2.00%) of Step 11 fire fighter biweekly
pay.
Section 3. EMT Certification. – Applies to dual-role fire fighters, single-role fire fighters, and
Emergency Communications Personnel, as specified below
3.1 Fire fighters holding certification for successful completion of a Texas state approved or
National Registry approved EMS course shall receive certification pay.
3.2 Certification pay shall be paid biweekly according to the following rates:
A. EMT Basic – One and one-quarter percent (1.25%) of Step 11 fire fighter biweekly pay
(applies to dual role fire fighters and Emergency Communications Personnel).
B. Advanced EMT – One and three-quarter percent (1.75%) of Step 11 fire fighter
biweekly pay (applies to dual-role fire fighters, single-role fire fighters, and Emergency
Communications Personnel).
C. EMT Paramedic or Licensed Paramedic - Four percent (4.00%) of Step 11 fire fighter
biweekly pay unless the fire fighter has opted out of the Paramedic Program, with the
written approval of the Fire Chief. To be eligible, the fire fighter must be credentialed by
the Office of the Medical Director (applies to dual-role fire-fighters and Emergency
Communications Personnel; does not apply to single-role fire fighters; however, a person
in the classification of EMT who is a licensed Paramedic will be eligible for acting pay in
the Lead Paramedic classification for only the period of time that the person is serving in
the acting role of Lead Paramedic).
D. Mobile Integrated Health – Four percent (4.00%) of Step 11 fire fighter pay (applies to
single-role fire fighters).
Section 4. TCFP Certification. (applies to only dual role fire-fighters)
4.1 Fire fighters holding certification for successful completion of an approved Texas Commission
on Fire Protection (TCFP) course shall receive certification pay.
4.2 Certification pay shall be paid biweekly according to the following rates:
A. TCFP Basic Certification – Zero percent (0.00%) of Step 11 fire fighter biweekly pay.
B. TCFP Intermediate Certification – One percent (1.00%) of Step 11 fire fighter biweekly
pay.
C. TCFP Advanced Certification – One and one-half percent (1.50%) of Step 11 fire fighter
biweekly pay.
D. TCFP Master Certification –Two percent (2.00%) of Step 11 fire fighter biweekly pay.
Section 5. Specialized Duty Assignments. (No change to those that currently exist for dual-
role fire-fighters);
25
Fire fighters assigned to the specialized duties listed below shall be paid biweekly according to the
following rates:
Paramedics credentialed by the Office of the Medical
Director and assigned for use in a position requiring
paramedic staffing as described below:
The Chief may authorize this additional pay only for
paramedics being used in the Community Paramedic
Program that meet all of the following criteria: 1) Hold the
states certification or license in Texas; 2) Complete the
training and job performance requirements to be used in the
approved position; 3) Be assigned in an approved paramedic
position where paramedic skills are required; and 4)
Maintains the training and job performance requirements
throughout the time the additional pay is provided.
Eight percent (8.00%) of Step 11 fire
fighter biweekly pay. (In addition to
certification pay in Section 3.)
A credentialed paramedic who is not
eligible for this additional pay but who
works in place of a credentialed paramedic
who is eligible for this additional pay will
be paid a pro rata amount of this additional
pay, based on the number of hours that
person works in place of the eligible
credentialed paramedic.
The additional pay will be calculated as
follows: the annual salary of a Step 11 fire
fighter divided by 2912, multiplied by 8%
= the hourly rate for this pro rata pay.
Executive Assistant Chief Seven and nine-tenths percent (7.90%) of
Step 11 fire fighter biweekly pay.
Program Chief Five and one-half percent (5.50%) of Step
11 fire fighter biweekly pay.
- Program Coordinator
- Section Manager
Three and 15 one-hundredths percent
(3.15%) of Step 11 fire fighter biweekly
pay.
- Fire Inspector
- Fire Investigator
- Public Educator
- Hazardous Materials Instructor
- Aircraft Rescue Fire Fighting Instructor
- Specialty Instructor
- Swift Water / Underwater Instructor
- Technical Rescue Instructor
- Training Academy Instructor
- Wildland Instructor
- Communications Training Officer – Single-role Fire fighter
and Telecommunicator only
- Field Training Officer – Single-Role Fire fighter and
Telecommunicator only
- EMD Instructor - Single-role Fire fighter and
Telecommunicator only
- Classroom Instructor (EMT/Paramedic Only) – Single-role
fire fighter only
Two and eight-tenths percent (2.80%) of
Step 11 fire fighter biweekly pay.
26
- Registered Nurse (R.N.) – Single-role fire fighter and
Telecommunicator only
- Hazardous Device (Bomb) Technician
- Hazardous Materials Technician-Fire
Prevention
- Hazardous Materials Responder
- Aircraft Rescue Fire Fighting Responder
- Hazardous Materials Responder –
Battalion Chief
- Hazardous Materials Responder –
Deputy Chief
- Swift Water / Underwater Responder
- Technical Rescue Responder
- Wildland Responder
- PIO Responder
- Professional Standards Investigator
- Working Agreement Secretary/Records
Manager
-Air Shop SCBA Technician
_________________________________________________
_Licensed Practical Nurse (LPN) – Single-role fire fighter
and Telecommunicator___________________
One and six-tenths percent (1.6%) of Step
11 fire fighter biweekly pay.
___________________________________
One and two-tenths percent (1.2%) of Step
11 fire fighter biweekly pay.
Section 6. Limitations on Incentive Pays.
6.1 If eligible, a fire fighter may receive more than one (1) of the Incentive Pays set out in this
Article, according to the following guidelines:
A. The higher dollar amount of either: One (1) Education pay, based on the highest level
of degree received; or One (1) TCFP certification pay based on highest level of certification
obtained;
B. Either bilingual skills pay (1. Verbal; or 2. Verbal and Written);
C. One (1) EMT certification pay based on highest level of certification obtained; and
D. Up to three (3) Specialized Duty Assignment pays; however, single-role fire fighters
and Emergency Communications Personnel, are limited to only one (1) Specialized Duty
Assignment Pay.
Section 7. Effect of ATB Raises.
No proposed changes
Section 8: Qualifications and Eligibility for Incentive Pays.
No proposed changes
Section 9. Training for Specialized Duty Assignment Pays.
No proposed changes
27
Section 10. New Incentive Pays.
No proposed changes
Section 11. Preemption.
No proposed changes.
ARTICLE 34 - DURATION AND TERMINATION
Add new Section 1(C):
C. The amendments to this Agreement, as set out in the Exhibit A to the Memorandum of
Understanding between the Parties, will be effective after the Association membership and the
City Council both ratify and approve the Memorandum of Understanding. The amendments will
remain in full force and effect until the 30th day of September, 2026, or until such time as it is
superseded by a new Agreement between the parties, whichever occurs later; provided however,
that in no event shall any part of these amendments continue in effect after September 30, 2027.
HEALTHCARE CONTRACT
Make the following changes to Section 4 of the Healthcare Contract, as amended 2022, that is
part of the CBA, as Appendix B thereto:
Section 4. City Contributions and Adjustments to Payments from City.
a. All of the City Contributions will be used only for the purposes of providing
benefits to the Covered Populations that are permitted under the rules and regulations of the
Internal Revenue Service adopted pursuant to Code Section 501(c)(9).
b. For purposes of determining the City subsidy level for each plan, it will be assumed
that:
i. The City’s HSA Plan and its successors is equivalent to the Association’s
HSA plan; and
ii. The City’s Health Center Plan and its successors is equivalent to the
Association’s non-HSA plan.
c. The City Subsidy was initially designed to reflect the amount that the City would
have contributed (excluding amounts paid by employees) for each enrolled member of the Covered
Populations had they enrolled in the City Healthcare Plan. The subsidy rate for each City
Healthcare Plan will be computed annually (see subsection d, below) and used to determine the
City Contributions for the corresponding Local 440 Benefit Plan.
d. The City Subsidy to the Local 440 Benefit Plan for the 2025 plan year, starting on
January 1, 2025, will be determined based on the 2024 City of Fort Worth contribution rates for
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each benefit plan for its General and Police Department employees provided in Schedule A
(attached). These individual rates will be calculated as follows for 2025:
1. Begin with the City's contribution rates for its General and Police Department
employees for 2024 for each benefit plan.
2. Increase that these City contribution rates by 5%.
3. That result is the City Subsidy to the Local 440 Benefit Plan for 2025, as detailed
in Schedule A for 2025 for each benefit plan.
In each subsequent year, beginning January 1, 2026, the City’s Subsidy to the Local 440 Benefit
Plan will be an amount that is 5% more than the City Subsidy to the Local 440 Benefit Plan for
the previous calendar year. Beginning in January 2025, an amount equal to 9% of the City’s
Subsidy to the Local 440 Benefit Plan for each calendar year will be retained by the City. to help
ensure the City does not pay more to provide coverage for the Covered Populations under the
Local 440 Benefit Plan(s) than it would under the City’s Healthcare Plans, reflecting the
determination that a member of the Covered Populations generally costs the City less than the
hypothetical “average” City Healthcare Plan participant
.The City Subsidy for calendar year 2019 will be calculated based on the City
actuary’s 2018 plan year rate schedule for General Employees, Police, and Fire
Actives and Retirees, plus 3%. In subsequent years, the City Subsidy shall be based
on an actuary’s rate workup for the upcoming plan year that is supported by
monthly paid claims and administration costs for General Employees and Police.
Changes to the City Subsidy for purposes of calculating the City Contributions in
calendar years after 2019 will be limited to an annual increase or decrease of +/-
3%. In the event that, during the term of this contract, either the General Employees
or Police are no longer part of the City’s Healthcare Plan, both parties agree to
negotiate in good faith the basis of the new base calculation for the City Subsidy,
and the +/- 3% limitation will not apply. Upon mutual agreement of the new City
Subsidy, the City Contributions in future calendar years will be limited to an annual
increase or decrease of +/- 3%
e. The City Contributions will be limited to members of the Covered Populations who
would otherwise be eligible to participate in the City’s Healthcare Plan as determined by the City
for each plan year. For example, the parties understand and agree that if the City decides to
discontinue coverage for working spouses, the Trust can continue to cover such persons under the
Local 440 Benefit Plan(s), but the City Contributions will not include any money attributable to
the cost of coverage for working spouses during the time that working spouses would not otherwise
be eligible for coverage under the City’s Healthcare Plan.
f. In order to calculate the City Contributions, on a monthly basis, the City will
(i) multiply the City Subsidy times the number of actual enrollees in the corresponding Local 440
Benefit Plan; and (ii) make the following adjustments:
The City Subsidy for the 2019 plan year will be reduced by 13.3% and in each
future year, the then-current subsidy will be reduced by 15.2%. The intent of these
reductions is to ensure the City does not pay more to provide coverage for Covered
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Populations under the Local 440 Benefit Plan(s) than it would under the City’s
Healthcare Plans with such percentages reflecting the fact that a member of the
Covered Populations generally costs the City less than the hypothetical “average”
City Healthcare Plan participant. The percentages are calculated on the basis of
annualized 2017 claims projections for the Covered Populations
i. The City Contributions will be reduced by the third-party administrative
costs and/or insurance premiums associated with any benefits and services that the Covered
Populations continue to receive from the City, including, but not limited to, life insurance,
HSA and FSA administration, and Employees’ Assistance Program;
ii. Deduction of the City’s annual HSA contributions beginning in
plan/calendar 2019; and
iii. The City Contributions will be reduced by any additional administrative and
premium costs incurred by the City as a result of the Covered Populations being removed
and excluded from the City’s Healthcare Plans, thereby reducing the number of covered
lives and increasing the City’s per-covered-life cost for its remaining plan participants;
such costs include but are not limited to those associated with third-party administration,
pharmacy benefit management, voluntary dental insurance, and voluntary disability
insurance.
The actual amount of the City Contributions shall be calculated each month to reflect the actual
number of participants in the Local 440 Benefit Plan(s) who would have been eligible for coverage
in the City’s Healthcare Plan during that plan year and who are enrolled in the Local 440 Benefit
Plan(s) as of the first day of the month.
g. While this Agreement is in effect, if the City adopts reference-based pricing,
resulting in quantifiable reductions in the City Subsidy, the City will negotiate in good faith with
the Association to maintain the City’s Contribution without regard to these savings. That
notwithstanding, if the City adopts reference-based pricing, the 3%+- corridor described in Section
4d. shall continue to apply.
h. In the event that the City determines it is necessary to deposit funds into the City’s
active or retiree healthcare funds to restore fund balance or to adopt a mid-year supplemental
appropriation due to the cost of excess claims, the City is not responsible for making a similar
supplemental appropriation to the Local 440 Benefit Plan. Since the Trust solely controls the Local
440 Benefit Plan, City Contributions will be limited to the calculations outlined in Section 4 and
the Trust will be responsible for ensuring the sustainability of the plan design based on that City
Contribution.
i. The Association will be responsible for confirming the eligibility and actual
participation/enrollment of the Covered Populations and reporting such information to the City
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on a timely basis. The Association shall provide affidavits, as requested by the City, from
members of the Covered Populations to verify whether they would be eligible for coverage or
not under the City’s Healthcare Plan, including for non-working retirees or retiree spouses, to
support the monthly calculation of the City Contribution. If the City is otherwise performing a
dependent audit of its other health plans, the Trustees may elect to include the Trust’s health care
plans in such dependent audit programs, provided that the City gives 60 days’ advance notice to
the Trust and the Union of the upcoming dependent audit. If the Trustees elect not to participate
in the City’s dependent audit verification program, the Trust shall establish its own dependent
verification audit program on the same timeline or intervals as the City’s health plans.
j. The City will directly bill the Trust for the City’s actual costs for each item listed
below unless the parties mutually agree by a separate letter agreement to allow compensation for
administrative costs in another manner. The City shall allow payments from the Trust to be made
in equal parts for the remaining months of the Local 440 Benefit Plan(s) year in which the bill is
sent.
i. Direct expenses of the City paid to a third party in facilitating the
implementation and on-going operation of the Local 440 Benefit Plan(s), including but not
limited to, technology, file interfaces and legal costs;
i. For 2019, the City’s required contributions to the HSA accounts with the
amount billed to the Trust reduced by a prorated amount reflecting the number of months
that the member of the Covered Populations was on the City’s Healthcare Plan.
ii. Members of the Covered Populations will not be eligible for participation
in the City’s Wellness Program in 2019 or beyond because a primary intent of the Program
is to reduce and control claim costs for participants on the City’s self-funded healthcare
plan.
k. Since fewer than 100% of all retirees eligible to participate in the Local 440 Benefit
Plan have waived their rights to access to the City Healthcare Plan, the City and the Association
agree that the City will continue to offer the City Healthcare Plan to those individuals who did not
choose to participate in the Local 440 Benefit Plan so long as they are eligible.
The parties have agreed to an annual reconciliation of the costs of retirees who remain covered by
the City Healthcare Plan instead of the Local 440 Benefit Plan, namely for coverage of:
(i) any Pre-Medicare Retiree who did not choose to enroll in the Local 440
Benefit Plan and remained on or enrolled in the City Healthcare Plan; and
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(ii) any Retiree who is part of a married couple (one of whom is Medicare-
eligible and one of whom is not Medicare-eligible) that has chosen to not
enroll the Pre-Medicare spouse in the Local 440 Benefit Plan and, as a
result, will have split coverage for those two spouses between City
Medicare and the City Healthcare Plan.
The annual reconciliation of costs shall be done as follows:
No later than 180 days after the end of the plan year, City will determine the claims
incurred and amounts actually paid by the City under the City’s Healthcare Plan for the
calendar year. The City will also determine any employer and employee premium
payments owed for such coverage period.
After reconciling the premium payments and claims incurred and paid by the City’s
Healthcare Plan (not otherwise paid by the City Healthcare Plan’s stop-loss carrier), the
City will remit to the Trust any surplus employer/employee premiums, if any, in excess
of the claims incurred (and actually paid by the reconciliation date).
In the event that for a particular calendar year claims exceed the annual
employer/employee premiums associated with any member of this group, the City will
not pay to the Trust any surplus premiums for that calendar year, and instead will withhold
from future premiums otherwise payable to the Trust (payable at least 30 days after the
reconciliation is provided to the Local Association and Trustees of the Trust) a sum of
money equal to the amount by which the adjusted claims paid exceeded the premiums
collected for the group. In determining the adjusted claims costs, only claims up to the
aggregate and individual stop-loss attachment rates / factors established by the Local 440
Benefit Plan for the year in which the claims were incurred shall be included.
Any reimbursement amounts received via third-party reimbursements /
subrogation claims shall first reimburse the City for any retained claims in excess of the
Association’s stop loss limits (not credited in the previous paragraph). If additional
reimbursements are available, the Association Healthcare Plan will be credited for that
amount to the year in which the claims were incurred, rather than when the
reimbursements were paid and resulting adjusting payments between the parties shall be
included in the next subsequent annual adjustment following the subrogation claim
reimbursement.
l. In the event of a dispute, controversy or claim arising out of or relating in any way
to this Agreement, the complaining Party shall notify the other Party in writing thereof. Within
thirty (30) days of such notice, management-level representatives of both Parties shall meet at an
agreed location to attempt to resolve the dispute in good faith. Should the dispute not be resolved
within thirty (30) days after such notice, the Parties will attempt to resolve any disputed issues
through mediation, using a mediator whose principal office is in the Dallas-Fort Worth metropolitan
area. If the Parties cannot agree to a mediator, the choice of mediator will be determined by a coin
toss. If the Parties cannot resolve the disputed issues through mediation, the Parties may, but are
32
not required to, submit the disputed issues to binding arbitration. The demand for arbitration by
either Party shall be made within a reasonable time after the claim, dispute or other matter in
question has arisen, and in no event shall it be made after two years from when the aggrieved Party
knew or should have known of the controversy, claim, dispute or breach. If the disputed issues are
submitted to arbitration, the City and the Association may, within ten (10) calendar days after the
Parties both have agreed to submit the matter to arbitration, mutually agree to a neutral arbitrator
whose principal office is in the Dallas-Fort Worth metropolitan area. If the Parties are unable to
agree on such an appointment, the City and Association shall, within five (5) calendar days, jointly
request a list of seven (7) arbitrators from the American Arbitration Association or the Federal
Mediation and Conciliation Service. Within ten (10) calendar days following receipt of the list of
arbitrators, the Parties shall select an arbitrator by each Party in turn striking one name from the list
until only one (1) name remains. The remaining individual on the list shall serve as the arbitrator.
The Party who makes the first strike will be determined by a coin toss. The arbitrator so selected
shall be promptly notified of his or her selection through the agency selected, and the Parties and
the arbitrator shall agree on a time, place and date for the hearing of the arbitration. The selected
agency’s rules will govern the progress of the case. The laws of the state of Texas shall be applied
in any arbitration proceedings, without regard to principles of conflict of laws. The losing Party at
arbitration will be responsible for paying the prevailing Party’s arbitration-related costs, including
the arbitrator’s and agency’s fees. However, each Party shall be responsible for paying its own
attorney’s fees. If the Parties agree to arbitration, arbitration will be deemed to be final and binding,
and an election of remedies. Any appeal of an arbitrator's decision in this procedure shall be strictly
and solely limited to the grounds that the arbitrator exceeded their authority and jurisdiction as
provided under this Agreement; that the decision of the arbitrator was procured by fraud or collusion
or that the arbitrator's decision is based upon a clear and manifest error of law. The parties agree
that, in the event either party declines to participate in binding arbitration, venue for any dispute
arising under this Agreement shall be in the state District Courts of Tarrant County, Texas. The
parties further agree that this Agreement is subject to Subchapter I, Chapter 271, Texas Local
Government Code.
m. The City can review, on an annual basis, its workers’ compensation medical and
pharmacy claims made by Recruits and Fire Fighters and, if the City determines that its claims
experience with workers’ compensation claims has resulted in increased workers’ compensation
medical and pharmacy costs for what have traditionally been considered to be a normal disease of
life, and not a workers’ compensation-covered illness, the City can require that the City and the
Association re-calculate the City’s Contributions on a prospective basis.
n. The City Contribution will be made to the Trust no later than seven (7) Business
Days following each published City payday for active employees. The City Contribution will be
made to the Trust no later than seventh business day of each month for Retirees covered by the
33
Local 440 Benefit Plan. The Trust will be required to receive payment of the City Contributions
via electronic or wire transfer.
o. The City will include Retirees covered by the Local 440 Benefit Plan in the monthly
enrollment file to the Employees’ Retirement Fund.
p. The Trust and the City shall cooperate to reconcile contributions as needed, which
shall generally include at least one reconciliation per pay period. Any overpayments or
underpayments discovered in the reconciliation process will be resolved in the next City
Contribution cycle. However, this provision does not preclude later resolution if it cannot be
resolved by the next period or if the error is discovered later than the next pay period.
q. If the City is delinquent in remitting the City Contributions, beginning on the
fourteenth (14th) Business Day following each published City payday, the City shall pay the Trust
simple interest at the rate of 0.0137% per calendar day on the owed balance until the City
Contribution owed for that month is paid in full. This daily amount is equivalent to five percent
(5%) per annum. No interest will attach to any partial delinquency (limited to 3% of contribution)
associated with correction of errors identified during the reconciliation process.
r. All costs direct-billed to the Trust by the City shall be remitted to the City within
30 (thirty) days of the date of the invoice.
s. If the Trust is delinquent in remitting payments to the City for directly invoiced
services, beginning on the thirty-first (31st) calendar day, including City holidays and weekends,
following the invoice date, the Trust shall pay the City simple interest at a rate of 0.0137% per
calendar day on the owed balance until the Trust payment owed for that month is paid in full. This
daily amount is equivalent to five percent (5%) per annum.
t. The City will make deductions from payroll for Recruit and Fire Fighter
contributions to the Trust for benefits being received through the Local 440 Benefit Plan(s). Where
required, written authorization from the Covered Populations to allow for a pre-tax deduction
pursuant to the City’s Healthcare Plan under Code Section 125 will be provided to the City prior
to the time deductions are made. The Parties will determine a procedure that facilitates this
process, allows for pre-tax deductions where appropriate, and minimizes the administrative burden
on the City.
u. The Trust shall have sole responsibility for contracting with the Fort Worth
Employees’ Retirement Fund to collect premiums from Pre-Medicare Retirees and remit the funds
to the Trust, unless otherwise mutually agreed or if it becomes necessary for the City to assume
responsibility because the Fort Worth Employees’ Retirement Fund is unable to perform the
34
necessary transactions. This sole responsibility shall include any necessary exchanges of data in
order to cause the premiums to be collected.
v. City Contributions associated with Article 15 of the collective bargaining
agreement intended to benefit fire fighters hired on or after January 1, 2009, shall be accounted for
separately within the Trust and used exclusively for the intended purpose.
Tentatively Agreed on December 3, 2024
_________________________________ ______________________________
Valerie Washington, Assistant City Manager Michael Glynn, Lead Negotiator
CITY OF FORT WORTHFire EMS Civil Service ClassificationsSalary Schedule for FY 2025-2026RankGrade/Job Code EMTStart 11,764 3,821 45,852 20.04 28.95 30.06 10.021 21,816 3,935 47,224 20.64 28.95 30.96 10.322 31,871 4,054 48,643 21.26 28.95 31.89 10.633 41,927 4,176 50,107 21.90 28.95 32.85 10.954 51,985 4,301 51,617 22.56 28.95 33.84 11.285 62,044 4,429 53,150 23.23 28.95 34.85 11.626 72,106 4,563 54,752 23.93 28.95 35.90 11.977 82,169 4,700 56,399 24.65 28.95 36.98 12.338 92,234 4,841 58,092 25.39 28.95 38.09 12.709 102,301 4,986 59,831 26.15 28.95 39.23 13.0810 112,370 5,135 61,616 26.93 28.95 40.40 13.4712122,4415,28963,46927.7429.1341.6113.87LEAD PARAMEDICStart 11 22,548 5,520 66,238 28.95 33.40 43.43 14.482 32,624 5,686 68,228 29.82 33.40 44.73 14.913 42,703 5,857 70,287 30.72 33.40 46.08 15.364 52,784 6,033 72,392 31.64 33.40 47.46 15.825 62,868 6,214 74,566 32.59 34.22 48.89 16.306 72,953 6,399 76,785 33.56 35.24 50.34 16.787 83,042 6,591 79,096 34.57 36.30 51.86 17.298 93,134 6,790 81,476 35.61 37.39 53.42 17.819 103,228 6,994 83,924 36.68 38.51 55.02 18.3410 113,325 7,203 86,441 37.78 39.67 56.67 18.8912123,4247,41989,02638.9140.8658.3719.46NOTE:1. Annual Hours 2,2882. Monthly and Annual rates are approximations 3. Lateral Entry Rate $28.00/hrEMS SUPERVISORStart 11 22 32,939 6,368 76,419 33.40 43.65 50.10 16.703 43,027 6,559 78,707 34.40 43.65 51.60 17.204 53,118 6,755 81,064 35.43 43.65 53.15 17.725 63,212 6,959 83,512 36.50 43.65 54.75 18.256 73,308 7,167 86,006 37.59 43.65 56.39 18.807 83,407 7,383 88,591 38.72 43.65 58.08 19.368 93,509 7,604 91,245 39.88 43.65 59.82 19.949 103,615 7,833 93,991 41.08 43.65 61.62 20.5410 113,723 8,067 96,805 42.31 44.43 63.47 21.1612 123,835 8,309 99,711 43.58 45.76 65.37 21.79NOTE:1. Annual Hours 2,2882. Monthly and Annual rates are approximations EMS MANAGERStart 1Non-exempt1 2Annual Hours:2 33,292 7,133 85,592 41.15 51.33 61.73 20.5820803 43,390 7,346 88,150 42.38 51.33 63.57 21.194 53,492 7,566 90,792 43.65 51.33 65.48 21.835 63,597 7,793 93,517 44.96 51.33 67.44 22.486 73,705 8,027 96,325 46.31 51.33 69.47 23.167 83,816 8,268 99,216 47.70 51.33 71.55 23.858 93,930 8,516 102,190 49.13 51.33 73.70 24.579 104,049 8,772 105,269 50.61 51.33 75.92 25.3110 114,170 9,036 108,430 52.13 52.13 78.20 26.0712124,2959,306111,67553.6953.6980.5426.85EMS ADMINISTRATION OFFICERStart 1Non-exempt1 2Annual Hours:2 320803 44 53,911 8,474 101,691 48.89 51.33 73.34 24.455 64,029 8,729 104,749 50.36 52.88 75.54 25.186 74,150 8,991 107,890 51.87 54.46 77.81 25.947 84,274 9,261 111,134 53.43 56.10 80.15 26.728 94,402 9,539 114,462 55.03 57.78 82.55 27.529 104,534 9,825 117,894 56.68 59.51 85.02 28.3410 114,670 10,119 121,430 58.38 61.30 87.57 29.1912124,81010,423125,07060.1363.1490.2030.07NOTE:1. Annual Hours 2,0802. Monthly and Annual rates are approximations DEPUTY EMS OFFICERMinimumMaximumNOTE:1. Annual Hours 2,08040 Hour Schedule40 Hour ScheduleStep HOF44 Hour ScheduleYears from StartStepPer Pay PeriodMonthly AnnualStep Hourly RateActing RateStep Hourly OT44 Hour Schedule44 Hour Schedule40 Hour Schedule
CITY OF FORT WORTHFire EMS Civil Service ClassificationsSalary Schedule for FY 2025-2026RankGrade/Job Code TELECOMMUNICATORStart 12,244 4,862 58,344 25.50 30.42 38.25 12.75(Annual Hours: 2288)1 22,312 5,009 60,106 26.27 30.42 39.41 13.142 32,380 5,158 61,890 27.05 30.42 40.58 13.533 42,452 5,312 63,744 27.86 30.42 41.79 13.934 52,526 5,472 65,666 28.70 30.42 43.05 14.355 62,601 5,636 67,633 29.56 31.04 44.34 14.786 72,680 5,806 69,670 30.45 31.97 45.68 15.237 82,760 5,979 71,752 31.36 32.93 47.04 15.688 92,842 6,159 73,902 32.30 33.92 48.45 16.159 102,928 6,343 76,122 33.27 34.93 49.91 16.6410 113,016 6,534 78,410 34.27 35.98 51.41 17.1412 123,106 6,731 80,766 35.30 37.07 52.95 17.65TELECOMMUNICATIONS SUPERVISORStart 1(Annual Hours: 2288)1 22 32,677 5,800 69,601 30.42 37.47 45.63 15.213 42,757 5,974 71,683 31.33 37.47 47.00 15.674 52,840 6,153 73,834 32.27 37.47 48.41 16.145 62,925 6,338 76,053 33.24 37.47 49.86 16.626 73,012 6,527 78,318 34.23 37.47 51.35 17.127 83,103 6,723 80,675 35.26 37.47 52.89 17.638 93,196 6,925 83,100 36.32 38.14 54.48 18.169 103,292 7,133 85,594 37.41 39.28 56.12 18.7110 113,391 7,346 88,157 38.53 40.46 57.80 19.2712123,4937,56890,81139.6941.6759.5419.85NOTE:1. Annual Hours 2,2882. Monthly and Annual rates are approximations TELECOMMUNICATIONS MANAGERStart 11 2(Annual Hours: 2080)2 32,998 6,495 77,938 37.47 39.34 56.21 18.7420803 43,087 6,689 80,267 38.59 40.52 57.89 19.304 53,180 6,890 82,680 39.75 41.74 59.63 19.885 63,275 7,096 85,155 40.94 42.99 61.41 20.476 73,374 7,309 87,714 42.17 44.28 63.26 21.097 83,475 7,530 90,355 43.44 45.61 65.16 21.728 93,579 7,755 93,059 44.74 46.98 67.11 22.379 103,686 7,987 95,846 46.08 48.38 69.12 23.0410 113,798 8,228 98,738 47.47 49.84 71.21 23.7412 123,911 8,474 101,691 48.89 51.33 73.34 24.45NOTE:1. Annual Hours 2,0802. Monthly and Annual rates are approximations 44 Hour Schedule40 Hour ScheduleStep HOF44 Hour ScheduleYears from StartStepPer Pay PeriodMonthly AnnualStep Hourly RateActing Rate Step Hourly OT