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  1. #21
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    Quote Originally Posted by GTRider245 View Post
    This is directly dependant on the agency you work for. If you work for a municipality, OT kicks in at 53. If you work for a private contractor, it kicks in at 40.
    I am sorry. I assumed we were talking about public fire fighters, not private contractor.


  2. #22
    Forum Member GTRider245's Avatar
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    Quote Originally Posted by Acklan View Post
    I am sorry. I assumed we were talking about public fire fighters, not private contractor.
    Oh no problem brother. Some people just dont realize there is a difference.
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    Quote Originally Posted by Rescue101 View Post
    I don't mind fire rolling over my head. I just don't like it rolling UNDER my a**.

  3. #23
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    Quote Originally Posted by GTRider245 View Post
    Oh no problem brother. Some people just dont realize there is a difference.
    Point well made.

  4. #24
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    Quote Originally Posted by GTRider245 View Post
    This is directly dependant on the agency you work for. If you work for a municipality, OT kicks in at 53. If you work for a private contractor, it kicks in at 40.
    you might want to look at the Louisville KY lawsuit that has gone on since 2000 and has both state and federal wage and hour involved and OT is calculated over 40 here. Even changed some things and every department uses a form for weekly calculations on a bi-weekly check. And yes I work for a municipality
    Am I being effective in my efforts or am I merely showing up in my fireman costume to watch a house burn down?” (Joe Brown, www.justlookingbusy.wordpress.com)

  5. #25
    Forum Member GTRider245's Avatar
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    Quote Originally Posted by Capt387 View Post
    you might want to look at the Louisville KY lawsuit that has gone on since 2000 and has both state and federal wage and hour involved and OT is calculated over 40 here. Even changed some things and every department uses a form for weekly calculations on a bi-weekly check. And yes I work for a municipality
    I am in Georgia and have worked for both. When I worked for the municpality, we got OT over 53. I now work for a private company that is contracted by a municipality and we have mandatory OT after 40. There are currently talks of the county taking the fire department as a county department, at which time our hourly rate would have to be adjusted higher since we wouldn't make as much in OT pay.

    Different state laws perhaps?
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    Quote Originally Posted by Rescue101 View Post
    I don't mind fire rolling over my head. I just don't like it rolling UNDER my a**.

  6. #26
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    Quote Originally Posted by GTRider245 View Post
    I am in Georgia and have worked for both. When I worked for the municpality, we got OT over 53. I now work for a private company that is contracted by a municipality and we have mandatory OT after 40. There are currently talks of the county taking the fire department as a county department, at which time our hourly rate would have to be adjusted higher since we wouldn't make as much in OT pay.

    Different state laws perhaps?
    Don't know, just remember that the Feds were somewhere in the mix of things in the Louisville case
    Am I being effective in my efforts or am I merely showing up in my fireman costume to watch a house burn down?” (Joe Brown, www.justlookingbusy.wordpress.com)

  7. #27
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    Quote Originally Posted by Capt387 View Post
    you might want to look at the Louisville KY lawsuit that has gone on since 2000 and has both state and federal wage and hour involved and OT is calculated over 40 here. Even changed some things and every department uses a form for weekly calculations on a bi-weekly check. And yes I work for a municipality
    KY labor laws apparently are more restrictive than federal FLSA. KY kinda states any employee, minus certain exceptions, gets OT for more than 40 hours worked. FFs are not one of the exceptions.

    FLSA is also "over 40 hrs = OT" but has an exemption for (municipal/govt.) FFs. Basically those FFs have to work average of 53 hrs/wk to get OT under FLSA. It actually says they need to work 216 hours in 28 consecutive days or some similar confounded language - reading law text gives me nausea and headaches.
    Opinions expressed are mine alone, and do not necessarily reflect those of the Philadelphia Fire Department and/or IAFF Local 22.

  8. #28
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    I'd be happy to be a fireman on any schedule...

    That being said - the 24/48 looks like it would suck. First day off you're recovering, second day off you're getting ready to go back. I'd much rather run a modified Detroit or a 48/96.

    (pretty blessed and grateful to work a 4 platoon)

  9. #29
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    When I was younger, no family, 24 no problem. Now older, 3 kids, wife and dog, can't sleep after my 24, it sucks.

  10. #30
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    Cool negative

    The biggest negative is that it is not a 48/96
    Front line since 1983 and still going strong

  11. #31
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    Quote Originally Posted by sirhcdeer1 View Post
    However, the 48/96 is THE en vogue shift schedule right now. One big advantage is that you get more complete weekends.
    Whats often missed with this concept is that you still work the same amount of weekend days, the difference is now you work 8 full weekends a year.

  12. #32
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    Quote Originally Posted by powerhourcoug View Post
    I'd be happy to be a fireman on any schedule...

    First day off you're recovering
    That was part of the reason for a 24/48 to allow for the off loading of the CO exposure for the 24hr shift. The thought was that the carbon monoxide you were exposed to in a 24 hr shift could be taken care of by having a 48hr period off. From what I read that was a standard shift in 1974 and. I know my department hired a complete shift in 1974 when they left the 24/24 scheduling
    Am I being effective in my efforts or am I merely showing up in my fireman costume to watch a house burn down?” (Joe Brown, www.justlookingbusy.wordpress.com)

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