1. #26
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    So what about this,

    "
    This is for "incentive" cards. Based on level of training, vs number of calls. Fire calls are based on 5.00 a call for basic Firefighter, 7.50 per call for an NFPA trained Engineer, and $10.00 per call for a Firefighter I and II. BLS response is $5.00 for First Responder, and $7.50 for EMT. This will encourage response, AS WELL as training. "

    And

    asking for AD&D coverage, workmans comp (Just doubled in price) and tuition assistance.

  2. #27
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    Quote Originally Posted by LVFD301 View Post
    So what about this,

    "
    This is for "incentive" cards. Based on level of training, vs number of calls. Fire calls are based on 5.00 a call for basic Firefighter, 7.50 per call for an NFPA trained Engineer, and $10.00 per call for a Firefighter I and II. BLS response is $5.00 for First Responder, and $7.50 for EMT. This will encourage response, AS WELL as training. "

    And

    asking for AD&D coverage, workmans comp (Just doubled in price) and tuition assistance.
    No thoughts from the gallery?

  3. #28
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    Quote Originally Posted by LVFD301 View Post
    No thoughts from the gallery?
    I wrote a successful application for a volunteer fire department in the midwest that had stipends for its members. The officers and firefighters each had a line item for the stipend. Calls, training, public education events, or other duties were in a tier. If the person met the criteria then they got X. Just remember, it costs about .50 cents for every dollar for taxes, workers comp, or an in-state benefit system (since you are asking for workers comp it would probably be lower for you). The AD&D is great since it is still high priority. We also got a higher education stipend in the program. The biggest thing I can say is don't low ball yourself and tie it all back to how you are going to get 1720 compliant. We tied the tutition stipend as a program where the member had to be on the department for three years that way all the incentives were not front loaded i.e., there are incentives to stay with the department.

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    Sorry Blake, read too quickly and didn't realize you were looking for input, thought you were responding to someone else.

    Anyway, like any R&R project if the members say that's what is going to work for them to get them more active & trained, plus bring in more bodies to the department, then that's the solution for you. Each department will be different in amounts, project design, and everything else because it's different strokes for different strokes. Some want a retirement perk, other's want incentive cards, college scholarships or loan repayments, etc. If the amounts are enough to get people moving, but not so much that the department can't absorb it 100% with any likelihood then it's the right plan for your folks.

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    So I should call it an "incentive card" and not fuel reimbursement? And the structure is ok?

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    Haven't allowed it to be a direct fuel reimbursement since 2009, everything has to be called incentive card. What they spend it on doesn't matter, department just can't buy fuel cards. Prepaid Visa/MC is allowed, then they can spend it on anything since the member isn't restricted at that point.

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