Election Results for President- The Election committee would like to congratulate Aaron Brinkman on securing the votes for President of L4742. The results of this election were close with 39 out of 41 members turning in a vote. Please keep this involvement going in all we do as a Union. Refer to the Union website for additional information on up and coming events and news.

Aaron Brinkman’s Candidate Statement

Good Afternoon,

As you all know I am running for union president. I am doing this for several reasons.

First, as a member I would like to see more communication, not just with management but with all the membership. Clear communication reduces confusion and keeps rumors in check. I propose using a common convenient platform such as monthly emails so that we are all up to date with current events and situations. Meetings, apps, and conference calls are also great, they should and would be used as needs arise.

Next, I am approachable. All members can know that I am willing to listen to all ideas and concerns so that we can form a compromise to benefit all. Involvement is a key component of every successful organization. As your president it would start with me. I believe we should exploit each individuals’ strengths and minimize weaknesses. Just like on the fire ground if all handle our own respective responsibilities, we will reach our mutual goal faster and more efficiently. We will need to continue to keep the foundation actively involved in spreading our support and name throughout the region.  I have been a member for a while but will be new to the e-board. It is a big commitment; this I understand but I know I will be successful because I plan to use the experience and knowledge of those around me.

Finally, I believe we need a common vision of where we want to be as a union. As a union we should be continually working to improve working conditions, wages and benefits for everyone. We have, as a union, a good working relationship and understanding with management/ fire board. This is something to be proud of, something we should strive to maintain but our first priority is our membership.

As your president I will ensure all voices are heard, we maintain regular communication so that we stay informed, create goals, and comprise a plan to achieve our vision. I ask for your support because with everyone’s help, we will be an involved union, a united union, and a strong union where all members benefit.

Professionally,

Aaron

PFA Candidate Questions

Aaron Brinkman

1-    I am calm, approachable and trustworthy. These are valuable traits to have, and I believe they are essential for this position.
 
2-    Mark is very intelligent and once he sets his mind to something I believe he does a good job.
 
3-    Absolutely, one of the biggest root causes of most problems is a breakdown in communication. I believe it should be both ways and simple. JLM minutes getting released are a great start. I believe a monthly newsletter would be appropriate.  It would give updates of what happens in meetings and an idea of what is upcoming.   For months where no news of anything significant is available then a short email would be sent instead.
4-    I think quarterly meetings with monthly newsletters would work well. If a pressing issue comes up, an extra meeting can always be scheduled as needed. Newsletters can be emailed, posted on the website, and posted on communication/ social media apps as well so that information can flow back to the eboard, without having to wait for an in person meeting. 
5-    Division. Part of this is probably from miscommunication, but if we can establish a clear vision and set goals for ourselves we will have something to unite and rally for.  
 
6-    Morale is critical in any workplace. Being honest and truly listing to concerns, coupled with having a plan for the future will provide hope to
       our members. That will improve and maintain morale. I believe we can have good morale even in trying times.
 
7-    Our retirement is a glaring issue unique to us. Also we have a much lower pay scale which makes it more challenging when it comes to hiring and maintaining a workforce. 
 
8-    Calm, professional, and determined. Always remembering I represent not just myself but all of us and that my actions effect all of us. 
 
9-    I plan on getting input from everyone so that we can set collective goals that are the most beneficial for all. Remaining impartial and driving for the good of the union is not only important, it is an obligation I fully plan to fulfill. 
 
10-   Unfortunately, having BLS fireman on the patrol at this point has been unavoidable in some cases because there simply are not enough ALS firemen left. As long as we are able to maintain  ALS overall, there are times guys will have to be moved around. I don’t like it, but I think it is an example of why we need to drive to get our BLS firemen through school and fix our wages and benefits so we can be more competitive in recruiting paramedics.
 
11-    This has to be decided as a whole group, but I would like to see our compensation be competitive again with other local high desert agencies. It might be a long shot, but  we should never stop working to improve wages, benefits, and working conditions for our membership.

Mark Milson’s Candidate Statement

Hey Guys,

It’s been over two years since I assumed the position of President.  In that span of time a lot has been accomplished by your E board.  At the time when I became President it was immediately a fight for better working conditions as we were in negotiations.  I, and the E board worked hard to secure as best a contract as we could, and that fight is getting ready to start again.  When that fight needed to be fought I raised my hand to be the one who fought for all of us to have a better way of life.  When former Chief Harrison didn’t want to compensate us for the job and the risks we took during the pandemic I fought to get us $3,000 of pay for recognition of the job we did to keep this community safe.  When former Chief Harrison was abusive and irresponsible with the district and its employees, I fought to hold him accountable and ultimately get him removed from his position.  When we need people to represent the union at functions or at board meetings I’ve been there, even if that means I have to burn my vacation time to represent us. I’ve worked with management to secure an MOU side letter to reduce the number of steps and secure longevity pay to benefit all members.  Am I a perfect president?  No, but my point is this, when the hard work was there to be done I raised my hand to do it on all our behalf and I’ll be there fighting for us whenever needed.

Think hard and make your vote count.

Thanks

Mark Hoss Milson

PFA Candidate Questions

Mark Milson

  1. What qualities do you posses that would make a good union president?

First off, I’m passionate for the position.  For a long time before I became president I was actively involved in union business and did my best to stay current on topics and issues affecting the membership.  My willingness to do the job of president, when we needed a strong voice to represent us in tough negotiations and against a hostile Fire Chief I took that challenge head on.  I do my best to be a critical thinker and balance our needs and the needs of the District and get to the best outcome possible.

  1. What positive quality can you identify about your opponent?

His willingness to do the job of president.  It’s a tremendously challenging position and for Aaron to put his hand up and be willing to do it is commendable.

  1. Do you feel there can be more communication with our members in between union meetings? E. after JLM meetings.

Absolutely there can be more and better communication from not only the president, but the Eboard as a whole and honestly it’s an area where I have fell short.  Since our last JLM meeting and in collaboration with management we have starting taking official minutes of JLM meetings and distributing them through District email.  Kim takes the minutes since she is good at it from all the Board meetings and that is why they come from the District and not us but they are reviewed for accuracy and if I need to add to them in a separate email to add context I will.

  1. Our last union meeting was May15, and had lasted several hours due to amount of information being presented. What is your ideal frequency of these meetings to keep our members up to date and conduct union business?

I think we should do them quarterly at a minimum to not only handle business but also to give us the opportunity to discuss topics or issues face to face.  In my opinion face to face communication is best so that context and nuance isn’t lost in written form like an email or forum style even though both of those have their place.

  1. What do you feel is the biggest challenge is facing our union membership?

I think our biggest challenge is the retention issue in our ranks.  Lately we have all felt the stress of having empty positions causing guys to have to work more than they would like and eventually leading to fatigue and burnout.  As president I’ve been working with management to do as much as we can to address the issue.  We’re doing bump downs, interim positions, hiring FF/EMT’s to put guys on the floor even though that brings other challenges, eliminating steps to get pay higher faster.

  1. As union president, what do you feel your role is to maintain the moral of the membership?

As union president it’s my job to work every day to improve the conditions and benefits for the members.  To do my best to make this the best place to work so we can be proud and happy to come to work every set.  We truly have the best job in the world, but sometimes that idea can get lost in force hires and tough calls.  The president should do everything he can to improve conditions so the guys know they are appreciated by the District and by the citizens we serve.

  1. Are you able to identify any circumstances unique to Apple Valley that could contribute to low morale amongst the membership?

What makes us unique is our people, we have the same challenges with recruitment and retention as any other department does.  We feel the challenges more because of our size.  Yeah were all in the same boat, but our boat is smaller than most so when it rocks it rocks quick and it rocks hard.  When I say our people make us unique in regards to low morale I can use myself as an example.  If guys think I’m unapproachable or that I don’t put the guy’s needs ahead of the District’s then I have failed to lead by example and set the standard for a good relationships in the ranks and that has contributed to low morale.  It’s not an easy self-assessment to realize you failed the guys I depend on and they depend on me to hear their concerns and represent them as a leader.  My phone is always on PLEASE call, text or email me with anything you want to talk about.

  1. What is the best way you can represent the membership when interacting with management and other work groups?

The best way to represent us is to be prepared and be professional.  As president I have to work with all work groups, but I work for our members.  The president has to hear the members concerns and be prepared to present a problem but also have multiple solutions for it.  Representing the union as a president that can communicate to solve problems that will benefit the members and the community we serve.  Being prepared means being involved.  It’s meetings with other work groups, management, board meetings as well as communication with board members directly.  As president I have worked hard to build these relationships across the District.

  1. How do you plan on remaining impartial on issues that may not benefit you personally but will affect the future of our membership? (For example PEPRA vs classic members, dropping bottom steps, etc.)

Part of the job as president is to do the best for the group.  Sometimes, not everyone benefits equally.  The president should always put the benefit of the group over any personal benefits.  As president I worked to get the steps eliminated to get us down to a 5 step process, while it didn’t benefit me at all.  It’s difficult to balance the membership to make sure the most good is done for the most people but that is the job of the president, a leader should always put his needs after the needs of the group.  I’ve worked hard to set up the future of our membership to have the best place to work as can be.

  1. How do you feel about asking management to allow Firefighter-EMTs to work on the patrol as in past practice to reduce the forces/relocating of firefighter-paramedics to fill the positions (pre-station 7 shutdown 2012)?

It’s a tricky question to answer.  I’ll go to management with anything that concerns or benefits the members but we need to dissect this particular question a little more.  Are we talking to fill a vacancy like a V1 or as a permanent duty station?  One of the things we need to consider is what is best for the citizens.  On C shift the 337 captain is BLS so a FF/PM is a necessity.  As a former FF/EMT I worked on the patrol with an ALS captain and it was challenging for me as a FF and for the Captain.  We also have to consider the skill level of most of our FF/EMT’s as most of them are the new hires.  I understand it sucks as a senior guy to be moved from your normal shift, station and crew and see a probie working your engine or truck spot.  It’s a problem of the times.  We have to hire FF/EMT’s to fill seats but some of our new FF/EMT’s are currently in medic school and others are starting soon so hopefully in the long term that will help with the suitcase Fireman problem.  We have to consider all angles, what are we asking of our FF/EMT’s by sending them down there and what are we asking of our ALS captains at 337 by sending them an FF/EMT instead of a second medic?  In my opinion it’s a lot, especially when you add the possibility of a water tender call in with that dynamic.

  1. Since contract negotiations are coming up next year what is your biggest goal and or ideas for negotiations?

As president my goal is always to increase wages, benefits and working conditions as much as possible.  My main focus would be on wages, but specifics for negotiations would come from the negotiations committee when it gets formed in the near future.  The committee is made up of several members and will decide what areas to specifically focus on.  I can say this, the words from the Fire Chiefs mouth have been “ I want to make this contract as lucrative as possible for you guys.” And I truly believe he means that and I know the Board is in full agreement and supports it.

  1. Since no open forum could be had I have something to put out to you guys.

In communication with management we came to an agreement for the upcoming Engineer testing to align with past practice to amend the in house requirement for 3 years of service to test for Engineer.  In house employees that have completed probation and have completed the training classes will be allowed to take the test.  Outside candidates will still have to meet the requirements of P5.  So if you are interested in promoting to Engineer be on the lookout for the flyer and start studying.