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Comment by Michael Maykrantz on April 30, 2009 at 2:29pm

We have a growing number of part-time personnel to supplement our full time personnel due to the seasonal nature of our resort town. These personnel originally were just employed for the Summer when our population swells. They have now integrated into our workforce often working in the absence of a full time FF when he/she takes leave. Many work full time hours but are classified as a part time employee. They now have surpassed the number of full time FF's by 30%. Our goal is to hire more FF's by converting these "part-timers" to full time. Obviously the current budget restricts that, but we have heard that the City will slowly dissolve the career FF's through attrition and continue to hire more part-time, obviously cheaper, personnel. We are slowly diluting our workforce with less qualified and experienced personnel, and our ability to work overtime is severely hindered due to the part time personnel being used daily. We also run the risk of losing the integrity of a full time department to a part time workforce which is far from an efficient way to run a department. Is there a labor law regarding the number of hours a part time employee can work for an employer before they must be converted to full time status? Any other restrictions that we could impose to reverse this trend? Thanks. MM

Comment by John K. Murphy on April 26, 2009 at 4:03pm

New picture - new and improved