Originally Posted by
N1234
This is necessary but not sufficient. Clearly a step in the right direction. But seniority overall is at fault. Pay rates are misleading. Your QoL is so much driven by what trips you can hold etc. So your $/hr away or on the job vary drastically - and this is much more a function of trip quality rather than longevity pay.
You could pay for duty or TAFB instead of block. But that's more to address inequity of compensation distribution within the labor group. Different issue, but worthy of discussion.
My suggestion would level the playing field across the industry (if implemented industry wide) taking labor more or less out of the competitive equation and hopefully creating career stability which is probably beneficial in a safety-sensitive job. Firefighters are not usually asked to take a pay cut or risk being replaced by another, cheaper fire-house.