Controversy with CFD promotions
In a recent article on DNAinfo.com, a group of Latino firefighters expressed their mixed feelings about receiving promotions to the rank of lieutenant. These promotions come with an annual salary increase of approximately $18,000, but the firefighters feel conflicted because the promotions were expedited due to their race. They had originally hoped to advance through the ranks based solely on merit and experience, following their peers in the firehouse.
These firefighters have been waiting for over six years since taking the lieutenant exam and were prepared to wait even longer. However, department officials pressured them into accepting these promotions, despite their personal preference to wait. Initially, the firefighters declined race-based promotions twice, motivated by pride and a strong belief in earning promotions on their own merits. Yet, when the third promotion offer came around, Commander Monica Porter made it clear that refusing again could jeopardize their careers. As a result, these firefighters reluctantly accepted the promotions and began training at the fire academy this week.
Jim Tracy, a business agent for the Chicago Fire Fighters Union Local 2, criticized the city's policy of pressuring minorities to accept affirmative-action promotions. He argued that this approach contradicts common sense, especially in a department striving to boost diversity among leadership. Last month, the union filed a grievance alleging that minorities were being coerced into signing documents acknowledging their rejection of affirmative-action promotions. They claimed that after three refusals, firefighters risk being removed from the promotion list entirely.
Despite the union's formal complaint requesting clarification that refusal papers do not count against individuals, the request was denied. The matter is now heading to arbitration. Fire Department spokesperson Larry Langford defended the practice, stating that race-based promotions are beneficial for the department and help diversify leadership.
To achieve this diversity, the fire department uses a banding system, grouping test scores of eligible candidates within a four-point range. Promotions are then made from these bands, taking race into account to comply with federal consent decrees promoting minority hiring and advancement. This system was approved by the U.S. Justice Department.
Currently, approximately 70% of the fire department’s 571 lieutenants are white. In contrast, the city's overall population consists of 33% black, 32% white, 29% Latino, and 6% Asian residents. Langford noted that if white employees continue to receive a higher percentage of promotions due to declining minority participation, it would hinder efforts to increase diversity across the department.
Firefighters can decline promotions up to two times without consequences, but a recent policy change eliminated the previous six-month grace period during which firefighters could delay promotions. This change was implemented to discourage employees from avoiding undesirable assignments, particularly affecting paramedics who were encouraged to take on the role of paramedic-in-charge more promptly.
Engine 116 Fire Captain Mauricio Rodriguez, who declined race-based promotions multiple times, received a letter from former Fire Commissioner Ray Orozco affirming that he would not be removed from promotion lists and that his waivers were for internal tracking only. This case highlights ongoing tensions between firefighters seeking promotions based on merit and the department's commitment to affirmative action policies.
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