A primary topic was the fire department’s request to revise its compensation structure to increase per-call rates and provide salaries for previously unpaid positions such as assistant chiefs and the fire department president. Currently, only the fire chief receives compensation at an annual rate of $4,800. The proposed system would introduce a tiered pay structure, starting at $10 for responding to 10-19% of calls and increasing to $25 for a response rate of 40% or more. This proposal also included a $25 per hour rate for calls lasting over 60 minutes. The suggestion aimed to improve response rates among members, particularly during daytime hours.

The council acknowledged the necessity of revisiting compensation, noting that Eagle Lake’s current $10 per call rate is on the lower end compared to other cities. A council member pointed out that many departments don’t compensate roles like assistant chiefs, which Eagle Lake is considering. The proposal was seen as a way to retain and incentivize members, but concerns were raised about the feasibility of implementation, especially the tracking system required for the new tiered structure. One solution proposed was using a spreadsheet to automate tracking and calculations.

The council also debated the potential for a flat-rate compensation system. Proponents argued that a standard hourly rate, such as $17.50 or $18, might simplify payment processes and encourage responses based on availability rather than financial gain. The idea of enhancing pension benefits as an incentive for long-term retention was also discussed, with the suggestion that training should receive the same pay rate as emergency calls to maintain consistency.

A motion was made to increase the fire chief’s salary to $6,000 annually, and to ensure that assistant chiefs and the department president receive similar monthly compensation. This motion was seconded and passed unanimously. The conversation shifted toward developing a straightforward hourly pay rate to allow gradual implementation rather than an abrupt overhaul.

Budget concerns were an aspect of the discussion, with some members worried about the implications of a sudden pay increase. The council recognized the difficulty in accommodating such changes within existing budget constraints, particularly as no similar increases had been budgeted for other departments or volunteer boards. Discussions with the Personnel Committee and historical data from previous years were referenced to clarify financial implications.

Before the meeting adjourned, the council proposed tabling the discussion until further engagement with the fire department could occur. A work session was suggested to facilitate a deeper understanding of the issues, including a review of the current pay structure and exploration of a tiered system. The council agreed to consider a date for this session, emphasizing the importance of including fire department members to address relevant questions fully.