The California Constitution establishes certain conditions of employment for state officers and employees. Existing law, the Firefighters Procedural Bill of Rights Act, grants specified employment rights to firefighters, as defined, including temporary, seasonal firefighters employed by the Department of Forestry and Fire Protection (CAL FIRE).

This bill would require the Department of Human Resources, the State Personnel Board, and any other relevant state agency to take the necessary actions to transition seasonal firefighters employed by the Firefighter I classification within CAL FIRE to a permanent firefighter employment classification.

The California Constitution establishes certain conditions of employment for state officers and employees. Existing law, the Firefighters Procedural Bill of Rights Act, grants specified employment rights to firefighters, as defined, including temporary, seasonal firefighters employed by the Department of Forestry and Fire Protection (CAL FIRE).

This bill would require the Department of Human Resources, the State Personnel Board, and any other relevant state agency to take the necessary actions to transition seasonal firefighters employed by CAL FIRE to a permanent firefighter employment classification.

SENATE THIRD READING

STR Bill Id:SB 581

Author:(McGuire, et al.)

As Amended Ver:April 10, 2025

Majority vote

SUMMARY

Amends existing law relating to state firefighter classifications within the California Department of Forestry and Fire Protection (CAL FIRE).

Major Provisions

1. Establish the Fight for Firefighters Act of 2025.
2. Require the California Department of Human Resources (CalHR), the State Personnel Board (SPB), and any other state agency to take necessary actions to transition the Firefighter I (FFI) classification within the CAL FIRE to a permanent firefighter employment classification.
3. Require the aforementioned transition to include meeting and conferring in good faith between the exclusive representative and the state employer to bargain over wages, hours, and other terms and conditions of employment for affected employees during and after the transition.

COMMENTS

Responsibilities of the CAL FIRE

The CAL FIRE is responsible for the fire protection, fire prevention, maintenance, and enhancement of the state′s forest, range, and brushland resources, contract fire protection, associated emergency services, and assistance in civil disasters and other non-fire emergencies. There are approximately 85 million acres of wildlands in California. The CAL FIRE also is responsible for providing wildland fire protection for approximately 31 million acres of these wildlands, classified as the State Responsibility Area (SRA). These lands are mostly privately owned.

Existing law defines the SRA as the area in which the state has the primary financial responsibility of preventing and suppressing fires. The areas where local governments or federal governments have primary financial responsibility for providing this service are known as the Local Responsibility Area (LRA) and the Federal Responsibility Area (FRA).

It is worth noting that counties can elect to assume responsibility for the prevention and suppression of fires on all land in the county, including lands within the SRA. Kern, Los Angeles, Marin, Orange, Santa Barbara, and Ventura Counties had elected to do so. In some cases, local jurisdictions contract with the CAL FIRE to provide fire protection and other services on their behalf. Further, the CAL FIRE provides support and assistance on fires in the LRA and FRA.

Wildfires in California

Wildfires have been growing in size, duration, and destructivity over the past 20 years. Growing wildfire risk is due to accumulating fuels, a warming climate, and expanding development in the wildland-urban interface, and where the 2020 fire season broke numerous records. Five of California′s six largest fires in modern history burned at the same time, with more than 4.3 million acres burned across the state – double the previous record. The Los Angeles fires have burned an area nearly the size of Washington, D.C., killed 28 people and damaged or destroyed nearly 16,000 structures, according to CAL FIRE.

The CAL FIRE Budget

The CAL FIRE′s workweek, staffing, and operational models are dictated in large part by its service needs, which include providing 24-hours per day, 7-days per week coverage on a year-round basis, as well as augmented response capacity during peak wildfire season. The CAL FIRE′s firefighters, fire engines, and aircraft respond to more than 5,400 wildland fires that burn an average of 156,000 acres each year, and, according to the CAL FIRE, ″answer the call [of duty] more than 450,000 times for other emergencies each year.″

According to the Legislative Analyst′s Office (LAO), the CAL FIRE′s staffing levels have increased significantly over the past decade. Specifically, between fiscal years (FYs) 2014-15 and 2023-24, the number of positions that the CAL FIRE categorizes as related to fire protection increased from 5,756 to 10,275, and the total number of positions at the CAL FIRE grew from 6,632 to 12,000 (representing roughly an 80% increase in both cases).^[1] In the FY 2020-21 and 2022-23 budgets, the Legislature approved proposals totaling roughly $170 million per year on an ongoing basis to provide relief staffing, such as adding new fire crews at the CAL FIRE and partner agencies. As of 2024-25, the LAO estimates that roughly three-quarters of wildfire response-related positions are permanent and the rest are seasonal.

66-Hour Workweek

Under existing law, seasonal firefighters cannot work more than nine months in any 12-consecutive-month period. This forces the CAL FIRE to lose experienced, trained firefighters for three months annually – precisely when California might face major fires.

Deployments during wildfire season, which now can stretch through the entire year, can exceed 60 days in a row, with exhausting 48-hour shifts lined up back-to-back with little to no opportunities for rest. To address overworked firefighters and professional burnout, the state is currently implementing a 66-hour work week plan for the state′s firefighters. State Bargaining Unit 8 (CAL FIRE Local 2881), which represents most of the CAL FIRE′s positions, such as Fire Captains, Fire Apparatus Engineers, and the FFI and Firefighter II classifications, executed a memorandum of understanding with the state in September 2022 with the state to, among other things, reduce the CAL FIRE firefighter workweek from 72 hours to 66 hours – a 24-hour reduction per 28-day pay period.

By FY 2028-29, the state is committed to adding 2,457 new permanent positions to the CAL FIRE for a total of 12,900 positions focused on wildfire response. Staffing up at that capacity takes times, which is why the proposal is phased in over four budget years.

The plan shifts a significant number of seasonal firefighters to permanent firefighters; meaning, that more fire engines will be staffed year round than historically has been the case and more firefighters will be working at any given time during non-peak periods than otherwise would have been the case. According to the LAO, the proposal extends the peak staffing period from five months to nine months, resulting in additional CAL FIRE firefighters being on duty at any given time because there will be more engines deployed overall. Further, by extending peak season for an additional four months, the plan will significantly increase the number of firefighters on duty throughout the whole year. The permanent personnel would allow the CAL FIRE to adjust its staffing rotation to a platoon model in which firefighters would rotate on and off duty together as a group rather than individually. For example, an engine might be staffed by a team made up of a Fire Captain, Fire Apparatus Engineer, and FFI on Monday, Tuesday, and Wednesday; a separate trio of individuals on Wednesday, Thursday, and Friday; and a third group on Friday, Saturday, and Sunday.

The Firefighter I (FFI) Classification

The FFI classification is an entry-level position for seasonal firefighters that requires basic training and skills for fire suppression, wildland firefighting, and hazardous materials response. This position involves suppressing various fires, assisting with maintenance and repairs, and performing other related duties under supervision.

This Bill

This bill requires the CalHR, the SPB, and any other relevant state agency to take the necessary actions to transition the FFI classification within the CAL FIRE to a permanent firefighter employment classification.

Please see the respective policy committee analyses for a full discussion of this bill.

According to the Author

″California and the entire West are burning at historic rates. Eight of the most destructive wildfires in California history have hit over the past five years, with two of the deadliest wildfires burning over 16,000 structures in Los Angeles County just 13 days after Christmas. It is crystal clear, even with the state′s historic investments in CAL FIRE—which doubled the number of CAL FIRE Firefighters in the last eight years—they need our help. The Golden State continues to face unprecedented challenges—wildfires burning longer, hotter, faster and more frequently than ever before. The new reality has set in and we′re never going back.″

Arguments in Support

The California Professional Firefighters express, ″[d]evastating wildfires have become a regular occurrence in California, exacerbated by a changing climate and years of dry conditions. Large scale incidents such as the Dixie Fire, the Camp Fire, and the Eaton and Palisades Fires have strained not only the resources of fire departments to the limit, but placed unimaginable burdens onto the firefighters employed by CAL FIRE who are on the front lines of many of these blazes. Deployments during wildfire season, which now can stretch through the entire year, can extend up to and over 60 days in a row, with exhausting 48-hour shifts lined up back-to-back with little to no opportunities for rest. The men and women of all employment classifications of CAL FIRE are among the most well-trained and highly-skilled firefighters in the world, but the new normal in California means that the older model of employment for seasonal workers must change in order for them to be most effective. Wildfire season is now year-round, with some of the most devastating fires in California′s history taking place during the winter months that were previously thought to be ″safe″ from this sort of destruction. Instead of losing the valuable resources and skills provided by seasonal firefighters for three months of the year, [this bill] will bring these firefighters on to permanent, full-time status, ensuring that CAL FIRE is always ready to battle the next big wildfire that threatens our communities.″

The Los Angeles County Board of Supervisors states that, ″[e]nsuring year-round staffing for CAL FIRE would strengthen wildfire response capabilities across California. According the Los Angeles County Fire Department, boosting CAL FIRE staffing would improve mutual aid response and ease the burden on county resources. Additionally, this bill would ensure that critical resources are available not only during peak wildfire season but throughout the year for essential tasks such as vegetation management, ultimately enhancing wildfire prevention efforts.″

Arguments in Opposition

None on file.

FISCAL COMMENTS

According to the Assembly Committee on Appropriations, this bill would result in the following:

1. One-time General fund costs of $145 million, $230 million, and $330 million in each of the first three years of implementation, respectively, and $439 million annually thereafter for CAL FIRE to eliminate approximately 2,969 FFI positions and transition them into permanent, full-time FFII positions.
2. One-time General Fund costs of $13.4 million in the first year of implementation, and $12.5 million annually thereafter, for the California Conservation Corps to realign its fire crews to CAL FIRE′s year-round operations schedule to support 72 staff and 47 Corps members.

VOTES

SENATE FLOOR: 39-0-1

YES: Allen, Alvarado-Gil, Archuleta, Arreguín, Ashby, Becker, Blakespear, Cabaldon, Caballero, Cervantes, Choi, Cortese, Dahle, Durazo, Gonzalez, Grayson, Grove, Hurtado, Jones, Laird, Limón, McGuire, McNerney, Menjivar, Niello, Ochoa Bogh, Padilla, Pérez, Richardson, Rubio, Seyarto, Smallwood-Cuevas, Stern, Strickland, Umberg, Valladares, Wahab, Weber Pierson, Wiener

ABS, ABST OR NV: Reyes

ASM PUBLIC EMPLOYMENT AND RETIREMENT: 7-0-0

YES: McKinnor, Lackey, Alanis, Boerner, Elhawary, Garcia, Nguyen

ASM NATURAL RESOURCES: 13-0-1

YES: Bryan, Alanis, Connolly, Ellis, Flora, Garcia, Haney, Hoover, Kalra, Muratsuchi, Pellerin, Schultz, Zbur

ABS, ABST OR NV: Wicks

ASM APPROPRIATIONS: 15-0-0

YES: Wicks, Sanchez, Arambula, Calderon, Caloza, Dixon, Elhawary, Fong, Mark González, Ahrens, Pacheco, Pellerin, Solache, Ta, Tangipa

UPDATED

VERSION: April 10, 2025

CONSULTANT: Michael Bolden / P. E. & R. / (916) 319-3957 FN: 0001397

1. ″The 2024-25 Budget: CalFire – Implementation of a 66-Hour Workweek.″ LAO, March 2024. ↑

Date of Hearing: August 20, 2025

ASSEMBLY COMMITTEE ON APPROPRIATIONS

Buffy Wicks, Chair

SBPCA Bill Id:SB 581

Author:(McGuire) – As Amended Ver:April 10, 2025

Urgency: No State Mandated Local Program: No Reimbursable: No

SUMMARY:

This bill establishes the Fight for Firefighters Act of 2025 requiring the Department of Human Resources (CalHR), the State Personnel Board (SPB), and any other relevant state agency, to transition the Firefighter I (FFI) classification within the Department of Forestry and Fire Protection (CAL FIRE) to a permanent position.

FISCAL EFFECT:

1. One-time General fund costs of $145 million, $230 million, and $330 million in each of the first three years of implementation, respectively, and $439 million annually thereafter for CAL FIRE to eliminate approximately 2,969 Firefighter I personnel positions and transition them into permanent, full-time Firefighter II positions.
2. One-time General Fund costs of $13.4 million in the first year of implementation, and $12.5 million annually thereafter, for the California Conservation Corps to realign its fire crews to CAL FIRE’s year-round operations schedule to support 72 staff and 47 Corps members.

COMMENTS:

1. Purpose. According to the author:

California and the entire West are burning at historic rates. Eight of the most destructive wildfires in California history have hit over the past five years, with two of the deadliest wildfires burning over 16,000 structures in Los Angeles County just 13 days after Christmas. It is crystal clear, even with the state’s historic investments in CAL FIRE—which doubled the number of CAL FIRE Firefighters in the last eight years—they need our help. The Golden State continues to face unprecedented challenges—wildfires burning longer, hotter, faster and more frequently than ever before. The new reality has set in and we’re never going back. This bill would require the Department of Human Resources, the State Personnel Board, and any other relevant state agency to take the necessary actions to transition seasonal firefighters employed by CAL FIRE to a permanent firefighter employment classification.

1. Background. CAL FIRE. CAL FIRE oversees fire prevention and suppression for more than 31 million acres in California. CAL FIRE service needs primarily dictate its workweek, staffing, and operational model, which includes providing coverage 24 hours a day, seven days a week, on a year-round basis, as well as augmented response capacity during peak wildfire season. CAL FIRE’s firefighters, fire engines, and aircraft respond to more than 5,400 wildland fires that burn an average of 156,000 acres each year, and, according to CAL FIRE, “answer the call [of duty] more than 450,000 times for other emergencies each year.”

Firefighter I. An entry-level seasonal position, the FFI requires basic training and skills for fire suppression, wildland firefighting, and hazardous materials response. Because the FFI is a temporary position, existing law prohibits incumbents from working more than nine months within any 12-consecutive-month period. While the seasonal nature of the FFI results in CAL FIRE losing experienced and trained firefighters every year at least three months, the nature of the position also allows for efficient recruitment during peak need. For example, during the Los Angeles fires of January 2025, CAL FIRE reports the FFI facilitated the hiring of approximately 1,000 firefighters within one week to address fire suppression needs. This bill would transition all existing FFI positions into full-time, permanent Firefighter II positions. Such a change would limit the hiring flexibility offered by the FFI position but would facilitate more rapid response to emergencies during typical non-peak seasons by maintaining higher staffing levels year-round.

1. Related and Prior Legislation. AB 102 (Gabriel), Chapter 5, Statutes of 2025, appropriated $39 million for CAL FIRE to begin transitioning a portion of FFI positions to a permanent employment classification and included legislative intent to provide additional funding augmentations for this purpose beginning in fiscal year 2026-27.

AB 2538 (Grayson), of the 2024 Legislative Session, required CalHR, SPB, and any other relevant state agency to take actions to ensure CAL FIRE may employ seasonal firefighters in excess of the nine months limit within a consecutive 12-month period to address emergency fire conditions and staff shortages. The Governor vetoed the bill citing a significant increase in CAL FIRE’s baseline staffing level and budget beyond year-round needs along with incompatibility with the California Constitution’s prohibition of a person in a temporary position serving longer than nine months in a 12-month period.

Analysis Prepared by: Aaron Heredia / APPR. / (916) 319-2081

Date of Hearing: July 14, 2025

ASSEMBLY COMMITTEE ON NATURAL RESOURCES

Isaac G. Bryan, Chair

SBPCA Bill Id:SB 581

Author:(McGuire, et al.) – As Amended Ver:April 10, 2025

SENATE VOTE: 39-0

SUBJECT: Department of Forestry and Fire Protection: employment: firefighters

SUMMARY: Establishes the Fight for Firefighters Act of 2025 to transition seasonal firefighter 1 (FFI) firefighters to permanent positions.

EXISTING LAW:

1. Establishes the Department of Forestry and Fire Prevention (CAL FIRE) in the California Natural Resources Agency to provide fire protection and prevention services, as specified. CAL FIRE is the lead agency for fire protection in the State Responsibility Area (SRA). (Public Resources Code (PRC) 701, 713)
2. Requires, in those counties assuming responsibility for fire protection and suppression in the lands classified within the respective counties, there to be budgeted sums to be allocated to those counties at least equal to the direct cost of fire protection and includes the salaries and wages of suppression crews and lookouts and maintenance of firefighting facilities. (PRC 4132)
3. Declares that it is the policy of the state that the normal workweek of permanent CAL FIRE employees in fire suppression classes not exceed 84 hours per week, and authorizes compensation in cash or compensating time off, in accordance with specified regulations, for work in excess of the designated workweek. However, if the workweek hours are in conflict with the provisions of a memorandum of understanding (MOU), the terms of the MOU are controlling, as provided. (Government Code (GC) 19846.)
4. Establishes the Department of Human Resources (CalHR) and vests it with the powers, duties, and authorities necessary to operate the state civil service system pursuant to Article VII of the California Constitution, the Government Code, the merit principle, and applicable rules duly adopted by the State Personnel Board (SPB). (GC 18502.)

THIS BILL:

1. Requires the CalHR, the SPB and any other relevant state agency to take the necessary actions to transition the FF1 classification within CAL FIRE to a permanent firefighter employment classification.
2. Requires the transition of the FF1 classification into a permanent employment classification to include meeting and conferring in good faith between the exclusive representative and the state employer.
3. Requires the bargaining process to include wages, hours, and other terms and conditions of employment for affected employees during and after the transition.

FISCAL EFFECT: According to the Senate Appropriations Committee, this bill would result in increased personnel costs to the state. The magnitude of these costs to CalHR and CAL FIRE has yet to be determined, but would likely be, minimally, in the tens of millions of dollars annually.

COMMENTS:

1. Author’s statement:

California and the entire West are burning at historic rates. Eight of the most destructive wildfires in California history have hit over the past five years, with two of the deadliest wildfires burning over 16,000 structures in Los Angeles County just 13 days after Christmas. It is crystal clear, even with the state’s historic investments in CAL FIRE—which doubled the number of CAL FIRE Firefighters in the last eight years—they need our help. The Golden State continues to face unprecedented challenges—wildfires burning longer, hotter, faster and more frequently than ever before. The new reality has set in and we’re never going back. This bill would require the Department of Human Resources, the State Personnel Board, and any other relevant state agency to take the necessary actions to transition seasonal firefighters employed by CAL FIRE to a permanent firefighter employment classification.

1. Wildfires in California. Wildfires have been growing in size, duration, and destructivity over the past 20 years. Growing wildfire risk is due to accumulating fuels, a warming climate, and expanding development in the wildland-urban interface. The 2020 fire season broke numerous records. Five of California’s six largest fires in modern history burned at the same time, with more than 4.3 million acres burned across the state, double the previous record. The Los Angeles fires have burned an area nearly the size of Washington, D.C., killed 28 people and damaged or destroyed nearly 16,000 structures, according to CAL FIRE.
2. CAL FIRE budget. CAL FIRE is responsible for fire prevention and suppression in more than 31 million acres across the state. CAL FIRE’s workweek, staffing, and operational models are dictated in large part by its service needs, which include providing 24-hours per day, 7-days per week coverage on a year-round basis, as well as augmented response capacity during peak wildfire season. CAL FIRE’s firefighters, fire engines, and aircraft respond to more than 5,400 wildland fires that burn an average of 156,000 acres each year, and, according to CAL FIRE, “answer the call [of duty] more than 450,000 times for other emergencies each year.”

According to the Legislative Analyst’s Office^[1] (LAO), CAL FIRE’s staffing levels have increased significantly over the past decade. Specifically, between fiscal years 2014-15 and 2023-24, the number of positions that CAL FIRE categorizes as related to fire protection increased from 5,756 to 10,275, and the total number of positions at CAL FIRE grew from 6,632 to 12,000 (representing roughly an 80% increase in both cases). In the FY 2020-21 and 2022-23 budgets, the Legislature approved proposals totaling roughly $170 million per year on an ongoing basis to provide relief staffing, such as adding new fire crews at CAL FIRE and partner agencies. As of 2024-25, the LAO estimates that roughly three-quarters of wildfire response-related positions are permanent and the rest are seasonal.

1. 66-hour work week. Deployments during wildfire season, which now can stretch through the entire year, can exceed 60 days in a row, with exhausting 48-hour shifts lined up back-to-back with little to no opportunities for rest. To address overworked firefighters and professional burnout, the state is in the process of implementing a 66-hour work week plan for the state’s firefighters. Unit 8 (CAL FIRE Local 2881), which represents most of CAL FIRE’s positions, such as Fire Captains, Fire Apparatus Engineers, Fire Fighter IIs, and Fire Fighter Is, executed a MOU with the state in September 2022 with the state to, among other things, reduce the CAL FIRE firefighter workweek from 72 hours to 66 hours—a 24-hour reduction per 28-day pay period.

By FY 2028-29, the state is committed to adding 2,457 new permanent positions to CAL FIRE for a total of 12,900 positions focused on wildfire response. Staffing up at that capacity takes times, which is why the proposal is phased in over four budget years.

The plan shifts a significant number of seasonal firefighters to permanent firefighters, which means that more engines will be staffed year round than historically has been the case and more firefighters will be working at any given time during non-peak periods than otherwise would have been the case. According to the LAO, the proposal extends the peak staffing period from five months to nine months, resulting in additional CAL FIRE firefighters being on duty at any given time because there will be more engines deployed overall. Further, by extending peak season for an additional four months, the plan will significantly increase the number of firefighters on duty throughout the whole year. The permanent personnel would allow CAL FIRE to adjust its staffing rotation to a platoon model in which firefighters would rotate on and off duty together as a group rather than individually. For example, an engine might be staffed by a team made up of a Fire Captain, Fire Apparatus Engineer, and FF1 on Monday, Tuesday, and Wednesday; a separate trio of individuals on Wednesday, Thursday, and Friday; and a third group on Friday, Saturday, and Sunday.

1. Fire Fighter 1. FFI is an entry-level position for seasonal firefighters, requiring basic training and skills for fire suppression, wildland firefighting, and hazardous materials response. This position involves suppressing various fires, assisting with maintenance and repairs, and performing other related duties under supervision. 

Under existing law, seasonal firefighters cannot work more than nine months in any 12-consecutive-month period. This forces the CAL FIRE to lose experienced, trained firefighters for three months annually – precisely when California might face major fires.

This bill requires CalHR, the SPB, and any other relevant state agency to take the necessary actions to transition the FFI classification within CAL FIRE to a permanent firefighter employment classification.

The California Professional Firefighters write that the men and women of all employment classifications of CAL FIRE are among the most well-trained and highly-skilled firefighters in the world, but the new normal in California means that the older model of employment for seasonal workers must change in order for them to be most effective. Wildfire season is now year-round, with some of the most devastating fires in California’s history taking place during the winter months that were previously thought to be “safe” from this sort of destruction.

1. Double referral. This bill was heard in the Assembly Public Employment and Retirement Committee on June 25 and approved 7-0.
2. Related legislation:
   1. AB 252 (Bains) requires CAL FIRE to maintain no less than full staffing levels throughout the calendar year and meet specified staffing requirements. This bill was held in the Assembly Appropriations Committee.
   2. AB 247 (Bryan) requires an incarcerated individual handcrew member, in addition to receiving credits, and a ward or youth placed at the Pine Grove Youth Conservation Camp, to be paid an hourly wage equal to $7.25 while assigned to an active fire incident. This bill is referred to the Senate Public Safety Committee.
   3. AB 1380 (Elhawary) requires, within six months from the date the bill becomes operative, CAL FIRE, in partnership with CDCR and the California Conservation Camp program, to implement a standardized process to ensure that all individuals who successfully complete the department’s firefighting training program while incarcerated receive official written certification before their release from prison. This bill is referred to the Senate Public Safety Committee.
   4. AB 1309 (Flora) requires the state to pay firefighters who are rank-and-file members of State Bargaining Unit 8 within 15% of the average of the salary for corresponding ranks in the 20 California fire departments, agreed to by the exclusive bargaining representative for Bargaining Unit 8 and CalHR in 2017. This bill is referred to the Senate Appropriations Committee.
   5. SB 1062 (McGuire, 2022) would have required, on or before January 1, 2024, CAL FIRE to provide to the Legislature a long-term staffing plan for CAL FIRE and for the plan identify the staffing and infrastructure needs for CAL FIRE through the year 2030 to meet the new era of wildfire firefighting. This bill was held in the Assembly Appropriations Committee.

REGISTERED SUPPORT / OPPOSITION:

Support

California Professional Firefighters
County of Kern
County of Los Angeles Board of Supervisors
Independent Insurance Agents & Brokers of California, INC.

Opposition

None on file

Analysis Prepared by: Paige Brokaw / NAT. RES. /

1. The 2024-25 Budget: CalFire—Implementation of a 66-Hour Workweek ↑

Date of Hearing: June 25, 2025

ASSEMBLY COMMITTEE ON PUBLIC EMPLOYMENT AND RETIREMENT

Tina S. McKinnor, Chair

SBPCA Bill Id:SB 581

Author:(McGuire) – As Amended Ver:April 10, 2025

SENATE VOTE: 39-0

SUBJECT: Department of Forestry and Fire Protection: employment: firefighters

SUMMARY: Amends existing law relating to state firefighter classifications within the California Department of Forestry and Fire Protection (CAL FIRE). Specifically, this bill:

1. Establishes the Fight for Firefighters Act of 2025.
2. Requires the California Department of Human Resources (CalHR), the State Personnel Board (SPB), and any other state agency to take necessary actions to transition the Firefighter I classification within the CAL FIRE to a permanent firefighter employment classification.
3. Requires the aforementioned transition to include meeting and conferring in good faith between the exclusive representative and the state employer, as provided, to bargain over wages, hours, and other terms and conditions of employment for affected employees during and after the transition.

EXISTING LAW:

Code sections referenced immediately below refer to the Government Code, unless otherwise referenced.

1. Establishes, within the California Natural Resources Agency, the CAL FIRE under the control of the CAL FIRE Director, and that the CAL FIRE’s responsibility is fire protection, prevention, maintenance, and enhancement of the state’s forests, ranges, and brushland resources, contract fire protection, associated emergency services, and assistance in civil disasters and other non-fire emergencies. (Sections 701 and 713, respectively, Public Resources Code.)
2. Declares that it is the policy of the state that the normal workweek of permanent CAL FIRE employees in fire suppression classes not exceed 84 hours per week, and authorizes compensation in cash or compensating time off, in accordance with specified regulations, for work in excess of the designated workweek. However, if the workweek hours are in conflict with the provisions of a memorandum of understanding (MOU), the terms of the MOU are controlling, as provided. (Section 19846.)
3. Creates the state civil service that includes every officer and employee of the state except a limited number of specified, exempted officers and employees, and requires that the state make permanent appointment and promotion in the civil service under a general system based on merit ascertained by competitive examination. (Sections 1 and 4, art. VII, Cal. Const.)
4. Creates the SPB to enforce the civil service statutes, prescribe probationary periods and classifications, adopt other rules authorized by statute, and review disciplinary actions. (Sections 2 and 3, art. VII, Cal. Const.)
5. Establishes the State Civil Service Act to facilitate the operation of the Constitution’s merit principle for the state civil service. (Section 18500.)
6. Establishes the CalHR and vests it with the powers, duties, and authorities necessary to operate the state civil service system pursuant to Article VII of the California Constitution, the Government Code, the merit principle, and applicable rules duly adopted by the SPB. (Section 18502.)
7. Requires the SPB to establish minimum qualifications for determining the fitness and qualifications of employees for each class of position, including education, experience, knowledge, and abilities that each applicant is required to have to be considered eligible for a classification, and authorizes the CalHR to require applicants for examination or appointment to provide documentation as it deems necessary to establish the their qualifications. (Section 18931.)
8. Authorizes temporary appointments to positions where there is no employment list, but prohibits a person from serving in one or more positions under temporary appointment longer than 9 months in 12 consecutive months. (Section 5, art. VII, Cal. Const.)
9. Governs collective bargaining in the private sector under the federal National Labor Relations Act (NLRA) but leaves to the states the regulation of collective bargaining in their

respective public sectors. (Sections 151 et seq., Title 29, United States Code.)

While the NLRA and the decisions of its National Labor Relations Board (NLRB) often provide persuasive precedent in interpreting state collective bargaining law, public employees generally have no collective bargaining rights absent specific statutory authority establishing those rights.

1. Provides several statutory frameworks under California law to provide public employees collective bargaining rights, govern public employer-employee relations, and limit labor strife and economic disruption in the public sector through a reasonable method of resolving disputes regarding wages, hours and other terms and conditions of employment between public employers and recognized public employee organizations or their exclusive representatives. These frameworks include the Ralph C. Dills Act (commonly referred to as the “Dills Act”) for certain state employees. (Sections 3512 et seq.)
2. Requires, pursuant to the Dills Act, the Governor or its representatives to meet and confer in good faith regarding wages, hours, and other terms and conditions of employment with representatives of recognized employee organizations. (Section 3517.)
3. Establishes the Public Employment Relations Board (PERB), a quasi-judicial administrative agency charged with administering certain statutory frameworks governing employer-employee relations, resolving disputes, and enforcing the statutory duties and rights of public agency employers and employee organizations, but provides the City and County of Los Angeles a local alternative to PERB oversight. (Sections 3541 et seq.)
4. Requires, among other things pursuant to the Dills Act, the Governor or its representative to meet and confer in good faith regarding wages, hours, and other terms and conditions of employment with representatives of recognized employee organizations to consider fully such presentations as made by the employee organization on behalf of its members prior to arriving at a determination of policy or course of action. (Section 3517.)

FISCAL EFFECT: According to the Senate Committee on Appropriations, this bill would result in increased personnel costs to the State. The magnitude of these costs to the California Department of Human Resources (CalHR) and [CAL FIRE] has yet to be determined, but would likely be, minimally, in the tens of millions of dollars annually.

COMMENTS:

1. Dual Referral

The committee is informed that this bill is dual referred to the Assembly Committee on Natural Resources.

1. Responsibilities of the CAL FIRE

The CAL FIRE is responsible for the fire protection, fire prevention, maintenance, and enhancement of the state’s forest, range, and brushland resources, contract fire protection, associated emergency services, and assistance in civil disasters and other nonfire emergencies. There are approximately 85 million acres of wildlands in California. The CAL FIRE also is responsible for providing wildland fire protection for approximately 31 million acres of these wildlands, classified as the State Responsibility Area (SRA). These lands are mostly privately owned.

Existing law defines the SRA as the area in which the state has the primary financial responsibility of preventing and suppressing fires. The areas where local governments or federal governments have primary financial responsibility for providing this service are known as the Local Responsibility Area (LRA) and the Federal Responsibility Area (FRA).

It is worth noting that counties can elect to assume responsibility for the prevention and suppression of fires on all land in the county, including lands within the SRA. Kern, Los Angeles, Marin, Orange, Santa Barbara, and Ventura Counties had elected to do so. In some cases, local jurisdictions contract with the CAL FIRE to provide fire protection and other services on their behalf. Further, the CAL FIRE provides support and assistance on fires in the LRA and FRA.

1. Background Regarding this Bill

Information provided by the author provides several reasons as to the need for this bill as follows:

1. Climate change has eliminated the traditional "Fire Season. The fundamental need arises from California's dramatically changed fire landscape. The traditional seasonal employment model assumes there are safe months when firefighters aren't needed – this assumption is no longer valid;
2. The current employment structure creates dangerous gaps in coverage. Under existing law – Sec. 5, art. VII, Cal. Const., seasonal firefighters cannot work more than 9 months in any 12-consecutive-month period. This forces the CAL FIRE to lose experienced, trained firefighters for 3 months annually - precisely when California might face major fires;
3. Unprecedented fire threats require continuous response capability. Eight of the most destructive wildfires in California history have hit over the past five years, with two of the deadliest wildfires burning over 16,000 structures in Los Angeles County just 13 days after Christmas. This demonstrates that major fire emergencies now occur throughout the year, requiring year-round staffing;” and,
4. Existing workforce investment is being wasted. Despite the state doubling the number of CAL FIRE Firefighters in the last eight years, the seasonal employment structure prevents optimal use of this investment in training and personnel.

In addition, “[t]he fundamental deficiency is that California's current firefighter employment classification system is built on an outdated seasonal model that no longer matches the year-round nature of wildfire threats. Wildfire season is now year-round, with some of the most devastating fires in California's history taking place during the winter months that were previously thought to be 'safe' from this sort of destruction. [This bill] adjusts the CAL FIRE’s firefighter staffing model to fit better with California’s current wildfire reality by transitioning Firefighter I positions to permanent classifications, allowing the state to retain its highly skilled firefighters year-round when major fires now occur even in winter months,” and “… works within existing constitutional frameworks by requiring proper state agencies to follow established merit system procedures and mandating good-faith collective bargaining to protect workers' rights during the transition.”

1. Statement by the Author

“California and the entire West are burning at historic rates. Eight of the most destructive wildfires in California history have hit over the past five years, with two of the deadliest wildfires burning over 16,000 structures in Los Angeles County just 13 days after Christmas. “It is crystal clear, even with the state’s historic investments in [the] CAL FIRE – which doubled the number of CAL FIRE Firefighters in the last eight years – they need our help. The Golden State continues to face unprecedented challenges – wildfires burning longer, hotter, faster and more frequently than ever before. The new reality has set in and we’re never going back.

“[This bill] provides a permanent structural solution that recognizes wildfire response as year-round public safety work requiring permanent professional staff – similar to police and other emergency responders – rather than seasonal employment based on outdated assumptions about predictable fire seasons that climate change has eliminated.”

1. Comments by Supporters

The California Professional Firefighters express, “[d]evastating wildfires have become a regular occurrence in California, exacerbated by a changing climate and years of dry conditions. Large scale incidents such as the Dixie Fire, the Camp Fire, and the Eaton and Palisades Fires have strained not only the resources of fire departments to the limit, but placed unimaginable burdens onto the firefighters employed by CAL FIRE who are on the front lines of many of these blazes. Deployments during wildfire season, which now can stretch through the entire year, can extend up to and over 60 days in a row, with exhausting 48-hour shifts lined up back-to-back with little to no opportunities for rest. The men and women of all employment classifications of CAL FIRE are among the most well-trained and highly-skilled firefighters in the world, but the new normal in California means that the older model of employment for seasonal workers must change in order for them to be most effective. Wildfire season is now year-round, with some of the most devastating fires in California’s history taking place during the winter months that were previously thought to be “safe” from this sort of destruction. Instead of losing the valuable resources and skills provided by seasonal firefighters for three months of the year, [this bill] will bring these firefighters on to permanent, full-time status, ensuring that CAL FIRE is always ready to battle the next big wildfire that threatens our communities.”

The Los Angeles County Board of Supervisors states that, “[e]nsuring year-round staffing for CAL FIRE would strengthen wildfire response capabilities across California. According the Los Angeles County Fire Department, boosting CAL FIRE staffing would improve mutual aid response and ease the burden on county resources. Additionally, this bill would ensure that critical resources are available not only during peak wildfire season but throughout the year for essential tasks such as vegetation management, ultimately enhancing wildfire prevention efforts.”

1. Comments by Opponents

None on file.

1. Prior or Related Legislation

Assembly Bill 252 (Bains, 2025) proposed to require the CAL FIRE to maintain no less than full staffing levels throughout the calendar year and meet specified training requirements. This bill was held in the Assembly Committee on Appropriations.

Assembly Bill 2538 (Grayson, 2024) proposed to require the CalHR, SPB, and any other relevant state agency to take actions to ensure CAL FIRE may employ seasonal firefighters for more than 9 months in a consecutive 12-month period to address emergency fire conditions and personnel shortages. This bill was vetoed by the Governor stating that:

“Increasing CAL FIRE's capacity is an important objective, and with the introduction of the 66-hour work week for firefighters, my Administration will need to hire more than 2,000 new year-round firefighters, significantly increasing the department's capacity in the off-season. This bill is therefore unnecessary.

“Additionally, this bill raises challenging questions about its compatibility with Article VII, Section 5 of the California Constitution, which provides generally that a temporary appointment may be made in the absence of an employment list, and no person may serve in one or more positions under a temporary appointment for longer than 9 months in a consecutive 12-month period. The seasonal firefighters that are the subject of this bill are hired into the Firefighter I classification, which is a temporary appointment.”

Assembly Bill 1405 (Flora, 2023) proposed to require the CAL FIRE to implement a 56-hour maximum workweek for employees in state Bargaining Unit (BU) 8 and to make such changes on or before December 1, 2026, and includes legislatives findings and declarations for these purposes. This bill was held in the Assembly Committee on Public Employment and Retirement.

REGISTERED SUPPORT / OPPOSITION:

Support

California Professional Firefighters

County of Los Angeles Board of Supervisors

Independent Insurance Agents and Brokers of California, Inc.

Opposition

None on file.

Analysis Prepared by: Michael Bolden / P. E. & R. / (916) 319-3957

 THIRD READING  

Bill No: SB 581

Author: McGuire (D), Allen (D), Grayson (D) and Pérez (D), et al.

Amended: 4/10/25

Vote: 21

SENATE LABOR, PUB. EMP. & RET. COMMITTEE: 5-0, 4/30/25

AYES: Smallwood-Cuevas, Strickland, Cortese, Durazo, Laird

SENATE APPROPRIATIONS COMMITTEE: 6-0, 5/23/25

AYES: Caballero, Seyarto, Cabaldon, Grayson, Richardson, Wahab

NO VOTE RECORDED: Dahle

SUBJECT: Department of Forestry and Fire Protection: employment: firefighters

SOURCE: California Professional Firefighters

DIGEST:

This bill requires the California Department of Human Resources (CalHR), the State Personnel Board (SPB), and any other relevant state agency to take the necessary actions to transition seasonal firefighters employed by the California Department of Forestry and Fire Protection (CAL FIRE) to a permanent firefighter employment classification.

ANALYSIS:

Existing law:

1. Establishes CAL FIRE in the California Natural Resources Agency under the control of the CAL FIRE Director. CAL FIRE is responsible for the fire protection, fire prevention, maintenance, and enhancement of the state’s forest, range, and brushland resources, contract fire protection, associated emergency services, and assistance in civil disasters and other non-fire emergencies. (Public Resources Code §701 and §713, respectively.)
2. Declares that it is the policy of the state that the normal workweek of permanent employees in CAL FIRE’s fire suppression classes not exceed 84 hours per week, and authorizes compensation in cash or compensating time off, in accordance with specified regulations, for work in excess of the designated workweek. (Government Code §19846)
3. Provides that if the above regarding workweek hours are in conflict with the provisions of a memorandum of understanding, the terms of the memorandum are controlling, as provided. (Government Code §19846)
4. Creates the state civil service that includes every officer and employee of the state except a limited number of specified, exempted officers and employees. Existing law also requires that the state make “permanent appointment and promotion in the civil service under a general system based on merit ascertained by competitive examination.” Case law and custom refer to this provision as the merit principle and it governs the administration of the state’s civil service system. (California Constitution (CA CONST.) art. VII, §1 and §4)
5. Creates SPB to enforce the civil service statutes and prescribe probationary periods and classifications, adopt other rules authorized by statute, and review disciplinary actions. (CA CONST. art. VII, §2 and §3)
6. Establishes the State Civil Service Act to facilitate the operation of the Constitution’s merit principle for the state civil service. (Government Code §18500).
7. Creates CalHR and vests it with the powers, duties, and authorities necessary to operate the state civil service system pursuant to Article VII of the California Constitution, the Government Code, the merit principle, and applicable rules duly adopted by SPB. (Government Code §18502)
8. Requires SPB to establish minimum qualifications for determining the fitness and qualifications of employees for each class of position, including education, experience, knowledge, and abilities that each applicant is required to have to be considered eligible for a classification. The Department may require applicants for examination or appointment to provide documentation as it deems necessary to establish the applicants’ qualifications. (Government Code §18931)
9. Authorizes temporary appointments to positions where there is no employment list, but prohibits a person from serving in one or more positions under temporary appointment longer than 9 months in 12 consecutive months. (CA CONST. art. VII, §5)

This bill:

1. Requires CalHR, SPB, and any other relevant state agency to take the necessary actions to transition the Firefighter I classification within CAL FIRE to a permanent firefighter employment classification.
2. Requires the transition of the Firefighter I classification into a permanent employment classification to include meeting and conferring in good faith between the exclusive representative and the state employer.
3. Requires the bargaining process to include wages, hours, and other terms and conditions of employment for affected employees during and after the transition.

Background

Due to increasingly long and intense annual fire seasons, the state has relied more on seasonal firefighters. However, current law defines the seasonal firefighter position as a temporary appointment to a state position. Under state constitutional and statutory law regulating the civil service, a temporary appointment must be limited to nine months in a period of 12 consecutive months. In addition, the state does not have to use a civil service employment list to fill temporary positions as it does for permanent civil service employment. An employment list is a feature of the state’s civil service whereby the state places a prospective state employee on a list for hire after completing eligibility requirements. This is an integral component of the constitutionally required merit system for filling permanent civil service positions.

Related/Prior Legislation

AB 2538 (Grayson) of would 2024 have required CalHR, SPB, and any other relevant state agency to take actions to ensure CAL FIRE may employ seasonal firefighters for more than 9 months in a consecutive 12-month period to address emergency fire conditions and personnel shortages. The Governor vetoed this bill.

AB 1405 (Flora) of 2023 would have required CAL FIRE to implement a 56-hour maximum workweek for employees in state Bargaining Unit 8 and to make such changes on or before December 1, 2026, and includes legislatives findings and declarations for these purposes. The author pulled the bill from its hearing in the Assembly Public Employment and Retirement Committee. The bill died without further action.

FISCAL EFFECT: Appropriation: No Fiscal Com.: Yes Local: No

According to the Senate Appropriations Committee:

“This bill would result in increased personnel costs to the State. The magnitude of these costs to the California Department of Human Resources (CalHR) and the California Department of Forestry and Fire Protection (CAL FIRE) has yet to be determined, but would likely be, minimally, in the tens of millions of dollars annually.”

SUPPORT: (Verified 5/23/25)

California Professional Firefighters (source)

County of Los Angeles Board of Supervisors

Independent Insurance Agents & Brokers of California

OPPOSITION: (Verified 5/23/25)

None received

ARGUMENTS IN SUPPORT: According to the California Professional Firefighters:

“The men and women of all employment classifications of CAL FIRE are among the most well-trained and highly-skilled firefighters in the world, but the new normal in California means that the older model of employment for seasonal workers must change in order for them to be most effective. Wildfire season is now year-round, with some of the most devastating fires in California’s history taking place during the winter months that were previously thought to be ‘safe’ from this sort of destruction. Instead of losing the valuable resources and skills provided by seasonal firefighters for three months of the year, SB 581 will bring these firefighters on to permanent, full-time status, ensuring that CAL FIRE is always ready to battle the next big wildfire that threatens our communities.”

Prepared by: Glenn Miles / L., P.E. & R. / (916) 651-1556

5/25/25 18:19:30

**** END ****

SENATE COMMITTEE ON APPROPRIATIONS

Senator Anna Caballero, Chair

2025 - 2026 Regular Session

SB 581 (McGuire) - Department of Forestry and Fire Protection: employment: firefighters

Bill Summary:

SB 581 would require the California Department of Human Resources (CalHR), the State Personnel Board (SPB), and any other relevant state agency to take the necessary actions to transition seasonal firefighters employed by the California Department of Forestry and Fire Protection (CAL FIRE) to a permanent firefighter employment classification.

Fiscal Impact:

This bill would result in increased personnel costs to the State. The magnitude of these costs to the California Department of Human Resources (CalHR) and the California Department of Forestry and Fire Protection (CAL FIRE) has yet to be determined, but would likely be, minimally, in the tens of millions of dollars annually.

Background:

One of CAL-FIRE’s primary responsibilities is wildfire response on non-federal lands. In some instances, local jurisdictions contract with the CAL-FIRE to provide fire protection and other services. Due to the state’s increasingly long and intense annual fire seasons, the State has relied more on seasonal firefighters. However, the position of seasonal firefighter at CAL-FIRE is considered a temporary appointment to a state position. A temporary appointment to a state position is governed by different laws than a permanent appointment to a state position. Specifically, current law prohibits a person from serving under the position of temporary appointment for longer than nine months in 12 consecutive months. In addition, current law does not require an appointment to a temporary position be made from an employment list, as it does for permanent employment. An employment list is a feature of the state’s civil service whereby a prospective state employee is placed on a list for hire after completing eligibility requirements.

Proposed Law:

This bill would do the following:

• Require CalHR, SPB, and any other relevant state agency to take the necessary actions to transition the Firefighter I classification within the CAL FIRE to a permanent firefighter employment classification.
• Require the transition of the Firefighter I classification into a permanent employment classification to include meeting and conferring in good faith between the exclusive representative and the state employer.
• Require the bargaining process to include wages, hours, and other terms and conditions of employment for affected employees during and after the transition.

Related Legislation:

• AB 2538 (Grayson, 2024) would have required CalHR, SPB, and any other relevant state agency to take actions to ensure CAL FIRE may employ seasonal firefighters for more than 9 months in a consecutive 12-month period to address emergency fire conditions and personnel shortages. The Governor vetoed the bill.
• AB 1405 (Flora, 2023) would have required CAL FIRE to implement a 56-hour maximum workweek for employees in state Bargaining Unit (BU) 8 and to make such changes on or before December 1, 2026, and includes legislatives findings and declarations for these purposes. The author pulled the bill from its hearing in the Assembly Public Employment and Retirement Committee. The bill died without further action.

-- END --

SENATE COMMITTEE ON LABOR, PUBLIC EMPLOYMENT AND RETIREMENT

Senator Lola Smallwood-Cuevas, Chair

2025 - 2026 Regular

Bill No: SB 581 Hearing Date: April 30, 2025

SUBJECT: Department of Forestry and Fire Protection: employment: firefighters

KEY ISSUE

This bill would require the California Department of Human Resources (CalHR), the State Personnel Board (SPB), and any other relevant state agency to take the necessary actions to transition seasonal firefighters employed by the California Department of Forestry and Fire Protection (CAL FIRE) to a permanent firefighter employment classification.

ANALYSIS

Existing law:

1. Establishes CAL FIRE in the California Natural Resources Agency under the control of the CAL FIRE Director. CAL FIRE is responsible for the fire protection, fire prevention, maintenance, and enhancement of the state’s forest, range, and brushland resources, contract fire protection, associated emergency services, and assistance in civil disasters and other non-fire emergencies. (Public Resources Code §701 and §713, respectively.)
2. Declares that it is the policy of the state that the normal workweek of permanent employees in CAL FIRE’s fire suppression classes not exceed 84 hours per week, and authorizes compensation in cash or compensating time off, in accordance with specified regulations, for work in excess of the designated workweek. (Government Code §19846)
3. Provides that if the above regarding workweek hours are in conflict with the provisions of a memorandum of understanding, the terms of the memorandum are controlling, as provided. (Government Code §19846)
4. Creates the state civil service that includes every officer and employee of the state except a limited number of specified, exempted officers and employees. Existing law also requires that the state make “permanent appointment and promotion in the civil service under a general system based on merit ascertained by competitive examination.” Case law and custom refer to this provision as the merit principle and it governs the administration of the state’s civil service system. (CA CONST. art. VII, §1 and §4)
5. Creates SPB to enforce the civil service statutes and prescribe probationary periods and classifications, adopt other rules authorized by statute, and review disciplinary actions. (CA CONST. art. VII, §2 and §3)
6. Establishes the State Civil Service Act to facilitate the operation of the Constitution’s merit principle for the state civil service. (Government Code §18500).
7. Creates CalHR and vests it with the powers, duties, and authorities necessary to operate the state civil service system pursuant to Article VII of the California Constitution, the Government Code, the merit principle, and applicable rules duly adopted by SPB. (Government Code §18502)
8. Requires SPB to establish minimum qualifications for determining the fitness and qualifications of employees for each class of position, including education, experience, knowledge, and abilities that each applicant is required to have to be considered eligible for a classification. The Department may require applicants for examination or appointment to provide documentation as it deems necessary to establish the applicants’ qualifications. (Government Code §18931)
9. Authorizes temporary appointments to positions where there is no employment list, but prohibits a person from serving in one or more positions under temporary appointment longer than 9 months in 12 consecutive months. (CA CONST. art. VII, §5)

This bill:

1. Requires CalHR, SPB, and any other relevant state agency to take the necessary actions to transition the Firefighter I classification within the CAL FIRE to a permanent firefighter employment classification.
2. Requires the transition of the Firefighter I classification into a permanent employment classification to include meeting and conferring in good faith between the exclusive representative and the state employer.
3. Requires the bargaining process to include wages, hours, and other terms and conditions of employment for affected employees during and after the transition.

COMMENTS

1. Need for this bill?

According to the author:

“California and the entire West are burning at historic rates. Eight of the most destructive wildfires in California history have hit over the past five years, with two of the deadliest wildfires burning over 16,000 structures in Los Angeles County just 13 days after Christmas.”

“It is crystal clear, even with the state’s historic investments in CAL FIRE—which doubled the number of CAL FIRE Firefighters in the last eight years—they need our help. The Golden State continues to face unprecedented challenges—wildfires burning longer, hotter, faster and more frequently than ever before. The new reality has set in and we’re never going back.”

“This bill would require the Department of Human Resources, the State Personnel Board, and any other relevant state agency to take the necessary actions to transition seasonal firefighters employed by CAL FIRE to a permanent firefighter employment classification.”

2. Proponent Arguments

According to the California Professional Firefighters:

“The men and women of all employment classifications of CAL FIRE are among the most well-trained and highly-skilled firefighters in the world, but the new normal in California means that the older model of employment for seasonal workers must change in order for them to be most effective. Wildfire season is now year-round, with some of the most devastating fires in California’s history taking place during the winter months that were previously thought to be ‘safe’ from this sort of destruction. Instead of losing the valuable resources and skills provided by seasonal firefighters for three months of the year, SB 581 will bring these firefighters on to permanent, full-time status, ensuring that CAL FIRE is always ready to battle the next big wildfire that threatens our communities.”

3. Opponent Arguments:

None received.

4. Prior Legislation:

AB 2538 (Grayson, 2024, Vetoed) would have required CalHR, SPB, and any other relevant state agency to take actions to ensure CAL FIRE may employ seasonal firefighters for more than 9 months in a consecutive 12-month period to address emergency fire conditions and personnel shortages. The Governor vetoed the bill.

AB 1405 (Flora, 2023) would have required CAL FIRE to implement a 56-hour maximum workweek for employees in state Bargaining Unit (BU) 8 and to make such changes on or before December 1, 2026, and includes legislatives findings and declarations for these purposes. The author pulled the bill from its hearing in the Assembly Public Employment and Retirement Committee. The bill died without further action.

SUPPORT

California Professional Firefighters

OPPOSITION

None received.

-- END --