HomeMy WebLinkAboutRESOLUTION - 49-22 - 10/11/2022 - Police Labor Agreement May 2023 thru April 2027RESOLUTION NO.49-22
A RESOLUTION AUTHORIZING THE MAYOR TO EXECUTE AN AGREEMENT
BETWEEN THE VILLAGE OF ELK GROVE VILLAGE AND ELK GROVE
VILLAGE METROPOLITAN ALLIANCE (MAP) CHAPTER #141
NOW, THEREFORE, BE IT RESOLVED by the Mayor and Board of Trustees of the
Village of Elk Grove Village, Counties of Cook and DuPage, State of Illinois as follows:
Section 1: That the Mayor be and is hereby authorized to sign the attached documents
marked:
LABOR AGREEMENT
BETWEEN
METROPOLITAN ALLIANCE OF POLICE
ELK GROVE VILLAGE POLICE CHAPTER #141
AND
VILLAGE OF ELK GROVE VILLAGE
FOR THE PERIOD
MAY 1, 2023 THROUGH APRIL 30, 2027
a copy of which is attached hereto and made a part hereof as if fully set forth and the Village
Clerk is authorized to attest said documents upon the signature of the Mayor.
Section 2: That this Resolution shall be in full force and effect from and after its
passage and approval according to law.
VOTE: AYES: 6 NAYS: 0 ABSENT: 0
PASSED this I I1h day of October 2022
APPROVED this I I1h day of October 2022
APPROVED:
Mayor Craiz B. Johnson
Village of Elk Grove Village
ATTEST:
Loretta M. Murphy, Village Clerk
LABOR AGREEMENT
BETWEEN
METROPOLITAN ALLIANCE OF POLICE
ELK GROVE VILLAGE POLICE CHAPTER #141
N
VILLAGE OF ELK GROVE VILLAGE
For the period
MAY 1, 2023 THROUGH APRIL 30, 2027
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TABLE OF CONTENTS
ArticleI PREAMBLE ......................................... ............................................... .... .....1
Section1.1..................................................................................................................
......I
Article11 RECOGNITION.........................................................................................
..............I
Section 2.1 Recognition........................................................................
. ......... I
Article III NON-DISCRIMINATION.............................................................................................
l
Section 3.1 Discrimination Prohibited.................................................................................I
Section3.2 Gender...............................................................................................................I
Article IV DUES CHECKOFF/UNION INDEMNIFICATION
.....................................................1
Section4.1 Dues Checkoff..................................................................................................
l
Section 4.2 Union Indemnification......................................................................................2
Section 4.3 Fair Representation...........................................................................................2
Article V MANAGEMENT RIGHTS.............................................................................................2
Section5.1 Basic Rights......................................................................................................2
Section 5.2 Budgetary Authority.........................................................................................3
Section 5.3 Work Rules and Regulations ........................................................................4
Article VI NO STRIKE/LOCKOUT...............................................................................................4
Section6.1 No Strike...........................................................................................................4
Section6.2 Discipline..........................................................................................................4
Article VII BILL OF RIGHTS ...................... .......... ....................
........ ......... ... ., ....4
Section7.1 Basic Rights......................................................................................................4
Section 7.2 Right To Representation...................................................................................4
Article VIII GRIEVANCE PROCEDURE......................................................................................5
Section 8.1 Definition of a Grievance..................................................................................5
Section8.2 Procedure..........................................................................................................5
Section8.3 Arbitration.........................................................................................................7
Section 8.4 Limitations on Authority of Arbitrator ................................
_ .......... .....7
Section8.5 Paid Time..........................................................................................................8
Section8.6 Time Limits.......................................................................................................8
Article IX LABOR MANAGEMENT MEETINGS........................................................................8
Section9.1 Meeting Request...............................................................................................8
Section9.2 Content..............................................................................................................8
Section9.3 Attendance........................................................................................................9
Article X HOURS OF WORK AND OVERTIME.........................................................................9
Section 10.1 Application of Article..........................................................
.......................9
Section 10.2 Shift Schedule.................................................................................................9
Section 10.3 Work Cycle, Work Week and Workday.......................................................10
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Section 10.4 Overtime Pay............................................................... . ......... ...10
Section10.5 Court Time.................................................................... ...........................10
Section 10.6 Call Back.................................................................. .... .10
Section10.7 Off-Duty........................................................................................................I I
Section 10.8 Required Overtime........................................................................... .........I I
Section 10.9 No Pyramiding..............................................................................................I I
Section 10.10 Stand -By Pay.............................................................................................. I I
Section 10.11 Duty Trades................................................................................................. I I
Section 10.12 Travel Time and Meal Reimbursements.....................................................12
Section 10.13 Educational Incentive..................................................................................12
Section 10.14 Compensatory Time ....................... ....................... .................. .......12
.... .... .....
Section 10.15 Firearms Certification................................................................................. 13
Section 10.16 Field Training Officer Stipend....................................................... ... ..13
Article XI SENIORITY, LAYOFF AND RECALL.....................................................................14
Section 11.1 Definition of Seniority..................................................................................14
Section 11.2 Probationary Period...................................................................................... 14
Section 11.3 Seniority List.................................................................................................14
Section 11.4 Reductions in the Work Force......................................................................14
Section11.5 Recall............................................................................................................14
Section 11.6 Termination of Seniority...............................................................................15
Section 11.7 Reinstatement of Seniority............................................................................15
ArticleXII VACATION................................................................................................................16
Section 12.1 Vacation Time Accrual and Eligibility.........................................................16
Section 12.2 Vacation -Taking Procedures.........................................................................16
Section 12.3 Miscellaneous Vacation Provisions..............................................................17
Article XIII UNION OFFICERS AND NOTIFICATIONS..........................................................18
Section13.1 Notification...................................................................................................18
Article XIV BULLETIN BOARD.................................................................................................18
Section 14.1 Available Space............................................................................................18
Article XV WAGES AND OTHER COMPENSATION..............................................................18
Section 15.1 Wage Schedule for May 1, 2023 through April 30, 2027 .............................18
Section 15.2 Market -Based Equity Adjustment.................................................................18
Section 15.3 Step Increases on Anniversary Date.............................................................19
Section 15.4 Longevity Schedule Effective May 1, 2018.................................................19
Article XVI SICK LEAVE AND LEAVES OF ABSENCE.........................................................19
Section 16.1 Definition of Sick Leave...............................................................................19
Section 16.2 Bereavement Leave.......................................................................................21
Section 16.3 Emergency Leave..........................................................................................
21
Section 16.4 New Infant Leave..........................................................................................21
Section 16.5 Personal Temporary Leave of Absence........................................................21
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Section 16.6 Military Leave...............................................................................................22
Section16.7 Jury Leave....................................................................................................22
Section 16.8 Americans with Disabilities Act...................................................................22
Section 16.9 Family and Medical Leave Act of 1993 .22,
Section 16.10 Request for Time Off..................................................................................22
Section 16.11 Retirees Sick Leave Buy-Back...................................................................23
Article XVII INSURANCE.......................................................................................23
Section17.1 Coverage.......................................................................................................23
Section 17.2 Cost of Medical and Dental Insurance..........................................................23
Section 17.3 Life Insurance...........................................................................................24
Section 17.4 Flex Program.................................................................................................24
Section 17.5 Cost Containment..........................................................................................24
Section 17.6 Annual Opt Out.............................................................................................24
Article XVII1 HOLIDAYS AND PERSONAL DAYS.................................................................25
Section 18.1 Holiday Benefits...........................................................................................25
Section18.2 Eligibility ......................................................................................................26
Section 18.3 Pay for Fixed Holidays (worked or not) .............................................. ..26
Section 18.4 Loss of Floating Holiday...................................................................... ...26
Section 18.5 Probationary Holiday Benefit.......................................................................26
Article XIX EMPLOYEE ALCOHOL AND DRUG TESTING..................................................26
Section 19.1 Statement of Policy.......................................................................................26
Section 19.2 Prohibitions...................................................................................................27
Section 19.3 Drug & Alcohol Testing Permitted...............................................................27
Section 19.4 Order to Submit to Testing..........................................................................27
Section 19.5 Tests To Be Conducted.................................................................................27
Section 19.6 Right to Contest............................................................................................29
Section 19.7 Right to Discipline .......................................... ............. ......... ....29
..... ......... ...
Section 19.8 Voluntary Requests for Assistance...............................................................29
Article XX UNIFORM BENEFITS...............................................................................................30
Section20.1 Benefits......................................................................................................30
Section 20.2 Professional Appearance...............................................................................30
Article XXI EMPLOYEE WELLNESS AND FITNESS..............................................................31
Section 21.1 Fitness Examination......................................................................................31
Section21.2 Immunization and Inoculations.....................................................................31
Article XXII CONFLICT WITH LAW.........................................................................................31
Article XXIII ENTIRE AGREEMENT.........................................................................................31
Article XXIV MISCELLANEOUS PROVISIONS.......................................................................32
Section24.1 Light Duty.....................................................................................................32
Section 24.2 Outside Employment....................................................................................32
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Section 24.3 Personnel File................................................................................................32
Section 24.4 Direct Deposit...............................................................................................32
Section 24.5 GPS/Video Data............................................................................................32
Article XXV SOLICITATION......................................................................................................32
Article XXVI RESIDENCY..........................................................................................................33
Article XXVII DURATION OF AGREEMENT..........................................................................33
APPENDIX "A" WAGES............................................................................... ....34
APPENDIX "B" COMPARABLE TOWNS.................................................................................36
APPENDIX " C" MAP GRIEVANCE FORM..............................................................................37
APPENDIX "D" SIDE LETTER OF AGREEMENT...................................................................38
APPENDIX "E" SIDE LETTER OF AGREEMENT...................................................... .....40
iv
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ARTICLE I
PRF.AMRIS
Section 1.1
This agreement is entered into by the Village of Elk Grove Village, Illinois, (hereinafter
referred to as the "Village"), and the Metropolitan Alliance of Police, Elk Grove Village Police
Chapter #141 (hereinafter referred to as the "Chapter"), effective, unless otherwise specified, on
the day after signature by both Parties hereto.
ARTICLE II
RECOGNITION
Section 2.1 Recognition
The Village hereby recognizes the Chapter as the sole and exclusive Collective
Bargaining representative for:
All full-time sworn peace officers in the Village of Elk Grove
-below the rank -of sergeant.
Excluded: sergeants, commanders, deputy chiefs and chief and all
supervisory, managerial and confidential employees as defined by
the Act, and all other employees of the Village of Elk Grove. It is
agreed that the officers in the ranks of Sergeant and above are
"supervisors," as that term is defined in the Illinois Public Labor
Relations Act.
ARTICLE III
NON-DISCRIMINATION
Section 3.1 Discrimination Prohibited
In accordance with applicable law, neither the Village nor the Chapter shall discriminate
against any employee covered by this Agreement because of race, sex, age, religion, creed, color,
national origin, disability or Chapter membership. Other than Chapter membership, any dispute
concerning the interpretation and/or application of this Article shall be processed through the
appropriate federal or state agency or court rather than through the grievance procedure set forth
in this Agreement.
Section 3.2 Gender
Whenever a specific gender is used in this agreement, it shall be construed to include
both male and female police officers.
ARTICLE IV
DUES CHECKOFF/UNION INDEMNIFICATION
Section 4.1 Dues Checkoff
While this agreement is in effect, the Village will deduct from each Chapter member's or
employee's paycheck, once each pay period, a uniform, regular sum of money for Chapter dues
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for each employee in the bargaining unit who has filed with the Village, a voluntary, check -off
authorization form and shall forward such amount to the Chapter on the tenth (1 Oth) day of the
month following the month in which the deduction is made. Along with dues, the Village shall
include a list indicating the names of the Chapter members from whom the deductions were
made. The Chapter agrees to refund to the employee(s) any amounts paid to the Chapter in error
on account of this dues deduction provision.
A Chapter member desiring to revoke the dues check -off authorization may do so by
written notice to the Village and the Chapter at any time during a thirty (30) day period prior to
the annual anniversary date of the contract, in each year during the life of the contract. The actual
dues amount deducted, as determined by the Chapter, shall be a uniform amount for each
employee.
If an employee has no compensation due for a given pay period, the Village shall not be
responsible for collection of said Union dues. The Chapter agrees to refund to the employee any
amounts of money paid to the Chapter in error by the Village under this dues check off
provision. The Chapter may change the fixed uniform dollar amount not more than twice each
calendar year during the life of this agreement. The Chapter will give the Village thirty (30)
days written notice of any such change in the amount of uniform dues to be deducted.
Section 4.2 Union Indemnification
The Chapter shall indemnify, defend and save the Village harmless against any and all
claims, demands, suits, or other forms of liability (monetary or otherwise) and for all costs that
shall arise out of or by reason of action taken or not taken by the Village in complying with the
provisions of this article, except if the Village initiates or prosecutes such action. If an improper
deduction is made, the Chapter shall refund directly to the employee any such amount and report
same to the Village five (5) business days prior to the issuance of the next payroll check.
Section 4.3 Fair Representation
The Chapter recognizes its responsibility as bargaining agent and agrees to fairly
represent all employees in the bargaining unit, whether or not they are members of the Chapter.
ARTICLE V
MANAGEMENT RIGHTS
Section 5.1 Basic Riahts
It is understood and agreed that the Village possesses the sole right, authority and
responsibility to operate and direct the employees of the Police Department and the Village in all
aspects, including, but not limited to, all rights and authority exercised by the Village prior to the
execution of this Agreement, except as modified in this Agreement. These rights include, but are
not limited to:
a. The right to determine its mission, policies, and all standards of service offered to
the public;
b. To plan, direct, schedule, control and determine the operations or services to be
conducted by the employees of the Police Department and the Village;
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C. To detennine the methods, means, and number of personnel needed to carry out
the departmental operations and services;
d. To direct the work force;
e. To hire and assign or to transfer employees within the department or police
related functions;
f. To promote or demote employees; or to suspend, discipline or discharge non -
probationary employees for just cause (probationary employees without just cause
of right to appeal);
g. To lay off consistent with the requirements of this Agreement, or to relieve
employees from duty consistent with the requirements of law;
h. To make, publish, and enforce rules and regulations;
To introduce and -use -new or -.improved methods, .equipment, _or facilities;
To contract for goods and services;
k. To take any and all actions that may be necessary to carry out the mission of the
Village and the Police Department in situations of civil emergency or Marshall
Law;
To determine the means, methods, location, and personnel by which operations
are to be conducted including the right to determine what services and operations
shall be performed by bargaining unit members of the Police Department and/or
whether such services or operations shall be performed by others both within and
without the Department and/or Village.
If in the sole discretion of the Mayor and Board of Trustees, the Village Manager, or
other authorized representative, it is determined that a civil emergency or Marshall law condition
exists, including, but not limited to, riots, civil disorders, tornado conditions, floods, accidents, or
other similar situations, the provisions of this Agreement may be suspended by the Mayor or the
Village Manager provided that wage rates and monetary fringe benefits shall not be suspended
and that the provisions of this section shall not limit an employee's right to invoke the grievance
procedure and protection under the Bill of Rights.
It is agreed that the processing of any grievance occurring during this activity beyond
Step 1 of the grievance procedure shall be delayed until a time when this condition or the results
of this condition no longer hamper normal business activity.
Section 5.2 Budgetary Authority
The Mayor and Board of Trustees have the sole authority to determine the purpose and
mission of the Village and the amount of budget necessary to accomplish those purposes and
missions thereto.
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Section 5.3 Work Rules and Regulations
The Village agrees to make available in the Department a copy of its applicable work
rules and regulations where such rules and regulations exist in writing. Whenever the Village
changes rules and regulations or issues new rules and regulations applicable to employees, the
Chapter will be given at least three (3) days prior notice, absent emergency, before the effective
date of the work rules and regulations in order that the Chapter may discuss (but not negotiate)
such rules and regulations with the Chief's designee within that three (3) day period before they
become effective if the Chapter so requests. Work rules and regulations shall be equitably
applied under similar circumstances and shall not conflict with any specific provision of this
agreement.
ARTICLE VI
NO STRIKE/LOCKOUT
Section 6.1 No Strike
During the term of this Agreement, neither the Chapter nor its agents, nor employees or
members, for any reason will authorize institute, aid, encourage, condone, or engage or
participate in a slow down, speed-up, work stoppage, strike or any other organized interference,
such as the "blue flu," with the work and statutory function or obligations of the Police
Department or the Village; or engage in any other intentional disruption of the operations of the
Police Department. During the term of this Agreement, neither the Village, nor its agents for any
reason shall authorize, institute, and/or promote any lock -out of police officers covered by this
Agreement. Neither the Chapter nor its agents or any officer shall refuse to cross any picket line,
while on duty, or not engage in activities that are contrary to or inconsistent with their oath of
office.
Section 6.2 Discipline
Any officer who violates the provisions of Section 6.1 of this Article may be subject to
disciplinary action. Any action taken by the Village against any officer who participates in action
prohibited by Section 6.1 above shall not be considered as a violation of this Agreement and
shall not be subject to the provisions of the grievance or arbitration procedure.
ARTICLE VI1
BILL OF RIGHTS
Section 7.1 Basic Rights
The employer agrees to follow, and be bound by, the procedure set forth in 50 ILCS 725
commonly known as the Peace Officers Bill of Rights. Any alleged violation of this article shall
not be subject to the grievance procedure.
Section 7.2 Right To Representation
Before conducting an investigatory interview which may reasonably be expected to result
in disciplinary action against the employee being questioned, that employee may request that a
Chapter representative be present at Chapter expense. If the employee requests the presence of a
Chapter representative from the employees shift, the Village shall either suspend the
investigatory interview (for a reasonable period of time, not to exceed one (1) hour) until the
4
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Chapter representative can be present or advise the employee that it will not proceed with the
interview unless the employee is willing to enter the interview unaccompanied by a
representative (in which case the Village may act on the basis of information obtained from other
sources).
ARTICLE VIII
GRIEVANCE PROCEDURE
Section 8.1 Definition of a Grievance
A grievance is defined as a dispute or difference of opinion raised by an employee, the
Chapter or the Village claiming that an expressed written provision of this Agreement has been
violated, except that any dispute or difference of opinion concerning disciplinary matters
including but not limited to suspension without pay or discharge, or other issues subject to the
jurisdiction of the Elk Grove Village Fire and Police Commission shall not be considered a
grievance under this Agreement and therefore are not subject to the grievance or arbitration
procedures.
Section-8.2-Procedu re-
in order to officially file the grievance under this provision, the grievance must be
reduced to writing and submitted on a completed form identical to that which is attached hereto
as Appendix "C". The written form shall contain the following information:
1. Date submitted in writing;
2. Date of alleged violation;
3. Specific contractual provision(s) alleged to have been violated;
4. Statement of acts giving rise to the dispute;
5. Date presented to immediate supervisor; and
6. Signature of aggrieved party(s).
It is to the benefit of both parties that issues falling under the jurisdiction of this provision be
raised and settled in a prompt, timely fashion. Consequently, the following steps and time limits
shall be followed:
Step 1 An employee with or without his Chapter representative, who has cause to feel
that the Village has violated an express written provision of the Agreement shall
present the issue to his immediate supervisor in writing. Nothing contained herein
shall be constructed as limiting the right of any employee having a grievance to
discuss the matter informally with an appropriate supervisor prior to filing a
written grievance, and having the grievance adjusted without the intervention of
the Chapter provided the adjustment is not inconsistent with the teens and the
meaning of this Agreement. The issue must be raised within seven (7) calendar
days from the time the grievant becomes aware of or had the opportunity to be
aware of the alleged violation.
The supervisor may meet with the employee, with or without a Chapter
representative, as either party may desire, at a mutually satisfactory time within
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seven (7) calendar days of receipt of the written form. Following discussion of the
facts and any investigations of the circumstances surrounding the allegation, the
supervisor or his designees will respond to the employee. The written response
shall be made no later than seven (7) calendar days from the date of the receipt of
the written grievance. If the subject matter of the grievance concerns a time
sensitive issue such as denial of a benefit day that has yet to occur, for example,
the union may request the supervisor agree to advance the grievance to Step 3 to
expedite a resolution of the grievance and the supervisor will have the discretion
to do so. This provision shall not be construed as diminishing supervisory
authority.
Step—2 If the issue is not resolved in step one, the employee shall be entitled to take the
issue to the second step of the procedure within seven (7) calendar days from the
date he has received the written response from the immediate supervisor or his
designee. The issue at the second step shall be submitted on the same written
form, or a copy thereof, to the employee's Commander or his designee.
The written form shall be dated upon receipt by the Commander or his designee.
The commander or his designee may meet with the employee, with or without a
Chapter representative, as either party may desire, at a mutually satisfactory time
within seven (7) calendar days of receipt of the written form. Following
discussion of all facts, and any investigation pertaining to the alleged violation,
the Commander or his designee shall respond in writing to the employee. The
written response will be made on the same grievance form, or a copy thereof, no
later than seven (7) calendar days following the date of receipt of the written step
2 grievance.
Step 3 If the issue is not resolved in step 2, the employee shall be entitled to take the
issue to the third step of the procedure within seven (7) calendar days from the
date he has received the written response from the commander or his designee.
The issue at the third step shall be submitted on the same written form, or a copy
thereof, to the Chief of Police. The written form shall be dated upon receipt by the
Chief of Police. The Chief of Police and/or his designee may meet with the
employee, with or without a Chapter representative, as either party may desire, at
a mutually satisfactory time within seven (7) calendar days of receipt of the
written form. Following any such discussion, and any investigation pertaining to
the alleged violation, the Chief of Police or his designee shall respond in writing
to the employee. The written response will be made on the same grievance form,
or a copy thereof, no later than seven (7) calendar days following the date of
receipt of the step 3 grievance.
Step 4 if the issue is not resolved in step 3, the employee shall be entitled to take the
issue to the fourth step of the procedure within seven (7) calendar days from the
date he has received the written response from the Chief of Police or his designee.
The issue at the fourth step shall be submitted on the same written form, or a copy
thereof, to the Village Manager. The written form shall be dated upon receipt by
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the Village Manager or his designee. The Village Manager or his designee shall
meet with the grievant and a representative of the Chapter within ten(10) days of
receipt of the written step 4 grievance. Within fifteen (15) calendar days of receipt
of the initial grievance form, the Village Manager shall respond in writing to the
Chapter representative.
If the issue is not satisfactorily resolved, the representative may advance the issue
to arbitration. Such request will be made within ten (10) calendar days from the
date of the Manager's response.
Section 8.3 Arbitration
The parties shall attempt to agree on an arbitrator within seven (7) calendar days after
receipt of the notice of arbitration. Said notice shall contain a full summary of the grievance
responses made, and grievances not responded to. In the event that parties are unable to agree
upon the arbitrator within said seven (7) day period, the parties shall jointly request the Federal
Mediation and Conciliation Service or the American Arbitration Association to submit a panel of
five (5) arbitrators.
The Village and the Chapter each have the right to reject one panel of five names in its
entirety and request that a new panel of five (5) names be submitted. Both the Village and the
Chapter shall have the right to strike two (2) names from the panel. The party requesting
arbitration shall strike the first name. The other party shall strike a name, and so forth. The
person remaining shall be the arbitrator.
The arbitrator shall be notified of his selection and shall be requested to set a time for the
hearing, subject to the availability of Chapter and Village representatives. The Village shall
select the location for the hearing which shall be within the Village limits.
The Village and the Chapter shall have the right to request the arbitrator to require the
presence of witnesses or documents. The Village and the Chapter retain the right to employ
legal counsel. The arbitrator shall submit his decision in writing within thirty (30) calendar days
following the close of the hearing or the submission of briefs by the parties, whichever is later.
More than one grievance may be submitted to the same arbitrator if both parties mutually agree
in writing.
The fees and expenses of the arbitrator and the cost of a written transcript(s), if any, shall
be divided equally by the parties. All other costs shall be paid by the party which incurs such
costs.
Section 8.4 Limitations on Authority of Arbitrator
The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract
from the provisions of this Agreement during or as part of the arbitrator's decision. The
arbitrator shall consider and decide only the question of fact as to whether there has been no
response or a misinterpretation of the specific provisions of this Agreement, as well as determine
an appropriate remedy, if applicable. The arbitrator shall be empowered to determine the issue
raised by the grievance as submitted in writing at the Second Step. The arbitrator shall have no
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authority to make a decision on any issue not submitted or raised. The arbitrator shall be without
power to make any decision or award which is contrary to or inconsistent with, in any way, this
Agreement or applicable laws. Any decision or award of the arbitrator rendered with the
limitations of this Section shall be final and binding upon the Village, the Chapter and the
employees in the bargaining unit.
Section 8.5 Paid Time
The grievant(s) and any employee Chapter representative will not be paid by the Village
for time associated with this procedure, unless requested to attend a meeting by management
called for under this grievance procedure which is held during their regularly scheduled shift
hours, in which case the grievant and one representative shall be paid for all normal work time
spent in the meeting. Employees may transmit a grievance to management during their working
time, or may discuss a grievance with management during working time if, in the supervisor's
judgment, circumstances warrant and work performance will not adversely be affected.
Employees may voluntarily choose to be absent from work under this procedure and may use
their earned vacation time, earned floating holidays, duty trades, or compensatory time off, or
any unpaid absence which will not adversely impact departmental operations or services as
determined by the Department Head or his designee.
Section 8.6 Time Limits
In any instance where the issue is not moved to the succeeding step of the procedure by
the grievant and/or Chapter, in a timely manner, it will be considered resolved on the basis of the
Village's last response. If the Village fails to respond within the time limits provided, the
grievant(s) may treat the matter as denied at the step and proceed in a timely manner to the next
step. The parties may mutually agree to extend any time limit or bypass any steps associated
with this Article.
ARTICLE IX
LABOR MANAGEMENT MEETINGS
Section 9.1 Meeting Request
The Chapter and the Village mutually agree that in the interest of harmonious employee
relations, it is desirable that meetings be held if mutually agreed between Chapter representatives
and appropriate administrative representative of the Village, including Mayor for purposes of
review of FPC decisions.
Such meetings shall be requested at least seven (7) days in advance by either party by
placing in writing a request to the other for a "labor-management meeting" and expressly
providing the agenda for such meeting. Such meetings and locations, when mutually agreed
upon, shall be limited to a sharing of general information of interest to the parties. The seven (7)
day notice period may be waived by written agreement of both parties.
Section 9.2 Content
It is expressly understood and agreed that such meetings shall be exclusive of the
grievance procedure. Grievances being processed under the grievance procedure shall not be
considered at "labor-management meetings," nor shall negotiations for the purpose of altering
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any or all of the terms of this Agreement be carried on at such meetings. Safety issues may be
raised and discussed at such meetings.
Section 9.3 Attendance
With supervisory permission, which shall not be unreasonably withheld, employees shall
be permitted reasonable time off from duty without loss of pay during their respective working
hours to attend "labor-management" meetings with Village officials in conjunction with this
Article. Officers who attend such meeting while off duty, will receive no compensation for their
attendance and no officer shall earn any overtime compensation under this provision for
attendance at this meeting.
ARTICLE X
HOURS OF WORK AND OVERTIME
Section 10.1 Application of Article
This Article defines the normal hours of work, and establishes the basis for the
calculation of overtime. It is not, however, a guarantee of hours of work per day, work period,
-month-, or year. It is -not -intend-ed-to-establish-a-right-to-compensation-in any form- for -time -not --
worked except as specifically provided for in this Article.
Section 10.2 Shift Schedule
Employees' regular shift assignment for the following calendar year shall be posted by
December 1 of the current year. Such assignments, and changes to such assignments, shall be
made consistent with the Side Letter of Agreement attached hereto as Appendix "D". While the
Village will be sole determinate of any changes, prior to implementing any changes the Village
will give affected employees at least forty eight (48) clock hours' notice, if possible, as
determined by the department head. In the absolute discretion of the Village and subject to the
approval of the Chief or the Chiefs designee employees may be permitted to change shifts on
occasion.
Scheduling needs permitted, watch assignments shall be effective on "change day" and
shall remain unchanged by the Employer for the duration of the twenty eight (28) day period
unless there are sound reasons for making such a change and not solely for the purpose of
avoiding overtime. Starting times may be adjusted by the Employer to insure the orderly
performance of services provided by the Village.
The parties agree that as a result of working the above schedule officers covered by this
agreement will work varying hours over the course of each year of this agreement. The parties
agree that each officer will have an "hourly rate" equal to the annual adjusted wage in Appendix
A divided by 2080 hours. The Parties further agree that each officer covered by this agreement
will be paid at that hourly rate for all hours worked during the course of each year of this
agreement; the Parties acknowledge that some officers will work more than 2080 hours and some
less than 2080 hours in each year, and those officers will be paid for hours worked. It is also the
understanding and agreement of the Parties that each officers overtime rate will be calculated at
that officers annual rate divided by 2080 hours.
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Section 10.3 Work Cycle, Work Week and Workday
Except as provided elsewhere in this Agreement, a normal workday shall consist of eight
(8) hours, including a thirty (30) minute lunch break, and the normal work cycle shall be twenty-
eight (28) days. A stated hour for reporting to work shall be given to each employee. Subject
to work needs, and with their supervisor's permission, employees will generally be allowed a
thirty (30) minute paid lunch break and two (2) paid fifteen (15) minute breaks during a normal
workday; if said breaks were not allowed as scheduled as a result of manpower needs, the
Village shall make reasonable efforts to allow each covered employee to take said breaks at other
times as reasonable during the shift.
If work schedules allow, officers may elect to use their paid break time for a light workout at a
village facility.
Section 10.4 Overtime Pay
Employees will be paid one and one-half (1 1/2) times their regular hourly rate of pay:
l . For all hours worked in excess of the employee's regularly scheduled work hours,
or
2. As provided in Section 10.7.
For the purposes of this Article "hours worked" shall include all hours worked and paid,
at straight time rates, and non -worked hours paid, including, but not limited to, vacations,
holidays, worker's compensation, jury duty, sick leave and funeral attendance. For new hire
recruits, overtime will be paid as described in Appendix A until they successfully complete the
Police Academy and become certified Illinois police officers.
Section 10.5 Court Time
An employee who is required to make court appearances on behalf of the Village during
the employee's off -duty hours will receive pay for all hours worked at the rate of one and one-
half (1 1/2) times the employee's regular hourly rate with a minimum guarantee of two (2) hours
for each court appearance. The minimum guarantee shall not apply if court time continuously
precedes or follows an employee's regularly scheduled working hours, in which case the
employee will be paid only for actual hours worked. In addition, each officer covered by this
agreement shall receive as additional court time pay the payment of one (1) hour of straight -time
compensation at the affected officer's regular straight -time hourly rate oCpay for each day in
which the affected officer appears in court on off -duty time.
Section 10.6 Call Back
A call-back is defined as an official assignment of work which does not immediately
precede or immediately follow an officer's scheduled working hours.
All call-backs shall be compensated for at the appropriate rate of pay (time and one-half)
with a two (2) hour minimum straight time guarantee.
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Section 10.7 Off -Duty
An officer who is required to work on his off -duty day(s) will be compensated at a time
and one-half rate per hour for all hours worked during such day(s). This provision shall not
apply to duty trades or other voluntary work period changes.
Section 10.8 Required Overtime
The Chief of Police or the Chiefs designee(s) shall have the right to require overtime
work and officers may not refuse overtime assignments.
For call -ins and holdovers, in non -emergency situations, the Chief or the Chiefs designee
as a general rule shall take reasonable steps to obtain volunteers for call -in and holdover
overtime assignments by seniority, said assignments shall be filled by reverse seniority if not on
a volunteer process. If the call -in or holdover assignments are known at least seventy-two (72)
hours in advance, all reasonable efforts shall be made to offer the overtime to the most senior
officers on duty of such overtime assignment. In addition, notwithstanding the above, the Village
retains the right to assign specific individuals to perform specific overtime assignments due to
their qualifications or to complete work in progress. Officers shall not be required to work in
excess of 14hours per shiff ekcept in emergency situ ions.
Section 10.9 No I'yramidinp.
Overtime compensation shall not be paid more than once for the same hours under any
provision of this Article, this Agreement, State or Federal law.
Section 10.10 Stand -By lily
Officers in the bargaining unit shall be paid stand-by pay whenever they are on "stand-
by" based upon the following schedule:
Weekend
$ 100
Fixed Holiday
$125
Fixed Holiday on a Weekend
$220
Section 10.11 Duty Trades
Employees may request permission to exchange work days with other employees of
similar rank and section, but such request shall not be used to alter established work shifts or
schedules. Such request shall be made in a timely manner (normally twenty-four (24) hours) and
shall normally be granted unless either of the following circumstances are involved:
l . The trade will likely occasion overtime payments to one of the employees
involved in the trade; or
The Department has other work -related reasons for denying the trade which are
neither arbitrary nor capricious.
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All approved duty trades shall be paid back before the end of the next twenty-eight (28)
day work schedule of the employee requesting the trade. If a substitute employee works another
employee's scheduled work day in accordance with this section, then the hours worked by the
substitute employee shall only be counted as hours worked by the employee who was originally
scheduled to work that shift. It is expressly understood that as a result of approving a voluntary
request to exchange workdays, the Village will not incur any overtime liability.
Section 10.12 Travel Time and Meal Reimbursements
The employer shall provide police officers covered by this Agreement with travel and
meal reimbursement benefits in accordance with current Village policies.
Section 10.13 Educational Incentive
The Village encourages job -related undergraduate and graduate level accredited college
study by its employees to the fullest extent budgeted by the Village Board. All permanent, full-
time employees with at least one (1) year of service are eligible for educational incentive
consideration.
In order to encourage self-improvement, thereby increasing the employee's efficiency on
the job, the Village will reimburse a portion of the cost of tuition for courses related to the
employee's job after receiving prior approval by the Chief of Police and Village Manager
consistent with budgetary constraints established by the Village Board. The Village's
contribution will not exceed 75% for undergraduate and graduate study and 100% for study
undertaken at the direction of the Village.
Generally, such courses will only be approved when taken outside normal working hours.
No reimbursement will be authorized unless a grade of "C" or better (satisfactory) has been
awarded. Proof must be presented. To be considered, reimbursement must be applied for
immediately upon successful completion of the course.
All training and education expenditures for the Village are dependent upon a written
application from the employee and prior written approval of the Chief of Police and Village
Manager.
For those employees engaging in professional or specialized training or study wherein the
courses are lengthy and expensive (this includes college study), Village reimbursement will only
be granted when the participant has previously signed an agreement (contract with the Village)
for a specified additional period of work time. In the event this contract is unfulfilled, the
Village will place a claim on the individual's final paycheck for recovery of the reimbursement.
Section 10.14 Compensatory Timc
Effective upon execution of this agreement by the Parties, at the employees option,
overtime including the time and one-half premium pay earned on holidays worked, and pay for
each holiday, may be accumulated as compensatory time due, calculated at the overtime rate in
lieu of pay. Officers shall accrue compensation hours not to exceed eighty-four (84) hours and
maybe used when shift strength is at ten (10) officers or greater. Compensation hours must be
scheduled prior to April 151h of each year. Compensation hours shall not be carried over to the
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next fiscal year and shall be paid out at the officer's current rate of pay on the last day of fiscal
year.
Compensatory time off may be used in one (1) hour increments at a time mutually agreed
to between the employee and the employer, with a minimum of twenty-four (24) hours' notice
and the following criteria must be met regarding shift strength: When scheduling compensatory
time on the "planning schedule" there must be a minimum shift strength for public safety of ten
(10) or greater for second and third shift and nine (9) or greater for first shift. When scheduling
compensatory time on the monthly duty schedule, the minimum shift strength will follow
department policy, that being a minimum shift strength for public safety of six (6) for first shift,
seven (7) for second shift and eight (8) for third shift (seven (7) for days and nights, 12 hour
shifts). Should the foregoing be held to violate the FLSA, then this section (10.14) shall
automatically expire by its terms. Minimum shift strength may be increased during specific times
of the year or otherwise as deemed appropriate by the Chief in order to accomplish Departmental
needs. Compensatory time cannot be scheduled on the annual vacation schedule, but can be
scheduled on the planning schedule and/or the monthly duty schedule on a "first come, first
served" basis once the vacation schedule is completed. A compensatory time off day is subject to
the same criteria as a floating holiday or vacation day, i.e. a block of three (3) floating holidays,
vacation days or compensatory days will supersede a compensatory time off day, floating
holiday or vacation day.
Section 10.15 Firearms Certification
Effective upon execution of this May 1, 2022 — April 30, 2027 agreement by both parties,
all bargaining unit employees who have obtained and maintained firearms certification for the
prior contract year shall, at the end of such fiscal year, receive a pensionable annual stipend in
the amount set forth below for such firearms certification. This payment shall be issued after
May 1, but no later than June 1 for each year this contract is in effect.
May 1
2022
$2000.00 ($900 Retro)
May 1
2023
$2125.00
May 1
2024
$2250.00
May 1
2025
$2375.00
May 1,2026
$2500.00
Section 10.16 Field Training Officer Stipend
Effective January 1, 2023, bargaining unit employees who serve in the role of Field
Training Officer shall receive an additional one and one half ( 1.5) hour of straight time pay for
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each full day they train a recruit officer and complete a Daily Observation Report. The Chief of
Police, or his or her designee, has sole discretion over which officers are assigned to serve as
Field Training Officers
ARTICLE XI
SENIORITY. LAYOFF AND RECALL
Section 11.1 Definition of Senioritv
Seniority shall, for the purpose of this agreement, be defined as an employee's length of
continuous full-time service with the Village, excluding temporary service, since his last date of
hire less any deductions due to layoff, leave of absence(s) without pay or other non -paid breaks
in service.
If more than one person is hired on the same day, seniority preference will be established
by final eligibility test score as posted on the official eligibility list by the Police and Fire
Commission.
Section 11.2 Probationary Period
The probationary period shall be defined as an eighteen month period beginning with the
employees date of hire and ending eighteen (18) months from the time the employee begins
employment or receives certification from the Police Academy as an Illinois Police Officer,
whichever is later. Time spent absent from work, except for accrued vacation and holiday time,
shall not count toward completion of the probationary period. Probationary employees may be
disciplined or discharged with or without cause.
Section 11.3 Seniority List
On or before January I each year, the Village will provide the Chapter with a seniority
list setting forth each employee's seniority date. The Village shall not be responsible for any
errors in the seniority list unless such errors are brought to the attention of the Village in writing
within fourteen (14) calendar days after the Chapter's receipt of the list.
Section 11.4 Reductions in the Work Force
Should it become necessary to reduce the work force in the police officer classification
for any reason as approved by the Village Board, the Village will layoff police officers in the
order specified in 65 I.L.C.S.5/10-2.1-18, and as from time to time amended.
Section 11.5 Recall
Employees who are laid off shall be placed on a recall list for the period required by law.
If there is a recall, employees who are still on the recall list shall be recalled in the inverse order
of their layoff, provided they are qualified to perform the work to which they are recalled with a
minor amount of training.
Employees who are eligible for recall shall be given a notice of recall which shall be sent
to the employee by certified or registered mail, with a copy to the Chapter President. The
employee must give notice to the Village of his intent to return within ten (10) calendar days
after receiving such notice, but this time can be mutually extended. The Village shall be deemed
to have fulfilled its obligations by mailing the recall notice by certified mail, return receipt
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requested, to the mailing address last provided by the employee, it being the obligation and
responsibility of the employee to provide the Police Chief or his designee with his latest mailing
address. If an employee fails to timely respond to a recall notice his name shall be removed from
the recall list.
Section 11.6 Termination of Seniority
Seniority and the employment relationship may be terminated subject to the appropriate
procedures of the Board of Fire and Police Commissioners, when an employee:
a. quits;
retires (or is retired pursuant to a legal mandatory retirement age adopted and
implemented by the Village);
C. is discharged for just cause; (probationary employees without cause);
d. fails to report with or without prior notice for work for two (2) consecutive
working -days unless such -failure was without just cause;
e. is laid off and fails to report for work within sixteen (16) calendar days after
having been recalled unless otherwise mutually agreed;
does not report for work immediately following completion of a scheduled
vacation, or approved leave of absence unless such failure was for just cause;
g. is laid off during the life of the current agreement, and is not recalled within a
period of time equal to the total duration of the agreement.
Section 11.7 Reinstatement of Seniority
A Police Officer covered by this Agreement shall have any seniority rights reinstated due
to dismissals, layoffs or retirements provided that the Officer who has a break of service of more
than one (1) year must successfully complete a retraining program prescribed and approved by
the Chief of Police and at the Village's expenses under the following conditions:
a. A Police Officer retires due to a disability and is later certified by the Police
Pension Board to be capable of resuming his duties and is returned to work by the
Chief of Police.
b. A Police Officer is separated due to a layoff or reduction in force and is later
reinstated under conditions provided in the Illinois Revised Statutes.
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ARTICLE XII
Section 12.1 Vacation Time Accrual and Elhzibilit
Vacation is earned in the year prior to its being taken.
A. Vacation Accrual
YEARS OF SERVICE ACCRUAL RATE
Start Date to end of 48mos 6.67hrs/month
Start of 49 mos. to end of 108mos 10.00hrs/month
Start of 109 mos. to end of 168mos 12.00hrs/month
Start of 169 mos. to end of 228mos 13.34hrs/month
Start of 229 mos. to end of 288mos 15.33hrs/month
Start of 289mos 16.67hrs/month
B. Vacation Eligibility
YEARS OF SERVICE ELIGIBILITY
After 1 year 80 hrs
After 5 years 120 hrs
After 10 years 144 hrs
After 15 years 160 hrs
After 20 years 184 hrs
After 25 years 200 hrs
Section 12.2 Vacation-Takine Procedures
A. Eligible employees, upon completion of one (1) full year of continuous service
must take accrued vacation from their first twelve (12) months of continuous
service prior to December 31, of the calendar year in which they complete one (1)
full year of service, except that employees hired in the last quarter of the calendar
year will have their accrued vacation for the first twelve (12) months of service
automatically carried over into the next calendar year unless otherwise directed by
the Department Head.
B. Employees not covered by "A" above must take vacation accrued in the previous
twelve month period prior to December 31 of the vacation -taking year.
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C. Vacations schedules will be determined by the Department Head based on
seniority on the shift to be scheduled. However, the needs of the Village in
scheduling work shall be the controlling criterion.
D. Vacations shall be taken in increments of full work days and shall be taken in
intervals of three (3) days or more. The Employer agrees that it will continue its
current practice as regards the vacation requests per shift allowance. Officers
may use all earned vacation at one time provided necessary manpower
requirements as determined by the Village can be maintained. If vacation is
denied by the Village and there is insufficient available time in the current year to
schedule such vacation, it may be carried over into the following calendar year or
will be compensated at the discretion of the chapter member.
Section 12.3 Miscellaneous Vacation Provisions
Upon voluntary or involuntary termination of employment, a full time employee shall
receive compensation for all accrued and unused vacation time at the pay rate in force at the time
of termination. Specifically excluded from this provision are all probationary employees who
terminate, or are tcrininated,—prior to the completion oflheirfUll probationary periud.
Advancements in the use of vacation days may be made at the discretion of the
Department Head with the Village Manager's approval.
Scheduled vacations may be canceled or changed by the Department Head or his
designee when the needs of the Department as determined by the Department Head or his
designee dictate.
If an approved vacation is canceled and, at the time of the cancellation, the affected
officer informs his supervisor that he will suffer non-refundable out-of-pocket losses (and the
dollar amount of such losses) because of the cancellation, then upon presentation and
confirmation of receipts to that effect, the Officer shall be reimbursed for such amount resulting
from the cancellation. The canceled vacation time shall be credited to the affected Officer's
vacation time.
The vacation planning schedule created in November of every year guarantees two (2)
shift officers to schedule benefit time by seniority on any given day during the year. Any
benefit time not scheduled after planning schedule is published will be on first come first
approved process subject to the supervisor's approval. After January 1, each year the 28 day
schedule will allow one (1) shift officer to use benefit time if no other officers are scheduled on
benefit time on that day. Any request for benefit time after January 1 must be tendered in a
written request 30 days prior to the date requested off. Any denial of a request to use benefit
time with 30 days' notice may be addressed using grievance process.
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ARTICLE XIII
UNION OFFICERS AND NOTIFICATIONS
Section 13.1 Notification
For purposes of this Agreement, the term "Chapter" shall refer to the representatives
whose names and addresses shall be provided to the Village. All formal notifications to the
Chapter, unless expressly provided otherwise, shall be addressed to the Metropolitan Alliance of
Police Elk Grove Village Police Chapter #141, President, 901 Wellington Ave. Elk Grove
Village, Illinois 60007 unless otherwise instructed.
ARTICLE XIV
BULLETIN BOARD
Section 14.1 Available Space
The Village shall install a bulletin board with a locking mechanism in an appropriate
location within the police department. The Chief shall be supplied with a key to said bulletin
board. The bulletin boards are to be limited to information to keep employees advised about
Chapter matters and social matters and it shall be non -political and non -inflammatory. The
Chapter shall submit a dated, written and signed copy to the Police Chief or his designee of any
posting at the time of posting.
Under the same conditions as provided above, the Chapter will also have access to
distribution of material with the understanding that copies for distribution and the distribution
itself be done at Chapter expense and/or on non -work time.
ARTICLE XV
WAGES AND OTHER COMPENSATION
Section 15.1 Wage Schedule for May 1, 2023 through April 30, 2027
All current employees shall be compensated in accordance with the wage schedule
attached to this agreement as Appendix "A" effective May 1, 2023 through April 30, 2027, as it
may be annually amended as per Section 15.2.
Section 15.2 Market -Based Equity Adjustment
The Parties agree that effective on May 1, 2023 all employees covered by this Agreement
shall receive a 3.0% equity adjustment across the board wage increase to all steps, and on May
1, 2024, May 1, 2025, and May 1 2026, shall receive an increase of 3.0% across the board, to
all steps contained in Appendix "A," or in an amount necessary to place the wage of the Elk
Grove Police Department at the seventh (71h) step of the wage scale in the ninth (9`h)ranked
position of the twenty (20) comparable towns attached hereto as Exhibit `B," whichever amount
is higher, which shall be effective on the pay period closest to May 1" of each year of this
agreement. All equity increases through May 1, may only go up and not down. Wage
calculations for the market based equity adjustment shall be determined as of April I" each year
based upon the comparable municipalities' contracts tin Exhibit A hat have been approved by the
municipalities' governing body.
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The Parties also can mutually agree to eliminate certain towns from the comparables
which would not affect the calculation of the wage adjustment. Further, the parties agree that
time is of the essence and that this adjustment shall be made and paid as soon as it is calculable.
Effective May 1, 2018, and upon hire, all new hire recruits who are not already certified
police officers in the State of Illinois shall receive annual wages at a rate of $7,500 below the
Step 1 rate listed in Appendix A. Upon successful completion of basic training at the Police
Academy and official certification as an Illinois police officer, employees will advance to Step 1
as described in Appendix A.
Section 15.3 Step Increases on Anniversary Date
Employees who are otherwise eligible for a step increase shall move to the next step on
their anniversary date rather on May 1. Example: A police officer who was hired on July 1,
1989, and who is at Step 2 as of May 1, 1991, shall be eligible to move to Step 3 on July 1, 1991,
rather than May 1, 1992.
Section 15.4 Longevity Schedule Effective May 1, 2018
- -- — All officers cavered-by-thi-,q—Agreernetnt;-wino have completed -tire appropriate -length -of
service as stated below, shall receive a lump sum longevity payment on a separate check on that
officers anniversary date of hire: and said payment shall be calculated into the affected officers
regular straight -time hourly rate of pay if, and to the extent required by law.
LONGEVITY AMOUNTS
FULL YEARS OF
5-1-2023
5-1-2024
5-1-2025
5-1-2026
SERVICE
4-30-2024
4-30-2025
4-30-2026
4-30-2027
10-14 years
$1,225.00
$1,250.00
$1,275.00
$1,300.00
15-19 years
$13325.00
$1,350.00
$1,375.00
$1,400.00
20 years and over
$1,475.00
$1,500.00
$1,525.00
$1,550.00
ARTICLE XVI
SICK LEAVE AND LEAVES OF ABSENCE
Section 16.1 Definition of Sick Leave
Sick leave is a benefit provided by the Village to protect an employee against loss of pay
if that employee is unable to work by reason of the employee's non -work related illness, injury
or pregnancy.
In the event of a serious illness in an employee's immediate family, an employee may
utilize paid sick leave under this section. For purposes of this section, the employee's immediate
family shall be defined as spouse or civil union domestic partner, children, mother, father,
brother, sister, and household member of the employee and the employee's spouse or civil union /J `,/
��GTrvi'V , 1,
ClarkHiil\K7718\432092\268615656.v2-10/5/22 19 V,
�w . 1*10
domestic partner. The employee shall verify the existence of a serious illness in his/her
immediate family when requested to do so in a specific instance by the Village.
Misuse or abuse of this sick leave benefit may be cause for disciplinary action. The
Chapter shall join the Village in making efforts to correct the misuse or abuse of sick leave
wherever and whenever it may be suspected of occurring.
A. Sick Leave Accrual
Employees will accrue sick leave at a rate of one work day for each calendar month of
service up to a maximum of one hundred and twenty (120) days. For purposes of using
sick leave days, a sick leave day for employees assigned to an eight (8) hour shift will be
eight (8) hours. Employees become eligible for Sick Leave Pay to the extent accrued.
B. Proof of Illness
Medical proof of illness and/or recovery of an employee, after three (3) or more
consecutive work days of absence due to claimed illness, or after absence(s) due to illness
of an employee's family member, may be required by the Department Head before any
employee may return to work or receive sick leave benefits. Employees working a 12
hours shift may be required to provide medical proof of illness and/or recovery after two
(2) or more consecutive work days of absence. Failure to provide such proof within five
(5) calendar days from the date of request by the Village, or at the time any employee
returns to work, whichever is shorter, may be grounds for disciplinary action.
Employees working a 12-hour shift may require a medical note after 24 hours of
consecutive time away from work due to sick time usage.
C. Usage
Sick leave shall be used on an hour -for -hour basis, with one (1) hour of sick time
deducted for every individual hour absent from work. Sick leave shall also, include any
form of preventive medicine or treatment that requires the employee to take time off
during normal hours to see his/her doctor, receive hospital or clinical services, dental
care, optometrist appointment, and other similar medical attention, notice of such use
shall be given within forty-eight (48) hours, if possible.
D. Notification of Usaee
Notification of absence due to sickness shall be given to the on -duty supervisor as soon
as possible on the first day of such absence and every day thereafter unless this
requirement is waived by the Department Head, but no later than sixty (60) minutes
before the start of the employee's work shift unless it is shown that such notification was
impossible. Failure to report an illness will be treated as an absence without pay and may
subject the employee to disciplinary action.
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Section 16.2 Bereavement Leave
In the event of a death in the employee's immediate family, as defined in Section 16.3
below, an employee will be granted up to three (3) consecutive work days off, with no loss in
pay. Sick leave accruals will not be reduced by use of this benefit.
Section 16.3 Emergency Leave
Employees are eligible for Emergency Leave benefits in the event of serious illness
and/or injury in the immediate family. The days and/or part days used for Emergency Leave
shall reduce the employee's sick leave accumulation by an equal amount.
In an attempt to define this emergency leave benefit, the parties agree that in the case
where an employee experiences an emergency situation which seriously endangers the life and/or
well being of a member of his/her immediate family and/or of his property, the department head
may authorize the use of one (1) emergency leave day. Each situation will be reviewed and
approval will not be unreasonably withheld by the employee's department head, subject to the
overriding needs of the Village to provide police services to the public in the event of
emergency. This Section (16.3) shall not be used by an Officer to justify disobedience of a lawful
order to perform services.
For purposes of this Section immediate family is defined as child; spouse or civil union
domestic partner; brother or sister; parent; grandparents; grandchild; brother- or sister-in-law;
parents -in-law; son- or daughter-in-law; grandparents -in-law (no matter where they live); and
any other relative living in the employee's household.
Section 16.4 New Infant Leave
An employee who is the parent of a newly born infant or adopted infant is eligible to
utilize up to one hundred and fifty-six hours of accrued sick leave, for child nurturingibonding
purposes, so long as the leave is taken within 3 months of the birth of the child. The parties by
mutual agreement may allow such paid sick leave to be taken other than consecutively. The use
of this sick leave benefit will be considered to be is a FMLA qualifying event. Accrued sick
leave may not be used for child nurturing/bonding purposes other than as set forth herein.
Section 16.5 Personal Temporary Leave of Absence
Employee(s) who suffer an off -the -job injury or illness and is (are) unable to return to
work following exhaustion of all his/her accrued sick leave benefits, vacation days, and holidays,
and that employee, upon request, may be granted a temporary leave of absence with the approval
of the Village Manager. Such leave of absence shall begin following the use of all accrued
benefits as described above. If the employee is permitted a temporary leave of absence, the
Village Manager shall set the time period based on the circumstances in each specific case. No
sick leave, vacation, holiday, or seniority benefits will accrue to the employee during the
temporary leave of absence and any holidays which may occur during the leave will be forfeited.
Failure to apply for such leave upon expiration of sick leave benefits will result in
automatic termination.
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An employee on temporary leave, or on layoff up to eighteen (18) months or until the
officer on layoff obtains other health insurance coverage, will be permitted to continue his
coverage under the Village's Group Health Insurance, Life Insurance and/or Dental Insurance at
his own expense. Payment for such coverage shall be made by the 1st of the month to the
Village.
The Village does not guarantee the employee's reinstatement to his/her position upon
return from a temporary leave of absence; however, the Village will permit the employee to
resume his last full-time status if the position is still in existence and vacant. If the Position no
longer exists, or is filled, the Village will make an active effort to place the employee in the most
comparable position as soon as one becomes available in the Police Department.
If an employee is determined by appropriate professionals to be permanently disabled as
the result of an off -the -job injury or illness, the employee shall be terminated effective on the
date of such decision by the Village Manager.
Section 16.6 Military Leave
The parties agree that the Village may, notwithstanding with any other provision of this
Agreement, take action that is in accord with what is legally permissible under the Act in order to
be in compliance with the Military Leave of Absence Act, so long as it does not diminish or alter
any current contractual or statutory benefit.
Section 16.7 Jury Leave
Should any bargaining unit employee covered by this agreement be legally required to
serve on a jury, that employee shall be excused from work without loss of regular straight -time
pay in accordance with the current Village Policy for the days or portions thereof on which the
employee must be present for such service and on which the employee would have otherwise
been scheduled to work.
Section 16.8 Americans with Disabilities Act
The parties agree that the Village may, notwithstanding any other provision of this
Agreement, take action that is in accord with what is legally permissible under the Act in order to
be in compliance with the American with Disabilities Act, so long as it does not diminish or alter
any current contractual or statutory benefit.
Section 16.9 Family and Medical Leave Act of 1993
The parties agree that the Village may adopt policies to implement the Family and
Medical Leave Act of 1993 that are in accord with what is legally permissible under the Act, and
that do not diminish or limit any benefit currently provided by the Village.
Section 16.10 Request for Time Off
All employees requesting time off, including, but not limited to, vacation, personal time,
or other authorized leave time, shall do so in the following manner:
a. Each employee shall submit a written request on a form designated by the Village
for approval by the Chief of Police or his designee.
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b. It is expressly understood that the final right to approve a request for time off is
reserved by the Chief of Police in order to insure the orderly performance of
services rendered by the Village.
Requests for time off shall not be denied without reason.
d. Reasons for denial shall be stated on the requesting form.
Section 16.11 Retirees Sick Leave Buy -Back
Employees covered by this Agreement who retire from the service of the Elk Grove
Village Police Department with at least twenty (20) years of service in the department at the time
of their retirement, shall be compensated upon retirement for certain unused sick days as
described below.
a. Threshold: In order to qualify for any sick leave buyback, the employee must
have in his accrued sick leave bank, at a minimum, 640 hours of accrued sick
leave at the time of retirement.
b. Amount of Sick Leave Buyback: Effective on the day following the execution of
this Agreement by both Parties, and thereafter, employees qualifying for sick
leave buyback shall receive fifty percent (50%) of the value of all accrued sick
leave hours at the employee's rate of pay at the time of retirement.
Qualified Medical Savings Plan: If the requisite number of bargaining unit
members so elects, and if otherwise qualified pursuant to Internal Revenue
Service rules and regulations, the affected bargaining unit member's sick leave
buyback payments shall be deposited in a qualified medical savings plan in pre-
tax dollars. The use of said funds shall be regulated by the plan, and any
administrative costs shall be paid by the plan or plan participants.
ARTICLE XVII
INSURANCE
Section 17.1 Coverage
The Village shall continue to make available to full time police officers and their
dependents, substantially similar group health and hospitalization insurance, group dental
benefits, and life insurance coverage as existed prior to the signing of this Agreement.
The Village reserves the right to self -insure or utilize group insurance carriers, as it
deems appropriate. The Village will notify the Chapter of any changes in insurance, and upon
request, will discuss these changes prior to implementation.
Section 17.2 Cost of Medical and Dental Insurance
Effective for the term of this Agreement, the Village will contribute 85% of the
designated premium cost of participation in the Village Plan (including the dental plan) for both
single and family coverage and the employee shall contribute 15% of the cost for the program
and coverage selected.
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The Village's insurance plan will not be materially changed during the term of this
Agreement. At no time during the term of this Agreement will bargaining unit employees be
required to pay more for insurance than any other non -union Village employee.
Notwithstanding any other provisions of this Article on insurance, the Village reserves
the right, after prior consultation with the Union, to make the minimal amount of changes in
insurance benefit levels which the Village reasonably believes are necessary to avoid imposition
of the Affordable Care Act's Cadillac Tax. Any such changes must also be made applicable to
all Police Department managerial or supervisory personnel who are covered by the Village's
insurance plan(s). Either party may, on May 1, 2016, elect to reopen negotiations over the
previous two sentences of this Agreement only, pertaining to the Affordable Care Act's Cadillac
Tax, and such reopener negotiations shall be subject to IPLRA, Section 14 interest arbitration, if
agreement is not reached during such reopened negotiations.
Section 17.3 Life Insurance
The Village will provide term life insurance coverage for each officer in an amount equal
to each officer's basic annual salary. Dependent life insurance in the amounts of $5,000 for an
officers spouse and $3,000 for each dependent will also be provided by the Village. A
Supplemental Life Insurance Program will also be available. Officers wishing to participate in
this coverage will contribute 100% of the total cost if approved by the insurance company.
Section 17.4 Flex Program
Effective upon ratification of the Agreement by both parties, employees will have the
right to participate in the Village Section 125 Flex Program on the same terms and conditions
applicable to other Village employees.
Section 17.5 Cost Containment
The Village reserves the right to institute cost containment measures relative to insurance
coverage so long as the basic level of insurance benefits remains substantially the same. Such
changes may include, but are not limited to, mandatory second opinions for elective surgery, Pre-
admission and continuing admission review, prohibition of weekend admissions except in
emergency situations, and mandatory outpatient elective surgery for certain designated surgical
procedures.
Section 17.6 Annual Oat Out
Bargaining unit employees are required to be covered by a medical insurance plan that
meets the Affordable Care Act requirements. Employees may elect to annually opt out of
medical coverage under the Village's health insurance plan. Such employees are eligible to
receive a one-time annual payment as described below, subject to the following requirements.
Employees shall designate medical insurance coverage options or otherwise elect to opt
out of coverage each year during the Village's open enrollment period. Each employee electing
to opt out of medical coverage must do so in a manner provided by Federal law or regulation, as
amended from time to time. Employees must annually submit proof, using forms provided by
the Village, for themselves and for all members of the employee's family (i.e. spouse and
children), of group medical insurance coverage for the plan year for which the opt out payment is
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being offered and sought. Such medical insurance coverage cannot be coverage in the individual
market or otherwise violate Medicare Secondary Payer rules or the Affordable Care Act, as
amended from time to time. In year one of this Agreement (i.e. May 1, 2018 — April 30, 2019),
employees electing to opt out of medical coverage must submit required opt out forms and proof
of medical insurance coverage no more than 30 days after the Village's open enrollment period
expires. In each subsequent year, employees must submit opt out forms and proof of medical
insurance coverage by the end of open enrollment or forfeit that year's opt out payment.
Once the employee submits the opt out forms and proof of medical insurance coverage,
the Village will pay the employee electing to opt out a one-time payment in April of the
following year. For employees enrolled in Village medical insurance during the prior coverage
year, such payment will be equal to 20% of the Village's share of the then current premium cost
for either single, single plus one, or family medical coverage, depending under which plan the
employee electing to opt out was most recently enrolled in, as certified by the Village. For
employees not enrolled in Village medical insurance during the prior coverage year, such
payment will be equal to 20% of the Village's share of the then current premium cost for single,
single plus one, or family medical coverage, depending under which plan the employee electing
to opt out continues to qualify for, as certified by the Village. For employees who have never
previously been enrolled in Village medical insurance, such payment will be equal to 20% of the
Village's share of the then current premium cost for single medical coverage. Employees shall be
ineligible for the opt out payment if that employee's parent and/or spouse or partner elects
coverage under the Village's medical insurance plan and the employee electing to opt out
becomes insured by the Village as a spouse and/or dependent. If the employee electing to opt
out experiences a qualifying life event that requires him/her to obtain Village medical insurance
during the plan year, the employee will not be eligible for any type of reimbursement
whatsoever. Likewise, if the employee retires or otherwise separates from employment during
the opt out plan year, the employee will not be eligible for any type of reimbursement
whatsoever.
This opt out benefit does not apply to dental or vision insurance coverage.
ARTICLE XVIII
HOLIDAYS AND PERSONAL DAYS
Section 18.1 Holiday Benefits
Each full time police officer will be given eight (8) floating holidays and four (4) fixed
holidays. The fixed holidays shall be New Year's Day, Fourth of July, Thanksgiving Day, and
Christmas Day.
Floating Holidays can be scheduled when vacation schedules are set. Floating Holidays
shall be taken in increments of full work days. Floating Holidays may be scheduled together.
Floating Holidays schedules will be determined by the Department head based on seniority on
the shift to be scheduled. The Employer agrees that it will continue its current practice as regard
the floating holiday requests per shift allowance. The needs of the Village in scheduling work
shall be the controlling criterion in scheduling Floating Holidays. Holidays which remain
unused as of December 31 of each year and which were unable to be taken through no fault of
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the employee, shall be compensated at a straight time rate. No carryover of Floating Holidays
shall be allowed.
Section 18.2 Eligibility
To be eligible for pay for holiday(s) employees must work the full scheduled day before
and the full scheduled day immediately following the holiday(s). If absent either or both of these
days dues to claimed illness, the Village may require medical proof of such illness within
twenty-four (24) hours of the employees return to work.
Section 18.3 Pay for Fixed Holidays (worked or not)
Officers not scheduled to work on any of the designated Fixed Holidays shall receive the
normal eight (8) hours holiday pay benefit.
Officers who work on any of four (4) designated Fixed Holidays, New Years Day, Fourth
of July, Thanksgiving Day and Christmas Day, shall be paid straight time for all regular
scheduled hours worked and , in addition shall also be paid at the rate of time and one-half
(1 1/2) of all hours worked on the designated Fixed Holidays.
In the event the Employer chooses to reduce manpower levels on a designated holiday it
will do so by first seeking volunteers to take the day off, in the event there are no volunteers, or
not enough volunteers, the Employer shall order employees off by reverse seniority.
Section 18.4 Loss of Floating Holiday
Employees who terminate their employment with the Village during the calendar year
shall not receive any compensation for unused Floating Holidays, not scheduled.
Section 18.5 Probationary Holiday Benefit
Officers hired in the first quarter of the year shall be eligible for eight (8) Floating
Holidays in addition to any Fixed Holidays.
Officers hired in the second quarter of the year shall be eligible for six (6) Floating
Holidays.
Officers hired in the third quarter of the year shall be eligible for four (4) Floating
Holidays in addition to any Fixed Holidays.
Officers hired in the last quarter of the year will be eligible for two (2) Floating Holiday
and will be eligible for any Fixed Holidays occurring in the last quarter after their date of hire.
ARTICLE XIX
EMPLOYEE ALCOHOL AND DRUG TESTING
Section 19.1 Statement of Policy
It is the policy of the Village that the public has the absolute right to expect persons
employed by the Village in its Police Department will be free from the effects of drugs and
alcohol. The Village, as the employer, has the right to expect its employees to report for work fit
and able for duty and to set a positive example for the community. The purposes of this policy
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shall be achieved in such manner as not to violate any established constitutional rights of the
officers of the Police Department.
Section 19.2 Prohibitions
Officers shall be prohibited from:
a. Abusing prescribed drugs, or consuming or possessing alcohol at any time during
or just prior to the beginning of the work day or anywhere on any Village
premises or job sites, including Village Building's properties, vehicles, or the
officer's personal vehicle while engaged in Village business, except as may be
necessary in the performance of duty.
b. Possessing, using, selling, purchasing or delivering any illegal drug at any time
and at any place, except as may be necessary in the performance of duty.
C. Failing to report to the employee's supervisor any known adverse side effects of
medication or prescription drugs which the employee may be taking.
Section 19.3 Drug & Alcohol Testing Permitted
Where the Village has reasonable suspicion to believe that: (a) an officer is being affected
by the use of alcohol; or (b) has abused prescribed drugs; or (c) has used illegal drugs, the
Village shall have the right to require the officer to submit to alcohol or drug testing as set forth
in this Agreement. The Village may also require an officer to randomly submit to alcohol or
drug testing where the employee is voluntarily assigned to a departmental drug enforcement
group for a period of at least thirty (30) days and where such officer's duties are primarily related
to drug enforcement. The foregoing shall not limit the right of the Village to conduct any tests if
may deem appropriate for persons seeking employment as police officers prior to their date of
hire, or upon promotion to another position within the Department.
Section 19.4 Order to Submit to Testin;<
Within forty-eight (48) hours of the time the officer is ordered to testing authorized by
this Agreement, the Village shall provide the officer with a written notice setting forth the facts
and inferences which form the basis of the order to test. Refusal to submit to such test may
subject the employee to discipline, but the officer's taking of the test shall not be construed as a
waiver of any objection or rights that he or she may possess.
Section 19.5 Tests To Be Conducted
In conducting the testing authorized by this Agreement, the Village shall:
a. Use only a clinical laboratory or hospital facility which is certified by the State of
Illinois to perform drug and/or alcohol testing.
b. Establish a chain of custody procedure for both sample collection and testing that
will insure the integrity of the identity of each sample and test result.
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C. Collect a sufficient sample of the same bodily fluid or material from an officer to
allow for initial screening, a confirmatory test and a sufficient amount to be set
aside reserved for later testing if requested by the officer.
d. Collect samples in such a manner as to preserve the individual officer's right to
privacy while insuring a high degree of security for the sample and its freedom
from adulteration. Officers shall not be witnessed by anyone while submitting a
sample except in circumstances where the laboratory or facility does not have a
"clean room" for submitting samples or where there is reasonable suspicion that
the officer may attempt to compromise the accuracy of the testing procedure.
e. Confirm any sample that tests positive in initial screening for drugs by testing the
second portion of the same sample by gas chromatography/mass spectrometry
(GC/MS) or an equivalent or better scientifically accurate and accepted method
that provides quantitative data about the detected drug or drug metabolites.
f. Provide the officer tested with an opportunity to have the additional sample tested
by a clinical laboratory or hospital facility of the officer's choosing, at the
officer's own expense, provided the officer notifies the Village within seventy-
two (72) hours of receiving the results of the test that he desires to have the
additional sample tested.
g. Require that the laboratory or hospital facility report to the Village that a blood or
urine sample is positive only if both the initial screening and confirmation test are
positive for a particular drug. The parties agree that should any information
concerning such testing or the results thereof be obtained by the Village consistent
with the understandings expressed herein (e.g., billing for testing that reveal the
nature or number of test administered), the Village will not use such information
in any manner or form adverse to the officer's interests.
h. Require that with regard to alcohol testing, for the purpose of determining
whether the officer is under the influence of alcohol, test results showing an
alcohol concentration of .020 or more based upon the grams of alcohol per 100
milliliters of blood shall be considered a positive test result, while test results
showing an alcohol concentration of .0199 or less shall be considered a negative
test result.
Provide each officer tested with a copy of all information and reports received by
the Village in connection with the testing and the test results.
j. Insure that no officer is the subject of any adverse employment action except
emergency temporary reassignment or relief of duty with pay during the pendency
of any testing procedure, except that an officer may be suspended without pay or
otherwise disciplined for reasons unrelated to the test, or if the test result registers
positive.
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Section 19.6 Right to Contest
If disciplinary action is not taken against an employee based in whole or in part upon the
results of a drug or alcohol test, the Union and/or the officer, with or without the Union, shall
have the right to file a grievance concerning any testing permitted by this Agreement, contesting
the basis for the order to submit to the test, the right to the test, the administration of the tests, the
significance and accuracy of the test, or any other alleged violation of this Agreement. Such
grievances shall be commenced at Step 2 of the Grievance Procedure. Further, if disciplinary
action is taken against an officer based in part upon the results of a test, then the Union and/or
the officer, with or without the Union, shall have the right to file a grievance concerning any
portion of the test if the discipline is not so extreme as to invoke the jurisdiction of the Village
Board of Fire and Police Commissioners. If the discipline is sufficiently extreme as to invoke
the jurisdiction of the Village Board of Police Commissioners, then the Union and/or the officer,
with or without the Union, shall have the right to contest any testing permitted by this Agreement
before the Board of Fire and Police Commissioners. Any evidence concerning test results which
is obtained in violation of the standards contained in this Article shall not be admissible in an
disciplinary proceeding involving the officer.
Section 19.7 Rip -tit to Discipline
The Village shall have the right to discipline officers, or recommend discipline against
officers as may be appropriate, for violations of this Article. Where a violation of Section 19.2(a)
is found, the Village for a first-time offender may recommend disciplinary action up to but not
including termination, so long as the offender voluntarily seeks treatment, counseling or other
support for the alcohol or prescribed drug abuse problem, so long as:
a. The officer agrees to appropriate treatment as determined by the physician(s)
involved.
b. The officer discontinues his abuse of prescribed drugs, use of illegal drugs or
abuse of alcohol.
C. The officer completes the course of treatment prescribed, including an "after-
care" group for a period of up to twelve (12) months.
d. The officer agrees to submit to random testing during work hours throughout the
period of "after -care."
Officers who do not agree to or act in accordance with the foregoing shall be subject to
discipline, up to and including discharge. Additionally, where a violation of Section 19.2(b) is
found, officers shall be subject to discipline up to and including discharge.
Section 19.8 Voluntary Requests for Assistance
The Village shall take no adverse employment action against any officer who voluntarily
seeks treatment, counseling, or other support for an alcohol or drug related problem, other than
the Village may require reassignment of the officer with pay if he is unfit for duty in his current
assignment. The foregoing is conditioned upon:
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a. The officer agreeing to appropriate treatment as determined by the physician(s)
involved.
b. The officer discontinuing his abuse of prescribed drugs, use of illegal drugs or
abuse of alcohol.
C. The officer completing the course of treatment prescribed, including an "after-
care" group for a period of up to twelve (12) months.
d. The officer agreeing to submit to random testing during work hours throughout
the period of "after -care."
Officers who do not agree to or act in accordance with the foregoing shall be subject to
discipline up to and including discharge.
Nothing in this Section or Article shall allow an officer to avoid discipline resulting from
an ongoing investigation, or discipline for violation of Departmental rules other than rules
prohibiting an officer from being under the influence of alcohol or prescribed drugs. This Article
shall not be construed as an obligation on the part of the Village to retain an employee on active
status throughout the period of rehabilitation if it is appropriately determined that the officer's
current use of alcohol or drugs prevents such individual from performing the duties of a police
officer or whose continuance on active status would constitute a direct threat to the property and
safety of others. Such officer shall be afforded the opportunity, at his option, to use accumulated
paid leave or take an unpaid leave of absence pending treatment.
ARTICLE XX
UNIFORM BENEFITS
Section 20.1 Benefits
Non -probationary employees assigned as investigators for an entire fiscal year shall be
eligible for reimbursement for purchases of necessary work clothing up to a maximum of six
hundred and fifty dollars ($650.00) per fiscal year, increasing to seven hundred dollars ($700.00)
effective May 1, 2018. Employees assigned to the position of C.P.O. for an entire year shall be
eligible for reimbursement for purchases of necessary work clothing up to a maximum of four
hundred dollars ($400.00) per fiscal year, increasing to four hundred and fifty dollars ($450.00)
effective May 1, 2018. All other non -probationary employees covered by this agreement shall be
on a quartermaster system maintained and administered by the Village for uniform repair or
replacement, including body armor.
Section 20.2 Professional Appearance
All officers are required to exhibit a professional appearance at all times while on duty.
Provided a professional appearance is maintained, the Department will allow the following
change to the Department's grooming standards.
Officers will be allowed to maintain beards and goatees, If a beard or mustache is worn, it
shall be well-groomed and neatly trimmed at all times in order not to present a ragged
appearance. The bulk of the beard (distance that the mass of facial hair protrudes from the skin of
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the face) shall not exceed one-half of an inch, unless required for documented medical or
religious reasons.
Officers who currently have tattoos or body modifications that are on the arms, visible in
the summer uniform, will conceal them with a Departmental issued colored sleeve. Non -
uniformed officers will also conceal tattoos or body modifications while on duty.
ARTICLE XXI
EMPLOYEE WELLNESS AND FITNESS
Section 21.1 Fitness Examination
If there is any reasonable questions concerning an employee's fitness for duty, or fitness
to return to duty, the Police Chief may require that the employee have an examination by a
qualified, licensed physician of the Village's choice. The Village will pay the cost of any such
examination.
Section 21.2 Immunization and Inoculations
— The-Village-agrees-to-pr,ovide-to-all member-s--covered-by-this-A-greement-inoculations-and ----
immunizations which are determined by the Village's medical Authority to be necessary and
appropriate to the season or the risk. Said inoculations and immunizations shall be provided at
no cost to the employee.
ARTICLE XXII
CONFLICT WITH LAW
If any provision of this Agreement is subsequently declared by legislative or judicial
authority to be unlawful, unenforceable, or not in accordance with applicable statutes or
ordinances, all other provisions of this Agreement shall remain in full force and effect for the
duration of this Agreement and parties will meet and bargain over replacement of the unlawful or
unenforceable provision.
ARTICLE XXIII
ENTIRE AGREEMENT
This Agreement constitutes the complete and entire agreement between parties, and
concludes collective bargaining between the parties for its term. Before the Employer
implements an overall change in past practice which has a direct and significant effect on
employee wages, hour or working conditions, the Employer will offer to discuss the change with
the Union (except in case of emergency).
The parties acknowledge that during the negotiations which resulted in this Agreement,
each had the unlimited right and opportunity to make demands and proposals with respect to any
subject or matter not removed by law or ordinance from the area of collective bargaining, and
that the understandings and agreement arrived at by the parties after the exercise of that right and
opportunity are set forth in this Agreement. The Union specifically waives any right it might
have to impact or effects bargaining for the life of this Agreement.
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ARTICLE XXIV
MISCELLANEOUS PROVISIONS
Section 24.1 Lieht Duty
Any Officer who is injured and unable to perform his full-time duty may, with a written
physician's approval, request the opportunity to work light duty subject to the Chiefs and the
Village Manager's approval in their absolute discretion and in accordance with the needs of the
Department, and according to the applicable Village policy and/or resolution, or may be ordered
to work such duty. The Village and the Chapter agree that there shall be no pyramiding of
benefits of light duty assignments with workmen's compensation or other disability benefits.
Section 24.2 Outside Employment
The Chief of Police may restrict off -duty employment in the best interests of the
Department. Employees may be allowed to engage in off -duty employment up to a maximum of
twenty-five (25) hours per week, subject to the prior written approval of the Chief of Police or
the Chief s designee, and such requirements as may be set forth by general order or departmental
rules and regulations. The Chief of Police may, at his discretion, may waive the twenty-five (25)
hour per week limitation for an employee in a specific instance.
Section 24.3 Personnel File
The Village agrees to abide by the lawful requirements of Illinois Access to Personnel
Records Act, 820 ILCS. 40/1 2001 et sec.. The parties agree that any violation of this section
shall not be subject to the grievance procedure.
Section 24.4 Direct Deposit
The Village agrees that it will make available to all employees covered by this agreement
direct deposit for wages received by employees. This benefit shall be available to those covered
employees who elect to utilize such benefit.
Section 24.5 GPS/Video Data
The Parties agree that any information gathered from GPS units, video cameras or audio
tapes will not serve as the sole and exclusive basis for the imposition of discipline. The parties
agree that any violation of this section shall not be subject to the grievance procedure.
ARTICLE XXV
SOLICITATION
While the Village acknowledges that bargaining unit employees may conduct solicitation
of Elk Grove Village merchants, residents or citizens, the Chapter agrees that no bargaining unit
employee will solicit any person or entity for contributions on behalf of the Elk Grove Village
Police Department or the Village of Elk Grove Village.
Bargaining unit employees agree that the Village name, shield or insignia,
communication systems, supplies and materials will not be used for solicitation purposes.
Solicitation for the benefit of the collective bargaining representative by bargaining unit
employees may not be done on work time or in a work uniform. The bargaining unit employees
agree that they will not use the words `Elk Grove Village Police Department" in their name or
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describe themselves as the "Village of Elk Grove Village." Bargaining unit employees shall
have the right to explain to the public, if necessary, that they are members of an organization
providing collective bargaining, legal defense and other benefits to all patrol -rank police officers
employed by the Village.
The foregoing shall not be construed as a prohibition of lawful solicitation efforts by
bargaining unit employees directed to the general public. Each party hereto agrees that they will
comply with all applicable laws regarding solicitation.
This Agreement does not apply to the solicitation efforts of the Metropolitan Alliance of
Police or any of its agents who are not bargaining unit employees.
ARTICLE XXVI
RESIDENCY
The Parties agree that for the duration of this agreement the Village will not enforce or
restrict the location of the residence of any employee covered by this agreement.
ARTICLE XXVII
DURATION OF AGREEMENT
This Agreement shall be effective, unless otherwise provided herein or in Appendix "D",
on the day after execution of this Agreement by both Parties, and shall remain in full force and
effect until 11:59 p.m. on the 30th day of April, 2027. It shall be automatically renewed from
year to year thereafter unless either party shall notify the other in writing at least one hundred
twenty (120) days prior to the expiration date of this Agreement. In the event that such notice is
given, negotiations shall begin no later than ninety (90) days prior to the anniversary date. The
provisions of this Agreement shall continue in effect so long as the parties are engaged in good
faith negotiations or are exercising their impasse procedure rights under the Illinois Public Labor
Relations Act.
Executed this day of
FOR THE VILLAGE OF EI.K GROW: FOR THE METROPOLITAN ALLIANCE
OF POLICE, ELK GROVE VILLAGE
CHAPTER # 141
Mayor Date President, M.A.P. Date
Elk Grove Village Chapter #141
..._.._.....____ ......
Village Manager Date
Village Clerk Date Keith George, President Date
Metropolitan Alliance of Police
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APPENDIX "A"
WAGES
Effective
5/l/23
Effective
5/l/24
Effective
5/1/25
Effective
5/l/26
CURRENT
3.0%
3.0%
3.0%
3.0%
NEW HIRE
RECRUITS **
$7,500 less
than Step I
$7,500 less
than Step 1
$7,500 less
than Step 1
$7,500 less
than Step 1
STEP 1
$77,613.33
$79 941.73
STEP 2
$82,595.97
$85,073.85
STEP 3
$87,580.06
$90,207.46
STEP 4
$92,562.91
$95,339.80
STEP 5
$97,540.98
$100,467.21
STEP 6
$102,456.02
$105529.70
STEP 7
$109,076.86
$112,349.16
Note: this pay schedule will be adjusted upward on pay date closest to May 1 of
each year through April 30, 2027 per Section 15.2 of this agreement, i.e., 3.0% or
the 9th position whichever is higher based upon respective Village board
contracts approved by April 1 st each year.
New hire recruits shall be paid at a rate of $7,500 below the Step 1 rate upon hire.
Upon successful completion of basic training at the Police Academy and official
certification as an Illinois police officer, such employees will be moved to Step 1.
Notwithstanding any other provision in this Agreement, new hire recruits will be
paid time and one half (1 ''/2) for all hours worked beyond eight (8) in a day;
"hours worked" shall include required time spent in Police Academy classes and
required physical training. Recruits are expected to keep complete and accurate
track of all time spent in class or at training and notify the Department's designee
of their time on a weekly basis according to Police Department rules, regulations,
and policy.
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THE PARTIES ACKNOWLEDGE THAT ALL WAGE INCREASES SHALL BE RETROACTIVE TO THE
EFFECTIVE DATES CONTAINED HEREIN AND SHALL INCLUDE ALL COMPENSABLE TIME
Obi
C1arkHill\K7718\432092\268615656.v2-10/5/22
APPENDIX "B"
COMPARABLE TOWNS
1. ADDISON
2. ARLINGTON HEIGHTS
3. BARTLETT
4. CAROL STREAM
5. DES PLAINES
6. DOWNERS GROVE
7. ELMHURST
8. GLENDALE HEIGHTS
9. HOFFMAN ESTATES
10. LISLE
I L LOMBARD
12. MOUNT PROSPECT
13. NILES
14. PALATINE
15. ROLLING MEADOWS
16. STREAMWOOD
17. VILLA PARK
18. WESTMONT
19. WHEATON
20. WHEELING
36
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APPENDIX "C"
MAP GRIEVANCE FORM
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APPENDIX "D"
SIDE LETTER OF AGREEMENT
This Side Letter of Agreement is entered into between the Metropolitan Alliance of
Police, Elk Grove Village Police Chapter No. 141 (the "Union") and the Village of Elk Grove
Village (the "Village"). The purpose of this Side Letter is to memorialize understandings
reached between the parties during collective bargaining negotiations concerning a change in the
work schedule of Village Patrol Officers.
The parties acknowledge that the Village has the authority, within the guidelines set forth
herein, to set work schedules for Patrol Officers. In the exercise of that authority, and upon
agreement with the Union, the Village has agreed to implement and continue a work schedule for
Patrol Officers through April 30`h, 2023. All Patrol employees covered by the parties' collective
bargaining agreement shall work what is normally referred to as a "six days on/three days off'
work schedule ("6/3"). The parties do agree that the Chief may not change this schedule unless
mutually agreed to by the Parties or in order to accomplish the reasonable objectives and
missions of the Village's Police Department.
On this "6/3" work schedule, shift selection (days -afternoons -midnights) will be bid
annually, by seniority. Each officer having his/her bid approved by the Chief or his designee
shall remain on that selected shift for a twelve (12) month period, from the first day of the new
work cycle in January through the last day of the year's work cycle year. The parties do agree
that the Chief may disregard a seniority selection in order to accomplish the reasonable
objectives and missions of the Village's Police Department. Normally, such shift bids shall be
made and completed on and between November 1 and November 15 of each year of the
agreement, with vacation selection to follow immediately thereafter.
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Patrol Officers working on the "6/3" work schedule will have a regular work day of 8.5
hours. Such officers will be compensated at the overtime rate of pay for all hours worked
beyond 8.5 hours in their regularly scheduled work day and shall also receive overtime for all
hours worked on all off -duty days.
Ten Hour Shifts
The Chief, in his sole discretion, and subject to the approval of the Village Manager, may
assign Support Services Division officers to a ten (10) hour shift if it is determined by the Chief
to be in the best interest of the Department. There shall be no guarantee or expectation that such
ten (10) hour shifts will be implemented or, if implemented, continued. Any overtime for
officers assigned to a ten (10) hour shift shall be paid for all hours worked or compensated over
the scheduled ten (10) hours per shift.
The parties acknowledge that this Side Letter of Agreement accurately sets forth their
understanding concerning Patrol Officer work schedules reached between them.
FOR THE UNION:
39
C1arkHiIIT7718\432092\268615656. Q-10/5/22
FOR THE VILLAG
Dated: / / *4 -//- ;� Z-
APPENDIX "E"
SIDE 1,1�'l"I'I.II O1- AG1tI GM1,:N'i'
This Side Letter of Agreement is entered into between the Village of Elk Grove Village
("Village") and the Metropolitan Alliance of Police Elk Grove Village Police Chapter 141
("Union").
The purpose of this side letter is to memorialize understandings reached between the
parties during collective bargaining negotiations concerning a change to benefits offered lateral
officers during appointment to sworn officer position.
Now, therefore, in exchange of for consideration provided by each the party to the other,
the sufficiency which is hereby acknowledged by both parties, the parties hereby agree that the
Village, in its discretion, may hire lateral patrol officers as follows:
A lateral officer may be offered starting wage at Step 2 or Step 3 of wage schedule based
upon the lateral officer's experience;
• A lateral officer may be offered up to forty (40) hours of benefit time to be used after the
first six (6) months of employment with Village and during their first year of employment
with the Village;
• A lateral officer may be offered forty (40) hours of sick leave benefit at start of their
employment;
• A Lateral officer may be eligible for a hiring incentive bonus of up to ten thousand
dollars ( $10,000) based upon Elk Grove Village Fire and Police Commission offer of
employment;
• A lateral officer's seniority date will be the officers date of hire; and
• The Police Chief has the discretion to offer a lateral officer any of the benefits set forth
above.
The par' s 2�tr signatures affixed below acknowledge agreement with the terms of this Side
Lctte of Ant through the life of this Agreement.
Village o ' Grove Village )ate Met olitan Alliance of Police, Date
Elk Grove Chapter #141
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ClarkHill\K7718\432092\268615656.v 1-9123/22
MEMORANDUM OF AGREEMENT
The Village of Elk Grove ("Village") and the Metropolitan Alliance of Police, Chapter
141 ("MAP") agree that this Memorandum of Agreement shall not be considered a part of the
any collective bargaining agreement between the Village and the MAP, nor shall it constitute a
precedent which either party may cite in any subsequent negotiations or interest arbitration
proceeding. The Village and the MAP further agree as follows:
Alternative Work Schedule for Field Services Division (PSDI. The Village is willing to
establish, an alternative work schedule for patrol officers assigned to the FSD Division,
commencing as early as January 1, 2023. This Memorandum only applies to patrol
officers of the Field Services Division, but excluding other bargaining unit employees.
Conditions. The alternative work schedule for covered employees is subject to the
following conditions:
a) The nonnal work day will be 12 hours provided that once during each two -week
period, the Village may schedule an 8-hour work day for each employee, so that
an employee will normally be scheduled to work 2080 hours during the calendar
year.
b) Assignments to FSD patrol shifts shall be chosen based on seniority and needs
of the department. This does not negate the Village's obligation to pay overtime
pursuant to Section 10.4 of the CBA.
c) All leave "days" shall equate to 8 hours per day, and shall continue to accrue at that
rate, i.e., the alternative work schedule shall not increase accrual of paid leave time,
including but not limited to vacations, funeral leave, sick time and personal days
(Articles XII, XVI, IIXX) . An employee using a full leave day while assigned to
the alternative work schedule shall have 12 hours deducted from his/her accrued
leave. The provisions of Article IIXX of the collective bargaining agreement, which
provide eight (8) hours of compensation for holidays, shall remain unchanged by
this Memorandum. Holidays during vacations under Article 18.3 of the agreement
shall remain at 8 hours of pay.
d) The Canine Officer will work the 12-hour schedule described herein and continue
to receive current care and maintenance of the service animal consistent with the
Department's General Order 40.1 The canine handler's scheduled shift shall be
modified to include the off -duty hours for at home canine care activities and duty -
related transportation of the canine as hours worked during the normal workweek
hours (officer's on -duty hours will be reduced by 5 hours per week). When an
additional Canine Officer is added, they will also be assigned to work a modified
start and stop time to provide coverage to each patrol shift. Officers assigned to
a task force may work an 8 hour work schedule/40 hour work week based upon
task force assignment.
e) An employee shall not engage in secondary employment that does not allow for
an 8-hour rest period before their next scheduled 12-hour shift.
CLARKHILL\K77 1 8\432092\268615630, v2-9/22/22
f) Time spent in training will be paid on an 8-hour day. Multiple day training will
be scheduled and paid as an 8-hour day or a 40-hour work week Monday through
Friday.
g) Should there be any conflict between the provisions of this Memorandum and
the provisions of the 2023-2027 Collective Bargaining Agreement, or any
successor agreement, the provisions of this Memorandum shall govern, so long
as the alternative work schedule is maintained.
Xaluation, The foregoing trial program shall be evaluated as follows:
a) During the contract term service levels, productivity, operationa! needs,
accidents, safety, leave usage, and cost effectiveness will be monitored by
the Village.
b) There shall be periodic labor management meetings to discuss the schedule and its
effectiveness, The parties may change the terms of this Memorandum during the
trial period by mutual agreement,
c) if, at any time, the Chief of Police determines that the alternative work
schedule has not met the overall operational needs of the Department, or has
adversely affected the Icvel of police servicei to the community, or has had
adverse economic consequences, or has resulted in unacceptable sick leave or
diminished productivity or safety, he shall have the final right to discontinue
the alternative work schedule and revert to the work schedule in place prior to
January 1. 2023 (in accordance with this Memorandum of Agreement. Prior
to making a final decision, the Chief will meet with the MAP in a labor
managerment meeting to discuss the Chief's basis for reverting to the pm -
January 1, 2023 shift schedule.
4. The terms of this memorandum shall not be subject to the grievance procedure. Any
unexpected difficulties in administrating the alternative work schedule, to the extent
practical, shall be discussed in Labor Management Committee meatings.
Mayo r' D�ate
Village Manager t
c
Vil Clork ate
CLAIiK OWK77tM432092Q6961J630.v3-9t22/22
f' It mil? M)-TRQP LfTAN AI ..IANCT'.
OF QUUF.LK GROW VILIAQR
CElAU R #)4t
Presideni, KA.P, Date
Elk Grove Village Chapter #141
Keith George, President Date:
Metropolitan Alliance of Police