HomeMy WebLinkAboutRESOLUTION - 1-02 - 1/8/2002 - LABOR AGREEMENT/POLICE LOCAL 141RESOLUTION NO.1-02
A RESOLUTION AUTHORIZING THE MAYOR TO EXECUTE A LABOR AGREEMENT
BETWEEN THE VILLAGE OF ELK GROVE VILLAGE AND ELK GROVE VILLAGE
POLICE OFFICERS METROPOLITIAN ALLIANCE OF POLICE LOCAL 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:
Section 1: That the Mayor be and is hereby authorized to sign
the attached document marked:
"LABOR AGREEMENT BETWEEN THE VILLAGE OF
ELK GROVE VILLAGE, AND THE ELK GROVE VILLAGE
POLICE OFFICERS, LOCAL NO. 141."
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 document
upon the signature of the Mayor and Village Manager.
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:O ABSENT: 0
PASSED this 8u' day of January 2002
APPROVED this 8°h day of January 2002
ATTEST:
Ann I. Walsh, Village Clerk
Craig B. Johnson, Mayor
By: Margit C. Thompson, Deputy Village Clerk
LABOR AGREEMENT
BETWEEN
METR.OPOLITIAN ALLIANCE OF
POLICE ELK GROVE VILLAGE
POLICE CHAPTER #141
AND
THE VILLAGE OF ELK GROVE
VILLAGE
FOR THE PERIOD
JANUARY 852002 THROUGH
APRIL 30,2005
TABLE OF CONTENTS
ARTICLE 1
PREAMBLE.......................................................................................................... 1
ARTICLE 11
RECOGNITION....................................................................................................... 1
ARTICLE 111
NON-DISCRIMINATION.......................................................................................... 1
SECTION 3.1 DISCRIMINATION PROHIBITED ................................................... 1
SECTION3.2 GENDER ......................................... ......... I.............................. 2
ARTICLE IV
DUES CHECKOFFIUNION INDEMNIFICATION............................................................. 2
SECTION 4.1 DUES CHECKOFF.................................................................. 2
SECTION4.2 FAIR SHARE............................................................................ 3
SECTION 4.3 UNION INDEMNIFICATION......................................................... 4
SECTION 4.4 FAIR REPRESENTATION......................................................... 4
ARTICLE V
MANAGEMENTRIGHTS....................................................................................... 5
SECTION5.1 BASIC RIGHTS....................................................................... 5
SECTION 5.2 BUDGETARY AUTHORITY......................................................... 6
SECTION 5.3 WORK RULES AND REGULATIONS ............................................. 7
ARTICLE VI
NOSTRIKE/1-OCKOUT.......................................................................................... 7
SECTION6.1 NO STRIKE.............................................................................. 7
SECTION6.2 DISCIPLINE............................................................................... 7
ARTICLE VII
BILLOF RIGHTS.................................................................................................... 8
SECTION7.1 BASIC RIGHTS........................................................................ 8
SECTION 7.2 RIGHT TO REPRESENTATION................................................... 8
ARTICLE VIII
GRIEVANCEPROCEDURE, .................................................................................. 8
SECTION 8.1 DEFINITION OF A GRIEVANCE ................................................... 8
SECTION8.2 PROCEDURES......................................................................... 9
SECTION8.3 ARBITRATION......................................................................... 12
SECTION 8.4 LIMITS ON AUTHORITY OF ARBITRATOR .................................... 13
SECTION8.5 PAID TIME.............................................................................. 14
SECTION8.6 TIME LIMITS........................................................................... 14
ARTICLE IX
LABOR/MANAGEMENT MEETINGS......................................... 14
SECTION 9.1 MEETING REQUEST................................................................ 14
SECTION9.2 CONTENT.......... :..................................................................... 15
SECTION9.3 ATTENDANCE........................................................................ 15
ARTICLE X
HOURS OF WORK AND OVERTIME........................................................................ 16
SECTION 10.1 APPLICATION OF ARTICLE ...................................................... 16
SECTION 10.2 SHIFT SCHEDULE.................................................................. 16
SECTION 10.3 WORK CYCLE,WORK WEEK, WORKDAY ................................. 16
SECTION10.4 OVERTIME PAY..................................................................... 17
SECTION10.5 COURT TIME........................................................................... 17
SECTION 10.6 CALL BACK PAY..................................................................... 18
SECTION 10.7 OFF-DUTY ............................................... 18
SECTION 10.8 REQUIRED OVERTIME...............................:............................ 18
SECTION 10.9 NO PYRAMIDING................................................................... 18
SECTION10.10 STAND-BY-PAY.................................................................. 18
SECTION10.11 DUTY TRADES..................................................................... 19
SECTION 10.12 TRAVEL TIME AND MEAL REIMBURSEMENTS ........................ 19
SECTION 10.13 EDUCATIONAL INCENTIVES ................................................... 20
SECTION 10.14 COMPENSATORY TIME ...................................................... 21
ARTICLE XI
SENIORITY, LAYOFF. RECALL.............................................................................. 22
SECTION 11.1 DEFINITION OF SENIORITY...................................................... 22
SECTION 11.2 PROBATIONARY PERIOD........................................................ 22
SECTION 11.3 SENIORITY LIST.................................................................. 22
SECTION 11.4 REDUCTIONS IN THE WORK FORCE ..................................... 23
SECTION11.5 RECALL................................................................................ 23
SECTION 11.6 TERMINATION OF SENIORITY .............................................. 24
SECTION 11.7 REINSTATEMENT OF SENIORITY ......................................... 24
ARTICLE X11
VACATION......................................................................................................... 25
SECTION 12.1 VACATION TIME ACCRUAL AND ELIGIBILITY .......................... 25
SECTION 12.2 VACATION TAKING PROCEDURES ....................................... 26
SECTION 12.3 MISCELLANEOUS VACATION PROVISIONS .............................. 27
ARTICLE Xlil
UNION OFFICERS AND NOTIFICATIONS............................................................... 27
ARTICLE XIV
BULLETINBOARD................................................................................................... 28
ARTICLE XV
WAGESAND LONGEVITY........................................................................................ 29
SECTION 15.1 WAGE SCHEDULE FOR MAY 1, 2000 THROUGH APRIL 30,2005..... 29
SECTION 15.2 MARKET BASED EQUITY ADJOSTMENT..................................... 29
SECTION 15.3 STEP INCREASES ON ANNIVERSARY DATE ............................... 29
SECTION 15.4 LONGEVITY SCHEDULE............................................................ 29
ARTICLE XVI
cir,v i FAVF AND LEAVES OF ABSENCE- ................................................................ 32
SECTION16.1 SICK LEAVE.............................................................................
32
SECTION 16.2 BEREAVEMENT LEAVE..................................................................
33
SECTION 16.3 EMERGENCY LEAVE.....................................................................
33
SECTION 16.4 NEW INFANT LEAVE.....................................................................
34
SECTION 16.5 PERSONAL TEMPORARY LEAVE OF ABSENCE ..............................
34
SECTION 16.6 MILITARY LEAVE...........................................................................
36
SECTION16.7 JURY LEAVE.............................................................................
37
SECTION 16.8 AMERICANS WITH DISABILITIES ACT .............................................
37
SECTION 16.9 FAMILY AND MEDICAL LEAVE ACT OF 1993 ....................................
37
SECTION 16.10 REQUEST FOR TIME OFF............................................................
37
SECTION 16.1'SICK LEAVE BUY BACK..................................................................
38
ARTICLE XVII
INSURANCE........................................................................................................... 40
SECTION17.1 COVERAGE............................................................................. 40
SECTION 17.2 COST OF MEDICAL AND DENTAL INSURANCE ................................. 40
SECTION 17.3 LIFE INSURANCE........................................................................ 40
SECTION 17A FLEX PROGRAM........................................................................... 41
SECTION 17.5 COST CONTAINMENT.................................................................. 41
ARTICLE XVIII
HOLIDAYS.............................................................................................................. 41
SECTION 18.1 HOLIDAY BENEFITS..................................................................... 41
SECTION18.2 ELIGIBILITY............................................................................. 42
SECTION 18.3 PAY FOR WORK ON FIXED HOLIDAY ............................................. 42
SECTION 18.4 LOSS OF FLOATING HOLIDAY ...................................................... 42
SECTION 18.5PROBATIONARY HOLIDAY BENEFIT ................................................ 42
ARTICLE XIX
EMPLOYEE ALCOHOL AND DRUG TESTING...............................................................
43
SECTION 19.1 STATEMENT OF POLICY...............................................................
43
SECTION 19.2 PROHIBITIONS.............................................................................
43
SECTION 19.3 DRUG AND ALCOHOL TESTING PERMITTED ....................................
44
SECTION 19.4 ORDER TO SUBMIT TO TESTING ....................................................
44
SECTION 19,5 TESTS TO BE CONDUCTED............................................................
44
SECTION 19.6 RIGHT TO CONTEST.....................................................................
46
SECTION 19.7 RIGHT TO DISCIPLINE..................................................................
47
SECTION 19.8 VOLUNTARY REQUESTS FOR ASSISTANCE ....................................
48
III
ARTICLE XX
UNIFORM BENEFITS .......................................
......................... 49
ARTICLE XXI
EMPLOYEE WELLNESS AND FITNESS...................................................................... 50
SECTION 21.1 FITNESS EXAMINATION............................................................... 50
SECTION 21.2 IMMUNIZATIONS AND INOCULATIONS ............................................. 50
ARTICLE XXII
CONFLICTWITH THE LAW........................................................................................ 50
ARTICLE XXIII
ENTIREAGREEMENT.............................................................................................. 51
ARTICLE)=
MISCELLANEOUSPROVISIONS................................................................................ 51
SECTION24.1 NOTICE.................................................................................... 51
SECTION24.2 LIGHT DUTY................................................................................. 52
SECTION 24.3 OUTSIDE EMPLOYMENT............................................................... 52
SECTION 24.4 PERSONNEL FILE........................................................................ 52
SECTION 24.5 DIRECT DEPOSIT........................................................................ 52
ARTICLE XXV
NOSOLICITATION.................................................................................................... 53
ARTICLE XXVI
RESIDENCY............................................................................................................ 54
ARTICLE XXVII
DURATIONOF AGREEMENT..................................................................................... 54
IV
ARTICLE I
PREAMBLE
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 January 8,2002.
ARTICLE II
RECOGNITION
Section 2.1. The Village hereby recognizes the Chapter as the sole and exclusive
collective bargaining representative for'-
All
or:
All full-time sworn peace officers in the Village of Elk Grove Village 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 Village. 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 CIIECKOFFMNION 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 for each employee in the bargaining unit who has filed with the
Village a voluntary checkoff authorization in the form set forth in Appendix "D" of this
Agreement, and shall forward such amount to the Chapter on the tenth (10th) 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 checkoff 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
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actual dues amount deducted, as determined by the Chapter, shall be a uniform amount for each
employee.
Ifan 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 checkoff 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. Fair Share. Any present officer who is not a member of the Chapter shall,
as a condition of employment, be required to pay a fair share fee (not to exceed the amount of
Chapter dues) of the cost of the collective bargaining process, contract administration in pursuing
matters affecting wages, hours and other conditions of employment, but not to exceed the amount
of dues uniformly required of members per month. All officers hired on or after the effective
date of this Agreement and who have not made application for membership shall, on or after the
thirtieth (30th) day of their hire, also be required to pay a fair share fee as defined above.
The Village shall, with respect to any officer on whose behalf the Village has not
received a written dues checkoff authorization as provided in Section 4.1 above, deduct frorir the
wages of the officer the fair share financial obligation, including any retroactive amount due and
owing to the effective date of the Agreement, and forward such amount to the Chapter on the
tenth (10th) day of the month following the month in which the deduction is made, subject to the
following:
1. The Chapter has certified to the Village that the affected officer has been
delinquent in his obligations for at least thirty (30) days;
2. The Chapter has certified to the Village that the affected officer has been
notified in writing of the obligation and the requirement for each provision
of this Article and that the employee has been advised by the Chapter of
his obligations pursuant to this Article and of the manner in which the
Chapter has calculated the fair share fee:
The Chapter has certified to the Village that the affected officer has been
given a reasonable opportunity to prepare and submit any objections to the
payment and has been afforded an opportunity to have said objections
adjudicated before an impartial arbitrator assigned by the employee and
the Chapter for the purpose of determining and resolving any objections
the officer may have to the fair share fee.
Any officer who objects to paying a fair share fee to the Chapter may in writing so notify
the Chapter and the Village of such objection. The officer may thereafter make arrangements to
transmit each month the regular fair share amount to a bona fide charity of the officer's choosing
in lieu of transmitting such amount to the Chapter. The officer shall provide evidence of such
payments to the Village upon request.
Section 4.3. 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. If an improper deduction is made,
the Chapter shall refund directly to the employee any such amount and report it to the Village
five (5) business days prior to the issuance of the next payroll check.
Section 4.4. 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 RIGIITS
Section 5.1. Basic Rights. 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;
c. To determine the methods, means and number of personnel needed to
cavy 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 or 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;
j. 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 martial law;
1. • 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 martial 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.
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 or regulations
exist in writing. Whenever the Village changes rules or regulations or issues new rules or
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 or regulations in order that the
Chapter may discuss (but not negotiate) such rules or regulations with the Chief's designee
within that three (3) day period before they become effective, if the Chapter so requests. Work
rules or regulations shall be equitably applied under similar circumstances and shall not conflict
with any specific provisions of this Agreement.
ARTICLE VI
NO STRIKE/LOCKOUT
Section 6.1. No Strike. During the temi 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 flue", with the work and statutory functions 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 lockout 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 br
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 VII
BILL OR RIGIITS
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 investigation 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 the Chapter representative from the
employee's shift, the Village shall either suspend the investigation interview (for a reasonable
period of time, not to exceed one (1) hour) until the 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 express
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. Procedures. 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 facts 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 this Agreement shall
present the issue to his immediate supervisor in writing. Nothing contained herein
shall be construed as limiting the right of any employee having a grievance to
0
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 terms and
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
seven (7) calendar days of receipt of the written form. Following discussion of
the facts and any investigation of the circumstances surrounding the allegation,
the supervisor or his designee will respond to the employee. The written response
shall be made no later than seven (7) calendar days from the date of receipt of the
written grievance.
STEP 2: If the issue is not resolved in Step 1, 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. 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
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discussion of facts, if any, 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 lug 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 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 Police Chief or his designee.
The issue at the fourth step shall be submitted on the same written form, or a copy
Il
thereof, to the Village Manager. The written form shall be dated upon receipt by
the Village Manager or his designee. The Village Manager and/or his designee
shall meet with the grievant and a representative of the Chapter within ten (10)
days of the 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 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.
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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 tranwript(s), if any, shall
be divided equally by the parties. All other costs shall be paid by the party that incurs the costs.
Section 8A. 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 authority to make a decision on any issue
not submitted or raised. The arbitrator shall be without power to make any decision or award
that 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 employee in the bargaining unit.
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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,
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 ME, STINGS
Section 9.1. Meeting Request. The Chapter and the Village shall mutually agree that m
the interest of the harmonious employee relations, it is desirable that meetings be held if
14
mutually agreed between Chapter representatives and appropriate administrative representatives
of the Village.
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 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 meetings 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.
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ARTICLE X
IiOURS 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 intended 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 may be
changed from time to time by the Village to help ensure the orderly performance of services
provided by the Village. While the Village will be the sole determinant of any changes, prior to
implementing any change 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 Chief's designee, employees may be
permitted to change shifts on occasion.
Scheduling needs permitting, watch assignments shall be effective on "change day" and
shall. remain unchanged by the Village for the duration of each 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 maybe adjusted by the Employer to help ensure the orderly
performance of services provided by the Village.
Section 10.3. Work Cycle, WorkWeek and WorkDay. Except as provided elsewhere
in this Agreement or otherwise established by the Village from time to time, a normal work day
shall consist of eight (8) hours, including a thirty (30) minute lunch break, and the normal work
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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 work day; 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.
Section 10.4. Overtime Pay. Employees will be paid one and one half (1-1t2) times
their regular hourly rate of pay:
1. For all hours worked in excess of eight (8) hours; or
2. As provided in Section 10.7.
For purposes of this Article,"hours worked" shall include all hours worked and paid, at
straight time rates, and non -work hours paid, including, but not limited to, vacation, holiday,
workers' compensation, jury duty, sick leave and funeral attendance.
Section 10.5. Court Time. An employee who is requited 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 and Y2) time 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 straight -time hourly rate of pay for each
day in which the affected officer appears in court on off-duty time.
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Section 10.6. CallBack Pay. A call-back is defined as an official assignment of work,
which does not immediately precede or immediately follow an officer's regularly scheduled
working hours.
All call-backs shall be compensated for at the appropriate overtime rate of pay (time and
one-half) with a two (2) hour minimum straight -time guarantee.
Section 10.7. Ott Duty. An officer who is required to work on any off-duty day 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 his designee(s) shall have the
right to require overtime work and officers may not refuse overtime assignments.
For holdovers, in non -emergency situations, the Chief or the Chief's designee, as a
general rule, shall take reasonable steps to obtain volunteers for holdover overtime assignments
among employees in the division on the prior shift before assigning required overtime work, and
if not filled through a volunteer process by seniority, said assignment shall be filled by reverse
seniority based on the prior shift. 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 the work in progress.
Section 10.9. No Pyramiding. 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 Pay. Effective May 1,1997, officers in the bargaining unit shall
be paid stand-by pay, whenever they are on "stand-by" based upon the following schedule:
18
r
eekend $45.00
xed Holiday $60.00xed Holiday on a Weekend $105.00
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 requests 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:
1. The trade will likely occasion overtime payments to one of the employees
involved in the trade; or
2. The Department has other work-related reasons for denying the trade, which are
neither arbitrary nor capricious.
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 Village shall provide
police officers covered by this Agreement with travel and meal reimbursement benefits in
accordance with current Village policies.
W9
Section 10.13. Educational Incentives. 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 wilt reimburse a portion of the cost of tuition for courses related to the
employee's job and receiving prior approval by the Chief of Police and the Village Manager,
consistent with budgetary constraints established by the Village Board. The Village contribution
will not exceed seventy-five (75) percent for undergraduate and graduate study and one hundred
(100) percent for study undertaken at the direction of the Village.
Generally, such courses will only be approved when taken outside normal working hours.
No reimbursements 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, prior written approval of the Chief 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 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(s) for recovery of the reimbursement.
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Section 10.14 Compensatory Time Effective January 7, 2002, at the employees .
option, overtime, including the time and one-half premium pay earned on holidays worked, and
holidays, maybe accumulated as compensatory time due, calculated at the overtime rate in lieu
of pay. All compensatory time earned, from whatever source, may be earned or accumulated to a
maximum of three (3) days for the fiscal year ending April 30, 2002 and five (5) days for fiscal
years 2002-2003 and 2003-2004, and six (6) days for fiscal year 2004-2005. There shall be no
carryover of the compensatory hours unless approved in writing by the Employer; if the
carryover is not allowed the accrued compensatory time shall be paid out at the Officer's current
rate on the last day of the fiscal year.
Compensatory time off may only be used in time blocks of eight (8) consecutive hours 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 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 the first shift, seven (7) for the second shift and eight (8) for third shift.
Should the foregoing be held to violate the FMA, then this section (10.143 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 andlor the monthly duly schedule on a "first come, first serve" basis
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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.
ARTICLE XI
SENIORITY, LAYOFF AND RECALL
Section 11.1. Definition of Seniority. 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 a work
period beginning with the employee's date of hire and ending twelve (12) months from the time
the employee begins employment or receives Certification as an Illinois Police Officer,
whichever is later. Time spent absent from work except for accrued vacation and/or 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 1 of each year, the Village will
provide the Chapter with a seniority list setting forth each employee's seniority date. The
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Village shall not be responsible for any errors in the seniority list unless such errors are brouglit
to the attention of the Village in writing within fourteen (14) calendar days after the Chapter's
receipt ofthe 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 lay off police officers in the order specified in 0 ILCS 5110-2.1-18 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 ton (10) calendar days
atter 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
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.
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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;
b. 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;
E Does not report for work immediately following completion of a scheduled
vacation, or approved leave of absence, unless such failure was without 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 (1) year must successfully complete a
retraining program prescribed and approved by the Chief of Police and at the Village's expense
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 Compiled Statutes.
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ARTICLE XII
VACATION
Section 12.1. Vacation Time Accrual and Eligibility.
VACATION ACCRUAL
YEARS OF SERVICE I ACCRUAL RATE
Start date to end of 48 months
6.67 hours per month
Start of 49 months to end of 108 months
10.00 hours per month
Start of 109 months to end of 168 months
12.00 hours per month
Start of 169 months to end of 228 months
13.34 hours per month
Start of 229 months to end of 288 months
15.33 hours per month
Start of 289 months
16.67 hours per month
VACATION ELIGIBILITY
P
ARS OF SERVICE ELIGIBILITY
10 days
r::::20
s
After 15 years After 20 years
After 25 years 25 days
25
Section 12.2. Vacation -Taking 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 "R' above must take vacation accrued in the previous
twelve (12) month period prior to December 31 of the vacation -taking year.
C. Vacation 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 workdays 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.
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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 terminated, prior to the
completion of their full probationary period.
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 require 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.
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
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the Metropolitan Alliance of Police, Elk Grove Village Police Chapter 11141, President, P.O. 136X
1/122, Elk Grove Village, Illinois 60009 unless otherwise instructed.
All formal notifications to the Village, unless expressly provided, shall be addressed to
the Village of Elk Grove Village, 901 Wellington Avenue, Elk Grove Village, Illinois 60007-
3499.
ARTICLE XIV
BULLETIN BOARD
Section 14.1. Available Spam The Village will 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 board is to be limited to information to keep
employees advised about Chapter matters and social matters and such information shall be non-
political and non-inflammatory in nature. 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.
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ARTICLE, XV
WAGES AND LONGEVITY
Section 15.1. Wage Schedule for May 1, 2000 through April 30,2005
All current Employees shall be compensated for the periods following May 1,2000, 2001,
2002, 2003 and 2004 in accordance with the wage schedule attached to this Agreement as
Appendix "A".
Section 15.2 Market Based Equity Adjustment
The parties agree that on May 1, 2002, May 1, 2003, and May 1, 2004 all employees
covered by this Agreement shall, in addition to their annual increases have their wages adjusted
based upon a- market-based equity adjustment" calculated in a percentage amount necessary to
place the wage of the Elk Grove Police Department at the seventh (7'") step of the wage scale in
the tenth (10'") ranked position of the twenty (20) comparable towns attached hereto as Exhibit
"B". Said adjustment shall be retroactive to May 1,2002, May 1,2003, and May 1,2004
respectively.
The parties may also 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 equity adjustment shall be made as soon as it is calculable.
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 than on May 1. Example: A police officer who was hired on July 1,
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1989, and who is at Step 2 as of May 1,1991, shall be eligible to move to Step 3 on July 1, l99'1,
rather than May 1, 1992.
Section 15.4. Longevity Schedule.
All officers covered by this Agreement, who have completed the appropriate length of
service as stated below, shall receive a lump sum longevity payment on their anniversary date of
hire; furthermore, said payment shall be calculated into the affected officer's regular straight time
hourly rate of pay if, and to the extent required by law.
E, F ECTWE MAY 1,2000
ULL YEARS OF SERVICE
LONGEVITY AMOUNT
0,11,12, 13,14,
$350.00
5,16, 17,18,19,
P
$450.00
0 Plus
$550.00
EF� , CTIVE MAY 192001
30
EFFECTIVE MAY 1,2002
FULL YEARS OF SERVICE
LONGEVITY AMOUNT
1. 10, 11, 12, 13, 14,
$450.00
2. 15,16,17,18,19,
$550.00
3. 20 Plus
$650.00
EFFECTIVE MAY 1, 2003
I FULL YEARS OF SERVICE I LONGEVITY AMOUNT
1. 10,11,12, 13, 14, 1 $500.00 1
12. 15,16,17,18,19, , $600.00 I
13. 20 Plus 1 $700.00
EFFECTIVE MAY 112004
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ARTICLE XVI
SICK LEAVE AND LEAVES OF ABSENCE
Section 16.1. Sick Leave. Sick leave is a benefit provided by the Village in order to
protect an employee against a 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 and children of the employee, mother, father, brother or sister
of the employee and the employee's spouse. 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 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 (1) sick
day for each calendar month of service up to a maximum of one hundred twenty
(120) days. For purposes of using sick leave days, a sick leave day for employees
assigned to an eight (8) hour shits will be eight (8) hours. Employees become
eligible for Sick Leave Pay to the extent accrued.
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B. proof illness. Medical proof of illness and/or recovery, of an employee, alter
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. Failure to provide such proof within five (S) 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.
C. Usage. Sick leave shall be used on an hour -for -hour basis with one (1) hour of
sick leave deducted for every individual hour absent from work. Sick leave shall
also, with as much advance notice as possible, 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.
D. Notif cation of Usage 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 properly
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
workdays off, with no loss in pay. Sick leave accruals will not be reduced by use of this benefit.
Section 16.3. Ei mergency 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 pmergency 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/her 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
over-riding 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 the employee's child,
spouse, brother, sister, parent, grandparents, grandchild, brother or sister-in-law, parents-in-law,
grandparents -in-law, son or daughter-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 receive up to three (3) days of New Infant Leave which shall
reduce the amount of an employee's accrued sick leave by an equal amount. Use will be
34
permitted on the day the baby is born, the day when the parent delivering the baby and the baby
come home, and the day after the baby comes home, provided that they are normal workdays.
Section 16.5. personal Temporary Leave of Absence. Employee(s) who suffer an off -
the job injury or illness and is unable to return to work following exhaustion of all his/her
accrued sick leave benefits, vacation days and holidays, 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 shall be forfeited.
Failure to apply for such leave upon expiration of sick leave benefits will result in
automatic termination.
An employee on temporary leave or on layoff up to eighteen (18) months or until an
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 first of each month to the
Village.
The Village does not guarantee the employee's reinstatement to his 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,
35
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.
Ifan 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.
A. Full-time, non -probationary employees who leave active employment for the
purpose of being inducted, entering, determining physical fitness to enter or
performing training duty in the armed forces or Coast Guard, either by enlistment,
draft or recall, will be granted a leave of absence.
Upon the expiration of such leave of absence, each employee will be restored to
his/her former job classification or to a position of like seniority, status and pay,
unless circumstances of the Village have changed as to make it impossible or
unreasonable to do so. This will be done provided:
Application for re-employment is made within ninety (90) days after
discharge from active service or hospitalization continuing after discharge
for a period of not more than one (1) year.
2. Application for re-employment is made by the employee within thirty-one
(31) days after release from performing training duty or rejection before
performing any active duty, if not less than three (3) months.
Employee presents certificate showing satisfactory completion of service.
4. Employee's voluntary period of enlistment or recall to active duty does not
exceed four (4) years, plus one (1) year additional voluntary extension of
active duly if this is at the request and for the convenience of the
government.
36
B. Any employee who, as a member of a military reserve unit of the United States or
State of Illinois, attends training assignments, shall be given leave -- not to exceed
fourteen (14) calendar days a year. This special leave shall in no way affect
vacation, sick leave or other Emergency Leave benefits of the employee's job
status. The employee wilt receive full pay during the absence which shall be
computed at an amount equal to one -hundred percent (100°/U) of base pay, less any
wage payments made by the reserve unit of the United States or the State of
Illinois.
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 Americans With
Disabilities Act, so long as it does not diminish or alter any current contractual or statutory
benefit.
Section 169: gamily and Medical Leavc 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
37
accord with what is legally permissible under the Act, and that do not diminish or limit any
benefit currently provided by the Village.
section 1610. 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 designed by the Village
for approval by the Chief of Police or his designee.
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.
C. Requests for time off shall not be denied without reason.
d. Reasons for denial shall be stated on the requesting form.
Nection 1611 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/her accrued sick leave bank, at a minimum, the following
number of full accrued sick leave days at the time of retirement:
1. Effective 5/1/2001 = 65 days (520 hours)
2. Effective 5/l/2002= 70 days (560 hours)
3. Effective 5/1/2003 = 75 days (600 hours)
4. Effective 5/1/2004 = 80 days (640 hours)
im
33.Amount of Sick Leave Buyback —Effective May 1,2001 and thereailef,
Employees qualifying for sick leave buyback shall receive the following percentage
payments of the value of each sick leave day, or portion thereof to be bought back by the
Village, at the employees rate of pay at the time of retirement.
Years of Employment at
The time of Retirement
20
25
30
35
Effective Date
5/1/01 5/1/02
5/1/03 5/1/04
27%
30%
35%
40%
32%
35%
37%
40%
37%
40%
40%
40%
40%
40°/a
40%
40%
C. Qualified Medical Savings Plan: If the requisite number of bargaining unit
members so elect, and if otherwise qualified pursuant to Internal Revenue
Service rules and regulations, the affected bargaining unit members 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 thb
plan, and any administrative costs shall be paid by the plan or plan
participants.
39
ARTICLE XVII
INSURANCE
Section 17.1. Coverage. The Village shall continue to try 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 eighty-five percent (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 fifteen percent (15%) of the cost for the program and
coverage selected.
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.
Section 17.x. Life Insurance. The Village will provide life insurance coverage for each
officer in an amount equal to each officer's basic annual salary. Dependent life insurance in the
40
amounts of $5,000.00 for an officer's spouse and $3,000.00 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. 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 on weekend admission except in emergency situations and mandatory outpatient
elective surgery for certain designated surgical procedures.
ARTICLE•; XVIII
hOLIDAYS
Section 18.1. holiday Benefits. Effective January 8,2002, each full-time police officer
will be given four (4) floating holidays and eight (8) fixed holidays. The fixed holidays shall be
41
New Year's Day, Martin Luther King Day, Presidents Day, Memorial Day, Independence Day,
Labor Day, Thanksgiving Day, and Christmas Day.
Floating holidays can be scheduled when vacation schedules are set. Floating holidays
shall be taken in increments of full workdays. Floating holidays may be scheduled together but
in no case shall more than four (4) floating holidays be scheduled consecutively. Floating
holiday schedules will be determined by the Department Head based on seniority on the shift to
be scheduled. The Fmployer 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 the employee
shall be compensated at a straight -time rate. No carry over 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 due to claimed illness, the Village may require medical proof
of such illness within twenty-four (24) hours of the employee's return to work.
Section 18.3. Pay for Work on Fixed Holidays. In addition to the normal eight (8)
hours holiday pay benefit, officers who work on any of the eight (8) designated fixed holidays,
New Year's Day, Martin Luther King Day, Presidents Day, Memorial Day,Independence Day,
Labor Day, Thanksgiving Day and Christmas Day, shall be paid at the rate of time and one-half
(1-il2) for all hours worked on the designated fixed holidays.
42
Section 18.4. Loss of Floating Iloliday. Employees who terminate their employment
with the Village during the calendar year shall not receive any compensation for any unused
floating holiday not scheduled.
Section 18.s. Probationary Iloliday Benefit. Officers hired in the first quarter of the
year shall be eligible for four (4) floating holidays in addition to any fixed holidays.
Officers hired in the second quarter of the year shall be eligible for three (3) floating
holidays.
Officers hired in the third quarter of the year shall be eligible for two (2) floating holidays
in addition to any fixed holiday.
Officers hired in the last quarter of the year will be eligible for one (1) floating holiday in
addition to any fixed holidays occurring in the last quarter.
ARTICLE XIX
EMPLOYEE ALCOIIOL 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 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:
43
a. Abusing prescribed drugs, or consuming or possessing alcohol at any time during
or just prior to the beginning of the workday or anywhere on any Village
premises or job sites, including Village buildings, 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 deemed 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 and 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 it 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 Testing. 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
44
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 clinical laboratory or hospital facility, which is certified by the State of
Illinois to perform drug and/or alcohol testing.
b. FAablish 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.
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 cluomatography/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.
45
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 reveals the
nature or number of tests 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.
I. 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 duly with pay during the pendency
46
of any testing procedure, except that an officer may be suspended without payor
otherwise disciplined for reasons unrelated to the test, or if the test result registers
positive.
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
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 the 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 any disciplinary proceeding involving the officer.
Section 19.7. Right 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(x) is found, the Village for a first-time offender may
recommend disciplinary action up to but not including termination, so long as the offender
47
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 Section19. 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:
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
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
$600.00 per fiscal year. Employees assigned to the position of C.P.O. for an entire year shall be
49
eligible for reimbursement for purchase of necessary work clothing up to a maximum of $350:00
per fiscal year. 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.
ARTICLE XXI
EMPLOYEE WELLNESS AND FITNESS
Section 21.1. fitness Examination. If there is any reasonable question 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. Immunizations and Inoculations. The Village agrees to provide to all
members covered by this Agreement 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.
all
ARTICLE xXII
CONFLICT WITH LAW
If -any provision of this Agreement is subsequently declared by legislative or judicial
authority to be unlawful, 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 the parties, and
concludes collective bargaining between the parties for its term. Before the Village implements
an overall change in past practice which has a direct and significant effect on employee wages,
hours or working conditions, the Village will offer to discuss the change with the Chapter (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 Chapter specifically waives any right it might
have to impact or effects bargaining for the life of this Agreement.
51
ARTICLE XXIV
MISCELLANEOUS PROVISIONS
Section 24.1. Notice. For purposes of this Agreement, the term "Chapter Officers" 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, P.O. Box
#122, Elk Grove Village, Illinois 60009, unless otherwise instructed.
Section 24.2. Light 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 workers' compensation or
other disability benefits.
Section 24.3. 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 Chiefs 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, waive the twenty-fivc (25) hour per week limitation for an employee in a specific
instance.
52
Section 24.4. Personnel Tile. The Village agrees to abide by the lawful requirements' of
820 ILCS 48/12001, At AN. of the Illinois Compiled Statutes. The parties agree that any
violationvf this Section shall not be subject to the grievance procedure.
Section 24.5. 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.
ARTICLE XXV
NO SOLICITATION
While the Village acknowledges that bargaining unit employees may conduct solicitation
of Village of Elk Grove Village merchants, residents or citizens, the Chapter agrees that no
bargaining unit employee will solicit any person or entity for contributions or donations on
behalf of the Elk Grove Village Police Department or the Village of Blk Grove Village.
Bargaining unit members agree that the Village name, shield or insignia, communications
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 "Village of Elk Grove Village Police Department" in their name or describe
themselves as "Village of Elk Grove Village. Bargaining unit members shall have the right to
explain to the public, if necessary, that they are members of an organization providing collective
53
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 members directed to the general public. Leach party hereto agrees that they will
comply with all applicable laws regarding solicitation.
This Agreement does not apply to the solicitation efforts of the Metropolitian 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 XXVH
DURATION OF AGREEMENT
This Agreement shall be effective as of January 8, 2002, and shall remain in full force
and effect until 11:59 P.M. on the 30th day of April, 2005. 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 provisionsof this Agreement shall continue in effect so long as the parties are engaged
54
in good faith negotiations or are exercising their impasse procedure rights under the Illinois
Public Labor Relations Act.
Executed this 8th day of January, 2002,
FOR THE VILLAGE OF,
ELK GROVE VILLAGE:
Craig B. Johnson
Mayor
Gary Perrin
Village Manager
Ann I. Walsh
Village Clerk
Margit C. Thompson
Deputy Village Clerk
55
FOR THE UNION:
President M.A.P.
ELK GROVE VILLGE CHAPTER #141
President Metropolitian Alliance of Police
1/7/02
APPF.MiX "A"
AGES
7.1ie Parties agree that the wages for all officers covered by this agrectneat commencing May 1,
2002, May 1, 2003, May 1, 2004 shall be increased by a petceate ge amount necessary to bring
the Step #7 salary to an amount equal to the 10(b ranking out the twenty (2A) municipalities listed
in Appendix "B" attached. hereto. Said annual adjustment percentages shall then be applied to all
the above steps in the appropriate year of this agreement.
EFFECTIVE
EFFECTIVE
EFFECTIVE
EFFECTIVE
EFFECTIVE
1 -May -W
1 -May -01
1 -May -02
14May-03
1 -May -04
CURRENT
4%
4%
3.50%
3.60%
326%
"t"
$38 24.00
$39,752.96
$ 41,343.08
$42,79OM
$44,28T.74
$45,727A9
SW2.04r4x
$40,677.00
$42,304.08
$43,996.2A
$45,538.11
$47,129.86
$48,661.60
V,*& -W gyn
$48132,00
$44,857.28
$46,651.57
$48,284.38
$49,974.33
$51,598.60
=epca rare
$45,586.00
$47,408.40
$49,304.74
$51,030.40
$52,810AT
$54.638.00
s"ca:.W4WM
$48,037.00
$49.968A8
$ 51,956.82
$53.776.31
$55,667.44
$57,466.31
ea &WW"ra
$5%477A0
$62,496.08
$ 54.695.92
$56,506.78
$68,484.62
$60,38526
iAe 6
$59,716.00
$55.864.64
$ 68,099.23
$60,132.70
$82,237.34
$84.260.06
THE PARTIES ACKNOWLEDGE THAT ALL WAGE INCREASES SHALL. BE RETROACTIVE
To THE EFFECTIVE DATES. CONTAINED HEREIN AND SHALL. INCLUDE ALL. COMPCNSABL.E
TIME
7.1ie Parties agree that the wages for all officers covered by this agrectneat commencing May 1,
2002, May 1, 2003, May 1, 2004 shall be increased by a petceate ge amount necessary to bring
the Step #7 salary to an amount equal to the 10(b ranking out the twenty (2A) municipalities listed
in Appendix "B" attached. hereto. Said annual adjustment percentages shall then be applied to all
the above steps in the appropriate year of this agreement.
APPENDA "B"
1. ADDISON
2. ARLINGTON IIE 01ITS
3. BARTLEIT
4. CAROL STREAM
5. DESPLAINES
6. DOWNERS GROVE
7. ELd 11URST
8. GLENDALI3 H13IGHTS
9. ROFFMAN IISTATBS
10. LISLE . .
11. LOMBARD
12. MOUNT PROSPECT
13. NLLBS
14. PALATINE
15. ROLLING MEADOWS
16. STREAMWOOD
17. VILLA PARI.
18. WESTMONT
19. WIMATON
20. WHBMMG
1/702
c .P. GRIEVANCE
' di•pwrN•ma
Ch•pb•r 1
REPORT
GNovonco �.
Arbitration: [ '] Yes [ l NO
nrerrmnc "c"