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HomeMy WebLinkAboutOrdinances - 23-40 - 07/17/2023 - IFOP Unit 2 Contract CITY OF MCHENRY MCHENRY COUNTY STATE OF ILLINOIS Ordinance 23-40 AN ORDINANCE AUTHORIZING THE MAYOR'S AND DEPUTY CITY CLERK'S EXECUTION OF AN AMENDED LABOR AGREEMENT BETWEEN THE CITY OF MCHENRY AND THE ILLINOIS FRATERNAL ORDER OF POLICE (UNIT 2) LEAD TELECOMMUNICATORS, TELECOMMUNICATORS, COMMUNITY SERVICE OFFICERS AND RECORDS CLERKS. Passed by the Mayor and City Council Of the City of McHenry McHenry County State of Illinois July 17, 2023 Published in pamphlet form by authority of the Mayor and City Council of the City of McHenry, McHenry County, Illinois this 18th day of July 2023 PREAMBLE 1 ARTICLE 1 RECOGNITION 1 Section 1.1 Recognition 1 Section 1.2 Duty of Fair Representation 1 Section 1.3 New Classifications 1 Section 1.4 Lead Telecommunicators 2 ARTICLE 2 UNION SECURITY AND RIGHTS 2 Section 2.1 Dues Check-Off 2 Section 2.2 Bulletin Board 3 Section 2.3 Union Indernnification 3 Section 2,4 Union Stewards 3 ARTICLE 3 MANAGEMENT RIGHTS 3 ARTICLE 4 LABOR-MANAGEMENT MEETINGS 4 Section 4.1 Meeting Request 4 Section 4.2 Content 4 Section 4.3 Attendance 4 ARTICLE 5 HOURS OF WORK AND �VERTIME 4 Section 5.1 General Provisions 4 Section 5.2 Normal Worlc Period, Workday and Work Schedule 5 Section 5.3 Court and Training Time 5 Section 5.4 Call Bacic Pay 6 Section 5.5 Compensatory Time 6 Section 5.6 Overtime Assignments-Overtime Opportunities 6 Section 5.7 Shift Trades 8 Section 5.8 Shift Assignments and Bidding 8 Section 5.9 Training Pay 8 ARTICLE 6 SENIORITY,LAYOFF AND RECALL 8 Section 6.1 Definition of Seniority 8 Section 6.2 Probationary Period 9 Section 6,3 Seniority List 9 Section 6.4 Layoff 9 Section 6.5 Recall 9 Section 6.6 Termination of Seniority 10 ARTICLE 7 DISCIPLINE 10 Section 7.1 Discipline 10 Section 7.2 Progressive Discipline 11 Section 7.3 Interrogation Rights 11 Section 7,4 Pre-disciplinary Conference 12 Section 7.5 Grievance Arbitration 12 ARTICLE 8 GRIEVANCE PROCEDURE 12 Section 8.1 Definition 12 Section 8.2 Procedure 12 Section 8.3 Arbitration 13 Section 8,4 Limitations on Authority of Arbitrator 14 ARTICLE 9 NO STRIKE-NO LOCKOUT 14 Section 9.1 Strikes Prohibited 14 Section 9.2 Job Actions Prohibited 14 2 Section 9.3 Violations of this Article 15 Section 9.4 Council Notification of Employees 15 Section 9.5 No Lockout 15 Section 9.6 Judicial Relief 15 ARTICLE 10 HOLIDAYS AND PERSONAL BUSINESS LEAVE 15 Section 10.1 Holidays 15 Section 10.2 Eligibility Requirements 16 Section 10.3 Holiday Pay 16 Section 10.4 Personal Business Leave 16 ARTICLE 11 VACATIONS � 17 Section 11.1 Eligibility and Allowances 1� Section 11.2 Vacation Pay l� Section 11.3 Scheduling and Accrual 1� ARTICLE 12 SICK LEAVE 19 i Section 12.1 Purpose and Allowance 19 ' Section 12.2 Hours Earned in Accumulation 20 ; Section 12.3 Notification 20 I Section 12.4 Medical Examination 20 Section 12.5 Sicic Leave Utilization 20 Section 12.6 Unused Sick Leave 20 ; ARTICLE 13 ADDITIONAL LEAVES OF ABSENCE 21 Section 13.1 Unpaid Discretionary Leaves 21 Section 13.2 Military Leave 21 Section 13.3 Bereavement Leave 21 Section 13.4 Jury Leave 22 Section 13.5 Family and Medical Leave Act("FMLA")Leave 22 � Section 13.6 Application for Leave 22 i' Section 13.7 Benefits While on Unpaid Discretionary Leave 22 Section 13.8 Non-Employment Elsewhere 22 ARTICLE 14 WAGES 23 Section 14.1 Base Wage 23 Section 14.2 Tuition Reimbursement 23 Section 14.3 Deferred Compensation Plan(457K) 23 Section 14.4 Lateral Transfers 23 ARTICLE 15 UNIFORM ALLOWANCE 24 Section 15.1 Initial Uniform 24 ' Section 15.2 Uniform Allowances and Reimbursement of Uniform Cleaning Expenses 24 Section 15.3 Return of Uniforms and Equipment 24 ' ARTICLE 16 INSURANCE 24 Section 16.1 Coverage and Cost 24 ' Section 162 Cost Containment 25 � Section 16.3 Life Insurance 25 Section 16.4 Terms of Insurance Policies to Govern 25 ' Section 16.5 Waiver of Insurance 25 Section 16.6 Employee Deductible and Co-Insurance Costs 25 ARTICLE 17 EMPLOYEE ALCOHOL AND DRUG TESTING 27 Section 17.1 Statement of Policy 27 3 Section 17.2 Prohibitions 2� Section 17.3 Drug and Alcohol Testing Permitted Zg Section 17.4 Order to Submit to Testing 28 Section 17.5 Test to be Conducted 28 Section 17.6 Disciplinary Action 29 Section 17.7 Voluntary Request for Assistance 30 Section 17.8 Treatment 31 ARTICLE 18 EMPLOYEE STATUTORY RIGHTS 31 Section 18.1 Personnel Files 31 Section 18.2 Indemnification 31 Section 18.3 Access to Arbitration 31 ARTICLE 19 GENERAL PROVISIONS 31 Section 19.1 Gender 31 Section 19.2 Ratification atid Amendment 31 Section 193 Fitness Examinations 31 Section 19.4 Outside Employment 32 Section 19,5 No Smoking 32 Section 19.6 Special Assignment Employees 32 Section 19.7 Rules and Regulations 32 Section 19.8 Inoculations 33 Section 19.9 Communicable Diseases 33 Section 19.10 Replacement of Personal Property 33 Section 19.11 Location of Meetings 33 Section 19.12 No Solicitation 34 ARTICLE 20 SAVING5 CLAUSE 34 ARTICLE 21 IMPASSE RESOLUTION 34 ARTICLE 22 ENTIRE AGREEMENT 34 ARTICLE 23 TERM OF AGREEMENT 35 APPENDIX A-WAGE SCHEDULES 36 APPENDIX B -AGREEMENT TO EXTEND TIME LIMITS 3� APPENDIX C-DUES AUTHORIZATION FORM 38 4 PREAMBLE THIS AGREEMENT entered into by the CITY OF MCHENRY. ILLINOIS (hereinafter referred to as the "City" or the "Employer") and the ILLINOIS FOP LABOR COLTNCIL (hereinafter referred to as the "Union" or "Council" or "Labor Council") is in recognition of the Unions status as the representative of the City's non-sworn full-time Lead Telecommunicators, Telecommunicators, Community Service Officers, and Records Clerks in the Police Department, and has as its intent and purpose being the establishment of an entire agreement covering all rates of pay, hours of worlc and conditions of employment applicable to bargaining unit employees during the term of this Agreement; the promotion of good working relations between the Employer and the Union; to encourage and improve efficiency and productivity; to prevent interruptions of work and interference with the operations of the City; and the establishment of an orderly procedure for the resolution of grievances as provided herein. Therefore, in consideration of the mutual promises and agreements contained in this Agreement, the Employer and the Union do mutually promise and agree as follows: ARTICLE 1 RECOGNITION ', Section 1.1 Reco nig tion � The City recognizes the Union as the sole and exclusive collective bargaining representative for ' employees in bargaining Unit II defined as all full-time Lead Telecommunicators, Telecommunicators, Community Service Officers, and Records Clerks employed by the Police Department of the City (hereinafter referred to as "employees"), but excluding all other employees, including, but not limited ' to: all sworn officers covered by the Unit I collective bargaining agreement (as defined therein); the Telecommunications Supervisor, Records Supervisor, secretary to the Chief of Police; all part-time or temporary employees including part-time school crossing guards; all non-Police Department employees; and all managerial, supervisory, confidential, professional, short-term, security and craft employees, as defined by the IPLRA(Illinois Public Labor Relations Act). Section 1.2 Dutv of Fair Representation The Union recognizes its responsibility as the exclusive bargaining agent for the employees in the I bargaining unit covered by this Agreement, and Council agrees to fulfill its duty to fairly represent all employees in the bargaining unit whether or not they are members of the Union. 5ection 1.3 New Classi�cations The Employer shall promptly notify the Union of its decision to implement any new classifications ' pertaining to work of a nature performed by employees in the bargaining unit. If the new classification , is a successor title to a classification covered by the Agreement and the job duties are not significantly altered or changed, the new classification shall automatically become a part of this Agreement. If the new classification contains a significant part of the work now being done by any of the classifications covered by this Agreement, or whose functions are similar to employees in this bargaining unit, and ' the new job classification may fall within the bargaining unit, the parties will then meet within thirty ' (30) days to review the proposed classi�cation and, if unable to reach agreement as to its inclusion or exclusion from the unit, the Employer and Council agree to jointly petition the ILRB (Illinois Labor ' Relations Board) to seek the necessary unit clarification. ' The Employer shall be free to implement its decision pending the outcome of the unit clarification ', petition and/or negotiations. If the inclusion of the proposed classification is agreed to by the parties or found appropriate under the Illinois Public Labor Relations Act, the parties shall then negotiate as to , the proper pay grade for the classification. , 5 Revised CBA 07/17/23 Section 1.4 Lead Telecommunicators The position of Lead Telecommunicator shall be appointed by and serve at the discretion of the Chief of Police, Appointznent to the position of Lead Telecommunicator shall be made fi•om within the departnnent, If the City, in its discretion, determines there is no qualified internal candidate for the position, it may appoint a candidate fi�om outside the organization, In the event a Lead Telecommunicator either voluntarily sunenders the position ar is dernoted for cause, they shall then be assigned the position of Telecommunicator provided a position is available. If there is no available Telecommunicator position,the City shall follow the language set forth in Section 6.4(Layof� of this agreement. ARTICLE 2 UNION SECURITY AND RTGHTS Section 2.1 Dues Check-Off While this Agreement is in effect, the City will deduct the appropriate bi-weeldy amount of dues from each employee in the bargaining unit who has filed with the City a lawful, voluntary, effective check off authorization form. Checic-off authorization forms shall be supplied to the City by the Union, and will be provided to newly hired employees at the same time such employees are requested to complete other required employment documents. The City will honor all executed checic off authorization forms received no later than ten (10)working days (i.e., days the City's administrative offices are open)prior to the next deduction date. If a conflict exists between the checic-off authorization form and this Article, the teims of this Article and Agreement control. The City shall provide the Union with an opporiunity to meet with all newly hired bargaining unit members on or before their respective starting dates for the purpose of explaining the benefits of inembership in the Union. This privilege is subject to being discontinued in the event that a labor organization other than the Union should file a valid representation petition with the ISLRB claiming to represent a majority of the bargaining unit members. Total deductions collected for each month shall be remitted by the City to the Council by the tenth (10''') of the following month, together with a list of employees for whom deductions have been made. Dues deducted shall be sent to the official address designated in writing to the Employer by the Council. The Union agrees to refund to the employee any amount paid to the Council in error on account of this dues deduction provision. Dues shall be withheld and remitted to the Council unless or until such time as the City receives ten (10) worlcing days written notice of revocation of dues check- off from an employee, or other timely notice of an employee's death, transfer from covered employment, termination of covered employment, or when there are insufficient funds available in the employee's earnings after withholding all other legal and required deductions. Information concerning dues not deducted under this Article shall be forwarded to the Union, and this action will discharge the City's only responsibility with regard to such cases. The City shall provide the Union with a copy of any revocation of dues deduction authorization within seven (7) calendar days of the date the revocation is received by the City. Semi-annually, the City shall provide the Union with a list of a11 employees in the bargaining unit, their dues status, and the amount paid in the previous six-month period. Deductions shall cease at such time as a strike or worlc stoppage occurs in violation of Article 9 (No Strilce-No Locicout). The actual dues amounts to be deducted shall be certified in rvriting to the City by the Council. Dues shall be uniform in dollar amount for all employees in order to ease the Employer's burden of administering this provision. The Council may change the fixed uniform dollar amounts of its regular monthly dues fees once each calendar year during the life of this Agreement. The Council will give the City thirty (30) calendar days' notice of any such change in the amount of uniform dues to be 6 Revised CBA 07/17/23 deducted. Bona fide religious objections to the payment of dues shall be resolved consistent with the provisions of the IPLRA, or as amended, and the rules of the State Labor Board. Section 2.2 Bulletin Board The City will malce available space on a bulletin board in the Police Department for the posting of official Union business which is germane to its role as the exclusive bargaining representative and which are not defamatory or derogatory in nature. The Union will limit the posting of Union business to such bulletin board. The posting of political materials shall be limited to notice of ineetings wherein political issues will be addressed, proposed agenda of political topics to be discussed, and the posting of any final action taken by the Council with respect to said political issues via the posting of ineeting minutes. ' Section 2.3 Union Indemnification j The Union shall indemnify, defend and hold harmless the City and its officials, representatives and � agents against any and all claims, demands, suits or other forms of liability (monetary or otherwise) and for all legal costs that shall arise out of or by reason of action taken or not taken by the City in � complying with the provisions of this Article. Section 2.4 Union Stewards ; For purposes of the Agreement, the term "Union Stewards" shall refer to Union employees designated by the bargaining unit as representatives of the bargaining unit and"Union Stewards" shall refer to the Union's duly elected union stewards. The Union will maintain (and keep current) with the Employer a �' complete written list of its Union Stewards and other agents (including their addresses and telephone numbers)who will deal with the City. ARTICLE 3 MA,NAGEMENT RIGHTS Except as specifically limited by the express provisions of this Agreement, the City retains all traditional rights to manage and direct the affairs of the City in all of its various aspects and to manage , and direct its employees, to make and implement decisions with respect to the operation and ' management of its operations in all respects, including, but not limited to, the following: to plan, direct, control and determine all the operations and services of the City; to determiue the police department's mission, policies, procedures, and to set all standards of service offered in the community; to determine the budget, and to allocate budgetary priorities; to utilize and select suppliers and subcontractors; to supervise and direct the working forces; to establish the qualifications for hire and conditions for continued employment; to determine standards of conduct, both on and off duty, to the extent permitted by federal and state law; to select, hire, train, evaluate, promote, demote and transfer employees; to schedule and assign work and work duties; to assign overtime; to establish and enforce worlc, productivity and performance standards and, from time to time, to change those standards; to determine the methods, means, organization and number of personnel by which City ' operations and services shall be provided or purchased; to determine whether services are to be provided by employees covered by this Agreement or by other employees or non-employees not covered by this Agreement(provided such action does not result in layoffs in violation of the IPLRA); to make, alter and enforce rules, regulations, orders and policies; to change or eliminate existing methods, equipment or facilities; to layoff or discipline for just cause; and to take any and all actions as , may be necessary to carry out the mission, duties and responsibilities of the City in situations of local ' disaster of civil emergencies as may be formally declared by the Mayor or his designee, the provisions of this agreement notwithstanding. It is the sole discretion of the Mayor or his designee to declare that 7 I Revised CBA 07/17/23 � a local disaster of civil emergency condition exists. In the event of such emergency action, the provisions of this Agreement may be suspended. A local disaster of civil emergency shall include, but is not limited to, riots, civil disorder, and natural or manmade disaster conditions. ARTICLE 4 LABOR-MANAGEMENT MEETINGS Section 4.1 Meetin�Request The Council and the City agree that, in the interest of efficient management and harmonious employee relations, meetings be held up to once quarterly at the request of either party or at other times mutually agreed between Council representatives and the Chief and/or the City Administrator. Such meetings rriay be requested by either party at least seven (7) days in advance 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, if mutually agreed upon, shall be limited to: (a} discussion on the implementation and general administration of this Agreement; (b) a sharing of general information of interest to the parties; (c) notifying the Council of changes in conditions of employment contemplated by the Employer which may affect employees; (d) issues or concerns involving safety. Section 4.2 Content It is expressly understood and agreed that such meeting shall be exclusive of the grievance procedure. Specific grievances being processed under the grievance procedure shall not be considered at "labor- management meetings" nor shall negotiations for the purpose of adding to or altering any of the terms of this Agreement be carried on at such meetings. Section 4.3 Attendance Attendance at labor-management meetings shall be voluntary on the employee's part, and attendance by off-duty personnel during such meetings shall not be considered time worked for compensation purposes. If, at the quarterly labor management meeting or meetings, scheduled at the request or consent of the City during the regularly scheduled duty hours of one or two employee Union representatives, and if it is mutually agreed between the Chief or his designee and the Union, such employee Union representative(s) shall be raleased from duty without loss of pay, provided they shall remain available to return to duty if needed. Normally, up to three (3) persons fi�om each side shall attend these meetings, schedules permitting. ARTICLE 5 HOURS OF WORK AND OVERTIME Section 5.1 General Provisions Purpose of Article: The Sole purpose of this Article is to provide a basis for the calculation of straight time, overtime and other premium wages. The Employer's pay records, practices, policies and other procedures shall govern the payment of all wages. 8 Revised CBA 07/17/23 For the purposes of this Article, Shift Employees shall include Lead Telecommunicators and Telecommunicators. Non-Shift Employees shall include Community Service Officers and Records Clerks. No Guarantee of Work: Nothing in this Article shall be construed as a guarantee of hours of work. This Article is intended only as a basis for computing overtime consistent with the provisions of the Fair Labor Standards Act. This Article is not intended to establish a right to compensation in any form for time not worked except as specifically provide for in this Agreement. No Pvramiding: Compensation shall not be paid more than once for the same hours under any provision of this Agreement. Section 5.2 Normal Work Period,Workday and Work Schedule Shift Employees' normal work schedules are as follows: Shift A: 6:00 AM—6:00 PM Sunday through Tuesday,plus every other Saturday , Shift B: 6:00 PM—6:00 AM Sunday through Tuesday,plus every other Saturday � Shift C: 6:00 AM—6:00 PM Wednesday through Friday,plus every other Saturday � Shift D: 6:00 PM—6:00 AM Wednesday through Friday,plus every other Saturday � Employees shall worlc what is commonly referred to the 3-4 (12) twelve-hour schedule, with a bi- ? weekly Saturday requirement. The normal workday for shift employees is twelve (12) hours for three i ' (3) days, followed by four(4) days off, except that for every other Saturday shift employees will work a twelve (12)hour shift. The shift employee schedule is based on a eighty(80)hour worlc week with a mandatory four (4) hours of overtime worked each scheduled Saturday. Overtime worked as part of � the twelve (12) hour shift schedule can be taken either in pay or compensatory time in accordance with ' sections 5.5 Compensatory Time and 5.6 Overtime Assignments. The workday includes a paid foriy- j' five (45) minute lunch break. Except in an emergency, employees shall not be required to work more than twelve (12) hours in any twenty-four (24) hour period. Employees may sign up for overtime but may not work more than sixteen(16)hours in any twenty-four(24) hour period, Changes in Noirnal Work Period, Workday and Work Schedule: Subject to the provisions of Section 5.8 herein, should it be necessary in the interest of efficient operations to temporarily alter or reassign the regular and normal workday, work period, work shift or work schedule, absent unexpected circumstances or an emergency, the City shall give at least twenty-four (24) hours' notice to the individuals affected by any such change. The Employer will not change work schedules for the purpase of avoiding the payment of overtime. Section 5.3 Court and Training Time Employees who would otherwise be off-duty shall be paid a minimum of two (2) hours pay at their applicable overtime rate of pay for all hours worked when(1) appearing in court on behalf of the City in the capacity of a police department employee, or (2) when preparing for an off-duty court appearance when in the presence of a prosecuting attorney, or(3) when participating in mandatory off- duty training exercises. The two (2) hour minimum shall not apply where(1) the court or training time precedes within two (2) hours of the employee's regular work shift or (2) the court or training titne immediately follows an employee's regular work shift. Lunch periods in connection with court time shall not be counted toward hours worked. Employees driving to/from approved seminars or training should use a City vehicle for this purpose. If a City vehicle is not available, or upon prior approval of 9 Revised CBA 0'7/17/23 � the City Administrator, the use of an employee's personal vehicle may be allowed. Expenses for the use of a personal vehicle may be reimbursed up to the current IRS rate. Employees who are enrolled in pre-approved seminars or training at facilities located more than seventy-five (75) miles from the City of McHenry (or an any other time at the discretion of the City) may be encouraged to utilize lodging at the site of the training rather than rely on mileage reimbursements, Employees should seelc the approval of the City Administrator prior to daily driving to and from training at locations greater than seventy-�ve (75) miles. Any training scheduled on a twelve (12) hour worlc day that is scheduled for eight(8}hours constitutes a twelve(12) hour work day. To compensate covered members for attending training classes outside of McHenry, Lalce or Boone Counties, covered members shall receive one (1) hour of travel time per day at the employee's regular rate of pay not to exceed ten(10)hours in any fiscal year. Section 5.4 Call Back Pay A call back is defined as a worlc assignment which does not immediately precede or follow an employee's regular scheduled working hours, An employee called back to work after having left work shall receive a minimum of two (2) hours pay at overtime rates,unless the individual is called back by his supervisor to rectify his own error. Section 5.5 Compensatory Tizne Lead Telecommunicators / Telecommunicators: Employees shall be permitted to accrue forty-eight (48) hours of compensatory time. Once they use any part of their compensatory time banlc, they may replenish the time to a maximum of forty-eight(48) hours at any time. Compensatory time off shall be used in a minimum of one (1) hour increments and counted towards hours of work for purposes of calculating overtime. Compensatory time off requests shall be made no later than twenty-four (24) hours in advance of the desired time off. Accumulated cotnpensatory time in excess of twelve (12) hours shall be paid to the affected employee on the first scheduled payroll in the next calendar year. Employee shall be permitted to carry a maximum of accuinulation of twei�ty-four (24) hours of their compensatory time from year to year. Volunteers to worlc overtime for another employee taking compensatory time shall be required to receive a cash payout and not receive compensatory time. Overtime rates will apply. Records Clerks/CSOs: Employees shall be permitted to accrue forty(40)hours of compensatory time. Once they use any part of their compensatory time banlc, they may replenish the time to a maximum of forty (40) hours at any time. Compensatory time off shall be used in a minimum of one (1) hour increments and counted towards hours of worlc for purposes of calculating overtime, Compensatory time off requests shall be made no later than twenty-four(24J hours in advance of the desired time off. Accumulated compensatory time in excess of eight(8) hours shall be paid to the affected employee on the �rst scheduled payroll in the next calendar year. Employee shall be permitted to carry a maximum of accumulation of twenty-four(24)hours of their compensatory time from year to year. Section 5.6 Overtime Assi�nments-Overtime Opportunities The Chief of Police or designee shall have the right to require overtime work, and employees may not refuse overtime assignments. Also, specific employees may be selected for special assignments based upon specific skills, ability and experience they may possess. Overtime shall be based on any hours worked or paid, except for sick hours outside of the regularly scheduled eighty(80)hour work period. lo Revised CBA 07/17/23 Lead Telecommunicators/Telecommunicators: When regular shift required overtime becomes available, it will be offered in the following steps: Shift Shortage with no Lead Telecommunicator working the short shift 1. The entire time block shall be �rst offered by seniority to the Lead Telecommunicators not scheduled to work on the day of the overtime opportunity. 2. The entire time block shall then be offered by seniority to the full-time Telecommunicators not scheduled to work on the day of the overtime opportunity. If still not filled, 3. In no less than two (2) hour increments, first the Lead Telecommunicators by seniority will be offered the overtime,then by seniority the Telecommunicators will be offered the overtime. a. If a Lead Telecommunicator or Telecommunicator with less seniority volunteers for more hours than another, that overtime opportunity will be awarded to the full-time employee volunteering for the most hours, regardless of seniority. 4. Any remaining available hours will be offered to Part-Time Telecommunicators. 5. If the hours remain unftlled, using reverse seniority a Telecommunicator who is scheduled to be off duty will be ordered to work the required overtime. ' 6. If no Telecommunicator is available to fill the hours, a Lead Telecommunicator who is ; scheduled to be off duty will be ordered to work the required overtime. For the purposes of this ' process, seniority for Lead Telecommunicators shall be determined by date of appointment to ( that classification. � Shift Shortage with a Lead Telecommunicator working the short shift 1. The entire time block shall be first offered by seniority to the full-time Telecommunicators not scheduled to work on the day of the overtime opportunity. 2. The entire time block shall then be offered by seniority to the Lead Telecommunicators not scheduled to work on the day of the overtime opportunity. If still not filled, ' 3. In no less than two (2) hour increments, first the Telecommunicators by seniority will be offered the overtime, then by seniority the Lead Telecommunicators will be offered the overtime. a. If a Lead Telecommunicator or Telecommunicator with less seniority volunteers for more hours than another, that overtime opportunity will be awarded to the full-time employee volunteering for the most hours,regardless of seniority. 4. Any remaining available hours will be offered to Part-Time Telecommunicators. S. If the hours remain unfilled, using reverse seniority a Telecommunicator who is scheduled to be off duty will be ordered to work the required overtime. 6. If no Telecommunicator is available to fill the hours, a Lead Telecommunicator who is : scheduled to be off duty will be ordered to wark the required overtime. For the purposes of this process, seniority for Lead Telecommunicators shall be determined by date of appointment to that classification. If the Dispatch Center Supervisor is not working, a Lead Telecommunicator will make all calls necessary to follow the above-described method of allocation of overtime. If a Lead Telecommunicator is not working, members of the bargaining unit will make all calls necessary to I complete the process. If a member needs to be ordered to report for duty based on step 5,the Dispatch 11 Revised CBA 07/17/23 Center supeivisor or a Lead Telecommunicator will make the order. In the event they are not working the on-duty Patrol Sergeant or Patrol Officer-In-Charge will order the employee to report for duty. If an error in providing these opportunities occurs, the only relief available to the member of the bargaining unit who has lost out on an overtime opportunity will be limited to giving that employee the primary right to work overtime when the next overtime opportunity exists, provided that each step has been followed correctly. Employees who volunteer for an overtime assignment, regardless of full-time or part-time status, cannot be removed from that assignment by a more senior employee unless they volunteer to give it up. Section 5.7 Shift Trades By mutual agreement between employees and with the consent of the Chief or his designee, subject to the operating needs of the deparhnent, individual employees may bid shift changes in addition to the annual bid on a daily or longer basis. Section 5.8 Shift Assignments and Bidding Consistent with the following limitations, as well as scheduling and staffing requirements, Bargaining Unit employees sha11 be able to exercise their seniority for selection of shift assignments. Such selections, as limited by the bidding limitations specified below, shall be made on an annual basis, based upon seniority as of the date the period of shift bidding commences. Shift bidding for the next calendar year will commence on September 1 and conclude no later than October 31. Bargaining Unit members will bid by ranlcing all shifts one (1) through four (4), with one (1) being the most preferred and four (4) being the least preferred. Bargaining unit employees will have two (2) working shifts in which to bid. A bargaining unit employee who does not bid within the time allotted may bid at any time thereafter, subject to availability. Upon completion of the bidding process, the City will complete shift assignments, and reseives the right to increase staffing, as the City, in its sole discretion, deems appropriate. Bidding Limitations: Lead Telecommunicators, Telecommunicators, and Community Service Officers shall bid their shifts by seniority until all shifts have been filled. In the event the City only has one (1) shift available for a job classification or only one (1) employee within a classification, no shift bidding will occur. Shift Vacancies: If after shift bidding is complete, a vacancy occurs (60 calendar days or longer), the initial immediate vacancy will be offered by seniority to the employees who initially bid the rotation of the vacancy until the shift is filled voluntarily. Any remaining vacancies created will be reasonably . filled by the Chief of Police or his designee. No further bidding of shifts will occur until the normal annual shift bidding procedure occurs, The shift bidding provisions above shall begin on September 1�' to be effective for the calendar year beginning January 151, and sha11 continue thereafter in subsequent calendar years. Section 5.9 Training Pay Employees who act as trainers shall be compensated at a rate of one (1) hour of the trainer's regular hourly rate for each shift during which they have trained for at least three (3) hours. No more than two (2) trainers can receive the one (1) hour compensation per trainee per day. Employees who act as trainers shall be compensated at a rate of one & one-half(l+l/2) hour of the trainer's regular hourly rate for each shift during which they have trained for a full twelve(12)hours. ARTICLE 6 SENIORITY.LAYOFF AND RECALL Iz Revised CBA 07/17/23 Section 6.1 Definition of Seniority For purposes of this Agreement, seniority shall be defined as an employee's length of continuous service from the last date of beginning continuous full-time employment in a position covered by this Agreement. Seniority shall accumulate during all authorized paid leaves of absence and during suspensions of thirty (30) days or less. Seniority shall accumulate from the first day of an authorized unpaid leave of absence or lay off for a period of one year from the date of leave or layoff. Conflicts of , seniority shall be determined on the basis of the order of the employee's names on the eligibility list from which they were hired. 5ection 6.2 Probationary Period All new employees and those hired after loss of seniority shall be considered probationary employees until they have completed a probationary period of twelve (12) months of work. Time absent from duty or not served for any reason such as, including but not limited to: unpaid leave of absence, duty related injury or illness, jury duty, military leave, etc. shall not apply toward satisfaction of the � probationary periad, except for holidays, vacation and paid sick leave. Probationary employees shall be i entitled to all rights, privileges and benefits provided for in this Agreement, except that during an employee's probationary period, the employee may be terminated without cause. Such probationary ' employee shall have no recourse to the grievance procedure to contest a layoff or termination. Furthermore, there shall be no seniority among probationary employees for purposes of layoffs. Upon successful completion of the probationary period, an employee shall acquire senioriry which shall be i retroactive to his last date of hire with the City in a position covered by this Agreement. Section 6.3 Senioritv List On or about September 19' each year, the City will provide the Union with a seniority list of all employees in the bargaining unit setting forth each employee's seniority date and rank. The City shall not be responsible for any errors in the seniority list unless such errors are brought to the attention of the City in writing within thirty(30) calendar days after the Union's receipt of the list. Upon request in _ writing to the Police Chief, an updated seniority list will be provided to the Union during the course of the year. Section 6.4 Layoff The City, at its discretion, shall determine whether layoffs are necessary. If it is determined that layoffs are necessary, employees covered by this Agreement will be laid off in accordance with their length of service, provided that, however, probationary employees shall be selected for layoff based on relative skill and ability as determined by the Chief, and provided further that the remaining employees are ' qualified to do the remaining work without further training. In the event a non-probationary employee is laid off ahead of a probationaiy employee subject to the aforementioned provision, said non- j probationary employee or employees shall be given an additional twelve (12) months (up to a total of twenty-four(24)months) for purposes of recall pursuant to Section 6,6. Section 6.5 Recall Employees (including probationary employees) who are laid off shall be placed on a recall list, in the reverse order of their layoff, for a period of twelve (12) months. If there is a recall, employees who are still on the recall list shall be recalled, in the reverse order of their layoff,provided they meet the City's medical, physical fitness, and mental standards and are fully qualifted to perform the work to which they are recalled without further training. An employee who is recalled and fails to meet such standards at the time of recall shall be passed over and returned to the top of the recall list; such an 13 Revised CBA 07/17/23 employee will be eligible for a second recall for a fiiture vacancy so long as he remains on the recall list. An employee's seniority will be terminated if he fails such standards upon a second recall. Employees who are eligible for recall shall be given at least thirty (30) calendar days' notice of xecall with the first of the thirty (30) days being the date the notice to the employee is postmarlced. The notice of recall shall be sent to the employee by certified mail, return receipt requested, with a copy similarly mailed or personally delivered to a designated representative of the Union. The ennployee must notify the Police Chief or designee of his intention to return to worlc within tlu•ee (3) calendar days after receiving notice of recall (but in no event later than thirty (30) days from the date of postmarlc of the notice of recall. The City 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 each employee to provide the Police Chief or designee with his latest mailing address. If an employee fails to timely respond to a recall notice or if an employee either declines the recall or does not report to work as scheduled, his name shall be removed from the recall list. If the City has not heard from the employee within thirty (30) calendar days of mailing a properly addressed notice of recall, or if the notice is returned as undeliverable by the United States Postal Service,whichever occurs first, the employee's name shall be removed from the recall list. Section 6.6 Ter�tnination of Seniority Seniority for all purposes and the employment relationship shall be terminated if the employee: (a) quits; retires or is retired; (b) is discharged for just cause; (c) falsifies the reason for a leave of absence or is found to be worlcing during a leave of absence without prior written approval of the Chief; (d) fails to report to worlc at the conclusion of an authorized leave of absence, layoff or vacation; (e) is laid off and fails to respond to a notice of recall within three (3) calendar days after receiving notice of recall or to report for worlc at the time prescribed in the notice of recall or otherwise does not timely respond to a notice of recall as provided in Section 6.5 of this Agreernent; (� is laid off or otherwise does not perform bargaining unit work for the City fox a period in excess of twelve (12)months; or (g) is absent for three (3) consecutive working days without notification to or authorization from the City, ARTICLE 7 DISCIPLINE Section 7.1 Discipline The parties recognize that the Board of Police Commissioners of the City of McHenry has no statutory authority over the employees covered by this Labor Agreement. The City agrees that non-probationary covered members may be disciplined only for Just Cause. Any employee who violates any rule, regulation, or policy, of the City of McHenry or the City of MeHenry Police Department, or who otherwise engages in misconduct, or whose performanee is deficient may be subject to disciplinary action. The Collective Bargaining Agreement between the City of McHenry and the collective 14 Revised CBA 07/17/23 bargaining unit shall take precedence over the Personnel Policies and Procedures Manual of the City of McHenry in the case of conflicting language. This Section shall not be interpreted as a waiver of any bargaining right by the Union. An unpaid suspension day will be defined as a block up to eight (8) hours. Example: Management implements a two (2) day unpaid suspension, the total number of haurs served will be sixteen(16)hours. Section 7.2 Pro�ressive Discipline As a matter of policy,the City recognizes the principles of progressive and corrective discipline,where applicable, but is generally the City's policy to progress through each step. However, nothing shall foreclose the City from seeking discipline commensurate with the offense.The City also acknowiedges that non-probationary employees may only be disciplined for Just Cause. The City will notify the employee of pending disciplinary action in writing. Disciplinary measures will be administered by the Chief of Police or designee in an objective and constructive manner. These measures are intended to motivate the employee toward proper conduct in the future. Matters pertaining to employee perfarmance/behavior problems should not be discussed with or disclosed to anyone except those who must be informed.Listed below indicates the types of disciplinary actions that may be implemented: ' • Verbal Warning � Employee Contact Form • Letter of Direction • Letter of Reprimand ;: • Suspension • Termination �' " Section 7.3 Interro�ation Ri�hts i If the Employer intends to conduct an inquiry, investigation, or interrogation of an employee which could result in a recommendation of disciplinary action such as transfer, suspension, dismissal, loss of pay, reassignment, or similar action which would be considered a punitive measures, before taking such action, the Employer shall follow the procedures set forth in 50 ILCS 725/1 or as amended, including rights as set forth in the United States Supreme Court decision in NLRB v. Weingarten, 420 U.S. 2S1 (1975) and the Department of Central Management Services & Corrections (Morgan) , decision, 1 PERI par. 2020 (ISLRB, 1985). Nothing in this Section is intended to ar should be construed to waive employee's right to Labor Council representation during questioning that the employee reasonably believes may lead to disciplinary action. The City will provide no less than three (3) business days' advance notice of any discipline, including any meeting to discuss pending discipline in order to provide the covered member an opportunity to have Labor Council representation present. Nothing in this Section shall be construed to limit or waive the covered members' rights. The interrogations shall take place at the McHenry Police Department or other facility at the direction of . the investigating Officer and at a reasonable time of day. , An interrogation, for purposes of this Labor Agreement, shall be defined as when an employee is subjected to formal oral or written questions by the employer which are specifically relating to matters which could result in disciplinary action against the employee being questioned. Requests/orders for employees to write supplemental reports, are not considered interrogations. No employee covered by this Labor Agreement shall be subjected to interrogation without first being informed in writing of the ' nature of the investigation andlor complaints. The disclosure shall be sufficient so as to reasonably , apprise the employee of the nature of the investigation. The employee under investigation shall be informed of the name, rank, or command in charge of the investigation, the interrogator, and all ' 15 , Revised CBA 07/17/23 i persons present during any intet7•ogation. Interrogation sessions shall be of reasonable duration and shall permit the employee interrogated reasonable periods for rest and personal necessities. The employee being interrogated shall not be subjected to professional or personal abuse, including offensive language. A complete electronically recorded record of any interrogation shall be made, and a copy of the electronically recorded record shall be made available to the employee and Labor Council tuider investigatiou without charge and without undue delay. The employee under investigation may elect to have a written transcript of the interrogation, however; the employee must then bear the entire cost of said written transcript. No employee shall be interrogated without first being advised in writing that the covered member has the right to have a Labor Council representative present to advise the covered member at any stage of any interrogation. An employee under investigation may request Labor Council representation at any time before or during the interrogation. Section 7.4 Pre-disciplinary Conference Before the decision to impose disciplinary actions of suspension without pay, removal, or discharge occurs, the Department Head, Supervisor, employee, and a representative provided by the Labor Council (if requested by the employee) shall meet and confer over the facts giving rise to the proposed disciplinary action. The Employer shall disclose the alleged facts giving rise to disciplinary action and the employee will be allowed the opportunity to correct factual errors and/or mistaken facts, to provide additional facts concerning the subject matter of the proposed disciplinary action and/or to dispute the factual allegations. Sec�ion 7.5 Grievance Arbitration The provisions of this Article shall be subject to the grievance resolution procedures set forth in Article 8 of this Labor Agreement except that oral reprimands and written repriznands shall not be subject to grievance arbitration. The termination of probationary employees shall not be subject to the grievance resolution procedures set forth in Article 8 of this Labor Agreement. ARTICLE 8 GRIEVANCE PROC�DURE A grievance filed against the City will be processed in the following manner. The parties may bypass one (1) or more steps of the procedure by written mutual agreement. Grievances considered to be a Labor Council grievance shall be filed at Step 2. The parties agree that the Chief of Police or designee shall have the right to implement disciplinary action to include suspension or termination of a covered member for only just cause. The decision of the Chief of Police or designee with respect to any suspension or dismissal action shall be deemed final, subject only to review of said decision through the grievance and arbitration procedure. Section 8.1 Definition A grievance is defined as a dispute or difference of opinion raised by au employee or the Labor Council against the City involving an alleged violation, misinterpretation, or misapplication of an express provision of this Labor Agreement. Section 8.2 Procedure A grievance filed against the City will be processed in the following manner. The parties may bypass one (1) or more steps of the following procedure by written mutual agreement. Employees are encouraged, but not required to, resolve the grievance informally through discussions with their immediate supervisor who is not a member of any bargaining unit, and who is not otherwise represented by any Union. If the Labor Council and City settle the grievance at any step, such settlement shall be set forth in writing and signed by authorized representatives of the parties, Only the 16 Revised CBA 07/17/23 Labor Council and City may settle the grievance at any step. If a grievance is not appealed to the next step within the specified time limit or any agreed written extension thereof; it shall be considered settled on the basis of the City's last written response. If the City does not hold a meeting or respond to a grievance or an appeal thereof within the specified time limits, the aggrieved employee or Labor Council may elect to treat the grievance as denied at that step and immediately appeal the grievance as denied at that step. The parties may by mutual agreement in writing extend any of the time limits set forth in this Article. No member of any bargaining unit shall have any authority to respond to a grievance being processed in accordance with the grievance procedure set forth in this Article. Moreover, no action, statement, agreement, settlement, or representation made by any member of any bargaining unit or other City employee represented by any Union shall impose any obligation or duty or be considered to be authorized by or binding upon the parties unless the Employer and the Labor Council have agreed thereto in writing. Grievances filed by the Labor Council on behalf of covered members shall be filed at Step 2. • Step 1 Any employee and/or the Labor Council who has a grievance shall submit the grievance in writing to the appropriate Division Commander containing a complete statement of the facts, provision or i provisions of the Labor Agreement which are alleged to have been violated as defined in 8.1 Definition ; and the specific relief requested. All grievances must be presented no later than seven(7) calendar days ! from the date of the occurrence of the event first giving rise to the grievance or within seven (7) ' calendar days after the employee or Labor Council,through the use of reasonable diligence, could have ? obtained knowledge of the occurrence of the first event giving rise to the grievance. The immediate supervisor shall render a written response to the grievant and Labor Council within seven (7) calendar days after the grievance is presented, • Step 2 If the grievance is not settled at Step 1 and the grievant and/or Labor Council wishes to appeal to Step I' 2 of the grievance procedure, the grievance shall be submitted in writing to the Chief of Police or , designee within seven (7) calendar days after receipt of the City's written response in Step 1, or within � seven (7) calendar days of when the City's written response in Step 1 was due. The grievance shall specifically state the basis upon which the grievant or Labor Council believes the grievance was im ro erl denied at the revious step of the grievance procedure. The Chief of Police or designee P P Y P may meet to discuss the grievance with the grievant and Labor Council at a mutually agreeable time within seven (7) calendar days of receipt of the grievance. The Chief of Police or Labor Council may have other persons present whom they deem appropriate attend the meeting. If no settlement of the grievance is reached, the Chief of Police or designee will provide a written response within seven (7) calendar days of the meeting or, if no meeting is held, within seven (7) calendar days after receipt of the grievance. • Step 3 If the grievance is not settled at Step 2,the grievant and/or Labor Council wishes to appeal to Step 3 of the grievance procedure, it shall be submitted in writing to the City Administrator or designee within ' seven (7) calendar days after receipt of the City's written response in Step 2, or within seven (7) calendar days of when the City's written response in Step 2 was due. The grievance shall specifically ' state the basis upon which the grievant and/or Labor Council believes the grievance was improperly denied at the previous step of the grievance procedure. The City Administrator may meet to discuss the grievance with the grievant and a Labor Council Representative at a mutually agreeable time within seven (7) calendar days of the receipt of the grievance. The City Administrator or the Labor Council 17 Revised CBA 07/17/23 may have other persons present they deem appropriate attend the meeting, If no settlement of the grievance is z�eached, the City Administrator will provide a written response within seven (7) calendar days of the meeting or, if no meeting is held, within seven (7) calendar days after receipt of the grievance. Section 8.3 Arbitration If the grievance is not settled in Step 3, only the Labor Council may rafer the grievance to arbitration, as described below, within twenty-one (21) calendar days of the receipt of the City's written response provided at Step 3 or when the Ciry's written response in Step 3 was due. The parties shall attempt to agree upon an arbitrator within ten(10) calendar days after receipt of the notice of referral. In the event the 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 to submit a panel of seven (7) arbitrators. Each party retains the right to reject one (1) panel in its entirety and request that a new panel be submitted. Both the City and the Labor Council shall have the right to alternately strilce being determined by the flip of a coin. A coin flip shall determine who has the �rst right to strilce a name from the list. The Arbitrator shall be notified jointly by the parties of their selection and shall be requested to set a time and place for the hearing, subject to the availability of Labor Council and City representatives. The City and the Labor Council shall have the right to request the Arbitrator to require the presence of witness or documents. The City and the Labor Council retain the right to employ legal counsel. The Arbitrator shall submit the award in writing within thirly(30) calendar days following the close of the hearing or the submission of briefs by the parties, whichever is later. More than one (1) grievance may be submitted to the same arbitrator only if both parties mutually agree to do so in writing. The fees and expenses of the arbitrator and the cost of a court reporter and a written transcript, if any, shall be divided equally between the City and the Labor Council; provided, however, that each party shall be responsible for compensating its own representatives and witnesses. Section 8.4 Limitations on Authority of Arbitrator The Arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract fi•om the provisions of this Labor Agreement. The Arbitrator shall consider and decide only the question of fact as to whether there has been a violation, misinterpretation or misapplication of the specific provisions of this Labor Agreement. The Arbitrator shall be einpowered to determine the issue raised by the grievance as submitted in writing at Step 2. The Arbitrator shall have no authority to make a decision on any issue not so submitted or raised. The Arbitrator shall be without power to malce any decision or award which is contrary to or inconsistent with, in any way, applicable laws or court decisions, or rules and regulations of administrative bodies that have the force and effect of law. The Arbitrator shall not in any way limit or interfere with the powers, duties and responsibilities of the City under law and applicable court decisions. Any decision or award of the Arbitrator rendered within the limitations of this Section 8.4 shall be final and binding upon the City, Labor Council, and the employees covered by this Lab�r Agreement, ARTICLE 9 NO STRIKE-NO LOCKOUT Section 9.1 Strikes Prohibited During the term of this Agreement, neither the Union nor any of its officers or agents, nor any employees covered by this Agreement will, for any reason, instigate,promote, sponsor, aid, condone or engage in any strike, sympathy strike, or any other intentional interruption or disruption of the operations of the City, and no employee covered by this Agreement shall refuse to cross any picket line,wherever established. 18 Revised CBA 07/17/23 Section 9.2 Job Actions Prohibited During the term of this Agreement, neither the Union nor any of its officers or agents, nor any employees covered by this Agreement will, for any reason, instigate,promote, sponsor, aid,condone or engage in any boycott, secondary boycott, residential hand billing, worlc slowdown, speed-up, sit- down, concerted application of unauthorized or abnormal or unapproved enforcement procedures or policies, concerted disobedience of lawful orders of a superior, concerted stoppage of work, concerted refusal to perform overtime, deliberate absenteeism, picketing of any lcind, except informational picketing as authorized by law, or any other intentional interruption or disruption of the operations of the City. Section 9.3 Violations of this Article Any or all employees who violate any of the provisions of this Article may be discharged or otherwise disciplined by the City, and the only issue that may be used in any proceeding in which such discipline or discharge is challenged is whether or not the employee actually engaged in such prohibited conduct. � Such discipline may include any, some, or all of the employees involved. The failure to confer a ; penalty in any instance is not a waiver of such right in any instance, nor is it a precedent. Any � disciplinary action taken by the City for employee activities prohibited by this section shall not be considered a violation of this Agreement and shall not be subject to the grievance and arbitration procedures of this Agreement. i� Section 9.4 Council Notification of Employees The Council agrees to notify all Union Officials and agents of their obligations and responsibility for i maintaining compliance with this Section, including their responsibility to abide by the provisions of this Section by remaining at work (that is, those who are employees of the City) during any I,' interruption as outlined above. In addition, in the event of a violation of this Section of this Article, the Illinois Fraternal Order of Police Labor Council agrees to inform its members of their obligations under this Agreement and to encourage and direct them to return to worlc by all means available under its Constitution,by-laws,or otherwise. Section 9.5 No Lockout The City will not lock out any employees during the term of this Agreement as a result of an actual or anticipated labor dispute with the Union so long as there is good faith compliance by the Illinois ' Fraternal Order of Police Labor Council with this Article. ' Section 9.6 Judicial Relief Nothing contained herein shall preclude the Employer from obtaining a temporary restraining order, damages and other judicial relief as determined appropriate by the Court in the event the Illinois Fraternal Order of Police Labor Council or any employees covered by this Agreement violate this ' Article. ARTICLE 10 HOLIDAYS AND PERSONAL BUSINESS LEAVE Section 10.1 Holidays , The following are recognized as holidays for eligible employees: A holiday is defined as eight (8) hours. A one-half(1/2)holiday is defined as four(4)hours. Shift Emplovees Non-shift emplovees I 19 i Revised CBA 07/17/23 New Year's Day New Year's Day President's Day Memorial Day Memorial Day Independence Day Independence Day Labor Day Labor Day Veterans Day Veterans Day Thanksgiving Day Thanl<sgiving Day Friday after Thanlcsgiving Day Friday after Thanksgiving Christmas Eve Christmas Eve Christmas Day Christmas Day Eight(8)hours of floating Holiday Time The City agrees to allow bargaining unit employees to use accrued holiday pay as paid time off in lieu of cash payment as provided in Section 10.2 herein. Holiday pay shall accrue to an employee's credit on the actual holiday itsel£ Employees may use accrued holiday pay as paid time off by requesting same in writing subject to the approval of the Chief of Police or his designee; such approval not to be unreasonably withheld. Section 10.2 Eli ig bility Requirements Employees shall work all holidays when scheduled as part of their normal Departmental work schedule. To be eligible to receive holiday pay or "paid time off' in recognition of a holiday, an employee must work the full scheduled day before and after the holiday, when scheduled as part of their nonnal department work schedule. The Chief shall pennit an employee who was ill to verify his illness so as to qualify for holiday pay by submitting to the Chief of Police or designee, a note from the employee's physician, or physiciau's assistant or nurse practitioner verifying the employee's illness. Section 10.3 Holiday Pay Employees who satisfy the eligibility requirements of Section 10.2 shall receive either "holiday time off' or "holiday pay" equivalent to the holidays for which he becomes eligible. Employees wishing to take holiday time off in lieu of the holiday pay may request the holiday time off as if it were personal busiuess leave with the exception that such time must be requested in no less than four (4) hour increments. Holiday time off requests shall be made no later than twenty-four(24) hours in advance of the desired time of£ In no event may an employee talce holiday time off without having first become eligible for the holiday. Holiday time must be used or paid prior to the end of the calendar year in which it is earned. December holidays shall not be eligible to be taken as holiday time off. Employees choosing to receive holiday pay and those employees who have failed to take accrued holiday time off by November 30"' shall be paid in a lump sum on the �rst full pay period during the month of December, at a rate equivalent to a regular day's pay (at the employees straight time rate) for each of the ten (10) holidays in the calendar year for which the employee satisfied the eligibility requirements and which the employee has not taken in the form of paid leave as set forth in section 10.1 herein. Payment of holiday pay shall include prospective pay for any holidays in December of said calendar year. In the event an employee becomes ineligible for a paid December holiday after he has been compensated for it, the City may deduct from his paycheck an amount equivalent to the pay provided for the holiday. Employees who work the holiday shall receive one and one half (1%Z) times their regular rate of pay for all hours worked. Section 10.4 Personal Business Leave 20 Revised CBA 07/17/23 With prior approval of the Police Chief or designee, employees shall receive paid leave, as denoted below per calendar year, to attend to personal business. An option offered as part of participation in the Wellness Incentive of an additional personal day shall be defined as eight (8) hours as long as the benefit is offered by the City. Newly hired regular full-time employees will receive the following number of paid personal business leave days in their first calendar year: Hirin�Date Personal Business Leave Hours Prior to April 1 32 Between April 1 and June 30 24 Between July 1 and October 31 16 November 1 or later 8 Personal business leave may be used in increments no smaller than one (1) hour increments. In no ', event shall personal leave be converted to cash compensation or carried over into subsequent years. ! Personal business leave requests shall be made no later than twenty-four (24) hours in advance (except i in an emergency) of the desired time off. The Chief may approve or deny such requests, Such approval j shall not be unreasonably denied. Under no circumstances will such requests be approved if, at the j time of the request, the absence, in the Chief's judgment, would cause another employee to be held over or called back to work. ARTICLE 11 VACATIONS Section 11.1 Eligibility and Allowances Every employee shall be eligible to take paid vacation time after the completion of one (1) year of j continuous full time employment with the City in a position covered by this Agreement. Employees �, shall start to earn vacation allowance as of their date of hire. Bargaining unit employees shall be allowed to exercise their seniority for selection of vacation time on an annual basis. Following the seniority shift bidding procedure as set forth in Section 5.8 herein, the Employer shall conduct vacation bids between November lst and December 31st of each year for vacation days to be used during the subsequent calendar year. Vacation allowances shall be earned monthly,based on the following schedule: Len�th of Completed Continuous Service Number of Hours per calendar�ar After completion of one(1)year 80 After completion of six(6)years 120 After completion of thirteen(13)years 160 ' After completion of twenty(20)years 200 ' Employees shall earn vacation allowances for any month in which they receive compensation for more than one hundred twenty (120) "hours of worlc". For purposes of this Section only, actual work time plus paid vacations, personal days and compensatory time shall be considered "hours of work". No other paid or unpaid absence from duty shall be counted as"hours of worlc". Section 11.2 Vacation Pav The rate of vacation pay shall be the employee's regular straight-time rate of pay in effect for the employee's regular job assignment, 21 Revised CBA 07/17/23 Section 11.3 Schedulin� and Accrual Bargaining unit employees shall be allowed to exercise their seniority for selection of vacation time on an aunual basis. Following the seniority shift bidding procedure as set forth in Section 5.8 herein, the Employer shall conduct vacation bids between Noveinber lst and December 31st of each year for vacation days to be used during the subsequent calendar year. Vacation Bidding Process: Vacation Bids will be conducted for each classification. +--During the initial vacation bidding process, only one (1) bargaining unit member from the CSO classification and one (1) bargaining unit member from the Records classification shall be pei�rnitted to request vacation tirne for each worlc shift. �---During the initial vacation bidding process, only one (1) bargaining unit member from the Telecommunicator classification shall be permitted to request vacation time for each work shift. �---During the initial vacation bidding process, only one (1)bargaining unit member from the Lead Telecommunicator classification shall be permitted to request vacation time for each work shift. - On or before November 1, the Police Chief or designee shall post a schedule of days available for vacation use during the upcoming calendar year. The days available for use shall not include the weelcends of "Fiesta Days", and such other days as designated by the Chief of Police in their discretion; such discretion not to be unreasonably applied. The bargaining unit employees shall select their vacation preferences in the order of their seniority by classification, with the most senior employee having first choice, the next most senior employee having second choice, and so on. For the purposes of this process only, seniority for Lead Telecommunicators shall be determined by date of appointment to that classification. For purposes of this Article, "calendar weelc" means anywhere from one (1) day to four(4) consecutive days for Lead Telecommunicators and Telecommunicators (not to exceed 48 hours) and anywhere from one (1) day to five (5) consecutive days for CSOs and Records Clerlcs. Any Vacation Time hours approved to be carried over from the previous calendar year are not eligible to be requested for use during the Vacation Bidding Process. Bargaining unit members will have two (2) worlcing shifts in which to picic their vacations. A bargaining unit member who does not select vacation time within the time allotted may choose vacation time at any time thereafter, subject to availability. Step 1: In order of descending seniority by classification, bargaining unit employees may make an initial first choice vacation selection of no more than two (2) calendai•weelcs, f or a maximum of eighty (80) hours for CSOs and Records Clerlcs and a maximum of ninety-six (96) hours for Lead Telecommunicators and Telecommunicators. Step 2: After all bargaining unit members have chosen their first two (2) calendar weelcs, in order of descending seniority by classification bargaining unit members may then select no more than two (2) additional calendar weeks. Only mernbers with at least an annual allowance of at least one hundred twenty(120)hours of Vacation Time are eligible to participate in Step 2 of the bidding process, 22 Revised CBA 07/17/23 Step 3: After all bargaining unit members have chosen theic•two (2) additional calendar weelcs, in order of descending seniority by classification, bargaining unit members can select no more than one (1) additional calendar week. Only members with at least an annual allowance of at least two hundred (200) hours of Vacation Time are eligible to participate in Step 3 of the bidding process._ The vacation periods selected pursuant to this procedure shall be submitted to the Police Chief or designee for approval no later than November 30'� of each year. Thereafter, the Police Chief or designee shall review the requests and post a vacation schedule on or before December 25'� . After the vacation schedule, has been posted, employees can trade, schedule, or reschedule vacation hours only with the approval of the Police Chief or designee. Step 4: Upon the close of the initial bidding process (Steps 1 through 3), notification will be made to bargaining unit members that the initial bidding process is over and that a six (6) day window will be established by the Chief of Police (or designee) in which members can request the use of additional vacation time or other benefit time that has already been earned, limited to three (3) Saturdays during the upcoming calendar year. During this six (6) day window all benefit time requests will be held for the duration of the six (6) day period and requests will then be processed in order of seniority, except � in the event a Lead Telecommunicator and Telecommunicator request the same time off. In that event, ! the Lead Telecommunicator will have priority. Time off requests made in Step 4 shall be subject to ' the approval of the Chief of Police (or designee) and must meet the 24-hour minimum notice i requirement of this agreement and staffing levels established by the Chief of Police. All Other Vacation Requests: After the initial vacation bidding process (Steps 1 through 3) and Step 4 are complete, any remaining vacation requests shall be reviewed and approved/denied by the Chief of € Police or designee on a first-come, first-served basis. In the event of two (2) or more requests for rernaining vacation use, seniority shall prevail in awarding vacation requests. { Additional time off requests shall be approved by the Chief of Police or designee based upon staffing levels which are managed by the City. Remaining vacation hours, not selected in the seniority vacation bidding process,may be used in increments of four(4)hours. Accrual: Vacation allowances are earned on a calendar year basis with the following exceptions. After six (6) months of employment, a new hire may use up to forty (40) hours vacation time prior to their first anniversary date. The use of such borrowed vacation hours shall be deducted from vacation ' accruals posted on their first anniversary date. Beginning the following January 1 and every January 1 thereafter, such employees will receive the vacation hours they accrued during the prior calendar year for use in the calendar year in which they are given. Second, on an employee's anniversary date of employment in a year (after the employee's first) in which the employee becomes eligible to earn additional vacation hours (the employee's sixth, , thirteenth, and twentieth anniversaries); the employee will receive the additional hours on their anniversary for use during the remainder of the calendar year. On the following January l, the employee will receive the vacation hours accrued during the prior calendar year based upon the new rate of vacation accrual. Vacations to be scheduled and taken during a given calendar year are vacation allowances earned during the previous calendar year or provided to ' the employee on their anniversary date of employment for use during the remainder of the calendar year. All vacation hours must be taken by the end of the calendar year in which they are to be 23 Revised CBA 07/17/23 scheduled, unless the employee through a written request receives authorization by the Chief of Police to carry over vacation hours (not to exceed forty (40) hours) or sell bacic vacation hours or a combination of the two. Such requests shall not reasonably be withheld. Employees may talce vacation time in four (4) hour increments. The Chief of Police or designee reserves the right to cancel any or all approved vacation leaves in advance of there being taken and/or to recall any employees from vacations in progress. Such cancellations and revocations shall not be unreasonable. ARTICLE 12 SICK LEAVE Section 12.1 Purpose and Allowance Sicic leave with pay is provided as a benefit in recognition that employees do contract various illnesses from time-to-time and that their financial resources may be diminished in such instances if pay is discontinued, and that it may not be in the best interest or health of the employee or fellow employees to work while sicic. Any employee contracting or incurring an non-service connected sickness or disability (except where the injury or illness is incurred while the employee is performing compensated service outside of his employment with the City where compensation for such injury or illness is provided by the outside employer, i.e.,workers' compensation, sick leave, etc,) shall receive sick leave with pay as set forth in this Article. Section 12.2 Hours Earned in Accumulation Employees shall be allowed eight (8) hours of sicic leave for each month of service (which equals a total accumulation of ninety-six (96) hours per year). Sick leave shall be earned by an employee for any month in which the employee is compensated for more than eighty (80) "hours of work." For purposes of this 5ection only, accrued benefit days other than sick leave shall be considered"hours of work"; no other paid or unpaid absence from duty shall be counted as "hours of work." Sick leave cannot be taken before it is actually earned. Section 12.3 Notification Notification of absence due to sicicness shall be given to an individual designated by the Police Chief (normally the Shift Supervisor on duty) as soon as possible on the first day of such absence and every day thereafter(unless this requirement is waived by the Chief in writing),but no later than one(1) hour before tlie start of the employee's work shift. Failure to properly report an illness without good cause may be considered as absence without pay and may subject the employee to discipline. Section 12.4 Medical Examination The City may, at its discretion, require an employee to submit a physiciau's verification of illness, and such verification normally will be required for sick leave of three (3) consecutive duty shifts or more. The City also may require a physician's verification that the employee is well enough to return to worlc. A medical certification/or verification of illness is acceptable as provided by a physician, or physician's assistant or nurse practitioner. Falsification of any verification of illness shall be grounds for disciplinary action, which may include reimbursement by the employee to the City for sick leave , benefits wrongfully obtained. The City, at its option, may require an employee to submit to an examination by a physician or other medical professional chosen by the City. If the City requires an employee to submit to an examination by a physician designated by the City, the City will pay the medical expenses to the extent they are not covered by insurance (i.e., the employee shall not be responsible for such costs). Section 12.5 Sick Leave Utilization 24 Revised CBA 07/17/23 Sicic leave shall be used in no less than one (1) hour increments. Sick leave may be utilized for the purposes specified in Section 12.1, or as needed as a result of a family member's ilhiess, injury or medical appointment as defined by the Illinois Ernployee Sick Leave Act, up to six (6) days of accumulated sicl< leave per calendar year for absences due to illness, injury and medical appointments for the employee's child, spouse, sibling, parent, mother/father-in-law, grandchild, grandparent or stepparent, or a party to a Civil union as defined by the Illinois Religious Freedom Protection and Civil Union Act (750ILCS 75� to seek medical attention for an existing medical condition, or for a non- elective medical procedure. For purposes of Section 12.6(b), sick leave may accrue to a maximum of 1000 hours of sick leave as of the end of each fiscal year. There shall be no maximum accumulation or cap on sick days for use in accordance with Section 12.1. To the extent pertnitted by law, employees on sicic leave are required to remain at home unless hospitalized, visiting their doctor, or acting pursuant to reasonable instructions for care. Section 12.6 Unused Sick Leave , (a)A fitll-time bargaining unit member in good standing who has used less than twenty-four(24)hours ', during any calendar year may elect to receive a sick leave cash payment for difference between ' twenty-four (24) hours and the number of sick leave hours actually used (twenty-four (24) hours � maximum). The number of days for which such employee elects cash compensation shall be deducted � from such employee's accumulated sick leave. Employees who elect to receive such payment for any calendar year must notify the Chief thereof by January 31 the following year, with such payment to be made by February 28 of such following year. (b) A full-time bargaining unit member in good standing (i) who has been placed on permanent disability pension, or(ii)who has at least twelve (12) years of service on the Department as a full time employee, or (iii) has at least twelve (12) years of service on the Department as a full time employee, ; is eligible to retire, and who dies (in which case it will be the employee's estate which collects), is eligible to retire, and who elects to retire, shall be paid for unused sick leave days at the rate of fifty ' percent (50%) of the employee's regular rate of pay in effect on the 1 st day of May immediately preceding the employee's last day of active work for the City for all accrued and unused sick leave time as of the employee's last day of active work for the City, up to a maximum of one-thousand (1000) hours, provided the employee has accumulated at least four-hundred(400) hours of unused sick ' leave will be paid fifty percent (50%) for all sick leave hours up to one-thousand (1000), for a . maximum of five hundred (500} hours of pay. In no event, shall any employee be entitled to the benefits set forth in Section 12.6(b) if the employee is discharged, unless such discharge is over turned by an administrative proceeding._ ARTICLE 13 ADDITIONAL LEAVES OF ABSENCE Section 13.1 Unpaid Discretionary Leaves The City may grant leaves of absence, without pay or salary, to employees for job-related reasons (such as further training or study), which will enable employees to perform their usual and customary , duties with greater efficiency and expertise, or other valid reasons (such as prolonged illness of the employee, his spouse, or his child or children or childbirth). No leave, if granted, shall be for a period '' exceeding three hundred sixty-five (365) consecutive calendar days. The denial of discretionary leaves shall not be subject to the dispute resolution and grievance procedure of this Agreement. Section 13.2 Military Leave 25 Revised CBA 07/17/23 Military leave shall be granted in accordance with applicable Federal and/or State law. Employees must apply for such leave as soon as they are aware of the need for such leave. Section 13.3 Bereavement Leave In the event of the death of an immediate family member, an employee may be perrnitted to be absent from their job for up to three (3) workdays off with the City's approval and receive regular straight time pay. For purposes of this Section,immediate family shall include the following persons related by blood, marriage or law to the employee: parents, spouse, children, siblings, mother-in-law, father-in- law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, spouse's child, stepparent, spouse's grandparent, grandparents, and grandchildren and partner to a civil union as defined by 750 ILCS 75/. In the event of the death of an extended family member, an employee may be permitted to be absent from his job for one (1) workday with the City's approval and receive regular straight time pay. For purposes of this Section, "extended family" shall include aunts, uncles, nieces, nephews and cousins. Any absence to attend the bereavement of anyone who is not a member of an employee's immediate or extended family may be arranged with the City, without pay, but previously acerued and unused benefit days other than sick leave may be utilized in such case with the consent of the City. An employee shall provide satisfactory evidence of the death and of the employee's attendance at the funeral or service if so requested by the City. At the City's discretion, an employee may be permitted to use accrued benefit days other than sicic leave, up to a maximum of five (5} additional days, in connection with bereavement leave days to extend bereavement leave or at the employee's option such leave may be arranged without pay. Section 13.4 Jury Leave An employee required to report for jury duty (including service on a grand jury) shall be excused from work without loss of pay for jury duty which occurs on the employee's scheduled dury days and during the einployee's scheduled duty hours, An employee shall immediately notify the Police Chief or designee as soon as the employee receives a notice to appear as a juror, and must provide the Police Chief or designee with a copy of the jury summons prior to reporting for jury duty. In order for employees to receive compensation fi•om the City for such jury duty, the employee must sign over to the City any compensation he receives for serving as a juror on days for which the employee was scheduled to be on duty. Section 13.5 Family and Medical Leave Act("FMLA") Leave A leave of absence for reasons covered by the FMLA shall be granted in accordance with the City's published Family and Medical Leave Act policy and applicable law. A work day is defined as an eight (8) hour day or foriy (40) hours a weelc, unless the leave is for intermittent leave then a worlc day is defined as a twelve (12)hour work day._ Section 13.6 Application for Leave Unless otherwise required by law, any request for a leave of absence other than funeral leave under this article shall be submitted in writing by the employee to the City or its designee as far in advance as practicable, The request shall state the reason for the leave of absence and the approximate length of time off the employee desires. Authorization for a leave of absence, if granted,will be furnished to the employee by the City and it shall be in writing. Section 13.7 Bene�ts While on Unpaid Discretionary Leave Unless otherwise required by law, length of service and other benefits shall not accrue for an employee who is on approved non-pay, discretionary leave status under this Article, 26 Revised CBA 07/17/23 (a) Accumulated length of service shall remain in place during that leave and shall begin to accrue again when the employee returns to work on a pay status. (b) Upon return from leave, the City shall place the employee in his or her previous assignment, if vacant. If not vacant, an employee returning from leave will be placed in the first available assigmnent according to the employee's seniority, where skill and ability to perform the work without additional training is equal. If, upon the expiration of a leave of absence, there is no worlc available for the employee,he shall go directly on layoff. (c) During an approved unpaid leave of absence or layoff under this Agreement, an employee shall be entitled to coverage under applicable group medical and life insurance plans to the extent provided in such plan(s), provided the employee makes arrangements for the change and arrangements to pay the entire insurance premium involved, including the amount of the premium previously paid ', by the City. Section 13.8 Non-Employment Elsewhere I A leave of absence will not be granted to enable an employee to try for or accept employment � elsewhere or for self-employment without prior written approval of the Chief. Employees who engage ' in employment elsewhere during such leave without such prior written approval may immediately be terminated by the City. ARTICLE 14 WAGES �' Section 14.1 Base Wa�e Employees covered by the Agreement shall be compensated in accordance with the wage schedule attached hereto and incorporated herein as Appendix A. Section 14.2 Tuition Reimbursement Regular full-time employees enrolled in an educational course directly related to the employee's position with the City, may request reimbursement of tuition from the City. Reimbursernent of tuition is not guaranteed and is within the discretion of the City pursuant to the terms of this policy. Each of , the following conditions shall precede any such reimbursement. Only courses directly related to the employee's present position with the City shall qualify for tuition reimbursement. To be eligible for reimbursement,prior to registration for the particular course, the employee shall submit a request to his or her Department Head on the City's Tuition Reimbursement Form. If the Department Head recommends reimbursement for the course, it must also be approved by the City Administrator. The ' City Administrator shall determine whether the conditions precedent to tuition reimbursement are satisfied, Because of the nature of education as it relates to day-to-day activities of all people, the ' determination of the City Administrator as to whether the course is directly related to the employee's ' pasition with the City shall be completely within his discretion and shall be final. Funds for the reimbursement of the course must have been budgeted for the current fiscal year, Reimbursement is limited to the tuition fee only, and may not exceed $1750 per fiscal year. Tuition reimbursement may be paid only upon the City's receipt of a certificate evidencing completion of the course with a grade of"C" or better or, if the course if a pass/fail, then upon receiving a "pass" grade and a receipt of full payment from the school,university or educational institution. Section 14.3 Deferred Compensation Plan (457K) 27 Revised CBA 07/17/23 The City shall continue to malce available to employees the same 457K Deferred Compensation Plan provided all City employees. The City reserves the right to change, alter, amend, or eliminate the plan as it deems appz•opriate. Section 14.4 Lateral Transfers Both the City and the Union recognize the value of newly hired employees with previous related experience, and to that end, agree to the following: newly hired employees with previous experience in their assigned job classification will begin at an advanced step of pay matrix, but in no event higher than Step 5 unless agreed to by the parties. The pay matrix step the employee is placed on will only affect the employee's pay, and will not be considered for seniority referenced in any articles or sections of this Agreement. The City may exercise its discretion to place newly hired employees with previous experience at an advance step on the matrix. The Union reserves the right to object to the placement zf the placement demonstrates that the Ciry has abused its discretion by effectuating a placement which is not warranted by the newly hired employees' previous experience. ARTICLE 15 UNIFORM ALLOWANCE Section 15.1 Initial Uniform All members of the bargaining unit shall be required to appear appropriately dressed for worlc. The City shall furnish employees, upon completion of the initial training period, a complete set of initial uniforms and equipment as specific below: Records Clerks—Five (5) pair of pants; Two (2) sweaters; Three(3) long sleeve shirts; Three (3) short sleeve shirts; One(1)pair of shoes; One(1)belt, Community Service Officers — Five (5) pair of pants; One (1) winter jacicet; One (1) rain coat; Tht•ee (3) long sleeve shirts; Three(3) short sleeve shirts; One (1)pair of shoes; One (1)pair of winter boots; One(1)belt. Telecommunicator — Four (4) pair of pants; One (1) sweater and/or Fleece; Three (3) long sleeve shirts; Three(3) short sleeve shirts; One (1)pair of shoes; One (1)belt; One (1) long sleeve polo shirt; One(1) short sleeve polo shirt. Lead Telecommunicator—Four (4)pair of pants; One (1) sweater and/or Fleece; Three (3) long sleeve shirts; Three (3) short sleeve shirts; One(1) pair of shoes; One (1) belt; One (1) long sleeve polo shirt; One(1) short sleeve polo shirt. Section 15.2 Uniform Allowances and Reimbursement of Uniform Cleanin�Expenses Employees shall receive up to four hundred dollars ($400) per fiscal year (except for the first year of employment or when uniforms change for initial issue) for uniform purchases, maintenance and cleaning expenses. Newly hired employees will not be eligible for this provision in their first year of employment if their hire date is November 1"or later. Section 15.3 Return of Uniforms and Equipment 28 Revised CBA 07/17/23 Upon separation fi-om ernployment by the City, employees will be responsible for the return of uniforms and equipment purchased with City funds or issued directly by the City, in good condition, less normal depreciation and destruction in the course of employment. ARTICLE 16 INSURANCE Section 16.1 Coverage and Cost The City shall make available to non-retired bargaining unit employees and their dependents substantially similar group health and hospitalization insurance, dental insurance, and vision insurance coverage and benefits to that in existence for other City employees prior to the signing of this Agreement. The City reserves the right to change or offer alternative insurance carriers, health maintenance organizations, or benefit levels or to self-insure as it deems appropriate, so long as the new or alternative coverage and benefit levels are substantially similar to those which they are replacing. In order to control future health and hospitalization insurance cost increases, the City also imay alter employee deductibles and/or co-pay requirements provided such changes shall lilcewise be � applicable to all City employees. Employees may continue to elect to participate in the City's Health Care Benefits Salary Reduction Plan, in which they pay their share of insurance costs with pre-tax dollars. Section 16.2 Cost Containment The City 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, preadmission and continuing admission review, prohibition on weekend admissions except in emergency situations, and mandatory outpatient elective surgery for certain designated surgical procedures. � Section 1.6.3 Life Insurance The current City coverage of thirty thousand dollars ($30,000.00) for life insurance for each employee covered by this Agreement in effect at the time of the signing of this Agreement shall continue for the life of the agreement, at no cost to the employee. ' Section 16.4 Terms of Insurance Policies to Govern The extent of coverage under the insurance policies (including HMO and self-insured plans)referred to in this Agreement shall be governed by the terms and conditions set forth in said policies or plans. Any questions or disputes concerning an employee's claim for benefits under said insurance policies or plans shall be resolved in accordance with the terms and conditians set forth in said policies or plans '' and shall not be subject to the grievance and arbitration procedure set forth in this Agreement. The ' failure of any outside insurance carrier(s) or plan administrator(s) to provide any benefit for which it ', has contracted or is obligated shall result in no liability to the City, nor shall such failure be considered a breach by the City of any obligation undertaken under this or any other Agreement. However, , nothing in this Agreement shall be construed to relieve any insurance carrier(s) or plan administrator(s) ' from any liability it may have to the City, employee or beneficiary of any employee. Section 16.5 Waiver of Insurance Any employee shall have the option to waive the right to receive medical, dental and/or vision insurance coverage under the terms of this Section. If an employee waives any such insurance coverage, but thereafter chooses to reverse his decision, the reinstatement of each such insurance shall 29 Revised CBA 07/17/23 be contingent upon the employee's insurability and shali also be subject to such conditions, limitations and restrictions as the City's insurers may prescribe as a consequence of the employee's prior waiver and non-coverage. Section 16.6 Employee Deductible and Co-Insurance Costs The Employee's premium contribution shall be limited to the following amounts and percentages for the term of this agreement. 2021 Medical Insurance Plan Year (1/1/2021 -12/31/2021) Emnloyee EE+Spouse EE+Child(ren) Familv PPO Plan $105.00 $240,00 $225.00 $415.00 HSA Plan $85.00 $230.00 $223.00 $361.76 HMO $24,45 $110.00 $116.23 $200.00 2022 Medical Insurance Plan Year(1/1/2022-12/31/2022) ' Employee EE+Spouse EE+Child(ren) F_ amily PPO Plan $113.00 $260.00 $245.00 $435,00 HSA Plan $90.00 $240.00 $233.00 $385.00 HMO $25.00 $125.00 $120.00 $210.00 2023 Medical Insurance Plan Year(1/1/2023-12/31/2023) Emplovee EE+Spouse EE+Child(ren) Family PPO Plan $123.00 $273.00 $260.00 $457.75 HSA Plan $95.00 $250,00 $243.00 $405.00 HMO $27,50 $130.00 $125.00 $220.00 2024 Medical Insurance Plan Year (1/1/2024-12/31/2024) Employee EE+Spouse EE+Child(ren) Family PPO Plan $130.00 $292.00 $280.00 $477.00 HSA Plan $95.00 $265.00 $255.00 $420.00 30 Revised CBA 07/17/23 HMO $27.50 $130.00 $125.00 $220.00 2025 Medical Insurance Plan Year(1/1/2025-12/31/2025) Employee EE+Spouse EE+Child(ren) Familv PPO Plan $138.50 $295.00 $285.00 $490.00 HSA Plan $98.00 $275.00 $265.00 $430.00 HMO $27.50 $130.00 $125.00 $220.00 ' S/1/2021-12/31/2023 Dental Insurance i j Emplovee EE+Spouse EE+Child(ren) Familv i , $5.00 $29.00 $30.00 $55.00 j' S/1/2021-12/31/2023 Vision Plan Year ;: � Employee EE+Spouse EE +Child(ren) Familv $1.00 $7.00 $7.50 $18.50 2024-2025 Dental Insurance Employee EE+Spouse EE +Child(ren) Family ' $5.50 $32.00 $34.50 $60.50 2024-2025 Vision Plan Year Emplo�ee EE+Spouse EE+Child(ren) Family $1.00 $8.25 $10.35 $24.75 Employee Deductible and Co-Pay Costs ' During the term of this Labor Agreement, the City agrees that any such deductible and co-pay shall be ' the same as those costs applicable to the general, non-contract employees,but may be less per the labor negotiations. II 31 ' Revised CBA 07/17/23 ARTICLE 17 EMPLOYEE ALCOHOL AND DRUG TESTING Section 17.1 Statement of Policy It is the policy of the City of McHetu�y that the public has the absolute right to expect persons employed by the City in its Police Department will be free fi•om the effects of diugs and alcohol. The City, as the employer, has the right to expect its employees to report for work fit and able for duty. The puiposes of this policy shall be achieved in such a manner as not to violate any established rights of the employees of the Police Department. Section 17.2 Prohibitions Except as ordered to do so in the line of duty, employees shall be prohibited from; (a) Consuming, possessing or being under the influence of alcohol at any time during the course of the work day or anywhere on any City premises, including City buildings, properties, or City owned vehicles; (b) Possessing, using, selling, purchasing or delivering any illegal drug at any time and at any place, or abusing any prescription drug; (c) Failing to report to the employee's supervisor any known adverse side effects of inedication or prescription drugs which the employee may be talcing. Section 17.3 Dru� and Alcohol Testin�Permitted The City shall have the right to require an employee to submit immediately to alcohol or diug testing on a specified situation basis (as outlined below) or if the City has reasonable suspicion to believe that: (a) an employee is being affected by the use of alcohol; or(b) has abused prescription drugs; or (c) has used illegal drugs. The foregoing shall not limit the right of the City to conduct any tests it may deem appropriate for persons seelcing employment prior to their date of hire. Specified situation testing may occur in the following circumstances: (a) If an employee is involved in a motor vehicle accident or otherwise damages City or personal property while in the performance of his duty; (b) If an employee is injured, or injures another while in the performance of his duty; (c) If an employee is to be promoted to a higher paying position or recalled from layoff; or (d) If an employee has experienced excessive absenteeism or tardiness under circumstances giving rise to a suspicion of off-duty drug or alcohol abuse. Section 17.4 Order to Submit to Testing At the time an employee is directed to submit to testing authorized by this Agreement, the City shall provide the employee with a written notice, setting forth the objective facts and reasonable inferences drawn from those facts which have formed the basis of the City's decision to test. The employee shall be given a reasonable opportunity to consult with a Union representative at the time the notice is given. Refusal to submit to such test may subject the employee to discipline, but the employee's taking of the test shall not be construed as a waiver of any objection or rights that he or she may possess, 32 Revised CBA 07/17/23 Section 17.5 Test to be Conducted In conducting the testing authorized by this Agreement, the City shall: (a) Use only a clinical laboratory or hospital facility that is licensed pursuant to the Illinois Clinical Laboratoty Act that has or is capable of being accredited by the Substance Abuse Mental Health Services Administration(SAMHSA). (b) Establish a chain of custody procedure for both the sample collection and testing that will ensure the integrity of the identity of each sample and test result. No employee covered by this Agreement shall be permitted at any time to become a part of such chain of custody. (c) Collect a sufficient sample of the same bodily fluid or material from an employee to allow for initial screening, a confirmatory test, and a sufficient amount to be set aside reserved for later testing if requested by the employee. � (d) Collect samples in such a manner as to preserve the individual employee's right to privacy � while insuring a high degree of security for the sample and its freedom from adulteration. � Any employee ordered to submit to testing 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 employee may attempt to compromise the accuracy of the testing procedure. (e) Confirm any sample that tests positive in the initial screening for drugs by testing the second portion of the same sample by gas chromatography/mass spectrometry (GC/MS) or an equivalent of better scientifically accurate and accepted method that provides quantitative data about the detected drug or metabolites. � (fl Provide the employee tested with an opportunity to have the additional sample tested by a clinical laboratory or hospital facility of the employee's own choosing, at the employee's own expense; provided the employee notifies the City within seventy-two (72) hours of receiving the results of the test and provided further that the laboratory or clinic and the testing procedure, including chain-of-custody for the transfer of such sample, meets or exceeds the standards established in this Agreement and is confirmed by a neutral third party. (g) Require that the laboratory or hospital facility report to the City 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 City, inconsistent with the understandings expressed herein (e.g., billings for testing that reveal the nature or number of tests administered), the City will not use such information in any manner or form adverse to the employee's interests. (h) Require that with regard to alcohol testing, for the purpose of determining whether the ' employee is under the influence of alcohol,test results showing an alcohol concentration of.02 percent or more based upon the grams of alcohol per 100 millimeters of blood shall be considered positive. (i) Provide each employee tested with a copy of all information and reports received by the City in connection with the testing and the results. 33 Revised CBA 07/17/23 Ensure that no employee is the subject of any adverse employment action except emergency temporary reassignment or relief from duty with pay during the tendency of any testing procedure. Any such emergency reassignment or relief from duty shall be immediately discontinued in the event of a negative test result, and the employee shall be fully reinstated to unrestricted duty status. This Section shall not in any way limit the City's right to talce such action as it deems appropriate if an employee is determined to have engaged in conduct prohibited by Section 17.2 of this Article or in conduct that is otherwise subject to discipline. Section 17.6 Disciplinary Action Use, sale, purchase, delivery or possession of illegal drugs at any time, and at any place (on or off the job) while employed by the City (except when authorized in the line of duty); abuse of prescribed drugs, failure to report to the Chief any known adverse side effects of inedication or prescription drugs which the employee may be tal<ing; and consumption, possession or being under the influence of alcohol while on dury, or on City premises (except when authorized in the line of duty), shall be cause for discipline, up to and including termination, subject to the disciplinary procedures set forth Article 7 of this Agreement. In cases where, in the City's discretion, discipline less than discharge is determined to be appropriate, such discipline will be conditioned upon the employee; (a) agreeing to appropriate treatment as determined by the physician(s) involved; (b) discontinuing use of illegal dtugs or abuse of alcohol; (c) agreeing to authorize persons involved in counseling, diagnosing and treating the employee to disclose to the City Administrator, and/or the Human Resources Manager, the employee's progress, cooperation, drug and alc�hol use and any dangers perceived in connection with performing job duties and completion or non-completion of treatment; (d) completing the course of treatment prescribed, including an "after-care" group fox a period of up to twelve (12)months; (e) agreeing to submit to unlimited random testing during hours of work during the period of "after-care," and for a period of eighteen (18) months following the period of"after-care." Employees who do not agree to or act in accordance with the foregoing, or who test positive a second or subsequent time for the presence of illegal drugs or alcohol during the hours of worlc, shall be subject to discipline,up to and including discharge. This Article shall not be construed as an obligation on the part of the City to retuin an employee on active status throughout the period of rehabilitation if it is appropriately determined that the employee's current use of alcohol or drugs prevents such individual from performing his duties or whose continuance on active status would constitute a direct threat to the property and safety of others. Such employee shall be afforded the opportunity, at his option, to use accumulated paid leave or take an unpaid leave of absence pending treatment. Section 17.7 Voluntary Request for Assistance The City shall take no adverse employment action against any employee who voluntarily seeks treatment, counseling or other support for an alcohol or drug related problem, other than that the City may require reassignment of the employee with pay if he is unfit for duty in his current assignment. The foregoing is conditioned upon the employee: 34 Revised CBA 07/17/23 (a) agreeing to appropriate treatment as determined by the physician(s) involved; (b) discontinuing use of illegal drugs or abuse of alcohol; (c) agreeing to authorize persons involved in counseling, diagnosing and treatment of the employee to disclose to City personnel the employee's progress, cooperation, drug and alcohol use and any dangers perceived in connection with performing job duties and completion or non-completion of treatment; (d) completing the course of treatment prescribed, including an "after-care" group for a period of up to twelve(12)months; and (e) agreeing to submit to unlimited random testing during hours of work during the period of "after-care,"and for a period of eighteen(18)months following the period of"after-care." Employees who do not agree to or act in accordance with the foregoing, or who test positive for the ' presence of illegal drugs or alcohol during the hours of work, shall be subject to discipline, up to and ' including discharge. This Article shall not be construed as an obligation on the part of the City to retain j an employee on active status throughout the period of rehabilitation if it is appropriately determined � that the employee's current use of alcohol or drugs prevents such individual from performing his duties i or whose continuance on active status would constitute a direct threat to the property and safety of � others. Such employee shall be afforded the opportunity, at his option, to use accumulated paid leave ; or take an unpaid leave of absence pending treatment. Upon successful completion of the treatment, the employee shall be returned to his position. This Article also shall not in any way limit the City's rights to talce such action as the City in its discretion deems appropriate if an employee engages in conduct prohibited by Section 17.2 of this Article, or in conduct that is otherwise subject to discipline and is aggravated by drug or alcohol abuse. Section 17.8 Treatment The City's obligation to provide treatment under this Agreement for alcohol and substance abuse shall �` be limited to services provided and paid for by the City's insurance plan in which the employee is enrolled. ARTICLE 18 EMPLOYEE STATUTORY RIGHTS : Section 18.1 Personnel Files The City agrees to abide by the requirements of the"Personnel Record Review Act," 820 ILCS 40. All ; written evidence of discipline shall stay in an employee's personnel file. However, after the passage of three (3) years, a written or verbal warning will not be utilized in establishing subsequent discipline, provided that conduct similar to that giving rise to the warning has not occurred during that period of '' time. ' Section 18.2 Indemnification The City agrees to abide by all statutory requirements for indemnification of public employees. '; Section 18.3 Access to Arbitration 35 �: Revised CBA 07/17/23 The parties agree that an alleged violation of Section 18.1 or 18.2 may not be talcen to arbitration under the grievance procedure. ARTICLE 19 GENERAL PROVISIONS Section 19.1 Gender Unless the context in which they are used clearly requires otherwise, words used in this Agreement denoting gender shall be deemed to refer to both the masculine and feminine. Section 19.2 Ratification and Amendment This Agreement shall become effective when ratified by the Union and the City Council and signed by authorized representatives thereof and may be amended or modified during its term only with mutual written consent of both parties. Section 19.3 Fitness Examinations If there is any question concerning an employee's fitness for duty, or fitness to return to duty following a layoff or leave of absence, the City may require, at its expense (to the extent not covered by insurance), that the employee have an examination by a qualified and licensed physician or other appropriate medical professional selected by the Ciry. The City may also require any or all employees to take a complete physical exam as often as once a year. Such physical examinations shall not include employee drug or alcohol testing. Prior to requiring an employee to release the results of an examination due to a question conceining his fttness for duty, as opposed to a normal examination or one scheduled due to a retut-n from a leave of absence of layoff, the Chief shall provide the employee with written notice of the reasons for the examination. Section 19.4 Outside Employment Employees shall not be employed by employers other than the City, nor shall they contract for, or accept anything of value in return for services, nor shall they otherwise be self-employed for remuneration, without the written approval of the Police Chief within fourteen (14) days of the Employee's acceptance of outside employment. Employees wishing to hold outside jobs, including self-employment,which will not result in a conflict of interest or infringe on their ability to do their job for the City, shall apply in writing to the Police Chief for approval on a form provided by the City, Such application shall be approved or denied within ten (10) working days after submission. Written approval will not be unreasonably withheld where the proposed employment will not: (a) present a conflict of interest; (b) infringe on the employee's ability to do his job for the City; (c) um•easonably increase the City's exposure to legal liability for the employee's off-duty activities; or (d) negatively reflect upon the City or be prohibited by law. If outside employment, including self-employment, has previously been approved or permitted by the City, and if it later appears that such outside employment, including self-employment, will result in a conflict of interest, infringe on the ability of the employee to do his job for the City, increase the City's exposure to legal liability, or negatively reflect upon the City or be prohibited by law, prior approval 36 Revised CBA 07/17/23 for such outside employment may be revolced, provided that the employee involved shall receive at least fourteen (14) calendar days advance notice in writing of such revocation. The City shall not unreasonably revoke approval of outside employment. Section 19.5 No Smokin� All employees are strongly encouraged to quit smoking. Any employees who do not quit smolcing may be required by the City of department policy to confine their smolcing to a designated area(s). � Section 19.6 Special Assignment Employees The City retains its right to participate in any governmental or inter-governmental agency having an independent law enforcement authority or basis of jurisdiction. Without otherwise limiting an employee's legal rights, the parties agree that any contract disputes relating to an employee's hours, wages, or terms and conditions of employment that arise as a result of a decision rendered by the intergovernmental agency shall not be subject to the grievance and arbitration procedure. Any contract ; disputes relating to hours, wages, or terms and conditions of employment that arise as a result of a ; decision rendered by the City of McHenry will remain subject to the grievance and arbitration I provisions of Article 8. ! ; Section 19.7 Rules and Regulations The City's existing policies, procedures, rules and regulations, as well as those of its Police Department, shall not be considered a part of this Agreement. Such policies and procedures shall control unless in conflict with specific provisions of this Agreement. The Union acknowledges the right of the City to make, alter, interpret and enforce reasonable and lawful rules, orders and policies as it deems appropriate, consistent with the Management Rights Article of this Agreement. Other than in an emergency situation, where the City seeks to add to, modify, alter, change, delete, or otherwise � amend or supplement the existing policies, procedures, rules, regulations, orders or directives of the i City ox the Police Department, the City shall notify the Union in writing of the proposed change(s) at � least ten (10) days prior to the effective date of the modification of said non-economic terms and conditions of employment, and shall provide a reasonable opportunity to the Union, before the proposed modifications are finalized,to meet and discuss with the City the proposed modification. Any meeting that occurs pursuant to this Section shall be in the form of a labor-management conference pursuant to Article 4 of this Agreement. Section 19.8 Inoculations The City shall offer, at City expense, a Hepatitis B Virus (HBV) Inoculation Series to all employees. ' The City shall administer or provide a verification test of successful inoculation to any employee that receives the inoculation series, and any additional inoculations. As non-experimental inoculations become available (as approved by FDA) for additional strains of hepatitis, Human Immune Deficiency Virus (HIV) related conditions or Acquired Immune Deficiency Syndrome (AIDS) antibody positive conditions, such inoculations at City's expense shall be provided to employees. Section 19.9 Communicable Diseases The City and the employee shall notify each other as soon as possible if the employee, in the course of his duties, has come into contact with persons found to have a contagious disease. If it is determined that the employee has come into such contact, the City shall provide any medical examination and/or ', diagnostic test, if necessary, to protect the safety of the employee and/ar members of his immediate family with whom he resides. Costs for treatment shall be paid for by the City to the extent they are not ' otherwise covered by insurance. 37 Revised CBA 07/17/23 Section 19.10 Replacement of Personal Property In the event, any item af personal property specified below is lost or damaged in the course of an employee's duties while the employee is exercising due care and caution under the circumstances, the City will reimburse the employee for the repair or replacement of such item(s), provided the incident and the amount of the loss or damage is promptly reported to the Police Chief or designee. Further, the City's responsibility under this Section shall not exceed three-hundred dollars ($300) per employee, per incident, and the City, in its discretion, may pay only for the functional equivalent of the personal property damaged, where the cost of the actual damaged property, although under three-hundred dollars ($300), is deemed excessive by the Chief of Police. In the event that the loss or damage is determined not to be in the course of employment or is found to be due to the employee's negligence or as a result of ordinary wear, no reimbursement shall be made. The following items shall be subject to replacement or repair under the provisions of this Section: eyeglasses, prescription sunglasses, contact lens, hearing aids and watches. The City reserves the right, upon application by an employee, to replace other personal property items at the City's sole discretion. The employee shall, when applicable, pursue court-ordered restitution, and such restitution will be signed over to the City, up to the amount the City paid to the employee. Section 19.11 Location of Meetin�s All meeting for purposes of adrninistering or negotiating this Agreement shall be held in McHenry, Illinois unless mutually agreed upon otherwise. Section 19.12 No Solicitation While the City acknowledges that the Union may be conducting solicitation of City merchants, residents or citizens, the Union agrees that none of its officers, agents or members will solicit any person or entity for contributions or donations on behalf of the City of McHenry or the McHenry Police Department. The Union agrees that the City name, badge, insignia, communication systems, supplies and materials will not be used for solicitations purposes. Solicitation by bargainitig unit employees may not be done on worlc time or in worlc areas, Neither the Lodge nor the Illinois Fraternal Order of Police Labor Council, nor its agents or representatives may use the words "McHenry Police Department" or "City of McHenty" in its name. The Union further agrees that any written or oral solicitation of McHenry residents, citizens or merchants and businesses will include the words "This solicitation is not made on behalf of, nor do receipts go to the benefit of, the McHenry Police Department of the City of McHenry." The foregoing shall not be construed as a prohibition of lawful solicitation efforts by the Lodge or Illinois Fraternal Order of Police Labor Council directed to the general public,nor shall it limit the City's right to malce public comments concerning solicitation. ARTICLE 20 SAVINGS CLAUSE In the event any Article, section or portion of this Agreement should be held invalid and unenforceable by any board, agency or court of competent jurisdiction or by reason of any subsequently enacted legislation, such decision or legislation shall apply only to the specific Article, section or portion thereof specified in the board, agency or court decision or subsequent litigation, and the remaining parts or portions of this Agreement shall remain in full force and effect. If there is a conflict between the provisions of this Agreement and any legal obligations or affirmative action requirements irnposed on the City by federal or state law, such legal obligations or affirmative action requirements thus imposed shall be controlling. 38 Revised CBA 07/17/23 APPENDIX A-WAGE SCHEDULES Telecommunicators Current Ma�l,2021 May 1,2022 Mav 1,2023 Ma,y 1,2024 2.00% 2.25% 2.25% 2.50% Start 54,687.78 55,781.54 57,036.62 58,319.94 59,777.94 After 1 Year 56,618.22 57,750.58 59,049.97 60,378.59 61,888.05 After 2 Years 58,549.87 59,720.87 61,064.59 62,438.54 63,999.50 After 3 Years 60,482.68 61,692.33 63,080.41 64,499.72 66,112.21 After 4 Years 62,417.86 63,666.22 65,098.71 66,563.43 68,227.52 After 5 Years 64,348.31 65,635.28 67,112.07 68,622.09 70,337.64 After 6 Years 66,282.30 67,607.95 69,129.13 70,684.54 72,451.65 � After 7 Years 68,217.48 69,581.83 71,147.42 72,748.24 74,566.95 , After 8 Years 70,147.93 71,550.89 73,160.79 74,806.91 76,677.08 i After 9 Years 72,087.84 73,529.60 75,184.02 76,875.66 78,797.55 ; Lead � Telecommunicators 75,692.23 77,206.07 78,943.21 80,719.43 82,737.42 I Community Service Current Mav 1,2021 Ma�l,2022 May 1, 2023 May 1,2024 Of�cers and Records Clerks 2.00% 2.25% 2.25% 2.50% Start 42,061.79 42,903.03 43,868.35 44,855.39 45,976.77 After 1 Year 44,148.39 45,031.36 46,044.57 47,080.57 48,257.58 i After 2 Years 46,236.14 47,160.86 48,221.98 49,306.97 50,539.64 After 3 Years 48,319.17 49,285.55 50,394.47 51,528.35 52,816.56 After 4 Years 50,405.78 51,413.90 52,570.71 53,753.55 55,097.39 After 5 Years 52,494.73 53,544.62 54,749.37 55,981.23 57,380.76 After 6 Years 54,580.12 55,671.72 56,924.33 58,205.13 59,660.26 After 7 Years 56,667.91 57,801.27 59,101.80 60,431.59 61,942.38 After 8 Years 58,753.30 59,928.37 61,276.76 62,655.49 64,221.88 ' After 9 Years 60,845.82 62,062.74 63,459.15 64,886.98 66,509.15 41 Revised CBA 07/17/23 APPENDIX B-AGREEMENT TO EXTEND TIME LIMITS The City of McHenry and the Illinois Fraternal Order of Police Labor Council by its authorized representative do hereby agree to extend the time limits f�r further processing the grievance commonly referred to as the grievance. This grievance is currently at Step of the grievance procedure. It shall be frozen at that step to allow the parties further opportunity to investigate the dispute until either party delivers to the other a written notice demanding that the grievance processing resurne. Neither party waives its position or rights with regard to this grievance by malcing this agreement to extend the time limits. This form is also available for use in connection with the holding of a grievance meeting under the Agreement. For use in that connection, it is hereby agreed that the seven(7) calendars day period for holding the meeting is hereby extended to and including FOR THE EMPLOYER DATE FOR THE LABOR COUNCIL DATE 42 Revised CBA 07/17/23 APPENDIX C -DUES AUTHORIZATION FORM ILLINOIS FRATERNAL ORDER OF POLICE LABOR COUNCIL 974 CLOCIC TOWER DRIVE SPRINGFIELD, ILLINOIS 62704 I, , understand that under the U.S. Constitution I have a right not to belong to a Union. By my signature I hereby waive this right and opt to join the IL FOP Labor Council. I, , hereby authorize my Employer, the City of McHenry,to deduct from my wages the uniform amount of monthly dues set by the Illinois Fraternal order of Police Labor Council, for expenses connected with the cost of negotiating and maintaining the collective bargaining agreement between the parties and to remit such dues to the Illinois Fraternal Order of Police Labor Council as it may from time to time direct. In addition, I authorize my employer to deduct from my wages any bacic dues owed to the Illinois Fraternal Order of Police Labor Council from the date of its certification as exclusive bargaining representative to the date this dues deduction is implemented, in such manner as it so directs. Date: Signed: Address: City: State: Zip: Telephone: Employment Start Date: Title: ------------------------------------------------------------------------------------------- ', Employer,please remit all dues deductions to: ' Illinois Fraternal Order of Police Labor Council ' Attn:Accounting 974 Clock Tower Drive Springfield, Illinois 62704 (217)698-9433 � Dues remitted to the Illinois Fraternal Order of Police Labor Council are not tax deductible as ' charitable contributions for federal income tax purposes;however, they may be deductible on Schedule I A of Form 1040 as a miscellaneous deduction. i i i I �i 43 Revised CBA 07/17/23 f i I I