HomeMy WebLinkAbout5.6 RESOLUTION TO APPROVE A COLLECTIVE BARGAINING AGREEMENT BETWEEN THE VILLAGE OF MOUNT PROSPECT, ILLINOIS AND THE METROPOLITAN ALLIANCE OF POLICE MOUNT PROSPECT POLICE CHAPTER #844/15/2020 BoardDocs® Pro
Agenda Item Details
Meeting Mar 17, 2020 - REGULAR MEETING OF THE MOUNT PROSPECT VILLAGE BOARD - 7:00 p.m.
Category 5. CONSENT AGENDA
Subject 5.6 A RESOLUTION TO APPROVE A COLLECTIVE BARGAINING AGREEMENT BETWEEN THE
VILLAGE OF MOUNT PROSPECT, ILLINOIS AND THE METROPOLITAN ALLIANCE OF POLICE
MOUNT PROSPECT POLICE CHAPTER #84
Access Public
Type Action (Consent)
Fiscal Impact Yes
Budgeted Yes
Recommended Action Approve a Collective Bargaining Agreement between the Village of Mount Prospect and the
Metropolitan Alliance of Police Mount Prospect Chapter #84.
Public Content
Information
Mount Prospect's Patrol Officers are represented by Metropolitan Alliance of Police (MAP) and are subject to a
collective bargaining agreement (CBA). Patrol's CBA expired on December 31, 2019. The union and management
negotiated the majority of a successor contract in the fall of 2019.
Below is a summary of proposed CBA changes resulting from negotiations.
Term: January 1, 2020, through December 31, 2022
Economic Items:
Salary.
January 1, 2020 — 2.75% increase, retroactive to January 1, 2020
January 1, 2021 — 2.5% increase
January 1, 2022 — 2.5% increase
According to Management's wage and benefit comparison, a Top Step Patrol Officer ranks fourth out of nine
communities in total compensation. The proposed wages appear to maintain Patrol Officers rank as fourth through
2022. 2.5% increases are used as placeholders for communities missing data or out years beyond CBAs. The total
average increase from the eight comparable communities over the past five years is 2.47% and six of the seven
increases that are available for 2020-2022 are 2.5%. There is also internal comparability with the proposed increases
since Patrol and Fire for years 2019 — 2021 would have 7.6% and 7.66% total percent increases.
Section 5.1 Compensation also now includes language establishing if there is retroactive pay, then that payment will
be less any deductions (i.e. health insurance)
applicable per the CBA.
SpecialtyPays:
Truck Enforcement ($450/yr) and Drug Recognition Expert ($650/year) were added to the list of available specialties.
In addition, the cap on number specialties increased to four from three if the fourth specialty is foreign/sign language
interpreter.
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The Drug Recognition Expert (DRE) would only be for officers that complete the State's certification program. DREs
are utilized for the enforcement of recreational cannabis, which became legal January 1, 2020.
Health Insurance:
The proposed CBA includes the same health insurance employee premiums that Fire and Non -Union have for 2020
and Fire has established for 2021. In 2022, PPO and HMO employee premiums increase 5%.
Furthermore, cost containment language was updated to provide the Village flexibility in changing group health and
hospitalization insurance coverage during the CBA term as long as coverage is substantially similar to coverage prior
to signing of the CBA. The new language replaces cost containment language that pertains specifically to the
Affordable Healthcare Act and the Cadillac Tax. Comparable communities who have CBAs with MAP all provide
management general cost containment language. This included language is based on language already in other MAP
agreements.
Retirement Health Savings (RHS)
The Village's RHS plan as adopted, uses an employee's accrued sick time and converts it to a cash value that may
only be used for medical expenses once the employee retires. Participation in RHS is mandatory for all employees
within the group per Internal Revenue Service rules. A RHS benefit is a retention tool for an employer as well as an
incentive for employees to use sick time conscientiously.
All full time benefit eligible employees participate in the RHS benefit at time of their retirement. In addition,
Management and Sergeants employee groups have an annual RHS contribution.
The Union requested the same annual RHS benefit currently provided to Sergeants (48 hours of sick leave at 50%
value) with an additional qualifier that Patrol Union employees must have a minimum of 480 sick hours accrued in
order to participate.
Buffalo Grove, Palatine, Rolling Meadows and Wheeling have an annual retirement or post -employment health savings
benefit.
The Union and Management agreed effective January 1, 2021 to an annual RHS contribution of 48 sick hours at 50%
value for employees with more than 480 sick hours banked. Patrol sick leave accrual would remain unchanged at 96
hours a year (eight hours per month).
Time-Due/Compensatory Time:
An agreement was reached regarding Time Due payout. Time Due in excess of 40 hours as of November 15 each year
will be paid out in the same year instead of on January 1 of the following year. The change results in Time Due being
paid out at the hourly rate for the year in it was earned, rather than at the higher rate in which it is being paid out.
Non -Economic Items:
Probationary Period:
A patrol officer's probationary period is two and half years from date of hire. Comparable communities' patrol officers
have probationary periods of two years or less. Management' and the Union agreed on reducing the probationary
period to two years from date of hire. Management retains the right to extend the probationary period, if needed, and
Management would notify the probationer ahead of time of the extension. See new Section 19.2.
Fair Share:
Delete Fair Share Language per the U.S. Supreme Court ruling in Janus v. American Federation of State, County and
Municipal Employees (AFSCME).
Vacation
Patrol Officers are allowed to split their vacation picks into a maximum of four units (a unit being a minimum of three
vacation days or more). Management and the Union compromised to add a fifth vacation split.
Grievance Procedure:
Steps within the Grievance Procedure that were within five days to complete are increased to seven days. This
provides additional time for someone to submit a grievance from date of occurrence and for the Watch Commander to
attempt to adjust the matter.
Discipline (Board of Fire and Police Commission vs. Arbitration):
Currently, disciplinary action is subject to the jurisdiction of the Board of Fire and Police Commission (BOFPC). If
appealed, it may be subject to the Grievance and Arbitration Procedure. MAP asked for the option to decide if a
disciplinary action goes to the BOFPC or arbitration from the start. The proposed language provides MAP the right to
file the grievance concerning discipline and the employee the right to choose the BOFPC hearing process.
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Review of Recorded Media:
Upon MAP's request, a new section is included for Article XIII - Investigations Concerning Officers. The new language
provides the Union an opportunity to review the surveillance (e.g. video, photos, audio, or other recorded medium)
relevant to the discipline if the surveillance evidence is both: (i) in the possession or control of the Employer and (ii)
relied on by the Employer in making the discipline decision.
Drug and Alcohol Testing.
The CBA's Drug and Alcohol Testing language changed to address legal recreational cannabis in Illinois, but its use,
sale, purchase, delivery or possession is prohibited by police officers. In addition, the side letter for drug and alcohol
testing following an officer involved shooting was incorporated into the CBA.
Maternity Paternity/Reasonable Accommodation:
Existing language was outdated and did not reflect present practice. New language reflects current employment law.
Budget Impact:
A Patrol Officer at Top Step would earn an estimated additional $7,167 after insurance premium increases for PPO
$300/$900 Family Plan (Village's most subscribed plan type) through the CBA term. The annual RHS contribution adds
another $1,222 during the CBA term. An overall cost analysis is provided below summarizing additional costs to the
Village from the proposed salary increase and annual RHS contribution benefit.
Table 1:
Patrol CBA Aggregate Cost Analysis (Estimates based on combined costs from 64 Patrol
Officers)
Salary Cost Estimate
RHS Cost Estimate*
Year
(includes step increases, Village's Pension &
(assumes employees use no sick time
FICA contributions. In addition, assumes
hours while accruing 96 hours per
three retirements and new hires per ear)
year
2020
$241,553
n/a
2021
$246,796
20 Eligible = $23,848
2022
$250.606
30 Eligible = $36,485
*In 2019, Patrol Officers cashed in 478.18 sick hours for a value of $11,278.98.
Patrol Officer Top Step plus Certified Police Officer Pay:
• 1/1/2020: $100,821+$2,800 = $103,621
• 1/1/2021: $103,342+$2,800 = $106,142
• 1/1/2022: $105,925+$2,800 = $108,725
Alternatives
1. Approve a collective bargaining agreement between the Village of Mount Prospect and the Metropolitan Alliance
of Police Mount Prospect Chapter #84.
2. Action at discretion of Village Board.
Staff Recommendation
Staff recommends the Village Board adopt a resolution to approve a collective bargaining agreement between the
Village of Mount Prospect and the Metropolitan Alliance of Police Mount Prospect Chapter #84 (January 1, 2020, to
December 31, 2022).
MAP Agreement 2020-2022 Redlined 02-24-2020 - Final V.3.pdf (499 KB)
PoliceUnioncontractmarch2020.pdf (78 KB)
Administrative Content
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Executive Content
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All items under Consent Agenda are considered routine by the Village Board and will be enacted by one motion. There
will be no separate discussion of those items unless a Board member or member from the audience so requests, in
which the item will be removed from the Consent Agenda and considered in its sequence on the agenda.
Motion & Voting
Approve the List of Bills - February 26, 2020 - March 10, 2020 - $5,008,266.13
Motion by Michael Zadel, second by William Grossi.
Motion Carries
Yea: William Grossi, Eleni Hatzis, Paul Hoefert, Richard Rogers, Colleen Saccotelli, Michael Zadel
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NEGOTIATED AGREEMENT BETWEEN THE
METROPOLITAN ALLIANCE OF POLICE
MOUNT PROSPECT POLICE CHAPTER #84
AND
THE VILLAGE OF MOUNT PROSPECT
January 1,204q-2020
through
December 31,
PREAMBLE
ARTICLE I
Section
1.1
1.2
1.3
1.4
ARTICLE II
Section
2.1
ARTICLE III
Section
3.1
ARTICLE IV
Section
4.1
4.2
4.3
4.4
ARTICLE V
Section
5.1
5.2
5.3
5.4
5.5
5.6
5.7
5.8
5.9
5.10
5.11
5.12
TABLE OF CONTENTS Commented f BA11 Update Page Numbers Last J
Paae
1
RECOGNITION
Recognition, p ' 0 Y & Representation
Fair Representation
Gender
Chapter Officers
MANAGEMENT RIGHTS
Management Rights
LAYOFF
Reduction in Force and Reinstatement
NO STRIKE CLAUSE
No Strike Clause
No Lockout
Judicial Restraint
Discipline of Strikers
COMPENSATION AND HOURS OF WORK
Compensation
Duty Shifts and Patrol Work Schedule
Call Back
Overtime
Hours Worked
Court Time
Special Assignments
Travel Time Compensation
Time-Due/Compensatory Time
Exchanging Shift Assignments
Meetings
Work Breaks
2
2
2
2
2
3
3
4
4
5
5
5
5
5
6
6
6
9
9
9
10
10
11
11
11
11
11
ARTICLE VI
UNION SECURITY AND DUES CHECK -OFF
Section
Sick Leave
9.3
Funeral Leave
6.12
Dues Deductions
6.h
Indemnity
6.i4
Bulletin Boards
6.45
Labor -Management Meetings
ARTICLE VII
VACATION
Section
7.1
Vacation Program
7.2
Vacation Schedule
7.3
Vacation Cash -in Payment
ARTICLE VIII
HOLIDAY AND PERSONAL TIME
Section
8.1
Holiday
8.2
Personal Time
ARTICLE IX LEAVE OF ABSENCE
Section
9.1
Absence from Work
9.2
Sick Leave
9.3
Funeral Leave
9.4
Military Leave
9.5
Jury Duty
ARTICLE X EDUCATION BENEFIT
Section
10.1 Travel and Meeting Expense Allowances
12
12
12
12
12
12
14
14
15
15
16
16
16
17
17
17
18
18
18
19
19
ARTICLE XI GRIEVANCE PROCEDURE 20
Section
11.1
Definition
20
11.2
Procedure for Grievance
20
11.3
Fees and Expenses of Arbitration
21
11.4
General Rules
21
11.5
Notice of Union Representation
22
11.6
Definitions
22
11.7
Miscellaneous Grievance Provision
22
ARTICLE XII DISCIPLINE 23
Section
12.1
Procedure of Discipline
23
12.2
Jurisdiction of Fire and Police Commission
23
12.3
Written Reprimand
24
12.4
Purge of Personnel File
24
12.5
Personnel File
24
ARTICLE XIII
INVESTIGATIONS CONCERNING OFFICERS
25
Section
Personal Physical Fitness Testing
31
13.1
Right to Investigate
25
13.2
Right to Representation
25
13.3
Review of Recorded Media
32*--F�orma�tted--�Inde�ntLe�fto-��
ARTICLE XIV
HOSPITALIZATION AND LIFE INSURANCE
26
Section
14.1
Hospitalization
26
14.2
Life Insurance
30
14.3
Continuation of Benefit
30
14.4
Retiree Health Insurance Program
30
14.5
Retiree Health Savings Plan
30
14.6
Annual Retiree Health Savings Plan — Annual Contribution
14.67
Personal Physical Fitness Testing
31
14.78
Section 125/Flex Plan Participation
31
ARTICLE XV
DRUG AND ALCOHOL TESTING
32
15.1
Drug and Alcohol Testing
32*--F�orma�tted--�Inde�ntLe�fto-��
15.2
,Dru_qand Alcohol j2ajjM Followig_q_2n Officer Involved
Shooting
Formatted: �Fontt: �(De�fault)�Arial,1 �ipt
ARTICLE XVI
DISABILITY AND BENEFITS
33
Section
16.1
Employee Disability
33
ARTICLE XVII
UNIFORM BENEFITS
34
Section
17.1
Benefits
34
17.2
Protective Vests
35
ARTICLE XVIII OFF DUTY EMPLOYMENT
36
Section
18.1
Employment Outside Department
36
ARTICLE XIX
SENIORITY
37
Section
19.1
Seniority
37
19.2
Probationary Terms
19.
Maintenance of Seniority List
37
ARTICLE XX
BOARD OF FIRE AND POLICE COMMISSIONERS
38
Section
20.1
Board of Fire and Police Commissioners
38
ARTICLE XXI
MATERNITY LEAVE
39
Section
21.1
Maternity Leave
39
ARTICLE XXII
FAMILY MEDICAL LEAVE (FMLA)
40
Section
22.1
Family Medical Leave (FMLA)
40
ARTICLE XXIII SAVINGS CLAUSE
41
Section
23.1
Savings Clause
41
ARTICLE XXIV ENTIRE AGREEMENT
42
Section
24.1 Entire Agreement
42
ARTICLE XXV TERMINATION
43
Section
25.1 Termination
43
Appendix A: Salary Schedule
44
Compensation
44
Longevity Pay
44
Specialty Pay
45
C.P.O. Pay
45
Police Training Officer
45
Appendix B: Protective Vest Replacement Schedule 46
Appendix C: Maximum Out of Pocket Rates -20 48
NEGOTIATED AGREEMENT
BETWEEN THE VILLAGE OF MOUNT PROSPECT
AND
THE METROPOLITAN ALLIANCE OF POLICE
MOUNT PROSPECT POLICE CHAPTER #84
PREAMBLE
This Agreement entered into by the Village of Mount Prospect, Cook County, Illinois,
hereinafter referred to as the Employer, and the Metropolitan Alliance of Police Mount Prospect
Police Chapter #84, hereinafter referred to as the Chapter, to promote mutually beneficial relations
between the Employer and the Chapter, and is set forth herein the full agreement between the parties
concerning rates of pay, wages and other conditions of employment for bargaining unit members of
the Village of Mount Prospect, as defined herein below and hereinafter referred to as "Officers" or
"employees", or when the context requires a singular noun, as "Officer" or "employee."
ARTICLE I
RECOGNITION
Section I.I. RecoLynition, %,riod & Representation:
The Village recognizes the Chapter as the sole and exclusive bargaining agent with respect to
wages, hours and other conditions of employment for employees classified as sworn Police Officers
below the rank of Sergeant regardless of j ob assignment.
Police Department employees with the rank of Sergeant and above are not part of the
bargaining unit which includes Police Officers nor are they covered by the terms of this Agreement.
If, by operation of law, rule or regulation, Sergeants and above are required to be included in the
bargaining unit covered by this Agreement, such employees shall only be entitled to protection,
benefits, or other wages, hours or working conditions of this Agreement where they are specifically
named by name, rank, job title or other special identification.
Section 1.2. Fair Rebresentation:
The Union recognizes its responsibility as bargaining agent and agrees to fairly represent all
employees in the bargaining unit.
Section 1.3. Gender:
Wherever the male gender is used in this Agreement, it shall be construed to include both
males and females equally.
Section 1.4. Chatter Officers:
For purposes of this Agreement, the term "Chapter Officers" shall refer to the Chapter's duly
elected President, Vice -President, Secretary and Treasurer.
ARTICLE II
MANAGEMENT RIGHTS
Section 2.1. Management Rights:
It is understood that the management and the direction of the working force is vested
exclusively to the Employer except as specified in the other Articles of this Agreement. It is the
Employer's right to hire, demote, suspend or discharge; layoff, promote, assign or transfer employees
to any job or any work, any time or anywhere; to increase or decrease the working force; to determine
the number and size of the work shifts; to determine the number of employees assigned to any work
or any job; to determine the hours of work per day or week; to make work rules for the purpose of
efficiency, safe practices and discipline; to establish performance standards and to review employees
under these standards; to determine the equipment to be used; to make technological changes; to
determine the number and location of its operations; to move, close or liquidate its operations in whole
or in part; to separate or reassign its employees in connection with said moving, closing or liquidating;
the right to transfer; to subcontract work; to determine the duties and production standards; to combine
jobs, to eliminate classifications or work; to require overtime work; and to fill new jobs and set a wage
rate subject to negotiations over such wage rate.
The rights and powers of management mentioned in this collective bargaining agreement do
not list or limit all such powers, and the rights listed together with all other rights, powers and
prerogatives of management, not specifically ceded in this Agreement remain vested exclusively in
management.
The exercise by management of, or its waiver of, or its failure to exercise its full right of
management or decision on any matter or occasion, shall not be a precedent or be binding on
management, shall not be the subject or basis of any grievance, shall not be admissible in any
arbitration proceeding. The right of management shall not be amended or limited by any claimed or
unwritten custom, past practice or informal agreement, nor by any claim that management has claimed,
condoned or tolerated any practice or any act or acts of any employees. No practice which has
developed, either with or without the consent of the Employer, shall be considered part of this contract
unless it is in writing and included in this contract.
Nothing in this Article shall abrogate or alter any other Article of this Agreement.
ARTICLE III
LAYOFF
Section 3.1. Reduction In Force and Reinstatement:
The Village in its discretion shall determine when and whether a reduction in force or
reinstatement are necessary. If the Village so determines that these conditions exist, employees
covered by this Agreement will be reduced or reinstated in accordance with their length of service
with the Village as provided in Illinois Compiled Statutes, 65 ILCS 5/10-2.1-18. All affected Officers
shall receive notice in writing of the layoff at least fifteen (15) calendar days in advance of the
effective date of such layoffs.
ARTICLE IV
NO STRIKE CLAUSE
Section 4.1. No Strike Clause:
Neither the Chapter nor any officers, agents or employees will instigate, promote, sponsor,
engage in or condone any strike, sympathy strike, secondary boycott, slowdown, speed-up, sit-down,
concerted stoppage of work, concerted refusal to perform overtime, concerted, abnormal and
unapproved enforcement procedures or policies or work to the rule situation, mass resignations, mass
absenteeism, or picketing which in any way results in the interruption or disruption of the operations
of the Village, regardless of the reason for so doing. Each employee who holds the position of officer
or steward of the Chapter occupies a position of special trust and responsibility in maintaining and
bringing about compliance with the provisions of this Article. In addition, in the event of a violation
of this Section of this Article, the Chapter agrees to inform its members of their obligations under this
Agreement and to direct them to return to work.
Section 4.2. No Lockout:
The Village will not lock out any employees during the term of this Agreement as a result of
a labor dispute with the Chapter.
Section 4.3. Judicial Restraint:
Nothing contained herein shall preclude the Village or the Chapter from obtaining judicial
restraint and damages in the event the other party violates this Article.
Section 4.4. Discibline of Strikers:
Any officer who violates the provisions of Section 4.1 of this Article shall be subject to
disciplinary action and statutory penalties. Any action taken by the Employer against any officer who
participates in any action prohibited by Section 4.1 above shall not be considered as a violation of this
Agreement and shall not be subject to the provisions of the grievance procedure.
ARTICLE V
COMPENSATION AND HOURS OF WORK
Section 5.1. Compensation:
Compensation of the Police Officers covered by this Agreement of the Village of Mount
Prospect shall be paid according to Appendix A attached hereto and by reference incorporated herein.
Said compensation shall include base pay, longevity pay and special assignment incentive pay. Said
compensation shall be effective January 1, and any and all retroactive pay shall be
distributed to the Officers in a lump sum on or before 30 days after the date of execution of this
agreement. The retroactivesum is less gLny deductions (.e. health insurance) is e
e collective bargaining` e e.
Section 5.2 Duty Shifts and Patrol Work Schedule
Day and Afternoon Shift Work Day: An Officer's duty shift is an eight (8) hour
scheduled period of time preceded by a fifteen (15) minute roll call briefing. Each Officer shall
take a paid thirty (30) minute break each duty shift whether or not the period is used for food
consumption. An Officer who completes a full shift will be credited with eight (8) hours of "time
worked" for purposes of calculating premium overtime as required under the Fair Labor Standards
Act. If an Officer works a double shift, said Officer will be compensated a full eight (8) hours if
he/she works the entire second shift. An Officer called in to work a short shift will be compensated
for a full eight (8) hours if the entire shift is worked.
For purposes of calculating the accrual and use of paid time off the parties agree each day
shall consist of eight (8) hours, in keeping with the previous conduct of the parties, (i.e. vacation,
personal, time due, sick time of any other authorized and paid time off).
Midnight Shift Work Day: An Officer's duty shift is a nine (9) hour scheduled period of
time including a fifteen (15) minute roll call briefing. Each Officer shall take a paid thirty (30)
minute break each duty shift whether or not the period is used for food consumption. An Officer
who completes a full shift will be credited with eight (8) hours of "time worked" for purposes of
calculating premium overtime as required under the Fair Labor Standards Act. If an Officer works
a double shift, said Officer will be compensated for all hours worked after the termination of the
nine (9) hours shift if he/she works the entire second shift. An Officer called in to work a short
midnight shift (as defined in Section 5.4) will be compensated for a full (9) hours worked if the
entire shift is worked.
For purposes of calculating the accrual and use of paid time off the parties agree each day
shall consist of eight (8) hours, in keeping with the previous conduct of the parties, (i.e. vacation,
personal, time due, sick time of any other authorized and paid time off).
Annual Shift Assignments: Officers will be assigned to shifts on an annual basis
according to the following procedure:
4.The Commented [BA2]: Delete paragraph and replace with
Chief e or his designee will assigLi officers S for their first new "a." paragraph below.
two years rs r i. Absences beyond thirty( ) cumulative s
caused by leaves such as military deployments, illness, injuries including duty
related, will extend the rotational period for the period absent. The Parties further
agree that after the two year rotation is completed those employees will be allowed
to bid their shift assignment at the next scheduled annual bid �ntil that time shift
asci nments will be based on seniority. It is also agreed that the Chief of Police has Commented [BA3]: Added language per 11.5.19
the authority to shorten the two year rotational at times for operational necessity I negotiation meeting
b. On or about October 15th of each year the Police Chief or his designee may assign
up to three (3) non -probationary officers to shifts in the coming year without regard
to their seniority. The Chief of Police or his designee will provide these officers
with a written explanation for their assignments.
The Chief of Police or his designee will make the annual shift assignments for
officers not included in a. or b. above by seniority and shift assignment preference
(as reflected on the annual shift bid sheets). The Chief of Police or his designee will
deviate from this procedure when necessary to balance specialties among the patrol
shifts, and will utilize seniority and preference when balancing specialties.
Patrol Section Day and Afternoon Shifts Work Schedules: The parties to this collective
bargaining agreement agree that the Village shall maintain the current "5/2 - 5/3" work schedule
for all Officers assigned to the Day and Afternoon Shifts in the Patrol Section of the Mount
Prospect Police Department. Pursuant to this schedule, Officers shall work five (5) days on — three
(3) days off — five (5) days on — two (2) days off, with the Officers' days off rotating through the
schedule.
As part of the Patrol Section Day and Afternoon Shift work schedules, the Chapter agrees
that all affected Officers shall provide forty (40) "payback hours" each year. At the affected
Officer's payback hours may be paid back by participating in the following activities:
Attending off -hours training assignments,
Working overtime details,
• Attending court, or
• Working additional duty hours when the payback hours are
completed by mutual agreement of the Officer and the Chief of
Police or his designee.
An Officer will receive a two (2) hour minimum payback for off -hours training completed
on duty days and a four (4) hour minimum payback for training completed on an Officer's regular
day off. Routine weapons qualifications sessions will be considered training for purposes of
receiving these payback minimums.
The use of call-in time or court time as payback shall include the minimum hours
requirements set forth in this agreement.
Payback hours will be completed on a one-for-one basis, regardless of the rate of pay. The
Officer and the department shall endeavor to schedule payback hours to be completed as efficiently
as possible in activities that accomplish legitimate department purposes. Should an Officer not
complete payback hours as set forth in the schedule above, he/she shall forfeit accrued leave time
to make up any difference, in the following order; time due (calculated at straight time, hour -for -
hour), personal, or vacation or shall be ordered to work additional duty shift hours (calculated at
straight time, hour -for -hour).
Patrol Section Midnight Shift Work Schedule: The parties to this collective bargaining
agreement agree toa "5/3" work schedule for all Officers assigned
to the Midnight Shift in the Patrol Section of the Mount Prospect Police Department. Pursuant to
this schedule, Officers shall work five (5) days on shift followed by three (3) days off with the
Officers days off rotating through the schedule. The workday will be nine (9) hours. The Village
agrees Officers working this schedule will not be required to provide "payback hours."
Shift Assignment Grievance Limitations: The only officers who can file grievances to
dispute the Chief's shift assignments pursuant to section (b) above will be the three (3) officers
assigned pursuant to the October 15th criteria listed in section b. In these cases, the grievants have
the responsibility of proving the Chief of Police or his designee made the assignments other than
for reasons of realizing a department goal or objective or for a legitimate operational concern of
management. These grievances, and these grievances alone, shall be settled according to the
following "expedited" grievance procedure:
The affected individuals shall file grievances alleging inappropriate shift assignments
no later than seven (7 7) business days following said assignment.
Commented [BA4]: (K.Karlson) — Chapter reps say
deleting "implementing and evaluating" is needed to clarify
intent of parties. 02.21.2020
Commented [BAS]: (K.Karlson) — Chapter says this is
needed to correspond with the updated grievance timeline.
02.21.2020
2. The Employer shall issue a written response no later than fiveseven (1-5) business days
following receipt of the grievance.
3. In the event the Parties are unable to reach a resolution within 4veseven (7-5) business
days of the Union receiving the Employer's response the Parties agree that an arbitrator
will be selected pursuant to Article XI, Section 11.2 at Step Four, and a hearing date set
within twenty-one (2 1) days and that the selected arbitrator will be required to issue an award
within fourteen (14) days of the completion of the hearing.
Section 5.3. Call Back:
Any Officer covered by this Agreement who is called back to work on an assignment which
does not continuously follow an Officer's regularly scheduled working hours shall be compensated a
minimum of two (2) hours for each call back from the time when the Officer receives notice to return
to work or the actual time worked, whichever amount is greater.
In the event that an employee is off duty and is called back to duty, said employee shall be
paid at the hourly rate of one and one-half (1 1/2) time the employee's regular hourly rate of pay, and
shall be paid a minimum of two (2) hours compensation. There shall be no pyramiding in calculating
premium pay.
ection 5.4. Overtime:
Consistent with Section 5.2 above, each Officer covered by this Agreement shall be
compensated for all hours worked in excess the Officer's scheduled shift per work day at the rate of
time and one-half (1 1/2) the regular hourly rate of pay. Overtime is paid in quarter (1/4) hour
increments with seven (7) minutes being rounded down and eight (8) minutes rounded up. For
purposes of this Section, every Officer covered by this Agreement shall begin to earn overtime pay
after working in excess of 7.5 minutes after the end of his/her shift.
When overtime assignments for full "SHORT SHIFTS" (defined as a full duty shift which is
below minimum manpower standards and requires the continuation of an on -duty Police Officer
covered by this Agreement) are not filled on a voluntary basis and it becomes necessary to order an
Officer to work, the Officer shall be chosen by reverse seniority. Provided, however, no Officer shall
be ordered to work more than one (1) shift holdover within three (3) consecutive calendar days unless
the Officer agrees to do so. It is also agreed that the Chief of Police or his designee may deviate from
these standards when they believe unusual circumstances exist or particularly qualified Officers are
necessary.
Section 5.5. Hours Worked:
"Hours worked" for purposes of calculating overtime or any other benefit shall include all
hours actually worked and any paid leave of absence which shall include but shall not be limited to
Sick Leave, Vacation Leave, Holiday Leave, Compensatory Time Off and any other authorized paid
time off.
Elective medical procedures that would require sick leave off due during key recognized
holiday periods of Fourth of July, Thanksgiving, Christmas, and New Years will not be granted unless
sufficient manpower is available to cover theseperiods.
Section 5.6. Court Time:
Employees shall receive time and one-half (1 1/2) for all Court time, and shall be paid for a
minimum of three (3) hours per Court call; once in the morning and once in the afternoon if so
scheduled. An Officer assigned to a specific Court call that continues on into another scheduled Court
call will be paid at the time and one-half (1 1/2) rate for actual time in Court but shall not be entitled
to an additional three (3) hour minimum. If a morning Court is continued to the afternoon call for a
lunch break, the Officer will be paid overtime through the lunch break until completion of the original
call. If a morning case is reassigned to the afternoon call by the Judge, a second three (3) hours
minimum will be paid.
Officers working the day shift who are in Court when, and after, their shift ends shall
receive overtime and not a three (3) hour minimum.
Midnight shift officers attending court will receive the three (3) hour minimum court time
benefit unless they are required to return to responsibilities connected to his/her duty shift
responsibilities, afternoon shift officers attending court will receive the three (3) hour minimum
court time benefit.
Officers reporting to a Court location other than the location normally assigned, shall have
paid time computed when they sign out at the police headquarters if they are using a Village
provided vehicle; further they shall be eligible for necessary and reasonable out -of pocket expenses
(i.e. parking, mileage) to travel to such different courts (e.g., Chicago). It is understood the Rolling
Meadows Court is deemed a normal assignment. At remote court locations, overtime starts at sign
in, just as at the Rolling Meadows court location, unless a Village provided vehicle was utilized
by the affected Officer.
Section 5.7 Special Assignments:
Special assignments shall be compensated at the rate of $45 per hour effective on the date of
ratification of this Agreement. Any change in payment amount will be applied at the time of the actual
work performed. Special assignments shall be equalized. The Village agrees that should it decide to
charge an administrative fee in connection with these special assignments said fee shall be reasonable.
Section 5.8 Travel Time Compensation:
As to travel time, the Village agrees to compensate members for travel required by the
department, which shall require travel to a point in excess of 150 miles from Mount Prospect (to
include Champaign, Urbana) or those instances where the member is required to remain away
10
overnight.
Section 5.9 Time-Due/Combensatory Time:
Employees may opt to have overtime and/or Court time placed on the individual Time Due
Records at the rate of time and one-half (1 1/2) in lieu of monetary payment on the payroll check.
Exception: Outside details in which the Village is receiving reimbursement at a flat rate or actual time
and one-half (1 1/2) rate must be taken by the individual as monetary compensation on the payroll
check.
The Department will allow a maximum of forty (40) hours to be carried over to the next
calendar year without loss. Officers with an excess of forty (40) hours on the Time Due Book as of
IN
ovember 15 each year, will receive cash -in payment, such payment shall be included +10
L"L%.11 P111"11 L11%V -LL-L,3L F".YLkj.Ll %,.L_L%,%.'xx -L.1-L _. ,.fuafyin the officer's last payroll
Shift Supervisors will take the steps necessary to ensure adequate manpower for their shift prior to
approving time due.
Section 5.10. Exchanging Shift Assignments:
Officers requesting to switch days off or switch duty tours with other Officers must submit
written requests at least forty eight (48) hours in advance of the first scheduled change, absent
emergency conditions. Emergency switches must carry the authorization of the Chief of Police or
Deputy Chief or his designee. Switches must carry the approval of the supervisors of all shifts affected
by the change. The requests shall not be honored if granting such a request would adversely affect
police department operations.
Section 5.11. Meetings:
Any Officer required to be at a mandatory meeting which immediately proceeds or follows
his regularly assigned duty shift shall be compensated for a minimum of two (2) hours at time and
one-half the Officer's hourly rate of pay. Any Officer covered by this Agreement required to be at a
mandatory meeting on his/her day off shall be compensated for a minimum of two (2) hours at time
and 1/2 the Officer's hourly rate of pay or four (4) hours straight time due. Said compensation payment
to be at the Officer's discretion.
Section 5.12. Work Breaks:
Breaks may be taken at the discretion of the Supervisor. The Supervisor shall ensure that
adequate coverage exists at all times during break periods. The Break period is considered on -duty
time and personnel are considered to be available for any assignment during any break period,
including all routine calls within their beat.
IM
ARTICLE VI
UNION SECURITY AND DUES CHECK -OFF
�.;.. .
T, n 4 cs 4 e� n 4 a qr
-- —' —'— --- — — ----= — —c
11LI'Ll"a GL"
Section 6.-12. Dues Deductions:
Upon receipt of proper written authorization from an employee, the Employer shall deduct
each month's Chapter dues in the amount certified by the Treasurer of the Chapter from the pay of all
Officers covered by this Agreement who, in writing, authorize such deductions. L,, %,I-..11
' . Sald funds Commented [BA6]: (K.Karlson) — Chapter needs this
shall then be submitted to the Metropolitan Alliance of Police at the end of each month. deleted to avoid administrative delays.
Section 6.23. Indemnity:
The Chapter hereby indemnifies and agrees to hold the Employer harmless against any and
all claims, demands, suits or other forms of liability that may arise out of or by reason of, any action
taken or not taken by the Employer for the purpose of complying with the provisions of this Article,
and shall reimburse the Village for all legal costs that shall arise out of, or by reason of action, taken
or not taken by the Village in compliance with the provisions of this Article, unless such action is
initiated or prosecuted by the Village, except for purposes on enforcing this section.
Section 6.34 Bulletin Boards
The Village shall provide the Chapter with designated space on available bulletin board(s),
upon which the Chapter may post its official notices.
Section 6.45 Labor -Management Meetings
The Chapter and the Employer agree that, in the interest of efficient management and
harmonious employee relations, meetings will be held if mutually agreed between Chapter
representatives and responsible administrative representatives of the Employer. Such meetings may
be requested by either party at least seven (7) days in advance by placing in writing a request to the
12
other for a "labor-management conference" and expressly providing the specific agenda for such
conference. Such conferences, times and locations, if mutually agreed upon, shall be limited to:
discussion on the implementation and general administration of this agreement;
a sharing of general information of interest to the parties; and
It is expressly understood and agreed that such conferences shall be exclusive of the grievance
procedure. Specific grievances being processed under the grievance procedure shall not be considered
at "labor-management conferences," nor shall negotiations for the purpose of altering any or all of the
terms of this Agreement be carried on at such conferences.
Attendance at labor-management conferences shall be voluntary on the employee's part.
Attendance at such conferences shall not interfere with required duty time and attendance, if during
duty time, is permitted only upon prior approval of the employee's supervisor. The Village in its sole
discretion shall determine its representatives at such meetings.
�Section 7.1.
of -
ARTICLE VII
VACATION
Full -time employees shall be entitled to vacation as set out below, based on continuous service
Up to six (6) months service
40 hours
Upon completion of Six (6) months to one (1) year
40 hours
Upon completion of One (1) year to five (5) years
80 hours
Upon e Five (5) years to six (6) years
96 hours
Upon coMpletion of Six (6) years to seven (7) years
104 hours
Upon c i f Seven (7) years to ten (10) years
120 hours
Upon completion of Ten (10) years to eleven (11) years
136 hours
Upon completion of Eleven (11) years to twelve (12) years
144 hours
Upon completion of Twelve (12) years to thirteen (13) years
152 hours
Upon completion of Thirteen (13) years to eighteen (18) years
160 hours
Upon coMpletion of Eighteen (18) years to twenty (20) years
172 hours
Upon completion of Twenty (20) years and up
184 hours
For examDle. for an emDlovee hired on Februarye ° r e e vee will
accumulate vacation e at the annual 184 hour rate.
Continuous service as utilized hereinabove shall be earned and calculated based on an
employee's starting/anniversary date and shall mean any period of employment uninterrupted by
separation. A normal full-time workday is considered to be eight (8) hours.
Vacation shall be taken during the calendar year January 1 st through December 31 st. A
maximum of one (1) years accrual shall be allowed to carry over from one calendar year to the next.
The Chief of Police in determining the annual vacation schedule will take into consideration
the desires of the individual employee, the interests of the Village and the needs of the Department.
In the event of conflict in employee scheduling, seniority will be considered.
Employees entitled to more than eighty (80) hours vacation time shall be entitled to take it
consecutively with the authority of the Chief of Police.
Employees shall be entitled to split their allowable vacation into a maximum of fir --0 five
units (a unit being a minimum of three (3) vacation days or more). Officers may use vacation time
in addition to their (-)-five5 splits with such time to be governed under the rules of personal
time use. Such selections shall be equalized. More than two (2) employees may be on vacation
simultaneously on a shift in question subject to the approval of the Chief of Police, which shall not
be unreasonably withheld, and further provided that any such splitting must be approved by the Shift
Commander, who shall not unreasonably withhold such approval.
14
Commented [BA7]: (K.Karlson) — Chapter requests this
change to avoid perceived ambiguity by some members. The
chart tracks current practice and makes clear increased
vacation time follows completion of years of service. At the
Chapter's behest, I attempted to add an example to avoid
ambiguity.
Section 7.2. Vacation Schedule:
Regularly Scheduled Days Off (RDOs) shall not be considered part of an officer's vacation
leave for the purpose of determining the number of Officers on vacation.
Section 7.3. Vacation Cash -in Payment:
Officers who are eligible and request vacation cash -in payment, such payment shall be
included in the officer's regular payroll check with the last payroll in March and the first payroll in
September.
15
ARTICLE VIII
HOLIDAY AND PERSONAL TIME
Section 8.1. Holiday:
Full-time employees shall receive the following holidays:
New Year's Day
Labor Day
Presidents' Day
Columbus Day
Memorial Day
Thanksgiving Day
Independence Day
Christmas Day
In the event that an employee works on any of the above days, he shall receive hourly pay at
the rate of double time and one-half (2 1/2) hourly pay he would regularly receive for working. Any
employee working in excess his/her regular duty shift on any of the above listed holidays, shall receive
time and one-half (1 1/2) for hours worked plus one (1) hour of premium pay for every two (2) hours
in excess of eight (8) hours worked on a holiday for employee's assigned to the Patrol Section's Day
or Afternoon Shifts. Any employee working in excess his/her regular duty shift on any of the above
listed holidays, shall receive time and one-half (1 1/2) for hours worked plus one (1) hour of premium
pay for every two (2) hours in excess of nine (9) hours for employee's assigned to the Patrol Section's
Midnight Shift.
In the event an employee works less than eight (8) hours on any of the above days, he shall
receive the regular hourly pay for such hours for which he does not work, which non -working hours
shall be calculated by subtracting the total hours worked from eight (8).
In the event that an employee is not scheduled to work on a day on which a holiday falls, he
shall nevertheless receive eight (8) hours pay for the holiday in addition to his time off.
Section 8.2. Personal Time:
Each full-time employee shall earn four (4) hours per month off with pay during the calendar
year. Said time shall not be charged against vacation or sick time.
To be eligible, an employee must schedule the time and receive the approval of his/her
supervisor.
All personal time not used may be carried over to the next calendar year without loss, up to a
maximum of seventy-two (72) hours.
Officers who are eligible and request personal time cash -in payment, such payment shall be
included in the officer's regular payroll check with the last payroll in March and the last payroll in
September.
16
ARTICLE IX
LEAVE OF ABSENCE
Section 9.1. Absence from Work:
All absences from work must be reported to the Supervisor in charge prior to assigned
working shift pursuant to department policy.
Section 9.2. Sick Leave:
Each full-time employee shall earn eight (8) hours per month paid sick leave to be used when
an Employee is physically unable to report to work. In the event that an Employee experiences a
family emergency, the Officer may utilize sick leave for the purposes of caring for the Employee's
immediate family. Employees may utilize no more than six (6) sick days per year to care for a family
member due to illness, injury, or a medical appointment. A family member is defined as a spouse,
child, stepchild, mother, father, sibling, mother-in-law, father-in-law, grandparent, or step
grandparent. The parties further agree that upon request of the Chief of Police or his designee the
employee must provide explanation or verification of family emergency, including proof that his/her
presence was necessary. These hours shall be earned on a monthly basis, so that beginning with
January of each year each employee on full-time active duty shall be credited with eight (8) hours sick
leave at the end of the month.
An individual may accumulate up to four hundred eighty (480) hours of unused sick leave.
Prior to February 1 st of each year, the Village shall calculate how many sick hours above four
hundred eighty (480) have been credited to and remain unused by any given employee as of December
31 st of the previous year. If between December 31 st of the previous year and the following January
15th, the employee shall have notified the Finance Department of the Village in writing of his/her
desire to continue to accumulate in one or more groups of forty-eight (48) hours above four hundred
eighty (480) that have remained unused during the previous year, such employees shall be allowed to
accumulate such additional time above and beyond four hundred eighty (480) hours to a maximum of
seven hundred sixty-eight (768) hours.
In February of each year, the Village, shall compensate the employee at the rate of fifty percent
(50%) of the time accumulated above and beyond four hundred eighty (480) hours, or such other
number of hours provided the Village has been notified such additional number to be accumulated
and not compensated for as set forth hereinabove. Payment of requested sick leave shall be included
with the last regular payroll in February.
As to questions raised concerning sick leave, employees may be required to obtain a medical
release before returning to work after being off from work for three (3) or more consecutive working
days for their personal illness. If there is a disputevalidity the information in the medical
release, the parties agree to follow the second and third opinion provisions of 29 CFR 825.307(bj
17
In those instances where the Village finds it necessary, based on reasonable suspicion, to
verify an illness, they will visit the home only after making a call and getting no response. They
reserve, however, the right to use other procedures to, in fact, verify the reported illness, if necessary,
but in so doing to attempt to recognize the dignity and rights of the parties involved.
Section 9.3. Funeral Lea
The Village agrees to allow any employee up to three (3) days leave with pay in order to
attend the funeral of anyone in the immediate family or to attend to necessary related matters. Said
time off shall not be charged to an employee's accrued time off. The immediate family shall include:
father, mother, foster -father, foster -mother, step -father, step -mother, step -children, brother, sister,
step -brother, step -sister, spouse, children, grandparents, grandchildren, father-in-law, mother-in-law,
brother-in-law, sister-in-law, grandparents -in-law and includes a person who has an established civil
union with the employee pursuant to Illinois law.
Section 9.4. Military Leave:
The Village will follow the minimum requirements upon applicable Federal or State laws as
cited herein including, Illinois Serviceman's Employment Tenure Act under Illinois Compiled Statutes
330 ILCS 60/4.
Section 9.5. Jur�v:
Police Officers are granted regular compensation for their regular work days when serving on
jury duty.
18
ARTICLE X
EDUCATION BENEFITS
Section 10.1. Travel and Meeting Expense Allowances:
The Village, upon the Chiefs approval shall reimburse Police Officers for professional
conferences and training seminars, providing such funds are available.
Conventions, seminars, workshops, and conferences, generally of a national scope or regional
(multi -state), gathering of national groups may be attended by Officers if the gathering of national
groups is specifically related to his technical area. In all cases, specific approval by the Chief of Police
is necessary.
State-wide conventions, seminars, workshops and conferences may be attended by Officers.
Attendees may include Police Officers who can be shown to have an interest in the gathering
which directly relates to his/her area of work with specific approval of the Chief of Police.
Any Police Officer attending any conferences, meeting, seminar or convention and being
reimbursed by the Village or on Village payroll is expected to conduct themselves in a manner as if
they were still at work. Any improper conduct will be treated as if it occurred during regular working
hours.
19
ARTICLE XI
GRIEVANCE PROCEDURE
Section 11.1. Definition:
A grievance is a difference of opinion between an employee and the Village with respect to
the meaning or application of the express terms of this Agreement excluding matters within the
jurisdiction of the Board of Fire and Police Commissioners.
Section 11.2. Procedure for Grievance:
Recognizing that it is to the benefit of all concerned to raise and settle grievances promptly, a
grievance must be raised within seven (_) days (as defined in Section 11.6) of the time the
grievant becomes aware of the facts giving rise to the grievance.
STEP ONE: The employee, with or without a Chapter representative, may take up a grievance
with the Watch Commander within seven (1-5) days of its occurrence. The Watch Commander shall
then attempt to adjust the matter and shall respond within fiveseven (7-5) days after such discussion.
If the grievance is adjusted at Step One, the Supervisor shall notify the Chief and Chapter
representative in writing within ten (10) days thereafter the nature of the grievance and its resolution.
STEP TWO: If not adjusted in Step One, the grievance shall be reduced to writing and
presented by the Chapter to the Chief of Police within ten (10) days following the receipt of the Watch
Commander's answer in Step One. The Chief of Police shall attempt to adjust the grievance as soon
as possible, and therefore will schedule a meeting with the employee, his/her immediate Supervisor
or Watch Commander, and Chapter Representative within ten (10) days after receipt of the grievance
from the Chapter. The Chief of Police shall then render a decision, based on the supplied information
during the meeting, within ten (10) days of the meeting.
STEP THREE: If the grievance is not adjusted in Step Two, the grievance shall be submitted
to the Village Manager or his designated representative within 4wseven (75) days of the receipt
from the Chief of Police of his response to the Step Two procedure. A meeting shall be held at a
mutually agreeable time and place and participants shall discuss the grievance and hopefully come to
an equitable solution. If a grievance is settled as a result of such meeting, the settlement shall be
reduced to writing and signed by the parties. If no settlement is reached, the Village Manager, or his
designated representative, shall give the Chapter the Employer's answer within ten (10) days following
their meeting.
gTF.P FOT TR
a. If the Chapter is not satisfied with the decision of the Village Manager, the Chapter may
appeal the grievance to arbitration by notifying the Village Manager in writing within ten
(10) days after receipt of the Village Manager's response in Step 4. Within ten (10) days
of receipt of such request the Chapter and/or the Village shall request a list of seven (7)
20
arbitrators who shall be members in good standing of the National Academy of Arbitrators
from the Federal Mediation and Conciliation Service (FMCS). Both the Village and the
Chapter shall have the right to strike three (3) names from the panel. The order of alternate
striking shall be determined by a coin toss, with the losing party starting by striking a name
first. The person remaining shall be the arbitrator. Each party retains the right to reject
one panel in its entirety and request that a new panel be submitted. The arbitrator shall fix
the time and place of the hearing which shall be as soon as possible after his selection
subject to the reasonable availability of Chapter and Village representatives.
The Arbitrator shall be notified of his selection and shall be requested to set a time and
place for the hearing subject to the availability of Chapter and Village representatives.
The Village and Chapter shall have the right to request the Arbitrator to require the
presence of witnesses or documents. Both parties may retain the right to employ legal
counsel.
b. The power of the arbitrator shall be limited to the interpretation and application of the
written terms of this Agreement. In no event may the terms and provisions of the
Agreement be deleted, modified or amended by the arbitrator. He shall consider and
decide only the specific issue raised by the grievance as originally submitted in writing to
the Village, and shall have no authority to make his decision on any issue not so submitted
to him. The arbitrator shall submit in writing his decision within thirty (30) calendar days
following close of the hearing or submission of briefs by the parties, whichever is later,
unless the parties agree to an extension. In the event the arbitrator finds a violation of the
Agreement, he shall determine an appropriate remedy. The decision of the arbitrator shall
be final and binding on the parties. No decision or remedy of the arbitrator shall be
retroactive beyond the period specified in Step 1 of this grievanceprocedure.
Section 11.3. Fees and Expenses of Arbitration:
The fee and expenses of the arbitrator and the cost of the written transcript, if requested by
both parties, shall be divided equally between the Village and the Chapter provided, however, that
each party shall fully bear the expense of preparing and presenting its own case including the costs of
witnesses and other persons (not employed by the Village) it requires to attend the arbitration. Should
only one party request a transcript, that party shall pay for the cost of the transcript.
Section 11.4. General Rules:
a. Any decision not appealed by the employee or the Chapter as provided within the time
limits specified in each step shall be considered settled on the basis of the latest decision
and shall not be subject to further appeal. Any grievance not answered within the time
limits specified in each step shall be automatically appealed to the next step. However,
21
time limits at each step may be extended by mutual written agreement of the Chapter and
the Village.
No matter or action shall be treated as a grievance unless a grievance is filed in accordance
with this Article.
c. No grievance settlement made as a result of the grievance procedure shall contravene the
provisions of this Agreement.
Section 11.5. Notice of Union Representation:
The Chapter shall certify to the Village the names of those officers who are designated as unit
representatives. These officers shall be the only employees authorized to function as representatives
on each respective shift and division.
Section 11.6. Definitions:
Days, as referred to in this Article, shall mean Monday through Friday, excluding holidays
and weekends.
Section 11.7. Miscellaneous Grievance Provision:
All grievances shall set forth the specific grievance and contract provisions involved as well
as the relief sought. All meetings shall take place in a manner which does not interfere with Village
operations. Neither the grievant nor his representative shall be entitled to any overtime payments for
time spent in processing or investigating a grievance.
22
ARTICLE XII
DISCIPLINE
Section 12.1. Procedure of Discipline:
If the Village has reason to discipline an employee, it will take into consideration methods to
do so which would not unduly embarrass the employee before other fellow employees or members
of the public.
Section 12.2.
""Xito %41011%1 U11" 11 lulff mDiscipline and Discharge/Investigations:
J)isciplinaLry actions instituted by the Village shall be for reasons based Uon an employee's Formatted: Not Expanded by / Condensed by
failure to fulfill his/her responsibilities as an eMloyee. Where the Village believes just cause
exists to institute disciplinary action it shall have the option, consistent with the principles of timely
progressive discipline imposed for the purpose of encouraging --- corrective employee action, to
assess an appropriate penalty which include the following penalties:
Oral Reprimand; Formatted: Indent: Left: 0.11 ", Right: 0.54", Space
Written Reprimand; Before: 0 pt
Suspension; or
Ternninntion
Anv diSCiDlinary action or measure other than an oral and written reprimand imposed upon
HIMMMMIMTO", -EMO
written reprimand shall not be subject to arbitration or to review by the Board of Fire and Police
Commissioners. However, an employee is entitled to write a response to any oral or written
reprimand and that response will be attached to the corresponding discipline. The Union shall have
the right to file grievances concerning discipline covering suspension without pay, and/or
termination, or an employee may choose the hearing process by the Board of Fire and Police
Commissioners. Filina of a -(i. of the riLyht
to challenLy"hesame--matter—b--efor-c-Ahe--B-aar"f Fir"nd.PAi-co�.ommi,-�,&ionersA fonu
containing ---- such ---- specific waiver shall be executed bythe --- eumloyee-prior --- to -filing --- 4 levance.
Seeking review by the Board of Fire and Police Commissioners shall act as a waiver by the Union
and eMployee involved of the right to challenge the same matter in -the --grievance process.
Formatted: Not Expanded by / Condensed by,
Highlight
Formatted: Not Expanded by / Condensed by
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A; -O I ii
EHLO' Commented [BA8]: Deleted 1/10/20 redline
Nothing in the article, however, shall be construed in such a manner as to make the reprimand,
suspension or discharge of a probationary officer the subject of a hearing before the Board of Fire and
Police Commissioners, or part of the Grievance Procedure.
23
Commented [BA9]: Deleted 1/10/2020 redline
24
Section 12.3. Written Rebrimand:
In cases of written reprimand, notation of such reprimand shall become a part of the
employee's personnel file and a copy given to the employee.
Section 12.4. Purge of Personnel File:
Any written reprimand shall be removed from the employee's record, if, from the date of the
last reprimand, eighteen (18) months have passed from the date of the incident resulting in the written
reprimand sought to be purged without the employee receiving any additional reprimands or
disciplines. The parties agree that the removal of reprimand shall be on the written notice of the
affected employee. Not withstanding the above, record of such discipline may be introduced when
relevant at a disciplinary proceeding before the Board of Fire and Police Commissioners or arbitrator,
whichever is applicable.
Section 12.5. Personnel File:
The Village agrees to abide by the lawful requirements of the "Personnel Record Review
Act," contained in Illinois Compiled Statutes, 820 ILCS 40/1.
25
ARTICLE XIII
INVESTIGATIONS CONCERNING OFFICERS
Section 13.1. Right to Investigate:
The Village agrees to abide by the lawful requirements of the Illinois Compiled Statutes 50
ILLS 725/1.
Section 13.2. Right to Representation:
Any Officer interviewed regarding any matter which may result in discipline against the
Officer shall be entitled to representation by either a Union representative or Union attorney.
ion 13.3. Review of R
Formatted: Font: 12 pt, Underline
Formatted: Indent: Left: 0"
Prior to the impositiondeoof disciplinary action, the Union will be provided an opportunity to review
the
1-1,n, surveillance (e.g. vi, photos, audio, or other recorded medium) relevant to the discipline if the
surveillance evidence is both: (i) in the possession or control of the Employerrelied on by the
EDMloyer in mak-ing the discipline decision at issue.
26
ARTICLE XIV
tj(4S1D-r-r_,t_1_ x7z A -r
MEDICAL AND LIFE
INSURANCE
Section 14.1. HaseitalizationMedical Insuranct;
The Village agrees to maintain in full force and effect for the life of this Agreement, a health
insurance benefits program for full-time employees. V 1_1 L%J FLLY `JLY LLJL-L%A LL TE
,L'LJL FJL%I-LJLJLJLL4,LJLJLO -L%J-L L' 'L u%"LJL %, `L L M&L RIALL %&k4JL111& L%.11111 %J -L LJL1XO I 1,&l 1 1 M H-1 VV TvrTurcrrWr=5
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tcc A +95,1-%xr
"JL LJAAI� JL L&LAA.AlL A JL%Jt1%.1%.�t1j1"j_1 Ltxl�_t I VJLJL"JL%_LCLUj_%W -1 W1, I V%.�L ) VLjL_L%.11L&11_tj1jLjL6 "Y UL&L VVJ1t1JLJ1"L4U
"LLF"'Ll" kjjL LL L"' kJ11 Lll%� V %_LLt%� LILY Lll%� L41111kJLLL1L FLLI%A UY LIX%, V IIILLE,%� JLkJl IL13 IYUCLIVIT
GG 77
FJLLUA LLO 0%j F"J") " v ""b" """LlAO Lx -L%' L%j %J"tCL-`JL `-t1%.1_L1._L"L1V%� kJL%.WLL_LL1X_1
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L"Z%1. A -L LJLJLV 111L V I I I I I IL 1. 1 '1�_.7 F-EUr-E LkJ U V %-YJLk4 V ILC45V
L_1JLV k-,)JLJLJLkjll OXIC411 T1TqF71F.7V--L1U %A1k3VL4L1L) UCLJL 6"111 " V VIL IrTIFCMIL "-L MFE"i
660,,A;M,11
-%]1 0 �Inll-la 1%-1C1f�N*.*-W%
L IL 10 L%./" LXJLLZL L& I LIA LO I "%.�61U 11118 111 /�kj -L -T, V L4 -L X%JL40 'L%.A-M�X LUL LLX %�LLL %� I %�X%jx ITFormatted: Right: 0.54", Space Before: 4.5 pt
x7;llntVCh'C, ch-%7;r,+;"fV Lchn41% nlqA
"'I `L L -LFL4%-L "" v xxx "8 %' 0 %' ZVx,3 Lx ` L 8 XL.LtXLIL Fx"x-Lk3 5 LZI L% -L LLI %�"XL-LIL
011C411 U%J %-LILMIL4130 L4JL1%_L UGUSCA111 %JV%,Il U11%, 111JLFGL%1 L %J JL LJLICL L "I L%.,l IXLLLI V %J V %_11L L48%, GULI'LL L11%,
1L%` -L%`"1 "LL" %-'"`%� 1_xJL"x1L%*"L%.,O kill LL1%, A_.,1_11FJL%JY%1,L L1 %1Z%AOLJLJL15 11%,"ILIX 1.LJLO"X"_LJL%1%1 JJA"-LL "_Lx%4 L11%.,
Thevillage --- shall continue to make health insurance benefits available to full time police
officers and their dependents. The --- Villagg reserves the right to change groqp health and
hospitalization insurance coverage as long as coverage is substantially similar to coverage
available prior to the signing of this Agreement. Included in the above, the Village reserves the
right to maintain or institute cost containment measures relative to insurance coverage, change
insurance carriers, plans or benefit levels, as long as the new basic coverage and basic benefits are
substantially sar. During ---- the ---- term of this Agreement, eMployees may elect appropriate
coverage -in one of the health plans offered by the enrollment period established by the Village.
The amount of an gnployee's applicable monthly medical insurance premium contribution
duringtheterm of this Agreement shall not exceed the amount of the applicable monthly insurance
premium required of other regular fall -time non -represented Village employees.
Each employee, upon becoming eligible for the above coverage, shall receive a policy and
descriptive literature describing the health insurance benefits and the procedures for utilizing them.
Employee's contribution towards the insurance benefits program shall be as follows:
27
Effective January 1,
24P2020:
Coverage Type/Co-Pay
Type
Single
Single Discount (10%)*
Sin le +1
Single +1DiscounL(2Q!/o)*-
Family
Family Discount (30%)*
Qgq2gj2:(Monthly Premiumsl
PPO Plan 1
HMO
PPO Plan-
HMO
A
$25.00
2
C I Plan
$40.00
Plan 1
$40.00
2
$444;40160.65
$444704145
$442,00141.21
$44)2740127.77
$75.00
.35
Plan I
$100.00
S44440144.59
$ 130
$9440127.09
$94,90114.99
$ 145.3
.82
$4-34-.4-912 7.7
*Discount rate available for
.S289.80
$262.20
$257.25
$232.75
$231.84
$209.76
$295.80
$186.20
S259740352.80
$259,00317
$2" 7-.W310.11
$227704280.57
.52
2
133.45
$U4z60246.96
$U4,60222
$4-59-.40.217.08
$454:90196.40
$262.20
.26
$232.75
Doctor Co -pay
$25.00
$25.00
$25.00
$25.00
Specialist Doctor Co -pay
PPO ,,-Plan-
$40.00
$50.00
$40.00
Plan 1
$50.00
Emergency Room Visit Co-
$75.00
$75.00
$75.00
Plan I
$100.00
Pay
Single
$4 8168.68
$ 145.3
$44449
$4-34-.4-912 7.7
*Discount rate available for
, eligible employees who satisfy
the conditions of
particiQatinq in the wellness
orarn. See Wellness ParticiDation Rewards section below.
7
Effective January 1,
241-8--.2021
Qpfion:#L(Monthly Premiums
40-04on",
it f
PPO ($3N/""f
HMO
PPO ,,-Plan-
HMO
Coverage Type/Co-Pay
Plan 1
2
Type
,
A-A...'..aetible
Plan I
.e.Atetib4e
t 3 "" f "MIL ]LY 0euttefible
Plan 2
Single
$4 8168.68
$ 145.3
$44449
$4-34-.4-912 7.7
5
148.28
7
Single Discount (10%)*
$4-3-7-.70151.8 1
$4-3q-.70130.8
$444,04
$ 114.9
2
133.45
9
Sin le +1
$304.29
$262.20
$270.11
$232.75
Single +I Discount (20f/qj*
J243.43
1209.76
$216.09
$186.20
Family
1
$334M370.44
$336-.W317.5
$295734
$2957-34294.6
2
325.61
0
Family Discount (30%)*
$ -2 315. 22 00 259.31
1
$ 222.2
$206774
$206-774206.2
1 6
227.93
2
28
Formatted: �Inde_ntLeft.0-, �Nrst�Iine.�O'..�
Formatted: Indent: Left: 0"
Formatted Table
Formatted: Centered, Indent: Left: 0.06", Right: 0.05",
Line spacing: Exactly 11A5 pt
Formatted: Centered, Indent: Left: 0.06", Right: 0.05",
Line spacing: Exactly 11.45 pt
Formatted: Indent: Left: 0.18", Line spacing: Exactly
11.45 pt
Effective January 1,
Doctor Co -pay
$25.00 $25.00
$25.00
$25.00
The monthIj prem yins for 2022 will not exceed rates below.
Specialist Doctor Co -pay
$40.00 $50.00
$40.00
$50.00
Type
Emergency Room Visit Co-
Pay
$75.00 $75.00
$75.00
$100.00
rate available or
. eligible employees who satisfy
the conditions of participating
in the wellness
.*Discount
program. See Wellness Participation Rewards section below.
155.69
6
Effective January 1,
24492022:
Qption-#IAMonthly Premiums
The monthIj prem yins for 2022 will not exceed rates below.
PPO ($304940) -Plan. HMO PPO Plan_ HMO
Coverage Type/Co-Pay
I I(VVz/4W,7z,% 2
Type
Plan 1 Plan 2
$9HU'Luffilly et 1
Single
$4-53,00177.11
$453-MO152.6
$4a4A-9
$434A-9134.1
2
155.69
6
Single Discount (10%)*
$4-3-7-.7-015 9.40
$437,70137.3
$424,44
$424-A4120.7
6
140.12
4
Sin Rle +1
$319.50
$275.32
$283.62
$244.39
Single +I Discount (29%)*
$255.60
$220.25
$226.89
$195.5511
Family
$3388.96
$3333.4
$295,44
$1 Q<. -2 A
�Y-F$309.
0
$341.89
33
Family Discount (30%)*
$235-720272.27
$235,20233.3
$206774
') n K. -7 A
$ y 1 4216.5
8
239.33
3
Doctor Co -pay
$25.00
$25.00
$25.00
$25.00
Specialist Doctor Co -pay
$40.00
$50.00
$40.00
$50.00
Emergency Room Visit Co-
$75.00
$75.00
$75.00
$100.00
Pav
*Discount rate available for eligible employees who sotisfy the conditions of porticipoting in the ellness
One-half of the employee's portion of the monthly premium costs shall be deducted from employee's
pay each pay period up to twenty-four (24) times per year. The co -pay amounts for employees apply
to both the PPO/indemnity and HMO insurance programs. Employees who participate in the HMO
will receive insurance coverage as dictated by the HMOprovider.
Formatted Table
0%.IAL V A %�vIAALL%-IAL kil- LX-L%w X I%-, V ]Lkx%./,L I L V V k -IA Ll- k X x ALALAL F"" ` "` LL-LALAL%-- x ALAL` %"
The Village of Mount Prospect shall be allowed to raise the maximum out-of-pocket expenses
for PPO Plans to the following Commented [BA10]: 1.27.2020
29
2% of the employee's pensionable pay for single coverage and 4% of the employee's
pensionable pay for family coverage. The maximum out of pocket levels shall be established as
illustrated in Appendix C.
r ■
f f , ,q f` f+ f Y f t f U, f ! f 1r11Y\�Ti�S1r1��Y��Y1�I�\�� ft»7Ll�Y�
��►*z.��ae����ci�i�c�R_a.+i�r►+��r��r�yad►�������►�����w.r�����a���s���.����►*�r���e'a�►+���lese►����������aa�r+�
The Village `v o lI-shall offer the biometric blood draw annually and employees may
participate in the blood draw scheduled at the Village or at approved remote locations. Human
Resources has the listing of the approved remote locations, in the instances when the employee and
spouse cannot directly participate in the blood draw scheduled at the Village. Spouses must also
participate in the biometric testing and meet the criteria established below to order to qualify for the
family insurance premium discount.
EMployees and spousesparticipating it insurance
co!nplete the biometric blood draw and healthrisk ss sS e (s) to be eligible for the wellness
insurance premium discount. The biometric blood drawer consists of at least a 37 -panel
evaluation tincluding coronary risk assessment, blood count, and chem -screen profile
pressure screening, is circumference, and heighti s s. The purpose of the
biometric test, and health risk assessment is to alert
participants at an early stage of possible health issues and to prevent the issues from becoming
catastrophic illnesses. The results are strictly confidential. FF'
k fN** "r cri i �--v-r�rr�r"�.
T 5_110_1�kty LILJLI Vrr%;;7 XTrUV`TU1L1L F -L kj V L I %V/ I t, I E4 FJLJLY OJL eiffff s Up%,I V 10 Vu
. The Village
w444 -shall not have any information as to what areas any employee or spouse may be deemed to be
in an unhealthy range nor wizlI-shall the Village have any knowledge of any treatment. The
information the Village will receive is only aggregate data if participants ; J +L'1-1%-„y��
meet the healthy range criteria
Wellness discounts w4 -shall apply annually provided the criteria above met. The
discounts be applied to monthly insurance premium charges in the amounts.
fNv v
30
Effective Date
(Health Insurance Plan Ye
Single
ygLaye
Single +1
Coverage
Family
veLqge
l/l/2020
$20.00
$50.00
$75-.0085.00
I/l/202'l
.10%
20%
30%
l/l/2022
10%
20%
30%
......................................................................................................................................................................................................................................................................................................................................
Formatted: Left
Formatted Table
Formatted: Right_Lk "XIL %.11L q0 rycro 'LUILILIXILYy k"m it L IL ]L%, _LkyL 0-L-LIL6 %, %.'
'I'L M'L_L'L.Y t' x IXF 11 FLA I
-e
PPO Prescription Drug Card:
The prescription co -payment amounts shall be as follows:
Effective Date
Generic Prescription
Formulary
Prescription
Brand Non -Formulary
Brand Prescription
1/1/2V4-72020
$20.00
$50.00
$75-.0085.00
1/1/2M2021
$20.00
$50.00
$85.00
1/1/204-92022
$20.00
$50.00
$85.00
HMO Prescription Drug Card
The prescription co -payment amounts shall be as follows:
Effective Date
Generic Prescription
Formulary
Prescription
Brand Non -Formulary
Brand Prescription
1/1/244-72020
$20.00
$50.00
$7-5M85.00
1/1/2-OU2021
$20.00
$50.00
$85.00
1/1/2402022
$20.00
$50.00
$85.00
General Prescription Drug Card Information (applicable to both PPO and HMO plans).
Mail order drug prescriptions shall be available to employees to purchase up to a 90 day supply
with the employee paying the appropriate co -pay amount that corresponds to the classification of the
prescription be it generic, non -formulary, or formulary. All mail order prescription drugs shall be paid
by the employee in an amount of 2) times the appropriate prescription co -pay level depending on
the classification of the prescription drug ordered.
Prescription drugs that are considered Specialty drugs as determined by the prescription drug
benefits mqgnr shall have a $350 co -payment amount-affd—A+aff-not4)e-sub�������
Prior to submitting a specialty drug prescription for payment the prescription must be pre-
31
re31
authorized. If the prescribed drug is determined to be a maintenance and non-elective drug the co-
payments that corresponds to the classification of the prescription be it generic, non-formulary, or
formulary shall apply and not the $350 copayment amount.
m
. The Employer has the discretion to select insurance carriers, provided that
benefits are similar to those benefits in effect as of execution.
Section 14.2. Life Insurance:
The Village shall supply each Officer covered by this Agreement with term life insurance
with a face amount equal to fifty thousand dollars ($50,000). Said insurance shall be at no cost to
each covered employee. If available from the life insurance provider of the Village, employees shall
have the option of purchasing up to an additional $50,000 of life insurance above the amount provided
by the Village provided the additional insurance coverage is at the employee's cost.
Section 14.3. Continuation of Benefit:
When an Officer is killed in the line of duty, the Village will pay the full premiums for the
continuance of the then current health insurance for the spouse and minor children up to the age of
eighteen (18) and shall continue to pay such premiums for a period of twenty-four months from the
Officer's date of death or until the spouse and minor children are covered under a separate health
insurance plan, unless required to provide a greater benefit under state or federal law.
Section 14.4. Retiree Health Insurance Program:
The Village agrees to offer for purchase to all retired bargaining unit employees of the Village
of Mount Prospect Police Department, with a minimum of twenty (20) years service to the Village,
health insurance as currently provided to members covered by this Agreement. The parties agree that
should a retired employee choose to continue his/her health insurance, he/she is eligible only for the
then current benefits provided bargaining unit employees, and that retiree is also responsible for
payment of one hundred percent (100%) of the premiums for those benefits. The parties agree that
retired employees of the Village of Mount Prospect Police Department shall be subject to changes in
coverage and benefit levels as negotiated from time to time between the Employer and the Chapter.
32
Section 14.5 Retiree Health Savings Plan
Upon retirement, employees who meet the eligibility requirements and have accumulated
Sick Leave must participate in the Retiree Health Savings (RHS) Plan. Eligibility for participation
is defined as an employee who retires with at least twenty (20) years of service with the Village.
Provided the employee is eligible to participate, the Village shall deposit up to four hundred
and eighty (480) hours or sixty (60) days of sick leave converted to a dollar value using the
employee's regular rate of pay into the RHS e employee's use Commented [BA11]: 1.27.20
as defined by the regulations outlined by the RHS administrator. If an employee has Commented [BA12]: 1.27.20
accumulated sick leave hours above the four hundred and eighty (480) hours, but below the seven
hundred and sixty-eight (768) maximum number of sick leave hours, the Village shall deposit into
the employee's account fifty (50)% of the value of the sick leave hours between four Commented [BA13]: 1.27.20
hundred and eighty (480) and seven hundred and sixty-eight (768) calculated on the employee's
regular hourly rate of pay.
If an employee leaves the Village's employment, and does not meet the eligibility
requirement for converting sick leave into the HS ,accumulated sick leave hours shall not Commented [BA14]: 1.27.20
be paid out at time of termination of employment for any reason.
ion: 14.6 Retiree Health Savings Plan — .Annual Contribution
Formatted: Font: Bold
Effective I/l/2021, eMployees shall C - s of accumulatedsickFormatted: Indent: Left: 0", First line: 0.13"
leave i s e converted t s equivalent twenty-four s annually i Retiree.......................................................................................................................................................................................
Health Savings (RHS) account. If the employee does not have a minimum of four hundred eighty
hours of accumulatedsick v v i r contribution into the RHS account, the
contribution will not be made for the calendar vear.
Section: 14.6-7 Personal Physical Fitness Testing
The Mount Prospect Police Department will conduct bi-annual voluntary physical fitness
testing. This testing will be based on the Cooper Model, also known as the POWER Test, as used by
the State of Illinois basic training academies. Employees who meet or exceed the Cooper Fitness
Standards shall receive a one-time eight (8) hour bonus per calendar year at their straight time pay
rate as an incentive. No employee shall be subject to disciplinary action for failing to meet the
standards or goals of the physical fitness program described herein.
If necessary, an Officer may participate in two bi-annual voluntary physical fitness tests per year, and
if otherwise would be off duty, the officer shall be compensated at a minimum of two (2) hours at
their straight time pay rate, or for the actual hours in attendance, whichever is greater. The maximum
payout of straight time awarded in any calendar year will be eight (8) hours.
Section 14. Section 125/Flex Plan Participation
The Village shall maintain a Flexible Compensation Plan whereby employees will be able
to defer pre-tax earnings into individual spending accounts to be used for un -reimbursed medical
expenses, dependent care costs up to a specified limit, and additional life insurance (provided such
33
is applicable under IRS regulations). Employees shall elect to participate in the program annually
and within thirty-one (3 1) days of hire for new employees.
34
ARTICLE XV
DRUG AND ALCOHOL TESTING
Section 15.1 Drug and Alcohol Testing
The Village may require employees to submit to a urinalysis test and/or other appropriate drug
and/or alcohol testing at a time and place designated by the Village, F`mv-L%A%'%A tALJL"1,5
ef4he when the Police Chief for his -designee); believesthere is sufficient cause for such testing,
defined for purposes of this section as "reasonable suspicion". The primary basis
of the "reasonable suspicion" shall be verbally identified prior to the employee's submission to the
test and will be documented in writing generally within 24 hours thereafter.'�"�IC-X;E-V-lx-cvuvlyFl%l'%J'I vv 14 -be
III C.L VVIXLL%�11 `F %-YIL VVILIXIII LVV%�IILY--LkJLtI kz--Tl 11%-YU-10 %-Y-L L11%, %111 L_VlkJy %1%.1 L
LJLJL%�' L%.10L, vv'L-LJL LL %J1- L-L]L%w F-L`1A`L-LY `1`1-8
A-
L %.1 167iYr 'U -0 ZY1UXTrrJLAL313.L%J.LJL L
�lpp
The Village also may a4s-e-require employees to participate in random drug p-L,A L&-LJL%a .1.6� testing,
provided that any such program shall be administered by a vendor who conducts U.S. Department
of Transportation testing (i.e. the type of testing outlined in 49 CFR, Part 40). If random testiqgFormatted: Font: Italic
procedures are iMplemented, ]jp to fifty -percent (50%) of the employees in the bargaining unit are
Cl"nll t%,Q QCJ�IQA +1-% +Zar,+
tested during each calendar year. S u, 011(,L11 L40X`L%w%-L L%J ICAII%.&%JLIII.Y 1,%,ol, %.11IJLFI%JJta,
0%J 1.11"L, %JJLJL L4F `J `-L 1- LY -F%,'-L "`1 L k -` %J / ul %JI L11%, %�IIIJJ 1% -IV III L-11%.1 "c4k 54.14,1111116 LILLIX L WL V LVO EVILL 11-T
*-
eaell %ILLJA.111�-Lczl Y%.,LzJL.
Prohibition. Use, sale, purchase, delivery, or possession of illegal drugs including cannabis
or cannabis -infused substances at any time and at any place, whether on or off the job; abuse of
prescribed drugs; failure to report to the Chief or his designee any known adverse side effects of
medication or prescription drug the employee is taking that is reasonably expected to affect the
employee's performance; consumption or possession of alcohol while on duty; or being impaired by
or under the influence of alcohol while on duty„ ` i .Officers
who consume or possess prohibited substances as part of their legitimate work duties, which have
been approved and directed by the Chief of Police (or designee)
will not be subject to discipline for that reason alone.
Assistance. Officers who believe they may have a problem with the use or abuse of drugs
and/or alcohol are encouraged to seek assistance or a reasonable accommodation
"FF %JF -L
`1—
"XIA-V MIL %JL r 111F.�IIJLO P"iLOLA"Xxt, 1,%J "F I kjxi%�,,y "II I" vv 1 a d
without
I � �11�%i ; — -- 1, —A — — — 1; p—
fear of retaliation 41 %-,JLFJL'LJLJL%-' FJL
. It is understood an after the fact request for assistance
assistanee
35
Commented [BA1 51: New 1/10/2020 Redline - Added "is
prohibited" in order to complete the sentence.
Formatted: Highlight
Formatted: Highlight
will not excuse a prior policy, CBA provision and/or SOP violation.
Violations. A policy violation or positive test result will be just cause for disciplinary action,
includinLy dismissal if warranted by the facts involved.
ection 15.2 fficer Involved -Shoot]
Pursuant to the Illinois Police and Community Relations IMprov Act, drug and alcohol testing also
will be required (even in the absence of reasonable suspicion) and completed as soon as practical (but no
later than the end of the shift) following an officer involved shooting incident that results in death qLjgky
to a person.
at the time of ratification of this CBA_Eegardin_g "Reporting and Investigyation of Incidents lnvolving�___Sdwect
Resistance and Officer Use of Force" and all other -provisions of this Article 15 of the CBA -(collectively the
A Policy"). This Section 15.2 and the D/A Policy will be construed in a manner that satisfies Public Act
100-389 (the "Act") and any other law that gpplies.
thereby causing injury or death to a person or Msons.__If multiple officers discharge their firearmsand it is
unclear whose bullet struck the person or persons, then all officers who discharged their firearm in the
direction of the subject shall be required to submit to dMLY ... andalcohol testinLF. By contrast, the phrase
olved in" does not include officers who did not dischar9_Q=__their_weqpon, even if they were providing
other forms of support and assistance during the call. Nor does the term "involved •
in" include officers who
dischawtheir weapons --- when it is undeniablycl ear their --Droi-ectiles did not actually --- strike ers on or
persons.
Formatted: Font: 12 pt, Bold, Underline
Formatted: Font: 12 pt
The parties agree any drug or alcohol test required pursuant to the D/A Policy shall be considered a
coMpelled, non -voluntary drug or alcohol test under threat of disciplinary action. Such OIS testing shall onl
be done by urinalysis or breathalyzer. Blood testing will not occur for an OIS required test under this Section
15.2 unless compelled by law. This does not limit the EMployer's right to obtain test results via other
available legal processes. The sainples, testing, and results shall only be used for internal administrative
purposes, including disciplinary action when appropriate and as required by law. Except as necessary to
enforce the D/A Policy or when required by law(e.R.-subpoena or warrant), theEin an
el will not shqE�y
test samples or results of testing with any entity or person., Formatted: Font: 12 pt, Not Bold, No underline
36
ARTICLE XVI
DISABILITY AND RETIREMENT BENEFITS
Section 16.1. Employee Disability:
Any employee injured on the job shall continue to receive his/her regular salary for up to one
(1) year, without charge to his/her sick leave days. Employees shall sign and deliver any Workers'
Compensation or similar payments to the Village while receiving the salary continuation benefits of
this Article.
At such time as the Village feels an employee is permanently disabled, the Village may refer
the matter to the Board of Fire and Police Commissioners or a designated arbitrator depending on
which party retains authority for such determinations.
37
ARTICLE XVII
UNIFORM BENEFITS
Section 17.1. Benefits:
The Village agrees to provide each employee with a uniform allowance as follows:
$650 shall be provided to the employee on their first regular payroll check in June each
effective year of this agreement.
The Village will determine the style and make of the prescribed uniform and equipment.
To the extent that uniforms and equipment, in the opinion of the Village, become
unserviceable in the line of duty, other than from normal wear and tear, the Village will replace the
item without any charge against the uniform allowance.
The parties agree that a newly hired Officer shall be allowed to receive his/her first two (2)
years' uniform benefit upon hire for the purpose of purchasing his/her initial equipment. Thatbenefit
shall be an amount equal to two (2) years of the current uniform allowance provided that the officer
will not receive a uniform allowance in the second year of their employment once the employee
received the initial uniform allowance or the cost to buy uniforms and equipment, whichever is lower.
Should the Officer work for the Village of Mount Prospect for less than two (2) years, he shall be
responsible to reimburse the Village of Mount Prospect on a prorated basis, for the remaining full
months of the two (2) year period. Should a new Officer elect to receive the first two (2) years
accelerated uniform benefit, he shall not receive any benefit until he commences the third year of
employment with the Mount Prospect Police Department.
The employee shall be required to stand inspection and perform his job in the uniform
prescribed with the equipment specified. Plainclothes Officers will stand inspection in the uniform
prescribed at the time they went on plainclothes detail. If the uniform is changed, the Village shall
buy the first issue (which shall not exceed one), unless the Village allows a twelve (12) month period
between notice and mandatory effective date in which case the employee shall bear the expense of
the change.
Guns and leather shall be treated specially. If the Village specifies a new gun or leather for
the future and specifies an effective date, it must bear the cost. If, however, no date is established, all
new employees shall buy the prescribed equipment and any employee buying a replacement gun or
leather shall buy the prescribed items.
If an employee terminates employment within six (6) months of receipt of his or her uniform
allowance payments, the employee shall reimburse the Village on a prorated monthly basis for the
remaining full months of the fiscal year.
38
Section 17.2. Protective Vests
The Employer agrees that it will replace protective vests for participating Officers on an as -
needed basis using a five (5) year schedule based on the dates reflected in Appendix "B" attached
hereto and incorporated herein. The parties further agree that if the Village purchases a protective vest
for an Officer covered by this Agreement, then that Officer agrees that he/she shall wear that
protective vest as part of his/her everyday uniform unless the affected Officer receives a written
exception from the Chief or his designee.
39
ARTICLE XVIII
OFF DUTY EMPLOYMENT
Section 18.1. Employment Outside Department:
The Parties agree that the current restrictions placed on outside employment shall remain in
full force and effect during the term of this Agreement, as provided for in Department policy ADM -
104.
40
ARTICLE XIX
SENIORITY
Section 19.1. Seniorily:
The parties agree that they shall abide by the seniority rules as outlined under applicable Formatted: Justified
Illinois law as amended.
Section 19.2. Probationary Terms
Each police appointee shall be on probationary status from the date the appointee begins employment
with the Police Department as a Police Officer and continue for a period of two (2) years from date of hire.
Management agEees to provide probationgy Officers with monthly written performance evaluations the
first year of service and bi-monthly written performance evaluations until their probation is successfully
completed throughout the second year. The Chief of Police may extend an Officers probation period for a
maximum of three (3) months due to performance or aptitude concerns.
Theprobationgy term shall exclude periods of militga leave, injury or illness leaves, including duty
related leave in excess of thirty (30) cumulative calendg days. Formatted: Font: Not Bold
Formatted: Justified, Indent: Left: 0", First line: 0"
Formatted: Justified
Section 19.23. Maintenance of Seniority List:
A current and up-to-date seniority list showing the names and length of service of each Police
Officer shall be maintained for inspection by members and shall be updated on a semi-annual basis
and shall be utilized in assisting the assignments of shifts pursuant to Section 5.2 of this agreement.
41
ARTICLE XX
BOARD OF FIRE AND POLICE COMMISSIONERS
Section 20.1. Board of Fire and Police Commissioners:
The parties recognize that the Village of Mount Prospect Board of Fire and Police
Commissioners has certain statutory authority over employees covered by this Agreement, including
but not limited to the right to make, alter and enforce rules and regulations and impose disciplinary
sanctions. Nothing in this Agreement is intended in any way to replace and diminish any such
authority provided the Board of Fire and Police Commissioners is a duly authorized board by the
Village.
42
ARTICLE XXI
MATERNITY/PATERNITY/REASONABLE ACCOMMODATION LFAALE
Section 21.1. Maternity/Paternity/Reasonable Accommodation-1yeave:
EMployees who are pregnant or have a disability related to pregnancy, childbirth and/or common medical conditions
related to pregnancy or childbirth are entitled to time off and other common medical conditions related to pregnancy
or childbirth are entitled to time off and other privileges to the same extent as officers who take time off for other
non -work related medical conditions. Time off taken under this Section and another leave policy will run concurrently
when both gpply. Those eMployees also are entitled to receive a reasonable accommodation to assist them in the
performance of the essential job functions of their position provided it does not create an undue hardship to the
Department's ordinaly business operations. These issues are addressed on a case-by-case basis according to the
a-inlicable state arri. feiieral laws. Emvlowes-vAyiiib �-- i, time off follomi&v,%-�- also mav receive time
off pursuant to the Village's FMLA policy. , Commented [BA16]: 1/27/2020
43
ARTICLE XXII
Family Medical Leave (FMLA)
Section 22.1. Family Medical Leave (FMLA):
It is understood by the parties that the Village must comply with the regulations of the Family
Medical Leave Act, as amended regardless ofconflicting terms of this Agreement.
44
ARTICLE XXIII
SAVINGS CLAUSE
Section 23.1. 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, such decision shall apply only
to the specific Article, Section or portion thereof specifically specified in the board, Court or agency
decision; and upon issuance of such a decision, the Village and the Chapter agree to notify one another
and to immediately begin negotiations on a substitute for the invalidated Article, Section or portion
thereof.
45
ARTICLE XXIV
ENTIRE AGREEMENT
Section 24.1. Entire Agreement:
This Agreement constitutes the complete and entire Agreement between the parties and
concludes collective bargaining between the parties for its term. This Agreement supersedes and
cancels all prior practices and agreements, whether written or oral, which conflict with the express
terms of this Agreement. If a past practice is not addressed in this Agreement, it may be changed by
the Employer as provided in the management rights clause, Article 11. The parties acknowledge that
during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity
to make demands and proposals with respect to any subj ect or matter not removed by law or ordinance
from the area of collective bargaining, and that the understanding and agreements arrived at by the
parties after the exercise of that right and opportunity are set forth in this Agreement. The Chapter
specifically waives any right it may have to decision, impact or effects bargaining for the life of this
Agreement.
46
ARTICLE XXV
TERMINATION
Section 25.1. Termination:
This Agreement shall be effective as of the day after it is executed by both parties and shall
remain in force and effect until December 31, 20224-9. It shall be automatically renewed from year to
year thereafter unless either party shall notify the other in writing at least sixty (60) days prior to the
anniversary date and not earlier than one hundred twenty (120) days prior to expiration that it desires
to modify this Agreement. In the event that such notice is given, negotiations, if any, shall begin no
later than sixty (60) days prior to the expiration date.
Executed this day of , 20204-7.
METROPOLITAN ALLIANCE OF VILLAGE OF MOUNT PROSPECT
POLICE, MOUNT PROSPECT CHAPTER 84
KEITH GEORGE
President, Metropolitan
Alliance of Police
TnNT 1j %-.11 -L 141n rruX. -L -L -LI NTA -L 14 TT TUT F %-j -L .CHRISTOPHER BERG
President Mount Prospect
MAP, Chapter #84
47
ARLENE JURACEK
Mayor
Village of Mount Prospect
KAREN AGORANO S
Village Clerk
Village of Mount Prospect
Appendix A — Wage Rates 204-720-204922
Step
Effective
1 X /1 /10 17
Effective
1 /1 /1()1 Q
Effective Mft4c-eet
TALt
E�Stffl
1 /1 /IM 1 /1
j4t-AA
Ad
/101 7 44
N
MffAE14 1VjL"XX-%1L
isttnetit j Adjustme"
i t
1201 Q 44424W
4 n
+
After 10 years of service
1/1/2020
1/1/2021
1/1/2022
After 20 years of service
$900
Start
$61-,606
Q K 05 4
W
"4—,-535
N�A
N�A
NA
$661310
$67,967
$69,667
1$6-
�,
$64-,942
(Lvv 4" 6" '-321-5
$68d49
$692853
$71,.599
2
4&1390
Kn nQ7
--7, -7�
4171 K2 1
W "
$73,601
$75,441
$77,327
3
,
1
/7 7/ 1'2"K 1
N/A
$79,488
$81,476
$83,513
4
$74-7-5-9
9
QQ1 KIA
q2QQ <<I
4y " -j 9
$85n850
$875996
$90n 196
5
,
W,X
III <
N�A
N�A
N�A
$92n716
$955034
$97,410
6
,
< 11
1-12-:7
$540
$5 -51W
&6-00
$100,821
$103,342
$105,925
Retroactive pay from date of execution of this Agreement back to January 1, 204-7--2020 shall
be paid within thirty (30) days of the execution and ratification of the contract. Said retroactive pay
shall include all straight, overtime, holiday hours and compensable hours worked. The retroactivegaylump sum is less anv- deductions (i.e. health insurance) aDDlicable Der the collective bamainina
agreement. The Village reserves the right to hire Officers prior law enforcement experience up to the
Year 5 wage level of the salary schedule.
Longevity Pa3:
After 5 years of Service
$600
After 10 years of service
$700
After 15 years of service
$800
After 20 years of service
$900
Employees shall receive longevity payments annually if their anniversary date predates
December 31 and the employee is on the employer's payroll at that time. Longevity payments shall
be included with the employee's regular payroll check for the first payroll in December.
48
Formatted: Left, Indent: Left: 3.13", Space Before: 4.5
pt, Tab stops: 2.5", Left + 3.31 ", Left
Formatted Table
Formatted: Left
Specialty
Investigator
$300
Foreign/ Language Interpreter
$ 550
Evidence Technician
$ 850
Breathalyzer Operator
$ 650
DrugRecognition xe i
Field Youth Officer
$ 650
Range Officer
$ 450
Truck Enforcement Officer
Accident Investigator
$ 650
Fire/Arson Investigator
$ 650
Police Training Officer
$1,000
The above special assignments shall receive their incentive pay pro -rated on each check
throughout the year commencing May 1. The employees assigned to the above classifications shall
receive payment as listed, but shall be paid simultaneously for a maximum of three such assignments
and ei e fir; provided however, Investigators shall only receive
Investigator pay and iggL_ ___i Interpreter pay.
C.P.O. Pay
January 1, 204-720
January 1, 204-821
January 1, 204-922
$2,800 annually
$2,800 annually
$2,800 annually
Officers must attend and satisfactorily complete any required Departmental training seminars
in order to receive C.P.O. pay.
Officers shall be required to take and successfully pass an examination created and
administered by the Police Chief for certification.
Police Training Officer
All Officers assigned as Police Training Officers shall be compensated at the rate of one (1)
hour of pay at the affected Officers straight -time hourly rate of pay, for each day that Officer acts as
a Police Training Officer.
49
Appendix B
Protective Vest Replacement Schedule:
C: iI KI pae I A QT \/r:CZT
LAIN IM�
KrVT X /r:(ZTI
GHARAK—,GRA4G-D-.
&24
KIMI II I I M� IVIN%-fM It_ILI—L- I %. _/ I If -i/
_ - I I I / %JI/
. ®. , -. ® .
I _ -TI/ / `�
I %-ON11 ILIVI'I I1 %.0 %.If W 84&
91-24
I I % I %.,R, L- " "7I %.
�%-# %.,f Iu I I I/ I I/
nVnKI I \/wv-I Mi /
K I " L -%-P %-f 1KI14 � \ V V/ I I -I IA / /
it — I L. /)/1007
® --,
L -f " w I I I %..F I- L -w 7/ /
MC:r""WTnI M IKVAI APrKA-.I
I I.- N -F I L -f 1- / /
! A_NVI. I I/ I I/
I I %..f WN %M 1 14 %..o %-If 1 11 7 1 1 1 %..w I V Iff ILW %.f. I 'r__I/ /
--- —, _`® /
/ /
DADD I I %I %I %, %..,f I "\V If IL I 'r -I/ If-- %it/
III / 71r.10QQQ
_% _ / /
®. ,
-- %_4 .., L.,f I a. ® —. //
/ /
/I—IV,I—, %%... V V, WIF M IVI. WI/ 9- %it/
G1 %%-.1 1 14 L.J. I—I L% -R I %.,.IF I I I %I % f I %-1FI I IL -I 1 / 1 /9/17
W I L- 1-, 1..0 1 m _ n% -,f I % I I . %it/ %.1011/
/ /
/ /
r ,
_ / /
I % I I- I I I/ /
%L -I %, I %ff %I I "I-KAADTIKIC:7
ID _ MVIM%.O% #I—L- I / /
IVII %I % 1 11 %JI •, I iWi9_ww-I- &1-2
&47
I I %I-% I M %-0 " %..0 V V/I I.- I.- _ / I %it/
c
u IIIt %I W, L-IWIF IL IVI. %it/ /
/Al IDA glrl,)r)f)cz
T %__ D%, %JL -I I % I IVI. / /Q/1 Cz
_ I I%_0 I- I I M " I %, %j N -A %.,0 " I I I I 'k. / /
III I IL-11 1-1%, 1 NVI. I %.#I/ 1 I Wi/547
50
Tr:r:X/AKI Al IQnKI KA 0/1 010f)r)7
I. d -f I r_1 ff- %J w I I LFormatted
-
Table
I AMADPr:DA Dl('%WADn 'Z/')Q/Onf)7
YEAR OF
NEXT VESt
QAKITI QC:-rW CZ/1 /OQQ7
wr:KIr)r:DQnKI InWRAM -Ul-3
IIVII—L-
448
Mlnnn- Alt-%UAI=l I r) /00 /OM7
I -W-3
448
DADKMTT C:QI C:V 1 101OW)o
M71 II
WN %1,11— 1 1 1 I I14-id-%JW%j -W-3
448
1A1MQMC:Dt--%AKir-)DC:A 91PIOnnQ 1/11
AKff--ADnI
DVAKI %A/11 I IARA 1 r) /.Q
I I I %it %it If-
KIAX/A DnQr:DT I -)/I!Q-)GG8
I x /
% N-, L..O " I % I I IF-# I
C:AI On 7AOWADV cz 115 /24)09
("%ADIQnKI nAXAM M G/Oni I
If- %J 1 1 99-6
&24
KAAX/DAO-AKIIQ-- K1101-Ini AQ PH Q/Oni 0
I %I ILI It I I 'A I %..f I I I %if ff- %J I ff-- 842
89-7
IMI IDDAV DDI=KIT(-IKI- 7 P) 10 Q/1 0
IL P) %1-1 1 1 %.ON M I i If-/ If- I If- %it I If-
8ki-7
KAA-r-'*MAI MKIA ---- KA--- A 1410
IL, IVIff '49 1h IVI. -M-1 I 1 91- %Ij I %.v if 1w
748
WC:DKIAK1nI=7 DL -111 I ID D '11OA-1 0(11A
I I I—I %1 11 1—&- 1 ff- %j I -r 794
7 1
711-19
QADIr'% 1r -:KI 'ZJOA19r)4-A
I- 1 14 W1 Z-- w I -r 694
69-9
VKIIDDr:l r:DIG-D- CZI':Zr)lOn4A-
NXIMIN I I ff-- w I r 944
99-9
r-%IC:DA QADTr:V CZ /1 Q P) Q 1 A
L..7 I I I % I 1-1 11 1 %.# %J I ff- w --T 994
99-9
VIr:QQ Al MVA KA 11 2492-9112-044 29Z
2�29
(ZWAr:r:r-:D I XAIVIr: I 'VoQ/Oni 9
I L -I L- W . &-%...1 9- %J I %J 495
420
-JQUAKI(ZC:kl r-L-IDIQ-rnDL-JI=D
I—I III IN -V I %-'PI 1 11-1%
nDAI=I=nKIC: l
C:DIV D "VO I e) r) 1 Cz Cz M Cz
L -IF I % I%. W1 'r- I i
TDC: In ® IM A . 1:1/01/0 -(M
IVIN%.RW"L- I 1LW1 ff-- 69-6
6124
ADDITV (-%nK1K1nD T QJ')A-10r14a
F -vu -vu -u -g 7 'Am -,Pm % I
51
Formatted: Normal, Indent: Left: 0", Space Before: 0
pt, Line spacing: single
Commented [BA1 7]: Updated 1/10/2020 Redline
YEAR OF
LAST VEST
YEAR OF
NEXT VESt
ETCHINGHAM, ROBERT K.
MELENDEZ, JOSE L.
BECHTOLD, MARK A.
FLOYD, BRIAN D.
EVANS, MARGARET M.
SPARR, STEVAN R.
12/29/1999
BERG, CHRISTOPHER 1
12/18/2000
OLLECH, DIRK E,
4/16/2001
BRADY, MICHAEL A.
8/28/2001
NEMEROW, JASON M.
8/28/2001.
SILL, GREGORY T.
FURR, BRYAN A.
MOISE, BRIAN A.
9/19/2003
51
Formatted: Normal, Indent: Left: 0", Space Before: 0
pt, Line spacing: single
Commented [BA1 7]: Updated 1/10/2020 Redline
ANTHONYL.
OLGYESI, FRANK 1I
MARTINEZ, A.
FRANCES, WILLIAM
6/15/2005
FRANCESCO
SCHAPS, 1 M.
•
,
D1, LAURA
,
GLINER, JOSEPH A.
•
TAYLOR,
•
ANZALONE, ANGELO J.
10/16/2006
TEEVAN,
LABARBERA, RICHARD
3/28/2007
SANTI,SETH
6/19/2007
,
HENDERSON,
WOOD, MICHAEL
2/2007
10/2RNETT,
LESLEY
r
1 ANDREA
•
•
RYAN WILLIAM
NAVA,ROBERT
12/18/2008
1 1 l NICHOLAS
6/18/2012
MURRAY, BRENTON
1
MOLLEMA,
♦
3/24/2014
•
I;
GIERA, :1'
6/30/2014
1'
1
..'
KNIEL
6/30/2014
KIESS, ALEXA
12/29/2014
JOHANSEN, CHRISTOPHER
1
1
SHAFFER,
13/21/2016•
,`
1 •
1, R
8/24/2016
AREVALO,CHRIS
7/31/2017
,
FRANK
AMANDA
NAPOLEON,JOHN
RICHARDSON, RACHEL
4/30/2018
52
ANDREW
4/30/2018
ARD1
i'
BO / R 1
4/30/2018
..
BURGESS, R 1
6/18/2018
i
DONEGAN,
6/18/2018
WAGNER WILLIAM
"
JOHN,BOBBY
!
CANNON
12/27/2018
/
WADMAN
CHIRILA,DANIEL
4/29/2019
FFRENCH, KEVIN.
6/17/2019
• /.
•�
JOHNSON, TYLER
6/17/2019
De AMANDA
S•
�.
53
Appendix C:
Maximum Out of Pocket Rates —244-72020-20224-9
* PPC. Flan 2 Health Insurance flan Family Maximum Out ®f Pocket is $1,500.
Formatted: Indent: Left: 0.37", Space After: 0.1 pt, Line
spacing: single, Tab stops: 1.37", Left + 2.37", Left +
3.37", Left
54
2%
4%
Wage Range
Single
Family
$20,000
$29,999
$600
$1,200`
$3000
$39,999
$800
$1,600
$4000
$49,999
$1,000
$200
$5000
$595999
$1,200
$2,400
$601000
$69,999
$1,400
$200
$7000
$79,999
$100
$3,200
$8000
$89,999
$11800
$300
$9000
$99,999
$200
$400
$1001000
$1095999
$2,200
$4,400
$1101000
$1191999
$2,400
$45800_
* PPC. Flan 2 Health Insurance flan Family Maximum Out ®f Pocket is $1,500.
Formatted: Indent: Left: 0.37", Space After: 0.1 pt, Line
spacing: single, Tab stops: 1.37", Left + 2.37", Left +
3.37", Left
54
NEGOTIATED AGREEMENT BETWEEN THE
METROPOLITAN ALLIANCE OF POLICE
MOUNT PROSPECT POLICE CHAPTER #84
AND
THE VILLAGE OF MOUNT PROSPECT
January 1, 2020
through
December 31,2022
TABLE OF CONTENTS
PREAMBLE............................................................................................................................ 1
ARTICLE 1. RECOGNITION.................................................................... ■ ............................. ■ 2
Section 1.1. Recognition & Representation: ..................................... 2
Section 1.2. Fair Representation: ...................................................... 2
Section 1.3. Gender: ........................................................................... 2
Section 1.4. Chapter Officers: ............................................................ 2
ARTICLE II. MANAGEMENT RIGHTS.................................................................................... 3
Section 2.1. Management Rights: ...................................................... 3
ARTICLE III. LAYOFF............................................................................................................. 4
Section 3.1. Reduction In Force and Reinstatement: ....................... 4
ARTICLE IV. NO STRIKE CLAUSE........................................................................................ 5
Section 4.1. No Strike Clause: ........................................................... 5
Section 4.2. No Lockout: .................................................................... 5
Section 4.3. Judicial Restraint: .......................................................... 5
Section 4.4. Discipline of Strikers: MEMEMEMEMEMEMEMEME NONE MENNEN 5
ARTICLE V. COMPENSATION AND HOURS OF WORK ....................................................... 6
Section 5.1. Compensation: ................................................................
6
Section 5.2 Duty Shifts and Patrol Work Schedule ..........................
6
Section 5.3. Call Back: ........................................................................
8
Section 5.4. Overtime: .........................................................................
9
Section 5.5. Hours Worked: ...............................................................
9
Section 5.6. Court Time: .....................................................................
9
Section 5.7 Special Assignments: ....................................................
10
Section 5.8 Travel Time Compensation: ..........................................
10
Section 5.9 Time-Due/Compensatory Time: .....................................
10
Section 5.10. Exchanging Shift Assignments: .................................
11
Section 5.11. Meetings: .....................................................................
11
Section 5.12. Work Breaks: ...............................................................
11
ARTICLE VI. UNION SECURITY AND DUES CHECK-OFF..................................................12
Section 6.1. Dues Deductions: .......................................................... 12
Section 6.2. Indemnity: ...................................................................... 12
Section 6.3 Bulletin Boards: ............................................................. 12
Section 6.4 Labor -Management Meetings: ....................................... 12
ARTICLE VII. VACATION......................................................................................................14
Section 7.1. Vacation Program: ........................................................ 14
Section 7.2. Vacation Schedule: ....................................................... 15
Section 7.3. Vacation Cash -in Payment: .......................................... 15
ARTICLE VIII. HOLIDAY AND PERSONAL TIME..................................................................16
Section 8.1. Holiday: .......................................................................... 16
Section 8.2. Personal Time: .............................................................. 16
ARTICLE IX. LEAVE OF ABSENCE....................................................................................17
Section 9.1. Absence from Work: ..................................................... 17
Section 9.2. Sick Leave: .................................................................... 17
Section 9.3. Funeral Leave: ............................................................... 18
Section 9.4. Military Leave: ............................................................... 18
Section 9.5. Jury Duty: ...................................................................... 18
ARTICLE X. EDUCATION BENEFITS....................................................................................19
Section 10.1. Travel and Meeting Expense Allowances: ................. 19
ARTICLE XI. GRIEVANCE PROCEDURE............................................................................20
Section 11.1. Definition: .................................................................... 20
Section 11.2. Procedure for Grievance: ........................................... 20
Section 11.3. Fees and Expenses of Arbitration: ............................ 21
Section 11.4. General Rules: ............................................................. 21
Section 11.5. Notice of Union Representation: ................................ 22
Section 11.6. Definitions: .................................................................. 22
Section 11.7. Miscellaneous Grievance Provision: ......................... 22
ARTICLE XII. DISCIPLINE....................................................................................................23
Section 12.1. Procedure of Discipline: ............................................. 23
Section 12.2. Discipline and Discharge/investigations: .................. 23
Section 12.3. Written Reprimand: ..................................................... 24
Section 12.4. Purge of Personnel File: ............................................. 24
Section 12.5. Personnel File: ............................................................ 24
ARTICLE XIII. INVESTIGATIONS CONCERNING OFFICERS................................................25
Section 13.1. Right to Investigate: .................................................... 25
Section 13.2. Right to Representation: ............................................. 25
Section 13.3. Review of Recorded Media: ....................................... 25
ARTICLE XIV. MEDICAL AND LIFE INSURANCE.................................................................26
Section 14.1. Medical Insurance: ...................................................... 26
Section 14.2. Life Insurance: ............................................................. 29
Section 14.3. Continuation of Benefit: .............................................. 29
Section 14.4. Retiree Health Insurance Program: ............................ 30
Section 14.5 Retiree Health Savings Plan........................................30
Section: 14.6 Retiree Health Savings Plan — Annual Contribution .30
Section: 14.7 Personal Physical Fitness Testing ............................30
Section 14.8 Section 125/Flex Plan Participation ............................31
ARTICLE XV. DRUG AND ALCOHOL TESTING..................................................................32
Section 15.1 Drug and Alcohol Testing............................................32
Section 15.2 Drug and Alcohol Testing Following an Officer
InvolvedShooting..............................................................................32
ARTICLE XVI. DISABILITY AND RETIREMENT BENEFITS................................................34
Section 16.1. Employee Disability: ................................................... 34
ARTICLE XVII. UNIFORM BENEFITS....................................................................................35
Section 17.1. Benefits: ....................................................................... 35
Section 17.2. Protective Vests..........................................................36
ARTICLE XVIII. OFF DUTY EMPLOYMENT..........................................................................37
Section 18.1. Employment Outside Department: ............................. 37
ARTICLE XIX. SENIORITY...................................................................................................38
Section 19.1. Seniority: ..................................................................... 38
Section 19.2. Probationary Terms....................................................38
Section 19.3. Maintenance of Seniority List: .................................... 38
ARTICLE XX. BOARD OF FIRE AND POLICE COMMISSIONERS.....................................39
Section 20.1. Board of Fire and Police Commissioners: ................. 39
ARTICLE XXI. MATERNITY/PATERNITY/REASONABLE ACCOMODATION ....................40
Section 21.1. Maternity/Paternity/Reasonable Accommodation: ... 40
ARTICLE XXII. FAMILY MEDICAL LEAVE ACT..................................................................41
Section 22.1. Family Medical Leave(FMLA):...................................41
ARTICLE XXIII. SAVINGS CLAUSE.......................................................................................42
Section 23.1. Savings Clause: .......................................................... 42
ARTICLE XXIV. ENTIRE AGREEMENT...............................................................................43
Section 24.1. Entire Agreement: ....................................................... 43
ARTICLE XXV. TERMINATION..............................................................................................44
Section 25.1. Termination: ................................................................ 44
APPENDIXA.........................................................................................................................45
Salary Schedule 2020-2022...............................................................45
LongevityPay....................................................................................45
SpecialtyPay......................................................................................46
C. P.O. Pay..........................................................................................46
Police Training Officer.......................................................................46
APPENDIXB.........................................................................................................................47
Protective Vest Replacement Schedule...........................................47
APPENDIXC.........................................................................................................................49
Maximum Out of Pocket Rates — 2020-2022 .....................................49
NEGOTIATED AGREEMENT BETWEEN THE VILLAGE OF MOUNT PROSPECT
AND THE METROPOLITAN ALLIANCE OF POLICE MOUNT PROSPECT POLICE
CHAPTER #84
PREAMBLE
This Agreement entered into by the Village of Mount Prospect, Cook County, Illinois, hereinafter
referred to as the Employer, and the Metropolitan Alliance of Police Mount Prospect Police Chapter
#84, hereinafter referred to as the Chapter, to promote mutually beneficial relations between the
Employer and the Chapter, and is set forth herein the full agreement between the parties concerning
rates of pay, wages and other conditions of employment for bargaining unit members of the Village
of Mount Prospect, as defined herein below and hereinafter referred to as "Officers" or "employees",
or when the context requires a singular noun, as "Officer" or "employee."
ARTICLE I.
RECOGNITION
Section 1.1. Recognition & Representation:
The Village recognizes the Chapter as the sole and exclusive bargaining agent with respect to
wages, hours and other conditions of employment for employees classified as sworn Police Officers
below the rank of Sergeant regardless of j ob assignment.
Police Department employees with the rank of Sergeant and above are not part of the
bargaining unit which includes Police Officers nor are they covered by the terms of this Agreement.
If, by operation of law, rule or regulation, Sergeants and above are required to be included in the
bargaining unit covered by this Agreement, such employees shall only be entitled to protection,
benefits, or other wages, hours or working conditions of this Agreement where they are specifically
named by name, rank, job title or other special identification.
Section 1.2. Fair Representation:
The Union recognizes its responsibility as bargaining agent and agrees to fairly represent all
employees in the bargaining unit.
Section 1.3. Gender:
Wherever the male gender is used in this Agreement, it shall be construed to include both
males and females equally.
Section 1.4. Chapter Officers:
For purposes of this Agreement, the term "Chapter Officers" shall refer to the Chapter's duly
elected President, Vice -President, Secretary and Treasurer.
ARTICLE II.
MANAGEMENT RIGHTS
Section 2.1. Management Rights:
It is understood that the management and the direction of the working force is vested
exclusively to the Employer except as specified in the other Articles of this Agreement. It is the
Employer's right to hire, demote, suspend or discharge; layoff, promote, assign or transfer employees
to any job or any work, any time or anywhere; to increase or decrease the working force; to determine
the number and size of the work shifts; to determine the number of employees assigned to any work
or any job; to determine the hours of work per day or week; to make work rules for the purpose of
efficiency, safe practices and discipline; to establish performance standards and to review employees
under these standards; to determine the equipment to be used; to make technological changes; to
determine the number and location of its operations; to move, close or liquidate its operations in whole
or in part; to separate or reassign its employees in connection with said moving, closing or liquidating;
the right to transfer; to subcontract work; to determine the duties and production standards; to combine
jobs, to eliminate classifications or work; to require overtime work; and to fill new jobs and set a wage
rate subject to negotiations over such wage rate.
The rights and powers of management mentioned in this collective bargaining agreement do
not list or limit all such powers, and the rights listed together with all other rights, powers and
prerogatives of management, not specifically ceded in this Agreement remain vested exclusively in
management.
The exercise by management of, or its waiver of, or its failure to exercise its full right of
management or decision on any matter or occasion, shall not be a precedent or be binding on
management, shall not be the subject or basis of any grievance, shall not be admissible in any
arbitration proceeding. The right of management shall not be amended or limited by any claimed or
unwritten custom, past practice or informal agreement, nor by any claim that management has
claimed, condoned or tolerated any practice or any act or acts of any employees. No practice which
has developed, either with or without the consent of the Employer, shall be considered part of this
contract unless it is in writing and included in this contract.
Nothing in this Article shall abrogate or alter any other Article of this Agreement.
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ARTICLE III.
LAYOFF
Section 3.1. Reduction In Force and Reinstatement:
The Village in its discretion shall determine when and whether a reduction in force or
reinstatement are necessary. If the Village so determines that these conditions exist, employees
covered by this Agreement will be reduced or reinstated in accordance with their length of service
with the Village as provided in Illinois Compiled Statutes, 65 ILLS 5/10-2.1-18. All affected Officers
shall receive notice in writing of the layoff at least fifteen (15) calendar days in advance of the
effective date of such layoffs.
ARTICLE IV.
NO STRIKE CLAUSE
Section 4.1. No Strike Clause:
Neither the Chapter nor any officers, agents or employees will instigate, promote, sponsor,
engage in or condone any strike, sympathy strike, secondary boycott, slowdown, speed-up, sit-down,
concerted stoppage of work, concerted refusal to perform overtime, concerted, abnormal and
unapproved enforcement procedures or policies or work to the rule situation, mass resignations, mass
absenteeism, or picketing which in any way results in the interruption or disruption of the operations
of the Village, regardless of the reason for so doing. Each employee who holds the position of officer
or steward of the Chapter occupies a position of special trust and responsibility in maintaining and
bringing about compliance with the provisions of this Article. In addition, in the event of a violation
of this Section of this Article, the Chapter agrees to inform its members of their obligations under this
Agreement and to direct them to return to work.
Section 4.2_ Nn Lockn»t:
The Village will not lock out any employees during the term of this Agreement as a result of
a labor dispute with the Chapter.
Section 4.3. Judicial Restraint:
Nothing contained herein shall preclude the Village or the Chapter from obtaining judicial
restraint and damages in the event the other party violates this Article.
Section 4.4. Discipline of Strikers:
Any officer who violates the provisions of Section 4.1 of this Article shall be subject to
disciplinary action and statutory penalties. Any action taken by the Employer against any officer who
participates in any action prohibited by Section 4.1 above shall not be considered as a violation of this
Agreement and shall not be subject to the provisions of the grievance procedure.
ARTICLE V.
COMPENSATION AND HOURS OF WORK
Section 5.1. Compensation:
Compensation of the Police Officers covered by this Agreement of the Village of Mount
Prospect shall be paid according to Appendix A attached hereto and by reference incorporated herein.
Said compensation shall include base pay, longevity pay and special assignment incentive pay. Said
compensation shall be effective January 1, 2020 and any and all retroactive pay shall be distributed
to the Officers in a lump sum on or before 30 days after the date of execution of this agreement. The
retroactive pay lump sum is less any deductions (i.e. health insurance) applicable per the collective
bargaining agreement.
Section 5.2 Duty Shifts and Patrol Work Schedule
Day and Afternoon Shift Work Day: An Officer's duty shift is an eight (8) hour
scheduled period of time preceded by a fifteen (15) minute roll call briefing. Each Officer shall
take a paid thirty (30) minute break each duty shift whether or not the period is used for food
consumption. An Officer who completes a full shift will be credited with eight (8) hours of "time
worked" for purposes of calculating premium overtime as required under the Fair Labor Standards
Act. If an Officer works a double shift, said Officer will be compensated a full eight (8) hours if
he/she works the entire second shift. An Officer called in to work a short shift will be compensated
for a full eight (8) hours if the entire shift is worked.
For purposes of calculating the accrual and use of paid time off the parties agree each day
shall consist of eight (8) hours, in keeping with the previous conduct of the parties, (i.e. vacation,
personal, time due, sick time of any other authorized and paid time off).
Midnight Shift Work Day: An Officer's duty shift is a nine (9) hour scheduled period of
time including a fifteen (15) minute roll call briefing. Each Officer shall take a paid thirty (30)
minute break each duty shift whether or not the period is used for food consumption. An Officer
who completes a full shift will be credited with eight (8) hours of "time worked" for purposes of
calculating premium overtime as required under the Fair Labor Standards Act. If an Officer works
a double shift, said Officer will be compensated for all hours worked after the termination of the
nine (9) hours shift if he/she works the entire second shift. An Officer called in to work a short
midnight shift (as defined in Section 5.4) will be compensated for a full (9) hours worked if the
entire shift is worked.
For purposes of calculating the accrual and use of paid time off the parties agree each day
shall consist of eight (8) hours, in keeping with the previous conduct of the parties, (i.e. vacation,
personal, time due, sick time of any other authorized and paid time off).
m
Annual Shift Assignments: Officers will be assigned to shifts on an annual basis
according to the following procedure:
a. The Chief of Police or his designee will assign officers to rotating shifts for their
first two years from date of hire. Absences beyond thirty (30) cumulative calendar
days caused by leaves such as military deployments, illness, injuries including duty
related, will extend the rotational period for the period absent. The Parties further
agree that after the two year rotation is completed those employees will be allowed
to bid their shift assignment at the next scheduled annual bid until that time shift
assignments will be based on seniority. It is also agreed that the Chief of Police has
the authority to shorten the two year rotational at times for operational necessity.
b. On or about October 15th of each year the Police Chief or his designee may assign
up to three (3)non-probationary officers to shifts in the coming year without regard
to their seniority. The Chief of Police or his designee will provide these officers
with a written explanation for their assignments.
C. The Chief of Police or his designee will make the annual shift assignments for
officers not included in a. orb. above by seniority and shift assignment preference
(as reflected on the annual shift bid sheets). The Chief of Police or his designee will
deviate from this procedure when necessary to balance specialties among the patrol
shifts, and will utilize seniority and preference when balancing specialties.
Patrol Section Day and Afternoon Shifts Work Schedules: The parties to this collective
bargaining agreement agree that the Village shall maintain the current "5/2 - 5/3" work schedule
for all Officers assigned to the Day and Afternoon Shifts in the Patrol Section of the Mount
Prospect Police Department. Pursuant to this schedule, Officers shall work five (5) days on —three
(3) days off —five (5) days on —two (2) days off, with the Officers' days off rotating
through the schedule.
As part of the Patrol Section Day and Afternoon Shift work schedules, the Chapter agrees
that all affected Officers shall provide forty (40) "payback hours" each year. At the affected
Officer's payback hours may be paid back by participating in the following activities:
• Attending off -hours training assignments,
• Working overtime details,
• Attending court, or
• Working additional duty hours when the payback hours are completed by
mutual agreement of the Officer and the Chief of Police or his designee.
An Officer will receive a two (2) hour minimum payback for off -hours training completed
on duty days and a four (4) hour minimum payback for training completed on an Officer's regular
day off. Routine weapons qualifications sessions will be considered training for purposes of
receiving these payback minimums.
7
The use of call-in time or court time as payback shall include the minimum hours
requirements set forth in this agreement.
Payback hours will be completed on a one-for-one basis, regardless of the rate of pay. The
Officer and the department shall endeavor to schedule payback hours to be completed as efficiently
as possible in activities that accomplish legitimate department purposes. Should an Officer not
complete payback hours as set forth in the schedule above, he/she shall forfeit accrued leave time
to make up any difference, in the following order; time due (calculated at straight time, hour -for -
hour), personal, or vacation or shall be ordered to work additional duty shift hours (calculated at
straight time, hour -for -hour).
Patrol Section Midnight Shift Work Schedule: The parties to this collective bargaining
agreement agree to a "5/3" work schedule for all Officers assigned to the Midnight Shift in the
Patrol Section of the Mount Prospect Police Department. Pursuant to this schedule, Officers shall
work five (5) days on shift followed by three (3) days off with the Officers days off rotating through
the schedule. The workday will be nine (9) hours. The Village agrees Officers working this
schedule will not be required to provide "payback hours."
Shift Assignment Grievance Limitations: The only officers who can file grievances to
dispute the Chief's shift assignments pursuant to section (b) above will be the three (3) officers
assigned pursuant to the October 15th criteria listed in section b. In these cases, the grievants have
the responsibility of proving the Chief of Police or his designee made the assignments other than
for reasons of realizing a department goal or objective or for a legitimate operational concern of
management. These grievances, and these grievances alone, shall be settled according to the
following "expedited" grievance procedure:
1. The affected individuals shall file grievances alleging inappropriate shift assignments
no later than seven (7) business days following said assignment.
2. The Employer shall issue a written response no later than seven (7) business days
following receipt of the grievance.
3. In the event the Parties are unable to reach a resolution within seven (7) business days
of the Union receiving the Employer's response the Parties agree that an arbitrator will
be selected pursuant to Article XI, Section 11.2 at Step Four, and a hearing date set
within twenty-one (2 1) days and that the selected arbitrator will be required to issue an award
within fourteen (14) days of the completion of the hearing.
Section 5.3. Call Back:
Any Officer covered by this Agreement who is called back to work on an assignment which
does not continuously follow an Officer's regularly scheduled working hours shall be compensated a
minimum of two (2) hours for each call back from the time when the Officer receives notice to return
to work or the actual time worked, whichever amount is greater.
In the event that an employee is off duty and is called back to duty, said employee shall be
paid at the hourly rate of one and one-half (1 1/2) time the employee's regular hourly rate of pay, and
shall be paid a minimum of two (2) hours compensation. There shall be no pyramiding in calculating
premium pay.
Section 5.4. Overtime:
Consistent with Section 5.2 above, each Officer covered by this Agreement shall be
compensated for all hours worked in excess the Officer's scheduled shift per work day at the rate of
time and one-half (1 1/2) the regular hourly rate of pay. Overtime is paid in quarter (1/4) hour
increments with seven (7) minutes being rounded down and eight (8) minutes rounded up. For
purposes of this Section, every Officer covered by this Agreement shall begin to earn overtime pay
after working in excess of 7.5 minutes after the end of his/her shift.
When overtime assignments for full "SHORT SHIFTS" (defined as a full duty shift which is
below minimum manpower standards and requires the continuation of an on -duty Police Officer
covered by this Agreement) are not filled on a voluntary basis and it becomes necessary to order an
Officer to work, the Officer shall be chosen by reverse seniority. Provided, however, no Officer,
regardless of whether they are forced or volunteer to work for the full duty shift, shall be ordered to
work more than one (1) shift holdover within three (3) consecutive calendar days unless the Officer
agrees to do so. It is also agreed that the Chief of Police or his designee may deviate from these
standards when they believe unusual circumstances exist or particularly qualified Officers are
necessary.
Section 5.5. Hours Worked:
"Hours worked" for purposes of calculating overtime or any other benefit shall include all
hours actually worked and any paid leave of absence which shall include but shall not be limited to
Sick Leave, Vacation Leave, Holiday Leave, Compensatory Time Off and any other authorized paid
time off.
Elective medical procedures that would require sick leave off due during key recognized
holiday periods of Fourth of July, Thanksgiving, Christmas, and New Years will not be granted unless
sufficient manpower is available to cover these periods.
Section 5.6. Court Time:
Employees shall receive time and one-half (1 1/2) for all Court time, and shall be paid for a
minimum of three (3) hours per Court call; once in the morning and once in the afternoon if so
scheduled. An Officer assigned to a specific Court call that continues on into another scheduled Court
call will be paid at the time and one-half (1 1/2) rate for actual time in Court but shall not be entitled
to an additional three (3) hour minimum. If a morning Court is continued to the afternoon call for a
lunch break, the Officer will be paid overtime through the lunch break until completion of the original
call. If a morning case is reassigned to the afternoon call by the Judge, a second three (3) hours
minimum will be paid.
9
Officers working the day shift who are in Court when, and after, their shift ends shall
receive overtime and not a three (3) hour minimum.
Midnight shift officers attending court will receive the three (3) hour minimum court time
benefit unless they are required to return to responsibilities connected to his/her duty shift
responsibilities, afternoon shift officers attending court will receive the three (3) hour minimum
court time benefit.
Officers reporting to a Court location other than the location normally assigned, shall have
paid time computed when they sign out at the police headquarters if they are using a Village
provided vehicle; further they shall be eligible for necessary and reasonable out -of pocket expenses
(i.e. parking, mileage) to travel to such different courts (e.g., Chicago). It is understood the Rolling
Meadows Court is deemed a normal assignment. At remote court locations, overtime starts at sign
in, just as at the Rolling Meadows court location, unless a Village provided vehicle was utilized
by the affected Officer.
Section 5.7 Special Assignments:
Special assignments shall be compensated at the rate of $45 per hour effective on the date of
ratification of this Agreement. Any change in payment amount will be applied at the time of the actual
work performed. Special assignments shall be equalized. The Village agrees that should it decide to
charge an administrative fee in connection with these special assignments said fee shall be reasonable.
Section 5.8 Travel Time Compensation:
As to travel time, the Village agrees to compensate members for travel required by the
department, which shall require travel to a point in excess of 150 miles from Mount Prospect (to
include Champaign, Urbana) or those instances where the member is required to remain away
overnight.
Section 5.9 Time-Due/Compensatory Time:
Employees may opt to have overtime and/or Court time placed on the individual Time Due
Records at the rate of time and one-half (1 1/2) in lieu of monetary payment on the payroll check.
Exception: Outside details in which the Village is receiving reimbursement at a flat rate or actual time
and one-half (1 1/2) rate must be taken by the individual as monetary compensation on the payroll
check.
The Department will allow a maximum of forty (40) hours to be carried over to the next
calendar year without loss. Officers with an excess of forty (40) hours on the Time Due Book as of
November 15 each year, will receive cash -in payment, such payment shall be included in the officer's
last payroll in December. Shift Supervisors will take the steps necessary to ensure adequate
manpower for their shift prior to approving time due.
10
Section 5.10. Exchan2inj! Shift Assignments:
Officers requesting to switch days off or switch duty tours with other Officers must submit
written requests at least forty eight (48) hours in advance of the first scheduled change, absent
emergency conditions. Emergency switches must carry the authorization of the Chief of Police or
Deputy Chief or his designee. Switches must carry the approval of the supervisors of all shifts affected
by the change. The requests shall not be honored if granting such a request would adversely affect
police department operations.
Section 5.11. Meetings:
Any Officer required to be at a mandatory meeting which immediately proceeds or follows
his regularly assigned duty shift shall be compensated for a minimum of two (2) hours at time and
one-half the Officer's hourly rate of pay. Any Officer covered by this Agreement required to be at a
mandatory meeting on his/her day off shall be compensated for a minimum of two (2) hours at time
and 1/2 the Officer's hourly rate of pay or four (4) hours straight time due. Said compensation payment
to be at the Officer's discretion.
Section 5.12. Work Breaks:
Breaks may be taken at the discretion of the Supervisor. The Supervisor shall ensure that
adequate coverage exists at all times during break periods. The Break period is considered on -duty
time and personnel are considered to be available for any assignment during any break period,
including all routine calls within their beat.
11
ARTICLE VI.
UNION SECURITY AND DUES CHECK -OFF
Section 6.1. Dues Deductions:
Upon receipt of proper written authorization from an employee, the Employer shall deduct
each month's Chapter dues in the amount certified by the Treasurer of the Chapter from the pay of all
Officers covered by this Agreement who, in writing, authorize such deductions. Said funds shall then
be submitted to the Metropolitan Alliance of Police at the end of each month.
Section 6.2. Indemnity:
The Chapter hereby indemnifies and agrees to hold the Employer harmless against any and
all claims, demands, suits or other forms of liability that may arise out of or by reason of, any action
taken or not taken by the Employer for the purpose of complying with the provisions of this Article,
and shall reimburse the Village for all legal costs that shall arise out of, or by reason of action, taken
or not taken by the Village in compliance with the provisions of this Article, unless such action is
initiated or prosecuted by the Village, except for purposes on enforcing this section.
Section 6.3 Bulletin Boards:
The Village shall provide the Chapter with designated space on available bulletin board(s),
upon which the Chapter may post its official notices.
Section 6.4 Labor -Management Meetings:
The Chapter and the Employer agree that, in the interest of efficient management and
harmonious employee relations, meetings will be held if mutually agreed between Chapter
representatives and responsible administrative representatives of the Employer. Such meetings may
be requested by either party at least seven (7) days in advance by placing in writing a request to the
12
other for a "labor-management conference" and expressly providing the specific agenda for such
conference. Such conferences, times 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; and
It is expressly understood and agreed that such conferences shall be exclusive of the grievance
procedure. Specific grievances being processed under the grievance procedure shall not be considered
at "labor-management conferences," nor shall negotiations for the purpose of altering any or all of the
terms of this Agreement be carried on at such conferences.
Attendance at labor-management conferences shall be voluntary on the employee's part.
Attendance at such conferences shall not interfere with required duty time and attendance, if during
duty time, is permitted only upon prior approval of the employee's supervisor. The Village in its sole
discretion shall determine its representatives at such meetings.
13
ARTICLE VII.
VACATION
Section 7.1. Vacation Program:
Full-time employees shall be entitled to vacation as set out below, based on continuous
service of:
Up to six (6) months service
Upon completion of Six (6) months to one (1) year
Upon completion of One (1) year to five (5) years
Upon completion of Five (5) years to six (6) years
Upon completion of Six (6) years to seven (7) years
Upon completion of Seven (7) years to ten (10) years
Upon completion of Ten (10) years to eleven (11) years
Upon completion of Eleven (11) years to twelve (12) years
Upon completion of Twelve (12) years to thirteen (13) years
Upon completion of Thirteen (13) years to eighteen (18) years
Upon completion of Eighteen (18) years to twenty(20) years
Upon completion of Twenty (20) years and up
40 hours
40 hours
80 hours
96 hours
104 hours
120 hours
13 6 hours
144 hours
152 hours
160 hours
172 hours
184 hours
For example, for an employee hired date on February 1, 2000, on February 1, 2020 the employee
will accumulate vacation time at the annual 184 hour rate.
Continuous service as utilized hereinabove shall be earned and calculated based on an
employee's starting/anniversary date and shall mean any period of employment uninterrupted by
separation. A normal full-time workday is considered to be eight (8) hours.
Vacation shall be taken during the calendar year January 1st through December 31st. A
maximum of one (1) years accrual shall be allowed to carry over from one calendar year to the next.
The Chief of Police in determining the annual vacation schedule will take into consideration
the desires of the individual employee, the interests of the Village and the needs of the Department.
In the event of conflict in employee scheduling, seniority will be considered.
Employees entitled to more than eighty (80) hours vacation time shall be entitled to take it
consecutively with the authority of the Chief of Police.
Employees shall be entitled to split their allowable vacation into a maximum of five (5) units
(a unit being a minimum of three (3) vacation days or more). Officers may use vacation time in
addition to their five (5) splits with such time to be governed under the rules of personal time use.
Such selections shall be equalized. More than two (2) employees maybe on vacation simultaneously
on a shift in question subject to the approval of the Chief of Police, which shall not be unreasonably
withheld, and further provided that any such splitting must be approved by the Shift Commander,
who shall not unreasonably withhold such approval.
14
Section 7.2. Vacation Schedule:
Regularly Scheduled Days Off (RDOs) shall not be considered part of an officer's vacation
leave for the purpose of determining the number of Officers on vacation.
Section 7.3. Vacation Cash -in Payment:
Officers who are eligible and request vacation cash -in payment, such payment shall be
included in the officer's regular payroll check with the last payroll in March and the first payroll in
September.
15
ARTICLE VIII.
HOLIDAY AND PERSONAL TIME
Section 8.1. Holiday:
Full-time employees shall receive the following holidays:
New Year's Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Thanksgiving Day
Christmas Day
In the event that an employee works on any of the above days, he shall receive hourly pay at
the rate of double time and one-half (2 1/2) hourly pay he would regularly receive for working. Any
employee working in excess his/her regular duty shift on any of the above listed holidays, shall receive
time and one-half (1 1/2) for hours worked plus one (1) hour of premium pay for every two (2) hours
in excess of eight (8) hours worked on a holiday for employee's assigned to the Patrol Section's Day
or Afternoon Shifts. Any employee working in excess his/her regular duty shift on any of the above
listed holidays, shall receive time and one-half (1 1/2) for hours worked plus one (1) hour of premium
pay for every two (2) hours in excess of nine (9) hours for employee's assigned to the Patrol Section's
Midnight Shift.
In the event an employee works less than eight (8) hours on any of the above days, he shall
receive the regular hourly pay for such hours for which he does not work, which non -working hours
shall be calculated by subtracting the total hours worked from eight (8).
In the event that an employee is not scheduled to work on a day on which a holiday falls, he
shall nevertheless receive eight (8) hours pay for the holiday in addition to his time off.
Section 8.2. Personal Time:
Each full-time employee shall earn four (4) hours per month off with pay during the calendar
year. Said time shall not be charged against vacation or sick time.
To be eligible, an employee must schedule the time and receive the approval of his/her
supervisor.
All personal time not used may be carried over to the next calendar year without loss, up to a
maximum of seventy-two (72) hours.
Officers who are eligible and request personal time cash -in payment, such payment shall be
included in the officer's regular payroll check with the last payroll in March and the last payroll in
September.
16
ARTICLE IX.
LEAVE OF ABSENCE
Section 9.1. Absence from Work:
All absences from work must be reported to the Supervisor in charge prior to assigned
working shift pursuant to department policy.
Section 9.2. Sick Leave:
Each full-time employee shall earn eight (8) hours per month paid sick leave to be used when
an Employee is physically unable to report to work. In the event that an Employee experiences a
family emergency, the Officer may utilize sick leave for the purposes of caring for the Employee's
immediate family. Employees may utilize no more than six (6) sick days per year to care for a family
member due to illness, injury, or a medical appointment. A family member is defined as a spouse,
child, stepchild, mother, father, sibling, mother-in-law, father-in-law, grandparent, or step
grandparent. The parties further agree that upon request of the Chief of Police or his designee the
employee must provide explanation or verification of family emergency, including proof that his/her
presence was necessary. These hours shall be earned on a monthly basis, so that beginning with
January of each year each employee on full-time active duty shall be credited with eight (8) hours sick
leave at the end of the month.
An individual may accumulate up to four hundred eighty (480) hours of unused sick leave.
Prior to February 1 st of each year, the Village shall calculate how many sick hours above four
hundred eighty (480) have been credited to and remain unused by any given employee as of December
31st of the previous year. If between December 31st of the previous year and the following January
15th, the employee shall have notified the Finance Department of the Village in writing of his/her
desire to continue to accumulate in one or more groups of forty-eight (48) hours above four hundred
eighty (480) that have remained unused during the previous year, such employees shall be allowed to
accumulate such additional time above and beyond four hundred eighty (480) hours to a maximum of
seven hundred sixty-eight (768) hours.
In February of each year, the Village, shall compensate the employee at the rate of fifty percent
(50%) of the time accumulated above and beyond four hundred eighty (480) hours, or such other
number of hours provided the Village has been notified such additional number to be accumulated
and not compensated for as set forth hereinabove. Payment of requested sick leave shall be included
with the last regular payroll in February.
As to questions raised concerning sick leave, employees may be required to obtain a medical
release before returning to work after being off from work for three (3) or more consecutive working
days for their personal illness. If there is a dispute about the validity of the information in the medical
release, the parties agree to follow the second and third opinion provisions of 29 CFR 825.307(b).
17
In those instances where the Village finds it necessary, based on reasonable suspicion, to
verify an illness, they will visit the home only after making a call and getting no response. They
reserve, however, the right to use other procedures to, in fact, verify the reported illness, if necessary,
but in so doing to attempt to recognize the dignity and rights of the parties involved.
Section 9.3. Funeral Leave:
The Village agrees to allow any employee up to three (3) days leave with pay in order to
attend the funeral of anyone in the immediate family or to attend to necessary related matters. Said
time off shall not be charged to an employee's accrued time off. The immediate family shall include:
father, mother, foster -father, foster -mother, step -father, step -mother, step -children, brother, sister,
step -brother, step -sister, spouse, children, grandparents, grandchildren, father-in-law, mother-in-law,
brother-in-law, sister-in-law, grandparents -in-law and includes a person who has an established civil
union with the employee pursuant to Illinois law.
Section 9.4. Military Leave:
The Village will follow the minimum requirements upon applicable Federal or State laws as
cited herein including, Illinois Serviceman's Employment Tenure Act under Illinois Compiled Statutes
330 ILLS 60/4.
Section 9.5. Jury Duty:
Police Officers are granted regular compensation for their regular work days when serving on
jury duty.
18
ARTICLE X.
EDUCATION BENEFITS
Section 10.1. Travel and Meeting Expense Allowances:
The Village, upon the Chiefs approval shall reimburse Police Officers for professional
conferences and training seminars, providing such funds are available.
Conventions, seminars, workshops, and conferences, generally of a national scope or regional
(multi -state), gathering of national groups may be attended by Officers if the gathering of national
groups is specifically related to his technical area. In all cases, specific approval by the Chief of Police
is necessary.
State-wide conventions, seminars, workshops and conferences may be attended by
Officers.
Attendees may include Police Officers who can be shown to have an interest in the gathering
which directly relates to his/her area of work with specific approval of the Chief of Police.
Any Police Officer attending any conferences, meeting, seminar or convention and being
reimbursed by the Village or on Village payroll is expected to conduct themselves in a manner as if
they were still at work. Any improper conduct will be treated as if it occurred during regular working
hours.
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ARTICLE XI.
GRIEVANCE PROCEDURE
Section 11.1. Definition:
A grievance is a difference of opinion between an employee and the Village with respect to
the meaning or application of the express terms of this Agreement excluding matters within the
jurisdiction of the Board of Fire and Police Commissioners.
Section 11.2. Procedure for Grievance:
Recognizing that it is to the benefit of all concerned to raise and settle grievances promptly, a
grievance must be raised within seven (7) days (as defined in Section 11.6) of the time the grievant
becomes aware of the facts giving rise to the grievance.
STEP ONE: The employee, with or without a Chapter representative, may take up a grievance
with the Watch Commander within seven (7) days of its occurrence. The Watch Commander shall then
attempt to adjust the matter and shall respond within seven (7) days after such discussion. If the
grievance is adjusted at Step One, the Supervisor shall notthe Chief and Chapter representative in
writing within ten (10) days thereafter the nature of the grievance and its resolution.
STEP TWO: If not adjusted in Step One, the grievance shall be reduced to writing and
presented by the Chapter to the Chief of Police within ten (10) days following the receipt of the Watch
Commander's answer in Step One. The Chief of Police shall attempt to adjust the grievance as soon
as possible, and therefore will schedule a meeting with the employee, his/her immediate Supervisor
or Watch Commander, and Chapter Representative within ten (10) days after receipt of the grievance
from the Chapter. The Chief of Police shall then render a decision, based on the supplied information
during the meeting, within ten (10) days of the meeting.
STEP THREE: If the grievance is not adjusted in Step Two, the grievance shall be submitted
to the Village Manager or his designated representative within seven (7) days of the receipt from the
Chief of Police of his response to the Step Two procedure. A meeting shall be held at a mutually
agreeable time and place and participants shall discuss the grievance and hopefully come to an
equitable solution. If a grievance is settled as a result of such meeting, the settlement shall be reduced
to writing and signed by the parties. If no settlement is reached, the Village Manager, or his
designated representative, shall give the Chapter the Employer's answer within ten (10) days following
their meeting.
STEP FOUR:
a. If the Chapter is not satisfied with the decision of the Village Manager, the Chapter may
appeal the grievance to arbitration by notifying the Village Manager in writing within
ten (10) days after receipt of the Village Manager's response in Step 4. Within ten (10) days of
receipt of such request the Chapter and/or the Village shall request a list of seven (7) arbitrators
who shall be members in good standing of the National Academy of Arbitrators from the Federal
Mediation and Conciliation Service (FMCS). Both the Village and the Chapter shall have the
right to strike three (3) names from the panel. The order of alternate striking shall be determined
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by a coin toss, with the losing party starting by striking a name first. The person remaining shall
be the arbitrator. Each party retains the right to rej ect one panel in its entirety and request that a
new panel be submitted. The arbitrator shall fix the time and place of the hearing which shall
be as soon as possible after his selection subject to the reasonable availability of Chapter and
Village representatives.
The Arbitrator shall be notified of his selection and shall be requested to set a time and
place for the hearing subject to the availability of Chapter and Village representatives.
The Village and Chapter shall have the right to request the Arbitrator to require the
presence of witnesses or documents. Both parties may retain the right to employ legal
counsel.
b. The power of the arbitrator shall be limited to the interpretation and application of the
written terms of this Agreement. In no event may the terms and provisions of the
Agreement be deleted, modified or amended by the arbitrator. He shall consider and
decide only the specific issue raised by the grievance as originally submitted in writing
to the Village, and shall have no authority to make his decision on any issue not so
submitted to him. The arbitrator shall submit in writing his decision within thirty (30)
calendar days following close of the hearing or submission of briefs by the parties,
whichever is later, unless the parties agree to an extension. In the event the arbitrator
finds a violation of the Agreement, he shall determine an appropriate remedy. The
decision of the arbitrator shall be final and binding on the parties. No decision or remedy
of the arbitrator shall be retroactive beyond the period specified in Step I of this
grievance procedure.
Section 11.3. Fees and Expenses of Arbitration:
The fee and expenses of the arbitrator and the cost of the written transcript, if requested by
both parties, shall be divided equally between the Village and the Chapter provided, however, that
each party shall fully bear the expense of preparing and presenting its own case including the costs of
witnesses and other persons (not employed by the Village) it requires to attend the arbitration. Should
only one party request a transcript, that party shall pay for the cost of the transcript.
Section 11.4. General Rules:
a. Any decision not appealed by the employee or the Chapter as provided within the time
limits specified in each step shall be considered settled on the basis of the latest decision
and shall not be subject to further appeal. Any grievance not answered within the time
limits specified in each step shall be automatically appealed to the next step. However,
time limits at each step may be extended by mutual written agreement of the Chapter and the
Village.
b. No matter or action shall be treated as a grievance unless a grievance is filed in
accordance with this Article.
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c. No grievance settlement made as a result of the grievance procedure shall contravene
the provisions of this Agreement.
Section 11.5. Notice of Union Representation:
The Chapter shall certify to the Village the names of those officers who are designated as unit
representatives. These officers shall be the only employees authorized to function as representatives
on each respective shift and division.
Section 11.6. Definitions:
Days, as referred to in this Article, shall mean Monday through Friday, excluding holidays
and weekends.
Section 11.7. Miscellaneous Grievance Provision:
All grievances shall set forth the specific grievance and contract provisions involved as well
as the relief sought. All meetings shall take place in a manner which does not interfere with Village
operations. Neither the grievant nor his representative shall be entitled to any overtime payments for
time spent in processing or investigating a grievance.
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ARTICLE XII.
DISCIPLINE
Section 12.1. Procedure of Discipline:
If the Village has reason to discipline an employee, it will take into consideration methods to
do so which would not unduly embarrass the employee before other fellow employees or members
of the public.
Section 12.2. Discipline and Discharge/Investigations:
Disciplinary actions instituted by the Village shall be for reasons based upon an employee's
failure to fulfill his/her responsibilities as an employee. Where the Village believes just cause
exists to institute disciplinary action it shall have the option, consistent with the principles of timely
progressive discipline imposed for the purpose of encouraging corrective employee action, to
assess an appropriate penalty which include the following penalties:
Oral Reprimand;
Written Reprimand;
Suspension; or
Termination.
Any disciplinary action or measure other than an oral and written reprimand imposed
upon an employee shall be subject to review and appeal as provided for in this Agreement. An
oral and written reprimand shall not be subject to arbitration or to review by the Board of Fire
and Police Commissioners. However, an employee is entitled to write a response to any oral or
written reprimand and that response will be attached to the corresponding discipline. The Union
shall have the right to file grievances concerning discipline covering suspension without pay,
and/or termination, or an employee may choose the hearing process by the Board of Fire and
Police Commissioners. Filing of a grievance shall act as a waiver by the employee involved of
the right to challenge the same matter before the Board of Fire and Police Commissioners. A
form containing such specific waiver shall be executed by the employee prior to filing a
grievance. Seeking review by the Board of Fire and Police Commissioners shall act as a waiver
by the Union and employee involved of the right to challenge the same matter in the grievance
process.
Nothing in the article, however, shall be construed in such a manner as to make the reprimand,
suspension or discharge of a probationary officer the subj ect of a hearing before the Board of Fire and
Police Commissioners, or part of the Grievance Procedure.
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Section 12.3. Written Reprimand:
In cases of written reprimand, notation of such reprimand shall become a part of the
employee's personnel file and a copy given to the employee.
Section 12.4. Purge of Personnel File:
Any written reprimand shall be removed from the employee's record, if, from the date of the
last reprimand, eighteen (18) months have passed from the date of the incident resulting in the written
reprimand sought to be purged without the employee receiving any additional reprimands or
disciplines. The parties agree that the removal of reprimand shall be on the written notice of the
affected employee. Not withstanding the above, record of such discipline may be introduced when
relevant at a disciplinary proceeding before the Board of Fire and Police Commissioners or arbitrator,
whichever is applicable.
Section 12.5. Personnel File:
The Village agrees to abide by the lawful requirements of the "Personnel Record Review
Act," contained in Illinois Compiled Statutes, 820 ILCS 40/1.
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ARTICLE XIII.
INVESTIGATIONS CONCERNING OFFICERS
Section 13.1. Right to Investigate:
The Village agrees to abide by the lawful requirements of the Illinois Compiled Statutes 50
ILCS 725/1.
Section 13.2. Right to Representation:
Any Officer interviewed regarding any matter which may result in discipline against the
Officer shall be entitled to representation by either a Union representative or Union attorney.
Section 13.3. Review of Recorded Media:
Prior to the imposition of disciplinary action, the Union will be provided an opportunity to
review the surveillance (e.g. video, photos, audio, or other recorded medium) relevant to the
discipline if the surveillance evidence is both: (i) in the possession or control of the Employer and
(ii) relied on by the Employer in making the discipline decision at issue.
25
ARTICLE XIV.
MEDICAL AND LIFE INSURANCE
Section 14.1. Medical Insurance:
The Village agrees to maintain in full force and effect for the life of this Agreement, a health
insurance benefits program for full-time employees.
The Village shall continue to make health insurance benefits available to full time police
officers and their dependents. The Village reserves the right to change group health and
hospitalization insurance coverage as long as coverage is substantially similar to coverage
available prior to the signing of this Agreement. Included in the above, the Village reserves the
right to maintain or institute cost containment measures relative to insurance coverage, change
insurance carriers, plans or benefit levels, as long as the new basic coverage and basic benefits are
substantially similar. During the term of this Agreement, employees may elect appropriate
coverage in one of the health plans offered by the enrollment period established by the Village.
The amount of an employee's applicable monthly medical insurance premium contribution during
the term of this Agreement shall not exceed the amount of the applicable monthly insurance
premium required of other regular full-time non -represented Village employees.
Each employee, upon becoming eligible for the above coverage, shall receive a policy and
descriptive literature describing the health insurance benefits and the procedures for utilizing them.
Employee's contribution towards the insurance benefits program shall be as follows:
Effective January 1, 2020:
MonthlyPremiums
Coverage Type/Co-Pay Type
PPO Plan 1
HMO Plan 1
PPO Plan 2
HMO Plan 2
Single
$160.65
$145.35
$141.21
$127.77
Single Discount (10%)*
$144.59
$130.82
$127.09
$114.99
Single +1
$289.80
$262.20
$257.25
$232.75
Single +1 Discount (20%)*
$231.84
$209.76
$205.80
$186.20
Family
$352.80
$317.52
$310.11
$280.57
Family Discount (30%)*
$246.96
$222.26
$217.08
$196.40
Doctor Co -pay
$25.00
$25.00
$25.00
$25.00
Specialist Doctor Co -pay
$40.00
$50.00
$40.00
$50.00
Emergency Room Visit Co -Pay
$75.00
$75.00
$75.00
$100.00
*Discount rate available for eligible employees who satisfy the conditions of participating in the
wellness program. See Wellness Participation Rewards section below.
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Effective January 1, 2021:
MonthlyPremiums
Coverage Type/Co-Pay Type
PPO Plan 1
HMO Plan 1
PPO Plan 2
HMO Plan 2
Single
$168.68
$145.35
$148.28
$127.77
Single Discount (10%)*
$151.81
$130.82
$133.45
$114.99
Single +1
$304.29
$262.20
$270.11
$232.75
Single +1 Discount (20%)*
$243.43
$209.76
$216.09
$186.20
Family
$370.44
$317.52
$325.61
$294.60
Family Discount (30%)*
$259.31
$222.26
$227.93
$206.22
Doctor Co -pay
$25.00
$25.00
$25.00
$25.00
Specialist Doctor Co -pay
$40.00
$50.00
$40.00
$50.00
Emergency Room Visit Co -Pay
$75.00
$75.00
$75.00
$100.00
*Discount rate available for eligible employees who satisfy the conditions of participating in the
wellness program. See Wellness Participation Rewards section below.
Effective January 1, 2022:
Monthly Premiums1
The monthly premiums for 2022 will not exceed rates below.
Coverage Type/Co-Pay Type
PPO Plan 1
HMO Plan 1
PPO Plan 2
HMO Plan 2
Single
$177.11
$152.62
$155.69
$134.16
Single Discount (10%)*
$159.40
$137.36
$140.12
$120.74
Single +1
$319.50
$275.32
$283.62
$244.39
Single +1 Discount (20%)*
$255.60
$220.25
$226.89
$195.51
Family
$388.96
$333.40
$341.89
$$309.33
Family Discount (30%)*
$272.27
$233.38
$239.33
$216.53
Doctor Co -pay
$25.00
$25.00
$25.00
$25.00
Specialist Doctor Co -pay
$40.00
$50.00
$40.00
$50.00
Emergency Room Visit Co -Pay
$75.00
$75.00
$75.00
$100.00
*Discount rate available for eligible employees who satisfy the conditions of participating in the
wellness program. See Wellness Participation Rewards section below.
One-half of the employee's portion of the monthly premium costs shall be deducted from employee's
pay each pay period up to twenty-four (24) times per year. The co -pay amounts for employees apply
to both the PPO/indemnity and HMO insurance programs. Employees who participate in the HMO
will receive insurance coverage as dictated by the HMO provider.
The Village of Mount Prospect shall be allowed to raise the maximum out-of-pocket expenses
for PPO Plans to the following:
2% of the employee's pensionable pay for single coverage and 4% of the employee's
pensionable pay for family coverage. The maximum out of pocket levels shall be established as
illustrated in Appendix C.
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Wellness Participation Rewards:
The Village shall offer the biometric blood draw annually and employees may participate
in the blood draw scheduled at the Village or at approved remote locations. Human Resources has
the listing of the approved remote locations, in the instances when the employee and spouse cannot
directly participate in the blood draw scheduled at the Village. Spouses must also participate in the
biometric testing and meet the criteria established below to order to qualify for the family insurance
premium discount.
Employees and spouses participating in the Village's health insurance plans must annually
complete the biometric blood draw and health risk assessment(s) to be eligible for the wellness
insurance premium discount. The biometric blood draw consists of at least a 37 -panel evaluation
(including coronary risk assessment, blood count, and chem -screen profile), blood pressure
screening, waist circumference, and height and weight measurements. The purpose of the
biometric test and health risk assessment is to alert participants at an early stage of possible health
issues and to prevent the issues from becoming catastrophic illnesses. The results are strictly
confidential.
The Village shall not have any information as to what areas any employee or spouse may be
deemed to be in an unhealthy range nor shall the Village have any knowledge of any treatment.
The information the Village will receive is only aggregate data if participants meet the healthy
range criteria.
Wellness discounts shall apply annually provided the criteria above are met. The discounts
shall be applied to monthly insurance premium charges in the following amounts:
Effective Date
(Health Insurance Plan Year)
Single
Coverage
Single +1
Coverage
Family
Coverage
1/1/2020
10%
20%
30%
1/1/2021
10%
20%
30%
1/1/2022
10%
20%
30%
If an employee has single +1 or family coverage they would not be eligible for a single
coverage discount if only the employee participated in the biometric program.
PPO Prescription Drug Card:
The prescription co -payment amounts shall be as follows:
Effective Date
Generic Prescription
Formulary Brand
Prescription
Non -Formulary
Brand Prescription
1/1/2020
$20.00
$50.00
$85.00
1/1/2021
$20.00
$50.00
$85.00
1/1/2022
$20.00
$50.00
$85.00
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HMO Prescription Drug Card:
The prescription co -payment amounts shall be as follows:
Effective Date
Generic Prescription
Formulary
Prescription
Brand Non -Formulary
Brand Prescription
1/1/2020
$20.00
$50.00
$85.00
1/1/2021
$20.00
$50.00
$85.00
1/1/2022
$20.00
$50.00
$85.00
General Prescription Drug Card Information (applicable to both PPO and HMO plans).
Mail order drug prescriptions shall be available to employees to purchase up to a 90 day
supply with the employee paying the appropriate co -pay amount that corresponds to the classification
of the prescription be it generic, non -formulary, or formulary. All mail order prescription drugs shall
be paid by the employee in an amount of two (2) times the appropriate prescription co -pay level
depending on the classification of the prescription drug ordered.
Prescription drugs that are considered Specialty drugs as determined by the prescription drug
benefits manager shall have a $350 co -payment amount. Prior to submitting a specialty drug
prescription for payment the prescription must be pre -authorized. If the prescribed drug is determined
to be a maintenance and non -elective drug the co -payments that corresponds to the classification of
the prescription be it generic, non -formulary, orformulary shall apply and not the $350 co -payment
amount.
The Employer has the discretion to select insurance carriers, provided that benefits are similar to
those benefits in effect as of execution.
Section 14.2. Life Insurance:
The Village shall supply each Officer covered by this Agreement with term life insurance
with a face amount equal to fifty thousand dollars ($50,000). Said insurance shall be at no cost to
each covered employee. If available from the life insurance provider of the Village, employees shall
have the option of purchasing up to an additional $50,000 of life insurance above the amount provided
by the Village provided the additional insurance coverage is at the employee's cost.
Section 14.3. Continuation of Benefit:
When an Officer is killed in the line of duty, the Village will pay the full premiums for the
continuance of the then current health insurance for the spouse and minor children up to the age of
eighteen (18) and shall continue to pay such premiums for a period of twenty-four months from the
Officer's date of death or until the spouse and minor children are covered under a separate health
insurance plan, unless required to provide a greater benefit under state or federal law.
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Section 14.4. Retiree Health Insurance Program:
The Village agrees to offer for purchase to all retired bargaining unit employees of the Village
of Mount Prospect Police Department, with a minimum of twenty (20) years service to the Village,
health insurance as currently provided to members covered by this Agreement. The parties agree that
should a retired employee choose to continue his/her health insurance, he/she is eligible only for the
then current benefits provided bargaining unit employees, and that retiree is also responsible for
payment of one hundred percent (100%) of the premiums for those benefits. The parties agree that
retired employees of the Village of Mount Prospect Police Department shall be subject to changes
in coverage and benefit levels as negotiated from time to time between the Employer and the
Chapter.
Section 14.5 Retiree Health Savings Plan
Upon retirement, employees who meet the eligibility requirements and have accumulated
Sick Leave must participate in the Retiree Health Savings (RHS) Plan. Eligibility for participation
is defined as an employee who retires with at least twenty (20) years of service with the Village.
Provided the employee is eligible to participate, the Village shall deposit up to four hundred
and eighty (480) hours or sixty (60) days of sick leave converted to a dollar value using the
employee's regular rate of pay into the RHS for the employee's use as defined by the regulations
outlined by the RHS administrator. If an employee has accumulated sick leave hours above the
four hundred and eighty (480) hours, but below the seven hundred and sixty-eight (768) maximum
number of sick leave hours, the Village shall deposit into the employee's RHS account fifty (50)%
of the value of the sick leave hours between four hundred and eighty (480) and seven hundred
and sixty-eight (768) calculated on the employee's regular hourly rate of pay.
If an employee leaves the Village's employment, and does not meet the eligibility
requirement for converting sick leave into the RHS, accumulated sick leave hours shall not be paid
out at time of termination of employment for any reason.
Section: 14.6 Retiree Health Savings Plan — Annual Contribution
Effective 1/1/2021, employees shall contribute forty-eight (48) hours of accumulated sick
leave which shall be converted to a cash equivalent of twenty-four (24) hours annually into a
Retiree Health Savings (RHS) account. If the employee does not have a minimum of four hundred
eighty (480) hours of accumulated sick leave available for contribution into the RHS account, the
contribution will not be made for the calendar year.
Section: 14.7 Personal Physical Fitness Testing
The Mount Prospect Police Department will conduct bi-annual voluntary physical fitness
testing. This testing will be based on the Cooper Model, also known as the POWER Test, as used by
the State of Illinois basic training academies. Employees who meet or exceed the Cooper Fitness
Standards shall receive aone-time eight (8) hour bonus per calendar year at their straight time pay
rate as an incentive. No employee shall be subject to disciplinary action for failing to meet the
30
standards or goals of the physical fitness program described herein.
If necessary, an Officer may participate in two bi-annual voluntary physical fitness tests per year, and
if otherwise would be off duty, the officer shall be compensated at a minimum of two (2) hours at
their straight time pay rate, or for the actual hours in attendance, whichever is greater. The maximum
payout of straight time awarded in any calendar year will be eight (8) hours.
Section 14.8 Section 125/Flex Plan Participation
The Village shall maintain a Flexible Compensation Plan whereby employees will be able
to defer pre-tax earnings into individual spending accounts to be used for un -reimbursed medical
expenses, dependent care costs up to a specified limit, and additional life insurance (provided such
is applicable under IRS regulations). Employees shall elect to participate in the program annually
and within thirty-one (3 1) days of hire for new employees.
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ARTICLE XV.
DRUG AND ALCOHOL TESTING
Section 15.1 Drub and Alcohol Testing
The Village may require employees to submit to a urinalysis test and/or other appropriate drug
and/or alcohol testing at a time and place designated by the Village when the Police Chief (or
designee) believes there is sufficient cause for such testing, defined for purposes of this section as
"reasonable suspicion". The primary basis of the "reasonable suspicion" shall be verbally
identified prior to the employee's submission to the test and will be documented in writing
generally within 24 hours thereafter.
The Village also may require employees to participate in random drug testing, provided that any
such program shall be administered by a vendor who conducts U.S. Department of Transportation
testing (i.e. the type of testing outlined in 49 CFR, Part 40). If random testing procedures are
implemented, up to fifty -percent (50%) of the employees in the bargaining unit are tested during
each calendar year.
Prohibition. Use, sale, purchase, delivery, or possession of illegal drugs including cannabis
or cannabis -infused substances at any time and at any place, whether on or off the job; abuse of
prescribed drugs; failure to report to the Chief or his designee any known adverse side effects of
medication or prescription drug the employee is taking that is reasonably expected to affect the
employee's performance; consumption or possession of alcohol while on duty; or being impaired by
or under the influence of alcohol while on duty is prohibited. Officers who consume or possess
prohibited substances as part of their legitimate work duties, which have been approved and directed
by the Chief of Police (or designee) will not be subj ect to discipline for that reason alone.
Assistance. Officers who believe they may have a problem with the use or abuse of drugs
and/or alcohol are encouraged to seek assistance or a reasonable accommodation and without fear of
retaliation. It is understood an after the fact request for assistance will not excuse a prior policy, CBA
provision and/or SOP violation.
Violations. A policy violation or positive test result will be just cause for disciplinary action,
including dismissal if warranted by the facts involved.
Section 15.2 Drug and Alcohol Testing Following an Officer Involved Shooting
Pursuant to the Illinois Police and Community Relations Improvement Act, drug and alcohol
testing also will be required (even in the absence of reasonable suspicion) and completed as soon
as practical (but no later than the end of the shift) following an officer involved shooting incident
that results in death or injury to a person.
The Union agrees its members shall be required to abide by the Employer's General Order that is
in effect at the time of ratification of this CBA regarding "Reporting and Investigation of Incidents
Involving Subject Resistance and Officer Use of Force" and all other provisions of this Article 15
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of the CBA (collectively the "D/A Policy"). This Section 15.2 and the D/A Policy will be construed
in a manner that satisfies Public Act 100-389 (the "Act") and any other law that applies.
Pursuant to the Act, an officer is considered "involved in" a shooting when the officer discharged
a firearm thereby causing injury or death to a person or persons. If multiple officers discharge their
firearms, and it is unclear whose bullet struck the person or persons, then all officers who
discharged their firearm in the direction of the subject shall be required to submit to drug and
alcohol testing. By contrast, the phrase "involved in" does not include officers who did not
discharge their weapon, even if they were providing other forms of support and assistance during
the call. Nor does the term "involved in" include officers who discharge their weapons when it is
undeniably clear their projectiles did not actually strike any person or persons.
The parties agree any drug or alcohol test required pursuant to the D/A Policy shall be considered
a compelled, non -voluntary drug or alcohol test under threat of disciplinary action. Such OIS
testing shall only be done by urinalysis or breathalyzer. Blood testing will not occur for an OIS
required test under this Section 15.2 unless compelled by law. This does not limit the Employer's
right to obtain test results via other available legal processes. The samples, testing, and results shall
only be used for internal administrative purposes, including disciplinary action when appropriate
and as required by law. Except as necessary to enforce the D/A Policy or when required by law
(e.g. subpoena or warrant), the Employer will not share any test samples or results of testing with
any entity or person.
33
ARTICLE XVI.
DISABILITY AND RETIREMENT BENEFITS
Section 16.1. Employee Disability:
Any employee injured on the job shall continue to receive his/her regular salary for up to
one (1) year, without charge to his/her sick leave days. Employees shall sign and deliver any Workers'
Compensation or similar payments to the Village while receiving the salary continuation benefits of
this Article.
At such time as the Village feels an employee is permanently disabled, the Village may refer
the matter to the Board of Fire and Police Commissioners or a designated arbitrator depending on
which party retains authority for such determinations.
34
ARTICLE XVII.
UNIFORM BENEFITS
Section 17.1. Benefits:
The Village agrees to provide each employee with a uniform allowance as follows:
$650 shall be provided to the employee on their first regular payroll check in June each
effective year of this agreement.
The Village will determine the style and make of the prescribed uniform and equipment.
To the extent that uniforms and equipment, in the opinion of the Village, become
unserviceable in the line of duty, other than from normal wear and tear, the Village will replace the
item without any charge against the uniform allowance.
The parties agree that a newly hired Officer shall be allowed to receive his/her first two (2)
years' uniform benefit upon hire for the purpose of purchasing his/her initial equipment. Thatbenefit
shall be an amount equal to two (2) years of the current uniform allowance provided that the officer
will not receive a uniform allowance in the second year of their employment once the employee
received the initial uniform allowance or the cost to buy uniforms and equipment, whichever is lower.
Should the Officer work for the Village of Mount Prospect for less than two (2) years, he shall be
responsible to reimburse the Village of Mount Prospect on a prorated basis, for the remaining full
months of the two (2) year period. Should a new Officer elect to receive the first two (2) years
accelerated uniform benefit, he shall not receive any benefit until he commences the third year of
employment with the Mount Prospect Police Department.
The employee shall be required to stand inspection and perform his job in the uniform
prescribed with the equipment specified. Plainclothes Officers will stand inspection in the uniform
prescribed at the time they went on plainclothes detail. If the uniform is changed, the Village shall
buy the first issue (which shall not exceed one), unless the Village allows a twelve (12) month period
between notice and mandatory effective date in which case the employee shall bear the expense of
the change.
Guns and leather shall be treated specially. If the Village specifies a new gun or leather for
the future and specifies an effective date, it must bear the cost. If, however, no date is established, all
new employees shall buy the prescribed equipment and any employee buying a replacement gun or
leather shall buy the prescribed items.
If an employee terminates employment within six (6) months of receipt of his or her uniform
allowance payments, the employee shall reimburse the Village on a prorated monthly basis for the
remaining full months of the fiscal year.
35
Section 17.2. Protective Vests
The Employer agrees that it will replace protective vests for participating Officers on an as -
needed basis using a five (5) year schedule based on the dates reflected in Appendix "B" attached
hereto and incorporated herein. The parties further agree that if the Village purchases a protective vest
for an Officer covered by this Agreement, then that Officer agrees that he/she shall wear that
protective vest as part of his/her everyday uniform unless the affected Officer receives a written
exception from the Chief or his designee.
36
ARTICLE XVIII.
OFF DUTY EMPLOYMENT
Section 18.1. Employment Outside Department:
The Parties agree that the current restrictions placed on outside employment shall remain in
full force and effect during the term of this Agreement, as provided for in Department policy ADM -
104.
37
ARTICLE XIX.
SENIORITY
Section 19.1. Seniority:
The parties agree that they shall abide by the seniority rules as outlined under applicable
Illinois law as amended.
Section 19.2. Probationary Terms
Each police appointee shall be on probationary status from the date the appointee begins
employment with the Police Department as a Police Officer and continue for a period of two (2)
years from date of hire.
Management agrees to provide probationary Officers with monthly written performance
evaluations the first year of service and bi-monthly written performance evaluations until their
probation is successfully completed throughout the second year. The Chief of Police may extend an
Officers probation period for a maximum of three (3) months due to performance or aptitude concerns.
The probationary term shall exclude periods of military leave, injury or illness leaves, including
duty related leave in excess of thirty (30) cumulative calendar days.
Section 19.3. Maintenance of Seniority List:
A current and up-to-date seniority list showing the names and length of service of each Police
Officer shall be maintained for inspection by members and shall be updated on a semi-annual basis
and shall be utilized in assisting the assignments of shifts pursuant to Section 5.2 of this agreement.
38
ARTICLE XX.
BOARD OF FIRE AND POLICE COMMISSIONERS
Section 20.1. Board of Fire and Police Commissioners:
The parties recognize that the Village of Mount Prospect Board of Fire and Police
Commissioners has certain statutory authority over employees covered by this Agreement, including
but not limited to the right to make, alter and enforce rules and regulations and impose disciplinary
sanctions. Nothing in this Agreement is intended in any way to replace and diminish any such
authority provided the Board of Fire and Police Commissioners is a duly authorized board by the
Village.
39
ARTICLE XXI.
MATERNITY/PATERNITY/REASONABLE ACCOMODATION
Section 21.1. Maternity/Paternity/Reasonable Accommodation:
Employees who are pregnant or have a disability related to pregnancy, childbirth and/or
common medical conditions related to pregnancy or childbirth are entitled to time off and other
common medical conditions related to pregnancy or childbirth are entitled to time off and other
privileges to the same extent as officers who take time off for other non -work related medical
conditions. Time off taken under this Section and another leave policy will run concurrently when
both apply. Those employees also are entitled to receive a reasonable accommodation to assist
them in the performance of the essential job functions of their position provided it does not create
an undue hardship to the Department's ordinary business operations. These issues are addressed
on a case-by-case basis according to the applicable state and federal laws. Employees who need
time off following the birth of a child also may receive time off pursuant to the Village's FMLA
policy.
40
ARTICLE XXII.
FAMILY MEDICAL LEAVE ACT
Section 22.1. Family Medical Leave (FMLA):
It is understood by the parties that the Village must comply with the regulations of the Family
Medical Leave Act, as amended regardless ofconflicting terms of this Agreement.
41
ARTICLE XXIII.
SAVINGS CLAUSE
Section 23.1. 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, such decision shall apply only
to the specific Article, Section or portion thereof specifically specified in the board, Court or agency
decision; and upon issuance of such a decision, the Village and the Chapter agree to notify one another
and to immediately begin negotiations on a substitute for the invalidated Article, Section or portion
thereof.
42
ARTICLE XXIV.
ENTIRE AGREEMENT
Section 24.1. Entire Agreement:
This Agreement constitutes the complete and entire Agreement between the parties and
concludes collective bargaining between the parties for its term. This Agreement supersedes and
cancels all prior practices and agreements, whether written or oral, which conflict with the express
terms of this Agreement. If a past practice is not addressed in this Agreement, it may be changed by
the Employer as provided in the management rights clause, Article II. The parties acknowledge that
during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity
to make demands and proposals with respect to any subject or matter not removed by law or ordinance
from the area of collective bargaining, and that the understanding and agreements arrived at by the
parties after the exercise of that right and opportunity are set forth in this Agreement. The Chapter
specifically waives any right it may have to decision, impact or effects bargaining for the life of this
Agreement.
43
ARTICLE XXV.
TERMINATION
Section 25.1. Termination:
This Agreement shall be effective as of the day after it is executed by both parties and shall
remain in force and effect until December 31, 2022. It shall be automatically renewed from year to
year thereafter unless either party shall notify the other in writing at least sixty (60) days prior to the
anniversary date and not earlier than one hundred twenty (120) days prior to expiration that it desires
to modify this Agreement. In the event that such notice is given, negotiations, if any, shall begin no
later than sixty (60) days prior to the expiration date.
Executed this
day of
METROPOLITAN ALLIANCE OF
PROSPECT POLICE,
MOUNT PROSPECT CHAPTER 84
KEITH GEORGE
President, Metropolitan
Alliance of Police
CHRISTOPHER BERG
President Mount Prospect
MAP, Chapter #84
44
2020.
VILLAGE OF MOUNT
ARLENE JURACEK
Mayor
Village of Mount Prospect
KAREN AGORANOS
Village Clerk
Village of Mount Prospect
APPENDIX A
Salary Schedule 2020-2022
Effective
Effective
Effective
Step
1/ 1 /2020
1/ 1 /2021
1/ 1 /2022
Start $66,310
$67,967
$69,667
1 $681149
$69,853
$71,599
2 $7301 $75,441 $77,327
3 $791488 $811476 $831513
4 $851850 $871996 $901196
5 $921716 $951034 $97,410
6 $1001821 $103,342 $105,925
Retroactive pay from date of execution of this Agreement back to January 1, 2020 shall be
paid within thirty (30) days of the execution and ratification of the contract. Said retroactive pay shall
include all straight, overtime, holiday hours and compensable hours worked. The retroactive pay lump
sum is less any deductions (i.e. health insurance) applicable per the collective bargaining agreement.
The Village reserves the right to hire Officers prior law enforcement experience up to the Year 5 wage
level of the salary schedule.
Longevity Pa
After 5 years of Service $600
After 10 years of service $700
After 15 years of service $800
After 20 years of service $900
Employees shall receive longevity payments annually if their anniversary data predates
December 31 and the employee is on the employer's payroll at that time. Longevity payments shall
be included with the employee's regular payroll check for the first payroll in December.
45
Specialty Pay
Investigator
$300
Foreign/Sign Language Interpreter
$ 550
Evidence Technician
$ 850
Breathalyzer Operator
$ 650
Drug Recognition Expert Officer
$ 650
Field Youth Officer
$ 650
Range Officer
$450
Truck Enforcement Officer
$ 450
Accident Investigator
$ 650
Fire/Arson Investigator
$ 650
Police Training Officer
$1,000
The above special assignments shall receive their incentive pay pro -rated on each check
throughout the year commencing May 1. The employees assigned to the above classifications shall
receive payment as listed, but shall be paid simultaneously for a maximum of three such assignments
and Foreign/Sign Language Interpreter pay; provided however, Investigators shall only receive
Investigator pay and Foreign/Sign Language Interpreter pay.
C.P.O. Pay
January 1, 2020
January 1, 2021
January 1, 2022
$2,800 annually
$2,800 annually
$2,800 annually
Officers must attend and satisfactorily complete any required Departmental training seminars
in order to receive C.P.O. pay.
Officers shall be required to take and successfully pass an examination created and
administered by the Police Chief for certification.
Police Training Officer
All Officers assigned as Police Training Officers shall be compensated at the rate of one (1)
hour of pay at the affected Officers straight -time hourly rate of pay, for each day that Officer acts as
a Police Training Officer.
46
APPENDIX B
Protective Vest Replacement Schedule
Full Name
DOH
YEAR OF
LAST VEST
YEAR OF
NEXT VEST
ETCHINGHAM, ROBERT K.
4/1/1993
2016
2021
MELENDEZ, JOSE L.
1/2/1997
2016
2021
BECHTOLD, MARK A.
1/2/1998
2016
2021
FLOYD, BRIAN D.
4/1/1998
2016
2021
EVANS, MARGARET M.
7/1/1998
2015
2020
SPARR, STEVAN R.
12/29/1999
2015
2020
BERG, CHRISTOPHER J.
12/18/2000
2015
2020
OLLECH, DIRK E.
4/16/2001
2017
2022
BRADY, MICHAEL A.
8/28/2001
2015
2020
NEMEROW, JASON M.
8/28/2001
2015
2020
SILL, GREGORY T.
5/5/2003
2017
2022
F U RR, BRYAN A.
5/5/2003
2017
2022
MOISE, BRIAN A.
9/19/2003
2017
2022
LI ETZOW, ANTHONY G.
3/8/2004
2017
2022
TOLGYESI, FRANK A.
3/22/2004
2017
2022
AYALA, RAFAE L
7/6/2004
2017
2022
MARTINEZ, JR., M I G U E L A.
7/6/2004
2017
2022
FRANCES, WILLIAM
6/15/2005
2015
2020
CORNEJO, FRANCESCO
5/4/2006
2017
2022
SCHAPS, LISA M.
9/1/2006
2016
2021
DAVIS, LAURA
9/5/2006
2016
2021
GLINER, JOSEPH A.
9/5/2006
2016
2021
TAYLOR, JEFFREY M.
9/5/2006
2016
2021
ANZALO N E, AN G E LO J.
10/16/2006
2017
2022
TEEVAN, ALISON M.
2/12/2007
2017
2022
LABARB E RA, RICHARD
3/28/2007
2017
2022
SANTI, SETH
6/19/2007
2016
2021
HENDERSON, JOHMEL
10/22/2007
2018
2023
WOOD, MICHAEL
10/22/2007
2018
2023
BARN ETT, LESLEY
1/2/2008
2018
2023
KAN E, ANDREA
5/6/2008
2018
2023
RYAN, WILLIAM
10/20/2008
2019
2024
NAVA, ROBERT
12/18/2008
2019
2024
FALCO, ZACHERY
6/15/2009
2019
2024
MAVRAGANIS, NICHOLAS
6/18/2012
2017
2022
MURRAY, BRENTON
7/2/2012
2017
2022
MOLLEMA, MAGDALENA
4/1/2013
2018
2023
SARIC, ONGJEN
3/24/2014
2019
2024
KNIPPEL, ERIC
6/30/2014
2019
2024
G I E RA, BARTE K
6/30/2014
2019
2024
KI ESS, ALEXA
12/29/2014
2015
2020
SHAFFER, WYLIE J.
3/23/2015
2015
2020
Full Name
DOH
YEAR OF
LAST VEST
YEAR OF
NEXT VEST
JOHANSEN, CHRISTOPHER C.
3/23/2015
2015
2020
DRAFFONE, ERIK
3/21/2016
2016
2021
TREJO, MIGUEL
3/21/2016
2016
2021
GARRITY, CONNOR
8/24/2016
2016
2021
AREVALO, CH RI S
7/31/2017
2017
2022
GENTILE, FRANK
9/25/2017
2017
2022
TILLICH, AMANDA
1/2/2018
2018
2023
NAPOLEON, JOHN
4/2/2018
2018
2023
SOBOTKA, NORA
4/30/2018
2018
2023
RICHARDSON, RACHEL
4/30/2018
2018
2023
LEE, ANDREW
4/30/2018
2018
2023
MARTYN OW I CZ, ADAM
4/30/2018
2018
2023
WAGNER, WILLIAM
6/18/2018
2018
2023
BURGESS, RYAN
6/18/2018
2018
2023
DON EGAN, CAITLIN
6/18/2018
2018
2023
JOHN, BOBBY
6/18/2018
2018
2023
CANNON, RYAN
12/27/2018
2019
2024
WADMAN, BRADLEY
12/27/2018
2019
2024
C H I RI LA, DANIEL
4/29/2019
2019
2024
FFRENCH, KEVIN
6/17/2019
2019
2024
JOHNSON, TYLER
6/17/2019
2019
2024
DeG ROOT, AMANDA
9/10/2019
2019
2024
APPENDIX C
Maximum Out of Pocket Rates — 2020-2022
2% 4%
Wage
Range
Single
Family
$2000
$29,999
$600
$1,200*
$301000
$39,999
$800
$1,600
$40,000
$49,999
$1,000
$2,000
$5000
$59,999
$1,200
$2,400
$6000
$69,999
$11400
$21800
$7000
$79,999
$1,600
$3,200
$8000
$89,999
$1,800
$300
$9000
$99,999
$200
$400
$100,000
$1091999
$2,200
$4,400
$11000
$1191999
$21400
$400
* PPO Plan 2 Health Insurance Plan Family Maximum Out of Pocket is $1,500.
49
RESOLUTION NO.
A RESOLUTION TO APPROVE A COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE VILLAGE OF MOUNT PROSPECT, ILLINOIS AND THE METROPOLITAN ALLIANCE OF POLICE
MOUNT PROSPECT POLICE CHAPTER #84
(TERM OF JANUARY 1, 2020 THROUGH DECEMBER 31, 2022)
WHEREAS, the duly authorized representatives of the Village of Mount Prospect in good faith have negotiated a three-
year collective bargaining agreement ("Agreement") with the Metropolitan Alliance of Police Mount Prospect Police
Chapter #84 concerning wages, hours, terms, and other conditions of employment for the term January 1, 2020 through
December 31, 2022; and
WHEREAS, the agreement has been lawfully and properly ratified by the membership of the Metropolitan Alliance of
Police Mount Prospect Police Chapter #84; and
WHEREAS, the corporate authorities of the Village of Mount Prospect determined that it was in the best interests of the
Village of Mount Prospect to authorize the "Agreement" between the Village of Mount Prospect and the Metropolitan
Alliance of Police Mount Prospect Police Chapter #84 and made part of this resolution as Exhibit "A".
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND BOARD OF TRUSTEES OF THE VILLAGE OF MOUNT
PROSPECT, COOK COUNTY, ILLINOIS:
SECTION ONE: That the Mayor and Board of Trustees of the Village of Mount Prospect, Cook County, Illinois, have
reviewed and approved the "Agreement" between the Village of Mount Prospect and the Metropolitan Alliance of Police
Mount Prospect Police Chapter #84 attached as Exhibit "A" and made part of this Resolution.
SECTION TWO:
The Village Clerk shall transmit a certified copy of this Resolution to the President of the Metropolitan
Alliance of Police Mount Prospect Police Chapter #84.
SECTION THREE: That this Resolution shall be in full force and effect from and after its passage and approval in the
manner provided by the law.
AYES:
NAYS:
ABSENT:
PASSED and APPROVED this day of March, 17 2020.
Arlene A. Juracek
Mayor
ATTEST:
Karen M. Agoranos
Village Clerk