HomeMy WebLinkAboutRes 11-20 03/17/2020 Approve Collective bargaining agreement between VOMP and IL and Metropolitan Alliance of PoliceRESOLUTION NO. 10-20
A RESOLUTION APPROVING A FINAL PLAT OF SUBDIVISION
FOR PROPERY LOCATED AT 215 N. WESTGATE ROAD,
MOUNT PROSPECT, ILLINOIS
WHEREAS, Angelo Manella (Petitioner) has requested approval of a Final Plat of Subdivision for
the purpose of creating two (2) lots of record out of one (1) parcel and granting public utility and
drainage easements and includes demolishing existing flatwork as legally described in Exhibit "A"
for the property commonly known as 215 N. Westgate Road ("Property"); and
WHEREAS, the plat creates two (2) lots of record and dedicates five feet (5') wide and ten feet
(10') wide public utility and drainage easements as shown in Exhibit "A"; and
WHEREAS, the existing garage slab and a portion of the circular driveway shall be demolished
and restored to natural conditions within six (6) months after approval of this resolution; and
NOW, THEREFORE, BE IT ORDAINED BY THE PRESIDENT AND BOARD OF TRUSTEES
OF THE VILLAGE OF MOUNT PROSPECT, COOK COUNTY, ILLINOIS, A HOME RULE
MUNICIPALITY, AS FOLLOWS:
SECTION 1: That the Final Plat of Subdivision creating two (2) lots of record and granting public
utility and drainage easements for property located at 215 N. Westgate, attached as Exhibit "A" is
hereby approved for appropriate execution and recording. Such Plat and its legal description are
incorporated into and made part of this resolution.
SECTION 2: That the existing garage slab and a portion of circular driveway currently located
approximately in the center of the lot proposed herein to be subdivided, be removed within six (6)
months of approval of the plat, otherwise the plat shall be considered null and void.
SECTION 3: This Resolution shall be in full force and effect from and after its passage and
approval in the manner provided by law.
AYES: Grossi, Hatzis, Hoefert, Rogers, Saccotelli, Zadel
NAYS: None
ABSENT: None
PASSED and APPROVED this 17th day of March, 2020
1U. t A
Arlene A. Juracek, or
ATT T:
Karen M. Agorano „ Village Clerk
RESOLUTION NO. 11 -20
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 JANU Y
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144"HEREAS, the duly authorized representatives of the Village of Mount Prospect in good faith have negotiated a threeyear
collective barg;aining agreement ("Agree ment"') 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: Grossi, Hatzis, Hoefert, Rogers, Saccotelli, Zadel
NAYS: None
ABSENT: None
PASSED and APPROVED this 17th day of March, 17 2020,,
Arlene A. Juracek, Mayor
ATTEST:
....... ................ ...
L ----------------- - - Nffiffih--,
Karen M. Agoranos, j, age Clerk
NEGOTIATED AGREEMENT BETWEEN THE
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January 1, 2020
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December 31, 2022
PREAMBLE.....* 0419 1 a 0*04 01,641 W&*S'a a *,@I** A 401010 01*4* a Womm ad IN 0 ***,* 0 0*4 Sea* w0#444,6 a &***#& 0 0 ***# **O'm #**0 4 *# *I@ *I# *W*#*W1P #* IS** Wo W w*4 w$ lill 1
ARTICLE 1. RECOGNITION ......................... ................. ...... ilk, jd * 4 4 W * 4 0 "M # # * #2
Section 1.1. Recognition & Representation:....... a .................... a ......... 2
Section 1.2. Fair Representation: 2
Section1.3. Gender:... 4141* #is RI,*# a RON alp'49441p,10 W'qjWW1VP ME a 1410140 0#10 Wo Arms #'*# *I#,** mr*lf 41 WRI 2
Section1.4. Chapter Officers,; 4, MIN **10*00 00#410010 00 *1PW*MI*M 0#014 011*00 161010 111,** * 6 *1**** 2
ARTICLE11. MANAGEMENT RIGHTS -.0 a 0 0 14 A! We 0 * * A & K* d &* 0 k A I&A, t A, it im * a M d' it A * * * R it, * * M, 40 *1 0, *'A A, W. IN 0 W 4 W *4 0 a 0 a 0 a M, 0 a 1 10 0, * 0 a a A 6, 0 a M, * a 0, 3
Section 2.1. Management Rights: .............. * it 4 4 t* 4 6, # 0 * a A * * a a # 0 4, * a 1# 0, * I* W a A 1, W * a * a 0, 3
ARTICLEIll. LAYOFF ................... a a a 1# 4 #, # * 4 W * # * 0 * * 6 4h 0, * * * * 40 ON 0 # * a IN 0 * # 110 W, 1. 0 9 9, 0 * 41 1 If a 0 A, a ** * it *1 0 it Ail 4 1# 0 6 W W40 41, 4, a # * 1* 6 # #a 4
Section 3.1. Reduction In Force and Reinstatement: mammon *mamma mom 4
ARTICLE IV. NO STRIKE CLAUSE .......... main ................................ am ...... 5
Section 4.1. No Strike Clause: 5
Section4.2. No Lockout: ......... a ....... 0 Dammam Mason mossams momiamommom a &6*604111 a N il 0 WWI OR & 5
Section 4.3. Judicial Restraint: ..... I.. *I# . *I pi..* *,**a ..*,. *,**,a a ** i.im, a Ill ,.i , a iii ....m 5
Section 4.4. Discipline of Strikers: .." W, 1510#10 010#10 **iN* *I am 00 am 0 **,NJ W, 0m, W wwa "'W 6111,A)IF W01 P, 11110 *'m* wi 5
ARTICLE V. COMPENSATION AND HOURS OF WORK ........... 6
Section5.1. Compensation:...... Owosso mamma we am* a a me mom mom am moon man a ma*#4,,m *,# *&*.&A *,*#** SO 6
Section 5.2 Duty Shifts and Patrol Work Schedule
...... Ron 6
Section5.3. Call Back., .1101.,Omi. 0 4 10 So 00 *a* *IN,* #4110 is @I adds olom #0 o 1'** a*0 a Mi 0 14, IN I* It R� a 6 '*M 4 **4 as 0, A, 8
Section5.4. Overtime:.......,. . 41414,41 RI***w 14 ED 191 a #IN* a me OR* Sao* 01 AA 0* 4410,4140,1, NO a * 0 W W # I W * 0 Mi * a 0' 0 * * 0 W a # a 9
Section 5.5. Hours Worked: *I w 0 a dw # I* # 0 0 * 0 is 01$, * * 0, 0, 1, 0 A a 0a 4 * a * 4 a a 11 a 10 * W 9
Section 5.6. Court Time: ............... dog Nomm"Mommossommoom mamma manow
mommes 9
Section 5.7 Special Assignments: ................................... a ................ 10
Section 5.8 Travel Time Compensation:
Ransoms mosommommoms wool 0
Section 5.9 Time-Due/Compensatory Time: .....................................
10
Section 5.10. Exchanging Shift Assignments I
Section5.11. Meetings: ...........................................
0 6 d 0 0 d was a a 1114110#11
Section 5.12. Work Breaks: ... 4 0 a we so ad a a *** Wfl ****
0 OR 46*410 WWWW10 IN Me Its 2 11
ARTICLE Via UNION SECURITY AND DUES CHECK -OFF ........ .............. 2
Section 6.1. Dues Deductions: .......................................................... 12
Section6.2. Indemnity: .......... 00 4 END 16010 00 Ol am also *IS* MAIIN16,11#41 let WMI'M %* P'llill *W44 4, **# a 4,111 12
Section 6.3 Bulletin Boards: ........................................................ momis.12
Section 6.4 Labor -Management Meetings:.......................................12
ARTICLEVII. VACATION ..................................... am #*#IN *#*I**@ 04**0's a wylli **1010 410#0 11, 4110** 44'" wo*l 040 M*wwwne Some 14
Section7.1. Vacation Prograni as am me SEEN an as *w *** *1*0#0 01 IRK*** #'#*14
Section 7.2. Vacation Schedule: ........................... moss a now 111 15
Section 7.3. Vacation Cash -in Paymerl d a 0 a a a 0 0 0 *1 K W 4 #4 mi a a 0 4, is ill, 1 0 oil * in a 4, 0 A 6 a 11i * IN it 0 *1 W a 15
ARTICLE Vill. HOLIDAY AND PERSONAL TIME .................. a OEM 2 2#4,60 0 Mim NOR a 41 Poll a W*IM at all pip mimll 16
Section 8.1. Holiday: ......... 16
Section 8.2. Personal Time: ......................... O#vw#wwo P#,m 11110111104,040414,40 01*0011 WIN w## 0 16
ARTICLE IX. LEAVE OF ABSENCE
Section 9.1. Absence from Work:.... will. in *I***# *is* 17
Section9.2. Sick Leave: ................ 41 WOO ill M V W IN A, N 0 # ON, a 1* 41 @1 W A # a [is I Oel 10 0 No a in X 0 0 in, 0 4 0, in a 1 7
Section 9.3. Funeral Leave:****1* 41,#04 "1 **** *1#,* 41 6, 0 A It * IN a' M # * It, in it 0 0 0 0 4 01 0 10 q, N, .............,...'18
Section 9.4. Military Leave: 4, # 0 Al 0 # # # a 0 di # 16 0 * 0 0, M, a a in (it IN d & a a a & IN 6 41 0 4' 'It It A 16, 10 *1 a # a * 0 01 a 0 10, 0 # # 41 W #0 0 0 INI 0 0 a 1 8
Section9.5. Jury Duty.: 11 10, * W # 0 a Willi 4 0#1440 111111 #0 1 **#,* a it is of IN, *1 0, a a a * *1 # a 4 IN a M a IN 'IF of # # 0 # 0 0 M # IN 0, # 1 8
ARTICLE X. EDUCATION BENEFITS ............ 0 Mason 0 mawou 0 Newsom monas wasom *I*,#* No 19
Section 10.1. Travel and Meeting Expense Allowances:.................19
ARTICLE X1. GRIEVANCE PROCEDURE .... * *Wlwla 10 kilill p # 0, W#M Of.i.o. a a *I *s.. m. **,a ., w# 1.20
Section 11.1. Definition: ........... a ........................ f..
Section 11.2. Procedure for Grievance: N Itiomi wRill''whom,* Dammam mMmOMMm"NwwwM20
Section 11.3. Fees and Expenses of Arbitration:
Section 11.4. General Rules: ...................................... fle. ..................... 21
Section 11-5. Notice of Union Representation:.....,........* 6 #*** 0*4 .*.22
Section 11.6. Definitions: .................................
Section 11.7. Miscellaneous Grievance Provision: ........................22
ARTICLE XII. DISCIPLINE ........... 0 a 9 5 a a a a a 5 (NO A intAIA same Me wintpie's a p w#4's#4 W##p el I** on,ni *#110ali 010,4#6 No 141 ww**w1p IF 0 wil #+#ffil 0, MP 023
Section 12.1. Procedure of Discipline: ............. Al a 0 * a It in a a a 10 0, p a a.. lit W #0 0 4 10, # Via.,. 23
Section 12.2. Discipline and Discharge/i nvestigatiorl ..woo *,**##,*##*23
Section 12.3. Written Reprimand: .............. 410**OwRl* # w 0 small 41041 04041 Oil 11111 *#l*#**** 24
Section 12.4. Purge of Personnel File: ...............................I.
Section12.5. Personnel File: ......... 4661* *low* Oiwm is ** IFW##M *#Is Is #0 A 6 IN 4,11 M A 6 *# ON ffil #6 *&**l in
ARTICLE X111. INVESTIGATIONS CONCERNING OFFICERS .................................
Section 13.1. Right to Investigate:
Section 13.2. Right to Representation: ............................................. 25
Section 13.3. Review of Recorded Media: ....................................... 25
ARTICLE XIV. MEDICAL AND LIFE INSURANCE ......... 01*fo*w(tom,lglmqmwxIMON�w*'#**,***#*,Mpo,*#*,M#,@#w*00,#*.@,diiilt,**It****'*026
Section 14-1. Medical Insurance: ..................................................
Section 14.2. Life Insurance: ...................................................
Section 14.3. Continuation of Benefit: ......
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
Section 15.1 Drug and Alcohol
Section 15.2 Drug and Alcohol Testing Following an Officer
AA
Involved Shooting...........:, 0 *fit, =m 0 0, W a # a wa, IF w; so, 4 0 # al # a a 0 a 41 (1, 4 a *,a # 1i # *0 A It 0 # it IN's, in a 0 10 0, A, it 0 # Of a is 0 .1 . J1Z
ARTICLE XVI. DISABILITY AND RETIREMENT BENEFITS 0034
Section 16.1. Employee Disability: Newsom mwuwnm34
ARTICLE XVII. UNIFORM BENEFITS ..................... *.**.* wi mo*oi. m **i. . ..i #so we m *,mix *mix m.ova w OWN 114 Wirm IN 4,110,mixXom
35
Section17.1. Benefits-, *Owipi * #*06"Ji ...........,.,........,.W..........# ....*...*0,W11111F #'m 035
Section 17.2. Protective Vests *** 0 6604 *6 m***4 W*i #0i qW*## 0436
ARTICLE XVIII. OFF DUTY EMPLOYMENT ..........................................................................
37
Section 18.1. Employment Outside Department:.............................37
ARTICLE XIX. SENIORITY ....... *W*xo 0...........................38
Section19.1. Seniority:...............+.,......M. 1 I110 Wif *'F N 0 01 We We 01 01 * W WA! *41* * * 4 41 * ** * of w * ** # * 4 # 0 4, we * 838
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): ............................... mim.41
ARTICLE XXIII. SAVINGS CLAUSE.".... monsomesem 0 wisdom "'Wi 01114 00,040 w000*'m 040"1 0,00,'WIN'til...42
Section23.1. Savings Clause: go m**4*0 **** @A,**** mi 0 410,4410 0 0,0*0,ofm mi ON**#*4 0942
ARTICLE XXIV. ENTIRE AGREEMENT ........................... **Wxlo**1016jotl**#(O,641**,Oi*,4,**@**iW*#*01#**om*m,******NOmimom43
Section 24.1. Entire Agreement: i *11011*,elojeto 0i Wi &## 0 em 04 0 (1 m,mim m .*o,*. m ..43
ARTICLE XXV. TERMINATION ............. w.i 0 *xu 410 ** 11 *41 0, 0 00 0 0 ** is @41 Wiff 114,1104 WOi 1 #44
Section25.1. Termination,..* I IN *OAi a *#**IW W 0#440 0 WOjW 0 WONA, mi *W*o* 0 00,10 mi**,044
APPENDIXA......,01 0, # * M 10, W * # # 410 1 W, W, * 0 mi, * 0 * * 0, * * 0 * * 4 Al ** * 0, di, 0 It 4, * # is 0 * * 16 a W W # 44 W W W W * # 4 0 W V YM 0, W 0, 4t 0 4, 0 We jo * * 0 * * W * 0, mi * i * Ap & Im 4 4. A A (9, dM....,......,. * 0 A, 0 045
Salary Schedule 2020-2022 ........ M, 0140#140, # *41 mi W Wili # if *W # ORR oi a mixio A* foit%04i 0 wo we * 045
LongevityPay., Wee W9141 W If 41 mima 010*11,10, 00 0 4101010 "O'NOM 01*4* 10110141 *0 W** #wmi W 0#4 W 0 q,0, w 'ON M. AW 6 1# 0 * 0 0, * A * * 045
SpecialtyPays........ fix * 0 41, 04, OW W W * 04, 0 ANOv 0* 0, A. . im, m, m, 4, g, AY M W RM MW MMM m m 10 4, w . 4, .. 1M IF 046
C.P.O. Pay ....................................
PoliceTraining Officer .......................................................... .**#*.**#.g.m46
APPEN DIX B ****w0 4 W**4i m 6 seem ommi ge# *is P 611411o"i 410 q,** 114 **w'"'m 0,141 Omjwjm*#m *te **I#** m* W *#0 Wg#*#O**##******47
Protective Vest Replacement Schedule .............
APPENDIXC ...... W IN m Of a w 0 m, a of * in fW, a * * * * 0 # * mi * # # 0 Ai # * 0 mi * 0 * # # 0 # M 0 0 Mi * is * 0 4 00 'if 0 # 0 # * 0 W 41 W 4, * IN, w 4 # w W 4 W * v W 0 W AW OF w 0 010, 0, 0 1M.. W 0 10 04 0010 a * *49
Maximum Out of Pocket Rates — 2020-2022...,,..�,..f....,..,No,*Im'Pmlo�11119.o,*,(Fm#*,**,**,.,O�,0*49
..NEGOTIATED AGREEMENT BETWEEN VILLAGE OF PROSPECT ■ $,
AND THE METROPOLITAN OF POLICE MOUNT PROSPECT
■ $, ■ $
a ■ ■ ■`4
This Agreement ` @into bythe Village of Mount Prospect, Cook @ ■hereinafter
referred @ as theEmployer,and theMetropolitan Alliance of Police MountProspect ' Police Chapter
#84,
hereinafter referred ■ . Chapter,to promote . ■ .relations between
Employer , ■ the Chapter,andis setforthherein thefull agreement between
.,. - partiesconcerning
rates of eawagesand other @employmentfor bargaining unit membersoftheVillage
of Mount Prospect, as definedhereinbelowandhereinafterreferred to . or ■ $
or $requires,singularnoun,. or $
ARTICLE 1.
A %W0101c
Sc�,wct'l'on'l,.'I.,Recog,n"i*ti*on,,&,,Re 1#'esentati"011 4#1
40 �w 11MMININY
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 ofjob assigm-nent.
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
tiatiaed by naimie, "ral nk,,,jbbJt't1e orothet. special I'd eii:tl' cation.
0 di
Section L2. 11"aix Rev !nt*0.n,.
I Or I ... reseat1
The Union recognizes its responsibility as bargaining agent and agrees to fairly represent all
employees in the bargaining unit.
.Seeflon 1.3. Gender:
Wherever the male gender is used in this Agreement, it shall be construed to include both
males and females equally.
For purposes of this Agreement, the tei'Tn, "Chapter Officers" shall refer to the Chapter's duly
elected President, Vice -President, Secretary and Treasurer.
ARTICLE 11.
Section2.1. M,anagerne,,nt.Riaht,-,s,,-
It is understood that the management and the direction of the working force is vested
exclusively to the Employer except as speed 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 anyjob 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 newjobs 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.
•
Section 3.1. Reduction In Force and Reinstatement:
The Village in its discretion shall determine when and whether a reduction in force or
6
nemp'loyees
rettv tatenient ai,,me necess,ary. Ifthe V'1.11.a,& so deten,ilies that! tiitse co, di,t,I',on,s, exist*
covered by this Agreement will be reduced or reinstated in accordance with their length of service
w, It the VI,lla g a,,,s,, pt-ovid, d "in 111"no'sConipfled, Statt tes, 651LCS, 511, 0-2.1-18. All a cted Oi cers
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.
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 resig
gnations, mass
absenteeism, or picketinwhich in any way results in the interruption or disruption of the operations
M f 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.
W
Section 4A.Mis.6 "ne of St e]-so,
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.
,GWAR AM
Section 5.10 Coin ensation,
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 incl -We 'ba se pay, 1on,gcY"i.'ty 111d special assigonnent i enti*,ve pay. Said
pay a,' I ik, 1,
ve J'anuary, 11,2020 ab�d ai.ix,,Y' and, H retro et' flt be d[st ` uted,
coinipe'nsation shall be, e! ch, A ' al. r a i've pay sha j nb
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 por the collective
bargaining agreement.
Svction 5.2 Dutv Shifts and Patrol Work Schedule
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:
a. The Chief of Police or his desiggn gnee will assiofficers to rotatinshifts for thei
fiirst two years from. date of hire. Absences beyond thirty (30) cumulative calenda,
days caused by leaves such as military deployments, illness, injuries including dut,
related, will extend the rotational period for the period absent. The Parties furthei
agree that after the two year rotation is completed those employees will be allowe
to bid their shift assignment at the next scheduled annual bid until that time shi
assignments will be based on. seniority. It is also agreed that the Chief of Police ha
the authority to shorten the two year rotational at times for operational necessity.
b. On or about October 15 1h of each year the Police Chief or his designee may assig
up to three (3) non -probationary officers to shifts in the coming year without regar
to their seniority. The Chief of Police or his deee will provide these office
signl
with a written explanation for their assignments. I
C. 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 uze 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 currentwork 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 complete
on duty days and a four (4) hour minimumpayback for training completed on an Officer's regula
A. .1
day off. Routine weapons qualifications sessions will be considered training for purposes ol
receiving these payback minimums.
IN
L The affected individuals shall file grievances alleging inappropriate shift assignments
no later than seven (7) business days following said assignment.
2. The Einployer shall issue a written response no later than seven (7) business da
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
shR ll 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 arc forced or volunteer to work for the full duty shift, shall be ordered to
work more than one (1) shift holdover wn 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, Thanksgg, 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 moming 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 I 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.
Midniht shift officers attendincourt will receive the three (3) hour minimum court time
gg
benefit unless they are required to return to responsibilities connected to his/her duty shift
responsibes, 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
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 5.75,veclal Apsi gnmeats
.,
Special assignments shall be compensated at the rate of $45 per hour effective on the date of
racation of this Agreement. Any change in payment amount will be applied at the time of the actual
work,'pertbmicd. Special assignmentsshall, be equalized.11w VI i, 11age agre s tliatk ould, it, dcc,,ii'de to
charge an administrative fee in connection with these special assignments said fee shall be reasonable.
f, IN mp* I
Section 5.8 "I" ave rime, coensatlonM
00000
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
overniArht.
0
,Section 5.9 "fi"me-,Du,e/Compg,,,.nlgtory 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
M payroll in December. Shift Supervisors will take the steps necessary to ensure adequate
manpower for their shift prior to approving time due.
In
0
Section 5.10. Ecngi'pg.,Sly ,*I,ftAssi*g,nme,ntsl,,�
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 an?
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.
ARTICLE VI.
m, eniployee, tlic'E, ployer s,
up,011 re.celpt of propet- wri tten, authorization f hall de ct
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 fimds shall then
be submitted to the Metropolitan Alliance of Police at the end of each month.
'Section 6.2. Inde
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 Axticle, unless such action is
initiated or prosecuted by the Village, except for put -poses 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 Labort mee't"
The Chapter and the Employer agree that, in the interest of efficient management and
ha,rnlonious eni,ployee relatio n,,s,. mectings, wfl] be held 'if' mUtually agreed bet�w ecti, 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
N
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 e 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 suchmeetings.
A
, - ------ V-01
N "kkl
A, 0,
Section'7.4. Vacation nwain.,
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 completionyears to seven (7) years
Upon coniPletion of Seven (7) years to ten (10) years
Upon completion of Ten (10) years to eleven (1. 1) 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 eihteen (18) yea
UI.
rs
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
136 hours
1, 44 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 utzed 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 I st through December 3 1 st. A
ax,imum of(r)ne (1) years accrual shall be allowed to carry overflrotn, one, calendar year to thenext.
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 may be on vacation simultaneously
on a shift in question subject to the approval of the Chief of Police, which shall not be unreasonably
with -held, and further provided that any such splitting must be approved by the Shift Commander,
who shall not unreasonably withhold such approval.
1E
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 deten-nining the number of Officers on vacation.
Section 7.. cation Cash -lin, P ent:
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
I
stcHon 8. 1. Ho
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-halffor 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. Akny 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 (I) 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, t'lle cwtitan employce wotis less tiian eigljil (8) hours, on any ofthe, above days, lie, sh,611
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 r 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
Officers who are eliible and request personal time cash -in payment, such pa
gyment shall be
included in the officer's regular payroll check with the last payroll in March and I payroll in
September.
ARTICLE I.X.
LIAUDVAJ1511"N",
Section 9.1. Ab,sellae from Work:
All absences from work must be reported to the Supervisor in charge prior to assigne
working shift pursuant to department policy. I
Section 9.2. Sick Leave:
Each full-time employee shall cam 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 emerency, the Officer may utilize sick leave for the purposes of caring for the Employee
AIS
'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 ven'fication 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 em loyee on. full-time active duty shall be credited with eight (8) hours sick
p
leave at the end of the month.
An individual may accumulate up to four hundred eighty (480) hours of unused sick leavi--T
Prior to February I 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
3 1. st of the previous year. If between December 3 1 st of the previous year and the following January
15thl 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 accumutated
and not compensated for as set forth hereinabove. Payment of requested sick leave shall be included
with the last relar pa
guyroll 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, t
verify an illness, they will visit the home only after making a call and getting no response. The
re, serve,, howeiver, the n' ght, to use other procedulivs to, iti fiacl,, ver ify tli.e reported 11 1 In es I f iiecessa,
bw in so doitig, to attempt to recognize the dignity and, rigbts of the p es, InVoNW.
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 imlliediate 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-aw,
brother-in-law, sister-in-law, grandparents -in-law and includes a person who has an eMablished civil
union with the employee pursuant to Illinois law.
Section 9A.Military Leave,*."
MW
The Village will follow the minimum requirements upon applicable Federal or State laws as
cited herein includin, Illinois Serviceman's Employment Tenure Act under Illino
gis Compiled Statutes
330 ILCS 60/4.
Section 9.5.Jury Dut-vIl,
,J�
Police Officers are granted regular compensation for their regular work days when serving on
jury duty.
18
VIM
The Village, upon the Chiefs approval shall reimburse Police Officers for professional
0
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.
Officers. State-wide conventions, seminars, workshops and co I nferences may be attended by
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.
ILI
ARTICLE XI.
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.
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 altematc striking shall be determined
20
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 thl
written terms of this Agreement. In no event may the terrns and provisions of thi
Agreement be deleted, modified or amended by the arbitrator. He shall consider an(
decide only the specific issue raised by the grievance as originally submitted in writinj
to the Village, and shall have no authority to make his decision on any issue not s(
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 arbitrato,
finds a violation of the Agreement, he shall determine an appropriate remedy. Th(
decision of the arbitrator shall be -final and binding on the parties. No decision or remed,
.0
of the arbitrator shall. be retroactive beyond the period specified in Step I of thil,
grievance procedure.
0 A
Section 11.3. Fees and, Ex pe ,nses, o'v, AAl"t,ration
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
d Village and the Chapter own •o
provided, however, that
each party shall fully bear the expense of preparinanpresentinits case includinthe c
g g gsts of
witnesses and other persons (not employed by the Village) it requires to attend the arbitration. Should
*nly 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
acca♦�
ordance with this Article.
91
c. No grievance settlement made as a result of the grievance procedure shall contravene
the provisions of this Agreement.
,Section, 1, 1.5. Notice of Union Re resenta'donol,
I -c di s" giated astitlit
Tht Chapter sha]], ccaif� to the MI'llaW the, nan, s of those offiecil-'s, who
representatives. These officers shall be the only employees authorized to function as i,-epresentatives
on each respective shift and division.
Section 11.6. Definittion, SO'O
Days, as referred to in this Article, shall mean Monday through Friday, excluding holidayi
t i d w %-q- W %,
Section 11.7. Miscellaneous Grievance Provisim,
,All, gj-ievatites shall set, rth, thespect",fic gn*,evance andi contract provisions i,'Tavolved as well
as the relief sought. All meetings shall take place in a manner which does not interfere with Village
*perations. Neither the grievant nor his representative shall be entitled to any overtime payments for
time spent in processing or investigating •a •grievance.
A
W
ARTICLE XII.
J21SCIPLIN .
6 6 0
Sectiou 112. 1. Pr-ocedure of D I sle"I
If the Village has reason to discipline an employee, it will take into consideration methods t4,,.
do so which would not unduly embarrass the employee before other fellow employees or members
of the public.
Section 12.2. MIS!P ne and Disr"ha rZ/l n yesti, L,1#,fi0nS,,
9 e
0049999 , , _
Disciplinary actions instituted by the Village shall be for reasons based upon an employee's
failure to fulfil.1 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 impose4
upon an employee shall be subject to review and appeal as provided for in this Agreement. Ai
oral and written reprimand shall not be subject to arbitration or to review by the Board of Fir'
and Police Commissioners. However, an employee is entitled to write a response to any oral o.
written reprimand and that response will be attached to the corresponding discipline. The Unioi
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 an(
Police Commissioners. Filing of a grievance shall act as a waiver by the employee involved o
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
grievance. Seeking review by the Board of Fire and Police Commissioners shall act as a waive.
by the Union and employee involved of the right to challenge the same matter in the grievanc(
process.
Nothing in the article, however, shall be construed in such a mariner as to make the reprimand,
suspension or discharge of a probationary officer the subject of a hearing before the Board of Fire an4
Police Commissioners, or part of the Grievance Procedure.
M
Section 12.3.Written' i M NIPPON
dlililili . � � �R
In cases of written reprimand, notation of such reprimand shall become a part of the
employee's personnel file and a copy iven to the employee
MM
.
4,
Section 12.4.Purgel of Personnel FiHe'.,
WNM~RW ;WMkzW"
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.
replinla,nd s,ought, 'to be pu Vid, without the employee rt,xceiving any additional reprt'inands, or
disciplines. The parties agree that the removal of reprimand shall. be on the written notice of the
aMcted employee., Not wilthst ding tho above record of such discjpfi dti,ced when,
j- , tnv nlay be I'll"'
relevant at a disciplinary proceeding before the Board of Fire and Police Commissioners or arbitrator,
whichever is applicable.
0
Sedion 12.5. Ptwwsonnel File.
The Village agrees to abide by the lawful requirements of the "Personnel Record Revie
contained in Illinois Compiled Statutes, 820 ILCS 40/1. 1
9101
ARTICLE XIII,
NVEa:j:jCSrI0,N'S ILQ:S!LL, JJN 0 Efici
Sectioll 11.4. tto Investi"21teo,
The Village agrees to abide by the lawful requirements of the Illinois Compiled Statutes 50
LLCS 725/1. 1
recti,4
13.2 R 'i,ght to Rtoream tation:
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.
,Secflon 13.3."R,eview, of'Recorded MefdJ*'a"'*
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
,iiscipline 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.
W
See hi*oij 14.4., Medlical, lnsuratwe*
Effective January 1, 20200
Monthly Premiums
Coverage Type/Co-Pay Type PPO Plan I HMO Plan I PPO Plan 2 HMO Plan 2
•$160.65
..................
$145.35
.........................
$289.80
$262.20
Single 1-1 Discount (20%)*
$231.84
$209.76
.......... --05-
.���28il0.57
$246.96
$222.26
=OVA ♦$196.40
. . ...........
Doctor Co -pay
IRMA",*
$40.00
$40.00
Emergency Room Visit Col-lf-ay . . ........... .11
IIIIU
. .................
. . . . ............
wellne�U.! S e, Wellneg Particioation, Reward"s s'ection below.
PU
rEffective JanuaryMonthly
Coverage Type/Co-Pay Type
HMO Plan 1.
Premiums
7 HMO Plan 2
PPO Plan 2
M
..............$145.35
IM ♦ •
-------- --
$127.77
Single Discount (10%)*
RAI E,
.............
__PO4-29iiiiiiiii
$2.75 IIII
2iii3
Single +I Discount (20%)
II
$216.09
.... ..........
$294.60
Family Discount (30%)*
-- - -----------------
. ........
IIy
NII IIININ IIIA
$206.22
o
C -pay■
am, M
$25. 00
Specialist Doctor oa
C-oy
11, 11
r
SII III Il
r
Emergency Room Visit Co -Pay
$75.00 J=W
MII
I IIIA I IIII �Ifil
*Mcoynt rate available. b?,,r ellgible employm,whosatisfy,the con,d,itions,,,,of,,,por,t�i*ci'patiin
in the
wepllness Logrqtnu. flne5,5 PartlEigation; Rewards seCtidinDelow.
,IAX0f&2CM Rdft MON@
- ----- . .........
. . . . . . . . . . . ...............................
Mon remiums
The monthIv Premiums fo- r 2022 will not exceed rates below.
Coverage Typ e/Co-Pay Type PPO Plan I HMO Plan I PPO Plan 2 HMO Plan)
lm $152.62 $155.69
III II)
.. ...................... . . . . . . .
$137.36
$283.6IIS ' �
2
Sinale +1 Discount (20%)* $226.89►
$388.96 $333i �Ir II"J� li'ir.40IIII IIII Illllll IIII � � $$309.33
ily Discount (30%)*►$216.5lir
----------- ---
F-Doc,tor Co- $25.00 $25.00
. ..........
Ml Ilhlll� IN
-S $50.00 $40.00 $50.00
Tecialist Doctor Co .. . .. . .. . . 1.11.11.11.11.11.11.11.11.11,
. ..................
'-,Emerge,ncy Ro.om,
..........
........ ............. ...
counf ratei available t�r,g_gible employees who sgt8ty the conditions o Pat atin in th' e,
_q
welln ess 12,,�LoqroM. See W�,,flhess, �Par�.�Otion Re rds sectibn below.
SIM
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.
HN
'We'llness Pqgj,,c�,��� ggr_d,�,:
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
d re%cfl. r part' c 1- pate . " the blood draw scheduled at the Village Spouses must also participate in. the
biometric
ounttesting and meet the criteria established below to order to qualify for the family insurance
premium disc.
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. T I he cliscounts
shall be applied to monthly insurance premium charges in the following amounts:
Effective Date Single Single +1 Family
health Insurance Plan Year) Coverage Cover Covera e
1/1/2020 10% 20% 30%
1/l/2021 10% 20% 30%
1/l/2022 10%
1;% 30%
If an employee has single +1 or fhi-n.ily coverage they would not be eligible for a single
coverage discount if only the employee participated in the biometric program.
0
PPO Prescrigtion Drug, Card,
The prescription co -payment amounts shall be as follows:
Effective Date Generic Prescription Formulary brand Non -Formulary
Prescription Brand Prescript�ion
1/1/2020$20.00 $50.00 $85.00
..........
1/1/2021 $20,00 $50,00 $85.00
1/1/2022 $20.00 ir
$50.00
4;1a
0
1IM01'rescil'Pti"on D,rua Card,.
The prescription co -payment amounts shall be as follows:
Effective Date Generic Prescription Formulary Brand Non -Formulary
Prescription Brand Prescri tion
1/112020 $20.00--.'— $50.00 $85.00
x/1/2021 $20.00 $50.00 $85.00
1/1/2022 X20.00 $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
tepending 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.
P9
lection 14.4.: etiree Health hisurance Pro gra
The
ount Village agrees to offer for purchase to all retired bargaining unit employees ofthe Village
of MProspect Police Department, with a minimum of twenty (20) years service to the Village,
S
bers, cove Ct
health insuranc, a! irrently providedtoniL red, 'by t ii s Agi,- ement. The parti: es ag e ti
s V e
hou
e
rr--f;rd m"loyee choose to continue hiS/hor bealth insurance he/she is eligi le only for the ld %, %, A�w aA I ____ - I _, b•J -,--
then. current benefits provided bargaining unit employees, and that retiree is also responsible for
paynnento fone hundred pe, e t ( 100%) o',r,)the , 4 h te s agreL
premi'lluns tbir t ose, benetlits. 1"hie part", -* 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 1.4.5 Retiree Health Savines Plan
Upon retirement, employees who meet the eligibty 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 ar rate of pay into the RHS for the employee's use as defined by the regulatio
regulns
outlined by the RES 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
Ind sixty-eight (768) calculated on the employee's regular hourly rate of pay.
A W,
If an employee leaves the Village's employment, and does not meet the eligibility
requirement for converting sick leave into the RES, accumulated sick leave hours shall not be paid
out at time of termination of employment for any reason.
Svctiotr., 14.611,etiret 11e It Savings Plan Annual Contribution
Effective I/l/2021, employees shall contribute forty-eight (48) hours of accumulated sic
leave which shall be converted to a cash equivalent of twenty-four (24) hours annually into 110
Retiree Health Savins (RHS) account. If the employee does not have a minimum of fo
gur hundre
eighty (480) hours of accumulated sick leave available for contribution into the RHS account, th -
contribution will not be made for the calendar year. �1
S
e c fil o a
-14.7,Personal Phy,s,ical, Mitness 1, 11 esting *
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 fang to meet the
30
standards or goals of the physical fitness program described hereirl
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
�ayout of straight time awarded in any calendar year will be eight (8) hours.
Section 14.8 Section 125/Flex. Ian Plartlic,14at's1
)W 0D
The
•®' 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
0 -
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.
a]
ARTICLE XV.
0 11 fill
Section 15 1) wid A1coh-o1111L.--.-.--- 11
rot
4W
Ar
Section 15.2 Drue and,Alcohol Testing It"otlow* an Offiver Involved S1100tiR
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 InvestiAID of Incidents
Involving Subject Resistance and Officer Use of Force" and all other provisions of this Article 15
32
of the CRA (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 fireann 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
® shall only be done by urinalysis or breathalyzer. Blood ® 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 discnary 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
Y.ny entity or person.
KN
ARTICLEX-74.
P,ISAMLIT'Y,.,AN,D-.RE,I"l�1,R,EM,L�,,NT,BE,N.,E,EIIS'i
M.I. Emp!2, ee.ftisab I t3Z
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.
UJI
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 al equipment. Thatbenefit
shall be an amount equal to two (2) years of the current unifon-n allowance provided that the off"icer
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
I of the two(2 year #` riod. Should a new Officer elect to receive the first two `r
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 changg
ed, the Villae 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 r specifies a new un or lea
ggther for
ff
the future and specifies an eective 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.
M
.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
0
hereto, atid 111co"I'Volrated herelli. The partles, J�brth.er ab e that Iff thc'Villagc purchases a protective VC'St
for an Officer covered by this Aeement, then that Officer agrees that he/she shall weaa
r th
gr )
protective Vest as patl ofhtts/her everyday unifform unless the ametcd, Of cer receives a, wn , tteii,
exception from the Chief or his designee.
W,
6
V W �W W RL 'WN WF RW�& IM N V
if
Section 18.1'', ,EmpLIojwent Outside Departmen't.,
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.
M
VA19fifiNJIMEM
W-1 04a Eli kpi I
6
Sectilon 19A., Sem"ori"IM."
MININ
The parties agree that they shall abide by the seniority rules as outlined under applicablil
1111"'nois',la'' w, aws amended. I
Section -19.2. Probation,#,ry Tqryis
Each police appointee shall be on probationary status from the date the appointee begins
e loyrti,en't'W'i" I t
mp th, the Police Department as a,'Police Officer, and conti"nue fbi'7 a, pertod of two (2)
years from date of hire.
Manaernetil: agrees to provide probationary Officers with monthly written performa
gnce
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
4-uty related leave in excess of thirty (30) cumulative calendar days.
Section 19.3. Mainte,nance: of Sien-l'orI.
"I"tV, List$:
A current and up-to-date seniority list showing the names and length of service of each P011,="
*fficer shall be maintained for inspection by members and shall be updated on a semi-annual basll
and shall be titilized, in ass"istiling, the assignments, of'sh"Ifts, ptirsuatit to SectIon 5.2 ofthis a b, cm,en.t., I
W64
ARTICLE XX.
.1110 LRD L!,,..C,,,.11.4- ORUISS111"
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 tight 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
ARTICLEI".-KI.
Section 21A., Maternity],Pa tern"" ! RC on ab4ch Accommodation:
.1. . 0*I�a
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 enu'ded to receive areasonableaccommodati'on to assist
them in the performance of the essential job ffinctions of their position provided it does not create
an undue hardship to the Department's ordinary business operations. These issues are ad ssed
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.
!M
ARTICLE XXII.
FA,,HILS MED, ,ICA,I.j,,LE, A,VE ACT
Section 22.1, Famil, Medlcal 1jeave,..JFM1L,A')1,."
It is understood by the parties that the Village must comply with the regulations of the Family
Medical Leave Act, as amended regardless oficonflicting terms of this Agreement.
U1
.................. ...............
,S
ceflon, 23.1. Savinj!��S'
In the event any Article, Section or portion of this Agreement should be held invalid and
Unelifbrc"eable by any board, ag�encyor' Court of"competent,j'iur'I'sd,,i,ct,,,"i,on,,,,s4t,ic, h decision, shall apply, only
to the specific, Article. S extion or portion thereof speclfi,cally 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
9
and to immediately begin negotiations on a substitute for the invalidated Article, Section or portion
thereof
EN
Section 24JAntire tee en
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 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.
M
Sedion 25.4. T �e il,- mi n, a tio n **
''1 00000,
This Agreement shall be effective as of the day after it is executed by both parties and shall
remain 'ti, f re and ect utifil Decetnber 31, 2022., It shall be autona cally, renewed fiom y �
year thereafter unless either party shall notify the other in writing at least sixty (60) days prior to the
'1111,11vei*sary, date and not earlier than, one hulidm 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 II days prior to the expiration date.
I 1 .1 2,020.
E xecuted, th" s-3,,—,day of— I M-- I �-O–L�V-- �Y-\�
......... . ............. ... . ........ . ................. ..... . . . . . . .....
KEITH GEORGE
President, Metropolitan
R
IE
at)-"ol
LI
��
ARLENEJURAC
Mayor
Village of Mount Prospect
Village Clerk
E3=
APPENDIX A
Salary Sthedult 2020-2022
Effective
Effective
Effective
Step
1/1/2020
1/1/2021
1/1/2022
Start $665310
$675,967
$695667
1 t $681149
$69,853
$711599
2 $733601 $75441 $77327
3 $799488 $815476 $83513
4 $859850 $875996 $909196
5 $929716 $95,034 $979410
6 $1001821 $1035342 $1059925
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.
LonEwvftv 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 reular payroll check for the first payroll in Decembe
gr.
M
Specialty Pay
Investigator
$3 00
Foreigngn 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 1000
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 classcations shall
IiSted 'but, shall be pa'dj s"initi ty, f6r a maxtmttin offlireesuch as ts
-receive P� �Iient as I ' It Itaneous, m,pmen
1 1"
ana Foreignn Language Interpreter pay; provided however, Investigators shall only receive
Investigator pay and Foreigngn Language Interpreter pay.
cpM. Pa
.A
January I.,211020i
Jaiwary 1,2021
January 2
1b
*fficers, must attend and satisfactorily complete any required Departmental training seminars
in order to receive C.P.O. pay.
Officers shalt be required to take and successfully pass an examination created and
administered by the Police Chief for certcation.
0
Potice 1"ral I ni, fricer
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.
•�i rw ����
■ YEAR
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LAST VEST
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* PPO Plan 2 Health Insurance Plan Family Maximum Out of Pocket is $1,500.
EA %
2%
4%
Wage Ranae
Single
F4
$20,000
$291999
$600
$19200*
$30p0
$39,999
$800
$17600
$409000
$497999
$11000
$200
$54,0001
$595999
$11200
$29400
$60p0
$699999
$1,400
$2,800
$70,000
$79,999
$19600
$3,200
$80,000
$891999
$19800
$39600
$9000
$999999
$29000
$4p0
$100)000
$1099999
$29200
$45400
$1105000
$119,999
$2,400
$49800
* PPO Plan 2 Health Insurance Plan Family Maximum Out of Pocket is $1,500.
EA %