HomeMy WebLinkAboutRes 31-16 08/16/2016 Approve a Contract Agreement between VOMP and Mount Prospect Fire Fighters UnionRESOLUTION NO. 31-16
A RESOLUTION TO APPROVE A CONTRACT AGREEMENT BETWEEN THE VI L L A G E O F
MOUNT PROSPECT, ILLINOIS AND THE MOUNT PROSPECT FIRE FIGHTERS UNION
LOCAL 4119 INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
(TERM OF JANUARY 1, 2016 THROUGH DECEMBER 31, 2018)
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 Mount Prospect Fire
Union Local 4119 International Association of Fire Fighters concerning wages, hours, terms,
and other conditions of employment for the term of January 1, 2016, through D e c e m b e r 31 ,
2018 -, and
WHEREAS, the Agreement has been lawfully and properly ratified by the membership of the Mount
Prospect Fire Union Local 4119 International Association of Fire Fighters; and
WHEREAS, the corporate authorities of the Village of Mount Prospect determined that it was in the best
interests of the Village to authorize the "Agreement' between the Village of Mount Prospect and the Mount
Prospect Fire Union Local 4119 International Association of Fire Fighters attached 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 Mount
Prospect Fire Union Local 4119 International Association of Fire Fighters 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
Mount Prospect Fire Union Local 4119 International Association of Fire Fighters.
SECTION THREE: That this Resolution shall be in full force and effect from and after its passage and
approval in the manner provided by law.
AYES: Hoefert, Polit, Rogers, Saccotelli
NAYS: None
ABSENT: Matuszak, Zadel
PASSED and APPROVED this 16th day of August, 2016.
Arlene A. Jurac
Mayor
ATTEST: /7
M. Lisa Angell
Village Clerk
0
Mount Prospect
January 1., 2016 to December
H:\HUMR\Unions\Fire Union\2015 COnLract\New Contract (2016-2018)\Redlined Contract\2016-2018 Fire Contract V6,0_8-9-2016(Final) doe
Preamble....................................,»......,,...........».,....Y,...........,.....................»,.........1
ArticleI-R cognition................... ...................................................... ,..,,.AAm......... 1
1.1 Recognition ................................... .... ....... .................................. 1
1.2 Fair Representation ............................... ...................... ............
.....,.......1
1.3 Notification................... .... .................. 1
Article II-Membership, Dues Deduction and Fair Share...............................................2
2.1 Dues Check-off ........ .,..............,....... ,,...... ..,.....,.,,,.....,,,,..,....,.....2
2.2 Fair Share...... .. ,,....,...........................a...,..,.,...,....,.,....,...2
23 Indemnification.. ................„,.,......,...,.........,,,....,..,........,.,,,....,......3
ArticleIII - Hours of Work and Overtime................................................................4
3.1 Purpose....................................................................,..,,,.....,....,,....4
3.2 Normal Work Day and Work Schedule... ................... ........ ....... ..w,,.,........4
3.3 Kelly Days............................................ .............,.,,.,... ,...,....,.,....4
3.4 Comp Time ............................ ,........,..........,.,.......,,,..,,,......,,...4
3.5 Overtime Rate................................................................. ...... 8
3.6 Special Overtime....... ............... ,,...,.,,,.,,........... ,,......... ........... ...,,,,, .8
3.7 Callback/Call Overrun................a.......,®,.,.......,,,......,.,.,..........,,....,,,..9
3.8 Hireback Policy ....... ....................... ..............................................9
3.9 Acting Officer.........................................................................,....,...9
3,10 Forced Back................................................................................... Iv
3.11 Light Duty Hours..............................................................................10
3.12 Special Duty Pay ...........................................................,.,,.,,..,.,,,...10
Article IV-Wages and Gornpensation...................................................................I1
4.1 Salary and Incentives ......................... ..............................................11
4.2 Specialty Certifications, .. . . ...... .......... ...... ............. ............ . . '' 11
4.3 Longevity........................................................... . . ...., ............... , µ ....12
4.4 Holiday...........................................................................................12
4.5 Pyramiding.....................................................................................12
4.6 Paramedic Preceptor Pay .................................... ....... .............. ,,........ 13
Article V-Management Rights-Rules and Regulations...................................,......,_, ,.,14
5.1 Management Rights......................................................... ................14
5.2 Rules and Regulations...................................... ........ .,,,.,....14
Article VI-No Strikes-No Lockouts................... .................................. ..,,..,........16
Article VII-Grievance Procedure..........................................,..........»........,.,..........,..17
7.1 Definition of Grievance....................................................................17
7.2 Grievance Committee Representatives ,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,..„,,,17
7.3 Grievance Procedure........................... .............. ..,.,........ ,,.......,,........ 17
7.4 Arbitrator's Authority........................................................................20
7.5 Decision and Fee......,.......................................................................20
7.6 Time Limits .......................... ......................... ...„,,,,...,.....,..,,..,.,..21
7.7 Union Rights............................................ ,............ ,...,.21
7.8 Standards for Processing Union Grievances......................... ................ ,..... 21
ArticleVIII - Leaves of Absence........................................................ „,..................22
8.1 Vacation Policy, Accrual, Use and Accrual, Termination, Reimbursement,
Selection............„.........................................................................22
8.2 Union Business. . ................................„.........,...,...,...,.........,,.........,...24
8.3 Personal Days....„......................................„„..,.....................„„..........24
8.4 Sick Leave - Policy, Accrual, Reimbursement, and Guidelines ....... .. ...............24
8.5 Duty Injury, Illness, Disability (Worker's Compensation) Leave., . ...... -.......-.26
8.6 Family and Medical Leave..................................................................26
8.7 Educational Leave ............ . ......... . .. ... ................. ......... , ...................26
8.8 Vacation Pay on Separation and Return ........................„,,..,,,.......,...........26
8.9 Accrual of Benefits and Compensation While on Leave, . . ..........., ...„.......„..27
8.10 Witness Leave............................................................,,„„.,„,.............27
8.11 Military Leave ......... ......... ......................... ..................................,...28
8.12 Jury Duty........................„„„..„.,.....„....„............,,..„.........„.........„........28
8.13 Bereavement Leave...........„............„....................„..,....,....................29
ArticleIX - Seniority.........................................................................................30
9.1 Definition........................„.,.„........„.............,.„....,,....,....„,..,,.,...........30
9.2 Probationary Period......................................................„......„......,.,,.30
9.3 Certificate of Appointment..........„„..„„„„..........................„....................31
9.4 Layoff and Recall ................................................. ...,.,.......... ..,....31.
ArticleX -Health and Welfare...........................................,.,.......,..........................32
10.1 Medical Exams..............„„...,..............................................,..........32
10.2 Group Health and Medical Insurance......„.„......................„.............„,..,.....32
10.3 Group Health and Medical Insurance: Surviving Dependents ...........................33
10.4 Life Insurance.......................„.„.„....,..........,......................„.„..„.......33
10.5 Dental Insurance ...... ........a...„....„.„.„...„......,.......................„..„....„„...33
10.6 IRC 125/Flex-Comp Program..........................„„.,...............,...............33
10.7 Employee Assistance Program.....................„....„„„.....,........,...............,.34
10.8 Deferred Compensation Programs...................w.,...„...„..„..,..„...,.........,...34
10.9 Credit Union...........................................................„..,..................34
10.10 Post Employment Savings Account (VEBA)...................... . . .............. . .......34
Article XI - General Provisions...........................................................................35
11.1 Trade Days....................................................................................35
11.2 Joint Safety Committee.......................................................................36
11.3 Indemnification of Employees.............................................................36
11.4 Drugs and Alcohol, Employee Confidentiality, Chronic Communicable Diseases ... 37
11.5 Living Conditions ......... .......... ,...... ,....,........ ...„T.-- ......................... 37
11.6 Bulletin Boards............„...............................„.........,..........................37
11.7 Smoking ........................... „..................... „.,..„...,.......... „„.............,..37
11.8 Physical Fitness Program ..... .................. ............ ....... ...„ .„...„....,,..37
11.9 Secondary Employment. . .......... ...... ....... ...38
11.10 Subcontracting.............................................................................„,.39
11.11 Station/Shift Change........................................................................
40
Article XII - Uniforms, Protective Clothing and Equipment.........................................41
12.1 Uniforms.......................................................................................41
12.2 Protective Clothing.—, . ... ..... ................ ............... ......,,....... 42
Article XIII - Discipline and Discharge, Investigations ...................... ........................ 44
13.1 Discipline....................................... ...................
................. ......... ...44
13.2 Investigations.................................... .................................... ..,.....44
13.3 Discipline and Discharge.........................................
. ....... . ..................44
13.4 Personnel File...................................................„.......,.................,..45
Article XIV - Accrued Leave Reimbursement
Upon Retirement, Resignation,
Reduction...........................................................................................46
Article XV - Labor-Management Meetings.............................................................47
ArticleXVI - Promotions..................................................................................48
ArticleXVII - Savings Clause......................................................... .......................57
Article XVIII - Precedence of Agreement vs. Ordinance
.............................................57
Article XIX - Entire Agreement...........................................................................58
Article XX- Duration and Termination.................................................................61
20.1 Duration............ ........... .......................
........................................... 61
20.2 Signature.........................................................
...... .........,..............61
DuesDeduction Form............................................................................Appendix
A
Salary Schedule...................................................................................Appendix B
Drugsand Alcohol.................................................................................Appendix
C
Request to Inspect/Copy Personnel File........................................................Appendix
D
TradeDay Form...................................................................................Appendix
E
GrievanceForm.....................................................................................Appendix
F
Group Health and Medical Insurance ..........................
._-- -.... , .. ...-,Appendix G
Election to Arbitrate Disciplinary Action......................................................Appendix
H
Outside Employment Request Form..........................................................Appendix
I
Fire Department Promotional Act.............................................................Appendix
.I
Personal Time Standard Operations Guidelines (SOG) ..................................Appendix
K
Promotions...........................................................................................Side
Letter
PREAMBLE
THIS AGREEMENT is entered into by and between the Village Of Mount Prospect,
(hereinafter "Village") and the Mount Prospect Firefighters Union, Local 4119, I.A.F.F., AFL-CIO
(hereinafter "Union"). It is the intent and purpose of this Agreement to set forth the parties'
agreement with respect to the rates of pay, hours of employment, fringe benefits, and all other
conditions of this Agreement; to prevent interruptions of work and interference with the operations
of the Village; to encourage and improve efficiency and productivity; and to provide procedures for
the prompt, impartial, and peaceful adjustment of grievances as provided herein.
ARTICLE I
RECOGNITION
1.1 Recognition - The Village recognizes the Union as the sole and exclusive collective
bargaining representative for all probationary and non -probationary employees who are sworn or
commissioned full-time firefighters and firefighter/paramedics, Lieutenant, Lieutenant/paramedics
below the rank of Battalion Chief. Excluded are all other employees, including but not limited to
sworn or commissioned full-time firefighters at the rank of battalion chief or above, the positions of
fire chief, deputy fire chief, fire prevention supervisor and training officer, all part time or temporary
employees, all auxiliary, reserve, volunteer or paid on call firefighters, all employees excluded from
the definition of firefighter as defined in subsection 16.03(g-1) of the Illinois Public Labor Relations
Act. All civilian employees, all non -fire department employees, and all other managerial
supervisory, confidential, professional and short-term employees as defined by the Illinois Public
Relations Act as it existed on January 1, 2000.
1.2 Fair Representation - The Union recognizes its responsibility as bargaining agent and
agrees fairly to represent all employees in the bargaining unit, whether or not they are members of
the Union. The Union's duty of fair representation shall be carried out with standards enunciated by
the U.S. Supreme Court in Vaca v. Sipes, 386 US 171, and its progeny.
1.3 Notification - All forms of notification unless otherwise specified to the Village shall be
hand delivered to the Fire Chief or his Designee in his absence. The Union shall identify in writing
its officers, stewards, and employee representatives to the employer. Such representatives shall be
the only individuals the employer is required to communicate with regard to Union/Management
matters.
ARTICLE II
MEMBERSHIP,, DUES DEDUCTION AND FAIR SHARE
2.1 Dues Check -off - The Village will deduct from each employee's paychecks the uniform,
regular Union dues twenty-six (26) times per year for each employee in the bargaining unit who has
filed with the Village the authorization form attached as Appendix "A". The actual dues amount
deducted, as determined by the Union, shall be uniform for each employee in order to ease the
Village's burden in administering this provision. The Union may change the fixed uniform dollar
amount twice each year during the life of this Agreement by giving the Village at least thirty (30)
days notice in writing of any change in the amount of the uniform dues to be deducted. The Village
shall remit the total amount of the dues deducted, together with a list of the employees from whom
dues have been deducted, to the person designated by the Union in writing not later than fifteen (15)
days after the issuance of each paycheck from which dues have been deducted.
If an employee has no earnings or insufficient earnings to cover the amount of the dues
deduction, the Union shall be responsible for collection of dues. The Union agrees to refund to the
employee any amounts paid to the Union in error on account of this dues deduction provision.
2.2 Fair Share - During the term of this Agreement, employees who are not members of the
Union shall, commencing thirty (30) days after their employment or thirty (30) days after the
effective date of this Agreement or thirty (30) days after they have rescinded any dues authorization
pursuant to Section 1 of this Article, whichever is later, pay a fair share fee to the Union for
collective bargaining and contract administration services rendered by the Union as the exclusive
representative of the employees covered by said Agreement, provided fair share fee shall not exceed
the dues attributable to being a member of the Union. Such fair share fees shall be deducted by the
Village from the earnings of non-members and remitted to the Union at the same intervals as Union
dues are remitted. The Union may change the amount of the fair share fee at the same intervals as it
may change the fixed, uniform amount of dues deducted under Section I of this Article, by giving
the Village at least 30 days notice in writing of any change in the amount of the fair share fee to be
deducted. The Union shall periodically submit to the Village a list of employees covered by this
Agreement who are not members of the Union and an affidavit which specifies the amount of fair
2
share fee. The amount of the fair share fee shall not include any contributions related to the election
or support of any candidate for political office or for any member -only benefit.
The Union agrees to assume full responsibility to ensure full compliance with requirements
laid down by the United States Supreme Court in Chicago Teachers Union v, Hudson, 106 U.S. 1066
(1986) with respect to the constitutional rights of fair share fee payors. Accordingly, the Union
agrees to do the following:
a. Give timely notice to fair share fee payors of the amount of the fee and an explanation of
the basis for the fee, including the major categories of expenses, as well as verification of
same in accordance with applicable law.
b. Advise fair share payors of an expeditious and impartial decision-making process
whereby fair share fee payors can object to the amount of the fair share fee.
c. Place the amount reasonably in dispute into an escrow account pending resolution of any
objections raised by fair share payors to the amount of the fair share fee.
It is specifically agreed that any dispute concerning the amount of the fair share fee and/or
the responsibilities of the Union with respect to fair share fee payors as set forth above shall not be
subject to the grievance and arbitration procedure set forth in this Agreement.
Non-members who object to this fair share fee based upon bona fide religious tenets or
teachings shall pay an amount equal to such fair share fee to a non -religious charitable organization
mutually agreed upon by the employee and the Union. If the affected non-member and the Union
are unable to reach agreement on the organization, the organization shall be selected by the affected
non-member from an approved list of charitable organizations established by the Illinois State Labor
Relations Board and the payment shall be made to said organization.
2.3 Indemnification - The Union shall indemnify and hold harmless the Village, its elected
representatives, officers, administrators, agents and employees from and against any and all claims,
demands, actions, complaints, suits or other forms of liability (monetary or otherwise) that arise out
of or by reason of any action taken or not taken by the Village for the purpose of complying with the
provisions of this Article, or in reliance on any written check -off authorization furnished by the
Union under any such provisions. This indemnification provision shall not extend to errors that are
solely the fault of the Village.
ARTICLE III
HOURS OF WORK AND OVERTIME
3.1 Purpose — This article is intended to define the normal hours of work and to provide the
basis for the calculation and payment of overtime. it shall not be construed as a guarantee of ]tours of
work per day, per week, or work cycle, or of days of work per week, per month or per work cycle. In
the event there Is a lack of work which the employer believes .s a change in the normal work
schedule as defined in Section 3.2, the procedures of Article 18 shall be followed.
3.2 i ornial Work a and Work Schedule - The normal shift schedule for Firefighters and
firefighter/paramedics shall be twenty-four (24) consecutive hours of duty, beginning at 08:00,
followed by forty-eight (48) consecutive hours off duty. For FLSA purposes the work cycle shall be
twenty-eight (28) days.
3.3 Kelly Days - Kelly Days shall be selected in accordance with [Article 8. l (e)]. The hours
of work shall be reduced by scheduling off each employee thirteen (13) shifts hereby referred to as
"Kelly Days", thereby reducing the average work week to fifty (50) hours and annual hours of work
to 2600.
3.4 Comp Time - When an employee works overtime in accordance with Section 3.5, he may
elect to bank the hours as compensatory time in lieu of receiving monetary compensation in that pay
period. In consideration of the Village offering this limited compensatory time benefit, the Village
and the Union agree, in furtherance of Section 7(0)(5) of the Fair Labor Standards Act, to place
restrictions on the use of compensatory time under circumstances which they agree would constitute
an "undue disruption" of the Department's operations. This banked time may be used to take time
off at a future date or in the case of a personal emergency where time off is needed.
Banked Compensatory Time may be accumulated in increments of no less than one-half
hours at a time. Time shall be banked at a rate of 1.5 times the number of hours worked (e.g., 24
hours worked equals 36 hours banked).
If time worked is to be banked, all of it must be banked (i.e., if 24 hours worked, all 36 must
be banked if electing to do so). However, if the full amount would cause the balance accrued to
exceed the maximum 36 hours, only that which will bring the balance to 36 hours will be banked
11
and the remainder will be paid as overtime. A maximum of 36 hours may be held in the bank at any
one time and the total accrual time shall not exceed 72 hours in any year.
The following procedure shall be followed for utilizing the Compensation Time Bank not
covered by Section8.1:
a).e�tiesIn order to request Compensatory
Time, the employee must have the time in the bank. The Compensatory Time must be
requested in increments of a minimum of six (6) hours. A request to use Compensatory
Time shall be by e-mail, and requests will be recorded with the date and time they are
received. In general, the employee should provide as much advance notice of the request as
possible. The employee should notify the Shift Commander no earlier than 14 days prior to
the requested time off and no later than 6:30 a.m. of the calendar day in advance of the
requested Compensatory Time usage. Requests for Compensatory Time after 6:30 a.m., will
not be honored, except in an emergency as approved by the Chief (or his designee) or in the
event of a same day leave request where the request will not cause overtime.
b) Unduly Disruptive D : If overtime is necessary to cover the employee's
requested time off under this Section (i.e., the employee's leave will cause or has caused the
shift to fall below the Chief s established minimum shift staffing) the Shift Commander shall
so advise the employee. The determination of whether overtime will be necessary to cover
the time off will be made when the time off request is received and acknowledged by the
Shift Commander. Overtime rules shall apply in order to fill vacancies caused by a
Compensatory Time request except as expressly modified by this Article. It is agreed by the
parties that the implementation of such Compensatory Time rules will necessitate additional
administrative and operational efforts in order to fill such Compensatory Time slot(s), thus
causing undue disruption to the Department's operation. If overtime is necessary to cover
the employee's requested time off under this Section, the parties hereto agree that such
request cannot be filled within a reasonable period of time without unduly disrupting the
operations of the Fire Department. In such case, the employee shall have the following
options:
i) to direct the Shift Commander to forego the request for time off and
5
requisition payment for 36 hours of banked time (e.g. 24 hours requested 1.5
time rate equals a 36 hour reduction in Compensatory Time bank.) on the
next regular payroll check;
ii) to withdraw the request and to resubmit a request for leave at another time
that does not cause overtime; or,
iii) take the leave requested.
If the leave requested causes overtime, the scheduled employee taking the leave shall
be designated as having taken an "unduly disruptive day" and the scheduled employee's
Compensatory Time bank shall be reduced by time and one-half for each hour granted off
(e.g., 24 hour Compensatory Time at time and one half equals a 36 hour reduction in the
Compensatory Time bank). If no overtime is required, the request shall not be deemed
unduly disruptive, and the employee taking the leave shall have his Compensatory Time
bank reduced hour for hour (e.g., 24 hours off equals a 24 hours reduction in the
Compensatory Time bank).
If the Village is unable to secure an off duty employee to fill the requested
Compensatory Time slot at all, then the request may be denied in its entirety as unduly
disruptive. No forcebacks will occur as a result of the usage of Compensatory Time.
c) Iw d ing f anal a�n rt« ry Thne lank Requests: Requests for usage of Compensatory
Time under this Section will be prioritized in the order in which they are received. If the
requirements of specific assignments cannot be met the request will be denied. If sufficient
replacement personnel cannot be obtained to meet the number of Compensatory Time
requests, the requests will be denied in reverse order of request reception. When attempting
to fill a request, no more than one (1) complete round of calls will be made.
d) Indemnification,: Inconsideration of the Village's agreement to allow employees
to establish Compensatory Time banks and to schedule Compensatory Time in accordance
with the terms and conditions of this Section, the Union agrees to the following:
i) Subject to the parties' agreements and adoption of the alternative procedure
described in Paragraph (b), the Union and its bargaining unit members agree
to defend, indemnify, save and hold harmless the Village, its officers, agents
2
and employees, from any and all damages, costs, expenses and penalties
arising from any complaint or allegation that these restrictions on the use of
Compensatory Time do not comply with Section 7(o)(5) of the Fair Labor
Standards Act regarding the use of Compensatory Time.
ii) Any and all disputes that may arise between the parties, including disputes
raised by the Union or by any bargaining unit member, as to the
administration of this Section, shall be resolved through the grievance
procedure of this Agreement. The parties' agreement to utilize the grievance
procedure to resolve any disputes arising under this Section is based upon the
authority vested in them under 8 and 15(b) of the Act, 5 ILCS 315/15(b).
Such agreement is also made in reliance upon the Supreme Court's decision
in 14 Penn Plaza LLC v. Pyett, 129 S.Ct. 1456, 186 LRRM 2065 (2009), that
such disputes shall include claims or allegations that any restrictions on the
use of time due available to employees from their compensatory time banks
as established under this Section do not comply with 7(o)(5) of the FLSA, 29
USCA 207. In the event that any such grievance is advanced to arbitration,
the parties further stipulate and agree that the arbitrator's remedial authority
shall be limited to making the grievant(s) whole by granting, consistent with
applicable 7(o) standards of the FLSA, the cash value of any time due in
dispute based on the then -applicable overtime rate and shall have no
authority to award any attorneys' fees or any penalties against the parties.
The parties agree that if the Union or a bargaining unit employee files a
lawsuit or complaint in any form alleging a violation of Section 7(o), this
arbitration agreement may be raised as an absolute defense to such lawsuit.
The Union agrees that it will join the Employer in any motion to dismiss the
lawsuit and/or to compel arbitration.
e) Sunset or Village Buy Back ? ti.c.n. If any of the principles contained in this
Article are found to violate the terms of the FLSA by a court of competent jurisdiction, the
Village may elect: (a) to have this Section immediately sunset, subject to the subsequent
7
duty to meet and negotiate as provided in Article 19 of this Agreement; and/or (b) to buy
back some or all time due to bargaining unit members immediately or over a reasonable
period of time; and/or (c) to allow employees to utilize accrued Compensatory Time at
mutually agreed times.
3.5 Overtime Rate - Employees shall receive overtime pay or compensation time, if
applicable, at the rate of time and one-half their straight hourly rate for all work performcd beyond
their normally scheduled hours. Overtime shall be rounded to the next fifteen (l 5) minute increment.
3.6 S ecial Overtirne — The Village acknowledges that certain work involving secondary
employment has been regularly assigned and performed by bargaining unit employees and certain
non -bargaining unit employees assigned to the Bureau.
Employees have been assigned the following positions as secondary employment during their
off duty hours:
o Fire Prevention Bureau work duties, including, but not limited to public education.
Off -Duty medical exams (ordered by the department).
Project hours (must have prior approval)
POC drill instruction or special training exercises.
Assisting with new hire exams.
Drill instruction and preparation (must have prior approval).
The Village agrees to continue its past practice with respect to such assignments during the
term of this agreement.
in accordance with 7 (g) of the FLSA, the parties agree that the base rate for such secondary
employment work shall be as follows:
Effective Date
FF/P Base Rate
January 1, 2016
$23.73
January 1, 2017
$24.20
January 1, 2018
$24.68
FF/P Overtime Rate
$35.59
$36.30
$37.03
8
Effective Date LT/P Base Rate LT/P Overtime Rate
January 1, 2016 $28.33 $42.49
January 1, 2017 $28.89 $43.34
January 1, 2018 $29.47 $44.20
All assigned hours worked in these positions shall be performed at 1 1/2 times the base rate listed
above.
3.7Callback/'Call Overrun - Any employee required to stay beyond their normal shift
release time of 08:00 due to a call overrun, or who is called back to duty for the purpose of staffing
reserve equipment shall receive a minimum of one (1) hour pay at the overtime rate.
3.8 Hireback folic - The following rules shall apply: The hireback distribution shall only
apply to fill shift assignments covered by this Agreement.
• A computerized overtime list shall be established to track all hireback hours worked.
• Overtime hours shall be reset to zero annually.
The Fire Department Administration shall endeavor to work with current wireless
communications devices currently carried by employees, where applicable. Procedures for
selecting hirebacks shall be in accordance with SOG 1202 — Hirebacks (dated June 2016).
3.9 Acting Officer — This provision shall be effective the date of the execution of the
contract between the Village and the Union.
An employee must have the minimum requirements as defined by this section. Determining
which employee fills the acting officer position will be chosen in the following order:
a. The employees which have made the current final promotional list.
b. Employees who participated and completed the most recent promotional examination.
c. The most senior employee.
All employees assigned to acting positions, either Acting Lieutenant or Acting Battalion
Chief shall receive the pay differential between their position and the equivalent position they are
assigned to, i.e. firefighter/paramedic to Lieutenant Paramedic or Lieutenant to Battalion Chief.
9
3.10 Forced Back - The Fire Chief, or his designee may force back the least senior,
qualified employee who is permanently assigned to the previous calendar day's shift and is/was on
duty at the overtime rate. Once an employee is made aware of a force back, the employee may
obtain a qualified replacement to work the hours designated by the Fire Chief, subject to the Fire
Chief's approval. An on -duty Union representative will also be notified by the Fire Chief s designee
to assist in providing coverage for the hours. F orccd back hours will not count towards overtime
hours accrued. If a force back employee finds a qualified replacement, the hirebaek hours will count
towards overtime hours accrued.
3.11 Light Duty Hours - Light Duty assignments shall be assigned consistently with the
provisions outlined in Fire Department SOG 1204 Light Duty Assignment, dated June 2011/R. The
parties agree to defer the issue for the term of this Agreement without prejudice to either parties
right to negotiate the issue in subsequent negotiations.
3.12 Special Duty Pay - When approved by the Fire Chief, employees shall be paid for
overtime hours to attend a state/federally declared disaster or related training based on an approved
work log or (similar document) and in accordance with the reimbursement guidelines of the
sponsoring agency. A supervisor or other responsible authority must sign the document.
Regular work hours (shift days), as defined in Section 3.2, shall be deducted from the total
number of hours. For example: If the work log shows that an employee worked 72 hours in a seven
day period, the employee's regular work hours (24-hour shift days) shall be deducted from the total
number of hours. The remaining hours shall then be paid at the Overtime Rate. Travel time is
considered part of the work time for a deployment.
Any Vacation Days previously scheduled during a deployment shall be rescheduled during
the same calendar year, if possible. At no time, however, shall a Vacation Day be rescheduled more
than one year past the date of the deployment. Kelly Days are considered work reduction days and
any hours worked on these days during a deployment shall be paid at the Overtime Rate.
(D1
ARTICLE IV
WAGES AND COMPENSATION
4.1 Salary and Incentives - Annual wages paid to employees shall be set forth in Appendix B
of this agreement.
If, at any time during the term of this Agreement, the Employer's portion of State -shared
revenue from the Local Government Distributive Fund (LGDF), which is the Employer's share of
the State income tax, is reduced by the General Assembly by 10% or more, then the Village may
reopen the Collective Bargaining Agreement to renegotiate the wage increases agreed to. This re -
opener obligation also may be triggered in the event of a 10% reduction in the Employer's Sales Tax
and/or Personal Property Replacement Tax. If wage-reopener negotiations are triggered by this
Section, the parties also may negotiate as to other factors to help offset such losses revenue
enhancement and operational costs savings options.
4.2 SL)ecialty Certific „tions - To be eligible for Top Grade level of wages firefighters must
have completed the following certifications:
• Five years of employment
• Advanced Technician Firefighter
• Fire Apparatus Engineer
To be eligible for Top Grade level of wages, lieutenants must have completed the following:
• Hazardous Materials Technician `A' (Replaced by Incident Safety Officer effective
7/1/2017)
• Incident Safety Officer (Effective 7/1/2017) - Lieutenants with the Incident Safety Officer
Certification or who have made a good faith effort to attain the certification will be
considered to have fulfilled this component of the Top Grade eligibility requirements.
• Fire Officer I, Company Officer or equivalent - Employees currently in Fire Officer
"provisional" status shall be qualified for Fire Officer I certification after completing one (1)
year of service as a Lieutenant or 100 24 hour shifts or 2400 hours of acting time as a
Company Officer based upon department and training records or scheduling rosters.
Firefighters who currently receive Top Grade pay for holding certifications for Firefighter III,
Hazardous Materials Ops, and Fire Apparatus Engineer shall retain Top Grade level.
4.3 Lon evi - This pay will be paid to full-time employees as a means of recognizing an
employee's extended years of service. Longevity Pay will be paid annually on December 31 based
on continuous years of full-time service, calculated from the employee's anniversary date of
employment. Employees must complete the required years of service by December 31 of each year
to be eligible for the December payment. In all cases, the employee must be currently employed
with the Village as ofDecember 31 of each year to be eligible for that year's Longevity Pay. There
will be no prorating of an annual Longevity Pay for partial years completed. If an annual longevity is
paid prior to December 31 and the employee is not employed as of December 31 the employee must
repay the Village such annual longevity payment with the last payroll check issued. The parties
understand that Longevity Pay is included in the definition of "salary" for pension purposes.
Longevity payments shall be included as part of the first regular payroll of December annually.
Longevity Pay shall be as follows:
Continuous Years of'Se vice '.rapu l Lon suit
After 5 years $600.00
After 10 years $700.00
After 15 years $800.00
After 20 years $9nn,nn
4.4 Holiday - The following holidays shall be recognized:
New Year's Day
President's Day
Memorial Day
4th of July/Independence Day
Labor Day
Thanksgiving Day
Christmas Eve
Christmas Day
In recognition of the above listed Holidays, each employee shall receive nineteen (19) hours
of premium pay at their straight time hourly rate for each recognized holiday whether the employee
works the holiday or not. To be eligible for such pay, the employee shall be on the active payroll on
the day the recognized holiday is observed.
4.5 Pyramiding - Compensation shall not be paid (nor compensatory time taken) more than
once for the same number of hours worked under any provisions of this Agreement, unless the
Agreement expressly provides for payment.
12
4.6 Paramedic Prece ptoi - A program shall be established to provide a mentoring
relationship between a paramedic student and a licensed and practicing firefighter/paramedic. The
goal of the program is to provide the paramedic student with the necessary guidance to develop the
knowledge and skills to meet the standards of the Fire Department as a paramedic.
For each paramedic student the Department shall assign a primary and a secondary
paramedic preceptor. These preceptors, and any necessary replacements, shall maintain a mentoring
relationship from the time they are assigned a student through the student's completion of all State
of Illinois paramedic licensing requirements.
For each student the primary preceptor shall receive a lump sum of $200 when the student
completes the internship portion of the Northwest Community Hospital paramedic student program.
The secondary preceptor shall receive a lump sum of $50 at the same time. If more than one (1)
employee functions as either primary or secondary preceptor, such employees shall share the lump
sum on a pro -rata basis. Under no circumstances shall more than $300 be paid for preceptor
assignments for any one paramedic student.
Qualifications for Preceptors
Preceptors shall be paramedics in good standing with the Northwest Community Hospital
EMS System, and shall have at least three (3) years of service with the Mount Prospect Fire
Department.
Requirements for Preceptors
Each preceptor shall: 1) have completed the Northwest Community Hospital EMS preceptor
orientation program; 2) be nominated by their assigned Lieutenant and Battalion Chief to participate
in the program.
13
ARTICLE V
MANAGEMENT RIGHTS - RULES AND REGULATIONS
5.1 Management Rights -The Village retains all traditional rights to manage and direct the
affairs of the Village in all of its various aspects not given up by the terms of this agreement, and to
manage and direct its employees, to make and implement decisions with respect to the operation and
the management of its operations, in all respects as authorized under Constitution and laws of the
State of Illinois. These rights and authority include, but are not limited to, the following: to
determine the mission of the Village, to plan, direct, control and determine all the operations and
services of the Village; to determine the Village's budget and budgetary priorities; to levy taxes; to
supervise and direct the working forces; to establish the qualifications for employment, and to
employ personnel; to schedule and assign work; to establish work and productivity standards and,
from time to time, to change those standards; to assign overtime, to determine the methods, means,
organization and number of personnel by which operations are conducted; to make, alter and enforce
rules, regulations, orders and other policies which are promulgated under the Mount Prospect
Personnel Rules, the Mount Prospect Fire Department Standard Operating Procedures Manual and
Fire Department Rules and Regulations; to evaluate employees; to discipline employees, to change
or eliminate existing methods equipment or facilities; provided however that the exercise of any of
the above rights shall not be inconsistent or in conflict, with any of the specific terms or provisions
of this agreement.
5.2 Rules and Regulations -
a) Employees shall be provided with access to all existing written rules and regulations.
b) It is understood that new or revised written rules, regulations, policies and procedures are
established by the Village from time to time. The union shall be given written notice of any
proposed additions or changes to existing written rules. When the proposed change relates to
a subject that is mandatory subject of bargaining that is not expressly covered by an existing
term of this agreement, the union shall be allowed a fourteen (14) day period to present its
comments prior to the proposed rule becoming effective. If the union requests; within such
fourteen (14) day period, the Village shall meet with the union to discuss its concerns or
objections. In the event that such meeting(s) fail to resolve the union concerns or objections,
11
the Village may implement its proposed rule on an interim basis pending full negotiations for
the successor contract. Such interim implementation shall be without prejudice to the union
rights to decisional bargaining as to the rule and in the event an impasse is reached as to the
rule any impartial arbitrator selected pursuant to the IPELRA Section 14 process shall treat
the rule as a proposed rule not an existing rule. Normally any new or revised written rule,
regulation, policy or procedures shall be posted no less than thirty (30) days before
becoming effective or enforceable.
15
STRIKESARTICLE VI
NO 1 LOCKOUTS
The Union, its officers and agents, and the employees covered by this Agreement, agree not
to instigate, promote, engage in, or condone any strike, slowdown, concerted stoppage of work or
any other intentional interruption of operations for any reason. Any or all employees who violate
any of the provisions of this Article may be discharged or otherwise disciplined by the Village. The
Village will not lock out any employccs during the term of the Agreement as a result of a labor
dispute.
In addition, in the event of a violation of this Article, the Union agrees to inform its members
of their obligation under this agreement and to direct them to return to work.
16
ARTICLE VII
GRIEVANCE PROCEDURE
7.1 Dermition of"Grievance - The parties agree it is desirable that any grievance, as herein
defined, be settled fairly and promptly as it arises. A Grievance is defined as a dispute or difference
between an employee and/or the Union and the Village with respect to the meaning or application of
the terms of this Agreement. Accordingly, the parties agree that the procedures outlined in Section
7.3 of this Agreement shall be used exclusively for the resolution of all such Grievances.
7.2 Grievance Committee Representatives - The Union shall designate a committee which
shall represent the employees covered hereunder with regard to all matters pertaining to the
Grievance Procedure. These members shall hereafter be referred to as a Grievance Committee.
7.3 Grievance Procedure - When an employee believes they have experienced or become
aware of a matter that may give rise to a Grievance they shall have the ability to work informally
with the Village to resolve the matter. If during this period of informal resolution the matter is not
resolved to the employee's satisfaction, they shall be required to present a formal Grievance to their
immediate supervisor within the 14 day specified time period. All formal Grievances shall be
documented on the Grievance Form (dated August 2012), located on the Village's employee
intranet, and shall include a statement of summary relevant facts and a reference to the applicable
provision(s) of this Agreement that were violated.
All formal Grievances shall be filed no later than 14 calendar days from the date of the first
occurrence of the matter giving rise to the Grievance or 14 calendar days from the date the grievant
knew, or should have known, of the matter giving rise to the Grievance, but in all cases no later than
28 days from the date of the first occurrence of the matter giving rise to the Grievance.
The following outlines the formal steps of the Grievance Procedure:
Step 1. Supervisor
Step l shall be initiated when an employee presents their supervisor with a formal Grievance
using the Grievance Form. The employee shall document this date on the Grievance Form as
the "Notification Date" and the supervisor shall sign and date the document. Once notified,
the supervisor shall have seven calendar days to schedule a meeting with the employee to
discuss the Grievance and notify the Union of the meeting date. The employee shall
document this date on the Grievance Form as "Meeting Date." At the meeting, the
17
supervisor shall, at a minimum, present the employee with the following pertaining to their
Grievance:
• Pertinent Village and/or Fire Department Policies and Standard Operating
Guidelines,
• Pertinent collective bargaining agreement sections, and
• Supporting documentation (i.e. roster).
After the meeting with their supervisor, the employee shall have seven calendar days to
decide if they wish to appeal the Grievance to the Union Grievance Committee and proceed
to Step 2. During this seven day time frame, the supervisor shall attempt to resolve the
Grievance. The employee shall document the result of the meeting and any related comments
on the Grievance Form before proceeding to Step 2.
If the supervisor does not meet with the employee within seven calendar days of the
Notification Date, or provide a response within seven calendar days of the Meeting Date, the
employee shall notify the Union and the Grievance shall automatically proceed to Step 2.
Ste, 2: GilIevance Cornmittee
Step 2 shall be initiated when the employee presents the Union President or Vice -President
with their Grievance Form for appeal to the Grievance Committee. The employee shall
document this date on the Grievance Form as the "Notification Date." The Grievance Form
shall be disseminated to the Grievance Committee members for consideration. it shall be the
Grievance Committee's responsibility to determine if the Grievance has sufficient merit to
be processed further. The Grievance Committee shall document their recommendation and
any related comments on the Grievance Form and shall sign and date the document.
If the Grievance Committee determines that the Grievance has sufficient merit to proceed, it
shall be forwarded within 14 calendar days of the Step 2 Notification Date. Grievances
initiated by a Firefighter shall proceed to Step 3. Grievances initiated by a Lieutenant shall
proceed to Step 4.
Step 3: Battalion Chief
Step 3 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Battalion Chief. The Grievance Committee shall document this date on the
Grievance Form as the "Notification Date" and the Battalion Chief shall sign and date the
document. Once notified, the Battalion Chief shall have seven calendar days to schedule a
meeting with the employee and/or a Grievance Committee representative to discuss the
Grievance. The Grievance Committee shall document this date on the Grievance Form as
"Meeting Date" and shall indicate whether a representative of the Committee shall be
present. The Grievance Committee representative shall have the ability to present written
statements at the meeting. During the meeting, the Battalion Chief shall present the
employee and/or Grievance Committee representative with any additional supporting
documentation pertaining to the Grievance.
After the meeting with the Battalion Chief, the Grievance Committee shall have seven
calendar days to decide if they wish to appeal the Grievance to the Fire Chief and proceed to
Step 4. During this seven day time frame, the Battalion Chief shall attempt to resolve the
Grievance. The Grievance Committee shall document the result of the meeting and any
related comments on the Grievance Form and shall sign and date the document before
proceeding to Step 4.
If the Battalion Chief does not meet with the employee and/or Grievance Committee
representative within seven calendar days of the Notification Date, or provide a response
within seven calendar days of the Meeting Date, the Grievance Committee shall notify the
Union and the Grievance shall automatically proceed to Step 4.
Step 4;_ Fire Chief
Step 4 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Fire Chief. The Grievance Committee shall document this date on the Grievance
Form as the "Notification Date" and the Fire Chief shall sign and date the document. Once
notified, the Fire Chief may meet with the employee and Grievance Committee
representative, but shall reply to the Grievance in writing within seven calendar days of the
Notification Date.
After receipt of the Fire Chief's written reply, the Grievance Committee shall have 14
calendar days to decide if they wish to appeal the Grievance to the Village Manager and
proceed to Step 5. The Grievance Committee shall document the date the Fire Chief's
written reply was received on the Grievance Form as the "Date Reply Received." The
Grievance Committee shall also document whether or not the reply resolved the Grievance
and any related comments and shall sign and date the document.
Ste o 5. Villas -ye Mana er
Step 5 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Village Manager, or his designee. The Grievance Committee shall document
this date on the Grievance Form as the "Notification Date" and the Village Manager, or his
designee, shall sign and date the document. Once notified, the Village Manager, or his
designee, shall investigate the facts and circumstances as he deems necessary and shall reply
to the Grievance in writing within 21 calendar days of the Notification Date.
After receipt of the Village Manager's written reply, the Grievance Committee shall have 15
business days to decide if they wish to submit the Grievance to arbitration and proceed to
Step 6. The Grievance Committee shall document the date the Village Manager's written
reply was received on the Grievance Form as the "Date Reply Received." The Grievance
19
Committee shall also document whether or not the reply resolved the Grievance and any
related comments and shall sign and date the document.
Ste 6: Arbitration
Step 6 shall be initiated when the Grievance Committee notifies the Village Manger, in
writing, of their intention to submit the Grievance to arbitration. The Grievance Committee
shall document this date on the Grievance Form as the "Notification Date" and the Village
Manager, or his designee, shall sign and date the document.
Once notification occurs, the Village and the Union shall have ten business days to agree
upon an arbitrator. If the Village and the Union fail to agree upon an arbitrator, either or
both parties shall request that the Federal Mediation and Conciliation Service (FMCS)
submit a panel of seven arbitrators who are members of the National Academy of Arbitrators
and are residents of Illinois, Indiana or Wisconsin. Both the Village and the Union shall then
have the right to strike three names from the list. The parties, by a toss of a coin, shall
determine which party shall first strike one name. The other party shall then strike one name
and the process shall be repeated twice. The remaining named person shall be selected as the
arbitrator, provided that either party, before striking any names, shall have the right to reject
one panel of arbitrators. The Grievance Committee shall document the name of the selected
arbitrator on the Grievance Form and shall sign and date the document.
The parties shall notify the FMCS of the name of the selected arbitrator. The FMCS shall
then notify the selected arbitrator and request the scheduling of a mutually agreeable date for
the arbitration hearings. Upon conclusion of the arbitration hearings, the Grievance
Committee shall document the arbitrator's ruling on the Grievance Form.
Copies of the Grievance Form shall be distributed to the Village (Fire Administration) and the Union
for record keeping purposes following every step of the Grievance Procedure.
7.4 Arbitrator"s Authority - It is agreed that the authority of the Arbitrator is limited to the
interpretation or application of the provisions of this Agreement respecting the Grievance in
question, and he shall have no power or authority to render any decision contrary to or inconsistent
with, or adding to or modifying or amending, any of the provisions of this Agreement.
7.5 Decision and Fee - The decision of the Arbitrator, within the limits herein prescribed,
shall be final and binding on all parties to this Agreement. The fee and expenses of the Arbitrator
and obtaining a panel from the FMCS shall be borne equally by the Village and the Union. No
other joint expenses shall be incurred except by mutual agreement of the parties.
20
7.6 Time Limits - The parties subscribe to the principle of prompt resolution of Grievances
and, therefore, they agree that the time limits set forth in Sections 7.3 and 7.6 must be complied with
for the Grievance to be considered, unless there is an agreement in writing extending any such limit.
If the Village or its representatives do not reply within the time limits specified, the grievance shall
be deemed to have been automatically appealed to the next step of the Grievance and Arbitration
procedure unless the Union provides written notice to the Village that the grievance is withdrawn.
7.7 Union Rights - No grievance, except a Step 2 Grievance, may be discussed unless the
Union is notified and afforded an opportunity to have a Grievance Committee Representative be
present at any settlement conference. No settlement made shall be inconsistent with the terms of this
Agreement between the Village and the Union and any settlement reached shall be without
precedential value unless approved in writing by the Union and the Village. It is acknowledged that
the Union has the right to exercise its discretion to refuse to process an employee's Grievance
consistent with its duty of fair representation.
7.8 Standards for Processing Union Grievances - The parties jointly acknowledge that the
IPLRA (as it may be amended from time to time) establishes the following standards to the
processing of grievances. Labor organizations recognized by a public employer as the exclusive
representative or so designated as representing the interests of all of the employees in the unit in
accordance with the provisions of this Act are responsible for representing the interest of all public
employees in the unit. Nothing herein shall be construed to limit an exclusive representative's right
to exercise its discretion to refuse to process grievances of employees which are unmeritorious.
21
ARTICLE VIII
LEAVES OF ABSENCE
8.1 Vacation -
(a) Policy - Employees accrue Vacation as set out in the accrual schedule below, based
on the number of continuous years of service. Continuous years mean any period of
(b)
employment uninterrupted by termination of employment or non -Family and
Medical Leave Act leave of absence. An employee shall calculate his years of
service as of the employment anniversary date. Anniversary dates are determined by
the day of the month employees begin work.
Accrual - Vacation shall accrue on a bi-weekly pay period basis. Pay period accruals
shall be credited as earned based on the accrual schedules and policies listed below,
with the accrual rate being calculated on the number of continuous years of service
attained by the employee. The accrual rate shall automatically increase from one
step to the next on January 1 provided the employee is on the Village's active
payroll as of January 1 of that year and the employee's accrual rate is due to increase
in that calendar year.
Probationar ( Feel g1_ t rs - Firefighters who have satisfactorily completed six
(6) continuous months of service, but less than one (1) year of continuous service
shall receive Vacation during their calendar year of hire as follows:
Date of Hire Vacation Days
January l to February 28/29 5
March l to April 30 4
May l to June 30 3
Probationary Firefighters employed after June 30 shall receive no vacation time in
the calendar year of hire, however, those who have satisfactorily completed six (6)
months of service shall receive, in addition to their regular annual Vacation earnings,
a lump sum of Vacation shall be added to the accumulated vacation time for use in
the new calendar year according to the following schedule:
22
Date of Hire Vacation Days
July 1 to July 31 3
August 1 to August 31 2
September 1 to September 30 2
October 1 to October 31 1
November 1 to November 30 1
December 1 to December 31 0
Thereafter, Vacation time shall be accrued in the same manner as all other
Firefighters.
Firefighters - The Vacation accrual schedule for Firefighters on twenty-four
(24) hour shift shall be as follows:
Level of Service
Attained any time
Durina Calendar Year
Less than 1 Year
02 + Years
06 + Years
08 + Years
10 + Years
12 + Years
14 + Years
20+ Years
Accrual
Rate in Hours
Per Bi. -We kly..P" LEgri d.
0
4.62
5.54
6.47
7.38
8.31
9.24
10.15
Vacation -Days Off
In
Hours Days
(See Probationary)
120 5
144 6
168 7
196 8
216 9
240 10
264 11
(c) Use and Accrual - Employees shall not be allowed to use Vacation time which has
not yet accrued without written approval of the Fire Chief or Village Manager of
vacation days assigned to the level of service depicted in the Table above.
(d) Upon Termination — Employees terminating employment shall be eligible for payout
of accrued vacation which may be accumulated but unused at the time of termination.
If at the time of termination the employee has utilized vacation time prior the actual
accrual of vacation time, the employee shall have sick leave hours deducted from the
employee's total accumulation equal to the amount of vacation hours the employee
previously utilized.
(e) Selection — Selection of Kelly and Vacation time shall be consistent with Vacation
and Kelly Day usage SOG 1101, issued May 1, 2013. It shall be the responsibility of
23
all Battalion Chiefs to see that the process is completed correctly and equitably.
Employees shall be allowed to select their accrued vacation allotments from
up to four (4) slots which shall be made available each duty day of their shift
provided that the slot has not been scheduled off as a Kelly Day. Kelly Day and
Vacation selection are due in the Fire Chief s office on or by December Ist of the
current year.
8.2 Union business The use of paid work time and department equipment for
union business shall be subject to regulation by the Fire Chief. The Fire Chief shall have the
authority to deny requests which are not consistent with existing regulations and practices or
which in his judgment adversely affect departmental operations or interests.
8.3 Personal Days.- Employees accrue forty-eight (48) hours of Personal Time
usage annually. Usage of personal days shall be in accordance with S.O.G. 1102 dated 5/16
(Attached as Appendix K). Employees cannot use personal time in less than one (1) hour
increments. Any unused personal days available at the end of the calendar year shall be
converted to sick leave hours. There shall be no carry over of personal day hours from one
calendar year to the next. Employees must utilize personal days for absence due to illness of
immediate family member. Once personal days are exhausted, employee may utilize sick
leave for illness of immediate family member.
8.4 Sick!Leave - Policy,, Accrual Reimbursement, ement and Guidelines -
(a) Policy - It is the responsibility of the employee to notify the Battalion Chief before
0630 prior to the beginning of the employee's shift in order to receive compensation
while absent on Sick Leave unless exigent circumstances prevent such notice, in
which event the employee shall provide the earliest notice feasible. An employee
absent for two (2) consecutive duty days or more shall present the Fire Chief with a
medical certificate from his attending physician which gives the reason for the
absence and the physician's recommendation that the employee may return to work.
Unexcused absences without verifiable cause may be subject to disciplinary action.
(b) Accrual - Effective January 1, 2008 and continuing annually thereafter, employees
shall earn sick leave at a rate of twelve (12) hours per month, or 144 hours per year/6
24
shifts per year. Employees must accumulate Sick Leave up to a base number of hours
of seven hundred twenty (720) hours or thirty (30) days before consideration of
additional sick leave hours is available. The employee may, at his option, continue to
accumulate up to a maximum of one thousand one hundred fifty-two (1,152) or forty-
eight (48) days. Any unused personal hours available on December 31 will
automatically be converted to sick leave hours and be added to the employee's total
accumulated sick leave total effective January 1 of the new calendar year.
(c) Reimbursement - Once an employee reaches the base number of hours of
accumulated Sick Leave seven hundred twenty (720) hours, the employee has the
option of receiving a cash payment equal to fifty percent (50%) of the accumulated
Sick Leave above the base number of hours. If the employee does not choose to cash
in any sick leave hours above 720 hours the employee shall not receive any cash. The
value of the sick leave at the time of cash out shall be based on the number of hours
cashed in and the hourly rate at the time the cash out is processed. Employees shall
be notified between December 31 and January 15 in writing from the Finance
Department summarizing the total number of accumulated Sick Leave hours,
including any personal hours that may have been converted from the previous year.
The employee must affirmatively indicate whether they wish to cash out any Sick
Leave hours. If the employee wishes to receive cash payment, he must designate the
number of hours he wishes to be paid for. This number shall then be reduced from
the total available Sick Leave hours, and the cash payment shall be calculated on
fifty percent (50%) of the hours the employee designates for payment. If the
employee does not choose to cash in any sick leave hours above 720 hours the
employee shall not receive any cash. Once an employee accumulates Sick Leave
above the maximum number of hours (1152), the Village will automatically cash out
an amount equivalent to an annual cash payment equal to fifty percent (50%) of the
number of hours over the maximum to the employee annually.
(d) Guidelines - Sick Leave will be allowed only in case of medical necessity or actual
sickness of the employee, or his immediate family member once Personal Time has
25
been exhausted. Under no circumstance may Sick Leave be used for any other
purpose except illness or injury. Any violation may result in disciplinary action.
Officers must exercise professional discretion regarding the nature of the employee's
illness or injury and the distribution of this information. The employee is required to
provided accurate information concerning the type of illness or injury, and the
expected duration of absence.
8.5 Duty Injury,, Illness, [ is. l il.i Workers Compensation)Leave -Any Firefighter
injured on the job shall be covered under the applicable state regulations that provide for the
employee's rights under worker's compensation act (820 ILCS 350). Employees who are injured on
the job shall continue to receive their regular salary for up to one (1) year, without charge to their
regular benefits and accrued leave as required by Public Employee Disability Act (5 ILCS 345/1).
Employees shall sign and deliver any Workers' Compensation or similar payment to the Village
while receiving the salary continuation benefits applicable.
8.6 FamiI and Iedical Leave - The Village will comply with the Family Medical Leave
Act (FMLA) as described in the Employee Village Handbook Family and Medical Leave Policy,
effective August 5, 1993 (revised February 2008).
8.7 Education ,I.eeava: - Employees upon written request to the Fire Chief may be granted, a
leave of absence without pay, not to exceed 40 duty days in one (1) year for educational purposes. If
leave granted under the Section is for education which is related to fire service, seniority shall
accumulate during said leave; however, no other paid time off benefits shall continue including
accumulation of paid time off hours during this unpaid period. Leave under this Section may be
extended upon mutual agreement of the Village and the employee. The Village has the right to
require a transcript to prove that the employee satisfied the Education Leave requirement.
8.8 Vacation Pay on Sel2aration and return -
(a) On Separation - Upon separation from employment, employees shall receive
Vacation pay at their latest hourly rate of pay for all accumulated but unused
Vacation shift days. If at the time of separation from employment the employee has
previously utilized vacation time that has not yet accumulated the employee shall
have sick leave hours deducted from their total accumulation in an amount equal to
the number of vacation hours the employee has utilized, but not yet accumulated. In
the event that the employee does not have enough sick leave hours to cover the
previously utilized vacation days, they shall have their final payroll check reduced by
the value of the vacation hours previously utilized, but not yet accumulated.
(b) Upon�t-Lq n To Duty Frorn DU!ln`uryIllness, or F)isabilit Leave - Employees
who return to duty after a duty injury, illness, or Disability Leave shall receive the
number of vacation hours credited to their total accumulated vacation hours that
would normally have been accumulated during the period of absence. The use and
scheduling of such accumulated Vacation time will be selected and rescheduled only
on "available" days as specified in Section 8.1. If such days are not available, they
shall be carried over to the next calendar year and shall be selected first from the
days available in January and February.
8.9 Accrual of Benefits, and Compensation While on Leave - During all periods of
Vacation, Workers Compensation Leave (duty injury, illness or disability), Sick Leave and periods
of paid leave of thirty (30) days or less, employees shall continue to accrue seniority and all
employee benefits. During all periods of paid leave employees shall receive all scheduled salary and
pay step increases.
8.10 Witness Leave - Any employee required by subpoena to attend an attorney interview,
give a deposition or to testify with respect to a lawsuit in which the Village is party or which arises
out of the employee's employment by the Village, upon notification to the Fire Chief, shall be
excused from work at a time approved by the Fire Chief without loss of pay for the period of time
the employee is required to be away from work. If such activity is required outside the employee's
regularly scheduled work hours, the employee shall be compensated at the overtime rate for actual
hours required. The employee shall turn in any fees other than travel expenses received to the
Village. This provision shall not apply to any situation which the employee testifies or otherwise
takes a position adverse to the interests of the Village.
27
8.11 Military Leave - The Village shall provide Military Leave in accordance with all
applicable Federal and State laws as cited herein including the Illinois Serviceman's Employment
Tenure Act and the Illinois Military Leave of Absence Act, 330 ILCS 60/4.
Additional conditions regarding Military Leave are as follows:
• The employee shall submit a copy of his/her military orders to the Chief, via the
chain -o# -command, prior to his/ her departure for any military" leaves that will require
an absence from work longer than one duty day.
• The employee may be required to provide a letter from his/her Commanding Officer
describing the reason for any additional training (not including the monthly weekend
duty and/or the two week active duty period).
• Subsequent to any limitations provided under applicable Federal or State law,
employees shall be required to ensure that his/her EMT -B and/or EMT -P status
reirnains current subject to state waivers for certification.
• As soon as possible following any mandatory reservist training, the employee shall
provide the Fire Department administration with documentation as proof of their
having attended the training. Twenty-four (24) hour shift personnel shall refer to the
Village's employee handbook (Section VI (e) - General Leave Policy) for general
guidelines explaining the use of Military Leave so long as such provisions are with
consistent with the terms of this section.
8.12 Jury Duty - An employee who is required to serve on a jury scheduled at a time that
would cause the employee to lose regular pay shall be granted leave with pay for such time lost to
participate in such a jury. The leave time necessary to participate in a jury shall not be charged to
any accumulated paid time off hours. Employees must provide a copy of the jury summons to the
Fire Chief or his designee as soon as possible so that the necessary shift scheduling may be altered.
Employees may retain pay from the court for jury duty in addition to their leave. Specific jury
procedures are outlined in SOG 1107, issued 2/14R.
28
8.13 Bereavement Leave - In the event of a death in the immediate family of an employee,
the employee will be granted one (1) duty day of leave with pay. For this purpose, immediate family
consists of the employee's spouse, children, mother, father, sister, brother, grandchild, grandparent
and the spouse's immediate family as well as the "step" equivalents thereof. As a condition to
granting of any such leave, the employee may be required to submit satisfactory proof of death
and/or proof of the relationship of the deceased to the employee. If the employee desires to take
additional time off due to a bereavement, the employee shall utilize personal time.
041.1
ARTICLE IX
SENIORITY
9.1 Definition - For the purposes of the Agreement, seniority shall be defined as an
employee's length of continuous full-time service with the Village as a sworn and commissioned
firefighter since his/her last day of hire. Except where specifically noted in this Agreement,
seniority, amongst Lieutenants shall derive from their date of pr omotion. Seniority shall accumulate*
during all authorized leaves. Seniority shall not accumulate from the first day of any authorized
unpaid leaves of absence six continuing months. If more than one person is hired on the same
day, seniority preference will be established by final eligibility as posted on the official eligibility
list by the Village of Mount Prospect Board of Fire and Police Commission.
9.2 Problation,gLy Period All new employees shall serve a probationary period of twelve
(12) months of creditable service from his date of hire as a full-time employee in a position covered
by this agreement. Time absent from duty that is not credited for seniority purposes shall not apply
toward satisfaction of the probationary period, nor shall any absence from active duty of more than
two (2) consecutive scheduled duty shifts apply toward satisfaction of the probationary period. In
such event, the employee's probationary period may be extended for the number of duty shifts
necessary to make up for any service not credited toward the twelve (12) month probationary period.
During an employee's probationary period, the employee may be terminated without cause at the
sole discretion of the Village. Such probationary employee shall have no recourse to the grievance
procedure or to the Board of Police and Fire Commissioners to contest such termination.
Probationary employees shall be required to obtain all certifications which are established as
mandatory conditions of employment prior to completing their probation. In the event that an
employee who is required to be a certified paramedic has not obtained such certification within the
probationary period, the employee's probationary period may be extended for a period sufficient to
accommodate the additional time required to obtain such certification, but the employee may not be
terminated without cause as to any matter other than failure to obtain the mandatory paramedic
certification and properly perform the duties covered by certification within such extended period.
Should the Chief determine that a new employee has not met the requirements of satisfactorily
completing the probationary period as set forth above, but wishes to consider extending the
30
probationary period, then for reasons other than not obtaining a paramedic certification, the
employee's probationary period may be extended subject to the following conditions:
1. The union agrees to the extension.
2. A four member Apprenticeship Committee shall be established to review and monitor an
employee's performance during his extended probationary period. Two members shall be
bargaining unit employees nominated by the Union President, to be approved by the Chief,
who are on the employee's same shift, with one being a Lieutenant and one being a
Firefighter; and the other two consisting of the Deputy Chief and Battalion Chief assigned to
the employee's shift, as that may change from time to time.
3. The extended probationary period for newly hired employees under this Section shall not be
more than one (1) year, but in no event more than twenty-four (24) months from the date of
hire. Before the completion of this extended twelve (12) month probationary period, a
probationary employee may only successfully complete the extended probation if three of
the four Committee members so agree.
The Fire Chief shall have sole discretion to terminate a probationary employee prior to the
completion of the employee's twelve (12) months of probationary employment.
There shall be no seniority among probationary employees, except for purposes of layoff,
overtime distribution and vacation scheduling. Upon successful completion of the probationary
period, an employee shall acquire seniority which shall be retroactive to the date of hire in a position
covered by this agreement.
9.3 Certiticatc of A ointment - In compliance with the requirements of the Municipal
Code, 65 ILCS 10-2.1-4, all employees who are members of the bargaining unit shall be issued
Certificates of Appointment by the Mount Prospect Fire and Police Commission. Such Certificates
shall be issued no later than 30 days after the completion of the probationary period. For employees
who have been appointed prior to the effective date of this contract, Certificates of Appointment
shall be issued no later than 30 days after the execution of this agreement.
9.4 Lnoff and recall - Employees rights in relation to any layoff and their rights to recall
from layoff shall be provided under the provisions of 65 ILCS 5110 2.1-18.
31
ARTICLE X
HEALTH AND WELFARE
10.1 Medical Exams - As a condition of continued employment, employees will be required
to undergo periodic medical examinations. Any alcohol and drug screening shall be in accordance
with Article 11.4 of the current contract. Medical exams will be scheduled according to NFPA
nr a: I F «L:« F�l� « T11 1 4 Tl t *;�+. I.
1582, Standard on tvleui�ai Rcgiiiren"iCii�S �v. < i.��.bLit ...e goal v. t .e Lepa..mei.L.o 1v comply
with NFPA 1582 as fiscally as possible. The medical facility will be chosen by the fire department
and all members will be required to utilize the contracted medical facility. The fire department will
pay for all tests associated with the exam. If an individual needs to use their own physician for their
medical exam, they must provide in writing the reason for their request for Fire Chief approval.
Following the medical exam, the fire department will receive a cover letter stating whether
the individual is physically fit and medically able to perform the duties of a firefighter. The
complete medical report will be given directly to the individual and a sealed copy will be kept in a
secure file at headquarters for emergency access. All medical examination appointments will be
scheduled on the employee's regular scheduled shift day.
10.2 Grou) Health and Medical Insurarice - Employees may participate in the available
health and medical insurance plans offered by the Village. A Prescription Drug Card shall be
included in the group health care benefit program. New employees and their dependents may enroll
within thirty-one (31) days of employment according to applicable insurability regulations.
Employees and their dependents have an opportunity to enroll or change plans during open
enrollment, which shall be announced thirty (30) days in advance of the actual open enrollment
period. Employee contributions shall be made through payroll deductions and be automatically
deducted on a pre-tax basis. Employee rates of contribution toward the cost of such insurance are
set forth in Appendix "G" attached hereto and made a part hereof. Further explanation of the plan,
eligibility, benefit descriptions, exclusions and employee rights are contained in the Medical Benefit
Plan booklet dated July 1, 2011.
Village will offer an optional insurance incentive program to bargaining unit members who
opt out of the Village's group health insurance plan. To participate in the program, an employee
must provide proof of alternative insurance coverage (e.g. through a spouse's health insurance plan).
32
Employees participating in the program will receive an annual monetary incentive of $1000 per
year, payable quarterly as part of a regular payroll check. Should an employee have a major life
event (death effecting coverage, employment termination effecting coverage, marriage/divorce
effecting coverage, reaching maximum benefit of coverage) in which they would no longer be
covered by an alternate health insurance plan, the employee could return to the Village health
insurance plan in effect at the time of the return request subject to remaining plan details and
eligibility requirements. In the event of a return request the employee will be responsible for re-
payment of any quarterly opt out payment previously paid in the quarter for which a return request is
made.
'
.3 Group Health and ^le(lical Insurance: Surviving,lcF endent�- The Village shall�
comply with the applicable state regulations as defined under 820 ILCS 315/1. For purposes of this
provision the term "dependent" shall be defined as (1) your lawful spouse, (2) your unmarried child
less than 19 years of age, and/or (3) your unmarried child 19 but less than 23 years of age who is a
student dependent.
10.4 Life Insurance - Life insurance coverage and Accidental Death and Dismemberment
(A.D. & D.) insurance coverage shall each be provided to all employees by the Village. Life
insurance coverage shall be equal to $50,000 term life insurance. In the event of an employee's
death, the full amount of insurance will be paid to the employee's beneficiary according to the
provisions of the policy. The Village will endeavor to make available for purchase additional life
insurance; however, the Village does not guarantee such additional insurance is available and if
available must be purchased in compliance with any applicable IRS regulation.
10.5 Dental Insurance - The Village shall continue to offer optional enrollment in the dental
plan provided the required minimum number of employees contribute as defined by the vendor.
Employees shall elect to participate annually and within thirty-one (31) days of hire for new
employees.
10.6 IRC l 5/Flex-+Conip Pro rain - 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
33
to participate in the program annually and within thirty-one (3 1) days of hire for new employees.
10.7 Employee Assistance Pro r°arn - The Village provides short-term, voluntary,
confidential counseling for full-time employees and their dependents. Counselors can be reached 24
hours a day. Human Services Department Counselors are also available for employees and
dependents.
10.8 Deferred Com eiiiat�ion Programs - Employees may voluntarily join a deferred
compensation pension program to supplement amounts received as their pension at retirement.
Deferred Compensation Program plans allow any full-time or permanent part-time employee an
opportunity to defer tax sheltered dollars into their programs. Employee elected contributions to this
program shall be made through payroll deduction. Specific information can be obtained from the
Finance Department.
10.9 Credit Union - Any employee may join a Village recognized Credit Union.
Employee elected contributions to the credit union shall be made through payroll deduction. Details
on joining a credit union can be obtained from the credit union directly or by contacting the Finance
Department.
10.10 Post Employment Savings Account
Upon retirement, any payments otherwise due to eligible employees for unused accumulated
sick leave in accordance with Article 14.1.d. shall be paid to the employee's Post Employment
Savings Account (PESA) as described in the participation agreement.
Contributions to the PESA shall be made to a trust to be established in accordance with
Section 501(c)(9) of the Internal Revenue Code. The Village shall contribute such deductions to the
plan administrator of the PESA in accordance with the requisite Employer Participation Agreement.
Employees shall be responsible for PESA administrative fees. The Union agrees to indemnify and
hold the Village harmless against claims by employees arising out of the Village's making and
contributing the deductions specified in this Article, and any claims or liability with respect to the
tax treatment of such amounts, provided that such deductions are made in accordance with this
Article and paid to the plan administrator in accordance with the Employee Participation Agreement
established under this Article. Any sick leave conversion funds paid at the time of retirement shall be
34
paid into an employee's Post Employment Savings Account for the purposes of payment of health
insurance premiums and other eligible expenses under the plan.
ARTICLE XI
GENERAL PROVISIONS
11.1 Trade Days - Employees may Trade duty shifts in accordance with procedures in this
section. The Trade policy is intended for only shift personnel that work on 24 hour shifts. All trade
days are considered with the recommendation of the Company Officer and may be subject to the
final approval of the Fire Chief. Trade days will be in conformance with all department procedures,
FLSA rules and this section. Trade days are designed to allow shift employees time off when other
means are unavailable. These may be suspended or removed if an employee violates departmental
procedures. Proper staffing at each station and scheduled events will be considered before granting
a trade day.
The program will follow these guidelines:
• To ensure the continuity and smooth operation of the shift all trades should be available for
approval prior to 0630 of the first day of the trade.
• If, due to unanticipated circumstances, the request cannot be submitted prior to 0630 the
Shift Commander will approve the trade as long as a qualified employee is available to work
the day. These trade requests will be subject to review by the Deputy Chief and any abuse of
the Trade Day policy will be subject to disciplinary action.
• Trade days that cause a hire back or any member to be paid acting officer pay will be denied
or canceled.
• The Employee who is requesting the trade day may only trade shifts with an employee of the
same rank and job description, and who is capable of doing the same job requirements.
Trades of time off days within the 28 day cycle should be approved between ranks and job
descriptions, providing they do not cause potential hirebacks or acting pay. Trades of
vacation days across the 28 day cycles should also not create a problem, but this must be
within original vacation pick parameters and at the discretion of the Battalion Chief. If the
trade has the potential of a hireback or acting pay, the Battalion Chief has the authority to
35
deny the trade.
The clerical responsibility of the "Trade Day Agreement' shall be that of the trade day
requester. The requester shall be sure the request is completed and is properly logged in the
paperless system by a Battalion Chief or Acting Battalion Chief, before the day of the trade.
In the event the paperless system is down, Appendix E shall be utilized.
the employee Who is provided I`etief oll the day V1 the trade has the respOrlSibiiitj% tG Cilsur%
that whom he/she traded with will show up. If for any reason the fill-in does not complete
his/her requirements, the employee assigned to that shift shall be docked that pay for being
absent.
All trade days between two members shall be completed within the same Mount Prospect
Fire Department shift calendar year unless the trade is initiated within the last three months
of the calendar year (Oct l -Dec 31, if so the trade may be paid back within the first three
months Jan I -Mar 31 of the new calendar year). Any change to the original "Trade Day
Agreement' shall take the form of a memo and follow the proper chain of command.
No three way trade days shall be allowed.
The Mount Prospect Fire Department shall not bear the responsibility for any trade days that
are not honored, such as, due to an injury where a firefighter cannot complete his part of the
trade day agreement.
11.2 Joint Safety ('�mm�ttee
_. _ - There shall be a six (6) member Joint Safety Committee
under the direction of the Fire Chief. Three (3) members shall be selected by the Union and the
remaining three (3) by the Fire Chief, one Battalion Chief and two Lieutenants. The Committee
shall meet from time to time and:
(a) Review and to the extent possible resolve employee safety complaints.
(b) Make recommendations to the Fire Chief and the Village concerning safety
conditions, facilities, apparatus, protective equipment, protective clothing,
procedures, safety rules, accident prevention and other safety matters.
11.3 Indernnification of Em to ees - The Village agrees it will indemnify and hold
harmless, and will provide necessary legal representation for an employee covered by this
Agreement as required by applicable state law. As a condition to receiving such indemnification and
061
representation, the employee shall fully cooperate with the Village and its representatives during the
course of the investigation, administration, or litigation of any such claim or cause of action covered
by this provision.
11.4 Drugs s and alcohol, EmeloyeeConfidentiality, Chronic Communicable Diseases -
The agreements of the Village and the Union relative to Drugs and Alcohol, Employee
Confidentiality, Chronic Communicable Diseases are set forth respectively in Appendix "C",
attached hereto and made a part hereof
11.5 Living Conditions -
(a) Employees shall be allowed reasonable time where necessary to shop for food and
kitchen supplies during their tour of duty, with the understanding that the Fire
Department vehicle shall remain in service during such time.
(b) When available, Employees shall be provided with a free parking space for their own
vehicle. Employees shall be allowed privileges for routine upkeep and maintenance
on their own vehicle in accordance with department rules.
(c) All Call shall be in operation between the hours of 07:00 and 19:00, except when
department needs are involved.
(d) Household and cleaning supplies will be provided by the Village for station cleaning
purposes.
11.6 Bulletin boards - The Village agrees to furnish suitable space for bulletin boards in
convenient places in each station to be used only by the Union. The Union shall limit its posting of
notices and bulletins to such bulletin boards. The Union shall not use such board for posting abusive
or inflammatory or partisan political material.
11.7 Smoking - Employees shall comply with the terms of [S.O.G.1002, 12/2013R, Use of
Tobacco dated January 1, 2008].
11.8 Physical Fitness Program - In order to maintain and improve efficiency in the Fire
Department, to protect the public and to reduce insurance costs and risks, the Village and Union
have partnered together to participate in the International Association of Fire Chiefs and
International Association of Fire Fighters Joint Wellness/Fitness Initiative. While employees may
be required to participate in any such program, no employee will be disciplined for failure to meet
37
each and every goal that may be established as long as the employee makes a good faith effort to
meet any such goals and any failure to physically perform does not demonstrate a substantial risk
exists that the employee cannot perform the essential duties of his/her job at an acceptable level.
Evaluations shall be administrated annually. The Village shall establish a joint physical fitness
committee which shall have the responsibility to evaluate the Wellness/Fitness Initiative and make
recommendations ovy'ard uiv objective vi advancing thc goals anu uic objectives of he program an
improving the commitment of the employees to such goals. The committee shall consist of four
members, two of whom shall be appointed by the Fire Chief and two of whom shall be appointed by
the Union President. The committee shall meet quarterly and shall issue a report to the Fire Chief
and Union President as to the recommendations no later than 30 days prior to the date of the next
scheduled evaluation. The Fire Chief shall give fair consideration to the recommendations of the
committee.
11.9 aeei radarE i )lovinent" - The parties agree that the jobs held by the employees covered
by this Agreement are their primary jobs. Employees shall be required to submit the form attached
hereto as Appendix "I" with the Fire Chief describing outside employment (including self-
employment) and addresses and telephone numbers where they can be contacted if necessary.
Employees may not hold outside jobs, including self-employment, which will result in a conflict of
interest or impair their ability to perform their Fire Department duties.
Employees who suffer an occupational injury or disability compensable under the Worker's
Compensation Act as a direct result of other employment or outside business interests shall not be
eligible for worker's compensation benefits from the Village. An employee's filing for a claim for
worker's compensation benefit from the Village for an injury or disability that is the direct result of
other employment or an outside business will result in discipline, up to and including discharge.
An employee who suffers an injury or disability that is a direct result of other employment or
an outside business shall have the obligation to file a claim for such workers' compensation benefits
as may be available to him from his other employment or outside business. Upon receiving workers'
compensation benefits awarded to him pursuant to such claim, he shall reimburse the Village for
sick leave while absent due to his compensable injury or disability, provided that such
reimbursement shall not exceed the amount of absence -from -work benefits received pursuant to his
38
workers' compensation claim.
11.10 Subcontracting -
(a) The Employer reserves the right to subcontract subject to requirements of applicable
law, rule, or regulation. In the event that the Village desires during the term of the Agreement to
subcontract any work currently performed by firefighters and firefighter/paramedics relating to fire
suppression, or emergency medical services, the Village shall notify the Union of its proposal in
writing. Upon request from the Union, the Village shall meet and negotiate in good faith with the
Union as to its proposal before taking any action to implement its proposal in accordance with its
duty to bargain as required under law and Article XIX of the Agreement.
(b) The parties agree that 65 ILCS 10-2.1-4, 6.3 (the "Act"), which governs the
circumstances relating to the appointment of certificated firefighters and the use of substitutes
became applicable to the Village on 6/1/2008 and 8/4/2011, respectively and includes the following
statement: "...a person who has not qualified for regular appointment under the provisions of this
[Act] shall not be used as a temporary or permanent substitute for classified members of a
municipality's fire department or for regular appointment as a classified member of a municipality's
fire department unless mutually agreed to by the employee's certified bargaining agent."
The parties further acknowledge that the Act may have an impact on the Employer's ability
to subcontract bargaining unit work. As of the effective date of this Collective Bargaining
Agreement, the parties do not agree as to the scope and impact of the Act as it relates to the
Employer's desire to subcontract bargaining unit work in accordance with paragraph (a) above.
In order to have the Collective Bargaining Agreement move forward without delay, the
parties agree that each side reserves its rights and may continue to assert, without prejudice, its view
of how the Act impacts any proposal to subcontract bargaining unit work in accordance with
paragraph (a) above. The subcontracting language set forth above shall not be construed as a waiver
by the Union of its rights under the Act nor shall it be construed in any manner as a "permissive
agreement" between the Union and Village authorized by the Act.
39
11.11 Station/Shift ChanM -The department's established practice is for the Fire Chief to
make station and shift assignments every three years, or as agreed upon by management and the
Union. Employees shall have the opportunity to express their preferences as to their shift and
station assignments. Members shall have a minimum of 30 days prior to the date the shift picks
occur to submit requests.
+ by
depann-tent shall first consider shift assignments. Assignments shall be granted U Dy
seniority, and for Lieutenants by seniority in rank, as often as possible. After shift assignments have
been determined, the Fire Chief shall notify employees and allow them to express their preferences
as to station assignments. Prior to initiating any station assignments., the Fire management shall
endeavor to grant the employee's first station assignment preference. However, the parties
acknowledge and recognize that other factors shall be considered in making station and shift
assignments. Such factors include but shall not be limited to, the following:
a) Legitimate operational concerns of management including the need for employees to
work in different stations as a vehicle for professional growth.
b) The employee's training and certification.
c) Realization of established goals and objectives of the department.
d) The seniority of the employee.
e) The value of maintaining cohesive work teams.
The parties further acknowledge that station and shift transfer shall not be made solely for punitive
reasons.
we,
ARTICLE XII
UNIFORMS, RMS P"ROTECTI"VE CLOTHING J"!G A it EQUIPMENT
T
12.1 Uniforms - Initial issue and new issue of protective clothing and equipment shall be
furnished to employees at Village's expense. Uniforms shall be worn in accordance with SOG 5101-
09/15R. All protective clothing and equipment damaged, stolen, worn out or lost while in the
performance of duties shall be replaced at Village expense, as necessary. Initial issue and daily work
clothes shall be furnished to employees at Village expense. The Village shall issue the initial dress
uniform for new employees at the time of appointment. The Village shall provide each Firefighter
and Lieutenant an annual uniform allowance of $600 to be used for clothing orders coordinated
through the Village. Checks for 2016 shall be issued no later than thirty (30) days after ratification
of the contract by the Village. Thereafter checks shall be issued annually by February 1st. All
uniform funds shall be used only for items on the employee's clothing order form. A standard
washing machine and dryer shall be maintained at each Station to allow employees to maintain their
work uniforms.
Twenty-four (24) hour shift personnel shall be issued initially and required to
maintain a minimum daily work uniform inventory at all times consisting of the
following:
1. 3 long sleeve work shirts
2. 3 short sleeve work shirts
3. 2 uniform badges
4. 3 pairs of work pants
5. 1 belt (black)
6. 4 regular tee shirts
7. 1 job shirt
8. 1 pair work boots/shoes
9. 3 pairs black or white socks
10. 1 baseball hat or watch cap
11. 1 jacket (waist length, multi-purpose)
12. Dress Shirt (white long sleeve)
13. Dress Blouse (with uniform badge, metal name tag with last name only and
metal collar insignia)
14. Dress Pants
15. Dress Hat (with approved band and badge)
16. Black Tie
17. Oxford Shoes (black)
41
18. Garrison Belt (black)
19. Dress Gloves (black)
20. Dress Socks
21. Top Coat
22. Workout socks
23. Tee shirt or sweatshirt
24. Wind pants
25. Gym shorts
12.2 Protective Clothing - All employees shall wear protective clothing and use equipment
appropriate for the hazards to which they are exposed. All employees shall properly maintain the
protective clothing and equipment that has been assigned to them and carried on the apparatus to
which he has been assigned. A protective clothing washer shall be maintained at Fire Station 13 to
assist employees in maintaining their turnout coat and pants.
Each member assigned to fight structure fires shall be issued protective clothing and
equipment that complies with all applicable NFPA standards and local requirements at the time of
purchase. These items shall include:
Helmet
Boots
Firefighting gloves
Coat
Pants with suspenders
SCBA face piece (including prescription lenses if needed)
Hood
Non -firefighting gloves
Safety goggles
Earplugs
Safety vest
No alterations shall be made to protective clothing without the approval of the Fire Chief.
Each employee operating within a perimeter designated as hazardous by the incident safety
officer/shift commander shall wear his full protective clothing in the prescribed manner. The
incident safety officer/shift commander shall determine when and if it is safe to remove some or all
of the clothing.
Each member assigned to work in hazardous environments shall be issued a pair of non -
42
firefighting gloves. These Kevlar gloves offer good dexterity and protection from cuts but offer
no thermal protection. They do not comply with NFPA 1973 and shall not be used during
firefighting operations. In extreme cold conditions, an employee may provide his own gloves for
warmth. These gloves may only be worn for warmth and must not be worn during emergency
incidents or drills.
43
ARTICLE XIII
DISCIPLINE AND DISCHARGE,lief '+ ST1I„ATI ;NS
13.1 Discipline - The Employer may institute disciplinary action against any employee
consisting of the following penalties:
Oral Reprimand
Written Reprimand
Suspension
Discharge
It is understood that, (a) oral and written reprimands are not subject to the grievance arbitration
provisions of this contract; (b) the employer's institution of suspension or discharge is authorized by
65 ILCS 5/10 2.1-17.
13.2 lnvesti ations - The employer shall comply with the requirements of the Fireman's
Disciplinary Act 50 ILCS 745 and requirements of the Illinois Public Labor Relations Act regarding
union representation rights during investigations of alleged misconduct. Inadvertent errors by
employer with regard to this commitment shall not operate to relieve an employee from the
disciplinary consequences of his/her actions.
13.3 Disci line And Discharge - Disciplinary action given by or approved by the
Commissioners of Board of Police and Fire Commission shall be subject to the Grievance Procedure
of the Agreement at Step 5. Upon receipt of a notice of disciplinary action, the employee (with
approval of the Union) may elect to appeal a disciplinary action involving a suspension or dismissal
by filing a written grievance at Step 5 of the Grievance Procedure not later than 10 calendar days
from the date of the disciplinary action given by or approved by the Commissioners of Board of
Police and Fire Commission. The suspension or discharge shall be in effect while the grievance is
pending.
If a decision is made to have the appeal heard through the grievance and arbitration
procedure, the grievance shall be filed on the form attached as Appendix "H." Any such appeal shall
be signed by the Union President or his designee and shall also contain a signed statement from the
affected employee waiving any and all rights he may have to any further appeal of the discipline of
the Board of Fire and Police Commissioners pursuant to the Administrative Review Act or other
CL!
legal recourse. Any disciplinary grievance filed without the required signed waiver shall not be
subject to arbitration and the arbitrator shall be without j urisdiction to consider or rule upon it. If the
arbitrator determines after hearing that the disciplinary action is not supported by just cause, the
arbitrator shall have the authority to rescind or to modify the action and order that the employee be
made whole for any losses incurred as a result of wrongful disciplinary action. In the event that the
arbitrator modified the disciplinary action by awarding a suspension or a shorter suspension, he shall
have the authority to award a payment of partial back pay that is consistent with the length of any
such reduced disciplinary action. The arbitrator shall be without authority to award any back pay
corresponding to any period of time where the Union or the employee sought and received a
continuance of the hearing.
13.4 Personnel File —The Village agrees to abide by the lawful requirements of the "Access
to Personnel Records Act," contained in 820 ILCS 40/1. Request form for inspection is attached as
Appendix "D".
W1
ARTICLE XIV
ACCRUED LEAVE REIMBURSEMENT UPON RETIREMENT RESIGNATION
REDUCTION
Accrued Leave Reimbursement -
a. Vacation Time — Any unused accumulated vacation time may be cashed in at the
time of retirement or used to extend creditable service with the Fire Chief s approval. If an
employee has utilized vacation time prior to actually accumulating the vacation hours the
employee shall have his sick leave time reduced by the number of hours of vacation time the
employee has previously utilized.
b. Personal Time - Unused Personal Time hours available at the time of retirement
shall automatically be converted to Sick leave hours.
c. lime Due/Com -lime - Accumulated time due/comp time shall be utilized prior
to last actual date of work and remaining on the active payroll.
d. Sick Leave - Upon retirement, employees who meet the eligibility requirements
and have accumulated Sick Leave must participate in the PESA. In order to participate in the
PESA employees must meet the eligibility requirements defined as an employee who retires
with at least twenty (20) years of service with the Village, and/or are at least fifty (50) years
of age at retirement, or age 60 and 10 years of service.
Provided the employee is eligible to participate, the Village shall deposit up to seven
hundred twenty (720) hours of sick leave hours converted to a dollar value using the
employee's regular hourly rate of pay into the PESA (herein referred to as "Trust") for the
employee's use as defined by the regulations outlined by the Trust administrator. If the
employee has accumulated sick leave hours above the 720 hours, but below the 1152
maximum number of sick leave hours, the Village shall deposit into the employee's Trust
account 50% of the value of the sick leave hours between 720 and 1152 calculated on the
employee's regular hourly rate of pay.
If an employee leaves the Village's employment that does not meet the eligibility
requirements for converting their sick leave into the Trust any accumulated sick leave hours
shall not be paid out at time of termination of employment for any reason.
46
ARTICLE XV
LABOR-MANAGEMENT MEETINGS
In the interest of efficient, effective operation and management and in the promotion of
harmonious employee relations, labor/management meetings are encouraged, and meetings shall be
as frequently as mutually agreed between the union representatives and the Fire Chief or his
designee. Either party may provide a written agenda. Each party may invite representatives, not to
exceed three (3), to attend such meetings. Such meetings shall be limited to discussion on the
implementation and general administration of this agreement and/or sharing of general information
of interest to the parties.
It is understood that such meetings shall not be part of the Grievance Procedure. Specific
grievances being processed under the Grievance Procedure shall not be considered at
labor/management meetings, nor shall negotiations be carried on at such meetings unless both
parties specifically agree to do so.
If a labor/management meeting is scheduled during an employee's normal work day, the
employee shall be compensated for the time lost from the normal straight -time work day.
47
ARTICLE XVI
PROMOTIONS
Section 1— General
Promotion to the rank of Lieutenant shall be conducted in accordance with the provisions of the Fire
Department Promotional Act, effective August 4, 2003, 50 ILCS § 742 (herein after the "Act").
Except where expressly modified by the terms of this Article, the procedures for promotions shall be
made in accordance with the provisions of the Act.
Section 2 - Vacancies
This Article applies to promotions to vacancies in the rank of Lieutenant. A vacancy in such
positions shall be deemed to occur on the date upon which the position is vacated, and on that same
date, a vacancy shall occur in all ranks inferior to that rank, provided that the position or positions
continue to be funded and authorized by the corporate authorities. If a vacated position is not filled
due to a lack of funding or authorization and is subsequently reinstated, the final promotion list shall
be continued in effect until all positions vacated have been filled or for a period up to five (5) years
beginning from the date on which the position was vacated. In such event, the candidate or
candidates who would have otherwise been promoted when the vacancy originally occurred shall be
promoted, provided they are able to perform the duties in question.
Section - l�Ii ililit
Ali promotions to Lieutenant shall be made from employees in the next lower rank who have at least
seven 7 years of seniority with the Mount Prospect Fire Department and attained
Provisional/Certified Fire Officer 1 Certification. Anniversaries of service, which affect eligibility,
will be considered to occur on the date the employee was hired by the Mount Prospect Fire
Department. If the 7 -year anniversary falls during the year of the exam, the individual will be
eligible to take the exam.
Section 4 - Notification
Potential candidates shall be notified of the process via email and posting. A packet containing all
known information regarding the testing exercises, grading, and dates for such exercises shall be
included with the application. Any subjective component shall be identified to all candidates prior
to its application, be job-related, and be applied uniformly to all candidates. Every examinee shall
have the right to documentation of his or her score on the subjective component upon the completion
of the subjective examination component or its application.
Section S - Rating Factors and Weights
All examinations shall be impartial and shall relate to those matters, which will test the candidate's
ability to discharge the duties of the position to be filled. The placement of employees on
48
promotional lists shall be based on the points achieved by the employee on promotional
examinations consisting of the following seven (7) components weighted as specified:
A. 10% Ascertained Merit
B. 17.5% Merit and Efficiency- Administration
C. 17.5% Merit and Efficiency- Union
D. 15% Simulator exam
E. 5% Seniority
F. 15% Written examination
G. 20% Assessment Center
All components of this Article shall be reviewed with all potential candidates, prior to administration
of this process. In addition, results of each component will be posted upon completion prior to
administering the next component.
Section 6 - Administration Order of Test Components
A. Ascertained Merit
Ascertained merit points shall be awarded based upon the "Ascertained Merit
Worksheet," attached as "Exhibit fl." ." The worksheet shall be published by the Fire
Administration at least one year prior to the date ascertained merit points are
awarded. All persons eligible to compete for promotion shall be given an equal
opportunity to obtain the ascertained merit points. Employees shall be entitled to be
awarded a maximum of one hundred (100) points from the points available on the
worksheet schedule.
B. Merit and Efficient - Administration
Individuals will be rated in the following areas using a forced matrix:
Leadership, Teamwork, and Emergency Scene Performance. Each component score
will be factored as follows: Emergency Scene Performance (X .10), Leadership (X
.05), Teamwork (X .025) and Initiative (X .025) for a total of 17.5% of the overall
score. Initiative scoring will not use a forced matrix and will be rated on a scale of
0-100. Seniority will not be a direct component of the merit and efficiency rating.
BE
C. Merit and Etlir;ien y-Unioii
Individuals will be rated in the following areas using a forced matrix:
Leadership, Teamwork, and Emergency Scene Performance. Each component score
will be factored as follows: Emergency Scene Performance (X.10), Leadership (X
.05), Teamwork (X .025) and Initiative (X .025) for a total of 17.5% of the overall
score. Initiative scoring will not use a forced matrix and will be rated on a scale of
0-100. Seniority will not be a direct component of the merit and efficiency rating.
D. Simulator exam
This exercise will be designed to evaluate the candidate's ability to function in the
role of Lieutenant in a simulated incident. These incidents may include scenarios
such as EMS, Haz-Mat, Fire Emergencies, Technical Rescue, Water/Ice Recovery,
W D, or other potential situations a Lieutenant may encounter in the normal aspect
of the job. The Simulator test shall be evaluated and graded by a panel consisting of
2 Lieutenants or 2 Shift Commanders as selected by Fire Chief, and the person
responsible for the practice sessions.
E. Seniority
Seniority points will be calculated as follows: The most senior individual (most
number of years with the Mount Prospect Fire Department) participating in the
Lieutenant Exam shall receive the maximum allowable points in this area, five (5).
The remaining candidates will receive seniority points based on a prorated formula
as follows:
For example, if the most senior person taking the exam has 30 years, this individual
would receive 5 points for seniority, and the least senior person taking the exam has
7 years, this individual would receive l .16 points for seniority (7/30 X 5 = 1.16). All
remaining candidates will have their seniority points calculated in the same manner.
F. Written Examinations
The subject matter of the written test shall test the capacity of the candidate to
discharge the duties of Lieutenant. The written test may include both general and
local knowledge and shall be developed by an independent, outside agency. The
examination shall be based only on the contents of the specified written materials
that the BOFPC has identified and made available to potential candidates at least 60
days before the examination is administered. The test questions shall be reasonably
50
pertinent to the rank of Lieutenant.
G. Assessment Center
The Village shall use a panel of qualified raters to conduct an assessment center.
The assessment center may include, but not limited, to the use of the following; as
example:
1. Problem employee
2. Leaderless group
3. Structured oral interview
The Union shall be provided an opportunity for a representative be present to
observe the assessment center exercise. The Fire Chief will be notified by the union,
in writing, 7 -days prior to the Assessment Center date as to whether or not an
observer will be used.
H. Veteran's re erence points
As required by law.
Section 7 -Scoring of components
Each component of the promotional test shall be scored on a scale of 100 points. The component
scores shall then be reduced by the weighting factor assigned to the component on the test and the
scores of all components shall be added to produce a total score of 100 points. Thereafter, the
candidates scoring an average of 70% of the maximum number of total points aggregate for all six
(6) components prior to the assessment center will proceed to the assessment center.
Candidates shall then be ranked on the list in rank order based on the highest to the lowest points
scored on all components of the test. Such ranking shall constitute the preliminary promotional list.
A candidate on the preliminary promotion list who is eligible for a veteran's preference under the
laws and agreements applicable to the department may file a written application for that preference
within 10 days after the initial posting of the preliminary promotion list. The preference shall be
calculated as provided under Section 55 of the Act and added to the total score achieved by the
candidate on the test. The appointing authority shall then make adjustments to the rank order of the
preliminary promotion list based on any veteran's preferences awarded.
The final adjusted promotion list shall then be posted at all fire stations and copies provided to the
Union and all candidates.
51
Section 8 - Order of selection
Whenever a promotional rank is created or becomes vacant due to resignation, discharge, promotion,
death, or the granting of a disability or retirement pension, or any other cause, the appointing
authority shall appoint to that position the person with the highest ranking on the final eligibility list
for that rank, except that the appointing authority shall have the right to pass over that person and
appoint the next highest ranked person on the list if the appointing authority has reason to conclude
that the itigl'icst ranking person haS de�i�OnStrated Substantial Siiv'itcCmmgS in :J— performance or
has engaged in misconduct affecting the person's ability to perform the duties of the promoted rank
since the posting of the promotion list. If the highest-ranking person is passed over, the appointing
authority shall document its reasons for its decision to select the next highest-ranking person on the
list. Unless the reasons for passing over the highest-ranking person are not remediable, no person
who is the highest-ranking person on the list at the time of the vacancy shall be passed over more
than once. Any dispute as to the selection of the first or second highest-ranking person shall be
subject to resolution in accordance with the grievance procedure in Article VII of this Agreement.
Section 9 - Maintenance of promotional lists
Final eligibility lists shall be effective for a period of three (3) years. The Employer shall take
reasonable, good faith steps to ensure that the Board of Police and Fire Commissioners maintain in
effect current eligibility lists so that promotional vacancies are filled not later than 90 days after the
occurrence of the vacancy.
Section 10 - Right to review
A. Points awarded for each component of the test shall be posted immediately after the
scores are tabulated. Final review of each candidate's results shall be made available for
inspection within sixty (60) days of the posting of the preliminary eligibility list. Such
review shall include the opportunity to inspect all documents utilized in assigning the
points awarded on each component of the exam.
B. Any affected employee who believes that an error has been made with respect to
eligibility to take an examination, examination result, placement or position on a
promotion list, or veteran's preference shall be entitled to a review of the matter by the
appointing authority. Any disputes as to such matters or the administration of the
examination consistent with the terms of this Article may be resolved and remedied by
filing a grievance as provided by Article VII of this Agreement or as provided by law.
Section 11— Non -Wavier
Unless specifically provided in this Article, the Article shall not be construed as waiving
Sections 5, 10 (a) (b) (c) (d) and 65 of the Fire Department Promotion Act (FDPA).
M
Section 12 — leo ever
In the event that the Fire Department Promotional Act, effective August 4, 2003 (50 ILCS §
742) is amended during the term of this Agreement, either party by serving written notice on the
party of its demand to bargain shall be able to reopen this Article for the purpose of negotiating the
changes to be effective for the next promotional examination. In such event, the parties shall meet at
a mutually agreed time in order to negotiate in good faith as to the proposed changes. In the event
that no agreement is reached after sixty (60) days from the date of the notice or any mutually agreed
extension, either party may invoke interest arbitration and the dispute shall be determined based
upon the procedures and factors of § 14 of the IPLRA except that the arbitrator shall be selected
using the arbitration step of this Agreement's grievance procedure.
53
Exhibit A
Ascertained erit Points
The candidate must provide the necessary certificates of completion and proof of committee/special
team participation in order to be awarded for points in the specific areas listed below:
Candidate Name
Teams/Certifications Available Points Total Points
4 Points per
Member of HazMat Team Year
4 Points per
Member of SCUBA Team Year
4 Points per
Member of TILT Team Year
Haz Mat Tech A 4 Points
Management III 4 Points
Management IV 4 Points
Tactics and Strategy II 4 Points
Instructor II 4 Points
College Credit 2 Points for
every 10 credit
hours
Total Points Page 1:
54
Committee
Public Education Instructor
Pension Board Member
Wage/Labor Committee
Member
Union Exec. Board Member
Foreign Fire Tax Board
Member
Paramedic Preceptor
Equipment Committee
Physical Fitness Committee
Safety Committee
Honor Guard/AFFI
CADS/NWCS Liaison
SOG Committee
Apparatus Committee
EMS Committee
Clothing Committee
Training Committee
Member of Recognized Fire
Available Points
2 Points per Year —to -
2
o_
2 Points per Year —
to -
2 Points per Year —
to -2 Points per Year —
to -
2 Points
to -
per
Year
—
to -2 Points
per
Year
—
2 Points
to -
per Year
—
to -2 Points
per Year
—
to -2 Points
per Year
—
2 Points per Year —
to -
2 Points per Year to
2 Points per Year to.
2 Points
to -
per Year
—
to -2 Points
per Year
—
2 Points per Year —
to -2 Points per Year —to -
2 Points per Year to_
55
Total
Points
Dept
• ittee/Program
Total of 150 Points Maximum
Conversion Formula:
Total Points Awarded/Total Available Points X 15 = Number of Ascertained Merit Points,
Example:
,01150 = 0.53 X 15 = 8 Total '•
130/150 = 0.86 X 15 = 13 Total '•
RR
ARTICLE XVII
SAVINGS CLAUSE
SavinLs Clause - In the event any article, section or portion of this Agreement shall be held
invalid and unenforceable by a board, agency or court of competent jurisdiction, or by reason of any
subsequently enacted legislation, such decision or legislation shall apply only to specific article,
section or portion thereof specifically specified in the board, agency, or court decision, or
subsequent litigation and the remaining parts or portions of this Agreement shall remain in full force
and effect. Upon request from either party, such provision shall be open for immediate
renegotiation.
ARTICLE XVIII
PRECEDENCE OF AGREEMENT VS. ORDINANCE
Precedence Of Agreement Vs. Ordinance
— If there is a conflict between a specific
provision of this Agreement and a specific provision of a Village ordinance or a written rule,
regulation, directive, policy, or other procedure which may be in effect from time to time, the
specific provisions of this Agreement for its duration shall take precedence.
57
ARTICLE XIX
ENTIRE AGREEMENT
A. This Agreement constitutes the complete and entire agreement between the parties, and
concludes collective bargaining between the parties for its term as to any condition of
employment covered by the provisions of this Agreement, and both parties waive their right
to bargain for the term of this Agreement as to such conditions of employment. As to such
conditions of employment, this Agreement supersedes and cancels all prior precedence of
agreements, whether written or oral, unless expressly stated in this Agreement.
B. As to any terms or conditions of employment which constitute a mandatory subject of
bargaining or other terms or conditions which are permissive subjects of bargaining over
which the Union has either decisional and/or effects bargaining rights under the Illinois
Public Labor Relations Act (IPLRA), and which are not covered by a provision of this
Agreement, the Union shall retain such bargaining rights during the term of this Agreement.
If the Village desires to make a change in any such terms or conditions during the term of
this Agreement, it shall first provide the Union with written notice of the proposed change
and specify whether it believes such change to involve a mandatory or permissive subject of
bargaining. The Union's bargaining rights shall be implemented according to the following
procedure as to proposed changes that involve a mandatory subject of bargaining:
1. If the Union wishes to exercise its bargaining rights under the IPLRA as to the
decision and/or potential effects of the proposed change, it shall notify the Employer
in writing within seven (7) days of its receipt of the Village's notice. Bargaining as
to both the proposed decision and/or its potential effects shall commence within
seven (7) days of the Union's notice to the Village or at such other times as may be
mutually agreed by the parties. Such bargaining shall continue until agreement is
reached or for a period of thirty (30) calendar days from the date of the first
bargaining session, whichever event is sooner. The 30 day period shall be extended
if the Village fails to make its bargaining team available at reasonable times and
places during the 30 day period or if the parties mutually agree to a longer period.
2. If an impasse is reached and the .subject of the proposed change is a matter which
58
involves a serious and imminent fiscal exigency, the Village may implement its
decision but only on an interim basis subject to the decision of an interest arbitrator.
Within seven (7) days of such act the Union may invoke interest arbitration to
resolve the dispute. The arbitrator shall be selected in accordance with the
procedures of Article VII of this Agreement. In the alternative, the Union may
invoke expedited interest arbitration and, unless mutually agreed otherwise, a hearing
shall commence before the interest arbitrator, selected as set forth above, within
thirty (30) days and the arbitrator shall issue his award in writing within fifteen (15)
days following close of the hearing; the full written decision may be issued within
thirty (30) days of the close of the hearing. In the event that the Village's decision
and action is submitted to interest arbitration or expedited interest arbitration, the
Village as the party moving to change the status quo shall have the burden of
persuasion and the Union's position in such arbitration hearing shall not be
prejudiced by the fact the Village acted unilaterally to implement the proposed
change. At the hearing the interest arbitrator shall treat the Village's interim action
as a Village proposal and shall have authority to order the Village to prospectively
rescind or otherwise prospectively alter the disputed change. Any economic loss or
other damages incurred to members of the bargaining unit which the Union claims to
have resulted from the Village's interim implementation of its decision may be
remedied by the interest arbitrator. Either party shall have the right to introduce
evidence in interest arbitration relating to the actual experience under the Village's
implemented interim decision.
3. In the event that the Village's proposed change as to a mandatory subject of
bargaining does not involve a serious and imminent fiscal exigency, and the parties
reach impasse, the matter may be submitted to interest arbitration or expedited
arbitration by either party. However, the parties agree that in this instance the status
quo will be maintained pending the decision of the arbitrator.
C. As to any action not covered by a provision of this Agreement which is not a mandatory
subject of bargaining, but over which the Village is obligated to bargain as to the effects of
59
its decision under the IPLRA, the Union shall retain its right to effects bargaining and such
effects bargaining rights shall be implemented according to the procedure stated in B.2 and
B.3 above except that:
1. The Village's duty to bargain shall extend only to the effects of its decision.
2. The Village's decision maybe implemented immediately and only the effects
of its implemented decision may be subject to further bargaining and/or to a
decision by an interest arbitrator as set forth in B.3 above. If such interest
arbitrator deems it appropriate, he may prospectively alter or remedy the
effects of the implemented decision and make the Union and its members
whole for any losses resulting from the Village's action.
3. If the Village fails to notify the Union of a change that gives rise to effects
bargaining rights, the Union's obligation to request bargaining under the time
frames established in paragraph B.I. of this Article does not begin until the
Union is notified of the change or until the Union, through the use of
reasonable diligence, could have obtained knowledge of the change.
D. in the event of dispute between the Village and union as to whether an item is a mandatory
or permissive subject of bargaining, the parties shall submit that disputed issue for
determination by a Declaratory Ruling pursuant to the rules of the Illinois State Labor
Relations Board (Section 1200.140). The parties agree to be preliminarily bound by the
Declaratory Ruling for purposes of determining mid-term bargaining obligations as set forth
in this Article, but such ruling shall not be binding on the parties or on an interest arbitration
panel in connection with the negotiation or arbitration of a Successor Agreement.
ARTICLE XX
DURATION AND TERMINATION
20.1 Duration - This Agreement shall be effective upon execution by the parties, unless a specific
effective date is otherwise specified, and shall remain in full force and effect until 11:59 p.m. on the
31St day of December, 2018. It shall be automatically renewed from year to year thereafter unless
either party notifies the other in writing at least 90 days prior to the expiration of the contract that it
desires to modify or amend this Agreement. In the event such written notice is given, the parties
agree to commence negotiations as soon as practicable, but no later than 30 days after such notice,
unless mutually agreed to meet at a different time.
In the event a full settlement as to the terms of a successor agreement is not reached, the
parties agree that they shall engage in mediation and that either party may, after participating in at
least one mediation, invoke interest arbitration as provided by the terms of the IPLRA § 14.
Notwithstanding any provisions of this article or Agreement to the contrary, this Agreement
shall remain in full force and effect after the expiration date, and until a new agreement is reached,
unless either party gives at least ten days written notice to the other party of its desire to terminate
this Agreement, provided such termination date shall not be before the anniversary date set forth in
the preceding paragraph, and provided further that such notice shall not be constituted as waiving the
Union's rights under of the IPLRA § 14.
20.2 Signature - IN WITNESS WHEREOF, the parties have executed this Agreement by their duly
��'`� ,
authorized officers or representatives on this //ww................ day of 2016.
MOUNT PROSPECT FIREFIGHTERS
UNION LOCAL 4119:
By, ^ ........ ..
Dale Steward, "our President
J. Date
VILLAGE OF MOUNT PROSPECT:
A
By:... ..... ........
—
Arlene A. Juracek, Mayor
uunsel M. Lisa Angell, Village Irk
1l
_ a ' XN -)TV. 4 9 .
I hereby apply for membership in the Mount Prospect Firefighters Union, Local 4119,
I.A.F.F. AFL-CIO. I understand that by electing to join the Union I am covered by the Membership
provision of the current labor Agreement between the Union and the Village of Mount Prospect.
I hereby authorize the Village of Mount Prospect to deduct from my pay each month the
uniform dues and remit said amounts to the Union.
I understand that this authorization cannot be canceled by me, unless I give written notice to
both the Village and the Union thirty (30) days prior to the desired effective date of the termination.
I understand that if my Union membership is terminated and this authorization is withdrawn, I will
be subject to the Fair Share assessment provided for in the current Agreement between the Union
and the Village.
Print Name
Signature
LM
APPENDIX "B"
SALARYSCHEDULE
FIIIEF ICI- T ER ANDPARAMEDIC WAGE RATES
L'F
Effective January 1, 2016 - December 31, 2016
Firefighter
Paramedic
Paramedic
Base Pav
Incentive
Base Pay'
Start
$
58,680
$ 5,500
$
64,180
1 Year
$
65,161
$ 5,500
$
70,661
2 Years
$
70,161
$ 5,500
$
75,661
3 Years
$
75,164
$ 5,500
$
80,664
4 Years
$
78,796
$ 5,500
$
84.296
5 Years
$
86,365
$ 5,500
$
91.865
Top Grade,
$
89,729
$ 5,500
$
95,229
Effective January
1, 2017 - December 31, 2017
Firefighter
Paramedic
Paramedic
Base Pay'
Incentive
Base Pay'
Start
$
59,853
$ 5,500
$
65,353
1 Year
$
66,464
$ 5,500
$
71,964
2 Years
$
71,564
$ 5,500
$
77,064
3 Years
$
76,667
$ 5,500
$
82,167
4 Years
$
80,372
$ 5,500
$
85,872
5 Years
$
88,093
$ 5,500
$
93,593
Top Grade,
$
91,524
$ 5,500
$
97,024
Effective January
1, 2018 - December 31, 2018
Firefighter
Paramedic
Paramedic
mmmBase Pay'
Incentive
ITITITmmmmmmmmITBase
Pay
Pay
Start
$
61,050
$ 5,500
$
66,550
1 Year
$
67,793
$ 5,500
$
73,293
2 Years
$
72,995
$ 5,500
$
78,495
3 Years
$
78,200
$ 5,500
$
83,700
4 Years
$
81,979
$ 5,500
$
87,479
5 Years
$
89,855
$ 5,500
$
95,355
Top Grade,
$
93,354
$ 5,500
$
98,854
L'F
LIEUTENANT WAGE RATES
Effective January 1, 2018 - December 31, 2018
Effective i/1/2018: Lt./Paramedic Incentive Adjustment - Paramedic Incentive split to add Fire
Officer II/Advanced Fire Officer Certification Incentive (See Officer Incentive/Base Pay)
Paramedic
& Adv.
Adv. Fire Fire
Lieutenant Paramedic Paramedic Officer Officer Officer
Base Pay' Incentive Base Pav' Incentive Base Pav Base Pay
Start
Effective January 1, 2016 - December 31, 2016
$....�
l Year
Lieutenant Paramedic
Lt/Paramedic
2 Years
Base Pav Incentive
Base Pav
Start
$
$
1 Year
$
$
2 Years
$
107,826 $ 3,500
3 Years
$
112,026 $ 3,500
4 Years
5 Years
$ 103,639 $ 5,500
$ 109,139
Top Grade,
$ 107,676 $ 5,500
$ 113,176
Effective January 1, 2018 - December 31, 2018
Effective i/1/2018: Lt./Paramedic Incentive Adjustment - Paramedic Incentive split to add Fire
Officer II/Advanced Fire Officer Certification Incentive (See Officer Incentive/Base Pay)
Paramedic
& Adv.
Adv. Fire Fire
Lieutenant Paramedic Paramedic Officer Officer Officer
Base Pay' Incentive Base Pav' Incentive Base Pav Base Pay
Start
Effective January 1, 2017 - December 31, 2017
$....�
l Year
Lieutenant Paramedic
Lt/Paramedic
2 Years
Base Pay Incentive
Base Pav
Start
$
$
I Year
$
$
2 Years
$
107,826 $ 3,500
3 Years
$
112,026 $ 3,500
4 Years
5 Years
$ 105,712 $ 5,500
$ 111,212
Top Grade,
$ 109,830 $ 5,500
$ 115,330
Effective January 1, 2018 - December 31, 2018
Effective i/1/2018: Lt./Paramedic Incentive Adjustment - Paramedic Incentive split to add Fire
Officer II/Advanced Fire Officer Certification Incentive (See Officer Incentive/Base Pay)
Paramedic
& Adv.
Adv. Fire Fire
Lieutenant Paramedic Paramedic Officer Officer Officer
Base Pay' Incentive Base Pav' Incentive Base Pav Base Pay
Start
$
$....�
l Year
$
$
2 Years
$
$
3 Years
$
$
4 Years
$
$
5 Years
$
107,826 $ 3,500
Top Grade,
$
112,026 $ 3,500
$ 111,326 $ 2,000 $ 109,826 $113,326
$ 115,526 $ 2,000 $ 114,026 $117,526
To be eligible for Top Grade level of wages firefighters must have completed the following
certifications:
• Five years of employment
• Advanced Technician Firefighter
• Fire Apparatus Engineer
To be eligible for Top Grade level of wages, lieutenants must hold current state certifications for the
following:
• Hazardous Materials Technician `A' (Replaced by Incident Safety Officer effective
7/l/2017)
• Incident Safety Officer (Effective 7/1/2017) - Lieutenants with the Incident Safety Officer
Certification or who have made a good faith effort to attain the certification will be
considered to have fulfilled this component of the Top Grade eligibility requirements.
• Fire Officer I, Company Officer or equivalent - Employees currently in Fire Officer
"provisional" status shall be qualified for Fire Officer I certification after completing one (1)
year of service as a Lieutenant or 100 24 hour shifts or 2400 hours of acting time as a
Company Officer based upon department and training records or scheduling rosters
Firefighters that are currently Top Grade pay for holding certifications for Firefighter III, Hazardous
Materials Ops, and Fire Apparatus Engineer shall retain Top Grade level.
or who have made fulfilled
'Paramedic Incentive
$5,500 between Firefighter step and Firefighter/Paramedic step.
$5,500 between Lieutenant step and Lieutenant/Paramedic step.
Effective January 1, 2018 - $3,500 between Lieutenant step and Lieutenant/Paramedic step.
Paramedic incentive pay shall be considered salary for pension purposes.
Firefighter/Paramedics must complete five years of service before becoming eligible for the sixth
step (Top Grade). However, they may receive the Paramedic specialty incentive pay upon paramedic
certification.
ME
Lieutenant Difflerentialj!ay:
Lieutenants that maintain their paramedic certification shall be eligible for the Lieutenant/Paramedic
Base Pay Rate.
Effective Januar-y 1, 20118: 'Lieutenants that maintain F ire Offil Icer 1111 and/or Advanced Fire Officer
I SUNNI, III, " ME III
Mr .�
Lieutenants that maintain Paramedic and a Fire Officer It or Advanced Fire Officer certifications
shall be eligible for Lieutenant/Paramedic/Advance Fire Officer Base Pay Rate.
Paramedic Licei,ise (State Reguired :
The Village will reimburse employees upon receipt of payment verification and a copy of the
paramedic license in an amount not to exceed $40 per 4 year license. The reimbursement shall be
added to the next available regular payroll or not later than 30 days beyond the date of the receipt of
the documentation.
APPENDIX "C"
DRUGS AND ALCOHOL
Section I Genei-al Policy Re � DLq ,y and"Alcohol.. Behavior involving illegal drugs and the
abuse of alcohol and legal drugs by members of the Mount Prospect Fire Department present
unacceptable risks to the safety and well-being of other employees and the public, invite accidents
and injuries, and reduce productivity. In addition, such use and abuse violate the reasonable
expectations of the public that the Village employees who serve and protect them obey the law and
be fit and free from the adverse effects of drug and alcohol use.
In the interests of employing persons who are fully fit and capable of performing their jobs,
and for the safety and well-being of employees and residents, the parties hereby establish a screening
program implementing the stated policy regarding drug and alcohol use by employees. Contained
herein is the policy and program of the Village of Mount Prospect and the Mount Prospect Fire
Department, as specifically applied to members of the Village of Mount Prospect Fire Department.
The Fire Department has the responsibility to provide a safe work environment as well as a
paramount interest in protecting the public by ensuring its employees are physically and emotionally
fit to perform their jobs at all times. For these reasons, the abuse of prescribed drugs, the abuse of
alcohol or the use, possession, sale or transfer of illegal drugs, cannabis or non -prescribed controlled
substances by Department members is strictly prohibited on or off duty. Violation of these policies
will result in disciplinary action up to and including discharge.
Section 2 Definitions.
A, "Drugs" shall mean any controlled substance listed in 720 ILCS 570 et seq., known
as the Illinois Controlled Substances Act, for which the person tested does not submit
a valid pre -dated prescription. Thus, the term "drugs" includes both abused
prescription medications and illegal drugs of abuse. In addition, it includes "designer
drugs" which may not be listed in the Controlled Substances Act but which have
adverse effects on perception, judgment, memory or coordination. A listing of drugs
covered by this Policy includes, but is not limited to:
Opium Methaqualone Psilocybin-Psilocyn
Morphine Tranquilizers MDA
CSI
Codeine
Cocaine
PCP
Heroin
Amphetamines
Chloral Hydrate
Meperidine
Phenmetrazine
Methylphenidate
Marijuana
LSD
Hash
Barbiturates
Mescaline
Methadone
Glutethimide
Steroids
Vicodin
Hash Oil
Ecstasy
B. "Impairment" due to drugs or alcohol shall mean a condition in which the employee
is unable to properly perform his/her duties due to the effects of a drug in his/her
body. Where impairment exists (or is presumed), incapacity for dkity shall be
presumed. "Impairment" due to alcohol shall be presumed when a blood alcohol
ITTIST =-
initial screening test. If the initial test is positive, but the confirming test is negative,
the test results will be deemed negative and no action will be taken. A positive
confirming test result is one where the specimen tested contained alcohol, drug or
drug metabolite concentrations at or above the concentration specified in Section
C,
5.A.7.
ma-
•ITNUff rlflffl•
'e tion 3. Prohibitions. Firefighters shall be prohibited from:
A. Consuming or possessing alcohol or illegal drugs at any time during the workday on
any of the Employer's premises or job sites, including all of the Employer's
buildings, properties, vehicles and the employee's personal vehicle while engaged in
the business of the Employer.
B. Using, selling, purchasing or delivering any illegal drug during the work day or when
off duty.
C. Being impaired or under the influence due to alcohol during the course of the work
day.
C-2
D. Failing to report to their supervisor any known adverse side effects of medication or
prescription drugs which they are taking.
E. The use of alcohol within four hours of reporting to duty.
Violations of these prohibitions shall result in disciplinary action up to and including
discharge.
Section 4. Administration of Tests.
A. Informhl , Employees Regarding Policy, New employees will be supplied with a
copy of this Policy on Drug and Alcohol Screening as part of the new employee
orientation. However, it is the responsibility of all members of the Fire Department
to be aware of, and adhere to, this policy and rules and procedures contained herein.
B. Reasonable Suspicion. Where the Village has reasonable suspicion of drug use or
alcohol abuse, a test may be ordered and the employee may be required to report for
testing. Reasonable suspicion exists if the facts and circumstances warrant rational
inferences that a person is using and/or is physically or mentally impaired due to
being under the influence of alcohol or illegal drugs. Reasonable suspicion will be
based upon the following:
(1) Observable phenomena, such as direct observation of use and/or the physical
symptoms of impairment resulting from using or being under the influence of
alcohol or controlled drugs; or
(2) Information provided by an identifiable third party which is independently
investigated by the Fire Chief or his designee to determine the reliability or
validity of the allegation.
C. Accidents/lgigri s. When a member is involved in an on-the-job accident or injury, a
supervisor shall conduct a preliminary investigation promptly and, as part of the
investigation, shall evaluate the member's appearance and behavior. Drug and
alcohol testing may be required where there is reasonable suspicion that an error or
mistake due to drug or alcohol use by the employee caused the accident or injury or
where there is reasonable suspicion that an employee's alcohol or drug use may have
contributed to the incident.
C-3
D. Performance. When a member is observed to be behaving in a manner causing
reasonable suspicion of drug and/or alcohol use, the supervisor may require a drug
and alcohol test. Whenever feasible, the impaired behavior should be observed and
corroborated by another supervisory member.
E. Arrest or Indictment. When a member has been arrested or indicted for conduct
involving alcohol abuse and/or illegal drug related activity on or off duty, the Fire
Chief may require drug/alcohol screening. The Fire Chief may also or instead of a
drug/alcohol screening, make a mandatory referral for an evaluation of the existence
of a substance abuse problem. If the certified substance abuse professional or other
licensed physician or psychologist acceptable to the Village and to the Union
indicates that a treatment program is recommended, that treatment program will be
viewed as mandatory in accordance with the existing language in the drug/alcohol
policy. If the evaluation indicates a treatment program is not necessary, the
treatment program would not be mandatory.
F. Status of Employee Order 1 -or t'esdns,� When testing is ordered, the
employee will be removed from duty and placed on leave with pay pending the
receipt of results.
G_ There shall be no across-the-board or random testing of employees except as
specifically provided for by Section 8 of this Article, or as otherwise mutually agreed
in writing by the parties.
.,Vection 5 Testtqg i-oce d res. The test procedures outlined in this Section shall conform with the
NIDA Standards (National Institute on Drug Abuse) of the Federal Guidelines issued by the
forth in Title 48 of the C.F.R. effective 12-1-89. A copy of such procedures shall be
provided to the Union and employees upon request.
The Fire Chief shall ensure that the Department testing procedures established for the
collection of urine and blood specimens conform to such regulations and the testing of such
specimen is carried out at a designated NIDA -certified laboratory.
C-4
A. General Procedures:
Employees covered by a collective bargaining agreement are entitled to union
representation; a union representative shall accompany the employee to the collection site,
provided such representative is available and that securing such representative does not
impede the process.
Collection Sites Collection services will be provided at a NIDA -certified lab.
For services needed when a NIDA lab is not open, collection services will be provided at a
NIDA -certified laboratory to be mutually agreed upon.
B. Chain-of-CLIstod : In all cases, strict chain -of -custody procedures will be followed:
1. Immediately after the specimen is obtained, the client and the doctor or nurse will
initial the confidence seal on the urine specimen.
2. Both parties will sign the laboratory chain -of -custody form, including the date and
time.
3. Labeled specimens will be placed in a locked refrigerator or laboratory container
located in the clinic. The NIDA lab staff member will sign and date the NIDA lab
log.
4. Lab courier will pick up specimens twice per weekday and once per weekend.
Courier and NIDA lab staff will sign the chain -of -custody form.
5. Specimens will be transported directly to the designated NIDA -certified laboratory
where they will be processed in a separate drug testing area accessible only to
authorized personnel.
6. Once in the lab, all personnel who handle the specimen must sign and date the
chain -of -custody form.
C. Scheduling:
1. "For cause/fitness for duty" and other non -routine collection of specimens for
testing will not require an appointment, but the individual must be accompanied by a
supervisor, who will present identification. In most cases, a NIDA -certified lab will
be notified by phone of a collection request "on the way".
2. Routine collection of specimens for testing will be done by appointment at least 24
C-5
hours in advance.
3. When collection is done at the Emergency Room, the Village will notify a NIDA -
certified lab on the next business day. At the hospital, the supervisor will present
identification and notice that this is a NIDA -client.
D. Results - Results will be forwarded by mail to the Director of Human Resources in a confidential
envelope. Generally, this means within 24m-72 hours of specimien pick-up by the lab.
Results will not be released by phone when the call is initiated by someone outside
NIDA or the testing lab. The Director of Human Resources may request that NIDA
release the results by phone or in person only to him/her.
Written results are the property of the Village of Mount Prospect and will not be
released by NIDA or the laboratory to an employee/applicant without proper
authorization from the Village.
E. Collection Procedure
1. Client identity will be verified by driver's license or by the supervisor in the absence
of a picture I.D. Verification will be done by doctor or nurse.
2. Drug history/drug disclosure form will be completed by the client, and reviewed by
the doctor or nurse.
3. Consent form will be signed by client and witnessed.
4. The specimen will be obtained as follows:
- At the NIDA certified lab site, the collection will be unwitnessed: the client will
be fully unclothed, dressed in a hospital gown, wash his/her hands thoroughly,
including under and around the fingernails; and accompanied to the bathroom door.
The client will void in a bathroom with colored toilet water, taps shut off, and
devoid of soap or other materials which would be used to adulterate the specimen.
- At the Emergency Room site, if the specially -equipped bathroom is not available,
the test will be witnessed. A doctor and/or nurse will accompany the client to the
bathroom and will be physically present when the specimen is produced. Blood
alcohol specimen will be obtained by a nurse.
5. Blood alcohol specimen will be labeled with name, test date, time, and will be
C-6
initialed by the nurse or doctor and the client.
6. Urine specimen will be sealed in full view of the client and the confidence seal
placed over the top of the bottle.
7. The chain -of -custody process will be initiated, and specimens will be given an I.D.
number. The specimen will be labeled with that number, as is the chain -of -custody
form.
8. Copies of the chain -of -custody form will be sealed in a tamper -proof custody
envelope with the specimen. The envelope will be locked up in a metal box or
locked refrigerator.
9. "For cause" testing will also include a medical history and physical exam to gather
an understanding of any physical conditions, known or unknown of client as well
as to provide a third party observation and assessment of the individual.
10. In connection with its testing program the Village shall engage the services of a
medical expert experienced in drug testing to design an appropriate questionnaire
to be filled out by any employee being tested to provide information of food or
medicine or other substance eaten or taken by or administered to the employee
which may affect the test results and to interview the employee in the event of
positive test results to determine if there is any innocent explanation for the
positive reading.
F. Laboraloa Process
A NIDA -certified laboratory will be utilized for all drug/alcohol screening
processing. The laboratory will:
1. Use 7 drug panel of: amphetamines, barbiturates, benzodiazepines,
cocaine, cannabinoids (THC), opiates and phencyclidine, unless the specific
situation requires testing for another specific substance(s), plus alcohol
(ethyl).
2. Use the EMIT procedure as the initial screen, utilizing cutoff levels as
follows:
Marijuana metabolites 100 ng/ml
C-7
Cocaine metabolite
300 ng/inl
Benzoylecgonine
Opiate metabolite
300 ng/ml
Amphetamines
1000 ng/ml
Phencyclidine
25 ng/inl
Barbiturates
300 ng/ml
Benzodiazepines
300 ng/ml
3. Use Gas Chromatography/Mass Spectroscopy (GC/MS) as the
confirmatory method, utilizing cutoff levels as follows:
Marijuana metabolites
15 ng/ml
(Delta -9 -THC Carboxylic)
Cocaine metabolite
150 ng/ml
(Benzoylecgonine)
Opiate metabolitcs:
Morphine
300 ng/ml
Codiene
300 ng/ml
Amphetamines
500 ng/ml
Amphetamine or Metbampbetamine
Phencydidinc
25ng/nil
Barbiturates
200ng/m
Benzodiazepincs
50ng/ml
4. Freeze and retain all positive specimens for at least twelve (12) months after
testing
5. Use for alcohol (ethyl) a blood alcohol content level of .05 grams per 100
cubic centimeters.
G. lndepegdent ,1 cstin
When an employee has been tested pursuant to the rules established herein and there are
confirmed positive results, the employee may request that a portion of the original
specimen be submitted for an independent test.
The employee shall be notified of his/her right to do so and request and complete the
independent test within ten (10) days of notice. The independent test shall be at the
employee's expense, shall use equivalent testing and chain -of -custody process used by the
Village. If such independent test yields a negative test result, the Village will consider those
results in its determination of further action.
C-8
H. Confidentiality of Test Results
The results of drug and alcohol tests will be disclosed to the person tested, the Fire
Chief, the Director of Human Resources, and such other officials as may be designated by
the Village Manager on a need -to -know basis consistent with the other provisions of this
Agreement, including treatment needs, diagnosis, use of the Employee Assistance Program
and investigation of disciplinary action. Test results will be disclosed to the designated
representative of the Union upon request. Test results will not be disclosed externally except
where the person tested consents or disclosure is permitted by law. Any member whose
drug/alcohol screen is confirmed positive, shall have an opportunity at the appropriate stage
of the disciplinary process to refute said results. A breach of confidentiality shall be
considered a serious act of misconduct and the Union may grieve and remedy violations
through the grievance procedure. Nothing in this provision shall be construed as waiving the
Union's statutory right to obtain information that may be relevant to collective bargaining or
the administration of grievances.
Section 6 V'olu a car e ue� yt Fors,.S. 0a nce
Employees are encouraged to voluntarily seek treatment, counseling and/or other support and
assistance for an alcohol or drug related problem. If such voluntary assistance is sought by the
employee before the employee commits rule violations connected with drug/alcohol abuse, and/or
before the employee is subjected to for cause testing under this policy, there shall be no adverse
employment action taken against an employee who voluntarily seeks assistance. When voluntary
assistance is requested under this policy, the employee may use the Village's Employee Assistance
Program to obtain referrals, treatment, counseling and other support and all such requests shall be
treated as confidential pursuant to the Village's normal procedures in the operation of its Employee
Assistance Program.
C-9
A. The Fire Chief or his/her designee will:
1. Identify those members where a drug/alcohol screen is required and inform the
Director of Human Resources of said status.
2. When necessary, initiate a preliminary investigation to determine the validity of a
member's admission that he/she is presently taking prescribed drugs.
a. If the preliminary investigation reveals that the drugs have been legally
prescribed and are being consumed according to prescription directions,
no further investigation will ensue.
B. Command level personnel or the Fire Chief shall ensure that members have been
properly notified of the date and time of a drug/alcohol screen and that notification
has been properly documented.
C. The member subject to a drug/alcohol screen wilt:
1. Report on a date and time determined by the Department.
2. Furnish documentation relating to the use of any prescribed drugs, ie.,
prescription bottle with prescription number, prescribing physician's
statement, etc.
3. Answer all pre -medical examination questions including the use of any/all
prescribed drugs and the name(s) of any prescribed drugs and the name(s)
of any prescribing physician(s).
4. Cooperate in the completion of all phases of the drug/alcohol screen in
accordance with the instructions of the examining physician or his/her
designee.
5. Have in his/her possession his/her departmental identification card.
D. Any employee who is taking prescription medication that could affect perception,
judgment, memory, coordination or other necessary ability to perform one's duties shall
report such fact and the nature of the illness or condition requiring the medication to
C-10
his/her supervisor. Such information will be treated on a confidential basis.
Section 8 Discinlinary Action For Confirmed Positive Test Results.
A. First Positive, The first confirmed positive test result will because for disciplinary action
up to and including a five duty day disciplinary suspension. The employee must agree to the
following conditions: (1) the employee will be mandatorily referred to the Village's Employee
Assistance Program for evaluation, diagnosis and development of a treatment plan consistent with
generally accepted standards; and (2) the employee will be required to cooperate in the treatment
plan, undergo unannounced periodic drug and/or alcohol screening for a period of up to 12 months,
successfully complete the prescribed treatment, remain free of drug and alcohol use, and sign an
agreement consenting to said conditions. Failure to comply with these conditions of continued
employment shall be cause for discharge.
B. Second Positive - During, Treatment If an employee has a first confirmed positive test
under the previous Paragraph A and enters a treatment program, and thereafter that employee has a
subsequent confirmed positive test result while the employee is in treatment, as a result of
unannounced periodic drug and/or alcohol screening, the employee shall receive a 30 shift day
disciplinary suspension and shall be required to continue in treatment and comply with the other
conditions of treatment set forth in the preceding paragraph, which 30 shift day disciplinary
suspension shall be final and binding on the Union and the employee and shall not be subject to the
grievance procedure. Any confirmed positive test thereafter, either periodic, unannounced or
reasonable suspicion, shall result in the employee's discharge, which shall be final and binding on
the Union and the employee and the penalty shall not be subject to the grievance procedure of the
collective bargaining agreement.
C. Second Positive - Reasonable Suspicion , An employee who has a first confirmed positive
test under Paragraph A of this Section 8 and who subsequently has a confirmed positive test under
the reasonable suspicion standard shall be discharged, which discharge shall be final and binding on
the Union and the employee and the penalty shall not be subject to the grievance procedure in the
collective bargaining agreement.
D. Employment Status. There is no requirement on the part of the Village to keep an
C -ll
employee on active employment status who is receiving treatment under this Section if it is
appropriately determined i.e., determination by an independent physician and/or appropriately
certified medical and/or psychological professional) that the employee's current use of alcohol or
drugs prevents such individual from performing his duties or whose continuance on active status
would constitute a direct threat to the property and safety of others. Such employee shall be
afforded the opportunity to use accumulated paid leave or take an unpaid leave pending treatment.
C-12
EXHIBIT "A"
ORDER TO SUBMIT TO DRUG AND ALCOHOL TESTING
Pursuant to its Substance Abuse/Testing Policy, the Village of Mount Prospect has determined that you are to
be tested for the presence of drugs or alcohol for the following reasons:
Date of this Order:
Date Test is to be administered
You are permitted to consult with a representative designated by the Union and to have that representative
present at the time the test is given, provided that such consultation does not result in undue delay of the test.
A refusal to submit to this test may subject you to discipline.
Taking this test shall not be construed as a waiver of any objection or rights that you may have.
During the period of this testing, you will be removed from duty and placed on leave with pay pending the
receipt of results.
You are permitted to have a blood sample taken and retained for testing should the initial test prove positive.
Do you wish to have blood drawn for this purpose? Initial one (1) of the following:
Yes No
May the test results be disclosed to the Union? Initial one of the following:
Yes No
Signature of Employee/Date Signature of Village Official(s)/Date
Union Signature(s)/Date
C-13
APPENDIX "D"
VILLAGE OF MOUNT PROSPECT
REQUEST TO INSPECT/COPY PERSONNEL FILE
Date of Request:
I,
(print name of employee)
MM
X01
1111 11111 111 111 Jill
Signature of Employee
.i �
You were granted access to your records on
wish to:
Additional time will be required to grant this request. You may inspect/copy
your personnel file on:
This inspection/copy request is denied because two prior requests during this
calendar year have already been granted to you.
Signature of Personnel Record [deeper,
Date:
D-1
APPENDIX "E"
TRADE DAY FORM
MOUNT PROSPECT FIRE DEPARTMENT - REQUEST TO TRADE DAYS
Name
regular tour of duty on
Day of Week
Name of Proposed Replacement
Asks permission to be absent from his/her
Date
will be my replacement on the above date. He is capable of performing the duties assigned to me. I
understand that if my replacement does not appear for the traded tour of duty, I will be
docked pay for the missed time, including any overtime expense for any required hireback.
This trade will be repaid on:
Requester's Signature
Company Officer's Signature
Day of week Date
Replacement's Signature
Company Officer's Signature
Battalion Chief's Signature Battalion Chief's Signature
Trade denied by: _ Reason for denial:
.............
GUIDELINES:
• Trade days that cause a hire back or any member to be paid acting officer pay will be denied or canceled.
• The Employee who is requesting the trade day may only trade shifts with an employee of the same rank andjob description,
and who is capable of doing the same job requirements. Trades of time off days within the 28 day cycle should be
approved between ranks and job descriptions, providing they do not cause potential hirebacks or acting pay. Trades of
vacation days across the 28 day cycles should also not create a problem, but this must be within original vacation pick
parameters and at the discretion of the Battalion Chief. If the trade has the potential of a hireback or acting pay, the
Battalion Chief has the authority to deny the trade.
• The clerical responsibility of the "Trade Day Agreement" shall be that of the trade day requester. The requester shall be sure
the proper form is completed and it properly logged b a Bad higC before the day of the trade.
• The employee who is provided relief on the day of the trade has the responsibility to ensure that whom he/she traded with
will show up. If for any reason the fill-in does not complete his/her requirements, the employee assigned to that shift shall
be docked that pay for being absent.
• All trade days between two members shall be completed within the same Mount Prospect Fire Department shift calendar year
unless the trade is initiated within the last three months of the calendar year (Oct 1 -Dec 31 ), if so the trade maybe paid
back within the first three months (Jan I -Mar 31) of the new calendar year. Any change to the original "Trade Day
Agreement" shall take the form of a memo and follow the proper chain of command.
• No three way trade days shall be allowed.
E-1
• The Mount Prospect Fire Department shall not bear the responsibility for any trade days that are not honored, such as: due to
an injury where a firefighter cannot complete his part of the trade day agreement.
FAILURE TO PROVIDE RELIEF AFTER AGREEING TO WORK FOR ANOTHER EMPLOYEE MAY
RESULT IN THE LOSS OF THE OFFENDING EMPLOYEE'S TRADE DAY PRIVILEGES.
E-2
APPENDIX "F"
FIRE DEPARTMENT GRIEVANCE FORM
Grievance information to be filled out by enz to ee
No..
All formal Grievances shall be filled not later than 14 calendar days from the date of the first
occurrence of the matter giving rise to the Grievance or 14 calendar days from the date the grievant
knew, or should have known, of the matter giving rise to the Grievance.
Employee Name Badge # Rank
DUTY ASSIGNMENT: Station # Shill
I submit the following Grievance which occurred or became known to me on:
As a violation of Agreement provision:
The facts pertaining to said Grievance are as follows:
I suggest the following correction (s) be made
Employee Signature
F-1
Date
Date
GRIEVANCE PROCEDURE STEPS
Ste l: Supervisor
Step I shall be initiated when the employee notifies their supervisor of a Grievance using this
Grievance form.
Notification Date:
Supervisor Sig:iauj.re:
Date:
The supervisor shall meet with the employee within seven calendar days of the Notification
Date.
Meeting Date. Union notified of meeting date: Yes No
Result:
Comments:
Resolved,Unresolved, .'No Response, or No Meeting held
..................
Sten 2: Grievance Committee
Step 2 shall be initiated when the employee presents the Union President or Vice President with
their Grievance Form for appeal to the Grievance Committee.
Notification Date:
The Grievance Committee shall have 14 calendar days to determine if the Grievance should be
processed further.
Grievance Committee recommends the Grievance proceed to the next step Yes No
If yes: Firefighter Grievances shall proceed to Step 3. Lieutenant Grievances shall
proceed to Step 4.
Grievance Committee Signature:
Date:
Comments:
F-2
Ste : Battalion Chief
Step 3 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Battalion Chief.
Notification Date:
Battalion Chief's Signature: Dated:
Battalion Chief shall meet with the employee and/or Grievance Committee Representative with
seven calendar days of the Notification Date.
Meeting date:
Grievance Committee Representative present: _Yes No
After the meeting, the Grievance Committee shall have seven calendar days to decide if the wish
to appeal the Grievance to the Fire Chief and proceed to Step 4. During the seven day time
frame, the Battalion Chief shall attempt to resolve the Grievance.
Result: Resolved Unresolved No Response No Meeting Held
Comments:
Grievance Committee Signature:
F-3
dated:
Ste 4:_Fire ire Chief
Step 4 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Fire Chief.
Notification Date:
Fire Chief Signature:
t
The Fire Chief may meet with the employee and Grievance Committee Representative, but shall
reply to the Grievance in writing within 7 calendar days of Notification Date.
Date Reply Recei
After receipt of the Fire Chiefs written reply, the Grievance Committee shall have 14 calendar
days to decide if they wish to appeal the Grievance to the Village Manager and proceed to Step
5.
Result: Resolved, or Unresolved
Comments:
Grievance Committee Signature:
F-4
Date:
Ste S: Village Manager
Step 5 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Village Manager, or his designee.
Notification Date:
Village Manager's Signature:
Date:
The Village Manager, or his designee, shall investigate the facts and circumstances as he deems
necessary and shall reply to the Grievance in writing within 21 calendar days of the Notification
Date.
Date Reply Received:
After receipt of the Village Manager's written reply, the Grievance Committee shall have 15
business days to if they wish to submit the Grievance to arbitration and proceed to Step 6.
Result: _Resolved, or _Unresolved
Comments:
Grievance Committee Signature:
Step 6: Arbitration
dated:
Step 6 shall be initiated when the Grievance Committee notifies the Village Manager, in writing,
of their intention to submit the Grievance to arbitration.
Notification Date:
Village Manager's Signature:. Date:
Grievance Committee Signature: Date:
Arbitrator selected (name): Date:
Arbitrator's Ruling:
F-5
APPENDIX "G"
GROUP HEALTH AND MEDICAL INSURANCE
1105 At lization:
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 agrees to pay any and all increases in
premiums for the current benefits prograin during the term of this Agreement. Notwithstanding
anything contained herein, the Village may alter its health insurance plans to meet the requirements of
the Patient Protection and Affordable Care Act ("Act") (including by example, but without limitation,
the imposition of a tax on the Village due to the amount paid by the Village for its health plan as so-
called "Cadillac" plan.) The Village retains the option to obtain alternative health coverage that is
substantially similar to the existing plan in an ell'ort to reduce costs and avoid the "Cadillac" tax. If the
Village is unable to obtain an alternative health insurance plan to avoid the tax the Village and the Union
shall meet to bargain over the opportunities to avoid the "Cadillac" tax.
Further it is expected that under this Act, beginning in 2014, various federal health care reform
mandates may impact the Village's existing health insurance care plans, and certain health insurance
exchanges shall be offered as an alternative to the Village's existing health care plan. The Village and
the Union shall meet to bargain over the alternative coverage and the applicable federal health care
mandates on the Employer's existing health insurance plan and the costs related hereto.
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:
Employees have the choice to choose from a PPO plan with a specific deductible or HMO with
specific co -pay levels:
U-2
Option #1
Option #2
Option #2
Effective
Coverage
PPO ($250/$750) Plan HMO
PPO ($500/$1500) Plan
HMO
Date
Type/Co-Pay
$250 single deductible ($20/$50)
$500 single deductible
($20/$75)
($25/$75)
Type
$750 family deductible Plan
$1500 family deductible
Plan
$900 family deductible
Single
$105.00 $105.00
$93.00
$93.00
Single
Single Discount
(10%)*
$94.50 $94.50
$83.70
$83.70
Family
$234.00 $234.00
$206.00
$206.00
Family Discount
$175.50 $175.50
$154.50
$154.50
$91.80
(25%)*
Family
$258.00
January
_...._•
...... W
Family Discount
1, 2016
Doctor Co -pay
$20.00 $20.00
$20.00
$20.00
(30%)*
Specialist Doctor
$40.00 $40.00
$40.00
$45.00
January
Co -pay
Emergency
Doctor Co-pav
_...._...._.. _
$25.00
$25.00
_ ._ ... _.._....__
$25.00
Room Visit Co-
$50.00 $50.00
$50.00
$75.00
$50.00
Pay
$50.00
Co -pay
*Drscrrt�r t rate
crw oiro �e gar t hose
w rcr rcrRm letr�t rxn ement Partici
otr'a��n 6?ewards s.ctioa, faea<ow.
U-2
Option #1
Option #2
Effective
Coverage
PPO ($300/$900) Plan
HMO
PPO ($500/$1500) Plan
HMO
Date
Type/Co-Pay
$300 single deductible
($25/$75)
$500 single deductible
100
($25/$100)
)
Type
$900 family deductible
Plan
$1500 family deductible
Plan
Single
$116.00
$116.00
$102.00
$102.00
Single Discount
(10%)*
$104.40
$104.40
$91.80
$91.80
Family
$258.00
$258.00
$227.00
......WWW
$227.00
Family Discount
$180.60
wwW W..
$180.60
$158.90
$158.90
(30%)*
January
1, 2017
Doctor Co-pav
_...._...._.. _
$25.00
$25.00
_ ._ ... _.._....__
$25.00
$25.00
Specialist Doctor
$40.00
$50.00
$40.00
$50.00
Co -pay
Emergency
Room Visit Co-
$75.00
$75.00
$75.00
$100.00
Pay
*Discount rate
ovoilable Lor those
who qualify., SeeHegJ h
MC,Pn i rn!!nt Portia
otion Rewards section below.
U-2
Monthly premium costs paid by employees shall be paid twice per month up to 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 shall receive insurance coverage as dictated by the HMO
provider.
The co -payment level is established at 70 percent employer paid and 30 percent employee paid
for services rendered outside of the Preferred Provider Network (PPO) in place at the time. The co-
payment level is established at 90 percent employer paid and 10 percent employee paid for services
rendered by a service provider who participates in the PPO.
The Village of Mount Prospect shall be allowed to raise the maximum out-of-pocket expenses to
the following:
Two percent of the employee's pensionable pay for single coverage and four percent of the
employee's pensionable pay for family coverage. The maximum out of pocket levels shall be
established as illustrated in Exhibit Dl.
G-3
Option #1
Option #2
Coverage
PPO ($300/$900) Plan
HMO
PPO ($500/$1500) Plan HMO
Effective
Type/Co-Pay
$300 single deductible
($25/$75)
$500 single deductible ($25/$100)
Date
Type
$900 family deductible
Plan
$1500 family deductible Plan
Single
$153.00
$153.00
$134.49 $134.49
Single Discount
,,,,,,� *
$137.70
$137.70
$121.04 $121.04
(10%)
Family
$336.00
... ..
$336.00
.....
$295.34 $295.34
. .�.. .............._.-._...
Family Discount
$235.20
$235.20
6.74 $206.74
$206.74
January
1, 2018
Doctor Co-pay
_.
__.......
$25.00
$25.00
$25.00 $25.00
Specialist Doctor
$40.00
$50.00
$40.00 $50.00
Co-Pay
Emergency
Room Visit Co-
$75.00
$75.00
$75.00 $100.00
Pay
*Discount
are available for those
v+haraFa She Health
itana
"artidl a�tian Rewardssection below.
Monthly premium costs paid by employees shall be paid twice per month up to 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 shall receive insurance coverage as dictated by the HMO
provider.
The co -payment level is established at 70 percent employer paid and 30 percent employee paid
for services rendered outside of the Preferred Provider Network (PPO) in place at the time. The co-
payment level is established at 90 percent employer paid and 10 percent employee paid for services
rendered by a service provider who participates in the PPO.
The Village of Mount Prospect shall be allowed to raise the maximum out-of-pocket expenses to
the following:
Two percent of the employee's pensionable pay for single coverage and four percent of the
employee's pensionable pay for family coverage. The maximum out of pocket levels shall be
established as illustrated in Exhibit Dl.
G-3
Health Management partici anon 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.
The biometric test consists of a 37 -panel evaluation including coronary risk assessment,
blood count, and chem -screen profile. The purpose of the biometric test, blood pressure screening,
body mass index 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 and mailed directly to the participant's home address on file.
Biometric Measurements
Healthy Range in four out of the five biometric measurements.
• Blood Pressure
• Total Cholesterol (HDL, LDL)
• Triglycerides
• Glucose
• Body Mass Index (BMI)
Employees and/or spouses that do not meet the four out of five criteria considered in the healthy
range may still be eligible for the discount provided they participate in a physician supervised
program that actively manages any of the criteria deemed to in the unhealthy range. 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 shall receive is only if the employee and/or spouse meet the healthy range criteria and
whether the healthy range is a result of participation in treatment or not is not communicated to the
Village.
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 Single Family
Plan Year) Coverage Coverage
1/1/2016 L 10% 25%
1/1/2017 10% 30%
1/1/2018 10% 30%
If an employee has family coverage they would not be eligible for a single coverage discount if
only the employee participated in the biometric program.
ISO Pr seri :)tion ll rug . Card
The prescription co -payment amounts shall be as follows:
There shall be no maximum out-of-pocket limit for annual prescription co -payment amounts.
G-5
Effective
Generic
Formulary Brand
Non -Formulary
Date
Prescription -�
Prescription
�.._..............�...
Brand Prescription
..
1/1/2..._..........
�016
$20.00
��$20.00� ��-
��� $50.00
$75.00_
1/1/2017
rr r -_w �aam. _..
...m
$50.00
..._........-
$75.00
1/1/2018
_ $20.00
$50.00
$85.00
There shall be no maximum
out-of-pocket limit for annual prescription co -payment amounts.
MO Prescription ULqg
Gard
The prescription
co -payment
amounts shall be as follows,-
ollows:Effective
Effective
Generic
Formulary Brand
Non -Formulary
Date
Prescription
Prescription
Brand Prescription
1/1/2016
$20.00 1
$50.00
$75.00
1/1/2017
$20.00
$50.00
$75.00
1/1/2018
$20.00
$50.00
$85.00
There shall be no maximum out-of-pocket limit for annual prescription co -payment amounts.
G-5
General Prescription Drug Card I'n ornnation (Uplicable to Iboth PPO and HMO fans
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 (generic, formulary, non -formulary, or specialty).
Prescription drugs that are considered Specialty drugs shall have a co -payment amount and
shall not be subject to the out-of-pocket maximum. Effective January 1, 2017 prescription drugs
that are considered Specialty drugs 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, or formulary shall apply and not
the $350 co -payment amount.
The parties agree that all emergency care benefits and second opinion benefits as provided in the
health insurance plan booklet dated July 1, 2011, shall be covered at one hundred percent (100%) with
no deductible to apply. The Employer has the discretion to select insurance carriers, provided that
benefits are similar to those benefits in effect as of execution.
G-6
Exhibit DI - Health Insurance
Maximum Out of Pocket Rates - 2016 - 2018
G-7
2%
4%
Wage
Range
Single
Family
$20,000
$29,999
$600
$1,200
$30,000
$39,999
$800
$1,600
$40,000
$49,999
$1,000
$2,000
$50,000
$59,999
$1,200
$2,400
$60,000
$69,999
$1,400
$2,800
$70,000
$79,999
$1,600
$3,200
$80,000
$89,999
$1,800
$3,600
$90,000
$99,999
$2,000
$4,000
$100,000
$109,999
$2,200
$4,400
$110-9000
$119,999
$2,400
$4,800
G-7
APPENDIX "H"
ELECTION TO ARBITRATE DISCIPLINARY ACTION
In accordance with Section 13.3 of the contract currently effective between the Village and
the Union, the undersigned Grievant, with the approval of the union, elects to appeal the disciplinary
action assessed against him/her to arbitration. In doing so, the undersigned understands that:
(1) His/her grievance, unless otherwise settled, will be heard and determined by an
arbitrator selected in accordance with Step 6;
(2) He/she is waiving any and all rights to appeal of the decision by the Board of
Fire and Police Commissioners of the Village of Mount Prospect, provided by to
the Illinois Municipal Code 65 ILCS 5/10-2.1-17 and Administrative Review
Act, 735 ILCS 5/3-101, et seq. The decision by the arbitrator shall be final and
binding subject only to an appeal in accordance with the provisions of the
Uniform Arbitration Act as provided by §8 of the IPLRA, 5 ILCS 315/8.
APPEAL TO ARBITRATION APPROVED:
EMPLOYEE
DATE:
H-1
PRESIDENT, LOCAL 4119 IAFF
DATE:
APPENDIX "I"
OUTSIDE EMPLO ME T U 1. EST
I am requesting approval for outside employment with the below -name organization:
Organization Employment Status (F/T or P/T)
Type of Industry Days of the week to be worked
Job Title Hours to be worked per day
Supervisor Address of Business
Phone Number
I am aware of the fact that approval will be based on the fact that said employment will not interfere
with my effectiveness, physical well-being, or be in conflict of interest with my current position with
the Village of Mount Prospect.
Employee Signature Date
Chief/Director Approval Date
I-1
APPENDIX "J"
(50 ILCS 742/) Fire Department Promotion Act.
(50 ILCS 742/1)
Sec. 1. Short title. This Act may be cited as the Fire Department Promotion Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/5)
Sec. 5. Definitions. In this Act:
"Affected department" or "department" means a full-time municipal fire department that is subject
to a collective bargaining agreement or the fire department operated by a full-time fire protection
district. The terms do not include fire departments operated by the State, a university, or a
municipality with a population over 1,000,000 or any unit of local government other than a
municipality or fire protection district. The terms also do not include a combined department that
was providing both police and firefighting services on January 1, 2002.
"Appointing authority" means the Board of Fire and Police Commissioners, Board of Fire
Commissioners, Civil Service Commissioners, Superintendent or Department Head, Fire Protection
District Board of Trustees, or other entity having the authority to administer and grant promotions in
an affected department.
"Promotion" means any appointment or advancement to a rank within the affected department (1)
for which an examination was required before January 1, 2002; (2) that is included within a
bargaining unit; or (3) that is the next rank immediately above the highest rank included within a
bargaining unit, provided such rank is not the only rank between the Fire Chief and the highest rank
included within the bargaining unit, or is a rank otherwise excepted under item (i), (ii), (iii), (iv), or
(v) of this definition. "Promotion" does not include appointments (i) that are for fewer than 180
days; (ii) to the positions of Superintendent, Chief, or other chief executive officer; (iii) to an
exclusively administrative or executive rank for which an examination is not required; (iv) to a rank
that was exempted by a home rule municipality prior to January 1, 2002, provided that after the
effective date of this Act no home rule municipality may exempt any future or existing ranks from
the provisions of this Act; or (v) to an administrative rank immediately below the Superintendent,
Chief, or other chief executive officer of an affected department, provided such rank shall not be
held by more than 2 persons and there is a promoted rank immediately below it. Notwithstanding the
exceptions to the definition of "promotion" set forth in items (i), (ii), (iii), (iv), and (v) of this
definition, promotions shall include any appointments to ranks covered by the terms of a collective
bargaining agreement in effect on the effective date of this Act.
"Preliminary promotion list" means the rank order of eligible candidates established in accordance
with subsection (b) of Section 20 prior to applicable veteran's preference points. A person on the
preliminary promotion list who is eligible for veteran's preference under the laws and agreements
applicable to the appointing authority may file a written application for that preference within 10
days after the initial posting of the preliminary promotion list. The preference shall be calculated in
accordance with Section 55 and applied as an addition to the person's total point score on the
examination. The appointing authority shall make adjustments to the preliminary promotion list
based on any veteran's preference claimed and the final adjusted promotion list shall then be posted
by the appointing authority.
J-1
"Rank" means any position within the chain of command of a fire department to which employees
are regularly assigned to perform duties related to providing fire suppression, fire prevention, or
emergency services.
"Final adjusted promotion list" means the promotion list for the position that is in effect on the
date the position is created or the vacancy occurs. Ifthere is no final adjusted promotion list in effect
for that position on that date, or if all persons on the current final adjusted promotion list for that
position refuse the promotion, the affected department shall not make a permanent promotion until a
new final adjusted promotion list has been prepared in accordance with this Act, but may make a
temporary appointment to fill the vacancy. Temporary appointments shall not exceed 180 days.
Each component of the promotional test shall be scored on a scale of 100 points. The component
scores shall then be reduced by the weighting factor assigned to the component on the test and the
scores of all components shall be added to produce a total score based on a scale of 100 points.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/10)
Sec. 10. Applicability.
(a) This Act shall apply to all positions in an affected department, except those specifically
excluded in items (i), (ii), (iii), (iv), and (v) of the definition of "promotion" in Section 5 unless such
positions are covered by a collective bargaining agreement in force on the effective date of this Act.
Existing promotion lists shall continue to be valid until their expiration dates, or up to a maximum of
3 years after the effective date of this Act.
(b) Notwithstanding any statute, ordinance, rule, or other laws to the contrary, all promotions in
an affected department to which this Act applies shall be administered in the manner provided for in
this Act. Provisions of the Illinois Municipal Code, the Fire Protection District Act, municipal
ordinances, or rules adopted pursuant to such authority and other laws relating to promotions in
affected departments shall continue to apply to the extent they are compatible with this Act, but in
the event of conflict between this Act and any other law, this Act shall control.
(c) A home rule or non -home rule municipality may not administer its fire department promotion
process in a manner that is inconsistent with this Act. This Section is a limitation under subsection
(i) of Section 6 of Article VII of the Illinois Constitution on the concurrent exercise by home rule
units of the powers and functions exercised by the State.
(d) This Act is intended to serve as a minimum standard and shall be construed to authorize and
not to limit:
(1) An appointing authority from establishing different or supplemental promotional criteria or
components, provided that the criteria are job-related and applied uniformly.
(2) The right of an exclusive bargaining representative to require an employer to negotiate
clauses within a collective bargaining agreement relating to conditions, criteria, or procedures for the
promotion of employees to ranks, as defined in Section 5, covered by this Act.
(3) The negotiation by an employer and an exclusive bargaining representative of provisions
within a collective bargaining agreement to achieve affirmative action objectives, provided that such
clauses are consistent with applicable law.
(e) Local authorities and exclusive bargaining agents affected by this Act may agree to waive one
or more of its provisions and bargain on the contents of those provisions, provided that any such
waivers shall be considered permissive subjects of bargaining.
(Source: P.A. 93-411, eff. 8-4-03; 94-809, eff. 5-26-06.)
J-2
(50 ILCS 742/15)
Sec. 15. Promotion process.
(a) For the purpose of granting promotion to any rank to which this Act applies, the appointing
authority shall from time to time, as necessary, administer a promotion process in accordance with
this Act.
(b) Eligibility requirements to participate in the promotional process may include a minimum
requirement as to the length of employment, education, training, and certification in subjects and
skills related to fire fighting. After the effective date of this Act, any such eligibility requirements
shall be published at least one year prior to the date of the beginning of the promotional process and
all members of the affected department shall be given an equal opportunity to meet those eligibility
requirements.
(c) All aspects of the promotion process shall be equally accessible to all eligible employees of the
department. Every component of the testing and evaluation procedures shall be published to all
eligible candidates when the announcement of promotional testing is made. The scores for each
component of the testing and evaluation procedures shall be disclosed to each candidate as soon as
practicable after the component is completed.
(d) The appointing authority shall provide a separate promotional examination for each rank that
is filled by promotion. All examinations for promotion shall be competitive among the members of
the next lower rank who meet the established eligibility requirements and desire to submit
themselves to examination. The appointing authority may employ consultants to design and
administer promotion examinations or may adopt any job-related examinations or study materials
that may become available, so long as they comply with the requirements of this Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/20)
Sec. 20. Promotion lists.
(a) For the purpose of granting a promotion to any rank to which this Act applies, the appointing
authority shall from time to time, as necessary, prepare a preliminary promotion list in accordance
with this Act. The preliminary promotion list shall be distributed, posted, or otherwise made
conveniently available by the appointing authority to all members of the department.
(b) A person's position on the preliminary promotion list shall be determined by a combination of
factors which may include any of the following: (i) the person's score on the written examination for
that rank, determined in accordance with Section 35; (ii) the person's seniority within the
department, determined in accordance with Section 40; (iii) the person's ascertained merit,
determined in accordance with Section 45; and (iv) the person's score on the subjective evaluation,
determined in accordance with Section 50. Candidates shall be ranked on the list in rank order based
on the highest to the lowest total points scored on all of the components of the test. Promotional
components, as defined herein, shall be determined and administered in accordance with the
referenced Section, unless otherwise modified or agreed to as provided by paragraph (1) or (2) of
subsection (d) of Section 10. The use of physical criteria, including but not limited to fitness testing,
agility testing, and medical evaluations, is specifically barred from the promotion process.
(c) A person on the preliminary promotion list who is eligible for a veteran's preference under the
laws and agreements applicable to the department may file a written application for that preference
within 10 days after the initial posting of the preliminary promotion list. The preference shall be
calculated as provided under Section 55 and added to the total score achieved by the candidate on
the test. The appointing authority shall then make adjustments to the rank order of the preliminary
promotion list based on any veteran's preferences awarded. The final adjusted promotion list shall
J-3
then be distributed, posted, or otherwise made conveniently available by the appointing authority to
all members of the department.
(d) Whenever a promotional rank is created or becomes vacant due to resignation, discharge,
promotion, death, or the granting of a disability or retirement pension, or any other cause, the
appointing authority shall appoint to that position the person with the highest ranking on the final
promotion list for that rank, except that the appointing authority shall have the right to pass over that
person and appoint the next highest ranked person on the list if the appointing authority has reason
to conclude that the highest ranking person has demonstrated substantial shortcomings in work
performance or has engaged in misconduct affecting the person's ability to perform the duties of the
promoted rank since the posting of the promotion list. if the highest ranking person is passed over,
the appointing authority shall document its reasons for its decision to select the next highest ranking
person on the list. Unless the reasons for passing over the highest ranking person are not remediable,
no person who is the highest ranking person on the list at the time of the vacancy shall be passed
over more than once. Any dispute as to the selection of the first or second highest-ranking person
shall be subject to resolution in accordance with any grievance procedure in effect covering the
employee.
A vacancy shall be deemed to occur in a position on the date upon which the position is vacated,
and on that same date, a vacancy shall occur in all ranks inferior to that rank, provided that the
position or positions continue to be funded and authorized by the corporate authorities. If a vacated
position is not filled due to a lack of funding or authorization and is subsequently reinstated, the final
promotion list shall be continued in effect until all positions vacated have been filled or for a period
up to 5 years beginning from the date on which the position was vacated. In such event, the
candidate or candidates who would have otherwise been promoted when the vacancy originally
occurred shall be promoted.
Any candidate may refuse a promotion once without losing his or her position on the final
adjusted promotion list. Any candidate who refuses promotion a second time shall be removed from
the final adjusted promotion list, provided that such action shall not prejudice a person's
opportunities to participate in future promotion examinations.
(e) A final adjusted promotion list shall remain valid and unaltered for a period of not less than 2
nor more than 3 years after the date of the initial posting. Integrated lists are prohibited and when a
list expires it shall be void, except as provided in subsection (d) of this Section. If a promotion list is
not in effect, a successor list shall be prepared and distributed within 180 days after a vacancy, as
defined in subsection (d) of this Section.
(f) This Section 20 does not apply to the initial hiring list.
(Source: P.A. 95-956, eff. 8-29-08.)
(50 ILCS 742/25)
Sec. 25. Monitoring.
(a) All aspects of the promotion process, including without limitation the administration, scoring,
and posting of scores for the written examination and subjective evaluation and the determination
and posting of seniority and ascertained merit scores, shall be subject to monitoring and review in
accordance with this Section and Sections 30 and 50.
(b) Two impartial persons who are not members of the affected department shall be selected to act
as observers by the exclusive bargaining agent. The appointing authorities may also select 2
additional impartial observers.
(c) The observers monitoring the promotion process are authorized to be present and observe
when any component of the test is administered or scored. Except as otherwise agreed to in a
J-4
collective bargaining agreement, observers may not interfere with the promotion process, but shall
promptly report any observed or suspected violation of the requirements of this Act or an applicable
collective bargaining agreement to the appointing authority and all other affected parties.
(d) The provisions of this Section do not apply to the extent that they are inconsistent with
provisions otherwise agreed to in a collective bargaining agreement.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/30)
Sec. 30. Promotion examination components. Promotion examinations that include components
consisting of written examinations, seniority points, ascertained merit, or subjective evaluations shall
be administered as provided 'in Sections 35, 40, 45 and 50. The weight, if any, that is given to any
component included in a test may be set at the discretion of the appointing authority provided that
such weight shall be subject to modification by the terms of any collective bargaining agreement in
effect on the effective date of this Act or thereafter by negotiations between the employer and an
exclusive bargaining representative. If the appointing authority establishes a minimum passing score,
such score shall be announced prior to the date of the promotion process and it must be an aggregate
of all components of the testing process. All candidates shall be allowed to participate in all
components of the testing process irrespective of their score on any one component. The provisions
of this Section do not apply to the extent that they are inconsistent with provisions otherwise agreed
to in a collective bargaining agreement.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/35)
Sec. 35. Written examinations.
(a) The appointing authority may not condition eligibility to take the written examination on the
candidate's score on any of the previous components of the examination. The written examination
for a particular rank shall consist of matters relating to the duties regularly performed by persons
holding that rank within the department. The examination shall be based only on the contents of
written materials that the appointing authority has identified and made readily available to potential
examinees at least 90 days before the examination is administered. The test questions and material
must be pertinent to the particular rank for which the examination is being given. The written
examination shall be administered after the determination and posting of the seniority list,
ascertained merit points, and subjective evaluation scores. The written examination shall be
administered, the test materials opened, and the results scored and tabulated.
(b) Written examinations shall be graded at the examination site on the day of the examination
immediately upon completion of the test in front of the observers if such observers are appointed
under Section 25, or if the tests are graded offsite by a bona fide testing agency, the observers shall
witness the sealing and the shipping of the tests for grading and the subsequent opening of the scores
upon the return from the testing agency. Every examinee shall have the right (i) to obtain his or her
score on the examination on the day of the examination or upon the day of its return from the testing
agency (or the appointing authority shall require the testing agency to mail the individual scores to
any address submitted by the candidates on the day of the examination); and (ii) to review the
answers to the examination that the examiners consider correct. The appointing authority may hold. a
review session after the examination for the purpose of gathering feedback on the examination from
the candidates. The review sessions shall be at no cost to the candidates.
(c) Sample written examinations may be examined by the appointing authority and members of
the department, but no person in the department or the appointing authority (including the Chief,
J-5
Civil Service Commissioners, Board of Fire and Police Commissioners, Board of Fire
Commissioners, or Fire Protection District Board of Trustees and other appointed or elected
officials) may see or examine the specific questions on the actual written examination before the
examination is administered. If a sample examination is used, actual test questions shall not be
included. It is a violation ofthis Act for any member of the department or the appointing authority to
obtain or divulge foreknowledge of the contents of the written examination before it is administered.
(d) Each department shal l maintain reading and study materials for its current written examination
and the reading list for the last 2 written examinations or for a period of 5 years, whichever is less,
for each rank and shall make these materials available and accessible at each duty station.
�, ��.uiaw i
ke) The provisions or � this Section do not apply to the extent t they are in conflict with
provisions otherwise agreed to in a collective bargaining agreement.
(Source: P.A. 97-352, eff. 8-12-11.)
(50 ILCS 742/40)
Sec. 40. Seniority points.
(a) Seniority points shall be based only upon service with the affected department and shall be
calculated as of the date of the written examination. The weight of this component and its
computation shall be determined by the appointing authority or through a collective bargaining
agreement.
(b) A seniority list shall be posted before the written examination is given and before the
preliminary promotion list is compiled. The seniority list shall include the seniority date, any breaks
in service, the total number of eligible years, and the number of seniority points.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 1LC S !42/45)
Sec. 45. Ascertained merit.
(a) The promotion test may include points for ascertained merit. Ascertained merit points may be
awarded for education, training, and certification in subjects and skills related to the fire service. The
basis for granting ascertained merit points, after the effective date of this Act, shall be published at
least one year prior to the date ascertained merit points are awarded and all persons eligible to
compete for promotion shall be given an equal opportunity to obtain ascertained merit points unless
otherwise agreed to in a collective bargaining agreement.
(b) Total points awarded for ascertained merit shall be posted before the written examination is
administered and before the promotion list is compiled.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/50)
Sec. 50. Subjective evaluation.
(a) A promotion test may include subjective evaluation components. Subjective evaluations may
include an oral interview, tactical evaluation, performance evaluation, or other component based on
subjective evaluation of the examinee. The methods used for subjective evaluations may include
using any employee assessment centers, evaluation systems, chiefs points, or other methods.
(b) Any subjective component shall be identified to all candidates prior to its application, be job-
related, and be applied uniformly to all candidates. Every examinee shall have the right to
documentation of his or her score on the subjective component upon the completion of the subjective
examination component or its application. A designated representative of the contracting union party
shall be notified and be entitled to be present to monitor any preliminary meeting between certified
J-6
assessors or representatives of a testing agency and representatives of the appointing authority held
prior to the administration of the test to candidates for promotion.
(c) Where chiefs points or other subjective methods are employed that are not amenable to
monitoring, monitors shall not be required, but any disputes as to the results of such methods shall
be subject to resolution in accordance with any collectively bargained grievance procedure in effect
at the time of the test.
(d) Where performance evaluations are used as a basis for promotions, they shall be given
annually and made readily available to each candidate for review and they shall include any
disagreement or documentation the employee provides to refute or contest the evaluation. These
annual evaluations are not subject to grievance procedures, unless used for points in the promotion
process.
(e) Total points awarded for subjective components shall be posted before the written examination
is administered and before the promotion list is compiled.
(f) Persons selected to grade candidates for promotion during an assessment center process shall
be impartial professionals who have undergone training to be certified assessors. The training and
certification requirements shall, at a minimum, provide that, to obtain and maintain certification,
assessors shall complete a course of basic training, subscribe to a code of ethical conduct, complete
continuing education, and satisfy minimum activity levels.
(g) The standards for certification shall be established by a Joint Labor and Management
Committee (JLMC) composed of 4 members: 2 designated by a statewide association whose
membership is predominantly fire chiefs representing management interests of the Illinois fire
service, and 2 designated by a statewide labor organization that is a representative of sworn or
commissioned firefighters in Illinois. Members may serve terms of one year subject to
reappointment.
For the purposes of this Section, the term "statewide labor organization" has the meaning ascribed
to it in Section 10-3-12 of the Illinois Municipal Code.
In developing certification standards the JLMC may seek the advice and counsel of professionals
and experts and may appoint an advisory committee.
The JLMC may charge reasonable fees that are related to the costs of administering authorized
programs and conducting classes, including without limitation the costs of monitoring programs and
classes, to the following: (i) applicants for certifications or recertifications, (ii) recipients of
certifications or recertifications, and (iii) individuals and entities approved by the JLMC to conduct
programs or classes.
The JLMC's initial certification standards shall be submitted to the Office of the State Fire
Marshal by January 1, 2009. The JLMC may provisionally certify persons who have prior
experience as assessors on promotional examinations in the fire service. Effective January 1, 2010
only those persons who meet the certification standards developed by the JLMC and submitted to the
Office of the State Fire Marshal may be selected to grade candidates on a subjective component of a
promotional examination conducted under the authority of this Act; provided this requirement shall
be waived for persons employed or appointed by the jurisdiction administering the examination.
The JLMC shall annually:
(1) issue public notice offering persons who are interested in qualifying as certified assessors
the opportunity to enroll in training; and
(2) submit to the Office of the State Fire Marshal an amended list of persons who remain
certified, are newly certified, or who are no longer certified.
J-7
(h) The Office of the State Fire Marshal shall support the program by adopting certification
standards based on those submitted by the JLMC and by establishing a roster of certified assessors
composed of persons certified by the JLMC.
If the parties have not agreed to contract with a particular testing company to provide certified
assessors, either party may request the Office to provide the names of certified assessors. Within 7
days after receiving a request from either party for a list of certified assessors, the Office shall select
at random from the roster of certified assessors a panel numbering not less than 2 times the number
of assessors required. The parties shall augment the number by a factor of 50% by designating
assessors who may serve as alternates to the primary assessors.
The parties shall select assessors from the list or lists provided by the Office or from the panel
obtained by the testing company as provided above. Within 7 days following the receipt of the list,
the parties shall notify the Office of the assessors they have selected. Unless the parties agree on an
alternate selection procedure, they shall alternatively strike names from the list provided by the
Office until only the number of required assessors remain. A coin toss shall determine which party
strikes the first name. If the parties fail to notify the Office in a timely manner of their selection of
assessors, the Office shal l appoint the assessors required from the roster of certified assessors. In the
event an assessor is not able to participate in the assessment center process for which he was
selected, either of the parties involved in the promotion process may request that additional names of
certified assessors be provided by the Office.
(Source: P.A. 97-174, eff. 7-22-11.)
(50 ILCS 742/55)
Sec. 55. Veterans' preference. A person on a preliminary promotion list who is eligible for
veteran's preference under any law or agreement applicable to an affected department may file a
written application for that preference within 10 days after the initial posting of the preliminary
promotion list. The veteran's preference shall be calculated as provided in the applicable law and
added to the applicant's total score on the preliminary promotion list. Any person who has received a
promotion from a promotion list on which his or her position was adjusted for veteran's preference,
under this Act or any other law, shall not be eligible for any subsequent veteran's preference under
this Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/60)
Sec. 60. Right to review. Any affected person or party who believes that an error has been made
with respect to eligibility to take an examination, examination result, placement or position on a
promotion list, or veteran's preference shall be entitled to a review of the matter by the appointing
authority or as otherwise provided by law.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/65)
Sec. 65. Violations.
(a) A person who knowingly divulges or receives test questions or answers before a written
examination, or otherwise knowingly violates or subverts any requirement of this Act commits a
violation of this Act and may be subject to charges for official misconduct.
J-8
(b) A person who is the knowing recipient of test information in advance of the examination shall
be disqualified from the promotion examination or demoted from the rank to which he was
promoted, as applicable and otherwise subjected to disciplinary actions.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/900)
Sec. 900. (Amendatory provisions; text omitted).
(Source: P.A. 93-411, eff. 8-4-03; text omitted.)
(50 ILCS 742/999)
Sec. 999. Effective date. This Act takes effect upon becoming law.
(Source: P.A. 93-411, eff. 8-4-03.)
Purpose:
Scope:
APPENDIX "K"
MOUNT PROSPECT FIRE DEPARTMENT
STANDARD OPERATIONS GUIDELINES
Personal Time
SOG 1102 — 05/16R
To explain the intention of and process for requesting/utilizing personal time.
These guidelines apply to all Fire Department personnel.
Guidelines:
Administration and Fire Prevention Bureau Personnel:
Administration and Fire Prevention Bureau personnel shall refer to the Village's
Employee Handbook (Section V — Compensation and Benefits) for guidelines regarding
the use and accrual of personal time.
24 -Hour Shift Personnel:
All 24-hour shift personnel shall accrue forty-eight (48) hours of personal time available
for use each calendar vear. Personal time shall not be carried over from one calendar
year to the next. Therefore, at the end of each calendar year any unused personal time
shall be converted to sick leave time.
The following guidelines shall govern the use of personal time by all 24-hour shift
personnel:
1. Employees who need to take personal time off from work shall attempt to notify
the on -duty Shift Commander prior to the start of their scheduled shift, and no
later than 0630. If, due to unanticipated circumstances, the request cannot be
submitted prior to 0630 the Shift Commander will approve the time off but
these requests will be subject to review by the Deputy Chief and any abuse of
the Personal Time policy will be subject to disciplinary action. Provided,
however, if an employee calls in after the start of the shift (0800) to extend the
use of time -off benefits for that shift, time -off will only be granted to complete
the remainder of the scheduled shift.
2. Requests for personal time shall be submitted no earlier than 30 days prior to
the requested date of use. Requests received within the 30 day period shall be
on a first come, first served basis.
3. Personal time shall be a minimum of one hour and must be taken in full hour
increments. The number of hours requested will be recorded as the number of
K- l
hours used (i.e. an employee cannot request eight hours and then only use two
hours).
4. Requests for Personal Time shall not be denied except in the case of a declared
Village wide emergency.
5. No requests for personal time will be accepted after the Chief has authorized
the hiring back of personnel to provide additional staffing for extraordinary
threats to the safety and security of the Village and/or fire department
personnel.
6. During an employee's approved absence, he/she will not be entitled to extra pay
for any reason. For example, an employee taking personal time will not receive
callback pay if he/she comes in for a callback.
7. If an employee returns to duty after having taken personal time, he/she must
report to work in the same manner as he/she normally would at the beginning
of his/her shift.
8. Personnel that require time off from work due to the illness of immediate family
member shall first utilize personal time. Once an employee's personal time has
been exhausted he/she may utilize sick leave time.
Attachments: None
Forms: None
Exhibits: Village of Mount Prospect Employee Handbook
M
Side Letter
Promotions
Article XVI - Promotions
The parties agree to defer negotiations relating to promotion issues to a reopener. Either party may
reopen the Promotion article for renegotiation upon service of written notice on the other party. The
parties shall then meet to negotiate for a period of sixty (60) days or longer if mutually agreed. If
agreement is not reached all designated items that are mandatory subjects of bargaining may be
submitted for resolution in accordance with the interest arbitration processes of the Act.
Sisnature - IN WITNESS WHEREOF, the parties have e; ecute this Agt'pC nient by their duly
authorized officers or representatives on th is day of , 2016,
MOUNT PROSPECT FIREFIGHTERS VILLAGE OF MOUNT PROSPECT:
UNION:
By:.^ By: Jv
..
Dale,' rd l!iion President Arlene A. Juracek, Icor
Y°
.
..
J. Dale Br��"� a�aas� M. Lisa Ant
P 11, Vtll�a� Angell, �� Clerk