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HomeMy WebLinkAbout7.2 Resolution to Approve Collective Bargaining Agreement Between the Village and Police Chapter 849/15/2017 Board Docs® Pro Agenda Item Details Meeting Sep 19, 2017 - REGULAR MEETING OF THE MOUNT PROSPECT VILLAGE BOARD - 7:00 p.m. Category 7. NEW BUSINESS Subject 7.2 A RESOLUTION TO APPROVE COLLECTIVE BARGAINING AGREEMENT BETWEEN THE VILLAGE OF MOUNT PROSPECT, ILLINOIS AND THE METROPOLITAN ALLIANCE OF POLICE MOUNT PROSPECT POLICE CHAPTER #84 Type Action Fiscal Impact Yes Budgeted Yes Recommended Approve Collective Bargaining Agreement between the Village of Mount Prospect and the Action Metropolitan Alliance of Police Mount Prospect Chapter #84. Information Police Patrol Officers are represented by a union and are subject to a collective bargaining agreement. The current contract expired on December 31, 2016. Negotiations started in April 2017 with majority of items reaching consensus prior to the start of 2017; however, the final item, random drug screening policy, required additional time to refine. There are several benefit and operational changes that are highlighted in the attached redline version of the contract. Key components of the proposed agreement include: Term: January 1, 2017 through December 31, 2019 Salary: January 2017 - 2.40% increase, retroactive to January 1, 2017. January 2018 - 2.35% increase January 2019 - 2.35% increase Union exchanged an additional holiday for salary. A salary increase of 0.4% is equal to an additional holiday in 2017 resulting in a 2.40% increase. Salary increases in comparable communities are trending greater than 2%. 2016 average salary increase was 2.4% and 2017 average salary is also projected at 2.4% Market Adiustment (Applies to only the top pay grade/final salary schedule step): January 2017 - $500 January 2018 - $550 January 2019 - $600 These salary increases and market adjustments are projected to maintain the Village's ranking in the middle among the eight comparable communities. Patrol Officer Top Grade: - 1/1/2017: $93,096 + $500 = $93,596 - 1/1/2018: $95,284 + $550 = $95,834 - 1/1/2019: $97,523 + $600 = $98,123 Certified Police Officer Pay: Removed the three consecutive years of employment requirement to receive Certified Police Officer pay. The purpose of this change is to strengthen recruitment and retention efforts since it is increasing difficult to fill police officer eligibility lists. Required department training to achieve Certified Police Officer can be completed prior to three consecutive years. http://www.boarddocs.com/il/vomp/Board.nsf/Public 1/3 9/15/2017 Board Docs® Pro Longevity Pay: $200 increase to existing longevity schedule at each step. Consistent with fire union and non-union employees Investigator Specialty Pay: Increased from $1,000/yr to $3,000/year to further incentivize the investigator specialty as there is declining interest to move from patrol to investigations. This would provide patrol officers who move to investigations with a minimum of $500/yr increase depending on stacked specialty pays. A patrol officer may three specialties concurrently ranging from $1,000 to $450 in pay. Investigators may only receive their Investigator and Foreign Language Interpreter specialties. Extending specialty stacking to Investigators since it could make certain officers default to specific duties within Investigations when well-rounded investigators are more beneficial for the department and community. Health Insurance: Monthly premiums match premiums in the Fire Union contract to reach 16% employee contributions for PPO family plans in 2018. Projections show the 16% employee contributions will carry into 2019 without additional premium increases. Also, the wellness discount for family insurance coverage increased 25% to 30% to match Fire Union and Non -Union employees. Midnight Shift Schedule: Developed a five (5) days on — three (3) days off — 9 hour work day schedule as an attempt to improve the quality of life of midnight shift patrol officers. The schedule will be evaluated after one year from implementation to determine if the desired results are being achieved. There is an option to revert to the standard schedule after trial period. Overtime Details Contract Rate: Hourly rate for overtime when a business requests police presence for special purposes. Rate is increasing to $45 per hour from $38 per hour. Wage Reopener/Revenue Reduction: Wage reopener language was removed from the contract. The prior contract included a wage reopener if Village revenues increased by more than 3.5% for sales, utility, and income taxes. During negotiations management proposed replacing the previously existing wager reopener language with new revenue reduction language if the Village was to lose revenues collected and distributed by the state. The union agreed to remove this language if management would not pursue inserting revenue reduction language. Random Drug Screening: Added Drug and Alcohol Testing Article to contract. This includes reasonable suspicion and random testing and also provides for assistance and reasonable accommodation when appropriate. Budget Impact The 2017 budget includes a 2% salary increase, longevity increase and an additional holiday for the patrol union group. The budget capacity saved from not incurring overtime costs from an additional holiday is projected to be adequate to support the additional salary market adjustments included in the current proposal. Table 1: Patrol Contract New Costs Aggregate Analysis - Estimates (Reported figures are combined costs from current 62 Patrol Union members) Year Wage Market Adjustment Longevity Investigator Total Top Grade Incentive 2017 $128,104 $31,000 $12,400 J$22,000 $193,504 2018 $128,446 $34,100 $12,400 $22,000 J$196,946 2019 $131,464 $37,200 $12,400 7 $22,000 $203,064 Alternatives 1. Approve Collective Bargaining Agreement between the Village of Mount Prospect and the Metropolitan Alliance of Police Mount Prospect Chapter #84. 2. Action at discretion of Village Board. Staff Recommendation Staff recommends approval of this collective bargaining agreement. http://www.boarddocs.com/il/vomp/Board.nsf/Public 2/3 9/15/2017 Board Docs® Pro MAP Agreement 2017-2019 Draft Final 071317.pdf (197 KB) MAP Agreement 2017-2019 Redline Final 071317.pdf (242 KB) PoliceUnioncontractaugust20l7.pdf (31 KB) http://www.boarddocs.com/il/vomp/Board.nsf/Public 3/3 NEGOTIATED AGREEMENT BETWEEN THE METROPOLITAN ALLIANCE OF POLICE MOUNT PROSPECT POLICE CHAPTER #84 l THE VILLAGE OF MOUNT PROSPECT January 1, 2017 through December 31, 2019 TABLE OF CONTENTS Page PREAMBLE 1 ARTICLE I RECOGNITION 2 Section 1.1 Recognition, Probationary Period & Representation 2 1.2 Fair Representation 2 1.3 Gender 2 1.4 Chapter Officers 2 ARTICLE II MANAGEMENT RIGHTS 3 Section 2.1 Management Rights 3 ARTICLE III LAYOFF 4 Section 3.1 Reduction in Force and Reinstatement 4 ARTICLE IV NO STRIKE CLAUSE 5 Section 4.1 No Strike Clause 5 4.2 No Lockout 5 4.3 Judicial Restraint 5 4.4 Discipline of Strikers 5 ARTICLE V COMPENSATION AND HOURS OF WORK 6 Section 5.1 Compensation 6 5.2 Duty Shifts and Patrol Work Schedule 6 5.3 Call Back 9 5.4 Overtime 9 5.5 Hours Worked 9 5.6 Court Time 10 5.7 Special Assignments 10 5.8 Travel Time Compensation 11 5.9 Time-Due/Compensatory Time 11 5.10 Exchanging Shift Assignments 11 5.11 Meetings 11 5.12 Work Breaks 11 ARTICLE VI UNION SECURITY AND DUES CHECK-OFF 12 Section 6.1 Fair Share 12 6.2 Dues Deductions 12 6.3 Indemnity 12 6.4 Bulletin Boards 12 6.5 Labor-Management Meetings 12 ARTICLE VII VACATION 14 Section 7.1 Vacation Program 14 7.2 Vacation Schedule 15 7.3 Vacation Cash-in Payment 15 ARTICLE VIII HOLIDAY AND PERSONAL TIME 16 Section 8.1 Holiday 16 8.2 Personal Time 16 ARTICLE IX LEAVE OF ABSENCE 17 Section 9.1 Absence from Work 17 9.2 Sick Leave 17 9.3 Funeral Leave 18 9.4 Military Leave 18 9.5 Jury Duty 18 ARTICLE X EDUCATION BENEFITS 19 Section 10.1 Travel and Meeting Expense Allowances 19 ARTICLE XI GRIEVANCE PROCEDURE 20 Section 11.1 Definition 20 11.2 Procedure for Grievance 20 11.3 Fees and Expenses of Arbitration 21 11.4 General Rules 21 11.5 Notice of Union Representation 22 11.6 Definitions 22 11.7 Miscellaneous Grievance Provision 22 ARTICLE XII DISCIPLINE 23 Section Drug and Alcohol Testing 32 12.1 Procedure of Discipline 23 12.2 Jurisdiction of Fire and Police Commission 23 12.3 Written Reprimand 24 12.4 Purge of Personnel File 24 12.5 Personnel File 24 ARTICLE XIII INVESTIGATIONS CONCERNING OFFICERS 25 Section 13.1 Right to Investigate 25 13.2 Right to Representation 25 ARTICLE XIV HOSPITALIZATION AND LIFE INSURANCE 26 Section 14.1 Hospitalization 26 14.2 Life Insurance 30 14.3 Continuation of Benefit 30 14.4 Retiree Health Insurance Program 30 14.5 Retiree Health Savings Plan 30 14.6 Personal Physical Fitness Testing 31 14.7 Section 125/Flex Plan Participation 31 ARTICLE XV DRUG AND ALCOHOL TESTING 32 15.1 Drug and Alcohol Testing 32 ARTICLE XVI DISABILITY AND RETIREMENT BENEFITS 33 Section 16.1 Employee Disability 33 ARTICLE XVII UNIFORM BENEFITS 34 Section 17.1 Benefits 34 17.2 Protective Vests 35 ARTICLE XVIII OFF DUTY EMPLOYMENT 36 Section 18.1 Employment Outside Department 36 ARTICLE XIX SENIORITY 37 Section 19.1 Seniority 37 19.2 Maintenance of Seniority List 37 ARTICLE XX BOARD OF FIRE AND POLICE COMMISSIONERS 38 Section 20.1 Board of Fire and Police Commissioners 38 ARTICLE XXI MATERNITY LEAVE 39 Section 21.1 Maternity Leave 39 ARTICLE XXII FAMILY MEDICAL LEAVE (FMLA) 40 Section 22.1 Family Medical Leave (FMLA) 40 ARTICLE XXIII SAVINGS CLAUSE 41 Section 23.1 Savings Clause 41 ARTICLE XXIV ENTIRE AGREEMENT Section 24.1 Entire Agreement 42 42 ARTICLE XXV TERMINATION 43 Section 25.1 Termination 43 Appendix A: Salary Schedule 44 Compensation 44 Longevity Pay 44 Specialty Pay 45 C.P.O. Pay 45 Police Training Officer 45 Appendix B: Protective Vest Replacement Schedule 46 Appendix C: Maximum Out of Pocket Rates 2017-2019 48 NEGOTIATED AGREEMENT BETWEEN THE VILLAGE OF MOUNT PROSPECT AND THE METROPOLITAN ALLIANCE OF POLICE MOUNT PROSPECT POLICE CHAPTER #84 PRF AMRT F. This Agreement entered into by the Village of Mount Prospect, Cook County, Illinois, hereinafter referred to as the Employer, and the Metropolitan Alliance of Police Mount Prospect Police Chapter #84, hereinafter referred to as the Chapter, to promote mutually beneficial relations between the Employer and the Chapter, and is set forth herein the full agreement between the parties concerning rates of pay, wages and other conditions of employment for bargaining unit members of the Village of Mount Prospect, as defined herein below and hereinafter referred to as "Officers" or "employees", or when the context requires a singular noun, as "Officer" or "employee." ARTICLE I RECOGNITION Section I.I. Recognition, Probationary Period & Representation: The Village recognizes the Chapter as the sole and exclusive bargaining agent with respect to wages, hours and other conditions of employment for employees classified as sworn Police Officers below the rank of Sergeant regardless of job assignment. Employees will serve a probationary period of two (2) years from completion of academy training or from date of hire, if no academy training occurs. Police Department employees with the rank of Sergeant and above are not part of the bargaining unit which includes Police Officers nor are they covered by the terms of this Agreement. If, by operation of law, rule or regulation, Sergeants and above are required to be included in the bargaining unit covered by this Agreement, such employees shall only be entitled to protection, benefits, or other wages, hours or working conditions of this Agreement where they are specifically named by name, rank, job title or other special identification. Section 1.2. Fair Representation: The Union recognizes its responsibility as bargaining agent and agrees to fairly represent all employees in the bargaining unit. Section 1.3. Gender: Wherever the male gender is used in this Agreement, it shall be construed to include both males and females equally. Section 1.4. Chapter Officers: For purposes of this Agreement, the term "Chapter Officers" shall refer to the Chapter's duly elected President, Vice -President, Secretary and Treasurer. ARTICLE II MANAGEMENT RIGHTS Section 2.1. Management Rights: It is understood that the management and the direction of the working force is vested exclusively to the Employer except as specified in the other Articles of this Agreement. It is the Employer's right to hire, demote, suspend or discharge; layoff, promote, assign or transfer employees to any job or any work, any time or anywhere; to increase or decrease the working force; to determine the number and size of the work shifts; to determine the number of employees assigned to any work or any job; to determine the hours of work per day or week; to make work rules for the purpose of efficiency, safe practices and discipline; to establish performance standards and to review employees under these standards; to determine the equipment to be used; to make technological changes; to determine the number and location of its operations; to move, close or liquidate its operations in whole or in part; to separate or reassign its employees in connection with said moving, closing or liquidating; the right to transfer; to subcontract work; to determine the duties and production standards; to combine jobs, to eliminate classifications or work; to require overtime work; and to fill new jobs and set a wage rate subject to negotiations over such wage rate. The rights and powers of management mentioned in this collective bargaining agreement do not list or limit all such powers, and the rights listed together with all other rights, powers and prerogatives of management, not specifically ceded in this Agreement remain vested exclusively in management. The exercise by management of, or its waiver of, or its failure to exercise its full right of management or decision on any matter or occasion, shall not be a precedent or be binding on management, shall not be the subject or basis of any grievance, shall not be admissible in any arbitration proceeding. The right of management shall not be amended or limited by any claimed or unwritten custom, past practice or informal agreement, nor by any claim that management has claimed, condoned or tolerated any practice or any act or acts of any employees. No practice which has developed, either with or without the consent of the Employer, shall be considered part of this contract unless it is in writing and included in this contract. Nothing in this Article shall abrogate or alter any other Article of this Agreement. 3 ARTICLE III LAYOFF Section 3.1. Reduction In Force and Reinstatement: The Village in its discretion shall determine when and whether a reduction in force or reinstatement are necessary. If the Village so determines that these conditions exist, employees covered by this Agreement will be reduced or reinstated in accordance with their length of service with the Village as provided in Illinois Compiled Statutes, 65 ILCS 5/10-2.1-18. All affected Officers shall receive notice in writing of the layoff at least fifteen (15) calendar days in advance of the effective date of such layoffs. 4 ARTICLE IV NO STRIKE CLAUSE Section 4.1. No Strike Clause: Neither the Chapter nor any officers, agents or employees will instigate, promote, sponsor, engage in or condone any strike, sympathy strike, secondary boycott, slowdown, speed-up, sit-down, concerted stoppage of work, concerted refusal to perform overtime, concerted, abnormal and unapproved enforcement procedures or policies or work to the rule situation, mass resignations, mass absenteeism, or picketing which in any way results in the interruption or disruption of the operations of the Village, regardless of the reason for so doing. Each employee who holds the position of officer or steward of the Chapter occupies a position of special trust and responsibility in maintaining and bringing about compliance with the provisions of this Article. In addition, in the event of a violation of this Section of this Article, the Chapter agrees to inform its members of their obligations under this Agreement and to direct them to return to work. Section 4.2. No Lockout: The Village will not lock out any employees during the term of this Agreement as a result of a labor dispute with the Chapter. Section 4.3. Judicial Restraint: Nothing contained herein shall preclude the Village or the Chapter from obtaining judicial restraint and damages in the event the other party violates this Article. Section 4.4. Discipline of Strikers: Any officer who violates the provisions of Section 4.1 of this Article shall be subject to disciplinary action and statutory penalties. Any action taken by the Employer against any officer who participates in any action prohibited by Section 4.1 above shall not be considered as a violation of this Agreement and shall not be subject to the provisions of the grievance procedure. ARTICLE V COMPENSATION AND HOURS OF WORK Section 5.1. Compensation: Compensation of the Police Officers covered by this Agreement of the Village of Mount Prospect shall be paid according to Appendix A attached hereto and by reference incorporated herein. Said compensation shall include base pay, longevity pay and special assignment incentive pay. Said compensation shall be effective January 1, 2017 and any and all retroactive pay shall be distributed to the Officers in a lump sum on or before 30 days after the date of execution of this agreement. Section 5.2 Duty Shifts and Patrol Work Schedule Day and Afternoon Shift Work Day: An Officer's duty shift is an eight (8) hour scheduled period of time preceded by a fifteen (15) minute roll call briefing. Each Officer shall take a paid thirty (30) minute break each duty shift whether or not the period is used for food consumption. An Officer who completes a full shift will be credited with eight (8) hours of "time worked" for purposes of calculating premium overtime as required under the Fair Labor Standards Act. If an Officer works a double shift, said Officer will be compensated a full eight (8) hours if he/she works the entire second shift. An Officer called in to work a short shift will be compensated for a full eight (8) hours if the entire shift is worked. For purposes of calculating the accrual and use of paid time off the parties agree each day shall consist of eight (8) hours, in keeping with the previous conduct of the parties, (i.e. vacation, personal, time due, sick time of any other authorized and paid time off). Midnight Shift Work Day: An Officer's duty shift is a nine (9) hour scheduled period of time including a fifteen (15) minute roll call briefing. Each Officer shall take a paid thirty (3 0) minute break each duty shift whether or not the period is used for food consumption. An Officer who completes a full shift will be credited with eight (8) hours of "time worked" for purposes of calculating premium overtime as required under the Fair Labor Standards Act. If an Officer works a double shift, said Officer will be compensated for all hours worked after the termination of the nine (9) hours shift if he/she works the entire second shift. An Officer called in to work a short midnight shift (as defined in Section 5.4) will be compensated for a full (9) hours worked if the entire shift is worked. For purposes of calculating the accrual and use of paid time off the parties agree each day shall consist of eight (8) hours, in keeping with the previous conduct of the parties, (i.e. vacation, personal, time due, sick time of any other authorized and paid time off). 6 Annual Shift Assignments: Officers will be assigned to shifts on an annual basis according to the following procedure: a. The Chief of Police or his designee will assign probationary officers to rotating shifts until they complete field training except that an assignment of a probationary officer cannot adversely affect another police officer's bid assignment. Thereafter, the Chief of Police or his designee will assign probationary officers to patrol shifts without regard to seniority except that an assignment of a probationary officer cannot adversely affect another police officer's bid assignment. The Parties further agree that probationary employees will be allowed to bid their shift assignment at the next scheduled annual bid after the successful completion of probation. b. On or about October 15th of each year the Police Chief or his designee may assign up to three (3) non -probationary officers to shifts in the coming year without regard to their seniority. The Chief of Police or his designee will provide these officers with a written explanation for their assignments. C. The Chief of Police or his designee will make the annual shift assignments for officers not included in a. or b. above by seniority and shift assignment preference (as reflected on the annual shift bid sheets). The Chief of Police or his designee will deviate from this procedure when necessary to balance specialties among the patrol shifts, and will utilize seniority and preference when balancing specialties. Patrol Section Day and Afternoon Shifts Work Schedules: The parties to this collective bargaining agreement agree that the Village shall maintain the current "5/2 - 5/3" work schedule for all Officers assigned to the Day and Afternoon Shifts in the Patrol Section of the Mount Prospect Police Department. Pursuant to this schedule, Officers shall work five (5) days on — three (3) days off — five (5) days on — two (2) days off, with the Officers' days off rotating through the schedule. As part of the Patrol Section Day and Afternoon Shift work schedules, the Chapter agrees that all affected Officers shall provide forty (40) "payback hours" each year. At the affected Officer's payback hours may be paid back by participating in the following activities: • Attending off -hours training assignments, • Working overtime details, • Attending court, or • Working additional duty hours when the payback hours are completed by mutual agreement of the Officer and the Chief of Police or his designee. An Officer will receive a two (2) hour minimum payback for off -hours training completed on duty days and a four (4) hour minimum payback for training completed on an Officer's regular day off. Routine weapons qualifications sessions will be considered training for purposes of 7 receiving these payback minimums. The use of call-in time or court time as payback shall include the minimum hours requirements set forth in this agreement. Payback hours will be completed on a one-for-one basis, regardless of the rate of pay. The Officer and the department shall endeavor to schedule payback hours to be completed as efficiently as possible in activities that accomplish legitimate department purposes. Should an Officer not complete payback hours as set forth in the schedule above, he/she shall forfeit accrued leave time to make up any difference, in the following order; time due (calculated at straight time, hour -for - hour), personal, or vacation or shall be ordered to work additional duty shift hours (calculated at straight time, hour -for -hour). Patrol Section Midnight Shift Work Schedule: The parties to this collective bargaining agreement agree to implementing and evaluating a "5/3" work schedule for all Officers assigned to the Midnight Shift in the Patrol Section of the Mount Prospect Police Department. Pursuant to this schedule, Officers shall work five (5) days on shift followed by three (3) days off with the Officers days off rotating through the schedule. The workday will be nine (9) hours. The Village agrees Officers working this schedule will not be required to provide "payback hours." Both parties agree this Midnight Shift work schedule will be evaluated through the 2018 work year on January 12, 2019. Either party may terminate the evaluation of the "5/3" work schedule and revert to the "5/2 - 5/3" work schedule by providing written notice no later than thirty (30) days before the end of the 2017 patrol year on January 12, 2019. If neither party withdraws from the evaluation, the schedule will remain in effect through the remaining duration of this collective bargaining agreement. Shift Assignment Grievance Limitations: The only officers who can file grievances to dispute the Chiefs shift assignments pursuant to section (b) above will be the three (3) officers assigned pursuant to the October 15th criteria listed in section b. In these cases, the grievants have the responsibility of proving the Chief of Police or his designee made the assignments other than for reasons of realizing a department goal or objective or for a legitimate operational concern of management. These grievances, and these grievances alone, shall be settled according to the following "expedited" grievance procedure: The affected individuals shall file grievances alleging inappropriate shift assignments no later than five (5) business days following said assignment. 2. The Employer shall issue a written response no later than five (5) business days following receipt of the grievance. 3. In the event the Parties are unable to reach a resolution within five (5) business days of the Union receiving the Employer's response the Parties agree that an arbitrator will be selected pursuant to Article XI, Section 11.2 at Step Four, and a hearing date set within twenty-one (21) days and that the selected arbitrator will be required to issue an award within fourteen (14) days of the completion of the hearing. Section 5.3. Call Back: Any Officer covered by this Agreement who is called back to work on an assignment which does not continuously follow an Officer's regularly scheduled working hours shall be compensated a minimum of two (2) hours for each call back from the time when the Officer receives notice to return to work or the actual time worked, whichever amount is greater. In the event that an employee is off duty and is called back to duty, said employee shall be paid at the hourly rate of one and one-half (1 1/2) time the employee's regular hourly rate of pay, and shall be paid a minimum of two (2) hours compensation. There shall be no pyramiding in calculating premium pay. Section 5.4. Overtime: Consistent with Section 5.2 above, each Officer covered by this Agreement shall be compensated for all hours worked in excess the Officer's scheduled shift per work day at the rate of time and one-half (1 1/2) the regular hourly rate of pay. Overtime is paid in quarter (1/4) hour increments with seven (7) minutes being rounded down and eight (8) minutes rounded up. For purposes of this Section, every Officer covered by this Agreement shall begin to earn overtime pay after working in excess of 7.5 minutes after the end of his/her shift. When overtime assignments for full "SHORT SHIFTS" (defined as a full duty shift which is below minimum manpower standards and requires the continuation of an on -duty Police Officer covered by this Agreement) are not filled on a voluntary basis and it becomes necessary to order an Officer to work, the Officer shall be chosen by reverse seniority. Provided, however, no Officer shall be ordered to work more than one (1) shift holdover within three (3) consecutive calendar days unless the Officer agrees to do so. It is also agreed that the Chief of Police or his designee may deviate from these standards when they believe unusual circumstances exist or particularly qualified Officers are necessary. Section 5.5. Hours Worked: "Hours worked" for purposes of calculating overtime or any other benefit shall include all hours actually worked and any paid leave of absence which shall include but shall not be limited to Sick Leave, Vacation Leave, Holiday Leave, Compensatory Time Off and any other authorized paid time off. Elective medical procedures that would require sick leave off due during key recognized holidayperiods ofFourth of July, Thanksgiving, Christmas, andNew Years will not be grantedunless sufficient manpower is available to cover these periods. X Section 5.6. Court Time: Employees shall receive time and one-half (1 1/2) for all Court time, and shall be paid for a minimum of three (3) hours per Court call; once in the morning and once in the afternoon if so scheduled. An Officer assigned to a specific Court call that continues on into another scheduled Court call will be paid at the time and one-half (1 1/2) rate for actual time in Court but shall not be entitled to an additional three (3) hour minimum. If a morning Court is continued to the afternoon call for a lunch break, the Officer will be paid overtime through the lunch break until completion of the original call. If a morning case is reassigned to the afternoon call by the Judge, a second three (3) hours minimum will be paid. Officers working the day shift who are in Court when, and after, their shift ends shall receive overtime and not a three (3) hour minimum. Midnight shift officers attending court will receive the three (3) hour minimum court time benefit unless they are required to return to responsibilities connected to his/her duty shift responsibilities, afternoon shift officers attending court will receive the three (3) hour minimum court time benefit. Officers reporting to a Court location other than the location normally assigned, shall have paid time computed when they sign out at the police headquarters if they are using a Village provided vehicle; further they shall be eligible for necessary and reasonable out -of pocket expenses (i.e. parking, mileage) to travel to such different courts (e.g., Chicago). It is understood the Rolling Meadows Court is deemed a normal assignment. At remote court locations, overtime starts at sign in, just as at the Rolling Meadows court location, unless a Village provided vehicle was utilized by the affected Officer. Section 5.7 Special Assignments: Special assignments shall be compensated at the rate of S45 per hour effective on the date of ratification of this Agreement. Any change in payment amount will be applied at the time of the actual work performed. Special assignments shall be equalized. The Village agrees that should it decide to charge an administrative fee in connection with these special assignments said fee shall be reasonable. Section 5.8 Travel Time Compensation: As to travel time, the Village agrees to compensate members for travel required by the department, which shall require travel to a point in excess of 150 miles from Mount Prospect (to include Champaign, Urbana) or those instances where the member is required to remain away overnight. Section 5.9 Time-Due/Compensatory Time: Employees may opt to have overtime and/or Court time placed on the individual Time Due 10 Records at the rate of time and one-half (1 1/2) in lieu of monetary payment on the payroll check. Exception: Outside details in which the Village is receiving reimbursement at a flat rate or actual time and one-half (1 1/2) rate must be taken by the individual as monetary compensation on the payroll check. The Department will allow a maximum of forty (40) hours to be carried over to the next calendar year without loss. Officers with an excess of forty (40) hours on the Time Due Book as of January 1 each year, will receive cash -in payment, such payment shall be included no later than the officer's first regular payroll check in February. Shift Supervisors will take the steps necessary to ensure adequate manpower for their shift prior to approving time due. Section 5.10. Exchanging Shift Assignments: Officers requesting to switch days off or switch duty tours with other Officers must submit written requests at least forty eight (48) hours in advance of the first scheduled change, absent emergency conditions. Emergency switches must carry the authorization of the Chief of Police or Deputy Chief or his designee. Switches must carry the approval of the supervisors of all shifts affected by the change. The requests shall not be honored if granting such a request would adversely affect police department operations. Section 5.11. Meeting Any Officer required to be at a mandatory meeting which immediately proceeds or follows his regularly assigned duty shift shall be compensated for a minimum of two (2) hours at time and one-half the Officer's hourly rate of pay. Any Officer covered by this Agreement required to be at a mandatory meeting on his/her day off shall be compensated for a minimum of two (2) hours at time and 1/2 the Officer's hourly rate of pay or four (4) hours straight time due. Said compensation payment to be at the Officer's discretion. Section 5.12. Work Breaks: Breaks may be taken at the discretion of the Supervisor. The Supervisor shall ensure that adequate coverage exists at all times during break periods. The Break period is considered on -duty time and personnel are considered to be available for any assignment during any break period, including all routine calls within their beat. ARTICLE VI UNION SECURITY AND DUES CHECK -OFF Section 6.1. Fair Share: During the term of this Agreement, Police Officers who are not members of the Chapter shall, commencing thirty (30) days after the effective date of this Agreement, pay a fair share fee to the Chapter for collective bargaining and contract administration services tendered by the Chapter as the exclusive representative of the Officers covered by this Agreement. Such fair share fee shall be deducted by the Village from the earnings of non-members and remitted to the Chapter each month. The Chapter shall annually submit to the Village a list of the Officers covered by this Agreement who are not members of the Chapter and an affidavit which specifies the amount of the fair share fee, which shall be determined in accordance with the applicable law. Any employees objecting to the deduction of dues from their wages shall have the option of exercising their rights under the applicable Illinois law concerning objections to dues deductions and subsequent fair share fee calculations. Section 6.2. Dues Deductions: Upon receipt of proper written authorization from an employee, the Employer shall deduct each month's Chapter dues in the amount certified by the Treasurer of the Chapter from the pay of all Officers covered by this Agreement who, in writing, authorize such deductions. Such money shall be placed in the Mount Prospect Police Chapter's account at a bank designed by the Chapter. Said funds shall then be submitted to the Metropolitan Alliance of Police at the end of each month. Section 6.3. Indemnity: The Chapter hereby indemnifies and agrees to hold the Employer harmless against any and all claims, demands, suits or other forms of liability that may arise out of or by reason of, any action taken or not taken by the Employer for the purpose of complying with the provisions of this Article, and shall reimburse the Village for all legal costs that shall arise out of, or by reason of action, taken or not taken by the Village in compliance with the provisions of this Article, unless such action is initiated or prosecuted by the Village, except for purposes on enforcing this section. Section 6.4 Bulletin Boards The Village shall provide the Chapter with designated space on available bulletin board(s), upon which the Chapter may post its official notices. Section 6.5 Labor -Management Meetings The Chapter and the Employer agree that, in the interest of efficient management and harmonious employee relations, meetings will be held if mutually agreed between Chapter representatives and responsible administrative representatives of the Employer. Such meetings may be requested by either party at least seven (7) days in advance by placing in writing a request to the 12 other for a "labor-management conference" and expressly providing the specific agenda for such conference. Such conferences, times and locations, if mutually agreed upon, shall be limited to: a. discussion on the implementation and general administration of this agreement; b. a sharing of general information of interest to the parties; and It is expressly understood and agreed that such conferences shall be exclusive of the grievance procedure. Specific grievances being processed under the grievance procedure shall not be considered at "labor-management conferences," nor shall negotiations for the purpose of altering any or all of the terms of this Agreement be carried on at such conferences. Attendance at labor-management conferences shall be voluntary on the employee's part. Attendance at such conferences shall not interfere with required duty time and attendance, if during duty time, is permitted only upon prior approval of the employee's supervisor. The Village in its sole discretion shall determine its representatives at such meetings. 13 Section 7.1. Vacation Program. o£ ARTICLE VII VACATION Full-time employees shall be entitled to vacation as set out below, based on continuous service Up to six (6) months service 40 hours Six (6) months to one (1) year 40 hours One (1) year to five (5) years 80 hours Five (5) years to six (6) years 96 hours Six (6) years to seven (7) years 104 hours Seven (7) years to ten (10) years 120 hours Ten (10) years to eleven (11) years 136 hours Eleven (11) years to twelve (12) years 144 hours Twelve (12) years to thirteen (13) years 152 hours Thirteen (13) years to eighteen (18) years 160 hours Eighteen (18) years to twenty (20) years 172 hours Twenty (20) years and up 184 hours Continuous service as utilized hereinabove shall be earned and calculated based on an employee's starting/anniversary date and shall mean any period of employment uninterrupted by separation. A normal full-time workday is considered to be eight (8) hours. Vacation shall be taken during the calendar year January 1 st through December 31 st. A maximum of one (1) years accrual shall be allowed to carry over from one calendar year to the next. The Chief of Police in determining the annual vacation schedule will take into consideration the desires of the individual employee, the interests of the Village and the needs of the Department. In the event of conflict in employee scheduling, seniority will be considered. Employees entitled to more than eighty (80) hours vacation time shall be entitled to take it consecutively with the authority of the Chief of Police. Employees shall be entitled to split their allowable vacation into a maximum of four (4) units (a unit being a minimum of three (3) vacation days or more). Officers may use vacation time in addition to their four (4) splits with such time to be governed under the rules of personal time use. Such selections shall be equalized. More than two (2) employees may be on vacation simultaneously on a shift in question subject to the approval of the Chief of Police, which shall not be unreasonably withheld, and further provided that any such splitting must be approved by the Shift Commander, who shall not unreasonably withhold such approval. 14 Section 7.2. Vacation Schedule: Regularly Scheduled Days Off (RDOs) shall not be considered part of an officer's vacation leave for the purpose of determining the number of Officers on vacation. Section 7.3. Vacation Cash -in Payment: Officers who are eligible and request vacation cash -in payment, such payment shall be included in the officer's regular payroll check with the last payroll in March and the first payroll in September. 15 ARTICLE VIII HOLIDAY AND PERSONAL TIME Section 8.1. Holiday: Full-time employees shall receive the following holidays: New Year's Day Presidents' Day Memorial Day Independence Day Labor Day Columbus Day Thanksgiving Day Christmas Day In the event that an employee works on any of the above days, he shall receive hourly pay at the rate of double time and one-half (2 1/2) hourly pay he would regularly receive for working. Any employee working in excess his/her regular duty shift on any of the above listed holidays, shall receive time and one-half (1 1/2) for hours worked plus one (1) hour of premium pay for every two (2) hours in excess of eight (8) hours worked on a holiday for employee's assigned to the Patrol Section's Day or Afternoon Shifts. Any employee working in excess his/her regular duty shift on any of the above listed holidays, shall receive time and one-half (1 1/2) for hours worked plus one (1) hour of premium pay for every two (2) hours in excess of nine (9) hours for employee's assigned to the Patrol Section's Midnight Shift. In the event an employee works less than eight (8) hours on any of the above days, he shall receive the regular hourly pay for such hours for which he does not work, which non -working hours shall be calculated by subtracting the total hours worked from eight (8). In the event that an employee is not scheduled to work on a day on which a holiday falls, he shall nevertheless receive eight (8) hours pay for the holiday in addition to his time off. Section 8.2. Personal Time: Each full-time employee shall earn four (4) hours per month off with pay during the calendar year. Said time shall not be charged against vacation or sick time. To be eligible, an employee must schedule the time and receive the approval of his/her supervisor. All personal time not used may be carried over to the next calendar year without loss, up to a maximum of seventy-two (72) hours. Officers who are eligible and request personal time cash -in payment, such payment shall be included in the officer's regular payroll check with the last payroll in March and the last payroll in September. 16 ARTICLE IX LEAVE OF ABSENCE Section 9.1. Absence from Work: All absences from work must be reported to the Supervisor in charge prior to assigned working shift pursuant to department policy. Section 9.2. Sick Leave: Each full-time employee shall earn eight (8) hours per month paid sick leave to be used when an Employee is physically unable to report to work. In the event that an Employee experiences a family emergency, the Officer may utilize sick leave for the purposes of caring for the Employee's immediate family. Employees may utilize no more than six (6) sick days per year to care for a family member due to illness, injury, or a medical appointment. A family member is defined as a spouse, child, stepchild, mother, father, sibling, mother-in-law, father-in-law, grandparent, or stepgrandparent. The parties further agree that upon request of the Chief of Police or his designee the employee must provide explanation or verification of family emergency, including proof that his/her presence was necessary. These hours shall be earned on a monthly basis, so that beginning with January of each year each employee on full-time active duty shall be credited with eight (8) hours sick leave at the end of the month. An individual may accumulate up to four hundred eighty (480) hours of unused sick leave. Prior to February 1 st of each year, the Village shall calculate how many sick hours above four hundred eighty (480) have been credited to and remain unused by any given employee as of December 31st of the previous year. If between December 31st of the previous year and the following January 15th, the employee shall have notified the Finance Department of the Village in writing of his/her desire to continue to accumulate in one or more groups of forty-eight (48) hours above four hundred eighty (480) that have remained unused during the previous year, such employees shall be allowed to accumulate such additional time above and beyond four hundred eighty (480) hours to a maximum of seven hundred sixty-eight (768) hours. In February of each year, the Village, shall compensate the employee at the rate of fifty percent (50%) of the time accumulated above and beyond four hundred eighty (480) hours, or such other number of hours provided the Village has been notified such additional number to be accumulated and not compensated for as set forth hereinabove. Payment of requested sick leave shall be included with the last regular payroll in February. As to questions raised concerning sick leave, employees may be required to obtain a medical release before returning to work after being off from work for three (3) or more consecutive working days for their personal illness. 17 In those instances where the Village finds it necessary, based on reasonable suspicion, to verify an illness, they will visit the home only after making a call and getting no response. They reserve, however, the right to use other procedures to, in fact, verify the reported illness, if necessary, but in so doing to attempt to recognize the dignity and rights of the parties involved. Section 9.3. Funeral Leave: The Village agrees to allow any employee up to three (3) days leave with pay in order to attend the funeral of anyone in the immediate family or to attend to necessary related matters. Said time off shall not be charged to an employee's accrued time off. The immediate family shall include: father, mother, foster -father, foster -mother, step -father, step -mother, step -children, brother, sister, step -brother, step -sister, spouse, children, grandparents, grandchildren, father-in-law, mother-in-law, brother-in-law, sister-in-law, grandparents -in-law and includes a person who has an established civil union with the employee pursuant to Illinois law. Section 9.4. Military Leave: The Village will follow the minimum requirements upon applicable Federal or State laws as cited herein including, Illinois Serviceman's Employment Tenure Act under Illinois Compiled Statutes 330 ILCS 60/4. Section 9.5. Jury Duty: Police Officers are granted regular compensation for their regular work days when serving on jury duty. 18 ARTICLE X EDUCATION BENEFITS Section 10.1. Travel and Meetine Expense Allowances: The Village, upon the Chiefs approval shall reimburse Police Officers for professional conferences and training seminars, providing such funds are available. Conventions, seminars, workshops, and conferences, generally of a national scope or regional (multi -state), gathering of national groups may be attended by Officers if the gathering of national groups is specifically related to his technical area. In all cases, specific approval by the Chief of Police is necessary. State-wide conventions, seminars, workshops and conferences may be attended by Officers. Attendees may include Police Officers who can be shown to have an interest in the gathering which directly relates to his/her area of work with specific approval of the Chief of Police. Any Police Officer attending any conferences, meeting, seminar or convention and being reimbursed by the Village or on Village payroll is expected to conduct themselves in a manner as if they were still at work. Any improper conduct will be treated as if it occurred during regular working hours. 19 ARTICLE XI GRIEVANCE PROCEDURE Section 11.1. Definition: A grievance is a difference of opinion between an employee and the Village with respect to the meaning or application of the express terms of this Agreement excluding matters within the jurisdiction of the Board of Fire and Police Commissioners. Section 11.2. Procedure for Grievance: Recognizing that it is to the benefit of all concerned to raise and settle grievances promptly, a grievance must be raised within five (5) days (as defined in Section 11.6) of the time the grievant becomes aware of the facts giving rise to the grievance. STEP ONE: The employee, with or without a Chapter representative, may take up a grievance with the Watch Commander within five (5) days of its occurrence. The Watch Commander shall then attempt to adjust the matter and shall respond within five (5) days after such discussion. If the grievance is adjusted at Step One, the Supervisor shall notify the Chief and Chapter representative in writing within ten (10) days thereafter the nature of the grievance and its resolution. STEP TWO: If not adjusted in Step One, the grievance shall be reduced to writing and presented by the Chapter to the Chief of Police within ten (10) days following the receipt of the Watch Commander's answer in Step One. The Chief of Police shall attempt to adjust the grievance as soon as possible, and therefore will schedule a meeting with the employee, his/her immediate Supervisor or Watch Commander, and Chapter Representative within ten (10) days after receipt of the grievance from the Chapter. The Chief of Police shall then render a decision, based on the supplied information during the meeting, within ten (10) days of the meeting. STEP THREE: If the grievance is not adjusted in Step Two, the grievance shall be submitted to the Village Manager or his designated representative within five (5) days of the receipt from the Chief of Police of his response to the Step Two procedure. A meeting shall be held at a mutually agreeable time and place and participants shall discuss the grievance and hopefully come to an equitable solution. If a grievance is settled as a result of such meeting, the settlement shall be reduced to writing and signed by the parties. If no settlement is reached, the Village Manager, or his designated representative, shall give the Chapter the Employer's answer within ten (10) days following their meeting. STEP FOUR: a. If the Chapter is not satisfied with the decision of the Village Manager, the Chapter may appeal the grievance to arbitration by notifying the Village Manager in writing within ten (10) days after receipt of the Village Manager's response in Step 4. Within ten (10) days of receipt of such request the Chapter and/or the Village shall request a list of seven (7) 20 arbitrators who shall be members in good standing of the National Academy of Arbitrators from the Federal Mediation and Conciliation Service (FMCS). Both the Village and the Chapter shall have the right to strike three (3) names from the panel. The order of alternate striking shall be determined by a coin toss, with the losing party starting by striking a name first. The person remaining shall be the arbitrator. Each parry retains the right to reject one panel in its entirety and request that a new panel be submitted. The arbitrator shall fix the time and place of the hearing which shall be as soon as possible after his selection subject to the reasonable availability of Chapter and Village representatives. The Arbitrator shall be notified of his selection and shall be requested to set a time and place for the hearing subject to the availability of Chapter and Village representatives. The Village and Chapter shall have the right to request the Arbitrator to require the presence of witnesses or documents. Both parties may retain the right to employ legal counsel. b. The power of the arbitrator shall be limited to the interpretation and application of the written terms of this Agreement. In no event may the terms and provisions of the Agreement be deleted, modified or amended by the arbitrator. He shall consider and decide only the specific issue raised by the grievance as originally submitted in writing to the Village, and shall have no authority to make his decision on any issue not so submitted Whim. The arbitrator shall submit in writing his decision within thirty (30) calendar days following close of the hearing or submission of briefs by the parties, whichever is later, unless the parties agree to an extension. In the event the arbitrator finds a violation of the Agreement, he shall determine an appropriate remedy. The decision of the arbitrator shall be final and binding on the parties. No decision or remedy of the arbitrator shall be retroactive beyond the period specified in Step t of this grievance procedure. Section 11.3. Fees and Expenses of Arbitration: The fee and expenses of the arbitrator and the cost of the written transcript, if requested by both parties, shall be divided equally between the Village and the Chapter provided, however, that each party shall fully bear the expense of preparing and presenting its own case including the costs of witnesses and other persons (not employed by the Village) it requires to attend the arbitration. Should only one party request a transcript, that party shall pay for the cost of the transcript. Section 11.4. General Rules: a. Any decision not appealed by the employee or the Chapter as provided within the time limits specified in each step shall be considered settled on the basis of the latest decision and shall not be subject to further appeal. Any grievance not answered within the time limits specified in each step shall be automatically appealed to the next step. However, 21 time limits at each step may be extended by mutual written agreement of the Chapter and the Village. b. No matter or action shall be treated as a grievance unless a grievance is filed in accordance with this Article. c. No grievance settlement made as a result of the grievance procedure shall contravene the provisions of this Agreement. Section 11.5. Notice of Union Representation: The Chapter shall certify to the Village the names of those officers who are designated as unit representatives. These officers shall be the only employees authorized to function as representatives on each respective shift and division. Section 11.6. Definitions: Days, as referred to in this Article, shall mean Monday through Friday, excluding holidays and weekends. Section 11.7. Miscellaneous Grievance Provision: All grievances shall set forth the specific grievance and contract provisions involved as well as the relief sought. All meetings shall take place in a manner which does not interfere with Village operations. Neither the grievant nor his representative shall be entitled to any overtime payments for time spent in processing or investigating a grievance. 22 ARTICLE XII DISCIPLINE Section 12.1. Procedure of Discipline: If the Village has reason to discipline an employee, it will take into consideration methods to do so which would not unduly embarrass the employee before other fellow employees or members of the public. Section 12.2. Jurisdiction of Fire and Police Commission: Disciplinary action or termination is subject to the jurisdiction of the Board of Fire and Police Commissioners according to the applicable State law. A copy of any written disciplinary action shall be provided in writing to the employee. It is understood that in the event the Commission, for any reason, ceases to have jurisdiction over disciplinary action or termination, the parties agree that Article XI, Grievance Procedure, shall be applicable for resolving issues or disputes relating to just cause discipline. Nothing in the article, however, shall be construed in such a manner as to make the reprimand, suspension or discharge of a probationary officer the subject of a hearing before the Board of Fire and Police Commissioners, or part of the Grievance Procedure. Disciplinary action given by or approved by the Board of Fire and Police Commissioners may be subject to the Grievance Procedure of the Agreement at Step 4 based on conditions set forth below. 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 4 of the Grievance Procedure not later than 10 days from the date of the disciplinary action given by or approved by the Board of Fire and Police Commissioners. 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 in a written form. 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 legal recourse. 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. Any disciplinary grievance filed without the required signed waiver shall not be subject to arbitration and the arbitrator shall be without jurisdiction to consider or rule upon it. 23 Section 12.3. Written Reprimand: In cases of written reprimand, notation of such reprimand shall become a part of the employee's personnel file and a copy given to the employee. Section 12.4. Purge of Personnel File: Any written reprimand shall be removed from the employee's record, if, from the date of the last reprimand, eighteen (18) months have passed from the date of the incident resulting in the written reprimand sought to be purged without the employee receiving any additional reprimands or disciplines. The parties agree that the removal of reprimand shall be on the written notice of the affected employee. Not withstanding the above, record of such discipline may be introduced when relevant at a disciplinary proceeding before the Board of Fire and Police Commissioners or arbitrator, whichever is applicable. Section 12.5. Personnel File: The Village agrees to abide by the lawful requirements of the "Personnel Record Review Act," contained in Illinois Compiled Statutes, 820 ILCS 40/1. 24 ARTICLE XIII INVESTIGATIONS CONCERNING OFFICERS Section 13.1. Richt to Investigate: The Village agrees to abide by the lawful requirements of the Illinois Compiled Statutes 50 ILCS 725/1. Section 13.2. Right to Representation: Any Officer interviewed regarding any matter which may result in discipline against the Officer shall be entitled to representation by either a Union representative or Union attorney. 25 ARTICLE XIV HOSPITALIZATION AND LIFE INSURANCE Section 14.1. Hospitalization: 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 program during the term of this Agreement. Nothwithstanding 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 effort 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 discuss and bargain over the impact of 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 will be offered as an alternative to the Village's existing health care plan. The Village and the Union shall meet to discuss and bargain over the impact of that 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: Effective January 1, 2017: Option #1 (Monthly Premium) Option #2 (Monthly Premium) Coverage Type/Co-Pay Type PPO ($300/$900) Plan * $300 single deductible $900 family deductible HMO ($25/$75) Plan PPO ($500/$1500) Plan $500 single deductible $1500 family deductible HMO ($25/$100) 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 $227.00 Family Discount (30%)* $180.60 $180.60 $158.90 $158.90 Doctor Co -pay $25.00 $25.00 $25.00 $25.00 Specialist Doctor Co -pay $40.00 $50.00 $40.00 $50.00 Emergency Room Visit Co -Pay $75.00 $75.00 $75.00 $100.00 *Discount rate available for those who qualify. 26 Effective January 1, 2018: Option #1 (Monthly Premium) Option #2 (Monthly Premium) Coverage Type/Co-Pay Type PPO ($300/$900) Plan * $300 single deductible $900 family deductible HMO ($25/$75) Plan PPO ($500/$1500) Plan $500 single deductible $1500 family deductible HMO ($25/$100) Plan Single $153.00 $153.00 $134.49 $134.49 Single Discount (10%)* $137.70 $137.70 $121.04 $121.04 Family $336.00 $336.00 $295.34 $295.34 Family Discount (30%)* $235.20 $235.20 $206.74 $206.74 Doctor Co -pay $25.00 $25.00 $25.00 $25.00 Specialist Doctor Co -pay $40.00 $50.00 $40.00 $50.00 Emergency Room Visit Co -Pay $75.00 $75.00 $75.00 $100.00 *Discount rate available for those who qualify. Effective January 1, 2019: Option #1 (Monthly Premium) Option #2 (Monthly Premium) Coverage Type/Co-Pay Type PPO ($300/$900) Plan * $300 single deductible $900 family deductible HMO ($25/$75) Plan PPO ($500/$1500) Plan $500 single deductible $1500 family deductible HMO ($25/$100) Plan Single $153.00 $153.00 $134.49 $134.49 Single Discount (10%)* $137.70 $137.70 $121.04 $121.04 Family $336.00 $336.00 $295.34 $295.34 Family Discount (30%)* $235.20 $235.20 $206.74 $206.74 Doctor Co -pay $25.00 $25.00 $25.00 $25.00 Specialist Doctor Co -pay $40.00 $50.00 $40.00 $50.00 Emergency Room Visit Co -Pay $75.00 $75.00 $75.00 $100.00 *Discount rate available for those who qualify. One-half of the employee's portion of the monthly premium costs shall be deducted from employee's pay each pay period up to twenty-four (24) times per year. The co -pay amounts for employees apply to both the PPO/indemnity and HMO insurance programs. Employees who participate in the HMO will receive insurance coverage as dictated by the HMO provider. The co -payment level is established at 70% employer paid and 30% 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% employer paid and 10% employee paid for services rendered by a service provider who participates in the PPO. 27 The Village of Mount Prospect shall be allowed to raise the maximum out-of-pocket expenses to the following: 2% of the employee's pensionable pay for single coverage and 4% of the employee's pensionable pay for family coverage. The maximum out of pocket levels shall be established as illustrated in Appendix C. Health Management Participation Rewards: The Village will 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 4 out of the 5 biometric measurements. • Blood Pressure • Total Cholesterol (HDL, LDL) • Triglycerides • Glucose • Body Mass Index (BMI) Employees and/or spouses that do not meet the 4 out of 5 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 will not have any information as to what areas any employee or spouse may be deemed to be in an unhealthy range nor will the Village have any knowledge of any treatment. The information the Village will 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 will apply annually provided the criteria above is met. The discounts will be applied to monthly insurance premium charges in the amount of 10% for single coverage or 30% for family coverage. 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. 28 PPO Prescription Drug Card: The prescription co -payment amounts shall be as follows: Effective Date Generic Prescription Formulary Prescription Brand Non -Formulary Brand Prescription 1/1/2017 $20.00 $50.00 $75.00 1/1/2018 $20.00 $50.00 $85.00 1/1/2019 $20.00 $50.00 $85.00 There shall be no maximum out-of-pocket limit for annual prescription co -payment amounts. HMO Prescription Drug Card The prescription co -payment amounts shall be as follows: Effective Date Generic Prescription Formulary Prescription Brand Non -Formulary Brand Prescription 1/1/2017 $20.00 $50.00 $75.00 1/1/2018 $20.00 $50.00 $85.00 1/1/2019 $20.00 $50.00 $85.00 There shall be no maximum out-of-pocket limit for annual prescription co -payment amounts. General Prescription Drug Card Information (applicable to both PPO and HMO plans). Mail order drug prescriptions shall be available to employees to purchase up to a 90 day supply with the employee paying the appropriate co -pay amount that corresponds to the classification of the prescription be it generic, non -formulary, or formulary. All mail order prescription drugs shall be paid by the employee in an amount of 2 times the appropriate prescription co -pay level depending on the classification of the prescription drug ordered. Prescription drugs that are considered Specialty drugs shall have a $350 co -payment amount and shall not be subject to the out-of-pocket maximum. 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. 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 29 that benefits are similar to those benefits in effect as of execution. Section 14.2. Life Insurance: The Village shall supply each Officer covered by this Agreement with term life insurance with a face amount equal to fifty thousand dollars ($50,000). Said insurance shall be at no cost to each covered employee. If available from the life insurance provider of the Village, employees shall have the option of purchasing up to an additional $50,000 of life insurance above the amount provided by the Village provided the additional insurance coverage is at the employee's cost. Section 14.3. Continuation of Benefit: When an Officer is killed in the line of duty, the Village will pay the full premiums for the continuance of the then current health insurance for the spouse and minor children up to the age of eighteen (18) and shall continue to pay such premiums for a period of twenty-four months from the Officer's date of death or until the spouse and minor children are covered under a separate health insurance plan, unless required to provide a greater benefit under state or federal law. Section 14.4. Retiree Health Insurance Program: The Village agrees to offer for purchase to all retired bargaining unit employees of the Village of Mount Prospect Police Department, with a minimum of twenty (20) years service to the Village, health insurance as currently provided to members covered by this Agreement. The parties agree that should a retired employee choose to continue his/her health insurance, he/she is eligible only for the then current benefits provided bargaining unit employees, and that retiree is also responsible for payment of one hundred percent (100%) of the premiums for those benefits. The parties agree that retired employees of the Village of Mount Prospect Police Department shall be subject to changes in coverage and benefit levels as negotiated from time to time between the Employer and the Chapter. Section 14.5 Retiree Health Savings Plan Upon retirement, employees who meet the eligibility requirements and have accumulated Sick Leave must participate in the Retiree Health Savings (RHS) Plan. Eligibility for participation is defined as an employee who retires with at least twenty (20) years of service with the Village. Provided the employee is eligible to participate, the Village shall deposit up to four hundred and eighty (480) hours or sixty (60) days of sick leave converted to a dollar value using the employee's regular rate of pay into the RHS (herein referred to as "Trust") for the employee's use as defined by the regulations outlined by the Trust administrator. If an employee has accumulated sick leave hours above the four hundred and eighty (480) hours, but below the seven hundred and sixty-eight (768) maximum number of sick leave hours, the Village shall deposit into the employee's Trust account fifty (50)% of the value of the sick leave hours between four hundred and eighty (480) and seven hundred and sixty-eight (768) calculated on the employee's regular 30 hourly rate of pay. If an employee leaves the Village's employment, and does not meet the eligibility requirement for converting sick leave into the Trust, accumulated sick leave hours shall not be paid out at time of termination of employment for any reason. Section: 14.6 Personal Physical Fitness Testing The Mount Prospect Police Department will conduct bi-annual voluntary physical fitness testing. This testing will be based on the Cooper Model, also known as the POWER Test, as used by the State of Illinois basic training academies. Employees who meet or exceed the Cooper Fitness Standards shall receive a one-time eight (8) hour bonus per calendar year at their straight time pay rate as an incentive. No employee shall be subject to disciplinary action for failing to meet the standards or goals of the physical fitness program described herein. If necessary, an Officer may participate in two bi-annual voluntary physical fitness tests per year, and if otherwise would be off duty, the officer shall be compensated at a minimum of two (2) hours at their straight time pay rate, or for the actual hours in attendance, whichever is greater. The maximum payout of straight time awarded in any calendar year will be eight (8) hours. Section 14.7 Section 125/Flex Plan Participation The Village shall maintain a Flexible Compensation Plan whereby employees will be able to defer pre-tax earnings into individual spending accounts to be used for un -reimbursed medical expenses, dependent care costs up to a specified limit, and additional life insurance (provided such is applicable under IRS regulations). Employees shall elect to participate in the program annually and within thirty-one (3 1) days of hire for new employees. 31 ARTICLE XV DRUG AND ALCOHOL TESTING Section 15.1 Drua and Alcohol Testing The Village may require employees to submit to a urinalysis test and/or other appropriate drug and/or alcohol testing at a time and place designated by the Village, provided that, in the opinion of the Police Chief or his designee, there is sufficient cause for such testing, defined for purposes of this section as "reasonable and articulable suspicion". Said suspicion will be documented in a written report within twenty-four (24) hours of the employee being subjected to the test, with a verbal explanation of the primary reason(s) for suspicion being provided prior to the employee's submission to the test. . The Village may also require employees to participate in random drug and alcohol testing, provided that any such program shall be administered by a vendor who conducts U.S. Department of Transportation testing (i.e. the type of testing outlined in 49 CFR, Part 40). Such outside vendor shall be asked to randomly test employees so that, on average, up to fifty -percent (50%) of the employees in the bargaining unit are tested in each calendar year. Tests shall be immediate result (results generally available within thirty (30) minutes) or delayed result tests. In the event of a positive result on an immediate result test, or at the time of any delayed result test, the employee may request that a blood sample be taken so that a blood test can be performed to verify any positive initial test result. All test results shall be submitted to the Police Chief and/or his designee for appropriate action. Prohibition. Use, sale, purchase, delivery, or possession of illegal drugs at any time and at any place, whether on or off the job; abuse of prescribed drugs; failure to report to the Chief or his designee any known adverse side effects of medication or prescription drug the employee is taking that is reasonably expected to affect the employee's performance; consumption or possession of alcohol while on duty; or being impaired by or under the influence of alcohol while on duty shall be grounds for discipline. Officers who consume or possess prohibited substances as part of their legitimate work duties, which have been approved and directed by the Chief of Police or his non - bargaining unit designee, will not be subject to discipline. Assistance. Officers who believe they may have a problem with the use or abuse of drugs and/or alcohol are encouraged to seek appropriate treatment and, when appropriate, request a reasonable accommodation (including time off for treatment, medical attention, and/or other reasons pursuant to applicable Village policy and law) without fear of retaliation or discipline provided no policy, CBA provision or SOP violation occurred prior to seeking and/or requesting assistance. It is understood an after the fact request for assistance will not excuse a prior policy, CBA provision and/or SOP violation. 32 ARTICLE XVI DISABILITY AND RETIREMENT BENEFITS Section 16.1. Employee Disability: Any employee injured on the job shall continue to receive his/her regular salary for up to one (1) year, without charge to his/her sick leave days. Employees shall sign and deliver any Workers' Compensation or similar payments to the Village while receiving the salary continuation benefits of this Article. At such time as the Village feels an employee is permanently disabled, the Village may refer the matter to the Board of Fire and Police Commissioners or a designated arbitrator depending on which parry retains authority for such determinations. 33 ARTICLE XVII UNIFORM BENEFITS Section 17.1. Benefits: The Village agrees to provide each employee with a uniform allowance as follows: $650 shall be provided to the employee on their first regular payroll check in June each effective year of this agreement. The Village will determine the style and make of the prescribed uniform and equipment. To the extent that uniforms and equipment, in the opinion of the Village, become unserviceable in the line of duty, other than from normal wear and tear, the Village will replace the item without any charge against the uniform allowance. The parties agree that a newly hired Officer shall be allowed to receive his/her first two (2) years' uniform benefit upon hire for the purpose of purchasing his/her initial equipment. That benefit shall be an amount equal to two (2) years of the current uniform allowance provided that the officer will not receive a uniform allowance in the second year of their employment once the employee received the initial uniform allowance or the cost to buy uniforms and equipment, whichever is lower. Should the Officer work for the Village of Mount Prospect for less than two (2) years, he shall be responsible to reimburse the Village of Mount Prospect on a prorated basis, for the remaining full months of the two (2) year period. Should a new Officer elect to receive the first two (2) years accelerated uniform benefit, he shall not receive any benefit until he commences the third year of employment with the Mount Prospect Police Department. The employee shall be required to stand inspection and perform his job in the uniform prescribed with the equipment specified. Plainclothes Officers will stand inspection in the uniform prescribed at the time they went on plainclothes detail. If the uniform is changed, the Village shall buy the first issue (which shall not exceed one), unless the Village allows a twelve (12) month period between notice and mandatory effective date in which case the employee shall bear the expense of the change. Guns and leather shall be treated specially. If the Village specifies a new gun or leather for the future and specifies an effective date, it must bear the cost. If, however, no date is established, all new employees shall buy the prescribed equipment and any employee buying a replacement gun or leather shall buy the prescribed items. If an employee terminates employment within six (6) months of receipt of his or her uniform allowance payments, the employee shall reimburse the Village on a prorated monthly basis for the remaining full months of the fiscal year. 34 Section 17.2. Protective Vests The Employer agrees that it will replace protective vests for participating Officers on an as - needed basis using a five (5) year schedule based on the dates reflected in Appendix "B" attached hereto and incorporated herein. The parties further agree that if the Village purchases a protective vest for an Officer covered by this Agreement, then that Officer agrees that he/she shall wear that protective vest as part of his/her everyday uniform unless the affected Officer receives a written exception from the Chief or his designee. 35 ARTICLE XVIII OFF DUTY EMPLOYMENT Section 18.1. Employment Outside Department: The Parties agree that the current restrictions placed on outside employment shall remain in full force and effect during the term of this Agreement, as provided for in Department policy ADM - 104. 36 ARTICLE XIX SENIORITY Section 19.1. Seniority: The parties agree that they shall abide by the seniority rules as outlined under applicable Illinois law as amended. Section 19.2. Maintenance of Seniority List: A current and up-to-date seniority list showing the names and length of service of each Police Officer shall be maintained for inspection by members and shall be updated on a semi-annual basis and shall be utilized in assisting the assignments of shifts pursuant to Section 5.2 of this agreement. 37 ARTICLE XX BOARD OF FIRE AND POLICE COMMISSIONERS Section 20.1. Board of Fire and Police Commissioners: The parties recognize that the Village of Mount Prospect Board of Fire and Police Commissioners has certain statutory authority over employees covered by this Agreement, including but not limited to the right to make, alter and enforce rules and regulations and impose disciplinary sanctions. Nothing in this Agreement is intended in any way to replace and diminish any such authority provided the Board of Fire and Police Commissioners is a duly authorized board by the Village. 38 ARTICLE XXI MATERNITY LEAVE Section 21.1. Maternity Leave: Whenever a female Officer becomes aware that she is pregnant, she will notify her immediate Supervisor at which time the Department shall make the assignments it deems appropriate based on relevant medical data and available relevant work. The determination as to when a pregnant Officer should commence maternity leave prior to delivery will be made on a case by case basis, based on medical necessity and in accordance with Illinois Statutes. After an Officer has used all accumulated sick time, time due, and personal time, said Officer shall be placed on disability leave. Said Officer is then eligible to apply for disability benefits under pension rules. If directed to wear a uniform by the Supervisor, said Officer shall comply to a maternity type uniform acceptable to the Department. Said Officer shall be responsible for the costs of said maternity uniform. 39 ARTICLE XXII Family Medical Leave (FMLA) Section 22.1. Family Medical Leave (FMLA): It is understood by the parties that the Village must comply with the regulations of the Family Medical Leave Act, as amended regardless of conflicting terms of this Agreement. 40 ARTICLE XXIII SAVINGS CLAUSE Section 23.1. Savinus Clause: In the event any Article, Section or portion of this Agreement should be held invalid and unenforceable by any board, agency or Court of competent jurisdiction, such decision shall apply only to the specific Article, Section or portion thereof specifically specified in the board, Court or agency decision; and upon issuance of such a decision, the Village and the Chapter agree to notify one another and to immediately begin negotiations on a substitute for the invalidated Article, Section or portion thereof. 41 ARTICLE XXIV ENTIRE AGREEMENT Section 24.1. Entire Agreement: This Agreement constitutes the complete and entire Agreement between the parties and concludes collective bargaining between the parties for its term. This Agreement supersedes and cancels all prior practices and agreements, whether written or oral, which conflict with the express terms of this Agreement. If a past practice is not addressed in this Agreement, it may be changed by the Employer as provided in the management rights clause, Article IL The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law or ordinance from the area of collective bargaining, and that the understanding and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. The Chapter specifically waives any right it may have to decision, impact or effects bargaining for the life of this Agreement. 42 ARTICLE XXV TERMINATION Section 25.1. Termination: This Agreement shall be effective as of the day after it is executed by both parties and shall remain in force and effect until December 31, 2019. It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing at least sixty (60) days prior to the anniversary date and not earlier than one hundred twenty (120) days prior to expiration that it desires to modify this Agreement. In the event that such notice is given, negotiations, if any, shall begin no later than sixty (60) days prior to the expiration date. Executed this day of METROPOLITAN ALLIANCE OF POLICE, MOUNT PROSPECT CHAPTER 84 KEITH GEORGE President, Metropolitan Alliance of Police JONATHAN JUHL President Mount Prospect MAP, Chapter #84 43 2017. VILLAGE OF MOUNT PROSPECT ARLENEJURACEK Mayor Village of Mount Prospect KAREN AGORANOS Village Clerk Village of Mount Prospect Appendix A — Wage Rates 2017-2019 Step Effective 1/1/2017 Effective 1/1/2018 Effective 1/1/2019 Market Market Adjustment Adjustment 1/1/2017 1/1/2018 Market Adjustment 1/1/2019 Start $61,606 $63,054 $64,535 N/A N/A N/A 1 $63,314 $64,802 $66,325 N/A N/A N/A 2 $68,380 $69,987 $71,631 N/A N/A N/A 3 $73,849 $75,584 $77,361 N/A N/A N/A 4 $79,759 $81,634 $83,552 N/A N/A N/A 5 $86,139 $88,163 $90,235 N/A N/A N/A 6 $93,096 $95,284 $97,523 $500 $550 $600 Retroactive pay from date of execution of this Agreement back to January 1, 2017 shall be paid within thirty (30) days of the execution and ratification of the contract. Said retroactive pay shall include all straight, overtime, holiday hours and compensable hours worked. The Village reserves the right to hire Officers prior law enforcement experience up to the Year 5 wage level of the salary schedule. Longevity Pay After 5 years of Service $600 After 10 years of service $700 After 15 years of service $800 After 20 years of service $900 Employees shall receive longevity payments annually if their anniversary date predates December 31 and the employee is on the employer's payroll at that time. Longevity payments shall be included with the employee's regular payroll check for the first payroll in December. 44 Specialty Pav Investigator $3,000 Foreign Language Interpreter $ 550 Evidence Technician $ 850 Breathalyzer Operator $ 650 Field Youth Officer $ 650 Range Officer $ 450 Accident Investigator $ 650 Fire/Arson Investigator $ 650 Police Training Officer $1,000 The above special assignments shall receive their incentive pay pro -rated on each check throughout the year commencing May 1. The employees assigned to the above classifications shall receive payment as listed, but shall be paid simultaneously for a maximum of three such assignments; provided however, Investigators shall only receive Investigator pay and Spanish Interpreter pay. C.P.O. Pav January 1, 2017 January 1, 2018 January 1, 2019 $2,800 annually $2,800 annually $2,800 annually Officers must attend and satisfactorily complete any required Departmental training seminars in order to receive C.P.O. pay. Officers shall be required to take and successfully pass an examination created and administered by the Police Chief for certification. Police Trainin6 Officer All Officers assigned as Police Training Officers shall be compensated at the rate of one (1) hour of pay at the affected Officers straight -time hourly rate of pay, for each day that Officer acts as a Police Training Officer. 45 Appendix B Protective Vest Replacement Schedule: Full Name DOH LAST VEST NEXT VEST CHARAK, CRAIG D. 7/8/1988 8/16 8/21 NELSON, MICHAEL R. 6/12/1989 6/15 6/20 KERRIGAN, MAUREEN F. 3/15/1991 8/16 8/21 ETCHINGHAM, ROBERT K. 4/1/1993 8/16 8/21 SCHAPS, LEE R. 7/1/1993 8/16 8/21 OKON, DAVID A. 10/1/1993 8/16 8/21 NELSON, WILLIAM E. 4/1/1994 8/16 8/21 MELENDEZ, JOSE L. 1/2/1997 8/16 8/21 LANDEWEER, MICHAEL A. 4/3/1997 8/16 8/21 BECHTOLD, MARK A. 1/2/1998 8/16 8/21 FLOYD, BRIAN D. 4/1/1998 8/16 8/21 EVANS, MARGARET M. 7/1/1998 6/15 6/20 HOSKINSON, THOMAS J. 12/30/1998 8/16 8/21 MEISTER, MICHAEL A. 12/30/1998 6/15 6/20 SAMPSON, CHERYL L. 4/1/1999 6/15 6/20 SPARR, STEVAN R. 12/29/1999 6/15 6/20 JUHL, JONATHAN W. 7/5/2000 8/16 8/21 BERG, CHRISTOPHER J. 12/18/2000 6/15 6/20 OLLECH, DIRK E. 4/16/2001 5/12 5/17 BRADY, MICHAEL A. 8/28/2001 6/15 6/20 NEMEROW, JASON M. 8/28/2001 6/15 6/20 RONDEAU, CHRISTOPHER P. 5/1/2002 5/12 5/17 SILL, GREGORY T. 5/5/2003 5/12 5/17 FURR, BRYAN A. 5/5/2003 5/12 5/17 MOISE, BRIAN A. 9/9/2003 5/12 5/17 LIETZOW, ANTHONY G. 3/8/2004 5/12 5/17 TOLGYESI, FRANK A. 3/22/2004 5/12 5/17 AYALA, RAFAEL 7/6/2004 5/12 5/17 MARTINEZ, JR., MIGUEL A. 7/6/2004 5/12 5/17 FRANCES, WILLIAM 6/15/2004 6/15 6/20 CORNEJO, FRANCESCO 6/1/2006 1/12 1/17 SCHAPS, LISA M. 9/1/2006 8/16 8/21 DAVIS, LAURA 9/5/2006 8/16 8/21 TAYLOR, JEFFREY M. 9/5/2006 8/16 8/21 GLINER, JOSEPH A. 9/5/2006 8/16 8/21 FILIPEK, SCOTT M. 10/16/2006 5/12 5/17 ANZALONE, ANGELO J. 10/16/2006 5/12 5/17 46 TEEVAN, ALISON M. 2/12/2007 5/12 5/17 LABARBERA, RICHARD 3/28/2007 5/12 5/17 SANTI, SETH 6/1/2007 8/16 8/21 HENDERSON, JOHMEL 10/22/2007 1/13 1/18 WOOD, MICHAEL 10/22/2007 1/13 1/18 BARNETT, LESLEY 1/2/2008 1/13 1/18 WEISBERG, ANDREA 5/6/2008 1/13 1/18 ANGAROLA, MICHAEL 10/8/2008 6/14 6/19 RYAN, WILLIAM 10/8/2008 8/14 8/19 NAVA, ROBERT 12/18/2008 5/12 5/19 FALCO, ZACHARY 6/15/2009 6/14 6/19 CARLSON, DAVID 9/19/2011 8/16 8/21 MAVRAGANIS, NICHOLAS 6/18/2012 8/12 8/17 MURRAY, BRENTON 7/2/2012 8/12 8/17 MOLLEMA, MAGDALENA M. 4/1/2013 7/13 7/18 HERNANDEZ, PHILLIP P. 3/24/2014 7/14 7/19 SARIC, OGNJEN 3/24/2014 6/14 6/19 KNIPPEL, ERIC D. 6/30/2014 8/14 8/19 GIERA, BARTEK 6/30/2014 8/14 8/19 KIESS, ALEXA M. 12/29/2014 2/15 2/20 SHAFFER, WYLIE J. 3/23/2015 4/15 4/20 JOHANSEN, CHRISTOPHER C. 3/23/2015 4/15 4/20 DRAFFONE, ERIK R. 3/21/2016 6/16 6/21 TREJO, MIGUEL A. 3/21/2016 6/16 6/21 GARRITY, CONNOR T. 8/24/2016 8/16 8/21 47 Appendix C: Maximum Out of Pocket Rates - 2017-2019 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 $110,000 $119,999 $2,400 $4,800 48 NEGOTIATED AGREEMENT BETWEEN THE METROPOLITAN ALLIANCE OF POLICE MOUNT PROSPECT POLICE CHAPTER #84 AND THE VILLAGE OF MOUNT PROSPECT January 1, 2017 through December 31, 2019 Section 5.1 TABLE OF CONTENTS 5.2 Duty Shifts and Patrol Work Schedule 6 5.3 Page PREAMBLE Overtime 9 1 ARTICLE I RECOGNITION 2 Section Special Assignments 10 5.8 1.1 Recognition, Probationary Period & Representation 2 1.2 Fair Representation 2 1.3 Gender 2 1.4 Chapter Officers 2 ARTICLE II MANAGEMENT RIGHTS 3 Section 2.1 Management Rights 3 ARTICLE III LAYOFF 4 Section 3.1 Reduction in Force and Reinstatement 4 ARTICLE IV NO STRIKE CLAUSE 5 Section 4.1 No Strike Clause 5 4.2 No Lockout 5 4.3 Judicial Restraint 5 4.4 Discipline of Strikers 5 ARTICLE V COMPENSATION AND HOURS OF WORK 6 Section 5.1 Compensation 6 5.2 Duty Shifts and Patrol Work Schedule 6 5.3 Call Back 9 5.4 Overtime 9 5.5 Hours Worked 9 5.6 Court Time 10 5.7 Special Assignments 10 5.8 Travel Time Compensation 11 5.9 Time-Due/Compensatory Time 11 5.10 Exchanging Shift Assignments 11 5.11 Meetings 11 5.12 Work Breaks 11 ARTICLE VI UNION SECURITY AND DUES CHECK-OFF Section 6.1 Fair Share 6.2 Dues Deductions 6.3 Indemnity 6.4 Bulletin Boards 6.5 Labor-Management Meetings ARTICLE VII VACATION Section 7.1 Vacation Program 7.2 Vacation Schedule 7.3 Vacation Cash-in Payment ARTICLE VIII HOLIDAY AND PERSONAL TIME Section 8.1 Holiday 8.2 Personal Time ARTICLE IX LEAVE OF ABSENCE Section 9.1 Absence from Work 9.2 Sick Leave 9.3 Funeral Leave 9.4 Military Leave 9.5 Jury Duty ARTICLE X EDUCATION BENEFITS Section 10.1 Travel and Meeting Expense Allowances 12 12 12 12 12 12 14 14 15 15 16 16 16 17 17 17 18 18 18 19 19 ARTICLE XI GRIEVANCE PROCEDURE Section 11.1 Definition 11.2 Procedure for Grievance 11.3 Fees and Expenses of Arbitration 11.4 General Rules 11.5 Notice of Union Representation 11.6 Definitions 11.7 Miscellaneous Grievance Provision /_1:49C911*11116TO31»1�1: Section 12.1 Procedure of Discipline 12.2 Jurisdiction of Fire and Police Commission 12.3 Written Reprimand 12.4 Purge of Personnel File 12.5 Personnel File ARTICLE XIII INVESTIGATIONS CONCERNING OFFICERS Section 13.1 Right to Investigate 13.2 Right to Representation ARTICLE XIV HOSPITALIZATION AND LIFE INSURANCE Section 14.1 Hospitalization 14.2 Life Insurance 14.3 Continuation of Benefit 14.4 Retiree Health Insurance Program 14.5 Retiree Health Savings Plan 14.6 Personal Physical Fitness Testing 14.7 Section 125/Flex Plan Participation ARTICLE XV DRUG AND ALCOHOL TESTINV 15.1 Drug and Alcohol Testing 20 20 20 21 21 22 22 22 23 23 23 24 24 24 25 25 25 26 26 30 30 30 30 31 31 W" KIM ARTICLE XVI DISABILITY AND RETIREMENT BENEFITS 33 Section 16.1 Employee Disability 33 ARTICLE XVII UNIFORM BENEFITS 34 Section 17.1 Benefits 34 17.2 Protective Vests 35 ARTICLE XVIII OFF DUTY EMPLOYMENT 36 Section 18.1 Employment Outside Department 36 ARTICLE XIX SENIORITY 37 Section 19.1 Seniority 37 19.2 Maintenance of Seniority List 37 ARTICLE XX BOARD OF FIRE AND POLICE COMMISSIONERS 38 Section 20.1 Board of Fire and Police Commissioners 38 ARTICLE XXI MATERNITY LEAVE 39 Section 21.1 Maternity Leave 39 ARTICLE XXII FAMILY MEDICAL LEAVE (FMLA) 40 Section 22.1 Family Medical Leave (FMLA) 40 ARTICLE XXIII SAVINGS CLAUSE 41 Section 23.1 Savings Clause 41 ARTICLE XXIV ENTIRE AGREEMENT 42 Section 24.1 Entire Agreement 42 ARTICLE XXV TERMINATION 43 Section 25.1 Termination 43 Appendix A: Salary Schedule 44 Compensation 44 Longevity Pay 44 Specialty Pay 45 C.P.O. Pay 45 Police Training Officer 45 Appendix B: Protective Vest Replacement Schedule 46 Appendix C: Maximum Out of Pocket Rates 2017-2019 48 NEGOTIATED AGREEMENT BETWEEN THE VILLAGE OF MOUNT PROSPECT AND THE METROPOLITAN ALLIANCE OF POLICE MOUNT PROSPECT POLICE CHAPTER #84 PREAMBLE This Agreement entered into by the Village of Mount Prospect, Cook County, Illinois, hereinafter referred to as the Employer, and the Metropolitan Alliance of Police Mount Prospect Police Chapter #84, hereinafter referred to as the Chapter, to promote mutually beneficial relations between the Employer and the Chapter, and is set forth herein the full agreement between the parties concerning rates of pay, wages and other conditions of employment for bargaining unit members of the Village of Mount Prospect, as defined herein below and hereinafter referred to as "Officers" or "employees", or when the context requires a singular noun, as "Officer" or "employee." ARTICLE I RECOGNITION Section 1.1. ReCOanition. Probationary Period & Representation: The Village recognizes the Chapter as the sole and exclusive bargaining agent with respect to wages, hours and other conditions of employment for employees classified as sworn Police Officers below the rank of Sergeant regardless ofjob assignment. Employees will serve a probationary period of two (2) years from completion of academy training or from date of hire, if no academy training occurs. Police Department employees with the rank of Sergeant and above are not part of the bargaining unit which includes Police Officers nor are they covered by the terms of this Agreement. If, by operation of law, rule or regulation, Sergeants and above are required to be included in the bargaining unit covered by this Agreement, such employees shall only be entitled to protection, benefits, or other wages, hours or working conditions of this Agreement where they are specifically named by name, rank, job title or other special identification. Section 1.2. Fair Representation: The Union recognizes its responsibility as bargaining agent and agrees to fairly represent all employees in the bargaining unit. Section 1.3. Gender: Wherever the male gender is used in this Agreement, it shall be construed to include both males and females equally. Section 1.4. Chanter Officers: For purposes of this Agreement, the term "Chapter Officers" shall refer to the Chapter's duly elected President, Vice -President, Secretary and Treasurer. ARTICLE 11 MANAGEMENT RIGHTS Section 2.1. Manaeement RiEhts: It is understood that the management and the direction of the working force is vested exclusively to the Employer except as specified in the other Articles of this Agreement. It is the Employer's right to hire, demote, suspend or discharge; layoff, promote, assign or transfer employees to any job or any work, any time or anywhere; to increase or decrease the working force; to determine the number and size of the work shifts; to determine the number of employees assigned to any work or any job; to determine the hours of work per day or week; to make work rules for the purpose of efficiency, safe practices and discipline; to establish performance standards and to review employees under these standards; to determine the equipment to be used; to make technological changes; to determine the number and location of its operations; to move, close or liquidate its operations in whole or in part; to separate or reassign its employees in connection with said moving, closing or liquidating; the right to transfer; to subcontract work; to determine the duties and production standards; to combine jobs, to eliminate classifications or work; to require overtime work; and to fill new jobs and set a wage rate subject to negotiations over such wage rate. The rights and powers of management mentioned in this collective bargaining agreement do not list or limit all such powers, and the rights listed together with all other rights, powers and prerogatives of management, not specifically ceded in this Agreement remain vested exclusively in management. The exercise by management of, or its waiver of, or its failure to exercise its full right of management or decision on any matter or occasion, shall not be a precedent or be binding on management, shall not be the subject or basis of any grievance, shall not be admissible in any arbitration proceeding. The right of management shall not be amended or limited by any claimed or unwritten custom, past practice or informal agreement, nor by any claim that management has claimed, condoned or tolerated any practice or any act or acts of any employees. No practice which has developed, either with or without the consent of the Employer, shall be considered part of this contract unless it is in writing and included in this contract. Nothing in this Article shall abrogate or alter any other Article of this Agreement. ARTICLE III LAYOFF Section 3.1. Reduction In Force and Reinstatement: The Village in its discretion shall determine when and whether a reduction in force or reinstatement are necessary. If the Village so determines that these conditions exist, employees covered by this Agreement will be reduced or reinstated in accordance with their length of service with the Village as provided in Illinois Compiled Statutes, 65 ILCS 5/10-2.1-18. All affected Officers shall receive notice in writing of the layoff at least fifteen (15) calendar days in advance of the effective date of such layoffs. ARTICLE IV NO STRIKE CLAUSE Section 4.1. No Strike Clause: Neither the Chapter nor any officers, agents or employees will instigate, promote, sponsor, engage in or condone any strike, sympathy strike, secondary boycott, slowdown, speed-up, sit-down, concerted stoppage of work, concerted refusal to perform overtime, concerted, abnormal and unapproved enforcement procedures or policies or work to the rule situation, mass resignations, mass absenteeism, or picketing which in any way results in the interruption or disruption of the operations of the Village, regardless of the reason for so doing. Each employee who holds the position of officer or steward of the Chapter occupies a position of special trust and responsibility in maintaining and bringing about compliance with the provisions of this Article. In addition, in the event of a violation of this Section of this Article, the Chapter agrees to inform its members of their obligations under this Agreement and to direct them to return to work. Section 4.2. No Lockout: The Village will not lock out any employees during the term of this Agreement as a result of a labor dispute with the Chapter. Section 4.3. Judicial Restraint: Nothing contained herein shall preclude the Village or the Chapter from obtaining judicial restraint and damages in the event the other party violates this Article. Section 4.4. DisciDline of Strikers: Any officer who violates the provisions of Section 4.1 of this Article shall be subject to disciplinary action and statutory penalties. Any action taken by the Employer against any officer who participates in any action prohibited by Section 4.1 above shall not be considered as a violation of this Agreement and shall not be subject to the provisions of the grievance procedure. ARTICLE V COMPENSATION AND HOURS OF WORK Section 5.1. Compensation: Compensation of the Police Officers covered by this Agreement of the Village of Mount Prospect shall be paid according to Appendix A attached hereto and by reference incorporated herein. Said compensation shall include base pay, longevity pay and special assignment incentive pay. Said compensation shall be effective January 1, 2017 and any and all retroactive pay shall be distributed to the Officers in a lump sum on or before 30 days after the date of execution of this agreement. Section 5.2 Dutv Shifts and Patrol Work Schedule Day and Afternoon Shift Work Day: An Officer's duty shift is an eight (8) hour scheduled period of time preceded by a fifteen IL 5) minute roll call briefing. Each Officer shall take a paid thirty (30) minute break each duty shift whether or not the period is used for food consumption. An Officer who completes a full shift will be credited with eight (8) hours of "time worked" for purposes of calculating premium overtime as required under the Fair Labor Standards Act. If an Officer works a double shift, said Officer will be compensated a full eight (8) howl if he/she works the entire second shift. An Officer called in to work a short shift will be compensated for a full eight (8) hours if the entire shift is worked. For purposes of calculating the accrual and use of paid time off the parties agree each day shall consist of eight (8) hours, in keeping with the previous conduct of the parties, (i.e. vacation, personal, time due, sick time of any other authorized and paid time off). Midnight Shift Worts Day: Art Officer's duty shift is a nine (9) hour scheduled period of time including a fifteen (I5) minute roll call briefing. Each Officer shall take a paid thirty (30) minute break each duty shift whether or not the period is used for food consumption. An Officer Who completes a full sbift will be credited with eight (8) hours of "time worked" for purposes of calculating premium overtime as required under the Fair Labor Standards Act. If an Officer works a double shift, said Officer will be compensated for all hours worked after the termination of the nine (9) hours shift if he/she works the entire second shift. An Officer called in to work a short midnight shift (as defined in Section 5.4) will be compensated for a full (9) hours worked if the entire shift is worked. For purposes of calculating the accrual and use of paid time off the parties agree each day shall consist of eight (8) hours, in keeping with the previous conduct of the parties, (i.e. vacation, personal, time due, sick time of any other authorized and paid time off). Annual Shift Assignments: Officers will be assigned to shifts on an annual basis according to the following procedure: a. The Chief of Police or his designee will assign probationary officers to rotating shifts until they complete field training except that an assignment of a probationary officer cannot adversely affect another police officer's bid assignment. Thereafter, the Chief of Police or his designee will assign probationary officers to patrol shifts without regard to seniority except that an assignment of a probationary officer cannot adversely affect another police officer's bid assignment. The Parties further agree that probationary employees will be allowed to bid their shift assignment at the next scheduled annual bid after the successful completion of probation. b. On or about October 154' of each year the Police Chief or his designee may assign up to three (3) non -probationary officers to shifts in the coming year without regard to their seniority. The Chief of Police or his designee will provide these officers with a written explanation for their assignments. C. The Chief of Police or his designee will make the annual shift assignments for officers not included in a. or b. above by seniority and shift assignment preference (as reflected on the annual shift bid sheets). The Chief of Police or his designee will deviate from this procedure when necessary to balance specialties among the patrol shifts, and will utilize seniority and preference when balancing specialties. Patrol Section Day and Afternoon Shifts Work Schedules: The parties to this collective bargaining agreement agree that the Village shall maintain the current "5/2 - 5/3" work schedule for all Officers assigned to the Gay and Afternoon Shifts in the Patrol Section of the Mount Prospect Police Department. Pursuant to this schedule, Officers shall work five (5) days on — three (3) days off— five (5) days on — two (2) days off, with the Officers' days off rotating through the schedule. As part of the Patrol Section Gay and Afternoon Shift work schedules, the Chapter agrees that all affected Officers shall provide forty (40) "payback hours" each year. At the affected Officer's payback hours may be paid back by participating in the following activities: • Attending off -hours training assignments, • Working overtime details, • Attending court, or • Working additional duty hours when the payback hours are completed by mutual agreement of the Officer and the Chief of Police or his designee. An Officer will receive a two (2) hour minimum payback for off -hours training completed on duty days and a four (4) hour minimum payback for training completed on an Officer's regular day off. Routine weapons qualifications sessions will be considered training for purposes of receiving these payback minimums. The use of call-in time or court time as payback shall include the minimum hours requirements set forth in this agreement. Payback hours will be completed on a one-for-one basis, regardless of the rate of pay. The Officer and the department shall endeavor to schedule payback hours to be completed as efficiently as possible in activities that accomplish legitimate department purposes. Should an Officer not complete payback hours as set forth in the schedule above, he/she shall forfeit accrued leave time to make up any difference, in the following order; time due (calculated at straight time, hour -for - hour), personal, or vacation or shall be ordered to work additional duty shift hours (calculated at straight time, hour -for -hour). Patrol Section Midnight Shift Work Schedule: The parties to this collective bargaining agreement agree to implementing and evaluating a "5/3" work schedule for all Officers assigned to the Midnight Shift in the Patrol Section of the Mount Prospect Police Department. Pursuant to this schedule, Officers shall work five (5) days on shift followed by three (3) days off with the Officers days off'rotating through the schedule. The workday will be nine (9) hours. The Village agrees Officers working this schedule will notbe required to provide "payback hours." Both parties agree this Midnight Shift work schedule will be evaluated through the 2018 work year on January 12, 2011. Either party may tenninate the evaluation of the "5/3" work schedule and revert to the "5/2 - 5/3" work schedule by providing written notice no later than thirty (30) days before the end of the 2017 patrol year on January 12, 2019. If neither party withdraws frorn the evaluation, the schedule will remain in effect through the remaining duration of this collective bargaining agreement. Shift Assignment (grievance Limitations: The only officers who can file grievances to dispute the Chief's shift assignments pursuant to section (b) above, will be the three (3) officers assigned pursuant to the October 15'h criteria listed in section b. In these cases, the grievants have the responsibility of proving the Chief of Police or his designee made the assignments other than for reasons of realizing a department goal or objective or for a legitimate operational concern of management. These grievances, and these grievances alone, shall be settled according to the following "expedited" grievance procedure: The affected individuals shall file grievances alleging inappropriate shift assignments no later than five (5) business days following said assignment. 2. The Employer shall issue a written response no later than five (5) business days following receipt of the grievance. 3. In the event the Parties are unable to reach a resolution within five (5) business days of the Union receiving the Employer's response the Parties agree that an arbitrator will be selected pursuant to Article XI, Section 11.2 at Step Four, and a hearing date set within twenty-one (2 1) days and that the selected arbitrator will be required to issue an award within fourteen (14) days of the completion of the hearing. Section 5.3. Call Back: Any Officer covered by this Agreement who is called back to work on an assignment which does not continuously follow an Officer's regularly scheduled working hours shall be compensated a minimum of two (2) hours for each call back from the time when the Officer receives notice to return to work or the actual time worked, whichever amount is greater. In the event that an employee is off duty and is called back to duty, said employee shall be paid at the hourly rate of one and one-half (1 1/2) time the employee's regular hourly rate of pay, and shall be paid a minimum of two (2) hours compensation. There shall be no pyramiding in calculating premium pay. Section 5.4. Overtime: Consistent with Section 5.2 above, each Officer covered by this Agreement shall be compensated for all hours worked in excess the Officer's scheduled shift per work day at the rate of time and one-half (1 1/2) the regular hourly rate of pay. Overtime is paid in quarter (1/4) hour increments with seven (7) minutes being rounded down and eight (8) minutes rounded up. For purposes of this Section, every Officer covered by this Agreement shall begin to earn overtime pay after working in excess of 7.5 minutes after the end of his/her shift. When overtime assignments for full "SHORT SHIFTS" (defined as a full duty shift which is below minimum manpower standards and requires the continuation of an on -duty Police Officer covered by this Agreement) are not filled on a voluntary basis and it becomes necessary to order an Officer to work, the Officer shall be chosen by reverse seniority. Provided, however, no Officer shall be ordered to work more than one (1) shift holdover within three (3) consecutive calendar days unless the Officer agrees to do so. It is also agreed that the Chief of Police or his designee may deviate from these standards when they believe unusual circumstances exist or particularly qualified Officers are necessary. Section 5.5. Hours Worked: "Hours worked" for purposes of calculating overtime or any other benefit shall include all hours actually worked and any paid leave of absence which shall include but shall not be limited to Sick Leave, Vacation Leave, Holiday Leave, Compensatory Time Off and any other authorized paid time off. Elective medical procedures that would require sick leave off due during key recognized holiday periods of Fourth of July, Thanksgiving, Christmas, and New Years will not be granted unless sufficient manpower is available to cover these periods. Section 5.6. Court Time: Employees shall receive time and one-half (1 1/2) for all Court time, and shall be paid for a minimum of three (3) hours per Court call; once in the morning and once in the afternoon if so scheduled. An Officer assigned to a specific Court call that continues on into another scheduled Court call will be paid at the time and one-half (1 1/2) rate for actual time in Court but shall not be entitled to an additional three (3) hour minimum. If a morning Court is continued to the afternoon call for a lunch break, the Officer will be paid overtime through the lunch break until completion of the original call. If a morning case is reassigned to the afternoon call by the Judge, a second three (3) hours minimum will be paid. Officers working the day shift who are in Court when, and after, their shift ends shall receive overtime and not a three (3) hour minimum. Midnight shift officers attending court will receive the three (3) hour minimum court time benefit unless they are required to return to responsibilities connected to his/her duty shift responsibilities, afternoon shift officers attending court will receive the three (3) hour minimum court time benefit. Officers reporting to a Court location other than the location normally assigned, shall have paid time computed when they sign out at the police headquarters if they are using a Village provided vehicle; further they shall be eligible for necessary and reasonable out -of pocket expenses (i.e. parking, mileage) to travel to such different courts (e.g., Chicago). It is understood the Rolling Meadows Court is deemed a normal assignment. At remote court locations, overtime starts at sign in, just as at the Rolling Meadows court location, unless a Village provided vehicle was utilized by the affected Officer. Section 5.7 Special AssiLynments: Special assignments shall be compensated at the rate of $45 per hour effective on the date of ratification of this Agreement. Any change in payment amount will be applied at the time of the actual work performed. Special assignments shall be equalized. The Village agrees that should it decide to charge an administrative fee in connection with these special assignments said fee shall be reasonable. Section 5.8 Travel Time Compensation: As to travel time, the Village agrees to compensate members for travel required by the department, which shall require travel to a point in excess of 150 miles from Mount Prospect (to include Champaign, Urbana) or those instances where the member is required to remain away overnight. Section 5.9 Time-Due/Compensatory Time: 10 Employees may opt to have overtime and/or Court time placed on the individual Time Due Records at the rate of time and one-half (1 1/2) in lieu of monetary payment on the payroll check. Exception: Outside details in which the Village is receiving reimbursement at a flat rate or actual time and one-half (1 1/2) rate must be taken by the individual as monetary compensation on the payroll check. The Department will allow a maximum of forty (40) hours to be carried over to the next calendar year without loss. Officers with an excess of forty (40) hours on the Time Due Book as of January 1 each year, will receive cash -in payment, such payment shall be included no later than the officer's first regular payroll check in February. Shift Supervisors will take the steps necessary to ensure adequate manpower for their shift prior to approving time due. Section 5.10. Exchanging Shift Assignments Officers requesting to switch days off or switch duty tours with other Officers must submit written requests at least forty eight (48) hours in advance of the first scheduled change, absent emergency conditions. Emergency switches must carry the authorization of the Chief of Police or Deputy Chief or his designee. Switches must carry the approval of the supervisors of all shifts affected by the change. The requests shall not be honored if granting such a request would adversely affect police department operations. Section 5.11. Meetings: Any Officer required to be at a mandatory meeting which immediately proceeds or follows his regularly assigned duty shift shall be compensated for a minimum of two (2) hours at time and one-half the Officer's hourly rate of pay. Any Officer covered by this Agreement required to be at a mandatory meeting on his/her day off shall be compensated for a minimum of two (2) hours at time and 1/2 the Officer's hourly rate of pay or four (4) hours straight time due. Said compensation payment to be at the Officer's discretion. Section 5.12. `York Breaks: Breaks may be taken at the discretion of the Supervisor. The Supervisor shall ensure that adequate coverage exists at all times during break periods. The Break period is considered on -duty time and personnel are considered to be available for any assignment during any break period, including all routine calls within their beat. HU ARTICLE VI UNION SECURITY AND DUES CHECK -OFF Section 6.1. Fair Share: During the term of this Agreement, Police Officers who are not members of the Chapter shall, commencing thirty (30) days after the effective date of this Agreement, pay a fair share fee to the Chapter for collective bargaining and contract administration services tendered by the Chapter as the exclusive representative of the Officers covered by this Agreement. Such fair share fee shall be deducted by the Village from the earnings of non-members and remitted to the Chapter each month. The Chapter shall annually submit to the Village a list of the Officers covered by this Agreement who are not members of the Chapter and an affidavit which specifies the amount of the fair share fee, which shall be determined in accordance with the applicable law. Any employees objecting to the deduction of dues from their wages shall have the option of exercising their rights under the applicable Illinois law concerning objections to dues deductions and subsequent fair share fee calculations. Section 6.2. Dues Deductions: Upon receipt of proper written authorization from an employee, the Employer shall deduct each month's Chapter dues in the amount certified by the Treasurer of the Chapter from the pay of all Officers covered by this Agreement who, in writing, authorize such deductions. Such money shall be placed in the Mount Prospect Police Chapter's account at a bank designed by the Chapter. Said funds shall then be submitted to the Metropolitan Alliance of Police at the end of each month. Section 6.3. Indemnitv: The Chapter hereby indemnifies and agrees to hold the Employer harmless against any and all claims, demands, suits or other forms of liability that may arise out of or by reason of, any action taken or not taken by the Employer for the put -pose of complying with the provisions of this Article, and shall reimburse the Village for all legal costs that shall arise out of, or by reason of action, taken or not taken by the Village in compliance with the provisions of this Article, unless such action is initiated or prosecuted by the Village, except for purposes on enforcing this section. Section 6.4 Bulletin Boards The Village shall provide the Chapter with designated space on available bulletin board(s), upon which the Chapter may post its official notices. Section 6.5 Labor -Management Meetings The Chapter and the Employer agree that, in the interest of efficient management and harmonious employee relations, meetings will be held if mutually agreed between Chapter representatives and responsible administrative representatives of the Employer. Such meetings may be requested by either party at least seven (7) days in advance by placing in writing a request to the 12 other for a "labor-management conference" and expressly providing the specific agenda for such conference. Such conferences, times and locations, if mutually agreed upon, shall be limited to: a. discussion on the implementation and general administration of this agreement; b. a sharing of general information of interest to the parties; and It is expressly understood and agreed that such conferences shall be exclusive of the grievance procedure. Specific grievances being processed under the grievance procedure shall not be considered at "labor-management conferences," nor shall negotiations for the purpose of altering any or all of the terms of this Agreement be carried on at such conferences. Attendance at labor-management conferences shall be voluntary on the employee's part. Attendance at such conferences shall not interfere with required duty time and attendance, if during duty time, is permitted only upon prior approval of the employee's supervisor. The Village in its sole discretion shall determine its representatives at such meetings. 13 Section 7.1. Vacation ProEram. of: ARTICLE VII VACATION Full-time employees shall be entitled to vacation as set out below, based on continuous service Up to six (6) months service 40 hours Six (6) months to one (1) year 40 hours One (1) year to five (5) years 80 hours Five (5) years to six (6) years 96 hours Six (6) years to seven (7) years 104 hours Seven (7) years to ten (10) years 120 hours Ten (10) years to eleven (11) years 136 hours Eleven (I I) years to twelve (12) years 144 hours Twelve (12) years to thirteen (13) years 152 hours Thirteen (13) years to eighteen (18) years 160 hours Eighteen (18) years to twenty (20) years 172 hours Twenty (20) years and up 184 hours Continuous service as utilized hereinabove shall be earned and calculated based on an employee's starting/anniversary date and shall mean any period of employment uninterrupted by separation. A normal full-time workday is considered to be eight (8) hours. Vacation shall be taken during the calendar year January 1st through December 31st. A maximum of one (1) years accrual shall be allowed to carry over from one calendar year to the next. The Chief of Police in determining the annual vacation schedule will take into consideration the desires of the individual employee, the interests of the Village and the needs of the Department. In the event of conflict in employee scheduling, seniority will be considered. Employees entitled to more than eighty (80) hours vacation time shall be entitled to take it consecutively with the authority of the Chief of Police. Employees shall be entitled to split their allowable vacation into a maximum of four (4) units (a unit being a minimum of three (3) vacation days or more). Officers may use vacation time in addition to their four (4) splits with such time to be governed under the rules of personal time use. Such selections shall be equalized. More than throe (3)M r (2) employees I two (2) whdc 5/2 / 5/3 sehedtde exW s: may be on vacation simultaneous) on a shift in question subject to the approval of " commented [tl]: Changed to reflect the formal adoption of rhe y — y — — — — — — — — q — — — — — — �— — — — — — —pp — — 5/2 5/3 schedule back in 2004. Changed language from "More than the Chief of Police, which shall not be unreasonably withheld, and further provided that any such three (3) employees [two (2) whilc the 5/2/ 5/3 schedule exists" to splitting must be approved by the Shift Commander, who shall not unreasonably withhold such "mere than (2) employees°°.... Reflects vacation rules on beth 5/2 5/3 and 5/3 schedules. 14 approval. Section 7.2. Vacation Schedule: Regularly Scheduled Days Off (RDOs) shall not be considered part of an officer's vacation leave for the purpose of determining the number of Officers on vacation. Section 7.3. Vacation Cash -in Payment: Officers who are eligible and request vacation cash -in payment, such payment shall be included in the officer's regular payroll check with the last payroll in March and the first payroll in , , - September. 15 Commented [t2]: Reflects cunrnt Finance Department schedule. No longer paid on the last payroll in September. ARTICLE VIII HOLIDAY AND PERSONAL TIME Section 8.1. Holidav: Full-time employees shall receive the following holidays: New Year's Day Labor Day Presidents' Day Columbus Day Memorial Day Thanksgiving Day Independence Day Christmas Day In the event that an employee works on any of the above days, he shall receive hourly pay at the rate of double time and one-half (2 1/2) hourly pay he would regularly receive for working. Any employee working in excess his/her regular duty shift on any of the above listed holidays, shall receive time and one-half (1 1/2) for hours worked plus one (1) hour of premium pay for every two (2) hours In excess of eight ours worked on a holiday �br tl,'V,V�" oh Ro, a, �. �tl VV.,'sdr til V Vc lmlf, ,°78,w,}VpoWs I'V 1p„ua, or Sfiflk. Any employee working in excess his/her regular duty shift on any of the above listed holidays, shall receive time and one-half (1 1/2) for hours worked plus one (1) hour of premium pay for every two (2) hours in excess of nine (9) hours for employee's assigned to the Patrol Section's Midnight Shift. In the event an employee works less than eight (8) hours on any of the above days, he shall receive the regular hourly pay for such howl for which he does not work, which non -working hours shall be calculated by subtracting the total howl worked from eight (8). In the event that an employee is not scheduled to work on a day on which a holiday falls, he shall nevertheless receive eight (8) hours pay for the holiday in addition to his time off. Section 8.2. Personal Time: Each full-time employee shall earn four (4) hours per month off with pay during the calendar year. Said time shall not be charged against vacation or sick time. To be eligible, an employee must schedule the time and receive the approval of his/her supervisor. All personal time not used may be carried over to the next calendar year without loss, up to a maximum of seventy-two (72) hours. Officers who are eligible and request personal time cash -in payment, such payment shall be included in the officer's regular payroll check with the last payroll in March and the last payroll in September. 16 ARTICLE IX LEAVE OF ABSENCE Section 9.1. Absence from Work: All absences from work must be reported to the Supervisor in charge prior to assigned working shift pursuant to department policy. Section 9.2. Sick Leave: Each full-time employee shall earn eight (8) hours per month paid sick leave to be used when an Employee is physically unable to report to work. In the event that an Employee experiences a family emergency, the Officer may utilize sick leave for the purposes of caring for the Employee's immediate family. Employees may utilize no more than six (6) sick clays per year to care for a family member due to illness, injury, or a medical appointment. A family member is defined as a spouse, child, stepchild, mother, father, sibling, mother-in-law, father-in-law, grandparent, or stepgrandparent. The parties further agree that upon request of the Chief of Police or his designee the employee must provide explanation or verification of family emergency, including proof that his/her presence was necessary. These hours shall be earned on a monthly basis, so that beginning with January of each year each employee on full-time active duty shall be credited with eight (8) hours sick leave at the end of the month. An individual may accumulate up to four hundred eighty (480) hours of unused sick leave. Prior to February 1 st of each year, the Village shall calculate how many sick howl above four hundred eighty (480) have been credited to and remain unused by any given employee as of December 31 st of the previous year. If between December 31 st of the previous year and the following January 15th, the employee shall have notified the Finance Department of the Village in writing of his/her desire to continue to accumulate in one or more groups of forty-eight (48) hours above four hundred eighty (480) that have remained unused during the previous year, such employees shall be allowed to accumulate such additional time above and beyond four hundred eighty (480) hours to a maximum of seven hundred sixty-eight (768) howl. In February of each year, the Village, shall compensate the employee at the rate of fifty percent (50%) of the time accumulated above and beyond four hundred eighty (480) hours, or such other number of hours provided the Village has been notified such additional number to be accumulated and not compensated for as set forth hereinabove. Payment of requested sick leave shall be included with the last regular payroll in February. As to questions raised concerning sick leave, employees may be required to obtain a medical release before returning to work after being off from work for three (3) or more consecutive working days for their personal illness. 17 In those instances where the Village finds it necessary, based on reasonable suspicion, to verify an illness, they will visit the home only after making a call and getting no response. They reserve, however, the right to use other procedures to, in fact, verify the reported illness, if necessary, but in so doing to attempt to recognize the dignity and rights of the parties involved. Section 9.3. Funeral Leave: The Village agrees to allow any employee up to three (3) days leave with pay in order to attend the funeral of anyone in the immediate family or to attend to necessary related matters. Said time off shall not be charged to an employee's accrued time off. The immediate family shall include: father, mother, foster -father, foster -mother, step -father, step -mother, step -children, brother, sister, step -brother, step -sister, spouse, children, grandparents, grandchildren, father-in-law, mother-in-law, brother-in-law, sister-in-law, grandparents -in-law and includes a person who has an established civil union with the employee pursuant to Illinois law. Section 9.4. Military Leave: The Village will follow the minimum requirements upon applicable Federal or State laws as cited herein including, Illinois Serviceman's Employment Tenure Act under Illinois Compiled Statutes 330 ILLS 60/4. Section 9.5. 3ury Duty: Police Officers are granted regular compensation for their regular work days when serving on jury duty. 18 ARTICLE X EDUCATION BENEFITS Section 10.1. Travel and Meetins Expense Allowances: The Village, upon the Chiefs approval shall reimburse Police Officers for professional conferences and training seminars, providing such funds are available. Conventions, seminars, workshops, and conferences, generally of a national scope or regional (multi -state), gathering of national groups may be attended by Officers if the gathering of national groups is specifically related to his technical area. In all cases, specific approval by the Chief of Police is necessary. State-wide conventions, seminars, workshops and conferences may be attended by Officers. Attendees may include Police Officers who can be shown to have an interest in the gathering which directly relates to his/her area of work with specific approval of the Chief of Police. Any Police Officer attending any conferences, meeting, seminar or convention and being reimbursed by the Village or on Village payroll is expected to conduct themselves in a manner as if they were still at work. Any improper conduct will be treated as if it occurred during regular working hours. 19 ARTICLE XI GRIEVANCE PROCEDURE Section 11.1. Definition: A grievance is a difference of opinion between an employee and the Village with respect to the meaning or application of the express terms of this Agreement excluding matters within the jurisdiction of the Board of Fire and Police Commissioners. Section 11.2. Procedure for Grievance: Recognizing that it is to the benefit of all concerned to raise and settle grievances promptly, a g O y (i iiunedin�°"4°4lon � I �d)Of the time the Commented [t3]: As noted m the arbitrators decision reference grievant becomes aware of theifactse giving rise to the grievant g g g grievance. Ilre 2014 shift assignment grievances, he did not find for are Village on the argument of "limelitcss" as we contested the filings of all gievances based on the more limiting language of "calendar days." STEP ON E: The employee, with or without a Chapter representative, may take up a grievance The arbitrator applied the definition in section 11.6. Based on this niling, I recommend removing the "calendar" language for borne with the Watch Commander within five (5) c,,de, days of its occurrence. The Watch Commander contracts to prevent revisiting are issue by ann e adm nistrations. shall then attempt to adjust the matter and shall respond within five (5) caki ndiin days after such discussion. If the grievance is adjusted at Step One, the Supervisor shall notify the Chief and Chapter representative in writing within ten (10) days thereafter the nature of the grievance and its resolution. STEP TWO: if not adjusted in Step One, the grievance shall be reduced to writing and presented by the Chapter to the Chief of Police within ten (10) 6 lk: dna 9ffldays following the receipt of the Watch Commander's answer in Step One. The Chief of Police shall attempt to adjust the grievance as soon as possible, and therefore will schedule a meeting with the employee, his/her immediate Supervisor or Watch Commander, and Chapter Representative within ten (10) t fl nndar days after receipt of the grievance from the Chapter. The Chief of Police shall then render a decision, based on the supplied information during the meeting, within ten (10) d. flt: ddtiW days of the meeting. STEP THREE: If the grievance is not adjusted in Step Two, the grievance shall be submitted to the Village Manager or his designated representative within five (5) t nVt^nati8,indays of the receipt from the Chief of Police of his response to the Step Two procedure. A meeting shall be held at a mutually agreeable time and place and participants shall discuss the grievance and hopefully come to an equitable solution. If a grievance is settled as a result of such meeting, the settlement shall be reduced to writing and signed by the parties. If no settlement is reached, the Village Manager, or his designated representative, shall give the Chapter the Employer's answer within ten (10) fa In.4n d.i u us days following their meeting. STEP FOUR: a. If the Chapter is not satisfied with the decision of the Village Manager, the Chapter may appeal the grievance to arbitration by notifying the Village Manager in writing within ten (10) days after receipt of the Village Manager's response in Step 4. Within ten (10) callennd a r days of receipt of such request the Chapter and/or the Village shall request 20 a list of seven (7) arbitrators who shall be members in good standing of the National Academy of Arbitrators from the Federal Mediation and Conciliation Service (FMCS). Both the Village and the Chapter shall have the right to strike three (3) names from the panel. The order of alternate striking shall be determined by a coin toss, with the losing party starting by striking a name first. The person remaining shall be the arbitrator. Each party retains the right to reject one panel in its entirety and request that a new panel be submitted. The arbitrator shall fix the time and place of the hearing which shall be as soon as possible after his selection subject to the reasonable availability of Chapter and Village representatives. The Arbitrator shall be notified of his selection and shall be requested to set a time and place for the hearing subject to the availability of Chapter and Village representatives. The Village and Chapter shall have the right to request the Arbitrator to require the presence of witnesses or documents. Both parties may retain the right to employ legal counsel. b. The power of the arbitrator shall be limited to the interpretation and application of the written terms of this Agreement. In no event may the terms and provisions of the Agreement be deleted, modified or amended by the arbitrator. He shall consider and decide only the specific issue raised by the grievance as originally submitted in writing to the Village, and shall have no authority to make his decision on any issue not so submitted to him. The arbitrator shall submit in writing his decision within thirty (30) calendar days following close of the hearing or submission of briefs by the parties, whichever is later, unless the parties agree to an extension. In the event the arbitrator finds a violation of the Agreement, he shall determine an appropriate remedy. The decision of the arbitrator shall be final and binding on the parties. No decision or remedy of the arbitrator shall be retroactive beyond the period specified in Step 1 of this grievance procedure. Section 11.3. Fees and Expenses of Arbitration: The fee and expenses of the arbitrator and the cost of the written transcript, if requested by both parties, shall be divided equally between the Village and the Chapter provided, however, that each party shall fully bear the expense of preparing and presenting its own case including the costs of witnesses and other persons (not employed by the Village) it requires to attend the arbitration. Should only one party request a transcript, that party shall pay for the cost of the transcript. Section 11.4. General Rules: a. Any decision not appealed by the employee or the Chapter as provided within the time limits specified in each step shall be considered settled on the basis of the latest decision and shall not be subject to further appeal. Any grievance not answered within the time limits specified in each step shall be automatically appealed to the next step. However, 21 time limits at each step may be extended by mutual written agreement of the Chapter and the Village. b. No matter or action shall be treated as a grievance unless a grievance is filed in accordance with this Article. c. No grievance settlement made as a result of the grievance procedure shall contravene the provisions of this Agreement. Section 11.5. Notice of Union Representation: The Chapter shall certify to the Village the names of those officers who are designated as unit representatives. These officers shall be the only employees authorized to function as representatives on each respective shift and division. Section 11.6. Definitions: Days, as referred to in this Article, shall mean Monday through Friday, excluding holidays and weekends. Section 11.7. Miscellaneous Grievance Provision: All grievances shall set forth the specific grievance and contract provisions involved as well as the relief sought. All meetings shall take place in a manner which does not interfere with Village operations. Neither the grievant nor his representative shall be entitled to any overtime payments for time spent in processing or investigating a grievance. 22 ARTICLE XII DISCIPLINE Section 12.1. Procedure of DisCiDline: If the Village has reason to discipline an employee, it will take into consideration methods to do so which would not unduly embarrass the employee before other fellow employees or members of the public. Section 12.2. Jurisdiction of Fire and Police Commission: Disciplinary action or termination is subject to the jurisdiction of the Board of Fire and Police Commissioners according to the applicable State law. A copy of any written disciplinary action shall be provided in writing to the employee. It is understood that in the event the Commission, for any reason, ceases to have jurisdiction over disciplinary action or termination, the parties agree that Article XI, Grievance Procedure, shall be applicable for resolving issues or disputes relating to just cause discipline. Nothing in the article, however, shall be construed in such a manner as to make the reprimand, suspension or discharge of a probationary officer the subject of a hearing before the Board of Fire and Police Commissioners, or part of the Grievance Procedure. Disciplinary action given by or approved by the Board of Fire and Police Commissioners may be subject to the Grievance Procedure of the Agreement at Step 4 based on conditions set forth below. 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 4 of the Grievance Procedure not later than 10 r ah^rmIG��days _from the_,, - commented [t41: 13z1ete "caiendaf ' date of the disciplinary action given by or approved by the Board of Fire and Police Commissioners. 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 in a written form. 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 legal recourse. 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. Any disciplinary grievance filed without the required signed waiver shall not be subject to arbitration and the arbitrator shall be without jurisdiction to consider or rule upon it. 23 Section 12.3. Written Reprimand: In cases of written reprimand, notation of such reprimand shall become a part of the employee's personnel file and a copy given to the employee. Section 12.4. Puree of Personnel File: Any written reprimand shall be removed from the employee's record, if, from the date of the last reprimand, eighteen (18) months have passed from the date of the incident resulting in the written reprimand sought to be purged without the employee receiving any additional reprimands or disciplines. The parties agree that the removal of reprimand shall be on the written notice of the affected employee. Not withstanding the above, record of such discipline may be introduced when relevant at a disciplinary proceeding before the Board of Fire and Police Commissioners or arbitrator, whichever is applicable. Section 12.5. Personnel Fite: The Village agrees to abide by the lawful requirements of the "Personnel Record �eview-- - - Commented [t5]: Cleaned up to reflect proper uue or dre ae� Act," contained in Illinois Compiled Statutes, 8201LCS 40/1. 24 ARTICLE XIII INVESTIGATIONS CONCERNING OFFICERS Section 13.1. Right to Investigate: The Village agrees to abide by the lawful requirements of the Illinois Compiled Statutes 50 ILCS 725/1. Section 13.2. Right to Representation: Any Officer interviewed regarding any matter which may result in discipline against the Officer shall be entitled to representation by either a Union representative or Union attorney.[ - - - 25 Commented [t6]: Former Language: "Any officer interviewed regarding any matter which may result in discipline under 50 ILLS 725/1 shall be afforded ale protections available as stipulated by those statutes." ARTICLE XIV HOSPITALIZATION AND LIFE INSURANCE Section 14.1. Hospitalization: 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 program during the term of this Agreement. Nothwithstanding 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 effort 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 discuss and bargain over the impact of 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 will be offered as an alternative to the Village's existing health care plan. The Village and the Union shall meet to discuss and bargain over the impact of that 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: Effective January 1, 2017: 0latieBn #I {�onthty Pre®niurr�) tlption 92 LMO nthly Prerniurul Coverage TypelCo-Pay Type 11130 (`13005900) flan * 11ly'10 $300 single deductible ($25!$75) $900 family deductible Plan PPO ($50111$1500) Plan HMO $500 single deductible ($255100) $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 $227.00 Family Discount (30%)* $180.60 $180.60 $15890 $158.90 Doctor Co -pay $25.00 $25.00 $25.00 $25.00 Specialist: Doctor Co -pay $40.00 $50.00 $40.00 $50.00 Emergency Room Visit Co -Pay $75.00 $75.00 $75.00 $100.00 *Discount rate available for those who quallb 26 Effective 3anuary I7 20113: C/ntion #t LMonthly ilre-iurn) (3ption #2(Monthly Prerniu- Coverage Type/Co-Pay 'Pylae PPO ($300/$900) Plan * HMO $300 single deductible ($25/$75) $900 family deductible Plan PPO ($500/$1500) Plan HMO $500 single deductible ($25/$100) $1500 family deductible Plan Single $153.00 $153.00 $134.49 $134.49 Single Discount (10%)* $137.70 $137.70 $121.04 $121.04 Family $336.00 $336.00 5295.34 $295.34 Family Discount (30%)* $235.20 $235.20 $206.74 $206.74 Doctor Co -pay $25.00 $25.00 $25.00 $25.00 Specialist Doctor Co -pay $40.00 $50.00 $40.00 $50.00 Emergency Room Visit. Co -Pay $75.00 $75.00 $75.00 $100.00 *Discount rate available for those who puolifv. Effective January 1, 2019: Datlon #t Llonthly Pre-iurni ligation #2 tMonthly Prenaiu- Coverage Type/Co-Pay Type PPO ($300/$900) Plan * HMO $300 single deductible ($25/$75) $900 family deductible Plan O PPO ($500/$1500) Plan HMO $500 single deductible ($25/$100) $1500 family deductible Plan Single $153.00 $153.00 $134.49 $134.49 Single Discormt(10%)* $137.70 $137.70 $12L04 $121.04 Family $336.00 $336.00 529534 $295.34 Family Discount (30%)* $235.20 $235.20 $206.74 $206.74 Doctor Co -pay $25.00 $25.00 $25.00 $25.00 Specialist Doctor Co -pay $40.00 $50.00 $40.00 $50.00 Emergency Room Visit Co -Pay $75.00 $75.00 $75.00 $100.00 *Discount rate available for those who qualify. One-half of the employee's portion of the monthly premium cost; shall be deducted from employee's pay each pay period up to twenty-four (24) times per year. The co -pay amounts for employees apply to both the PPO/indemnity and HMO insurance programs. Employees who participate in the HMO will receive insurance coverage as dictated by the HMO provider. The co -payment level is established at 70% employer paid and 30% 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% employer paid and 10% employee paid for services rendered by a service provider who participates in the PPO. 27 The Village of Mount Prospect shall be allowed to raise the maximum out-of-pocket expenses to the following: 2% of the employee's pensionable pay for single coverage and 4% of the employee's pensionable pay for family coverage. The maximum out of pocket levels shall be established as illustrated in Appendix C. Health Management Participation Rewards: The Village will 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 4 out of the 5 biometric measurements. • Blood Pressure • Total Cholesterol (HDL, LDL) • Triglycerides • Glucose • Body Mass Index (BMI) Employees and/or spouses that do not meet the 4 out of 5 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 will not have any information as to what areas any employee or spouse may be deemed to be in an unhealthy range nor will the Village have any knowledge of any treatment. The information the Village will 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 will apply annually provided the criteria above is met. The discounts will be applied to monthly insurance premium charges in the amount of 10% for single coverage or 130°/for family coverage. If an employee has family coverage _the would not be eligible for aCommented [t7]: Village increased from 25T-1-1/T-------1 y _ single coverage discount if only the employee participated in the biometric program. 28 PPO Prescription Drug Card: The prescription co -payment amounts shall be as follows: Effective Date Generic Prescription Formulary Prescription Brand Non -Formulary Brand Prescription 1(1(2017 $20.00 $50.00 $75.00 1(1(2018 $20.00 $50.00 $85.00 1(1(2019 $20.00 $50.00 $85.00 There shall be no rnaximurn out-of'packet limit for annexal prescription co -payment amounts. HMO Prescription I)ru Card The prescription co -payment arnounts shall be as follows: Effective Date Generic Prescription Formulary Brand Non -Formulary Prescription Brand Prescription 1!1!2017 $20.00 $50.00 $75.00 11112018 $20.00 $50.00 $85.00 1(1(2019 $20.00 $50.00 $85.00 There shall be no maximum out-of-pocket limit for annual prescription co -payment amounts. General Prescription Drug Card Information (applicable to both PPO and HMO plans). Mail order drug prescriptions shall be available to employees to purchase up to a 90 day supply with the employee paying the appropriate co -pay amount that corresponds to the classification of the prescription be it generic, non -formulary, or formulary. All mail order prescription drugs shall be paid by the employee in an amount of 2 times the appropriate prescription co -pay level depending on the classification of the prescription drug ordered. Prescription drums that are considered Specialty drugs shall have a 350 co -payment amount - commented [t81: elan increase from $3oo m s3so eree�t��e P o lr t3 g - mount and shall not be subject to the out-of-pocket maximum. Prior to submitting a specialty drug Janna y i, zoic, 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. 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 29 that benefits are similar to those benefits in effect as of execution. Section 14.2. Life Insurance: The Village shall supply each Officer covered by this Agreement with tern life insurance with a face amount equal to fifty thousand dollars ($50,000). Said insurance shall be at no cost to each covered employee. If available from the life insurance provider of the Village, employees shall have the option of purchasing up to an additional $50,000 of life insurance above the amount provided by the Village provided the additional insurance coverage is at the employee's cost. Section 14.3. Continuation of Benefit: When an Officer is killed in the line of duty, the Village will pay the full premiums for the continuance of the then current health insurance for the spouse and minor children up to the age of eighteen (18) and shall continue to pay such premiums for a period of twenty-four months from the Officer's date of death or until the spouse and minor children are covered under a separate health insurance plan, unless required to provide a greater benefit under state or federal law. Section 14.4. Retiree Health Insurance Program: The Village agrees to offer for purchase to all retired bargaining unit employees of the Village of Mount Prospect Police Department, with a minimum of twenty (20) years service to the Village, health insurance as currently provided to members covered by this Agreement. The parties agree that should a retired employee choose to continue his/her health insurance, he/she is eligible only for the then current benefits provided bargaining unit employees, and that retiree is also responsible for payment of one hundred percent (100%) of the premiums for those benefits. The parties agree that retired employees of the Village of Mount Prospect Police Department shall be subject to changes in coverage and benefit levels as negotiated from time to time between the Employer and the Chapter. Section 14.5 Retiree Health Savings Plan Upon retirement, employees who meet the eligibility requirements and have accumulated Sick Leave must participate in the Retiree Health Savings (RHS) Plan. Eligibility for participation is defined as an employee who retires with at least twenty (20) years of service with the Village. Provided the employee is eligible to participate, the Village shall deposit up to four hundred and eighty (480) hours or sixty (60) days of sick leave converted to a dollar value using the employee's regular rate of pay into the RHS (herein referred to as "Trust") for the employee's use as defined by the regulations outlined by the Trust administrator. If an employee has accumulated sick leave hours above the four hundred and eighty (480) hours, but below the seven hundred and sixty-eight (768) maximum number of sick leave hours, the Village shall deposit into the employee's Trust account fifty (50)% of the value of the sick leave hours between four hundred and eighty (480) and seven hundred and sixty-eight (768) calculated on the employee's regular 30 hourly rate of pay. If an employee leaves the Village's employment, and does not meet the eligibility requirement for converting sick leave into the Trust, accumulated sick leave hours shall not be paid out at time of termination of employment for any reason. Section: 14.6 Personal Physical Fitness TestinE The Mount Prospect Police Department will conduct bi-annual voluntary physical fitness testing. This testing will be based on the Cooper Model, also known as the POWER Test, as used by the State of Illinois basic training academies. Employees who meet or exceed the Cooper Fitness Standards shall receive a one-time eight (8) hour bonus per calendar year at their straight time pay rate as an incentive. No employee shall be subject to disciplinary action for failing to meet the standards or goals of the physical fitness program described herein. If necessary, an Officer may participate in two bi-annual voluntary physical fitness tests per year, and if otherwise would be off duty, the officer shall be compensated at a minimum of two (2) hours at their straight time pay rate, or for the actual hours in attendance, whichever is greater. The maximum payout of straight time awarded in any calendar year will be eight (8) hours. Section 14.7 Section 125/Flex Plan Parflcivation The Village shall maintain a Flexible Compensation Plan whereby employees will be able to defer pre-tax earnings into individual spending accounts to be used for un -reimbursed medical expenses, dependent care costs up to a specified limit, and additional life insurance (provided such is applicable under IRS regulations). Employees shall elect to participate in the program annually and within thirty-one (3 1) days of hire for new employees. 31 ARTICLE XV DRUG AND ALCOHOLTESTING Section 15.1 Drui! and Alcohol Testhus, The Village may require employees to submit to a urinalysis test and/or other appropriate drug and/or alcohol testing at a time and place designated by the Village, provided that, in the opinion of the Police Chief or his designee, there is sufficient cause for such testing, defined for Pllff)OSeS Z, of this section as "reasonable and articulable suspicion". Said suspicion will be documented in a written report within twenty-four (24) hours of the employee being subjected to the test, with a verbal explanation of the primary reason(s) for suspicion being provided prior to the employee's submission to the test. . The Village may also require employees W participate in random drug and alcohol testing, provided that any such program shall be administered by a vendor who conducts U.S. Department of Transportation testing (i.e. the type of'testing outlined in 49 CFR, Part 40). Such outside vendor shall be asked to randomly test employees so that, on average, Lip to fifty -percent (50%) or the employees in the bargaining unit are tested in each calendar year. Tests shall be immediate result (results generally available within thirty (30) minutes) or delayed result tests. In the event of a positive result on an immediate result test, or at the time of any delayed result test, the employee may request that a blood sample be taken so that a blood test can be performed to verify any positive initial test result. All test results shall be submitted to the Police Chief and/or his designee for appropriate action. Prohibition. Use, sale, purchase, delivery, or possession of illegal drugs at any time and at any place, whether on or off the job; abuse of prescribed drugs; failure to report to the Cbiefor his designee any known adverse side effects of medication or prescription drug the employee is taking that is reasonably expected to affect the employee's performance; consumption or possession of alcohol while or) duty; or being impaired by or under the 4JILICTWe of alcohol while on duty shall be grounds for discipline. Officers who consume or possess prohibited substances as part of'their legitimate work duties, which have been approved and directed by the Chief of Police or his non - bargaining unit designee, will not be subject to discipline. Assistance. Officers who believe they may have a problem with the use or abuse of drugs and/or alcohol are encouraged to seek appropriate treatment and, when appropriate, request a reasonable accommodation (including time off for treatment, medical attention, and/or other reasons pursuant to applicable Village policy and law) without fear of retaliation or discipline provided no policy, CBA provision or SOP violation occurred prior to seeking and/or requesting assistance. It is understood an after the fact request for assistance will not excuse a prior policy, CBA provision and/or SOP violation. 32 ARTICLE XVI DISABILITY AND RETIREMENT BENEFITS Section 16.1. Employee Disability: Any employee injured on the job shall continue to receive his/her regular salary for up to one (1) year, without charge to his/her sick leave days. Employees shall sign and deliver any Workers' Compensation or similar payments to the Village while receiving the salary continuation benefits of this Article. At such time as the Village feels an employee is permanently disabled, the Village may refer the matter to the Board of Fire and Police Commissioners or a designated arbitrator depending on which party retains authority for such determinations. 33 ARTICLE XVII UNIFORM BENEFITS Section 17.1. Benefits: The Village agrees to provide each employee with a uniform allowance as follows: $650 shall be provided to the employee on their first regular payroll check in June each effective year of this agreement. The Village will determine the style and make of the prescribed uniform and equipment. To the extent that uniforms and equipment, in the opinion of the Village, become unserviceable in the line of duty, other than from normal wear and tear, the Village will replace the item without any charge against the uniform allowance. The parties agree that a newly hired Officer shall be allowed to receive his/her first two (2) years' uniform benefit upon hire for the purpose of purchasing his/her initial equipment. That benefit shall be an amount equal to two (2) years of the current uniform allowance provided that the officer will not receive a uniform allowance in the second year of their employment once the employee received the initial uniform allowance or the cost to buy uniforms and equipment, whichever is lower. Should the Officer work for the Village of Mount Prospect for less than two (2) years, he shall be responsible to reimburse the Village of Mount Prospect on a prorated basis, for the remaining full months of the two (2) year period. Should a new Officer elect to receive the first two (2) years accelerated uniform benefit, he shall not receive any benefit until he commences the third year of employment with the Mount Prospect Police Department. The employee shall be required to stand inspection and perform his job in the uniform prescribed with the equipment specified. Plainclothes Officers will stand inspection in the uniform prescribed at the time they went on plainclothes detail. If the uniform is changed, the Village shall buy the first issue (which shall not exceed one), unless the Village allows a twelve (12) month period between notice and mandatory effective date in which case the employee shall bear the expense of the change. Guns and leather shall be treated specially. If the Village specifies a new gun or leather for the future and specifies an effective date, it must bear the cost. If, however, no date is established, all new employees shall buy the prescribed equipment and any employee buying a replacement gun or leather shall buy the prescribed items. If an employee terminates employment within six (6) months of receipt of his or her uniform allowance payments, the employee shall reimburse the Village on a prorated monthly basis for the remaining full months of the fiscal year. 34 Section 17.2. Protective Vests The Employer agrees that it will replace protective vests for participating Officers on an as - needed basis using a five (5) year schedule based on the dates reflected in Appendix "B" attached hereto and incorporated herein. The parties further agree that if the Village purchases a protective vest for an Officer covered by this Agreement, then that Officer agrees that he/she shall wear that protective vest as part of his/her everyday uniform unless the affected Officer receives a written exception from the Chief or his designee. 35 ARTICLE XVIII OFF DUTY EMPLOYMENT Section 18.1. Employment Outside Department: The Parties agree that the current restrictions placed on outside employment shall remain in full force and effect during the term of this Agreement, as provided for in Department policy ADM - 104. 36 ARTICLE XIX SENIORITY Section 19.1. Seniority: The parties agree that they shall abide by the seniority rules as outlined under applicable Illinois law as amended. Section '19.2. Maintenance of Senioritv List: A current and up-to-date seniority list showing the names and length of service of each Police Officer shall be maintained for inspection by members and shall be updated on a semi-annual basis and shall be utilized in assisting the assignments of shifts pursuant to Section 5.2 of this agreement. 37 ARTICLE XX BOARD OF FIRE AND POLICE COMMISSIONERS Section 20.1. Board of Fire and Police Commissioners: The parties recognize that the Village of Mount Prospect Board of Fire and Police Commissioners has certain statutory authority over employees covered by this Agreement, including but not limited to the right to make, alter and enforce rules and regulations and impose disciplinary sanctions. Nothing in this Agreement is intended in any way to replace and diminish any such authority provided the Board of Fire and Police Commissioners is a duly authorized board by the Village. 38 ARTICLE XXI MATERNITY LEAVE Section 21.1. Maternitv Leave: Whenever a female Officer becomes aware that she is pregnant, she will notify her immediate Supervisor at which time the Department shall make the assignments it deems appropriate based on relevant medical data and available relevant work. The determination as to when a pregnant Officer should commence maternity leave prior to delivery will be made on a case by case basis, based on medical necessity and in accordance with Illinois Statutes. After an Officer has used all accumulated sick time, time due, and personal time, said Officer shall be placed on disability leave. Said Officer is then eligible to apply for disability benefits under pension rules. If directed to wear a uniform by the Supervisor, said Officer shall comply to a maternity type uniform acceptable to the Department. Said Officer shall be responsible for the costs of said imatemity uniform. 39 ARTICLE ]XII Family Medical Leave (FMLA) Section 22.1. Family Medical Leave (FMLA): It is understood by the parties that the Village must comply with the regulations of the Family Medical Leave Act, as amended regardless of conflicting terms of this Agreement. 40 ARTICLE XXIII SAVINGS CLAUSE Section 23.1. Savings Clause: In the event any Article, Section or portion of this Agreement should be held invalid and unenforceable by any board, agency or Court of competent jurisdiction, such decision shall apply only to the specific Article, Section or portion thereof specifically specified in the board, Court or agency decision; and upon issuance of such a decision, the Village and the Chapter agree to notify one another and to immediately begin negotiations on a substitute for the invalidated Article, Section or portion thereof. 41 ARTICLE XXIV ENTIRE AGREEMENT Section 24.1. Entire Agreement: This Agreement constitutes the complete and entire Agreement between the parties and concludes collective bargaining between the parties for its term. This Agreement supersedes and cancels all prior practices and agreements, whether written or oral, which conflict with the express terms of this Agreement. If a past practice is not addressed in this Agreement, it may be changed by the Employer as provided in the management rights clause, Article IL The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law or ordinance from the area of collective bargaining, and that the understanding and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. The Chapter specifically waives any right it may have to decision, impact or effects bargaining for the life of this Agreement. 42 ARTICLE XXV TERMINATION Section 25.1. Termination: This Agreement shall be effective as of the day after it is executed by both parties and shall remain in force and effect until December 31, 2019. It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing at least sixty (60) days prior to the anniversary date and not earlier than one hundred twenty (120) days prior to expiration that it desires to modify this Agreement. In the event that such notice is given, negotiations, if any, shall begin no later than sixty (60) days prior to the expiration date. Executed this day of , 2017. METROPOLITAN ALLIANCE OF VILLAGE OF MOUNT PROSPECT POLICE, MOUNT PROSPECT CHAPTER 84 KEITH GEORGE President, Metropolitan Alliance of Police JONATHAN .IUIIL President Mount Prospect MAP, Chapter #84 43 ARLENEJURACEK Mayor Village of'Mount Prospect KAREN AGORANOS Village Clerk Village of Mount Prospect Appendix A — Wage Rates 201.7-201.9 Effective Effective Effective Step 1/1/2017 1/1/2018 t/l/2019 Start $61,606 $63,054 $64,535 1 $63,314 $64,802 $66,325 2 $68,380 $69,987 $71,631 3 $73,849 $75,584 $77,361 4 $79,759 $81,634 $83,552 5 $86,139 $88,163 $90,235 6 $93,096 $95,284 $97,523 Market Market Market Adjustment Adjustment Adjustment 1/1/2017 1/1/2018 1/1/2019 N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A $500 $550 $600 Retroactive pay from date of execution of this Agreement back to January 1, 2017 shall be paid within thirty (30) days of the execution and ratification of the contract. Said retroactive pay shall include all straight, overtime, holiday hours and compensable hours worked. The Village reserves the right to hire Officers prior law enforcement experience up to the Year 5 wage level of the salary schedule. Longevity Pay After 5 years of Service After 10 years of service After 15 years of service After 20 years of service $600 $700 $800 I$900 , , Commented [t91: Increased from S400,$50 $600, and $700, respectively Employees shall receive longevity payments annually if their anniversary date predates December 31 and the employee is on the employer's payroll at that time. Longevity payments shall be included with the employee's regular payroll check for the first payroll in December. 44 Specialty Pay Investigator �$3,000 , — j Commented [t10]: Increased from $1,000 Foreign Language Interpreter $ 550 Evidence Technician $ 850 Breathalyzer Operator $ 650 Field Youth Officer $ 650 Range Officer $ 450 Accident Investigator $ 650 �I" ire/ALSon Investigator $ 650 , — Commented [til]: Separated from Accident Inves[igator Pay Police Training Officer $1,000 The above special assignments shall receive their incentive pay pro -rated on each check throughout the year commencing May 1. The employees assigned to the above classifications shall receive payment as listed, but shall be paid simultaneously for a maximum of three such assignments; provided however, Investigators shall only receive Investigator pay and Spanish Interpreter pay. C.P.O. Pa January 1, 2017 January 1, 2018 January 1, 2019 $2,800 annually $2,800 annually $2,800 annually Officers must attend and satisfactorily complete any required Departmental training �seminarsi_, _ - in order to receive C.P.O. pay. Officers shall be required to take and successfully pass an examination created and administered by the Police Chief for certification. Police Training Officer All Officers assigned as Police Training Officers shall be compensated at the rate of one (1) hour of pay at the affected Officers straight -time hourly rate of pay, for each day that Officer acts as a Police Training Officer. 45 Commented [t12]: Deleted: "all bargaining unit employees shall be entitled to C.P.O. pay upon completion of three (3) consecutive years of bargaining unit service; such" to allow for boosting entry level pay to be commensurate with surrounding agencies. Deleted: ".Any bargaining unit employees riot eligible for C.P.O. pay by virtue of not having enough years of service shall be entitled to a one-time, non -pensionable 5250 payment provided the employee did not receive C.P.O. pay between May 1, 2012 and the execution date of this Agreement" This language was applicable only dating the 20 12-20 16 contract. Deleted: "Employces hired after 9-9-97 shall he required to take and successfully pass im examination created and administered by the Police Chief for certification in addition to completion of tbree (3) consecutive years of collective bargaining unit service." to reflect application of CPO pay to years 1-3 of service to boost entry level pay. Appendix B Protective Vest Replacement Schedule: Full Name DOH LAST VEST NEXT VEST CHARAK, CRAIG D. 7/8/1988 8/16 8/21 NELSON, MICHAEL R. 6/12/1989 6/15 6/20 KERRIGAN, MAUREEN F. 3/15/1991 8/16 8/21 ETCHINGHAM, ROBERT K. 4/1/1993 8/16 8/21 SCHAPS, LEE R. 7/1/1993 8/16 8/21 OKON, DAVID A. 10/1/1993 8/16 8/21 NELSON, WILLIAM E. 4/1/1994 8/16 8/21 MELENDEZ, JOSE L. 1/2/1997 8/16 8/21 LANDEWEER, MICHAEL A. 4/3/1997 8/16 8/21 BECHTOLD, MARK A. 1/2/1998 8/16 8/21 FLOYD, BRIAN D. 4/1/1998 8/16 8/21 EVANS, MARGARET M. 7/1/1998 6/15 6/20 HOSKINSON, THOMAS J. 12/30/1998 8/16 8/21 MEISTER, MICHAEL A. 12/30/1998 6/15 6/20 SAMPSON, CHERYL L. 4/1/1999 6/15 6/20 SPARR, STEVAN R. 12/29/1999 6/15 6/20 JUHL, JONATHAN W. 7/5/2000 8/16 8/21 BERG, CHRISTOPHER J. 12/18/2000 6/15 6/20 OLLECH, DIRK E. 4/16/2001 5/12 5/17 BRADY, MICHAEL A. 8/28/2001 6/15 6/20 NEMEROW, JASON M. 8/28/2001 6/15 6/20 RONDEAU, CHRISTOPHER P. 5/1/2002 5/12 5/17 SILL, GREGORY T. 5/5/2003 5/12 5/17 FURR, BRYAN A. 5/5/2003 5/12 5/17 MOISE, BRIAN A. 9/9/2003 5/12 5/17 LIETZOW, ANTHONY G. 3/8/2004 5/12 5/17 TOLGYESI, FRANK A. 3/22/2004 5/12 5/17 AYALA, RAFAEL 7/6/2004 5/12 5/17 MARTINEZ, JR., MIGUEL A. 7/6/2004 5/12 5/17 FRANCES, WILLIAM 6/15/2004 6/15 6/20 CORNEJO, FRANCESCO 6/1/2006 1/12 1/17 SCHAPS, LISA M. 9/1/2006 8/16 8/21 DAVIS, LAURA 9/5/2006 8/16 8/21 TAYLOR, JEFFREY M. 9/5/2006 8/16 8/21 GLINER, JOSEPH A. 9/5/2006 8/16 8/21 FILIPEK, SCOTT M. 10/16/2006 5/12 5/17 ANZALONE, ANGELO J. 10/16/2006 5/12 5/17 46 TEEVAN, ALISON M. 2/12/2007 5/12 5/17 LABARBERA, RICHARD 3/28/2007 5/12 5/17 SANTI, SETH 6/1/2007 8/16 8/21 HENDERSON, JOHMEL 10/22/2007 1/13 1/18 WOOD, MICHAEL 10/22/2007 1/13 1/18 BARNETT, LESLEY 1/2/2008 1/13 1/18 WEISBERG, ANDREA 5/6/2008 1/13 1/18 ANGAROLA, MICHAEL 10/8/2008 6/14 6/19 RYAN, WILLIAM 10/8/2008 8/14 8/19 NAVA, ROBERT 12/18/2008 5/12 5/19 FALCO, ZACHARY 6/15/2009 6/14 6/19 CARLSON, DAVID 9/19/2011 8/16 8/21 MAVRAGANIS, NICHOLAS 6/18/2012 8/12 8/17 MURRAY, BRENTON 7/2/2012 8/12 8/17 MOLLEMA, MAGDALENA M. 4/1/2013 7/13 7/18 HERNANDEZ, PHILLIP P. 3/24/2014 7/14 7/19 SARIC, OGNJEN 3/24/2014 6/14 6/19 KNIPPEL, ERIC D. 6/30/2014 8/14 8/19 GIERA, BARTEK 6/30/2014 8/14 8/19 KIESS, ALEXA M. 12/29/2014 2/15 2/20 SHAFFER, WYLIE J. 3/23/2015 4/15 4/20 JOHANSEN, CHRISTOPHER C. 3/23/2015 4/15 4/20 DRAFFONE, ERIK R. 3/21/2016 6/16 6/21 TREJO, MIGUEL A. 3/21/2016 6/16 6/21 GARRITY, CONNOR T. 8/24/2016 8/16 8/21 47 Appendix C: Maximum Out of Pocket Rates - 2017-2019 48 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 $110,000 $119,999 $2,400 $4,800 48 RESOLUTION NO. A RESOLUTION TO APPROVE A COLLECTIVE BARGAINING AGREEMENT BETWEEN THE VILLAGE OF MOUNT PROSPECT, ILLINOIS AND THE METROPOLITAN ALLIANCE OF POLICE MOUNT PROSPECT POLICE CHAPTER #84 (TERM OF JANUARY 1, 2017 THROUGH DECEMBER 31, 2019) WHEREAS, the duly authorized representatives of the Village of Mount Prospect in good faith have negotiated a three- year collective bargaining agreement ("Agreement') with the Metropolitan Alliance of Police Mount Prospect Police Chapter #84 concerning wages, hours, terms, and other conditions of employment for the term January 1, 2017 through December 31, 2019; and WHEREAS, the agreement has been lawfully and properly ratified by the membership of the Metropolitan Alliance of Police Mount Prospect Police Chapter #84; and WHEREAS, the corporate authorities of the Village of Mount Prospect determined that it was in the best interests of the Village of Mount Prospect to authorize the "Agreement' between the Village of Mount Prospect and the Metropolitan Alliance of Police Mount Prospect Police Chapter #84 and made part of this resolution as Exhibit "A". NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND BOARD OF TRUSTEES OF THE VILLAGE OF MOUNT PROSPECT, COOK COUNTY, ILLINOIS: SECTION ONE: That the Mayor and Board of Trustees of the Village of Mount Prospect, Cook County, Illinois, have reviewed and approved the "Agreement' between the Village of Mount Prospect and the Metropolitan Alliance of Police Mount Prospect Police Chapter #84 attached as Exhibit "A" and made part of this Resolution. SECTION TWO: The Village Clerk shall transmit a certified copy of this Resolution to the President of the Metropolitan Alliance of Police Mount Prospect Police Chapter #84. SECTION THREE: That this Resolution shall be in full force and effect from and after its passage and approval in the manner provided by the law. AYES NAYS ABSENT: PASSED and APPROVED this _ day of September, 2017 Arlene A. Juracek Mayor ATTEST: Karen M. Agoranos Village Clerk