HomeMy WebLinkAboutRes 33-17 09/19/2017 TO APPROVE A COLLECTIVE BARGAINING AGREEMENT BETWEEN THE VILLAGE OF MOUNTRESOLUTION NO. 33-17
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: Grossi, Hatzis, Hoefert, Rogers, Saccotelli, Zadel
NAYS: None
ABSENT: None
PASSED and APPROVED this 191h day of September, 2017
I K&,, 04.&1 LjA_,,i_,
Arlene A. Jurac
Mayor
ATTEST;
Karen M. Agoranos
Village Clerk
I
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
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
78
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
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
Section 125/Flex Plan Participation
31
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
rya
42
ARTICLE XXV TERMINATION 43
Section
25.1 Termination 43
Appendix A: Salary Schedule 44
Compensation 44
Longevity Pay 44
Specialty Pay 46
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. Recognition, Probationafl 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. l't✓iana - ment Rights:
It is understood that the management and the direction of the working force is vested
exclusively to the Employer except as specified in the other Articles of this Agreement. It is the
Employer's right to hire, demote, suspend or discharge; layoff, promote, assign or transfer employees
to any job or any work, any time or anywhere; to increase or decrease the working force; to determine
the number and size of the work shifts; to determine the number of employees assigned to any work
or any job; to determine the hours of work per day or week; to make work rules for the purpose of
efficiency, safe practices and discipline; to establish performance standards and to review employees
under these standards; to determine the equipment to be used; to make technological changes; to
determine the number and location of its operations; to move, close or liquidate its operations in whole
or in part; to separate or reassign its employees in connection with said moving, closing or liquidating;
the right to transfer; to subcontract work; to determine the duties and production standards; to combine
jobs, to eliminate classifications or work; to require overtime work; and to fill new jobs and set a wage
rate subject to negotiations over such wage rate.
The rights and powers of management mentioned in this collective bargaining agreement do
not list or limit all such powers, and the rights listed together with all other rights, powers and
prerogatives of management, not specifically ceded in this Agreement remain vested exclusively in
management.
The exercise by management of, or its waiver of, or its failure to exercise its full right of
management or decision on any matter or occasion, shall not be a precedent or be binding on
management, shall not be the subject or basis of any grievance, shall not be admissible in any
arbitration proceeding. The right of management shall not be amended or limited by any claimed or
unwritten custom, past practice or informal agreement, nor by any claim that management has
claimed, condoned or tolerated any practice or any act or acts of any employees. No practice which
has developed, either with or without the consent of the Employer, shall be considered part of this
contract unless it is in writing and included in this contract.
Nothing in this Article shall abrogate or alter any other Article of this Agreement.
ARTICLE III
LAYOFF
Section 3.1. Reduction In Force and Reinstatement:
The Village in its discretion shall determine when and whether a reduction in force or
reinstatement are necessary. If the Village so determines that these conditions exist, employees
covered by this Agreement will be reduced or reinstated in accordance with their length of service
with the Village as provided in Illinois Compiled Statutes, 65 ILCS 5/10-2.1-18. All affected Officers
shall receive notice in writing of the layoff at least fifteen (15) calendar days in advance of the
effective date of such layoffs.
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. ;orngen�«€ation:
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 (15) minute roll call briefing. Each Officer shall
take a paid thirty (30) minute break each duty shift whether or not the period is used for food
consumption. An Officer who completes a full shift will be credited with eight (8) hours of "time
worked" for purposes of calculating premium overtime as required under the Fair Labor Standards
Act. If an Officer works a double shift, said Officer will be compensated a full eight (8) hours if
he/she works the entire second shift. An Officer called in to work a short shift will be compensated
for a full eight (8) hours if the entire shift is worked.
For purposes of calculating the accrual and use of paid time off the parties agree each day
shall consist of eight (8) hours, in keeping with the previous conduct of the parties, (i.e. vacation,
personal, time due, sick time of any other authorized and paid time off).
Midnight Shift Work Day: An Officer's duty shift is a nine (9) hour scheduled period of
time including a fifteen (15) minute roll call briefing. Each Officer shall take a paid thirty (30)
minute break each duty shift whether or not the period is used for food consumption. An Officer
who completes a full shift will be credited with eight (8) hours of "time worked" for purposes of
calculating premium overtime as required under the Fair Labor Standards Act. If an Officer works
a double shift, said Officer will be compensated for all hours worked after the termination of the
nine (9) hours shift if he/she works the entire second shift. An Officer called in to work a short
midnight shift (as defined in Section 5.4) will be compensated for a full (9) hours worked if the
entire shift is worked.
For purposes of calculating the accrual and use of paid time off the parties agree each day
shall consist of eight (8) hours, in keeping with the previous conduct of the parties, (i.e. vacation,
personal, time due, sick time of any other authorized and paid time off).
Annual Shift Assignments: Officers will be assigned to shifts on an annual basis
according to the following procedure:
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
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 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 (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
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 SpecialAssignments:
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-line/+Com ens to 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. Meetings:
Any Officer required to be at a mandatory meeting which immediately proceeds or follows
his regularly assigned duty shift shall be compensated for a minimum of two (2) hours at time and
one-half the Officer's hourly rate of pay. Any Officer covered by this Agreement required to be at a
mandatory meeting on his/her day off shall be compensated for a minimum of two (2) hours at time
and 1/2 the Officer's hourly rate of pay or four (4) hours straight time due. Said compensation
payment to be at the Officer's discretion.
Section 5.12. Work Breaks:
Breaks may be taken at the discretion of the Supervisor. The Supervisor shall ensure that
adequate coverage exists at all times during break periods. The Break period is considered on -duty
time and personnel are considered to be available for any assignment during any break period,
including all routine calls within their beat.
a]
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.. 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 Meetinas
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 Pro ray.
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 (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 I st 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 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.. ""vacationSchedule:
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.. "vacation Cash -in lea menta
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
31 st of the previous year. If between December 31 st of the previous year and the following January
15th, the employee shall have notified the Finance Department of the Village in writing of his/her
desire to continue to accumulate in one or more groups of forty-eight (48) hours above four hundred
eighty (480) that have remained unused during the previous year, such employees shall be allowed to
accumulate such additional time above and beyond four hundred eighty (480) hours to a maximum
of seven hundred sixty-eight (768) hours.
In February of each year, the Village, shall compensate the employee at the rate of fifty percent
(50%) of the time accumulated above and beyond four hundred eighty (480) hours, or such other
number of hours provided the Village has been notified such additional number to be accumulated
and not compensated for as set forth hereinabove. Payment of requested sick leave shall be included
with the last regular payroll in February.
As to questions raised concerning sick leave, employees may be required to obtain a medical
release before returning to work after being off from work for three (3) or more consecutive working
days for their personal illness.
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. 1ilitary 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 Meeting Expense Allowances:
The Village, upon the Chiefs approval shall reimburse Police Officers for professional
conferences and training seminars, providing such funds are available.
Conventions, seminars, workshops, and conferences, generally of a national scope or regional
(multi -state), gathering of national groups may be attended by Officers if the gathering of national
groups is specifically related to his technical area. In all cases, specific approval by the Chief of Police
is necessary.
State-wide conventions, seminars, workshops and conferences may be attended by Officers.
Attendees may include Police Officers who can be shown to have an interest in the gathering
which directly relates to his/her area of work with specific approval of the Chief of Police.
Any Police Officer attending any conferences, meeting, seminar or convention and being
reimbursed by the Village or on Village payroll is expected to conduct themselves in a manner as if
they were still at work. Any improper conduct will be treated as if it occurred during regular working
hours.
19
ARTICLE XI
GRIEVANCE PROCEDURE
Section 11.1. Definition:
A grievance is a difference of opinion between an employee and the Village with respect to
the meaning or application of the express terms of this Agreement excluding matters within the
jurisdiction of the Board of Fire and Police Commissioners.
Section 11.2. Procedure for Grievance:
Recognizing that it is to the benefit of all concerned to raise and settle grievances promptly, a
grievance must be raised within five (5) days (as defined in Section 11.6) of the time the grievant
becomes aware of the facts giving rise to the grievance.
S`l lay 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 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.
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 ofArbitration:.
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 123. 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 I.I. 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
ARTICLE XIV
HOSPITALIZATION AND LIFE INSURANCE
Section 14.1. Ito it lization:
The Village agrees to maintain in full force and effect for the life of this Agreement, a health
insurance benefits program for full-time employees. The Village agrees to pay any and all increases
in premiums for the current benefits 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 111(Monthly Premium
O tion #2 (MonthlX Premium
PPO ($300/$900) Plan *
HMO
PPO ($500/$1500) Plan
HMO
Coverage Type/Co-Pay Type
$300 single deductible
($25/$75)
$500 single deductible
($25/$100)
$900 family deductible
Plan
$1500 family deductible
Plan
Single
$116.00
$116.00
$102.00
$102.00
Single Discount (10%)*
$104.40
$104.40
$91.80
$91.80
Family
$258.00
$258.00
$227.00
$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
1 $40.00
$50.00
$40.00
$50.00
Emergency Room Visit Co -Pay
$75.00
$75.00
$75.00
$100.00
*Discount rote available f9r those wrho uoli
26
Effective January 1, 2018:
Option 111(Monthly Premium
Option #2(Monthly
Premium
PPO ($300/$900) Plan *
t ntlon # t(Monthly Premium
Option #2(Monthly Premium
HMO
PPO ($300/$900) Plan *
HMO
PPO ($500/$1500) Plan
HMO
Coverage Type/Co-Pay Type
$300 single deductible
($25/$75)
$500 single deductible
($25/$100)
Plan
$900 family deductible
Plan
$1500 family deductible
Plan
Single
$153.00
$153.00
$134.49
$134.49
$121.04
Single Discount (10%)*
$137.70
$137.70
$121.04
$121.04
Family Discount (30%)*
Family
$336.00
$336.00
$295.34
$295.34
$25.00
Family Discount (30%)*
$235.20
$235.20
$206.74
$206.74
$50.00
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
*t $=aunt rate avolloble for those whagugh f �.
Effective January 1, 2019:
Option 111(Monthly Premium
Option #2(Monthly
Premium
PPO ($300/$900) Plan *
HMO
PPO ($500/$1500) Plan
HMO
Coverage Type/Co-Pay Type
$300 single deductible
($25/$75)
$500 single deductible
($25/$100)
$900 family deductible
Plan
$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
$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 ovalloble for those who uoll ,
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.
RA
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 Particination 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 biornetric 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 Prescrie tion Druz Card:
The prescription co -payment amounts shall be as follows:
Effective Date Generic Prescription Formulary Brand Non -Formulary
Prescription Brand Prescription
1/1/2017 $20.00 $50.00 $75.00
_........ $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 Prescri tion Drug Card
The prescription co -payment amounts shall be as follows:
_.......... ............ .. _ _......
Effective Date Generic Prescription Formulary Brand Non -Formulary
Prescription 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 ........ $85.0_ ........ m
�_.
.� ....... 0 .._._....
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 Proivarn:
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 Testin
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 Drug and Alcohol Testin
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 Disabili
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.I. Enn to meat Outside lie artment.
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.. Seniori
The parties agree that they shall abide by the seniority rules as outlined under applicable
Illinois law as amended.
Section 19.2.. Maintenance of Seniori' 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. Materni!j 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 Leavy `MLA
Section 22.1.. Farni!y,, Medical Leave W MICA w
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 II. The parties acknowledge that
during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity
to make demands and proposals with respect to any subject or matter not removed by law or ordinance
from the area of collective bargaining, and that the understanding and agreements arrived at by the
parties after the exercise of that right and opportunity are set forth in this Agreement. The Chapter
specifically waives any right it may have to decision, impact or effects bargaining for the life of this
Agreement.
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
ARLENE JU C "
Mayor
Village of Mount Prospect
//'Aw A'e
KAREN AGORA OS
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 Market
Adj ustment Adjustment Adj ustment
1/1/2017 1/1/2018 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 y 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
ecialt I'
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. Pi
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 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
Appendix B
Protective Vest Replacement Schedule:
Full Name
DOH
LAST VEST
NEXT VEST
..._m......
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
E'
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 Ramie
Sin 1
F�amily.__...mm..
$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