HomeMy WebLinkAboutRes 32-21 08/17/2021 To approve a collective bargaining agreement between the Village of Mount Prospect, Illinois and the Mount Prospect Fire Union, Local 4119, International Association of Fire Fighters, AFL-CIO (Term of 01-01-22-12-31-24)RESOLUTION NO. 32-21
A RESOLUTION TO APPROVE A COLLECTIVE BARGAINING AGREEMENT BETWEEN THE VILLAGE OF MOUNT
PROSPECT, ILLINOIS AND THE MOUNT PROSPECT FIRE UNION, LOCAL 4119,
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO
TERM OF JANUARY 1 2022 THROUGH H DECEMBER 31 2024
WHEREAS, the duly authorized representatives of the Village of Mount Prospect in good faith have negotiated a three-
year collective bargaining agreement ("Agreement') with the Mount Prospect Fire Union, Local 4119 International
Association of Fire Fighters concerning wages, hours, terms, and other conditions of employment for the term January 1,
2022 through December 31, 2024; and
WHEREAS, the agreement has been lawfully and properly ratified by the membership of the Mount Prospect Fire Union,
Local 4119 International Association of Fire Fighters; and
WHEREAS, the corporate authorities of the Village of Mount Prospect determined that it was in the best interests of the
Village of Mount Prospect to authorize the "Agreement' between the Village of Mount Prospect and the Mount Prospect
Fire Union, Local 4119 International Association of Fire Fighters and made part of this resolution as Exhibit "A".
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND BOARD OF TRUSTEES OF THE VILLAGE OF
MOUNT PROSPECT, COOK COUNTY, ILLINOIS:
SECTION ONE: That the Mayor and Board of Trustees of the Village of Mount Prospect, Cook County, Illinois, have
reviewed and approved the "Agreement' between the Village of Mount Prospect and the Mount Prospect Fire Union, Local
4119 International Association of Fire Fighters attached as Exhibit "A" and made part of this Resolution.
SECTION TWO: The Village Clerk shall transmit a certified copy of this Resolution to the President of the Mount
Prospect Fire Union, Local 4119 International Association of Fire Fighters.
SECTION THREE: That this Resolution shall be in full force and effect from and after its passage and approval in the
manner provided by the law.
AYES: Filippone, Gens, Matuszak, Pissarreck, Rogers
NAYS: None
ABSENT: None
PASSED and APPROVED this 17th day of August, 2021
C�(t-
Colleen E. Saccotelli��
Mayor Pro -Tem
ATTEST:
L"It�"� '
Karen M. Agoranos
Village Clerk
Mount Prospect Fire Union,
Local 411.9,I.A.F.F..) AFL-CIO
January 1, 2022 to Decem'ber 31, 2024
HAHUMMUnionsTire Union\2022 Contract\Agreement Version s\2 0 2 2- 2024ji reCon tract—F i na) pdf
Preamble.................................................................................................
.......1
ArticleI - Recognition...................................................................
„.........................1
1.1
Recognition.................................................«...,...,,.,.....,....,,.....,.....1
1.2
Fair Representation.........,,..«.................................................................1
1.3
Gender..........................................................................................«1
1.4
Notification..............................................«,............,.....«,,..,.......,a..,.l
Article II - Membership and Dues Deduction..........................................................3
2.1
Dues Check-off ............ .............w«a...,........,...,............,...,..„..............
.3
2.2
Indemnification................................ . ...............
. ... „ .. , ... , ......... , ....., .... ,.,3
Articleiii -
Hours of Work and Overtime................................................................4
3.1
Purpose.............................«.......,,....,............................,....,,...,,.....4
3.2
Normal Work Day and Work Schedule.,. .......
_.4
3.3
Kelly Days................................<......,.......................,.............,.„,......4
3.4
Comp Time.....................................................................................4
3.5
Overtime Rate.........................................................................„..,....8
3.6
Special Overtime...............
............ .............., , ... «...8
3.7
Callback/Call Overrun.....................................«,.....,........,.........,........9
3.8
Hireback Policy ................................................................................9
3.9
Acting Officer......................................«..,................................,......9
3.10
Forced Back............................................,«,,.,,.........................,......,10
3.11
Light Duty Hours..................................................»...«.......,....,,,........10
3.12
Special Duty Pay...................................................................
. ...... . . ..10
3.13
Light Duty Work Assignments (Non work related
Illness or Injury)..................11
Article IV - Wages and Compensation...................................................................13
4.1
Salary and Incentives..........................................................................13
4.2
Specialty Certifications.. . . . . ... «............. , ....................
, . , , ...... , ..........13
4.3
Longevity.... ...... ...... .....
............ ....... 14
4.4
Holiday.............................................................«,..............,.,,.........
14
4.5
Pyramiding..........................................................«.,.....,..................14
4.6
Paramedic Preceptor Pay....... , ... « ....... . ....... . .
.... . .. . ............... . . .. . ..........15
Article V -
Management Rights - Rules and Regulations............................................16
5.1
Management Rights.....................................>,.....,,..........,..,..,....„......16
5.2
Rules and Regulations.......................«.....,...,......,..,......,.,......,.,,......,.16
Article VI -
No Strikes - No Lockouts.....................................................................18
Article VII
- Grievance Procedure........................................................................19
7.1
Definition of Grievance. . ......
.......... - ... 19
7.2
Grievance Committee Representatives ...................... . ................ . .. «..... • . • • 19
7.3
Grievance Procedure.....................................
. ................ . . .................19
7.4
Arbitrator's Authority.............................................«.,.,..,,................
22
7.5
Decision and Fee.............................«................,......«,....,....,,........,....22
7.6
Time Limits............................«.......,........,.,..,,.......,........,........,.....23
7.7 Union Rights............................................................................».....».23
7.8 Standards for Processing Union Grievances..................................„...........23
Article VIII - Leaves of Absence................................................................... Y........24
8.1 Vacation - Policy, Accrual, Use and Accrual, Termination, Reimbursement,
Selection..................................................................................... .
24
8.2 Union Business... . . ...................................................................... -.26
8.3 Personal Days..................................................................... . .... --...26
.....26
8.4 Sick Leave - Policy, Accrual, Reimbursement, and Guidelines .......................26
8.5 Duty Injury,Illness, Disability (Worker'sCompensation) Leave..... ..... ..»..,.„»»..28
8.6 Family and Medical Leave. . ...... ................. ................. 28
8.7 Educational Leave..................................................„..........................28
8.8 Vacation Pay on Separation and Return .........................................„.........28
8.9 Accrual of Benefits and Compensation While on Leave.................................29
8.10 Witness Leave...............„„..................,.,,,.....,..................................29
8.11 Military Leave...........„,,........„..........................................................30
8.12 Jury Duty.................................»..................„...................................30
8.13 Bereavement Leave.. ..... ......................................... 30
ArticleIX- Seniority.......................................................................„.»....,...,......31
9.1
Definition....................................................................................„..31
10.7
9.2
Probationary Period..................................»...,.„.,...».........,.............,..32
10.8
9.3
Certificate of Appointment.„.................».....,..,....,,....,,„.....,..........,.....32
10.9
9.4
Layoff and Recall...............................................„..,...„„..„.................33
10.10
Article X - Health
and Welfare.............................................................................34
Article XI - General Provisions.......................„....................»„.„.............................38
10.1
Medical Exams................................„..............,„........,....................34
Trade Days.......................................„.„.........»..„.........,............».»,,..38
10.2
Group Health and Medical Insurance.........,„.....„.„...................................34
Joint Safety Committee......................................................................39
10.3
Group Health and Medical Insurance: Surviving Dependents ...........................35
Indemnification of Employees.............................................................39
10.4
Life Insurance.... ....... - ......... .............. - ... .........
35
10.5
Dental Insurance...»,.».»,,...,..,».„.,.»»..............................».......».,..........35
Living Conditions............................................................................40
10.6
IRC 125/Flex-Comp Program ............ . .... . ....... . ...................................35
10.7
Employee Assistance Program .......... . . . . » ............ , .......... , .....................36
10.8
Deferred Compensation Programs...............»..„..,.M,.„.............................36
10.9
Credit Union............................................„.,...........„......................36
10.10
Post Employment Savings Account (VEBA).. . ............... . ................... --.36
. „ ...36
Article XI - General Provisions.......................„....................»„.„.............................38
11.1
Trade Days.......................................„.„.........»..„.........,............».»,,..38
11.2
Joint Safety Committee......................................................................39
11.3
Indemnification of Employees.............................................................39
11.4
Drugs and Alcohol, Employee Confidentiality, Chronic Communicable Diseases ...
40
11.5
Living Conditions............................................................................40
11.6
Bulletin Boards...................„..,....»,...............,...,...„,.»»,...........„„,...»»»»,.40
11.7
Smoking................„...............,...,.,».,,.......,.»..................................40
11.8
Physical Fitness Program .......„.,....„.....M.............................».................40
11.9 Secondary Employment...... . .......... ................. 41
11.10 Subcontracting.. ... ..«...............«...,.......«.«.........,......„..w„«...................42
11.11 Station/Shift Change ..........................................
........ ........... __43
Article XII — Uniforms, Protective Clothing and Equipment.........................................44
12.1 Uniforms .................... ____ ............ .««..«......,...................
,........ .....44
12.2 Protective Clothing.. . ...... ..........
_45
Article XIII — Discipline and Discharge, Investigations................................................47
13.1 Discipline....................................«.....«.,.......,..........................,...,,...47
13.2 Investigations..........................................................
«..«.,....,.«.«._...47
13.3 Discipline and Discharge ............. . ....................
. ........... « «, ....... , ...........47
13.4 Personnel File ...... ........«.......... .,...____ ...... ___
.......... ....,.,...,...... ..48
Article XIV — Accrued Leave Reimbursement Upon
Retirement, Resignation,
Reduction.............................................................................................49
Article XV — Labor -Management Meetings.............................................................50
ArticleXVI — Promotions..................................................................................51
ArticleXVII — Savings Clause ....................................... «. «...................,..................60
Article XVIII — Precedence of Agreement vs. Ordinance.............................................60
Article XIX — Entire Agreement...........................................................................61
ArticleXX— Duration and Termination..................................................................64
20.1 Duration ................... «.».«...«...,..,.......,.....................
...... .................. 64
20.2 Signature...........................«.««...........,....,...,..................e.................64
Dues Deduction Form.............................................................................Appendix A
Salary Schedule ..................................... «..............................................Appendix
B
Drugsand Alcohol.................................................................................Appendix C
Request to Inspect/Copy Personnel File........................................................Appendix
D
TradeDay Form...................................................................................Appendix
E
Grievance Form........................................................... «........................Appendix
F
Group Health and Medical Insurance.........................................................Appendix
G
Election to Arbitrate Disciplinary Action ......................................................Appendix H
Outside Employment Request Form..........................................................Appendix I
Fire Department Promotional Act.............................................................Appendix
J
Personal Time Standard Operations Guidelines (SOG) ..................................Appendix K
PREAMBLE
THIS AGREEMENT is entered into by and between the Village Of Mount Prospect,
(hereinafter "Village") and the Mount Prospect Firefighters Union, Local 4119, I.A.F.F., AFL-CIO
(hereinafter "Union"). It is the intent and purpose of this Agreement to set forth the parties'
agreement with respect to the rates of pay, hours of employment, fringe benefits, and all other
conditions of this Agreement; to prevent interruptions of work and interference with the operations
of the Village; to encourage and improve efficiency and productivity; and to provide procedures for
the prompt, impartial, and peaceful adjustment of grievances as provided herein.
ARTICLE I
RECOGNITION
1.1 11gco nition - The Village recognizes the Union as the sole and exclusive collective
bargaining representative for all probationary and non -probationary employees who are sworn or
commissioned full-time firefighters and firefighter/paramedics, Lieutenant, Lieutenant/paramedics
below the rank of Battalion Chief. Excluded are all other employees, including but not limited to
sworn or commissioned full-time firefighters at the rank of battalion chief or above, the positions of
fire chief, deputy fire chief, fire prevention supervisor and training officer, all part time or temporary
employees, all auxiliary, reserve, volunteer or paid on call firefighters, all employees excluded from
the definition of firefighter as defined in subsection 16.03(g-1) of the Illinois Public Labor Relations
Act. All civilian employees, all non -fire department employees, and all other managerial
supervisory, confidential, professional and short-term employees as defined by the Illinois Public
Relations Act as it existed on January 1, 2000.
1.2 I air Representation -The Union recognizes its responsibility as bargaining agent and
agrees fairly to represent all employees in the bargaining unit, whether or not they are members of
the Union. The Union's duty of fair representation shall be carried out with standards enunciated by
the U.S. Supreme Court in Vacg_v,,...,, 386 US 171, and its progeny.
1.3 Gendew• _. Whenever the male gender is used in this Agreement, it shall be construed to
include both males and females equally.
1.4 Notification - All forms of notification unless otherwise specified to the Village shall be
hand delivered to the Fire Chief or his Designee in his absence. The Union shall identify in writing
its officers, stewards, and employee representatives to the employer. Such representatives shall be
the only individuals the employer is required to communicate with regard to Union/Management
matters.
ra
ARTICLE II
MEMBERSHIP AND DUES DEDUCTION
2.1 Dues Check -off - The Village will deduct from each employee's paychecks the
uniform, regular Union dues twenty-six (26) times per year for each employee in the bargaining
unit who has filed with the Village the authorization form attached as Appendix "A". The actual
dues amount deducted, as determined by the Union, shall be uniform for each employee in order
to ease the Village's burden in administering this provision. The Union may change the fixed
uniform dollar amount twice each year during the life of this Agreement by giving the Village at
least thirty (30) days notice in writing of any change in the amount of the uniform dues to be
deducted. The Village shall remit the total amount of the dues deducted, together with a list of
the employees from whom dues have been deducted, to the person designated by the Union in
writing not later than fifteen (15) days after the issuance of each paycheck from which dues have
been deducted.
If an employee has no earnings or insufficient earnings to cover the amount of the dues
deduction, the Union shall be responsible for collection of dues. The Union agrees to refund to the
employee any amounts paid to the Union in error on account of this dues deduction provision.
2.2 Indemnification - The Union shall indemnify and hold harmless the Village, its elected
representatives, officers, administrators, agents and employees from and against any and all claims,
demands, actions, complaints, suits or other forms of liability (monetary or otherwise) that arise out
of or by reason of any action taken or not taken by the Village for the purpose of complying with the
provisions of this Article, or in reliance on any written check -off authorization furnished by the
Union under any such provisions. This indemnification provision shall not extend to errors that are
solely the fault of the Village.
ARTICLE III
HOURS OF WORK AND OVERTIME
3.1 Purpose — This article is intended to define the normal hours of work and to provide the
basis for the calculation and payment of overtime. It shall not be construed as a guarantee of hours of
work per day, per week, or work cycle, or of days of work per week, per month or per work cycle. In
the event there is a lack of work which the employer believes is a change in the normal work
schedule as defined in Section 3.2, the procedures of Article 18 shall be followed.
3.2 Normal Wcark 1! and (ti: .S e+dule - The normal shift schedule for Firefighters and
Firefighter/Paramedics shall be twenty-four (24) consecutive hours of duty, beginning at 08:00,
followed by forty-eight (48) consecutive hours off duty. For FLSA purposes the work cycle shall be
twenty-eight (28) days.
3.3 Kelly !a s - Kelly Days shall be selected in accordance with [Article 8.1(e)]. The hours of
work shall be reduced by scheduling off each employee thirteen (13) shifts hereby referred to as
"Kelly Days", thereby reducing the average work week to fifty (50) hours and annual hours of work
to 2600.
3.4 C+ nnp fine - When an employee works overtime in accordance with Section 3.5, he may
elect to bank the hours as compensatory time in lieu of receiving monetary compensation in that pay
period. In consideration of the Village offering this limited compensatory time benefit, the Village
and the Union agree, in furtherance of Section 7(o)(5) of the Fair Labor Standards Act, to place
restrictions on the use of compensatory time under circumstances which they agree would constitute
an "undue disruption" of the Department's operations. This banked time may be used to take time
off at a future date or in the case of a personal emergency where time off is needed. At any time an
employee may request pay in exchange for earned compensatory time.
Banked Compensatory Time may be accumulated in increments of no less than one-half
hours at a time. Time shall be banked at a rate of 1.5 times the number of hours worked (e.g., 24
hours worked equals 36 hours banked).
If time worked is to be banked, all of it must be banked (i.e., if 24 hours worked, all 36 must
be banked if electing to do so). However, if the full amount would cause the balance accrued to
.19
exceed the maximum 72 hours, only that which will bring the balance to 72 hours will be banked and
the remainder will be paid as overtime. A maximum of 72 hours may be held in the bank at any one
time and a maximum of 144 hours can be accrued in any calendar year.
The following procedure shall be followed for utilizing the Compensation Time Bank not
covered by Section8.1:
a (teigwti,ii.(Time an: In order to request Compensatory.naln ftciy k
Time, the employee must have the time in the bank. A request to use Compensatory Time
shall be by the electronic scheduling software program, or via e-mail in the case of the
unavailability of the software. Requests will be recorded with the date and time they are
received. In general, the employee should provide as much advance notice of the request as
possible. The employee should notify the Shift Commander no earlier than 14 days prior to
the requested time off and no later than 6:30 a.m. on the day of the requested Compensatory
Time usage. Requests for Compensatory Time after 6:30 a.m. on the date of requested usage
will not be honored, except in an emergency as approved by the Chief (or his designee) or in
the event of a same day leave request where the request will not cause overtime.
b) _L i du m r vc QW: If overtime is necessary to cover the employee's
requested time off under this Section (i.e., the employee's leave will cause or has caused the
shift to fall below the Chief's established minimum shift staffing) the Shift Commander shall
so advise the employee. The determination of whether overtime will be necessary to cover
the time off will be made when the time off request is received and acknowledged by the
Shift Commander. Overtime rules shall apply in order to fill vacancies caused by a
Compensatory Time request except as expressly modified by this Article. It is agreed by the
parties that the implementation of such Compensatory Time rules will necessitate additional
administrative and operational efforts in order to fill such Compensatory Time slot(s), thus
causing undue disruption to the Department's operation. The Compensatory Time must be
requested in an allotment of a minimum of four (4) hours. This minimum requirement may
be met in combination with other paid time off (e.g. Personal time). If overtime is necessary
to cover the employee's requested time off under this Section, the parties hereto agree that
E
such request cannot be filled within a reasonable period of time without unduly disrupting
the operations of the Fire Department. In such case, the employee shall have the following
options:
i) to withdraw the request ; or,
ii) take the leave requested.
If the leave requested causes overtime, the scheduled employee taking the leave shall
be designated as having taken an "unduly disruptive day" and the scheduled employee's
Compensatory Time bank shall be reduced by time and one-half for each hour granted off
(e.g., 24 hour Compensatory Time at time and one half equals a 36 hour reduction in the
Compensatory Time bank). If no overtime is required, the request shall not be deemed
unduly disruptive, and the employee taking the leave shall have his Compensatory Time bank
reduced hour for hour (e.g., 24 hours off equals a 24 hours reduction in the Compensatory
Time bank).
If the Village is unable to secure an off duty employee to fill the requested
Compensatory Time slot at all, then the request may be denied in its entirety as unduly
disruptive. No forcebacks will occur as a result of the usage of Compensatory Time.
c)1i1in�C'rrlllytct�_I;ttrt�lecfw,t,: Requests for usage of Compensatory
Time under this Section will be prioritized in the order in which they are received. If the
requirements of specific assignments cannot be met the request will be denied. If sufficient
replacement personnel cannot be obtained to meet the number of Compensatory Time
requests, the requests will be denied in reverse order of request reception. When attempting
to fill a request, no more than one (1) complete round of calls will be made. ,
d) lrn err►nification: Inconsideration of the Village's agreement to allow employees
to establish Compensatory Time banks and to schedule Compensatory Time in accordance
with the terms and conditions of this Section, the Union agrees to the following:
i) Subject to the parties' agreements and adoption of the alternative procedure
described in Paragraph (b), the Union and its bargaining unit members agree
to defend, indemnify, save and hold harmless the Village, its officers, agents
and employees, from any and all damages, costs, expenses and penalties
arising from any complaint or allegation that these restrictions on the use of
Compensatory Time do not comply with Section 7(o)(5) of the Fair Labor
Standards Act regarding the use of Compensatory Time.
ii) Any and all disputes that may arise between the parties, including disputes
raised by the Union or by any bargaining unit member, as to the
administration of this Section, shall be resolved through the grievance
procedure of this Agreement. The parties' agreement to utilize the grievance
procedure to resolve any disputes arising under this Section is based upon the
authority vested in them under 8 and 15(b) of the Act, 5 ILCS 315/15(b).
Such agreement is also made in reliance upon the Supreme Court's decision
in 14 Penn Plaza LLC v. Pyett, 129 S.Ct. 1456, 186 LRRM 2065 (2009), that
such disputes shall include claims or allegations that any restrictions on the
use of time due available to employees from their compensatory time banks
as established under this Section do not comply with 7(o)(5) of the FLSA, 29
USCA 207. In the event that any such grievance is advanced to arbitration,
the parties further stipulate and agree that the arbitrator's remedial authority
shall be limited to making the grievant(s) whole by granting, consistent with
applicable 7(o) standards of the FLSA, the cash value of any time due in
dispute based on the then -applicable overtime rate and shall have no authority
to award any attorneys' fees or any penalties against the parties.
The parties agree that if the Union or a bargaining unit employee files a
lawsuit or complaint in any form alleging a violation of Section 7(o), this
arbitration agreement may be raised as an absolute defense to such lawsuit.
The Union agrees that it will join the Employer in any motion to dismiss the
lawsuit and/or to compel arbitration.
e) tlrtst_cItlgg3tly Iac%;(ptcllr. If any of the principles contained in this
Article are found to violate the terms of the FLSA by a court of competent jurisdiction, the
7
Village may elect: (a) to have this Section immediately sunset, subject to the subsequent
duty to meet and negotiate as provided in Article 19 of this Agreement; and/or (b) to buy
back some or all time due to bargaining unit members immediately or over a reasonable
period of time; and/or (c) to allow employees to utilize accrued Compensatory Time at
mutually agreed times.
3.5 Overtime Rate - Employees shall receive overtime pay or compensation time, if
applicable, at the rate of time and one-half their straight hourly rate for all work performed beyond
their normally scheduled hours. Overtime shall be rounded to the next fifteen (15) minute increment.
3.6 S
jecial Overtime — The Village acknowledges that certain work involving secondary
employment has been regularly assigned and performed by bargaining unit employees and certain
non -bargaining unit employees assigned to the Bureau.
Employees have been assigned the following positions as secondary employment during their
off duty hours:
Fire Prevention Bureau work duties, including, but not limited to public education.
• Off -Duty medical exams (ordered by the department).
Project hours (must have prior approval)
• POC drill instruction or special training exercises.
Assisting with new hire exams.
Drill instruction and preparation (must have prior approval).
The Village agrees to continue its past practice with respect to such assignments during the
term of this agreement.
In accordance with 7 (g) of the FLSA, the parties agree that the base rate for such secondary
employment work shall be as follows:
Effective Date FF/P Base Rate
January 1, 2022 $27.19
January 1, 2023 $27.86
January 1, 2024 $28.53
FF/P Overtime Rate
$40.79
$41.78
$42.80
8
Effective Date LT/P Base Rate LT/P Overtime Rate
_..... ............
January 1, 2022 $32.49 $48.73
January 1, 2023 $33.28 $49.92
January 1, 2024 $34.09 $51.14
All assigned hours worked in these positions shall be performed at 1 1/2 times the base rate listed
above.
3.7Callback/Call Overrun - Any employee required to stay beyond their normal shift
release time of 08:00 due to a call overrun, or who is called back to duty for the purpose of staffing
reserve equipment shall receive a minimum of one (1) hour pay at the overtime rate.
3.8 lircback !21ic - The following rules shall apply: The hireback distribution shall only
apply to fill shift assignments covered by this Agreement.
A computerized overtime list shall be established to track all hireback hours worked.
Overtime hours shall be reset to zero annually.
Special Event Hirebacks shall not count towards your main hireback hours.
The Fire Department Administration shall endeavor to work with current wireless communications
devices currently carried by employees, where applicable. Procedures for selecting hirebacks shall be
in accordance with SOG 1202 — 07/21 R
3.9 Atiu . Olc°° —This provision shall be effective the date of the execution of the
contract between the Village and the Union.
An employee must have the minimum requirements as defined by this section. Determining
which employee fills the acting officer position will be chosen in the following order:
a. The employees which have made the current final promotional list.
b. Employees who participated and completed the most recent promotional examination.
c. The next most qualified at the discretion of the Fire Chief or his designee.
All employees assigned to acting positions, either Acting Lieutenant or Acting Battalion Chief shall
6
receive the pay differential between their position and the equivalent position they are assigned to,
i.e. firefighter/paramedic to Lieutenant Paramedic or Lieutenant to Battalion Chief.
3.10 Forced Back - If a hire -back is required, as determined by the Fire Chief or his
designee, and there are no volunteers or an insufficient number of volunteers to fill a hire -back, an
employee(s) from the off -going shift shall be forced back. The Shift Commander shall force back the
employee that is permanently assigned to the off -coming shift, was/is on duty, and next in line on the
Force Back list. Once an employee is made aware of a force back, the employee may obtain a
qualified replacement to work the hours designated by the Fire Chief or his designee, subject to the
Fire Chief's approval. An on -duty Union representative will also be notified by the Fire Chiefs
designee to assist in providing coverage for the hours. Forced back hours will not count towards
overtime hours accrued. Forced back employees are forced back at the overtime rate. If a force back
employee finds a qualified replacement, approved by the Fire Chief or his designee, the hireback
hours will count towards overtime hours accrued.
The Force Back list shall be assembled in reverse seniority as of January 1, 2019 and reset
each year. An employee who is forced back, regardless of the amount of time worked while forced
back, will have his name rotated to the bottom of the Force Back List. Any employee who replaces a
force back will not be rotated on the Force Back List. All new employees will be slotted at the top of
the Force Back List. All Special Event hirebacks will be considered a forceback thus his name will
be rotated to bottom of Force Back List.
3.11 Li ht Du Hours - Light Duty assignments shall be assigned consistently with
the provisions outlined in Fire Department SOG 1204 - 07/21 R Light Duty Assignment.
3.12 ccial llu 1'a�a When approved by the Fire Chief, employees shall be paid for
overtime hours to attend a state/federally declared disaster or related training based on an approved
work log or (similar document) and in accordance with the reimbursement guidelines of the
sponsoring agency. A supervisor or other responsible authority must sign the document.
Regular work hours (shift days), as defined in Section 3.2, shall be deducted from the total
number of hours. For example: If the work log shows that an employee worked 72 hours in a seven
day period, the employee's regular work hours (24-hour shift days) shall be deducted from the total
10
number of hours. The remaining hours shall then be paid at the Overtime Rate. Travel time is
considered part of the work time for a deployment.
Any Vacation Days previously scheduled during a deployment shall be rescheduled during
the same calendar year, if possible. At no time, however, shall a Vacation Day be rescheduled more
than one year past the date of the deployment. Kelly Days are considered work reduction days and
any hours worked on these days during a deployment shall be paid at the Overtime Rate.
3,l 3 Iii lat Du Work Asci nmeuts '1ra wark related Illness qEjRjyryh
The Department shall attempt to provide light duty assignments to employees unable to
perform their regular duties as a result of an injury or illness that is not related to work performed for
the Village. Light duty assignments are not automatic and will be offered on a case-by-case basis
based on the employee's medical evaluation and the needs of the Department. It is clearly understood
that nothing in this Section shall be construed to require the Village to create light duty assignments
for an employee.
Before an employee is considered eligible for light duty, he/she must have a Return to
Work/No Work Certification form, completed by a health care provider indicating the employee's
ability to work light duty (and any applicable restrictions). The certification must also indicate a
projected date for their return to full duty. The Fire Chief reserves the right to require the employee
to submit to an evaluation by a health care provider selected by the Village for this purpose; if the
two doctors disagree then the Union and the Employer will jointly select a third doctor to resolve the
disagreement.
The Fire Chief shall make the final decision as to whether or not an employee will be offered
a light duty assignment. While on light duty, an employee shall be in a recuperative mode from
his/her injury or illness and shall conform to all limitations as outlined bythe designated health care
professionals and all applicable rules and procedures governing his employment. All applicable
IRMA related forms must be submitted. The hours of work for employees on light duty shall
generally consist of eight (8) consecutive hours per day, Monday through Friday, with one hour for
lunch (unless alternate arrangements are agreed to by the Chief). Employees on light duty shall not
respond to emergency calls. Employees shall not participate in any training that is physically
demanding. An employee on light duty assignment will be able to attend EMS PM Continuing
Education monthly sessions to maintain his/her paramedic license (provided the Employee is
medically released to do so).
When an employee is performing non -duty related injury or illness light duty assignments
under this Section, the employee shall continue to receive his/her regular hourly rate for all hours
actually worked up to 40 in a week. Any hours that an employee would normally be scheduled to
work are considered approved but unpaid leave time unless the employee uses his/her earned benefit
time pursuant to Section 8.6. For example, an employee who normally receives 50 hours of pay per
week can receive a regular paycheck by actually working light duty for 40 hours and using 10 hours
of benefit time. For purposes of this Section, an employee's "regular hourly rate" is computed based
on the employee's annualized base salary divided by 2600 hours.
Employees assigned to light duty will accrue seniority, vacation and other leave time at the
same rate as if they were assigned to 24/48 -hour shifts. Any benefit time used while on light duty
shall be hour for hour (e.g., off fifteen hours of leave time will be charged as fifteen (15) hours of
sick time). An employee on light duty assignment may utilize sick time for physical therapy
appointments during the week while in light duty status pursuant to Section 8.6. If an employee's
vacation time had been scheduled for a time period for which he/she is later put on light duty, the
employee shall be able to move his/her vacation days pursuant to SOG 1101-07/21 R.
Generally, a non -duty injury or illness light duty assignment shall not extend past sixteen (16)
weeks; the only exception is with the Fire Chiefs approval as a form of a reasonable accommodation
provided by law.
The Fire Chief has the sole discretion in determining whether or not an employee is offered
light duty work; approval will not be unreasonably withheld. If a grievance is filed pursuant to
Article VII related to the Chiefs denial of a light duty assignment, the sole issue presented to an
arbitrator is: "Whether or not the Chief' exercised his discretion in an arbitrary or capricious
manner."
12
ARTICLE IV
WAGES AND COMPENSATION
US alar and Incentive - Annual wages paid to employees shall be set forth in Appendix B
of this agreement.
If, at any time during the term of this Agreement, the Employer's portion of State -shared
revenue from the Local Government Distributive Fund (LGDF), which is the Employer's share of the
State income tax, is reduced by the General Assembly by 10% or more, then the Village may reopen
the Collective Bargaining Agreement to renegotiate the wage increases agreed to. This re -opener
obligation also may be triggered in the event of a 10% reduction in the Employer's Sales Tax and/or
Personal Property Replacement Tax. If wage-reopener negotiations are triggered by this Section, the
parties also may negotiate as to other factors to help offset such losses revenue enhancement and
operational costs savings options.
4.2 S
I)ccial!yCertifications, - To be eligible for Top Grade level of wages firefighters must
have completed the following certifications:
Five years of employment
Advanced Technician Firefighter
Fire Apparatus Engineer
To be eligible for Top Grade level of wages, lieutenants must have completed the following:
Incident Safety Officer
Fire Officer 1, Company Officer or Equivalent
Firefighters who currently receive Top Grade pay for holding certifications for Firefighter III,
Hazardous Materials Ops, and Fire Apparatus Engineer shall retain Top Grade level.
13
4.3 ll,�>n e it ,, - This pay will be paid to full-time employees as a means of recognizing an
employee's extended years of service. Longevity Pay will be paid annually on December 31 based on
continuous years of full-time service, calculated from the employee's anniversary date of
employment. Employees must complete the required years of service by December 31 of each year
to be eligible for the December payment. In all cases, the employee must be currently employed with
the Village as of December 31 of each year to be eligible for that year's Longevity Pay. There will
be no prorating of an annual Longevity Pay for partial years completed. If an annual longevity is paid
prior to December 31 and the employee is not employed as of December 31 the employee must repay
the Village such annual longevity payment with the last payroll check issued. The parties understand
that Longevity Pay is included in the definition of"salary" for pension purposes. Longevity payments
shall be included as part of the first regular payroll of December annually.
Longevity Pay shall be as follows:
Continuous Years of Service Annual 1, oligg ity PAy
After 5 years $600.00
After 10 years $700.00
After 15 years $800.00
After 20 years $900.00
4.4.1LIoliday - The following holidays shall be recognized:
New Year's Day
President's Day
Memorial Day
4th of July/Independence Day
Labor Day
Thanksgiving Day
Christmas Eve
Christmas Day
In recognition of the above listed Holidays, each employee shall receive nineteen (l 9) hours
of premium pay at their straight time hourly rate for each recognized holiday whether the employee
works the holiday or not. To be eligible for such pay, the employee shall be on the active payroll on
the day the recognized holiday is observed.
4.5 rarniclirw; - Compensation shall not be paid (nor compensatory time taken) more than
once for the same number of hours worked under any provisions of this Agreement, unless the
Agreement expressly provides for payment.
14
4.6 Paramedic Preceptor - A program shall be established to provide a mentoring
relationship between a paramedic student and a licensed and practicing firefighter/paramedic. The
goal of the program is to provide the paramedic student with the necessary guidance to develop the
knowledge and skills to meet the standards of the Fire Department as a paramedic.
For each paramedic student the Department shall assign a primary and a secondary paramedic
preceptor. These preceptors, and any necessary replacements, shall maintain a mentoring relationship
from the time they are assigned a student through the student's completion of all State of Illinois
paramedic licensing requirements.
For each student the primary preceptor shall receive an additional five percent above his
regularly hourly rate for all hours actually worked performing the duties of a paramedic preceptor.
Should the primary preceptor be off of shift, the secondary preceptor would then be given five
percent above his hourly rate for all hours worked performing the duties of a paramedic preceptor. If
a primary and secondary preceptor work at the same station/shift, only the primary preceptor will be
given five percent above his hourly rate for those hours with the student.
Qualifications for Preceptors
Preceptors shall be paramedics in good standing with the Northwest Community Hospital
EMS System, and shall have at least three (3) years of service with the Mount Prospect Fire
Department.
Requirements for Preceptors
Each preceptor shall: 1) have completed the Northwest Community Hospital EMS preceptor
orientation program; 2) be nominated by their assigned Lieutenant and Battalion Chiefto participate
in the program.
15
ARTICLE V
MANAGEMENT RIGHTS - RULES AND REGULATIONS
5.1 MapMLnLn Ri ht -The Village retains all traditional rights to manage and direct the
affairs of the Village in all of its various aspects not given up by the terms of this agreement, and to
manage and direct its employees, to make and implement decisions with respect to the operation and
the management of its operations, in all respects as authorized under Constitution and laws of the
State of Illinois. These rights and authority include, but are not limited to, the following: to
determine the mission of the Village, to plan, direct, control and determine all the operations and
services of the Village; to determine the Village's budget and budgetary priorities; to levy taxes; to
supervise and direct the working forces; to establish the qualifications for employment, and to
employ personnel; to schedule and assign work; to establish work and productivity standards and,
from time to time, to change those standards; to assign overtime, to determine the methods, means,
organization and number of personnel by which operations are conducted; to make, alter and enforce
rules, regulations, orders and other policies which are promulgated under the Mount Prospect
Personnel Rules, the Mount Prospect Fire Department Standard Operating Procedures Manual and
Fire Department Rules and Regulations; to evaluate employees; to discipline employees, to change
or eliminate existing methods equipment or facilities; provided however that the exercise of any of
the above rights shall not be inconsistent or in conflict, with any of the specific terms or provisions
of this agreement.
5.2 Rules and R+e t latiort -
a) Employees shall be provided with access to all existing written rules and regulations.
b) It is understood that new or revised written rules, regulations, policies and procedures are
established by the Village from time to time. The union shall be given written notice of any
proposed additions or changes to existing written rules. When the proposed change relates to
a subject that is mandatory subject of bargaining that is not expressly covered by an existing
term of this agreement, the union shall be allowed a fourteen (14) day period to present its
comments prior to the proposed rule becoming effective. If the union requests; within such
fourteen (14) day period, the Village shall meet with the union to discuss its concerns or
16
objections. In the event that such meeting(s) fail to resolve the union concerns or objections,
the Village may implement its proposed rule on an interim basis pending full negotiations for
the successor contract. Such interim implementation shall be without prejudice to the union
rights to decisional bargaining as to the rule and in the event an impasse is reached as to the
rule any impartial arbitrator selected pursuant to the IPELRA Section 14 process shall treat
the rule as a proposed rule not an existing rule. Normally any new or revised written rule,
regulation, policy or procedures shall be posted no less than thirty (30) days before becoming
effective or enforceable.
17
ARTICLE VI
NO STRIKES - NO LOCKOUTS
The Union, its officers and agents, and the employees covered by this Agreement, agree not
to instigate, promote, engage in, or condone any strike, slowdown, concerted stoppage of work or
any other intentional interruption of operations for any reason. Any or all employees who violate any
of the provisions of this Article may be discharged or otherwise disciplined by the Village. The
Village will not lock out any employees during the term of the Agreement as a result of a labor
dispute.
In addition, in the event of a violation of this Article, the Union agrees to inform its members
of their obligation under this agreement and to direct them to return to work.
18
ARTICLE VII
GRIEVANCE PROCEDURE
7.1 1)efinitioiiof ("'rievance - The parties agree it is desirable that any grievance, as herein
defined, be settled fairly and promptly as it arises. A Grievance is defined as a dispute or difference
between an employee and/or the Union and the Village with respect to the meaning or application of
the terms of this Agreement. Accordingly, the parties agree that the procedures outlined in Section
7.3 of this Agreement shall be used exclusively for the resolution of all such Grievances.
7.2 Grievance Committee Representatives, - The Union shall designate a committee which
shall represent the employees covered hereunder with regard to all matters pertaining to the
Grievance Procedure. These members shall hereafter be referred to as a Grievance Committee.
7.3 GrievanceProcedure- When an employee believes they have experienced or become
aware of a matter that may give rise to a Grievance they shall have the ability to work informally
with the Village to resolve the matter. if during this period of informal resolution the matter is not
resolved to the employee's satisfaction, they shall be required to present a formal Grievance to their
immediate supervisor within the 14 day specified time period. All formal Grievances shall be
documented on the Grievance Form (dated August 2012), located on the Village's employee intranet,
and shall include a statement of summary relevant facts and a reference to the applicable provision(s)
of this Agreement that were violated.
All formal Grievances shall be filed no later than 28 calendar days from the date of the first
occurrence of the matter giving rise to the Grievance.
The following outlines the formal steps of the Grievance Procedure:
Step 1 shall be initiated when an employee presents their supervisor with a formal Grievance
using the Grievance Form. The employee shall document this date on the Grievance Form as
the "Notification Date" and the supervisor shall sign and date the document. Once notified,
the supervisor shall have seven calendar days to schedule a meeting with the employee to
discuss the Grievance and notify the Union of the meeting date. The employee shall
document this date on the Grievance Form as "Meeting Date." At the meeting, the
supervisor shall, at a minimum, present the employee with the following pertaining to their
Grievance:
19
Pertinent Village and/or Fire Department Policies and Standard Operating
Guidelines,
Pertinent collective bargaining agreement sections, and
• Supporting documentation (i.e. roster).
After the meeting with their supervisor, the employee shall have seven calendar days to
decide if they wish to appeal the Grievance to the Union Grievance Committee and proceed
to Step 2. During this seven day time frame, the supervisor shall attempt to resolve the
Grievance. The employee shall document the result of the meeting and any related comments
on the Grievance Form before proceeding to Step 2.
If the supervisor does not meet with the employee within seven calendar days of the
Notification Date, or provide a response within seven calendar days of the Meeting Date, the
employee shall notify the Union and the Grievance shall automatically proceed to Step 2.
`?.1 1 2:.....Qrievance i.,.cawfmitteee
Step 2 shall be initiated when the employee presents the Union President or Vice -President
with their Grievance Form for appeal to the Grievance Committee. The employee shall
document this date on the Grievance Form as the "Notification Date." The Grievance Form
shall be disseminated to the Grievance Committee members for consideration. It shall be the
Grievance Committee's responsibility to determine if the Grievance has sufficient merit to be
processed further. The Grievance Committee shall document their recommendation and any
related comments on the Grievance Form and shall sign and date the document.
If the Grievance Committee determines that the Grievance has sufficient merit to proceed, it
shall be forwarded within 14 calendar days of the Step 2 Notification Date. Grievances
initiated by a Firefighter shall proceed to Step 3. Grievances initiated by a Lieutenant shall
proceed to Step 4.
`? c ... B attalio f( Ilief
Step 3 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Battalion Chief. The Grievance Committee shall document this date on the
Grievance Form as the "Notification Date" and the Battalion Chief shall sign and date the
document. Once notified, the Battalion Chief shall have seven calendar days to schedule a
meeting with the employee and/or a Grievance Committee representative to discuss the
Grievance. The Grievance Committee shall document this date on the Grievance Form as
"Meeting Date" and shall indicate whether a representative of the Committee shall be
present. The Grievance Committee representative shall have the ability to present written
statements at the meeting. During the meeting, the Battalion Chief shall present the
employee and/or Grievance Committee representative with any additional supporting
documentation pertaining to the Grievance.
20
After the meeting with the Battalion Chief, the Grievance Committee shall have seven
calendar days to decide if they wish to appeal the Grievance to the Fire Chief and proceed to
Step 4. During this seven day time frame, the Battalion Chief shall attempt to resolve the
Grievance. The Grievance Committee shall document the result of the meeting and any
related comments on the Grievance Form and shall sign and date the document before
proceeding to Step 4.
If the Battalion Chief does not meet with the employee and/or Grievance Committee
representative within seven calendar days of the Notification Date, or provide a response
within seven calendar days of the Meeting Date, the Grievance Committee shall notify the
Union and the Grievance shall automatically proceed to Step 4.
Std 4: Fire Chief
Step 4 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Fire Chief. The Grievance Committee shall document this date on the Grievance
Form as the "Notification Date" and the Fire Chief shall sign and date the document. Once
notified, the Fire Chief may meet with the employee and Grievance Committee
representative, but shall reply to the Grievance in writing within seven calendar days of the
Notification Date.
After receipt of the Fire Chief's written reply, the Grievance Committee shall have 14
calendar days to decide if they wish to appeal the Grievance to the Village Manager and
proceed to Step 5. The Grievance Committee shall document the date the Fire Chief's
written reply was received on the Grievance Form as the "Date Reply Received." The
Grievance Committee shall also document whether or not the reply resolved the Grievance
and any related comments and shall sign and date the document.
MIIg Manager
Step 5 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Village Manager, or his designee. The Grievance Committee shall document
this date on the Grievance Form as the "Notification Date" and the Village Manager, or his
designee, shall sign and date the document. Once notified, the Village Manager, or his
designee, shall investigate the facts and circumstances as he deems necessary and shall reply
to the Grievance in writing within 21 calendar days of the Notification Date.
After receipt of the Village Manager's written reply, the Grievance Committee shall have 15
business days to decide if they wish to submit the Grievance to arbitration and proceed to
Step 6. The Grievance Committee shall document the date the Village Manager's written
reply was received on the Grievance Form as the "Date Reply Received." The Grievance
Committee shall also document whether or not the reply resolved the Grievance and any
related comments and shall sign and date the document.
21
Step
eP
Step 6 shall be initiated when the Grievance Committee notifies the Village Manger, in
writing, of their intention to submit the Grievance to arbitration. The Grievance Committee
shall document this date on the Grievance Form as the "Notification Date" and the Village
Manager, or his designee, shall sign and date the document.
Once notification occurs, the Village and the Union shall have ten business days to agree
upon an arbitrator. If the Village and the Union fail to agree upon an arbitrator, either or both
parties shall request that the Federal Mediation and Conciliation Service (FMCS) submit a
panel of seven arbitrators who are members of the National Academy of Arbitrators and are
residents of Illinois, Indiana or Wisconsin. Both the Village and the Union shall then have
the right to strike three names from the list. The parties, by a toss of a coin, shall determine
which party shall first strike one name. The other party shall then strike one name and the
process shall be repeated twice. The remaining named person shall be selected as the
arbitrator, provided that either party, before striking any names, shall have the right to reject
one panel of arbitrators. The Grievance Committee shall document the name of the selected
arbitrator on the Grievance Form and shall sign and date the document.
The parties shall notify the FMCS of the name of the selected arbitrator. The FMCS shall
then notify the selected arbitrator and request the scheduling of mutually agreeable date for
the arbitration hearings. Upon conclusion of the arbitration hearings, the Grievance
Committee shall document the arbitrator's ruling on the Grievance Form.
Copies of the Grievance Form shall be distributed to the Village (Fire Administration) and the Union
for record keeping purposes following every step of the Grievance Procedure.
7.4 Aiwbitrator's Authori -It is agreed that the authority of the Arbitrator is limited to the
interpretation or application of the provisions of this Agreement respecting the Grievance in
question, and he shall have no power or authority to render any decision contrary to or inconsistent
with, or adding to or modifying or amending, any of the provisions of this Agreement.
7.5 Decision and Fee - The decision of the Arbitrator, within the limits herein prescribed,
shall be final and binding on all parties to this Agreement. The fee and expenses of the Arbitrator
and obtaining a panel from the FMCS shall be borne equally by the Village and the Union. No other
joint expenses shall be incurred except by mutual agreement of the parties.
7.6 `1"ime ll..,imits - The parties subscribe to the principle of prompt resolution of Grievances
and, therefore, they agree that the time limits set forth in Sections 7.3 and 7.6 must be complied with
22
for the Grievance to be considered, unless there is an agreement in writing extending any such limit.
If the Village or its representatives do not reply within the time limits specified, the grievance shall
be deemed to have been automatically appealed to the next step of the Grievance and Arbitration
procedure unless the Union provides written notice to the Village that the grievance is withdrawn.
7.7 Prion
___Right. - No grievance, except a Step 2 Grievance, may be discussed unless the
Union is notified and afforded an opportunity to have a Grievance Committee Representative be
present at any settlement conference. No settlement made shall be inconsistent with the terms of this
Agreement between the Village and the Union and any settlement reached shall be without
precedential value unless approved in writing by the Union and the Village. It is acknowledged that
the Union has the right to exercise its discretion to refuse to process an employee's Grievance
consistent with its duty of fair representation.
7.8 standards for Processin Union grievances -The parties jointly acknowledge that the
IPLRA (as it may be amended from time to time) establishes the following standards to the
processing of grievances. Labor organizations recognized by a public employer as the exclusive
representative or so designated as representing the interests of all of the employees in the unit in
accordance with the provisions of this Act are responsible for representing the interest of all public
employees in the unit. Nothing herein shall be construed to limit an exclusive representative's right
to exercise its discretion to refuse to process grievances of employees which are unmeritorious.
23
ARTICLE VIII
LEAVES OF ABSENCE
8.1 Vacation -
(a) Policy - Employees accrue Vacation as set out in the accrual schedule below, based
on the number of continuous years of service. Continuous years mean any period of
employment uninterrupted by termination of employment or non -Family and Medical
Leave Act leave of absence. An employee shall calculate his years of service as of
the employment anniversary date. Anniversary dates are determined by the day of the
month employees begin work.
(b) Accrual - Vacation shall accrue on a bi-weekly pay period basis. Pay period accruals
shall be credited as earned based on the accrual schedules and policies listed below,
with the accrual rate being calculated on the number of continuous years of service
attained by the employee. The accrual rate shall automatically increase from one step
to the next on January 1 provided the employee is on the Village's active payroll as
of January 1 of that year and the employee's accrual rate is due to increase in that
calendar year.
Pr
obationary„.0 irc i I t — Probationary Firefighters shall receive vacation
during their calendar year of hire as follows:
Date .of Hire
Vacation J�4y�
January 1 to February 28/29 5
March 1 to April 30 4
May 1 to July 31 3
August 1 to September 30 2
October 1 to November 30 1
December 1 to December 31 0
Probationary Firefighters must use vacation time in the calendar year of hire unless
required new hire training prohibits the use of vacation time.
Thereafter, vacation time shall be accrued in the same manner as all other
Firefighters.
24
(c)
(d)
(e)
L%prM - The vacation accrual schedule for Firefighters on twenty-four
(24) hour shift shall be as follows:
Level of Service
Attained any time
During Calen4ar Year.
Less than 1 Year
02 + Years
06 + Years
08 + Years
10 + Years
12 + Years
14 + Years
20+ Years
Accrual
Rate in Hours
Per B,i.. Weekly L, ka Ig_r4Ld
0
4.62
5.54
6.47
7.38
8.31
9.24
10.15
Vacation -Days Off
In
1Itatrls_..l
ay.
(See Probationary)
120
5
144
6
168
7
196
8
216
9
240
10
264
11
I lsc anpd Act rlt1a,l - Employees shall not be allowed to use Vacation time which has
not yet accrued without written approval of the Fire Chief or Village Manager of
vacation days assigned to the level of service depicted in the Table above.
Upon Termination— Employees terminating employment shall be eligible for payout
of accrued vacation which may be accumulated but unused at the time of termination.
If at the time of termination the employee has utilized vacation time prior to the
actual accrual of vacation time, the employee shall have sick leave hours deducted
from the employee's total accumulation equal to the amount of vacation hours the
employee previously utilized. If a probationary employee has insufficient sick leave
hours accumulated, the remaining balance shall be deducted from the employee's
final paycheck or paid to the Village by the employee.
Selection — Selection of Kelly and vacation time shall be consistent with Vacation
and Kelly Day Usage SOG 1101- 07J21R. It shall be the responsibility of all
Battalion Chiefs to see that the process is completed correctly and equitably.
Employees shall be allowed to select their accrued vacation allotments from
up to four (4) slots which shall be made available each duty day of their shift
provided that the slot has not been scheduled off as a Kelly Day. Kelly Day and
vacation selection are due in the Fire Chief s office on or by December 1 st of the
25
current year.
8.2 Union Business - The use of paid work time and department equipment for
union business shall be subject to regulation by the Fire Chief. The Fire Chief shall have the
authority to deny requests which are not consistent with existing regulations and practices or
which in his judgment adversely affect departmental operations or interests.
8.3 Personal Da - Employees accrue forty-eight (48) hours of Personal Time
usage annually. Usage of personal days shall be in accordance with SOG 1102 — 05/21R
Attached as Appendix K). Employees cannot use personal time in less than one (1) hour
increments. Any unused personal days available at the end of the calendar year shall be
converted to sick leave hours. There shall be no carry over of personal day hours from one
calendar year to the next..
8.4 Sick Leave J"olic Aecrual I einrbrrrsenrent arrd G'uidelines -
(a) Policy - It is the responsibility of the employee to notify the Battalion Chief before
0630 prior to the beginning of the employee's shift in order to receive compensation
while absent on Sick Leave unless exigent circumstances prevent such notice, in
which event the employee shall provide the earliest notice feasible. An employee
absent for two (2) consecutive duty days or more shall present the Fire Chief with a
medical certificate from his attending physician which gives the reason for the
absence and the physician's recommendation that the employee may return to work.
Unexcused absences without verifiable cause may be subject to disciplinary action.
(b) Accrual - Effective January 1, 2008 and continuing annually thereafter, employees
shall earn sick leave at a rate of twelve (12) hours per month, or 144 hours per year/6
shifts per year. Employees must accumulate Sick Leave up to a base number of hours
of seven hundred twenty (720) hours or thirty (30) days before consideration of
additional sick leave hours is available. The employee may, at his option, continue to
accumulate up to a maximum of one thousand one hundred fifty-two (1,152) or forty-
eight (48) days. Any unused personal hours available on December 31 will
automatically be converted to sick leave hours and be added to the employee's total
26
accumulated sick leave total effective January I of the new calendar year.
(c) Reimbursement - Once an employee reaches the base number of hours of
accumulated Sick Leave seven hundred twenty (720) hours, the employee has the
option of receiving a cash payment equal to fifty percent (50%) of the accumulated
Sick Leave above the base number of hours. If the employee does not choose to cash
in any sick leave hours above 720 hours the employee shall not receive any cash. The
value of the sick leave at the time of cash out shall be based on the number of hours
cashed in and the hourly rate at the time the cash out is processed. Employees shall
be notified between December 31 and January 15 in writing from the Finance
Department summarizing the total number of accumulated Sick Leave hours,
including any personal hours that may have been converted from the previous year.
The employee must affirmatively indicate whether they wish to cash out any Sick
Leave hours. If the employee wishes to receive cash payment, he must designate the
number of hours he wishes to be paid for. This number shall then be reduced from
the total available Sick Leave hours, and the cash payment shall be calculated on fifty
percent (50%) of the hours the employee designates for payment. If the employee
does not choose to cash in any sick leave hours above 720 hours the employee shall
not receive any cash. Once an employee accumulates Sick Leave above the maximum
number of hours (1152), the Village will automatically cash out an amount equivalent
to an annual cash payment equal to fifty percent (50%) of the number of hours over
the maximum to the employee annually.
(d) Qu -i l nes, - Sick Leave will be allowed only in case of medical necessity or actual
sickness of the employee, or his immediate family member in compliance with the
Illinois Sick Leave Act. Any violation may result in disciplinary action. Officers
must exercise professional discretion regarding the nature of the employee's illness
or injury and the distribution of this information. The employee is required to
provide accurate information concerning the type of illness or injury, and the
expected duration of absence.
27
8.5 teat J,aju 1Cllness Disabilkq "ork r `o . ew;�at on 11'. eaw - Any Firefighter
injured on the job shall be covered under the applicable state regulations that provide for the
employee's rights under worker's compensation act (820 ILCS 350). Employees who are injured on
the job shall continue to receive their regular salary for up to one (1) year, without charge to their
regular benefits and accrued leave as required by Public Employee Disability Act (5 ILCS 345/1).
Employees shall sign and deliver any Workers' Compensation or similar payment to the Village
while receiving the salary continuation benefits applicable.
8.6 E Aiji allyl Medical Leave - The Village will comply with the Family Medical Leave
Act (FMLA) as described in the Employee Village Handbook Family and Medical Leave Policy,
effective August 5, 1993 (revised February 2008).
8.7 Education Leave - Employees upon written request to the Fire Chief may be granted, a
leave of absence without pay, not to exceed 40 duty days in one (1) year for educational purposes. If
leave granted under the Section is for education which is related to fire service, seniority shall
accumulate during said leave; however, no other paid time off benefits shall continue including
accumulation of paid time off hours during this unpaid period. Leave under this Section may be
extended upon mutual agreement of the Village and the employee. The Village has the right to
require a transcript to prove that the employee satisfied the Education Leave requirement.
8.8 Vacation 1Pa on Se aratlon and Return -
(a) On S,ep;wlr tion - Upon separation from employment, employees shall receive
Vacation pay at their latest hourly rate of pay for all accumulated but unused
Vacation shift days. If at the time of separation from employment the employee has
previously utilized vacation time that has not yet accumulated the employee shall
have sick leave hours deducted from their total accumulation in an amount equal to
the number of vacation hours the employee has utilized, but not yet accumulated. In
the event that the employee does not have enough sick leave hours to cover the
previously utilized vacation days, they shall have their final payroll check reduced by
the value of the vacation hours previously utilized, but not yet accumulated.
(b) Upon Return To Duty From Dut...lnlury, Illness or Disability Leave - Employees
28
who return to duty after a duty injury, illness, or Disability Leave shall receive the
number of vacation hours credited to their total accumulated vacation hours that
would normally have been accumulated during the period of absence. The use and
scheduling of such accumulated Vacation time will be selected and rescheduled only
on "available" days as specified in Section 8.1. If such days are not available, they
shall be carried over to the next calendar year and shall be selected first from the days
available in January and February.
8.9 Accrual of Benefits - During all periods of
Vacation, Workers Compensation Leave (duty injury, illness or disability), Sick Leave and periods of
paid leave of thirty (30) days or less, employees shall continue to accrue seniority and all employee
benefits. During all periods of paid leave employees shall receive all scheduled salary and pay step
increases.
8.10 Witness L,cave - Any employee required by subpoena to attend an attorney interview, give
a deposition or to testify with respect to a lawsuit in which the Village is party or which arises out of
the employee's employment by the Village, upon notification to the Fire Chief, shall be excused
from work at a time approved by the Fire Chief without loss of pay for the period of time the
employee is required to be away from work. If such activity is required outside the employee's
regularly scheduled work hours, the employee shall be compensated at the overtime rate for actual
hours required. The employee shall turn in any fees other than travel expenses received to the
Village. This provision shall not apply to any situation which the employee testifies or otherwise
takes a position adverse to the interests of the Village.
8.11 M litw 1..eawe - The Village shall provide Military Leave in accordance with all
applicable Federal and State laws as cited herein including the Illinois Serviceman's Employment
Tenure Act and the Illinois Military Leave of Absence Act, 330 ILCS 60/4.
Additional conditions regarding Military Leave are as follows:
The employee shall submit a copy of his/her military orders to the Chief, via the
chain -of -command, prior to his/her departure for any military leaves that will require
an absence from work longer than one duty day.
29
The employee may be required to provide a letter from his/her Commanding Officer
describing the reason for any additional training (not including the monthly weekend
duty and/or the two week active duty period).
• Subsequent to any limitations provided under applicable Federal or State law,
employees shall be required to ensure that his/her EMT -13 and/or FMT-P status
remains current subject to state waivers for certification.
As soon as possible following any mandatory reservist training, the employee shall
provide the Fire Department administration with documentation as proof of their
having attended the training. Twenty-four (24) hour shift personnel shall refer to the
Village's employee handbook (Section VI (e) - General Leave Policy) for general
guidelines explaining the use of Military Leave so long as such provisions are with
consistent with the terms of this section.
8.12 Jury Duty - An employee who is required to serve on a jury scheduled at a time that
would cause the employee to lose regular pay shall be granted leave with pay for such timc lost to
participate in such a jury. The leave time necessary to participate in a jury shall not be charged to
any accumulated paid time off hours. Employees must provide a copy of the jury summons to the
Fire Chief or his designee as soon as possible so that the necessary shift scheduling may be altered.
Employees may retain pay from the court for jury duty in addition to their leave. Specific jury
procedures are outlined in SOG 1107, issued 2/21 R.
8.13 Bereavement Leave - In the event of a death in the immediate family of an employee,
the employee will be granted one (1) duty day of leave with pay. For this purpose, immediate family
consists of the employee's spouse, children, mother, father, sister, brother, grandchild, grandparent,
nieces, nephews and the spouse's immediate family as well as the "step" equivalents thereof. As a
condition to granting of any such leave, the employee may be required to submit satisfactory proof of
death and/or proof of the relationship of the deceased to the employee. If the employee desires to
take additional time off due to a bereavement, the employee shall utilize personal time.
30
ARTICLE IX
SENIORITY
9.1 Definition - For the purposes of the Agreement, seniority shall be defined as an
employee's length of continuous full-time service with the Village as a sworn and commissioned
firefighter since his/her last day of hire. Except where specifically noted in this Agreement, seniority
amongst Lieutenants shall derive from their date of promotion. Seniority shall accumulate during all
authorized leaves. Seniority shall not accumulate from the first day of any authorized unpaid leaves
of absence six continuing months. If more than one person is hired on the same day, seniority
preference will be established by final eligibility as posted on the official eligibility list by the
Village of Mount Prospect Board of Fire and Police Commission.
9.2r abatir�w� X Period — All new employees shall serve a probationary period of 2472
hours of creditable service while on his (24) twenty-four shift from date of hire as a full-time
employee in a position covered by this agreement. Time on shift shall be logged and maintained
electronically. Time absent from shift that is not credited for seniority purposes shall not apply
toward satisfaction of the probationary period, nor shall any absence from more than two (2)
consecutive scheduled shifts apply toward satisfaction of the probationary period. In such event, the
employee's probationary period may be extended for the number of hours necessary to make up for
any service not credited toward the 2472 hour probationary period. During an employee's
probationary period, the employee may be terminated without cause at the sole discretion of the
Village. Such probationary employee shall have no recourse to the grievance procedure or to the
Board of Police and Fire Commissioners to contest such termination.
Probationary employees shall be required to obtain all certifications which are established as
mandatory conditions of employment prior to completing their probation. Certifications shall include
Basic Firefighter and ILDH-Paramedic certifications. Time spent obtaining those certifications shall
not count towards the hours necessary to complete one's probationary period. In the event that an
employee who is required to be a certified paramedic and basic firefighter has not obtained such
certifications within the probationary period, the employee's probationary period may be extended
for a period sufficient to accommodate the additional time required to obtain such certifications, but
31
the employee may not be terminated without cause as to any matter other than failure to obtain the
mandatory paramedic and Base Firefighter certifications and properly perform the duties covered by
the certifications within such extended period.
Should the Chief determine that a new employee has not met the requirements of satisfactorily
completing the probationary period as set forth above, but wishes to consider extending the
probationary period, then for reasons other than not obtaining a paramedic certification, the
employee's probationary period may be extended subject to the following conditions:
1. The union agrees to the extension.
2. A four member Apprenticeship Committee shall be established to review and monitor an
employee's performance during his extended probationary period. Two members shall be
bargaining unit employees nominated by the Union President, to be approved by the Chief,
who are on the employee's same shift, with one being a Lieutenant and one being a
Firefighter; and the other two consisting of the Deputy Chief and Battalion Chief assigned to
the employee's shift, as that may change from time to time.
3. The extended probationary period for newly hired employees under this Section shall not be
more than one (1) year, but in no event more than twenty-four (24) months from the date of
hire. Before the completion of this extended twelve (12) month probationary period, a
probationary employee may only successfully complete the extended probation if three of the
four Committee members so agree.
The Fire Chief shall have sole discretion to terminate a probationary employee prior to the
completion of the employee's twelve (12) months of probationary employment.
There shall be no seniority among probationary employees, except for purposes of layoff,
overtime distribution and vacation scheduling. Upon successful completion of the probationary
period, an employee shall acquire seniority which shall be retroactive to the date of hire in a position
covered by this agreement.
9.3 Certificate i)f Aa )gintinent - In compliance with the requirements of the Municipal
Code, 65 ILCS 10-2.1-4, all employees who are members of the bargaining unit shall be issued
Certificates of Appointment by the Mount Prospect Fire and Police Commission. Such Certificates
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shall be issued no later than 30 days after the completion of the probationary period. For employees
who have been appointed prior to the effective date of this contract, Certificates of Appointment
shall be issued no later than 30 days after the execution of this agreement.
9.4 Employees rights in relation to any layoff and their rights to recall
from layoff shall be provided under the provisions of 65 ILCS 5/10 2.1-18.
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ARTICLE X
HEALTH AND WELFARE
10.1 Medical Exams -Asa condition of continued employment, employees will be required
to undergo periodic medical examinations. Any alcohol and drug screening shall be in accordance
with Article 11.4 of the current contract. Medical exams will be scheduled according to NFPA 1582,
Standard on Medical Requirements for Firefighters. The goal of the Department is to comply with
NFPA 1582 as fiscally as possible. The medical facility will be chosen by the fire department and all
members will be required to utilize the contracted medical facility. The fire department will pay for
all tests associated with the exam. If an individual needs to use their own physician for their medical
exam, they must provide in writing the reason for their request for Fire Chief approval.
Following the medical exam, the fire department will receive a cover letter stating whether
the individual is physically fit and medically able to perform the duties of firefighter. The complete
medical report will be given directly to the individual and a sealed copy will be kept in a secure file
at headquarters for emergency access. All medical examination appointments will be scheduled on
the employee's regular scheduled shift day.
10.2 (r�oup 11cltd and Medical I suraric - Employees may participate in the available
health and medical insurance plans offered by the Village. A Prescription Drug Card shall be
included in the group health care benefit program. New employees and their dependents may enroll
within thirty-one (31) days of employment according to applicable insurability regulations.
Employees and their dependents have an opportunity to enroll or change plans during open
enrollment, which shall be announced thirty (30) days in advance of the actual open enrollment
period. Employee contributions shall be made through payroll deductions and be automatically
deducted on a pre-tax basis. Employee rates of contribution toward the cost of such insurance are set
forth in Appendix "G" attached hereto and made a part hereof. Further explanation of the plan,
eligibility, benefit descriptions, exclusions and employee rights are contained in the then applicable
Medical Benefit Plan booklet.
Village will offer an optional insurance incentive program to bargaining unit members who
opt out of the Village's group health insurance plan. To participate in the program, an employee
34
must provide proof of alternative insurance coverage (e.g. through a spouse's health insurance plan).
Employees participating in the program will receive an annual monetary incentive of $1000 per
year, payable quarterly as part of a regular payroll check. Should an employee have a major life event
(death effecting coverage, employment termination effecting coverage, marriage/divorce effecting
coverage, reaching maximum benefit of coverage) in which they would no longer be covered by an
alternate health insurance plan, the employee could return to the Village health insurance plan in
effect at the time of the return request subject to remaining plan details and eligibility requirements.
In the event of a return request the employee will be responsible for re -payment of any quarterly opt
out payment previously paid in the quarter for which a return request is made.
10.3arulcaltlr and 94cclical Irrsrrancc: Survivin Ile cn°lents - The Village
recognizes and agrees to comply with its legal obligations under the Illinois "Public Safety Employee
Benefits Act:", 820 ILCS 320/1, et seq.
10.4 Life Insurance - Life insurance coverage and Accidental Death and Dismemberment
(A.D. & D.) insurance coverage shall each be provided to all employees by the Village. Life
insurance coverage shall be equal to one times the employee's annual salary rounded to the next
higher multiple of $1,000 if not already a multiple of $1,000. The maximum amount is $300,000. In
the event of an employee's death, the full amount of insurance will be paid to the employee's
beneficiary according to the provisions of the policy. The Village will endeavor to make available for
purchase additional life insurance; however, the Village does not guarantee such additional insurance
is available and if available must be purchased in compliance with any applicable IRS regulation.
10.5 Dental Insurance, - The Village shall continue to offer optional enrollment in the dental
plan provided the required minimum number of employees contribute as defined by the vendor.
Employees shall elect to participate annually and within thirty-one (31) days of hire for new
employees.
10.6 IRC I .5/FIc -Corn I'rrr tarn - 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
35
to participate in the program annually and within thirty-one (3 1) days of hire for new employees.
10.7t�ulpee lance 'Irr - The Village provides short-term, voluntary,
confidential counseling for full-time employees and their dependents. Counselors can be reached 24
hours a day. Human Services Department Counselors are also available for employees and
dependents.
10.8 Deferred Com ensation Pro rams - Employees may voluntarily join a deferred
compensation pension program to supplement amounts received as their pension at retirement.
Deferred Compensation Program plans allow any full-time or permanent part-time employee an
opportunity to defer tax sheltered dollars into their programs. Employee elected contributions to this
program shall be made through payroll deduction. Specific information can be obtained from the
Finance Department.
10.9 Credit: lJnion - Any employee may join a Village recognized Credit Union. Employee
elected contributions to the credit union shall be made through payroll deduction. Details on joining
a credit union can be obtained from the credit union directly or by contacting the Finance
Department.
10.10 Post Employment, Av i ss, Account
Upon retirement, any payments otherwise due to eligible employees for unused accumulated
sick leave in accordance with Article 14.1.d. shall be paid to the employee's Post Employment
Savings Account (PESA) as described in the participation agreement.
Contributions to the PESA shall be made to a trust to be established in accordance with
Section 501(c)(9) of the Internal Revenue Code. The Village shall contribute such deductions to the
plan administrator of the PESA in accordance with the requisite Employer Participation Agreement.
Employees shall be responsible for PESA administrative fees. The Union agrees to indemnify and
hold the Village harmless against claims by employees arising out of the Village's making and
contributing the deductions specified in this Article, and any claims or liability with respect to the tax
treatment of such amounts, provided that such deductions are made in accordance with this Article
and paid to the plan administrator in accordance with the Employee Participation Agreement
established under th is Article. Any sick leave conversion funds paid at the time of retirement shall be
U61
paid into an employee's Post Employment Savings Account for the purposes of payment of health
insurance premiums and other eligible expenses under the plan.
37
ARTICLE XI
GENERAL PROVISIONS
11.1 "1`crade I W - Employees may Trade duty shifts in accordance with procedures in this
section. The Trade policy is intended for only shift personnel, that work on 24 hour shifts. All trade
days are considered with the recommendation of the Company Officer and may be subject to the
final approval of the Fire Chief. Trade days will be in conformance with all department procedures,
FLSA rules and this section. Trade days are designed to allow shift employees time off when other
means are unavailable. These may be suspended or removed if an employee violates departmental
procedures. Proper staffing at each station and scheduled events will be considered before granting a
trade day.
The program will follow these guidelines:
To ensure the continuity and smooth operation of the shift all trades should be available for
approval prior to 0630 of the first day of the trade.
If, due to unanticipated circumstances, the request cannot be submitted prior to 0630 the
Shift Commander will approve the trade as long as a qualified employee is available to work
the day. These trade requests will be subject to review by the Deputy Chief and any abuse of
the "Trade Day policy will be subject to disciplinary action.
Trade days that cause a hire back or any member to be paid acting officer pay will be denied
or canceled.
The Employee who is requesting the trade day may only trade shifts with an employee of the
same rank and job description, and who is capable of doing the same job requirements.
Trades of time off days within the 28 day cycle should be approved between ranks and job
descriptions, providing they do not cause potential hirebacks or acting pay. Trades of
vacation days across the 28 day cycles should also not create a problem, but this must be
within original vacation pick parameters and at the discretion of the Battalion Chief. If the
trade has the potential of a hireback or acting pay, the Battalion Chief has the authority to
deny the trade.
The clerical responsibility of the "Trade Day Agreement" shall be that of the trade day
38
requester. The requester shall be sure the request is completed and is properly logged in the
paperless system by a Battalion Chief or Acting Battalion Chief, before the day of the trade.
In the event the paperless system is down, Appendix E shall be utilized.
The employee who is provided relief on the day of the trade has the responsibility to ensure
that whom he/she traded with will show up. If for any reason the fill-in does not complete
his/her requirements, the employee assigned to that shift shall be docked that pay for being
absent.
All trade days between two members shall be completed within the same Mount Prospect
Fire Department shift calendar year unless the trade is initiated within the last three months
of the calendar year (Oct 1 -Dec 31, if so the trade may be paid back within the first three
months Jan 1 -Mar 31 of the new calendar year). Any change to the original "Trade Day
Agreement' shall take the form of a memo and follow the proper chain of command.
• No three way trade days shall be allowed except for extenuating circumstances approved by
the Fire Chief or designee at least 24 hours in advance of the affected trade day.
The Mount Prospect Fire Department shall not bear the responsibility for any trade days that
are not honored, such as, due to an injury where a firefighter cannot complete his part of the
trade day agreement.
11.2 Joint Safc��nit:tee - There shall be a six (6) member Joint Safety Committee
under the direction of the Fire Chief. Three (3) members shall be selected by the Union and the
remaining three (3) by the Fire Chief, one Battalion Chief and two members covered by this
Agreement. The Committee shall meet from time to time and:
(a) Review and to the extent possible resolve employee safety complaints.
(b) Make recommendations to the Fire Chief and the Village concerning safety
conditions, facilities, apparatus, protective equipment, protective clothing,
procedures, safety rules, accident prevention and other safety matters.
11.3 Indemnification of rn to -es - The Village agrees it will indemnify and hold
harmless, and will provide necessary legal representation for an employee covered by this Agreement
as required by applicable state law. As a condition to receiving such indemnification and
ku
representation, the employee shall fully cooperate with the Village and its representatives during the
course of the investigation, administration, or litigation of any such claim or cause of action covered
by this provision.
11.4ru s arFd�AccIol l�n�� ��a S_,11t_ia1_itY,.C11ronic Coumricalc Ilsr ash s The agreements of the Village and the Union relative to Drugs and Alcohol, Employee
Confidentiality, Chronic Communicable Diseases are set forth respectively in Appendix "C",
attached hereto and made a part hereof
11.5 1.�l ing�': onditions -
(a) Employees shall be allowed reasonable time where necessary to shop for food and
kitchen supplies during their tour of duty, with the understanding that the Fire
Department vehicle shall remain in service during such time.
(b) When available, Employees shall be provided with a free parking space for their own
vehicle. Employees shall be allowed privileges for routine upkeep and maintenance
on their own vehicle in accordance with department rules.
(c) All Call shall be in operation between the hours of 07:00 and 19:00, except when
department needs are involved.
(d) Household and cleaning supplies will be provided by the Village for station cleaning
purposes.
11.6 Bulletin Board -The Village agrees to furnish suitable space for bulletin boards in
convenient places in each station to be used only by the Union. The Union shall limit its posting of
notices and bulletins to such bulletin boards. The Union shall not use such board for posting abusive
or inflammatory or partisan political material.
11.7 Smoking -Employees shall comply with the terms of Tobacco -Free Workplace SOG
1002, 07/21R.
11.8 Eb icaffituess Pr rant - In order to maintain and improve efficiency in the Fire
Department, to protect the public and to reduce insurance costs and risks, the Village and Union have
partnered together to participate in the International Association of Fire Chiefs and International
Association of Fire Fighters Joint Wellness/Fitness Initiative. While employees may be required to
M
participate in any such program, no employee will be disciplined for failure to meet each and every
goal that may be established as long as the employee makes a good faith effort to meet any such
goals and any failure to physically perform does not demonstrate a substantial risk exists that the
employee cannot perform the essential duties of his/her job at an acceptable level. Evaluations shall
be administrated annually. The Village shall establish a joint physical fitness committee which
shall have the responsibility to evaluate the Wellness/Fitness Initiative and make recommendations
toward the objective of advancing the goals and the objectives of the program and improving the
commitment of the employees to such goals. The committee shall consist of four members, two of
whom shall be appointed by the Fire Chief and two of whom shall be appointed by the Union
President. The committee shall meet quarterly and shall issue a report to the Fire Chief and Union
President as to the recommendations no later than 30 days prior to the date of the next scheduled
evaluation. The Fire Chief shall give fair consideration to the recommendations of the committee.
11.9 Secon da ry Em . In rnent -The parties agree that the jobs held by the employees covered
by this Agreement are their primary jobs. Employees shall be required to submit the form attached
hereto as Appendix "I" with the Fire Chief describing outside employment (including self-
employment) and addresses and telephone numbers where they can be contacted if necessary.
Employees may not hold outside jobs, including self-employment, which will result in a conflict of
interest or impair their ability to perform their Fire Department duties.
Employees who suffer an occupational injury or disability compensable under the Worker's
Compensation Act as a direct result of other employment or outside business interests shall not be
eligible for worker's compensation benefits from the Village. An employee's filing for a claim for
worker's compensation benefit from the Village for an injury or disability that is the direct result of
other employment or an outside business will result in discipline, up to and including discharge.
An employee who suffers an injury or disability that is a direct result of other employment or
an outside business shall have the obligation to file a claim for such workers' compensation benefits
as may be available to him from his other employment or outside business. Upon receiving workers'
compensation benefits awarded to him pursuant to such claim, he shall reimburse the Village for sick
leave while absent due to his compensable injury or disability, provided that such reimbursement
41
shall not exceed the amount of absence -from -work benefits received pursuant to his workers'
compensation claim.
11.10ubcontractin �g -
(a) The Employer reserves the right to subcontract subject to requirements of applicable
law, rule, or regulation. In the event that the Village desires during the term of the Agreement to
subcontract any work currently performed by firefighters and firefighter/paramedics relating to fire
suppression, or emergency medical services, the Village shall notify the Union of its proposal in
writing. Upon request from the Union, the Village shall meet and negotiate in good faith with the
Union as to its proposal before taking any action to implement its proposal in accordance with its
duty to bargain as required under law and Article XIX of the Agreement.
(b) The parties agree that 65 ILCS 10-2.1-4, 6.3 (the "Act"), which governs the
circumstances relating to the appointment of certificated firefighters and the use of substitutes
became applicable to the Village on 6/1/2008 and 8/4/2011, respectively and includes the following
statement: "...a person who has not qualified for regular appointment under the provisions of this
[Act] shall not be used as a temporary or permanent substitute for classified members of a
municipality's fire department or for regular appointment as a classified member of a municipality's
fire department unless mutually agreed to by the employee's certified bargaining agent."
The parties further acknowledge that the Act may have an impact on the Employer's ability to
subcontract bargaining unit work. As of the effective date of this Collective Bargaining Agreement,
the parties do not agree as to the scope and impact of the Act as it relates to the Employer's desire to
subcontract bargaining unit work in accordance with paragraph (a) above.
In order to have the Collective Bargaining Agreement move forward without delay, the
parties agree that each side reserves its rights and may continue to assert, without prejudice, its view
of how the Act impacts any proposal to subcontract bargaining unit work in accordance with
paragraph (a) above. The subcontracting language set forth above shall not be construed as a waiver
by the Union of its rights under the Act nor shall it be construed in any manner as a "permissive
agreement" between the Union and Village authorized by the Act.
42
11.11 Station/Shift Chan e -The department's established practice is for the Fire Chiefto
make station and shift assignments every three years, or as agreed upon by management and the
Union. Employees shall have the opportunity to express their preferences as to their shift and
station assignments. Members shall have a minimum of 30 days prior to the date the shift picks occur
to submit requests.
The department shall first consider shift assignments. Assignments shall be granted by
seniority, and for Lieutenants by seniority in rank, as often as possible. After shift assignments have
been determined, the Fire Chief shall notify employees and allow them to express their preferences
as to station assignments. Prior to initiating any station assignments, the Fire management shall
endeavor to grant the employee's first station assignment preference. However, the parties
acknowledge and recognize that other factors shall be considered in making station and shift
assignments. Such factors include but shall not be limited to, the following:
a) Legitimate operational concerns of management including the need for employees to
work in different stations as a vehicle for professional growth.
b) The employee's training and certification.
c) Realization of established goals and objectives of the department.
d) The seniority of the employee.
e) The value of maintaining cohesive work teams.
The parties further acknowledge that station and shift transfer shall not be made solely for punitive
reasons.
43
ARTICLE XII
1J111I (11 1 1 Pl %1TECTIVE, CLOTiI1NL� AN E1.111'l S�r
12.1 Uniforms - Initial issue and new issue of protective clothing and equipment shall be
furnished to employees at Village's expense. Uniforms shall he worn in accordance with SOG 5101-
05/21R. All protective clothing and equipment damaged, stolen, worn out or lost while in the
performance of duties shall be replaced at Village expense, as necessary. Initial issue and daily work
clothes shall be furnished to employees at Village expense. The Village shall issue the initial dress
uniform for new employees at the time of appointment. The Village shall provide each Firefighter
and Lieutenant an annual uniform allowance of $600 to be used for clothing orders coordinated
through the Village. Checks shall be issued annually by February I". All uniform funds shall be
used only for items on the employee's clothing order form. A standard washing machine and dryer
shall be maintained at each Station to allow employees to maintain their work uniforms.
Twenty-four (24) hour shift personnel shall be issued initially and required to
maintain a minimum daily work uniform inventory at all times consisting of the
following:
1. 3 long sleeve work shirts
2. 3 short sleeve work shirts
3. 2 uniform badges
4. 3 pairs of work pants
5. 1 belt (black)
6. 4 regular tee shirts
7. 1 job shirt
8. 1 pair work boots/shoes
9. 3 pairs black or white socks
10. 1 baseball hat or watch cap
11. 1 jacket (waist length, multi-purpose)
12. Dress Shirt (white long sleeve)
13. Dress Blouse (with uniform badge, metal name tag with last name only and
metal collar insignia)
14. Dress Pants
15. Dress Hat (with approved band and badge)
16. Black Tie
17. Oxford Shoes (black)
18. Garrison Belt (black)
19. Dress Gloves (black)
20. Dress Socks
21. Top Coat
22. Workout socks
23. Tee shirt or sweatshirt
24. Wind pants
25. Gym shorts
12.2 Protective ::'1othin - All employees shall wear protective clothing and use equipment
appropriate for the hazards to which they are exposed. All employees shall properly maintain the
protective clothing and equipment that has been assigned to them and carried on the apparatus to
which he has been assigned. A protective clothing washer shall be maintained at Fire Station 13 to
assist employees in maintaining their turnout coat and pants.
Each member assigned to fight structure fires shall be issued protective clothing and
equipment that complies with all applicable NFPA standards and local requirements at the time of
purchase. These items shall include:
® Helmet
Boots
Firefighting gloves
Coat
Pants with suspenders
SCBA face piece (including prescription lenses if needed)
Hood
0 Non -firefighting gloves
Safety goggles
0 Earplugs
Safety vest
No alterations shall be made to protective clothing without the approval of the Fire Chief.
Each employee operating within a perimeter designated as hazardous by the incident safety
officer/shift commander shall wear his full protective clothing in the prescribed manner. The
incident safety officer/shift commander shall determine when and if it is safe to remove some or all
of the clothing.
45
I R ��i R I ROOM I R I I i I I
firefighting gloves. These Kevlar gloves offer good dexterity and protection from cuts but offer
no thermal protection. They do not comply with NFPA 1973 and shall not be used during
firefighting operations. In extreme cold conditions, an employee may provide his own gloves for
warmth. These gloves may only be worn for warmth and must not be worn during emergency
incidents or drills.
M
ARTICLE XIII
DISCIPLINE AND DISCHARGE,,INVESTIGATIONS
13.1 Discipline ine - The Employer may institute disciplinary action against any employee
consisting of the following penalties:
Oral Reprimand
Written Reprimand
Suspension
Discharge
It is understood that, (a) oral and written reprimands are not subject to the grievance arbitration
provisions of this contract; (b) the employer's institution of suspension or discharge is authorized by
65 ILCS 5110 2.1-17.
13.2 Investi laatioas - The employer shall comply with the requirements of the Fireman's
Disciplinary Act 50 ILCS 745 and requirements of the Illinois Public Labor Relations Act regarding
union representation rights during investigations of alleged misconduct. Inadvertent errors by
employer with regard to this commitment shall not operate to relieve an employee from the
disciplinary consequences of his/her actions.
13.3 Discipline And Discharge - Disciplinary action given by or approved by the
Commissioners of Board of Police and Fire Commission shall be subject to the Grievance Procedure
of the Agreement at Step 5. Upon receipt of a notice of disciplinary action, the employee (with
approval of the Union) may elect to appeal a disciplinary action involving a suspension or dismissal
by filing a written grievance at Step 5 of the Grievance Procedure not later than 10 calendar days
from the date of the disciplinary action given by or approved by the Commissioners of Board of
Police and Fire Commission. The suspension or discharge shall be in effect while the grievance is
pending.
If a decision is made to have the appeal heard through the grievance and arbitration
procedure, the grievance shall be filed on the form attached as Appendix "H." Any such appeal shall
be signed by the Union President or his designee and shall also contain a signed statement from the
affected employee waiving any and all rights he may have to any further appeal of the discipline of
the Board of Fire and Police Commissioners pursuant to the Administrative Review Act or other
47
legal recourse. 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. Ifthe
arbitrator determines after hearing that the disciplinary action is not supported by just cause, the
arbitrator shall have the authority to rescind or to modify the action and order that the employee be
made whole for any losses incurred as a result of wrongful disciplinary action. In the event that the
arbitrator modified the disciplinary action by awarding a suspension or a shorter suspension, he shall
have the authority to award a payment of partial back pay that is consistent with the length of any
such reduced disciplinary action. The arbitrator shall be without authority to award any back pay
corresponding to any period of time where the Union or the employee sought and received a
continuance of the hearing.
13.4 Personnel File — The Village agrees to abide by the lawful requirements of the "Access
to Personnel Records Act," contained in 820 ILCS 40/1. Request form for inspection is attached as
Appendix "13".
48
ARTICLE XIV
ACCRUED LEAVE. REIMBURSEMENT UPON RETIREMENT,, RESIGNATION
REDUCTION
Accrued. Leave Reimbursement -
a. Vacat;iog Tinti: — Any unused accumulated vacation time may be cashed in at the
time of retirement or used to extend creditable service with the Fire Chief's approval. If an
employee has utilized vacation time prior to actually accumulating the vacation hours the
employee shall have his sick leave time reduced by the number of hours of vacation time the
employee has previously utilized.
b. Personal Time - Unused Personal Time hours available at the time of retirement
shall automatically be converted to sick leave hours.
c Tipe IXie C cm 1 irne - Accumulated time due/comp time shall be utilized prior
to last actual date of work and remaining on the active payroll.
d. k_1,,,gllve,- Upon retirement, employees who meet the eligibility requirements
and have accumulated Sick Leave must participate in the PESA. In order to participate in the
PESA employees must meet the eligibility requirements defined as an employee who retires
with at least twenty (20) years of service with the Village, and/or are at least fifty (50) years
of age at retirement, or age 60 and 10 years of service.
Provided the employee is eligible to participate, the Village shall deposit up to seven
hundred twenty (720) hours of sick leave hours converted to a dollar value using the
employee's regular hourly rate of pay into the PESA (herein referred to as "Trust") for the
employee's use as defined by the regulations outlined by the Trust administrator. If the
employee has accumulated sick leave hours above the 720 hours, but below the 1152
maximum number of sick leave hours, the Village shall deposit into the employee's Trust
account 50% of the value of the sick leave hours between 720 and 1152 calculated on the
employee's regular hourly rate of pay.
If an employee leaves the Village's employment that does not meet the eligibility
requirements for converting their sick leave into the Trust any accumulated sick leave hours
shall not be paid out at time of termination of employment for any reason.
49
ARTICLE XV
LABOR-MANAGEMENT MEETINGS
In the interest of efficient, effective operation and management and in the promotion of
harmonious employee relations, labor/management meetings are encouraged, and meetings shall be
as frequently as mutually agreed between the union representatives and the Fire Chief or his
designee. Either party may provide a written agenda. Each party may invite representatives, not to
exceed three (3), to attend such meetings. Such meetings shall be limited to discussion on the
implementation and general administration of this agreement and/or sharing of general information
of interest to the parties.
It is understood that such meetings shall not be part of the Grievance Procedure. Specific
grievances being processed under the Grievance Procedure shall not be considered at
labor/management meetings, nor shall negotiations be carried on at such meetings unless both parties
specifically agree to do so.
If a labor/management meeting is scheduled during an employee's normal work day, the
employee shall be compensated for the time lost from the normal straight -time work day.
50
ARTICLE XVI
PROMOTIONS
Section 1 — General
Promotion to the rank of Lieutenant shall be conducted in accordance with the provisions of the Fire
Department Promotional Act, effective August 4, 2003, 50 ILCS § 742 (herein after the "Act").
Except where expressly modified by the terms of this Article, the procedures for promotions shall be
made in accordance with the provisions of the Act.
Section 2 - Vacancies
This Article applies to promotions to vacancies in the rank of Lieutenant. A vacancy in such
positions shall be deemed to occur on the date upon which the position is vacated, and on that same
date, a vacancy shall occur in all ranks inferior to that rank, provided that the position or positions
continue to be funded and authorized by the corporate authorities. If a vacated position is not filled
due to a lack of funding or authorization and is subsequently reinstated, the final promotion list shall
be continued in effect until all positions vacated have been filled or for a period up to five (5) years
beginning from the date on which the position was vacated. In such event, the candidate or
candidates who would have otherwise been promoted when the vacancy originally occurred shall be
promoted, provided they are able to perform the duties in question.
Section ; I+�Iibilit
All promotions to Lieutenant shall be made from employees in the next lower rank who have
completed seven (7) years of service on or before the date the application is due and attained Illinois
OSFM Provisional/Certified Fire Officer 1 Certification or equivalent. Anniversaries of service,
which affect eligibility, will be considered to occur on the date the employee was hired by the Mount
Prospect Fire Department.
Section 4 - Notification
Potential candidates shall be notified of the process via department email and posting. A packet
containing all known information regarding the testing exercises, grading, and dates for such
exercises shall be included with the application. Any subjective component shall be identified to all
candidates prior to its application, be job-related, and be applied uniformly to all candidates.
Section 5 - Ratin Factors and Weights
All examinations shall be impartial and shall relate to those matters, which will test the candidate's
ability to discharge the duties of the position to be filled. The placement of employees on
promotional lists shall be based on the points achieved by the employee on promotional
examinations consisting of the following seven (7) components weighted as specified:
51
A. 10% Ascertained Merit
B. 15% Merit and Efficiency- Administration
C. 15% Merit and Efficiency- Union
D. 20% Simulator exam
E. 5% Seniority
F. 15% Written examination
G. 20% Assessment Center
All components of this Article shall be reviewed with all potential candidates, prior to administration
of this process. In addition, results of each component will be posted upon completion prior to
administering the next component.
Section 6 - Administration Order of Test CoMp2pents
A. Ascertained Merit
Ascertained merit points shall be awarded based upon the "Ascertained Merit
Worksheet," attached as "Exhibit #1." The worksheet shall be published by the Fire
Administration at least one year prior to the date ascertained merit points are
awarded. All persons eligible to compete for promotion shall be given an equal
opportunity to obtain the ascertained merit points. Employees shall be entitled to be
awarded a maximum of one hundred (150) points from the points available on the
worksheet schedule.
B Merit and I l ctencY ./ dinini tration,
Individuals will be rated in the following areas using a forced matrix:
Leadership, Teamwork, and Emergency Scene Performance. Each component score
will be factored as follows: Emergency Scene Performance (X .10), Leadership (X
.05), Teamwork (X .025) and Initiative (X .025) for a total of 15% of the overall
score. Initiative scoring will not use a forced matrix and will be rated on a scale of 0-
100. Seniority will not be a direct component of the merit and efficiency rating.
52
C. MeritWand Ef c igRpy-tl oq
Individuals will be rated in the following areas using a forced matrix:
Leadership, Teamwork, and Emergency Scene Performance. Each component score
will be factored as follows: Emergency Scene Performance (X.10), Leadership (X
.05), Teamwork (X .025) and Initiative (X .025) for a total of 15% of the overall
score. Initiative scoring will not use a forced matrix and will be rated on a scale of 0-
100. Seniority will not be a direct component of the merit and efficiency rating.
D. Simulator exam
This exercise will be designed to evaluate the candidate's ability to function in the
role of Lieutenant in a simulated incident. These incidents may include scenarios
such as EMS, Haz-Mat, Fire Emergencies, Technical Rescue, Water/Ice Recovery,
WMD, or other potential situations a Lieutenant may encounter in the normal aspect
ofthe job. The Simulator test shall be evaluated and graded by a panel consisting of
2 Officers as selected by Fire Chief, and the person responsible for the practice
sessions.
E. Seniority
Seniority points will be calculated as follows: All seniority points will be based on
the date seven (7) days after the application date. The most senior individual (most
number of years with the Mount Prospect Fire Department) participating in the
Lieutenant Exam shall receive the maximum allowable points in this area, five (5).
The remaining candidates will receive seniority points based on a prorated formula as
follows:
For example, if the most senior person taking the exam has 30 years, this individual
would receive 5 points for seniority, and the least senior person taking the exam has 7
years, this individual would receive 1.16 points for seniority (7/30 X 5 = 1.16). All
remaining candidates will have their seniority points calculated in the same manner.
Final seniority points will be rounded to nearest one hundredth of a point.
F. Written Examinations
The subject matter of the written test shall test the capacity of the candidate to
discharge the duties of Lieutenant. The written test shall include both general and
local knowledge and shall be developed by an independent, outside agency. The
examination shall be based only on the contents of the specified written materials that
the BOFPC has identified and made available to potential candidates at least 60 days
53
before the examination is administered. The test questions shall be reasonably
pertinent to the rank of Lieutenant.
G. Assessment -Center
The Assessment Center shall be administered to all qualified candidates a minimum
of sixty (60) days after the posting of the preliminary list. The Village shall use a
panel of qualified raters to conduct an assessment center. The assessment center may
include, but not limited, to the use of the following; as example:
1. Problem employee
2. Leaderless group
3. Structured oral interview
The Union shall be provided an opportunity for a representative be present to observe
the assessment center exercise. The Fire Chief will be notified by the union, in
writing, 7 -days prior to the Assessment Center date as to whether or not an observer
will be used.
H. etetan''.`�.l r ference.pcalpl;s
As required by law.
Section 7 -Sq nMcrna nts
Each component of the promotional test shall be scored on a scale of 100 points. The component
scores shall then be reduced by the weighting factor assigned to the component on the test and the
scores of all components shall be added to produce a total score of 100 points. Thereafter, the
candidates scoring an average of 70% of the maximum number of total points aggregate for all six
(6) components prior to the assessment center will proceed to the assessment center. The grading
process shall allow a union representative to verify the math and ensure the final grade is the accurate
sum of scores after each component of the testing process is completed. The Fire Chief or designee
shall select a member covered by this Agreement.
Candidates shall then be ranked on the list in rank order based on the highest to the lowest points
scored on all components of the test. Such ranking shall constitute the preliminary promotional list.
A candidate on the preliminary promotion list who is eligible for a veteran's preference under the
laws and agreements applicable to the department may file a written application for that preference
within 10 days after the initial posting of the preliminary promotion list. The preference shall be
calculated as provided under Section 55 of the Act and added to the total score achieved by the
candidate on the test. The appointing authority shall then make adjustments to the rank order of the
preliminary promotion list based on any veteran's preferences awarded.
54
The final adjusted promotion list shall then be posted at all fire stations and copies provided to the
Union and all candidates.
Section 8 - Order of selection
Whenever a promotional rank is created or becomes vacant due to resignation, discharge, promotion,
death, or the granting of a disability or retirement pension, or any other cause, the appointing
authority shall appoint to that position the person with the highest ranking on the final eligibility list
for that rank, except that the appointing authority shall have the right to pass over that person and
appoint the next highest ranked person on the list if the appointing authority has reason to conclude
that the highest ranking person has demonstrated substantial shortcomings in work performance or
has engaged in misconduct affecting the person's ability to perform the duties of the promoted rank
since the posting of the promotion list. If the highest-ranking person is passed over, the appointing
authority shall document its reasons for its decision to select the next highest-ranking person on the
list. Unless the reasons for passing over the highest-ranking person are not remediable, no person
who is the highest-ranking person on the list at the time of the vacancy shall be passed over more
than once. Any dispute as to the selection of the first or second highest-ranking person shall be
subject to resolution in accordance with the grievance procedure in Article VII of this Agreement.
Section 9 - V' aintenancc of p rornotional lints
Final eligibility lists shall be effective for a period of three (3) years. The Employer shall take
reasonable, good faith steps to ensure that the Board of Police and Fire Commissioners maintain in
effect current eligibility lists so that promotional vacancies are filled not later than 90 days after the
occurrence of the vacancy.
Section 10 -Iii ht to Review
A. Points awarded for each component of the test shall be posted immediately after the
scores are tabulated. Final review of each candidate's results shall be made available for
inspection within forty-five (45) days of the posting of the preliminary eligibility list.
Such review shall include the opportunity to inspect all documents utilized in assigning
the points awarded on each component of the exam.
B. Any affected employee who believes that an error has been made with respect to
eligibility to take an examination, examination result, placement or position on a
promotion list, or veteran's preference shall be entitled to a review of the matter by the
appointing authority. Any disputes as to such matters or the administration of the
examination consistent with the terms of this Article may be resolved and remedied by
filing a grievance as provided by Article VII of this Agreement or as provided by law.
M,
Section 11 — Non -Wavier
Unless specifically provided in this Article, the Article shall not be construed as waiving
Sections 5, 10 (a) (b) (c) (d) and 65 of the Fire Department Promotion Act (FDPA).
Section 12 — Reo,ener
In the event that the Fire Department Promotional Act, effective August 4, 2003 (50 ILCS §
742) is amended during the term of this Agreement, either party by serving written notice on the
party of its demand to bargain shall be able to reopen this Article for the purpose of negotiating the
changes to be effective for the next promotional examination. In such event, the parties shall meet at
a mutually agreed time in order to negotiate in good faith as to the proposed changes. In the event
that no agreement is reached after sixty (60) days from the date of the notice or any mutually agreed
extension, either party may invoke interest arbitration and the dispute shall be determined based
upon the procedures and factors of § 14 of the IPLRA except that the arbitrator shall be selected using
the arbitration step of this Agreement's grievance procedure.
56
Exhibit A
Ascertained Merit Points
The candidate must provide the necessary certificates of completion and proof of committee/special
team participation in order to be awarded for points in the specific areas listed below:
Candidate Name
Teams/Certifications Available Points
Member of HazMat Team 4 Points per Year
Member of SCUBA Team 4 Points per Year
Member of TRT Team 4 Points per Year
Haz Mat Tech A 4 Points
Instructor II 4 Points
Associate's Degree in Fire
Science 5 Points
Bachelor's Degree 5 Points
2 Points for every 10
College Credit credit hours
Total Points Page 1:
57
Total
Points
Committee
Available Points
Points
Public Education loabuutnr
2 Points per Year —to—
Pension Board Member
2 Points per Year —to—
__tn___W
mrCommuittee
Wage/Labor Committee
Monnhcr
2 puiutm per Year ___to___
DniooExsu.BoucdMonzber
2Points per Year ___tu___
FonuiguRircTox0ourd
Member
2Points per Year ___to___
____
Paramedic Preceptor
5 Points per Student
Secondary Paramedic Preceptor
2 points per Student
Equipment Committee
2 Points per Ycmr___to___
_______
Physical Fbuono Committee
2 Points per Year —to—
__to___SafetyConoouittee
Safety Committee
2Poiuts per Year —to—
__1n___B000rGuurd/AFFl
Honor Guard/AFFI
2 Points per Year ___to___
CADSNWCS Liaison
2 Points per Year ___to___
SOC]Comunod1ee
2Points per Year ___1o___
_______
Apparatus Committee
2 Points per Year ___1V___
BMS Cocnnod1oc
2Points per Year —to—
Clothing Committee
2 Points per l/eur___to___
... ...... _....
Training Committee
2 Points per Year ___to___
58
Member of Recognized Fire
Dept 2 Points per Year to
Committee/Program
(Per committee/program)
Total Points of Page 2
Total Points of Page 1
Total Points
Total of 150 Points Maximum
Conversion Formula:
Total Points Awarded/Total Available Points X 15 = Number of Ascertained Merit Points,
rounded to the nearest one hundredth point.
Example:
80/150 = 0.53 X 15 = 8 Total Points
130/150 = 0.86 X 15 = 13 Total Points
59
ARTICLE XVII
SAVINGS CLAUSE
Savin s l se - In the event any article, section or portion of this Agreement shall be held
invalid and unenforceable by a board, agency or court of competent jurisdiction, or by reason of any
subsequently enacted legislation, such decision or legislation shall apply only to specific article,
section or portion thereof specifically specified in the board, agency, or court decision, or subsequent
litigation and the remaining parts or portions of this Agreement shall remain in full force and effect.
Upon request from either party, such provision shall be open for immediate renegotiation.
ARTICLE XVIII
PRECEDENCE OF AGREEMENT VS. ORDINANCE
Precedence Of_A reewnent Vs. Ordinance — If there is a conflict between a specific
provision of this Agreement and a specific provision of a Village ordinance or a written rule,
regulation, directive, policy, or other procedure which may be in effect from time to time, the
specific provisions of this Agreement for its duration shall take precedence.
ARTICLE XIX
ENTIRE AGREEMENT
A. This Agreement constitutes the complete and entire agreement between the parties, and
concludes collective bargaining between the parties for its term as to any condition of
employment covered by the provisions of this Agreement, and both parties waive their right
to bargain for the term of this Agreement as to such conditions of employment. As to such
conditions of employment, this Agreement supersedes and cancels all prior precedence of
agreements, whether written or oral, unless expressly stated in this Agreement.
B. As to any terms or conditions of employment which constitute a mandatory subject of
bargaining or other terms or conditions which are permissive subjects of bargaining over
which the Union has either decisional and/or effects bargaining rights under the Illinois
Public Labor Relations Act (IPLRA), and which are not covered by a provision of this
Agreement, the Union shall retain such bargaining rights during the term of this Agreement.
If the Village desires to make a change in any such terms or conditions during the term of
this Agreement, it shall first provide the Union with written notice of the proposed change
and specify whether it believes such change to involve a mandatory or permissive subject of
bargaining. The Union's bargaining rights shall be implemented according to the following
procedure as to proposed changes that involve a mandatory subject of bargaining:
1. If the Union wishes to exercise its bargaining rights under the IPLRA as to the
decision and/or potential effects of the proposed change, it shall notify the Employer
in writing within seven (7) days of its receipt of the Village's notice. Bargaining as
to both the proposed decision and/or its potential effects shall commence within
seven (7) days of the Union's notice to the Village or at such other times as may be
mutually agreed by the parties. Such bargaining shall continue until agreement is
reached or for a period of thirty (30) calendar days from the date of the first
bargaining session, whichever event is sooner. The 30 day period shall be extended
if the Village fails to make its bargaining team available at reasonable times and
places during the 30 day period or if the parties mutually agree to a longer period.
2. If an impasse is reached and the subject of the proposed change is a matter which
61
involves a serious and imminent fiscal exigency, the Village may implement its
decision but only on an interim basis subject to the decision of an interest arbitrator.
Within seven (7) days of such act the Union may invoke interest arbitration to resolve
the dispute. The arbitrator shall be selected in accordance with the procedures of
Article VII of this Agreement. In the alternative, the Union may invoke expedited
interest arbitration and, unless mutually agreed otherwise, a hearing shall commence
before the interest arbitrator, selected as set forth above, within thirty (30) days and
the arbitrator shall issue his award in writing within fifteen (15) days following close
of the hearing; the full written decision may be issued within thirty (30) days of the
close of the hearing. In the event that the Village's decision and action is submitted to
interest arbitration or expedited interest arbitration, the Village as the party moving to
change the status quo shall have the burden of persuasion and the Union's position in
such arbitration hearing shall not be prejudiced by the fact the Village acted
unilaterally to implement the proposed change. At the hearing the interest arbitrator
shall treat the Village's interim action as a Village proposal and shall have authority
to order the Village to prospectively rescind or otherwise prospectively alter the
disputed change. Any economic loss or other damages incurred to members of the
bargaining unit which the Union claims to have resulted from the Village's interim
implementation of its decision may be remedied by the interest arbitrator. Either
party shall have the right to introduce evidence in interest arbitration relating to the
actual experience under the Village's implemented interim decision.
3. In the event that the Village's proposed change as to a mandatory subject of
bargaining does not involve a serious and imminent fiscal exigency, and the parties
reach impasse, the matter may be submitted to interest arbitration or expedited
arbitration by either party. However, the parties agree that in this instance the status
quo will be maintained pending the decision of the arbitrator.
C. As to any action not covered by a provision of this Agreement which is not a mandatory
subject of bargaining, but over which the Village is obligated to bargain as to the effects of
62
its decision under the IPLRA, the Union shall retain its right to effects bargaining and such
effects bargaining rights shall be implemented according to the procedure stated in B.2 and
B.3 above except that:
1. The Village's duty to bargain shall extend only to the effects of its decision.
2. The Village's decision maybe implemented immediately and only the effects
of its implemented decision may be subject to further bargaining and/or to a
decision by an interest arbitrator as set forth in B.3 above. If such interest
arbitrator deems it appropriate, he may prospectively alter or remedy the
effects of the implemented decision and make the Union and its members
whole for any losses resulting from the Village's action.
3. If the Village fails to notify the Union of a change that gives rise to effects
bargaining rights, the Union's obligation to request bargaining under the time
frames established in paragraph B.I. of this Article does not begin until the
Union is notified of the change or until the Union, through the use of
reasonable diligence, could have obtained knowledge of the change.
D. In the event of dispute between the Village and Union as to whether an item is a mandatory
or permissive subject of bargaining, the parties shall submit that disputed issue for
determination by a Declaratory Ruling pursuant to the rules of the Illinois State Labor
Relations Board (Section 1200.140). The parties agree to be preliminarily bound by the
Declaratory Ruling for purposes of determining mid-term bargaining obligations as set forth
in this Article, but such ruling shall not be binding on the parties or on an interest arbitration
panel in connection with the negotiation or arbitration of a Successor Agreement.
63
ARTICLE XX
DURATION AND TERMINATION
20.1 Duration - This Agreement shall be effective upon execution by the parties, unless a specific
effective date is otherwise specified, and shall remain in full force and effect until 11:59 p.m. on the
31St day of December, 2024. It shall be automatically renewed from year to year thereafter unless
either party notifies the other in writing at least 90 days prior to the expiration of the contract that it
desires to modify or amend this Agreement. In the event such written notice is given, the parties
agree to commence negotiations as soon as practicable, but no later than 30 days after such notice,
unless mutually agreed to meet at a different time.
In the event a full settlement as to the terms of a successor agreement is not reached, the
parties agree that they shall engage in mediation and that either party may, after participating in at
least one mediation, invoke interest arbitration as provided by the terms of the IPLRA § 14.
Notwithstanding any provisions of this article or Agreement to the contrary, this Agreement
shall remain in full force and effect after the expiration date, and until a new agreement is reached,
unless either party gives at least ten days written notice to the other party of its desire to term inate
this Agreement, provided such termination date shall not be before the anniversary date set forth in
the preceding paragraph, and provided further that such notice shall not be constituted as waiving the
Union's rights under of the 1PLRA § 14.
20.2 Signature - IN WITNESS WHEREOF, the parties have executed this Agreement by their duly
authorized officers or representatives on this day ofJ 2021.
MOUNT PROSPECT FIREFIGHTERS VILLAGE OF MOUNT PROSPECT:
Flisa Redish, Counsel
64
Karen Agoranos, Village Clerk
APPENDIX "A"
DUES DEDUCTION FORM
I hereby apply for membership in the Mount Prospect Firefighters Union, Local 4119,
I.A.F.F. AFL-CIO. I understand that by electing to join the Union I am covered by the Membership
provision of the current labor Agreement between the Union and the Village of Mount Prospect.
I hereby authorize the Village of Mount Prospect to deduct from my pay each month the
uniform dues and remit said amounts to the Union.
I understand that this authorization cannot be canceled by me, unless I give written notice to
both the Village and the Union thirty (30) days prior to the desired effective date of the termination.
Print Name
Signature
Date
A-1
Effective January 1, 2022 - December 31, 2022
Effective January 1, 2023 - December 31, 2023
Firelighter
Paramedic
Paramedic
.....................
.......................
Base Pay'Incentive
5, ...
Base Pay'
Starr
$
67,493
$ 5,7ao
$
73,193
1 Year
$
74,948
$ 5,700
$
80,648
2 Years
$
80,698
$ 5,700
$
86,398
3 Years
$
86,453
$ 5,700
$
92,153
4 Years
$
90,631
$ 5,700
$
96,331
5 Years
$
99,338
$ 5,700
$
105,038
Top Grade,
$
103,206
$ 5,700
$
108,906
Effective January 1, 2023 - December 31, 2023
Effective January 1, 2024 - December 31, 2024
Firefighter
Paramedic
Paramedic
.,.,.,........-..........
....._...._
Base Pay'
.,.,...,._....wwww_w..._...._............�..........u.
Incentive
µ_ .'....w...............W,�
Base Pay'
. ,,,,,,,,........m
Start
$
69,181
$ 5,700
$
74,881
1 Year
$
76,822
$ 5,700
$
82,522
2 Years
$
82,716
$ 5,700
$
88,416
3 Years
$
88,614
$ 5,700
$
94,314
4 Years
$
92,896
$ 5,700
$
98,596
5 Years
$
101,821
$ 5,700
$
107,521
Top Grade,
$
105,786
$ 5,700
$
111,486
Effective January 1, 2024 - December 31, 2024
B-1
Firefighter
Paramedic
Paramedic
..-.Start .�_
.._..
Base Pay'
_..._-.....$..�._.5,700
Incentive
Base Pay'
_._...�.
...........
$
70,910
$
76,610
1 Year
$
78,742
$ 5,700
$
84,442
2 Years
$
84,784
$ 5,700
$
90,484
3 Years
$
90,829
$ 5,700
$
96,529
4 Years
$
95,219
$ 5,700
$
100,919
5 Years
$
104,367
$ 5,700
$
110,067
Top Grade,
$
108,431
$ 5,700
$
114,131
B-1
LIEUTENANT WAGE RATES
Effective January 1, 2022 - December 31, 2022
Start
1 Year
2 Years
3 Years
4 Years
5 Years
Top Grade,
Effective January 1, 2023 - December 31, 2023
Lieutenant
Base Pav'
122,186
126,945
Paramedic
Incentive
$ 3,700
$ 3,700
Paramedic Officer
Base Pav' Incentive
Paramedic
Adv. Fire & Adv.
Officer Fire Officer
Base Pay Base Pay
$ 125,886 $ 2,000 $ 124,186 $127,886
$ 130,645 $ 2,000 $ 128,945 $132,645
MW
Paramedic
Adv. Fire
& Adv.
Lieutenant
Paramedic
Paramedic
Officer
Officer
Fire Officer
Base ..Pay!.......
Incentive
Base Pay'
Incentive
Base Pay
Base Pay
Start
$
$
1 Year
$
$
2 Years
$
$
3 Years
$
$
4 Years
$
$
5 Years
$
119,205
$ 3,700
$ 122,905
$ 2,000
$ 121,205
$124,905
Top Grade,
$
123,849
$ 3,700
$ 127,549
$ 2,000
$ 125,849
$129,549
Start
1 Year
2 Years
3 Years
4 Years
5 Years
Top Grade,
Effective January 1, 2023 - December 31, 2023
Lieutenant
Base Pav'
122,186
126,945
Paramedic
Incentive
$ 3,700
$ 3,700
Paramedic Officer
Base Pav' Incentive
Paramedic
Adv. Fire & Adv.
Officer Fire Officer
Base Pay Base Pay
$ 125,886 $ 2,000 $ 124,186 $127,886
$ 130,645 $ 2,000 $ 128,945 $132,645
MW
Effective January 1, 2024 - December 31, 2024
To be eligible for Top Grade level of wages firefighters must have completed the following
certifications:
Five years of employment
Advanced 'Technician Firefighter
Fire Apparatus Engineer
To be eligible for Top Grade level of wages, lieutenants must hold current state certifications for the
following:
Incident Safety Officer
Fire Officer 1, Company Officer or Equivalent
Firefighters that are currently Top Grade pay for holding certifications for Firefighter I11, Hazardous
Materials Ops, and Fire Apparatus Engineer shall retain Top Grade level.
'Paramedic I,ncentuvc,Vn:
$5,700 between Firefighter step and Firefighter/Paramedic step.
$3,700 between Lieutenant step and Lieutenant/Paramedic step.
Paramedic incentive pay shall be considered salary for pension purposes.
Firefighter/Paramedics must complete five years of service before becoming eligible for the sixth
B-3
Paramedic
Adv. Fire
& Adv.
Lieutenant
Paramedic
Paramedic
Officer
Officer
Fire Officer
Base Pay'
Incentive
Base Pay'
Incentive
Base Pays
Rase Pay
Start
$
$
1 Year
$
$
2 Years
$
$
3 Years
$
$
4 Years
$
$
5 Years
$
125,240
$ 3,700
$ 128,940
$ 2,000
$ 127,240
$130,940
Top Grade,
$
130,119
$ 3,700
$ 133,819
$ 2,000
$ 132,119
$135,819
To be eligible for Top Grade level of wages firefighters must have completed the following
certifications:
Five years of employment
Advanced 'Technician Firefighter
Fire Apparatus Engineer
To be eligible for Top Grade level of wages, lieutenants must hold current state certifications for the
following:
Incident Safety Officer
Fire Officer 1, Company Officer or Equivalent
Firefighters that are currently Top Grade pay for holding certifications for Firefighter I11, Hazardous
Materials Ops, and Fire Apparatus Engineer shall retain Top Grade level.
'Paramedic I,ncentuvc,Vn:
$5,700 between Firefighter step and Firefighter/Paramedic step.
$3,700 between Lieutenant step and Lieutenant/Paramedic step.
Paramedic incentive pay shall be considered salary for pension purposes.
Firefighter/Paramedics must complete five years of service before becoming eligible for the sixth
B-3
step (Top Grade). However, they may receive the Paramedic specialty incentive pay upon paramedic
certification.
Lieutenant. Differential
Lieutenants that maintain their paramedic certification shall be eligible forthe Lieutenant/Paramedic
Base Pay Rate.
Effective January 1, 2018: Lieutenants that maintain Fire Officer II and/or Advanced Fire Officer
certification shall be eligible for the Lieutenant/Officer Base Pay Rate.
Lieutenants that maintain Paramedic and a Fire Officer II or Advanced Fire Officer certifications
shall be eligible for Lieutenant/Paramedic/Advance Fire Officer Base Pay Rate.
Paramedic
The Village will reimburse employees upon receipt of payment verification and a copy of the
paramedic license in an amount not to exceed $40 per 4 year license. The reimbursement shall be
added to the next available regular payroll or not later than 30 days beyond the date of the receipt of
the documentation.
APPENDIX "C"
DRUGS AND ALCOHOL
Section] General Polic eeardin , Dru s andAlcohol. Behavior involving illegal drugs and the
abuse of alcohol and legal drugs by members of the Mount Prospect Fire Department present
unacceptable risks to the safety and well-being of other employees and the public, invite accidents
and injuries, and reduce productivity. In addition, such use and abuse violate the reasonable
expectations of the public that the Village employees who serve and protect them obey the law and
be fit and free from the adverse effects of drug and alcohol use.
In the interests of employing persons who are fully fit and capable of performing their jobs,
and for the safety and well-being of employees and residents, the parties hereby establish a screening
program implementing the stated policy regarding drug and alcohol use by employees. Contained
herein is the policy and program of the Village of Mount Prospect and the Mount Prospect Fire
Department, as specifically applied to members of the Village of Mount Prospect Fire Department.
The Fire Department has the responsibility to provide a safe work environment as well as a
paramount interest in protecting the public by ensuring its employees are physically and emotionally
fit to perform their jobs at all times. For these reasons, the abuse of prescribed drugs, the abuse of
alcohol or the use, possession, sale or transfer of illegal drugs, cannabis or non -prescribed controlled
substances by Department members is strictly prohibited on or off duty. Violation of these policies
will result in disciplinary action up to and including discharge.
Section 2 P!e initiors.
A. "Drugs" shall mean any controlled substance listed in 720 ILCS 570 et seq., known
as the Illinois Controlled Substances Act, for which the person tested does not submit
a valid pre -dated prescription. Thus, the term "drugs" includes both abused
prescription medications and illegal drugs of abuse. In addition, it includes "designer
drugs" which may not be listed in the Controlled Substances Act but which have
adverse effects on perception, judgment, memory or coordination. A listing of drugs
covered by this Policy includes, but is not limited to:
Opium Methaqualone Psilocybin-Psilocyn
Morphine Tranquilizers MDA
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Codeine
Cocaine
PCP
Heroin
Amphetamines
Chloral Hydrate
Meperidine
Phenmetrazine
Methylphenidate
Marijuana
LSD
Hash
Barbiturates
Mescaline
Methadone
Glutethimide
Steroids
Vicodin
Hash Oil
Ecstasy
B. "Impairment" due to drugs or alcohol shall mean a condition in which the employee
is unable to properly perform his/her duties due to the effects of a drug in his/her
body. Where impairment exists (or is presumed), incapacity for duty shall be
presumed. "Impairment" due to alcohol shall be presumed when a blood alcohol
content of .04 or more is measured.
C. "Positive Test Results" shall mean a positive result on both a confirming test and an
initial screening test. If the initial test is positive, but the confirming test is negative,
the test results will be deemed negative and no action will be taken. A positive
confirming test result is one where the specimen tested contained alcohol, drug or
drug metabolite concentrations at or above the concentration specified in Section
5.A.7.
D. The term "drug abuse" includes the use of any controlled substance which has not
been legally prescribed and/or dispensed, or the abuse of a legally prescribed drug
which results in impairment while on duty.
Section 3. Prohibitions. Firefighters shall be prohibited from:
A. Consuming or possessing alcohol or illegal drugs at any time during the work day on
any of the Employer's premises or job sites, including all of the Employer's
buildings, properties, vehicles and the employee's personal vehicle while engaged in
the business of the Employer.
B„ Using, selling, purchasing or delivering any illegal drug during the work day or when
off duty.
C. Being impaired or under the influence due to alcohol during the course of the work
day.
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D. Failing to report to their supervisor any known adverse side effects of medication or
prescription drugs which they are taking.
E. The use of alcohol within four hours of reporting to duty.
Violations of these prohibitions shall result in disciplinary action up to and including
discharge.
Section 4. Admin1viraLion of Tests.
A. Informing.: rrlplp R_ dinwP flay, New employees will be supplied with a
copy of this Policy on Drug and Alcohol Screening as part of the new employee
orientation. However, it is the responsibility of all members of the Fire Department
to be aware of, and adhere to, this policy and rules and procedures contained herein.
B. Reason bl .," t s Ici n, Where the Village has reasonable suspicion of drug use or
alcohol abuse, a test may be ordered and the employee may be required to report for
testing. Reasonable suspicion exists if the facts and circumstances warrant rational
inferences that a person is using and/or is physically or mentally impaired due to
being under the influence of alcohol or illegal drugs. Reasonable suspicion will be
based upon the following:
(l) Observable phenomena, such as direct observation of use and/or the physical
symptoms of impairment resulting from using or being under the influence of
alcohol or controlled drugs; or
(2) Information provided by an identifiable third party which is independently
investigated by the Fire Chief or his designee to determine the reliability or
validity of the allegation.
C. ccidei t /ll t�lwies. When a member is involved in an on-the-job accident or injury, a
supervisor shall conduct a preliminary investigation promptly and, as part of the
investigation, shall evaluate the member's appearance and behavior. Drug and
alcohol testing may be required where there is reasonable suspicion that an error or
mistake due to drug or alcohol use by the employee caused the accident or injury or
where there is reasonable suspicion that an employee's alcohol or drug use may have
C-3
contributed to the incident.
D. Performance. When a member is observed to be behaving in a manner causing
reasonable suspicion of drug and/or alcohol use, the supervisor may require a drug
and alcohol test. Whenever feasible, the impaired behavior should be observed and
corroborated by another supervisory member.
E. Arrest or Indictment. When a member has been arrested or indicted for conduct
involving alcohol abuse and/or illegal drug related activity on or off duty, the Fire
Chief may require drug/alcohol screening. The Fire Chief may also or instead of a
drug/alcohol screening, make a mandatory referral for an evaluation of the existence
of a substance abuse problem. If the certified substance abuse professional or other
licensed physician or psychologist acceptable to the Village and to the Union
indicates that a treatment program is recommended, that treatment program will be
viewed as mandatory in accordance with the existing language in the drug/alcohol
policy. If the evaluation indicates a treatment program is not necessary, the treatment
program would not be mandatory.
F. St tl til 1 lttpl<lyec l lira lrt „Order FoI Iesting. When testing is ordered, the
employee will be removed from duty and placed on leave with pay pending the
receipt of results.
G. There shall be no across-the-board or random testing of employees except as
specifically provided for by Section 8 of this Article, or as otherwise mutually agreed
in writing by the parties.
,Vecla °eWin', Proctulures. The test procedures outlined in this Section shall conform with the
NIDA Standards (National Institute on Drug Abuse) of the Federal Guidelines issued by the
forth in Title 48 of the C.F.R. effective 12-1-89. A copy of such procedures shall be
provided to the Union and employees upon request.
The Fire Chief shall ensure that the Department testing procedures established for the
collection of urine and blood specimens conform to such regulations and the testing of such
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specimen is carried out at a designated NIDA -certified laboratory.
A. General Procedures:
Employees covered by a collective bargaining agreement are entitled to union representation;
a union representative shall accompany the employee to the collection site, provided such
representative is available and that securing such representative does not impede the process.
Collection Sites Collection services will be provided at a NIDA -certified lab.
For services needed when a NIDA lab is not open, collection services will be provided at a
NIDA -certified laboratory to be mutually agreed upon.
B. lain -off CUst cV,y: In all cases, strict chain -of -custody procedures will be followed:
1. Immediately after the specimen is obtained, the client and the doctor or nurse will
initial the confidence seal on the urine specimen.
2. Both parties will sign the laboratory chain -of -custody form, including the date and
time.
3. Labeled specimens will be placed in a locked refrigerator or laboratory container
located in the clinic. The NIDA lab staff member will sign and date the NIDA lab
log.
4. Lab courier will pick up specimens twice per weekday and once per weekend.
Courier and NIDA lab staff will sign the chain -of -custody form.
5. Specimens will be transported directly to the designated NIDA -certified laboratory
where they will be processed in a separate drug testing area accessible only to
authorized personnel.
6. Once in the lab, all personnel who handle the specimen must sign and date the
chain -of -custody form.
C. S I eduling
1. "For cause/fitness for duty" and other non -routine collection of specimens for
testing will not require an appointment, but the individual must be accompanied by a
supervisor, who will present identification. In most cases, a NIDA -certified lab will
M
be notified by phone of a collection request "on the way".
2. Routine collection of specimens for testing will be done by appointment at least 24
hours in advance.
3. When collection is done at the Emergency Room, the Village will notify a NIDA -
certified lab on the next business day. At the hospital, the supervisor will present
identification and notice that this is a NIDA -client.
D. Results - Results will be forwarded by mail to the Director of Human Resources in a confidential
envelope. Generally, this means within 24-72 hours of specimen pick-up by the lab.
Results will not be released by phone when the call is initiated by someone outside
NIDA or the testing lab. The Director of Human Resources may request that NIDA
release the results by phone or in person only to him/her.
Written results are the property of the Village of Mount Prospect and will not be
released by NIDA or the laboratory to an employee/applicant without proper
authorization from the Village.
E. Collection Procedure
1. Client identity will be verified by driver's license or by the supervisor in the absence
of a picture I.D. Verification will be done by doctor or nurse.
2. Drug history/drug disclosure form will be completed by the client, and reviewed by
the doctor or nurse.
3. Consent form will be signed by client and witnessed.
4. The specimen will be obtained as follows:
- At the NIDA certified lab site, the collection will be unwitnessed: the client will
be fully unclothed, dressed in a hospital gown, wash his/her hands thoroughly,
including under and around the fingernails; and accompanied to the bathroom door.
The client will void in a bathroom with colored toilet water, taps shut off, and
devoid of soap or other materials which would be used to adulterate the specimen.
- At the Emergency Room site, if the specially -equipped bathroom is not available,
the test will be witnessed. A doctor and/or nurse will accompany the client to the
NNI
bathroom and will be physically present when the specimen is produced. Blood
alcohol specimen will be obtained by a nurse.
5. Blood alcohol specimen will be labeled with name, test date, time, and will be
initialed by the nurse or doctor and the client.
6. Urine specimen will be sealed in full view of the client and the confidence seal
placed over the top of the bottle.
7. The chain -of -custody process will be initiated, and specimens will be given an I.D.
number. The specimen will be labeled with that number, as is the chain -of -custody
form.
8. Copies of the chain -of -custody form will be sealed in a tamper -proof custody
envelope with the specimen. The envelope will be locked up in a metal box or
locked refrigerator.
9. "For cause" testing will also include a medical history and physical exam to gather
an understanding of any physical conditions, known or unknown of a client as well
as to provide a third party observation and assessment of the individual.
10. In connection with its testing program the Village shall engage the services of a
medical expert experienced in drug testing to design an appropriate questionnaire to
be filled out by any employee being tested to provide information of food or
medicine or other substance eaten or taken by or administered to the employee
which may affect the test results and to interview the employee in the event of
positive test results to determine if there is any innocent explanation for the
positive reading.
A NIDA -certified laboratory will be utilized for all drug/alcohol screening
processing. The laboratory will:
1. Use 7 drug panel of. amphetamines, barbiturates, benzodiazepines,
cocaine, cannabinoids (THC), opiates and phencyclidine, unless the specific
situation requires testing for another specific substance(s), plus alcohol
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(ethyl).
2. Use the EMIT procedure as the initial screen, utilizing cutoff levels as
follows:
Marijuana metabolites 100 ng/ml
Cocaine metabolite
300 ng/inl
Benzoylecgonine
Opiate metabolite
300 ng/ml
Amphetamines
1000 ng/ml
Phencyclidine
25 ng/in]
Barbiturates
300 ng/ml
Benzodiazepines
300 ng/ml
3. Use Gas Chromatography/Mass Spectroscopy (GC/MS) as the
confirmatory method, utilizing cutoff levels as follows:
Marijuana metabolites
15 ng/ml
(Delta -9 -THC Carboxylic)
Cocaine metabolite
150 ng/ml
(Benzoylecgonine)
Opiate metabolitcs:
Morphine
300 ng/ml
Codiene
300 ng/ml
Amphetamines
500 ng/ml
Amphetamine or Metbampbetamine
Phencydidinc
25ng/nil
Barbiturates
200ng/m
Benzodiazepincs
50ng/ml
4. Freeze and retain all positive specimens for at least twelve (12) months after
testing
5. Use for alcohol (ethyl) a blood alcohol content level of .05 grams per 100
cubic centimeters.
)_..lcippcpt C�esl%11g
When an employee has been tested pursuant to the rules established herein and there are
confirmed positive results, the employee may request that a portion of the original
specimen be submitted for an independent test.
C-8
The employee shall be notified of his/her right to do so and request and complete the
independent test within ten (10) days of notice. The independent test shall be at the
employee's expense, shall use equivalent testing and chain -of -custody process used by the
Village. If such independent test yields a negative test result, the Village will consider those
results in its determination of further action.
H. Conti t' Results
_fidenial�ty
of Test R .............
The results of drug and alcohol tests will be disclosed to the person tested, the Fire
Chief, the Director of Human Resources, and such other officials as may be designated by the
Village Manager on a need -to -know basis consistent with the other provisions of this
Agreement, including treatment needs, diagnosis, use of the Employee Assistance Program
and investigation of disciplinary action. Test results will be disclosed to the designated
representative of the Union upon request. "fest results will not be disclosed externally except
where the person tested consents or disclosure is permitted by law. Any member whose
drug/alcohol screen is confirmed positive, shall have an opportunity at the appropriate stage
of the disciplinary process to refute said results. A breach of confidentiality shall be
considered a serious act of misconduct and the Union may grieve and remedy violations
through the grievance procedure. Nothing in this provision shall be construed as waiving the
Union's statutory right to obtain information that may be relevant to collective bargaining or
the administration of grievances.
Section 6 Volunta Re nest For Assistance
Employees are encouraged to voluntarily seek treatment, counseling and/or other support and
assistance for an alcohol or drug related problem. If such voluntary assistance is sought by the
employee before the employee commits rule violations connected with drug/alcohol abuse, and/or
before the employee is subjected to for cause testing under this policy, there shall be no adverse
employment action taken against an employee who voluntarily seeks assistance. When voluntary
assistance is requested under this policy, the employee may use the Village's Employee Assistance
C-9
Program to obtain referrals, treatment, counseling and other support and all such requests shall be
treated as confidential pursuant to the Village's normal procedures in the operation of its Employee
Assistance Program.
A. The Fire Chief or his/her designee will:
1. Identify those members where a drug/alcohol screen is required and inform the
Director of Human Resources of said status.
2. When necessary, initiate a preliminary investigation to determine the validity of a
member's admission that he/she is presently taking prescribed drugs.
a. If the preliminary investigation reveals that the drugs have been legally
prescribed and are being consumed according to prescription directions, no
further investigation will ensue.
B. Command level personnel or the Fire Chief shall ensure that members have been
properly notified of the date and time of a drug/alcohol screen and that notification has
been properly documented.
C. The member subject to a drug/alcohol screen will:
1. Report on a date and time determined by the Department.
2. Furnish documentation relating to the use of any prescribed drugs, i.e.,
prescription bottle with prescription number, prescribing physician's
statement, etc.
3. Answer all pre -medical examination questions including the use of any/all
prescribed drugs and the name(s) of any prescribed drugs and the name(s)
of any prescribing physician(s).
4. Cooperate in the completion of all phases of the drug/alcohol screen in
accordance with the instructions of the examining physician or his/her
designee.
5. Have in his/her possession his/her departmental identification card.
C-10
D. Any employee who is taking prescription medication that could affect perception,
judgment, memory, coordination or other necessary ability to perform one's duties shall
report such fact and the nature of the illness or condition requiring the medication to
his/her supervisor. Such information will be treated on a confidential basis.
Sectioll 8 ults.
A.1ir t Positive. The first confirmed positive test result will be cause for disciplinary action
' ..
up to and including a five duty day disciplinary suspension. The employee must agree to the
following conditions: (1) the employee will be mandatorily referred to the Village's Employee
Assistance Program for evaluation, diagnosis and development of a treatment plan consistent with
generally accepted standards; and (2) the employee will be required to cooperate in the treatment
plan, undergo unannounced periodic drug and/or alcohol screening for a period of up to 12 months,
successfully complete the prescribed treatment, remain free of drug and alcohol use, and sign an
agreement consenting to said conditions. Failure to comply with these conditions of continued
employment shall be cause for discharge.
B. Second Positive - During I recti ent If an employee has a first confirmed positive test
under the previous Paragraph A and enters a treatment program, and thereafter that employee has a
subsequent confirmed positive test result while the employee is in treatment, as a result of
unannounced periodic drug and/or alcohol screening, the employee shall receive a 30 shift day
disciplinary suspension and shall be required to continue in treatment and comply with the other
conditions of treatment set forth in the preceding paragraph, which 30 shift day disciplinary
suspension shall be final and binding on the Union and the employee and shall not be subject to the
grievance procedure. Any confirmed positive test thereafter, either periodic, unannounced or
reasonable suspicion, shall result in the employee's discharge, which shall be final and binding on the
Union and the employee and the penalty shall not be subject to the grievance procedure of the
collective bargaining agreement.
C. Second Positive .,,.Reasonable Suspicion, An employee who has a first confirmed positive
test under Paragraph A of this Section 8 and who subsequently has a confirmed positive test under
the reasonable suspicion standard shall be discharged, which discharge shall be final and binding on
C-11
the Union and the employee and the penalty shall not be subject to the grievance procedure in the
collective bargaining agreement.
1) lT"
mple rneM StatLIS. There is no requirement on the part of the Village to keep an
employee on active employment status who is receiving treatment under this Section if it is
appropriately determinedi.e., determination by an independent physician and/or appropriately
certified medical and/or psychological professional) that the employee's current use of alcohol or
drugs prevents such individual from performing his duties or whose continuance on active status
would constitute a direct threat to the property and safety of others. Such employee shall be afforded
the opportunity to use accumulated paid leave or take an unpaid leave pending treatment.
C-12
EXHIBIT "A"
ORDER TO SUBMIT TO DRUG AND ALCOHOL TESTING
Pursuant to its Substance Abuse/Testing Policy, the Village of Mount Prospect has determined that you are to
be tested for the presence of drugs or alcohol for the following reasons:
Date of this Order:
Date Test is to be administered
You are permitted to consult with a representative designated by the Union and to have that representative
present at the time the test is given, provided that such consultation does not result in undue delay of the test.
A refusal to submit to this test may subject you to discipline.
Taking this test shall not be construed as a waiver of any objection or rights that you may have.
During the period of this testing, you will be removed from duty and placed on leave with pay pending the
receipt of results.
You are permitted to have a blood sample taken and retained for testing should the initial test prove positive.
Do you wish to have blood drawn for this purpose? Initial one (1) of the following:
Yes No
May the test results be disclosed to the Union? Initial one of the following:
Yes No
Signature of Employee/Date Signature of Village Official(s)/Date
Union Signature(s)/Date
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APPENDIX "D"
VILLAGE OF MOUNT PROSPECT
REQUEST TO INSPECT/COPY PERSONNEL FILE
Date of Request,:
wish to:
(print name of employee)
inspect
(check all that apply)
copy
records in my personnel file.
Copies of records may be made at a duplicating cost of $O. per page.
Signature of Employee
You were granted access to your records on:
Additional time will be required to grant this request. You may inspect/copy
your personnel file on „
This inspection/copy request is denied because two prior requests during this
calendar year have already been granted to you.
Signature of Personnel Record Keeper
Date:
D-1
APPENDIX
TRADEDAY FORM
MOUNT PROSPECT FIRE DEPARTMENT - REQUEST TO TRADE DAYS
Name
regular tour of duty on
Day of W eek
Name of Proposed Replacement
Asks permission to be absent from his/her
Date
will be my replacement on the above date. He is capable of performing the duties assigned to me. I
understand that if my replacement does not appear for the traded tour of duty, I will be
docked pay for the missed time, including any overtime expense for any required hireback.
This trade will be repaid on:
Requester's Signature
Company Officer's Signature
Battalion Chief's Signature
Day of week Date
Replacement's Signature
Company Officer's Signature
Battalion Chiefs Signature
'tirade denied by: Reason for denial:
GUIDELINES:
• Trade days that cause a hire back or any member to be paid acting officer pay will be denied or canceled.
• The Employee who is requesting the trade day may only trade shifts with an employee of the same rank and job description,
and who is capable of doing the same job requirements. Trades of time off days within the 28 day cycle should be approved
between ranks and job descriptions, providing they do not cause potential hirebacks or acting pay. Trades of vacation days
across the 28 day cycles should also not create a problem, but this must be within original vacation pick parameters and at
the discretion of the Battalion Chief. If the trade has the potential of a hireback or acting pay, the Battalion Chief has the
authority to deny the trade.
• The clerical responsibility of the "Trade Day Agreement" shall be that of the trade day requester. The requester shall be sure
the proper form is completed and it properly logged to, klagtalggln t Iugf, before the day of the trade.
• The employee who is provided relief on the day of the trade has the responsibility to ensure that whom he/she traded with will
show up. If for any reason the fill-in does not complete his/her requirements, the employee assigned to that shift shall be
docked that pay for being absent.
• All trade days between two members shall be completed within the same Mount Prospect Fire Department shift calendar year
unless the trade is initiated within the last three months of the calendar year (Oct I -Dee 31), if so the trade may be paid back
within the first three months (Jan 1 -Mar 31) of the new calendar year. Any change to the original "Trade Day Agreement"
shall take the form of a memo and follow the proper chain of command.
• No three way trade days shall be allowed except for extenuating circumstances approved by the Fire Chief or designee at least
E-1
24 hours in advance of the affected trade day.
The Mount Prospect Fire Department shall not bear the responsibility for any trade days that are not honored, such as: due to
an injury where a firefighter cannot complete his part of the trade day agreement.
awn 11kV
Is '411m I
LM
APPENDIX "F"
FIRE DEPARTMENT GRIEVANCE FORM
G rievanc int or m tion p be fi!!cd &►ut L)y s p2!(j e )
N
All formal Grievances shall be filled not later than 28 calendar days from the date of the first
occurrence of the matter giving rise to the Grievance.
Employee Name Badge # Rank
DUTY ASSIGNMENT: Station # Sh
I submit the following Grievance which occurred or became known to me on:
As a violation of Agreement provision:
The facts pertaining to said Grievance are as follows:
I suggest the following correction (s) be made
Employee Signature
F-1
Date
Date
GRIEVANCE PROCEDURE STEPS
Ste l: Supervisor
Step 1 shall be initiated when the employee notifies their supervisor of a Grievance using this
Grievance form.
Notification Date:
Supervisor Signature:
Date:
The supervisor shall meet with the employee within seven calendar days of the Notification Date.
Meeting Date: p _ Union notified of meeting date:
Result: Resolved, Unresolved, No Response, or_
Comments:
Ste2: Grievance �."oinmittec
Yes No
No Meeting held
Step 2 shall be initiated when the employee presents the Union President or Vice President with
their Grievance Form for appeal to the Grievance Committee.
Notification Date:
The Grievance Committee shall have 14 calendar days to determine if the Grievance should be
processed further.
Grievance Committee recommends the Grievance proceed to the next step Yes No
If yes: Firefighter Grievances shall proceed to Step 3. Lieutenant Grievances shall
proceed to Step 4.
Grievance Committee Signature:
Date:,
Comments:
F-2
t .4-.13attqlion Chief
Step 3 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Battalion Chief.
Notification Date:
Battalion Chief's Signature:... .___...... ........ ..... .. _Dated:
Battalion Chief shall meet with the employee and/or Grievance Committee Representative with
seven calendar days of the Notification Date.
Meeting date:,,,,,,
Grievance Committee Representative present: Yes No
After the meeting, the Grievance Committee shall have seven calendar days to decide if the wish
to appeal the Grievance to the Fire Chief and proceed to Step 4. During the seven day time
frame, the Battalion Chief shall attempt to resolve the Grievance.
Result: Resolved Unresolved No Response No Meeting Held
Comments:
Grievance Committee Signature: _ _ dated:,,...
F-3
Ste 4: Fire Chief
Step 4 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Fire Chief.
Notification Date:
Fire Chief Signature:
Dated:
The Fire Chief may meet with the employee and Grievance Committee Representative, but shall
reply to the Grievance in writing within 7 calendar days of Notification Date.
Date Reply Recei
After receipt of the Fire Chief's written reply, the Grievance Committee shall have 14 calendar
days to decide if they wish to appeal the Grievance to the Village Manager and proceed to Step 5.
Result: _Resolved, or _Unresolved
Comments:
Grievance Committee Signature:
F-4
Date:
Ste„:: "ila il:n:ge
Step 5 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Village Manager, or his designee.
Notification Date:.
Village Manager's Signature:
Date:
The Village Manager, or his designee, shall investigate the facts and circumstances as he deems
necessary and shall reply to the Grievance in writing within 21 calendar days of the Notification
Date.
Date Reply Received:_,,,_,_ ......................................... ....
After receipt of the Village Manager's written reply, the Grievance Committee shall have 15
business days to if they wish to submit the Grievance to arbitration and proceed to Step 6.
Result: Resolved, or Unresolved
Comments:
Grievance Committee Signature:
Ste 6: Arbitration
dated:
Step 6 shall be initiated when the Grievance Committee notifies the Village Manager, in writing,
of their intention to submit the Grievance to arbitration.
Notification Date:
Village Manager's Signature: .,-,.-,,.,.Date:
Grievance Committee Signature:,,Date:
Arbitrator selected (name): Date:
Arbitrator's Ruling:
F-5
APPENDIX "G"
GROUP HEALTH AND MEDICAL INSURANCE
Iles vitalization:
The Village agrees to maintain in full force and effect for the life of this Agreement, a health
insurance benefits program for full-time employees. .
The Village shall continue to make health insurance benefits available to full time
firefighters, full time Lieutenants, and their dependents. The Village reserves the right to change group
health and hospitalization insurance coverage as long as coverage is substantially similar to coverage
available prior to the signing of this Agreement. Included in the above, the Village reserves the right
to maintain or institute cost containment measures relative to insurance coverage, change insurance
carriers, plans or benefit levels, as long as the new basic coverage and basic benefits are substantially
similar. During the term of this Agreement, employees may elect appropriate coverage in one of the
health plans offered by the enrollment period established by the Village.
The amount of an employee's applicable monthly medical insurance premium contribution
during the term of this Agreement shall not exceed the amount of the applicable monthly insurance
premium required of other regular full-time non -represented Village employees.
Each employee, upon becoming eligible for the above coverage, shall receive a policy and
descriptive literature describing the health insurance benefits and the procedures for utilizing them.
Employee's contribution towards the insurance benefits program shall be as follows:
G-1
G-2
Effective January 1, 2022:
Monthly
-rerniurns
,Lke inonth!"Equilltqnk, for 202,3 will not exceed
'FtLg_M( Lpthl -ptiums for 2022
will not exceed
. ......
rates below.
PPO Pla"n"l -'- "'H'MO Plan 1""" PPO Pl�
Coverage '11111 111 Pav Tv e
......... .
PPO Plan 1 HMO Plan 1
PPO Plan 2
HMO Plan 2
$1�9�
Single
$177.11
$155.69
$134.16
Single Discount (10%)*
$159.40 $137.36
$140.12
$120.74
Single +1 Discount (20%)*
Single +1
$319.50 $275.31
. ............
$283.62
.................. . . ...... ...... . ... .
$244.39
..................
$408.41 $350.07 $358.99
........... . ... . ...... ... . . ...... .......... . ....
single +1 Discount (20%)
$255.60 $220.25
----------
$226.89
$195.51
1 $227.3
.......... . .
Family
$388.96 $333.40
1 $341.89
.. ...
$309.33
. . .......
Family Discount (30%)*
$272.27 $233.38
$239.33
$216.53
Specialist Doctor Co -pay
Office Visit Co -Pays
$50.00
Emergency Room Visit LO -Pay
$75.00 $75.00 $75-00
Doctor Co -pay
$25.00
tF
$25.00
$25.00
the wellness
Specialist Doctor Co -pay
$ 40. 0 0
$40.00
$50.00
ncy Room Visit Co -Pay
$75.00 $75.00
$75.00
$100.00
*'Di.scount.rate
--.1.1111--.-
... ....... do I jor elig i,ble ernpIq
_y. 4q�qtjs�g gq!20
_q q in
tp rticOjqj� Q�
t;
program.
See Wellnes Partic tion Rewards
section below. . . .
. . . . . . . . . . ........................... - ................ . .
G-2
Effective January 1, 2023:
Monthly Premiums
,Lke inonth!"Equilltqnk, for 202,3 will not exceed
rates below.
..... ... . . . -
T
Cover e TvDe/Co-Pa voe
PPO Pla"n"l -'- "'H'MO Plan 1""" PPO Pl�
H`M 0 P I a n 2
Single
$185.97 $160.25 $163.47
. .... .........
$1�9�
Single Discount (10%)*
$167.38 $144.22 $147.11
$126.78
Single +1
$335.48 1 $289.08 $297.80
$256.61
Single +1 Discount (20%)*
$268.38 $231.26 $238.24
$205.29
Family ............ ....
$408.41 $350.07 $358.99
........... . ... . ...... ... . . ...... .......... . ....
$324.79
.. .. ..... . ................
Family Discount (30%)*
$285.89 $245.05 $251.29
1 $227.3
.......... . .
I Office Visit Co -Pays
Doctor Co -pay
$25.00 $25,00 $25.00
$25.00
Specialist Doctor Co -pay
$40.00 1 $50.00 $40.00
$50.00
Emergency Room Visit LO -Pay
$75.00 $75.00 $75-00
$100.00
*Oiscount
rote ovailab le
di ion gqrti�,.I I
t LQ( pg�i gjn
the wellness
prqgTqM.,,See
a Rewards
Wellness P qjc��iqn
.. ........ . . ..........
. . . ........................... section below.
G-2
One-half (1/2) of the monthly premium costs paid by employees shall be paid twice per month 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 shall receive insurance
coverage as dictated by the HMO provider.
The Village of Mount Prospect shall be allowed to raise the maximum out-of-pocket
expenses for PPO Plans to the following:
Two (2) percent of the employee's pensionable pay for single coverage and four (4) percent
of the employee's pensionable pay for family coverage. The maximum out of pocket levels
shall be established as illustrated in Exhibit Dl.
Wellness Partici ation Rewards
The Village shall offer the biometric blood draw annually and employees may participate in
the blood draw scheduled at the Village or at approved remote locations. Human Resources has the
listing of the approved remote locations, in the instances when the employee and spouse cannot
directly participate in the blood draw scheduled at the Village. Spouses must also participate in the
biometric testing and meet the criteria established in order to qualify for the wellness insurance
G-3
Effective January 1, 2024:
Monthly
Premiums
The month!urcntiums
for 2024
will not exceed
rates below.
Covera e T a/Co-Pa T e
PPO Plan 1
HMO Plan 1
i PPO Plan 2
HMO Plan 2
Single
...
$195.27
$168.26
.........
-.
$171.65
........
$147.91
Single Discount (10��.
o)*
$175.74
$151.43
$154.48
$133.12
Single +1
$352.25
$303.53
$312.69
$269.44
Single+1 Discount (20%)*
$281.80
$242.82
$250.15
$215.55
Family __...__.. .........
$428.83
...$300.18......,
$367.57
.......$257.30..
$376.94
.......$263.86
$341.03
....
Family Discount (30%)*
$�..�...ry..ry....ryry.
38.72
Office Visit Co-Pays
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
."Miscount
rote ovailable far..gLagj tt!pnf
tcotre s_u�rP o..soCrs y.tla
" arr Racrrrs cif
rort,rc r/rat r'stt i
mite we tIness
rho roam See 4�M%lla ess Partic/patlonmRewards
section below,
One-half (1/2) of the monthly premium costs paid by employees shall be paid twice per month 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 shall receive insurance
coverage as dictated by the HMO provider.
The Village of Mount Prospect shall be allowed to raise the maximum out-of-pocket
expenses for PPO Plans to the following:
Two (2) percent of the employee's pensionable pay for single coverage and four (4) percent
of the employee's pensionable pay for family coverage. The maximum out of pocket levels
shall be established as illustrated in Exhibit Dl.
Wellness Partici ation Rewards
The Village shall offer the biometric blood draw annually and employees may participate in
the blood draw scheduled at the Village or at approved remote locations. Human Resources has the
listing of the approved remote locations, in the instances when the employee and spouse cannot
directly participate in the blood draw scheduled at the Village. Spouses must also participate in the
biometric testing and meet the criteria established in order to qualify for the wellness insurance
G-3
premium discount.
Employees and spouses participating in the Village's health insurance plans must annually
complete the biometric blood draw and health risk assessrnent(s) to be eligible for the wellness
insurance premium discount. The biometric blood draw consists of at least a 37 -panel evaluation
(including coronary risk assessment, blood count, and chem -screen profile), blood pressure
screening, waist circumference, and height and weight measurements. The purpose of the biometric
test and health risk assessment is to alert participants at an early stage of possible health issues and to
prevent the issues from becoming catastrophic illnesses. The results are strictly confidential.
The Village shall not have any information as to what areas any employee or spouse may be deemed
to be in an unhealthy range nor shall the Village have any knowledge of any treatment. The
information the Village shall receive is only aggregate data if the participants meet the healthy range
criteria.
Wellness discounts shall apply annually provided the criteria above are met. The discounts shall
be applied to monthly insurance premium charges in the following amounts:
Single Single +1 Family
Coverage Coverage Coverage
10%20% 30%
If an employee has single +1 or family coverage they would not be eligible for a single coverage
discount if only the employee participated in the biometric program.
PI -10 Pre et•w tion Drug Card
The prescription co -payment amounts shall be as follows:
,..._Effective...... .Generic Formulary .__........._ ._....... ........_ ................
_ry.. Mary Brand Non -Formulary
DatePrescription Prescription Brand Prescription
....,,,.1/1/2022„ ........ ..............ry. __._....... ......... ......... ........
$20.00 $50.00 $85.00
HMOre cri )tion Drug Card
The prescription co -payment amounts shall be as follows:
G-4
........ ..._ ._ m .... ...... .... ... ...
Effective Generic Formulary Brand ...........Non-Form.
on-Formulary
Date_ Prescription Prescription Brand Prescription
-1/1/2022 ....... .....$20.00 .... ........ ................. .... ..... ...._. � _ ....,
$50.00 $85.00
General Preseri tion Dru Card infcrrnttio a licable to both PPO and HMO lans
Mail order drug prescriptions shall be available to employees to purchase up to a ninety (90)
day supply with the employee paying the appropriate co -pay amount that corresponds to the
classification of the prescription be it generic, non -formulary, or formulary. All mail order prescription
drugs shall be paid by the employee in an amount of two (2) times the appropriate prescription co -pay
level depending on the classification of the prescription drug ordered (generic, formulary, non-
formulary, or specialty).
Prescription drugs that are considered Specialty drugs as determined by the prescription
drug benefits manager shall have a $350 co -payment amount. Prior to submitting a specialty drug
prescription for payment the prescription must be pre -authorized. If the prescribed drug is
determined to be a maintenance and non -elective drug the co -payments that corresponds to the
classification of the prescription be it generic, non -formulary, or formulary shall apply and not the
$350 co -payment amount.
The Employer has the discretion to select insurance carriers, provided that benefits are similar
to those benefits in effect as of execution.
ki-�
Maximum Out of Pocket Rates - 2022
- 2024
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
*PPO $500/$1500 Health Insurance Plan Family Maximum Out of Pocket is $1,500.
APPENDIX "H"
ELECTION TO ARBITRATE DISCIPLINARY ACTION
In accordance with Section 13.3 of the contract currently effective between the Village and
the Union, the undersigned Grievant, with the approval of the union, elects to appeal the disciplinary
action assessed against him/her to arbitration. In doing so, the undersigned understands that:
(1) His/her grievance, unless otherwise settled, will be heard and determined by an
arbitrator selected in accordance with Step 6;
(2) He/she is waiving any and all rights to appeal of the decision by the Board of Fire
and Police Commissioners of the Village of Mount Prospect, provided by to the
Illinois Municipal Code 65 ILCS 5/10-2.1-17 and Administrative Review Act,
735 ILCS 5/3-101, et seq. The decision by the arbitrator shall be final and binding
subject only to an appeal in accordance with the provisions of the Uniform
Arbitration Act as provided by §8 of the IPLRA, 5 ILCS 315/8.
APPEAL TO ARBITRATION APPROVED:
EMPLOYEE
DATE:
H-1
PRESIDENT, LOCAL 4119 IAFF
DATE:
APPENDIX "I"
QUISME EMP QYWN C
am requesting approval for outside employment with the below -name
(Print Name)
organization:
Organization
Type of Industry
Job Title
Supervisor
Salary — Hourly Rate/Annual Income
Employment Status (F/T or P/T)
Days of the week to be worked
Hours to be worked per day
Address of Business
Phone Number
I am aware of the fact that approval will be based on the fact that said employment will not interfere
with my effectiveness, physical well-being, or be in conflict of interest with my current position with
the Village of Mount Prospect.
Employee Signature Date
Director Approval Date
Village Manager Approval Date
I-1
APPENDIX "J"
(50 ILCS 742/) Fire Department Promotion Act.
(50 ILCS 742/1)
Sec. 1. Short title. This Act may be cited as the Fire Department Promotion Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/5)
Sec. 5. Definitions. In this Act:
"Affected department" or "department" means a full-time municipal fire department that is subject
to a collective bargaining agreement or the fire department operated by a full-time fire protection
district. The terms do not include fire departments operated by the State, a university, or a
municipality with a population over 1,000,000 or any unit of local government other than a
municipality or fire protection district. The terms also do not include a combined department that
was providing both police and firefighting services on January 1, 2002.
"Appointing authority" means the Board of Fire and Police Commissioners, Board of Fire
Commissioners, Civil Service Commissioners, Superintendent or Department Head, Fire Protection
District Board of Trustees, or other entity having the authority to administer and grant promotions in
an affected department.
"Promotion" means any appointment or advancement to a rank within the affected department (1)
for which an examination was required before January 1, 2002; (2) that is included within a
bargaining unit; or (3) that is the next rank immediately above the highest rank included within a
bargaining unit, provided such rank is not the only rank between the Fire Chief and the highest rank
included within the bargaining unit, or is a rank otherwise excepted under item (i), (ii), (iii), (iv), or
(v) of this definition. "Promotion" does not include appointments (i) that are for fewer than 180 days;
(ii) to the positions of Superintendent, Chief, or other chief executive officer; (iii) to an exclusively
administrative or executive rank for which an examination is not required; (iv) to a rank that was
exempted by a home rule municipality prior to January 1, 2002, provided that after the effective date
of this Act no home rule municipality may exempt any future or existing ranks from the provisions of
this Act; or (v) to an administrative rank immediately below the Superintendent, Chief, or other chief
executive officer of an affected department, provided such rank shall not be held by more than 2
persons and there is a promoted rank immediately below it. Notwithstanding the exceptions to the
definition of "promotion" set forth in items (i), (ii), (iii), (iv), and (v) of this definition, promotions
shall include any appointments to ranks covered by the terms of a collective bargaining agreement in
effect on the effective date of this Act.
"Preliminary promotion list" means the rank order of eligible candidates established in accordance
with subsection (b) of Section 20 prior to applicable veteran's preference points. A person on the
preliminary promotion list who is eligible for veteran's preference under the laws and agreements
applicable to the appointing authority may file a written application for that preference within 10
days after the initial posting of the preliminary promotion list. The preference shall be calculated in
accordance with Section 55 and applied as an addition to the person's total point score on the
examination. The appointing authority shall make adjustments to the preliminary promotion list
based on any veteran's preference claimed and the final adjusted promotion list shall then be posted
by the appointing authority.
J-1
"Rank" means any position within the chain of command of a fire department to which employees
are regularly assigned to perform duties related to providing fire suppression, fire prevention, or
emergency services.
"Final adjusted promotion list" means the promotion list for the position that is in effect on the
date the position is created or the vacancy occurs. If there is no final adjusted promotion list in effect
for that position on that date, or if all persons on the current final adjusted promotion list for that
position refuse the promotion, the affected department shall not make a permanent promotion until a
new final adjusted promotion list has been prepared in accordance with this Act, but may make a
temporary appointment to fill the vacancy. Temporary appointments shall not exceed 180 days.
Each component of the promotional test shall be scored on a scale of 100 points. The component
scores shall then be reduced by the weighting factor assigned to the component on the test and the
scores of all components shall be added to produce a total score based on a scale of 100 points.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/10)
Sec. 10. Applicability.
(a) This Act shall apply to all positions in an affected department, except those specifically
excluded in items (i), (ii), (iii), (iv), and (v) of the definition of "promotion" in Section 5 unless such
positions are covered by a collective bargaining agreement in force on the effective date of this Act.
Existing promotion lists shall continue to be valid until their expiration dates, or up to a maximum of
3 years after the effective date of this Act.
(b) Notwithstanding any statute, ordinance, rule, or other laws to the contrary, all promotions in an
affected department to which this Act applies shall be administered in the manner provided for in
this Act. Provisions of the Illinois Municipal Code, the Fire Protection District Act, municipal
ordinances, or rules adopted pursuant to such authority and other laws relating to promotions in
affected departments shall continue to apply to the extent they are compatible with this Act, but in
the event of conflict between this Act and any other law, this Act shall control.
(c) A home rule or non -home rule municipality may not administer its fire department promotion
process in a manner that is inconsistent with this Act. This Section is a limitation under subsection
(i) of Section 6 of Article VII of the Illinois Constitution on the concurrent exercise by home rule
units of the powers and functions exercised by the State.
(d) This Act is intended to serve as a minimum standard and shall be construed to authorize and
not to limit:
(1) An appointing authority from establishing different or supplemental promotional criteria or
components, provided that the criteria are job-related and applied uniformly.
(2) The right of an exclusive bargaining representative to require an employer to negotiate
clauses within a collective bargaining agreement relating to conditions, criteria, or procedures for the
promotion of employees to ranks, as defined in Section 5, covered by this Act.
(3) The negotiation by an employer and an exclusive bargaining representative of provisions
within a collective bargaining agreement to achieve affirmative action objectives, provided that such
clauses are consistent with applicable law.
(e) Local authorities and exclusive bargaining agents affected by this Act may agree to waive one
or more of its provisions and bargain on the contents of those provisions, provided that any such
waivers shall be considered permissive subjects of bargaining.
(Source: P.A. 93-411, eff. 8-4-03; 94-809, eff. 5-26-06.)
J-2
(50 ILCS 742/15)
Sec. 15. Promotion process.
(a) For the purpose of granting promotion to any rank to which this Act applies, the appointing
authority shall from time to time, as necessary, administer a promotion process in accordance with
this Act.
(b) Eligibility requirements to participate in the promotional process may include a minimum
requirement as to the length of employment, education, training, and certification in subjects and
skills related to fire fighting. After the effective date of this Act, any such eligibility requirements
shall be published at least one year prior to the date of the beginning of the promotional process and
all members of the affected department shall be given an equal opportunity to meet those eligibility
requirements.
(c) All aspects of the promotion process shall be equally accessible to all eligible employees of the
department. Every component of the testing and evaluation procedures shall be published to all
eligible candidates when the announcement of promotional testing is made. The scores for each
component of the testing and evaluation procedures shall be disclosed to each candidate as soon as
practicable after the component is completed.
(d) The appointing authority shall provide a separate promotional examination for each rank that is
filled by promotion. All examinations for promotion shall be competitive among the members of the
next lower rank who meet the established eligibility requirements and desire to submit themselves to
examination. The appointing authority may employ consultants to design and administer promotion
examinations or may adopt any job-related examinations or study materials that may become
available, so long as they comply with the requirements of this Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/20)
Sec. 20. Promotion lists.
(a) For the purpose of granting a promotion to any rank to which this Act applies, the appointing
authority shall from time to time, as necessary, prepare a preliminary promotion list in accordance
with this Act. The preliminary promotion list shall be distributed, posted, or otherwise made
conveniently available by the appointing authority to all members of the department.
(b) A person's position on the preliminary promotion list shall be determined by a combination of
factors which may include any of the following: (i) the person's score on the written examination for
that rank, determined in accordance with Section 35; (ii) the person's seniority within the department,
determined in accordance with Section 40; (iii) the person's ascertained merit, determined in
accordance with Section 45; and (iv) the person's score on the subjective evaluation, determined in
accordance with Section 50. Candidates shall be ranked on the list in rank order based on the highest
to the lowest total points scored on all of the components of the test. Promotional components, as
defined herein, shall be determined and administered in accordance with the referenced Section,
unless otherwise modified or agreed to as provided by paragraph (1) or (2) of subsection (d) of
Section 10. The use of physical criteria, including but not limited to fitness testing, agility testing,
and medical evaluations, is specifically barred from the promotion process.
(c) A person on the preliminary promotion list who is eligible for a veteran's preference under the
laws and agreements applicable to the department may file a written application for that preference
within 10 days after the initial posting of the preliminary promotion list. The preference shall be
calculated as provided under Section 55 and added to the total score achieved by the candidate on the
J-3
test. The appointing authority shall then make adjustments to the rank order of the preliminary
promotion list based on any veteran's preferences awarded. The final adjusted promotion list shall
then be distributed, posted, or otherwise made conveniently available by the appointing authority to
all members of the department.
(d) Whenever a promotional rank is created or becomes vacant due to resignation, discharge,
promotion, death, or the granting of a disability or retirement pension, or any other cause, the
appointing authority shall appoint to that position the person with the highest ranking on the final
promotion list for that rank, except that the appointing authority shall have the right to pass over that
person and appoint the next highest ranked person on the list if the appointing authority has reason to
conclude that the highest ranking person has demonstrated substantial shortcomings in work
performance or has engaged in misconduct affecting the person's ability to perform the duties of the
promoted rank since the posting of the promotion list. If the highest ranking person is passed over,
the appointing authority shall document its reasons for its decision to select the next highest ranking
person on the list. Unless the reasons for passing over the highest ranking person are not remediable,
no person who is the highest ranking person on the list at the time of the vacancy shall be passed
over more than once. Any dispute as to the selection of the first or second highest-ranking person
shall be subject to resolution in accordance with any grievance procedure in effect covering the
employee.
A vacancy shall be deemed to occur in a position on the date upon which the position is vacated,
and on that same date, a vacancy shall occur in all ranks inferior to that rank, provided that the
position or positions continue to be funded and authorized by the corporate authorities. If a vacated
position is not filled due to a lack of funding or authorization and is subsequently reinstated, the final
promotion list shall be continued in effect until all positions vacated have been filled or for a period
up to 5 years beginning from the date on which the position was vacated. In such event, the candidate
or candidates who would have otherwise been promoted when the vacancy originally occurred shall
be promoted.
Any candidate may refuse a promotion once without losing his or her position on the final adjusted
promotion list. Any candidate who refuses promotion a second time shall be removed from the final
adjusted promotion list, provided that such action shall not prejudice a person's opportunities to
participate in future promotion examinations.
(e) A final adjusted promotion list shall remain valid and unaltered for a period of not less than 2
nor more than 3 years after the date of the initial posting. Integrated lists are prohibited and when a
list expires it shall be void, except as provided in subsection (d) of this Section. If a promotion list is
not in effect, a successor list shall be prepared and distributed within 180 days after a vacancy, as
defined in subsection (d) of this Section.
(f) This Section 20 does not apply to the initial hiring list.
(Source: P.A. 95-956, eff. 8-29-08.)
(50 ILCS 742/25)
Sec. 25. Monitoring.
(a) All aspects of the promotion process, including without limitation the administration, scoring,
and posting of scores for the written examination and subjective evaluation and the determination
and posting of seniority and ascertained merit scores, shall be subject to monitoring and review in
accordance with this Section and Sections 30 and 50.
J-4
(b) Two impartial persons who are not members of the affected department shall be selected to act
as observers by the exclusive bargaining agent. The appointing authorities may also select 2
additional impartial observers.
(c) The observers monitoring the promotion process are authorized to be present and observe when
any component of the test is administered or scored. Except as otherwise agreed to in a collective
bargaining agreement, observers may not interfere with the promotion process, but shall promptly
report any observed or suspected violation of the requirements of this Act or an applicable collective
bargaining agreement to the appointing authority and all other affected parties.
(d) The provisions of this Section do not apply to the extent that they are inconsistent with
provisions otherwise agreed to in a collective bargaining agreement.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/30)
Sec. 30. Promotion examination components. Promotion examinations that include components
consisting of written examinations, seniority points, ascertained merit, or subjective evaluations shall
be administered as provided in Sections 35, 40, 45 and 50. The weight, if any, that is given to any
component included in a test may be set at the discretion of the appointing authority provided that
such weight shall be subject to modification by the terms of any collective bargaining agreement in
effect on the effective date of this Act or thereafter by negotiations between the employer and an
exclusive bargaining representative. If the appointing authority establishes a minimum passing score,
such score shall be announced prior to the date of the promotion process and it must be an aggregate
of all components of the testing process. All candidates shall be allowed to participate in all
components of the testing process irrespective of their score on any one component. The provisions
of this Section do not apply to the extent that they are inconsistent with provisions otherwise agreed
to in a collective bargaining agreement.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/35)
Sec. 35. Written examinations.
(a) The appointing authority may not condition eligibility to take the written examination on the
candidate's score on any of the previous components of the examination. The written examination for
a particular rank shall consist of matters relating to the duties regularly performed by persons holding
that rank within the department. The examination shall be based only on the contents of written
materials that the appointing authority has identified and made readily available to potential
examinees at least 90 days before the examination is administered. The test questions and material
must be pertinent to the particular rank for which the examination is being given. The written
examination shall be administered after the determination and posting of the seniority list,
ascertained merit points, and subjective evaluation scores. The written examination shall be
administered, the test materials opened, and the results scored and tabulated.
(b) Written examinations shall be graded at the examination site on the day of the examination
immediately upon completion of the test in front of the observers if such observers are appointed
under Section 25, or if the tests are graded offsite by a bona fide testing agency, the observers shall
witness the sealing and the shipping of the tests for grading and the subsequent opening of the scores
upon the return from the testing agency. Every examinee shall have the right (i) to obtain his or her
score on the examination on the day of the examination or upon the day of its return from the testing
agency (or the appointing authority shall require the testing agency to mail the individual scores to
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any address submitted by the candidates on the day of the examination); and (ii) to review the
answers to the examination that the examiners consider correct. The appointing authority may hold a
review session after the examination for the purpose of gathering feedback on the examination from
the candidates. The review sessions shall be at no cost to the candidates.
(c) Sample written examinations may be examined by the appointing authority and members of the
department, but no person in the department or the appointing authority (including the Chief, Civil
Service Commissioners, Board of Fire and Police Commissioners, Board of Fire Commissioners, or
Fire Protection District Board of "Trustees and other appointed or elected officials) may see or
examine the specific questions on the actual written examination before the examination is
administered. If a sample examination is used, actual test questions shall not be included. It is a
violation of this Act for any member of the department or the appointing authority to obtain or
divulge foreknowledge of the contents of the written examination before it is administered.
(d) Each department shall maintain reading and study materials for its current written examination
and the reading list for the last 2 written examinations or for a period of 5 years, whichever is less,
for each rank and shall make these materials available and accessible at each duty station.
(e) The provisions of this Section do not apply to the extent that they are in conflict with
provisions otherwise agreed to in a collective bargaining agreement.
(Source: P.A. 97-352, eff. 8-12-11.)
(50 ILCS 742/40)
Sec. 40. Seniority points.
(a) Seniority points shall be based only upon service with the affected department and shall be
calculated as of the date of the written examination. The weight of this component and its
computation shall be determined by the appointing authority or through a collective bargaining
agreement.
(b) A seniority list shall be posted before the written examination is given and before the
preliminary promotion list is compiled. The seniority list shall include the seniority date, any breaks
in service, the total number of eligible years, and the number of seniority points.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/45)
Sec. 45. Ascertained merit.
(a) The promotion test may include points for ascertained merit. Ascertained merit points may be
awarded for education, training, and certification in subjects and skills related to the fire service. The
basis for granting ascertained merit points, after the effective date of this Act, shall be published at
least one year prior to the date ascertained merit points are awarded and all persons eligible to
compete for promotion shall be given an equal opportunity to obtain ascertained merit points unless
otherwise agreed to in a collective bargaining agreement.
(b) Total points awarded for ascertained merit shall be posted before the written examination is
administered and before the promotion list is compiled.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/50)
Sec. 50. Subjective evaluation.
(a) A promotion test may include subjective evaluation components. Subjective evaluations may
include an oral interview, tactical evaluation, performance evaluation, or other component based on
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subjective evaluation of the examinee. The methods used for subjective evaluations may include
using any employee assessment centers, evaluation systems, chiefs points, or other methods.
(b) Any subjective component shall be identified to all candidates prior to its application, be job-
related, and be applied uniformly to all candidates. Every examinee shall have the right to
documentation of his or her score on the subjective component upon the completion ofthe subjective
examination component or its application. A designated representative of the contracting union party
shall be notified and be entitled to be present to monitor any preliminary meeting between certified
assessors or representatives of a testing agency and representatives of the appointing authority held
prior to the administration of the test to candidates for promotion.
(c) Where chiefs points or other subjective methods are employed that are not amenable to
monitoring, monitors shall not be required, but any disputes as to the results of such methods shall be
subject to resolution in accordance with any collectively bargained grievance procedure in effect at
the time of the test.
(d) Where performance evaluations are used as a basis for promotions, they shall be given
annually and made readily available to each candidate for review and they shall include any
disagreement or documentation the employee provides to refute or contest the evaluation. These
annual evaluations are not subject to grievance procedures, unless used for points in the promotion
process.
(e) Total points awarded for subjective components shall be posted before the written examination
is administered and before the promotion list is compiled.
(f) Persons selected to grade candidates for promotion during an assessment center process shall
be impartial professionals who have undergone training to be certified assessors. The training and
certification requirements shall, at a minimum, provide that, to obtain and maintain certification,
assessors shall complete a course of basic training, subscribe to a code of ethical conduct, complete
continuing education, and satisfy minimum activity levels.
(g) The standards for certification shall be established by a Joint Labor and Management
Committee (JLMC) composed of 4 members: 2 designated by a statewide association whose
membership is predominantly fire chiefs representing management interests of the Illinois fire
service, and 2 designated by a statewide labor organization that is a representative of sworn or
commissioned firefighters in Illinois. Members may serve terms of one year subject to
reappointment.
For the purposes of this Section, the term "statewide labor organization" has the meaning ascribed
to it in Section 10-3-12 of the Illinois Municipal Code.
In developing certification standards the JLMC may seek the advice and counsel of professionals
and experts and may appoint an advisory committee.
The JLMC may charge reasonable fees that are related to the costs of administering authorized
programs and conducting classes, including without limitation the costs of monitoring programs and
classes, to the following: (i) applicants for certifications or recertifications, (ii) recipients of
certifications or recertifications, and (iii) individuals and entities approved by the JLMC to conduct
programs or classes.
The JLMC's initial certification standards shall be submitted to the Office of the State Fire
Marshal by January 1, 2009. The JLMC may provisionally certify persons who have prior experience
as assessors on promotional examinations in the fire service. Effective January 1, 2010 only those
persons who meet the certification standards developed by the JLMC and submitted to the Office of
the State Fire Marshal may be selected to grade candidates on a subjective component of a
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promotional examination conducted under the authority of this Act; provided this requirement shall
be waived for persons employed or appointed by the jurisdiction administering the examination.
The JLMC shall annually:
(1) issue public notice offering persons who are interested in qualifying as certified assessors
the opportunity to enroll in training; and
(2) submit to the Office of the State Fire Marshal an amended list of persons who remain
certified, are newly certified, or who are no longer certified.
(h) The Office of the State Fire Marshal shall support the program by adopting certification
standards based on those submitted by the JLMC and by establishing a roster of certified assessors
composed of persons certified by the JLMC.
If the parties have not agreed to contract with a particular testing company to provide certified
assessors, either party may request the Office to provide the names of certified assessors. Within 7
days after receiving a request from either party for a list of certified assessors, the Office shall select
at random from the roster of certified assessors a panel numbering not less than 2 times the number
of assessors required. The parties shall augment the number by a factor of 50% by designating
assessors who may serve as alternates to the primary assessors.
The parties shall select assessors from the list or lists provided by the Office or from the panel
obtained by the testing company as provided above. Within 7 days following the receipt of the list,
the parties shall notify the Office of the assessors they have selected. Unless the parties agree on an
alternate selection procedure, they shall alternatively strike names from the list provided by the
Office until only the number of required assessors remain. A coin toss shall determine which party
strikes the first name. If the parties fail to notify the Office in a timely manner of their selection of
assessors, the Office shall appoint the assessors required from the roster of certified assessors. In the
event an assessor is not able to participate in the assessment center process for which he was
selected, either of the parties involved in the promotion process may request that additional names of
certified assessors be provided by the Office.
(Source: P.A. 97-174, eff. 7-22-11.)
(50 ILCS 742/55)
Sec. 55. Veterans' preference. A person on a preliminary promotion list who is eligible for
veteran's preference under any law or agreement applicable to an affected department may file a
written application for that preference within 10 days after the initial posting of the preliminary
promotion list. The veteran's preference shall be calculated as provided in the applicable law and
added to the applicant's total score on the preliminary promotion list. Any person who has received a
promotion from a promotion list on which his or her position was adjusted for veteran's preference,
under this Act or any other law, shall not be eligible for any subsequent veteran's preference under
this Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/60)
Sec. 60. Right to review. Any affected person or party who believes that an error has been made
with respect to eligibility to take an examination, examination result, placement or position on a
promotion list, or veteran's preference shall be entitled to a review of the matter by the appointing
authority or as otherwise provided by law.
(Source: P.A. 93-411, eff. 8-4-03.)
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(50 ILCS 742/65)
Sec. 65. Violations.
(a) A person who knowingly divulges or receives test questions or answers before a written
examination, or otherwise knowingly violates or subverts any requirement of this Act commits a
violation of this Act and may be subject to charges for official misconduct.
(b) A person who is the knowing recipient of test information in advance of the examination shall
be disqualified from the promotion examination or demoted from the rank to which he was
promoted, as applicable and otherwise subjected to disciplinary actions.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/900)
Sec. 900. (Amendatory provisions; text omitted).
(Source: P.A. 93-411, eff. 8-4-03; text omitted.)
(50 ILCS 742/999)
Sec. 999. Effective date. This Act takes effect upon becoming law.
(Source: P.A. 93-411, eff. 8-4-03.)
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Purpose:
Scope:
APPENDIX ""
MOUNT PROSPECT FIRE DEPARTMENT
STANDARD OPERATIONS GUIDELINES
Personal Time
SOG 1102 — 05/21R
To explain the intention of and process for requesting/utilizing personal time.
These guidelines apply to all Fire Department personnel.
Guidelines:
Administration and Fire Prevention Bureau Personnel:
Administration and Fire Prevention Bureau personnel shall refer to the Village's
Employee Handbook (Section V — Compensation and Benefits) for guidelines regarding
the use and accrual of personal time.
24 -Hour Shift Personnel:
All 24-hour shift personnel shall accrue forty-eight (48) hours of personal time available
for use each calendar year. Personal time shall not be carried over from one calendar
year to the next. Therefore, at the end of each calendar year any unused personal time
shall be converted to sick leave time.
The following guidelines shall govern the use of personal time by all 24-hour shift
personnel:
1. Employees who need to take personal time off from work shall attempt to notify
the on -duty Shift Commander prior to the start of their scheduled shift, and no
later than 0630. If, due to unanticipated circumstances, the request cannot be
submitted prior to 0630 the Shift Commander will approve the time off but
these requests will be subject to review by the Deputy Chief and any abuse of
the Personal Time policy will be subject to disciplinary action. Provided,
however, if an employee calls in after the start of the shift (0800) to utilize
additional time -off benefits, time -off will only be granted to complete the
remainder of the scheduled shift.
2. Requests for personal time shall be submitted no earlier than 30 days prior to
the requested date of use. Requests received within the 30 day period shall be
on a first come, first served basis.
3. Personal time shall be a minimum of one hour and must be taken in full hour
increments. The number of hours requested will be recorded as the number of
hours used (i.e. an employee cannot request eight hours and then only use two
hours).
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4. Requests for Personal Time shall not be denied except in the case of a declared
Village wide emergency.
5. No requests for personal time will be accepted after the Chief has authorized the
hiring back of personnel to provide additional staffing for extraordinary threats
to the safety and security of the Village and/or fire department personnel.
6. During an employee's approved absence, he/she will not be entitled to extra pay
for any reason. For example, an employee taking personal time will not receive
callback pay if he/she comes in for a callback.
7. If an employee returns to duty after having taken personal time, he/she must
report to work in the same manner as he/she normally would at the beginning
of his/her shift.
Attachments: None
Forms: None
Exhibits: Village of Mount Prospect Employee Handbook
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