HomeMy WebLinkAboutRes 01-23 02/07/2023 CBA Local 150 Jan 1 2023 thru Dec 31 2027RESOLUTION NO. 1-23
A RESOLUTION TO APPROVE A COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE VILLAGE OF MOUNT PROSPECT, ILLINOIS AND THE INTERNATIONAL UNION OF OPERATING
ENGINEERS, LOCAL 150, PUBLIC EMPLOYEE DIVISION
TERM OF JANUARY 1 2023 THROUGH DECEMBER 31 2027
WHEREAS, the duly authorized representatives of the Village of Mount Prospect in good faith have negotiated a collective
bargaining agreement ("Agreement") with the International Union of Operating Engineers, Local 150, Public Employee
Division, ("IUOE Local 150") concerning wages, hours, insurance, terms, and other conditions of employment for the term
January 1, 2023 through December 31, 2027; and
WHEREAS, the agreement has been lawfully and properly ratified by the membership of the "IUOE Local 150"; 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 "IUOE Local 150" 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 "IUOE Local 150" 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 "IUOE Local
150".
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, Rogers, Saccotelli, Zadel
NAYS: None
ABSENT: None
PASSED and APPROVED this 7th day of February 2023.
Paul Wm. Hoefe� , Pwaj -�
ATTEST:
Karen M. Agoranos, illage Clerk
113 ov WWA 'R N
01-1-01 NOW -
OPERATING ENGINEERS,
1-40CAL 150, PUBLIC EMPL01YEE DIVISION
11. lq
IN Will I
EFFECTIVE
JANUARY 1, 2023 THROUGH DECEMBER 31, 2027
i
TABLE OF CONTENTS
ARTICLE I RECOGNITION AND REPRESENTATION....,„,..„„...,„, ,..,,„ ,,..„.„,.....„„,,.......„,.,„..„2
ARTICLE H MANAGEMENT RIGHTS „.„..,,. .,.,..„........... ..„.......„..„„ „. „ .„..................... .......2
ARTICLE III DUES DEDUCTION.............................................................................„...........,,,,3
ARTICLEIV WAGES...................................................................................................................A
ARTICLE V VACATION PROGRAM..........................................................................................4
ARTICLEVI LONGEVITY.....................................................................................................--
ARTICLE VII PERSONAL TIME ......... ..............„„. „....... ,.................. ...... ...,. ,.....,.,.,.............
ARTICLE VIII HOLIDAYS.....................................„.,..„.........,........,......,..................„„.,.........„...,„,8
ARTICLE IX INSURANCE PROGRAM .... .„,...... „..„.„ .................„...,.„.... ,......... ..,,.,... ,...,..,......8
ARTICLE X SICK LEAVE ..................................................... .......... ...... .,.. ........ ........, .......,,...1.3
ARTICLE XI BEREAVEMENT .............................. ............................ ...............................14
ARTICLE XII UNIFORM/SHOE ALLOWANCE... .......- ..,........ ..... ......... ....M.,, ,....,15
ARTICLE XIII OVERTIME/CALL OUT/PREMIUM TIME ..,..„,......„..„, ...„.............. ...........15
ARTICLE XIV MANDATORY REST PERIOD ........ ......... ...„..,,, .....................17
ARTICLE XV NO STRIKES - NO LOCKOUTS ...,„., „,... ... ,,..... ........ ...,..1.7
ARTICLE XVI GRIEVANCE PROCEDURE/ DISCIPLINARY PROCEDURES .....................18
ARTICLE XVII RETIRED EMPLOYEES' HEALTH INSURANCE ............................. ....... ....
21
ARTICLE XVIII JOB CLASSIFICATION AND PROMOTIONS................................,.,,,,„,...21
ARTICLE XIX FILLING OF VACANCIES.................................................„,..„M.„,.„,...„...,...„.,„22
ARTICLE XX SENIORITY....... ......... ---,....... „......................„ ..., ,...,„,...... ....................... ......22
ARTICLE XXI EMERGENCY UNSCHEDULED OVERTIME..,.„..„,.,„................................23
ARTICLEXXII SAFETY.............................................................................................................23
ARTICLE XXIII SICK LEAVE AND VACATION REPORTING............................................24
ARTICLE XXIV RESIDENCY REQUIREMENT ..„..........„„,,24
ARTICLEXXV LAYOFF...................................................................................................„,,„,....24
ARTICLE XXVI SEPARABILITY...................................................................„„.„,,..„.„..,„„„„,„.„„„,,,.25
ARTICLE XXVII MISCELLANEOUS........................................................................................25
ARTICLE XXVIII CERTIFICATION........................................................„..,,.........,..............„.28
ARTICLE XXIX ENTIRE AGREEMENT..............................................„.,.........„„..,..,,.......,,.,.....29
ARTICLE XXX DURATION.....................................................................................................„29
APPENDIXA................................................................................................................................31
APPENDIXB.. ,.,........ „................„...,,......,.,.............................. ,, .,.............,,.,....,..... ,,.......,..32
APPENDIXC ........ ........... ..,„....,....,.,............. -......... ,........ .,,......... --- ... ...,........„.,.. ,,,...,..,..33
0
AGREEMENT
This Agreement is entered into by and between the Village of Mount Prospect, Illinois
(hereinafter called "Village") and the International Union of Operating Engineers, Local 150, AFL-
CIO (hereinafter called "Union")
ARTICLE I
RECOGNITION AND REPRESENTATION
The Village recognizes the Union as the sole and exclusive bargaining agent with respect
to wages, hours and conditions of employment for full-time employees classified as
Maintenance Worker, Mechanic, or Electrician; excluding all other employees of the Village.
ARTICLE II
MANAGEMENT RIGHTS
It is understood that the management and the direction of the working force is vested
exclusively to the Employer except as specified in the other Articles of this Agreement. It is
the Employer's right to hire, demote, suspend or discharge; layoff, promote, assign or transfer
employees to any job or any work, any time or anywhere; to increase or decrease the working
force; to determine the number and size of the work shifts; to determine the number of
employees assigned to any work or any job; to determine the hours of work per day or week;
to make work rules for the purpose of efficiency, safe practices and discipline; to establish
performance standards and to review employees under these standards, to determine the
equipment to be used; to make technological changes; to determine the number and location
of its operations; to move, close or liquidate its operations in whole or in part; to separate or
reassign its employees in connection with said moving, closing or liquidating; the right to
transfer; to subcontract work; to determine the duties and production standards; to combine
jobs, to eliminate classifications or work; to require overtime work; and to fill new jobs and set
a wage rate subject to negotiations over such wage rate.
2
The rights and powers of management mentioned in this collective bargaining
agreement do not list or limit all such powers, and the rights listed together with all other rights,
powers and prerogatives of management, not specifically ceded in this Agreement remain
vested exclusively in management.
The right of management shall not be amended or limited by any claimed or unwritten
custom, past practice or informal agreement, nor by any claim that management has claimed,
condoned or tolerated any practice or any act or acts of any employees. No practice which has
developed, either with or without the consent of the Employer, shall be considered part of this
contract unless it is in writing and included in this contract.
Nothing in this Article shall abrogate or alter any other Article of this Agreement.
ARTICLE III
DUES DEDUCTION
A. The Village shall deduct membership dues or voluntary fair share payments
from bargaining unit employees who submit signed a voluntary membership and dues
deduction authorization cards or a voluntary fair share payment authorization card.
Deductions shall commence the next regular pay period closest to thirty (30) days from receipt
of the due's deduction authorization.
B. The Union, as exclusive representative of all bargaining unit employees, will
represent all such employees fairly and equally. No employee shall be required to join the
Union, and membership in the Union shall be available to all bargaining unit employees
without discrimination.
C. The Union does hereby indemnify and shall save the Village harmless against
all claims, demands, suits, or other forms of liability including legal fees and court costs, that
arise out of, or by reason of, action taken or not taken by the Village relating to the provisions
of this Article.
C
D. In the event an action is brought by any party, except the Village, challenging
the validity of the provisions of this Agreement or any deductions made pursuant thereto, in
which the Village is named as a party, the Union agrees it will indemnify the Village in full for
attorney fees incurred in those instances where the Village has not tendered its case to the
Union.
ARTICLE IV
WAGES
A. Effective January 1, 2023, wages shall be paid pursuant to the provisions of
Appendix "A" attached hereto.
B. Probation All employees shall serve a probationary period of twelve (12) months
from date of hire in the bargaining unit. Probationary employees shall become eligible for paid
vacations only upon completion of the probationary period. The Village has the power to hire
employees and set their salaries at a level higher than a particular pay step based on experience of
the applicant. Employees hired above the established start rate shall progress through the wage
schedule by way of annual increases as defined by the Village.
ARTICLE V
VACATION PROGRAM
Full time employees shall be entitled to vacation as set out below, based on years of
completed continuous years of service as follows:
Year of Service (Completed)
Pay Period
Maximum
Maximum
Accrual Rate
Annual Accrual
Annual Accrual
(In Hours)
(In Hours)
(In Da s)
First 12 months
0
0
0
At 1 year
80.0 (Lump Sum)
2 to 5 years
3.09
80.0
10
Through 6th year
3.70
96.0
12
Through 7th year
4.01
104.0
13
8th through 10th years
4.63
120.0
15
Through 11th year
5.24
136.0
17
4
Through 12th year
5.55
144.0
18
Through 13th year
5.86
152.0
19
Through 14th year — 181h year
6.16
160.0
20
18th year — 20 years
6.61
172.0
21.5
20 years and more
7.07
184.0
23
Continuous service as utilized hereinabove shall mean any period of employment
uninterrupted by separation or leave of absence.
Employees shall calculate their years of service as it falls on their employment anniversary
date. Employment anniversary date as utilized below shall be construed to mean:
If an employee begins work on or prior to the fifteenth (15th) of the month,
that month shall be considered as his/her employment anniversary date. If,
however, an employee begins work after the fifteenth (15th) of the month,
the next month shall be considered as his/her employment anniversary date.
Vacation shall accrue on a pay period basis. Accruals will be credited as earned, with the
accrual rate being calculated on the continuous years of service attained by the employee. The
accrual rate will automatically increase from one step to the next on the appropriate employment
anniversary date. The total vacation time credited at the end of any pay period will equal the total
amount of vacation earned as of that date.
Accrued vacation time will be posted in the appropriate box on the employee's pay stub.
This total will be updated at the end of each pay period to reflect both additional accruals and/or
the depletion of the vacation account through the employee's use of accrued vacation time.
Vacations shall be taken during the calendar year, January 1 through December 31, but only
accrued vacation can be used. An employee may request a cash reimbursement of unused Vacation
twice every year. Employees must leave a minimum of ten (10) days of accumulated Vacation
unused (80 hours) at the time of buy-back.
Employees will have an opportunity to file a Vacation Reimbursement Request with the
Finance Department based on accumulated vacation as to December 31 and by June 30, and if cash in
is desired the employee must submit the necessary request form by the established deadline.
5
Employees who are eligible and request vacation cash in payment, shall receive such payment in
the employee's regular payroll check with the last payroll in March and the last payroll in
September. Only accrued Vacation time may be used during the calendar year. Employees will not
be allowed to use vacation time which has not yet accrued without written approval of the Village
Manager. The carrying over of Vacation from one year to the next shall be subject to Departmental
policy and the approval of both the Public Works Director and the Village Manager. In no case, may
more than twice the employee's annual accrual may be carried over into the next calendar year.
The Department Director in determining the annual vacation schedule will take into
consideration the desires of the individual employee, the interests of the Village and the needs of
the Department. Employees shall be entitled to split their vacations into no more than six (6) units.
No more than eight (8) employees shall be off at any given time. The splitting of vacations shall be
subject to the approval of the Department Director, but such approval shall not be unreasonably
withheld.
In the event of conflict in employees' scheduling, seniority will be considered.
Employees entitled to more than ten (10) days' vacation shall be entitled to take it
consecutively with the authority of the Department Director.
Employees terminating employment shall be eligible for pay -out of accrued vacation
time after the date of termination on the next regular payroll date.
ARTICLE VI
LONGEVITY
1. This pay will be paid to full-time employees as a means of recognizing extended
years of service with the Village. Employees who complete the required years of service by
December 31St of each year will be eligible for the Longevity payment in December of each year.
Longevity Pay will be paid annually by December 31St based on the total number of continuous full
years of full-time service as of December 31" of each year and calculated from the employee's
2
anniversary date of employment. In all cases, the employee must be currently employed with the
Village as of December 31St of each year to be eligible for Longevity Pay. There will be no pro-
rating of Longevity Pay for partial years completed as of December 31St. Longevity payments shall
be included with the employee's regular payroll check for the first payroll in December.
2. Longevity Pay Schedule:
Cmn Meted Years of Service
5 years — 9 years
10 years — 14 years
15 years — 19 years
20 years and beyond
Anneal Longevity Pa
$600
$700
$800
$900
ARTICLE VII
PERSONAL TIME
Each Public Works employee shall be entitled to five (5) personal days off with pay
during the calendar year.
Said day shall not be charged against vacation or sick leave.
To be eligible, an employee must schedule the time and receive the approval of the
Department Director, such approval not to be unreasonably denied. All personal time away from
work must be scheduled in a manner so as not to hinder the performance of normal Village service
to the public. Personal time may be accrued up to five (5) days during any fiscal year, which
maximum may then be carried over to the next fiscal year without loss; provided that the maximum
number of personal days taken during any fiscal year shall not exceed ten (10) in number. The
Village reserves the right to schedule personal days off or pay cash in lieu thereof at the end of the
calendar year for any amount accrued beyond five (5) days.
7
ARTICLE VIII
HOLIDAYS
Public Works employees shall receive the following holidays:
New Year's Day Labor Day
Presidents' Day Thanksgiving Day
Memorial Day Day After Thanksgiving
Independence Day Christmas Eve Day
Christmas Day
In the event that an employee is not scheduled to work on a day on which a holiday falls,
the employee shall nevertheless receive eight (8) hours pay for the holiday. Employees shall
not receive holiday pay if they were absent from work on an unexcused leave the work day
immediately before or after the holiday in question.
ARTICLE IX
INSURANCE PROGRAM
1. inion Fynd Coverage
All bargaining unit members shall be covered by the Union Plan — the Midwest Operating
Engineers Local 150 Health and Welfare Fund ("Union Fund") through April 30, 2023. From
January 1, 2023 through April 30, 2023, all health and dental insurance claims shall be handled by
the Union Fund and all other complaints and grievances shall be handled by the Union. Through
the term of this Agreement, bargaining unit members may continue to participate in the Village's
group life insurance plans on the same basis as other Village employees.
The Village agrees to pay for each bargaining unit member toward the Union Fund through
April 30, 2023 as set forth in this Section as follows:
Single $839
Single Plus One $1,677
Family Coverage $2,558
The Employer agrees that premiums shall be paid monthly, to be submitted to the Union
Fund no later than the 15th of the month prior to the month in which the employee is covered.
New bargaining unit members will be covered on the first day of the first month following
their hire date (e.g., an employee hired on January 4th will begin coverage on February 1St)
Bargaining unit members must notify the Village, in writing, of any changes to the bargaining unit
member's coverage requirements within 14 days of an event that entitles them to make such changes
under the terms of the Union Plan and applicable law. Payment from the Village to the Union Fund
is due no later than the 10th day of each month.
Through April 30, 2023 and thereafter to the extent required by law, the Union represents
and agree that it will comply with all applicable laws to ensure that the Union Plan offered to
bargaining unit employees includes retiree health insurance to covered bargaining unit employees
sufficient to satisfy the obligations of both the Village and the Union as required by applicable law,
including the Municipal Employees' Continuous Coverage Privilege, 215 ILCS 5/367.
The Union is solely responsible for the administration of COBRA, HIPPA and other
applicable federal and state mandates for the Union's insurance plans through and including April
30, 2023. In order for the Union to offer coverage under COBRA, HIPPA, or other applicable
federal and state mandates, the employee must notify the Union Fund of the applicable change in
life status in accordance with the Union Fund plan's requirements. Failure by the employee to notify
the Union Fund on a timely basis of change of life status changes shall result in the employee being
responsible for the payment of the premiums or claims paid for any ineligible participant, and/or in
denial of coverage by the insurance provider or plan sponsor. In the event of a change in
employment status, the Village shall notify the Union Fund of the change and the Village will
suspend payment from that date forward that would normally be paid on behalf of the terminated
employee.
I
2. Village Group Health Insurance Plan Coverage
Effective May 1, 2023, employees will no longer be eligible to participate in the Union
Fund. Instead, beginning on May 1, 2023, covered employees and their eligible family members
may participate in the Village of Mount Prospect's medical, dental, and vision plans on the same
basis as all other eligible Village employees. The Village agrees to maintain in full force and effect
from May 1, 2023, through the life of this Agreement, a group health insurance program for eligible
full-time employees and their eligible dependents who are covered by this Agreement. The Village
reserves the right to change group health insurance coverage as long as coverage is substantially
similar to the health insurance coverage available at the time this Agreement is executed. 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. Effective May 1, 2023 and throughout
the term of this Agreement, eligible covered employees (and their eligible dependents) may elect
appropriate coverage in one of the group health plans offered by the Village. The amount of an
employee's applicable monthly insurance premium contribution during the term of this Agreement
shall not exceed the amount of the applicable monthly insurance premium contribution amount that
is required of other regular full-time Village employees who participate in the Village's health
insurance plan and are not covered by a collective bargaining agreement. Upon becoming eligible
for the above health insurance coverage, the Village will provide the affected employee a policy
and descriptive literature describing the Village's group health insurance benefits and the
procedures for utilizing those benefits. The cost of the employee's contribution towards the
insurance benefits program shall be as follows effective on the date(s) indicated:
10
Effective May 1, 2023
Monthly Is rematimm�m�s
Monthly
Prenmiunms
will not exceed
The monthly
premiums for 2023
will not exceed
rates below.
Coverage Type/Co-Pay Type
PPO Plan 1
HMO Plan
PPO Plan 2
HMO Plan
PPO Plan 1
HMO Plan
Single
$195.27
$168.26
Single
$185.97
$160.25
$163.47
$140.87
Single Discount (10%)*
$167.38
$144.22
$147.13
$126.78
Single +1
$335.48
$289.09
$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
$227.36
*Discounl rate aiwilable t6r eligible
ern 4o peens° who
satiws " tlae conditions
o' ° rartit:i,'aatirag
i"r�
the wellness :pro rant, See WellnessF�rrric°i
tr.ttion
RevAta.rels section
below.
Effective January 1, 2024
Monthly Is rematimm�m�s
The monthly
premiums for 2024
will not exceed
rates below.
Coverage Type/Co-Pay Type
PPO Plan 1
HMO Plan
PPO Plan 2
HMO Plan
The monthly
premiums for 2025 will not exceed rates below..
Coverage Type/Co-Pay Type
PPO Plan 1
HMO Plan
Single
$195.27
$168.26
$171.65
$147.91
Single Discount (10%)*
$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
$367.57
$376.94
$341.03
Family Discount (30%)* $300.18 $257.30$263.86 $238.72
*Discount rate available for eligible ern tloyees who sans y the conditions oartici atinin
the wellnessro rarn. See Wellness Participation Rewards section below,
Monthly
Premium
Effective January 1, 2025
--
.................. m
_ ... .....
The monthly
premiums for 2025 will not exceed rates below..
Coverage Type/Co-Pay Type
PPO Plan 1
HMO Plan
PPO Plan 2
HMO Plan
........
Single
$205.00
................
$175.00
$180.00
$155.00
Single Discount (10%)*
$184.50
$157.50
$162.00
$139.50
Single +1
$370.00
$320.00
$330.00
$285.00
Single +1 Discount (20%)*
$296.00
$256.00
$264.00
$228.00
Family
$450.00
$385.00
$395.00
$360.00
Family Discount (30%)*
$315.00
$269.50
$276.50
$252.00
*-Disc ntnt rateITas ilable , or eligible
etr Igyec 'wsL1?2.�(yj'A ? tlae condt�ttons" o'' aarticinertit
the wellnessaro tapr,_,Sj(ee We lb�wss A'artt'c.i tt°ttiotr Ressaatds section below.
11
One-half of the employee's portion of the monthly premium costs shall be deducted from
employee's pay each pay period up to twenty-four (24) times per year. Employees who participate
in the HMO will receive insurance coverage as dictated by the HMO provider.
3. Wellness Participation 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. Spouses covered as
dependents under the plan must also participate in the biometric testing and meet the criteria
established below in order to qualify for the single plus one or family insurance premium discount.
Employees and spouses participating in the Village's health insurance plans must annually complete
12
N4oIx
molithiv Pr~a�milims
Effective January 1, 2027
Effective January 1, 2026
will
The monthly premiumsrfo�r 2027 not exceed
rates below.
The monthly premiums for 2026 will not exceed
rates below. I
Coverage Type/Co-Pay Type
PPO Plan 2
PPO Plan 1
..
HMO Plan
PPO Plan 2
HMO Plan
Single
$226.00
$194.00
$200.00
Single
Single Discount (10%)*
$215.00
$185.00
$190.00
$165.00
Single Discount (10%)*
$408.00
$193.50
$166.50
$171.00
$148.50
Single +l
$281.60
$390.00
$335.00
$345.00
$300.00
Single +1 Discount (20%)*
$436.00
$312.00
$268.00
$276.00
$240.00
Family
$276.50
$475.00
$405.00
$415.00
$375.00
Family Discount (30%)*
$332.50
.�. $283.50 $290.50
$262.50
*Discount rate available Lor eligible
employees who sansthe conditions of participatingin
the wellness program. See Wellness Participation Rewards section below.
One-half of the employee's portion of the monthly premium costs shall be deducted from
employee's pay each pay period up to twenty-four (24) times per year. Employees who participate
in the HMO will receive insurance coverage as dictated by the HMO provider.
3. Wellness Participation 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. Spouses covered as
dependents under the plan must also participate in the biometric testing and meet the criteria
established below in order to qualify for the single plus one or family insurance premium discount.
Employees and spouses participating in the Village's health insurance plans must annually complete
12
N4oIx
Effective January 1, 2027
will
The monthly premiumsrfo�r 2027 not exceed
rates below.
Coverage Type/Co-Pay Type
PPO Plan 1
HMO Plan
PPO Plan 2
HMO Plan
Single
$226.00
$194.00
$200.00
$172.00
Single Discount (10%)*
$203.40
$174.60
_ $180.00
$154.80
Single +1
$408.00
$352.00
$362.00
$312.00
Single +l Discount (20%)*
$326.40
$281.60
$289.60
$249.60
Family
$496.00
$425.00
$436.00
$395.00
Family Discount (30%)*
$347.20 j$297.50
$305.20
$276.50
l rscrrt-artrarc air1lc/a1 LL)- ls skt�sytis .the conditi'oiiso'rartit.-UmtLggia
the svelltiessrro grant. See Wi llrress Partici ralit)n t.,ivards section below.
One-half of the employee's portion of the monthly premium costs shall be deducted from
employee's pay each pay period up to twenty-four (24) times per year. Employees who participate
in the HMO will receive insurance coverage as dictated by the HMO provider.
3. Wellness Participation 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. Spouses covered as
dependents under the plan must also participate in the biometric testing and meet the criteria
established below in order to qualify for the single plus one or family insurance premium discount.
Employees and spouses participating in the Village's health insurance plans must annually complete
12
the biometric blood draw and health risk assessment(s) to be eligible for the wellness insurance
premium discount. 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:
Coverage
Single
Single +1
Family
Discount Percentage
10%
20%
130%
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.
4. Subsidized Retiree Insurance Stipend
Eligible employees who qualified for the Union Fund's subsidized retiree benefit
program as of the time of ratification of this Agreement shall receive a one-time subsidy stipend
in the amount of Ten Thousand Dollars ($10,000) from the Village that will be placed in the
RHS plan if subsided at the rate of 45% or more. Employees subsidized at the rate of less than
45% shall receive a one-time subsidy stipend in the amount of Five Thousand Dollars ($5,000)
from the Village that will be placed in the RHS plan. The only employees who are entitled to
receive the retiree health insurance subsidy payment referenced in this Section of Article IX
are those listed in Appendix B of this Agreement and provided the employee is enrolled in
Village's group health insurance plan as of May 1, 2023. Employees who are entitled to receive
a stipend pursuant to this Section will receive the stipend in their regular payroll check that is
issued during the second week of May, 2023.
ARTICLE X
SICK LEAVE
The Village shall grant to each full-time employee up to twelve (12) paid sick days per year.
These days shall be earned on the basis of one (1) day per month, so that beginning with January of
each year employees on full-time active duty shall be credited with one (1) day sick leave at the end
of each month.
13
An individual may accumulate up to ninety (90) days of unused sick leave subject to the
limitations herein.
Prior to February 1 of each year, the Village shall calculate how many sick days above
sixty (60) have been credited to and remain unused by any given employee as of December 31
of the previous year. If, between December 31 of the previous year and January 15 following,
the employee shall have notified the Finance Department of the Village in writing on forms
provided and shall have indicated thereon the employee's desire to continue to accumulate more
than sixty (60) days, such employee shall be allowed to accumulate such additional days above and
beyond sixty (60) to a maximum number of ninety (90) days. Prior to May 1 of each year, the
Village shall compensate the employee at the rate of fifty percent (50%) of the time accumulated
above and beyond sixty (60) days, or such other number of days provided the Village has been
notified of such additional number to be accumulated and not compensated for as set forth
hereinabove.
In calculating payments for such compensation, the last sick days remaining unused and
not to be accumulated shall be the first sick days compensated for at the rate of fifty percent (50%)
of such employee's actual rate of earnings at the time any such given sick day was earned. Sick
leave reimbursement payment shall be included with the last regular payroll in February.
Employees shall be required to obtain a doctors' note -after being off from work for three
(3) ormore consecutive working days.
ARTICLE XI
BEREAVEMENT
The Village agrees to allow any employee three (3) days leave with pay in order to attend
the funeral of anyone in the immediate family.
The immediate family shall include: Father, mother, brother, sister, spouse, children,
father-in-law or mother-in-law, grandparent, grandchild, or individual with whom employee
14
has lived; e.g., foster parent, foster child or relative. This time shall not be chargeable as sick
time.
ARTICLE XII
UNIFORM/SHOE ALLOWANCE
The Village is to furnish each regular employee with two (2) pairs of coveralls. Employees
will provide maintenance of coveralls. The Village is to provide replacement as needed provided
the employee turns in worn out coveralls.
The shoe allowance will be provided to all employees of the Public Works Department.
The annual shoe allowance reimbursement shall be $ 225. All shoes must meet the
specifications as provided by the Public Works Department. Reimbursement will be made to
employees annually upon showing a proper receipt to their supervisor for the purchase of shoes.
ARTICLE XIII
OVERTIME/CALL OUT/PREMIUM TIME
Public Works employees shall be compensated for authorized overtime at the rate of time
and one-half (1-1/2) for hours worked in excess of their scheduled day or week., whichever shall
be greater. The Employer agrees to distribute overtime as equally as possible amongst those
employees who usually perform the type of work at issue. The full-time employee working on any
job which extends into overtime shall have first claim on the overtime. If the Village identifies a
need for one or more divisions within the department to work overtime on a planned, scheduled,
basis, said overtime will first be offered to all full-time, bargaining unit employees normally
assigned to the division(s). If the manpower requirements established by the Village cannot be
satisfied in this manner, said overtime shall then be offered to all full-time employees in other
divisions. Should the Village be unable to satisfy the manpower requirements in this manner, it
shall then be permitted to solicit any and all seasonal and/or part-time employees to work.
15
If the Village determines that, on a scheduled workday, there is a need for a work crew to
work beyond the scheduled quitting time, said work shall be assigned to the crew initially assigned
the work during normal working hours regardless of whether the crew is comprised of full-time
bargaining unit employees, part-time employees, seasonal employees, or a mix thereof. This
practice shall be maintained unless the Village estimates that the work will extend more than one
and one half (1.5) hour beyond the normally scheduled quitting time. In this instance, the Village
will first solicit all full-time bargaining unit employees within the division(s) normally assigned the
type of work being performed. If the manpower requirements established by the Village cannot be
satisfied in this manner, said overtime shall then be offered to all full time employees in other
divisions. Should the Village be unable to satisfy the manpower requirements in this manner, it
shall then be permitted to solicit any and all seasonal and/or part-time employees to work. If the
manpower requirements cannot be satisfied in this manner, then the Village may solicit any and all
seasonal and/or part-time employees to work. It is understood that part time and or seasonal
employees who are not assigned to a crew with full-time employees shall be permitted to work up
to one half (1/2) hour past the normal ending time and such time shall be considered de minimus
for purposes of this Article.
Employees normally scheduled to workdays who are temporarily assigned duties from
12:00 midnight through 7:00 a.m. shall be paid at the rate of one and three-quarter (1-3/4) times
their normal hourly rate as a premium pay for such work.
Employees who work on the off-duty day granted by the Village in observance of aholiday
shall be paid at the holiday rate plus double time for hours worked.
Hours worked on Sunday also shall be paid at a rate of two (2) times the employee's
normal hourly rate.
16
The highest appropriate overtime shall be paid. The employee shall not be permitted to
pyramid overtime pay.
Employees who are called to return to work during normal non -working hours shall receive
a minimum of two (2) hours' pay or work at the applicable rate. Employees who are called to come
into work within 2 hours of their scheduled start time shall be paid the appropriate overtime rate for
hours worked for the additional hours worked as long as such notice was given no less than twelve
(12) hours before their normal scheduled start time.
ARTICLE XIV
MANDATORY REST PERIOD
Unless an Employee agrees otherwise, Employees will not be required to work more than
sixteen (16) hours in a twenty-four (24) hour period without being allowed an eight (8) hour
rest period, unless the Village declares an emergency which requires employees to work past 16
hours in a 24 hour period. It is expressly understood that the safety of the employees and the
residents are of paramount importance and such emergency declarations shall only be in true
emergencies of unforeseen circumstances.
ARTICLE XV
NO STRIKES - NO LOCKOUTS
During the term of this Agreement, the Union, its officers and agents, and the employees
agree not to instigate, promote, sponsor, cooperate with, engage in, or condone any strike,
slowdown, concerted stoppage of work, or any other intentional interruption in any of the
Village's operations. In the event of a strike, slowdown, concerted stoppage of work, or any other
intentional interruptions hereinabove mentioned by the employees covered by this Agreement,
the Union agrees to:
17
A. Notify all employees immediately in writing that the strike slowdown,
concerted work stoppage or other intentional interruption of Village operations is
unauthorized and in violation of the Agreement;
B. Publicly announce that the strike, slowdown, concerted work stoppage or other
intentional interruptions of Village operations is unauthorized and not condoned by the Union;
C. Make every reasonable effort possible to induce the employees involved to
cease such action; and
D. Any or all employees who violate any of the provisions of this Article may be
discharged or otherwise disciplined by the Village.
ARTICLE XVI
GRIEVANCE PROCEDURE/ DISCIPLINARY PROCEDURES
A. Discipline
The Employer agrees with the tenets of progressive discipline in appropriate (but not all)
cases. Disciplinary action will be imposed for just cause.
Except in cases of discipline exceeding ten (10) working days, the Village will not consider
disciplinary actions greater than two (2) years old if the employee involved has maintained a
discipline -free record during the two-year period.
B. Definition of a Grievance
A grievance is a difference of opinion between an employee and the Village with respect to
the meaning or application of the express terms of this Agreement, or discipline of non -probationary
employees.
C. Procedure
Recognizing that it is to the benefit of all concerned to raise and settle grievances promptly,
a grievance must be raised within five (5) working days of the time the grievant becomes aware of
the facts giving rise to the grievance. A grievance shall be processed as follows:
1st Step: Any employee who feels he has been aggrieved shall first discuss his grievance
with his supervisor. If the matter is not satisfactorily resolved at this step, the grievant shall be
entitled to request that it be advanced to the next step. If the grievance is in writing, the answer
shall be in writing.
2nd Step: If the grievance is not resolved, it may be submitted to the 2nd Step, but action
must be taken within three (3) working days. If it is not already in writing, it shall be reduced
to writing by the grievant and submitted to the Department Director. The Department Director
shall answer the grievance within five (5) calendar days of receiving it.
3rd Step: If the grievance is not resolved, the grievant may submit it to the Village
Manager within three (3) working days of the decision in Step 2. The Village Manager shall
meet as soon as possible with the grievant and shall provide an answer to the grievance in writing
within ten (10) calendar days of such meeting.
4th Step: Arbitration, The Union shall have the sole authority to determine whether a
grievance proceeds to arbitration. If the matter is not satisfactorily resolved, the Union may request
arbitration.
Such request shall be within twenty-one (21) calendar days of receiving the answer in
Step 3. Arbitration shall be binding. Except for probationary employees, disciplinary cases
shall be arbitrable based on just cause. In the event the parties are unable to agree upon an
arbitrator, they shall jointly request the Federal Mediation and Conciliation Service to submit a
panel of five (5) arbitrators. The Union shall strike one name and the Village shall strike another
name; the Union shall strike another name and the Village shall strike one name; and the person
whose name remains shall be the "Arbitrator"; provided, that either party, before striking any names,
shall have the right to reject one panel of arbitrators. The Arbitrator shall be notified of his selection
by a joint letter from the Village and the Union, requesting that he set a time and place for a hearing,
19
subject to the availability of the Village and the Union. The Arbitrator shall have no right to amend,
modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. He shall consider
and decide only the specific issue submitted to him, and his advisory recommendation shall be
based solely upon his interpretation of the meaning or application of the terms of this Agreement
to the facts of the grievance presented. The cost of the arbitration, including the fee and the expenses
of the Arbitrator, shall be divided equally between the Village and the Union.
All requests to advance to the next step and all answers shall be in writing beginning
with the second step. If he Village's representative at any step notifies the Union of lack of
authority to settle a grievance, the Union may proceed to the next step. In the event a grievant has
not requested a matter to be advanced within the time limit involved, it shall be considered
resolved. In the event an answer is not provided within the time limits established, the grievant
may request that the matter be advanced to the next step. All of the time limits established may
be extended by mutual agreement.
In the first step the employee may be accompanied by a Union representative if he
desires. From the second step on, the employee shall be entitled to be accompanied by a
representative of his choice.
All grievances shall be scheduled at mutually convenient times and shall take place in
a manner which does not interfere with the Village operations.
Neither the grievant nor his representative shall be entitled to any overtime payments
for the time spent in processing or investigating a grievance. It is understood that matters
subject to the jurisdiction of the Village Manager, such as, but not limited to, promotion outside of
the bargaining unit, are not subject to this grievance procedure.
20
ARTICLE XVII
RETIRED EMPLOYEES' HEALTH INSURANCE
Employees who meet retirement eligibility criteria of the Village, the sick leave
accumulated value up to 480 hours will be provided into the employee's Retiree Health Saving
Account (RHS) account. Any amount of accumulated sick leave above 480 and less than 720 hours the
Village shall contribute 50% of the sick leave value into the employee's RHS account. Retirement
eligibility for sick leave conversion at retirement shall be defined as an employee who applies for a
pension who has at least 10 years of service to the village and age 60 or 20 years of service who is
eligible for a pension. This conversion of the value of the employee's accumulated sick leave at
retirement is mandatory. Employees shall have no cash option for conversion of accumulated sick
leave uponretirement.
Employees will participate in the annual RHS contribution program. The participation
details and eligibility requirements have yet to be defined. It is understood that the Employer will
not incur any additional expenses related to the funding of any RHS account.
ARTICLE XVIII
OB CLASSIFICATION AND PROMOTIONS
A. Existing job classifications are:
1. Maintenance;
2. Mechanic; and
3. Electrician.
B. Promotions (movement from a lower job classification with the Village to a higher
job classification), where made by the Village, will take into consideration the following criteria:
1. Qualifications of the employee/applicant for the open position;
2. Past performance of employee/applicant with the Village;
3. Length of service with the Village; and
4 Other relevant criterion as determined by the Village.
21
ARTICLE XIX
FILLING OF VACANCIES
The Employer will post a notice of a vacancy in a bargaining unit position for seven (7)
working days. For purposes of this section only, a vacancy means either (a) an opening in a job
classification on a shift which is not the employee's regularly scheduled shift, a (b) vacancy in a
bargaining unit position in the job classification of the mechanic/electrician where a bargaining unit
maintenance employee wants to apply to perform the available work, or (c) a lateral where a
permanent vacancy exists and it is not a work assignment or temporary vacancy.
The Employer will first seek volunteers to fill the vacancy. The most senior employee who
volunteers for the vacancy and is presently qualified to perform the work will be selected to fill the
vacancy. If there is no qualified volunteer, the Employer will fill the vacancy with the least senior
employee who is presently qualified to perform the available work assignment and whose
assignment to the vacancy will not, in the opinion of the employer, negatively impact other
departmental work. Nothing in this Section will prevent or limit the Employer's right to hire an
outside candidate where the Employer determines that there is no qualified volunteer to fill the
vacancy.
ARTICLE XX
SENIORITY
A. Seniority Defined
An employee's seniority shall be the period of the employee's most recent continuous
regular employment with the Employer.
B. Breaks In Continuous Service
An Employee's continuous service record shall be broken by (a) voluntary resignation,
(b) discharge for just cause, (c) retirement, (d) failure to return from a leave of absence; and/or
(e) being absent for three (3) consecutive days without reporting off.
22
C. Seniority List
Once each year, no later than February 1 st, the Employer shall post a seniority list for each
Department showing the seniority of each employee. A copy of the seniority list shall be
furnished to the Union when it is posted. The seniority list shall be accepted and final thirty
(30) days after it is posted, unless protested by the Union or an employee.
ARTICLE XXI
EMERGENCY UNSCHEDULED OVERTIME
An emergency unscheduled overtime call -out list shall be created excluding mechanics
and electricians, and employees on such list shall be called on a rotating basis. Employees not
available when called for overtime work shall be treated as if they received overtime and
employees available but not called shall receive priority for subsequent overtime opportunity.
Overtime duty is mandatory.
Employees excluded from the overtime call -out list shall be eligible for overtime
emergency unscheduled work on a rotating basis when resort to the above-mentioned call -out
list does not result in enough qualified employees to perform the available work. Disputes
concerning application of this Article shall be subject to the grievance procedure of this Agreement.
ARTICLE XXII
SAFETY
The parties agree the Village will maintain a safe workplace as required by law and
employees are responsible for conducting themselves in a safe manner and shall comply with
all relevant safety requirements. Employees who reasonably and justifiably believe that their
safety and health are in danger due to an unsafe working condition, equipment or vehicle, shall
immediately inform their supervisor. The supervisor shall have the responsibility to determine
what action, if any, should be taken, including whether or not the job assignment should be
discontinued.
23
ARTICLE XXIII
SICK LEAVE AND VACATION REPORTING
Accrued vacation and sick leave shall be reported on employees' paycheck stubs.
ARTICLE XXIV
RESIDENCY REQUIRE MENT
As a condition of continued employment with the Village, employees shall maintain primary
residency and domicile within the following boundaries:
A. The southern boundary shall be the nexus of Lake Shore Drive and Roosevelt Road
westward to Ogden Avenue (Route 34); southwesterly and westerly to Route 59; north to its nexus
with Route 64 and then westerly to a terminus at the intersection of Route 64 and Randall Road.
B. The western boundary line is Randall Road north to its intersection with McHenry
Avenue, north to its intersection with Route 14; and north/northwestern to its terminus at the
intersection of Route 176.
C. Route 176 is the boundary line on the north.
D. Lake Michigan is the boundary line on the east.
All previously approved exceptions to the residency boundary requirements that were
confirmed in writing shall remain in effect and valid during the term of this Agreement.
Management also reserves the right to consider additional exceptions to the boundaries in its
discretion.
ARTICLE XXV
LAYOFF
In the event the Village in its discretion determines a layoff is necessary, such layoff will
be from the classification or classifications established in this Agreement selected by the
Village and in numbers determined by the Village. Probationary, part-time and seasonal
employees shall be laid off first. Thereafter, employees shall be laid off in reverse order of
seniority within classification providing the more senior employees in the classification are
►F'
capable of performing the work remaining for that classification without retraining or
recertification.
The Village will give at least fifteen (15) days' notice prior to the effective date of the layoff
to the Union and the affected employee or employees to be laid off, if practicable.
Employees laid off shall have their names placed on a recall list. The names of such laid
off employees shall remain on the recall list for a period equal to the employee's seniority or three
(3) years, whichever is less. Before a new employee can be hired into a classification where a
recall list exists, the Village will recall laid off employees in the inverse order of layoff, so long
as the employee is qualified to perform the available work without retraining or recertification.
In the event of recall, an employer shall continue seniority and benefits accumulation based on
seniority upon return from layoff. Accrued, unused benefits shall be restored provided the
benefits were not paid out to the employee at the time of layoff.
ARTICLE XXVI
SEPARABILITY
If any provision of this Agreement is subsequently declared by the legislature or judicial
authority to be unlawful, unenforceable, or not in accordance with applicable statutes or
ordinances, all other provisions of this Agreement shall remain in full force and effect for the
duration of this Agreement.
ARTICLE XXVII
MISCELLANEOUS
A. Tool Allowance. The Village agrees to provide ninety-five dollars ($95) per month
to mechanics required as defined by Public Works management to purchase their own tools.
B. Employee Relations Committee. The parties agree that an Employee Relations
Committee shall be created with a total of four (4) members; two (2) persons appointed by the
Union and two (2) persons appointed from management ranks. Members shall serve for terms of
25
six (6) months and may be reappointed. The Employee Relations Committee shall serve in an
advisory capacity to the Director of Public Works concerning matters such as job descriptions,
safety, training, need for rules and regulations, accident reviews, improved work methods,
productivity and promotional training opportunities.
The Employee Relations Committee shall meet at times mutually agreeable to its
members. Where meetings are scheduled during work time prior notice to and approval from the
Director of Public Works or his designee is required, provided, however, where deemed
necessary by a member of the employee relations committee, meetings up to a maximum of
two (2) hours per month during work time shall be allowed.
C. Regularly ularl hedul'ed Working Hours: The regularly scheduled work hours shall
be 7:00 a.m. to 3:30 p.m. for the term of this Agreement, except as otherwise provided below
during designated Summer Hours.
D. Commercial Driver's License: If as a condition of employment, the employee
must maintain a valid commercial driver's license (CDL), then the Village shall reimburse the
employee, upon presentation of a receipt, the cost difference between having to obtain a typical
driver's license and a CDL.
E. Night Mechanics' Differential Pga Employees assigned to work as "Night
Mechanics" shall be paid one (1) hour of regular pay for every eight (8) hours worked on a
regularly scheduled workday as differential pay.
F. Night Mechanics' Summer Hours: During the period of April 1 through October
31, the regular working hours for Night Mechanics on Fridays shall be 9:30 a.m. through 6:OOp.m.
During the period beginning on the Tuesday after Memorial Day and extending through the Friday
before Labor Day, the regular working hours for Night Mechanics on Monday through Thursday
shall be 2:30 p.m. to 11:00 p.m.
26
G. Ni htmen/Pum unen Scheduled Hours: Employees who work as alternates for
Nightmen or Pumpmen shall work their regularly scheduled shift and then work the regularly
scheduled Nightman or Pumpman shift (whichever is applicable).
Alternates will be selected without the right of refusal from rotating lists established by
Management. In the event that an employee is unable to work a given Pumpman or Nightman shift,
he or she may arrange to have another qualified employee work the shift instead provided
Management approves. One alternate will be selected for each regular Pumpman and/or Nightman
off-duty day.
H. Summer Hours for Positions other than Night Mechanic): The regularly
scheduled Summer Hours for all positions (other than night mechanic) shall be from 7:00 a.m. to
3:30 p.m., Monday through Friday. Provided, however, the regularly scheduled Summer Hours
may be changed to 6:00 a.m. to 2:30 p.m., Monday through Friday, by means of an annual vote
and subject to the following terms: (i) all employees in the Division will be affected by the change;
(ii) a majority of the employees in each Division who participate in the vote agree to make this
change; and (iii) no "premium pay" will be earned or paid from 6:00 a.m. and 7:00 a.m., Monday
through Friday for the affected Division(s). As recognized in the Side Letter of Agreement entered
into by the Parties on or about June 14, 2006, a change to Summer Hours (when applicable) will
not result in additional overtime opportunities or expense to the Village given that the affected
employees will experience a change of their regularly scheduled workday and workweek during
those designated periods when Summer Hours are in effect.
I. The Memorandum of Agreement attached as Exhibit C will remain in effect
throughout the term of this Agreement, except as provided otherwise pursuant to an express
provision of this Agreement.
27
J. Co ensatoi: Time: Subject to the remaining provisions of this Agreement
(including those in Article VIII) bargaining unit employees who work authorized overtime hours
may elect to bank compensatory time hours (in lieu of receiving overtime pay) for up to a
maximum cap of twenty-four (24) hours computed on a rolling basis. Compensatory time will be
computed and placed in the employee's compensatory time bank at the applicable overtime rate of
pay. For example, an employee who works one (1) hour of overtime eligible to be paid at a double-
time rate shall instead receive two (2) hours deposited in their compensatory time bank. Similarly,
an employee who works one (1) hour of overtime eligible to be paid at a time -and -one-half rate
shall receive a 1-1/2 hours deposited in their compensatory time bank.
A request to use compensatory time shall require a minimum of forty-eight (48) hours
advanced notice and employees using compensatory time will count when determining the number
of employees who can be off at a given time as set forth in Article V of this Agreement.
Requests to use banked compensatory time in increments of two (2) consecutive hours
normally will be approved by the employee's immediate supervisor within a reasonable period of
time following the employee's request provided it does not unduly disrupt the business operations.
All compensatory time banks must be cashed out on October Pt of each year (computed at the
straight time rate for each banked compensatory hour).
ARTICLE XXVIII
CERTIFICATION
Certification Pay Qualified employees will receive a payment in the amount referenced
below while holding one or more certifications/licenses as follows, subject to the remaining
provisions of this Article.
A. Qualified employees shall receive a Six Hundred Dollar ($600) pro -rata payment
as part of the employee's regular payroll check while holding one (or more) of the following
certifications:
1. Water Operator License (State of Illinois) (Class C or Better);
2. Arborist License (State of Illinois);
3. Certified Mechanic/EVT Certification — All mechanics working on
March 1, 1988 shall be deemed qualified to receive certification pay.;
4. Landscape Industry Certified Horticultural Technician; and
5. Exterior Technician (National Association of Landscape Professions
(NALP)
B. Qualified employees shall receive a Three Hundred Fifty Dollar ($350) pro -rata
payment as part of the employee's regular payroll check while holding one or more of the
following certifications:
1. Pesticide Operator License (State of Illinois); and
2. Pipeline Asses sment/Certification Program (National Association of
Sewer Service Companies (NASSCO) and Parts Specialist (National
Institute for Automotive Service Excellence (ASE) certification as
compensable credentials or Parts Specialist.
C. The Village shall retain a minimum of two (2) employees with water licenses, two
(2) employees with arborist licenses, four (4) employees with Certified Mechanic/EVT
certifications and three (3) employees with pesticide licenses.
ARTICLE XXIX
ENTIRE AGREEMENT
This Agreement constitutes the entire Agreement between the parties and concludes
collective bargaining on any subject, whether included in this Agreement or not, for the term of this
Agreement.
ARTICLE XXX
DURATION
This Agreement shall be effective upon execution and shall remain in full force and effect
through December 31, 2027. Thereafter, this Agreement shall renew itself automatically from year
29
to year for one year periods, unless either party shall notify the other party not more than one
hundred fifty (150) days nor less than one hundred twenty (120) days prior to December 31, 2027,
or any subsequent anniversary date, of either party's desire to modify or terminate this Agreement.
In the event notice of modification is given, this Agreement shall terminate at such time as
either party gives two (2) weeks' notice of termination subsequent to December 31, 2027.
FOR THE VILLAGE OF MOUNT PROSPECT
Village President
Village Clerk w
Date
30
FOR , E 1NTERNAJ ZONAL UNION
OP A 1NG EN�11 IERS LOCAL 150
Oil/
Date
Manager
APPENDIX A
Maintenance Worker
Mechanics/Electricians
Jan -23
Jan -24
Jan -25
Jan -26
Jan -27
7Step
7
$
45.07
$
48.67
$
52.56
$
54.14
$
55.77
Ste
6
$
42.45
$
45.84
$
49.51
$
50.99
$
52.52
I Ste
5
$
40.49
$
43.73
$
47.23
$
48.65
$
50.11
Ste
4
$
38.85
$
41.96
$
45.31
$
_$
46.67$
_
$
48.0_7
Ste
3
$
37.20
$
40.17
$
43.39
$
44.69
$
46.03
Ste
2
$
35.72
$
38.58
$
41.66
$
42.91
$
44.20
Ste
1
_....
$
34.35
$
37.10
$
40.07
_
$ __...
41.27
$
42.51 ........
Start
$
33.20
$
35.86
$
38.72
$
39.89
$
41.08
Mechanics/Electricians
31
Jan -23
Jan -24
Jan -25
Jan -26
Jan -27
Ste
7
$
47.51
$
51.31
$
55.41
$
57.08
$
58.79
Ste
6
$
45.55
$
49.20
$
53.13
$
54.73
$
56.37
I Ste
5
$
43.81
$
47.32
$
51.10
$
52.64
$
54.21
Ste
4
$
42.05
$
45.41
$
49.04
$
50.51
$
52.03
Ste
3
$
40.30
$
43.53
$
47.01
$
48.42--$
49.87
Ste
2
$
38.46
$
41.54
$
44.86
$
46.21
$
47.59
Ste
1
$
36.70
$
39.63
$
42.80
1 $
44.09
$
45.41
Start$
35.13
$
37.94
$
40.98
$
42.21
$
43.47
31
APPENDIX B
First Name
Last Name
Hire Date
% of Pian Cost
ALBANO
BRAGAGNOLO
71312000
� 41% $
KEITH',
KUHN
11/8/1995
45% $
JAIRO
GOMEZ-CAMPUZ
10/1/2007
45% $
JOHN
JUNIUS
12/9/2002
45% $
DEAN
MORGAN
8/15/2000
45% $
STEPHEN
BROWN
1/3/1995
45% $
MICHAEL
HOFFMANN
3/39/2001
45% $
JOHN
FRANK
7/10/2000
60% $
SALVADOR
CASTELLANOS
712/1993
60% $
TONNA
BRACHER
10/30/2006
80% $
KYLE
SLESICKI
5/4/2006
80% $
32
Village. Benefit
'ay+ment
10,000.00
10,000,00
10,000.00
10,000.00
10,000,00
10,000.00
10,000.00
5,000.00
5,000.00
5,000,00
5,000.00
APPENDIX C
I N'T
t c
I I L L �'I' G V )c
�Vncvl
cwiolw'�� co,� "'vh'o ro P�A'fl"."
� I
In"
1 Iq,1 r os e of A, TOA CU"""
m
-H r n JOU HJAH
%
"y im�� "Oj�
3CJWd
(A a ri fica dio n o f Nvs t P r a ctives I hc' plv" i"";
b�" ,' J a o o" s Of e, StN J:O A 0 k L
I",i1if") 'V "I"," "Iii i W n''mda"r,"'y fel till sor,
"hc turV ', I�?";f i7'Of o'd i"
�Al
'uhrd
0 'G'? 1,
33
W " 0) Jj��
�zn"'
hn: o'k'„
purpmal romion. rherc Pic kvo �,2): pPwanent
As ov we we oreumm or vis NUM, fm Whde enqkymi two (2) 611 dnw
ov'vrqflog Civ, wxho air 6i" lslipr"ucJ 1A) 01C k,w i"i
Ods K101 I and the LILA, u0n ma or nuuc cvq)loycl.in �i"e pp,rg g4 ,1'a�'
Nigh�ttnan", flvv,,c poshOns "W ba rckwJ to as Ni g9' =1 Mose ternw, add
bo uYvA hoevibungealk,
a 0vertin": flok'xvof vvorl<MV ATOW&W,
c' �n
"S "4 4M@ �� � 1 ': � �"' FI
i )b k c I ,Y'a'k r o v e T Mkk24,
rcgulary Wnly uou orpay) %tun owy appy wwk Wn (Wl) or nwrlr
tn C C "tn ""v ad ve sury kcs in a ivgubby scNA9, d n& A W gyp,,,
ikr 1hat i 0 yal of do! TOM WMI RMU k fi�iq c"
Suployceb),
WPLL
parr. pprognjar hKovb, cau of pay) whon OwylMMIN"M mn u
is nota n,mnnHy schclikd kwwkday FQW schedukd io 4unk
a Ma,, (Qwimur pedWas a" SHIMS Mnk a"YMM MM
(10 lngh,,,r
watur C)pcumns we ewAkd to pnnnhan pay acco"Ns W, OAR NIM 16NAI
ams uruwk actuaNy pedWed hinamn 1200 AM dumqh 790 AM mi
da"', s 0"w' the 'ffvc,wd wnployoc is W
smory u Ywday if h is a ichWed shi h J;Q
�; we mw em Rod io praD ham puy , wo vT 10 1 hi 0 sit loci in, � j'4 a
in Hclhjay'�
At of to CRA Mr,
NYal"""v 0p'-raocr'N
""1"'e afi inay Ell requcs, We day Q WtQ
vavakv, pernmal of skk kne.Pruvided, however, Q Mictal MPIOYV,!�"
nuiy iis. , Ou,-, cidwr ropdady P"hah0ed VV"Atcr (wi'o"p'�afh"
34
v,h,m to 1pq, 1"',
obwnvad hohda,,,',
Mu 0poxcum and NAghmn are allowrd to M Mck pbd Ma, Gmv
"Al �`,, tha,4 on �'hv
d0ng We YM of the TIAge MnNed KMIAAA dwkg bw ra No,'
to
uWarad hd%> Ilk
(i K) Was (1wraors Hnd NQhMwn vKh mcmc 'p %,d hMAKy =v bowd Jht
(8) Sum ol Npdn joy 5 4 vuh MqV Awn ud hokhy
1 to Alou �R) Nown of tamed %day py wne nmy he und b; " Mur
pe � "'t "r ��x' �� P'J U na n as ToW i ng M i d qy. A m Con a rq a I at " Co. h c d a W
= the Mwed empWyve Yawid nonuQ be Mddvti
10 No w0aby. 'Mo mm dos f0w, ho ,'a pay ISO cWtv; he qpiv,
CA U501 on 'an RANY,
lu IWve in Aw Ad! Am (Mdonur SK 'he MM'
("Mulng 01 rvqbrcd N) chher Yonk S romakAng too
b-'010)S0.:Ir sh&,m Itsetwo (2) bows 0010001 pCoo"J,
"o, Nx,vs +,6C p3i;"!
rOMMaNwe
Manvow I coal (jai UAW owd Nyhe,u'J,-w
(01 to Meule
^,,oud the �irne �h C,p(dP
Diffcrenfd 'N"'4°i
Awwr %wumns ,nid Nighaven shil bc youqwwwwd V QW; NO Amm
dk4
i hQ My aw,r r"ightnum IN Also) S crinpurkVIN low "no 11
M6dO,'ior1al
Ql\", � 0)
16S capic MIy,
agree m acks(SIM hN thm WKwe ',n p�'a:,lk . %
—A
u,,�v t'O" Ohk MOV, ,hc "MPI
th"', da.,. ,d
35
Ns NWA, AAMMY4 Mer (he I MiOn noi�,,Uae 60,411agealdmits to any or,
vlohnion of the MA or mq pan pmake agte'n'Imit miwvd to tIte tenns vi f, thL,,, NV
7 the OAK& who sign Us NUIN belvvv a�,I(nowledee 'an,"'I lit 06�:Ot 1101c',, kIT,�:
auHmdYzd DD repesent beir respcedve puny to these terms 13`y crvtvin,,g f,�'0 N,4110A,
panic's 3qA.1iwwIc(,Jgc that the N10A A My agmvd to and 4s;,00d fiakh �,a Wnn die
pamins" long stmArip; rpat piacli�icctelmed 13 We ksm,, and to rfiinirnizc any
0""e e%,,em cif., fulurc,,(n�diz b,,y a 01,6,1,11 jmvvt�y Who inqui-c. -abotit thest issum,
AGREED TO AM) UNDV,RST0,01) BY:
V ILLAGE, OF' NIOU"N't" PROSPECT
ho
111
/ . .... ...... - - -----
36
IN"I"ERNA"VIONAL UNION OF'
2�1
. ... . . M� 41