HomeMy WebLinkAbout9.1 A RESOLUTION TO APPROVE A COLLECTIVE BARGAINING AGREEMENT between the International Union of Operating Engineers Local 150 and the Village of Mount Prospect.Mr�GauC �'d'+rt;�iect
Item Cover Page
Subject• APPROVE A COLLECTIVE
BARGAININGAGREEMENT between
• of Operating Engineers Loca'
1' and the Village of Mount• •
Meeting February 7, 2023 - REGULAR MEETING OF THE MOUNT
PROSPECT VILLAGE BOARD -
Fiscal Impact true
Dollar Amount
Budget Source General Fund, Water & Sewer Fund, Refuse Fund, and
Vehicle Maintenance Fund
Category VILLAGE MANAGER'S REPORT
Type Action Item
This memorandum transmits a proposed collective bargaining agreement (CBA)
between the International Union of Operating Engineers Local 150 (the Union) and
the Village of Mount Prospect (the Village). The proposed contract period is
January 1, 2023 through December 31, 2027; a five-year term.
The Union represents a 40 -member bargaining unit of Public Works Department
employees including maintenance personnel, electricians, and mechanics.
The Union and the Village have bargained in good faith for the past two years with
no work stoppages and nominal wage increases. The most recent negotiated
collective bargaining agreement was a five-year contract that expired at the end
of 2020. Both parties voluntarily agreed to two, one-year extensions (2021 and
2022) while negotiations progressed.
Key features of the proposed CBA include:
. Transition of the 40 -member bargaining unit from Union health insurance to
Village health insurance.
1
• A 33% wage increase over five years.
• A one-time direct payment to a retirement health savings account for
qualifying senior bargaining unit employee to forego a discounted Union
retiree health benefit.
• The introduction of compensatory time off in lieu of overtime.
The bargaining unit adopted Union health insurance in 2012. At that time, the cost
of the Union plan was less expensive than the Village plan. Over time, the script
has flipped. The Union plan is now more costly and renewal rates have outpaced
the Village's. The increased cost is likely due to generous added benefits, no
employee payroll deductions for health insurance, and substantive retiree health
insurance discounts. In 20221 it would have cost the Village $135,000 less to
insure the bargaining unit on the most expensive Village plan instead of the Union
plan.
More importantly, this cost variance seems likely to grow during the next contract
term. One prominent issue discussed during negotiations was the increase of the
Union's insurance plan from a 5% annual insurance premium renewal to a 10%
annual cap. By comparison, the Village's health insurance rates are forecasted to
have increases of less than 10% - and likely less than 5% - annually during the
same period. Throughout negotiations, there was zero flexibility from the Union's
insurance fund to lower the 10% cap. Multiple proposals made by the Village
allowing members to remain on the Union's insurance while offsetting premium
costs were declined.
Table 1 below compares the costs to the Village of both health insurance plans.
For this scenario, the cost of Village insurance escalates 3.5% each year, and the
cost of Union insurance increases 10% annually. The net effect is that the Village
saves over $1.7 million during the five-year term by transitioning the bargaining
unit to Village insurance.
Table 1 - Cost of Insurance to the Village
2
Bargaining Unit Bargaining Unit
Year
on Village on Union
Delta
Insurance Insurance
2023$799,647.48
$978,508.80
$178,861.32
2024
$827,635.15 $1,076,359.68
$248,724.53
2
2025
$856,602.38 $1,183,995.65
$327,393.27
2026
$886583.46 $1,302,395.21
$415,811.75
2027
$917,613.88 $1,455,019.65
$537,405.77
Total
$4,288,082.35 $5,996,278.99
$1,708,196.64
Most importantly, the transition to Village health insurance provides staff with
controls and tools to effectively manage health insurance costs. Comparatively,
with the exception of the 10% annual escalator cap for health insurance
premiums, the Village has almost no control over the cost of the Union health
insurance program.
The proposed CBA will transition the entire bargaining unit to the Village health
insurance program on May 1, 2023. The unit will remain on Village health
insurance throughout the remainder of the contract period.
The rapidly escalating cost of Union insurance premiums, funded exclusively by
the Village, directly impacted the amount of salary increase offered in previous
contracts. Therefore, the main enticement to transition the bargaining unit to
Village health insurance is a 33% wage increase over five years as delineated in
Table 2 below:
Year
Increase
2023
11%
2024
8%
2025
8%
2026
3%
2027
3%
This increase facilitates the (re)introduction of employee payroll deductions for
health insurance. While on the Union health insurance program, bargaining unit
employees did not make any contributions to health care costs; the Village was
the sole payer. On the Village program, bargaining unit employees will contribute
to health insurance costs through payroll deductions in a manner identical to all
other Village employees.
KI
The proposed CBA also provides an adjustment of bargaining unit wages to be
more competitive in the current marketplace. Presently, the Village's unionized
Public Works Department employees are among the lowest paid when wages are
compared to like municipalities such as Arlington Heights, Buffalo Grove, Elk
Grove Village, Glenview, Hoffman Estates, Palatine, Rolling Meadows, and
Wheeling. Among these communities, the Mount Prospect bargaining unit ranks
eighth out of nine.
The proposed CBA adjusts wages so that the Mount Prospect bargaining unit will
rank in second or third place among comparable communities at the end of 2027.
If contracts expire short of 2027, a 3% escalator is assumed each missing year.
Table 3 (attached) summarizes a scenario where all known contract wage
increases for all participating agencies are incorporated.
Although the proposed wage increases are significant, they are offset by even
more substantial savings on health insurance premiums. The proposed contract
distributes a little over $1.1 million in new money during the term. However, as
noted previously, the transition to Village health insurance saves $1.7 million
when compared to the Union health plan. As a consequence, the Village is about
$575,000 ahead at the end of the proposed contract. Table 4 below delineates the
effect of wage increases and Table 5 summarizes the net gains and losses when
increased wage costs are compared to insurance savings:
Employee Salary and Allowances
Year
Salary +
Increase over
Allowances
Previous Year
2023
$3,403,60.63
$333,681.10
2024
$3,673,042.28
$269,371.65
2025
$3,963,963.66
$290,921.38
2026
$4,081,786.82
$116,823.16
2027
$4,203,144.67
$121,356.85
Totals:
$19,325,608.05
$1,133,155.14
4
Salary Increases vs. Insurance Savinqs
Year
Net Gain/(Loss)
2023
($154,819.78)
2024
($20,647.12)
2025
$361471.89
2026
$297,988.59
2027
$416,047.92
Total:
$575,041.50
This agreement includes a one-time direct payment to a retirement health savings
(RHS) account for qualifying senior bargaining unit employees to forego a
discounted Union retiree health benefit.
Eleven senior bargaining unit employees will receive a one-time, lump -sum
deposit in their individual retirement health savings (RHS) accounts to offset the
forfeit of a retiree health insurance premium subsidy provided under Union
insurance.
In retirement, under the Union plan, eligible senior employees were charged lower
health insurance premiums than less tenured members. Some of the discounts
were significant, more than half the cost of the insurance premium. Other
discounts were less lucrative, only 20% of the insurance premium. The size of the
discount was dependent upon the individual employee's length of service, time in
the union, and age.
Affected employees will lose this benefit when the bargaining unit transitions to
Village insurance.
The total value of this deposit is $90,000. The distribution of payments are
delineated in Appendix B to the attached proposed CBA. The deposits will be made
if health insurance elections are made by these members when the bargaining
unit transitions to Village health insurance (May 1, 2023).
•
5
The final key feature of the proposed CBA is the introduction of a new benefit:
compensatory time -off in lieu of overtime. This benefit will allow bargaining unit
employees the option of receiving overtime compensation in the form of time off
of work or as wages.
Each pay period, employees will make a selection regarding the overtime
remuneration. For example, if they worked two hours of overtime, they could elect
to be paid wages at the appropriate overtime rate, or they could bank the hours to
be used as paid time -off of work at a later date. In this instance, two hours of
overtime worked at time -and -a -half rate would equate to three hours of bankable
compensatory time off.
Each employee will be allowed to accrue a rolling maximum 24 hours of
compensatory time off. All accrued time -off (i.e. accumulated and unused) will be
paid out as cash every October.
Staff supports the introduction of compensatory time off because it holds potential
to reduce overtime costs and it allows newer employees, with less accrued paid -
time -off, an option to earn additional paid time away from work. In addition, this
benefit mirrors like programs already in place at the Mount Prospect Police and
Fire Departments as well as several neighboring public works departments.
The remainder of the proposed CBA contains minor changes to some allowances
and work rules but by and large is a continuation of previous agreements.
.r�17-r;., r
Staff recommends that the Village Board authorize the Mayor to sign the proposed
CBA. This agreement provides an opportunity to realize significant saving on the
cost of health insurance and provides a means to gain greater control over future
health care costs. Additionally, the agreement moves bargaining unit wages into a
more competitive position among comparable communities.
Alternatives
1. Pass a resolution approving a collective bargaining agreement with the
International Union of Operating Engineers Local 150.
C:1
2. Action at the discretion of the Village Board.
Staff Recommendation
Staff recommends that the Village Board pass a resolution authorizing the mayor
to sign a five-year collective bargaining agreement between the International
Union of Operating Engineers Local 150 and the Village of Mount Prospect.
ATTACHMENTS:
Mount Prospect CBA 1-1-23 - 12-31-27.pdf
Table 3 - VB Meeting Salary Ranking.pdf
Resolution Local 150Unioncontract 2023.pdf
7
OLLEC"'I"'I'VE, BARGAINING AGREEMEN I
BE r IWET'd'N
rl I , FIE, INI"ERNATIONAI., UNION OF
OPEIZA"'TI.N(:'N'I,�"'dN'�GINEERS�
1"....0CAL'.1.5-50, PL,J'Bl..,41,C EMPLOYEE I.",)IVISI(')N
� �-1
rrl r
IEJ V'll... Jl..JA("j'rEw OF MOUN 17 PRO
� I
EFFE C'' Il Vf"'
JANUARY 1, 2023 THROUGH DFI'CEMBER 31,2027
E-
,rABLE OF CONTEN,,rs
Awncu.,,, I RL�`ICOCJNITRY',� AND
ARTICLE 11 MANAGEML�M'RIGH'Ts
-2
ARTICLEIII 1"AJES ...... ......
........ ---.3
ARTICLE IV WAGH"S.. .....
A RTR-11,'� V V'A('A,rioN
A R T'l CLEV I LON G [" V ITY
6
AR I CL H V I[ 111"'RS S 0 N A I , Tl M L",
......... 7
AR11CLE' N/ III I-KAJDAYS — ...... -- ................
.......
ARTICLE IX INSURANC'[�', PROCiRAM .............
ARTI(TE X SICK
...... ...... 3
ARTR-71-1�1' X1 BEREAVEMEN'T.,......— ..........
...... ...... 14,
ARTICLE X11 UNIFORM/S110f,"" ......
15
A,,R'l"1(.'I.,E Mil ovi]"i"uiME/CALL, MY]UPRE
.......
AKTICLE XIV MANDATORY RE's,r Pt�,Rioi)
17
ART'ICL EXV NO STRIKES ...NO LOCKOUTS
... 17
ARTICLE X V I GRIEVANC E" PROCED1JRE/ 1"ISCIPLINARY PR0(J`DURES,..,,,.. ....... 18
ARTICLE, XV11 RETIRED ,MPI-0YEES'lit"Al..M IMS1 RANCE,--
................
AR"I'lCLE" XV1113C)B CLASS111CATION AND flRoNl(.)"rl0NS.,.,..
...... 21
ARTKJJ� ' XIX FILLING 01-VACANCIll"I"s .........««.........«.......«..d...,......1%
...... ----.22
AR]IC"u-". xx ....... ..........
.... ---22
ARTICLEA
........ ...... -23
ARTICIA!,", XXIII SICK LIHAVE AIND VACATION RI-TORTING)
---24-
ARTIC-71.1.11 XXV ...... ........
......
ARTICILE' XXVI SEPARAllflu'ry
2 5
ARTIC'LE XXV11
....... ... 25
ARTICLE XXV111
ARTWILE XXIX ["N'TIRE,
......... ......
ARTICLEXXX
APPENDIX ......
.......... ' 3 1
APPENDIX 13,.,,.
3 2
ll ENDIX
A j
AGR
T"his A,,,2,recrnem. k emered imo hy and hetso/e(!m the Vdiage of Mount Prosr.)ect, Illinois
(heirinaher AWd Whqeo and dm: Internalknal t Ohn of OpenaNg AgNeas, Local 150, AH-,
CR) (he"Anafter Wed "llihon")
AwricLE I
ION AND lkl,-PRESEATA[I.�12S
11wVjHag(.,,.rccOgnizes theUnkm asthesMeandeWuMvehayaling ageni withrespect
to wa,(,,es, hours and conditions of empOymem Or R111-16ne Crllf)IOYe:LS CIZISSIfied aIS
MahammCe Worker, Mechaniq or Wak0m; Mulng all when enployees of the Village,
AId' Z"IRS 1C'1,E 11
j�IANA(�'EMENJ'
...... . ...... 1 1-1
It is understood 1hat 1he management, aalned flic dirc"ction of the mnsUng Me is vested
Oxclusively to theEmployer exc'ept as Specified in the Mier Arficles of this Agrec�,mrent, Itis
flie Empfoyer's right to hirc, (WhAe, suspend or dkchw,; klofk pnmuA, mign or transfir
mnlAoyees lo any jot) or any work, any thne, or anywhere; to hKormBe or demm, the mmwkWg
Orce; to dewyndne the imniber and size of the w(A Adly to detennine the flUrnber of
mnpkqces assignee ! to any vawk tw any PQ in cktaxinine 1he Surs of vnwk rwr day or mxek;
tel make mawk mles for the puqmme of efficien(:y, salb practices wid disciplhic; to estaldish
Performance Stand'ards and to review (miployces under these sumdanh, to Ummine the
CLILfirMlellt 10 bc, used; h) make ledimAVAml changes; mi dcternsirr(n the number and locrorm
of A t1mmaNns; U) ir"we, We (w SpAdme is openions in whole or in part; lo se.paxate or
mssign A mployees in conmuron with Ad imming, cloing (w NyWho, We rQht to
wandir to sub"mirml wcwk; to determine IN dKes and proxhwtion standan.1s; tel conibine
jobq tel chniniae cla"Acations or work,to require overlime work; and Will nevvjobs and set
a wage rale ,,,ubjecl tel negolknions over such wage rwe
I
10
Ile QnS WILI Immers of numagenrent numkmed W this collective lmrgahAng
agmenwnt, 1) rmA Um (a SO allsuch powers, aml the 6glas limul MgMer Wh all odwT dghls,
powcxs and lire rogal i v e s of nianagemetv, rim s[mcifically ceded in tNs Agreement rcinOri
veIed exclusiveI)i in 111'amagement.
The Qn of numageincrA shQ1 not lie anwndal or limhed by any chdmed (w unwkWn
cusunn, pasl pracHce or kFornial agreetnent, nor by any clohn Ica managetnent has Wimed,
conAmwd cw tolerated any 1�)ractku or any act or am of any cmiployees, No practice wh1h has
dcvekp:ad, either with or without 1he consent of the l."Emphye, shall be ccmsidered part of 1his
contract u..mless it is in vniting and SAM in Ns contract,
MiNg in Ods Article shaH ahmgme m ahm- any odwr Amicle of Rds Agmenvent.
A111,1032 III
DUE:S DED1)C'FH)N
A, 1'he Village shall dcAwt mmUmAht dues or voltmiary fair diare rmynnents
from bargaining unit employees who submit Agned a vohmuiry iiiembexship and dues
de.dUCli011 M10-106mion couS (m a Munlary hdr share 1myrnent auHmizmion card.
Dedric6ons shall c(minvence die next regular pay 1wriod closcol to thhly (30) days Urn mccipt
ofthe dl.l(.'S dcdUCfiC)r1 ZWO-101-iZ,16011.
B, Ile 10%, as exdudve rqvinsmative of all bargaining unit employees, will
represent aH such enqAoyees Udy and equaHy. No empkqec shMI he raphvd to join the,
Union, 'and nien*m.n-shilr in Ihe I 1nion shaH he avAkdAe to ad! harganing urvil unployees
Widn)Ut dkCrinwin,,ition.
'Hie, Union Ms hemby indmnKfy and shAl smo the Mage harridess agahisl
all claims, clammids, subs, or Mer kwms of WHity W111(filly, ICL2,cd fee,,; aa�ld COUrt COSts, that
arise orn of, oi by ramon oQ action taken or not Wken by the'Village relailing to provisions
of Ods Ar6a, e.
I
11
11 In the mmm an ac6on is bmmght by any pany, except
the validity offlie prmJsions of this Agreeim.,in m any dedmqhms mWe punmant Ilmho, it,
whic,lithe N/Hlagc is nanml as a pany, the thhon agmes 1 will Wdemnify thcVillage in full lor
amnne
,y fees hmnal in Umse instances where the Mage has nm lenckred its case to We
=1111M
.T .° IV
WAGES
1%. Mictive kmuary 1, 2023, wages shall be peak! lnmswml to the provislon" Of'
Appendix "A" attached hereto
13. p uuupaaG awpnu. All t:mploymn shall sme a pnMonary perix! of twelve (12) numBs
Kni date of hN in thehargairring unt Madonag emjdnya.ucs sliall become eligil4e for Paid
vacmions My u1ni mnNevion of the pnMonmy pertod. The VjUage has the power to hire
en1loyces and set thdr salaries at as level higher than a paificular pay step based on ext.)erem:e of"
Ole apphc,,,mt. Enqdoyces Wrol above the e�Iatflishcxl start rate shall progress flumigh Atte wage
schedille 1'�Y Way of annt.ml increases a,vs (11'ined by the N/Hlage,
ARUCIT V
yA.CIA rUj yjAygy;
F"I'lil time employm SIMH he enutled to vacahm as sO out below, bC',,Cd 011 YCM-S Of
(,',mnplcaed conlimious ye"'Irs of service as foHows:
Year of Service (C,,ornpleted)
111,ty Period
Maximum
Maximum
Acamal Rate
Annual Accrual
Annual Acamal
(in Flours)
(In Hours)
(In Days)
F�irsl 12 inonihs
0
0
0
At I year
SO,O (LUMP SUM)
2 to 5 yew's
3A9
IS (10
10
Tlnmgh 60 year
170
9W)
12
11nmgh Th year
M
104.0
13
8'R' through p W, Years
4 613
� 20,0
15
llamgh I 10 year
514
1340
17
Zp
12
II hwh I Th year
515
14CO
18'
Thnmgh 13* year
526
152A)
1l1
Ibnwgh 140 ytmr - 18" yma
KJO
INA)
20
1 Wh Yem - 20 years
6A1
1710
21.5
20 ye=N and nmre
71 /
18411
23
CAUnwHN suvA as tadded hereinabove shall mean any period of em1floymenl
iminternMied by impanion cg leave 4 Asence.
EmNoyees shall cakulate duAr yvars of serAce as A fauns on INS mnployment anniversmy
dale. Employment anniversary date as Ahzed below stall be conwal to inean:
If an enThyce QNs wank on or p6or lo the fifteenth ( 15th) ()I the 111ondl,
An nwh aal d! be conAdmW as his/her anniversary (fiateIt',
howeva, an employee be.gins wmt aflet the fifteenth ( 15lh) of the rnonffi,
the urine It ntonth shall be consldeled as la Aler ("inployment, anniversary date,
V'acalion Shall accrue, oll a pay penod hasis,, Accruals wifl be ciedited as earned, with the
minnd rwe being citiculaled on Me con6nuous yems of s(xdcc an&nul by the enWkjvv 'nse
accru,'d tate wM autoll"laticafly inc'reas(from one step to the next on the
anni venary date. Ile ual vacm On ti me cWhed at be end ol a.ny pay period wd l equal the total
aniount of vacation canitul as of that chae,
Accnial vacaSm linic will luau: poStCLI in the appropriac box on the empWyWs pay salb,
11is 1W %011 be uplaul at the em! of ewl ;my pedod u) n2flect both addihonal accnuds aind/or
the dcpletion of the vAcmion account through the eniNoyee's use of swcnK vacadon thne.
Vacations shall he taken dAng the calemhayem, January I lhn)U,(,,!h F)ecennber 31, hut only
eCCTUCLI can he used. An cinomplhnbursement ofunused Vacadon
twice every year, Employees 111111st leave a inhill-rium of ten (10) days of accunridated Vacation
unused (80 lums) at the We of buy-back,
F�""] lip I oyees will have an ()j,)J)O1-tU1111Y 10 file as Vacalion Reinibursememt Request with lhe
Hmmce Ekpwinwilt based on accuniGaed vandon astoDecen&KU and byJune 11 and if cadi in
is desh-cd the empkjee must suNQ Ve necessary requnt Ani hY the emaWided demUle,
I
13
EnqA(qccs whnuu ive elQjble anti ivquesi vcatimi cash in rmymem, shall receive such paypnem in
the empoycr,,,), reguhu payroB check widi the hot payndl K March and the last payroll in
Septc"Inben Only accrued Vacation fline inay be used during the calendar yuanFinjfloyt,,ei; will not
be allowed in use wwation IM whkli has not , swcrued MAd10Ut WIJUCII auPJ)110Vd Of dh,', VdLl,�pe
Magen Ile cauyhg over of MUM fmin tnic yem to We iwu AWl be sOdul U) Depwunmwd
jxdicy and We appoK Of both ilo', PUKHC W014,S Dil(,Ttot an. the Viflage Managej% In no case, may
nxnv Man 1wice the eniployce's �,.wnual accrual unsay he cmted over &to thenexi calendar year,
The Deq),artment Director in deten-nining the anniud V,'1CWi01) SCA-WdUIC, M/M tlk(u i1110
considenution the deshvs of Me individual cnipkqee, the interests offlie Vfflage arid flie needs of
Me Dqxulnwnt, Eiriphya% CA he cnfitled to sphl their vacalions hnlo no mcnv than six (6) unils
No nuve Hum clov (8) cnqJjec,,; sh.ffl [-)e cdf at any joven Hine, rhe sp1hiing of vacations shall be
SUIn)(Xl 10 the ol, ilte, Dcpalnneni Director but such app-ovA shall not be unmemmably
In the event of mmilict in enilloyee' sch,--,dufing, seniority wiH hc�, consudered,
Einployees cmitled to more flian ten (10) days' vacalion shell he entitled to take it
Lmnseculvely wiT the authAly of the F)epartinew Dir(mor
Einployces wrniiwting eniployin(no shall be eligible h pay M of acaued vacw%
thwe after le date of Unn6mition on the nexi rc.guh,,tr payiroll datc,-
h. This pq will be piiid to hulf4ime eniployew, ;N as means of' recognizing exlended
yems of se-i'vice with the Village. Eniployew who corrqAte the reqidred yeats of service hy.
Deceiriber 3 1 " ofeach Year will be eligible A Be Longevhy papmmn in Deceniber of each ycku-.
Longevhty any will be pia id annual]y by lkcmnber 3 K based on die total nuniher of ctmitinuous M
yems of Rd! Ome smNke as of Deceniber 3P, of Cecil Year and C"'llculated from the eftnph:uyee,s
6
14
anniversary date of cnWkqmenL In A cases, the, employee must he cuiTently employed vvith the,
WhTc as of FkcenOwr 31" of en da ycm I o be eliglk! hr I oormaNaavtI y Pay. Thcre, ltdI be no pro
Wng of UngevOy Pay WrInNal yews unnocled as or Mxcamber 31",
be triclude'd with the employee"s regular payroll Mck I& the first paynt in fWniher,
5 yems - 9 yem
10 ywas - 14 yaws
15 yaws - 19 Yaw,
20 yews Mvyom I
Annual 1,ujpggkjdy Cily
SNK)
SM)
SSW
$(XX)
ARTIME V11
EIRSQNWU� TWE,
F,"aa:h PUhhC Works employce shall be endded to We (5) 1mysonn! days MT widi pay
ading t1w cmdendar year,
SAd day shW1 iml be chmNed agairiM vauajon m Ack leave.
It be eligitle, an eniNoyee mum scheduk! the virlm! and ruccive Te appn)vW of le
Dep,,,,utment Nrccl(Y4 such approval not U) he UMV1,1SOIldbly deni(�ad, All personal finic, a, vay from
,mark must be S(AledLdCd in aArlanner so as nk to hinder 1he perNmance W"nornaal Village service
to Ifie puhlic" Ilersora'd knic imay he acumed iW to Hve (5) days during any fiscal yeair, w1dch
imaximum may Own be caVed mer to the mm 11scal 3amr without kas; provided dial the maximum
munher of' personal days taken during any fiscal year shaH not cxceed len (10) ill m.,InlberThe
Village resmes, the right to schedule personal days off or pay cash in lWu thereof at flo", end of the
cakndar year for any runount accrued lwymd five (5) days,
and
15
Public NVorks employees shall rec�;ive Ore followilig hohdays�
New Ykat's tkiy Labm- Day
FASAWAS, Illy Thanksgivin,',! Day
Memorial Day Day Aher "I'lialilksgiving
IndependenceDay Chrisimas live Day
Owistmas Day
In the event AR mi mnNoyceis W schedulml to work = a day (m Mich a Whday NO
the employc,c shtl nem1heless receive QIA (8) hom pay Or Ow IKAWay Mpklem AA
n(A jvccm lmay Imy if Hwy wae absent Kmn mwk on an miauxcused peave the woik day
inirnedialely or aafler the holiday iiI CJLILa141011.
AICTICLIT IX
INSURANCE PR. (MRAM,
]LaLn Fund Coverage
AH hargaWng unit menJmrs shall he covcrce� by the Union Plan - the Midwest Operafirg
logVem Wa] 150 Heallh �a.nd Welfare Fund ("Union Fund") lhrmgh Aprd 30, 2023, From
Januaq, 1, 2023 through AQ 30, 2023, all heakh and denlW inwratwe chiins W be hanW p -,ay
the IS% Ilmd and A odler comphims 8nd glievmces AN! he hanTed by the Mm. Thmugh
the ler m of this Agmenwnt, hugailng unit members may cminue you pamicipide Al the NNage's
gmup We insunme pkms on the smiw ImAs as odwr Whge enipkjecs,
Joe VUkTe agaves R) pay A each Nagahing and menTer tomxd Ole Mon WKI duough
April 3, 2023 as so pa. ah in HAs SmOm as 115mm
Singpe %839
Single Nus One $1,677
FamiJy(Amemgc$2058
I
16
The F"111ploycr agrees that piemiums shall be paid monddy, w be sublnRwd to IN: UnOn
Fund no lala.-r ffian the 15th of the manih InOr U) Me nwh in wh1h the en-jployee is ccwered,
yyew unit Illel-illbel s will hc coveled on the first Clay of the firsl 11lon0i following
fh6r lnr(-,� d,,,,ite (og, an enqAtlee hired cm January 0' will bcgin coverage on February l"),
Bargaining unit mcnAwrs inust notily thc� V11,q:"e, in wriflng, ofany changes to the bargaining unil
member's coveag,g- requill-ernents within 1-1 days of an event On cAlles them to make such changes
under the tarins c4 the Unkmi Plan and paw, Rayment fron) the vifla'ge to the 1-jilion Fund
is due no Uer than the, l0a' day of Lach month.
Thmugh April NJ 2023 aml HinvaRer to the exuml mquired by law, the 110on represents
and agme HHO it will comply wit all aplflica&je faa\vs to ensuie that the I-Jnion Man offered to
bargaining unit enqAoyees indudes Wree Ilealth AntHance to covenA h,,irgaining unit enlpoyees
sufficiern u) salk# the tAdigations of fah the Vdhqc and the Lhion as rNuhvd hyo apoknihic law,
hicluding the Municipd Enij)poyees' Cominuous Coverage Privilcge, 2 15 ILCS 5/367,
The Union is solely resrmnsible for thC 1KANNUA011 of CUBRA, WPA."O ourel
applicatfle federal =1 state manAdes Or the UAW Brunmce plans ffil-ough and including April
30, 2023. W Wer Mr the Union lo olTcr CONTEA,(le Under COBRA, FHPPA, or Wer aplAWN(c,
Wend and we niandaws, the empkjec mmi no6y the Union Fuind od fl-te. appfica&Ie change in
hit sudus in accordance wSh the Unkm Fuixd plan's ralKenwnts. Wure by the cmiNoyec to notify
die [Won Wid on as OnQ bads of cWmge of IM: status changes shA1 resWt in the engdoyce behq,
iesponsible lor Oie payinev of the puirdums or clahns paid Or any ineligHhe qwAym, widAn in
deniad of coverage by the inSLIN'BICT provider non, Man sjonmu. In ffie event of a change ill
enqAoyinmit nodus, the VHWge ShaH Mify Lhe thAmi FInd of the chatVc and trine Whage wfll
�uUspend Payment florn that forward thw mmuki nonimly be pAd (m 1xhAf of dre Wmlinmed
empkjee,
9
17
1 !1 minw,
EAfective May l, 2023, eni[ployees will uuuu longm he Agible to particloic in 1he 140n
Fund, Instead, hq.yinningg on May 1, 2023, covered enqAcyces and their tdigihle hurdly members
nray rmAdjude in the Village of NUmt PiuMveCs nindWal, de=4 and Man Qns on the mune
ImAs as A odwr ellible VHNge snployeec The Village agrees to nmNAn & WH florce and elTmt.
hum May 1, 2023, Mugh the HN cA Uds Agmenwnt, a gnwp duedi inmrrance prognun Mr AgNe
1611-thne tnnocyces and 1hed Qlbh: depmdems m% am covmvd by Ohs Agurmem. Ile Mage
ruyxves the tight to change gnmp lieddi inswumu: cova,ye as kmg as coverage is suhslaraially
shi-rdar to the heahh inwrmwe covet -age avMle at the Me His Agmenm N exauted. Mdudal
in the above, 1he Village reserves the 6ghl to maintain or Whim c(NI contsunniont incastuvs
lVial1W to h1SU1',1T1CC cover,Ige' (."fiange hisurance, c,,,irners, plans or hene fit lcvek, as long as t1n,,, new
basic covenige and task beneRts are substantJOly sinklar. p,llONve. May h 2023 and Troughoul
the terni of this Agmennen4 eligible covered ernphyees (and Nicir Agible demidents) nnty elect
approp6we coveruge in one or the gnmp healdi phns MAY by the Mago The annount (if an
ernphVeds aplikaMe num0i" inwnurce prenhum contrOurian during die terin of this Agreemem
shall nol exceed the arnount of the alildicabin numnWy AwnHwe pnmhuni wmadtwion anwunt (At
is required of othcT regular hdi Aw Village enTkqees who pankipsue in the Ulla ge"s RAW
insumuwe jkui and are nLA covered by as MeeUve Imirgaddrig agreemma. Qon beumlng chohle
IN the above he,dth i1)S'1J1U11CC COVCT'Lig:2C', Ihe, N/fllage will proNUe the affecled enWkyee a ImIky
and descriptive fiteratuie describing the MagCs group health gnsutance benefits and the
priwMures for utilihng Mose knd1s. The cDst of the employee's corarbution lowards the
insurance hertefits plograrn shall be as Glows efecflve on the date(s) indicate&
18
19
mmmm m�v
iummms
Premiums
�,.0 �Vll�m�'�,�Ul�v�� January �. np n w.
,$q� 0
'
May
The m&'AWdmid)r
p d'd"mNRdmm /PPW 223
willnot dpi"d"F.."a'"d
NPo+".
r&Am4 °a below.
q�' gypp q' �p @p, pry % app gpppW yp, y�,yry p ^y��;p'
Wy,.An A manµ mmm�'mm w46ii,/.W USC "M,.�tiW";14dtl1 v,.�JN 4
ryPlan
l n N
IINI Plan
Qd
11m Man
IO Plan
�
siU gig
........_, .
S 11g.m,le
v
5185 97
L $16025
$gym" '17
`1d1/0 7
SiTi mllu� �:mu�couunt (101/(")du
16/ 38
5144 r
5g gl V
C ha i
g g gm^ + p
$335,48
$ D�; Gga)
$297 80 ,. .......
y'm56�.�..1........
5'mmgu4..D.u..".c.amml (20')i '
$208_�.S.,,..
ug 2.6....-.._-.
fg
`mmmg
.. ..w.�
...
q
_
.W24...._.
.�99
�
5
....$"g5
S321.79
�F ..,.__ ..
a°ummumgy m & mbq�mmt (30'Xmi ��.
$28W .d"gA
5245 gg5
P� ���
!"Q2
"lmwmmmwmmug Vva�.,rm..g.ggg
mmmm mgd'kmaS G' Yam"/mmd
m'�rtk.mpm �gmm�..mCommml��9apNUm
6H�/�mmm!"ma...m�"'JdmmNmUg°
m6'R
g c �� m g�mmc °M mdm s m Ym..�and �..... .�� .,.
.....�
k �a,ti..ad �aaAM
��evvc d Me e vion
as
be a.�.....
....
19
ft mmmmfl)ly
Premiums
�,.0 �Vll�m�'�,�Ul�v�� January �. np n w.
,$q� 0
'
mp pPeeI n iI� rreIiI?ti
�' � ,G�Q.!d� @d'C�� �addm �mfi�"m"F"rt`� �`G�#m4P26
The melndm�y
rerniumsfi)i 20�?4
will not ex( ei'd
Yaaaus below,
`overage 1'" pe/Ca-Pay'rylmm°
Pro,�mmmu '�.
H.IO Plan
IT..O........ Ph
�
siU gig
........_, .
Single
h195 y
`M 168 6
$17 5
g
"umdOm Di"C<uuma
m175 75
5151 45
S154A
2
mmgg, g
$_I25
..._._, ,.,...._.
m051
.. ,,,. ..... ..... .........
d3 g
. ....._ ..
.6.
.._/g..3/..._.�_1�
..�M
261)A/
...
..._..g...~..m. l�g.."..m�,m:; ._,.w.h....b ............,..,...,. .................. ... ._...... .._ _
gaMmo nt (201la
.... .. __.._..__�...._.
$242 82
$ 5gg
21555
kmuly
m42100-
�g
l 5/
$3(5 9 I
'34 1,03
._.. ._.._..,
..
._
ummgy Discount ('30/)
mgg18
5 25 7, 3
$261,80
S, 2' 87,
.bq�"mm.."...�d)N�'d`mI mmmld'dmma"�N�dmlmg�. �d�,.,.,.a.�gm'ma�Sg,m
mmmm mgd'kmaS G' Yam"/mmd
m'�rtk.mpm �gmm�..mCommml��9apNUm
6H�/�mmm!"ma...m�"'JdmmNmUg°
m6'R
kph mb k. g�cmr°.."a b d➢gym akm a..... �gmRur m
m l"mSm mmft.��
m'6 ANr "s "M° c t,ioy
bC P�'��.�v,
....
,mm
.)iN�mdmm,�a_lW"dd
::::..
...,,,,
............ .. „ ...........
19
Mmmmmggmla Pm•m:nd ummm"m
�,.0 �Vll�m�'�,�Ul�v�� January �. np n w.
,$q� 0
'
mp pPeeI n iI� rreIiI?ti
�' � ,G�Q.!d� @d'C�� �addm �mfi�"m"F"rt`� �`G�#m4P26
_...
R"�d"��fd W1'J.
Coverage Type/C.'o.-Pay Type
11110 Plan I
H.IM'IO Plan
PPO Plan 2
H.IO Plan
siU gig
........_, .
.. S205
�F� �gk.....
Y
'i 0
$17500
..,
sinsmgm; I.)msmuo ummt gWX
tW 184,50
15/ 50 $g62Ma
II mi 50
Gummi mgm: u g
$370,00
$320,00$3
0 00
""n` 85 00
dummgrv,llm, '.m g Discount m:amuum'd gg f
2a: 6 00
$256.00
51 m�m'�,00
$228,00
^mummmm➢y
$450M
$38 O,
�re 95,00
$36000
2 00
lm 'dwgAmm�!`. g....mmm s"rmgcu m�� q ism �...�U U� � ....a"mmm o . ,.� m"m
(a dk&� �.....k�Uc. Q MSI U �rtdmB �7��pyrlUc:..Ydm
the mm mm. 'N„m'i`d mmmm�R mw4 k Wellness mm
ad d �.,
Pamd �ici )eviom,U
c U6d,mFels "um"m'lm�on be/mv
::.. _......
....
.. ...
_.
::::..
19
. ..... . .............. .
Monfilly
EfTictivejanuary 1, 2026
Me noundoy
premium JA 206
.Lq!'
W nW euand
mUs belviv.
Cov ei,a ge Ty pe/C o- flay Type
P1110 Man I
HMO Ilan
PPO PW 2
11NU) Man
2
yj,� � e,
$226DO
MUM
MUM
1l 2 O
swgk
$215AW
185 j 0
$190AM
065DO
Si�ngle Discount (1011i')*
$19150
$16150
S 171 M
SI 50
SO& A
$390AM
$335AM
$345A MO
SMOO
Skgle A ksumna (20%)*
$31210
1"268AM
$276A W(
1�241100
$475 00
$4051M
$4151M
S375DO
Family Discount (3017c)"
$33150
$28350
TIT&.
—�26150
� 6, E'r �Le�d
. ..... . .............. .
EfTective January 1, 2027
The mon tit lypreaduppisj'or
2027
will not exceed
rafe,s below.
Coverage 'I'ype/Co.-Pay Type
PPO Man I
HMO Man
PPO Plan 2
HNIO Man
2
yj,� � e,
$226DO
MUM
MUM
1l 2 O
11WOMA HO'/cY,
1174hO
$180 fm
I
. ... ..
$40800
S-36X)S3
12 � 00
(209)*
$326AD
$281 AO
. ...
S289AO
.. ....... . . . ....
$24160
$496AW
"425AX)
S436DO
$395DO
$34720
E -L
QPT A
"27k5O
"
saw t
Metal of Ve empkqeCs ponkni of the nuHaWy jumiduln Coms shall hic, deducted fi'o�n
empkIeCs pay W liW 1wriod up w oventy 1bur (24) tines 1wr gan EnqA(goes W) parlidpate
hi the HNIO will receive inmuonce c(nvrage as Mated by the, HN40 providcr.
3, 11� NVeHness Part 1P ,
The pye sWill oNbr Te blomork bloW dravv aniwwHy and enMkIces may panWpale,
in the Wood (ham, mledubd at tint SWUNge (w at aRwoved rmmqe locations. Spouses coverml as
depemlents muter die rtui nILMt Aso panicipme in Me None& testing and meo the OWN
estaNiAed bdow in order guu qWy Whe MnWe phm coin or family insurance 1x-einium discoutil,
EmIdoyees and sp(wses panicipWing in the Whtges hedth inmirancc Qns nuist annually cornow
Is
20
the Mometric blood draw and heahh i-isk mmmemQ) h) he elig1le Fow IN: Wmas imunmM
pre I'll I ti III discourit. WelhleSS (11SCMUHS shall apply annually proWded Me AlKa ahove are numAhe
diSCOLIMS S11,111 he qqq1d U) nmnddy inwrmwe pninInn chuges in the Mowing anummm
... . . . ...... .. ........... 2 0 11c,
S i n g l e- Y
INscount [Ircemage
If an empkVee has ,wingle it or farnfly covexage th(�,,,y would not he efigible for a Sirl,(ft
covemige (fiscorrilt if' only We empkycc pmActated in dw Nmnodc Inugram
4, Stibsidized Refiree
Wgilde enqAcqees who qmhHed thr the Union F'und's suhsidieed retiree benefit
pnTram as oftheknecAntification ofthis Agreement shall recek/(,,as one time sub sidy stipend
in the sannuia or Ten 11musmul Dollars MQ000) Pom the Vffl age; ihal will be yah wed A Te
EMS jdan if subsided al the raw of 45% cm moru Finployees subskhzed at the rale of less than
45"k Ad! receive a onesubsidy stipmp in the amount of ave"rhmsand DAlars (J!5j)(H))
from the Village thud will R lAaced in the R11S plan. The only empoyees who are entithel to
receive the mixec lwahh insurance sup skly 1mymment rc.Aerenced in this Section of Article IX
are those Wed in Appenihx B of' this Agio,,,ement and proviAed the empkqec is em-oMed A
ViNsyc's gr(m,p Walth Amnuxe phn as of'Many 1, 2023. F,,niploye(,°s Nvhca are eroided R) receive
a stipend pursuant to this Seclimi will receive Ow Wpm] in their re,,,,,jda.r payroll check that is
Wed du6ng the second week ofMay, 2023
ARTUM, X
aj
A V
The Whge O grant, io each pulp �fime empWyee up lo twelve (12) paid sick days per year,
The days shall he eamed on the His of one (1) day per numah, m) that beghmAng %Olh JanLmry of
each year eniMcqces mi full Onle mOve My shAI he clodded will one (1) day sIck leave at Be end
o: each monfli,
13
21
An hidividual may accumulate up to ninety (90) Qs of unuwd sick We suNmA to die
linihaWns Vvin.
Mor hi Abruary I of cacti year, tile Village shall calcukjte how rnairiy sick days abcive�
Axly (60) have bewi mvdiwd to and 11MIKI Unused by any Nell ejljpjoyc�e as of'DecefnW 31
(4 the lombus ycm% 11 heiwecn Decenqwr 31 of die Inevicnis yenr and Jaimary 15 Allowing,
the, cnqfl(-)y(xshM1 have Wfied the Finance Department of the Villall"e, in NVI-ifing on fornis
Inovidal and slid! have inAcaled themni the mitpkqeCs desire Incorltinue to accunAwn nKWC,
thom Axty (60) days, such enWkyee AT lie A01'Ved 10 accumulate such addifionadays above and
t°)eyond sWy (NO to a maximurn nunihm- of ninety (90) days. Prior to M,1Y I Of cach YeM-, the
VHkyc shall compmaw the employee at ffie I�Me of noy peWelit ami the tillIC ICCUllftflated
above and beyond sixly (6(t Qs, or such wher number d clays pmvktd the Mye Imams bemi
li(clified of such additiomd numbei lo he accuimjjafle,(j 'ffl(] 110t C(-)MfMISaIled 1*CW 'IS S('( fonli
her6nabove.
In MAN, pyrnents IN such compensation, dic last sick days reinaming unum:d ancl
ncA to he accuniWated shall bethe firm sick clays compensated loral tile rateot fifly jw.rcenl (5011c)
of such e,1lipk)YeC,!i actual nale (d earnings at flie 6nic any such gkcn Ack day was cunck Sid
leave rehiMursement payniW shall he incItsded vvh)Im the last mguhw payroll it, 1'elirtle"Y.
FQoyces shall ymmm reLjL1iR.d tO 0%�Ailll «m LIOCtors' nole�aficr hcing offirom work, forfluee
(3) ormore Nvorldng days.
ARTICTE X1
BY'NEAVEMEAT
1"'he V i I I ag , w any emplc)yee I hree (3) days leave wi 0� y i
Agi-(oe�, u.iailo I p n order to attend
the funend of anyone in the iminedhae lAndly.
The initnediale f4indy AM inclimle: Fabeq inother, brother, sister, sj.-)ouse, children,
Roher-indam, or ntother in-law, grandparent, grandchikt or hubvidud with Mwni emphyce
In
22
hw; fived." (-,g, foste'r paren�, foswr child or rda6vo TWs dnw shall w he chugelAc as sick
ti I ne
AR11CLE X31
j1N11fORM/S1-1()E AL!
. . . . .......... . —
The Whye k to Knish each regularempkyee whh two (2) pahAof coverdlw Eaqloyces
wdl provide niSuenance (Acoveralic TH WHage is toprovide r(,�pkjcernent as needed 1,)rovided
the mnpkjee turns in vvcnu out coweralls.
'Fhe shoc allowance will N; pnivided to all emlAuyees of the ME Works EkpaHnwnt.
lie wumal shoe allowance reinn[musement shall be $ 225, All shoes inust meet the
specific.ations as provided by the WE Works Depwiment- INAmbuixement will he nuWe to
en4loyces annuaNy tqxin showNg a lmvqwr re bi TO superdsor Or die rmi-chase of sh(ws.
ARTICLE X111
k�FMIUMTIM
Pubhc Works eriqloyees shaH he compeiNmed for auilu)dzed overtune ait 1he rate of Ame
and one hair (p 1/2) for himrs wwied in CXCCSS of TV sOwduled day m week, NOWhever shall
be grevaer. The F.niployer agrees to distribute overlinic LIS equaHy as possilfle, aniongst 11rose
enqVioyces who USLUffly jled'011n the type of wmk at ismun "The fiffl-fime einployee workJng, on any
Q Wch cxwnds So ovenkie simll have 1701 chin on Te oN,crfime, Ifffie Village idenfifies as
iwul Rw one or niore divisions milk Te depailment H) W(Wk OVCIIkTIL01-1 t P1,11111CLI, SCI)CdLded,
WK sAd overdnw %w rut tic of1hred to Lill fufl-tinie, bari,,;aining unit employe-'esnornruffly
.s,signe
d to the division(s). If the nuuipowu requireinews esiallsixif by the N/dioge cominot be
satkNed in dis manneq sAd overlinic shall dwn be offered to all fiffl.-Onle ealployees p11 offier
divisions. Should the Whige be unaWe to swidy We rrwnpower requireinents in this manner, il
shAl then R pennWcd to Wich any and aH sewonal and/or liart-finie eniployees to work,
ME
23
If the VdIage (Ictertulnes oll it sclunjuled wm*Alay, Teres is a nem! For a %wAcrew to
work heyond ffie sdwduhl quiltir[e, finic, said would shall be aYQnw1 to the, crew inifially assigned
the Work durirl'g norinal woildng hours reganiless or mAwNwr the cmw N cNmilwked of Rill trim
KjAning und enqWyces, panArtu; emlloyeew, seasomd enqAoyees, or a niix thereof.
plactice shffl be n-mntajned unless 11m: VHNge embnates dwi the vnxk W exand nowe Hum cme
and one half (1.5) hour beyond the rwirnudly sche'dide'd qldtfing filne. In 11 -lis instance, flie ViHage
will first, solicit aH ftfll-firnc, hargaining unit criqloyces %vithin thedivision(s) noniAly assignmi the
type of v"Kk King performed. Me nwnpower mquNements emahlkhed by the NA15ge cannol be
s'aflsfiecl ill this manner, said overfime shail then he offdwred to all full finle employees ill other.
divisions, Swuld We VdNge he Wde to swk[y the manpower requirenienis W this niwiner, it
WWI Own be jximitwd io solich any and app scusonal and/or Part thile employees to work. It 1he
inanpower requAnumns cannot he satisHed in US manneq the the Mage may solkit miy and all
seas(,�m,d artd/oi pait-time employees to workIt is imdmvood that pan tHUC and or seasomil
cmpoyccs \a,,ho :we not asigned to a cmvi with WNW= employces shall be, perrnukd to work L[j)
to one hAf (U2) Nwr [W die nor nid endOg fime and such We shall be conAdued de nininuls
for fwurposes of1his Article.
EnqAoyces uunmuadly sclwdukd lo workd"Iys who are willponardy assig'nect dutie's fioln,
I 2 00 midnight through 7:00 a -in. shaN be paid ait. the iate of one and three -quarler (1 -3/4) finies
th(,,ir nornmi houdy rMe as a pnordum Imy Rw sudi work,
Frnployecs� who work on theoff'-dwy (lay gramed by We V i H age in olvervance or aholiday
shall be pMd at the h0fiday rate phis doulfle finie fin hotirs worked.
I lows worked (mi Sunday apaua shOl he pa ki ai a nae of two (2) finies the eniployee's
nornial hourly rate,
In
24
The highest appropriate ovenifire shall he 1)rdd. The e'rrq-floyet sliall not be permiltedto
pyramid ovcx1ime, pay.
FnqAoyccs "Im sue caMcd to itturn to woik, during nonmd non -working hours shah receive
a AnAwn of 1m) (2) hours" pay mmcwk sit the aplikable rate. Alloyces %Ov) arecakdtncme
inu) mAwk w4hin 2houmormcirsdwduhl man Haw WH he QdChug: WpuTdWeovmAnwrWc in,
horns worked for thc addifionat hours Nvoikcd as long as such notice, was gkcn no hns Own 1wilve
( 12) hours helm thAr ncsnud mledWed man hine.
ARIMAT XIV
MANDAT(MY REST PERMD
LAWs an EAMoyee agmes McnMe, Finotgoes %vdl n(A herequired to work, rmor-c dmin
Mimi (16) lums in a memy 1bur (24) hour IWA %vithow being allowed an eight (8) hour
rest p(m i°aod, unless the Villagc declares an emeqgency Midi mplims empklem"o unwk pam 16
Was A as 24 lum jwdo& h is expvsAy undanced 1% the salely of the eniployee.s and IN
residems vve of pamnhm inMxwwnce and such enlergency dec, hiran oils shall only bc:: in trUe
emergencies of unhwewen cAmnstan"s,
AIMUTE ?KNV
PQ() SMIKES - NO LO(jouss
DUT-IM
, the temi of Hiis Ageenw, the Union, its Micers and ajcmts, an(.1 the cmiployees
, 'q
gree not iso insfigale, promole, sptmsor, mqmmic %vhh, ungage 0, m condone mly s0k,
slowdown, conci:°rtcol sloppage c9 wmk, or any (Awr intentional imerrupli I on in any of the
'V i 11age, s copc ral ions. In the evem of astdke, shmthmnaxoncened Moppage ormn or any mher
illICAIM011.11 if)MTLIJcfioris hereinNmve ruenAn-red by the employees C(WM'(�d by this Agreement,
the thimi agnms m
Q
25
A, C4)jjj'y aH emphlees hnmeWawly in mWing Ona to Mrike Mowdown,
con(:ened work smppage or archer inkmOmm] Wcmqkon of VdWgc Opmu%ls iS
unamhorized juu] in viWiAm (I the Agrannent,
B, PUbficAy announce that the mrike, slowdown, concemed w(.,wrk slopjxqgc�, or, o1fier
intentKnal Werruptions ol'Villagc- operations is unmahodzed and not (xmdoned by the 1Jnion;
C NOW evay mwanable WON possHe in imfuce the cnnAoyees involved to
ccase such actkm; and
,�
D, Any or all employees wm
who vhfle , 11uy of jjj[(, pj°()vjsjons of this Article may be
dkc hargcd 01- OIIICI'WiSk: discipfined by tile Village,
ARTIC,11', XVI
GRIEVANCE PROCEDURE,/ DISCIPLINARY PROC1,A)URES
A. L!iLIM-
The Aqdoyer qgnves, wifli the tencis of progressive discIpSe in appapAme (bW mH all)
cavev DIcipHnaly a0ion NOU be hnimmed 1W jum emme,
Fkcqm in cwws of Asciliitrine (agRO vnwkhg day, A, Vdhgc will nM mQW,
discipfinary acthins greater Tan two (2) yeas cod if Ow onlAoyee involved has nraintairied a
discipline We reowd dud,; Me tw-YeWjW6O(L
B. Deflifiti IL V!12(1,
A grievance is as diAhmnce (I opiKon hclwee.n an enlployeceand the ViIlqge wtli respect to
the mandng or opphcadon tA Me expmss tenns of QKAgmcnwnw or diAlpline of non p0atianpy
emNoyces,
Cl. rap raMedIla
Recognizing fliw it is it) We benclit of all micemed to Aseand settle grievances prompily,
as gHevmcc nnNt be raked %Alhi live (5) Nvorking days of The tune the,,, grievant becomes awmr of
the facts, g
,�iving We U) the pievance. A grievance shall be processed as loflmvs:
In
26
Ist Step: Any emphyce wbo WAs Iw Ihs N!cn agoneved shAl Ust dinuss his go-Wroce
W; his supervisor. apt the matter is n(A sadsawUndy remOved at Ohs Mel the gdevww shW! be
witHl to rCLIUCSt that, it lie Wvaiuzed to the next st,j). if the ghevance is in vvdUng, die answer
shall he in Writing
end Step: it flic gdewwwe k im resolvcA h. may he suhnined w Te 2nd Swp, but ac%i
niusl be takci-t whhin three (3) %vorkdq; dri;A. If it is n(A already in wrifing, it shall [,,oe reduced
w writing by the gricvm and subiniUed to the Depannumt Moor, The Depmunau I)irCCtL)I-
shall wiswer We grievimce "Whin Ave (5) (,,,alendar days of receiving rt,
3rd Step: if the grievance is no rcs(&K 1he g6evwil may submit it to the WHage
Manag,er wilhin Wc (3) worMng days of IN decision in Swp 1 .Tie Wage Manager shall
nicel as soon,,.v,� possiWe %vkh the gdcvma anti shaH 1wovideananswer, lothe '(,"'rievance ill gra iling
within ten ( 10) c-,dendzir days dot„ suc,h meeting
tem Step:Arbition. "I"he Union shall have the sole authority to determine whether it
g6evance Imucceds to arbAnakin 51he inaner is not satisholorily resWed, the Mon may request
SUCI) t-CCJUCSI shall be, wilffin twcxHyA)ne (2 1) wdendar days of recMing the artmver in
Step 3. Arbitradcon shall he FiridQ, Excqit R)r 1wobabonary C111110YCLS, disciplinary toses
shall be aithrabko based (mi just causA In the evou the J)WlieS Unable lo agree upon an
a
,.rbitrator, thcy sh0jAndy red UCSt d1C Mediatimi andConcilialion Serviceto subrifit a
pamd of five (5) arbi-traims. The Mon Ml We one name and the Village shall strike oinother
11".1111c; the 1 -Inion Ed! mrike anoWer nmne and the VVINge shNI MR (me nwne; and the pemon
whose naine renmins shallbethe Qxhhxwor"nwided, that dtherpan)�,I)ei(,)rest.rikiiig,,tiiy namcs,
shall have the right to rQect one Imnel of arNtraws. Ile AdAtrator slod! he mmiHed of his sekkon
hy a jokit feltei frmn the NAINge and die Uodon, requesting ihat he set a 6nw and Oace Mr a hemAg,
19
27
suNecl us the availability of the Vilhge amHle LOW. The AiNtsawr shM We no rion to amend,
ni(dif", nulhfy, jgwnck add to, or sulmracl Kin die provisions of this Agreement. I le shid! consider
and decide only thc specific i"ue suhmitted to pupa q atul his advisory recomnicnihabn shall he,
lasso -.d solcu y upon his iniciprelmOn of Me incaning cw applicalion of iheternis of this Agreement
to We faOs of the g6evance 1wesenteTTlun cost of Te adduakri, Kiduding the fee and the expenses
of the /Winyton shall K; divided equally %ween 1he VilNge am! Me LhAon
AN rupwas to advwwc to the next slep and all answeis shall be in wdlhg Wgirmbrig
NOth the, second sup). If lie Village's represelliative, at any steq) nolifie„,; the Union oflack of
authatily to settle agdevaman, the Union may"roccul to the next suli Inthe avent agdevw Ims
Y
not requeswd as inwor ki he advanced widiin the thiw knit invohyed, h WWI be coriddued
resolve,(L In dwevart an answer is n(A 1wovided Whin die !hit(-, fimils established, the giievant
Inay rcqtwst that the inaner be advatwed naw the next step. mi orthe line ISO costablished inay
Ow extended by nwtwd agmenwnt.
In flic first step the emlfloyee may be acc'onrpanitul by as 10cm represcivraive 11' he
desirvs, Flom the second slep on, the enq)hyec SOp be, enfilhad tow he acconipanied by a
representative of Ihrps choice.
All g6evwnss shWl he scNAulml nt inunudly ctniveidern times =1 shOl take lAace in
as 1111131111C.,1[ v"'hich nol liver1cre with the Villa , n,,aions.
ge ope
04chher Ric gricvant mn" his reprusarimWe shall he ctablea! to any twenhue paymerns
fcr the fats" e spciu in pnxxsdng (w investigadrig as ghevance. It is undersnood thal immers
sjkwt to 1hejurisdicdon of die Whge Nimugm such as, but w limbeol UL pmmaxOn outskle of
dre Naar g,,iiiiing umh, as trot Wtect to His grievance procedure,
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28
ARACIT XVII
Ehl—TEHI-1111, I" ill"O IJEALA 11 INStLRANCE,
Emiooyees mko ineett retircinent chgMity OWN or the Vilkige, Ox skk kaw
twounWed Me up to 00 houis vvid ble provided into the employee's Rxtiree fiealffi Saving
Accouffl(pip S)accounLAny arn(wra of xcunHdwed nape. %vcaNwe48OwW InsUmn 720hmus ate
Myc shall conlrihutu 50% 4 die sick Inve YAue hm) die, a,-,mployee`,,s RHS acc�.,)unt. Retirellielit
chobdAy Wdck leave convemion at roknrient shaH In! ddhwd ;6 an eQoyee Mio applies for a
penskm WIK) has at least 10 yeam of savice to die village and age 60 or 20 years w:nfservice who k
eligible for an peINA)MAlks conversion of the Que of die enipWyees aaaamAmed sick leave at
rcdr(,,,,me,ra is rivandaury. Empkqecs WH Inive no cash option dean Coll VCTS � 011 01'aCCiJi1-1UIa1Cd Ack
leave upon rckenwa.
Enirfloyces will participa�e in then arinual RHS C01111-ibUti011 pro,�.?nuii The participation
details and efi,(,,,jlWRy requirements have yet lo be KIM ft is undershx)d that the Eniployex lvill
not incurtnyadditkmal exjwnses retia ed to die Funding of any RMS account.
ARTIC,LF X Vill
J, N1 -TIONSS
AF"xisfing''Joh chvoJficatiofisale:
1, Mainten,a.mce;
1 M(."chanic; and
3Electilciari.
13. Prmnotkns (movement Win Wower jol) dassificalion MY the THage to as higher
pob dassificakni), Where made by 1he Village, will lake inlo consuderation the following cxiterkc
p. (IMAMons of the employee/ayllicant IN die cq)en 1xisiAll;
2. Pam peTminwwe t4 employ cc/apjA icant widi the Ullage;
3, Ungth of service with the NAllage; and
4 (Ther relevant (.'xitcrion as deterrnined by the Village.
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AR"ricil,,E XIX
FILLINC', OF VACANCIES
'rhe EnMhoyer X01 p(st as nodce of a vocaiwy in as bargaining L111it p(whion f7or seven (7)
%WQ days, 1% puMoscs of Tis secdon uny, a vacancy nwans chher (a) an opciAng in a jol)
classJhcafion on a shIL wh1h is not the cunMoycc,,'s tegLdad�SChC'(hd(N,1 SIJI'L, as (b) VW:dnCY in a
bmy&nkg unit poshion in the job cla"Acation of Me nwchwfic/cleeclrician whcre a bargaining urW
awhomunwe ciuMoyce mmnls to apply to 1wrMnn the available work, or (c) as lateral where a
penn"Inent vacmicy exists and it is not as Y"A assigrunent or teimporary V'acancy.
The EnWhoyer "ill first seek volurneers to U the vacmmy. The mcm senY anpkqec who
vofinitc-els for the vaumcy and is ptvmnidy qmdWd to pe Win die %ink vvdl he scAted to Nil Ve
vacancy. ll` there is no qualificd volunteer, the Employer will 1111 Me vaumcy mdT W lam sohor
enqAoyce "i") is presendy qudhHed U) ped'orni the available work"Agnment suid Axise
assignment hi 1he vacancy will no, in the cqtilon c& the einphqen negativOy impact Wer
departilIC111,11 Work, N'Iolhin'g ni this Section will Pn"'Vent or hmn� flue Employel"s right to hire an
ouvAdC LNUAdme when: the EnqAoycr (leterridnes that A= is no quahfiul volunteer U) HU the
Vacalwy,
A RTI CLE X X
SUA I () It F1, Y
A, Seniority mrineel
An employee's suriorhy shAl be the pei-iod of W empkqec's nant ivw!nt (amlinuous
reguhr cnWlMmwn1 %vhh the thiqloyer.
It Breaks In (7onfintiotis Service
An [AnWoyeCs con6nucmis savice rexnwd shall he hroken hY (W WhI111my resigrnmkm,
(b) discharge i'01-JUS1 CaIuse, (c) refirinnenq (d) 15dure lo return froin a leave of absence; and/cm,
(c) being Went for Once (3) camiseculive days, volthout reporting off.
om
30
V NAWAIMILS11.
Once each year, im later Own 11twumy
Dep"'Irtment showing ihe sc,,niority of each employce. A copy of the seniolity fiM shall he
furnid-ied to the Wiwi when it is ImImL The senimby IkI shaN be mejAmi mKI Biud thirty
(30) dayN alla it is jmstcd, unless prmested by ter ! Union caw an empkqce.
ARTICUO XXI
ENUIRGENCY UNSCI- .DU ED Oauk ERTITNU,,
/in emergmicy unschedulml (werrine W out Hst shWI be mated Mulng mulanics
and electi icians, and cmplcyees m sudi IN shAI be Wed on a MAng Bic EmpknTes m)t
av,auI,able when called IN cmettillre wc)I,jw �,ajjtlj I"we trcaaatcray aas if dwy mceiml oveohne and
e.mployees avadable but not called shall r(N�:eive ImOrity Or subsequent overthirt! tj)pcm1urWy-
OwNtime duty is mmulalory,
[Anpkqecs excluded Prom the oWhic cmH mt Hsl Wal; be eligible Rn overGute
enuxgcncy unscheduied work on a rowBrig bads mlen rami R) the ("ali ow
list does not result ill errourl-1h cJLMhfied cmj)loyees w perbrin We available work. Disputes
apphcakm of ths Ankle shal] be suNca h) We grievailce pnxvdum (Adds Agmmncm.
MITIME XXII
SAFETY
11u; panics :Tree the ViHage will timintain as salb wMpkice as required by k'i\v and
enqI(qecs are wrKInsible for conbwOng WennWes hi as safe m".Innel and shall comply with
aH rdevara sally mqt&mmak WMMyees who reasonably andjusfifia0ly befieve that their
sality anti healih are in Wger due to mi wisafe workhg condition, equilmnent or vehick, shall
OwnwiIhady inforni their: !�ariperw�sm. The siq)ervisor shvill fiave the responsibilfly to doerinine
whal actictil if any, Quaid be taken, incOling %vhLllx!r or nm the J& assignment should tw.
chscminued,
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31
ARUCII: XXIII
Y, LEAVE ANjj jACWf!jjN
Ancrued vacadm and Mc: k leave shA1 be rqmHNI on employees' p,'uycheck stubs,
AR"TICtE XXIV
"Ej.,'NIDENN
As a condihm; oTcontinued emphymni x0h the WHage, annjdoyees �diall nuaintain p6mary
ivskkncy and Amnicile within the following, boundaric�n:
Aa "I'lic souflhein boundary midi he We nexus of Lah! Mwe We and Roomth Road
vvestmiard to Ogden Avetme (Rome 34y southwemerly and westedy U) We 54 iumh to is news
with pa oule 64 and ten mTsody lo a taminus at the imersection of Roulc 04 and Randall Road,
11, The Western boundary line us 1"'andall Ro"'Id norill lo ks inlersd--.cflon with McHenr�y
Avenue, noi-th to As inumlion \vilh Route i4, and to its tcrinulus 'at the
AttemNIOn of Rowe IM
Coute 176 is flock houndary fine on the norlh,,
DLake Michigan is the houndaiy hm.,, on the casE
AH peviously appr(wed excepions lo the ividency boundary, 1VLjL1i1-CY1KMs that Were
cwnrtned W %viting shall innain 0 eflet ami valid dudng the gcnn of this A,�reemcffl-
Mimagment u1m) reserves.the tight U) miskler 0101onal excelmions to tb: boumhaks in As
WF TE XXV
LA Y OFF
In the event We Mye in its Kcrcti011 LiCtermines a lapAT is necessuy, such layorr ma
be Onn the chmsMcadcni or classificatims estaWshml in INs Agreement sc1ec-�ed by (fie
Wage and in iwinbers Wertnined by the ViHage. FMatimary, Inin-time an ti seasmal
employe-,e,s shall be hiid off firm. ThmaW4 enipkjoes shaN he laki (0 in mverse Wer of
se,niority within clamincadmi pnwkhng the nwe Wor employees in the classification are
24
32
cap'alfle of perforrning the Nvolk n: -mai Ili n g for that classHicafion wiffic)IR nlrahiing or
rece,rti 11 (:,,it ion,
nevithwe wo give at icast nnecrt (1 5) days" notice prkrlo layoff
it) the Union ard We aMed enqAoyce or cnqAoyccs to be bid of[ ir praoicAde.
F?
six (6) months and may W resq,knied. Tw lHaiployee RMons (AmunWee shA1 smNe in an
a'dvi�'wory capacity to the, Directol, of Putflic Wmks concenAng imawn; mwh as Q dmApimm
need for rules and mgulalions, accident rcvi�ws, knproved woik mel hods,
prodwivAy and pnmmtknd timining (11mmunAls.
"rhe lhnpk)ycc Relatkins CA"ninince Wall meel at 1knes nnuually ilrecMe to As
nlem['mers, Where meetings me scheduled during avmtry dine Imior nohcc to and q1moval 5-om Te
Orem- (d Riblic Works or his designem�m: is n.xjtJr('d, Provided, fimvc�ver' Whele deerned
necessary by 'a rilelnb��n' of the Umployee relations commitice., meefin,,_,,'s kip to a maximum of
t%vo (2) hoLms jwr month chwing mawk Aw CA be allowed.
C'!iq!,t!l!,,!ELScliedle, 'mm Lis "rhe regulmly Scheduled worl,', hours shall
be AM aAn. to 130 pAm. Or We lenn of OdsAgreeim.,ni, excepi as od)erwise provided belo"/
during, desiglu'aed Sumnler I fouls,
U Ammercial Drive r"s lAcense: If as as condidon of enWkqnwnq the enMkgee
i)'nust mdill,,tin a vaNd cmnmemhd dhveCs licnBe WDLA, then the Vdiage shaH reiMhLIT'Se the
envlAoyce, upon presentmion of a mccipt, 1he cm dinbrence Otween Wing lo Mmairi a typhad
MeCs hcnse and a (IM
It2gjhjQjech
.. . ..anics' WTAgntial JI j: Employccs assigncd to work as "Night
. .......
mcchanic";" shall be paid one (1) War of regultv pny A emy ciom p hom wMed tm a
regulaily schedu WJ mwWay as daTerem iN pay,
anic
un
ay y During We ped(d of April I TnmTh MtAer
�It mech.
'31' the regilll ar work ill":! hours for Ni'!"ht Mechanics on Fd&qs shaH be 930 MIT through Wpm
Du6ng Ow ped,J beginning on ow,ruesday after Memorial Day ,.md extending through the Friday
bc-forc Labor Day, the regular Nvorking hcmrs Q Night Mechamcs on Monday throi,igh Thursday
shail be 2;30 Imn, to I I M p,ni.
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34
G, IN %q.�.n/lItiLnEnq-.t.(.,.hedLde.d Hours; Employees who Work w; ahernaws for
yir hunen or flumpmen shW1 %qwk thdr wgtdady m0duled 011 and then or the ivgidarly.
sdroduld Mounwn or PunWinan AM (vvhichcVLM' is ap1dicable),
Ahernates will be sck-,c1C',d WitlIMA thC 6,$d'it Of n.,fusal from rotating, lists t',,slahfishcd by
Mansigerrieni. In Te evwa = an cinployce is unable lo %ark as gkcn PunTnum or Moanian shA,
lie or she may anange to Mv arimher qualiNed enqAoyce work aus shiR Bacail pmvided
Managanew approvaL Me ahanale W he scION1 1br each reguhir Punipman and/or Nighorian
off1duty day.
HSgmmerlloijr.s ft.w Tic regularly
mled;Aml Su minor Mr, 6w a juNdons (ober tan inglo inechanic) shall he froni TOO a.m. to
330 1) in., Monday through Miday. PmvidcA howeva, Te ivgukuly scheduWd Sunmuer I fours
nmy be changed tO ON Win. to 2:30 pmi, Monday trough Way, hy mcans cq= annual vote
and MY= M the foflo%ving, leins: 0) N! employars in Te Elvision W be afkxted by the change;
(ii) a majorily, of die enqhoyees in cacti I)Ivaijon who paiticipate hi the vote zigree lo make this
change; and (Hi) no "premirini pay" W he eamed or pAd from 6`00,tmi, and'TOO a,n), Monday
dimugh Riday f1w We aflOcted Fhvidon(q. As nxiTnkcd in We Side I etlen, ofAgrccmeril (nitered
hm) by the Pwils on or aboul We 14, NHM, as change to Sumnwr thun (mlen apokaNe) wdl
nW resuh in addhional oveninw (MpWinilks (w expose to the Village gi-en that the affectcd
enqAoyces %01 expe6ence it duwge of 1heir mguhdy schcdule,aJ wotkday ,,nid workwec;k during
those designaW pvTols mAwn Surrm= Mrs me in MOO,
L The, Memormmium of Agreemem awhed :N ExhHAt 11 will remain in effect
throughout the ferin of this Ai,!,rcerrwia, except as ruoviduf (Ahmnim, punuma to ari CxPMSs
pi[ovi.;ion ofthis Agreeinent.
ON
35
Supiect to the remaining Im-ovisions or this Agremmit
Adudii-ig We in Article N/111) hargainhl,! Ullit (MljflOyees who woik aulhorized overtime houis
may elect hi On mmliensalogy —time h(Hirs (in heti of iecc�iving m,�,,rihne pay) for up lo a
nwAmm cap of twenty0mr (24) hours computed on as Kling basis, (:`onrpcnsatory time wffl be,
computed and IMNI in the emphyecFs cmnpennhuy thw Ixmk at Te apNkable ovudnw rme of
pay, F'or exanjAm an enykqee vOm m4wks one (1) hour oftmAne dioWe to be pAd m it AM&-
firne rale shaH instead receive two (2) hours deposhed in OR conqmnsiamy thm Immk. TWA,
an emjfloy(,,,e \vlio Nvorks one (h) hour of overtime efigirde to be paid at a tinre-and one-halfrale
shall mcdve as I - U2 hows depoWd in I& mupensmory thrie Wk.
A iequest to LISC corrN)ensatory Ome shall rujuire as mininvam cd—Mly-eight (48) Wurs
advancNI notice and empkyees Ang compenmaory line will mint %vhCII LOWITIVing We number
of employees who c'mi be offat a yj ven I hoe m set Wah in AM: V or His Agmemem.
Requesis to i.ise banks! coon pensatory firne in incrcments of two (2) consecudve umm-,
norm,ffly Nvill be approved by the ernpknTes imuWate supmNmor wit% as rnsmmble Qod of'
firne following the empklees reym provWed it does n(H un du disrupt the husinu. ss opmAms.
NJ conipen,,saLory Aw banks imtst he Wwd mt on QtAm- I" cd'emli year (comImINI at thous,.
straWht We rate for each banked compLnisalory hOLIY),
ARTICLE XXVIII
CER"I'l FICATION
Qualified employees will rec'eive it paymcn-it hn the amorml refinenced
ivkm, whHe hokhng"ne or nme miNcatons/ricenseS eS l"011OWS, SLOa_j(CC( [C) IhC
provisions of thous Arficle.
A, Qualified enqAoyces shafl icceive as Six, Flundred Dollar ($()00) pro -rata payment
as pan of the mpkqeCs regulax paynAl WA We hokhng onep,u.ur more) of the following
cenificSons:
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36
p. Water Operaior License (Stale oflihnois) (Class C' or Beuen')y
2, Arhmisl I Acensc (Suac of 1111whs),
3. Certified M("(.'ha1)n("/LVT Ceitificanon — All rnechanics workkig of)
Mamh 1, 1988 shall be deenred qtuflffied to iecc,.ive certfficaflon pay.,
4, 1 Anlwape Industry (0-tificd I lorticultural 'f'echnician, and
5. ExWor lhchnklan (Nmimwl Associa6on of Land,,cape, Pr(-)fessions
(NALP)
B. Qwalified ernployces shall receve a Three Hundwd Filly DoHar ($350) rwo-mul
pynww as paq (A Te LMM&OyVC"s reguhir payrK check whik holding one or tnore (A 1he
UkKnEl MUMajonw
f. Pesticide Openor license (Staic of Minois); arm]
2. P#Tne AssessinuntWerd0whm Wgrani (Nalional Association of
SeNver Service COnWanks (NASSCO) ,,ind Parts Spc6afist (N,,,itiortal
Instiu.ne for AuMnwdve Set-sice HxceHence, (ASE) cerlificatlon as
c'onipensahle ccedenfials or Parts Spcciahst,
C, The Nillage shall rvain as n6nOwn of Iwo (2) eniNoyces NW wMer license& tma)
(2) crrMdoyces with adwrist licenses, Rwr (y emphlon wit CertWied WchwhVEM'
certakathms and three (3) unqdoyces %vhh rcsticide lVenses.
ARTICI,E XXIX
ENTIRE' AGREYMENT
This Agmement conmitutes the etuire Ager emneza between HH! puiRs and concUles
colOcOve MrgaUT cm any QMO, Methce inch.ided in this Agreement or nc, Rur the tenn (Wthis
Agreemem.
Adcrion xxx
L�LJ�AX ION
Whs Agmemem Aa H be efIctive upoll execution and shal) remain W W11 force and effict
Iu'ough Dccember 31, 2027. Thereafter, this Agreenxmt WH renew hsdf autornatimdoAhnn yvir
IM
37
u) year for (me year periods, Woo cidier party shaH zinAl the odwr pan y not n"m! Um (me
hundlMl 1IR31 (150) days nor less tan one hundred tww4y (120) days jAw w December 31, W27,
or any subsequent winiversary datc, of SO= paily's deMrc w nmdHj (w lWnwc Uds AgnmrncM,
In the event nolle of nroddlMon is yoven,, I.Ageemcia shAl lennhume at sudi Ric as
60wr pany gN Avo (2) meaa' noUcc cW lemAnwicM SLll-)SC,(jUCnt to 1),eceint)cr 3 1, 2027,
FOR"aw V ILLAGE OF N101 JNT PROSPI",X71'
Mage MGM
VAhle Cluk
F0rl'lj,lE,, INTERNITIOINAL UNR)N
0`116 1 OCAL, �� 50
M MNG I
J4nwjSwcwwy, PrcAjenVBuyMcss Manager
38
APPFIADIVA
NI'aintenance NVorker
Jan -23 1�, —
Jan -27
IS $ 4 8 07 $ 52.56 � S $ 5 5,7 7
.... .. .... . .....
Step� 6
$
4245
$
45�84
$
49.51
$
50 91)
$
5252
Step�5
S
4049
$
43,73
47 23
$
48.65
$
50 11
Slep_4
S
38 85
$
4 1 ()(i
45 31
S
46 07
$
4 8 � 07
3
37,20
$
40 17
$
43,39
47
$
46 03
--
Stel) 2.
3 5 7 2
$ ..........
38�58
. .. .................
$
. ..
... 41 �66
51,
4191
'S
44 20
Slel! 1
37,10
$
--A2 51
Start
3'3j, 20
$
15 86
$
3a7. 7 2
39 �1'1u9
41,09
NI cl, c I i a i i i es/ E I c c t r i c i a j is
jan-23,
jan-24
jan-25
, , .......
jan-26
jan-27
Ste 7
S
47,5
51 3
$
5541
$
57,08
$
58 '71)
Slq�_6
S
4555
40,20
�"S'
53,13
54 73
56 37
Ste 5
4 3,8
47 3 2
51 10
S
5104
$
5421
$
�4 5A 1
49, Q4
$
52,03�
Stcp_3
S
4030
$
Slep-l-
38,40
$1
41 54
S
44 �80
$
46,2 1
$
47,5 9
;tep I
.. . ......
S
... ... .... – —
3 6.7 0
--- - --------
.... . ........ ...
39.63
. ....... .
S
.. ......... "
42 90
"""
S
. ..... .
44,09
g;
4541
�Startj
........ . .
........... .
$
..... .. .........
37 114
4,121
$
39
APPENDIX B
Torsi. Nanw
L a t N a i� n e
[-Hr e C)ate
Me o an o s t
Proposed ViHage Benefit F)ayrnent
ALBANO
BRAGAGNOLO
7/3/2000
41%
$
10,0()0.00
KE T H
KLMN
ll,/8/19(,�5
45%
$
1 0,000,00
JAtRO
G0rvIEZ CAMPUZ
30,11/2007
45%
$
10,000,00
J (�) 1114 rIJ
j U N I US
12/9/2002
4 5
$
1 0,000m
D li A N
NIORGAN
8/15/2000
45%
$
101,000,00
STEPHEN
BROWN
1/ 95 3/19
45v),01
$
I 0,000.00
MICHAEL
ICF TNIAMN4
3/19/2001,
45%6
$
.10,omoo
j () H N
FRANK
7/10/2000
60%
$
5,000"00
SALVADOR
CASTEUA�JCS
7/2/1993
60%
$
5,000m
4:'O NY A
3RACHER
10/30,12C05
80%
$
5,0100,00
KYLE
5/4/2006
80%
$
11,000m
32
40
APPENDIX C
A
1
33
41
"'ho e 11�, , yood w IN r-muok "Ay4ompy, V in
c -j, TV "Mn mn w =10 cnqQ,�� in
n lh
crAm Hours A NOW 11 v Woo in; P"Almrw� V—H qTv A", ripw",
a j �,p � �,,:,a �r-� � o � c � r 1 4 On M C c A e m & n "M �
1 Vow UmPH "a d Mahmal arc JkwNc Al my5mv PO 1mv
On w Wk nook M" 4 1 1 r On'
hoot 0"'wav sm, m cw mo WE don<WwR
y? e hen A.-,, "i:, l�, o
an A% w" mmm Inv
o —P,A,
'
"im h,,
,L Amdum fimo�
"A' im upw xv w plon '0 in U& m; vao no " "n; 0) on N 9 \
"'w" i ow KnuM bm "n ; 200 V1 TOM
A 14 - 'hit Te w!U010 a: ;PQ we 4 , wk
n—�J,, 1 i V rMnown P.Y day 1 1 Wn mum
\p w
I" Ifulidoss
'0� fwrwd I ohn 0, in scml o
0 t J 1 q A
the wic"101,11 Am -
34
42
TrAMA: U, miwh Onk bw Ow TWO,
tc t Ac VC pwd QVIq
U52C A"med MAq 01, A&W A: 'NO rorn"A
'nv
�'A Who) Vmv
'XI
HAW omn b j<J
is -Go Alybdidl; lmm- "m A rguly!) "POKYJ
:11vin"Im hl to M ion 1 lh-Wlo "I
2� h'mo', "A
C Whrmlial 10,
ivA A W
a low, 1 5y; V "YWA lw:
a mk ivinv�vj woo rod 1 v, vNRAAK!�
35
43
thr; SJOA. ?,ddA0qa,4 r,wwr ow v nom m We Mage admus w any wwWng 0"
visdkon of be (10 ur un" VIM; Pmwe w tf:, tht, o
aDd M>wd " 19) an,"'
H) Wo Ids NRIA,
VVPN 0v pony to ww,c Wrnis
M me NVY"', U0 3nd in good fumh R; am"'an",
f", , ,,, '"'
a Wo u MOAK hy a Ond jy VOH S QUM Wa We Vul",
%1LIAGEM PIMS PH -1-
' '6V
-144-A,
Dole?
. . . ....... .. ..
36
IN rERNATRINAL i IOUN 01'
WKWINEERS, LO(VIL 150
44
1011 1 7013 1 AV4 I ?n]S I AVfi 1 10]]
—
Mel
e —Hrly Ra
— RANK
Ell—wiVa
r -
RANK -
=H Hill,
IMM
—
H Rar,= Hill,
RANK =— RANK —
._.=Hrly Ratc
RAND
— RAVK
Items in red are knc=m increases
Item in black are projected increases
RESOLUTION NO. -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:
NAYS:
ABSENT:
PASSED and APPROVED this 71h day of February 2023.
Paul Wm. Hoefert, Mayor
ATTEST:
Karen M. Agoranos, Village Clerk
C �: