HomeMy WebLinkAbout8.2 A RESOLUTION TO APPROVE A COLLECTIVE BARGAINING AGREEMENT BETWEEN THE VILLAGE OF MOUNT PROSPECT, ILLINOIS AND THE MOUNT PROSPECT FIRE UNION, LOCAL 4119, INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO (TERM OF JANUARY 1, 2025 THROUGH DECEMBER 31,M+awn �'xytlts=e
Item Cover Page
Subject A RESOLUTION TO APPROVE A COLLECTIVE BARGAINING
AGREEMENT BETWEEN THE VILLAGE OF MOUNT PROSPECT,
ILLINOIS AND THE MOUNT PROSPECT FIRE UNION, LOCAL
4119, INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-
CIO (TERM OF JANUARY 1, 2025 THROUGH DECEMBER 31, 2027)
Meeting February 18, 2025 - REGULAR MEETING OF THE MOUNT
PROSPECT VILLAGE BOARD
Fiscal Impact (Y/N) Y
Dollar Amount The new financial impact (3 years) to the Village from the proposed
CBA is just below $2 million, at $1,980,813.
Budget Source
Category NEW BUSINESS
Type Action Item
Information
The Fire Department's Firefighters and Lieutenants employee groups are represented by Local
4119, I.A.F.F., AFL- CIO and are subject to a collective bargaining agreement (CBA). The
existing CBA expired on December 31, 2024. Management and the union' s negotiation teams
worked towards a successor contract during multiple meetings this year. The 2025 - 2027 CBA
negotiations build on positive experiences from the prior negotiations between management
and the union.
The Fire union group met on Tuesday, February 4, 2025, and ratified the proposed CBA.
Discussion
The following is a summary of changes resulting from negotiations:
Term: January 1, 2025, through December 31, 2027
Salary:
• January 1, 2025: 4.00% Increase
• January 1, 2026: 3.50% Increase
• January 1, 2027: 3.00% Increase
The wage increases will help bolster the competitive salary package of our Firefighters and
Lieutenants, increasing their overall ranking in relations to other neighboring and comparable
communities. Comparative data for other communities was based on the available contracts at
the time of the union negotiations. A ten-year average was used to estimate the wages of
communities that did not have existing or proposed agreements in 2025, 2026, or 2027. The
averages in the following years appear to be with in one tenth of a percentage point of 2.8%.
The slightly above average percentage will allow Mount Prospect to maintain a financial
advantage in hiring process moving forward.
The communities who had CBAs in place for 2025, 2026, and 2027 show wage increases
between 2.5% and 3.5%. Only Arlington Heights is shown to have a higher total compensation
then Mount Prospect Fire Fighters in 2025. Current estimates show Mount Prospect Fire
Fighters ranking third in the final year of the agreement.
The Village's Fire Lieutenants will maintain their position as the highest compensated amongst
neighboring and comparable communities based on known and estimated contracts for the life
of this agreement.
Paramedic Incentive: Prior to this contract, Firefighters received a paramedic incentive for
holding their paramedic certification. Where as this served a purpose in the past when the
paramedic certification was more optional, the department now requires all Firefighters either
have or be working towards paramedic certification. As a result, the wage tables in the CBA
have removed the incentive and the Firefighter rates. A reduction in pay is still present for
those who do not have paramedic certification. The paramedic incentive amount had
previously been $5,700 and the deduction amount for not holding the certification is $5,700.
The simplified wage tables will help job posting salaries more accurately reflect the wages of
what Firefighters will receive when working for the Village.
Pronoun Usage: Management has removed the use of his/her, he, and she from the contract
and has replaced it with "Their" and "Them". These changes support being an inclusive
department and employer.
Hireback Policy: It has been added that all overtime hireback will be made available three
days before the hireback overtime will be performed. In addition, if overtime is now offered
and personnel are on an active call, the Shift Commander must make a good faith effort to
reach out to personnel that are on that call and offer the opportunity to volunteer for the
hireback.
This will help to allow equal access for all fire personnel to have the ability to volunteer for
hireback opportunities. The Union stressed that staff would be willing to accept a hireback but
have been on calls when it has become available.
Force Back: The force back list will now be reset in order of reverse seniority at the beginning
of every year per the union's request. In addition, any employee who replaces an employee
who was forced back will not be rotated to the bottom of the force back list. It will continue to
exclusively be the individual who was forced back who rotates to the bottom of the force back
list.
An additional change to force backs is the restriction of forcing back any staff that would then
be on duty for more than 48 hours after the additional force back. This change had already
been a practice in place in the Department, and this change incorporates it into the CBA. In
instance of emergency unanticipated needs or acts of God, the 48-hour restriction can be
circumvented.
Light Duty: New to this CBA is the option for employees on work-related injury may select
their light duty work schedule instead of being required to change to a five eight-hour shifts
per week. Employees on light duty may select:
• Four ten-hour shifts per week
• Three twelve-hour shifts per week
• Five eight-hour shifts per week
Any differences in hours between light duty and regular hours will be made up for with
benefits time. In insistences where an employee has experienced a NON -work related injury or
illness, they may apply for an alternative schedule of four ten-hour shifts or three twelve-hour
shifts subject to availability of assignments and Fire Chief approval.
This change to light duty was made following the Union Expressing that a standard 9-5
expectation for working was too negatively impactful on the lives of staff.
Years of Service: An additional tier of longevity pay was added for years of service.
Employees who reach 25 years of service will receive an annual longevity pay of $1,200.
Based on current staff years of experience, this Union ask would result in an additional $6,900
in overall expenses for the life of the current contract. This will create parity across Public
Works, Non -Union, Police, and now Fire.
Holiday: Union members who work the CBAs listed holidays will receive double time if that
work is done as a force back.
This request came with the Unions comments that an abrupt impact during the holidays was
impactful to the families of staff, causing additional stress on top of the standard force back.
The Village reviewed the instances where this has happened in the past, determining that this
is incredibly uncommon.
Vacation Slots: The Union and Management agreed to a memorandum of understanding
during the 2022 - 2024 CBA increasing the number of vacation slots available. The MOU
allowed for specific five vacation slot days instead of four slots as stipulated in the CBA. The
proposed CBA incorporates the 2024 Vacation Picks MOU changes and moves them forward
into 2025 keeping five vacation slots for select days agreed upon by the union and
management. An additional 30 calendar days will be allotted five vacation slots in 2026 and all
days will have five slot availability in 2027.
The Union's request for additional vacation slots is to increase flexibility for staff in using their
vacation time. This was a Union ask that aligned with a mutual need that management was
looking to address moving forward.
Bereavement Leave: Aunts, uncles, and domestic partners will now be included in the list for
bereavement leave. This will create parity across Public Works, Non -Union, Police, and now
Fire.
Maternity/ Paternity Leave: Village's legal council reviewed the current Maternity/Paternity
for Fire and determined that additional language was needed to make it compliant under
Illinois State statutes. These changes were proposed by the Village.
Group Health Insurance: The Village proposed to update the language in the Fire CBA to
mirror the language found in the Police and Public Works CBAs. Parity is critical as all Village
employees are eligible to participate in the same health insurance plans. Health insurance
employee premiums have 5% increases programmed each year; however, the employee
premiums increases may be less than 5% if increase renewal rates are favorable and permit
employee premium increases of less than 5%. This premium increase cap is in all the Village's
CBA's as it provides a compromise of providing employees some future certainty and the
Village some flexibility to annually adjust rates. The Village has reflected these rate changes
into the new agreement.
Post Employment Savings Account: The Post Employment Savings Account language was
in the CBA since the 2008 agreement; however, no account was ever created. The Village has
a Retiree Health Savings Plan that provides eligible employees to convert sick time into funds
for retirees to pay for medical expenses. This item was a cleanup and removing out dated
language.
Joint Safety Commission: The Joint Safety Commission has increased from six members to
eight members. The ration of Union to Non -Union appointment will continue to be a 50/50
split.
Professional Development Training Fund: A new fund was created to designate funds for
employees who are voluntarily taking part in training courses. These training courses are
above and beyond certifications that firefighter paramedics and lieutenant paramedics receive
an incentive. The funds are supposed to be used to cover the cost of over times relating to the
training being attended. These classes include: Engine Company Ops, Truck Company Ops,
Firefighter Survival, RIT under Fire, Hands on Company Officer, Rope Ops, Vehicle Machinery
Tech, Pediatric Advanced Life Support, Advanced Cardiovascular Life Support (ACLS), and
Prehospital Trauma Life Support.
This item was originally a proposal made by the Union. Their initial request was larger in
scope. The Village agreed with the premise of their proposal but reduced it down to courses
that management believes would be valuable to the department and employees. The proposed
budget for 2025 is $20,000.
Uniform Allowance: The uniform allowance will increase to $650 in 2025 and $700 in 2026.
This will be a one-time lumpsum amount received by staff. If an employee terminates within
six months of allowance distribution, the employee will reimburse the Village at a monthly pro
rated rate for the remaining months in that calendar year.
Research into other communities highlighted the variance in how uniform programs are
executed. Following the Unions proposal staff agreed that an increase was need after there
was no increases in the previous contract and uniform prices have increased.
Disciplinary Procedure: The Village agrees to notify the local president following the
imposition of a disciplinary action.
Alternatives
1. Approve a collective bargaining agreement between the Village of Mount Prospect and
the Mount Prospect Fire Union, Local 4119, International Association of Fire Fighters for
the term of January 1, 2025 through December 31, 2027
2. Action at discretion of the Village Board
Staff Recommendation
Staff recommends approval of this collective bargaining agreement. The proposal changes in
salaries, benefits, and operations are consistent with comparable communities.
Attachments
1. 2025-2027 Fire Contract_ Draft _V2.4_ 01.22 w markup
2. 2025-2027 Fire Contract—Final Draft_V2.4_ 01.22 wo markup
3. Fire—Union—CBA—February 2025—Res
Agreement
Village of Mount Prospect
And
Mount Prospect Fire Union,
Local 4119, I.A.F.F., AFL-CIO
January 1, -20.2212,02f, to December 31,
-210-241202211
rl",
DR.AF""I" OF' 1-2/27/2024 .......... 11, N I I ERN A, I..j
Table of Contents
Preamble......................................................................................................... /
Article/— Recognition ........................................................................................... n
i| Recognition ....................................................................................
|
12 Fair Representation ..............................................................................
l
�.4�3 Notification ----------------------------1
Article U—Membership and Dues Deduction -------------------��",;
2] DuesCheck-off--------------------------.�3
2.2 1odomobIca/ioo---------------------------.�
Article III— Hours v[Workand Overtime ---------------------�4,
Il Purpoo-----------------------------..
34
32 Normal Work Day and Work
8cbodule-----------------'�4
3.3 Kelly Days ................................. -----------------'�4
34 C^onp,Time ---------------------------'�4
3.5 OvrubocDu�--------------------------'..
79
3.6 Special Overtime -------------------------'�9
I7 CuUhuu�C^80vconu-----------------------..
89
3.0 HbchaokPolicy ................................................................................
89
3.9 Acting Officer
8()
3.10 Forced
ouck---------------------------',�10
lll Light
Duty
8vurs-------------------------',�1A
B�necial
Duty
Pay.'''''—'''''.........'.'''''—'''''—''''—''.l2A
Article rv—Wages and Compensation ................................................................... 13
4.1 Salary and Incentives ------------------------J3
42 Specialty Certifications ......................................................................
3
4.3 Longuvit/----------------------------J4
44 Holiday ..........................................................................................
|4
4.5 Pyramiding .....................................................................................
|.5
4
4.6
Paramedic Preceptor Pay...................................................................15
Article V - Management Rights - Rules and Regulations............................................16
5.1
Management Rights..........................................................................16
5.2
Rules and Regulations.......................................................................
16
Article VI -No
Strikes- No Lockouts.....................................................................18
Article VII
- Grievance Procedure........................................................................19
7.1
Definition of Grievance.....................................................................19
7.2
Grievance Committee Representatives....................................................
19
7.3
Grievance Procedure.........................................................................
19
7.4
Arbitrator's Authority.......................................................................22
7.5
DecisionandFee...............................................................................22
7.6
Time Limits...................................................................................223
7.7
Union Rights.................. ..................................................................
23
7.8
Standards for Processing Union Grievances..............................................23
Article VIII-Leaves
of Absence...........................................................................24
8.1
Vacation _ Poliey; Aeertw<.all; 6,,w sand Aeertial F Tryaifuration
&��,irr�kru�rzcn�ueraks
SaleelitIl.......................................................................................24
8.2
Union Business...............................................................................26
8.3
Personal Days.................................................................................26
8.4
Sick Leave - Policy, Accrual, Reimbursement, and Guidelines .......................26
8.5
Duty Injury, Illness, Disability (Worker's Compensation) Leave......................28
8.6
Family and Medical Leave..................................................................28
8.7
Educational Leave............................................................................28
8.8
Vacation Pay on Separation and Return...................................................28
8.9
Accrual of Benefits and Compensation While on Leave.................................29
8.10
Witness Leave................................................................................29
8.11
Military
Leave.................................................................................:'3O2.9
............
8.12
Jury Duty ........................................................................................30
8. l3
.....................................
Bereavement Leave.........................................................................30
8,..
.. gale llallt r ]C.-+ah'xADn able_ficcaan�Il a4pal �0.lf➢uJi➢�. e.. .. ....... .. ..
.. .,. .. ...... �xr..�l
€3.1.38.15 Pas d Leave for All
...........................................................................................................................................................................................................................................................................................................................................................................................................................................
Workers
Act...........................................................'32,
Article 1X-
Senioritv.........................................................................................33;1
9.1
Definition..........................................................................................
.
..33
9.2
Probationary Period.........................................................................3:3.2;
9.3
Certificate of Appointment................................................................343
9.4
Layoff and Recall............................................................................353
Article X- Health and Welfare.............................................................................364
10.1
Medical Exams..............................................................................3'....
til
ll,.0 2..................Group
Health and Medical Insurance ......................................................
33 4
0 3.
..e1]nes.5 Pa ticiac on Rewards ...............
3p
072.1 0..,.4. .................................. W..a..i..v..c..r
Incent dve. .. . . . — — — ..:
.....................................................................................................
�.-.39
................ ....
0 3,p;,0„5 ................................. Group Health and Medical
Insurance:
Surviving
Dependents ........................... 39
0.4 1 0 �..6 Life
Insurance................................................................................
3.25
0. 5 1 0 �.'.7 Dental
Insurance..............................................................................
49. �1 5
0"M ::.............................. -IRC
.............................................
125/Flex-Comp
Program..............................................................
4 1 5
0..0...7.x...::` ................................. Employee
Assistance
Program.............................................................
4 0.36
0A ....� � Deferred
..................()...............................
Compensation
Programs ........................................................40
',V�
I (4, 11Credit Union .................................................................................
4R,16
p..0-&41111 Posq .....................................................................rr�lropsouAevount
Article XI— General Provisions ............................................................................
I. -M.
11.1 Trade
Days.....................................................................................
4
11.2 Joint Safety Committee ......................................................................
4 2.'.W
11.3 Indemnification
of
Employees.............................................................
43 �'; 9
11.4 Drugs and Alcohol, Employee Confidentiality,
Chronic
Communicable
Diseases.A. 240
11.5 Living
Conditions.............................................................................
4(4
11.6 Bulletin
Boards.......................................... .......................................
()
11.7 Smoking .......................................................................................
44)
11.8 Physical Fitness Program ....................................................................
4.3.0
11.9 Secondary Employment ......................................................................
44.4
11.10 Subcontracting ................................................................................
4.5.2
� ...... 1......1. ..1 ..........Station/Shift Change ........................................................................
............
463
H 1 4. 4 12 PrW'essiomfl 1G. v llnent
Il ai
Article X11— Uniforms, Protective Clothing and Equipment .........................................
4N .4,
12.1 Uniforms .......................................................................................
4.8.4
12.2 Protective
Clothing...........................................................................
4.9. � 5
Article XIII Discipline
and
Discharge,
Investigations ................................................ 5 1..47
13.1 Discipline ........................................................................................
5 J..
4:7
13.2 Investigations................................................................................5.:�
4:7
13.3 Discipline
and
Discharge....................................................................5
.......... II �... 7
13.4 Personnel
.....................................
File..................................................................................24-
.............
.:p..34.�..�.:::.....................................................................I isci:.)E .�1rIne
J. Ira acedur.e................. . .......................................................52
Article XIV — Accrued Leave Reimbursement
Upon Retirement, Resignation,
Reduction.............................................................................................534
at
Article XV— Labor -Management Meetings........................................................... ..5 � 0
Article XVI— Promotions..................................................................................5......
51.
Article XVII
— Savings
Clause...............................................................................640,
Article XVIII — Precedence ofAgreement vs.Ordinance....................
Article XIX — Entire Agreement...........................................................................6, ;II
Article XX— Duration and Termination.................................................................6ib
.....
20.1 Duration........................................................................................684,
20.2
Signature........................................................................................6.8
4
Dues Deduction Form............................................................................Appendix
A
SalarySchedule...................................................................................Appendix
B
Drugs and Alcohol.................................................................................Appendix
C
Request to Inspect/Copy Personnel File........................................................Appendix
D
TradeDay Form...................................................................................Appendix
E
Grievance Form....................................................................................Appendix
F
Group Health and Medical Insurance.........................................................Appendix G
Election to Arbitrate Disciplinary Action ......................................................Appendix
H
Outside Employment Request Form..........................................................Appendix
I
Fire Department Promotional Act.............................................................Appendix
J
Personal Time Standard Operations Guidelines (SOG) ..................................Appendix
K
PREAMBLE
THIS AGREEMENT is entered into by and between the Village Of Mount Prospect,
(hereinafter "Village") and the Mount Prospect Firefighters Union, Local 4119, I.A.F.F., AFL-CIO
(hereinafter "Union"). It is the intent and purpose of this Agreement to set forth the parties'
agreement with respect to the rates of pay, hours of employment, fringe benefits, and all other
conditions of this Agreement; to prevent interruptions of work and interference with the operations
of the Village; to encourage and improve efficiency and productivity; and to provide procedures for
the prompt, impartial, and peaceful adjustment of grievances as provided herein.
*_-- -- - -- Formatted Indent First line 0 `
.................................................'...........................'..................................'...................................................................................................................1
ARTICLE I
RECOGNITION
1.1 Recoenition - The Village recognizes the Union as the sole and exclusive collective
bargaining representative for all probationary and non -probationary employees who are sworn or
commissioned full-time firefighters and firefighter/paramedics, Lieutenant, Lieutenant/paramedics
below the rank of Battalion Chief. Excluded are all other employees, including but not limited to
sworn or commissioned full-time firefighters at the rank of battalion chief or above, the positions of
fire chief, deputy fire chief, fire prevention supervisor and training officer, all part time or temporary
employees, all auxiliary, reserve, volunteer or paid on call firefighters, all employees excluded from
the definition of firefighter as defined in subsection 16.03(g- 1) of the Illinois Public Labor Relations
Act. All civilian employees, all non -fire department employees, and all other managerial
supervisory, confidential, professional and short-term employees as defined by the Illinois Public
Relations Act as it existed on January 1, 2000.
1.2 Fair Representation - The Union recognizes its responsibility as bargaining agent and
agrees fairly to represent all employees in the bargaining unit, whether or not they are members of
the Union. The Union's duty of fair representation shall be carried out with standards enunciated by
the U.S. Supreme Court in Vaca v. Sipes, 386 US 171, and its progeny.
fx kkGeu 9�r W1lent"ve a
the mnle..get�def is-arsed i � Ihii AgreefnefAt it,..,slfla 4l 4e tic>rustfkitd...to
4ut luude...ba 4h mdhei Elnd ekjUaRy.
1.24 Notification - All forms of notification unless otherwise specified to the Village shall be
hand delivered to the Fire Chief or hll.p.enm�h� s Designee in iso- eir absence. The Union shall identity in
writing its officers, stewards, and employee representatives to the employer. Such representatives
shall be the only individuals the employer is required to communicate with regard to
Union/Management matters.
ARTICLE II
MEMBERSHIP AND DUES DEDUCTION
2.1 Dues Check -off - The Village will deduct from each employee's paychecks the
uniform, regular Union dues twenty-six (26) times per year for each employee in the bargaining
unit who has filed with the Village the authorization form attached as Appendix "A". The actual
dues amount deducted, as determined by the Union, shall be uniform for each employee in order
to ease the Village's burden in administering this provision. The Union may change the fixed
inform dollar amount twice each year during the life of this Agreement by giving the Village at
least thirty (30) days'., notice in writing of any change in the amount of the uniform dues to be
deducted. The Village shall remit the total amount of the dues deducted, together with a list of
the employees from whom dues have been deducted, to the person designated by the Union in
writing not later than fifteen (15) days after the issuance of each paycheck from which dues have
been deducted.
If an employee has no earnings or insufficient earnings to cover the amount of the dues
deduction, the Union shall be responsible for collection of dues. The Union agrees to refund to the
employee any amounts paid to the Union in error on account of this dues deduction provision.
+-- - - - Formatted: Body Text Indent 2, Left, Indent: First line: 0,
Line spacing: single
2.2 Indemnification - The Union shall indemnify and hold harmless the Village, its elected
representatives, officers, administrators, agents and employees from and against any and all claims,
demands, actions, complaints, suits or other forms of liability (monetary or otherwise) that arise out
of or by reason of any action taken or not taken by the Village for the purpose of complying with the
provisions of this Article, or in reliance on any written check -off authorization furnished by the
Union under any such provisions. This indemnification provision shall not extend to errors that are
solely the fault of the Village.
ARTICLE III
HOURS OF WORK AND OVERTIME
3.1 Purpose — This Aarticle is intended to define the normal hours of work and to provide the
basis for the calculation and payment of overtime. It shall not be construed as a guarantee of hours of
work per day, per week, or work cycle, or of days of work per week, per month or per work cycle. In
the event there is a lack of work which the employer believes is a change in the normal work
schedule as defined in Section 3.2, the procedures of Article 18 shall be followed.
3.2 Normal Work Day and Work Schedule - The normal shift schedule for Firefighters and
Firefighter/Paramedics shall be twenty-four (24) consecutive hours of duty, beginning at 08:00,
followed by forty-eight (48) consecutive hours off duty. For FLSA purposes the work cycle shall be
twenty-eight (28) days.
3.3 Kellv Days - Kelly Days shall be selected in accordance with [Article 8.1(e)]. The hours
of work shall be reduced by scheduling off each employee thirteen (13) shifts hereby referred to as
"Kelly Days", thereby reducing the average work week to fifty (50) hours and annual hours of work
to 2600.
3.4 Comp Time - When an employee works overtime in accordance with Section 3.5, lis- 1]ey
may elect to bank the hours as compensatory time in lieu of receiving monetary compensation in that
pay period. In consideration of the Village offering this limited compensatory time benefit, the
Village and the Union agree, in furtherance of Section 7(0)(5) of the Fair Labor Standards Act, to
place restrictions on the use of compensatory time under circumstances which they agree would
constitute an "undue disruption" of the Department's operations. This banked time maybe used to
take time off at a future date or in the case of a personal emergency where time off is needed. At any
time an employee may request pay in exchange for earned compensatory time.
Banked Compensatory Time may be accumulated in increments of no less than one-half
hours at a time. Time shall be banked at a rate of 1.5 times the number of hours worked (e.g., 24
hours worked equals 36 hours banked).
if time worked is to be banked, all of it must be banked (i.e., if 24 hours worked, all 36 must
be banked if electing to do so). However, if the full amount would cause the balance accrued to
exceed the maximum 72 hours, only that which will bring the balance to 72 hours will be banked and
the remainder will be paid as overtime. A maximum of 72 hours may be held in the bank at any one
time and a maximum of 144 hours can be accrued in any calendar year.
The following procedure shall be followed for utilizing the Compensation Time Bank not
covered by Section -8.1:
a) Requesting to use Compensatory Time Bank: In order to request Compensatory
Time, the employee must have the time in the bank. A request to use Compensatory Time
shall be by the electronic scheduling software program, or via e-mail in the case of the
unavailability of the software. Requests will be recorded with the date and time they are
received. In general, the employee should provide as much advance notice of the request as
possible. The employee should notify the Shift Commander no earlier than 14 days prior to
the requested time off and no later than 6:30 a.m. on the day of the requested Compensatory
Time usage. Requests for Compensatory Time after 6:30 a.m. on the date of requested usage
will not be honored, except in an emergency as approved by the Chief (or t1l cim..hs designee)
or in the event of a same day leave request where the request will not cause overtime.
b) Unduly Disruptive Days: If overtime is necessary to cover the employee's
requested time off under this Section (i.e., the employee's leave will cause or has caused the
shift to fall below the Chief s established minimum shift staffing) the Shift Commander shall
so advise the employee. The determination of whether overtime will be necessary to cover
the time off will be made when the time off request is received and acknowledged by the
Shift Commander. Overtime rules shall apply in order to fill vacancies caused by a
Compensatory Time request except as expressly modified by this Article. It is agreed by the
parties that the implementation of such Compensatory Time rules will necessitate additional
administrative and operational efforts in order to fill such Compensatory Time slot(s), thus
causing undue disruption to the Department's operation. The Compensatory Time must be
requested in an allotment of a minimum of four (4) hours. This minimum requirement may
be met in combination with other paid time off (e.g. Personal time). If overtime is necessary
to cover the employee's requested time off under this Section, the parties hereto agree that
such request cannot be filled within a reasonable period of time without unduly disrupting
the operations of the Fire Department. In such case, the employee shall have the following
options:
i) to withdraw the request ; or,
ii) take the leave requested.
If the leave requested causes overtime, the scheduled employee taking the leave shall
be designated as having taken an "unduly disruptive day" and the scheduled employee's
Compensatory Time bank shall be reduced by time and one-half for each horn granted off
(e.g., 24 hour Compensatory Time at time and one half equals a 36 hour reduction in the
Compensatory Time bank). If no overtime is required, the request shall not be deemed
unduly disruptive, and the employee taking the leave shall have (Ir.1. el rM4 Compensatory Time
bank reduced hour for hour (e.g., 24 hours off equals a 24 hours reduction in the
Compensatory Time bank).
If the Village is unable to secure an off duty employee to fill the requested
Compensatory Time slot at all, then the request may be denied in its entirety as unduly
disruptive. No forcebacks will occur as a result of the usage of Compensatory Time.
c) Filling Compensatory Time Bank Requests: Requests for usage of Compensatory
Time under this Section will be prioritized in the order in which they are received. If the
requirements of specific assignments cannot be met the request will be denied. If sufficient
replacement personnel cannot be obtained to meet the number of Compensatory Time
requests, the requests will be denied in reverse order of request reception. When attempting
to fill a request, no more than one (1) complete round of calls will be made.
d) Indemnification: In consideration of the Village's agreement to allow employees
to establish Compensatory Time banks and to schedule Compensatory Time in accordance
with the terms and conditions of this Section, the Union agrees to the following:
i) Subject to the parties' agreements and adoption of the alternative procedure
described in Paragraph (b), the Union and its bargaining unit members agree
to defend, indemnify, save and hold harmless the Village, its officers, agents
and employees, from any and all damages, costs, expenses and penalties
arising from any complaint or allegation that these restrictions on the use of
Compensatory Time do not comply with Section 7(o)(5) of the Fair Labor
6
Standards Act regarding the use of Compensatory Time.
ii) Any and all disputes that may arise between the parties, including disputes
raised by the Union or by any bargaining unit member, as to the
administration of this Section, shall be resolved through the grievance
procedure of this Agreement. The parties' agreement to utilize the grievance
procedure to resolve any disputes arising under this Section is based upon the
authority vested in them under 8 and 15(b) of the Act, 5 ILCS 315/15(b).
Such agreement is also made in reliance upon the Supreme Court's decision
in 14 Penn Plaza LLC v. Pyett, 129 S.Ct. 1456, 186 LRRM 2065 (2009), that
such disputes shall include claims or allegations that any restrictions on the
use of time due available to employees from their compensatory time banks
as established under this Section do not comply with 7(0)(5) of the FLSA, 29
USCA 207. In the event that any such grievance is advanced to arbitration,
the parties further stipulate and agree that the arbitrator's remedial authority
shall be limited to making the grievant(s) whole by granting, consistent with
applicable 7(0) standards of the FLSA, the cash value of any time due in
dispute based on the then -applicable overtime rate and shall have no
authority to award any attorneys' fees or any penalties against the parties.
The parties agree that if the Union or a bargaining unit employee files a
lawsuit or complaint in any form alleging a violation of Section 7(0), this
arbitration agreement may be raised as an absolute defense to such lawsuit.
The Union agrees that it will join the Employer in any motion to dismiss the
lawsuit and/or to compel arbitration.
e) Sunset or Village Buy Back Option. If any of the principles contained in this
Article are found to violate the terms of the FLSA by a court of competent jurisdiction, the
Village may elect: (a) to have this Section immediately sunset, subject to the subsequent
duty to meet and negotiate as provided in Article 19 of this Agreement; and/or (b) to buy
back some or all time due to bargaining unit members immediately or over a reasonable
period of time; and/or (c) to allow employees to utilize accrued Compensatory Time at
7
mutually agreed times.
3.5 Overtime Rate - Employees shall receive overtime pay or compensation time, if
applicable, at the rate of time and one-half their straight hourly rate for all work performed beyond
their normally scheduled hours. Overtime shall be rounded to the next fifteen (15) minute increment.
3.6 Special Overtime — The Village acknowledges that certain work involving secondary
employment has been regularly assigned and performed by bargaining unit employees and certain
non -bargaining unit employees assigned to the Bureau.
Employees have been assigned the following positions as secondary employment during their
off duty hours:
• Fire Prevention Bureau work duties, including, but not limited to public education.
• Off -Duty medical exams (ordered by the department).
• Project hours (must have prior approval)
• POC drill instruction or special training exercises.
• Assisting with new hire exams.
• Drill instruction and preparation (must have prior approval).
The Village agrees to continue its past practice with respect to such assignments during the
term of this agreement.
In accordance with 7 (g) of the FLSA, the parties agree that the base rate for such secondary
employment work shall be as follows:
Effective Date FF/P Base Rate FF/P Overtime Rate
January 1, 20252 $2.7.4..979..67. $44)4944.5
January 1, 202.6 .3 $2.7J,,;43(A..7..4. $x:1...:79 4.6,07
January 1, 202.74 $2&5,x3..4....63 S42. 444.7. 45
8
Effective Date LT/P Base Rate LT/P Overtime Rate
January 1, 202.2 $32;AS)3.5A.5. $4i 7353,.]8
January 1, 202.6.3 .6,.70 $444).A).25.5,95.
January 1, 202 /41 $v:14.:4493.:(...8.0. S5 I .1456.7
All assigned hours worked in these positions shall be performed at 1 1/2 times the base rate listed
above.
3.7 Callback/Call Overrun - Any employee required to stay beyond theirirae vy ad sca�.odul.ed
shift release time to 09,01 due to a call overrun, or who is called back to duty for the purpose of
staffing reserve equipment shall receive a minimum of one (1) hour pay at the overtime rate.
3.8 Hireback Policy - The following rules shall apply: The hireback distribution shall only
apply to fill shift assignments covered by this Agreement.
• A computerized overtime list shall be established to track all hireback hours worked.
• Overtime hours shall be reset to zero annually.
................. Special Event Hirebacks shall not count towards your main hireback hours.
0......... the Departments eomputennzed scheduled sys.lem shall be used to sc:hedanle this
...... ......... .........
hrr bavk overtime work All overfne work shall be l`ifed through normal Overtime
..
proeedUres and nvadahle three.....(21) d'�ays.....r_lhc A.M..belone,.)..tiw hireback overtnme world
....... ........ .................
n.:d:n:...bu°...:laerfo.� rrg;at:.c9,.
........................................................ In the ent aun s nvnpluy. n o ..... an active call when an a r..aentinnue....:woirlk asu,ua;unmeuna....9s
offered vua text as lia hig vau➢.sable, th�°...Shitt CA..nunnunarad a vh�n ll....inakc a,.....Voad ta,u.11n
altet aa:llM 12 nu,til. thc:...._emaaloy. es on the a an✓e eah to aHow......ahQm a.....:reasonna�nle
oppuall-launity uaa....vohuntccp for thc.._Ilnaielasn ll . assn�;npunent nvh gr pra trpual,"
The Fire Department Administration shall endeavor to work with current wireless communications
devices currently carried by employees, where applicable. Procedures for selecting hirebacks shall
be in accordance with SOG 1202 — 07/21R
3.9 Actine Officer — This provision shall be effective the date of the execution of the
contract between the Village and the Union.
An employee must have the minimum requirements as defined by this Saiection. Determining
9
which employee tills the acting officer position will be chosen in the following order:
a. The employees which have made the current final promotional list.
b. Employees who participated and completed the most recent promotional examination.
c. The next most qualified at the discretion of the Fire Chief or a.jnenrrhn s designee.
All employees assigned to acting positions, either Acting Lieutenant or Acting Battalion Chief shall
receive the pay differential between their position and the equivalent position they are assigned to,
i.e. firefighter/paramedic to Lieutenant Paramedic or Lieutenant to Battalion Chief.
3.10 Forced Back - If a hire -back is required, as determined by the Fire Chief or lffci.aJw :•y
designee, and there are no volunteers or an insufficient number of volunteers to fill a hire -back, an
e>nployee(s) from the off -going shift shall be forced back. The Shift Commander shall force back the
employee that is permanently assigned to the off -coming shift, was/is on duty, and next in line on the
Force Back list. Once an employee is made aware of a force back, the employee may obtain a
qualified replacement to work the hours designated by the Fire Chief orlheIlthis designee, subject to
the Fire Chief's approval. An on -duty Union representative will also be notified by the Fire Chief's
designee to assist in providing coverage for the hours. Forced back hours will not count towards
overtime hours accrued. Forced back employees are forced back at the overtime rate. If a force back
employee finds a qualified replacement, approved by the Fire Chief or tj e..ir n1s designee, the
hireback hours will count towards overtime hours accrued.
The Force Back list shall be assembled in reverse seniority as of January 1, 20,.5;1 -it and reset
arcj;�;1.11.e,;�,��u,mp;lm,n,rru,g,-2f each year. An employee who is forced back, regardless of the amount of time
worked while forced back, will have jfJenn'his name rotated to the bottom of the Force Back List. Any
employee wht9 retalttee�'� a R' r e baek will not: bt, related on the if o ee, Bae 1 f is't: All new employees
will be slotted at the top of the Force Back List. All Special L„reiil hirebacks will be considered a
forceback, un re” rd to the Force B :aellt hst,.4hus theirbie� name will be rotated to the.bottom of Force
Back List. 1n the n . s nc e ot'ennu4 r efac'y as c¢a;djcip rotc �j.: u, iness.uneed or.Act orGo aIln � yn.u:1p �g�4 c spd�,
1"d.W ba. forced to work 41 ffie force n�yot0d cann0.�s the nne n4be t4`�...1. e on 41ilVb:,'y' nn4�ne.i<jIlan 110 a:y 4,Ilo1`.Ilt.
con5eci.1.1i ve h4>ur<>.
3.11 Light Duty Hours - Th4 Du.p tm nt sh all rtery pt tG> linin."4nVIl414, ilelfMj�94Dn rA.li'y.. 1Ilght d'...... ` - � Formatted: Lsaed, Line spacing: L. fines
Is ng nnnneant to o pec s....aunIl able4:2. peu 4omrau therm llagall n➢ �adpcS ycSa145a Il cuS.4uln..................................,„.;...n 0.
10
..a�flnt edaa.; aas:,iprmppuarsts an ..rn{nt,aaaad«arrnatatnc aaun.ad �nandfl d>a..anflflencufl,..uwrn n ansa dry ears -basis basedn..(fie
employee's adcacaurmuc ante{d .medic ud ..:re restrictions ann{d.....the needs o the Dc p)rtmernt It.... is clearly
understood that rflrru.pdnnrng H n_Ihis Sea iio n sh ad:I...Ihc conbstiu�rrc{d far re paiirc.r1t Vndd bpy-..tcu eHc ate dl Ih. {flrru:v
nssflp~raannerrts for ua¢fl._e.Iln:gl�flcn2'.p-'�:.�..
d.p.flrnc arru...._crrnpnfla}.a: is ={pim. ncdcrrcG......cdHpHd9d6.......dQ➢H dngdu.tr..cpaut�, d6rocy npnans.d. flnav+ <a...Retaunrp.....to
1 ra)rdc/iVan.._u Janrflc C e Htill c utHarHn flaflnnrr,._cavHrrpIldete d by n..dn.c afltdr ccr.c pvLoyicdcr HrcdrrcaatHHng tllrc_eHrrp flCYy4.4°,s
hlbnflnty tap...:acrdanrrr%....ddnc aw=aan:�..<aflrflc fln..p fl:t iarta= ,.uurd4 as:a:a.. nnHrucnnt.. nand arrur'....zngnu dn{ ufl>d.{ rrestrrnc,.dn Ira d .�...¢ii.a
c rtnflHcctio n aanausd.Qah.; aanadnc. atc n 1;. ppa caad d aae flaws a.h nu Ir turru. tan flauflfl.�flaurty Phe ...l�nua � hi fl fla , :a es
Ic fl nghti.ra u-equiu-aJ..:the ern Ian=c e to suubr n it d;�p_a � vand.u..a:annnaaan IrPy._an da n1 c .naRcu s ll ;� d � by.dh ,
V. i a^tea $:a;Hp t .i. pfl.I.Ar o.l."Q of ffie ttia�d9....Cdo t4nnS. dis HpprcE...1hen 1.1w._1 ilio n aan d ndna p,nnndrd4fl y,a._& flfld fl'7HInHy
select a third {doctor to resolve tdre.. dis ap'm,.',.0.aa Mt bnd. (h.e. c41ro.ts �aS`,{A{,H.�`�bTl{,�id. °✓dH1C.�S..,c.R Tlflnna{�,...�'gdn��roHrt.n A�CV�''^, 'I Formatted: Not Highlight .�
..... .... .... .... .... ..... ....
Formatted: Not Highlight
av'valuation sfln add psa:. baIllrr..e Y. tfln, «e;;�° uflaHnncnnt. .:: .::.
Formatted: Not Highlight
The Fire Chieb sh ad.l..m ace the barn rd decision as. to whether Cher o nnas¢:.. an crrnppI cc avfll.l,.bc {uflba n.a a8
d....dip dnt :un.t aas:vdp pHurr rrt ➢4 apnprnc v. <fl, aalld [i 'Jit edratiy wva>ndc .nas vHupHnnnn unt ar tcaHnpn0 aa'.w'a and :p He
. ..
arpdy:arnnust have saarfltted medical fl aocur e nt tiontnat tno rcnc sn it.�prcttop..:..ctrr_a_
work in d'mpdd {dant= C apnaacit,' . w.itfint a re as{u>n uM facjio d o trnnnle While n lluun;da.fl;...{duly, �>ru,.empnd{u:yee
sdadd be rnrrrecpL.Itivcrro sflapmatrerrr unpg. cr;ill illness mmasdtddco b{nrm,to d hrrmHtatrrcrr;usL,%y;_,,..,,
nu.auflinnc{p... y tdnc p8.asngrrnaat .fid dreaadah....c erre, p1a.ap9e,ssionadals .n nid ..aall apnpnflic able rule rrnd......pnir{acacfljgvs
gua�=cflnnn ag their eurapndaayHnn ,unt Cadd appp. fl.H able ..:d4�1Wd1h re O {d fiorms Hnn usd dna, submitted,
nc n c anfl,ann fly s<j!!j p�aiifl= id prow s {n4 avuark b{ur ervan flcayces_a rn ={un k,ira fl uta d V.:u.p flrt tduuty=;mqn aY c{rlrns,u,s;tl;
o eHtflnen f6 ur, e n�-hO ua sdnaaas procu a edc 4 d' tdrra c,, t edw=c dnar s rrbts �p H ��cede_CDdt dace a H dnt hour
.... .. ....... ........ ......... .....
shirt", pacn.._wv cdc., nd....nprc eranps.loy.ec s aVraunc= d::..or non n ww.n�� p, Hedaape d prpxdan._d i y tdna..<ue.j.,A fl arfy.. 'clie {duple
lln.unraus sllna]] be en. dnp bpi cannIlu a uu i. v C h.o.i.-irs perday ap , Monday tlu;p;4rndn d uad ay, withone hour- for dnanaa h
4juardess alternate ate <aHrrapgv.me nts ulr ..... up;n c d._a:{^ pfl.l ddau" p dans V'... d'r{> n{du.{d, dIlrrawvavcr,, �=flk�p tdnc Prior
::4pmrn oval .._ p tllfla C.nred (arnp9. p..rUNJdawud aw=cundr..._ s as illaIhje irn a�Il arllaclrrraa�e sC.h.c..npflc ad th tinnnc.Dx_aann
el npsd{ryca°:...w»✓ho fl;,s.ecdtrrarp t 11.1rcrn try flr�prt a�uuty ,vv rbc... assignir rrru deur uu:..non sv u;ds redalC..ud ndinna.-ss.._of
y.gayoHHy nnHaay n npnll:...9:aau art urfter parte scheedaude.._urrnmprise d o either four tern hour sdIlruts per v e.d; 01
........ ........ .......
t. re 1w e.11e drawl`pfl:...,s.hp.fas...WrweeL.
d munpad{Hycc,s.. on dip 6nn {doutp' .sduall Hu.{a:u... nespncnHn.a9. trra crna. wry crnay:..._� adps n unrpkd uycc.s 41all .un,ar.4
prrwun unvupngnl nm amy.:d tnvnnvn dll.ro n:Q n :Du.y c- tdd�.�fl.aum arldi u.g A �j.�uploy� .. wvn do 0ufi;. audy .. mn�nn gut w ifl
4..>a able to attend EMS PM C earrnunrio.unnn�, I[ plua..a nuaenm rrrnearndlnly s s anwms...l.an rnnanaap anru then -....:pa au urrn ..p9n.v
.1cense Qpevnreath eraasrruCjeallly:..nalla a~cd to do s�),
.a:,
When arra rnupnlaa aea....ns pw n llru.rrnnru rnarr.rru luauy q.a hat l u,rrr ary ewu n.11:ll,aua , ln. ,baa cduouy q .s.i rurnn rnuns
under hlmgs Seat ion, ulna en.roupalaay e sh ull arara.upunaae to receive ei e llaenn re�au;f la lnnauun�:f.y rauuQ fi nll lneAru;r.s
actually .ayeanlca al..ua,pn 12 laarly 00) a.qn u vv elk, lhrry.....fnou that an a rra;ppnleuya e....:vvewuulel raannum ally.....fry
wheaduuleuf.uaa wort ,.. are considered..ruprgnlrr�w( a�....but u nprurnal leavu':...tim aurruj s theei p.p.oy ..lrr; CVv.r.a.ir
a nau rnF el benefit u Inun prunn sau arms ueIl S e u.uaaun y, Cl l ewu x girl dF , nr .unnp lewye ... vineu menrrn allyw .'. nig , l npuVy
.... ........ ........ ........ .........
lneraurs ewl pa a :...:pour ww Mcmw e °.0 v au rap uul arr pr n .cllneelc l y.... ae ran nllly:...ww can krrrr llnlnr elaa.ly uran uequ.l;,p:
(Afu luemursand usua u n .(f.0) lueuuuirs_oIl b rnef t unrma d.^'ewn th .p iauIlp aysf epf.ulnIls se o.p.uaanu, ann a reap .loyr
.`'re,9W.arbourly rrl;r, ns a,earraprouua,el l:orasecl Fam.il:fuu. e nnn'pv .!,Yx ,e s Irurnu,a alnra,u: b ase d aU nlnvnaf cd by 26A00
,lIl.rrAir l- ruu.phlewye,eS..°: 111 all S,u:➢11rlIldnlla;. Q¢9._f wa, pw anad.Q:�a0..11Il 0.,awn➢lrr ua,u0a al sra,l ary narraf...e co nd.Dnnc� benefits while
l,rnnprleny es asgnp;rued I l�p lnu._cdray uwnl➢ zaeenuue, seanneanauy, whoa atlnssrn and eche leave uarruc at alae
srm r a.te .s nl .th-e- � awaarc assnp un �ft.fi:a 21/ &4..ho hour spnufl.^ l�nay...benna lnb: lime a a^au6._sa�lunle: ori lnp;,lua duty
shall be hour for lnaaaur (e.2— Off llfkeeun l]l5) hours mfr leave ulmne will be ch armed as fifteen (f 51 hours,
c9:f:...:sn:C fk._f nrrnrl �.,.
An errpgl rya care rrn.ruun w eurlc...rcl uu al f,p,p lnu elauhy...aassn nnmrr.prnd mrn ay._autillnre n.(. k Or ne, to p hys,n.r.aaf.
InFrapry or ewulnea...unaeelauul napupDenurnu.rrneraus cluaa:nrnp, the...." Felt while am:dngluu elou.G.g as>npun.rn;ncuuu suauua,s
1., urrsauaarnt;to Section p it Frill l uye >„rmluen i C..Ona ln�;dud...elnury lorr.:... n rwork.:rel aced u,rnjqu y rnr u,;f,llnue shall
f>a b f e II L auuenna9.....um clIlr nll.....anpaproawnanfi nems, somal amedical are atine nr as.poaauu ewf u.fa.culr lnpin.l,._eluauy Ill,....:ns
understood that eurrpyeewhkann'nnrwerforredic medical npspwcumaunts will rlauuto . . ...
work befere and Liner their se lne alaul<.ud apwpocnaapinaaa rnu ,.:a.urnll ss waap.luenn ora lN...:puu ued arr.aa c lwy the...Fire C pud.a fl
4�ura..uf.a,s:dl�4ra a:..p...
ll`..arrrn nrnpnf.auya e s vacation tune had been 4eln kNaula ep 94ap..au unnnnc.procti Kesel laam..`Yeluncpn dp.rr y are later
p>...auu on I.J. fnb elaubyg....the errnp fanyaa slnaaf l be aolyd. uua move their argue aunaarn gf..ay.s paaursau urea ne .dad u l l�f.d:.::::.
0.7/2 pC.
GMef aally>....aa rrn0 1 dIt Iy nrl pau.rpa or nllmrss inglna.._pJ ufly rss;g rnrmentl:,sln ull mrag._a nuc rnll...pp mt snxa e.e rd.
d..,ll.la w .f s,, the arruly e xe c nuIlcarn ns... m Ila,ln lfa. Fire .'lrn l 5 _up p rovut..._aas as for nn end a.....:re asan¢a bile
12
c onn yrod ration llo t docuiiiicvntcd <di.s npnnllity....d,ia ineduvpna condilu.onn rellated tope cgmi uvnc,) crn..chndadpniroakira..)
t 1p syn.e9. a)....d� :.. law.
The Fire Chief has:the sole discretion n dctei nnni;yheer not. is offered
..n;..............................................
It pat dnnt:Y... v onlc, <t:.kpsiov nd....Is ih ino1....be lnuvd. on hpY:....i itlipic. a ➢ p n ,yaps v nnc ....4s f illi c�..... inn su ania.._10
Article ✓.d..l related to t;hc Chiefs deinn rad of tt:..pi�ht dagQ. ns ngn.aincnnh �au.�loi othe rprpnlnc°a:aioirn of a�p.u,w
Section 3.1 n, the sole issue pncscna, cfl t ro on ai hit�n for is " lfh her° or not the C" zra� Haien ived their
... ........ ...... ........ ........ ........ ...... ........ ...............
tilc.wcreliosn. in an .crrbilraaa p.._d,r c<r�arc.rc«aas ar2.aeiariri 14,41t....D utg� aisirlganment~R 'A ai.:p.....be �0.4gfied
eiwnnsi,terntly witn......tht� ou"ifr d.....in Fife ""s00......4204 _07/21R..:I7ig,ht I a¢y
.A4 igff n4.':ant. -� Formatted: Font: Italic
3.12 Special Duty Pay - When approved by the Fire Chief, employees shall be paid for
overtime hours to attend a state/federally declared disaster or related training based on an approved
work log or (similar document) and in accordance with the reimbursement guidelines of the
sponsoring agency. A supervisor or other responsible authority must sign the document.
Regular work hours (shift days), as defined in Section 3.2, shall be deducted from the total
number of hours. For example: If the work log shows that an employee worked 72 hours in a seven.::,
day period, the employee's regular work hours (24-hour shift days) shall be deducted from the total
number of hours. The remaining hours shall then be paid at the Overtime Rate. Travel time is
considered part of the work time for a deployment.
Any Vacation Days previously scheduled during a deployment shall be rescheduled during
the same calendar year, if possible. At no time, however, shall a Vacation Day be rescheduled more
than one year past the date of the deployment. Kelly Days are considered work reduction days, and
any hours worked on these days during a deployment shall be paid at the Overtime Rate.
:la;llAaanruffeuirtCtiaaui.:anu9ral➢attrll8tmtai,�,tuuiM.:.
13
The Depraam=lfinenil ;%MH rake np}l tk)-PFuiVuu4a,..:lip;lmt duly rn um�neuils-trrto
paenluann:nm...tlnenrr n°e nnlen alnatic; a ra nti gal c 6 arr...nanpaaay �an....al9nn bl� & n aaca&...a � a ...: a >nla p eel' fffle l R)a
the VRI"ay tc Wghl...aluut�, asiL rrmnmmennlaa ane nnual....atI4,�aammaalia and ...VA44 be aaff"eseal oil e aa:ze-by —,e as% baa4sis
based CHIninei4na ral �avAuwtnarrnn am:nnd tlne,fleed Y of=the IN pt...i,� a la an p�..:auunaflc,n st�ar��8
tlnutnnaitlnurrnp; in ihis-seemionehall beeon"IFued le-reqiwire A tie ViHage loenedata..fight
tluudy..:au� nyaumau�i k.a
for ...a:n...aJm Fg an?fee.
Ni.,e;lerre, aa.n,.....emmpa[eyi"e a'-anaaia';ntl:ir.4$....digln4a.....:fasn li,,#4.....dutyhe-Mie unnu:asl ln.ade as ReRw.ii:n....:to
Winm0~::/:p;o...Work G errti4eaaiie n 44wrrn.,..eo mgalr:pauTd by a heakh eave fWkwidef indivanl4lg llrra....v°wvrrrAoye.,.,
ff[),ifity 40 WOFk hgk apauly...fand .numy....aolalmlavairr$a The etrlkeflamaam....Ilium rrulsan naealaea4e....a
praa�yw l ...(hAe Fife Tana,l a wd a 19a ...a:. g a l apaunn �...liln a amap>l a
to :,1ilmaaail tc <rrf.a vaalaadluasam...a a..lne^anlllm eiffeh the Village fie, thi,,+pmarra"pnese" W.aa e
twweau4urelti»rnfrr,didnaetlnann...thcl.lnrrit).n...anaitl:n.e... IF nanp>4osvrrWill pe>initlywieetathird akaeluanto aa tAvetne
a4i,�aa�neemmiennt:
Fhe Fie ('NefAiall rrnnaka...4he frrnaaml...nfea nsiaaan as^a tan,,Nhetlmen ou....nnt4uanuefnfala a^a Willl lay am4feae
ua...pi ll ...Misty-a.a 4 mvmeirat..... nnlum.. n...a ght alaut , all e p -10n ,eo..slmanl4 be 4) as frwt
lii s4na a innpnnn y, of- ...illrrne, n afld '',h all a of11laan rram...taa-ta.11 limitamtiofis as coal lanned...b by llne, desippauatod,...lneAtlm ea fL
pmn+rrfawaicmmxalr
and amll ap>pilitiaabla nunit,� annd....:ffeettlut-e"~a govt nrrnrrrrpp 116...errnnrAeyr:.urrnenbt. All ....:-apspheanl le
4RMA, neadnleil fiarrmna, must be 'I he hours aip...:.0 n.pi f ...e.nupap&Yees.....en fugln:t....4uuty =lneull
g nner,Aly....eamum,Si4of ang.lnt¢lfyeeannseemuunm a..:hours, p>en:..alrrny< f a+nndaythroungOrrfnnelaayF With ...One lmiauau...:f ff
.un:mna, ti..(.&kYn f';ss cn 'tL:''B=Hnsnte" z0.nlr°&rr11 �e�"Omemltt"� zank' agreed le, by,...tlmu4 laief). 11 r4ay+ae^a...on ht4lt...elrrut-Y ti4rraaaa...net
iespmiain4....4,u:m eannei aumiy& null 441apmliayw.e 4, *'.all rrneat:....ffnnlnaipme in any, 4aaunniffn fliaat i^a r4y-si ff4y
demmandin.An....employee .... n$n nl.....dutyWill 'be.....anl-aieae...aRe,umal,1-,lWS- I'M .....(4,mtanntnnn�
E''du,-antka n arraanaatlalyF s~ nnn3-tea aurranrruatzuarrn......lau,flan~u-...:pnanrranunedle.....laeense......(fvaa ideef the Litn pbleye.e......i.r,
nn aea lie as p.l:,yF...:fe l oq.,.wap....tem...epa.a...so�:
When arrrrn...exrrnpalo-ye.e...n~Fpmefl'inanrnnng....niaaaa alu:lya..:rell,ata cl...pnuii y ean....i.aln es's-fight duty ....uas~xnp;an nexnts,
under flliss Smfitffo-> the ena�psloya,.e...,4' 1941 e�einntinanue te...aeaeiv his/her rreg uluurr hoia�rly nela f�aau ,all�laasws,
a nvtuaanl.l.y,..... maniketil....uapn 4e-44) ni a week.: Ann)<...latinmunq tlaaul:...annn ennfp ley eie..:Wettki nnofmaal0y be st-hedudeal....to
work aane...omHisi le-naeal apaffkw d but unpaid leaav lime ..:unless time a nnmpnlcy l uu'.,cs nis/he i aumed lma.nnefit
tirfle pmunn4t4,arrnl t:ua...section -&6. tuan..ex.:aan%mf4t;...au�n tmph3yee �lvk-k flevnrrrraa4:ly...rrea,ekes...54 houue=eof ysaa�!y-�per
14
week ean i-eceive...sa re gtfl as p ayeheek 1my fight :..duty ..:fe f 40 heiten,-and using 4 ib luaburs
tri benellt taints Vitra an aaal>9 yv - rtigaa9 aa..:laeefly fame.." aseemputed based
ell Int eH1F,4 nyae!e aanfItil ahi "ed bdam...ria]an�divided by...2600.iaaau
➢ asap➢aaytnw,s a ➢ afltti
to light....daiit:y..:wnll ae lie...waaivaaity;e.aa4;ion and...tr4 10Fn aaNf....aaaana, ao the
,saaarae rale ....a -if4wy wt*re aas, igrraeed to 2444ienF 04 41, ArpyF...:beae,ie#...&iavae used ....vvhill.e....tnra ➢ig&a:d`..duty
Shull he....he+» r fea...liiaaa (e.sl:;� o ➢aftee n hears nl to av�ediinc....will he charged as....fifteen (:4..5) hasurs-� '
s,iek 4imej. Ari..... etril4oyee......eai light .....duty as^:wigiaiaaeanfi rn.ay e6lizo -4& tiune^.....:pei ph sieA theriapy
affil et ntra orgs during tlie...:we( k- while iai lig;hi duty...rataataa r uri,ai aut tea Stt 4ioaia....S..6. ll Gaau-,:,mly➢.ey, v,''s
"e atroan....4irrit, had ...:beeir sehtdultoa...:far as time pee ioad...kw whieh he/she is d 4a.r....ptut osii h ht tdai4)F...the
einpleyee dnaill lne....able to- nieve highe viae raitrtn den s paansu aant to d i41:➢....4t"//> & 8:....
4 en iallyy....a rraaia-diuty rri)aai=yur i➢lraes ➢iph:t...diuty ass^t➢ nrnent...ialia➢l..rytat...extand...:p;ast six4aerr
(::.:➢.64.. weeks, g the ...... ni➢w4 txeefAioti ..i witli....the Fire.....r�: leis 1r...,alTao vail......aar an utriiri of .aa.......itaason"ible
aao% tianaaiatrod<:a4ataa:i....lrrta 4ded...:lry:...p.aa.,aF
he Fife Ghia l h.as...Ow eo 4e...dis%ereien m -deter ninirn.g...whetlhei....ow iioa4...affi...ennpltayee is offered
a.i.gl4....di4y-vadrrlt;....amiwwaal....w4l,raas4,..:be uarrn,reami4-ranaabl:g..vrma4lilneld. 41.a :iiev-aavre:....uy 4W....:PuT:eu',.H1:t....:to
Ai- isle V11 tehiteod 4aa 4ht ChiclBtdenik.d tafit ➢fightdauty uayigriiinc in4, ¢ht alt issue danosei 4cd kt-Hain
afbitnakwof.....Hol ..Me eaa......au...cW44pafy aar.....rae
uataraarux'-'
* (Formatted: Indent: First line: 0" }
.......................................................................................................................................................................................................................................1
ARTICLE IV
WAGES AND COMPENSATION
4.1 Salary and Incentives - Annual wages paid to employees shall be set forth in Appendix B
of this agreement.
If, at any time during the term of this Agreement, the Employer's portion of State -shared
revenue from the Local Government Distributive Fund (LGDF), which is the Employer's share of
the State income tax, is reduced by the General Assembly by 10% or more, then the Village may
reopen the Collective Bargaining Agreement to renegotiate the wage increases agreed to. This re -
opener obligation also may be triggered in the event of a 10% reduction in the Employer's Sales Tax
15
and/or Personal Property Replacement Tax. If wage-reopener negotiations are triggered by this
Section, the parties also may negotiate as to other factors to help offset such losses revenue
enhancement and operational costs savings options.
4.2 Specialty Certifications - To be eligible for Top Grade level of wages firefighters must
have completed the following certifications:
• Five years of employment
• Advanced Technician Firefighter
• Fire Apparatus Engineer
To be eligible for Top Grade level of wages, lieutenants must have completed the following:
• Incident Safety Officer
• Fire Officer I, Company Officer or Equivalent
Firefighters who currently receive Top Grade pay for holding certifications for Firefighter III,
Hazardous Materials Ops, and Fire Apparatus Engineer shall retain Top Grade level.
4.3 Loneevity - This pay will be paid to full-time employees as a means of recognizing an
employee's extended years of service. Longevity Pay will be paid annually on December 31 based
on continuous years of full-time service, calculated from the employee's anniversary date of
employment. Employees must complete the required years of service by December 31 of each year
to be eligible for the December payment. In all cases, the employee must be currently employed
16
with the Village as of December 31 of each year to be eligible for that year's Longevity Pay. There
will be no prorating of an annual Longevity Pay for partial years completed. If an annual longevity is
paid prior to December 31 and the employee is not employed as of December 31 the employee must
repay the Village such annual longevity payment with the last payroll check issued. The parties
understand that Longevity Pay is included in the definition of "salary" for pension purposes.
Longevity payments shall be included as part of the first regular payroll of December annually.
Longevity Pay shall be as follows:
Continuous Years of Service
Annual Longevity Pay
After 5 years
$600.00
After 10 years
$700.00
After 15 years
$800.00
After 20 years
$900.00
�'° fler..%:`...::Yy<;.gats.........................................................................................................................................................°�.➢.?,.00
0
4.4 Holidav - The following holidays shall be recognized:
New Year's Day
President's Day
Memorial Day
4th of July/Independence Day
Labor Day
Thanksgiving Day
Christmas Eve
Christmas Day
In recognition of the above listed Holidays, each employee shall receive nineteen (19) hours
ofpremiurn pay at their straight time hourly rate for each recognized holiday whether the employee
works the holiday or not. To be eligible for such pay, the employee shall be on the active payroll on
the day the recognized holiday is observed.
......... l-,tlCn kw Y.dL s whaa �Rclu ally "JV.or k on. one o lha::_Ilk hal tiffs hsl d above �"J.11l1U...;r 4,4,iv dok6la. tame
for gall Ihouirs actu�al.l worked on a ('err b a�4ti as,aguytpaent,.
4.5 Pyramiding - Compensation shall not be paid (nor compensatory time taken) more than
once for the same number of hours worked under any provisions of this Agreement, unless the
Agreement expressly provides for payment.
^+- - - -� Formatted: Heading 7, Justified
4.6 Paramedic Preceptor - A program shall be established to provide a mentoring
17
relationship between a paramedic student and a licensed and practicing firefighter/paramedic. The
goal of the program is to provide the paramedic student with the necessary guidance to develop the
knowledge and skills to meet the standards of the Fire Department as a paramedic.
For each paramedic student the Department shall assign a primary and a secondary
paramedic preceptor. These preceptors, and any necessary replacements, shall maintain a mentoring
relationship from the time they are assigned a student through the student's completion of all State of
Illinois paramedic licensing requirements.
For each student the primary preceptor shall receive an additional five percent above tlln..cn h. s
regularly hourly rate for all hours actually worked performing the duties of a paramedic preceptor.
Should the primary preceptor be off of shift, the secondary preceptor would then be given five
percent above the.i.fljlris hourly rate for all hours worked performing the duties of a paramedic
preceptor. If a primary and secondary preceptor work at the same station/shift, only the primary
preceptor will be given five percent above l(eirbis hourly rate for those hours with the student.
Qualifications for Preceptors
Preceptors shall be paramedics in good standing with the Northwest Community Hospital
EMS System, and shall have at least three (3) years of service with the Mount Prospect Fire
Department.
Requirements for Preceptors
Each preceptor shall: 1) have completed the Northwest Community Hospital EMS preceptor
orientation program; 2) be nominated by their assigned Lieutenant and Battalion Chief to participate
in the program.
18
ARTICLE V
MANAGEMENT RIGHTS - RULES AND REGULATIONS
5.1 Management Rights -The Village retains all traditional rights to manage and direct the
affairs of the Village in all of its various aspects not given up by the terms of this agreement, and to
manage and direct its employees, to make and implement decisions with respect to the operation and
the management of its operations, in all respects as authorized under Constitution and laws of the
State of Illinois. These rights and authority include, but are not limited to, the following: to
determine the mission of the Village, to plan, direct, control and determine all the operations and
services of the Village; to determine the Village's budget and budgetary priorities; to levy taxes; to
supervise and direct the working forces; to establish the qualifications for employment, and to
employ personnel; to schedule and assign work, to establish work and productivity standards and,
from time to time, to change those standards; to assign overtime, to determine the methods, means,
organization and number of personnel by which operations are conducted; to make, alter and enforce
rules, regulations, orders and other policies which are promulgated under the Mount Prospect
Personnel Rules, the Mount Prospect Fire Department Standard Operating Procedures Manual and
Fire Department Rules and Regulations; to evaluate employees; to discipline employees, to change
or eliminate existing methods equipment or facilities; provided however that the exercise of any of
the above rights shall not be inconsistent or in conflict, with any of the specific terms or provisions
of this agreement.
5.2 Rules and Regulations -
a) Employees shall be provided with access to all existing written rules and regulations.
b) It is understood that new or revised written rules, regulations, policies and procedures are
established by the Village from time to time. The union shall be given written notice of any
proposed additions or changes to existing written rules. When the proposed change relates to
a subject that is mandatory subject of bargaining that is not expressly covered by an existing
term of this agreement, the union shall be allowed a fourteen (14) day period to present its
comments prior to the proposed rule becoming effective. If the union requests; within such
fourteen (14) day period, the Village shall meet with the union to discuss its concerns or
objections. In the event that such meeting(s) fail to resolve the union concerns or objections,
19
the Village may implement its proposed rule on an interim basis pending full negotiations for
the successor contract. Such interim implementation shall be without prejudice to the union
rights to decisional bargaining as to the rule and in the event an impasse is reached as to the
rule any impartial arbitrator selected pursuant to the IPELRA Section 14 process shall treat
the rule as a proposed rule not an existing rule. Normally any new or revised written rule,
regulation, policy or procedures shall be posted no less than thirty (30) days before becoming
effective or enforceable.
20
ARTICLE VI
NO STRIKES - NO LOCKOUTS
The Union, its officers and agents, and the employees covered by this Agreement, agree not
to instigate, promote, engage in, or condone any strike, slowdown, concerted stoppage of work or
any other intentional interruption of operations for any reason. Any or all employees who violate
any of the provisions of this Article may be discharged or otherwise disciplined by the Village. The
Village will not lock out any employees during the term of the Agreement as a result of a labor
dispute.
In addition, in the event of a violation of this Article, the Union agrees to inform its members
of their obligation under this agreement and to direct them to return to work.
21
ARTICLE VII
GRIEVANCE PROCEDURE
7.1 Definition of Grievance - The parties agree it is desirable that any grievance, as herein
defined, be settled fairly and promptly as it arises. A Grievance is defined as a dispute or difference
between an employee and/or the Union and the Village with respect to the meaning or application of
the terms of this Agreement. Accordingly, the parties agree that the procedures outlined in Section
7.3 of this Agreement shall be used exclusively for the resolution of all such Grievances.
7.2 Grievance Committee Representatives - The Union shall designate a committee which
shall represent the employees covered hereunder with regard to all matters pertaining to the
Grievance Procedure. These members shall hereafter be referred to as a Grievance Committee.
7.3 Grievance Procedure - When an employee believes they have experienced or become
aware of a matter that may give rise to a Grievance they shall have the ability to work informally
with the Village to resolve the matter. If during this period of informal resolution the matter is not
resolved to the employee's satisfaction, they shall be required to present a formal Grievance to their
immediate supervisor wit me28.4T; day, specified time period. All formal Grievances shall be
documented on the Grievance Form (dated August 2012), located on the Village's employee
intranet, and shall include a statement of summary relevant facts and a reference to the applicable
provision(s) of this Agreement that were violated.
All formal Grievances shall be filed no later than 28 calendar days from the date of the first
occurrence of the matter giving rise to the Grievance.
The following outlines the formal steps of the Grievance Procedure:
Step 1: Supervisor
Step 1 shall be initiated when an employee presents their supervisor with a formal Grievance
using the Grievance Form. The employee shall document this date on the Grievance Form as
the "Notification Date" and the supervisor shall sign and date the document. Once notified,
the supervisor shall have seven calendar days to schedule a meeting with the employee to
discuss the Grievance and notify the Union of the meeting date. The employee shall
document this date on the Grievance Form as "Meeting Date." At the meeting, the
supervisor shall, at a minimum, present the employee with the following pertaining to their
Grievance:
22
Pertinent Village and/or Fire Department Policies and Standard Operating
Guidelines,
Pertinent J.'ollective 111hargaimng Aagreement ,ale,14) nsSecti Atn,s, and
Supporting documentation (i.e. roster).
After the meeting with their supervisor, the employee shall have seven calendar days to
decide if they wish to appeal the Grievance to the Union Grievance Committee and proceed
to Step 2. During this seven.:., day time frame, the supervisor shall attempt to resolve the
Grievance. The employee shall document the result of the meeting and any related comments
on the Grievance Form before proceeding to Step 2.
If the supervisor does not meet with the employee within seven calendar days of the
Notification Date, or provide a response within seven calendar days of the Meeting Date, the
employee shall notify the Union and the Grievance shall automatically proceed to Step 2.
Step 2: Grievance Committee
Step 2 shall be initiated when the employee presents the Union President or Vice -President
with their Grievance Form for appeal to the Grievance Committee. The employee shall
document this date on the Grievance Form as the "Notification Date." The Grievance Form
shall be disseminated to the Grievance Committee members for consideration. [t shall be the
Grievance Committee's responsibility to determine if the Grievance has sufficient merit to be
processed further. The Grievance Committee shall document their recommendation and any
related comments on the Grievance Form and shall sign and date the document.
If the Grievance Committee determines that the Grievance has sufficient merit to proceed, it
shall be forwarded within 14 calendar days of the Step 2 Notification Date. Grievances
initiated by a Firefighter shall proceed to Step 3. Grievances initiated by a Lieutenant shall
proceed to Step 4.
Step 3: Battalion Chief
Step 3 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Battalion Chief. The Grievance Committee shall document this date on the
Grievance Form as the "Notification Date" and the Battalion Chief shall sign and date the
document. Once notified, the Battalion Chief shall have seven calendar days to schedule a
meeting with the employee and/or a Grievance Committee representative to discuss the
Grievance. The Grievance Committee shall document this date on the Grievance Form as
"Meeting Date" and shall indicate whether a representative of the Committee shall be
present. The Grievance Committee representative shall have the ability to present written
statements at the meeting. During the meeting, the Battalion Chief shall present the
employee and/or Grievance Committee representative with any additional supporting
documentation pertaining to the Grievance.
23
After the meeting with the Battalion Chief, the Grievance Committee shall have seven
calendar days to decide if they wish to appeal the Grievance to the Fire Chief and proceed to
Step 4. During this seven ;;;day time frame, the Battalion Chief shall attempt to resolve the
Grievance. The Grievance Committee shall document the result of the meeting and any
related comments on the Grievance Form and shall sign and date the document before
proceeding to Step 4.
If the Battalion Chief does not meet with the employee and/or Grievance Committee
representative within seven calendar days of the Notification Date,; or provide a response
within seven calendar days of the Meeting Date, the Grievance Committee shall notify the
Union, and the Grievance shall automatically proceed to Step 4.
Step 4: Fire Chief
Step 4 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Fire Chief. The Grievance Committee shall document this date on the Grievance
Form as the "Notification Date" and the Fire Chief shall sign and date the document. Once
notified, the Fire Chief may meet with the employee and Grievance Committee
representative, but shall reply to the Grievance in writing within seven calendar days of the
Notification Date.
After receipt of the Fire Chief's written reply, the Grievance Committee shall have 14
calendar days to decide if they wish to appeal the Grievance to the Village Manager and
proceed to Step 5. The Grievance Committee shall document the date the Fire Chiefs
written reply was received on the Grievance Form as the "Date Reply Received." The
Grievance Committee shall also document whether or not the reply resolved the Grievance
and any related comments and shall sign and date the document.
Step 5: Village Manager
Step 5 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Village Manager, or a fl0J.1hk designee. The Grievance Committee shall
document this date on the Grievance Form as the "Notification Date" and the Village
Manager, or the thus designee, shall sign and date the document. Once notified, the Village
Manager, or bhe .rhi.s designee, shall investigate the facts and circumstances as ht they .deems
necessary and shall reply to the Grievance in writing within 21 calendar days of the
Notification Date.
After receipt of the Village Manager's written reply, the Grievance Committee shall have 15
business days to decide if they wish to submit the Grievance to arbitration and proceed to
Step 6. The Grievance Committee shall document the date the Village Manager's written
reply was received on the Grievance Form as the "Date Reply Received." The Grievance
Committee shall also document whether or not the reply resolved the Grievance and any
related comments and shall sign and date the document.
24
Sten 6: Arbitration
Step 6 shall be initiated when the Grievance Committee notifies the Village Manger, in
writing, oftheir intention to submit the Grievance to arbitration. The Grievance Committee
shall document this date on the Grievance Form as the "Notification Date" and the Village
Manager, or .t1]eJT.:hk designee, shall sign and date the document.
Once notification occurs, the Village and the Union shall have ten business days to agree
upon an arbitrator. If the Village and the Union fail to agree upon an arbitrator, either or
both parties shall request that the Federal Mediation and Conciliation Service (FMCS)
submit a panel of seven arbitrators who are members of the National Academy of Arbitrators
and are residents of Illinois, Indiana or Wisconsin. Both the Village and the Union shall then
have the right to strike three names from the list. The parties, by a toss of a coin, shall
determine which party shall first strike one name. The other party shall then strike one name
and the process shall be repeated twice. The remaining named person shall be selected as the
arbitrator, provided that either party, before striking any names, shall have the right to rej ect
one panel of arbitrators. The Grievance Committee shall document the name of the selected
arbitrator on the Grievance Foi-rn and shall sign and date the document.
The parties shall notify the FMCS of the name of the selected arbitrator. The FMCS shall
then notify the selected arbitrator and request the scheduling of a mutually agreeable date for
the arbitration hearings. Upon conclusion of the arbitration hearings, the Grievance
Committee shall document the arbitrator's ruling on the Grievance Form.
Copies of the Grievance Form shall be distributed to the Village (Fire Administration) and the Union
for record keeping purposes following every step of the Grievance Procedure.
7.4 Arbitrator's Authority - It is agreed that the authority of the Arbitrator is limited to the
interpretation or application of the provisions of this Agreement respecting the Grievance in
question, and 1w- Ihe.y.....shall have no power or authority to render any decision contrary to or
inconsistent with, or adding to or modifying or amending, any of the provisions of this Agreement.
7.5 Decision and Fee - The decision of the Arbitrator, within the limits herein prescribed,
shall be final and binding on all parties to this Agreement. The fee and expenses of the Arbitrator
and obtaining a panel from the FMCS shall be borne equally by the Village and the Union. No
other joint expenses shall be incurred except by mutual agreement of the parties.
7.6 Time Limits - The parties subscribe to the principle of prompt resolution of Grievances
and, therefore, they agree that the time limits set forth in Sections 7.3 and 7.6 must be complied with
for the Grievance to be considered, unless there is an agreement in writing extending any such limit.
25
If the Village or its representatives do not reply within the time limits specified, the grievance shall
be deemed to have been automatically appealed to the next step of the Grievance and Arbitration
procedure unless the Union provides written notice to the Village that the grievance is withdrawn.
7.7 Union Rights - No grievance, except a Step 2 Grievance, may be discussed unless the
Union is notified and afforded an opportunity to have a Grievance Committee Representative be
present at any settlement conference. No settlement made shall be inconsistent with the terms of this
Agreement between the Village and the Union and any settlement reached shall be without
precedential value unless approved in writing by the Union and the Village. It is acknowledged that
the Union has the right to exercise its discretion to refuse to process an employee's Grievance
consistent with its duty of fair representation.
7.8 Standards for Processing Union Grievances - The parties jointly acknowledge that the
IPLRA (as it may be amended from time to time) establishes the following standards to the
processing of grievances. Labor organizations recognized by a public employer as the exclusive
representative or so designated as representing the interests of all of the employees in the unit in
accordance with the provisions of this Act are responsible for representing the interest of all public
employees in the unit. Nothing herein shall be construed to limit an exclusive representative's right
to exercise its discretion to refuse to process grievances of employees which are unmeritorious.
26
ARTICLE VIII
LEAVES OF ABSENCE
8.1 Vacation -
(a) Policy - Employees accrue Vacation as set out in the accrual schedule below, based
on the number of continuous years of service. Continuous years mean any period of
employment uninterrupted by termination of employment or non -Family and
Medical Leave Act leave of absence. An employee shall calculate L1. iJrlan;� years of
service as of the employment anniversary date. Anniversary dates are determined by
the day of the month employees begin work.
(b) Accrual -Vacation shall accrue on abi-weekly pay period basis. Pay period accruals
shall be credited as earned based on the accrual schedules and policies listed below,
with the accrual rate being calculated on the number of continuous years of service
attained by the employee. The accrual rate shall automatically increase from one
step to the next on January 1 provided the employee is on the Village's active
payroll as of January 1 of that year and the employee's accrual rate is due to increase
in that calendar year.
Probationary Firefighters — Probationary Firefighters shall receive vacation
during their calendar year of hire as follows:
Date of Hire Vacation Days
January 1 to February 28/29 5
March 1 to April 30 4
May 1 to July 31 3
August 1 to September 30 2
October 1 to November 30 1
December 1 to December 31 0
Probationary Firefighters must use vacation time in the calendar year of hire unless
required new hire training prohibits the use of vacation time.
Thereafter, vacation time shall be accrued in the same manner as all other
Firefighters.
Firefighters - The vacation accrual schedule for Firefighters on twenty-four
27
(24) hour shift shall be as follows
Level of Service
Accrual
Vacation -Days Off
Attained any time
Rate in Hours
In
During Calendar Year
Per Bi -Weekly Pay Period
Hours Days
Less than 1 Year
0
(See Probationary)
02 + Years
4.62
120 5
06 + Years
5.54
144 6
08 + Years
6.47
168 7
10 + Years
7.38
196 8
12 + Years
8.31
216 9
14 + Years
9.24
240 10
20+ Years
10.15
264 11
(c) Use and Accrual - Employees shall not be allowed to use Vacation time which has
not yet accrued without written approval of the Fire Chief or Village Manager of
vacation days assigned to the level of service depicted in the Table above.
(d) Upon Termination— Employees terminating employment shall be eligible forpayout
of accrued vacation which may be accumulated but unused at the time of termination.
If at the time of termination the employee has utilized vacation time prior to the
actual accrual of vacation time, the employee shall have sick leave hours deducted
from the employee's total accumulation equal to the amount of vacation hours the
employee previously utilized. if a probationary employee has insufficient sick leave
hours accumulated, the remaining balance shall be deducted from the employee's
final paycheck or paid to the Village by the employee.
(e) Selection — Selection of Kelly and vacation time shall be consistent with Vacation
and Kelly Day Usage SOG 1101- 07/21R. It shall be the responsibility of all
Battalion Chiefs to see that the process is completed correctly and equitably.
Employees shall be allowed to select their accrued vacation allotments from
sate 41r k)tii (4)slotswhich shall be made available each duty day of their shift
provided that the slot has not been scheduled off as a Kelly Day. Kelly Day and
vacation selection are due in the Fire Chief s office on or by December 1st of the
current year. A tot,nll.._ol 4n v (: ) y4arfls.a e av apd.�We fbr 2025 on ._th b�nNoNViV10 d. Ws.,
taun.�u y4 w4.>.Manaln...11.°, 14, ,pad Ota pt aaa a..3iD,Claav arrnbtu22 41D,Ilta+.°ann4raa.,�:.::.
28
d......... lIn e airasn nl nadaarprly...( t) dales
p.. lair1(llla., nc9 ill c-A ndaar
ti9 ty:� wnll haaaa. ld ✓e (: �.l sloes available ...:nn 71127.0
8.2 Union Business - The use of paid work time and department equipment for
union business shall be subject to regulation by the Fire Chief. The Fire Chief shall have the
authority to deny requests which are not consistent with existing regulations and practices or
which in ffie . �lr�k judgment adversely affect departmental operations or interests.
8.3 Personal Days-- Employees accrue forty-eight (48) hours of Personal Time
usage annually. Usage of personal days shall be in accordance with SOG 1102 — 05/21R
(Attached as Appendix K). Employees cannot use personal time in less than one (1) hour
increments. Any unused personal days available at the end of the calendar year shall be
converted to sick leave hours. There shall be no carry over of personal day hours from one
calendar year to the next.,
8.4 Sick Leave - Policy, Accrual, Reimbursement, and Guidelines -
(a) Policy - It is the responsibility of the employee to notify the Battalion Chief before
0630 prior to the beginning of the employee's shift in order to receive compensation
while absent on Sick Leave unless exigent circumstances prevent such notice, in
which event the employee shall provide the earliest notice feasible. An employee
absent for two (2) consecutive duty days or more shall present the Fire Chief with a
medical certificate from .1hei.rla s attending physician which gives the reason for the
absence and the physician's recommendation that the employee may return to work.
Unexcused absences without verifiable cause may be subject to disciplinary action.
(b) Accrual - Effective January 1, 2008 and continuing annually thereafter, employees
shall earn sick leave at a rate of twelve (12) hours per month, or 144 hours per year/6
shifts per year. Employees must accumulate Sick Leave up to a base number of hours
of seven hundred twenty (720) hours or thirty (30) days before consideration of
additional sick leave hours is available. The employee may, at t. heJrhis option,
continue to accumulate up to a maximum of one thousand one hundred fifty-two
(1,152) or forty-eight (48) days. Any unused personal hours available on December
31 will automatically be converted to sick leave hours and be added to the
29
employee's total accumulated sick leave total effective January 1 of the new calendar
year.
(c) Reimbursement - Once an employee reaches the base number of hours of
accumulated Sick Leave seven hundred twenty (720) hours, the employee has the
option of receiving a cash payment equal to fifty percent (50%) of the accumulated
Sick Leave above the base number of hours. If the employee does not choose to cash
in any sick leave hours above 720 hours the employee shall not receive any cash. The
value of the sick leave at the time of cash out shall be based on the number of hours
cashed in and the hourly rate at the time the cash out is processed. Employees shall
be notified between December 31 and January 15 in writing from the Finance
Department summarizing the total number of accumulated Sick Leave hours,
including any personal hours that may have been converted from the previous year.
The employee must affirmatively indicate whether they wish to cash out any Sick
Leave hours. If the employee wishes to receive cash payment, he tl]ey...._must
designate the number of hours they.. ee wishes to be paid for. This number shall then
be reduced from the total available Sick Leave hours, and the cash payment shall be
calculated on fifty percent (50%) of the hours the employee designates for payment.
If the employee does not choose to cash in any sick leave hours above 720 hours the
employee shall not receive any cash. Once an employee accumulates Sick Leave
above the maximum number of hours (1152), the Village will automatically cash out
an amount equivalent to an annual cash payment equal to fifty percent (50%) of the
number of hours over the maximum to the employee annually.
(d) Guidelines - Sick Leave will be allowed only in case of medical necessity or actual
sickness of the employee, ort eil ais immediate family member in compliance with
the Illinois Sick Leave Act. Any violation may result in disciplinary action.
Officers must exercise professional discretion regarding the nature of the employee's
illness or injury and the distribution of this information. The employee is required to
provide accurate information concerning the type of illness or injury, and the
expected duration of absence.
30
8.5 Duty Injury, Illness, Disability (Workers Compensation) Leave - Any Firefighter
injured on the job shall be covered under the applicable state regulations that provide for the
employee's rights under worker's compensation act (820 ILCS 350). Employees who are injured on
the job shall continue to receive their regular salary for up to one (1) year, without charge to their
regular benefits and accrued leave as required by Public Employee Disability Act (5 ILCS 345/1).
Employees shall sign and deliver any Workers' Compensation or similar payment to the Village
while receiving the salary continuation benefits applicable.
8.6 Family and Medical Leave - The Village will comply with the Family Medical Leave
Act (FMLA) as described in the Employee Village Handbook Family and Medical Leave Policy,
effective August 5, 1993 (revised February 2008).
8.7 Education Leave - Employees upon written request to the Fire Chief may be granted, a
leave of absence without pay, not to exceed 40 duty days in one (1) year for educational purposes. If
leave granted under the Section is for education which is related to fire service, seniority shall
accumulate during said leave; however, no other paid time off benefits shall continue including
accumulation of paid time off hours during this unpaid period. Leave under this Section may be
extended upon mutual agreement of the Village and the employee. The Village has the right to
require a transcript to prove that the employee satisfied the Education Leave requirement.
8.8 Vacation Pay on Separation and Return -
(a) On Separation - Upon separation from employment, employees shall receive
Vacation pay at their latest hourly rate of pay for all accumulated but unused
Vacation shift days. If at the time of separation from employment the employee has
previously utilized vacation time that has not yet accumulated the employee shall
have sick leave horns deducted from their total accumulation in an amount equal to
the number of vacation howl the employee has utilized, but not yet accumulated. In
the event that the employee does not have enough sick leave hours to cover the
previously utilized vacation days, they shall have their final payroll check reduced by
the value of the vacation hours previously utilized, but not yet accumulated.
(b) Upon Return To Duty From DutyI jury, Illness, or Disability Leave - Employees
31
who return to duty after a duty injury, illness, or Disability Leave shall receive the
number of vacation hours credited to their total accumulated vacation hours that
would normally have been accumulated during the period of absence. The use and
scheduling of such accumulated Vacation time will be selected and rescheduled only
on "available" days as specified inthe ap f d.p.ca�bd.�..5„f�,.aG..Se�°tit�u-& i If such days are
not available, they shall be carried over to the next calendar year and shall be
selected first from the days available in January and February.
8.9 Accrual of Benefits and Compensation While on Leave - During all periods of
Vacation, Workers Compensation Leave (duty injury, illness or disability), Sick Leave and periods
of paid leave of thirty (30) days or less, employees shall continue to accrue seniority and all
employee benefits. During all periods of paid leave employees shall receive all scheduled salary and
pay step increases.
8.10 Witness Leave - Any employee required by subpoena to attend an attorney interview,
give a deposition or to testify with respect to a lawsuit in which the Village is party or which arises
out of the employee's employment by the Village, upon notification to the Fire Chief, shall be
excused from work at a time approved by the Fire Chief without loss of pay for the period of time
the employee is required to be away from work. If such activity is required outside the employee's
regularly scheduled work howl, the employee shall be compensated at the overtime rate for actual
hours required. The employee shall turn in any fees other than travel expenses received to the
Village. This provision shall not apply to any situation which the employee testifies or otherwise
takes a position adverse to the interests of the Village.
8.11 Military Leave - The Village shall provide Military Leave in accordance with all
applicable Federal and State laws as cited herein including the Illinois Serviceman's Employment
Tenure Act and the Illinois Military Leave of Absence Act, 330 IL.CS 60/4.
Additional conditions regarding Military Leave are as follows:
• The employee shall submit a copy of hi /hefffiei: military orders to the Chief, via the
chain -of -command, prior to 111. ei.rhis/her departure for any military leaves that will
require an absence from work longer than one duty day.
• The employee may be required to provide a letter from gh�n.g hi,,/he.t� Commanding
32
Officer describing the reason for any additional training (not including the monthly
weekend duty and/or the two week active duty period).
• Subsequent to any limitations provided under applicable Federal or State law,
employees shall be required to ensure that.1hexlhis/her EMT -13 and/or EMT -P status
remains current subject to state waivers for certification.
• As soon as possible following any mandatory reservist training, the employee shall
provide the Fire Department administration with documentation as proof of their
having attended the training. Twenty-four (24) hour shift personnel shall refer to the
Village's employee handbook (Section VI (e) - General Leave Policy) for general
guidelines explaining the use of Military Leave so long as such provisions are with
consistent with the terms of this sSection.
8.12 Jury Duty - An employee who is required to serve on a jury scheduled at a time that
would cause the employee to lose regular pay shall be granted leave with pay for such time lost to
participate in such a jury. The leave time necessary to participate in a jury shall not be charged to
any accumulated paid time off hours. Employees must provide a copy of the jury summons to the
Fire Chief or,thchhis designee as soon as possible so that the necessary shift scheduling may be
altered. Employees may retain pay from the court for jury duty in addition to their leave. Specific
jury procedures are outlined in SOG 1107, issued 2/21R.
8.13 Bereavement Leave - In the event of a death in the immediate family of an
employee, the employee will be granted one (1) duty day of leave with pay. For this purpose,
immediate family consists of the employee's spouse, children, mother, father, sister, brother,
grandchild, grandparent, attunt^ , tunci s, nieces, nephews (Jo1irl sIJ tr a;irlu��.u. and the spouse's
immediate family as well as the "step" equivalents thereof. As a condition to granting of any
such leave, the employee may be required to submit satisfactory proof of death and/or proof of
the relationship of the deceased to the employee. If the employee desires to take additional time
off due to a bereavement, the employee shall utilize personal time.
8.14 Mate�ni Leatwt/i��1easouIl�nQndt..:AcconH,modartllo Avg cnrupDllf fu c.. vhc➢ uccDuru ti �Formatted:Left
v:p. u, ;n S..Y➢1C :^e JEd. I4, 4,.`.IC... oyu,d 5.h Ra.. ICd2 ...... ffi ll.rr'�, �`1ll E,�..d_9� thG.IlII .11.IlIlL�.p�,4�: ll.lf:1 IlICIl 44;..Ils471Cfla.We
33
accommodation. In pcptcntaarotheeasonapquaeeemmoiatnrnlft cfupyseed
......f ,
flor tare pnn .p nn nnnt et n. far .......Should..:�; u rrWIl .Aad a vd lx.!�a. he) remai n ca�g,..th fln cIlung�rrIlI cgogay
assign n ota nt shall the tfne sot ues:poc7rasafnnfuty da9 tfreemprfc7ye.e.tca reecnve efcannuree tacrnnp tpnenu
psfrwsrrcnarra.._to conlinnne vaflrgenan�, nnn A fu e opru.n.ntf llpr�..pnneg:;naaunt ennrprll.cnye spa af,ll....prn sennt,_tpn( p nne
�;:fnnet v ith tgaeun physncnaann..s clearance urnnrnned ntepy.11aapqu7aaaunpg..e uepn sm:6paafungettl_p x nnnnunnan6ttip...
A..... A An emp>ferya e who ns de..e rrnne.d tdn._Lre nnedi.cally unable to work due to theirown
prn.egnn nunvy shat! be as,uin�d i perfj, in tunpWnr alternn ute ✓ot k assp. enptat,ucc:d ire
:r. ...
Chep nrtnnaF°.fat yut au.anaq aprpd:�......:f0ua...... <rya rrrraa;y afa epunn.. tpne a... tdr pnerra aranr tegnn.prra7n nrry 1peuarat::.
Div: e0nk n.'tiV."'U nientS.._ouYtsidti,....o the p: it 1) -p"Y,a1C:tmennt nIl➢.... Canvo eD:p�_Ennn u.0.nn�") id leave._o anli1s ICw p:Ytl neUIC V;!Gp
the burtlla a?p'ua child.
tA.,.... try n repro ed re asonaaafrle aa4 a snnnuonncrcp ntnc7nu...sh alll V ns.t fern tpn�°...d un tionu_o tpuc �nnaprp nt a ^.'..:n
nnnu"y._, ani fiLnef.Il.nn tglle ll�a;°aai8.9 nIlaAfIl �.!a,`, WnnQ.f nll u:..ar.G. w'v kll. lltE: 4. nOpR(,n uB1rIl0..1 prM1,n IlQ7tf f47ll U:np9._p.i➢ Qn" 4,..... 2.,J
ywe b beyond tfadn...o9 ate crp.:�.r...artfn ofthe newborn na vpaflll(L
C 1.1.1e enimrofdr fees. Am!, t� nercpaurrned pm. S U. 12.111. JI tea tllre[`fre Cfunel`r retuorrr tau avork release.
from their 11 aysncnau.nn prnneorr..to their reinust Ilteitnnennt to their rd,g,aukv duties. p lie p_ epa antarIla^un;t ret ins
0 a rfpgpnt for i quuro..a e ennu.lr.icyec tur_suWf7rnnpt..toa an evunll.uuatyd7na hay au phyv;acuaan erf;..t,pne taeprnpgutnrennt',s
epoice tithe event diS �renint bet�enIlte4raa3�s�6arrad.the )eailtnenrt's
,,e,,..,,.
p>6ny nen ara.._deraneen ngnng tfne m.nnapngdr}r '.s tntirnes,s to returnto pangq.._u�auty, tVnn:._cfat nnvnu.nnrtu Inn d7fann
J . n(8cp rrrre. rrua p7h fs.pu n arra sd le ted Iby._tj a,^_xu c ennae nut daf the F unnpk.i.o7ye s uunc8 tpue � q.a pr aatnrae*nnd s
pp;juysaen fans sha1.1 p"rpevaauq All costs associated unautf) n,,,tfIlancf p>�nysaeaaa a shall be bonrrue pry;a�n,v,
Depp.a rtivicun:a:.
t....11 unrprpu.p: e as :p, nn cf to VP:.rtpnt f&afip:._wilt accrue senpnonnt.Y, r acationa andother leave tarn e
np. the same rale us...afl tllre .:owe e s bs.0 n < 8 ten. , / llruouur sfulits::.....Ary Erf:°u;nf dnt tnraun used while one.
cpaaty:..^fnafp p7k._�aeruur uerrt.. Ilcruan '",. x caf f pu aef na p ..b. fnnrunrrs ao gea re- Nage ananpd...:b a,fn an:�nw.d as
9Ilftecur �_p pad7411r7... pf stlCf4 �:unnIlr AnIl cnnnpnpor!y.e on nllti2llr work.:n"efaate ep ,�Il pllt efandy....aWS a rannn nIlt nra<N .
a..;ppufize........... nch tame p'np.n jjhysnti.nuq tpnerraaps:y apapatrrnpfiaraa Hats q�o,annnr�p t:gta::. wee �; I npc nnn.�..g ht cpanfiy
ns"'Il it wut tatuus....prnurvuaannt,..toSccdp,oa�nng 0.
t........pf the fir fnp;paaeu°..i nrrn the midst rrn`...a prrre74> nf.�nrrrn ar f p>uiodf at the trrnuad.._of the mn'u: ;nn unudy
such period avufll be extended fly tfn�..t g;afn.arf the fngpllnt afuuty ,s.pnecn of aY,si ninne in:p:. pauuasnuaupnt to tfaps
34
votju�
. I Formatted: Left
8.15 1111aid Leave fo�r All Workeirs Act The Union acknowle �g��
........................................................................................................................................................................................................................................................................................................................ 1:!I�j� �Cti .......h......e....fi.......fl....e......d......y...n.......e....o.... [Formatted: Left, went First line: os'
gids 2025 2027 A 'r e i i I th pa -ovjs ,...re.. e e i c e d i 1 1.1 i s .......... A reernent meetand
............................................................................................... 2 ...... . ... t C �L!, .9 [M. .'anis
�eed the Midremetit cif.a.p.pheable law irelated to the State and County p�,..Jd �eave kaws. An
............. .................................................................................................................................................................................... ..... . ...................................................................................... Any
Con i I wanved foir the Mefime o�'thk 2025
............. e� b ........ . ...... y ....................................................................................................................................................................................... ment,
2 )27 ........... Agree
35
ARTICLE IX
SENIORITY
9.1 Definition - For the purposes of the Agreement, seniority shall be defined as an
employee's length of continuous full-time service with the Village as a sworn and commissioned
firefighter since hos/hurt.t. he.u.rc: last day of hire. Except where specifically noted in this Agreement,
seniority amongst Lieutenants shall derive from their date of promotion. Seniority shall accumulate
during all authorized leaves. Seniority shall not accumulate from the first day of any authorized
unpaid leaves of absence six continuing months... If more than one person is hired on the same
day, seniority preference will be established by final eligibility as posted on the official eligibility list
by the Village of Mount Prospect Board of Fire and Police Commission.
9.2 Probationary Period — All new employees shall serve a probationary period of 2472
hours of creditable service while on lll ciriks (24) twenty-four shift from date of hire as a full-time
employee in a position covered by this agreement. Time on shift shall be logged and maintained
electronically. Time absent from shift that is not credited for seniority purposes shall not apply
toward satisfaction of the probationary period, nor shall any absence from more than two (2)
consecutive scheduled shifts apply toward satisfaction of the probationary period. In such event, the
employee's probationary period may be extended for the number of hours necessary to make up for
any service not credited toward the 2472 hour probationary period. During an employee's
probationary period, the employee may be terminated without cause at the sole discretion of the
Village. Such probationary employee shall have no recourse to the grievance procedure or to the
Board of Police and Fire Commissioners to contest such termination.
Probationary employees shall be required to obtain all certifications which are established as
mandatory conditions of employment prior to completing their probation. Certifications shall include
Basic Firefighter and ILDH-Paramedic certifications. Time spent obtaining those certifications shall
not count towards the hours necessary to complete one's probationary period. In the event that an
employee who is required to be a certified paramedic and basic firefighter has not obtained such
certifications within the probationary period, the employee's probationary period may be extended
for a period sufficient to accommodate the additional time required to obtain such certifications, but
the employee may not be terminated without cause as to any matter other than failure to obtain the
36
mandatory paramedic and Base Firefighter certifications and properly perform the duties covered by
the certifications within such extended period.
Should the Chief determine that a new employee has not met the requirements of satisfactorily
completing the probationary period as set forth above, but wishes to consider extending the
probationary period, then for reasons other than not obtaining a paramedic certification, the
employee's probationary period may be extended subject to the following conditions:
1. The union agrees to the extension.
2. A four .::member Apprenticeship Committee shall be established to review and monitor an
employee's performance during the lhis extended probationary period. Two members shall
be bargaining unit employees nominated by the Union President, to be approved by the
Chief, who are on the employee's same shift, with one being a Lieutenant and one being a
Firefighter; and the other two consisting of the Deputy Chief and Battalion Chief assigned to
the employee's shift, as that may change from time to time.
3. The extended probationary period for newly hired employees under this Section shall not be
more than one (1) year, but in no event more than twenty-four (24) months from the date of
hire. Before the completion of this extended twelve (12) month probationary period, a
probationary employee may only successfully complete the extended probation if three of the
four Committee members so agree.
The Fire Chief shall have sole discretion to terminate a probationary employee prior to the
completion of the employee's twelve (12) months of probationary employment.
There shall be no seniority among probationary employees, except for purposes of layoff,
overtime distribution and vacation scheduling. Upon successful completion of the probationary
period, an employee shall acquire seniority which shall be retroactive to the date of hire in a position
covered by this agreement.
9.3 Certificate of Auuointment - In compliance with the requirements of the Municipal
Code, 65 IL.CS 10-2.1-4, all employees who are members of the bargaining unit shall be issued
Certificates of Appointment by the Mount Prospect Fire and Police Commission. Such Certificates
shall be issued no later than 30 days after the completion of the probationary period. For employees
who have been appointed prior to the effective date of this contract, Certificates of Appointment
37
shall be issued no later than 30 days after the execution of this agreement.
9.4 Lavoff and Recall - Employees rights in relation to any layoff and their rights to recall
from layoff shall be provided under the provisions of 65 ILCS 5110 2.1-18.
38
ARTICLE X
HEALTH AND WELFARE
10.1 Medical Exams - As a condition of continued employment, employees will be required
to undergo periodic medical examinations. Any alcohol and drug screening shall be in accordance
with Article 11.4 of the current contract. Medical exams will be scheduled according to NFPA 1582,
Standard on Medical Requirements for Firefighters. The goal of the Department is to comply with
NFPA 1582 as fiscally as possible. The medical facility will be chosen by the fire department and
all members will be required to utilize the contracted medical facility. The fire department will pay
for all tests associated with the exam. If an individual needs to use their own physician for their
medical exam, they must provide in writing the reason for their request for Fire Chief approval.
Following the medical exam, the fire department will receive a cover letter stating whether
the individual is physically fit and medically able to perform the duties of a firefighter. The
complete medical report will be given directly to the individual and a sealed copy will be kept in a
secure file at headquarters for emergency access. All medical examination appointments will be
scheduled on the employee's regular scheduled shift day.
10.2 Group Health and Medical Insurance lha Villa�gc �a��,[ es....to...mardnia n in i'ulll force
2nd effect lava the, Ml of' this Ag cc anu in:t.>.. t pit dth insula n c ba a efits pl, 2,.L rrrrn for fill tpana,e
anip>liay e l;iruliloy € fmr6eipaw in the...avekihal.4kl vek0t u and rirredieal Plans Offered by
&Ir. Valllaaa � 1'.i.:�.ti�ffiprti�ian I-guag..�';aid spie.p.p...paa lilelau�ff4�l a.ia..-tln� �;ieraiprpu� �ltla �aala, p,,�aia.:p:.i.t pviaggidiiaa,:
pq.a w einapapaayc as and thein.... affep eilaleiip arciaay ennepl......Within .....:dlnity--owls (3l) ..t:ia:y,� ....aim rioymeilt
afticoida.ag.. to aipplicnlbpa ...iriaaaiiavlralliay inlaatilaaa .........p laipalea=pica rialsi.....tpiaii...appaaivdeiairy Iiivi.....iiiv
e'papert mty toe-nrell of einaaivp%c pibaii tlaaminig anprc,ni tllfir a9lfflena ...wl i(4i...Aia ll be...is rknounted...411ifly..(;0)
dayyi inn...aadk,aflae.....kA, t:lne.....actual open enurailhnennt paeriaad. F;rinpk..ayee....casavtnibultion 'AiaH ha,....ayna,de
through ...:p ayntiall&sh;....a titoinvaatin ailly...detiuc te'd....alan <a lmie.:t: ax bra's,i,,,.... F'Hlpiioyee r ates....ef
eontiibaufiicrii teawwiaad the cost rrp strah iwisautiinee ,ari:..�, et forth ....inn Appendix.'. G'. a....k4taacheal....heleta.,....annal
naaada a tydit lig at,4 Furtl en a xpsl.:lmnaatnaniv of ffia, planeligibHitF, liene.ppt:..ala,.wrnpations; and
empilcayce rlgl4s, marc c(ml atirled iai...:tile then ....apap he able WAieftl lklnefit,...:N aan...:l i ilap &e
p'py Vi Hage sln affj....._c cruntinaae tcu in ak health insurance benefits avaa fable tap. lull 6rnne.
39
or institute cost conlanurrent rneasures reiative to insirruncecoverag cha � e insurance carriers,
Efreclive3anuary 1 2025-
Mo
fl�jt exceed rates helolw.
Effective Janu,
40
Uffiffiffil
11,11y to both the, IPPO/iml r nut
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1'..'arrifly
$472.79
1405.25
Discount rate avada h to e ib
11,11y to both the, IPPO/iml r nut
41
1'..'arrifly
$472.79
1405.25
11,11y to both the, IPPO/iml r nut
41
pallici ale in the 14MO wifl receive nisu n c cwu g m cl c y
di al db if ej4MO..p.n2.ynIcr.
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42
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10.53 Group Health and Medical Insurance: Surviving Dependents - The Village
recognizes and agrees to comply with its legal obligations under the Illinois "Public Safety
Employee Benefits Act:", 8201LCS 320/1, et seq.
10,60 Life Insurance - Life insurance coverage and Accidental Death and Dismemberment
(A.D. & D.) insurance coverage shall each be provided to all employees by the Village. Life
insurance coverage shall be equal to one times the employee's annual salary rounded to the next
higher multiple of $1,000 if not already a multiple of $1,000. The maximurn amount is $300,000. In
the event of an employee's death, the full amount of insurance will be paid to the employee's
beneficiary according to the provisions of the policy. The Village will endeavor to make available
for purchase additional life insurance; however, the Village does not guarantee such additional
insurance is available and if available must be purchased in compliance with any applicable IRS
regulation.
10.,kS,,,,,,,5-Dental Insurance - The Village shall continue to offer optional enrollment in the
dental plan provided the required minimum number of employees contribute as defined by the
vendor. Employees shall elect to participate annually and within thil ty-one (3 1) days of hire for new
employees.
10.6 .....................IRC 125/Flex-Comp Program - The Village shall maintain a Flexible
Compensation Plan whereby employees will be able to defer pre-tax earnings into individual
43
spending accounts to be used for un -reimbursed medical expenses, dependent care costs up to a
specified limit, and additional life insurance (provided such is applicable under IRS regulations).
Employees shall elect to participate in the program annually and within thirty-one (3 1) days of hire
for new employees.
10.,;1QD,,,,,,,,,7 Employee Assistance Pro6ram - The Village provides short-term, voluntary,
confidential counseling for full-time employees and their dependents. Counselors can be reached 24
hours a day. Human Services Department Counselors are also available for employees and
dependents.
10.,:x::1,8...: Deferred Compensation Programs - Employees may voluntarily join a deferred
compensation pension program to supplement amounts received as their pension at retirement.
Deferred Compensation Program plans allow any full-time or permanent part-time employee an
opportunity to defer tax sheltered dollars into their programs. Employee elected contributions to this
program shall be made through payroll deduction. Specific information can be obtained from the
Finance Department.
10.,.2.9 Credit Union - Any employee may join a Village recognized Credit Union.
Employee elected contributions to the credit union shall be made through payroll deduction. Details
on joining a credit union can be obtained from the credit union directly or by contacting the Finance
Department.
Indent: First line: o"
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44
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ARTICLE XI
GENERAL PROVISIONS
11.1 Trade Days - Employees may Trade duty shifts in accordance with procedures in this
S.u.ection. The Trade policy is intended for only shift personnel that work on 24,.- hour shifts. All
trade days are considered with the recommendation of the Company Officer and may be subject to
45
the final approval of the Fire Chief. Trade days will be in conformance with all department
procedures, FLSA rules and this S,section. Trade days are designed to allow shift employees time off
when other means are unavailable. These may be suspended or removed if an employee violates
departmental procedures. Proper staffing at each station and scheduled events will be considered
before granting a trade day.
The program will follow these guidelines:
• To ensure the continuity and smooth operation of the shift all trades should be available for
approval prior to 0630 of the first day of the trade.
• If, due to unanticipated circumstances, the request cannot be submitted prior to 0630 the
Shift Commander will approve the trade as long as a qualified employee is available to work
the day. These trade requests will be subject to review by the Deputy Chief and any abuse of
the Trade Day policy will be subject to disciplinary action.
• Trade days that cause a hire back or any member to be paid acting officer pay will be denied
or canceled.
• The Employee who is requesting the trade day may only trade shifts with an employee of the
same rank and job description, and who is capable of doing the same job requirements.
Trades of time off days within the 28 day cycle should be approved between ranks and j ob
descriptions, providing they do not cause potential hirebacks or acting pay. Trades of
vacation days across the 28 day cycles should also not create a problem, but this must be
within original vacation pick parameters and at the discretion of the Battalion Chief. If the
trade has the potential of a hireback or acting pay, the Battalion Chief has the authority to
deny the trade.
• The clerical responsibility of the "Trade Day Agreement" shall be that of the trade day
requester. The requester shall be sure the request is completed and is properly logged in the
paperless system by a Battalion Chief or Acting Battalion Chief, before the day of the trade.
In the event the paperless system is down, Appendix E shall be utilized.
• The employee who is provided relief on the day of the trade has the responsibility to ensure
that whom 1.11eyhe/she traded with will show up. If for any reason the fill-in does not
completehrequirements, the employee assigned to that shift shall be docked that
46
pay for being absent.
• All trade days between two members shall be completed within the same Mount Prospect
Fire Department shift calendar year unless the trade is initiated within the last three months
of the calendar year (Oct 1 -Dec 31, if so the trade may be paid back within the first three
months Jan 1 -Mar 31 of the new calendar year). Any change to the original "Trade Day
Agreement" shall take the form of a memo and follow the proper chain of command.
• No three way trade days shal I be al lowed except for extenuating circumstances approved by
the Fire Chief or designee i f req. ur O d prior to to 30 ,n at luaus# .i4� hushe=s -in aaslva n e .of the
affected trade day.
,,,,,,,,,,,,,The Mount Prospect Fire Department shall not bear the responsibility for any trade days that
are not honored, such as, due to an injury where a firefighter cannot complete lll.1.61 anis part of
the trade day agreement.
Formatted: Indent: Left: os" No bullets or numbering )
11.2 Joint Safety Committee - There shall be aul....e.)L4111._(.8.), iix (6) member Joint Safety
Committee under the direction of the Fire Chief. ll�^'�au.r(4);Fhree (3) members shall be selected by the
Union and the remaining fo ui (1).Vhree f3) by the Fire Chief fano .j ss ofrar& kme 8ia&�taiaon Chier
and t�rrric r abc ms a cmaiby tlii:a 41 anw�an#. The Committee shall meet from time to time and:
(a) Review and to the extent possible resolve employee safety complaints.
(b) Make recommendations to the Fire Chief and the Village concerning safety
conditions, facilities, apparatus, protective equipment, protective clothing,
procedures, safety rules, accident prevention and other safety matters.
11.3 indemnification of Employees - The Village agrees it will indemnify and hold
harmless, and will provide necessary legal representation for an employee covered by this
Agreement as required by applicable state law. As a condition to receiving such indemnification and
representation, the employee shall fully cooperate with the Village and its representatives during the
47
course of the investigation, administration, or litigation of any such claim or cause of action covered
by this provision.
11.4 Drugs and Alcohol, Employee Confidentialitv, Chronic Communicable Diseases -
The agreements of the Village and the Union relative to Drugs and Alcohol, Employee
Confidentiality, Chronic Communicable Diseases are set forth respectively in Appendix "C",
attached hereto and made a part hereof,,
11.5 Living Conditions -
(a) Employees shall be allowed reasonable time where necessary to shop for food and
kitchen supplies during their tour of duty, with the understanding that the Fire
Department vehicle shall remain in service during such time.
(b) When available, Employees shall be provided with a free parking space for their own
vehicle. Employees shall be allowed privileges for routine upkeep and maintenance
on their own vehicle in accordance with department rules.
(c) All Call shall be in operation between the hours of 07:00 and 19:00, except when
department needs are involved.
(d) Household and cleaning supplies will be provided by the Village for station cleaning
purposes.
11.6 Bulletin Boards -The Village agrees to furnish suitable space for bulletin boards in
convenient places in each station to be used only by the Union. The Union shall limit its posting of
notices and bulletins to such bulletin boards. The Union shall not use such board for posting abusive
or inflammatory or partisan political material.
11.7 Smoking -Employees shall comply with the terms of Tobacco -Free Workplace SOG
1002, 07/21R.
11.8 Phvsical Fitness Program - In order to maintain and improve efficiency in the Fire
Department, to protect the public and to reduce insurance costs and risks, the Village and Union
have partnered together to participate in the International Association of Fire Chiefs and
International Association of Fire Fighters Joint Wellness/Fitness Initiative. While employees may be
48
required to participate in any such program, no employee will be disciplined for failure to meet each
and every goal that may be established as long as the employee makes a good faith effort to meet any
such goals and any failure to physically perform does not demonstrate a substantial risk exists that
the employee cannot perform the essential duties of h. eirriAw4e job at an acceptable level.
Evaluations shall be administrated annually. The Village shall establish a joint physical fitness
committee which shall have the responsibility to evaluate the Wellness/Fitness Initiative and make
recommendations toward the objective of advancing the goals and the objectives of the program and
improving the commitment of the employees to such goals. The committee shall consist of four
members, two of whom shall be appointed by the Fire Chief and two of whom shall be appointed by
the Union President. The committee shall meet quarterly and shall issue a report to the Fire Chief
and Union President as to the recommendations no later than 30 days prior to the date of the next
scheduled evaluation. The Fire Chief shall give fair consideration to the recommendations of the
committee.
11.9 Secondary Employment -The parties agree that the jobs held by the employees covered
by this Agreement are their primary jobs. Employees shall be required to submit the form attached
hereto as Appendix "I" with the Fire Chief describing outside employment (including self-
employment) and addresses and telephone numbers where they can be contacted if necessary.
Employees may not hold outside jobs, including self-employment, which will result in a conflict of
interest or impair their ability to perform their Fire Department duties.
Employees who suffer an occupational injury or disability compensable under the Worker's
Compensation Act as a direct result of other employment or outside business interests shall not be
eligible for worker's compensation benefits from the Village. An employee's filing for a claim for
worker's compensation benefit from the Village for an injury or disability that is the direct result of
other employment or an outside business will result in discipline, up to and including discharge.
An employee who suffers an injury or disability that is a direct result of other employment or
an outside business shall have the obligation to file a claim for such workers' compensation benefits
as may be available to �:henmm#a4H from !heirlris other employment or outside business. Upon receiving
workers' compensation benefits awarded to ( h uIl.nhirn pursuant to such claim, theirhe shall reimburse
the Village for sick leave while absent due to..Ll .. his compensable injury or disability, provided that
49
such reimbursement shall not exceed the amount of absence -from -work benefits received pursuant to
the irlwis workers' compensation claim.
11.10 Subcontracting -
(a) The Employer reserves the right to subcontract subject to requirements of applicable
law, rule, or regulation. In the event that the Village desires during the term of the Agreement to
subcontract any work currently performed by firefighters and firefighter/paramedics relating to fire
suppression, or emergency medical services, the Village shall notify the Union of its proposal in
writing. Upon request from the Union, the Village shall meet and negotiate in good faith with the
Union as to its proposal before taking any action to implement its proposal in accordance with its
duty to bargain as required under law and Article XIX of the Agreement.
(b) The parties agree that 65 ILCS 10-2.1-4, 6.3 (the "Act"), which governs the
circumstances relating to the appointment of certificated firefighters and the use of substitutes
became applicable to the Village on 6/1/2008 and 8/4/2011, respectively and includes the following
statement: "...a person who has not qualified for regular appointment under the provisions of this
[Act] shall not be used as a temporary or permanent substitute for classified members of a
municipality's fire department or for regular appointment as a classified member of a municipality's
fire department unless mutually agreed to by the employee's certified bargaining agent."
The parties further acknowledge that the Act may have an impact on the Employer's ability
to subcontract bargaining unit work.As of the effective date of this Collective Bargaining
Agreement, the parties do not agree as to the scope and impact of the Act as it relates to the
Employer's desire to subcontract bargaining unit work in accordance with paragraph (a) above.
In order to have the Collective Bargaining Agreement move forward without delay, the
parties agree that each side reserves its rights and may continue to assert, without prejudice, its view
of how the Act impacts any proposal to subcontract bargaining unit work in accordance with
paragraph (a) above. The subcontracting language set forth above shall not be construed as a waiver
50
by the Union of its rights under the Act nor shall it be construed in any manner as a "permissive
agreement" between the Union and Village authorized by the Act.
11.11 Station/Shift Change -The department's established practice is for the Fire Chief to
make station and shift assignments every three years, or as agreed upon by management and the
Union. Employees shall have the opportunity to express their preferences as to their shift and
station assignments. Members shall have a minimum of 30 days prior to the date the shift picks
occur to submit requests.
The department shall first consider shift assignments. Assignments shall be granted by
seniority, and for Lieutenants by seniority in rank, as often as possible. After shift assignments have
been determined, the Fire Chief shall notify employees and allow them to express their preferences
as to station assignments. Prior to initiating any station assignments, the Fire management shall
endeavor to grant the employee's first station assignment preference. However, the parties
acknowledge and recognize that other factors shall be considered in making station and shift
assignments. Such factors include but shall not be limited to, the following:
a) Legitimate operational concerns of management including the need for employees to
work in different stations as a vehicle for professional growth.
b) The employee's training and certification.
c) Realization of established goals and objectives of the department.
d) The seniority of the employee.
e) The value of maintaining cohesive work teams.
The parties further acknowledge that station and shift transfer shall not be made solely for punitive
reasons.
11.12 lmppsdewsutupu,up IIIIDt l pumurmmup.4...lLgin uv..;1 l�annd The I[;,urutll�ny :1:.. �gIl �,....:l o aIle uta;....aa
P opess on al D vappccp alndcouipasedof l wentHiousand Dollars s ja0,000) thep de fuy' opd. y
the costs _incurred...tb shffl coverap t:_so th ut.�aaIlpapaa�a.�s auu a� upapaant ➢oily parj. kips.= hi the fbHoww.umVg
Classes Whenppppcd to rainng.�nao ll
51
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j, ................................ k�aehos�rat re,ll..",aa uum a..➢.. of a o.u. ": o2�.H
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served" df basis a9a4�Il.b ndual*, _i nt r<st � nra enrr'4➢,�. f nrn.; lira c,V rssa s °a�Il?9uk re lls r �b ralnIlIl��Qfy QtiD...4 all .aQ; oJ.
preferred:tnrs�s.
....:...
ARTICLE XII
UNIFORMS, PROTECTIVE CLOTHING AND EQUIPMENT
52
12.1 Uniforms - Initial issue and new issue of protective clothing and equipment shall be
furnished to employees at Village's expense. Uniforms shall be worn in accordance with SOG 5101-
05/21 R. All protective clothing and equipment damaged, stolen, worn out or lost while in the
performance of duties shall be replaced at Village expense, as necessary. Initial issue and daily work
clothes shall be furnished to employees at Village expense. The Village shall issue the initial dress
uniform for new employees at the time of appointment. The Village shall provide each Firefighter
and Lieutenant an annual uniform allowance of $600 to be used for clothing orders coordinated
through the Village, this ahow tnco...wn Iba,..j.rncra asa,d trap j650.. for a call .ana9 rr {a ,mu itDiS anra9 toj %(VQ
.a .. M...,rntnlna�u�°u.,..�jr..2.026. Checks shall be issued annually by February 1st. All uniforn
funds shall be used only for items on the employee's clothing order form. A standard washing
machine and dryer shall be maintained at each Station to allow employees to maintain their work
uniforms.
19`._can ernployee t rmi.na6e s.crnp.l r.i=nj nab tivnhia.b.n sux (,. rno nti qs:. aal axes .p oftheir uniform
orr�amn
thflowana,e P.zl aan .p� v, th nmapull sg a ... hall avpmgulaaansa Iprra aJulli a as u papg>ratcd u:ua uaViady Irr.<asas flaau..dnm .
remaining.it�li...mmaon ms...mr1'..ghy....._fi. call....yearr:..
Twenty-four (24) hour shift personnel shall be issued initially and required to
maintain a minimum daily work uniform inventory at all times consisting of the
following:
I . 3 long sleeve work shirts
2. 3 short sleeve work shirts
3. 2 uniform badges
4. 3 pairs of work pants
5. 1 belt (black)
6. 4 regular tee shirts
7. 1 job shirt
8. 1 pair work boots/shoes
9. 3 pairs black or white socks
10. 1 baseball hat or watch cap
11. 1 jacket (waist length, multi-purpose)
12. Dress Shirt (white long sleeve)
13. Dress Blouse (with uniform badge, metal name tag with last name only and
metal collar insignia)
14. Dress Pants
15. Dress Hat (with approved band and badge)
53
16. Black Tie
17. Oxford Shoes (black)
18. Garrison Belt (black)
19. Dress Gloves (black)
20. Dress Socks
21. Top Coat
22. Workout socks
23. Tee shirt or sweatshirt
24. Wind pants
25. Gym shorts
12.2 Protective Clothing - All employees shall wear protective clothing and use equipment
appropriate for the hazards to which they are exposed. All employees shall properly maintain the
protective clothing and equipment that has been assigned to them and carried on the apparatus to
which IheY.hay.ehe has been assigned. A protective clothing washer shall be maintained at Fire
Station 13 to assist employees in maintaining their turnout coat and pants.
Each member assigned to fight structure fires shall be issued protective clothing and
equipment that complies with all applicable NFPA standards and local requirements at the time of
purchase. These items shall include:
• Helmet
• Boots
• Firefighting gloves
• Coat
• Pants with suspenders
• SCBA face piece (including prescription lenses if needed)
• Hood
• Non -firefighting gloves
• Safety goggles
• Earplugs
• Safety vest
No alterations shall be made to protective clothing without the approval of the Fire Chief.
Each employee operating within a perimeter designated as hazardous by the incident safety
officer/shift commander shall wear the rh�ns full protective clothing in the prescribed manner. The
incident safety officer/shift commander shall determine when and if it is safe to remove some or all
of the clothing.
54
Each member assigned to work in hazardous environments shall be issued a pair of non-
firefighting gloves. These Kevlar gloves offer good dexterity and protection from cuts but offer
no thermal protection. They do not comply with NFPA 1973 and shall not be used during
firefighting operations. In extreme cold conditions, an employee may provide rtll ch.alms own
gloves for warmth. These gloves may only be worn for warmth and must not be worn during
emergency incidents or drills.
55
ARTICLE XIII
DISCIPLINE AND DISCHARGE, INVESTIGATIONS
13.1 Discipline - The Employer may institute disciplinary action against any employee
consisting of the following penalties:
Oral Reprimand
Written Reprimand
Suspension
Discharge
It is understood that, (a) oral and written reprimands are not subject to the grievance arbitration
provisions of this contract; (b) the employer's institution of suspension or discharge is authorized by
65 ILCS 5110 2.1-17.
13.2 Investigations - The employer shall comply with the requirements of the Fireman's
Disciplinary Act 501LCS 745 and requirements of the Illinois Public Labor Relations Act regarding
union representation rights during investigations of alleged misconduct. Inadvertent errors by
employer with regard to this commitment shall not operate to relieve an employee from the
disciplinary consequences of tClnt^.u.444,Aer actions.
13.3 Discipline And Discharge - Disciplinary action given by or approved by the
Commissioners of Board of Police and Fire Commission shall be subject to the Grievance Procedure
of the Agreement at Step 5. Upon receipt of a notice of disciplinary action, the employee (with
approval of the Union) may elect to appeal a disciplinary action involving a suspension or dismissal
by filing a written grievance at Step 5 of the Grievance Procedure not later than 10 calendar days
from the date of the disciplinary action given by or approved by the Commissioners of Board of
Police and Fire Commission. The suspension or discharge shall be in effect while the grievance is
pending.
If a decision is made to have the appeal heard through the grievance and arbitration
procedure, the grievance shall be filed on the form attached as Appendix "H." Any such appeal shall
be signed by the Union President or fiwin�hi,,s designee and shall also contain a signed statement from
the affected employee waiving any and all rights ey#°e may have to any further appeal of the
discipline of the Board of Fire and Police Commissioners pursuant to the Administrative Review
Act or other legal recourse. Any disciplinary grievance filed without the required signed waiver
56
shall not be subject to arbitration and the arbitrator shall be without jurisdiction to consider or rule
upon it. If the arbitrator determines after hearing that the disciplinary action is not supported byjust
cause, the arbitrator shall have the authority to rescind or to modify the action and order that the
employee be made whole for any losses incurred as a result of wrongful disciplinary action. In the
event that the arbitrator rnodified the disciplinary action by awarding a suspension or a shorter
suspension, th yhe shall have the authority to award a payment of partial back pay that is consistent
with the length of any such reduced disciplinary action. The arbitrator shall be without authority to
award any back pay corresponding to any period of time where the Union or the employee sought
and received a continuance of the hearing.
13.4 Personnel File The Village agrees to abide by the lawful requirements of the "Access - ( Formatted: Underline
to Personnel Records Act," contained in 8201LCS 40/1. Request form for inspection is attached as
Appendix "D".
*-- -- _- _-� Formatted: Tab stops: 0.88 Left + Not at 1"
�lvwcnlnHn Prot duce hcV;rHpllcyafl'„agl� d�fltofifl9ythe Local „?flc fldcnting [formatted: Underline
$d`Il0, IlV7fl�l4`➢�S.i H ill. of iB.HH J t 444..n.p�ii i 0.fl action t4:D...a 4,U.21(t;4"ed� emplt�w��e;aL
57
ARTICLE XIV
ACCRUED LEAVE REIMBURSEMENT UPON RETIREMENT, RESIGNATION,
REDUCTION
Accrued Leave Reimbursement -
a. Vacation Time — Any unused accumulated vacation time may be cashed in at the
time of retirement or used to extend creditable service with the Fire Chief's approval. If an
employee has utilized vacation time prior to actually accumulating the vacation hours the
employee shall have.l1]e1i.i, wis sick leave time reduced by the number of hours of vacation
time the employee has previously utilized.
b. Personal Time - Unused Personal Time hours available at the time of retirement
shall automatically be converted to sick leave hours.
c. Time Due/Comp Time - Accumulated time due/comp time shall be utilized prior
to last actual date of work and remaining on the active payroll.
d. Sick Leave - Upon retirement, employees who meet the eligibility requirements
and have accumulated Sick Leave must participate in the P SA.R..e I ipe tnI.en. t...➢;;➢:. 1.11...S a.v.¢i ,s
( (IS) u� .pupa. In order to participate in the P,F � R1H S employees must meet the eligibility
requirements defined as an employee who retires with at least twenty (20) years of service
with the Village, and/or are at least fifty (50) years of age at retirement, or age 60 and 10
years of service.
Provided the employee is eligible to participate, the Village shall deposit up to seven
hundred twenty (720) hours of sick leave hours converted to a dollar value using the
employee's regular hourly rate of pay into the P1 S-A..][ )..p.�......_(htT fl uleluwFri..ri t�s.....ss
"'. u�UAW').ctG.... Urnad for the employee's use as defined by the regulations outlined by the .R I I S.-
ac.c o iJBITt'Hsl administrator. if the employee has accumulated sick leave hours above the 720
hours, but below the 1152 maximum number of sick leave hours, the Village shall deposit
into the employee's TrteA aAccount 50% of the value of the sick leave hours between 720
and 1152 calculated on the employee's regular hourly rate of pay.
If an employee leaves the Village's employment that does not meet the eligibility
requirements for converting their sick leave into the I'n ist ll21<; ]C:S. UCCIO.a. nt any accumulated sick
leave hours shall not be paid out at time of termination of employment for any reason.
58
ARTICLE XV
LABOR-MANAGEMENT MEETINGS
in the interest of efficient, effective operation and management and in the promotion of
harmonious employee relations, labor/management meetings are encouraged, and meetings shall be
as frequently as mutually agreed between the union representatives and the Fire Chief or .thOJrhl s
designee. Either party may provide a written agenda. Each party may invite representatives, not to
exceed three (3), to attend such meetings. Such meetings shall be limited to discussion on the
implementation and general administration of this agreement and/or sharing of general information
of interest to the parties.
It is understood that such meetings shall not be part of the Grievance Procedure. Specific
grievances being processed under the Grievance Procedure shall not be considered at
labor/management meetings, nor shall negotiations be carried on at such meetings unless both parties
specifically agree to do so.
If a labor/management meeting is scheduled during an employee's normal work day, the
employee shall be compensated for the time lost from the normal straight -time work day.
59
ARTICLE XVI
PROMOTIONS
Section 1— General
Promotion to the rank of Lieutenant shall be conducted in accordance with the provisions of the Fire
Department Promotional Act, effective August 4, 2003, 50 ILCS § 742 (herein after the "Act").
Except where expressly modified by the terms of this Article, the procedures for promotions shall be
made in accordance with the provisions of the Act.
Section 2 - Vacancies
This Article applies to promotions to vacancies in the rank of Lieutenant. A vacancy in such
positions shall be deemed to occur on the date upon which the position is vacated, and on that same
date, a vacancy shall occur in all ranks inferior to that rank, provided that the position or positions
continue to be funded and authorized by the corporate authorities. If a vacated position is not filled
due to a lack of funding or authorization and is subsequently reinstated, the final promotion list shall
be continued in effect until all positions vacated have been filled or for a period up to five (5) years
beginning from the date on which the position was vacated. In such event, the candidate or
candidates who would have otherwise been promoted when the vacancy originally occurred shall be
promoted, provided they are able to perform the duties in question.
Section 3 - Eli0bility
All promotions to Lieutenant shall be made from employees in the next lower rank who have
completed seven (7) years of service on or before the date the application is due and attained Illinois
OSFM Provisional/Certified Fire Officer 1 Certification or equivalent. Anniversaries of service,
which affect eligibility, will be considered to occur on the date the employee was hired by the Mount
Prospect Fire Department.
Section 4 - Notification
Potential candidates shall be notified of the process via department email and posting. A packet
containing all known information regarding the testing exercises, grading, and dates for such
exercises shall be included with the application. Any subjective component shall be identified to all
candidates prior to its application, be job-related, and be applied uniformly to all candidates.
Section 5 - Ratine Factors and Weiehts
All examinations shall be impartial and shall relate to those matters, which will test the candidate's
ability to discharge the duties of the position to be filled. The placement of employees on
promotional lists shall be based on the points achieved by the employee on promotional
examinations consisting of the following seven (7) components weighted as specified:
A. 10% Ascertained Merit
60
B. 15% Merit and Efficiency- Administration
C. 15% Merit and Efficiency- Union
D. 20% Simulator exam
E. 5% Seniority
F. 15% Written examination
G. 20% Assessment Center
All components of this Article shall be reviewed with all potential candidates, prior to administration
of this process. In addition, results of each component will be posted upon completion prior to
administering the next component.
Section 6 - Administration Order of Test Components
A. Ascertained Merit
Ascertained merit points shall be awarded based upon the "Ascertained Merit
Worksheet," attached as "Exhibit # 1:". The worksheet shall be published by the Fire
Administration at least one year prior to the date ascertained merit points are
awarded. All persons eligible to compete for promotion shall be given an equal
opportunity to obtain the ascertained merit points. Employees shall be entitled to be
awarded a maximum of one hundred (150) points from the points available on the
worksheet schedule.
B. Merit and Efficiency - Administration.
Individuals will be rated in the following areas using a forced matrix
Leadership, Teamwork, and Emergency Scene Performance. Each component score
will be factored as follows: Emergency Scene Performance (X .10), Leadership (X
.05), Teamwork (X .025) and Initiative (X .025) for a total of 15% of the overall
score. Initiative scoring will not use a forced matrix and will be rated on a scale of 0-
100. Seniority will not be a direct component of the merit and efficiency rating.
C. Merit and Efficiency -Union
Individuals will be rated in the following areas using a forced matrix:
61
Leadership, Teamwork, and Emergency Scene Performance. Each component score
will be factored as follows: Emergency Scene Performance (X.10), Leadership (X
.05), Teamwork (X.025) and Initiative (X .025) for a total of 15% of the overall
score. Initiative scoring will not use a forced matrix and will berated on a scale of 0-
100. Seniority will not be a direct component of the merit and efficiency rating.
D. Simulator exam
This exercise will be designed to evaluate the candidate's ability to function in the
role of Lieutenant in a simulated incident. These incidents may include scenarios
such as EMS, Haz-Mat, Fire Emergencies, Technical Rescue, Water/Ice Recovery,
WMT), or other potential situations a Lieutenant may encounter in the normal aspect
of the job. The Simulator test shall be evaluated and graded by a panel consisting of
2 Officers as selected by Fire Chief, and the person responsible for the practice
sessions.
E. Seniori
Seniority points will be calculated as follows: All seniority points will be based on
the date seven (7) days after the application date. The most senior individual (most
number of years with the Mount Prospect Fire Department) participating in the
Lieutenant Exam shall receive the maximum allowable points in this area, five (5).
The remaining candidates will receive seniority points based on a prorated formula as
follows:
For example, if the most senior person taking the exam has 30 years, this individual
would receive 5 points for seniority, and the least senior person taking the exam has
7 years, this individual would receive 1.16 points for seniority (7/30 X 5 = 1.16). All
remaining candidates will have their seniority points calculated in the same manner.
Final seniority points will be rounded to nearest one hundredth of a point.
F. Written Examinations
The subject matter of the written test shall test the capacity of the candidate to
discharge the duties of Lieutenant. The written test shall include both general and
local knowledge and shall be developed by an independent, outside agency. The
examination shall be based only on the contents of the specified written materials
that the BOFPC has identified and made available to potential candidates at least 60
days before the examination is administered. The test questions shall be reasonably
pertinent to the rank of Lieutenant.
G. Assessment Center
62
The Assessment Center shall be administered to al I qualified candidates a minimum
of sixty (60) days after the posting of the preliminary list. The Village shall use a
panel of qualified raters to conduct an assessment center. The assessment center may
include, but not limited, to the use of the following; as example:
1. Problem employee
2. Leaderless group
3. Structured oral interview
The Union shall be provided an opportunity for a representative be present to observe
the assessment center exercise. The Fire Chief will be notified by the union, in
writing, 7 -days prior to the Assessment Center date as to whether or not an observer
will be used.
H. Veteran's preference points
As required by law.
Section 7 - Scorine of components
Each component of the promotional test shall be scored on a scale of 100 points. The component
scores shall then be reduced by the weighting factor assigned to the component on the test and the
scores of all components shall be added to produce a total score of 100 points. Thereafter, the
candidates scoring an average of 70% of the maximum number of total points aggregate for al l six
(6) components prior to the assessment center will proceed to the assessment center. The grading
process shall allow a union representative to verify the math and ensure the final grade is the
accurate sum of scores after each component of the testing process is completed. The Fire Chief or
designee shall select a member covered by this Agreement.
Candidates shall then be ranked on the list in rank order based on the highest to the lowest points
scored on all components of the test. Such ranking shall constitute the preliminary promotional list.
A candidate on the preliminary promotion list who is eligible for a veteran's preference under the
laws and agreements applicable to the department may file a written application for that preference
within 10 days after the initial posting of the preliminary promotion list. The preference shall be
calculated as provided under Section 55 of the Act and added to the total score achieved by the
candidate on the test. The appointing authority shall then make adjustments to the rank order of the
preliminary promotion list based on any veteran's preferences awarded.
The final adjusted promotion list shall then be posted at all fire stations and copies provided to the
Union and all candidates.
63
Section 8 - Order of selection
Whenever a promotional rank is created or becomes vacant due to resignation, discharge, promotion,
death, or the granting of a disability or retirement pension, or any other cause, the appointing
authority shall appoint to that position the person with the highest ranking on the final eligibility list
for that rank, except that the appointing authority shall have the right to pass over that person and
appoint the next highest ranked person on the list if the appointing authority has reason to conclude
that the highest ranking person has demonstrated substantial shortcomings in work performance or
has engaged in misconduct affecting the person's ability to perform the duties of the promoted rank
since the posting of the promotion list. If the highest-ranking person is passed over, the appointing
authority shall document its reasons for its decision to select the next highest-ranking person on the
list. Unless the reasons for passing over the highest-ranking person are not remediable, no person
who is the highest-ranking person on the list at the time of the vacancy shall be passed over more
than once. Any dispute as to the selection of the first or second highest-ranking person shall be
subject to resolution in accordance with the grievance procedure in Article VII of this Agreement.
Section 9 - Maintenance of promotional lists
Final eligibility lists shall be effective for a period of three (3) years. The Employer shall take
reasonable, good faith steps to ensure that the Board of Police and Fire Commissioners maintain in
effect current eligibility lists so that promotional vacancies are filled not later than 90 days after the
occurrence of the vacancy.
Section 10 - Ri2ht to Review
A. Points awarded for each component of the test shall be posted immediately after the
scores are tabulated. Final review of each candidate's results shall be made available for
inspection within forty-five (45) days of the posting of the preliminary eligibility list.
Such review shall include the opportunity to inspect all documents utilized in assigning
the points awarded on each component of the exam.
B. Any affected employee who believes that an error has been made with respect to
eligibility to take an examination, examination result, placement or position on a
promotion list, or veteran's preference shall be entitled to a review of the matter by the
appointing authority. Any disputes as to such matters or the administration of the
examination consistent with the terms of this Article may be resolved and remedied by
tiling a grievance as provided by Article Vll of this Agreement or as provided by law.
Section 11 — Non -Wavier
Unless specifically provided in this Article, the Article shall not be construed as waiving
64
Sections 5, 10 (a) (b) (c) (d) and 65 of the Fire Department Promotion Act (FDPA).
Section 12 — Reopener
In the event that the Fire Department Promotional Act, effective August 4, 2003 (50 ILCS §
742) is amended during the term of this Agreement, either party by serving written notice on the
party of its demand to bargain shall be able to reopen this Article for the purpose of negotiating the
changes to be effective for the next promotional examination. In such event, the parties shall meet at
a mutually agreed time in order to negotiate in good faith as to the proposed changes. In the event
that no agreement is reached after sixty (60) days from the date of the notice or any mutually agreed
extension, either party may invoke interest arbitration and the dispute shall be determined based
upon the procedures and factors of § 14 of the iPLRA except that the arbitrator shall be selected
using the arbitration step of this Agreement's grievance procedure.
65
Exhibit A
Ascertained Merit Points
The candidate must provide the necessary certificates of completion and proof of committee/special
team participation in order to be awarded for points in the specific areas listed below:
Candidate Name
Teams/Certifications
Total
Available Points Points
Member of HazMat Team 4 Points per Year
Member of SCUBA Team 4 Points per Year
Member of TRT Team 4 Points per Year
Haz Mat Tech A 4 Points
Instructor 11 4 Points
Associate's Degree in Fire
Science 5 Points
Bachelor's Degree 5 Points
2 Points for every 10
College Credit credit hours
Total Points Page 1:
66
67
Total
Committee
Available Points Points
Public Education Instructor
2 Points per Year to
Pension Board Member
2 Points per Year
to
Wage/Labor Committee
Member
2 Points per Year
to
Union Exec. Board Member
2 Points per Year
to
Foreign Fire Tax Board
Member
2 Points per Year
to
Paramedic Preceptor
5 Points per Student
Secondary Paramedic
Preceptor
2 Points per Student
Equipment Committee
2 Points per Year to
Physical Fitness Committee
2 Points per Year
to
Safety Committee
2 Points per Year
to
Honor Guard/AFFI
2 Points per Year to
CADS/NWCS Liaison
2 Points per Year
to
SOG Committee
2 Points per Year
to
Apparatus Committee
2 Points per Year
to
EMS Committee
2 Points per Year
to
Clothing Committee
2 Points per Year to
67
Training Committee 2 Points per Year to.
Member of Recognized Fire
Dept 2 Points per N"ear to
Committee/Program
(Per committee/program)
Total Points of Page 2
Total Points of Page 1
Total Points
Total of 150 Points Maximum
Conversion Formula:
Total Points Awarded/Total Available Points X 15 = Number of Ascertained Merit Points,
rounded to the nearest one hundredth point.
Example:
80/150 = 0.53 X 15 = 8 Total Points
130/150 = 0.86 X 15 = 13 Total Points
68
ARTICLE XVII
SAVINGS CLAUSE
SavinEs Clause - In the event any Aarticle, ,S,section or portion of this Agreement shall be
held invalid and unenforceable by a board, agency or court of competentjurisdiction, or by reason of
any subsequently enacted legislation, such decision or legislation shall apply only to specific
rticle, &iection or portion thereof specifically specified in the board, agency, or court decision, or
subsequent litigation and the remaining parts or portions of this Agreement shall remain in full force
and effect. Upon request from either party, such provision shall be open for immediate
renegotiation.
ARTICLE XVIII
PRECEDENCE OF AGREEMENT VS. ORDINANCE
Precedence Of Agreement Vs. Ordinance — if there is a conflict between a specific
provision of this Agreement and a specific provision of a Village ordinance or a written rule,
regulation, directive, policy, or other procedure which may be in effect from time to time, the
specific provisions of this Agreement for its duration shall take precedence.
69
ARTICLE XIX
ENTIRE AGREEMENT
A. This Agreement constitutes the complete and entire agreement between the parties, and
concludes collective bargaining between the parties for its term as to any condition of
employment covered by the provisions of this Agreement, and both parties waive their right
to bargain for the term of this Agreement as to such conditions of employment. As to such
conditions of employment, this Agreement supersedes and cancels all prior precedence of
agreements, whether written or oral, unless expressly stated in this Agreement.
B. As to any terms or conditions of employment which constitute a mandatory subject of
bargaining or other terms or conditions which are permissive subjects of bargaining over
which the Union has either decisional and/or effects bargaining rights under the Illinois
Public Labor Relations Act (IPLRA), and which are not covered by a provision of this
Agreement, the Union shall retain such bargaining rights during the term of this Agreement.
If the Village desires to make a change in any such terms or conditions during the term of
this Agreement, it shall first provide the Union with written notice of the proposed change
and specify whether it believes such change to involve a mandatory or permissive subject of
bargaining. The Union's bargaining rights shall be implemented according to the following
procedure as to proposed changes that involve a mandatory subject of bargaining:
1. If the Union wishes to exercise its bargaining rights under the IPLRA as to the
decision and/or potential effects of the proposed change, it shall notify the Employer
in writing within seven (7) days of its receipt of the Village's notice. Bargaining as
to both the proposed decision and/or its potential effects shall commence within
seven (7) days of the Union's notice to the Village or at such other times as may be
mutually agreed by the parties. Such bargaining shall continue until agreement is
reached or for a period of thirty (30) calendar days from the date of the first
bargaining session, whichever event is sooner. The 30 day period shall be extended
if the Village fails to make its bargaining team available at reasonable times and
places during the 30 day period or if the parties mutually agree to a longer period.
2. If an impasse is reached and the subject of the proposed change is a matter which
involves a serious and imminent fiscal exigency, the Village may implement its
70
decision but only on an interim basis subject to the decision of an interest arbitrator.
Within seven (7) days of such act the Union may involve interest arbitration to
resolve the dispute. The arbitrator shall be selected in accordance with the
procedures of Article VII of this Agreement. In the alternative, the Union may
invoke expedited interest arbitration and, unless mutually agreed otherwise, a hearing
shall commence before the interest arbitrator, selected as set forth above, within
thirty (30) days and the arbitrator shall issue t11.eithk award in writing within fifteen
(15) days following close of the hearing; the full written decision may be issued
within thirty (30) days of the close of the bearing. In the event that the Village's
decision and action is submitted to interest arbitration or expedited interest
arbitration, the Village as the party moving to change the status quo shall have the
burden of persuasion and the Union's position in such arbitration hearing shall not be
prejudiced by the fact the Village acted unilaterally to implement the proposed
change. At the hearing the interest arbitrator shall treat the Village's interim action
as a Village proposal and shatl have authority to order the Village to prospectively
rescind or otherwise prospectively alter the disputed change. Any economic loss or
other damages incurred to members of the bargaining unit which the Union claims to
have resulted from the Village's interim implementation of its decision may be
remedied by the interest arbitrator. Either party shall have the right to introduce
evidence in interest arbitration relating to the actual experience under the Village's
implemented interim decision.
3. In the event that the Village's proposed change as to a mandatory subject of
bargaining does not involve a serious and imminent fiscal exigency, and the parties
reach impasse, the matter may be submitted to interest arbitration or expedited
arbitration by either party. However, the parties agree that in this instance the status
quo will be maintained pending the decision of the arbitrator.
C. As to any action not covered by a provision of this Agreement which is not a mandatory
subject of bargaining, but over which the Village is obligated to bargain as to the effects of
its decision under the IPLRA, the Union shall retain its right to effects bargaining and such
71
effects bargaining rights shall be implemented according to the procedure stated in B.2 and
B.3 above except that:
1. The Village's duty to bargain shall extend only to the effects of its decision.
2. The Village's decision may be implemented immediately and only the effects
of its implemented decision may be subject to further bargaining and/or to a
decision by an interest arbitrator as set forth in B.3 above. If such interest
arbitrator deems it appropriate, -1heyiie may prospectively alter or remedy the
effects of the implemented decision and make the Union and its members
whole for any losses resulting from the Village's action.
3. If the Village fails to notify the Union of a change that gives rise to npn facts
,And.effects bargaining rights, the Union's obligation to request bargaining
under the time frames established in paragraph B.I. of this Article does not
begin until the Union is notified of the change or until the Union, through the
use of reasonable diligence, could have obtained knowledge of the change.
D. In the event of a dispute between the Village and Union as to whether an item is a mandatory
or permissive subject of bargaining, the parties shall submit that disputed issue for
determination by a Declaratory Ruling pursuant to the rules of the Illinois State Labor
Relations Board (Section 1200.140). The parties agree to be preliminarily bound by the
Declaratory Ruling for purposes of determining mid-term bargaining obligations as set forth
in this Article, but such ruling shall not be binding on the parties or on an interest arbitration
panel in connection with the negotiation or arbitration of a Successor Agreement.
72
ARTICLE XX
DURATION AND TERMINATION
20.1 Duration - This Agreement shall be effective upon execution by the parties, unless a specific
effective date is otherwise specified, and shall remain in full force and effect until 11:59 p.m. on the
31" day of December, 20247. It shall be automatically renewed from year to year thereafter unless
either party notifies the other in writing at least 90 days prior to the expiration of the contract that it
desires to modify or amend this Agreement. In the event such written notice is given, the parties
agree to commence negotiations as soon as practicable, but no later than 30 days after such notice,
unless mutually agreed to meet at a different time.
In the event a full settlement as to the terms of a successor agreement is not reached, the
parties agree that they shall engage in mediation and that either party may, after participating in at
least one mediation, invoke interest arbitration as provided by the terms of the IPLRA § 14.
Notwithstanding any provisions of this xaArticle or Agreement to the contrary, this Agreement
shall remain in full force and effect after the expiration date, and until a new agreement is reached,
unless either party gives at least ten days written notice to the other party of its desire to terminate
this Agreement, provided such termination date shall not be before the anniversary date set forth in
the preceding paragraph, and provided further that such notice shall not be constituted as waiving the
Union's rights under of the IPLRA § 14.
20.2 Signature -IN WITNESS WHEREOF, the parties have executed this Agreement by their duly
authorized officers or representatives on this day of , 202f.5...
MOUNT PROSPECT FIREFIGHTERS VILLAGE OF MOUNT PROSPECT:
UNION LOCAL 4119:
By: By:
af,4,e,,� I'k(yMnh,, l 11�,olrn.)., Union President Paul Wm. Hoefert,.
Mayor
By: By:
73
I.At-, r Red&hS rly Ips rz L Zak, 11A ➢::...Counsel Karen ( Formatted: Left, Indent First line: 0.5'
Agoranos, Village Clerk
74
APPENDIX"A"
DUES DEDUCTION FORM
I hereby apply for membership in the Mount Prospect Firefighters Union, Local 4119,
I.A.F.F. AFL-CIO. I understand that by electing to join the Union I am covered bythe Membership
provision of the current labor Agreement between the Union and the Village of Mount Prospect.
I hereby authorize the Village of Mount Prospect to deduct from my pay each month the
uniform dues and remit said amounts to the Union.
I understand that this authorization cannot be canceled by me, unless I give written notice to
both the Village and the Union thirty (30) days prior to the desired effective date of the termination.
Print Name
Signature
Date
A - I
APPENDIX "B"
SALARY SCHEDULE
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LIEUTENANT I A..11,1A M E 1..)K' WAGE RATES
hfIeecive Jail uar)� C5 2422 - December 31 � 2422
Lieutenant Paraknethe Rafamedie, Off Itef Ads7 Fire, Pan sinethe
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l4ase Pay!
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............. $ ........... .. 4) x . ................ .. .. .... 5
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Eff.e...c tine... .. I a g.lar 1,...2026 December 31 2026
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... .. ... ... ....
I'M
l,lbFiLI'I'F',N N't' t"A.RAAI EI)dC WAGE RATES
.....................................................................................................................................................................................................................................
Le tAc:nam PanitrucdicOd'lnccr Incentive Adv, F^ rc Chliccn
.........................................................................................................................................................................................................................................................................................
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1:.0...be a ligib l'Ear "fiats (r ade...:level 4-Wages ., 8' lrelnghlerw� mUS1 hOVC 60411PWA,40 9 thLA u40W 41f#
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To be eligible for Top Grade level of wages, lieutenants must hold current state certifications for the
following:
• Incident Safety Officer
• Fire Officer 1, Company Officer or Equivalent
Fira.,inghter t&n,ra...an annr ntBy 1 �nlr..Grade pa,yfet hokfing e,eflk i e alio ns...fot krefnghter lll..y...I axerAo us
Matenak...Ofpi, aind.lire...Apfhinra&aia....I rit;ianeef:..ilnallyetauins g'0p-Grad0....10:ael
`l"ai anal°:t�:p:e....ltneef.ntly ..:l"=i'o:
$4;700 [tw0k n f;d_r0uglater..atap arial....l nie figDlre ! ai�aualaelie ;,step.
B-5
3, /i➢il be w— cats Lieutenant Mop ..and ....l YjeLit
et�narub/i tro�ru��a@ic step.
Paramedic,..inctantive pay,shan he eonsuda,wd....wkallgty...4orpeffaski npurpo se,
l'irckrglitei i Gffea�aedu� , rriuA ewrcit WALA five years of:..seiviee...:befor beL"114ig ekgible...::ior dir sixth
p (Top..61-ade), 11owe iii fthec , ay vee live Elie Parame'die Sp c i it&:y...ixe entiv e...pay-apkmi...paii nrie-die
vertiil= e;xa&-iaaai.
Lieutenant Differential Pay:
fauiiteiraiv& tliii4,..iriain4aiia...gyre. piiriaffledieeeitilievitiirii-hEdllre;eligible ...tiirthaf.;u
Base ....pii.:& ....liiRa
ii, R-Utiv.e;....1 aiuiar.Hg....:t, ;aWK.,...:l.ieuterfflMs that ...m airataa:i:iff...RK Ofg::ie4 r g.y..raml/or....Adi+iamTd Fuie ttg fiee:r
eeill ieaoon Attl.l....be eligiHe i&...tom. 6i ,ye...pay Raffle,
Lieutenants/l"arai�ealic that maintain l" o wnedk and na Fire Officer 1 anal/or Advanced Fire Officer
certifications shall be eligible for Lieutenant/Paramedic/Advance Fire Officer Base Pay Rate.
Paramedic License (State Required):
The Village will reimburse employees upon receipt of payment verification and a copy of the
paramedic license in an amount not to exceed $40 per 4 year license. The reimbursement shall be
added to the next available regular payroll or not later than 30 days beyond the date of the receipt of
the documentation.
ISM
APPENDIX"C"
DRUGS AND ALCOHOL
Section] General Policy Rezardint, Druts and Alcohol. Behavior involving illegal drugs and the
abuse of alcohol and legal drugs by members of the Mount Prospect Fire Department present
unacceptable risks to the safety and well-being of other employees and the public, invite accidents
and injuries, and reduce productivity. In addition, such use and abuse violate the reasonable
expectations of the public that the Village employees who serve and protect therm obey the law and
be fit and free from the adverse effects of drug and alcohol use.
In the interests of employing persons who are fully fit and capable of performing their jobs,
and for the safety and well-being of employees and residents, the parties hereby establish a screening
program implementing the stated policy regarding drug and alcohol use by employees. Contained
herein is the policy and program of the Village of Mount Prospect and the Mount Prospect Fire
Department, as specifically applied to members of the Village of Mount Prospect Fire Department.
The Fire Department has the responsibility to provide a safe work environment as well as a
paramount interest in protecting the public by ensuring its employees are physically and emotionally
fit to perform their jobs at all times. For these reasons, the abuse of prescribed drugs, the abuse of
alcohol or the use, possession, sale or transfer of illegal drugs, cannabis or non -prescribed controlled
substances by Department members is strictly prohibited on or off duty. Violation of these policies
will result in disciplinary action up to and including discharge.
Section 2 Definitions.
A. "Drugs" shall mean any controlled substance listed in 720 ILCS 570 et seq., known
as the Illinois Controlled Substances Act, for which the person tested does not submit
a valid pre -dated prescription. Thus, the term "drugs" includes both abused
prescription medications and illegal drugs of abuse. In addition, it includes "designer
drugs" which may not be listed in the Controlled Substances Act but which have
adverse effects on perception, judgment, memory or coordination. A listing of drugs
covered by this Policy includes, but is not limited to:
Opium Methaqualone Psilocybin-Psilocyn
Morphine Tranquilizers MDA
Codeine Cocaine PCP
C-1
Heroin Amphetamines Chloral Hydrate
Meperidine Phenmetrazine Methylphenidate
Marijuana LSD Hash
Barbiturates Mescaline Methadone
Glutethimide Steroids Vicodin
Hash Oil Ecstasy
B. "Impairment" due to drugs or alcohol shall mean a condition in which the employee
is unable to properly perform his/ir f1heir duties due to the effects of a drug in
Lbody. Where impairment exists (or is presumed), incapacity for duty
shall be presumed. "Impairment" due to alcohol shall be presumed when a blood
alcohol content of .04 or more is measured.
C. "Positive Test Results" shall mean a positive result on both a confirming test and an
initial screening test. tf the initial test is positive, but the confirming test is negative,
the test results will be deemed negative and no action will be taken. A positive
confirming test result is one where the specimen tested contained alcohol, drug or
drug metabolite concentrations at or above the concentration specified in Section
5.A.7.
D. The term "drug abuse" includes the use of any controlled substance which has not
been legally prescribed and/or dispensed, or the abuse of a legally prescribed drug
which results in impairment while on duty.
Section 3. Prohibitions. Firefighters shall be prohibited from:
A. Consuming or possessing alcohol or illegal drugs at any time during the work day on
any of the Employer's premises or job sites, including all of the Employer's
buildings, properties, vehicles and the employee's personal vehicle while engaged in
the business of the Employer.
B. Using, selling, purchasing or delivering any illegal drug during the work day or when
off duty.
C. Being impaired or under the influence due to alcohol during the course of the work
day.
D. Failing to report to their supervisor any known adverse side effects of medication or
C-2
prescription drugs which they are taking.
E. The use of alcohol within four hours of reporting to duty.
Violations of these prohibitions shall result in disciplinary action up to and including
discharge.
Section 4. Administration of Tests.
A. Informing Employees Regarding Policy. New employees will be supplied with a
copy of this Policy on Drug and Alcohol Screening as part of the new employee
orientation. However, it is the responsibility of all members of the Fire Department
to be aware of, and adhere to, this policy and rules and procedures contained herein.
B. Reasonable Suspicion. Where the Village has reasonable suspicion of drug use or
alcohol abuse, a test may be ordered and the employee may be required to report for
testing. Reasonable suspicion exists if the facts and circumstances warrant rational
inferences that a person is using and/or is physically or mentally impaired due to
being under the influence of alcohol or illegal drugs. Reasonable suspicion will be
based upon the following:
(1) Observable phenomena, such as direct observation of use and/or the physical
symptoms of impairment resulting from using or being under the influence of
alcohol or controlled drugs; or
(2) Information provided by an identifiable third party which is independently
investigated by the Fire Chief or,th.ei rh.ns designee to determine the reliability
or validity of the allegation.
C. Accidents/Injuries. When a member is involved in an on-the-job accident or injury, a
supervisor shall conduct a preliminary investigation promptly and, as part of the
investigation, shall evaluate the member's appearance and behavior. Drug and
alcohol testing may be required where there is reasonable suspicion that an error or
mistake due to drug or alcohol use by the employee caused the accident or injury or
where there is reasonable suspicion that an employee's alcohol or drug use may have
contributed to the incident.
D. Performance. When a member is observed to be behaving in a manner causing
C-3
reasonable suspicion of drug and/or alcohol use, the supervisor may require a drug
and alcohol test. Whenever feasible, the impaired behavior should be observed and
corroborated by another supervisory member.
E. Arrest or Indictment. When a member has been arrested or indicted for conduct
involving alcohol abuse and/or illegal drug related activity on or off duty, the Fire
Chief may require dnig/alcohol screening. The Fire Chief may also or instead of a
drug/alcohol screening, make a mandatory referral for an evaluation of the existence
of a substance abuse problem. If the certified substance abuse professional or other
licensed physician or psychologist acceptable to the Village and to the Union
indicates that a treatment program is recommended, that treatment program will be
viewed as mandatory in accordance with the existing language in the drug/alcohol
policy. If the evaluation indicates a treatment program is not necessary, the
treatment program would not be mandatory.
F. Status of Employee Following Order For Testing. When testing is ordered, the
employee will be removed from duty and placed on leave with pay pending the
receipt of results.
G. There shall be no across-the-board or random testing of employees except as
specifically provided for by Section 8 of this Article, or as otherwise mutually agreed
in writing by the parties.
Section 5 Testing Procedures. The test procedures outlined in this Section shall conform with the
NIDA Standards (National Institute on Drug Abuse) of the Federal Guidelines issued by the
forth in Title 48 of the C.F.R. effective 12-1-89. A copy of such procedures shall be
provided to the Union and employees upon request.
The Fire Chief shall ensure that the Department testing procedures established for the
collection of urine and blood specimens conform to such regulations and the testing of such
specimen is carried out at a designated NIDA -certified laboratory.
A. General Procedures:
C-4
Employees covered by a collective bargaining agreement are entitled to union representation;
a union representative shall accompany the employee to the collection site, provided such
representative is available and that securing such representative does not impede the process.
Collection Sites Collection services will be provided at a NIDA -certified lab.
For services needed when a NIDA lab is not open, collection services will be provided at a
NIDA -certified laboratory to be mutually agreed upon.
B. Chain -of -Custody: In all cases, strict chain -of -custody procedures will be followed:
1. Immediately after the specimen is obtained, the client and the doctor or nurse will
initial the confidence seal on the urine specimen.
2. Both parties will sign the laboratory chain -of -custody form, including the date and
time.
3. Labeled specimens will be placed in a locked refrigerator or laboratory container
located in the clinic. The NIDA lab staff member will sign and date the NIDA lab
log.
4. Lab courier will pick up specimens twice per weekday and once per weekend.
Courier and NIDA lab staff will sign the chain -of -custody form.
5. Specimens will be transported directly to the designated NIDA -certified laboratory
where they will be processed in a separate drug testing area accessible only to
authorized personnel.
6. Once in the lab, all personnel who handle the specimen must sign and date the
chain -of -custody form.
C. Scheduling:
1. "For cause/fitness for duty" and other non -routine collection of specimens for
testing will not require an appointment, but the individual must be accompanied by a
supervisor, who will present identification. Inmost cases, a N IDA -certified lab will
be notified by phone of a collection request "on the way".
2. Routine collection of specimens for testing will be done by appointment at least 24
hours in advance.
3. When collection is done at the Emergency Room, the Village will notify a NIDA -
C -5
certified lab on the next business day. At the hospital, the supervisor will present
identification and notice that this is a NIDA -client.
D. Results - Results will be forwarded by mail to the Director of Human Resources in a confidential
envelope. Generally, this means within 24-72 hours of specimen pick-up by the lab.
Results will not be released by phone when the call is initiated by someone outside
NIDA or the testing lab. The Director of Human Resources may request that NIDA
release the results by phone or in person only tohh.en.i.hu now, -v.
Written results are the property of the Village of Mount Prospect and will not be
released by NIDA or the laboratory to an employee/applicant without proper
authorization from the Village.
E. Collection Procedure
1. Client identity will be verified by driver's license or by the supervisor in the absence
of a picture I.D. Verification will be done by doctor or nurse.
2. Drug history/drug disclosure form will be completed by the client, and reviewed by
the doctor or nurse.
3. Consent form will be signed by client and witnessed.
4. The specimen will be obtained as follows:
- At the NIDA certified lab site, the collection will be unwitnessed: the client will
be fully unclothed, dressed in a hospital gown, wash ffieit-k,k/hew hands thoroughly,
including under and around the fingernails; and accompanied to the bathroom door.
The client will void in a bathroom with colored toilet water, taps shut oft, and
devoid of soap or other materials which would be used to adulterate the specimen.
- At the Emergency Room site, if the specially -equipped bathroom is not available,
the test will be witnessed. A doctor and/or nurse will accompany the client to the
bathroom and will be physically present when the specimen is produced. Blood
alcohol specimen will be obtained by a nurse.
5. Blood alcohol specimen will be labeled with name, test date, time, and will be
initialed by the nurse or doctor and the client.
6. Urine specimen will be sealed in full view of the client and the confidence seal
C-6
placed over the top of the bottle.
7. The chain -of -custody process will be initiated, and specimens will be given an I.D.
number. The specimen will be labeled with that number, as is the chain -of -custody
form.
8. Copies of the chain -of -custody form will be sealed in a tamper -proof custody
envelope with the specimen. The envelope will be locked up in a metal box or
locked refrigerator.
9. "For cause" testing will also include a medical history and physical exam to gather
an understanding of any physical conditions, known or unknown of a client as well
as to provide a third party observation and assessment of the individual.
10. In connection with its testing program the Village shall engage the services of a
medical expert experienced in drug testing to design an appropriate questionnaire
to be filled out by any employee being tested to provide information of food or
medicine or other substance eaten or taken by or administered to the employee
which may affect the test results and to interview the employee in the event of
positive test results to determine if there is any innocent explanation for the
positive reading.
F. Laboratory Process
A NIDA -certified laboratory will be utilized for all drug/alcohol screening
processing. The laboratory will:
1. Use 7 drug panel of: amphetamines, barbiturates, benzodiazepines,
cocaine, cannabinoids (THC), opiates and phencyclidine, unless the specific
situation requires testing for another specific substance(s), plus alcohol
(ethyl).
2. Use the EMIT procedure as the initial screen, utilizing cutoff levels as
follows:
Marijuana metabolites 100 ng/ml
Cocaine metabolite 300 ng/inhl, ..d,
Benzoylecgonine
Opiate metabolite 300 ng/ml
C-7
Amphetamines
1000 ng/ml
Phencyclidine
25 ng/in4i n.l.
Barbiturates
300 ng/ml
Benzodiazepines
300 ng/ml
3. Use Gas Chromatography/Mass Spectroscopy (GC/MS) as the
confirmatory method, utilizing cutoff levels as follows:
Marijuana metabolites
15 ng/ml
(Delta -9 -THC Carboxylic)
Cocaine metabolite
150 ng/ml
(Benzoylecgonine)
Opiate metabolites:
Morphine
300 ng/ml
Codiene
300 ng/ml
Amphetamines
500 ng/ml
Amphetamine or Metbampbetamine
Phencydidinc
25ng/nih..d.,
Barbiturates
200ng/m(
Benzodiazepines
50ng/ml
4. Freeze and retain all positive specimens for at least twelve (12) months after
testing
5. Use for alcohol (ethyl) a blood alcohol content level of .05 grams per 100
cubic centimeters.
G. Independent Testing
When an employee has been tested pursuant to the rules established herein and there are
confirmed positive results, the employee may request that a portion of the original
specimen be submitted for an independent test.
The employee shall be notified of h6/hefthe..pp• right to do so and request and complete the
independent test within ten (10) days of notice. The independent test shall be at the
employee's expense, shall use equivalent testing and chain -of -custody process used by the
Village. If such independent test yields a negative test result, the Village will consider those
results in its determination of further action.
H. Confidentiality of Test Results
C-8
The results of drug and alcohol tests will be disclosed to the person tested, the Fire
Chief, the Director of Human Resources, and such other officials as may be designated by
the Village Manager on a need -to -know basis consistent with the other provisions of this
Agreement, including treatment needs, diagnosis, use of the Employee Assistance Program
and investigation of disciplinary action. Test results will be disclosed to the designated
representative of the Union upon request. Test results will not be disclosed externally except
where the person tested consents or disclosure is permitted by law. Any member whose
drug/alcohol screen is confirmed positive, shall have an opportunity at the appropriate stage
of the disciplinary process to refute said results. A breach of confidentiality shall be
considered a serious act of misconduct and the Union may grieve and remedy violations
through the grievance procedure. Nothing in this provision shall be construed as waiving the
Union's statutory right to obtain information that may be relevant to collective bargaining or
the administration of grievances.
Section 6 Voluntary Request For Assistance
Employees are encouraged to voluntarily seek treatment, counseling and/or other support and
assistance for an alcohol or drug related problem. If such voluntary assistance is sought by the
employee before the employee commits rule violations connected with drug/alcobol abuse, and/or
before the employee is subjected to for cause testing under this policy, there shall be no adverse
employment action taken against an employee who voluntarily seeks assistance. When voluntary
assistance is requested under this policy, the employee may use the Village's Employee Assistance
Program to obtain referrals, treatment, counseling and other support and all such requests shall be
treated as confidential pursuant to the Village's normal procedures in the operation of its Employee
Assistance Program.
Section 7 Specific Responsibilities
A. The Fire Chief or t.1iei hk A wi designee will:
1. Identify those members where a drug/alcohol screen is required and inform the
C-9
Director of Human Resources of said status.
2. When necessary, initiate a preliminary investigation to determine the validity of a
member's admission that lUv Y.he/sine rr. ffs presently taking prescribed drugs.
a. If the preliminary investigation reveals that the drugs have been legally
prescribed and are being consumed according to prescription directions,
no further investigation will ensue.
B. Command level personnel or the Fire Chief shall ensure that members have been
properly notified of the date and time of a drug/alcohol screen and that notification
has been properly documented.
C. The member subject to a drug/alcohol screen will:
1. Report on a date and time determined by the Department.
2. Furnish documentation relating to the use of any prescribed drugs, i.e.
prescription bottle with prescription number, prescribing physician's
statement, etc.
3. Answer all pre -medical examination questions including the use of any/all
prescribed drugs and the name(s) of any prescribed drugs and the name(s)
of any prescribing physician(s).
4. Cooperate in the completion of all phases of the drug/alcobol screen in
accordance with the instructions of the examining physician or hii4wi-t, 6.n.
designee.
5. Have in #nn lneaahcil.. possession lane/h rl h cir departmental identification
card.
D. Any employee who is taking prescription medication that could affect perception,
judgment, memory, coordination or other necessary ability to perform one's duties shall
report such fact and the nature of the illness or condition requiring the medication to
hinAierlhei.r supervisor. Such information will be treated on a confidential basis.
Section 8 Disciplinary Action For Confirmed Positive Test Results.
A. First Positive. The first confirmed positive test result will be cause for disciplinary action
up to and including a five duty day disciplinary suspension. The employee must agree to the
C-10
following conditions: (1) the employee will be mandatorily referred to the Village's Employee
Assistance Program for evaluation, diagnosis and development of a treatment plan consistent with
generally accepted standards; and (2) the employee will be required to cooperate in the treatment
plan, undergo unannounced periodic drug and/or alcohol screening for a period of up to 12 months,
successfully complete the prescribed treatment, remain free of drug and alcohol use, and sign an
agreement consenting to said conditions. Failure to comply with these conditions of continued
employment shall be cause for discharge.
B. Second Positive - During Treatment If an employee has a first confirmed positive test
under the previous Paragraph A and enters a treatment program, and thereafter that employee has a
subsequent confirmed positive test result while the employee is in treatment, as a result of
unannounced periodic drug and/or alcohol screening, the employee shall receive a 30 shift day
disciplinary suspension and shall be required to continue in treatment and comply with the other
conditions of treatment set forth in the preceding paragraph, which 30 shift day disciplinary
suspension shall be final and binding on the Union and the employee and shall not be subject to the
grievance procedure. Any confirmed positive test thereafter, either periodic, unannounced or
reasonable suspicion, shall result in the employee's discharge, which shall be final and binding on
the Union and the employee and the penalty shall not be subject to the grievance procedure of the
collective bargaining agreement.
C. Second Positive - Reasonable Suspicion. An employee who has a first confirmed positive
test under Paragraph A of this Section S and who subsequently has a confirmed positive test under
the reasonable suspicion standard shall be discharged, which discharge shall be final and binding on
the Union and the employee and the penalty shall not be subject to the grievance procedure in the
collective bargaining agreement.
D. Employment Status. There is no requirement on the part of the Village to keep an
employee on active employment status who is receiving treatment under this Section if it is
appropriately determined (i.e., determination by an independent physician and/or appropriately
certified medical and/or psychological professional) that the employee's current use of alcohol or
drugs prevents such individual from performing flne.irhis duties or whose continuance on active status
would constitute a direct threat to the property and safety of others. Such employee shall be afforded
the opportunity to use accumulated paid leave or take an unpaid leave pending treatment.
C-11
EXHIBIT "A"
ORDER TO SUBMIT TO DRUG AND ALCOHOL TESTING
Pursuant to its Substance Abuse/Testing Policy, the Village of Mount Prospect has determined that you are to
be tested for the presence of drugs or alcohol for the following reasons:
Date of this Order:
Date Test is to be administered
You are permitted to consult with a representative designated by the Union and to have that representative
present at the time the test is given, provided that such consultation does not result in undue delay of the test.
A refusal to submit to this test may subject you to discipline.
Taking this test shall not be construed as a waiver of any objection or rights that you may have.
During the period of this testing, you will be removed from duty and placed on leave with pay pending the
receipt of results.
You are permitted to have a blood sample taken and retained for testing should the initial test prove positive.
Do you wish to have blood drawn for this purpose? Initial one (1) of the following:
Yes No
May the test results be disclosed to the Union? Initial one of the following:
Yes No
Signature of Employee/Date Signature of Village Officials)/Date
Union Signature(s)/Date
C-12
APPENDIX "D"
VILLAGE OF MOUNT PROSPECT Formatted: Font: Bold
REQUEST TO INSPECT/COPY PERSONNEL FILE
Date of Request:
wish to:
(print name of employee)
inspect
(check all that apply)
copy
records in my personnel file.
Copies of records may be made at a duplicating cost of $O. per page.
Signature of Employee
You were granted access to your records
Additional time will be required to grant this request. You may inspect/copy
your personnel file on:
This inspection/copy request is denied because two prior requests during this
calendar year have already been granted to you.
Signature of Personnel Record Keeper
Date:
D-1
APPENDIX "E"
TRADE DAY FORM
MOUNT PROSPECT FIRE DEPARTMENT - REQUEST TO TRADE DAYS
Name
regular tour of duty on
Day of Week
Name of Proposed Replacement
Asks permission to be absent from hi 4erlhe ir
Date
will be my replacement on the above date. Ili,,iS,'$;py .y_ar. capable of performing the duties assigned
to me. I understand that if my replacement does not appear for the traded tour of duty, I will
be docked pay for the missed time, including any overtime expense for any required hireback.
This trade will be repaid on:
Day of week Date
Requester's Signature Replacement's Signature
Company Officer's Signature Company Officer's Signature
Battalion Chief's Signature Battalion Chief s Signature
Trade denied by: Reason for denial:
GUIDELINES:
• Trade days that cause a hire back or any member to be paid acting officer pay will be denied or canceled.
• The Employee who is requesting the trade day may only trade shifts with an employee of the same rank and job description,
and who is capable of doing the same job requirements. Trades of time off days within the 28 day cycle should be approved
between ranks and job descriptions, providing they do not cause potential hirebacks or acting pay. Trades of vacation days
across the 28 day cycles should also not create a problem, but this must be within original vacation pick parameters and at
the discretion of the Battalion Chief. If the trade has the potential of a hireback or acting pay, the Battalion Chief has the
authority to deny the trade.
• The clerical responsibility of the "Trade Day Agreement' shall be that of the trade day requester. The requester shall be sure
the proper form is completed and it properly logged by a Battalion Chicf. before the day of the bade.
• The employee who is provided relief on the day of the trade has the responsibility to ensure that whom he,1.4teflicy traded with
will show up. If for any reason the fill-in does not completeAwt.d.re..jr; requirements, the employee assigned to that shift
shall be docked that pay for being absent.
• All trade days between two members shall be completed within the same Mount Prospect Fire Department shift calendar year
unless the trade is initiated within the last three months of the calendar year (Oct 1 -Dec 31), if so the Wade may be paid back
within the first three months (Jan I -Mar 31) of the new calendar year. Any change to the original "Trade Day Agreement"
shall take the form of a memo and follow the proper chain of command.
• No three way trade days shall be allowed except for extenuating circumstances approved by the Fire Chief or designee t"LRe t
2.4 w w by a630 hnrae . f a ea& ea i4the affected trade day.
E-1
• The Mount Prospect Fire Department shall not bear the responsibility for any trade days that are not honored, such as: due to
an injury where a firefighter cannot complete 1.11 6rMi part of the trade day agreement.
FAILURE TO PROVIDE RELIEF AFTER AGREEING TO WORK FOR ANOTHER EMPLOYEE MAY
RESULT IN THE LOSS OF THE OFFENDING EMPLOYEE'S TRADE DAY PRIVILEGES.
E-2
APPENDIX "F"
FIRE DEPARTMENT GRIEVANCE FORM
Grievance information (to be filled out by employee)
W
All formal Grievances shall be filled not later than 28 calendar days from the date of the first
occurrence of the matter giving rise to the Grievance.
Employee Name
DUTY ASSIGNMENT: Station #
Badge # Rank
Shift
1 submit the following Grievance which occurred or became known to me on:
As a violation of Agreement provisi
The facts pertaining to said Grievance are as follows:
I suggest the following correction (s) be made
Employee Signature
F-1
Date
lute
GRIEVANCE PROCEDURE STEPS
Step 1: Supervisor
Step 1 shall be initiated when the employee notifies their supervisor of a Grievance using this
Grievance form.
Notification Date:
Supervisor Signature:
The supervisor shall meet with the employee within seven calendar days of the Notification
Date.
Meeting Date: Union notified of meeting date: Yes No
Result: Resolved, Unresolved, No Response, or No Meeting held
Comments:
Step 2: Grievance Committee
Step 2 shall be initiated when the employee presents the Union President or Vice President with
their Grievance Form for appeal to the Grievance Committee.
Notification Date:
The Grievance Committee shall have 14 calendar days to determine if the Grievance should be
processed further.
Grievance Committee recommends the Grievance proceed to the next step Yes No
If yes: Firefighter Grievances shall proceed to Step 3. Lieutenant Grievances shall
proceed to Step 4.
Grievance Committee Signature:
Date:
Comments:
F-2
Sten 3: Battalion Chief
Step 3 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Battalion Chief.
Notification Date:
Battalion Chief's Signature:
Battalion Chief shall meet with the employee and/or Grievance Committee Representative with
seven calendar days of the Notification Date.
Meeting date:
Grievance Committee Representative present: Yes No
After the meeting, the Grievance Committee shall have seven calendar days to decide if the wish
to appeal the Grievance to the Fire Chief and proceed to Step 4. During the seven day time
frame, the Battalion Chief shall attempt to resolve the Grievance.
Result: _Resolved _Unresolved No Response No Meeting Held
Comments:
Grievance Committee Signature:
F-3
dated:
Step 4: Fire Chief
Step 4 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Fire Chief.
Notification Date:
Fire Chief Signature:
Dated:
The Fire Chief may meet with the employee and Grievance Committee Representative, but shall
reply to the Grievance in writing within 7 calendar days of Notification Date.
Date Reply Received:
After receipt of the Fire Chief's written reply, the Grievance Committee shall have 14 calendar
days to decide if they wish to appeal the Grievance to the Village Manager and proceed to Step
5.
Result: _Resolved, or Unresolved
Comments:
Grievance Committee Signature:
F-4
Date:
Sten 5: Village Manaeer
Step 5 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Village Manager, or kClfl�p 1wk, designee.
Notification
Village Manager's Signature:
Date:
The Village Manager, or lheirhns designee, shall investigate the facts and circumstances as
aht.yhe deemi necessary and shall reply to the Grievance in writing within 21 calendar days of
the Notification Date.
Date Reply Received:
After receipt of the Village Manager's written reply, the Grievance Committee shall have 15
business days to if they wish to submit the Grievance to arbitration and proceed to Step 6.
Result: _Resolved, or Unresolved
Comments:
Grievance Committee Signature:
Sten 6: Arbitration
dated:
Step 6 shall be initiated when the Grievance Committee notifies the Village Manager, in writing,
of their intention to submit the Grievance to arbitration.
Notification
Village Manager's Signature:
Grievance Committee Signature:
Arbitrator selected (name):
Arbitrator's Ruling:
F-5
Date:
Date:
APPENDIX"G"
GMAX14MUM Hgh:A1,141 ANT) lKDF(,'ANF,FN AN—CTG
......... .Pie vii aage an kta rrnna rnta'urra rrnrr 'fW.1....fierree.and t 44eel, km the 411 �1 k1a1�...A na a uanerrn4, a 1ne�ahh
...... ..,he V4kge...,4nan41...vtaan4rrnrruut,....to el akt health arras unaaflc✓ 13, nefiis, ssva 4able....1, a 441...rt4rryne
1eae4rrg4akersn ,u.44k1tana, Vu44age e. etve,�-kherwglwttoe arwgegretm
heu g44n a n 4 iIl s�ufafl&e e+wer t.Ae. s ltm',za..aa w ea- va eo aa�'L
�¢ n4nu4 4 '4 rrna �'k 41r ,rrg rrnarru »4 klr�a A e,anu ' n¢. 4nelu ed in might
44a-nanaannn4�°s:&llIl"@ tW' 1➢kEn$�n4#U11 C, w;4Yti$- 6-�n�kv6Il: &&7Ynk"ffn4, ll: nU:*. !•sn'Vn u s FE•.;WiW $��..:IlH x&nFR ll4rk,"-i4Wi•"�ffit4ia�ngu•.*
effr nems ..f4aanka onand .{bteii , benefits �n���� •�rR���karrxu��<.rr�ll�4��,.
�4�n�lla:nrr ...:4�u�Il nIln� kll'u�-��,u �rr a�:4�..k9�� i�� m�;�^rrgueu�k-��uuls4e�����, ��nrr�..�4et 4 a�4�� uuuke �a��✓e n nu��....a�n�, a�1�..k4��
1ne.ft4't'4n fAa—fn" offered by tileperiah4 e0ablis4ied....by...tile VrRa gee
......... .4'Ile aannnt iffIl4 Of rarrnff w(Hik4u4y nrnedl al drr"a ftnraucnee...frrenrrauua.n...t-v n&ud4'roulr om
alrruurrrrnk+..the term Agaaeerruaemn&...shaa.44 ilet..exaeana:4...the ai n(mi nk e k4Ile, appfitable morrnk4n4,F initinnrrannn:e
1ft,rrrraiuml...required ...to1 tak4at;n-..:rre,gan4aaa...:uau14-annW naufa--nepfetiscnn4ed...:Village ...tnrrrrn4loag s:
......... :,..ant 4a enan Oto ee ...:aa4otorra beeearrrrnaang eligible 4"aorr....the above e.. ekwe mnage> sfk a144 neeeuwte a....jff 4fi y.....arrat4
t1 .ta4kak e l4enaatkee c1e:,tnuloaffn k.he..:hCAJ.k.h uv, aas rrn ...:beffwf-4s-Ilam4 th'a...:r"aOee 4aukes rev ukilr4q &4rremtt
k4ffrrIl4ola t: 'are(-,+an4:naibuiltrrra...towana4, 4.4ae...nnns�anndrnte 1a nefikw ffkWgiaryl ,1,a11...I las, fielt)wouuy'
G-1
G-2
......... .... . .
ESN"eti ve jff"�ffry..l 2022- .. ?,W,, . �. 4Y11 i w .. i ..bv.IIWHi U .. p .. f . # .. tvx Fates-6doww
.................................... I ..................................................................................... ......................................................
.......................................
i.!J.. . . . ... .. . . . . . . .. ... ......... .. . ...... .. .... ... . . . .. .. .. .. ... . ... .. . ... . .... .. . ...... .
7-7-;:4..4
69
!r1344.6
sk4e p4,6cq'4'4 4.0441
�1.643g
x.bA4;,22
Sn&k�,4
$4. 2
S41g
. 16-4
�38,&96
�,333�40 �341,99
;,3-69,33
3,;'.m 2,0. 3;
C'Mice k4s44;G-Pay-
DefterCe-pay
, 125:GG
swf,ia4i'A UaE4: : ce FJGYW2:
.' .:Go
5S&Qo
; 24 45
�2.51,29
offlee WMA Ce-.."
G-2
.......................................
i.!J.. . . . ... .. . . . . . . .. ... ......... .. . ...... .. .... ... . . . .. .. .. .. ... . ... .. . ... . .... .. . ...... .
sk4e p4,6cq'4'4 4.0441
�1.643g
x.bA4;,22
x14/43
$12. 7
S41g
. 16-4
$3354-9
Pi-sc'4JIM
6,409-44.
$1950-97
f wvwfly- Diisceunt 40%±.
; 24 45
�2.51,29
offlee WMA Ce-.."
GaFter Ce- pay
&e4.
�Q
�;G�Gg
'A��
�WiQoP-j+tYHft?
rg,4.eavoi�aM, g2 .5
................................................................................................ 21f. it, t If 1�tffLz:i m t'p. 2i�2�g.
G-2
One -half ( l,2,) of the pfvad byernploy-ces-shttil be, Paid 1"'ite fyr fftonth up k)
INventy -kttw(24)6tiies rwt`yeaF.T,ke eo payamounts, aprly Aol-k)4h the I 144/414efrinity
and HMO insHrarmee! ff()'grarR,;7 Fmployet, whe parfitipate in the Nmk,p shaA 1�eet4ye ifisuftfflele
aweragea,,�,(fiefated by the IIM,()- ffovidon
......... .......................................... .................V.illa( ge ol, Wnunt pfw"peL4 "Aaall be aflowed to fais,;e the etul-ofpocket
ekfteflie,+Aw RPO p4aff", ko4ht 446winf,'
dao the pennsdaraaadadd pay p'or fiklmflye(wr ratp—The dLvck
Aiall be estabh'."Heal a,,., illusiralt"d in 1"Xhib4 1.) 1;;
Wcfffaev� PaAffikmi "
...................................................................................... L
T'lit V i Ildge sh al f o A' e r the bi kwietrie Wood d FEW %v Emil Im I ly a hd eni f4k may pa ri ie irm te i n
Ike b6od dravv-,,,,che-dtdtdaI the Vill.,
at
lisling tlf Alle aptwoved f-efntAe bdeacionSin the ifwNauta ts when 41w enif4o,
yee and spou.%e °annk,
dirtvily fXtr6eipme im lht blood draw whedt4ed al the VilhijgeSfxatvies ffitm. also pafl,6eipltke iti the
biomletf-ie tesling, and rflecl the et-4efia estkil4khed in of -der 4) qukfjiA-w Ihe WaAIHWSS iHSb[RHWe
pi:enhurn dkeeuw,
G-3
SII
ESN"eti i':jff"�ffry 1 2024, 1 :.�,
L..p+em1ufln-fiw ?,W,4:wiIUpfAvX Fates-bdoww
............................................ I ..................................... .............................................. ......................................................
mA,
�4697x� Is 7 1 � �5
�147�9 1.
4. 99,)J, �,47,5-74
'4.W.43 ;1-544P,
$4.3-3:,4...x.
-3 � 64
$26RA4
S�n&k�,4 �4GW"�'
$4. 4 2 � 9Q.
4�4
.�.:.r' 76AJ4
43
gfi
Defter Ce- pay
swf,a4i'A UaEn: : ca FJGY
W2: .' .:Go
5S&Qo
...................................
One -half ( l,2,) of the pfvad byernploy-ces-shttil be, Paid 1"'ite fyr fftonth up k)
INventy -kttw(24)6tiies rwt`yeaF.T,ke eo payamounts, aprly Aol-k)4h the I 144/414efrinity
and HMO insHrarmee! ff()'grarR,;7 Fmployet, whe parfitipate in the Nmk,p shaA 1�eet4ye ifisuftfflele
aweragea,,�,(fiefated by the IIM,()- ffovidon
......... .......................................... .................V.illa( ge ol, Wnunt pfw"peL4 "Aaall be aflowed to fais,;e the etul-ofpocket
ekfteflie,+Aw RPO p4aff", ko4ht 446winf,'
dao the pennsdaraaadadd pay p'or fiklmflye(wr ratp—The dLvck
Aiall be estabh'."Heal a,,., illusiralt"d in 1"Xhib4 1.) 1;;
Wcfffaev� PaAffikmi "
...................................................................................... L
T'lit V i Ildge sh al f o A' e r the bi kwietrie Wood d FEW %v Emil Im I ly a hd eni f4k may pa ri ie irm te i n
Ike b6od dravv-,,,,che-dtdtdaI the Vill.,
at
lisling tlf Alle aptwoved f-efntAe bdeacionSin the ifwNauta ts when 41w enif4o,
yee and spou.%e °annk,
dirtvily fXtr6eipme im lht blood draw whedt4ed al the VilhijgeSfxatvies ffitm. also pafl,6eipltke iti the
biomletf-ie tesling, and rflecl the et-4efia estkil4khed in of -der 4) qukfjiA-w Ihe WaAIHWSS iHSb[RHWe
pi:enhurn dkeeuw,
G-3
4r7imnp4oyees and spou,.,es parlicipaing in the health tnsuraywe p6ns ffuiA annitaily
eofilplek, 41te b4mitmeta, Kkxid 4aa,,L and hefthli eiAt- 43, -Nay ekgihle 1'4 the wmellfl&i
ifk,Hramee- tH.ernium The biefntqrnL bloittl draw a 47 -panel eval"ation
(toohi(fiumt. o*wmary risk &.Kessmeflt,kg(*Kl eolmt5 and c4leln -sereoll ffafilo), bkwd r)FOS"'Airc
alatlheiglwt mid The 1teFp+Y,,eo4lwe bieffletf�it
lest and heakh fiasseP,4mefl� 4"t& a Nek pattio4pani"-al ail iWallh issues, a," (Ito
preven� the ksue,i fi-k)m beeofyuillg i4fle&ses� Tilt
141
�' e V414ge sAan flotfilze'eany infionnation as emfAeee Of "Teitse olay 44e det"Ied
4o-4 in all taflheahhy ralnge noi" shall the Vilhuge have aji� ki.iowlt,.dge oi " an�.L lrtelwwlil. The
ihe ViNag.;e feeeioe is tkhe the
wellflessdiseouffl+4slmll apfAy—Hinually provided tile are nwL'l lie diseottrA,*s,11-,t44
be app -lied lo nlofAhly in"tialvive prenkiten eharges in the RAlowhn# anlounts'.
g�e
Ce"rage
sv)g�C'44
(Brage
rafy�4v
CoKqege
1414
-Da4ePre&EfiiF.
3(�%
1-4-Iffil efVI14sa e6 has sing4e +- I of I'dinily eevol-age the, 4134e 14 a b4 iw4e Covent—
y weiiki not be efi�
d.46wfaaunt if or4y ifileemp4oyte t�akrtitupewd ie 41le biome�fie ffeffam.
rd
.. ............
iPreqe*Rien-fe parTnef" ametinuhA he a,„.Wew5-,
FffeE4'roveFoa:.ffiaiary
E-kefi4
fl
NefroFoirirflt&lfy
&�'c�HRd
-Da4ePre&EfiiF.
,ps@706,
ihe pre serify4en�-e paymei,4 arnoi+ro!& shaR be as4eOews-
G-4
P.ifeet.nve
Gevnerie
pfe"CFiOiEfrl
Fefrnu4afy E;frand
Nen FeiriwKihairy
94a -Rd
�24�90
General 14%ww F
ard I El foral'ati ible to both C'424--) aa
........................................................................ .....................................................................................................
.................................. Milil MIA Iw kw"able Io-efnF4oyee,+ �e, pufeh,.,t�ie uff k) a flklety (94),day
siipl,Ay w4h 1heenif4eyet. paying the appirepriae di at eerr"efu& toAhe epa"'Aita6efl Of
the ffeief-iPtion he iA geflefleT ntm h,)fffffilffy; (ff fi-*muhai-y. AH inail imder peesefipAtww dFugs ilwall be
paid by tile employee un an affiounL of two (2) cime�,� dwe appropf hike prese6pton eejuai/ Neve4
On lhe dussillealikH1 k&the
.................................. Pre"Wrif4ion drugsi thane are, f1skhared '.4fV('ifdhf drug�,.a,,x de;terrklined1,->y the fwe�wrifqiwt
dru: g 41all have. tt F$3m,4 ee anleent, 14.1,�tr 1(r'suNititfing a sfKmaikiRy drug
preseFif.4iwi fief- payiiiew the ffmist lye pre eufilmize& If4he presw6kd drugis
detenmifted to -be o IfIftinleflanee, and dnig the e,a*Tesp tls, to, 4he
ofthe pre,,mlpfion be it twntflea tw fitwrnu hwy, s he'll af4)4y atitl tiit* the
P,54eo -payment amotmf.
.................................... Them Fkfkployefkasthe, &,.,ef�etkm t(H':aeleet llhit kMk'f;t',."-aB0 "SifflikIftar
the�,k.� henel-O�� in effeci as af cAeouiiom
Exhibit DI — Health Insurance
G-5
Maximum Out of Pocket Rates - 20252 - 202.24
2% 4%
Wage
Range
Single
Family
$20,000
$29,999
$600
$1,200*
$30,000
$39,999
$800
$1,600
$40,000
$49,999
$1,000
$2,000
$50,000
$59,999
$1,200
$2,400
$60,000
$69,999
$1,400
$2,800
$70,000
$79,999
$1,600
$3,200
$80,000
$89,999
$1,800
$3,600
$90,000
$99,999
$2,000
$4,000
$100,000
$109,999
$2,200
$4,400
$110,000
$119,999
$2,400
$4,800
*PPO $500/$1500 Health Insurance Plan Family Maximum Out of Pocket is $1,500
G-6
APPENDIX"H"
ELECTION TO ARBITRATE DISCIPLINARY ACTION
In accordance with Section 13.3 of the contract currently effective between the Village and
the Union, the undersigned Grievant, with the approval of the union, elects to appeal the disciplinary
action assessed against # im/heflhejrll to arbitration. In doing so, the undersigned understands that:
(1) a1-l-is<her"Q'�u.�n.rr. grievance, unless otherwise settled, will be heard and determined by
an arbitrator selected in accordance with Step 6;
(2) tleE i':�:`d�.�;_G r.d.�°.y�grru.d...ishe is waiving any and all rights to appeal of the decision by
the Board of Fire and Police Commissioners of the Village of Mount Prospect,
provided by to the Illinois Municipal Code 65 ILCS 5/10-2.1-17 and
Administrative Review Act, 735 ILCS 5/3-101, et seq. The decision by the
arbitrator shall be final and binding subject only to an appeal in accordance with
the provisions of the Uniform Arbitration Act as provided by §8 of the IPLRA, 5
ILCS 315/8.
APPEAL TO ARBITRATION APPROVED:
EMPLOYEE PRESIDENT, LOCAL 4119 IAFF
DATE: DAT
H-1
I
(Print Name)
organization:
Organization
Type of Industry
Job Title
Supervisor
APPENDIX "I"
OUTSIDE EMPLOYMENT REQUESTFormatted: Font: iz pt, Bold
am requesting approval for outside employment with the below -name
Salary — Hourly Rate/Annual Income
Employment Status (F/T or P/T)
Days of the week to be worked
Hours to be worked per day
Address of Business
Phone Number
I am aware of the fact that approval will be based on the fact that said employment will not interfere
with my effectiveness, physical well-being, or be in conflict of interest with my current position with
the Village of Mount Prospect.
Employee Signature
Director Approval
Village Manager Approval
Date
Date
Date
I-1
APPENDIX "J"
(50 ILCS 742/) Fire Department Promotion Act.
(50 ILCS 742/1)
Sec. 1. Short title. This Act may be cited as the Fire Department Promotion Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/5)
Sec. 5. Definitions. In this Act:
"Affected department" or "department" means a full-time municipal fire department that is subject
to a collective bargaining agreement or the fire department operated by a full-time fire protection
district. The terms do not include fire departments operated by the State, a university, or a
municipality with a population over 1,000,000 or any unit of local government other than a
municipality or fire protection district. The terms also do not include a combined department that
was providing both police and firefighting services on January 1, 2002.
"Appointing authority" means the Board of Fire and Police Commissioners, Board of Fire
Commissioners, Civil Service Commissioners, Superintendent or Department Head, Fire Protection
District Board of Trustees, or other entity having the authority to administer and grant promotions in
an affected department.
"Promotion" means any appointment or advancement to a rank within the affected department (1)
for which an examination was required before January 1, 2002; (2) that is included within a
bargaining unit; or (3) that is the next rank immediately above the highest rank included within a
bargaining unit, provided such rank is not the only rank between the Fire Chief and the highest rank
included within the bargaining unit, or is a rank otherwise excepted under item (i), (ii), (iii), (iv), or
(v) of this definition. "Promotion" does not include appointments (i) that are for fewer than 180 days;
(ii) to the positions of Superintendent, Chief, or other chief executive officer; (iii) to an exclusively
administrative or executive rank for which an examination is not required; (iv) to a rank that was
exempted by a home rule municipality prior to January 1, 2002, provided that after the effective date
of this Act no home rule municipality may exempt any future or existing ranks from the provisions
of this Act; or (v) to an administrative rank immediately below the Superintendent, Chief, or other
chief executive officer of an affected department, provided such rank shall not be held by more than
2 persons and there is a promoted rank immediately below it. Notwithstanding the exceptions to the
definition of "promotion" set forth in items (i), (ii), (iii), (iv), and (v) of this definition, promotions
shall include any appointments to ranks covered by the terms of a collective bargaining agreement in
effect on the effective date of this Act.
"Preliminary promotion list" means the rank order of eligible candidates established in accordance
with subsection (b) of Section 20 prior to applicable veteran's preference points. A person on the
preliminary promotion list who is eligible for veteran's preference under the laws and agreements
applicable to the appointing authority may file a written application for that preference within 10
days after the initial posting of the preliminary promotion list. The preference shall be calculated in
accordance with Section 55 and applied as an addition to the person's total point score on the
examination. The appointing authority shall make adjustments to the preliminary promotion list
based on any veteran's preference claimed and the final adjusted promotion list shall then be posted
by the appointing authority.
"Rank" means any position within the chain of command of fire department to which employees
are regularly assigned to perform duties related to providing fire suppression, fire prevention, or
emergency services.
J-1
"Final adjusted promotion list" means the promotion list for the position that is in effect on the
date the position is created or the vacancy occurs. If there is no final adjusted promotion list in effect
for that position on that date, or if all persons on the current final adjusted promotion list for that
position refuse the promotion, the affected department shall not make a permanent promotion until a
new final adjusted promotion list has been prepared in accordance with this Act, but may make a
temporary appointment to fill the vacancy. Temporary appointments shall not exceed 180 days.
Each component of the promotional test shall be scored on a scale of 100 points. The component
scores shall then be reduced by the weighting factor assigned to the component on the test and the
scores of all components shall be added to produce a total score based on a scale of 100 points.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/10)
Sec. 10. Applicability.
(a) This Act shall apply to all positions in an affected department, except those specifically
excluded in items (i), (ii), (iii), (iv), and (v) of the definition of "promotion" in Section 5 unless such
positions are covered by a collective bargaining agreement in force on the effective date of this Act.
Existing promotion lists shall continue to be valid until their expiration dates, or up to a maximum of
3 years after the effective date of this Act.
(b) Notwithstanding any statute, ordinance, rule, or other laws to the contrary, all promotions in an
affected department to which this Act applies shall be administered in the manner provided for in
this Act. Provisions of the Illinois Municipal Code, the Fire Protection District Act, municipal
ordinances, or rules adopted pursuant to such authority and other laws relating to promotions in
affected departments shall continue to apply to the extent they are compatible with this Act, but in
the event of conflict between this Act and any other law, this Act shall control.
(c) A home rule or non -home rule municipality may not administer its fire department promotion
process in a manner that is inconsistent with this Act. This Section is a limitation under subsection
(i) of Section 6 of Article VIT of the Tllinois Constitution on the concurrent exercise by home rule
units of the powers and functions exercised by the State.
(d) This Act is intended to serve as a minimum standard and shall be construed to authorize and
not to limit:
(1) An appointing authority from establishing different or supplemental promotional criteria or
components, provided that the criteria are job-related and applied uniformly.
(2) The right of an exclusive bargaining representative to require an employer to negotiate
clauses within a collective bargaining agreement relating to conditions, criteria, or procedures for the
promotion of employees to ranks, as defined in Section 5, covered by this Act.
(3) The negotiation by an employer and an exclusive bargaining representative of provisions
within a collective bargaining agreement to achieve affirmative action objectives, provided that such
clauses are consistent with applicable law.
(e) Local authorities and exclusive bargaining agents affected by this Act may agree to waive one
or more of its provisions and bargain on the contents of those provisions, provided that any such
waivers shall be considered permissive subjects of bargaining.
(Source: P.A. 93-411, eff. 8-4-03; 94-809, eff. 5-26-06.)
(50ILCS 742/15)
Sec. 15. Promotion process.
J-2
(a) For the purpose of granting promotion to any rank to which this Act applies, the appointing
authority shall from time to time, as necessary, administer a promotion process in accordance with
this Act.
(b) Eligibility requirements to participate in the promotional process may include a minimum
requirement as to the length of employment, education, training, and certification in subjects and
skills related to fire fighting. After the effective date of this Act, any such eligibility requirements
shall be published at least one year prior to the date of the beginning of the promotional process and
all members of the affected department shall be given an equal opportunity to meet those eligibility
requirements.
(c) All aspects of the promotion process shall be equally accessible to all eligible employees of the
department. Every component of the testing and evaluation procedures shall be published to all
eligible candidates when the announcement of promotional testing is made. The scores for each
component of the testing and evaluation procedures shall be disclosed to each candidate as soon as
practicable after the component is completed.
(d) The appointing authority shall provide a separate promotional examination for each rank that
is filled by promotion. All examinations for promotion shall be competitive among the members of
the next lower rank who meet the established eligibility requirements and desire to submit
themselves to examination. The appointing authority may employ consultants to design and
administer promotion examinations or may adopt any job-related examinations or study materials
that may become available, so long as they comply with the requirements of this Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/20)
Sec. 20. Promotion lists.
(a) For the purpose of granting a promotion to any rank to which this Act applies, the appointing
authority shall from time to time, as necessary, prepare a preliminary promotion list in accordance
with this Act. The preliminary promotion list shall be distributed, posted, or otherwise made
conveniently available by the appointing authority to all members of the department.
(b) A person's position on the preliminary promotion list shall be determinedby a combination of
factors which may include any of the following: (i) the person's score on the written examination for
that rank, determined in accordance with Section 35; (ii) the person's seniority within the
department, determined in accordance with Section 40; (iii) the person's ascertained merit,
determined in accordance with Section 45; and (iv) the person's score on the subjective evaluation,
determined in accordance with Section 50. Candidates shall be ranked on the list in rank order based
on the highest to the lowest total points scored on all of the components of the test. Promotional
components, as defined herein, shall be determined and administered in accordance with the
referenced Section, unless otherwise modified or agreed to as provided by paragraph (1) or (2) of
subsection (d) of Section 10. The use of physical criteria, including but not limited to fitness testing,
agility testing, and medical evaluations, is specifically barred from the promotion process.
(c) A person on the preliminary promotion list who is eligible for a veteran's preference under the
laws and agreements applicable to the department may file a written application for that preference
within 10 days after the initial posting of the preliminary promotion list. The preference shall be
calculated as provided under Section 55 and added to the total score achieved by the candidate on the
test. The appointing authority shall then make adjustments to the rank order of the preliminary
promotion list based on any veteran's preferences awarded. The final adjusted promotion list shall
then be distributed, posted, or otherwise made conveniently available by the appointing authority to
all members of the department.
J-3
(d) Whenever a promotional rank is created or becomes vacant due to resignation, discharge,
promotion, death, or the granting of a disability or retirement pension, or any other cause, the
appointing authority shall appoint to that position the person with the highest ranking on the final
promotion list for that rank, except that the appointing authority shall have the right to pass over that
person and appoint the next highest ranked person on the list if the appointing authority has reason to
conclude that the highest ranking person has demonstrated substantial shortcomings in work
performance or has engaged in misconduct affecting the person's ability to perform the duties of the
promoted rank since the posting of the promotion list. If the highest ranking person is passed over,
the appointing authority shall document its reasons for its decision to select the next highest ranking
person on the list. Unless the reasons for passing over the highest ranking person are not remediable,
no person who is the highest ranking person on the list at the time of the vacancy shall be passed
over more than once. Any dispute as to the selection of the first or second highest-ranking person
shall be subject to resolution in accordance with any grievance procedure in effect covering the
employee.
A vacancy shall be deemed to occur in a position on the date upon which the position is vacated,
and on that same date, a vacancy shall occur in all ranks inferior to that rank, provided that the
position or positions continue to be funded and authorized by the corporate authorities. If a vacated
position is not filled due to a lack of funding or authorization and is subsequently reinstated, the final
promotion list shall be continued in effect until all positions vacated have been filled or for a period
up to 5 years beginning from the date on which the position was vacated. In such event, the
candidate or candidates who would have otherwise been promoted when the vacancy originally
occurred shall be promoted.
Any candidate may refuse a promotion once without losing his or her position on the final
adjusted promotion list. Any candidate who refuses promotion a second time shall be removed from
the final adjusted promotion list, provided that such action shall not prejudice a person's
opportunities to participate in future promotion examinations.
(e) A final adjusted promotion list shall remain valid and unaltered for a period of not less than 2
nor more than 3 years after the date of the initial posting. Integrated lists are prohibited and when a
list expires it shall be void, except as provided in subsection (d) of this Section. If a promotion list is
not in effect, a successor list shall be prepared and distributed within 180 days after a vacancy, as
defined in subsection (d) of this Section.
(f) This Section 20 does not apply to the initial hiring list.
(Source: P.A. 95-956, eff. 8-29-08.)
(50ILCS 742/25)
Sec. 25. Monitoring.
(a) All aspects of the promotion process, including without limitation the administration, scoring,
and posting of scores for the written examination and subjective evaluation and the determination
and posting of seniority and ascertained merit scores, shall be subject to monitoring and review in
accordance with this Section and Sections 30 and 50.
(b) Two impartial persons who are not members of the affected department shall be selected to act
as observers by the exclusive bargaining agent. The appointing authorities may also select 2
additional impartial observers.
(c) The observers monitoring the promotion process are authorized to be present and observe
when any component of the test is administered or scored. Except as otherwise agreed to in a
collective bargaining agreement, observers may not interfere with the promotion process, but shall
promptly report any observed or suspected violation of the requirements of this Act or an applicable
collective bargaining agreement to the appointing authority and all other affected parties.
J-4
(d) The provisions of this Section do not apply to the extent that they are inconsistent with
provisions otherwise agreed to in a collective bargaining agreement.
(Source: P.A. 93-411, elf. 8-4-03.)
(50 ILCS 742/30)
Sec. 30. Promotion examination components. Promotion examinations that include components
consisting of written examinations, seniority points, ascertained merit, or subjective evaluations shall
be administered as provided in Sections 35, 40, 45 and 50. The weight, if any, that is given to any
component included in a test may be set at the discretion of the appointing authority provided that
such weight shall be subject to modification by the terms of any collective bargaining agreement in
effect on the effective date of this Act or thereafter by negotiations between the employer and an
exclusive bargaining representative. If the appointing authority establishes a minimum passing score,
such score shall be announced prior to the date of the promotion process and it must be an aggregate
of all components of the testing process. All candidates shall be allowed to participate in all
components of the testing process irrespective of their score on any one component. The provisions
of this Section do not apply to the extent that they are inconsistent with provisions otherwise agreed
to in a collective bargaining agreement.
(Source: P.A. 93-411, elf. 8-4-03.)
(50ILCS 742/35)
Sec. 35. Written examinations.
(a) The appointing authority may not condition eligibility to take the written examination on the
candidate's score on any of the previous components of the examination. The written examination
for a particular rank shall consist of matters relating to the duties regularly performed by persons
holding that rank within the department. The examination shall be based only on the contents of
written materials that the appointing authority has identified and made readily available to potential
examinees at least 90 days before the examination is administered. The test questions and material
must be pertinent to the particular rank for which the examination is being given. The written
examination shall be administered after the determination and posting of the seniority list,
ascertained merit points, and subjective evaluation scores. The written examination shall be
administered, the test materials opened, and the results scored and tabulated.
(b) Written examinations shall be graded at the examination site on the day of the examination
immediately upon completion of the test in front of the observers if such observers are appointed
under Section 25, or if the tests are graded offsite by a bona fide testing agency, the observers shall
witness the sealing and the shipping of the tests for grading and the subsequent opening of the scores
upon the return from the testing agency. Every examinee shall have the right (i) to obtain his or her
score on the examination on the day of the examination or upon the day of its return from the testing
agency (or the appointing authority shall require the testing agency to mail the individual scores to
any address submitted by the candidates on the day of the examination); and (ii) to review the
answers to the examination that the examiners consider correct. The appointing authority may hold a
review session after the examination for the purpose of gathering feedback on the examination from
the candidates. The review sessions shall be at no cost to the candidates.
(c) Sample written examinations may be examined by the appointing authority and members of
the department, but no person in the department or the appointing authority (including the Chief,
Civil Service Commissioners, Board of Fire and Police Commissioners, Board of Fire
Commissioners, or Fire Protection District Board of Trustees and other appointed or elected
officials) may see or examine the specific questions on the actual written examination before the
examination is administered. If a sample examination is used, actual test questions shall not be
J-5
included. It is a violation of this Act for any member of the department or the appointing authority to
obtain or divulge foreknowledge of the contents of the written examination before it is administered.
(d) Each department shall maintain reading and study materials for its current written examination
and the reading list for the last 2 written examinations or for a period of 5 years, whichever is less,
for each rank and shall make these materials available and accessible at each duty station.
(e) The provisions of this Section do not apply to the extent that they are in conflict with
provisions otherwise agreed to in a collective bargaining agreement.
(Source: P.A. 97-352, eff. 8-12-11.)
(50 ILCS 742/40)
Sec. 40. Seniority points.
(a) Seniority points shall be based only upon service with the affected department and shall be
calculated as of the date of the written examination. The weight of this component and its
computation shall be determined by the appointing authority or through a collective bargaining
agreement.
(b) A seniority list shall be posted before the written examination is given and before the
preliminary promotion list is compiled. The seniority list shall include the seniority date, any breaks
in service, the total number of eligible years, and the number of seniority points.
(Source: P.A. 93-411, elf. 8-4-03.)
(50 ILCS 742/45)
Sec. 45. Ascertained merit.
(a) The promotion test may include points for ascertained merit. Ascertained merit points may be
awarded for education, training, and certification in subjects and ski Its related to the fire service. The
basis for granting ascertained merit points, after the effective date of this Act, shall be published at
least one year prior to the date ascertained merit points are awarded and all persons eligible to
compete for promotion shall be given an equal opportunity to obtain ascertained merit points unless
otherwise agreed to in a collective bargaining agreement.
(b) Total points awarded for ascertained merit shall be posted before the written examination is
administered and before the promotion list is compiled.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/50)
Sec. 50. Subjective evaluation.
(a) A promotion test may include subjective evaluation components. Subjective evaluations may
include an oral interview, tactical evaluation, perfonnance evaluation, or other component based on
subjective evaluation of the examinee. The methods used for subjective evaluations may include
using any employee assessment centers, evaluation systems, chiefs points, or other methods.
(b) Any subjective component shall be identified to all candidates prior to its application, be job-
related, and be applied uniformly to all candidates. Every examinee shall have the right to
documentation of his or her score on the subjective component upon the completion of the subjective
examination component or its application. A designated representative of the contracting union party
shall be notified and be entitled to be present to monitor any preliminary meeting between certified
assessors or representatives of a testing agency and representatives of the appointing authority held
prior to the administration of the test to candidates for promotion.
(c) Where chiefs points or other subjective methods are employed that are not amenable to
monitoring, monitors shall not be required, but any disputes as to the results of such methods shall
J -G
be subject to resolution in accordance with any collectively bargained grievance procedure in effect
at the time of the test.
(d) Where performance evaluations are used as a basis for promotions, they shall be given
annually and made readily available to each candidate for review and they shall include any
disagreement or documentation the employee provides to refute or contest the evaluation. These
annual evaluations are not subject to grievance procedures, unless used for points in the promotion
process.
(e) Total points awarded for subjective components shall be posted before the written examination
is administered and before the promotion list is compiled.
(f) Persons selected to grade candidates for promotion during an assessment center process shall
be impartial professionals who have undergone training to be certified assessors. The training and
certification requirements shall, at a minimum, provide that, to obtain and maintain certification,
assessors shall complete a course of basic training, subscribe to a code of ethical conduct, complete
continuing education, and satisfy minimum activity levels.
(g) The standards for certification shall be established by a Joint Labor and Management
Committee (JLMC) composed of 4 members: 2 designated by a statewide association whose
membership is predominantly fire chiefs representing management interests of the Illinois fire
service, and 2 designated by a statewide labor organization that is a representative of sworn or
commissioned firefighters in Illinois. Members may serve terms of one year subject to
reappointment.
For the purposes of this Section, the term "statewide labor organization" has the meaning ascribed
to it in Section 10-3-12 of the Illinois Municipal Code.
In developing certification standards the JLMC may seek the advice and counsel of professionals
and experts and may appoint an advisory committee.
The JLMC may charge reasonable fees that are related to the costs of administering authorized
programs and conducting classes, including without limitation the costs of monitoring programs and
classes, to the following: (i) applicants for certifications or recertifications, (ii) recipients of
certifications or recertifications, and (iii) individuals and entities approved by the JLMC to conduct
programs or classes.
The JLMC's initial certification standards shall be submitted to the Office of the State Fire
Marshal by January 1, 2009. The JLMC may provisionally certify persons who have prior
experience as assessors on promotional examinations in the fire service. Effective January 1, 2010
only those persons who meet the certification standards developed by the JLMC and submitted to the
Office of the State Fire Marshal may be selected to grade candidates on a subjective component of a
promotional examination conducted under the authority of this Act; provided this requirement shall
be waived for persons employed or appointed by the jurisdiction administering the examination.
The JLMC shall annually:
(1) issue public notice offering persons who are interested in qualifying as certified assessors
the opportunity to enroll in training; and
(2) submit to the Office of the State Fire Marshal an amended list of persons who remain
certified, are newly certified, or who are no longer certified.
(h) The Office of the State Fire Marshal shall support the program by adopting certification
standards based on those submitted by the JLMC and by establishing a roster of certified assessors
composed of persons certified by the JLMC.
If the parties have not agreed to contract with a particular testing company to provide certified
assessors, either party may request the Office to provide the names of certified assessors. Within 7
days after receiving a request from either party for a list of certified assessors, the Office shall select
at random from the roster of certified assessors a panel numbering not less than 2 times the number
J-7
of assessors required. The parties shall augment the number by a factor of 50% by designating
assessors who may serve as alternates to the primary assessors.
The parties shall select assessors from the list or lists provided by the Office or from the panel
obtained by the testing company as provided above. Within 7 days following the receipt of the list,
the parties shall notify the Office of the assessors they have selected. Unless the parties agree on an
alternate selection procedure, they shall alternatively strike names from the list provided by the
Office until only the number of required assessors remain. A coin toss shall determine which party
strikes the first name. If the parties fail to notify the Office in a timely manner of their selection of
assessors, the Office shall appoint the assessors required from the roster of certified assessors. In the
event an assessor is not able to participate in the assessment center process for which they ...yerellre
war ...selected, either of the parties involved in the promotion process may request that additional
names of certified assessors be provided by the Office.
(Source: P.A. 97-174, eff. 7-22-11.)
(50 ILCS 742/55)
Sec. 55. Veterans' preference. A person on a preliminary promotion list who is eligible for
veteran's preference under any law or agreement applicable to an affected department may file a
written application for that preference within 10 days after the initial posting of the preliminary
promotion list. The veteran's preference shall be calculated as provided in the applicable law and
added to the applicant's total score on the preliminary promotion list. Any person who has received a
promotion from a promotion list on which his or her position was adjusted for veteran's preference,
under this Act or any other law, shall not be eligible for any subsequent veteran's preference under
this Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/60)
Sec. 60. Right to review. Any affected person or party who believes that an error has been made
with respect to eligibility to take an examination, examination result, placement or position on a
promotion list, or veteran's preference shall be entitled to a review of the matter by the appointing
authority or as otherwise provided by law.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILLS 742/65)
Sec. 65. Violations.
(a) A person who knowingly divulges or receives test questions or answers before a written
examination, or otherwise knowingly violates or subverts any requirement of this Act commits a
violation of this Act and may be subject to charges for official misconduct.
(b) A person who is the knowing recipient of test information in advance of the examination shall
be disqualified from the promotion examination or demoted from the rank to which they _wep the was
promoted, as applicable and otherwise subjected to disciplinary actions.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/900)
Sec. 900. (Amendatory provisions; text omitted).
(Source: P.A. 93-411, eff. 8-4-03; text omitted.)
(50 ILCS 742/999)
J-8
Sec. 999. Effective date. This Act takes effect upon becoming law.
(Source: P.A. 93-411, eff. 8-4-03.)
J-9
Purpose:
Scope:
APPENDIX"K"
MOUNT PROSPECT FIRE DEPARTMENT
STANDARD OPERATIONS GUIDELINES
Personal Time
SOG 1102 — 05/21R
To explain the intention of and process for requesting/utilizing personal time.
These guidelines apply to all Fire Department personnel.
Guidelines:
Administration and Fire Prevention Bureau Personnel:
Administration and Fire Prevention Bureau personnel shall refer to the Village's
Employee Handbook (Section V — Compensation and Benefits) for guidelines regarding
the use and accrual of personal time.
24 -Hour Shift Personnel:
All 24-hour shift personnel shall accrue forty-eight (48) hours of personal time available
for use each calendar year. Personal time shall not be carried over from one calendar
year to the next. Therefore, at the end of each calendar year any unused personal time
shall be converted to sick leave time.
The following guidelines shall govern the use of personal time by all 24-hour shift
personnel:
Employees who need to take personal time off from work shall attempt to
notify the on -duty Shift Commander prior to the start of their scheduled shift,
and no later than 0630. If, due to unanticipated circumstances, the request
cannot be submitted prior to 0630 the Shift Commander will approve the time
off but these requests will be subject to review by the Deputy Chief and any
abuse of the Personal Time policy will be subject to disciplinary action. Provided,
however, if an employee calls in after the start of the shift (0800) to utilize
additional time -off benefits, time -off will only be granted to complete the
remainder of the scheduled shift.
2. Requests for personal time shall be submitted no earlier than 30 days prior to
the requested date of use. Requests received within the 30 day period shall be
on a first come, first served basis.
3. Personal time shall be a minimum of one hour and must be taken in full hour
increments. The number of hours requested will be recorded as the number of
K-1
hours used (i.e. an employee cannot request eight hours and then only use two
hours).
4. Requests for Personal Time shall not be denied except in the case of a declared
Village wide emergency.
5. No requests for personal time will be accepted after the Chief has authorized
the hiring back of personnel to provide additional staffing for extraordinary
threats to the safety and security of the Village and/or fire department
personnel.
6. During an employee's approved absence, 4e/4�-Ahoy will not be entitled to
extra pay for any reason. For example, an employee taking personal time will
not receive callback pay if 4ae� O *it,N7,e.y comes in for a callback.
7. If an employee returns to duty after having taken personal time, t1h 1ylk e/9he
must report to work in the same manner as,t,h ,yfne�Ake normally would at the
beginning of the..IiiJW-41ner shift.
Attachments: None
Forms: None
Exhibits: Village of Mount Prospect Employee Handbook
K-2
Agreement
Village of Mount Prospect
And
Mount Prospect Fire Union,
Local 4119, I.A.F.F., AFL-CIO
January 1, -20.2212,02f, to December 31,
-210-241202211
rl",
DR.AF""I" OF' 1-2/27/2024 .......... 11, N I I ERN A, I..j
Table of Contents
Preamble......................................................................................................... /
Article/— Recognition ........................................................................................... n
i| Recognition ....................................................................................
|
12 Fair Representation ..............................................................................
l
�.4�3 Notification ----------------------------1
Article U—Membership and Dues Deduction -------------------��",;
2] DuesCheck-off--------------------------.�3
2.2 1odomobIca/ioo---------------------------.�
Article III— Hours v[Workand Overtime ---------------------�4,
Il Purpoo-----------------------------..
34
32 Normal Work Day and Work
8cbodule-----------------'�4
3.3 Kelly Days ................................. -----------------'�4
34 C^onp,Time ---------------------------'�4
3.5 OvrubocDu�--------------------------'..
79
3.6 Special Overtime -------------------------'�9
I7 CuUhuu�C^80vconu-----------------------..
89
3.0 HbchaokPolicy ................................................................................
89
3.9 Acting Officer
8()
3.10 Forced
ouck---------------------------',�10
lll Light
Duty
8vurs-------------------------',�1A
B�necial
Duty
Pay.'''''—'''''.........'.'''''—'''''—''''—''.l2A
Article rv—Wages and Compensation ................................................................... 13
4.1 Salary and Incentives ------------------------J3
42 Specialty Certifications ......................................................................
3
4.3 Longuvit/----------------------------J4
44 Holiday ..........................................................................................
|4
4.5 Pyramiding .....................................................................................
|.5
4
4.6
Paramedic Preceptor Pay...................................................................15
Article V - Management Rights - Rules and Regulations............................................16
5.1
Management Rights..........................................................................16
5.2
Rules and Regulations.......................................................................
16
Article VI -No
Strikes- No Lockouts.....................................................................18
Article VII
- Grievance Procedure........................................................................19
7.1
Definition of Grievance.....................................................................19
7.2
Grievance Committee Representatives....................................................
19
7.3
Grievance Procedure.........................................................................
19
7.4
Arbitrator's Authority.......................................................................22
7.5
DecisionandFee...............................................................................22
7.6
Time Limits...................................................................................223
7.7
Union Rights.................. ..................................................................
23
7.8
Standards for Processing Union Grievances..............................................23
Article VIII-Leaves
of Absence...........................................................................24
8.1
Vacation _ Poliey; Aeertw<.all; 6,,w sand Aeertial F Tryaifuration
&��,irr�kru�rzcn�ueraks
SaleelitIl.......................................................................................24
8.2
Union Business...............................................................................26
8.3
Personal Days.................................................................................26
8.4
Sick Leave - Policy, Accrual, Reimbursement, and Guidelines .......................26
8.5
Duty Injury, Illness, Disability (Worker's Compensation) Leave......................28
8.6
Family and Medical Leave..................................................................28
8.7
Educational Leave............................................................................28
8.8
Vacation Pay on Separation and Return...................................................28
8.9
Accrual of Benefits and Compensation While on Leave.................................29
8.10
Witness Leave................................................................................29
8.11
Military
Leave.................................................................................:'3O2.9
............
8.12
Jury Duty ........................................................................................30
8. l3
.....................................
Bereavement Leave.........................................................................30
8,..
.. gale llallt r ]C.-+ah'xADn able_ficcaan�Il a4pal �0.lf➢uJi➢�. e.. .. ....... .. ..
.. .,. .. ...... �xr..�l
€3.1.38.15 Pas d Leave for All
...........................................................................................................................................................................................................................................................................................................................................................................................................................................
Workers
Act...........................................................'32,
Article 1X-
Senioritv.........................................................................................33;1
9.1
Definition..........................................................................................
.
..33
9.2
Probationary Period.........................................................................3:3.2;
9.3
Certificate of Appointment................................................................343
9.4
Layoff and Recall............................................................................353
Article X- Health and Welfare.............................................................................364
10.1
Medical Exams..............................................................................3'....
til
ll,.0 2..................Group
Health and Medical Insurance ......................................................
33 4
0 3.
..e1]nes.5 Pa ticiac on Rewards ...............
3p
072.1 0..,.4. .................................. W..a..i..v..c..r
Incent dve. .. . . . — — — ..:
.....................................................................................................
�.-.39
................ ....
0 3,p;,0„5 ................................. Group Health and Medical
Insurance:
Surviving
Dependents ........................... 39
0.4 1 0 �..6 Life
Insurance................................................................................
3.25
0. 5 1 0 �.'.7 Dental
Insurance..............................................................................
49. �1 5
0"M ::.............................. -IRC
.............................................
125/Flex-Comp
Program..............................................................
4 1 5
0..0...7.x...::` ................................. Employee
Assistance
Program.............................................................
4 0.36
0A ....� � Deferred
..................()...............................
Compensation
Programs ........................................................40
',V�
I (4, 11Credit Union .................................................................................
4R,16
p..0-&41111 Posq .....................................................................rr�lropsouAevount
Article XI— General Provisions ............................................................................
I. -M.
11.1 Trade
Days.....................................................................................
4
11.2 Joint Safety Committee ......................................................................
4 2.'.W
11.3 Indemnification
of
Employees.............................................................
43 �'; 9
11.4 Drugs and Alcohol, Employee Confidentiality,
Chronic
Communicable
Diseases.A. 240
11.5 Living
Conditions.............................................................................
4(4
11.6 Bulletin
Boards.......................................... .......................................
()
11.7 Smoking .......................................................................................
44)
11.8 Physical Fitness Program ....................................................................
4.3.0
11.9 Secondary Employment ......................................................................
44.4
11.10 Subcontracting ................................................................................
4.5.2
� ...... 1......1. ..1 ..........Station/Shift Change ........................................................................
............
463
H 1 4. 4 12 PrW'essiomfl 1G. v llnent
Il ai
Article X11— Uniforms, Protective Clothing and Equipment .........................................
4N .4,
12.1 Uniforms .......................................................................................
4.8.4
12.2 Protective
Clothing...........................................................................
4.9. � 5
Article XIII Discipline
and
Discharge,
Investigations ................................................ 5 1..47
13.1 Discipline ........................................................................................
5 J..
4:7
13.2 Investigations................................................................................5.:�
4:7
13.3 Discipline
and
Discharge....................................................................5
.......... II �... 7
13.4 Personnel
.....................................
File..................................................................................24-
.............
.:p..34.�..�.:::.....................................................................I isci:.)E .�1rIne
J. Ira acedur.e................. . .......................................................52
Article XIV — Accrued Leave Reimbursement
Upon Retirement, Resignation,
Reduction.............................................................................................534
at
Article XV— Labor -Management Meetings........................................................... ..5 � 0
Article XVI— Promotions..................................................................................5......
51.
Article XVII
— Savings
Clause...............................................................................640,
Article XVIII — Precedence ofAgreement vs.Ordinance....................
Article XIX — Entire Agreement...........................................................................6, ;II
Article XX— Duration and Termination.................................................................6ib
.....
20.1 Duration........................................................................................684,
20.2
Signature........................................................................................6.8
4
Dues Deduction Form............................................................................Appendix
A
SalarySchedule...................................................................................Appendix
B
Drugs and Alcohol.................................................................................Appendix
C
Request to Inspect/Copy Personnel File........................................................Appendix
D
TradeDay Form...................................................................................Appendix
E
Grievance Form....................................................................................Appendix
F
Group Health and Medical Insurance.........................................................Appendix G
Election to Arbitrate Disciplinary Action ......................................................Appendix
H
Outside Employment Request Form..........................................................Appendix
I
Fire Department Promotional Act.............................................................Appendix
J
Personal Time Standard Operations Guidelines (SOG) ..................................Appendix
K
PREAMBLE
THIS AGREEMENT is entered into by and between the Village Of Mount Prospect,
(hereinafter "Village") and the Mount Prospect Firefighters Union, Local 4119, I.A.F.F., AFL-CIO
(hereinafter "Union"). It is the intent and purpose of this Agreement to set forth the parties'
agreement with respect to the rates of pay, hours of employment, fringe benefits, and all other
conditions of this Agreement; to prevent interruptions of work and interference with the operations
of the Village; to encourage and improve efficiency and productivity; and to provide procedures for
the prompt, impartial, and peaceful adjustment of grievances as provided herein.
*_-- -- - -- Formatted Indent First line 0 `
.................................................'...........................'..................................'...................................................................................................................1
ARTICLE I
RECOGNITION
1.1 Recoenition - The Village recognizes the Union as the sole and exclusive collective
bargaining representative for all probationary and non -probationary employees who are sworn or
commissioned full-time firefighters and firefighter/paramedics, Lieutenant, Lieutenant/paramedics
below the rank of Battalion Chief. Excluded are all other employees, including but not limited to
sworn or commissioned full-time firefighters at the rank of battalion chief or above, the positions of
fire chief, deputy fire chief, fire prevention supervisor and training officer, all part time or temporary
employees, all auxiliary, reserve, volunteer or paid on call firefighters, all employees excluded from
the definition of firefighter as defined in subsection 16.03(g- 1) of the Illinois Public Labor Relations
Act. All civilian employees, all non -fire department employees, and all other managerial
supervisory, confidential, professional and short-term employees as defined by the Illinois Public
Relations Act as it existed on January 1, 2000.
1.2 Fair Representation - The Union recognizes its responsibility as bargaining agent and
agrees fairly to represent all employees in the bargaining unit, whether or not they are members of
the Union. The Union's duty of fair representation shall be carried out with standards enunciated by
the U.S. Supreme Court in Vaca v. Sipes, 386 US 171, and its progeny.
fx kkGeu 9�r W1lent"ve a
the mnle..get�def is-arsed i � Ihii AgreefnefAt it,..,slfla 4l 4e tic>rustfkitd...to
4ut luude...ba 4h mdhei Elnd ekjUaRy.
1.24 Notification - All forms of notification unless otherwise specified to the Village shall be
hand delivered to the Fire Chief or hll.p.enm�h� s Designee in iso- eir absence. The Union shall identity in
writing its officers, stewards, and employee representatives to the employer. Such representatives
shall be the only individuals the employer is required to communicate with regard to
Union/Management matters.
ARTICLE II
MEMBERSHIP AND DUES DEDUCTION
2.1 Dues Check -off - The Village will deduct from each employee's paychecks the
uniform, regular Union dues twenty-six (26) times per year for each employee in the bargaining
unit who has filed with the Village the authorization form attached as Appendix "A". The actual
dues amount deducted, as determined by the Union, shall be uniform for each employee in order
to ease the Village's burden in administering this provision. The Union may change the fixed
inform dollar amount twice each year during the life of this Agreement by giving the Village at
least thirty (30) days'., notice in writing of any change in the amount of the uniform dues to be
deducted. The Village shall remit the total amount of the dues deducted, together with a list of
the employees from whom dues have been deducted, to the person designated by the Union in
writing not later than fifteen (15) days after the issuance of each paycheck from which dues have
been deducted.
If an employee has no earnings or insufficient earnings to cover the amount of the dues
deduction, the Union shall be responsible for collection of dues. The Union agrees to refund to the
employee any amounts paid to the Union in error on account of this dues deduction provision.
+-- - - - Formatted: Body Text Indent 2, Left, Indent: First line: 0,
Line spacing: single
2.2 Indemnification - The Union shall indemnify and hold harmless the Village, its elected
representatives, officers, administrators, agents and employees from and against any and all claims,
demands, actions, complaints, suits or other forms of liability (monetary or otherwise) that arise out
of or by reason of any action taken or not taken by the Village for the purpose of complying with the
provisions of this Article, or in reliance on any written check -off authorization furnished by the
Union under any such provisions. This indemnification provision shall not extend to errors that are
solely the fault of the Village.
ARTICLE III
HOURS OF WORK AND OVERTIME
3.1 Purpose — This Aarticle is intended to define the normal hours of work and to provide the
basis for the calculation and payment of overtime. It shall not be construed as a guarantee of hours of
work per day, per week, or work cycle, or of days of work per week, per month or per work cycle. In
the event there is a lack of work which the employer believes is a change in the normal work
schedule as defined in Section 3.2, the procedures of Article 18 shall be followed.
3.2 Normal Work Day and Work Schedule - The normal shift schedule for Firefighters and
Firefighter/Paramedics shall be twenty-four (24) consecutive hours of duty, beginning at 08:00,
followed by forty-eight (48) consecutive hours off duty. For FLSA purposes the work cycle shall be
twenty-eight (28) days.
3.3 Kellv Days - Kelly Days shall be selected in accordance with [Article 8.1(e)]. The hours
of work shall be reduced by scheduling off each employee thirteen (13) shifts hereby referred to as
"Kelly Days", thereby reducing the average work week to fifty (50) hours and annual hours of work
to 2600.
3.4 Comp Time - When an employee works overtime in accordance with Section 3.5, lis- 1]ey
may elect to bank the hours as compensatory time in lieu of receiving monetary compensation in that
pay period. In consideration of the Village offering this limited compensatory time benefit, the
Village and the Union agree, in furtherance of Section 7(0)(5) of the Fair Labor Standards Act, to
place restrictions on the use of compensatory time under circumstances which they agree would
constitute an "undue disruption" of the Department's operations. This banked time maybe used to
take time off at a future date or in the case of a personal emergency where time off is needed. At any
time an employee may request pay in exchange for earned compensatory time.
Banked Compensatory Time may be accumulated in increments of no less than one-half
hours at a time. Time shall be banked at a rate of 1.5 times the number of hours worked (e.g., 24
hours worked equals 36 hours banked).
if time worked is to be banked, all of it must be banked (i.e., if 24 hours worked, all 36 must
be banked if electing to do so). However, if the full amount would cause the balance accrued to
exceed the maximum 72 hours, only that which will bring the balance to 72 hours will be banked and
the remainder will be paid as overtime. A maximum of 72 hours may be held in the bank at any one
time and a maximum of 144 hours can be accrued in any calendar year.
The following procedure shall be followed for utilizing the Compensation Time Bank not
covered by Section -8.1:
a) Requesting to use Compensatory Time Bank: In order to request Compensatory
Time, the employee must have the time in the bank. A request to use Compensatory Time
shall be by the electronic scheduling software program, or via e-mail in the case of the
unavailability of the software. Requests will be recorded with the date and time they are
received. In general, the employee should provide as much advance notice of the request as
possible. The employee should notify the Shift Commander no earlier than 14 days prior to
the requested time off and no later than 6:30 a.m. on the day of the requested Compensatory
Time usage. Requests for Compensatory Time after 6:30 a.m. on the date of requested usage
will not be honored, except in an emergency as approved by the Chief (or t1l cim..hs designee)
or in the event of a same day leave request where the request will not cause overtime.
b) Unduly Disruptive Days: If overtime is necessary to cover the employee's
requested time off under this Section (i.e., the employee's leave will cause or has caused the
shift to fall below the Chief s established minimum shift staffing) the Shift Commander shall
so advise the employee. The determination of whether overtime will be necessary to cover
the time off will be made when the time off request is received and acknowledged by the
Shift Commander. Overtime rules shall apply in order to fill vacancies caused by a
Compensatory Time request except as expressly modified by this Article. It is agreed by the
parties that the implementation of such Compensatory Time rules will necessitate additional
administrative and operational efforts in order to fill such Compensatory Time slot(s), thus
causing undue disruption to the Department's operation. The Compensatory Time must be
requested in an allotment of a minimum of four (4) hours. This minimum requirement may
be met in combination with other paid time off (e.g. Personal time). If overtime is necessary
to cover the employee's requested time off under this Section, the parties hereto agree that
such request cannot be filled within a reasonable period of time without unduly disrupting
the operations of the Fire Department. In such case, the employee shall have the following
options:
i) to withdraw the request ; or,
ii) take the leave requested.
If the leave requested causes overtime, the scheduled employee taking the leave shall
be designated as having taken an "unduly disruptive day" and the scheduled employee's
Compensatory Time bank shall be reduced by time and one-half for each horn granted off
(e.g., 24 hour Compensatory Time at time and one half equals a 36 hour reduction in the
Compensatory Time bank). If no overtime is required, the request shall not be deemed
unduly disruptive, and the employee taking the leave shall have (Ir.1. el rM4 Compensatory Time
bank reduced hour for hour (e.g., 24 hours off equals a 24 hours reduction in the
Compensatory Time bank).
If the Village is unable to secure an off duty employee to fill the requested
Compensatory Time slot at all, then the request may be denied in its entirety as unduly
disruptive. No forcebacks will occur as a result of the usage of Compensatory Time.
c) Filling Compensatory Time Bank Requests: Requests for usage of Compensatory
Time under this Section will be prioritized in the order in which they are received. If the
requirements of specific assignments cannot be met the request will be denied. If sufficient
replacement personnel cannot be obtained to meet the number of Compensatory Time
requests, the requests will be denied in reverse order of request reception. When attempting
to fill a request, no more than one (1) complete round of calls will be made.
d) Indemnification: In consideration of the Village's agreement to allow employees
to establish Compensatory Time banks and to schedule Compensatory Time in accordance
with the terms and conditions of this Section, the Union agrees to the following:
i) Subject to the parties' agreements and adoption of the alternative procedure
described in Paragraph (b), the Union and its bargaining unit members agree
to defend, indemnify, save and hold harmless the Village, its officers, agents
and employees, from any and all damages, costs, expenses and penalties
arising from any complaint or allegation that these restrictions on the use of
Compensatory Time do not comply with Section 7(o)(5) of the Fair Labor
6
Standards Act regarding the use of Compensatory Time.
ii) Any and all disputes that may arise between the parties, including disputes
raised by the Union or by any bargaining unit member, as to the
administration of this Section, shall be resolved through the grievance
procedure of this Agreement. The parties' agreement to utilize the grievance
procedure to resolve any disputes arising under this Section is based upon the
authority vested in them under 8 and 15(b) of the Act, 5 ILCS 315/15(b).
Such agreement is also made in reliance upon the Supreme Court's decision
in 14 Penn Plaza LLC v. Pyett, 129 S.Ct. 1456, 186 LRRM 2065 (2009), that
such disputes shall include claims or allegations that any restrictions on the
use of time due available to employees from their compensatory time banks
as established under this Section do not comply with 7(0)(5) of the FLSA, 29
USCA 207. In the event that any such grievance is advanced to arbitration,
the parties further stipulate and agree that the arbitrator's remedial authority
shall be limited to making the grievant(s) whole by granting, consistent with
applicable 7(0) standards of the FLSA, the cash value of any time due in
dispute based on the then -applicable overtime rate and shall have no
authority to award any attorneys' fees or any penalties against the parties.
The parties agree that if the Union or a bargaining unit employee files a
lawsuit or complaint in any form alleging a violation of Section 7(0), this
arbitration agreement may be raised as an absolute defense to such lawsuit.
The Union agrees that it will join the Employer in any motion to dismiss the
lawsuit and/or to compel arbitration.
e) Sunset or Village Buy Back Option. If any of the principles contained in this
Article are found to violate the terms of the FLSA by a court of competent jurisdiction, the
Village may elect: (a) to have this Section immediately sunset, subject to the subsequent
duty to meet and negotiate as provided in Article 19 of this Agreement; and/or (b) to buy
back some or all time due to bargaining unit members immediately or over a reasonable
period of time; and/or (c) to allow employees to utilize accrued Compensatory Time at
7
mutually agreed times.
3.5 Overtime Rate - Employees shall receive overtime pay or compensation time, if
applicable, at the rate of time and one-half their straight hourly rate for all work performed beyond
their normally scheduled hours. Overtime shall be rounded to the next fifteen (15) minute increment.
3.6 Special Overtime — The Village acknowledges that certain work involving secondary
employment has been regularly assigned and performed by bargaining unit employees and certain
non -bargaining unit employees assigned to the Bureau.
Employees have been assigned the following positions as secondary employment during their
off duty hours:
• Fire Prevention Bureau work duties, including, but not limited to public education.
• Off -Duty medical exams (ordered by the department).
• Project hours (must have prior approval)
• POC drill instruction or special training exercises.
• Assisting with new hire exams.
• Drill instruction and preparation (must have prior approval).
The Village agrees to continue its past practice with respect to such assignments during the
term of this agreement.
In accordance with 7 (g) of the FLSA, the parties agree that the base rate for such secondary
employment work shall be as follows:
Effective Date FF/P Base Rate FF/P Overtime Rate
January 1, 20252 $2.7.4..979..67. $44)4944.5
January 1, 202.6 .3 $2.7J,,;43(A..7..4. $x:1...:79 4.6,07
January 1, 202.74 $2&5,x3..4....63 S42. 444.7. 45
8
Effective Date LT/P Base Rate LT/P Overtime Rate
January 1, 202.2 $32;AS)3.5A.5. $4i 7353,.]8
January 1, 202.6.3 .6,.70 $444).A).25.5,95.
January 1, 202 /41 $v:14.:4493.:(...8.0. S5 I .1456.7
All assigned hours worked in these positions shall be performed at 1 1/2 times the base rate listed
above.
3.7 Callback/Call Overrun - Any employee required to stay beyond theirirae vy ad sca�.odul.ed
shift release time to 09,01 due to a call overrun, or who is called back to duty for the purpose of
staffing reserve equipment shall receive a minimum of one (1) hour pay at the overtime rate.
3.8 Hireback Policy - The following rules shall apply: The hireback distribution shall only
apply to fill shift assignments covered by this Agreement.
• A computerized overtime list shall be established to track all hireback hours worked.
• Overtime hours shall be reset to zero annually.
................. Special Event Hirebacks shall not count towards your main hireback hours.
0......... the Departments eomputennzed scheduled sys.lem shall be used to sc:hedanle this
...... ......... .........
hrr bavk overtime work All overfne work shall be l`ifed through normal Overtime
..
proeedUres and nvadahle three.....(21) d'�ays.....r_lhc A.M..belone,.)..tiw hireback overtnme world
....... ........ .................
n.:d:n:...bu°...:laerfo.� rrg;at:.c9,.
........................................................ In the ent aun s nvnpluy. n o ..... an active call when an a r..aentinnue....:woirlk asu,ua;unmeuna....9s
offered vua text as lia hig vau➢.sable, th�°...Shitt CA..nunnunarad a vh�n ll....inakc a,.....Voad ta,u.11n
altet aa:llM 12 nu,til. thc:...._emaaloy. es on the a an✓e eah to aHow......ahQm a.....:reasonna�nle
oppuall-launity uaa....vohuntccp for thc.._Ilnaielasn ll . assn�;npunent nvh gr pra trpual,"
The Fire Department Administration shall endeavor to work with current wireless communications
devices currently carried by employees, where applicable. Procedures for selecting hirebacks shall
be in accordance with SOG 1202 — 07/21R
3.9 Actine Officer — This provision shall be effective the date of the execution of the
contract between the Village and the Union.
An employee must have the minimum requirements as defined by this Saiection. Determining
9
which employee tills the acting officer position will be chosen in the following order:
a. The employees which have made the current final promotional list.
b. Employees who participated and completed the most recent promotional examination.
c. The next most qualified at the discretion of the Fire Chief or a.jnenrrhn s designee.
All employees assigned to acting positions, either Acting Lieutenant or Acting Battalion Chief shall
receive the pay differential between their position and the equivalent position they are assigned to,
i.e. firefighter/paramedic to Lieutenant Paramedic or Lieutenant to Battalion Chief.
3.10 Forced Back - If a hire -back is required, as determined by the Fire Chief or lffci.aJw :•y
designee, and there are no volunteers or an insufficient number of volunteers to fill a hire -back, an
e>nployee(s) from the off -going shift shall be forced back. The Shift Commander shall force back the
employee that is permanently assigned to the off -coming shift, was/is on duty, and next in line on the
Force Back list. Once an employee is made aware of a force back, the employee may obtain a
qualified replacement to work the hours designated by the Fire Chief orlheIlthis designee, subject to
the Fire Chief's approval. An on -duty Union representative will also be notified by the Fire Chief's
designee to assist in providing coverage for the hours. Forced back hours will not count towards
overtime hours accrued. Forced back employees are forced back at the overtime rate. If a force back
employee finds a qualified replacement, approved by the Fire Chief or tj e..ir n1s designee, the
hireback hours will count towards overtime hours accrued.
The Force Back list shall be assembled in reverse seniority as of January 1, 20,.5;1 -it and reset
arcj;�;1.11.e,;�,��u,mp;lm,n,rru,g,-2f each year. An employee who is forced back, regardless of the amount of time
worked while forced back, will have jfJenn'his name rotated to the bottom of the Force Back List. Any
employee wht9 retalttee�'� a R' r e baek will not: bt, related on the if o ee, Bae 1 f is't: All new employees
will be slotted at the top of the Force Back List. All Special L„reiil hirebacks will be considered a
forceback, un re” rd to the Force B :aellt hst,.4hus theirbie� name will be rotated to the.bottom of Force
Back List. 1n the n . s nc e ot'ennu4 r efac'y as c¢a;djcip rotc �j.: u, iness.uneed or.Act orGo aIln � yn.u:1p �g�4 c spd�,
1"d.W ba. forced to work 41 ffie force n�yot0d cann0.�s the nne n4be t4`�...1. e on 41ilVb:,'y' nn4�ne.i<jIlan 110 a:y 4,Ilo1`.Ilt.
con5eci.1.1i ve h4>ur<>.
3.11 Light Duty Hours - Th4 Du.p tm nt sh all rtery pt tG> linin."4nVIl414, ilelfMj�94Dn rA.li'y.. 1Ilght d'...... ` - � Formatted: Lsaed, Line spacing: L. fines
Is ng nnnneant to o pec s....aunIl able4:2. peu 4omrau therm llagall n➢ �adpcS ycSa145a Il cuS.4uln..................................,„.;...n 0.
10
..a�flnt edaa.; aas:,iprmppuarsts an ..rn{nt,aaaad«arrnatatnc aaun.ad �nandfl d>a..anflflencufl,..uwrn n ansa dry ears -basis basedn..(fie
employee's adcacaurmuc ante{d .medic ud ..:re restrictions ann{d.....the needs o the Dc p)rtmernt It.... is clearly
understood that rflrru.pdnnrng H n_Ihis Sea iio n sh ad:I...Ihc conbstiu�rrc{d far re paiirc.r1t Vndd bpy-..tcu eHc ate dl Ih. {flrru:v
nssflp~raannerrts for ua¢fl._e.Iln:gl�flcn2'.p-'�:.�..
d.p.flrnc arru...._crrnpnfla}.a: is ={pim. ncdcrrcG......cdHpHd9d6.......dQ➢H dngdu.tr..cpaut�, d6rocy npnans.d. flnav+ <a...Retaunrp.....to
1 ra)rdc/iVan.._u Janrflc C e Htill c utHarHn flaflnnrr,._cavHrrpIldete d by n..dn.c afltdr ccr.c pvLoyicdcr HrcdrrcaatHHng tllrc_eHrrp flCYy4.4°,s
hlbnflnty tap...:acrdanrrr%....ddnc aw=aan:�..<aflrflc fln..p fl:t iarta= ,.uurd4 as:a:a.. nnHrucnnt.. nand arrur'....zngnu dn{ ufl>d.{ rrestrrnc,.dn Ira d .�...¢ii.a
c rtnflHcctio n aanausd.Qah.; aanadnc. atc n 1;. ppa caad d aae flaws a.h nu Ir turru. tan flauflfl.�flaurty Phe ...l�nua � hi fl fla , :a es
Ic fl nghti.ra u-equiu-aJ..:the ern Ian=c e to suubr n it d;�p_a � vand.u..a:annnaaan IrPy._an da n1 c .naRcu s ll ;� d � by.dh ,
V. i a^tea $:a;Hp t .i. pfl.I.Ar o.l."Q of ffie ttia�d9....Cdo t4nnS. dis HpprcE...1hen 1.1w._1 ilio n aan d ndna p,nnndrd4fl y,a._& flfld fl'7HInHy
select a third {doctor to resolve tdre.. dis ap'm,.',.0.aa Mt bnd. (h.e. c41ro.ts �aS`,{A{,H.�`�bTl{,�id. °✓dH1C.�S..,c.R Tlflnna{�,...�'gdn��roHrt.n A�CV�''^, 'I Formatted: Not Highlight .�
..... .... .... .... .... ..... ....
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av'valuation sfln add psa:. baIllrr..e Y. tfln, «e;;�° uflaHnncnnt. .:: .::.
Formatted: Not Highlight
The Fire Chieb sh ad.l..m ace the barn rd decision as. to whether Cher o nnas¢:.. an crrnppI cc avfll.l,.bc {uflba n.a a8
d....dip dnt :un.t aas:vdp pHurr rrt ➢4 apnprnc v. <fl, aalld [i 'Jit edratiy wva>ndc .nas vHupHnnnn unt ar tcaHnpn0 aa'.w'a and :p He
. ..
arpdy:arnnust have saarfltted medical fl aocur e nt tiontnat tno rcnc sn it.�prcttop..:..ctrr_a_
work in d'mpdd {dant= C apnaacit,' . w.itfint a re as{u>n uM facjio d o trnnnle While n lluun;da.fl;...{duly, �>ru,.empnd{u:yee
sdadd be rnrrrecpL.Itivcrro sflapmatrerrr unpg. cr;ill illness mmasdtddco b{nrm,to d hrrmHtatrrcrr;usL,%y;_,,..,,
nu.auflinnc{p... y tdnc p8.asngrrnaat .fid dreaadah....c erre, p1a.ap9e,ssionadals .n nid ..aall apnpnflic able rule rrnd......pnir{acacfljgvs
gua�=cflnnn ag their eurapndaayHnn ,unt Cadd appp. fl.H able ..:d4�1Wd1h re O {d fiorms Hnn usd dna, submitted,
nc n c anfl,ann fly s<j!!j p�aiifl= id prow s {n4 avuark b{ur ervan flcayces_a rn ={un k,ira fl uta d V.:u.p flrt tduuty=;mqn aY c{rlrns,u,s;tl;
o eHtflnen f6 ur, e n�-hO ua sdnaaas procu a edc 4 d' tdrra c,, t edw=c dnar s rrbts �p H ��cede_CDdt dace a H dnt hour
.... .. ....... ........ ......... .....
shirt", pacn.._wv cdc., nd....nprc eranps.loy.ec s aVraunc= d::..or non n ww.n�� p, Hedaape d prpxdan._d i y tdna..<ue.j.,A fl arfy.. 'clie {duple
lln.unraus sllna]] be en. dnp bpi cannIlu a uu i. v C h.o.i.-irs perday ap , Monday tlu;p;4rndn d uad ay, withone hour- for dnanaa h
4juardess alternate ate <aHrrapgv.me nts ulr ..... up;n c d._a:{^ pfl.l ddau" p dans V'... d'r{> n{du.{d, dIlrrawvavcr,, �=flk�p tdnc Prior
::4pmrn oval .._ p tllfla C.nred (arnp9. p..rUNJdawud aw=cundr..._ s as illaIhje irn a�Il arllaclrrraa�e sC.h.c..npflc ad th tinnnc.Dx_aann
el npsd{ryca°:...w»✓ho fl;,s.ecdtrrarp t 11.1rcrn try flr�prt a�uuty ,vv rbc... assignir rrru deur uu:..non sv u;ds redalC..ud ndinna.-ss.._of
y.gayoHHy nnHaay n npnll:...9:aau art urfter parte scheedaude.._urrnmprise d o either four tern hour sdIlruts per v e.d; 01
........ ........ .......
t. re 1w e.11e drawl`pfl:...,s.hp.fas...WrweeL.
d munpad{Hycc,s.. on dip 6nn {doutp' .sduall Hu.{a:u... nespncnHn.a9. trra crna. wry crnay:..._� adps n unrpkd uycc.s 41all .un,ar.4
prrwun unvupngnl nm amy.:d tnvnnvn dll.ro n:Q n :Du.y c- tdd�.�fl.aum arldi u.g A �j.�uploy� .. wvn do 0ufi;. audy .. mn�nn gut w ifl
4..>a able to attend EMS PM C earrnunrio.unnn�, I[ plua..a nuaenm rrrnearndlnly s s anwms...l.an rnnanaap anru then -....:pa au urrn ..p9n.v
.1cense Qpevnreath eraasrruCjeallly:..nalla a~cd to do s�),
.a:,
When arra rnupnlaa aea....ns pw n llru.rrnnru rnarr.rru luauy q.a hat l u,rrr ary ewu n.11:ll,aua , ln. ,baa cduouy q .s.i rurnn rnuns
under hlmgs Seat ion, ulna en.roupalaay e sh ull arara.upunaae to receive ei e llaenn re�au;f la lnnauun�:f.y rauuQ fi nll lneAru;r.s
actually .ayeanlca al..ua,pn 12 laarly 00) a.qn u vv elk, lhrry.....fnou that an a rra;ppnleuya e....:vvewuulel raannum ally.....fry
wheaduuleuf.uaa wort ,.. are considered..ruprgnlrr�w( a�....but u nprurnal leavu':...tim aurruj s theei p.p.oy ..lrr; CVv.r.a.ir
a nau rnF el benefit u Inun prunn sau arms ueIl S e u.uaaun y, Cl l ewu x girl dF , nr .unnp lewye ... vineu menrrn allyw .'. nig , l npuVy
.... ........ ........ ........ .........
lneraurs ewl pa a :...:pour ww Mcmw e °.0 v au rap uul arr pr n .cllneelc l y.... ae ran nllly:...ww can krrrr llnlnr elaa.ly uran uequ.l;,p:
(Afu luemursand usua u n .(f.0) lueuuuirs_oIl b rnef t unrma d.^'ewn th .p iauIlp aysf epf.ulnIls se o.p.uaanu, ann a reap .loyr
.`'re,9W.arbourly rrl;r, ns a,earraprouua,el l:orasecl Fam.il:fuu. e nnn'pv .!,Yx ,e s Irurnu,a alnra,u: b ase d aU nlnvnaf cd by 26A00
,lIl.rrAir l- ruu.phlewye,eS..°: 111 all S,u:➢11rlIldnlla;. Q¢9._f wa, pw anad.Q:�a0..11Il 0.,awn➢lrr ua,u0a al sra,l ary narraf...e co nd.Dnnc� benefits while
l,rnnprleny es asgnp;rued I l�p lnu._cdray uwnl➢ zaeenuue, seanneanauy, whoa atlnssrn and eche leave uarruc at alae
srm r a.te .s nl .th-e- � awaarc assnp un �ft.fi:a 21/ &4..ho hour spnufl.^ l�nay...benna lnb: lime a a^au6._sa�lunle: ori lnp;,lua duty
shall be hour for lnaaaur (e.2— Off llfkeeun l]l5) hours mfr leave ulmne will be ch armed as fifteen (f 51 hours,
c9:f:...:sn:C fk._f nrrnrl �.,.
An errpgl rya care rrn.ruun w eurlc...rcl uu al f,p,p lnu elauhy...aassn nnmrr.prnd mrn ay._autillnre n.(. k Or ne, to p hys,n.r.aaf.
InFrapry or ewulnea...unaeelauul napupDenurnu.rrneraus cluaa:nrnp, the...." Felt while am:dngluu elou.G.g as>npun.rn;ncuuu suauua,s
1., urrsauaarnt;to Section p it Frill l uye >„rmluen i C..Ona ln�;dud...elnury lorr.:... n rwork.:rel aced u,rnjqu y rnr u,;f,llnue shall
f>a b f e II L auuenna9.....um clIlr nll.....anpaproawnanfi nems, somal amedical are atine nr as.poaauu ewf u.fa.culr lnpin.l,._eluauy Ill,....:ns
understood that eurrpyeewhkann'nnrwerforredic medical npspwcumaunts will rlauuto . . ...
work befere and Liner their se lne alaul<.ud apwpocnaapinaaa rnu ,.:a.urnll ss waap.luenn ora lN...:puu ued arr.aa c lwy the...Fire C pud.a fl
4�ura..uf.a,s:dl�4ra a:..p...
ll`..arrrn nrnpnf.auya e s vacation tune had been 4eln kNaula ep 94ap..au unnnnc.procti Kesel laam..`Yeluncpn dp.rr y are later
p>...auu on I.J. fnb elaubyg....the errnp fanyaa slnaaf l be aolyd. uua move their argue aunaarn gf..ay.s paaursau urea ne .dad u l l�f.d:.::::.
0.7/2 pC.
GMef aally>....aa rrn0 1 dIt Iy nrl pau.rpa or nllmrss inglna.._pJ ufly rss;g rnrmentl:,sln ull mrag._a nuc rnll...pp mt snxa e.e rd.
d..,ll.la w .f s,, the arruly e xe c nuIlcarn ns... m Ila,ln lfa. Fire .'lrn l 5 _up p rovut..._aas as for nn end a.....:re asan¢a bile
12
c onn yrod ration llo t docuiiiicvntcd <di.s npnnllity....d,ia ineduvpna condilu.onn rellated tope cgmi uvnc,) crn..chndadpniroakira..)
t 1p syn.e9. a)....d� :.. law.
The Fire Chief has:the sole discretion n dctei nnni;yheer not. is offered
..n;..............................................
It pat dnnt:Y... v onlc, <t:.kpsiov nd....Is ih ino1....be lnuvd. on hpY:....i itlipic. a ➢ p n ,yaps v nnc ....4s f illi c�..... inn su ania.._10
Article ✓.d..l related to t;hc Chiefs deinn rad of tt:..pi�ht dagQ. ns ngn.aincnnh �au.�loi othe rprpnlnc°a:aioirn of a�p.u,w
Section 3.1 n, the sole issue pncscna, cfl t ro on ai hit�n for is " lfh her° or not the C" zra� Haien ived their
... ........ ...... ........ ........ ........ ...... ........ ...............
tilc.wcreliosn. in an .crrbilraaa p.._d,r c<r�arc.rc«aas ar2.aeiariri 14,41t....D utg� aisirlganment~R 'A ai.:p.....be �0.4gfied
eiwnnsi,terntly witn......tht� ou"ifr d.....in Fife ""s00......4204 _07/21R..:I7ig,ht I a¢y
.A4 igff n4.':ant. -� Formatted: Font: Italic
3.12 Special Duty Pay - When approved by the Fire Chief, employees shall be paid for
overtime hours to attend a state/federally declared disaster or related training based on an approved
work log or (similar document) and in accordance with the reimbursement guidelines of the
sponsoring agency. A supervisor or other responsible authority must sign the document.
Regular work hours (shift days), as defined in Section 3.2, shall be deducted from the total
number of hours. For example: If the work log shows that an employee worked 72 hours in a seven.::,
day period, the employee's regular work hours (24-hour shift days) shall be deducted from the total
number of hours. The remaining hours shall then be paid at the Overtime Rate. Travel time is
considered part of the work time for a deployment.
Any Vacation Days previously scheduled during a deployment shall be rescheduled during
the same calendar year, if possible. At no time, however, shall a Vacation Day be rescheduled more
than one year past the date of the deployment. Kelly Days are considered work reduction days, and
any hours worked on these days during a deployment shall be paid at the Overtime Rate.
:la;llAaanruffeuirtCtiaaui.:anu9ral➢attrll8tmtai,�,tuuiM.:.
13
The Depraam=lfinenil ;%MH rake np}l tk)-PFuiVuu4a,..:lip;lmt duly rn um�neuils-trrto
paenluann:nm...tlnenrr n°e nnlen alnatic; a ra nti gal c 6 arr...nanpaaay �an....al9nn bl� & n aaca&...a � a ...: a >nla p eel' fffle l R)a
the VRI"ay tc Wghl...aluut�, asiL rrmnmmennlaa ane nnual....atI4,�aammaalia and ...VA44 be aaff"eseal oil e aa:ze-by —,e as% baa4sis
based CHIninei4na ral �avAuwtnarrnn am:nnd tlne,fleed Y of=the IN pt...i,� a la an p�..:auunaflc,n st�ar��8
tlnutnnaitlnurrnp; in ihis-seemionehall beeon"IFued le-reqiwire A tie ViHage loenedata..fight
tluudy..:au� nyaumau�i k.a
for ...a:n...aJm Fg an?fee.
Ni.,e;lerre, aa.n,.....emmpa[eyi"e a'-anaaia';ntl:ir.4$....digln4a.....:fasn li,,#4.....dutyhe-Mie unnu:asl ln.ade as ReRw.ii:n....:to
Winm0~::/:p;o...Work G errti4eaaiie n 44wrrn.,..eo mgalr:pauTd by a heakh eave fWkwidef indivanl4lg llrra....v°wvrrrAoye.,.,
ff[),ifity 40 WOFk hgk apauly...fand .numy....aolalmlavairr$a The etrlkeflamaam....Ilium rrulsan naealaea4e....a
praa�yw l ...(hAe Fife Tana,l a wd a 19a ...a:. g a l apaunn �...liln a amap>l a
to :,1ilmaaail tc <rrf.a vaalaadluasam...a a..lne^anlllm eiffeh the Village fie, thi,,+pmarra"pnese" W.aa e
twweau4urelti»rnfrr,didnaetlnann...thcl.lnrrit).n...anaitl:n.e... IF nanp>4osvrrWill pe>initlywieetathird akaeluanto aa tAvetne
a4i,�aa�neemmiennt:
Fhe Fie ('NefAiall rrnnaka...4he frrnaaml...nfea nsiaaan as^a tan,,Nhetlmen ou....nnt4uanuefnfala a^a Willl lay am4feae
ua...pi ll ...Misty-a.a 4 mvmeirat..... nnlum.. n...a ght alaut , all e p -10n ,eo..slmanl4 be 4) as frwt
lii s4na a innpnnn y, of- ...illrrne, n afld '',h all a of11laan rram...taa-ta.11 limitamtiofis as coal lanned...b by llne, desippauatod,...lneAtlm ea fL
pmn+rrfawaicmmxalr
and amll ap>pilitiaabla nunit,� annd....:ffeettlut-e"~a govt nrrnrrrrpp 116...errnnrAeyr:.urrnenbt. All ....:-apspheanl le
4RMA, neadnleil fiarrmna, must be 'I he hours aip...:.0 n.pi f ...e.nupap&Yees.....en fugln:t....4uuty =lneull
g nner,Aly....eamum,Si4of ang.lnt¢lfyeeannseemuunm a..:hours, p>en:..alrrny< f a+nndaythroungOrrfnnelaayF With ...One lmiauau...:f ff
.un:mna, ti..(.&kYn f';ss cn 'tL:''B=Hnsnte" z0.nlr°&rr11 �e�"Omemltt"� zank' agreed le, by,...tlmu4 laief). 11 r4ay+ae^a...on ht4lt...elrrut-Y ti4rraaaa...net
iespmiain4....4,u:m eannei aumiy& null 441apmliayw.e 4, *'.all rrneat:....ffnnlnaipme in any, 4aaunniffn fliaat i^a r4y-si ff4y
demmandin.An....employee .... n$n nl.....dutyWill 'be.....anl-aieae...aRe,umal,1-,lWS- I'M .....(4,mtanntnnn�
E''du,-antka n arraanaatlalyF s~ nnn3-tea aurranrruatzuarrn......lau,flan~u-...:pnanrranunedle.....laeense......(fvaa ideef the Litn pbleye.e......i.r,
nn aea lie as p.l:,yF...:fe l oq.,.wap....tem...epa.a...so�:
When arrrrn...exrrnpalo-ye.e...n~Fpmefl'inanrnnng....niaaaa alu:lya..:rell,ata cl...pnuii y ean....i.aln es's-fight duty ....uas~xnp;an nexnts,
under flliss Smfitffo-> the ena�psloya,.e...,4' 1941 e�einntinanue te...aeaeiv his/her rreg uluurr hoia�rly nela f�aau ,all�laasws,
a nvtuaanl.l.y,..... maniketil....uapn 4e-44) ni a week.: Ann)<...latinmunq tlaaul:...annn ennfp ley eie..:Wettki nnofmaal0y be st-hedudeal....to
work aane...omHisi le-naeal apaffkw d but unpaid leaav lime ..:unless time a nnmpnlcy l uu'.,cs nis/he i aumed lma.nnefit
tirfle pmunn4t4,arrnl t:ua...section -&6. tuan..ex.:aan%mf4t;...au�n tmph3yee �lvk-k flevnrrrraa4:ly...rrea,ekes...54 houue=eof ysaa�!y-�per
14
week ean i-eceive...sa re gtfl as p ayeheek 1my fight :..duty ..:fe f 40 heiten,-and using 4 ib luaburs
tri benellt taints Vitra an aaal>9 yv - rtigaa9 aa..:laeefly fame.." aseemputed based
ell Int eH1F,4 nyae!e aanfItil ahi "ed bdam...ria]an�divided by...2600.iaaau
➢ asap➢aaytnw,s a ➢ afltti
to light....daiit:y..:wnll ae lie...waaivaaity;e.aa4;ion and...tr4 10Fn aaNf....aaaana, ao the
,saaarae rale ....a -if4wy wt*re aas, igrraeed to 2444ienF 04 41, ArpyF...:beae,ie#...&iavae used ....vvhill.e....tnra ➢ig&a:d`..duty
Shull he....he+» r fea...liiaaa (e.sl:;� o ➢aftee n hears nl to av�ediinc....will he charged as....fifteen (:4..5) hasurs-� '
s,iek 4imej. Ari..... etril4oyee......eai light .....duty as^:wigiaiaaeanfi rn.ay e6lizo -4& tiune^.....:pei ph sieA theriapy
affil et ntra orgs during tlie...:we( k- while iai lig;hi duty...rataataa r uri,ai aut tea Stt 4ioaia....S..6. ll Gaau-,:,mly➢.ey, v,''s
"e atroan....4irrit, had ...:beeir sehtdultoa...:far as time pee ioad...kw whieh he/she is d 4a.r....ptut osii h ht tdai4)F...the
einpleyee dnaill lne....able to- nieve highe viae raitrtn den s paansu aant to d i41:➢....4t"//> & 8:....
4 en iallyy....a rraaia-diuty rri)aai=yur i➢lraes ➢iph:t...diuty ass^t➢ nrnent...ialia➢l..rytat...extand...:p;ast six4aerr
(::.:➢.64.. weeks, g the ...... ni➢w4 txeefAioti ..i witli....the Fire.....r�: leis 1r...,alTao vail......aar an utriiri of .aa.......itaason"ible
aao% tianaaiatrod<:a4ataa:i....lrrta 4ded...:lry:...p.aa.,aF
he Fife Ghia l h.as...Ow eo 4e...dis%ereien m -deter ninirn.g...whetlhei....ow iioa4...affi...ennpltayee is offered
a.i.gl4....di4y-vadrrlt;....amiwwaal....w4l,raas4,..:be uarrn,reami4-ranaabl:g..vrma4lilneld. 41.a :iiev-aavre:....uy 4W....:PuT:eu',.H1:t....:to
Ai- isle V11 tehiteod 4aa 4ht ChiclBtdenik.d tafit ➢fightdauty uayigriiinc in4, ¢ht alt issue danosei 4cd kt-Hain
afbitnakwof.....Hol ..Me eaa......au...cW44pafy aar.....rae
uataraarux'-'
* (Formatted: Indent: First line: 0" }
.......................................................................................................................................................................................................................................1
ARTICLE IV
WAGES AND COMPENSATION
4.1 Salary and Incentives - Annual wages paid to employees shall be set forth in Appendix B
of this agreement.
If, at any time during the term of this Agreement, the Employer's portion of State -shared
revenue from the Local Government Distributive Fund (LGDF), which is the Employer's share of
the State income tax, is reduced by the General Assembly by 10% or more, then the Village may
reopen the Collective Bargaining Agreement to renegotiate the wage increases agreed to. This re -
opener obligation also may be triggered in the event of a 10% reduction in the Employer's Sales Tax
15
and/or Personal Property Replacement Tax. If wage-reopener negotiations are triggered by this
Section, the parties also may negotiate as to other factors to help offset such losses revenue
enhancement and operational costs savings options.
4.2 Specialty Certifications - To be eligible for Top Grade level of wages firefighters must
have completed the following certifications:
• Five years of employment
• Advanced Technician Firefighter
• Fire Apparatus Engineer
To be eligible for Top Grade level of wages, lieutenants must have completed the following:
• Incident Safety Officer
• Fire Officer I, Company Officer or Equivalent
Firefighters who currently receive Top Grade pay for holding certifications for Firefighter III,
Hazardous Materials Ops, and Fire Apparatus Engineer shall retain Top Grade level.
4.3 Loneevity - This pay will be paid to full-time employees as a means of recognizing an
employee's extended years of service. Longevity Pay will be paid annually on December 31 based
on continuous years of full-time service, calculated from the employee's anniversary date of
employment. Employees must complete the required years of service by December 31 of each year
to be eligible for the December payment. In all cases, the employee must be currently employed
16
with the Village as of December 31 of each year to be eligible for that year's Longevity Pay. There
will be no prorating of an annual Longevity Pay for partial years completed. If an annual longevity is
paid prior to December 31 and the employee is not employed as of December 31 the employee must
repay the Village such annual longevity payment with the last payroll check issued. The parties
understand that Longevity Pay is included in the definition of "salary" for pension purposes.
Longevity payments shall be included as part of the first regular payroll of December annually.
Longevity Pay shall be as follows:
Continuous Years of Service
Annual Longevity Pay
After 5 years
$600.00
After 10 years
$700.00
After 15 years
$800.00
After 20 years
$900.00
�'° fler..%:`...::Yy<;.gats.........................................................................................................................................................°�.➢.?,.00
0
4.4 Holidav - The following holidays shall be recognized:
New Year's Day
President's Day
Memorial Day
4th of July/Independence Day
Labor Day
Thanksgiving Day
Christmas Eve
Christmas Day
In recognition of the above listed Holidays, each employee shall receive nineteen (19) hours
ofpremiurn pay at their straight time hourly rate for each recognized holiday whether the employee
works the holiday or not. To be eligible for such pay, the employee shall be on the active payroll on
the day the recognized holiday is observed.
......... l-,tlCn kw Y.dL s whaa �Rclu ally "JV.or k on. one o lha::_Ilk hal tiffs hsl d above �"J.11l1U...;r 4,4,iv dok6la. tame
for gall Ihouirs actu�al.l worked on a ('err b a�4ti as,aguytpaent,.
4.5 Pyramiding - Compensation shall not be paid (nor compensatory time taken) more than
once for the same number of hours worked under any provisions of this Agreement, unless the
Agreement expressly provides for payment.
^+- - - -� Formatted: Heading 7, Justified
4.6 Paramedic Preceptor - A program shall be established to provide a mentoring
17
relationship between a paramedic student and a licensed and practicing firefighter/paramedic. The
goal of the program is to provide the paramedic student with the necessary guidance to develop the
knowledge and skills to meet the standards of the Fire Department as a paramedic.
For each paramedic student the Department shall assign a primary and a secondary
paramedic preceptor. These preceptors, and any necessary replacements, shall maintain a mentoring
relationship from the time they are assigned a student through the student's completion of all State of
Illinois paramedic licensing requirements.
For each student the primary preceptor shall receive an additional five percent above tlln..cn h. s
regularly hourly rate for all hours actually worked performing the duties of a paramedic preceptor.
Should the primary preceptor be off of shift, the secondary preceptor would then be given five
percent above the.i.fljlris hourly rate for all hours worked performing the duties of a paramedic
preceptor. If a primary and secondary preceptor work at the same station/shift, only the primary
preceptor will be given five percent above l(eirbis hourly rate for those hours with the student.
Qualifications for Preceptors
Preceptors shall be paramedics in good standing with the Northwest Community Hospital
EMS System, and shall have at least three (3) years of service with the Mount Prospect Fire
Department.
Requirements for Preceptors
Each preceptor shall: 1) have completed the Northwest Community Hospital EMS preceptor
orientation program; 2) be nominated by their assigned Lieutenant and Battalion Chief to participate
in the program.
18
ARTICLE V
MANAGEMENT RIGHTS - RULES AND REGULATIONS
5.1 Management Rights -The Village retains all traditional rights to manage and direct the
affairs of the Village in all of its various aspects not given up by the terms of this agreement, and to
manage and direct its employees, to make and implement decisions with respect to the operation and
the management of its operations, in all respects as authorized under Constitution and laws of the
State of Illinois. These rights and authority include, but are not limited to, the following: to
determine the mission of the Village, to plan, direct, control and determine all the operations and
services of the Village; to determine the Village's budget and budgetary priorities; to levy taxes; to
supervise and direct the working forces; to establish the qualifications for employment, and to
employ personnel; to schedule and assign work, to establish work and productivity standards and,
from time to time, to change those standards; to assign overtime, to determine the methods, means,
organization and number of personnel by which operations are conducted; to make, alter and enforce
rules, regulations, orders and other policies which are promulgated under the Mount Prospect
Personnel Rules, the Mount Prospect Fire Department Standard Operating Procedures Manual and
Fire Department Rules and Regulations; to evaluate employees; to discipline employees, to change
or eliminate existing methods equipment or facilities; provided however that the exercise of any of
the above rights shall not be inconsistent or in conflict, with any of the specific terms or provisions
of this agreement.
5.2 Rules and Regulations -
a) Employees shall be provided with access to all existing written rules and regulations.
b) It is understood that new or revised written rules, regulations, policies and procedures are
established by the Village from time to time. The union shall be given written notice of any
proposed additions or changes to existing written rules. When the proposed change relates to
a subject that is mandatory subject of bargaining that is not expressly covered by an existing
term of this agreement, the union shall be allowed a fourteen (14) day period to present its
comments prior to the proposed rule becoming effective. If the union requests; within such
fourteen (14) day period, the Village shall meet with the union to discuss its concerns or
objections. In the event that such meeting(s) fail to resolve the union concerns or objections,
19
the Village may implement its proposed rule on an interim basis pending full negotiations for
the successor contract. Such interim implementation shall be without prejudice to the union
rights to decisional bargaining as to the rule and in the event an impasse is reached as to the
rule any impartial arbitrator selected pursuant to the IPELRA Section 14 process shall treat
the rule as a proposed rule not an existing rule. Normally any new or revised written rule,
regulation, policy or procedures shall be posted no less than thirty (30) days before becoming
effective or enforceable.
20
ARTICLE VI
NO STRIKES - NO LOCKOUTS
The Union, its officers and agents, and the employees covered by this Agreement, agree not
to instigate, promote, engage in, or condone any strike, slowdown, concerted stoppage of work or
any other intentional interruption of operations for any reason. Any or all employees who violate
any of the provisions of this Article may be discharged or otherwise disciplined by the Village. The
Village will not lock out any employees during the term of the Agreement as a result of a labor
dispute.
In addition, in the event of a violation of this Article, the Union agrees to inform its members
of their obligation under this agreement and to direct them to return to work.
21
ARTICLE VII
GRIEVANCE PROCEDURE
7.1 Definition of Grievance - The parties agree it is desirable that any grievance, as herein
defined, be settled fairly and promptly as it arises. A Grievance is defined as a dispute or difference
between an employee and/or the Union and the Village with respect to the meaning or application of
the terms of this Agreement. Accordingly, the parties agree that the procedures outlined in Section
7.3 of this Agreement shall be used exclusively for the resolution of all such Grievances.
7.2 Grievance Committee Representatives - The Union shall designate a committee which
shall represent the employees covered hereunder with regard to all matters pertaining to the
Grievance Procedure. These members shall hereafter be referred to as a Grievance Committee.
7.3 Grievance Procedure - When an employee believes they have experienced or become
aware of a matter that may give rise to a Grievance they shall have the ability to work informally
with the Village to resolve the matter. If during this period of informal resolution the matter is not
resolved to the employee's satisfaction, they shall be required to present a formal Grievance to their
immediate supervisor wit me28.4T; day, specified time period. All formal Grievances shall be
documented on the Grievance Form (dated August 2012), located on the Village's employee
intranet, and shall include a statement of summary relevant facts and a reference to the applicable
provision(s) of this Agreement that were violated.
All formal Grievances shall be filed no later than 28 calendar days from the date of the first
occurrence of the matter giving rise to the Grievance.
The following outlines the formal steps of the Grievance Procedure:
Step 1: Supervisor
Step 1 shall be initiated when an employee presents their supervisor with a formal Grievance
using the Grievance Form. The employee shall document this date on the Grievance Form as
the "Notification Date" and the supervisor shall sign and date the document. Once notified,
the supervisor shall have seven calendar days to schedule a meeting with the employee to
discuss the Grievance and notify the Union of the meeting date. The employee shall
document this date on the Grievance Form as "Meeting Date." At the meeting, the
supervisor shall, at a minimum, present the employee with the following pertaining to their
Grievance:
22
Pertinent Village and/or Fire Department Policies and Standard Operating
Guidelines,
Pertinent J.'ollective 111hargaimng Aagreement ,ale,14) nsSecti Atn,s, and
Supporting documentation (i.e. roster).
After the meeting with their supervisor, the employee shall have seven calendar days to
decide if they wish to appeal the Grievance to the Union Grievance Committee and proceed
to Step 2. During this seven.:., day time frame, the supervisor shall attempt to resolve the
Grievance. The employee shall document the result of the meeting and any related comments
on the Grievance Form before proceeding to Step 2.
If the supervisor does not meet with the employee within seven calendar days of the
Notification Date, or provide a response within seven calendar days of the Meeting Date, the
employee shall notify the Union and the Grievance shall automatically proceed to Step 2.
Step 2: Grievance Committee
Step 2 shall be initiated when the employee presents the Union President or Vice -President
with their Grievance Form for appeal to the Grievance Committee. The employee shall
document this date on the Grievance Form as the "Notification Date." The Grievance Form
shall be disseminated to the Grievance Committee members for consideration. [t shall be the
Grievance Committee's responsibility to determine if the Grievance has sufficient merit to be
processed further. The Grievance Committee shall document their recommendation and any
related comments on the Grievance Form and shall sign and date the document.
If the Grievance Committee determines that the Grievance has sufficient merit to proceed, it
shall be forwarded within 14 calendar days of the Step 2 Notification Date. Grievances
initiated by a Firefighter shall proceed to Step 3. Grievances initiated by a Lieutenant shall
proceed to Step 4.
Step 3: Battalion Chief
Step 3 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Battalion Chief. The Grievance Committee shall document this date on the
Grievance Form as the "Notification Date" and the Battalion Chief shall sign and date the
document. Once notified, the Battalion Chief shall have seven calendar days to schedule a
meeting with the employee and/or a Grievance Committee representative to discuss the
Grievance. The Grievance Committee shall document this date on the Grievance Form as
"Meeting Date" and shall indicate whether a representative of the Committee shall be
present. The Grievance Committee representative shall have the ability to present written
statements at the meeting. During the meeting, the Battalion Chief shall present the
employee and/or Grievance Committee representative with any additional supporting
documentation pertaining to the Grievance.
23
After the meeting with the Battalion Chief, the Grievance Committee shall have seven
calendar days to decide if they wish to appeal the Grievance to the Fire Chief and proceed to
Step 4. During this seven ;;;day time frame, the Battalion Chief shall attempt to resolve the
Grievance. The Grievance Committee shall document the result of the meeting and any
related comments on the Grievance Form and shall sign and date the document before
proceeding to Step 4.
If the Battalion Chief does not meet with the employee and/or Grievance Committee
representative within seven calendar days of the Notification Date,; or provide a response
within seven calendar days of the Meeting Date, the Grievance Committee shall notify the
Union, and the Grievance shall automatically proceed to Step 4.
Step 4: Fire Chief
Step 4 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Fire Chief. The Grievance Committee shall document this date on the Grievance
Form as the "Notification Date" and the Fire Chief shall sign and date the document. Once
notified, the Fire Chief may meet with the employee and Grievance Committee
representative, but shall reply to the Grievance in writing within seven calendar days of the
Notification Date.
After receipt of the Fire Chief's written reply, the Grievance Committee shall have 14
calendar days to decide if they wish to appeal the Grievance to the Village Manager and
proceed to Step 5. The Grievance Committee shall document the date the Fire Chiefs
written reply was received on the Grievance Form as the "Date Reply Received." The
Grievance Committee shall also document whether or not the reply resolved the Grievance
and any related comments and shall sign and date the document.
Step 5: Village Manager
Step 5 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Village Manager, or a fl0J.1hk designee. The Grievance Committee shall
document this date on the Grievance Form as the "Notification Date" and the Village
Manager, or the thus designee, shall sign and date the document. Once notified, the Village
Manager, or bhe .rhi.s designee, shall investigate the facts and circumstances as ht they .deems
necessary and shall reply to the Grievance in writing within 21 calendar days of the
Notification Date.
After receipt of the Village Manager's written reply, the Grievance Committee shall have 15
business days to decide if they wish to submit the Grievance to arbitration and proceed to
Step 6. The Grievance Committee shall document the date the Village Manager's written
reply was received on the Grievance Form as the "Date Reply Received." The Grievance
Committee shall also document whether or not the reply resolved the Grievance and any
related comments and shall sign and date the document.
24
Sten 6: Arbitration
Step 6 shall be initiated when the Grievance Committee notifies the Village Manger, in
writing, oftheir intention to submit the Grievance to arbitration. The Grievance Committee
shall document this date on the Grievance Form as the "Notification Date" and the Village
Manager, or .t1]eJT.:hk designee, shall sign and date the document.
Once notification occurs, the Village and the Union shall have ten business days to agree
upon an arbitrator. If the Village and the Union fail to agree upon an arbitrator, either or
both parties shall request that the Federal Mediation and Conciliation Service (FMCS)
submit a panel of seven arbitrators who are members of the National Academy of Arbitrators
and are residents of Illinois, Indiana or Wisconsin. Both the Village and the Union shall then
have the right to strike three names from the list. The parties, by a toss of a coin, shall
determine which party shall first strike one name. The other party shall then strike one name
and the process shall be repeated twice. The remaining named person shall be selected as the
arbitrator, provided that either party, before striking any names, shall have the right to rej ect
one panel of arbitrators. The Grievance Committee shall document the name of the selected
arbitrator on the Grievance Foi-rn and shall sign and date the document.
The parties shall notify the FMCS of the name of the selected arbitrator. The FMCS shall
then notify the selected arbitrator and request the scheduling of a mutually agreeable date for
the arbitration hearings. Upon conclusion of the arbitration hearings, the Grievance
Committee shall document the arbitrator's ruling on the Grievance Form.
Copies of the Grievance Form shall be distributed to the Village (Fire Administration) and the Union
for record keeping purposes following every step of the Grievance Procedure.
7.4 Arbitrator's Authority - It is agreed that the authority of the Arbitrator is limited to the
interpretation or application of the provisions of this Agreement respecting the Grievance in
question, and 1w- Ihe.y.....shall have no power or authority to render any decision contrary to or
inconsistent with, or adding to or modifying or amending, any of the provisions of this Agreement.
7.5 Decision and Fee - The decision of the Arbitrator, within the limits herein prescribed,
shall be final and binding on all parties to this Agreement. The fee and expenses of the Arbitrator
and obtaining a panel from the FMCS shall be borne equally by the Village and the Union. No
other joint expenses shall be incurred except by mutual agreement of the parties.
7.6 Time Limits - The parties subscribe to the principle of prompt resolution of Grievances
and, therefore, they agree that the time limits set forth in Sections 7.3 and 7.6 must be complied with
for the Grievance to be considered, unless there is an agreement in writing extending any such limit.
25
If the Village or its representatives do not reply within the time limits specified, the grievance shall
be deemed to have been automatically appealed to the next step of the Grievance and Arbitration
procedure unless the Union provides written notice to the Village that the grievance is withdrawn.
7.7 Union Rights - No grievance, except a Step 2 Grievance, may be discussed unless the
Union is notified and afforded an opportunity to have a Grievance Committee Representative be
present at any settlement conference. No settlement made shall be inconsistent with the terms of this
Agreement between the Village and the Union and any settlement reached shall be without
precedential value unless approved in writing by the Union and the Village. It is acknowledged that
the Union has the right to exercise its discretion to refuse to process an employee's Grievance
consistent with its duty of fair representation.
7.8 Standards for Processing Union Grievances - The parties jointly acknowledge that the
IPLRA (as it may be amended from time to time) establishes the following standards to the
processing of grievances. Labor organizations recognized by a public employer as the exclusive
representative or so designated as representing the interests of all of the employees in the unit in
accordance with the provisions of this Act are responsible for representing the interest of all public
employees in the unit. Nothing herein shall be construed to limit an exclusive representative's right
to exercise its discretion to refuse to process grievances of employees which are unmeritorious.
26
ARTICLE VIII
LEAVES OF ABSENCE
8.1 Vacation -
(a) Policy - Employees accrue Vacation as set out in the accrual schedule below, based
on the number of continuous years of service. Continuous years mean any period of
employment uninterrupted by termination of employment or non -Family and
Medical Leave Act leave of absence. An employee shall calculate L1. iJrlan;� years of
service as of the employment anniversary date. Anniversary dates are determined by
the day of the month employees begin work.
(b) Accrual -Vacation shall accrue on abi-weekly pay period basis. Pay period accruals
shall be credited as earned based on the accrual schedules and policies listed below,
with the accrual rate being calculated on the number of continuous years of service
attained by the employee. The accrual rate shall automatically increase from one
step to the next on January 1 provided the employee is on the Village's active
payroll as of January 1 of that year and the employee's accrual rate is due to increase
in that calendar year.
Probationary Firefighters — Probationary Firefighters shall receive vacation
during their calendar year of hire as follows:
Date of Hire Vacation Days
January 1 to February 28/29 5
March 1 to April 30 4
May 1 to July 31 3
August 1 to September 30 2
October 1 to November 30 1
December 1 to December 31 0
Probationary Firefighters must use vacation time in the calendar year of hire unless
required new hire training prohibits the use of vacation time.
Thereafter, vacation time shall be accrued in the same manner as all other
Firefighters.
Firefighters - The vacation accrual schedule for Firefighters on twenty-four
27
(24) hour shift shall be as follows
Level of Service
Accrual
Vacation -Days Off
Attained any time
Rate in Hours
In
During Calendar Year
Per Bi -Weekly Pay Period
Hours Days
Less than 1 Year
0
(See Probationary)
02 + Years
4.62
120 5
06 + Years
5.54
144 6
08 + Years
6.47
168 7
10 + Years
7.38
196 8
12 + Years
8.31
216 9
14 + Years
9.24
240 10
20+ Years
10.15
264 11
(c) Use and Accrual - Employees shall not be allowed to use Vacation time which has
not yet accrued without written approval of the Fire Chief or Village Manager of
vacation days assigned to the level of service depicted in the Table above.
(d) Upon Termination— Employees terminating employment shall be eligible forpayout
of accrued vacation which may be accumulated but unused at the time of termination.
If at the time of termination the employee has utilized vacation time prior to the
actual accrual of vacation time, the employee shall have sick leave hours deducted
from the employee's total accumulation equal to the amount of vacation hours the
employee previously utilized. if a probationary employee has insufficient sick leave
hours accumulated, the remaining balance shall be deducted from the employee's
final paycheck or paid to the Village by the employee.
(e) Selection — Selection of Kelly and vacation time shall be consistent with Vacation
and Kelly Day Usage SOG 1101- 07/21R. It shall be the responsibility of all
Battalion Chiefs to see that the process is completed correctly and equitably.
Employees shall be allowed to select their accrued vacation allotments from
sate 41r k)tii (4)slotswhich shall be made available each duty day of their shift
provided that the slot has not been scheduled off as a Kelly Day. Kelly Day and
vacation selection are due in the Fire Chief s office on or by December 1st of the
current year. A tot,nll.._ol 4n v (: ) y4arfls.a e av apd.�We fbr 2025 on ._th b�nNoNViV10 d. Ws.,
taun.�u y4 w4.>.Manaln...11.°, 14, ,pad Ota pt aaa a..3iD,Claav arrnbtu22 41D,Ilta+.°ann4raa.,�:.::.
28
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ti9 ty:� wnll haaaa. ld ✓e (: �.l sloes available ...:nn 71127.0
8.2 Union Business - The use of paid work time and department equipment for
union business shall be subject to regulation by the Fire Chief. The Fire Chief shall have the
authority to deny requests which are not consistent with existing regulations and practices or
which in ffie . �lr�k judgment adversely affect departmental operations or interests.
8.3 Personal Days-- Employees accrue forty-eight (48) hours of Personal Time
usage annually. Usage of personal days shall be in accordance with SOG 1102 — 05/21R
(Attached as Appendix K). Employees cannot use personal time in less than one (1) hour
increments. Any unused personal days available at the end of the calendar year shall be
converted to sick leave hours. There shall be no carry over of personal day hours from one
calendar year to the next.,
8.4 Sick Leave - Policy, Accrual, Reimbursement, and Guidelines -
(a) Policy - It is the responsibility of the employee to notify the Battalion Chief before
0630 prior to the beginning of the employee's shift in order to receive compensation
while absent on Sick Leave unless exigent circumstances prevent such notice, in
which event the employee shall provide the earliest notice feasible. An employee
absent for two (2) consecutive duty days or more shall present the Fire Chief with a
medical certificate from .1hei.rla s attending physician which gives the reason for the
absence and the physician's recommendation that the employee may return to work.
Unexcused absences without verifiable cause may be subject to disciplinary action.
(b) Accrual - Effective January 1, 2008 and continuing annually thereafter, employees
shall earn sick leave at a rate of twelve (12) hours per month, or 144 hours per year/6
shifts per year. Employees must accumulate Sick Leave up to a base number of hours
of seven hundred twenty (720) hours or thirty (30) days before consideration of
additional sick leave hours is available. The employee may, at t. heJrhis option,
continue to accumulate up to a maximum of one thousand one hundred fifty-two
(1,152) or forty-eight (48) days. Any unused personal hours available on December
31 will automatically be converted to sick leave hours and be added to the
29
employee's total accumulated sick leave total effective January 1 of the new calendar
year.
(c) Reimbursement - Once an employee reaches the base number of hours of
accumulated Sick Leave seven hundred twenty (720) hours, the employee has the
option of receiving a cash payment equal to fifty percent (50%) of the accumulated
Sick Leave above the base number of hours. If the employee does not choose to cash
in any sick leave hours above 720 hours the employee shall not receive any cash. The
value of the sick leave at the time of cash out shall be based on the number of hours
cashed in and the hourly rate at the time the cash out is processed. Employees shall
be notified between December 31 and January 15 in writing from the Finance
Department summarizing the total number of accumulated Sick Leave hours,
including any personal hours that may have been converted from the previous year.
The employee must affirmatively indicate whether they wish to cash out any Sick
Leave hours. If the employee wishes to receive cash payment, he tl]ey...._must
designate the number of hours they.. ee wishes to be paid for. This number shall then
be reduced from the total available Sick Leave hours, and the cash payment shall be
calculated on fifty percent (50%) of the hours the employee designates for payment.
If the employee does not choose to cash in any sick leave hours above 720 hours the
employee shall not receive any cash. Once an employee accumulates Sick Leave
above the maximum number of hours (1152), the Village will automatically cash out
an amount equivalent to an annual cash payment equal to fifty percent (50%) of the
number of hours over the maximum to the employee annually.
(d) Guidelines - Sick Leave will be allowed only in case of medical necessity or actual
sickness of the employee, ort eil ais immediate family member in compliance with
the Illinois Sick Leave Act. Any violation may result in disciplinary action.
Officers must exercise professional discretion regarding the nature of the employee's
illness or injury and the distribution of this information. The employee is required to
provide accurate information concerning the type of illness or injury, and the
expected duration of absence.
30
8.5 Duty Injury, Illness, Disability (Workers Compensation) Leave - Any Firefighter
injured on the job shall be covered under the applicable state regulations that provide for the
employee's rights under worker's compensation act (820 ILCS 350). Employees who are injured on
the job shall continue to receive their regular salary for up to one (1) year, without charge to their
regular benefits and accrued leave as required by Public Employee Disability Act (5 ILCS 345/1).
Employees shall sign and deliver any Workers' Compensation or similar payment to the Village
while receiving the salary continuation benefits applicable.
8.6 Family and Medical Leave - The Village will comply with the Family Medical Leave
Act (FMLA) as described in the Employee Village Handbook Family and Medical Leave Policy,
effective August 5, 1993 (revised February 2008).
8.7 Education Leave - Employees upon written request to the Fire Chief may be granted, a
leave of absence without pay, not to exceed 40 duty days in one (1) year for educational purposes. If
leave granted under the Section is for education which is related to fire service, seniority shall
accumulate during said leave; however, no other paid time off benefits shall continue including
accumulation of paid time off hours during this unpaid period. Leave under this Section may be
extended upon mutual agreement of the Village and the employee. The Village has the right to
require a transcript to prove that the employee satisfied the Education Leave requirement.
8.8 Vacation Pay on Separation and Return -
(a) On Separation - Upon separation from employment, employees shall receive
Vacation pay at their latest hourly rate of pay for all accumulated but unused
Vacation shift days. If at the time of separation from employment the employee has
previously utilized vacation time that has not yet accumulated the employee shall
have sick leave horns deducted from their total accumulation in an amount equal to
the number of vacation howl the employee has utilized, but not yet accumulated. In
the event that the employee does not have enough sick leave hours to cover the
previously utilized vacation days, they shall have their final payroll check reduced by
the value of the vacation hours previously utilized, but not yet accumulated.
(b) Upon Return To Duty From DutyI jury, Illness, or Disability Leave - Employees
31
who return to duty after a duty injury, illness, or Disability Leave shall receive the
number of vacation hours credited to their total accumulated vacation hours that
would normally have been accumulated during the period of absence. The use and
scheduling of such accumulated Vacation time will be selected and rescheduled only
on "available" days as specified inthe ap f d.p.ca�bd.�..5„f�,.aG..Se�°tit�u-& i If such days are
not available, they shall be carried over to the next calendar year and shall be
selected first from the days available in January and February.
8.9 Accrual of Benefits and Compensation While on Leave - During all periods of
Vacation, Workers Compensation Leave (duty injury, illness or disability), Sick Leave and periods
of paid leave of thirty (30) days or less, employees shall continue to accrue seniority and all
employee benefits. During all periods of paid leave employees shall receive all scheduled salary and
pay step increases.
8.10 Witness Leave - Any employee required by subpoena to attend an attorney interview,
give a deposition or to testify with respect to a lawsuit in which the Village is party or which arises
out of the employee's employment by the Village, upon notification to the Fire Chief, shall be
excused from work at a time approved by the Fire Chief without loss of pay for the period of time
the employee is required to be away from work. If such activity is required outside the employee's
regularly scheduled work howl, the employee shall be compensated at the overtime rate for actual
hours required. The employee shall turn in any fees other than travel expenses received to the
Village. This provision shall not apply to any situation which the employee testifies or otherwise
takes a position adverse to the interests of the Village.
8.11 Military Leave - The Village shall provide Military Leave in accordance with all
applicable Federal and State laws as cited herein including the Illinois Serviceman's Employment
Tenure Act and the Illinois Military Leave of Absence Act, 330 IL.CS 60/4.
Additional conditions regarding Military Leave are as follows:
• The employee shall submit a copy of hi /hefffiei: military orders to the Chief, via the
chain -of -command, prior to 111. ei.rhis/her departure for any military leaves that will
require an absence from work longer than one duty day.
• The employee may be required to provide a letter from gh�n.g hi,,/he.t� Commanding
32
Officer describing the reason for any additional training (not including the monthly
weekend duty and/or the two week active duty period).
• Subsequent to any limitations provided under applicable Federal or State law,
employees shall be required to ensure that.1hexlhis/her EMT -13 and/or EMT -P status
remains current subject to state waivers for certification.
• As soon as possible following any mandatory reservist training, the employee shall
provide the Fire Department administration with documentation as proof of their
having attended the training. Twenty-four (24) hour shift personnel shall refer to the
Village's employee handbook (Section VI (e) - General Leave Policy) for general
guidelines explaining the use of Military Leave so long as such provisions are with
consistent with the terms of this sSection.
8.12 Jury Duty - An employee who is required to serve on a jury scheduled at a time that
would cause the employee to lose regular pay shall be granted leave with pay for such time lost to
participate in such a jury. The leave time necessary to participate in a jury shall not be charged to
any accumulated paid time off hours. Employees must provide a copy of the jury summons to the
Fire Chief or,thchhis designee as soon as possible so that the necessary shift scheduling may be
altered. Employees may retain pay from the court for jury duty in addition to their leave. Specific
jury procedures are outlined in SOG 1107, issued 2/21R.
8.13 Bereavement Leave - In the event of a death in the immediate family of an
employee, the employee will be granted one (1) duty day of leave with pay. For this purpose,
immediate family consists of the employee's spouse, children, mother, father, sister, brother,
grandchild, grandparent, attunt^ , tunci s, nieces, nephews (Jo1irl sIJ tr a;irlu��.u. and the spouse's
immediate family as well as the "step" equivalents thereof. As a condition to granting of any
such leave, the employee may be required to submit satisfactory proof of death and/or proof of
the relationship of the deceased to the employee. If the employee desires to take additional time
off due to a bereavement, the employee shall utilize personal time.
8.14 Mate�ni Leatwt/i��1easouIl�nQndt..:AcconH,modartllo Avg cnrupDllf fu c.. vhc➢ uccDuru ti �Formatted:Left
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33
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from their 11 aysncnau.nn prnneorr..to their reinust Ilteitnnennt to their rd,g,aukv duties. p lie p_ epa antarIla^un;t ret ins
0 a rfpgpnt for i quuro..a e ennu.lr.icyec tur_suWf7rnnpt..toa an evunll.uuatyd7na hay au phyv;acuaan erf;..t,pne taeprnpgutnrennt',s
epoice tithe event diS �renint bet�enIlte4raa3�s�6arrad.the )eailtnenrt's
,,e,,..,,.
p>6ny nen ara.._deraneen ngnng tfne m.nnapngdr}r '.s tntirnes,s to returnto pangq.._u�auty, tVnn:._cfat nnvnu.nnrtu Inn d7fann
J . n(8cp rrrre. rrua p7h fs.pu n arra sd le ted Iby._tj a,^_xu c ennae nut daf the F unnpk.i.o7ye s uunc8 tpue � q.a pr aatnrae*nnd s
pp;juysaen fans sha1.1 p"rpevaauq All costs associated unautf) n,,,tfIlancf p>�nysaeaaa a shall be bonrrue pry;a�n,v,
Depp.a rtivicun:a:.
t....11 unrprpu.p: e as :p, nn cf to VP:.rtpnt f&afip:._wilt accrue senpnonnt.Y, r acationa andother leave tarn e
np. the same rale us...afl tllre .:owe e s bs.0 n < 8 ten. , / llruouur sfulits::.....Ary Erf:°u;nf dnt tnraun used while one.
cpaaty:..^fnafp p7k._�aeruur uerrt.. Ilcruan '",. x caf f pu aef na p ..b. fnnrunrrs ao gea re- Nage ananpd...:b a,fn an:�nw.d as
9Ilftecur �_p pad7411r7... pf stlCf4 �:unnIlr AnIl cnnnpnpor!y.e on nllti2llr work.:n"efaate ep ,�Il pllt efandy....aWS a rannn nIlt nra<N .
a..;ppufize........... nch tame p'np.n jjhysnti.nuq tpnerraaps:y apapatrrnpfiaraa Hats q�o,annnr�p t:gta::. wee �; I npc nnn.�..g ht cpanfiy
ns"'Il it wut tatuus....prnurvuaannt,..toSccdp,oa�nng 0.
t........pf the fir fnp;paaeu°..i nrrn the midst rrn`...a prrre74> nf.�nrrrn ar f p>uiodf at the trrnuad.._of the mn'u: ;nn unudy
such period avufll be extended fly tfn�..t g;afn.arf the fngpllnt afuuty ,s.pnecn of aY,si ninne in:p:. pauuasnuaupnt to tfaps
34
votju�
. I Formatted: Left
8.15 1111aid Leave fo�r All Workeirs Act The Union acknowle �g��
........................................................................................................................................................................................................................................................................................................................ 1:!I�j� �Cti .......h......e....fi.......fl....e......d......y...n.......e....o.... [Formatted: Left, went First line: os'
gids 2025 2027 A 'r e i i I th pa -ovjs ,...re.. e e i c e d i 1 1.1 i s .......... A reernent meetand
............................................................................................... 2 ...... . ... t C �L!, .9 [M. .'anis
�eed the Midremetit cif.a.p.pheable law irelated to the State and County p�,..Jd �eave kaws. An
............. .................................................................................................................................................................................... ..... . ...................................................................................... Any
Con i I wanved foir the Mefime o�'thk 2025
............. e� b ........ . ...... y ....................................................................................................................................................................................... ment,
2 )27 ........... Agree
35
ARTICLE IX
SENIORITY
9.1 Definition - For the purposes of the Agreement, seniority shall be defined as an
employee's length of continuous full-time service with the Village as a sworn and commissioned
firefighter since hos/hurt.t. he.u.rc: last day of hire. Except where specifically noted in this Agreement,
seniority amongst Lieutenants shall derive from their date of promotion. Seniority shall accumulate
during all authorized leaves. Seniority shall not accumulate from the first day of any authorized
unpaid leaves of absence six continuing months... If more than one person is hired on the same
day, seniority preference will be established by final eligibility as posted on the official eligibility list
by the Village of Mount Prospect Board of Fire and Police Commission.
9.2 Probationary Period — All new employees shall serve a probationary period of 2472
hours of creditable service while on lll ciriks (24) twenty-four shift from date of hire as a full-time
employee in a position covered by this agreement. Time on shift shall be logged and maintained
electronically. Time absent from shift that is not credited for seniority purposes shall not apply
toward satisfaction of the probationary period, nor shall any absence from more than two (2)
consecutive scheduled shifts apply toward satisfaction of the probationary period. In such event, the
employee's probationary period may be extended for the number of hours necessary to make up for
any service not credited toward the 2472 hour probationary period. During an employee's
probationary period, the employee may be terminated without cause at the sole discretion of the
Village. Such probationary employee shall have no recourse to the grievance procedure or to the
Board of Police and Fire Commissioners to contest such termination.
Probationary employees shall be required to obtain all certifications which are established as
mandatory conditions of employment prior to completing their probation. Certifications shall include
Basic Firefighter and ILDH-Paramedic certifications. Time spent obtaining those certifications shall
not count towards the hours necessary to complete one's probationary period. In the event that an
employee who is required to be a certified paramedic and basic firefighter has not obtained such
certifications within the probationary period, the employee's probationary period may be extended
for a period sufficient to accommodate the additional time required to obtain such certifications, but
the employee may not be terminated without cause as to any matter other than failure to obtain the
36
mandatory paramedic and Base Firefighter certifications and properly perform the duties covered by
the certifications within such extended period.
Should the Chief determine that a new employee has not met the requirements of satisfactorily
completing the probationary period as set forth above, but wishes to consider extending the
probationary period, then for reasons other than not obtaining a paramedic certification, the
employee's probationary period may be extended subject to the following conditions:
1. The union agrees to the extension.
2. A four .::member Apprenticeship Committee shall be established to review and monitor an
employee's performance during the lhis extended probationary period. Two members shall
be bargaining unit employees nominated by the Union President, to be approved by the
Chief, who are on the employee's same shift, with one being a Lieutenant and one being a
Firefighter; and the other two consisting of the Deputy Chief and Battalion Chief assigned to
the employee's shift, as that may change from time to time.
3. The extended probationary period for newly hired employees under this Section shall not be
more than one (1) year, but in no event more than twenty-four (24) months from the date of
hire. Before the completion of this extended twelve (12) month probationary period, a
probationary employee may only successfully complete the extended probation if three of the
four Committee members so agree.
The Fire Chief shall have sole discretion to terminate a probationary employee prior to the
completion of the employee's twelve (12) months of probationary employment.
There shall be no seniority among probationary employees, except for purposes of layoff,
overtime distribution and vacation scheduling. Upon successful completion of the probationary
period, an employee shall acquire seniority which shall be retroactive to the date of hire in a position
covered by this agreement.
9.3 Certificate of Auuointment - In compliance with the requirements of the Municipal
Code, 65 IL.CS 10-2.1-4, all employees who are members of the bargaining unit shall be issued
Certificates of Appointment by the Mount Prospect Fire and Police Commission. Such Certificates
shall be issued no later than 30 days after the completion of the probationary period. For employees
who have been appointed prior to the effective date of this contract, Certificates of Appointment
37
shall be issued no later than 30 days after the execution of this agreement.
9.4 Lavoff and Recall - Employees rights in relation to any layoff and their rights to recall
from layoff shall be provided under the provisions of 65 ILCS 5110 2.1-18.
38
ARTICLE X
HEALTH AND WELFARE
10.1 Medical Exams - As a condition of continued employment, employees will be required
to undergo periodic medical examinations. Any alcohol and drug screening shall be in accordance
with Article 11.4 of the current contract. Medical exams will be scheduled according to NFPA 1582,
Standard on Medical Requirements for Firefighters. The goal of the Department is to comply with
NFPA 1582 as fiscally as possible. The medical facility will be chosen by the fire department and
all members will be required to utilize the contracted medical facility. The fire department will pay
for all tests associated with the exam. If an individual needs to use their own physician for their
medical exam, they must provide in writing the reason for their request for Fire Chief approval.
Following the medical exam, the fire department will receive a cover letter stating whether
the individual is physically fit and medically able to perform the duties of a firefighter. The
complete medical report will be given directly to the individual and a sealed copy will be kept in a
secure file at headquarters for emergency access. All medical examination appointments will be
scheduled on the employee's regular scheduled shift day.
10.2 Group Health and Medical Insurance lha Villa�gc �a��,[ es....to...mardnia n in i'ulll force
2nd effect lava the, Ml of' this Ag cc anu in:t.>.. t pit dth insula n c ba a efits pl, 2,.L rrrrn for fill tpana,e
anip>liay e l;iruliloy € fmr6eipaw in the...avekihal.4kl vek0t u and rirredieal Plans Offered by
&Ir. Valllaaa � 1'.i.:�.ti�ffiprti�ian I-guag..�';aid spie.p.p...paa lilelau�ff4�l a.ia..-tln� �;ieraiprpu� �ltla �aala, p,,�aia.:p:.i.t pviaggidiiaa,:
pq.a w einapapaayc as and thein.... affep eilaleiip arciaay ennepl......Within .....:dlnity--owls (3l) ..t:ia:y,� ....aim rioymeilt
afticoida.ag.. to aipplicnlbpa ...iriaaaiiavlralliay inlaatilaaa .........p laipalea=pica rialsi.....tpiaii...appaaivdeiairy Iiivi.....iiiv
e'papert mty toe-nrell of einaaivp%c pibaii tlaaminig anprc,ni tllfir a9lfflena ...wl i(4i...Aia ll be...is rknounted...411ifly..(;0)
dayyi inn...aadk,aflae.....kA, t:lne.....actual open enurailhnennt paeriaad. F;rinpk..ayee....casavtnibultion 'AiaH ha,....ayna,de
through ...:p ayntiall&sh;....a titoinvaatin ailly...detiuc te'd....alan <a lmie.:t: ax bra's,i,,,.... F'Hlpiioyee r ates....ef
eontiibaufiicrii teawwiaad the cost rrp strah iwisautiinee ,ari:..�, et forth ....inn Appendix.'. G'. a....k4taacheal....heleta.,....annal
naaada a tydit lig at,4 Furtl en a xpsl.:lmnaatnaniv of ffia, planeligibHitF, liene.ppt:..ala,.wrnpations; and
empilcayce rlgl4s, marc c(ml atirled iai...:tile then ....apap he able WAieftl lklnefit,...:N aan...:l i ilap &e
p'py Vi Hage sln affj....._c cruntinaae tcu in ak health insurance benefits avaa fable tap. lull 6rnne.
39
or institute cost conlanurrent rneasures reiative to insirruncecoverag cha � e insurance carriers,
Efreclive3anuary 1 2025-
Mo
fl�jt exceed rates helolw.
Effective Janu,
40
Uffiffiffil
11,11y to both the, IPPO/iml r nut
41
1'..'arrifly
$472.79
1405.25
Discount rate avada h to e ib
11,11y to both the, IPPO/iml r nut
41
1'..'arrifly
$472.79
1405.25
11,11y to both the, IPPO/iml r nut
41
pallici ale in the 14MO wifl receive nisu n c cwu g m cl c y
di al db if ej4MO..p.n2.ynIcr.
............. P .................................................................................................. .................. ra c ...... ..... ( ............... i.a
...... ............. ....... . ....... 1 ....... .............................. ......................
J he V I age of Mouw Prow.w licill be Aorved to raise the rriaxirrunn out of ocket
.... ........................................................................................................................................................................................................ rocket
I owi, L
�'or 11110 Plans to t[ c f6fl, n..?'
. . .......................................................................................... .............
2..%...............o................t....h.....e..... e......Wtoy e.'..s pcjjs..i...o......n......a......l...A.......c.... pay 1a2rsi a1 .....C.. )
eE......a......n......d...........4......%........o.......f.........t...h......e........e nVlj),7.....e..'..s
Wnsion,,,tble [24 r wrrifl c v rig he niax f rn uni out ofpockd� leve Aafl be esLablished as
.y
fo Is
...................................... ........... .... ...... y o e
......... ...... .............................................................................................. ............. .....................................................................................................
illu. slrqa...!�A in A pmdix C
. .. ... .. .. . . ...................... 12 .................. L,
Aqi i ation Rewards V Ha e shaH offer the biorirceric blood r Formatted: Underline
�9 P f g d aw
... .....................................
. ............................................................................... ...................................................................
annual)y and cjiiptoyc�.rs
may p,,AqiC.f at in the Mood draw schedi.fled atth,,;VHLID� urat.ap.1mov- I � Formatted: Justified
P . .............
............................................................................................................................................................................... ................ .........................
re mu t e I.c.) gi t i u nI Spui.vs es 4,o v e red w d endents iinder th r2k n ir.� st � S I I
r2 ....................................................................................... C L ....... ...... lu ........ ... d a r2gort! 11P in Ibe
... ..... ....... ....... ... Me.
,� I .......... C i �-,j
.......... orrwtrjcj��,.Ijnguand nicer the criteria estabhshed bck)w..dI..k r criotluat.if R) jh sn ephusom or
................................................................................................................................................................................... ......... ....................................... ... .......
;RtnIlntIYiurn discount, an s cy t,.e rx.afti ipajin i Lh Vffla c's health
....................................................................................... ............ (I p.. ,
....... ..... .... ......... ........ ...... ..............................................
JJ]..s.urance f.jans juw.,
..... .. .. ... A arinjudly
completethe biornelfic Mood draw and health risk aseesmneri s) to be
................................................................................................................................................................................................................................................................... . if
eligible For the we Liness insurance pre.. i y i itr. n ...........d is, c o ij r A. ................W e I r e4 s (j i s counts shaH ip t )ak,
............................... ........................ ...... ... V. y �u,. . y.
provided 1he criteria above are rriet."11 he discounts, Sim]] beapph ed..f onlwn th �y .'alran
Im p
IlC.nnfln.t➢:flhn.
.......................................................................................................................................................................................................................................................................... ... ............ ................ ........... ........ .............. ........
charginthe foHoWing cu Quints:
................. ................ ................ .......... ............ .....
Coverag
....................................
5in(de
............. . .........
Si
..........
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............
.P. Cji.e n I 1.6� S..00 U n
... ... ... ... . . . ... .. .... .... . . ...
. . . .. .....
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... .... . ....
............. .. : : .............. . :
[formatted: Line spacing: 1.5 lines
.......................................
in;Jvej. incentive Ir rs.w u
Formatted: Underline
......................................................................................................................................................................................................................................
Outol'the.Vfflag 'Sgroup qjc.dica� histirance yAam.. -FO p c..12 I ....... ...... 11 1 Formatted: Tab stops: -1", Left + -0.5", Left + 0", Left +
w1i i a p�r ne r Ljk�yce anu 1 0.5", Left + V, Left + 1.5", Left + 2", Left + 2.5", Left +
...... .... .............................. ......................... ....... .................. ............................................... .... ........ .......... P
i. I medical kisuiranue cove.r.age gg thwig a s 3", Left + 3.5", Left + 4", Left + 4.5", Left + 5", Left +
Jll V 5.5", Left + 6", Left + 6.5", Left
........................................................................................................................................................................... I.I.0 a I h f.f.1 S u namcx
phan"), iu!.J.6r )a f g IIIj epmg anA J.H..........r..e.c.....r...e.......v.....e.........a.....n......a.....n......n.......u.....ad...j ) c .y ....i..ncentivo ol'S ..LOOO
... . ..... pail.ofa regutar.Ix.krill ....o.......H........c.....h......e......c......k...........S....h.....o.......u......l...d......a.....r. e
V k�y
vv�� a
.......ti
even.1 n rri c/divorce
cath f.11'ectin co cr tge rne,
g . ............ v t ternfina.fion effe
..... ................................................................................... ............ u ..............................................
e "'cl, h n rnaxinim benefit 0 e � n he le
1.11 ........... Ma, ma i g ............... ... of c v r, L, f w f h t � y
........................ ............. ................................. .......... ............... ............... ................ . ...... miuk
I no k
ing r be
co c1:9 .d..... . by .....a.....n...........a.....l....t..er....n.......a.....t....e..........1teagth....... .i..n...... .u.r......a.....n...... e
121im 1 c emply.could iih� 1.. ......a.... . c health
.i...r...i...s.... u..... r.....a.....n......e......c.... plan .i...n.......e......f....f....e.....c......t........a.....t........t....h......e..........fi........t..n.......e..........o.......f........L....h......e.........r.c....c.....u......r....l....Il.....r... 1 e -A s i2
I .a..
.i...k.............a.....n.......d....
eh i di a return regws I ... :...no. .... p nsible For re
.y M.11drinyients, In the event of', A the ealp.joy..ce i .1 be s
............ 9 h j i .......................................................................................................................................................................... ............ ...............................................................
puyinentof ny q
uarteilyoptout p�
ty rm ijtpre., i ly pai i ..t q -ter. lb - wl ic � t r t H- �. L tns
a .......................... ... I S 0 . ..... n. ............................ i .................. I ............ I ............ C z I Ile S ..............
42
uvp ede.ViHagi wia.ififfirratrrro...OyAionalinitirance...meerttivefwegram le btrg dirrran.:..:a�n to envb r waaa� ft
eitt a tlae...:Vnllgtger, grratu liectltli ltaui aiarrtee...l aaii. fll"tritaitnt ilsaate inn the ....pFOgr nnft, ant ernpl syee,tttiinst
in$4sarfftit.....prot uatsiuurrane eov-e ii�c (e.g lhnmgh a arpoo uw r heakh rraab>iarrrtrrice Plan).
L;tolyl+�yeeiY tttneil atning..i.rrt...the pnctgrrarrrtiv4l....neeeive an aefl ual...fnofnet:a fT nineeatireknf k.l..11tnttltsei yeaur
payable quaate:rlj, a4 part a regular payaarll cheek.....Sho u.l.El....aan effitils 34 111atv4 at nwaJair hle event
)dedntlt cl=fieettitg etiuen tge ..e:.nn ployaTF pit tetnttiiaattuytn..t ffe thug; LOI',,rdge.. rrn arrwurrtg;c fli starve t 4lectiaag
s itt�....ta°elautag rti tnittrottvtn lmarrn t til of c artgt 1 ita..:a lnae:pi..ah y wtsatlai to r rttgt u lea ee'r rtd b. �'a rr
Ak rne,Ae heakh inriu afltte phtat„ the emphsyee etmid fve turrn..to the Village hearth iak^ urartee f4an iar
elfeet sit the tariieoftile ret¢trnu deteil^i...and ellgil>ilnty nettaitrri itat utrs
In thetwertt dmf tt,retatini retlaarest tale erriil>&r y e..:.will he...re p tnisiWe In»i...te-pa,,yL venni til «tniy..q:aroitt u.ly:..OF4
c➢itt fnWynrtent previously fyttki in tent--e.ltuantef, ftw Wh`iO�n R i" ti"ttnM...Fetjtn: St....iS tn`tirrdti".... _ _ _ _ Formatted: Font: (Default) Times New Roman ..... .....
10.53 Group Health and Medical Insurance: Surviving Dependents - The Village
recognizes and agrees to comply with its legal obligations under the Illinois "Public Safety
Employee Benefits Act:", 8201LCS 320/1, et seq.
10,60 Life Insurance - Life insurance coverage and Accidental Death and Dismemberment
(A.D. & D.) insurance coverage shall each be provided to all employees by the Village. Life
insurance coverage shall be equal to one times the employee's annual salary rounded to the next
higher multiple of $1,000 if not already a multiple of $1,000. The maximurn amount is $300,000. In
the event of an employee's death, the full amount of insurance will be paid to the employee's
beneficiary according to the provisions of the policy. The Village will endeavor to make available
for purchase additional life insurance; however, the Village does not guarantee such additional
insurance is available and if available must be purchased in compliance with any applicable IRS
regulation.
10.,kS,,,,,,,5-Dental Insurance - The Village shall continue to offer optional enrollment in the
dental plan provided the required minimum number of employees contribute as defined by the
vendor. Employees shall elect to participate annually and within thil ty-one (3 1) days of hire for new
employees.
10.6 .....................IRC 125/Flex-Comp Program - The Village shall maintain a Flexible
Compensation Plan whereby employees will be able to defer pre-tax earnings into individual
43
spending accounts to be used for un -reimbursed medical expenses, dependent care costs up to a
specified limit, and additional life insurance (provided such is applicable under IRS regulations).
Employees shall elect to participate in the program annually and within thirty-one (3 1) days of hire
for new employees.
10.,;1QD,,,,,,,,,7 Employee Assistance Pro6ram - The Village provides short-term, voluntary,
confidential counseling for full-time employees and their dependents. Counselors can be reached 24
hours a day. Human Services Department Counselors are also available for employees and
dependents.
10.,:x::1,8...: Deferred Compensation Programs - Employees may voluntarily join a deferred
compensation pension program to supplement amounts received as their pension at retirement.
Deferred Compensation Program plans allow any full-time or permanent part-time employee an
opportunity to defer tax sheltered dollars into their programs. Employee elected contributions to this
program shall be made through payroll deduction. Specific information can be obtained from the
Finance Department.
10.,.2.9 Credit Union - Any employee may join a Village recognized Credit Union.
Employee elected contributions to the credit union shall be made through payroll deduction. Details
on joining a credit union can be obtained from the credit union directly or by contacting the Finance
Department.
Indent: First line: o"
1.0 1 .. ..........:� :tl :: ff t ➢ ,t u u ,m :: uos, Ae,eo u,mt#......
......... 11I) aaa ne&lreffna nt .eefly pai effit g k4hen=wn e due tai F fi,'gihlf it*.:rn�uua�� d+�u.�� ru rurr4a�uae��fl
'+iek lef"'e in raeetw(lanta....with Artiele 14i..:al AKIN ....:be rkl...:it) flfft, eTi1lrltsy-ee.''.N PoS4 PynygoYriu�ent
Sru�'irng,....Ae aynani4 (PESA) deserihad ir.ff....the laaartreul�a&r nr....rgra ru�Prfft.
......... ...F;onn&ffrisatfliernn to the :,hrih irc;....nnicide :K�...0.a VnnaM:...io be establi4kvii.....in dveigdanet....with
Srekioai54illrfftefilal....Revenue CtAe. The...:Villa slalleorntrnbul ^iucheleduetnanaffstothe
Plan nn ltiarnlnnnstra;4:aarr>d tha gz.:L"&A inn...rueeaindvo-rnee Fntb thef-,apfful a Efflfrlaryen Pa 4ie, grafi: etir..Agretmue:ent-
1"'in sloy:ees, be.re.,p caavr alffle for....4n1 SA....a.alrraari;atiLa4a 4c:e . iht iMiean <.agrees-ta>...iwleinni4q'...an.d
Meld 4he....:Village .....hanrnless nagaanras4...elkirans-by e.:raiInloyee ansi.ing.. u.4;...o the V llag x....:making and
ea eutnilnraAinn4,
the lae¢ ni'ieel ina 44hr&....Arha0e.....anand any ...i lffaianrs (* liability wn4li re"�pet t te..:t:uff.e
44
tax tioatrilefli ef iil. lhpra ids ...(NA i ueh....dedt�elk)D4,, atffe....flitide nff aec (Pance with ....:this
-Artiele and pa&d...tY!b-lhek:qaflin wR.t'h...the Fimf,4k)', ek kgReeff1rit flit
es&abfi hed,':hdp.i..:be
paid irate -an aiB'ap,4 14nrgoysrratiant'Skeviaags....Aecowlt...4iaff 4w..pUupaO'i�es....rri p.ayanaeeIlt ra4 4Ileaa�t$a
en aui'ran+ ...ffeevikt ,, arid...otheir diuduiriu t taeas t K ..tinder 4he....FA ana
ARTICLE XI
GENERAL PROVISIONS
11.1 Trade Days - Employees may Trade duty shifts in accordance with procedures in this
S.u.ection. The Trade policy is intended for only shift personnel that work on 24,.- hour shifts. All
trade days are considered with the recommendation of the Company Officer and may be subject to
45
the final approval of the Fire Chief. Trade days will be in conformance with all department
procedures, FLSA rules and this S,section. Trade days are designed to allow shift employees time off
when other means are unavailable. These may be suspended or removed if an employee violates
departmental procedures. Proper staffing at each station and scheduled events will be considered
before granting a trade day.
The program will follow these guidelines:
• To ensure the continuity and smooth operation of the shift all trades should be available for
approval prior to 0630 of the first day of the trade.
• If, due to unanticipated circumstances, the request cannot be submitted prior to 0630 the
Shift Commander will approve the trade as long as a qualified employee is available to work
the day. These trade requests will be subject to review by the Deputy Chief and any abuse of
the Trade Day policy will be subject to disciplinary action.
• Trade days that cause a hire back or any member to be paid acting officer pay will be denied
or canceled.
• The Employee who is requesting the trade day may only trade shifts with an employee of the
same rank and job description, and who is capable of doing the same job requirements.
Trades of time off days within the 28 day cycle should be approved between ranks and j ob
descriptions, providing they do not cause potential hirebacks or acting pay. Trades of
vacation days across the 28 day cycles should also not create a problem, but this must be
within original vacation pick parameters and at the discretion of the Battalion Chief. If the
trade has the potential of a hireback or acting pay, the Battalion Chief has the authority to
deny the trade.
• The clerical responsibility of the "Trade Day Agreement" shall be that of the trade day
requester. The requester shall be sure the request is completed and is properly logged in the
paperless system by a Battalion Chief or Acting Battalion Chief, before the day of the trade.
In the event the paperless system is down, Appendix E shall be utilized.
• The employee who is provided relief on the day of the trade has the responsibility to ensure
that whom 1.11eyhe/she traded with will show up. If for any reason the fill-in does not
completehrequirements, the employee assigned to that shift shall be docked that
46
pay for being absent.
• All trade days between two members shall be completed within the same Mount Prospect
Fire Department shift calendar year unless the trade is initiated within the last three months
of the calendar year (Oct 1 -Dec 31, if so the trade may be paid back within the first three
months Jan 1 -Mar 31 of the new calendar year). Any change to the original "Trade Day
Agreement" shall take the form of a memo and follow the proper chain of command.
• No three way trade days shal I be al lowed except for extenuating circumstances approved by
the Fire Chief or designee i f req. ur O d prior to to 30 ,n at luaus# .i4� hushe=s -in aaslva n e .of the
affected trade day.
,,,,,,,,,,,,,The Mount Prospect Fire Department shall not bear the responsibility for any trade days that
are not honored, such as, due to an injury where a firefighter cannot complete lll.1.61 anis part of
the trade day agreement.
Formatted: Indent: Left: os" No bullets or numbering )
11.2 Joint Safety Committee - There shall be aul....e.)L4111._(.8.), iix (6) member Joint Safety
Committee under the direction of the Fire Chief. ll�^'�au.r(4);Fhree (3) members shall be selected by the
Union and the remaining fo ui (1).Vhree f3) by the Fire Chief fano .j ss ofrar& kme 8ia&�taiaon Chier
and t�rrric r abc ms a cmaiby tlii:a 41 anw�an#. The Committee shall meet from time to time and:
(a) Review and to the extent possible resolve employee safety complaints.
(b) Make recommendations to the Fire Chief and the Village concerning safety
conditions, facilities, apparatus, protective equipment, protective clothing,
procedures, safety rules, accident prevention and other safety matters.
11.3 indemnification of Employees - The Village agrees it will indemnify and hold
harmless, and will provide necessary legal representation for an employee covered by this
Agreement as required by applicable state law. As a condition to receiving such indemnification and
representation, the employee shall fully cooperate with the Village and its representatives during the
47
course of the investigation, administration, or litigation of any such claim or cause of action covered
by this provision.
11.4 Drugs and Alcohol, Employee Confidentialitv, Chronic Communicable Diseases -
The agreements of the Village and the Union relative to Drugs and Alcohol, Employee
Confidentiality, Chronic Communicable Diseases are set forth respectively in Appendix "C",
attached hereto and made a part hereof,,
11.5 Living Conditions -
(a) Employees shall be allowed reasonable time where necessary to shop for food and
kitchen supplies during their tour of duty, with the understanding that the Fire
Department vehicle shall remain in service during such time.
(b) When available, Employees shall be provided with a free parking space for their own
vehicle. Employees shall be allowed privileges for routine upkeep and maintenance
on their own vehicle in accordance with department rules.
(c) All Call shall be in operation between the hours of 07:00 and 19:00, except when
department needs are involved.
(d) Household and cleaning supplies will be provided by the Village for station cleaning
purposes.
11.6 Bulletin Boards -The Village agrees to furnish suitable space for bulletin boards in
convenient places in each station to be used only by the Union. The Union shall limit its posting of
notices and bulletins to such bulletin boards. The Union shall not use such board for posting abusive
or inflammatory or partisan political material.
11.7 Smoking -Employees shall comply with the terms of Tobacco -Free Workplace SOG
1002, 07/21R.
11.8 Phvsical Fitness Program - In order to maintain and improve efficiency in the Fire
Department, to protect the public and to reduce insurance costs and risks, the Village and Union
have partnered together to participate in the International Association of Fire Chiefs and
International Association of Fire Fighters Joint Wellness/Fitness Initiative. While employees may be
48
required to participate in any such program, no employee will be disciplined for failure to meet each
and every goal that may be established as long as the employee makes a good faith effort to meet any
such goals and any failure to physically perform does not demonstrate a substantial risk exists that
the employee cannot perform the essential duties of h. eirriAw4e job at an acceptable level.
Evaluations shall be administrated annually. The Village shall establish a joint physical fitness
committee which shall have the responsibility to evaluate the Wellness/Fitness Initiative and make
recommendations toward the objective of advancing the goals and the objectives of the program and
improving the commitment of the employees to such goals. The committee shall consist of four
members, two of whom shall be appointed by the Fire Chief and two of whom shall be appointed by
the Union President. The committee shall meet quarterly and shall issue a report to the Fire Chief
and Union President as to the recommendations no later than 30 days prior to the date of the next
scheduled evaluation. The Fire Chief shall give fair consideration to the recommendations of the
committee.
11.9 Secondary Employment -The parties agree that the jobs held by the employees covered
by this Agreement are their primary jobs. Employees shall be required to submit the form attached
hereto as Appendix "I" with the Fire Chief describing outside employment (including self-
employment) and addresses and telephone numbers where they can be contacted if necessary.
Employees may not hold outside jobs, including self-employment, which will result in a conflict of
interest or impair their ability to perform their Fire Department duties.
Employees who suffer an occupational injury or disability compensable under the Worker's
Compensation Act as a direct result of other employment or outside business interests shall not be
eligible for worker's compensation benefits from the Village. An employee's filing for a claim for
worker's compensation benefit from the Village for an injury or disability that is the direct result of
other employment or an outside business will result in discipline, up to and including discharge.
An employee who suffers an injury or disability that is a direct result of other employment or
an outside business shall have the obligation to file a claim for such workers' compensation benefits
as may be available to �:henmm#a4H from !heirlris other employment or outside business. Upon receiving
workers' compensation benefits awarded to ( h uIl.nhirn pursuant to such claim, theirhe shall reimburse
the Village for sick leave while absent due to..Ll .. his compensable injury or disability, provided that
49
such reimbursement shall not exceed the amount of absence -from -work benefits received pursuant to
the irlwis workers' compensation claim.
11.10 Subcontracting -
(a) The Employer reserves the right to subcontract subject to requirements of applicable
law, rule, or regulation. In the event that the Village desires during the term of the Agreement to
subcontract any work currently performed by firefighters and firefighter/paramedics relating to fire
suppression, or emergency medical services, the Village shall notify the Union of its proposal in
writing. Upon request from the Union, the Village shall meet and negotiate in good faith with the
Union as to its proposal before taking any action to implement its proposal in accordance with its
duty to bargain as required under law and Article XIX of the Agreement.
(b) The parties agree that 65 ILCS 10-2.1-4, 6.3 (the "Act"), which governs the
circumstances relating to the appointment of certificated firefighters and the use of substitutes
became applicable to the Village on 6/1/2008 and 8/4/2011, respectively and includes the following
statement: "...a person who has not qualified for regular appointment under the provisions of this
[Act] shall not be used as a temporary or permanent substitute for classified members of a
municipality's fire department or for regular appointment as a classified member of a municipality's
fire department unless mutually agreed to by the employee's certified bargaining agent."
The parties further acknowledge that the Act may have an impact on the Employer's ability
to subcontract bargaining unit work.As of the effective date of this Collective Bargaining
Agreement, the parties do not agree as to the scope and impact of the Act as it relates to the
Employer's desire to subcontract bargaining unit work in accordance with paragraph (a) above.
In order to have the Collective Bargaining Agreement move forward without delay, the
parties agree that each side reserves its rights and may continue to assert, without prejudice, its view
of how the Act impacts any proposal to subcontract bargaining unit work in accordance with
paragraph (a) above. The subcontracting language set forth above shall not be construed as a waiver
50
by the Union of its rights under the Act nor shall it be construed in any manner as a "permissive
agreement" between the Union and Village authorized by the Act.
11.11 Station/Shift Change -The department's established practice is for the Fire Chief to
make station and shift assignments every three years, or as agreed upon by management and the
Union. Employees shall have the opportunity to express their preferences as to their shift and
station assignments. Members shall have a minimum of 30 days prior to the date the shift picks
occur to submit requests.
The department shall first consider shift assignments. Assignments shall be granted by
seniority, and for Lieutenants by seniority in rank, as often as possible. After shift assignments have
been determined, the Fire Chief shall notify employees and allow them to express their preferences
as to station assignments. Prior to initiating any station assignments, the Fire management shall
endeavor to grant the employee's first station assignment preference. However, the parties
acknowledge and recognize that other factors shall be considered in making station and shift
assignments. Such factors include but shall not be limited to, the following:
a) Legitimate operational concerns of management including the need for employees to
work in different stations as a vehicle for professional growth.
b) The employee's training and certification.
c) Realization of established goals and objectives of the department.
d) The seniority of the employee.
e) The value of maintaining cohesive work teams.
The parties further acknowledge that station and shift transfer shall not be made solely for punitive
reasons.
11.12 lmppsdewsutupu,up IIIIDt l pumurmmup.4...lLgin uv..;1 l�annd The I[;,urutll�ny :1:.. �gIl �,....:l o aIle uta;....aa
P opess on al D vappccp alndcouipasedof l wentHiousand Dollars s ja0,000) thep de fuy' opd. y
the costs _incurred...tb shffl coverap t:_so th ut.�aaIlpapaa�a.�s auu a� upapaant ➢oily parj. kips.= hi the fbHoww.umVg
Classes Whenppppcd to rainng.�nao ll
51
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f"...... r.aaKfk (.,,o ;g.a area �DaaS. Baur a bgun.n.v afa:.np:f.)
c,...... upstlngbpd u....o,u.u"'.n.v.a........Si.p:._�qui....a✓aic:rri)
af. [11 a under Hre icg�uialera
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e:...... ff a. ds o �..caaatig�Kuiruy._Rafluii��ir....�_�n �aau�.gudarnu.a.�
ll`.:4nan....�.Ia .
........................................
9 .............................. �✓..ch:b..I.....M ac Ili.imeny... �. Bch
fr. ' di a. r'ur Ad.. arnarwsW.d f`l `'fraanf�aw.u.a
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a ....... Advanced <...`. nrdiov�ns uaf ar Q n.�f Su
j, ................................ k�aehos�rat re,ll..",aa uum a..➢.. of a o.u. ": o2�.H
Q`im of'f`...for th flrofassazamll Dever,rra9arra-naf....'fnanrnraa.g.f ann shall 15a utilize ta:ra..a fir;f.._a«nrre;, fg. tl" [-Formatted: Indent: First line: 0"
served" df basis a9a4�Il.b ndual*, _i nt r<st � nra enrr'4➢,�. f nrn.; lira c,V rssa s °a�Il?9uk re lls r �b ralnIlIl��Qfy QtiD...4 all .aQ; oJ.
preferred:tnrs�s.
....:...
ARTICLE XII
UNIFORMS, PROTECTIVE CLOTHING AND EQUIPMENT
52
12.1 Uniforms - Initial issue and new issue of protective clothing and equipment shall be
furnished to employees at Village's expense. Uniforms shall be worn in accordance with SOG 5101-
05/21 R. All protective clothing and equipment damaged, stolen, worn out or lost while in the
performance of duties shall be replaced at Village expense, as necessary. Initial issue and daily work
clothes shall be furnished to employees at Village expense. The Village shall issue the initial dress
uniform for new employees at the time of appointment. The Village shall provide each Firefighter
and Lieutenant an annual uniform allowance of $600 to be used for clothing orders coordinated
through the Village, this ahow tnco...wn Iba,..j.rncra asa,d trap j650.. for a call .ana9 rr {a ,mu itDiS anra9 toj %(VQ
.a .. M...,rntnlna�u�°u.,..�jr..2.026. Checks shall be issued annually by February 1st. All uniforn
funds shall be used only for items on the employee's clothing order form. A standard washing
machine and dryer shall be maintained at each Station to allow employees to maintain their work
uniforms.
19`._can ernployee t rmi.na6e s.crnp.l r.i=nj nab tivnhia.b.n sux (,. rno nti qs:. aal axes .p oftheir uniform
orr�amn
thflowana,e P.zl aan .p� v, th nmapull sg a ... hall avpmgulaaansa Iprra aJulli a as u papg>ratcd u:ua uaViady Irr.<asas flaau..dnm .
remaining.it�li...mmaon ms...mr1'..ghy....._fi. call....yearr:..
Twenty-four (24) hour shift personnel shall be issued initially and required to
maintain a minimum daily work uniform inventory at all times consisting of the
following:
I . 3 long sleeve work shirts
2. 3 short sleeve work shirts
3. 2 uniform badges
4. 3 pairs of work pants
5. 1 belt (black)
6. 4 regular tee shirts
7. 1 job shirt
8. 1 pair work boots/shoes
9. 3 pairs black or white socks
10. 1 baseball hat or watch cap
11. 1 jacket (waist length, multi-purpose)
12. Dress Shirt (white long sleeve)
13. Dress Blouse (with uniform badge, metal name tag with last name only and
metal collar insignia)
14. Dress Pants
15. Dress Hat (with approved band and badge)
53
16. Black Tie
17. Oxford Shoes (black)
18. Garrison Belt (black)
19. Dress Gloves (black)
20. Dress Socks
21. Top Coat
22. Workout socks
23. Tee shirt or sweatshirt
24. Wind pants
25. Gym shorts
12.2 Protective Clothing - All employees shall wear protective clothing and use equipment
appropriate for the hazards to which they are exposed. All employees shall properly maintain the
protective clothing and equipment that has been assigned to them and carried on the apparatus to
which IheY.hay.ehe has been assigned. A protective clothing washer shall be maintained at Fire
Station 13 to assist employees in maintaining their turnout coat and pants.
Each member assigned to fight structure fires shall be issued protective clothing and
equipment that complies with all applicable NFPA standards and local requirements at the time of
purchase. These items shall include:
• Helmet
• Boots
• Firefighting gloves
• Coat
• Pants with suspenders
• SCBA face piece (including prescription lenses if needed)
• Hood
• Non -firefighting gloves
• Safety goggles
• Earplugs
• Safety vest
No alterations shall be made to protective clothing without the approval of the Fire Chief.
Each employee operating within a perimeter designated as hazardous by the incident safety
officer/shift commander shall wear the rh�ns full protective clothing in the prescribed manner. The
incident safety officer/shift commander shall determine when and if it is safe to remove some or all
of the clothing.
54
Each member assigned to work in hazardous environments shall be issued a pair of non-
firefighting gloves. These Kevlar gloves offer good dexterity and protection from cuts but offer
no thermal protection. They do not comply with NFPA 1973 and shall not be used during
firefighting operations. In extreme cold conditions, an employee may provide rtll ch.alms own
gloves for warmth. These gloves may only be worn for warmth and must not be worn during
emergency incidents or drills.
55
ARTICLE XIII
DISCIPLINE AND DISCHARGE, INVESTIGATIONS
13.1 Discipline - The Employer may institute disciplinary action against any employee
consisting of the following penalties:
Oral Reprimand
Written Reprimand
Suspension
Discharge
It is understood that, (a) oral and written reprimands are not subject to the grievance arbitration
provisions of this contract; (b) the employer's institution of suspension or discharge is authorized by
65 ILCS 5110 2.1-17.
13.2 Investigations - The employer shall comply with the requirements of the Fireman's
Disciplinary Act 501LCS 745 and requirements of the Illinois Public Labor Relations Act regarding
union representation rights during investigations of alleged misconduct. Inadvertent errors by
employer with regard to this commitment shall not operate to relieve an employee from the
disciplinary consequences of tClnt^.u.444,Aer actions.
13.3 Discipline And Discharge - Disciplinary action given by or approved by the
Commissioners of Board of Police and Fire Commission shall be subject to the Grievance Procedure
of the Agreement at Step 5. Upon receipt of a notice of disciplinary action, the employee (with
approval of the Union) may elect to appeal a disciplinary action involving a suspension or dismissal
by filing a written grievance at Step 5 of the Grievance Procedure not later than 10 calendar days
from the date of the disciplinary action given by or approved by the Commissioners of Board of
Police and Fire Commission. The suspension or discharge shall be in effect while the grievance is
pending.
If a decision is made to have the appeal heard through the grievance and arbitration
procedure, the grievance shall be filed on the form attached as Appendix "H." Any such appeal shall
be signed by the Union President or fiwin�hi,,s designee and shall also contain a signed statement from
the affected employee waiving any and all rights ey#°e may have to any further appeal of the
discipline of the Board of Fire and Police Commissioners pursuant to the Administrative Review
Act or other legal recourse. Any disciplinary grievance filed without the required signed waiver
56
shall not be subject to arbitration and the arbitrator shall be without jurisdiction to consider or rule
upon it. If the arbitrator determines after hearing that the disciplinary action is not supported byjust
cause, the arbitrator shall have the authority to rescind or to modify the action and order that the
employee be made whole for any losses incurred as a result of wrongful disciplinary action. In the
event that the arbitrator rnodified the disciplinary action by awarding a suspension or a shorter
suspension, th yhe shall have the authority to award a payment of partial back pay that is consistent
with the length of any such reduced disciplinary action. The arbitrator shall be without authority to
award any back pay corresponding to any period of time where the Union or the employee sought
and received a continuance of the hearing.
13.4 Personnel File The Village agrees to abide by the lawful requirements of the "Access - ( Formatted: Underline
to Personnel Records Act," contained in 8201LCS 40/1. Request form for inspection is attached as
Appendix "D".
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$d`Il0, IlV7fl�l4`➢�S.i H ill. of iB.HH J t 444..n.p�ii i 0.fl action t4:D...a 4,U.21(t;4"ed� emplt�w��e;aL
57
ARTICLE XIV
ACCRUED LEAVE REIMBURSEMENT UPON RETIREMENT, RESIGNATION,
REDUCTION
Accrued Leave Reimbursement -
a. Vacation Time — Any unused accumulated vacation time may be cashed in at the
time of retirement or used to extend creditable service with the Fire Chief's approval. If an
employee has utilized vacation time prior to actually accumulating the vacation hours the
employee shall have.l1]e1i.i, wis sick leave time reduced by the number of hours of vacation
time the employee has previously utilized.
b. Personal Time - Unused Personal Time hours available at the time of retirement
shall automatically be converted to sick leave hours.
c. Time Due/Comp Time - Accumulated time due/comp time shall be utilized prior
to last actual date of work and remaining on the active payroll.
d. Sick Leave - Upon retirement, employees who meet the eligibility requirements
and have accumulated Sick Leave must participate in the P SA.R..e I ipe tnI.en. t...➢;;➢:. 1.11...S a.v.¢i ,s
( (IS) u� .pupa. In order to participate in the P,F � R1H S employees must meet the eligibility
requirements defined as an employee who retires with at least twenty (20) years of service
with the Village, and/or are at least fifty (50) years of age at retirement, or age 60 and 10
years of service.
Provided the employee is eligible to participate, the Village shall deposit up to seven
hundred twenty (720) hours of sick leave hours converted to a dollar value using the
employee's regular hourly rate of pay into the P1 S-A..][ )..p.�......_(htT fl uleluwFri..ri t�s.....ss
"'. u�UAW').ctG.... Urnad for the employee's use as defined by the regulations outlined by the .R I I S.-
ac.c o iJBITt'Hsl administrator. if the employee has accumulated sick leave hours above the 720
hours, but below the 1152 maximum number of sick leave hours, the Village shall deposit
into the employee's TrteA aAccount 50% of the value of the sick leave hours between 720
and 1152 calculated on the employee's regular hourly rate of pay.
If an employee leaves the Village's employment that does not meet the eligibility
requirements for converting their sick leave into the I'n ist ll21<; ]C:S. UCCIO.a. nt any accumulated sick
leave hours shall not be paid out at time of termination of employment for any reason.
58
ARTICLE XV
LABOR-MANAGEMENT MEETINGS
in the interest of efficient, effective operation and management and in the promotion of
harmonious employee relations, labor/management meetings are encouraged, and meetings shall be
as frequently as mutually agreed between the union representatives and the Fire Chief or .thOJrhl s
designee. Either party may provide a written agenda. Each party may invite representatives, not to
exceed three (3), to attend such meetings. Such meetings shall be limited to discussion on the
implementation and general administration of this agreement and/or sharing of general information
of interest to the parties.
It is understood that such meetings shall not be part of the Grievance Procedure. Specific
grievances being processed under the Grievance Procedure shall not be considered at
labor/management meetings, nor shall negotiations be carried on at such meetings unless both parties
specifically agree to do so.
If a labor/management meeting is scheduled during an employee's normal work day, the
employee shall be compensated for the time lost from the normal straight -time work day.
59
ARTICLE XVI
PROMOTIONS
Section 1— General
Promotion to the rank of Lieutenant shall be conducted in accordance with the provisions of the Fire
Department Promotional Act, effective August 4, 2003, 50 ILCS § 742 (herein after the "Act").
Except where expressly modified by the terms of this Article, the procedures for promotions shall be
made in accordance with the provisions of the Act.
Section 2 - Vacancies
This Article applies to promotions to vacancies in the rank of Lieutenant. A vacancy in such
positions shall be deemed to occur on the date upon which the position is vacated, and on that same
date, a vacancy shall occur in all ranks inferior to that rank, provided that the position or positions
continue to be funded and authorized by the corporate authorities. If a vacated position is not filled
due to a lack of funding or authorization and is subsequently reinstated, the final promotion list shall
be continued in effect until all positions vacated have been filled or for a period up to five (5) years
beginning from the date on which the position was vacated. In such event, the candidate or
candidates who would have otherwise been promoted when the vacancy originally occurred shall be
promoted, provided they are able to perform the duties in question.
Section 3 - Eli0bility
All promotions to Lieutenant shall be made from employees in the next lower rank who have
completed seven (7) years of service on or before the date the application is due and attained Illinois
OSFM Provisional/Certified Fire Officer 1 Certification or equivalent. Anniversaries of service,
which affect eligibility, will be considered to occur on the date the employee was hired by the Mount
Prospect Fire Department.
Section 4 - Notification
Potential candidates shall be notified of the process via department email and posting. A packet
containing all known information regarding the testing exercises, grading, and dates for such
exercises shall be included with the application. Any subjective component shall be identified to all
candidates prior to its application, be job-related, and be applied uniformly to all candidates.
Section 5 - Ratine Factors and Weiehts
All examinations shall be impartial and shall relate to those matters, which will test the candidate's
ability to discharge the duties of the position to be filled. The placement of employees on
promotional lists shall be based on the points achieved by the employee on promotional
examinations consisting of the following seven (7) components weighted as specified:
A. 10% Ascertained Merit
60
B. 15% Merit and Efficiency- Administration
C. 15% Merit and Efficiency- Union
D. 20% Simulator exam
E. 5% Seniority
F. 15% Written examination
G. 20% Assessment Center
All components of this Article shall be reviewed with all potential candidates, prior to administration
of this process. In addition, results of each component will be posted upon completion prior to
administering the next component.
Section 6 - Administration Order of Test Components
A. Ascertained Merit
Ascertained merit points shall be awarded based upon the "Ascertained Merit
Worksheet," attached as "Exhibit # 1:". The worksheet shall be published by the Fire
Administration at least one year prior to the date ascertained merit points are
awarded. All persons eligible to compete for promotion shall be given an equal
opportunity to obtain the ascertained merit points. Employees shall be entitled to be
awarded a maximum of one hundred (150) points from the points available on the
worksheet schedule.
B. Merit and Efficiency - Administration.
Individuals will be rated in the following areas using a forced matrix
Leadership, Teamwork, and Emergency Scene Performance. Each component score
will be factored as follows: Emergency Scene Performance (X .10), Leadership (X
.05), Teamwork (X .025) and Initiative (X .025) for a total of 15% of the overall
score. Initiative scoring will not use a forced matrix and will be rated on a scale of 0-
100. Seniority will not be a direct component of the merit and efficiency rating.
C. Merit and Efficiency -Union
Individuals will be rated in the following areas using a forced matrix:
61
Leadership, Teamwork, and Emergency Scene Performance. Each component score
will be factored as follows: Emergency Scene Performance (X.10), Leadership (X
.05), Teamwork (X.025) and Initiative (X .025) for a total of 15% of the overall
score. Initiative scoring will not use a forced matrix and will berated on a scale of 0-
100. Seniority will not be a direct component of the merit and efficiency rating.
D. Simulator exam
This exercise will be designed to evaluate the candidate's ability to function in the
role of Lieutenant in a simulated incident. These incidents may include scenarios
such as EMS, Haz-Mat, Fire Emergencies, Technical Rescue, Water/Ice Recovery,
WMT), or other potential situations a Lieutenant may encounter in the normal aspect
of the job. The Simulator test shall be evaluated and graded by a panel consisting of
2 Officers as selected by Fire Chief, and the person responsible for the practice
sessions.
E. Seniori
Seniority points will be calculated as follows: All seniority points will be based on
the date seven (7) days after the application date. The most senior individual (most
number of years with the Mount Prospect Fire Department) participating in the
Lieutenant Exam shall receive the maximum allowable points in this area, five (5).
The remaining candidates will receive seniority points based on a prorated formula as
follows:
For example, if the most senior person taking the exam has 30 years, this individual
would receive 5 points for seniority, and the least senior person taking the exam has
7 years, this individual would receive 1.16 points for seniority (7/30 X 5 = 1.16). All
remaining candidates will have their seniority points calculated in the same manner.
Final seniority points will be rounded to nearest one hundredth of a point.
F. Written Examinations
The subject matter of the written test shall test the capacity of the candidate to
discharge the duties of Lieutenant. The written test shall include both general and
local knowledge and shall be developed by an independent, outside agency. The
examination shall be based only on the contents of the specified written materials
that the BOFPC has identified and made available to potential candidates at least 60
days before the examination is administered. The test questions shall be reasonably
pertinent to the rank of Lieutenant.
G. Assessment Center
62
The Assessment Center shall be administered to al I qualified candidates a minimum
of sixty (60) days after the posting of the preliminary list. The Village shall use a
panel of qualified raters to conduct an assessment center. The assessment center may
include, but not limited, to the use of the following; as example:
1. Problem employee
2. Leaderless group
3. Structured oral interview
The Union shall be provided an opportunity for a representative be present to observe
the assessment center exercise. The Fire Chief will be notified by the union, in
writing, 7 -days prior to the Assessment Center date as to whether or not an observer
will be used.
H. Veteran's preference points
As required by law.
Section 7 - Scorine of components
Each component of the promotional test shall be scored on a scale of 100 points. The component
scores shall then be reduced by the weighting factor assigned to the component on the test and the
scores of all components shall be added to produce a total score of 100 points. Thereafter, the
candidates scoring an average of 70% of the maximum number of total points aggregate for al l six
(6) components prior to the assessment center will proceed to the assessment center. The grading
process shall allow a union representative to verify the math and ensure the final grade is the
accurate sum of scores after each component of the testing process is completed. The Fire Chief or
designee shall select a member covered by this Agreement.
Candidates shall then be ranked on the list in rank order based on the highest to the lowest points
scored on all components of the test. Such ranking shall constitute the preliminary promotional list.
A candidate on the preliminary promotion list who is eligible for a veteran's preference under the
laws and agreements applicable to the department may file a written application for that preference
within 10 days after the initial posting of the preliminary promotion list. The preference shall be
calculated as provided under Section 55 of the Act and added to the total score achieved by the
candidate on the test. The appointing authority shall then make adjustments to the rank order of the
preliminary promotion list based on any veteran's preferences awarded.
The final adjusted promotion list shall then be posted at all fire stations and copies provided to the
Union and all candidates.
63
Section 8 - Order of selection
Whenever a promotional rank is created or becomes vacant due to resignation, discharge, promotion,
death, or the granting of a disability or retirement pension, or any other cause, the appointing
authority shall appoint to that position the person with the highest ranking on the final eligibility list
for that rank, except that the appointing authority shall have the right to pass over that person and
appoint the next highest ranked person on the list if the appointing authority has reason to conclude
that the highest ranking person has demonstrated substantial shortcomings in work performance or
has engaged in misconduct affecting the person's ability to perform the duties of the promoted rank
since the posting of the promotion list. If the highest-ranking person is passed over, the appointing
authority shall document its reasons for its decision to select the next highest-ranking person on the
list. Unless the reasons for passing over the highest-ranking person are not remediable, no person
who is the highest-ranking person on the list at the time of the vacancy shall be passed over more
than once. Any dispute as to the selection of the first or second highest-ranking person shall be
subject to resolution in accordance with the grievance procedure in Article VII of this Agreement.
Section 9 - Maintenance of promotional lists
Final eligibility lists shall be effective for a period of three (3) years. The Employer shall take
reasonable, good faith steps to ensure that the Board of Police and Fire Commissioners maintain in
effect current eligibility lists so that promotional vacancies are filled not later than 90 days after the
occurrence of the vacancy.
Section 10 - Ri2ht to Review
A. Points awarded for each component of the test shall be posted immediately after the
scores are tabulated. Final review of each candidate's results shall be made available for
inspection within forty-five (45) days of the posting of the preliminary eligibility list.
Such review shall include the opportunity to inspect all documents utilized in assigning
the points awarded on each component of the exam.
B. Any affected employee who believes that an error has been made with respect to
eligibility to take an examination, examination result, placement or position on a
promotion list, or veteran's preference shall be entitled to a review of the matter by the
appointing authority. Any disputes as to such matters or the administration of the
examination consistent with the terms of this Article may be resolved and remedied by
tiling a grievance as provided by Article Vll of this Agreement or as provided by law.
Section 11 — Non -Wavier
Unless specifically provided in this Article, the Article shall not be construed as waiving
64
Sections 5, 10 (a) (b) (c) (d) and 65 of the Fire Department Promotion Act (FDPA).
Section 12 — Reopener
In the event that the Fire Department Promotional Act, effective August 4, 2003 (50 ILCS §
742) is amended during the term of this Agreement, either party by serving written notice on the
party of its demand to bargain shall be able to reopen this Article for the purpose of negotiating the
changes to be effective for the next promotional examination. In such event, the parties shall meet at
a mutually agreed time in order to negotiate in good faith as to the proposed changes. In the event
that no agreement is reached after sixty (60) days from the date of the notice or any mutually agreed
extension, either party may invoke interest arbitration and the dispute shall be determined based
upon the procedures and factors of § 14 of the iPLRA except that the arbitrator shall be selected
using the arbitration step of this Agreement's grievance procedure.
65
Exhibit A
Ascertained Merit Points
The candidate must provide the necessary certificates of completion and proof of committee/special
team participation in order to be awarded for points in the specific areas listed below:
Candidate Name
Teams/Certifications
Total
Available Points Points
Member of HazMat Team 4 Points per Year
Member of SCUBA Team 4 Points per Year
Member of TRT Team 4 Points per Year
Haz Mat Tech A 4 Points
Instructor 11 4 Points
Associate's Degree in Fire
Science 5 Points
Bachelor's Degree 5 Points
2 Points for every 10
College Credit credit hours
Total Points Page 1:
66
67
Total
Committee
Available Points Points
Public Education Instructor
2 Points per Year to
Pension Board Member
2 Points per Year
to
Wage/Labor Committee
Member
2 Points per Year
to
Union Exec. Board Member
2 Points per Year
to
Foreign Fire Tax Board
Member
2 Points per Year
to
Paramedic Preceptor
5 Points per Student
Secondary Paramedic
Preceptor
2 Points per Student
Equipment Committee
2 Points per Year to
Physical Fitness Committee
2 Points per Year
to
Safety Committee
2 Points per Year
to
Honor Guard/AFFI
2 Points per Year to
CADS/NWCS Liaison
2 Points per Year
to
SOG Committee
2 Points per Year
to
Apparatus Committee
2 Points per Year
to
EMS Committee
2 Points per Year
to
Clothing Committee
2 Points per Year to
67
Training Committee 2 Points per Year to.
Member of Recognized Fire
Dept 2 Points per N"ear to
Committee/Program
(Per committee/program)
Total Points of Page 2
Total Points of Page 1
Total Points
Total of 150 Points Maximum
Conversion Formula:
Total Points Awarded/Total Available Points X 15 = Number of Ascertained Merit Points,
rounded to the nearest one hundredth point.
Example:
80/150 = 0.53 X 15 = 8 Total Points
130/150 = 0.86 X 15 = 13 Total Points
68
ARTICLE XVII
SAVINGS CLAUSE
SavinEs Clause - In the event any Aarticle, ,S,section or portion of this Agreement shall be
held invalid and unenforceable by a board, agency or court of competentjurisdiction, or by reason of
any subsequently enacted legislation, such decision or legislation shall apply only to specific
rticle, &iection or portion thereof specifically specified in the board, agency, or court decision, or
subsequent litigation and the remaining parts or portions of this Agreement shall remain in full force
and effect. Upon request from either party, such provision shall be open for immediate
renegotiation.
ARTICLE XVIII
PRECEDENCE OF AGREEMENT VS. ORDINANCE
Precedence Of Agreement Vs. Ordinance — if there is a conflict between a specific
provision of this Agreement and a specific provision of a Village ordinance or a written rule,
regulation, directive, policy, or other procedure which may be in effect from time to time, the
specific provisions of this Agreement for its duration shall take precedence.
69
ARTICLE XIX
ENTIRE AGREEMENT
A. This Agreement constitutes the complete and entire agreement between the parties, and
concludes collective bargaining between the parties for its term as to any condition of
employment covered by the provisions of this Agreement, and both parties waive their right
to bargain for the term of this Agreement as to such conditions of employment. As to such
conditions of employment, this Agreement supersedes and cancels all prior precedence of
agreements, whether written or oral, unless expressly stated in this Agreement.
B. As to any terms or conditions of employment which constitute a mandatory subject of
bargaining or other terms or conditions which are permissive subjects of bargaining over
which the Union has either decisional and/or effects bargaining rights under the Illinois
Public Labor Relations Act (IPLRA), and which are not covered by a provision of this
Agreement, the Union shall retain such bargaining rights during the term of this Agreement.
If the Village desires to make a change in any such terms or conditions during the term of
this Agreement, it shall first provide the Union with written notice of the proposed change
and specify whether it believes such change to involve a mandatory or permissive subject of
bargaining. The Union's bargaining rights shall be implemented according to the following
procedure as to proposed changes that involve a mandatory subject of bargaining:
1. If the Union wishes to exercise its bargaining rights under the IPLRA as to the
decision and/or potential effects of the proposed change, it shall notify the Employer
in writing within seven (7) days of its receipt of the Village's notice. Bargaining as
to both the proposed decision and/or its potential effects shall commence within
seven (7) days of the Union's notice to the Village or at such other times as may be
mutually agreed by the parties. Such bargaining shall continue until agreement is
reached or for a period of thirty (30) calendar days from the date of the first
bargaining session, whichever event is sooner. The 30 day period shall be extended
if the Village fails to make its bargaining team available at reasonable times and
places during the 30 day period or if the parties mutually agree to a longer period.
2. If an impasse is reached and the subject of the proposed change is a matter which
involves a serious and imminent fiscal exigency, the Village may implement its
70
decision but only on an interim basis subject to the decision of an interest arbitrator.
Within seven (7) days of such act the Union may involve interest arbitration to
resolve the dispute. The arbitrator shall be selected in accordance with the
procedures of Article VII of this Agreement. In the alternative, the Union may
invoke expedited interest arbitration and, unless mutually agreed otherwise, a hearing
shall commence before the interest arbitrator, selected as set forth above, within
thirty (30) days and the arbitrator shall issue t11.eithk award in writing within fifteen
(15) days following close of the hearing; the full written decision may be issued
within thirty (30) days of the close of the bearing. In the event that the Village's
decision and action is submitted to interest arbitration or expedited interest
arbitration, the Village as the party moving to change the status quo shall have the
burden of persuasion and the Union's position in such arbitration hearing shall not be
prejudiced by the fact the Village acted unilaterally to implement the proposed
change. At the hearing the interest arbitrator shall treat the Village's interim action
as a Village proposal and shatl have authority to order the Village to prospectively
rescind or otherwise prospectively alter the disputed change. Any economic loss or
other damages incurred to members of the bargaining unit which the Union claims to
have resulted from the Village's interim implementation of its decision may be
remedied by the interest arbitrator. Either party shall have the right to introduce
evidence in interest arbitration relating to the actual experience under the Village's
implemented interim decision.
3. In the event that the Village's proposed change as to a mandatory subject of
bargaining does not involve a serious and imminent fiscal exigency, and the parties
reach impasse, the matter may be submitted to interest arbitration or expedited
arbitration by either party. However, the parties agree that in this instance the status
quo will be maintained pending the decision of the arbitrator.
C. As to any action not covered by a provision of this Agreement which is not a mandatory
subject of bargaining, but over which the Village is obligated to bargain as to the effects of
its decision under the IPLRA, the Union shall retain its right to effects bargaining and such
71
effects bargaining rights shall be implemented according to the procedure stated in B.2 and
B.3 above except that:
1. The Village's duty to bargain shall extend only to the effects of its decision.
2. The Village's decision may be implemented immediately and only the effects
of its implemented decision may be subject to further bargaining and/or to a
decision by an interest arbitrator as set forth in B.3 above. If such interest
arbitrator deems it appropriate, -1heyiie may prospectively alter or remedy the
effects of the implemented decision and make the Union and its members
whole for any losses resulting from the Village's action.
3. If the Village fails to notify the Union of a change that gives rise to npn facts
,And.effects bargaining rights, the Union's obligation to request bargaining
under the time frames established in paragraph B.I. of this Article does not
begin until the Union is notified of the change or until the Union, through the
use of reasonable diligence, could have obtained knowledge of the change.
D. In the event of a dispute between the Village and Union as to whether an item is a mandatory
or permissive subject of bargaining, the parties shall submit that disputed issue for
determination by a Declaratory Ruling pursuant to the rules of the Illinois State Labor
Relations Board (Section 1200.140). The parties agree to be preliminarily bound by the
Declaratory Ruling for purposes of determining mid-term bargaining obligations as set forth
in this Article, but such ruling shall not be binding on the parties or on an interest arbitration
panel in connection with the negotiation or arbitration of a Successor Agreement.
72
ARTICLE XX
DURATION AND TERMINATION
20.1 Duration - This Agreement shall be effective upon execution by the parties, unless a specific
effective date is otherwise specified, and shall remain in full force and effect until 11:59 p.m. on the
31" day of December, 20247. It shall be automatically renewed from year to year thereafter unless
either party notifies the other in writing at least 90 days prior to the expiration of the contract that it
desires to modify or amend this Agreement. In the event such written notice is given, the parties
agree to commence negotiations as soon as practicable, but no later than 30 days after such notice,
unless mutually agreed to meet at a different time.
In the event a full settlement as to the terms of a successor agreement is not reached, the
parties agree that they shall engage in mediation and that either party may, after participating in at
least one mediation, invoke interest arbitration as provided by the terms of the IPLRA § 14.
Notwithstanding any provisions of this xaArticle or Agreement to the contrary, this Agreement
shall remain in full force and effect after the expiration date, and until a new agreement is reached,
unless either party gives at least ten days written notice to the other party of its desire to terminate
this Agreement, provided such termination date shall not be before the anniversary date set forth in
the preceding paragraph, and provided further that such notice shall not be constituted as waiving the
Union's rights under of the IPLRA § 14.
20.2 Signature -IN WITNESS WHEREOF, the parties have executed this Agreement by their duly
authorized officers or representatives on this day of , 202f.5...
MOUNT PROSPECT FIREFIGHTERS VILLAGE OF MOUNT PROSPECT:
UNION LOCAL 4119:
By: By:
af,4,e,,� I'k(yMnh,, l 11�,olrn.)., Union President Paul Wm. Hoefert,.
Mayor
By: By:
73
I.At-, r Red&hS rly Ips rz L Zak, 11A ➢::...Counsel Karen ( Formatted: Left, Indent First line: 0.5'
Agoranos, Village Clerk
74
APPENDIX"A"
DUES DEDUCTION FORM
I hereby apply for membership in the Mount Prospect Firefighters Union, Local 4119,
I.A.F.F. AFL-CIO. I understand that by electing to join the Union I am covered bythe Membership
provision of the current labor Agreement between the Union and the Village of Mount Prospect.
I hereby authorize the Village of Mount Prospect to deduct from my pay each month the
uniform dues and remit said amounts to the Union.
I understand that this authorization cannot be canceled by me, unless I give written notice to
both the Village and the Union thirty (30) days prior to the desired effective date of the termination.
Print Name
Signature
Date
A - I
APPENDIX "B"
SALARY SCHEDULE
Formatted Space After 0 pt }
1� fj.!j:. ll'AR,,kMEDl('WAGE llltAlTs
............................................................................................................ .................................................................................
Elfective january 1m 202.1-- Weember.31w 2*23
kt�efligMer
Pay
ParainedIla"
Intat"116vu
ParallIledic
Bate 1pay,
............ ............................................................................................................................................................................................................................
Formatted: Font: 11 pt, Underline
I.E. fle...c t i v el-
. . .. ... ... ... . . ... ...
.... .... ... ...... 1, 19,25
J.Anllaly ......................
1 20127
Jan ui ar,� ....................................
...................................... .........
Formatted:
Decemb r.31,...20,25
.......................................... 2 ....... ............. .........................
December..31,2026 December 31,...2027
....................................................... ............ ......................... ...................................................... ............ .........................
V ew:s
start
.......................
82-7,
$ 79,674,40
$82,463,00
$84,936.89
...........................
5;7W
87,8J.9,68
.....................
$90,S93,37
$93,620., V:..7
......
Slep 2.
.... .... ....
..................... 997-9
$ 94.,j 01., "6
. . ...... ........... .............
5.97,396,98
$
'11K89
I.OfL
.... .... ...
Slev I
$ [.00,2 90, � 6
.....................
H 3,903,S2
S ...... ... ) ....... ..................................
.. .. . . . LOT,. 020,91
$
S i v 4
$..104 �T 5,7 6
LO& U.9,21.
$ i
slep 5
lil LA 69M
...............................
1.8.1 L.12
I f
$ 0' 0. 40
L22,
.-I'M G uIl-0-c-
$11L8,69624
........... ... ....... ..................................
$.�.22,850,6
....... ... .........................................
$126,536.113
....... ... ............. ..................................
Efftwtiw &flilkwry C5 2022
- Develfiber 34..y 20.2.2
Formatted. . . . . . . . . . . . . . . . .
Vit'Lafighter
Paramedic Varatylcdict
4&w 1126y'
111tavillive Base Pay!
.1 yeaF!
5.7W) $ W;64 9
years
57740 ..................... 153
4 'Veafsx
5;7GO 96;3L4
5
9973.39
$ 5.7'. 7
u.) ................ 1.4,;0.48
Gr,
............... lco";9w�
Elfective january 1m 202.1-- Weember.31w 2*23
IM
kt�efligMer
Pay
ParainedIla"
Intat"116vu
ParallIledic
Bate 1pay,
5;7W)
82�,22
V ew:s
82-7,
5..700
"y4...1..
5;7W
94;-$�4
..................... 997-9
IM
107 �5�T
5 IkAkn., 51 .4!G4..A?.4
Top 4,krede, 1057796 5�700 i i 4�496
Effe-ctive4anuaryt 2 A - '
02 1heenaher!M�2424
11,11 -al vied .ie Pararnedie
Eld4e� Pay! Ineentive Eklse Payi:
- 7.974
StEfft 5, 7.4.44 ".4
.1 YeaLf ...........5.700 �4.442
5;7GO 94;484
2' V eai��x
7M.) .................... Wt529
�Years 5.7,
4 Yeefs
2 1.9 5.77.00 ................ 1.4
Yetffs
�(to ................ 4
Feip Gradi�,, 148;434 5;700 H+VO
fian.ers who are not certified r&>.._ll will have their base sahar re t -c
I . ............................................................................................................................................................................................................................................................................................................................................ y . .......... j e ly Formatted: Font: Times New Roman, 12 pt, Not Bold, No
underline
... . ...... ... .. . ...
$5,700 unt.l..c i➢.1p ejon ... ..... ... ... ........r...r....e.....d.......P.....a.....r....a...............e....i...c........0.........e.....f...t.....fi..c.....a......t...i....o.........n
. 0 r..M . a. . t. .t. .e. n e n t. .. First. . .. .. line: .............................................................................
J.o be eh ib efi r..J.' p Grad v �..(.fwqges Firefighter nlus
c c c ) ' havealinplaed Formatted: Font: Times New Roman, 12 pt, Not Bold, No
............ I ........ ........ ..... ...... ... 0 .......................... ......................... ...... ..... ............ .... ........................... .. ..
underline
e k l o 4 cedificalions:
................ ) 1 w 1� . . ....................................................................... Formatted: Indent: First line: 0.5"
.* ............... FJvey ir" ofempto /ment
... ... ....... e� . ................ ............... .3 ...........................
0 Advanced'Techun6an Firefig 1 1
...............................................................................................................................................................
.....................................Ap
p.,
re Engnwer
........................
Fprefighj rs jjjg are cul nfly.1, p md t
10 1 e P� y 1'()r..Iioldinlz,...g��!I.iu-�eations l'or Firelh'.,,hter 11J.,
........................... .... ........ .... ........ ............ ................................ ..............................................................................................
.111qza r.-.d..o u s NJ a t er.i.a..N.Op and Rre..App jutus F,�. shaH retaniTo Grade 11 even,.
....... .......... ng.inew
.............. ......... .................................................................................................... p
......................................................................
LIEUTENANT I A..11,1A M E 1..)K' WAGE RATES
hfIeecive Jail uar)� C5 2422 - December 31 � 2422
Lieutenant Paraknethe Rafamedie, Off Itef Ads7 Fire, Pan sinethe
I M
hffieetiw 4aakw, r-, ", eeem4
y- 1.; 20,2' ) , et, 347 2021
Officef
& Adv�
llafdafykedle
Fire
Offieer
Baw Payl
Ifleemkivet
Base Pay! Illeeillive Base Pay
Rase Pay
Fire
14utew+"I
PaT:ame,(hea
Paii.wnede
4 veiv
(WfiecE'
(4'fieaef,
I:�Hso Pay
2 yeay"."
l4ase Pay!
Inkatmilive
8ask, Pay
4ase Pay
3 Years
4 Veai:s
.1 Yeff
5 yeays
2.4.)
$ 11.97.2 .5
. .................
............. $ ........... .. 4) x . ................ .. .. .... 5
.Q 45 2 (..4 421
JA 24-.945
Top Gfadt,n
123 949
$ . ..............
............. $27,4A..9 20M i2;5,, 4 9
$429,549
hffieetiw 4aakw, r-, ", eeem4
y- 1.; 20,2' ) , et, 347 2021
Licutem.ml llarmnedc011icer Incenfive Adv, Fire Officer
............................................................................................................ ..................................................................................... ......................................................................................
..... .. . .. ... ..... ... .. ....
St all
.......................
.s lep 2
S. to
Step...... ...
.s lo $...j...109.7,60 Sia, ...(..) .)97 6..0.
llafdafykedle
Adv, Fire
Fire
14utew+"I
PaT:ame,(hea
Paii.wnede
(WA-zer
(WfiecE'
(4'fieaef,
I:�Hso Pay
Inceakivet
l4ase Pay!
Inkatmilive
8ask, Pay
4ase Pay
.1 Yeff
4 Years
5 Veaf:s
Sr'i 2.2, TI lv.b
................ . .
1.2i;986
.�
1Y2O(A)
................ i 86
Of
... 1 2f�94f�
. . ......
............
2;000
�2&�945
SP 2.;;(45
.Efe....'..d..........i...v......e.....-..
..1.a1u rx
:
1229LI 12LE 2
Licutem.ml llarmnedc011icer Incenfive Adv, Fire Officer
............................................................................................................ ..................................................................................... ......................................................................................
..... .. . .. ... ..... ... .. ....
St all
.......................
.s lep 2
S. to
Step...... ...
.s lo $...j...109.7,60 Sia, ...(..) .)97 6..0.
Gia ea. .All 41.]74 76 .$4'44 ..7d 7 6.
Efkwdw &a".ary 15'1*24 — Deeeniher 31 y 2024
Eff.e...c tine... .. I a g.lar 1,...2026 December 31 2026
... ... . . ............ I ..... ............................................................................................... I ...........................
1..,ueutenunt IllarainedicOfficer Mean Adv, Fh-e Officer
............................................................................................................ hi..................................................................................... ......................................................................................
Base Pay Rkasc Pa
.................. .... ....................................... y
Sl ark
.......................
Slep 2.
.... .... ...
S.J.ef� 3
SkP 4
5. 138L
9
..............02...... SOLO
0x7.9. 1 02.
1, �w Grade $...1.44.S!4.2...,..7 I S 2. � 0 fl. X i �. Q Q 1.46,042,77
... .. ... ... ....
I'M
Pffaniedie
AdV,FiFe
LiekAenallt
Pffaniedie
Pffffifnedit
Offieef
officer
Offiett-
Rdse- llay�
hleendive,
1.3-ast Pay!
Incenlive
[lay
Rase Pay
2 y ears,
4 Yeai�s
2`x,240
1 . . ........3,.7w.4
d29�594()..........
2.5000
I ;
�27,240
SPO';940
4, Cqaden
g
d 30......:.9 �
...........
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45Y
4 :..� . 44)
,; ........... 2.4.A.A.)
5
N� 142�� 19
�d � S4,
Eff.e...c tine... .. I a g.lar 1,...2026 December 31 2026
... ... . . ............ I ..... ............................................................................................... I ...........................
1..,ueutenunt IllarainedicOfficer Mean Adv, Fh-e Officer
............................................................................................................ hi..................................................................................... ......................................................................................
Base Pay Rkasc Pa
.................. .... ....................................... y
Sl ark
.......................
Slep 2.
.... .... ...
S.J.ef� 3
SkP 4
5. 138L
9
..............02...... SOLO
0x7.9. 1 02.
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... .. ... ... ....
I'M
l,lbFiLI'I'F',N N't' t"A.RAAI EI)dC WAGE RATES
.....................................................................................................................................................................................................................................
Le tAc:nam PanitrucdicOd'lnccr Incentive Adv, F^ rc Chliccn
.........................................................................................................................................................................................................................................................................................
.S.t....alt..
.S.J.et�....:1:..
.S.Je.p....7.
.S.ld%.11....
I OP q de $148,364 ° . u $2,000,00 $J50,36.4 05
1:.0...be a ligib l'Ear "fiats (r ade...:level 4-Wages ., 8' lrelnghlerw� mUS1 hOVC 60411PWA,40 9 thLA u40W 41f#
ecrt ifwalisann.a,.,.
• l'ir��W � � n=;v...n� � iripl�rn firiciit
� ...�..ilaaru�e,al .:l`r elirii�-iasu 1 luclul�lnl0n=
�„............F.i.u:0...._
To be eligible for Top Grade level of wages, lieutenants must hold current state certifications for the
following:
• Incident Safety Officer
• Fire Officer 1, Company Officer or Equivalent
Fira.,inghter t&n,ra...an annr ntBy 1 �nlr..Grade pa,yfet hokfing e,eflk i e alio ns...fot krefnghter lll..y...I axerAo us
Matenak...Ofpi, aind.lire...Apfhinra&aia....I rit;ianeef:..ilnallyetauins g'0p-Grad0....10:ael
`l"ai anal°:t�:p:e....ltneef.ntly ..:l"=i'o:
$4;700 [tw0k n f;d_r0uglater..atap arial....l nie figDlre ! ai�aualaelie ;,step.
B-5
3, /i➢il be w— cats Lieutenant Mop ..and ....l YjeLit
et�narub/i tro�ru��a@ic step.
Paramedic,..inctantive pay,shan he eonsuda,wd....wkallgty...4orpeffaski npurpo se,
l'irckrglitei i Gffea�aedu� , rriuA ewrcit WALA five years of:..seiviee...:befor beL"114ig ekgible...::ior dir sixth
p (Top..61-ade), 11owe iii fthec , ay vee live Elie Parame'die Sp c i it&:y...ixe entiv e...pay-apkmi...paii nrie-die
vertiil= e;xa&-iaaai.
Lieutenant Differential Pay:
fauiiteiraiv& tliii4,..iriain4aiia...gyre. piiriaffledieeeitilievitiirii-hEdllre;eligible ...tiirthaf.;u
Base ....pii.:& ....liiRa
ii, R-Utiv.e;....1 aiuiar.Hg....:t, ;aWK.,...:l.ieuterfflMs that ...m airataa:i:iff...RK Ofg::ie4 r g.y..raml/or....Adi+iamTd Fuie ttg fiee:r
eeill ieaoon Attl.l....be eligiHe i&...tom. 6i ,ye...pay Raffle,
Lieutenants/l"arai�ealic that maintain l" o wnedk and na Fire Officer 1 anal/or Advanced Fire Officer
certifications shall be eligible for Lieutenant/Paramedic/Advance Fire Officer Base Pay Rate.
Paramedic License (State Required):
The Village will reimburse employees upon receipt of payment verification and a copy of the
paramedic license in an amount not to exceed $40 per 4 year license. The reimbursement shall be
added to the next available regular payroll or not later than 30 days beyond the date of the receipt of
the documentation.
ISM
APPENDIX"C"
DRUGS AND ALCOHOL
Section] General Policy Rezardint, Druts and Alcohol. Behavior involving illegal drugs and the
abuse of alcohol and legal drugs by members of the Mount Prospect Fire Department present
unacceptable risks to the safety and well-being of other employees and the public, invite accidents
and injuries, and reduce productivity. In addition, such use and abuse violate the reasonable
expectations of the public that the Village employees who serve and protect therm obey the law and
be fit and free from the adverse effects of drug and alcohol use.
In the interests of employing persons who are fully fit and capable of performing their jobs,
and for the safety and well-being of employees and residents, the parties hereby establish a screening
program implementing the stated policy regarding drug and alcohol use by employees. Contained
herein is the policy and program of the Village of Mount Prospect and the Mount Prospect Fire
Department, as specifically applied to members of the Village of Mount Prospect Fire Department.
The Fire Department has the responsibility to provide a safe work environment as well as a
paramount interest in protecting the public by ensuring its employees are physically and emotionally
fit to perform their jobs at all times. For these reasons, the abuse of prescribed drugs, the abuse of
alcohol or the use, possession, sale or transfer of illegal drugs, cannabis or non -prescribed controlled
substances by Department members is strictly prohibited on or off duty. Violation of these policies
will result in disciplinary action up to and including discharge.
Section 2 Definitions.
A. "Drugs" shall mean any controlled substance listed in 720 ILCS 570 et seq., known
as the Illinois Controlled Substances Act, for which the person tested does not submit
a valid pre -dated prescription. Thus, the term "drugs" includes both abused
prescription medications and illegal drugs of abuse. In addition, it includes "designer
drugs" which may not be listed in the Controlled Substances Act but which have
adverse effects on perception, judgment, memory or coordination. A listing of drugs
covered by this Policy includes, but is not limited to:
Opium Methaqualone Psilocybin-Psilocyn
Morphine Tranquilizers MDA
Codeine Cocaine PCP
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Heroin Amphetamines Chloral Hydrate
Meperidine Phenmetrazine Methylphenidate
Marijuana LSD Hash
Barbiturates Mescaline Methadone
Glutethimide Steroids Vicodin
Hash Oil Ecstasy
B. "Impairment" due to drugs or alcohol shall mean a condition in which the employee
is unable to properly perform his/ir f1heir duties due to the effects of a drug in
Lbody. Where impairment exists (or is presumed), incapacity for duty
shall be presumed. "Impairment" due to alcohol shall be presumed when a blood
alcohol content of .04 or more is measured.
C. "Positive Test Results" shall mean a positive result on both a confirming test and an
initial screening test. tf the initial test is positive, but the confirming test is negative,
the test results will be deemed negative and no action will be taken. A positive
confirming test result is one where the specimen tested contained alcohol, drug or
drug metabolite concentrations at or above the concentration specified in Section
5.A.7.
D. The term "drug abuse" includes the use of any controlled substance which has not
been legally prescribed and/or dispensed, or the abuse of a legally prescribed drug
which results in impairment while on duty.
Section 3. Prohibitions. Firefighters shall be prohibited from:
A. Consuming or possessing alcohol or illegal drugs at any time during the work day on
any of the Employer's premises or job sites, including all of the Employer's
buildings, properties, vehicles and the employee's personal vehicle while engaged in
the business of the Employer.
B. Using, selling, purchasing or delivering any illegal drug during the work day or when
off duty.
C. Being impaired or under the influence due to alcohol during the course of the work
day.
D. Failing to report to their supervisor any known adverse side effects of medication or
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prescription drugs which they are taking.
E. The use of alcohol within four hours of reporting to duty.
Violations of these prohibitions shall result in disciplinary action up to and including
discharge.
Section 4. Administration of Tests.
A. Informing Employees Regarding Policy. New employees will be supplied with a
copy of this Policy on Drug and Alcohol Screening as part of the new employee
orientation. However, it is the responsibility of all members of the Fire Department
to be aware of, and adhere to, this policy and rules and procedures contained herein.
B. Reasonable Suspicion. Where the Village has reasonable suspicion of drug use or
alcohol abuse, a test may be ordered and the employee may be required to report for
testing. Reasonable suspicion exists if the facts and circumstances warrant rational
inferences that a person is using and/or is physically or mentally impaired due to
being under the influence of alcohol or illegal drugs. Reasonable suspicion will be
based upon the following:
(1) Observable phenomena, such as direct observation of use and/or the physical
symptoms of impairment resulting from using or being under the influence of
alcohol or controlled drugs; or
(2) Information provided by an identifiable third party which is independently
investigated by the Fire Chief or,th.ei rh.ns designee to determine the reliability
or validity of the allegation.
C. Accidents/Injuries. When a member is involved in an on-the-job accident or injury, a
supervisor shall conduct a preliminary investigation promptly and, as part of the
investigation, shall evaluate the member's appearance and behavior. Drug and
alcohol testing may be required where there is reasonable suspicion that an error or
mistake due to drug or alcohol use by the employee caused the accident or injury or
where there is reasonable suspicion that an employee's alcohol or drug use may have
contributed to the incident.
D. Performance. When a member is observed to be behaving in a manner causing
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reasonable suspicion of drug and/or alcohol use, the supervisor may require a drug
and alcohol test. Whenever feasible, the impaired behavior should be observed and
corroborated by another supervisory member.
E. Arrest or Indictment. When a member has been arrested or indicted for conduct
involving alcohol abuse and/or illegal drug related activity on or off duty, the Fire
Chief may require dnig/alcohol screening. The Fire Chief may also or instead of a
drug/alcohol screening, make a mandatory referral for an evaluation of the existence
of a substance abuse problem. If the certified substance abuse professional or other
licensed physician or psychologist acceptable to the Village and to the Union
indicates that a treatment program is recommended, that treatment program will be
viewed as mandatory in accordance with the existing language in the drug/alcohol
policy. If the evaluation indicates a treatment program is not necessary, the
treatment program would not be mandatory.
F. Status of Employee Following Order For Testing. When testing is ordered, the
employee will be removed from duty and placed on leave with pay pending the
receipt of results.
G. There shall be no across-the-board or random testing of employees except as
specifically provided for by Section 8 of this Article, or as otherwise mutually agreed
in writing by the parties.
Section 5 Testing Procedures. The test procedures outlined in this Section shall conform with the
NIDA Standards (National Institute on Drug Abuse) of the Federal Guidelines issued by the
forth in Title 48 of the C.F.R. effective 12-1-89. A copy of such procedures shall be
provided to the Union and employees upon request.
The Fire Chief shall ensure that the Department testing procedures established for the
collection of urine and blood specimens conform to such regulations and the testing of such
specimen is carried out at a designated NIDA -certified laboratory.
A. General Procedures:
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Employees covered by a collective bargaining agreement are entitled to union representation;
a union representative shall accompany the employee to the collection site, provided such
representative is available and that securing such representative does not impede the process.
Collection Sites Collection services will be provided at a NIDA -certified lab.
For services needed when a NIDA lab is not open, collection services will be provided at a
NIDA -certified laboratory to be mutually agreed upon.
B. Chain -of -Custody: In all cases, strict chain -of -custody procedures will be followed:
1. Immediately after the specimen is obtained, the client and the doctor or nurse will
initial the confidence seal on the urine specimen.
2. Both parties will sign the laboratory chain -of -custody form, including the date and
time.
3. Labeled specimens will be placed in a locked refrigerator or laboratory container
located in the clinic. The NIDA lab staff member will sign and date the NIDA lab
log.
4. Lab courier will pick up specimens twice per weekday and once per weekend.
Courier and NIDA lab staff will sign the chain -of -custody form.
5. Specimens will be transported directly to the designated NIDA -certified laboratory
where they will be processed in a separate drug testing area accessible only to
authorized personnel.
6. Once in the lab, all personnel who handle the specimen must sign and date the
chain -of -custody form.
C. Scheduling:
1. "For cause/fitness for duty" and other non -routine collection of specimens for
testing will not require an appointment, but the individual must be accompanied by a
supervisor, who will present identification. Inmost cases, a N IDA -certified lab will
be notified by phone of a collection request "on the way".
2. Routine collection of specimens for testing will be done by appointment at least 24
hours in advance.
3. When collection is done at the Emergency Room, the Village will notify a NIDA -
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certified lab on the next business day. At the hospital, the supervisor will present
identification and notice that this is a NIDA -client.
D. Results - Results will be forwarded by mail to the Director of Human Resources in a confidential
envelope. Generally, this means within 24-72 hours of specimen pick-up by the lab.
Results will not be released by phone when the call is initiated by someone outside
NIDA or the testing lab. The Director of Human Resources may request that NIDA
release the results by phone or in person only tohh.en.i.hu now, -v.
Written results are the property of the Village of Mount Prospect and will not be
released by NIDA or the laboratory to an employee/applicant without proper
authorization from the Village.
E. Collection Procedure
1. Client identity will be verified by driver's license or by the supervisor in the absence
of a picture I.D. Verification will be done by doctor or nurse.
2. Drug history/drug disclosure form will be completed by the client, and reviewed by
the doctor or nurse.
3. Consent form will be signed by client and witnessed.
4. The specimen will be obtained as follows:
- At the NIDA certified lab site, the collection will be unwitnessed: the client will
be fully unclothed, dressed in a hospital gown, wash ffieit-k,k/hew hands thoroughly,
including under and around the fingernails; and accompanied to the bathroom door.
The client will void in a bathroom with colored toilet water, taps shut oft, and
devoid of soap or other materials which would be used to adulterate the specimen.
- At the Emergency Room site, if the specially -equipped bathroom is not available,
the test will be witnessed. A doctor and/or nurse will accompany the client to the
bathroom and will be physically present when the specimen is produced. Blood
alcohol specimen will be obtained by a nurse.
5. Blood alcohol specimen will be labeled with name, test date, time, and will be
initialed by the nurse or doctor and the client.
6. Urine specimen will be sealed in full view of the client and the confidence seal
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placed over the top of the bottle.
7. The chain -of -custody process will be initiated, and specimens will be given an I.D.
number. The specimen will be labeled with that number, as is the chain -of -custody
form.
8. Copies of the chain -of -custody form will be sealed in a tamper -proof custody
envelope with the specimen. The envelope will be locked up in a metal box or
locked refrigerator.
9. "For cause" testing will also include a medical history and physical exam to gather
an understanding of any physical conditions, known or unknown of a client as well
as to provide a third party observation and assessment of the individual.
10. In connection with its testing program the Village shall engage the services of a
medical expert experienced in drug testing to design an appropriate questionnaire
to be filled out by any employee being tested to provide information of food or
medicine or other substance eaten or taken by or administered to the employee
which may affect the test results and to interview the employee in the event of
positive test results to determine if there is any innocent explanation for the
positive reading.
F. Laboratory Process
A NIDA -certified laboratory will be utilized for all drug/alcohol screening
processing. The laboratory will:
1. Use 7 drug panel of: amphetamines, barbiturates, benzodiazepines,
cocaine, cannabinoids (THC), opiates and phencyclidine, unless the specific
situation requires testing for another specific substance(s), plus alcohol
(ethyl).
2. Use the EMIT procedure as the initial screen, utilizing cutoff levels as
follows:
Marijuana metabolites 100 ng/ml
Cocaine metabolite 300 ng/inhl, ..d,
Benzoylecgonine
Opiate metabolite 300 ng/ml
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Amphetamines
1000 ng/ml
Phencyclidine
25 ng/in4i n.l.
Barbiturates
300 ng/ml
Benzodiazepines
300 ng/ml
3. Use Gas Chromatography/Mass Spectroscopy (GC/MS) as the
confirmatory method, utilizing cutoff levels as follows:
Marijuana metabolites
15 ng/ml
(Delta -9 -THC Carboxylic)
Cocaine metabolite
150 ng/ml
(Benzoylecgonine)
Opiate metabolites:
Morphine
300 ng/ml
Codiene
300 ng/ml
Amphetamines
500 ng/ml
Amphetamine or Metbampbetamine
Phencydidinc
25ng/nih..d.,
Barbiturates
200ng/m(
Benzodiazepines
50ng/ml
4. Freeze and retain all positive specimens for at least twelve (12) months after
testing
5. Use for alcohol (ethyl) a blood alcohol content level of .05 grams per 100
cubic centimeters.
G. Independent Testing
When an employee has been tested pursuant to the rules established herein and there are
confirmed positive results, the employee may request that a portion of the original
specimen be submitted for an independent test.
The employee shall be notified of h6/hefthe..pp• right to do so and request and complete the
independent test within ten (10) days of notice. The independent test shall be at the
employee's expense, shall use equivalent testing and chain -of -custody process used by the
Village. If such independent test yields a negative test result, the Village will consider those
results in its determination of further action.
H. Confidentiality of Test Results
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The results of drug and alcohol tests will be disclosed to the person tested, the Fire
Chief, the Director of Human Resources, and such other officials as may be designated by
the Village Manager on a need -to -know basis consistent with the other provisions of this
Agreement, including treatment needs, diagnosis, use of the Employee Assistance Program
and investigation of disciplinary action. Test results will be disclosed to the designated
representative of the Union upon request. Test results will not be disclosed externally except
where the person tested consents or disclosure is permitted by law. Any member whose
drug/alcohol screen is confirmed positive, shall have an opportunity at the appropriate stage
of the disciplinary process to refute said results. A breach of confidentiality shall be
considered a serious act of misconduct and the Union may grieve and remedy violations
through the grievance procedure. Nothing in this provision shall be construed as waiving the
Union's statutory right to obtain information that may be relevant to collective bargaining or
the administration of grievances.
Section 6 Voluntary Request For Assistance
Employees are encouraged to voluntarily seek treatment, counseling and/or other support and
assistance for an alcohol or drug related problem. If such voluntary assistance is sought by the
employee before the employee commits rule violations connected with drug/alcobol abuse, and/or
before the employee is subjected to for cause testing under this policy, there shall be no adverse
employment action taken against an employee who voluntarily seeks assistance. When voluntary
assistance is requested under this policy, the employee may use the Village's Employee Assistance
Program to obtain referrals, treatment, counseling and other support and all such requests shall be
treated as confidential pursuant to the Village's normal procedures in the operation of its Employee
Assistance Program.
Section 7 Specific Responsibilities
A. The Fire Chief or t.1iei hk A wi designee will:
1. Identify those members where a drug/alcohol screen is required and inform the
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Director of Human Resources of said status.
2. When necessary, initiate a preliminary investigation to determine the validity of a
member's admission that lUv Y.he/sine rr. ffs presently taking prescribed drugs.
a. If the preliminary investigation reveals that the drugs have been legally
prescribed and are being consumed according to prescription directions,
no further investigation will ensue.
B. Command level personnel or the Fire Chief shall ensure that members have been
properly notified of the date and time of a drug/alcohol screen and that notification
has been properly documented.
C. The member subject to a drug/alcohol screen will:
1. Report on a date and time determined by the Department.
2. Furnish documentation relating to the use of any prescribed drugs, i.e.
prescription bottle with prescription number, prescribing physician's
statement, etc.
3. Answer all pre -medical examination questions including the use of any/all
prescribed drugs and the name(s) of any prescribed drugs and the name(s)
of any prescribing physician(s).
4. Cooperate in the completion of all phases of the drug/alcobol screen in
accordance with the instructions of the examining physician or hii4wi-t, 6.n.
designee.
5. Have in #nn lneaahcil.. possession lane/h rl h cir departmental identification
card.
D. Any employee who is taking prescription medication that could affect perception,
judgment, memory, coordination or other necessary ability to perform one's duties shall
report such fact and the nature of the illness or condition requiring the medication to
hinAierlhei.r supervisor. Such information will be treated on a confidential basis.
Section 8 Disciplinary Action For Confirmed Positive Test Results.
A. First Positive. The first confirmed positive test result will be cause for disciplinary action
up to and including a five duty day disciplinary suspension. The employee must agree to the
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following conditions: (1) the employee will be mandatorily referred to the Village's Employee
Assistance Program for evaluation, diagnosis and development of a treatment plan consistent with
generally accepted standards; and (2) the employee will be required to cooperate in the treatment
plan, undergo unannounced periodic drug and/or alcohol screening for a period of up to 12 months,
successfully complete the prescribed treatment, remain free of drug and alcohol use, and sign an
agreement consenting to said conditions. Failure to comply with these conditions of continued
employment shall be cause for discharge.
B. Second Positive - During Treatment If an employee has a first confirmed positive test
under the previous Paragraph A and enters a treatment program, and thereafter that employee has a
subsequent confirmed positive test result while the employee is in treatment, as a result of
unannounced periodic drug and/or alcohol screening, the employee shall receive a 30 shift day
disciplinary suspension and shall be required to continue in treatment and comply with the other
conditions of treatment set forth in the preceding paragraph, which 30 shift day disciplinary
suspension shall be final and binding on the Union and the employee and shall not be subject to the
grievance procedure. Any confirmed positive test thereafter, either periodic, unannounced or
reasonable suspicion, shall result in the employee's discharge, which shall be final and binding on
the Union and the employee and the penalty shall not be subject to the grievance procedure of the
collective bargaining agreement.
C. Second Positive - Reasonable Suspicion. An employee who has a first confirmed positive
test under Paragraph A of this Section S and who subsequently has a confirmed positive test under
the reasonable suspicion standard shall be discharged, which discharge shall be final and binding on
the Union and the employee and the penalty shall not be subject to the grievance procedure in the
collective bargaining agreement.
D. Employment Status. There is no requirement on the part of the Village to keep an
employee on active employment status who is receiving treatment under this Section if it is
appropriately determined (i.e., determination by an independent physician and/or appropriately
certified medical and/or psychological professional) that the employee's current use of alcohol or
drugs prevents such individual from performing flne.irhis duties or whose continuance on active status
would constitute a direct threat to the property and safety of others. Such employee shall be afforded
the opportunity to use accumulated paid leave or take an unpaid leave pending treatment.
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EXHIBIT "A"
ORDER TO SUBMIT TO DRUG AND ALCOHOL TESTING
Pursuant to its Substance Abuse/Testing Policy, the Village of Mount Prospect has determined that you are to
be tested for the presence of drugs or alcohol for the following reasons:
Date of this Order:
Date Test is to be administered
You are permitted to consult with a representative designated by the Union and to have that representative
present at the time the test is given, provided that such consultation does not result in undue delay of the test.
A refusal to submit to this test may subject you to discipline.
Taking this test shall not be construed as a waiver of any objection or rights that you may have.
During the period of this testing, you will be removed from duty and placed on leave with pay pending the
receipt of results.
You are permitted to have a blood sample taken and retained for testing should the initial test prove positive.
Do you wish to have blood drawn for this purpose? Initial one (1) of the following:
Yes No
May the test results be disclosed to the Union? Initial one of the following:
Yes No
Signature of Employee/Date Signature of Village Officials)/Date
Union Signature(s)/Date
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APPENDIX "D"
VILLAGE OF MOUNT PROSPECT Formatted: Font: Bold
REQUEST TO INSPECT/COPY PERSONNEL FILE
Date of Request:
wish to:
(print name of employee)
inspect
(check all that apply)
copy
records in my personnel file.
Copies of records may be made at a duplicating cost of $O. per page.
Signature of Employee
You were granted access to your records
Additional time will be required to grant this request. You may inspect/copy
your personnel file on:
This inspection/copy request is denied because two prior requests during this
calendar year have already been granted to you.
Signature of Personnel Record Keeper
Date:
D-1
APPENDIX "E"
TRADE DAY FORM
MOUNT PROSPECT FIRE DEPARTMENT - REQUEST TO TRADE DAYS
Name
regular tour of duty on
Day of Week
Name of Proposed Replacement
Asks permission to be absent from hi 4erlhe ir
Date
will be my replacement on the above date. Ili,,iS,'$;py .y_ar. capable of performing the duties assigned
to me. I understand that if my replacement does not appear for the traded tour of duty, I will
be docked pay for the missed time, including any overtime expense for any required hireback.
This trade will be repaid on:
Day of week Date
Requester's Signature Replacement's Signature
Company Officer's Signature Company Officer's Signature
Battalion Chief's Signature Battalion Chief s Signature
Trade denied by: Reason for denial:
GUIDELINES:
• Trade days that cause a hire back or any member to be paid acting officer pay will be denied or canceled.
• The Employee who is requesting the trade day may only trade shifts with an employee of the same rank and job description,
and who is capable of doing the same job requirements. Trades of time off days within the 28 day cycle should be approved
between ranks and job descriptions, providing they do not cause potential hirebacks or acting pay. Trades of vacation days
across the 28 day cycles should also not create a problem, but this must be within original vacation pick parameters and at
the discretion of the Battalion Chief. If the trade has the potential of a hireback or acting pay, the Battalion Chief has the
authority to deny the trade.
• The clerical responsibility of the "Trade Day Agreement' shall be that of the trade day requester. The requester shall be sure
the proper form is completed and it properly logged by a Battalion Chicf. before the day of the bade.
• The employee who is provided relief on the day of the trade has the responsibility to ensure that whom he,1.4teflicy traded with
will show up. If for any reason the fill-in does not completeAwt.d.re..jr; requirements, the employee assigned to that shift
shall be docked that pay for being absent.
• All trade days between two members shall be completed within the same Mount Prospect Fire Department shift calendar year
unless the trade is initiated within the last three months of the calendar year (Oct 1 -Dec 31), if so the Wade may be paid back
within the first three months (Jan I -Mar 31) of the new calendar year. Any change to the original "Trade Day Agreement"
shall take the form of a memo and follow the proper chain of command.
• No three way trade days shall be allowed except for extenuating circumstances approved by the Fire Chief or designee t"LRe t
2.4 w w by a630 hnrae . f a ea& ea i4the affected trade day.
E-1
• The Mount Prospect Fire Department shall not bear the responsibility for any trade days that are not honored, such as: due to
an injury where a firefighter cannot complete 1.11 6rMi part of the trade day agreement.
FAILURE TO PROVIDE RELIEF AFTER AGREEING TO WORK FOR ANOTHER EMPLOYEE MAY
RESULT IN THE LOSS OF THE OFFENDING EMPLOYEE'S TRADE DAY PRIVILEGES.
E-2
APPENDIX "F"
FIRE DEPARTMENT GRIEVANCE FORM
Grievance information (to be filled out by employee)
W
All formal Grievances shall be filled not later than 28 calendar days from the date of the first
occurrence of the matter giving rise to the Grievance.
Employee Name
DUTY ASSIGNMENT: Station #
Badge # Rank
Shift
1 submit the following Grievance which occurred or became known to me on:
As a violation of Agreement provisi
The facts pertaining to said Grievance are as follows:
I suggest the following correction (s) be made
Employee Signature
F-1
Date
lute
GRIEVANCE PROCEDURE STEPS
Step 1: Supervisor
Step 1 shall be initiated when the employee notifies their supervisor of a Grievance using this
Grievance form.
Notification Date:
Supervisor Signature:
The supervisor shall meet with the employee within seven calendar days of the Notification
Date.
Meeting Date: Union notified of meeting date: Yes No
Result: Resolved, Unresolved, No Response, or No Meeting held
Comments:
Step 2: Grievance Committee
Step 2 shall be initiated when the employee presents the Union President or Vice President with
their Grievance Form for appeal to the Grievance Committee.
Notification Date:
The Grievance Committee shall have 14 calendar days to determine if the Grievance should be
processed further.
Grievance Committee recommends the Grievance proceed to the next step Yes No
If yes: Firefighter Grievances shall proceed to Step 3. Lieutenant Grievances shall
proceed to Step 4.
Grievance Committee Signature:
Date:
Comments:
F-2
Sten 3: Battalion Chief
Step 3 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Battalion Chief.
Notification Date:
Battalion Chief's Signature:
Battalion Chief shall meet with the employee and/or Grievance Committee Representative with
seven calendar days of the Notification Date.
Meeting date:
Grievance Committee Representative present: Yes No
After the meeting, the Grievance Committee shall have seven calendar days to decide if the wish
to appeal the Grievance to the Fire Chief and proceed to Step 4. During the seven day time
frame, the Battalion Chief shall attempt to resolve the Grievance.
Result: _Resolved _Unresolved No Response No Meeting Held
Comments:
Grievance Committee Signature:
F-3
dated:
Step 4: Fire Chief
Step 4 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Fire Chief.
Notification Date:
Fire Chief Signature:
Dated:
The Fire Chief may meet with the employee and Grievance Committee Representative, but shall
reply to the Grievance in writing within 7 calendar days of Notification Date.
Date Reply Received:
After receipt of the Fire Chief's written reply, the Grievance Committee shall have 14 calendar
days to decide if they wish to appeal the Grievance to the Village Manager and proceed to Step
5.
Result: _Resolved, or Unresolved
Comments:
Grievance Committee Signature:
F-4
Date:
Sten 5: Village Manaeer
Step 5 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Village Manager, or kClfl�p 1wk, designee.
Notification
Village Manager's Signature:
Date:
The Village Manager, or lheirhns designee, shall investigate the facts and circumstances as
aht.yhe deemi necessary and shall reply to the Grievance in writing within 21 calendar days of
the Notification Date.
Date Reply Received:
After receipt of the Village Manager's written reply, the Grievance Committee shall have 15
business days to if they wish to submit the Grievance to arbitration and proceed to Step 6.
Result: _Resolved, or Unresolved
Comments:
Grievance Committee Signature:
Sten 6: Arbitration
dated:
Step 6 shall be initiated when the Grievance Committee notifies the Village Manager, in writing,
of their intention to submit the Grievance to arbitration.
Notification
Village Manager's Signature:
Grievance Committee Signature:
Arbitrator selected (name):
Arbitrator's Ruling:
F-5
Date:
Date:
APPENDIX"G"
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...... ..,he V4kge...,4nan41...vtaan4rrnrruut,....to el akt health arras unaaflc✓ 13, nefiis, ssva 4able....1, a 441...rt4rryne
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heu g44n a n 4 iIl s�ufafl&e e+wer t.Ae. s ltm',za..aa w ea- va eo aa�'L
�¢ n4nu4 4 '4 rrna �'k 41r ,rrg rrnarru »4 klr�a A e,anu ' n¢. 4nelu ed in might
44a-nanaannn4�°s:&llIl"@ tW' 1➢kEn$�n4#U11 C, w;4Yti$- 6-�n�kv6Il: &&7Ynk"ffn4, ll: nU:*. !•sn'Vn u s FE•.;WiW $��..:IlH x&nFR ll4rk,"-i4Wi•"�ffit4ia�ngu•.*
effr nems ..f4aanka onand .{bteii , benefits �n���� •�rR���karrxu��<.rr�ll�4��,.
�4�n�lla:nrr ...:4�u�Il nIln� kll'u�-��,u �rr a�:4�..k9�� i�� m�;�^rrgueu�k-��uuls4e�����, ��nrr�..�4et 4 a�4�� uuuke �a��✓e n nu��....a�n�, a�1�..k4��
1ne.ft4't'4n fAa—fn" offered by tileperiah4 e0ablis4ied....by...tile VrRa gee
......... .4'Ile aannnt iffIl4 Of rarrnff w(Hik4u4y nrnedl al drr"a ftnraucnee...frrenrrauua.n...t-v n&ud4'roulr om
alrruurrrrnk+..the term Agaaeerruaemn&...shaa.44 ilet..exaeana:4...the ai n(mi nk e k4Ile, appfitable morrnk4n4,F initinnrrannn:e
1ft,rrrraiuml...required ...to1 tak4at;n-..:rre,gan4aaa...:uau14-annW naufa--nepfetiscnn4ed...:Village ...tnrrrrn4loag s:
......... :,..ant 4a enan Oto ee ...:aa4otorra beeearrrrnaang eligible 4"aorr....the above e.. ekwe mnage> sfk a144 neeeuwte a....jff 4fi y.....arrat4
t1 .ta4kak e l4enaatkee c1e:,tnuloaffn k.he..:hCAJ.k.h uv, aas rrn ...:beffwf-4s-Ilam4 th'a...:r"aOee 4aukes rev ukilr4q &4rremtt
k4ffrrIl4ola t: 'are(-,+an4:naibuiltrrra...towana4, 4.4ae...nnns�anndrnte 1a nefikw ffkWgiaryl ,1,a11...I las, fielt)wouuy'
G-1
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.................................... I ..................................................................................... ......................................................
.......................................
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sk4e p4,6cq'4'4 4.0441
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G-2
.......................................
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GaFter Ce- pay
&e4.
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................................................................................................ 21f. it, t If 1�tffLz:i m t'p. 2i�2�g.
G-2
One -half ( l,2,) of the pfvad byernploy-ces-shttil be, Paid 1"'ite fyr fftonth up k)
INventy -kttw(24)6tiies rwt`yeaF.T,ke eo payamounts, aprly Aol-k)4h the I 144/414efrinity
and HMO insHrarmee! ff()'grarR,;7 Fmployet, whe parfitipate in the Nmk,p shaA 1�eet4ye ifisuftfflele
aweragea,,�,(fiefated by the IIM,()- ffovidon
......... .......................................... .................V.illa( ge ol, Wnunt pfw"peL4 "Aaall be aflowed to fais,;e the etul-ofpocket
ekfteflie,+Aw RPO p4aff", ko4ht 446winf,'
dao the pennsdaraaadadd pay p'or fiklmflye(wr ratp—The dLvck
Aiall be estabh'."Heal a,,., illusiralt"d in 1"Xhib4 1.) 1;;
Wcfffaev� PaAffikmi "
...................................................................................... L
T'lit V i Ildge sh al f o A' e r the bi kwietrie Wood d FEW %v Emil Im I ly a hd eni f4k may pa ri ie irm te i n
Ike b6od dravv-,,,,che-dtdtdaI the Vill.,
at
lisling tlf Alle aptwoved f-efntAe bdeacionSin the ifwNauta ts when 41w enif4o,
yee and spou.%e °annk,
dirtvily fXtr6eipme im lht blood draw whedt4ed al the VilhijgeSfxatvies ffitm. also pafl,6eipltke iti the
biomletf-ie tesling, and rflecl the et-4efia estkil4khed in of -der 4) qukfjiA-w Ihe WaAIHWSS iHSb[RHWe
pi:enhurn dkeeuw,
G-3
SII
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L..p+em1ufln-fiw ?,W,4:wiIUpfAvX Fates-bdoww
............................................ I ..................................... .............................................. ......................................................
mA,
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4. 99,)J, �,47,5-74
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$4.3-3:,4...x.
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$26RA4
S�n&k�,4 �4GW"�'
$4. 4 2 � 9Q.
4�4
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43
gfi
Defter Ce- pay
swf,a4i'A UaEn: : ca FJGY
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...................................
One -half ( l,2,) of the pfvad byernploy-ces-shttil be, Paid 1"'ite fyr fftonth up k)
INventy -kttw(24)6tiies rwt`yeaF.T,ke eo payamounts, aprly Aol-k)4h the I 144/414efrinity
and HMO insHrarmee! ff()'grarR,;7 Fmployet, whe parfitipate in the Nmk,p shaA 1�eet4ye ifisuftfflele
aweragea,,�,(fiefated by the IIM,()- ffovidon
......... .......................................... .................V.illa( ge ol, Wnunt pfw"peL4 "Aaall be aflowed to fais,;e the etul-ofpocket
ekfteflie,+Aw RPO p4aff", ko4ht 446winf,'
dao the pennsdaraaadadd pay p'or fiklmflye(wr ratp—The dLvck
Aiall be estabh'."Heal a,,., illusiralt"d in 1"Xhib4 1.) 1;;
Wcfffaev� PaAffikmi "
...................................................................................... L
T'lit V i Ildge sh al f o A' e r the bi kwietrie Wood d FEW %v Emil Im I ly a hd eni f4k may pa ri ie irm te i n
Ike b6od dravv-,,,,che-dtdtdaI the Vill.,
at
lisling tlf Alle aptwoved f-efntAe bdeacionSin the ifwNauta ts when 41w enif4o,
yee and spou.%e °annk,
dirtvily fXtr6eipme im lht blood draw whedt4ed al the VilhijgeSfxatvies ffitm. also pafl,6eipltke iti the
biomletf-ie tesling, and rflecl the et-4efia estkil4khed in of -der 4) qukfjiA-w Ihe WaAIHWSS iHSb[RHWe
pi:enhurn dkeeuw,
G-3
4r7imnp4oyees and spou,.,es parlicipaing in the health tnsuraywe p6ns ffuiA annitaily
eofilplek, 41te b4mitmeta, Kkxid 4aa,,L and hefthli eiAt- 43, -Nay ekgihle 1'4 the wmellfl&i
ifk,Hramee- tH.ernium The biefntqrnL bloittl draw a 47 -panel eval"ation
(toohi(fiumt. o*wmary risk &.Kessmeflt,kg(*Kl eolmt5 and c4leln -sereoll ffafilo), bkwd r)FOS"'Airc
alatlheiglwt mid The 1teFp+Y,,eo4lwe bieffletf�it
lest and heakh fiasseP,4mefl� 4"t& a Nek pattio4pani"-al ail iWallh issues, a," (Ito
preven� the ksue,i fi-k)m beeofyuillg i4fle&ses� Tilt
141
�' e V414ge sAan flotfilze'eany infionnation as emfAeee Of "Teitse olay 44e det"Ied
4o-4 in all taflheahhy ralnge noi" shall the Vilhuge have aji� ki.iowlt,.dge oi " an�.L lrtelwwlil. The
ihe ViNag.;e feeeioe is tkhe the
wellflessdiseouffl+4slmll apfAy—Hinually provided tile are nwL'l lie diseottrA,*s,11-,t44
be app -lied lo nlofAhly in"tialvive prenkiten eharges in the RAlowhn# anlounts'.
g�e
Ce"rage
sv)g�C'44
(Brage
rafy�4v
CoKqege
1414
-Da4ePre&EfiiF.
3(�%
1-4-Iffil efVI14sa e6 has sing4e +- I of I'dinily eevol-age the, 4134e 14 a b4 iw4e Covent—
y weiiki not be efi�
d.46wfaaunt if or4y ifileemp4oyte t�akrtitupewd ie 41le biome�fie ffeffam.
rd
.. ............
iPreqe*Rien-fe parTnef" ametinuhA he a,„.Wew5-,
FffeE4'roveFoa:.ffiaiary
E-kefi4
fl
NefroFoirirflt&lfy
&�'c�HRd
-Da4ePre&EfiiF.
,ps@706,
ihe pre serify4en�-e paymei,4 arnoi+ro!& shaR be as4eOews-
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P.ifeet.nve
Gevnerie
pfe"CFiOiEfrl
Fefrnu4afy E;frand
Nen FeiriwKihairy
94a -Rd
�24�90
General 14%ww F
ard I El foral'ati ible to both C'424--) aa
........................................................................ .....................................................................................................
.................................. Milil MIA Iw kw"able Io-efnF4oyee,+ �e, pufeh,.,t�ie uff k) a flklety (94),day
siipl,Ay w4h 1heenif4eyet. paying the appirepriae di at eerr"efu& toAhe epa"'Aita6efl Of
the ffeief-iPtion he iA geflefleT ntm h,)fffffilffy; (ff fi-*muhai-y. AH inail imder peesefipAtww dFugs ilwall be
paid by tile employee un an affiounL of two (2) cime�,� dwe appropf hike prese6pton eejuai/ Neve4
On lhe dussillealikH1 k&the
.................................. Pre"Wrif4ion drugsi thane are, f1skhared '.4fV('ifdhf drug�,.a,,x de;terrklined1,->y the fwe�wrifqiwt
dru: g 41all have. tt F$3m,4 ee anleent, 14.1,�tr 1(r'suNititfing a sfKmaikiRy drug
preseFif.4iwi fief- payiiiew the ffmist lye pre eufilmize& If4he presw6kd drugis
detenmifted to -be o IfIftinleflanee, and dnig the e,a*Tesp tls, to, 4he
ofthe pre,,mlpfion be it twntflea tw fitwrnu hwy, s he'll af4)4y atitl tiit* the
P,54eo -payment amotmf.
.................................... Them Fkfkployefkasthe, &,.,ef�etkm t(H':aeleet llhit kMk'f;t',."-aB0 "SifflikIftar
the�,k.� henel-O�� in effeci as af cAeouiiom
Exhibit DI — Health Insurance
G-5
Maximum Out of Pocket Rates - 20252 - 202.24
2% 4%
Wage
Range
Single
Family
$20,000
$29,999
$600
$1,200*
$30,000
$39,999
$800
$1,600
$40,000
$49,999
$1,000
$2,000
$50,000
$59,999
$1,200
$2,400
$60,000
$69,999
$1,400
$2,800
$70,000
$79,999
$1,600
$3,200
$80,000
$89,999
$1,800
$3,600
$90,000
$99,999
$2,000
$4,000
$100,000
$109,999
$2,200
$4,400
$110,000
$119,999
$2,400
$4,800
*PPO $500/$1500 Health Insurance Plan Family Maximum Out of Pocket is $1,500
G-6
APPENDIX"H"
ELECTION TO ARBITRATE DISCIPLINARY ACTION
In accordance with Section 13.3 of the contract currently effective between the Village and
the Union, the undersigned Grievant, with the approval of the union, elects to appeal the disciplinary
action assessed against # im/heflhejrll to arbitration. In doing so, the undersigned understands that:
(1) a1-l-is<her"Q'�u.�n.rr. grievance, unless otherwise settled, will be heard and determined by
an arbitrator selected in accordance with Step 6;
(2) tleE i':�:`d�.�;_G r.d.�°.y�grru.d...ishe is waiving any and all rights to appeal of the decision by
the Board of Fire and Police Commissioners of the Village of Mount Prospect,
provided by to the Illinois Municipal Code 65 ILCS 5/10-2.1-17 and
Administrative Review Act, 735 ILCS 5/3-101, et seq. The decision by the
arbitrator shall be final and binding subject only to an appeal in accordance with
the provisions of the Uniform Arbitration Act as provided by §8 of the IPLRA, 5
ILCS 315/8.
APPEAL TO ARBITRATION APPROVED:
EMPLOYEE PRESIDENT, LOCAL 4119 IAFF
DATE: DAT
H-1
I
(Print Name)
organization:
Organization
Type of Industry
Job Title
Supervisor
APPENDIX "I"
OUTSIDE EMPLOYMENT REQUESTFormatted: Font: iz pt, Bold
am requesting approval for outside employment with the below -name
Salary — Hourly Rate/Annual Income
Employment Status (F/T or P/T)
Days of the week to be worked
Hours to be worked per day
Address of Business
Phone Number
I am aware of the fact that approval will be based on the fact that said employment will not interfere
with my effectiveness, physical well-being, or be in conflict of interest with my current position with
the Village of Mount Prospect.
Employee Signature
Director Approval
Village Manager Approval
Date
Date
Date
I-1
APPENDIX "J"
(50 ILCS 742/) Fire Department Promotion Act.
(50 ILCS 742/1)
Sec. 1. Short title. This Act may be cited as the Fire Department Promotion Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/5)
Sec. 5. Definitions. In this Act:
"Affected department" or "department" means a full-time municipal fire department that is subject
to a collective bargaining agreement or the fire department operated by a full-time fire protection
district. The terms do not include fire departments operated by the State, a university, or a
municipality with a population over 1,000,000 or any unit of local government other than a
municipality or fire protection district. The terms also do not include a combined department that
was providing both police and firefighting services on January 1, 2002.
"Appointing authority" means the Board of Fire and Police Commissioners, Board of Fire
Commissioners, Civil Service Commissioners, Superintendent or Department Head, Fire Protection
District Board of Trustees, or other entity having the authority to administer and grant promotions in
an affected department.
"Promotion" means any appointment or advancement to a rank within the affected department (1)
for which an examination was required before January 1, 2002; (2) that is included within a
bargaining unit; or (3) that is the next rank immediately above the highest rank included within a
bargaining unit, provided such rank is not the only rank between the Fire Chief and the highest rank
included within the bargaining unit, or is a rank otherwise excepted under item (i), (ii), (iii), (iv), or
(v) of this definition. "Promotion" does not include appointments (i) that are for fewer than 180 days;
(ii) to the positions of Superintendent, Chief, or other chief executive officer; (iii) to an exclusively
administrative or executive rank for which an examination is not required; (iv) to a rank that was
exempted by a home rule municipality prior to January 1, 2002, provided that after the effective date
of this Act no home rule municipality may exempt any future or existing ranks from the provisions
of this Act; or (v) to an administrative rank immediately below the Superintendent, Chief, or other
chief executive officer of an affected department, provided such rank shall not be held by more than
2 persons and there is a promoted rank immediately below it. Notwithstanding the exceptions to the
definition of "promotion" set forth in items (i), (ii), (iii), (iv), and (v) of this definition, promotions
shall include any appointments to ranks covered by the terms of a collective bargaining agreement in
effect on the effective date of this Act.
"Preliminary promotion list" means the rank order of eligible candidates established in accordance
with subsection (b) of Section 20 prior to applicable veteran's preference points. A person on the
preliminary promotion list who is eligible for veteran's preference under the laws and agreements
applicable to the appointing authority may file a written application for that preference within 10
days after the initial posting of the preliminary promotion list. The preference shall be calculated in
accordance with Section 55 and applied as an addition to the person's total point score on the
examination. The appointing authority shall make adjustments to the preliminary promotion list
based on any veteran's preference claimed and the final adjusted promotion list shall then be posted
by the appointing authority.
"Rank" means any position within the chain of command of fire department to which employees
are regularly assigned to perform duties related to providing fire suppression, fire prevention, or
emergency services.
J-1
"Final adjusted promotion list" means the promotion list for the position that is in effect on the
date the position is created or the vacancy occurs. If there is no final adjusted promotion list in effect
for that position on that date, or if all persons on the current final adjusted promotion list for that
position refuse the promotion, the affected department shall not make a permanent promotion until a
new final adjusted promotion list has been prepared in accordance with this Act, but may make a
temporary appointment to fill the vacancy. Temporary appointments shall not exceed 180 days.
Each component of the promotional test shall be scored on a scale of 100 points. The component
scores shall then be reduced by the weighting factor assigned to the component on the test and the
scores of all components shall be added to produce a total score based on a scale of 100 points.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/10)
Sec. 10. Applicability.
(a) This Act shall apply to all positions in an affected department, except those specifically
excluded in items (i), (ii), (iii), (iv), and (v) of the definition of "promotion" in Section 5 unless such
positions are covered by a collective bargaining agreement in force on the effective date of this Act.
Existing promotion lists shall continue to be valid until their expiration dates, or up to a maximum of
3 years after the effective date of this Act.
(b) Notwithstanding any statute, ordinance, rule, or other laws to the contrary, all promotions in an
affected department to which this Act applies shall be administered in the manner provided for in
this Act. Provisions of the Illinois Municipal Code, the Fire Protection District Act, municipal
ordinances, or rules adopted pursuant to such authority and other laws relating to promotions in
affected departments shall continue to apply to the extent they are compatible with this Act, but in
the event of conflict between this Act and any other law, this Act shall control.
(c) A home rule or non -home rule municipality may not administer its fire department promotion
process in a manner that is inconsistent with this Act. This Section is a limitation under subsection
(i) of Section 6 of Article VIT of the Tllinois Constitution on the concurrent exercise by home rule
units of the powers and functions exercised by the State.
(d) This Act is intended to serve as a minimum standard and shall be construed to authorize and
not to limit:
(1) An appointing authority from establishing different or supplemental promotional criteria or
components, provided that the criteria are job-related and applied uniformly.
(2) The right of an exclusive bargaining representative to require an employer to negotiate
clauses within a collective bargaining agreement relating to conditions, criteria, or procedures for the
promotion of employees to ranks, as defined in Section 5, covered by this Act.
(3) The negotiation by an employer and an exclusive bargaining representative of provisions
within a collective bargaining agreement to achieve affirmative action objectives, provided that such
clauses are consistent with applicable law.
(e) Local authorities and exclusive bargaining agents affected by this Act may agree to waive one
or more of its provisions and bargain on the contents of those provisions, provided that any such
waivers shall be considered permissive subjects of bargaining.
(Source: P.A. 93-411, eff. 8-4-03; 94-809, eff. 5-26-06.)
(50ILCS 742/15)
Sec. 15. Promotion process.
J-2
(a) For the purpose of granting promotion to any rank to which this Act applies, the appointing
authority shall from time to time, as necessary, administer a promotion process in accordance with
this Act.
(b) Eligibility requirements to participate in the promotional process may include a minimum
requirement as to the length of employment, education, training, and certification in subjects and
skills related to fire fighting. After the effective date of this Act, any such eligibility requirements
shall be published at least one year prior to the date of the beginning of the promotional process and
all members of the affected department shall be given an equal opportunity to meet those eligibility
requirements.
(c) All aspects of the promotion process shall be equally accessible to all eligible employees of the
department. Every component of the testing and evaluation procedures shall be published to all
eligible candidates when the announcement of promotional testing is made. The scores for each
component of the testing and evaluation procedures shall be disclosed to each candidate as soon as
practicable after the component is completed.
(d) The appointing authority shall provide a separate promotional examination for each rank that
is filled by promotion. All examinations for promotion shall be competitive among the members of
the next lower rank who meet the established eligibility requirements and desire to submit
themselves to examination. The appointing authority may employ consultants to design and
administer promotion examinations or may adopt any job-related examinations or study materials
that may become available, so long as they comply with the requirements of this Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/20)
Sec. 20. Promotion lists.
(a) For the purpose of granting a promotion to any rank to which this Act applies, the appointing
authority shall from time to time, as necessary, prepare a preliminary promotion list in accordance
with this Act. The preliminary promotion list shall be distributed, posted, or otherwise made
conveniently available by the appointing authority to all members of the department.
(b) A person's position on the preliminary promotion list shall be determinedby a combination of
factors which may include any of the following: (i) the person's score on the written examination for
that rank, determined in accordance with Section 35; (ii) the person's seniority within the
department, determined in accordance with Section 40; (iii) the person's ascertained merit,
determined in accordance with Section 45; and (iv) the person's score on the subjective evaluation,
determined in accordance with Section 50. Candidates shall be ranked on the list in rank order based
on the highest to the lowest total points scored on all of the components of the test. Promotional
components, as defined herein, shall be determined and administered in accordance with the
referenced Section, unless otherwise modified or agreed to as provided by paragraph (1) or (2) of
subsection (d) of Section 10. The use of physical criteria, including but not limited to fitness testing,
agility testing, and medical evaluations, is specifically barred from the promotion process.
(c) A person on the preliminary promotion list who is eligible for a veteran's preference under the
laws and agreements applicable to the department may file a written application for that preference
within 10 days after the initial posting of the preliminary promotion list. The preference shall be
calculated as provided under Section 55 and added to the total score achieved by the candidate on the
test. The appointing authority shall then make adjustments to the rank order of the preliminary
promotion list based on any veteran's preferences awarded. The final adjusted promotion list shall
then be distributed, posted, or otherwise made conveniently available by the appointing authority to
all members of the department.
J-3
(d) Whenever a promotional rank is created or becomes vacant due to resignation, discharge,
promotion, death, or the granting of a disability or retirement pension, or any other cause, the
appointing authority shall appoint to that position the person with the highest ranking on the final
promotion list for that rank, except that the appointing authority shall have the right to pass over that
person and appoint the next highest ranked person on the list if the appointing authority has reason to
conclude that the highest ranking person has demonstrated substantial shortcomings in work
performance or has engaged in misconduct affecting the person's ability to perform the duties of the
promoted rank since the posting of the promotion list. If the highest ranking person is passed over,
the appointing authority shall document its reasons for its decision to select the next highest ranking
person on the list. Unless the reasons for passing over the highest ranking person are not remediable,
no person who is the highest ranking person on the list at the time of the vacancy shall be passed
over more than once. Any dispute as to the selection of the first or second highest-ranking person
shall be subject to resolution in accordance with any grievance procedure in effect covering the
employee.
A vacancy shall be deemed to occur in a position on the date upon which the position is vacated,
and on that same date, a vacancy shall occur in all ranks inferior to that rank, provided that the
position or positions continue to be funded and authorized by the corporate authorities. If a vacated
position is not filled due to a lack of funding or authorization and is subsequently reinstated, the final
promotion list shall be continued in effect until all positions vacated have been filled or for a period
up to 5 years beginning from the date on which the position was vacated. In such event, the
candidate or candidates who would have otherwise been promoted when the vacancy originally
occurred shall be promoted.
Any candidate may refuse a promotion once without losing his or her position on the final
adjusted promotion list. Any candidate who refuses promotion a second time shall be removed from
the final adjusted promotion list, provided that such action shall not prejudice a person's
opportunities to participate in future promotion examinations.
(e) A final adjusted promotion list shall remain valid and unaltered for a period of not less than 2
nor more than 3 years after the date of the initial posting. Integrated lists are prohibited and when a
list expires it shall be void, except as provided in subsection (d) of this Section. If a promotion list is
not in effect, a successor list shall be prepared and distributed within 180 days after a vacancy, as
defined in subsection (d) of this Section.
(f) This Section 20 does not apply to the initial hiring list.
(Source: P.A. 95-956, eff. 8-29-08.)
(50ILCS 742/25)
Sec. 25. Monitoring.
(a) All aspects of the promotion process, including without limitation the administration, scoring,
and posting of scores for the written examination and subjective evaluation and the determination
and posting of seniority and ascertained merit scores, shall be subject to monitoring and review in
accordance with this Section and Sections 30 and 50.
(b) Two impartial persons who are not members of the affected department shall be selected to act
as observers by the exclusive bargaining agent. The appointing authorities may also select 2
additional impartial observers.
(c) The observers monitoring the promotion process are authorized to be present and observe
when any component of the test is administered or scored. Except as otherwise agreed to in a
collective bargaining agreement, observers may not interfere with the promotion process, but shall
promptly report any observed or suspected violation of the requirements of this Act or an applicable
collective bargaining agreement to the appointing authority and all other affected parties.
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(d) The provisions of this Section do not apply to the extent that they are inconsistent with
provisions otherwise agreed to in a collective bargaining agreement.
(Source: P.A. 93-411, elf. 8-4-03.)
(50 ILCS 742/30)
Sec. 30. Promotion examination components. Promotion examinations that include components
consisting of written examinations, seniority points, ascertained merit, or subjective evaluations shall
be administered as provided in Sections 35, 40, 45 and 50. The weight, if any, that is given to any
component included in a test may be set at the discretion of the appointing authority provided that
such weight shall be subject to modification by the terms of any collective bargaining agreement in
effect on the effective date of this Act or thereafter by negotiations between the employer and an
exclusive bargaining representative. If the appointing authority establishes a minimum passing score,
such score shall be announced prior to the date of the promotion process and it must be an aggregate
of all components of the testing process. All candidates shall be allowed to participate in all
components of the testing process irrespective of their score on any one component. The provisions
of this Section do not apply to the extent that they are inconsistent with provisions otherwise agreed
to in a collective bargaining agreement.
(Source: P.A. 93-411, elf. 8-4-03.)
(50ILCS 742/35)
Sec. 35. Written examinations.
(a) The appointing authority may not condition eligibility to take the written examination on the
candidate's score on any of the previous components of the examination. The written examination
for a particular rank shall consist of matters relating to the duties regularly performed by persons
holding that rank within the department. The examination shall be based only on the contents of
written materials that the appointing authority has identified and made readily available to potential
examinees at least 90 days before the examination is administered. The test questions and material
must be pertinent to the particular rank for which the examination is being given. The written
examination shall be administered after the determination and posting of the seniority list,
ascertained merit points, and subjective evaluation scores. The written examination shall be
administered, the test materials opened, and the results scored and tabulated.
(b) Written examinations shall be graded at the examination site on the day of the examination
immediately upon completion of the test in front of the observers if such observers are appointed
under Section 25, or if the tests are graded offsite by a bona fide testing agency, the observers shall
witness the sealing and the shipping of the tests for grading and the subsequent opening of the scores
upon the return from the testing agency. Every examinee shall have the right (i) to obtain his or her
score on the examination on the day of the examination or upon the day of its return from the testing
agency (or the appointing authority shall require the testing agency to mail the individual scores to
any address submitted by the candidates on the day of the examination); and (ii) to review the
answers to the examination that the examiners consider correct. The appointing authority may hold a
review session after the examination for the purpose of gathering feedback on the examination from
the candidates. The review sessions shall be at no cost to the candidates.
(c) Sample written examinations may be examined by the appointing authority and members of
the department, but no person in the department or the appointing authority (including the Chief,
Civil Service Commissioners, Board of Fire and Police Commissioners, Board of Fire
Commissioners, or Fire Protection District Board of Trustees and other appointed or elected
officials) may see or examine the specific questions on the actual written examination before the
examination is administered. If a sample examination is used, actual test questions shall not be
J-5
included. It is a violation of this Act for any member of the department or the appointing authority to
obtain or divulge foreknowledge of the contents of the written examination before it is administered.
(d) Each department shall maintain reading and study materials for its current written examination
and the reading list for the last 2 written examinations or for a period of 5 years, whichever is less,
for each rank and shall make these materials available and accessible at each duty station.
(e) The provisions of this Section do not apply to the extent that they are in conflict with
provisions otherwise agreed to in a collective bargaining agreement.
(Source: P.A. 97-352, eff. 8-12-11.)
(50 ILCS 742/40)
Sec. 40. Seniority points.
(a) Seniority points shall be based only upon service with the affected department and shall be
calculated as of the date of the written examination. The weight of this component and its
computation shall be determined by the appointing authority or through a collective bargaining
agreement.
(b) A seniority list shall be posted before the written examination is given and before the
preliminary promotion list is compiled. The seniority list shall include the seniority date, any breaks
in service, the total number of eligible years, and the number of seniority points.
(Source: P.A. 93-411, elf. 8-4-03.)
(50 ILCS 742/45)
Sec. 45. Ascertained merit.
(a) The promotion test may include points for ascertained merit. Ascertained merit points may be
awarded for education, training, and certification in subjects and ski Its related to the fire service. The
basis for granting ascertained merit points, after the effective date of this Act, shall be published at
least one year prior to the date ascertained merit points are awarded and all persons eligible to
compete for promotion shall be given an equal opportunity to obtain ascertained merit points unless
otherwise agreed to in a collective bargaining agreement.
(b) Total points awarded for ascertained merit shall be posted before the written examination is
administered and before the promotion list is compiled.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/50)
Sec. 50. Subjective evaluation.
(a) A promotion test may include subjective evaluation components. Subjective evaluations may
include an oral interview, tactical evaluation, perfonnance evaluation, or other component based on
subjective evaluation of the examinee. The methods used for subjective evaluations may include
using any employee assessment centers, evaluation systems, chiefs points, or other methods.
(b) Any subjective component shall be identified to all candidates prior to its application, be job-
related, and be applied uniformly to all candidates. Every examinee shall have the right to
documentation of his or her score on the subjective component upon the completion of the subjective
examination component or its application. A designated representative of the contracting union party
shall be notified and be entitled to be present to monitor any preliminary meeting between certified
assessors or representatives of a testing agency and representatives of the appointing authority held
prior to the administration of the test to candidates for promotion.
(c) Where chiefs points or other subjective methods are employed that are not amenable to
monitoring, monitors shall not be required, but any disputes as to the results of such methods shall
J -G
be subject to resolution in accordance with any collectively bargained grievance procedure in effect
at the time of the test.
(d) Where performance evaluations are used as a basis for promotions, they shall be given
annually and made readily available to each candidate for review and they shall include any
disagreement or documentation the employee provides to refute or contest the evaluation. These
annual evaluations are not subject to grievance procedures, unless used for points in the promotion
process.
(e) Total points awarded for subjective components shall be posted before the written examination
is administered and before the promotion list is compiled.
(f) Persons selected to grade candidates for promotion during an assessment center process shall
be impartial professionals who have undergone training to be certified assessors. The training and
certification requirements shall, at a minimum, provide that, to obtain and maintain certification,
assessors shall complete a course of basic training, subscribe to a code of ethical conduct, complete
continuing education, and satisfy minimum activity levels.
(g) The standards for certification shall be established by a Joint Labor and Management
Committee (JLMC) composed of 4 members: 2 designated by a statewide association whose
membership is predominantly fire chiefs representing management interests of the Illinois fire
service, and 2 designated by a statewide labor organization that is a representative of sworn or
commissioned firefighters in Illinois. Members may serve terms of one year subject to
reappointment.
For the purposes of this Section, the term "statewide labor organization" has the meaning ascribed
to it in Section 10-3-12 of the Illinois Municipal Code.
In developing certification standards the JLMC may seek the advice and counsel of professionals
and experts and may appoint an advisory committee.
The JLMC may charge reasonable fees that are related to the costs of administering authorized
programs and conducting classes, including without limitation the costs of monitoring programs and
classes, to the following: (i) applicants for certifications or recertifications, (ii) recipients of
certifications or recertifications, and (iii) individuals and entities approved by the JLMC to conduct
programs or classes.
The JLMC's initial certification standards shall be submitted to the Office of the State Fire
Marshal by January 1, 2009. The JLMC may provisionally certify persons who have prior
experience as assessors on promotional examinations in the fire service. Effective January 1, 2010
only those persons who meet the certification standards developed by the JLMC and submitted to the
Office of the State Fire Marshal may be selected to grade candidates on a subjective component of a
promotional examination conducted under the authority of this Act; provided this requirement shall
be waived for persons employed or appointed by the jurisdiction administering the examination.
The JLMC shall annually:
(1) issue public notice offering persons who are interested in qualifying as certified assessors
the opportunity to enroll in training; and
(2) submit to the Office of the State Fire Marshal an amended list of persons who remain
certified, are newly certified, or who are no longer certified.
(h) The Office of the State Fire Marshal shall support the program by adopting certification
standards based on those submitted by the JLMC and by establishing a roster of certified assessors
composed of persons certified by the JLMC.
If the parties have not agreed to contract with a particular testing company to provide certified
assessors, either party may request the Office to provide the names of certified assessors. Within 7
days after receiving a request from either party for a list of certified assessors, the Office shall select
at random from the roster of certified assessors a panel numbering not less than 2 times the number
J-7
of assessors required. The parties shall augment the number by a factor of 50% by designating
assessors who may serve as alternates to the primary assessors.
The parties shall select assessors from the list or lists provided by the Office or from the panel
obtained by the testing company as provided above. Within 7 days following the receipt of the list,
the parties shall notify the Office of the assessors they have selected. Unless the parties agree on an
alternate selection procedure, they shall alternatively strike names from the list provided by the
Office until only the number of required assessors remain. A coin toss shall determine which party
strikes the first name. If the parties fail to notify the Office in a timely manner of their selection of
assessors, the Office shall appoint the assessors required from the roster of certified assessors. In the
event an assessor is not able to participate in the assessment center process for which they ...yerellre
war ...selected, either of the parties involved in the promotion process may request that additional
names of certified assessors be provided by the Office.
(Source: P.A. 97-174, eff. 7-22-11.)
(50 ILCS 742/55)
Sec. 55. Veterans' preference. A person on a preliminary promotion list who is eligible for
veteran's preference under any law or agreement applicable to an affected department may file a
written application for that preference within 10 days after the initial posting of the preliminary
promotion list. The veteran's preference shall be calculated as provided in the applicable law and
added to the applicant's total score on the preliminary promotion list. Any person who has received a
promotion from a promotion list on which his or her position was adjusted for veteran's preference,
under this Act or any other law, shall not be eligible for any subsequent veteran's preference under
this Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/60)
Sec. 60. Right to review. Any affected person or party who believes that an error has been made
with respect to eligibility to take an examination, examination result, placement or position on a
promotion list, or veteran's preference shall be entitled to a review of the matter by the appointing
authority or as otherwise provided by law.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILLS 742/65)
Sec. 65. Violations.
(a) A person who knowingly divulges or receives test questions or answers before a written
examination, or otherwise knowingly violates or subverts any requirement of this Act commits a
violation of this Act and may be subject to charges for official misconduct.
(b) A person who is the knowing recipient of test information in advance of the examination shall
be disqualified from the promotion examination or demoted from the rank to which they _wep the was
promoted, as applicable and otherwise subjected to disciplinary actions.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/900)
Sec. 900. (Amendatory provisions; text omitted).
(Source: P.A. 93-411, eff. 8-4-03; text omitted.)
(50 ILCS 742/999)
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Sec. 999. Effective date. This Act takes effect upon becoming law.
(Source: P.A. 93-411, eff. 8-4-03.)
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Purpose:
Scope:
APPENDIX"K"
MOUNT PROSPECT FIRE DEPARTMENT
STANDARD OPERATIONS GUIDELINES
Personal Time
SOG 1102 — 05/21R
To explain the intention of and process for requesting/utilizing personal time.
These guidelines apply to all Fire Department personnel.
Guidelines:
Administration and Fire Prevention Bureau Personnel:
Administration and Fire Prevention Bureau personnel shall refer to the Village's
Employee Handbook (Section V — Compensation and Benefits) for guidelines regarding
the use and accrual of personal time.
24 -Hour Shift Personnel:
All 24-hour shift personnel shall accrue forty-eight (48) hours of personal time available
for use each calendar year. Personal time shall not be carried over from one calendar
year to the next. Therefore, at the end of each calendar year any unused personal time
shall be converted to sick leave time.
The following guidelines shall govern the use of personal time by all 24-hour shift
personnel:
Employees who need to take personal time off from work shall attempt to
notify the on -duty Shift Commander prior to the start of their scheduled shift,
and no later than 0630. If, due to unanticipated circumstances, the request
cannot be submitted prior to 0630 the Shift Commander will approve the time
off but these requests will be subject to review by the Deputy Chief and any
abuse of the Personal Time policy will be subject to disciplinary action. Provided,
however, if an employee calls in after the start of the shift (0800) to utilize
additional time -off benefits, time -off will only be granted to complete the
remainder of the scheduled shift.
2. Requests for personal time shall be submitted no earlier than 30 days prior to
the requested date of use. Requests received within the 30 day period shall be
on a first come, first served basis.
3. Personal time shall be a minimum of one hour and must be taken in full hour
increments. The number of hours requested will be recorded as the number of
K-1
hours used (i.e. an employee cannot request eight hours and then only use two
hours).
4. Requests for Personal Time shall not be denied except in the case of a declared
Village wide emergency.
5. No requests for personal time will be accepted after the Chief has authorized
the hiring back of personnel to provide additional staffing for extraordinary
threats to the safety and security of the Village and/or fire department
personnel.
6. During an employee's approved absence, 4e/4�-Ahoy will not be entitled to
extra pay for any reason. For example, an employee taking personal time will
not receive callback pay if 4ae� O *it,N7,e.y comes in for a callback.
7. If an employee returns to duty after having taken personal time, t1h 1ylk e/9he
must report to work in the same manner as,t,h ,yfne�Ake normally would at the
beginning of the..IiiJW-41ner shift.
Attachments: None
Forms: None
Exhibits: Village of Mount Prospect Employee Handbook
K-2
Agreement
Village of Mount
spect
-e Union,
AFL-CIO
December 31, 2027
H:AHUMR\UnionsTire Union\2025 Contract\Agreements\2025-2027 Firc Contract Final Draft -Y2.4. 01.22.2025 - wo markup.docx
Table of Contents
Preamble.........................................................................................................1
ArticleI - Recognition...........................................................................................1
1.1 Recognition....................................................................................1
1.2 Fair Representation..............................................................................1
1.3 Notification.....................................................................................1
Article II - Membership and Dues Deduction..........................................................2
2.1 Dues Check-off................................................................................2
2.2 Indemnification...................................................................................2
Article III - Hours of Work and Overtime................................................................3
3.1
Purpose.........................................................................................3
3.2
Normal Work Day and Work Schedule......................................................3
3.3
Kelly Days.......................................................................................3
3.4
Comp Time.....................................................................................3
3.5
Overtime Rate.................................................................................7
3.6
Special Overtime..............................................................................7
3.7
Callback/Call Overrun........................................................................8
3.8
Hireback Policy................................................................................ 8
3.9
Acting Officer.................................................................................8
3.10
Forced Back.....................................................................................9
3.11
Light Duty Hours...............................................................................9
3.12
Special Duty Pay..............................................................................12
Article IV -
Wages and Compensation...................................................................13
4.1
Salary and Incentives..........................................................................13
4.2
Specialty Certifications......................................................................13
4.3
Longevity.......................................................................................14
4.4
Holiday..........................................................................................14
4.5
Pyramiding.....................................................................................15
4.6
Paramedic Preceptor Pay...................................................................1
5
Article V -
Management Rights - Rules and Regulations............................................16
5.1
Management Rights..........................................................................1
6
5.2
Rules and Regulations.......................................................................16
Article VI -
No Strikes - No Lockouts.....................................................................18
Article VII
- Grievance Procedure........................................................................19
7.1
Definition of Grievance.....................................................................19
7.2
Grievance Committee Representatives....................................................19
7.3
Grievance Procedure.........................................................................19
7.4
Arbitrator's Authority.......................................................................22
7.5
Decision and Fee...............................................................................22
7.6
Time Limits...................................................................................22
7.7
Union Rights....................................................................................23
7.8
Standards for Processing Union Grievances..............................................23
Article VIII -
Leaves of Absence...........................................................................24
8.1
Vacation.......................................................................................24
8.2
Union Business...............................................................................26
8.3
Personal Days.................................................................................26
8.4
Sick Leave - Policy, Accrual, Reimbursement, and Guidelines .......................26
8.5
Duty Injury, Illness, Disability (Worker's Compensation) Leave......................28
8.6
Family and Medical Leave..................................................................28
8.7
Educational Leave............................................................................28
8.8
Vacation Pay on Separation and Return ...................................................28
8.9
Accrual of Benefits and Compensation While on Leave.................................29
8.10
Witness Leave................................................................................29
8.11
Military Leave.................................................................................29
8.12
Jury Duty........................................................................................30
8.13
Bereavement Leave.........................................................................30
8.14
Maternity Leave/Reasonable Accommodation..........................................30
8.15
Paid Leave for All Workers Act...........................................................32
ArticleIX- Seniority.........................................................................................33
9.1
Definition.......................................................................................33
9.2
Probationary Period.........................................................................3
3
9.3
Certificate of Appointment................................................................34
9.4
Layoff and Recall............................................................................
35
Article X - Health and Welfare.............................................................................36
10.1
Medical Exams..............................................................................36
10.2
Group Health and Medical Insurance......................................................36
10.3
Wellness Participation Rewards..........................................................38
10.4
Waiver Incentive............................................................................3
9
10.5
Group Health and Medical Insurance: Surviving Dependents ...........................39
10.6
Life Insurance................................................................................39
10.7
Dental Insurance.............................................................................40
10.8
IRC 125/Flex-Comp Program.............................................................40
10.9
Employee Assistance Program............................................................40
10.10
Deferred Compensation Programs........................................................40
10.11
Credit Union.................................................................................40
ArticleXI - General Provisions...........................................................................41
11.1
Trade Days....................................................................................41
11.2
Joint Safety Committee.....................................................................42
11.3
Indemnification of Employees.............................................................43
11.4
Drugs and Alcohol, Employee Confidentiality, Chronic Communicable Diseases ...
43
11.5
Living Conditions............................................................................43
11.6
Bulletin Boards.................................................................................43
11.7
Smoking.......................................................................................43
11.8
Physical Fitness Program....................................................................43
11.9
Secondary Employment......................................................................44
11. 10 Subcontracting................................................................................45
11.11 Station/Shift Change........................................................................46
11.12 Professional Development Training Fund...............................................47
Article XII — Uniforms, Protective Clothing and Equipment.........................................48
12.1 Uniforms.......................................................................................48
12.2 Protective Clothing...........................................................................49
Article XIII — Discipline and Discharge, Investigations...............................................51
13.1 Discipline.......................................................................................51
13.2 Investigations................................................................................
51
13.3 Discipline and Discharge....................................................................51
13.4 Personnel File.................................................................................52
13.5 Discipline Procedure........................................................................52
Article XIV — Accrued Leave Reimbursement Upon Retirement,
Resignation,
Reduction.............................................................................................53
Article XV — Labor -Management Meetings.............................................................54
Article XVI — Promotions..................................................................................55
Article XVII — Savings Clause...............................................................................64
Article XVIII — Precedence of Agreement vs. Ordinance.............................................64
Article XIX — Entire Agreement...........................................................................65
Article XX — Duration and Termination.................................................................68
20.1 Duration........................................................................................68
20.2 Signature........................................................................................68
Dues Deduction Form............................................................................Appendix
A
SalarySchedule...................................................................................Appendix
B
Drugsand Alcohol.................................................................................Appendix C
Request to Inspect/Copy Personnel File........................................................Appendix D
TradeDay Form...................................................................................Appendix
E
GrievanceForm....................................................................................Appendix
F
Group Health and Medical Insurance.........................................................Appendix
G
Election to Arbitrate Disciplinary Action ......................................................Appendix
H
Outside Employment Request Form..........................................................Appendix I
Fire Department Promotional Act.............................................................Appendix J
Personal Time Standard Operations Guidelines (SOG) ..................................Appendix K
PREAMBLE
THIS AGREEMENT is entered into by and between the Village Of Mount Prospect,
(hereinafter "Village") and the Mount Prospect Firefighters Union, Local 4119, I.A.F.F., AFL-CIO
(hereinafter "Union"). It is the intent and purpose of this Agreement to set forth the parties'
agreement with respect to the rates of pay, hours of employment, fringe benefits, and all other
conditions of this Agreement; to prevent interruptions of work and interference with the operations
of the Village; to encourage and improve efficiency and productivity; and to provide procedures for
the prompt, impartial, and peaceful adjustment of grievances as provided herein.
ARTICLE I
RECOGNITION
1.1 Recognition - The Village recognizes the Union as the sole and exclusive collective
bargaining representative for all probationary and non -probationary employees who are sworn or
commissioned full-time firefighters and firefighter/paramedics, Lieutenant, Lieutenant/paramedics
below the rank of Battalion Chief. Excluded are all other employees, including but not limited to
sworn or commissioned full-time firefighters at the rank of battalion chief or above, the positions of
fire chief, deputy fire chief, fire prevention supervisor and training officer, all part time or temporary
employees, all auxiliary, reserve, volunteer or paid on call firefighters, all employees excluded from
the definition of firefighter as defined in subsection 16.03(g-1) of the Illinois Public Labor Relations
Act. All civilian employees, all non -fire department employees, and all other managerial
supervisory, confidential, professional and short-term employees as defined by the Illinois Public
Relations Act as it existed on January 1, 2000.
1.2 Fair Representation - The Union recognizes its responsibility as bargaining agent and
agrees fairly to represent all employees in the bargaining unit, whether or not they are members of
the Union. The Union's duty of fair representation shall be carried out with standards enunciated by
the U.S. Supreme Court in Vaca v. Sipes, 386 US 171, and its progeny.
1.3 Notification - All forms of notification unless otherwise specified to the Village shall be
hand delivered to the Fire Chief or their Designee in their absence. The Union shall identify in
writing its officers, stewards, and employee representatives to the employer. Such representatives
shall be the only individuals the employer is required to communicate with regard to
Union/Management matters.
1
ARTICLE II
MEMBERSHIP AND DUES DEDUCTION
2.1 Dues Check -off - The Village will deduct from each employee's paychecks the
uniform, regular Union dues twenty-six (26) times per year for each employee in the bargaining
unit who has filed with the Village the authorization form attached as Appendix "A". The actual
dues amount deducted, as determined by the Union, shall be uniform for each employee in order
to ease the Village's burden in administering this provision. The Union may change the fixed
uniform dollar amount twice each year during the life of this Agreement by giving the Village at
least thirty (30) days' notice in writing of any change in the amount of the uniform dues to be
deducted. The Village shall remit the total amount of the dues deducted, together with a list of
the employees from whom dues have been deducted, to the person designated by the Union in
writing not later than fifteen (15) days after the issuance of each paycheck from which dues have
been deducted.
If an employee has no earnings or insufficient earnings to cover the amount of the dues
deduction, the Union shall be responsible for collection of dues. The Union agrees to refund to the
employee any amounts paid to the Union in error on account of this dues deduction provision.
2.2 Indemnification - The Union shall indemnify and hold harmless the Village, its elected
representatives, officers, administrators, agents and employees from and against any and all claims,
demands, actions, complaints, suits or other forms of liability (monetary or otherwise) that arise out
of or by reason of any action taken or not taken by the Village for the purpose of complying with the
provisions of this Article, or in reliance on any written check -off authorization furnished by the
Union under any such provisions. This indemnification provision shall not extend to errors that are
solely the fault of the Village.
2
ARTICLE III
HOURS OF WORK AND OVERTIME
3.1 Purpose — This Article is intended to define the normal hours of work and to provide the
basis for the calculation and payment of overtime. It shall not be construed as a guarantee of hours of
work per day, per week, or work cycle, or of days of work per week, per month or per work cycle. In
the event there is a lack of work which the employer believes is a change in the normal work
schedule as defined in Section 3.2, the procedures of Article 18 shall be followed.
3.2 Normal Work Day and Work Schedule - The normal shift schedule for Firefighters and
Firefighter/Paramedics shall be twenty-four (24) consecutive hours of duty, beginning at 08:00,
followed by forty-eight (48) consecutive hours off duty. For FLSA purposes the work cycle shall be
twenty-eight (28) days.
3.3 Kelly Dam - Kelly Days shall be selected in accordance with [Article 8.1(e)]. The hours
of work shall be reduced by scheduling off each employee thirteen (13) shifts hereby referred to as
"Kelly Days", thereby reducing the average work week to fifty (50) hours and annual hours of work
to 2600.
3.4 Comp Time - When an employee works overtime in accordance with Section 3.5, they
may elect to bank the hours as compensatory time in lieu of receiving monetary compensation in that
pay period. In consideration of the Village offering this limited compensatory time benefit, the
Village and the Union agree, in furtherance of Section 7(0)(5) of the Fair Labor Standards Act, to
place restrictions on the use of compensatory time under circumstances which they agree would
constitute an "undue disruption" of the Department's operations. This banked time may be used to
take time off at a future date or in the case of a personal emergency where time off is needed. At any
time an employee may request pay in exchange for earned compensatory time.
Banked Compensatory Time may be accumulated in increments of no less than one-half
hours at a time. Time shall be banked at a rate of 1.5 times the number of hours worked (e.g., 24
hours worked equals 36 hours banked).
If time worked is to be banked, all of it must be banked (i.e., if 24 hours worked, all 36 must
be banked if electing to do so). However, if the full amount would cause the balance accrued to
exceed the maximum 72 hours, only that which will bring the balance to 72 hours will be banked and
3
the remainder will be paid as overtime. A maximum of 72 hours may be held in the bank at any one
time and a maximum of 144 hours can be accrued in any calendar year.
The following procedure shall be followed for utilizing the Compensation Time Bank not
covered by Section 8.1:
a) Requesting to use Compensatory Time Bank: In order to request Compensatory
Time, the employee must have the time in the bank. A request to use Compensatory Time
shall be by the electronic scheduling software program, or via e-mail in the case of the
unavailability of the software. Requests will be recorded with the date and time they are
received. In general, the employee should provide as much advance notice of the request as
possible. The employee should notify the Shift Commander no earlier than 14 days prior to
the requested time off and no later than 6:30 a.m. on the day of the requested Compensatory
Time usage. Requests for Compensatory Time after 6:30 a.m. on the date of requested usage
will not be honored, except in an emergency as approved by the Chief (or their designee) or
in the event of a same day leave request where the request will not cause overtime.
b) Unduly Disruptive Days: If overtime is necessary to cover the employee's
requested time offunder this Section (i.e., the employee's leave will cause or has caused the
shift to fall below the Chief's established minimum shift staffing) the Shift Commander shall
so advise the employee. The determination of whether overtime will be necessary to cover
the time off will be made when the time off request is received and acknowledged by the
Shift Commander. Overtime rules shall apply in order to fill vacancies caused by a
Compensatory Time request except as expressly modified by this Article. It is agreed by the
parties that the implementation of such Compensatory Time rules will necessitate additional
administrative and operational efforts in order to fill such Compensatory Time slot(s), thus
causing undue disruption to the Department's operation. The Compensatory Time must be
requested in an allotment of a minimum of four (4) hours. This minimum requirement may
be met in combination with other paid time off (e.g. Personal time). If overtime is necessary
to cover the employee's requested time off under this Section, the parties hereto agree that
such request cannot be filled within a reasonable period of time without unduly disrupting
the operations of the Fire Department. In such case, the employee shall have the following
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options:
i) to withdraw the request ; or,
ii) take the leave requested.
If the leave requested causes overtime, the scheduled employee taking the leave shall
be designated as having taken an "unduly disruptive day" and the scheduled employee's
Compensatory Time bank shall be reduced by time and one-half for each hour granted off
(e.g., 24 hour Compensatory Time at time and one half equals a 36 hour reduction in the
Compensatory Time bank). If no overtime is required, the request shall not be deemed
unduly disruptive, and the employee taking the leave shall have their Compensatory Time
bank reduced hour for hour (e.g., 24 hours off equals a 24 hours reduction in the
Compensatory Time bank).
If the Village is unable to secure an off duty employee to fill the requested
Compensatory Time slot at all, then the request may be denied in its entirety as unduly
disruptive. No forcebacks will occur as a result of the usage of Compensatory Time.
c) Filling Compensatory Time Bank Requests: Requests for usage of Compensatoiy
Time under this Section will be prioritized in the order in which they are received. If the
requirements of specific assignments cannot be met the request will be denied. If sufficient
replacement personnel cannot be obtained to meet the number of Compensatory Time
requests, the requests will be denied in reverse order of request reception. When attempting
to fill a request, no more than one (1) complete round of calls will be made.
d) Indemnification: In consideration of the Village's agreement to allow employees
to establish Compensatory Time banks and to schedule Compensatory Time in accordance
with the terms and conditions of this Section, the Union agrees to the following:
i) Subject to the parties' agreements and adoption of the alternative procedure
described in Paragraph (b), the Union and its bargaining unit members agree
to defend, indemnify, save and hold harmless the Village, its officers, agents
and employees, from any and all damages, costs, expenses and penalties
arising from any complaint or allegation that these restrictions on the use of
Compensatory Time do not comply with Section 7(o)(5) of the Fair Labor
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Standards Act regarding the use of Compensatory Time.
ii) Any and all disputes that may arise between the parties, including disputes
raised by the Union or by any bargaining unit member, as to the
administration of this Section, shall be resolved through the grievance
procedure of this Agreement. The parties' agreement to utilize the grievance
procedure to resolve any disputes arising under this Section is based upon the
authority vested in them under 8 and 15(b) of the Act, 5 ILCS 315/15(b).
Such agreement is also made in reliance upon the Supreme Court's decision
in 14 Penn Plaza LLC v. Pyett, 129 S.Ct. 1456, 186 LRRM 2065 (2009), that
such disputes shall include claims or allegations that any restrictions on the
use of time due available to employees from their compensatory time banks
as established under this Section do not comply with 7(0)(5) of the FLSA, 29
USCA 207. In the event that any such grievance is advanced to arbitration,
the parties further stipulate and agree that the arbitrator's remedial authority
shall be limited to making the grievant(s) whole by granting, consistent with
applicable 7(0) standards of the FLSA, the cash value of any time due in
dispute based on the then -applicable overtime rate and shall have no
authority to award any attorneys' fees or any penalties against the parties.
The parties agree that if the Union or a bargaining unit employee files a
lawsuit or complaint in any form alleging a violation of Section 7(0), this
arbitration agreement may be raised as an absolute defense to such lawsuit.
The Union agrees that it will join the Employer in any motion to dismiss the
lawsuit and/or to compel arbitration.
e) Sunset or Village Buy Back Option. If any of the principles contained in this
Article are found to violate the terms of the FLSA by a court of competent jurisdiction, the
Village may elect: (a) to have this Section immediately sunset, subject to the subsequent
duty to meet and negotiate as provided in Article 19 of this Agreement; and/or (b) to buy
back some or all time due to bargaining unit members immediately or over a reasonable
period of time; and/or (c) to allow employees to utilize accrued Compensatory Time at
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mutually agreed times.
3.5 Overtime Rate - Employees shall receive overtime pay or compensation time, if
applicable, at the rate of time and one-half their straight hourly rate for all work performed beyond
their normally scheduled hours. Overtime shall be rounded to the next fifteen (15) minute increment.
3.6 Special Overtime — The Village acknowledges that certain work involving secondary
employment has been regularly assigned and performed by bargaining unit employees and certain
non -bargaining unit employees assigned to the Bureau.
Employees have been assigned the following positions as secondary employment during their
off duty hours:
• Fire Prevention Bureau work duties, including, but not limited to public education.
• Off -Duty medical exams (ordered by the department).
• Project hours (must have prior approval)
• POC drill instruction or special training exercises.
• Assisting with new hire exams.
• Drill instruction and preparation (must have prior approval).
The Village agrees to continue its past practice with respect to such assignments during the
term of this agreement.
In accordance with 7 (g) of the FLSA, the parties agree that the base rate for such secondary
employment work shall be as follows:
Effective Date FF/P Base Rate FF/P Overtime Rate
January 1, 2025 $29.67 $44.51
January 1, 2026 $30.71 $46.07
January 1, 2027 $31.63 $47.45
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Effective Date LT/P Base Rate LT/P Overtime Rate
January 1, 2025 $35.45 $53.18
January 1, 2026 $36.70 $55.05
January 1, 2027 $37.80 $56.70
All assigned hours worked in these positions shall be performed at 1 1/2 times the base rate listed
above.
3.7 Callback/Call Overrun - Any employee required to stay beyond their scheduled shift
release time due to a call overrun, or who is called back to duty for the purpose of staffing reserve
equipment shall receive a minimum of one (1) hour pay at the overtime rate.
3.8 Hireback Policy - The following rules shall apply: The hireback distribution shall only
apply to fill shift assignments covered by this Agreement.
• A computerized overtime list shall be established to track all hireback hours worked.
• Overtime hours shall be reset to zero annually.
• Special Event Hirebacks shall not count towards your main hireback hours.
• The Department's computerized scheduled system shall be used to schedule this
hireback overtime work. All overtime work shall be filled through normal overtime
procedures and available three (3) days (the shift before) the hireback overtime work
will be performed.
• In the event an employee is on an active call when an overtime work assignment is
offered via text as being available, the Shift Commander shall make a good faith
attempt to notify the employees on the active call to allow them a reasonable
opportunity to volunteer for the hireback assignment when practical."
The Fire Department Administration shall endeavor to work with current wireless communications
devices currently carried by employees, where applicable. Procedures for selecting hirebacks shall
be in accordance with SOG 1202 — 07/21R
3.9 Acting Officer — This provision shall be effective the date of the execution of the
contract between the Village and the Union.
An employee must have the minimum requirements as defined by this Section. Determining
which employee fills the acting officer position will be chosen in the following order:
a. The employees which have made the current final promotional list.
b. Employees who participated and completed the most recent promotional examination.
c. The next most qualified at the discretion of the Fire Chief or their designee.
All employees assigned to acting positions, either Acting Lieutenant or Acting Battalion Chief shall
receive the pay differential between their position and the equivalent position they are assigned to,
i.e. firefighter/paramedic to Lieutenant Paramedic or Lieutenant to Battalion Chief.
3.10 Forced Back - If a hire -back is required, as determined by the Fire Chief or their
designee, and there are no volunteers or an insufficient number of volunteers to fill a hire -back, an
employee(s) from the off -going shift shall be forced back. The Shift Commander shall force back the
employee that is permanently assigned to the off -coming shift, was/is on duty, and next in line on the
Force Back list. Once an employee is made aware of a force back, the employee may obtain a
qualified replacement to work the hours designated by the Fire Chief or their designee, subject to the
Fire Chief's approval. An on -duty Union representative will also be notified by the Fire Chief's
designee to assist in providing coverage for the hours. Forced back hours will not count towards
overtime hours accrued. Forced back employees are forced back at the overtime rate. If a force back
employee finds a qualified replacement, approved by the Fire Chief or their designee, the hireback
hours will count towards overtime hours accrued.
The Force Back list shall be assembled in reverse seniority as of January 1, 2025 and reset at
the beginning of each year. An employee who is forced back, regardless of the amount of time
worked while forced back, will have their name rotated to the bottom of the Force Back List. All
new employees will be slotted at the top of the Force Back List. All hirebacks will be considered a
forceback, in regard to the Force Back list, thus their name will be rotated to the bottom of Force
Back List. In the absence of emergency unanticipated business need or Act of God, an employee will
not be forced to work if the force would cause the member to be on duty more than forty-eight (48)
consecutive hours.
3.11 Light Duty Hours - The Department shall attempt to provide temporary light duty
assignments to employees unable to perform their regular duties as a result of an injury or illness.
Light duty assignments are not automatic and will be offered on a case-by-case basis based on the
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employee's documented medical restrictions and the needs of the Department. It is clearly
understood that nothing in this Section shall be construed to require the Village to create light duty
assignments for an employee.
Before an employee is considered eligible for light duty, they must have a Return to
Work/No Work Certification form, completed by a health care provider indicating the employee's
ability to perform the available light duty work assignment (and any applicable restrictions). The
certification must also indicate a projected date for their return to full duty. The Fire Chief reserves
the right to require the employee to submit to an evaluation by a health care provider selected by the
Village for this purpose; if the two doctors disagree then the Union and the Employer will jointly
select a third doctor to resolve the disagreement and the costs associated with a third physician's
evaluation shall be borne by the Department.
The Fire Chief shall make the final decision as to whether or not an employee will be offered
a light duty assignment. If approved, all light duty work assignments are temporary, and the
employee must have submitted medical documentation that they are reasonably expected to return to
work in full duty capacity within a reasonable period of time. While on light duty, an employee
shall be in a recuperative mode from their injury or illness and shall conform to all limitations as
outlined by the designated health care professionals and all applicable rules and procedures
governing their employment. All applicable IRMA related forms must be submitted.
The regularly scheduled hours of work for employees on work related light duty may consist
of either four, ten-hour shifts per week OR three, twelve-hour shifts per week OR five eight-hour
shifts per week, at the employee's choice. For non -work related light duty the regularly scheduled
hours shall be eight (8) consecutive hours per day, Monday through Friday, with one hour for lunch
(unless alternate arrangements are agreed to by the Chief). Provided, however, with the prior
approval of the Chief (and provided work is available in an alternate schedule at the time), an
employee who is seeking temporary light duty work assignment for a non -work related illness or
injury may apply for an alternate schedule comprised of either four ten-hour shifts per week OR
three twelve-hour shifts per week.
Employees on light duty shall not respond to emergency calls. Employees shall not
participate in any training that is physically demanding. An employee on light duty assignment will
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be able to attend EMS PM Continuing Education monthly sessions to maintain their paramedic
license (provided the employee is medically released to do so).
When an employee is performing non -duty related injury or illness light duty assignments
under this Section, the employee shall continue to receive their regular hourly rate for all hours
actually worked up to forty (40) in a week. Any hours that an employee would normally be
scheduled to work are considered approved but unpaid leave time unless the employee uses their
earned benefit time pursuant to Section 8.6. For example, an employee who normally receives fifty
(50) hours of pay per week can receive a regular paycheck by actually working light duty for forty
(40) hours and using ten (10) hours of benefit time. For the purpose of this section, an employee's
"regular hourly rate" is computed based on the employee's annualized base salary divided by 2600
hours. Employees shall continue to be paid their contractual salary and economic benefits while on
light duty.
Employees assigned to light duty will accrue seniority, vacation and other leave time at the
same rate as if they were assigned to 24/48 hour shifts. Any benefit time used while on light duty
shall be hour for hour (e.g., off fifteen (15) hours of leave time will be charged as fifteen (15) hours
of sick time).
An employee on non -work related light duty assignment may utilize sick time for physical
therapy or other medical appointments during the week while in light duty assignment status
pursuant to Section 8.6. Employees who are on light duty for a work-related injury or illness shall
be able to attend medical appointments and medical treatment as part of their light duty. It is
understood that employees who take time off from work for medical appointments will return to
work before and after their scheduled appointments, unless authorized in advance by the Fire Chief
(or designee).
If an employee's vacation time had been scheduled for a time period for which they are later
put on light duty, the employee shall be able to move their vacation days pursuant to SOG 1101-
07/21R.
Generally, a non -duty injury or illness light duty assignment shall not extend past sixteen
(16) weeks; the only exception is with the Fire Chief's approval as a form of a reasonable
accommodation for a documented disability (or medical condition related to pregnancy or childbirth)
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as provided by law.
The Fire Chief has the sole discretion in determining whether or not an employee is offered
light duty work; approval will not be unreasonably withheld. If a grievance is filed pursuant to
Article VII related to the Chief's denial of a light duty assignment and/or other application of this
Section 3. 11, the sole issue presented to an arbitrator is: "Whether or not the Chief exercised their
discretion in an arbitrary or capricious manner. ".
3.12 Special Duty Pay - When approved by the Fire Chief, employees shall be paid for
overtime hours to attend a state/federally declared disaster or related training based on an approved
work log or (similar document) and in accordance with the reimbursement guidelines of the
sponsoring agency. A supervisor or other responsible authority must sign the document.
Regular work hours (shift days), as defined in Section 3.2, shall be deducted from the total
number of hours. For example: If the work log shows that an employee worked 72 hours in a seven-
day period, the employee's regular work hours (24-hour shift days) shall be deducted from the total
number of hours. The remaining hours shall then be paid at the Overtime Rate. Travel time is
considered part of the work time for a deployment.
Any Vacation Days previously scheduled during a deployment shall be rescheduled during
the same calendar year, if possible. At no time, however, shall a Vacation Day be rescheduled more
than one year past the date of the deployment. Kelly Days are considered work reduction days, and
any hours worked on these days during a deployment shall be paid at the Overtime Rate.
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ARTICLE IV
WAGES AND COMPENSATION
4.1 Salary and Incentives - Annual wages paid to employees shall be set forth in Appendix B
of this agreement.
If, at any time during the term of this Agreement, the Employer's portion of State -shared
revenue from the Local Government Distributive Fund (LGDF), which is the Employer's share of
the State income tax, is reduced by the General Assembly by 10% or more, then the Village may
reopen the Collective Bargaining Agreement to renegotiate the wage increases agreed to. This re -
opener obligation also may be triggered in the event of a 10% reduction in the Employer's Sales Tax
and/or Personal Property Replacement Tax. If wage-reopener negotiations are triggered by this
Section, the parties also may negotiate as to other factors to help offset such losses revenue
enhancement and operational costs savings options.
4.2 Specialty Certifications - To be eligible for Top Grade level of wages firefighters must
have completed the following certifications:
• Five years of employment
• Advanced Technician Firefighter
• Fire Apparatus Engineer
To be eligible for Top Grade level of wages, lieutenants must have completed the following:
• Incident Safety Officer
• Fire Officer I, Company Officer or Equivalent
Firefighters who currently receive Top Grade pay for holding certifications for Firefighter III,
Hazardous Materials Ops, and Fire Apparatus Engineer shall retain Top Grade level.
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4.3 Lonuevity - This pay will be paid to full-time employees as a means of recognizing an
employee's extended years of service. Longevity Pay will be paid annually on December 31 based
on continuous years of full-time service, calculated from the employee's anniversary date of
employment. Employees must complete the required years of service by December 31 of each year
to be eligible for the December payment. In all cases, the employee must be currently employed
with the Village as of December 31 of each year to be eligible for that year's Longevity Pay. There
will be no prorating of an annual Longevity Pay for partial years completed. If an annual longevity is
paid prior to December 31 and the employee is not employed as of December 31 the employee must
repay the Village such annual longevity payment with the last payroll check issued. The parties
understand that Longevity Pay is included in the definition of "salary" for pension purposes.
Longevity payments shall be included as part of the first regular payroll of December annually.
Longevity Pay shall be as follows:
Continuous Years of Service
After 5 years
After 10 years
After 15 years
After 20 years
After 25 years
Annual Longevity Pay
$600.00
$700.00
$800.00
$900.00
$1200.00
4.4 Holiday - The following holidays shall be recognized:
New Year's Day
President's Day
Memorial Day
4"' of July/Independence Day
Labor Day
Thanksgiving Day
Christmas Eve
Christmas Day
In recognition of the above listed Holidays, each employee shall receive nineteen (19) hours
of premium pay at their straight time hourly rate for each recognized holiday whether the employee
works the holiday or not. To be eligible for such pay, the employee shall be on the active payroll on
the day the recognized holiday is observed.
Employees who actually work on one of the holidays listed above will receive double time
for all hours actually worked on a force back assignment.
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4.5 Pyramiding - Compensation shall not be paid (nor compensatory time taken) more than
once for the same number of hours worked under any provisions of this Agreement, unless the
Agreement expressly provides for payment.
4.6 Paramedic Preceptor - A program shall be established to provide a mentoring
relationship between a paramedic student and a licensed and practicing firefighter/paramedic. The
goal of the program is to provide the paramedic student with the necessary guidance to develop the
knowledge and skills to meet the standards of the Fire Department as a paramedic.
For each paramedic student the Department shall assign a primary and a secondary
paramedic preceptor. These preceptors, and any necessary replacements, shall maintain a mentoring
relationship from the time they are assigned a student through the student's completion of all State of
Illinois paramedic licensing requirements.
For each student the primary preceptor shall receive an additional five percent above their
regularly hourly rate for all hours actually worked performing the duties of a paramedic preceptor.
Should the primary preceptor be off of shift, the secondary preceptor would then be given five
percent above their hourly rate for all hours worked performing the duties of a paramedic preceptor.
If a primary and secondary preceptor work at the same station/shift, only the primary preceptor will
be given five percent above their hourly rate for those hours with the student.
Qualifications for Preceptors
Preceptors shall be paramedics in good standing with the Northwest Community Hospital
EMS System, and shall have at least three (3) years of service with the Mount Prospect Fire
Department.
Requirements for Preceptors
Each preceptor shall: 1) have completed the Northwest Community Hospital EMS preceptor
orientation program; 2) be nominated by their assigned Lieutenant and Battalion Chief to participate
in the program.
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ARTICLE V
MANAGEMENT RIGHTS - RULES AND REGULATIONS
5.1 Management Rights - The Village retains all traditional rights to manage and direct the
affairs of the Village in all of its various aspects not given up by the terms of this agreement, and to
manage and direct its employees, to make and implement decisions with respect to the operation and
the management of its operations, in all respects as authorized under Constitution and laws of the
State of Illinois. These rights and authority include, but are not limited to, the following: to
determine the mission of the Village, to plan, direct, control and determine all the operations and
services of the Village; to determine the Village's budget and budgetary priorities; to levy taxes; to
supervise and direct the working forces; to establish the qualifications for employment, and to
employ personnel; to schedule and assign work; to establish work and productivity standards and,
from time to time, to change those standards; to assign overtime, to determine the methods, means,
organization and number of personnel by which operations are conducted; to make, alter and enforce
rules, regulations, orders and other policies which are promulgated under the Mount Prospect
Personnel Rules, the Mount Prospect Fire Department Standard Operating Procedures Manual and
Fire Department Rules and Regulations; to evaluate employees; to discipline employees, to change
or eliminate existing methods equipment or facilities; provided however that the exercise of any of
the above rights shall not be inconsistent or in conflict, with any of the specific terms or provisions
of this agreement.
5.2 Rules and Regulations -
a) Employees shall be provided with access to all existing written rules and regulations.
b) It is understood that new or revised written rules, regulations, policies and procedures are
established by the Village from time to time. The union shall be given written notice of any
proposed additions or changes to existing written rules. When the proposed change relates to
a subject that is mandatory subject of bargaining that is not expressly covered by an existing
term of this agreement, the union shall be allowed a fourteen (14) day period to present its
comments prior to the proposed rule becoming effective. If the union requests; within such
fourteen (14) day period, the Village shall meet with the union to discuss its concerns or
objections. In the event that such meeting(s) fail to resolve the union concerns or objections,
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the Village may implement its proposed rule on an interim basis pending full negotiations for
the successor contract. Such interim implementation shall be without prejudice to the union
rights to decisional bargaining as to the rule and in the event an impasse is reached as to the
rule any impartial arbitrator selected pursuant to the IPELRA Section 14 process shall treat
the rule as a proposed rule not an existing rule. Normally any new or revised written rule,
regulation, policy or procedures shall be posted no less than thirty (30) days before becoming
effective or enforceable.
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ARTICLE VI
NO STRIKES - NO LOCKOUTS
The Union, its officers and agents, and the employees covered by this Agreement, agree not
to instigate, promote, engage in, or condone any strike, slowdown, concerted stoppage of work or
any other intentional interruption of operations for any reason. Any or all employees who violate
any of the provisions of this Article may be discharged or otherwise disciplined by the Village. The
Village will not lock out any employees during the term of the Agreement as a result of a labor
dispute.
In addition, in the event of a violation of this Article, the Union agrees to inform its members
of their obligation under this agreement and to direct them to return to work.
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ARTICLE VII
GRIEVANCE PROCEDURE
7.1 Definition of Grievance - The parties agree it is desirable that any grievance, as herein
defined, be settled fairly and promptly as it arises. A Grievance is defined as a dispute or difference
between an employee and/or the Union and the Village with respect to the meaning or application of
the terms of this Agreement. Accordingly, the parties agree that the procedures outlined in Section
7.3 of this Agreement shall be used exclusively for the resolution of all such Grievances.
7.2 Grievance Committee Representatives - The Union shall designate a committee which
shall represent the employees covered hereunder with regard to all matters pertaining to the
Grievance Procedure. These members shall hereafter be referred to as a Grievance Committee.
7.3 Grievance Procedure - When an employee believes they have experienced or become
aware of a matter that may give rise to a Grievance they shall have the ability to work informally
with the Village to resolve the matter. If during this period of informal resolution the matter is not
resolved to the employee's satisfaction, they shall be required to present a formal Grievance to their
immediate supervisor within the 28 -day specified time period. All formal Grievances shall be
documented on the Grievance Form (dated August 2012), located on the Village's employee
intranet, and shall include a statement of summary relevant facts and a reference to the applicable
provision(s) of this Agreement that were violated.
All formal Grievances shall be filed no later than 28 calendar days from the date of the first
occurrence of the matter giving rise to the Grievance.
The following outlines the formal steps of the Grievance Procedure:
Step 1: Supervisor
Step 1 shall be initiated when an employee presents their supervisor with a formal Grievance
using the Grievance Form. The employee shall document this date on the Grievance Form as
the "Notification Date" and the supervisor shall sign and date the document. Once notified,
the supervisor shall have seven calendar days to schedule a meeting with the employee to
discuss the Grievance and notify the Union of the meeting date. The employee shall
document this date on the Grievance Form as "Meeting Date." At the meeting, the
supervisor shall, at a minimum, present the employee with the following pertaining to their
Grievance:
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• Pertinent Village and/or Fire Department Policies and Standard Operating
Guidelines,
• Pertinent Collective Bargaining Agreement Sections, and
• Supporting documentation (i.e. roster).
After the meeting with their supervisor, the employee shall have seven calendar days to
decide if they wish to appeal the Grievance to the Union Grievance Committee and proceed
to Step 2. During this seven-day time frame, the supervisor shall attempt to resolve the
Grievance. The employee shall document the result of the meeting and any related comments
on the Grievance Form before proceeding to Step 2.
If the supervisor does not meet with the employee within seven calendar days of the
Notification Date, or provide a response within seven calendar days of the Meeting Date, the
employee shall notify the Union and the Grievance shall automatically proceed to Step 2.
Step 2: Grievance Committee
Step 2 shall be initiated when the employee presents the Union President or Vice -President
with their Grievance Form for appeal to the Grievance Committee. The employee shall
document this date on the Grievance Form as the "Notification Date." The Grievance Form
shall be disseminated to the Grievance Committee members for consideration. It shall be the
Grievance Committee's responsibility to determine if the Grievance has sufficient merit to be
processed further. The Grievance Committee shall document their recommendation and any
related comments on the Grievance Form and shall sign and date the document.
If the Grievance Committee determines that the Grievance has sufficient merit to proceed, it
shall be forwarded within 14 calendar days of the Step 2 Notification Date. Grievances
initiated by a Firefighter shall proceed to Step 3. Grievances initiated by a Lieutenant shall
proceed to Step 4.
Step 3: Battalion Chief
Step 3 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Battalion Chief. The Grievance Committee shall document this date on the
Grievance Form as the "Notification Date" and the Battalion Chief shall sign and date the
document. Once notified, the Battalion Chief shall have seven calendar days to schedule a
meeting with the employee and/or a Grievance Committee representative to discuss the
Grievance. The Grievance Committee shall document this date on the Grievance Form as
"Meeting Date" and shall indicate whether a representative of the Committee shall be
present. The Grievance Committee representative shall have the ability to present written
statements at the meeting. During the meeting, the Battalion Chief shall present the
employee and/or Grievance Committee representative with any additional supporting
documentation pertaining to the Grievance.
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After the meeting with the Battalion Chief, the Grievance Committee shall have seven
calendar days to decide if they wish to appeal the Grievance to the Fire Chief and proceed to
Step 4. During this seven-day time frame, the Battalion Chief shall attempt to resolve the
Grievance. The Grievance Committee shall document the result of the meeting and any
related comments on the Grievance Form and shall sign and date the document before
proceeding to Step 4.
If the Battalion Chief does not meet with the employee and/or Grievance Committee
representative within seven calendar days of the Notification Date or provide a response
within seven calendar days of the Meeting Date, the Grievance Committee shall notify the
Union, and the Grievance shall automatically proceed to Step 4.
Step 4: Fire Chief
Step 4 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Fire Chief The Grievance Committee shall document this date on the Grievance
Form as the "Notification Date" and the Fire Chief shall sign and date the document. Once
notified, the Fire Chief may meet with the employee and Grievance Committee
representative, but shall reply to the Grievance in writing within seven calendar days of the
Notification Date.
After receipt of the Fire Chief's written reply, the Grievance Committee shall have 14
calendar days to decide if they wish to appeal the Grievance to the Village Manager and
proceed to Step 5. The Grievance Committee shall document the date the Fire Chief's
written reply was received on the Grievance Form as the "Date Reply Received." The
Grievance Committee shall also document whether or not the reply resolved the Grievance
and any related comments and shall sign and date the document.
Step 5: Village Manager
Step 5 shall be initiated when the Grievance Committee submits a copy of the Grievance
Form to the Village Manager, or their designee. The Grievance Committee shall document
this date on the Grievance Form as the "Notification Date" and the Village Manager, or their
designee, shall sign and date the document. Once notified, the Village Manager, or their
designee, shall investigate the facts and circumstances as they deems necessary and shall
reply to the Grievance in writing within 21 calendar days of the Notification Date.
After receipt of the Village Manager's written reply, the Grievance Committee shall have 15
business days to decide if they wish to submit the Grievance to arbitration and proceed to
Step 6. The Grievance Committee shall document the date the Village Manager's written
reply was received on the Grievance Form as the "Date Reply Received." The Grievance
Committee shall also document whether or not the reply resolved the Grievance and any
related comments and shall sign and date the document.
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Step 6: Arbitration
Step 6 shall be initiated when the Grievance Committee notifies the Village Manger, in
writing, of their intention to submit the Grievance to arbitration. The Grievance Committee
shall document this date on the Grievance Form as the "Notification Date" and the Village
Manager, or their designee, shall sign and date the document.
Once notification occurs, the Village and the Union shall have ten business days to agree
upon an arbitrator. If the Village and the Union fail to agree upon an arbitrator, either or
both parties shall request that the Federal Mediation and Conciliation Service (FMCS)
submit a panel of seven arbitrators who are members of the National Academy of Arbitrators
and are residents of Illinois, Indiana or Wisconsin. Both the Village and the Union shall then
have the right to strike three names from the list. The parties, by a toss of a coin, shall
determine which party shall first strike one name. The other party shall then strike one name
and the process shall be repeated twice. The remaining named person shall be selected as the
arbitrator, provided that either party, before striking any names, shall have the right to reject
one panel of arbitrators. The Grievance Committee shall document the name of the selected
arbitrator on the Grievance Form and shall sign and date the document.
The parties shall notify the FMCS of the name of the selected arbitrator. The FMCS shall
then notify the selected arbitrator and request the scheduling of a mutually agreeable date for
the arbitration hearings. Upon conclusion of the arbitration hearings, the Grievance
Committee shall document the arbitrator's ruling on the Grievance Form.
Copies of the Grievance Form shall be distributed to the Village (Fire Administration) and the Union
for record keeping purposes following every step of the Grievance Procedure.
7.4 Arbitrator's Authority - It is agreed that the authority of the Arbitrator is limited to the
interpretation or application of the provisions of this Agreement respecting the Grievance in
question, and they shall have no power or authority to render any decision contrary to or inconsistent
with, or adding to or modifying or amending, any of the provisions of this Agreement.
7.5 Decision and Fee - The decision of the Arbitrator, within the limits herein prescribed,
shall be final and binding on all parties to this Agreement. The fee and expenses of the Arbitrator
and obtaining a panel from the FMCS shall be borne equally by the Village and the Union. No
other joint expenses shall be incurred except by mutual agreement of the parties.
7.6 Time Limits - The parties subscribe to the principle of prompt resolution of Grievances
and, therefore, they agree that the time limits set forth in Sections 7.3 and 7.6 must be complied with
for the Grievance to be considered, unless there is an agreement in writing extending any such limit.
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If the Village or its representatives do not reply within the time limits specified, the grievance shall
be deemed to have been automatically appealed to the next step of the Grievance and Arbitration
procedure unless the Union provides written notice to the Village that the grievance is withdrawn.
7.7 Union Rights - No grievance, except a Step 2 Grievance, may be discussed unless the
Union is notified and afforded an opportunity to have a Grievance Committee Representative be
present at any settlement conference. No settlement made shall be inconsistent with the terms of this
Agreement between the Village and the Union and any settlement reached shall be without
precedential value unless approved in writing by the Union and the Village. It is acknowledged that
the Union has the right to exercise its discretion to refuse to process an employee's Grievance
consistent with its duty of fair representation.
7.8 Standards for Processing Union Grievances - The parties jointly acknowledge that the
IPLRA (as it may be amended from time to time) establishes the following standards to the
processing of grievances. Labor organizations recognized by a public employer as the exclusive
representative or so designated as representing the interests of all of the employees in the unit in
accordance with the provisions of this Act are responsible for representing the interest of all public
employees in the unit. Nothing herein shall be construed to limit an exclusive representative's right
to exercise its discretion to refuse to process grievances of employees which are unmeritorious.
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ARTICLE VIII
LEAVES OF ABSENCE
8.1 Vacation -
(a) Policv - Employees accrue Vacation as set out in the accrual schedule below, based
on the number of continuous years of service. Continuous years mean any period of
employment uninterrupted by termination of employment or non -Family and
Medical Leave Act leave of absence. An employee shall calculate their years of
service as of the employment anniversary date. Anniversary dates are determined by
the day of the month employees begin work.
(b) Accrual - Vacation shall accrue on a bi-weekly pay period basis. Pay period accruals
shall be credited as earned based on the accrual schedules and policies listed below,
with the accrual rate being calculated on the number of continuous years of service
attained by the employee. The accrual rate shall automatically increase from one
step to the next on January 1 provided the employee is on the Village's active
payroll as of January 1 of that year and the employee's accrual rate is due to increase
in that calendar year.
Probationary Firefighters — Probationary Firefighters shall receive vacation
during their calendar year of hire as follows:
Tlata of Wira
Vacation Days
January 1 to February 28/29 5
March 1 to April 30 4
May 1 to July 31 3
August 1 to September 30 2
October 1 to November 30 1
December 1 to December 31 0
Probationary Firefighters must use vacation time in the calendar year of hire unless
required new hire training prohibits the use of vacation time.
Thereafter, vacation time shall be accrued in the same manner as all other
Firefighters.
Firefighters - The vacation accrual schedule for Firefighters on twenty-four
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(c)
(d)
(e)
(24) hour shift shall be as follows:
Level of Service
Attained any time
During Calendar Year
Less than 1 Year
02 + Years
06 + Years
08 + Years
10 + Years
12 + Years
14 + Years
20+ Years
Accrual
Rate in Hours
Per Bi-Weeklv Pav Period
0
4.62
5.54
6.47
7.38
8.31
9.24
10.15
Vacation -Days Off
In
Hours Days
(See Probationary)
120 5
144 6
168 7
196 8
216 9
240 10
264 11
Use and Accrual - Employees shall not be allowed to use Vacation time which has
not yet accrued without written approval of the Fire Chief or Village Manager of
vacation days assigned to the level of service depicted in the Table above.
Upon Termination — Employees terminating employment shall be eligible for payout
of accrued vacation which may be accumulated but unused at the time of termination.
If at the time of termination the employee has utilized vacation time prior to the
actual accrual of vacation time, the employee shall have sick leave hours deducted
from the employee's total accumulation equal to the amount of vacation hours the
employee previously utilized. If a probationary employee has insufficient sick leave
hours accumulated, the remaining balance shall be deducted from the employee's
final paycheck or paid to the Village by the employee.
Selection — Selection of Kelly and vacation time shall be consistent with Vacation
and Kelly Day Usage SOG 1101- 07/21R. It shall be the responsibility of all
Battalion Chiefs to see that the process is completed correctly and equitably.
Employees shall be allowed to select their accrued vacation allotments from
slots which shall be made available each duty day of their shift provided that the slot
has not been scheduled off as a Kelly Day. Kelly Day and vacation selection are due
in the Fire Chief's office on or by December 1 st of the current year. A total of five
(5) slots are available for 2025 on the following dates: January 1-3, March 16-31,
May 16- September 30, November 22-30, December 19-31. The union will provide
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an additional thirty (30) dates for 2026, and all calendar days will have five (5) slots
available in 2027.
8.2 Union Business - The use of paid work time and department equipment for
union business shall be subject to regulation by the Fire Chief. The Fire Chief shall have the
authority to deny requests which are not consistent with existing regulations and practices or
which in their judgment adversely affect departmental operations or interests.
8.3 Personal Days-- Employees accrue forty-eight (48) hours of Personal Time
usage annually. Usage of personal days shall be in accordance with SOG 1102 — 05/21R
(Attached as Appendix K). Employees cannot use personal time in less than one (1) hour
increments. Any unused personal days available at the end of the calendar year shall be
converted to sick leave hours. There shall be no carry over of personal day hours from one
calendar year to the next.
8.4 Sick Leave - Policv, Accrual, Reimbursement, and Guidelines -
(a) Policv - It is the responsibility of the employee to notify the Battalion Chief before
0630 prior to the beginning of the employee's shift in order to receive compensation
while absent on Sick Leave unless exigent circumstances prevent such notice, in
which event the employee shall provide the earliest notice feasible. An employee
absent for two (2) consecutive duty days or more shall present the Fire Chief with a
medical certificate from their attending physician which gives the reason for the
absence and the physician's recommendation that the employee may return to work.
Unexcused absences without verifiable cause may be subject to disciplinary action.
(b) Accrual - Effective January 1, 2008 and continuing annually thereafter, employees
shall earn sick leave at a rate of twelve (12) hours per month, or 144 hours per year/6
shifts per year. Employees must accumulate Sick Leave up to a base number of hours
of seven hundred twenty (720) hours or thirty (30) days before consideration of
additional sick leave hours is available. The employee may, at their option, continue
to accumulate up to a maximum of one thousand one hundred fifty-two (1,152) or
forty-eight (48) days. Any unused personal hours available on December 31 will
automatically be converted to sick leave hours and be added to the employee's total
accumulated sick leave total effective January 1 of the new calendar year.
(c) Reimbursement - Once an employee reaches the base number of hours of
accumulated Sick Leave seven hundred twenty (720) hours, the employee has the
option of receiving a cash payment equal to fifty percent (50%) of the accumulated
Sick Leave above the base number of hours. If the employee does not choose to cash
in any sick leave hours above 720 hours the employee shall not receive any cash. The
value of the sick leave at the time of cash out shall be based on the number of hours
cashed in and the hourly rate at the time the cash out is processed. Employees shall
be notified between December 31 and January 15 in writing from the Finance
Department summarizing the total number of accumulated Sick Leave hours,
including any personal hours that may have been converted from the previous year.
The employee must affirmatively indicate whether they wish to cash out any Sick
Leave hours. If the employee wishes to receive cash payment, they must designate
the number of hours they wishes to be paid for. This number shall then be reduced
from the total available Sick Leave hours, and the cash payment shall be calculated
on fifty percent (50%) of the hours the employee designates for payment. If the
employee does not choose to cash in any sick leave hours above 720 hours the
employee shall not receive any cash. Once an employee accumulates Sick Leave
above the maximum number of hours (1152), the Village will automatically cash out
an amount equivalent to an annual cash payment equal to fifty percent (50%) of the
number of hours over the maximum to the employee annually.
(d) Guidelines - Sick Leave will be allowed only in case of medical necessity or actual
sickness of the employee, or their immediate family member in compliance with the
Illinois Sick Leave Act. Any violation may result in disciplinary action. Officers
must exercise professional discretion regarding the nature of the employee's illness
or injury and the distribution of this information. The employee is required to
provide accurate information concerning the type of illness or injury, and the
expected duration of absence.
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8.5 Dutv Iniury, Illness, Disability (Workers Compensation) Leave - Any Firefighter
injured on the job shall be covered under the applicable state regulations that provide for the
employee's rights under worker's compensation act (820 ILCS 350). Employees who are injured on
the job shall continue to receive their regular salary for up to one (1) year, without charge to their
regular benefits and accrued leave as required by Public Employee Disability Act (5 ILCS 345/1).
Employees shall sign and deliver any Workers' Compensation or similar payment to the Village
while receiving the salary continuation benefits applicable.
8.6 Family and Medical Leave - The Village will comply with the Family Medical Leave
Act (FMLA) as described in the Employee Village Handbook Family and Medical Leave Policy,
effective August 5, 1993 (revised February 2008).
8.7 Education Leave - Employees upon written request to the Fire Chief may be granted, a
leave of absence without pay, not to exceed 40 duty days in one (1) year for educational purposes. If
leave granted under the Section is for education which is related to fire service, seniority shall
accumulate during said leave; however, no other paid time off benefits shall continue including
accumulation of paid time off hours during this unpaid period. Leave under this Section may be
extended upon mutual agreement of the Village and the employee. The Village has the right to
require a transcript to prove that the employee satisfied the Education Leave requirement.
8.8 Vacation Pay on Separation and Return -
(a) On Separation - Upon separation from employment, employees shall receive
Vacation pay at their latest hourly rate of pay for all accumulated but unused
Vacation shift days. If at the time of separation from employment the employee has
previously utilized vacation time that has not yet accumulated the employee shall
have sick leave hours deducted from their total accumulation in an amount equal to
the number of vacation hours the employee has utilized, but not yet accumulated. In
the event that the employee does not have enough sick leave hours to cover the
previously utilized vacation days, they shall have their final payroll check reduced by
the value of the vacation hours previously utilized, but not yet accumulated.
(b) Upon Return To Duty From Duty Injury, Illness, or Disability Leave - Employees
who return to duty after a duty injury, illness, or Disability Leave shall receive the
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number of vacation hours credited to their total accumulated vacation hours that
would normally have been accumulated during the period of absence. The use and
scheduling of such accumulated Vacation time will be selected and rescheduled only
on "available" days as specified in the applicable S.O.G. If such days are not
available, they shall be carried over to the next calendar year and shall be selected
first from the days available in January and February.
8.9 Accrual of Benefits and Compensation While on Leave - During all periods of
Vacation, Workers Compensation Leave (duty injury, illness or disability), Sick Leave and periods
of paid leave of thirty (30) days or less, employees shall continue to accrue seniority and all
employee benefits. During all periods of paid leave employees shall receive all scheduled salary and
pay step increases.
8.10 Witness Leave - Any employee required by subpoena to attend an attorney interview,
give a deposition or to testify with respect to a lawsuit in which the Village is party or which arises
out of the employee's employment by the Village, upon notification to the Fire Chief, shall be
excused from work at a time approved by the Fire Chief without loss of pay for the period of time
the employee is required to be away from work. If such activity is required outside the employee's
regularly scheduled work hours, the employee shall be compensated at the overtime rate for actual
hours required. The employee shall turn in any fees other than travel expenses received to the
Village. This provision shall not apply to any situation which the employee testifies or otherwise
takes a position adverse to the interests of the Village.
8.11 Military Leave - The Village shall provide Military Leave in accordance with all
applicable Federal and State laws as cited herein including the Illinois Serviceman's Employment
Tenure Act and the Illinois Military Leave of Absence Act, 330 ILCS 60/4.
Additional conditions regarding Military Leave are as follows:
• The employee shall submit a copy of their military orders to the Chief, via the chain -
of -command, prior to their departure for any military leaves that will require an
absence from work longer than one duty day.
• The employee may be required to provide a letter from their Commanding Officer
describing the reason for any additional training (not including the monthly weekend
29
duty and/or the two week active duty period).
• Subsequent to any limitations provided under applicable Federal or State law,
employees shall be required to ensure that their EMT -B and/or EMT -P status remains
current subject to state waivers for certification.
• As soon as possible following any mandatory reservist training, the employee shall
provide the Fire Department administration with documentation as proof of their
having attended the training. Twenty-four (24) hour shift personnel shall refer to the
Village's employee handbook (Section VI (e) - General Leave Policy) for general
guidelines explaining the use of Military Leave so long as such provisions are with
consistent with the terms of this Section.
8.12 Jury Duty - An employee who is required to serve on a jury scheduled at a time that
would cause the employee to lose regular pay shall be granted leave with pay for such time lost to
participate in such a jury. The leave time necessary to participate in a jury shall not be charged to
any accumulated paid time off hours. Employees must provide a copy of the jury summons to the
Fire Chief or their designee as soon as possible so that the necessary shift scheduling may be altered.
Employees may retain pay from the court for jury duty in addition to their leave. Specific jury
procedures are outlined in SOG 1107, issued 2/21R.
8.13 Bereavement Leave - In the event of a death in the immediate family of an employee,
the employee will be granted one (1) duty day of leave with pay. For this purpose, immediate family
consists of the employee's spouse, children, mother, father, sister, brother, grandchild, grandparent,
aunts, uncles, nieces, nephews, domestic partner and the spouse's immediate family as well as the
"step" equivalents thereof. As a condition to granting of any such leave, the employee may be
required to submit satisfactory proof of death and/or proof of the relationship of the deceased to the
employee. If the employee desires to take additional time off due to a bereavement, the employee
shall utilize personal time.
8.14 Maternity Leave/Reasonable Accommodation - Any employee who becomes
pregnant while employed shall notify the Fire Chief of their interest in any reasonable
accommodation. In addition to any other reasonable accommodation, light duty shall be offered
to the pregnant employee. Should the employee choose to remain on their current duty
30
assignment, it shall be the sole responsibility of the employee to receive clearance from their
physician to continue working in such capacity. The pregnant employee shall present the Fire
Chief with their physician's clearance immediately following each scheduled examination.
A. An employee who is deemed to be medically unable to work due to their own
pregnancy shall be assigned to perform temporary alternate work assignments outside the Fire
Department (if available). An employee may decline the right to perform temporary alternate
work assignments outside of the Fire Department in favor of an unpaid leave of absence prior to
the birth of a child.
B. Any approved reasonable accommodation shall last for the duration of the employee's
pregnancy, including the reasonable and necessary recuperation period for up to twelve (12)
weeks beyond the date of birth of the newborn child.
C. The employee shall be required to submit to the Fire Chief a return to work release
from their physician prior to their reinstatement to their regular duties. The Department retains
the right to require the employee to submit to an evaluation by a physician of the Department's
choice. In the event of a disagreement between the employee's physician and the Department's
physician concerning the employee's fitness to return to full duty, the determination of an
independent physician selected by the agreement of the employee's and the Department's
physicians shall prevail. All costs associated with a third physician shall be borne by the
Department.
D. Employees assigned to light duty will accrue seniority, vacation and other leave time
at the same rate as if they were assigned to 24/48 hour shifts. Any benefit time used while on
light duty shall be hour for hour (e.g., off fifteen (15) hours of leave time will be charged as
fifteen (15) hours of sick time). An employee on non -work-related light duty assignment may
utilize sick time for physical therapy appointments during the week while in light duty
assignment status pursuant to Section 8.6.
E. If the firefighter is in the midst of a probationary period at the time of the pregnancy
such period will be extended by the length of the light duty special assignment pursuant to this
policy.
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8.15 Paid Leave for All Workers Act - The Union acknowledges that for the lifetime of
this 2025 — 2027 Agreement, the paid leave provisions referenced in this Agreement meet and
exceed the requirements of applicable law related to the State and County paid leave laws. Any
conflicting provisions are hereby waived for the lifetime of this 2025 — 2027 Agreement.
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ARTICLE IX
SENIORITY
9.1 Definition - For the purposes of the Agreement, seniority shall be defined as an
employee's length of continuous full-time service with the Village as a sworn and commissioned
firefighter since their last day of hire. Except where specifically noted in this Agreement, seniority
amongst Lieutenants shall derive from their date of promotion. Seniority shall accumulate during all
authorized leaves. Seniority shall not accumulate from the first day of any authorized unpaid leaves
of absence six continuing months. If more than one person is hired on the same day, seniority
preference will be established by final eligibility as posted on the official eligibility list by the
Village of Mount Prospect Board of Fire and Police Commission.
9.2 Probationary Period — All new employees shall serve a probationary period of 2472
hours of creditable service while on their (24) twenty-four shift from date of hire as a full-time
employee in a position covered by this agreement. Time on shift shall be logged and maintained
electronically. Time absent from shift that is not credited for seniority purposes shall not apply
toward satisfaction of the probationary period, nor shall any absence from more than two (2)
consecutive scheduled shifts apply toward satisfaction of the probationary period. In such event, the
employee's probationary period may be extended for the number of hours necessary to make up for
any service not credited toward the 2472 hour probationary period. During an employee's
probationary period, the employee may be terminated without cause at the sole discretion of the
Village. Such probationary employee shall have no recourse to the grievance procedure or to the
Board of Police and Fire Commissioners to contest such termination.
Probationary employees shall be required to obtain all certifications which are established as
mandatory conditions of employment prior to completing their probation. Certifications shall include
Basic Firefighter and ILDH-Paramedic certifications. Time spent obtaining those certifications shall
not count towards the hours necessary to complete one's probationary period. In the event that an
employee who is required to be a certified paramedic and basic firefighter has not obtained such
certifications within the probationary period, the employee's probationary period may be extended
for a period sufficient to accommodate the additional time required to obtain such certifications, but
the employee may not be terminated without cause as to any matter other than failure to obtain the
33
mandatory paramedic and Base Firefighter certifications and properly perform the duties covered by
the certifications within such extended period.
Should the Chief determine that a new employee has not met the requirements of satisfactorily
completing the probationary period as set forth above, but wishes to consider extending the
probationary period, then for reasons other than not obtaining a paramedic certification, the
employee's probationary period may be extended subject to the following conditions:
1. The union agrees to the extension.
2. A four -member Apprenticeship Committee shall be established to review and monitor an
employee's performance during their extended probationary period. Two members shall be
bargaining unit employees nominated by the Union President, to be approved by the Chief,
who are on the employee's same shift, with one being a Lieutenant and one being a
Firefighter; and the other two consisting of the Deputy Chief and Battalion Chief assigned to
the employee's shift, as that may change from time to time.
3. The extended probationary period for newly hired employees under this Section shall not be
more than one (1) year, but in no event more than twenty-four (24) months from the date of
hire. Before the completion of this extended twelve (12) month probationary period, a
probationary employee may only successfully complete the extended probation if three of the
four Committee members so agree.
The Fire Chief shall have sole discretion to terminate a probationary employee prior to the
completion of the employee's twelve (12) months of probationary employment.
There shall be no seniority among probationary employees, except for purposes of layoff,
overtime distribution and vacation scheduling. Upon successful completion of the probationary
period, an employee shall acquire seniority which shall be retroactive to the date of hire in a position
covered by this agreement.
9.3 Certificate of Appointment - In compliance with the requirements of the Municipal
Code, 65 ILCS 10-2.1-4, all employees who are members of the bargaining unit shall be issued
Certificates of Appointment by the Mount Prospect Fire and Police Commission. Such Certificates
shall be issued no later than 30 days after the completion of the probationary period. For employees
who have been appointed prior to the effective date of this contract, Certificates of Appointment
34
shall be issued no later than 30 days after the execution of this agreement.
9.4 Layoff and Recall - Employees rights in relation to any layoff and their rights to recall
from layoff shall be provided under the provisions of 65 ILCS 5110 2.1-18.
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ARTICLE X
HEALTH AND WELFARE
10.1 Medical Exams - As a condition of continued employment, employees will be required
to undergo periodic medical examinations. Any alcohol and drug screening shall be in accordance
with Article 11.4 of the current contract. Medical exams will be scheduled according to NFPA 1582,
Standard on Medical Requirements for Firefighters. The goal of the Department is to comply with
NFPA 1582 as fiscally as possible. The medical facility will be chosen by the fire department and
all members will be required to utilize the contracted medical facility. The fire department will pay
for all tests associated with the exam. If an individual needs to use their own physician for their
medical exam, they must provide in writing the reason for their request for Fire Chief approval.
Following the medical exam, the fire department will receive a cover letter stating whether
the individual is physically fit and medically able to perform the duties of a firefighter. The
complete medical report will be given directly to the individual and a sealed copy will be kept in a
secure file at headquarters for emergency access. All medical examination appointments will be
scheduled on the employee's regular scheduled shift day.
10.2 Group Health and Medical Insurance - The Village agrees to maintain in full force
and effect for the life of this Agreement, a health insurance benefits program for full-time
employees.
The Village shall continue to make health insurance benefits available to full time
Firefighters and Lieutenants and their eligible dependents. The Village reserves the right to maintain
or institute cost containment measures relative to insurance coverage, change insurance carriers,
plans or benefit levels, as long as the new basic coverage and basic benefits are substantially similar.
During the term of this Agreement, employees may elect appropriate coverage in one of the health
plans offered by the enrollment period established by the Village.
The amount of an employee's applicable monthly medical insurance premium contribution
during the term of this Agreement shall not exceed the amount of the applicable monthly insurance
premium required of other regular full-time non -represented Village employees.
Each employee, upon becoming eligible for the above coverage, shall receive a benefit plan
summary that describes the health insurance benefits and the procedures for utilizing them.
M
Employee's contribution towards the insurance benefits program shall be as follows:
Effective January 1, 2025:
Monthly Premiums
The monthly premiums for 2025 will not exceed rates below.
Coverage Type/
Co -Pay Type
PPO
Plan 1
HMO
Plan 1
PPO
Plan 2
HMO
Plan 2
Single
$195.26
$168.26
$171.65
$147.91
Single Discount (10%)*
$175.74
$151.44
$154.48
$133.12
Single +1
$352.25
$303.54
$312.69
$269.44
Single +l Discount (20%)*
$281.80
$242.83
$250.15
$215.55
Family
$428.83
$367.57
$376.93
$341.04
Family Discount (30%)*
$300.18
$257.30
$263.85
$238.73
* Discount rate available to eligible employees who satisfy the conditions of participating in the
wellness program. See Wellness Participation Rewards Section below.
Effective January 1, 2026:
Monthly Premiums
The monthly premiums for 2026 will not exceed rates below.
Coverage Type/
Co -Pay Type
PPO
Plan 1
HMO
Plan 1
PPO
Plan 2
HMO
Plan 2
Single
$205.02
$176.67
$180.23
$155.31
Single Discount (10%)*
$184.53
$159.01
$162.20
$139.78
Single +1
$369.86
$318.72
$328.32
$282.91
Single +1 Discount (20%)*
$295.89
$254.97
$262.66
$226.33
Family
$450.27
$385.95
$395.78
$358.09
Family Discount (30%)*
$315.19
$270.17
$277.04
$250.67
* Discount rate available to eligible employees who satisfy the conditions of participating in the
wellness program. See Wellness Participation Rewards Section below.
37
Effective January 1, 2027:
Monthly Premiums
The monthly premiums for 2027 will not exceed rates below.
Coverage Type/
Co -Pay Type
PPO
Plan 1
HMO
Plan 1
PPO
Plan 2
HMO
Plan 2
Single
$215.27
$185.51
$189.24
$163.07
Single Discount (10%)*
$193.75
$166.96
$170.31
$146.76
Single +1
$388.36
$334.65
$344.74
$297.06
Single +1 Discount (20%)*
$310.68
$267.72
$275.79
$237.64
Family
$472.79
$405.25
$415.57
$376.00
Family Discount (30%)*
$330.95
$283.67
$290.89
$263.20
* Discount rate available to eligible employees who satisfy the conditions of participating in 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 the
employee's pay each pay period up to twenty-four (24) times per year. The co -pay amounts for
employees apply to both the PPO/indemnity and HMO insurance programs. Employees who
participate in the HMO will receive insurance coverage as dictated by the HMO provider.
The Village of Mount Prospect shall be allowed to raise the maximum out-of-pocket
expenses for PPO Plans to the following:
2% of the employee's pensionable pay for single coverage and 4% of the employee's
pensionable pay for family coverage. The maximum out of pocket levels shall be established as
illustrated in Appendix C.
10.3 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
38
insurance plans must annually complete 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
Percentage Discount
10%
20%
30%
10.4 Waiver Incentive - Village will offer an incentive to bargaining unit members who opt
out of the Village's group medical insurance plan. To participate in the program, an employee must
provide proof of alternative medical insurance coverage (e.g. through a spouse's health insurance
plan). Employees participating in the program will receive an annual monetary incentive of $1000
per year, payable quarterly as part of a regular payroll check. Should an employee have a major life
event (death effecting coverage, employment termination effecting coverage, marriage/divorce
effecting coverage, reaching maximum benefit of coverage) in which they would no longer be
covered by an alternate health insurance plan, the employee could return to the Village health
insurance plan in effect at the time of the return request subject to remaining plan details and
eligibility requirements. In the event of a return request the employee will be responsible for re-
payment of any quarterly opt out payment previously paid in the quarter for which a return request is
made.
10.5 Group Health and Medical Insurance: Surviving Dependents - The Village
recognizes and agrees to comply with its legal obligations under the Illinois "Public Safety
Employee Benefits Act:", 820 ILCS 320/1, et seq.
10.6 Life Insurance - Life insurance coverage and Accidental Death and Dismemberment
(A.D. & D.) insurance coverage shall each be provided to all employees by the Village. Life
insurance coverage shall be equal to one times the employee's annual salary rounded to the next
higher multiple of $1,000 if not already a multiple of $1,000. The maximum amount is $300,000. In
the event of an employee's death, the full amount of insurance will be paid to the employee's
beneficiary according to the provisions of the policy. The Village will endeavor to make available
for purchase additional life insurance; however, the Village does not guarantee such additional
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insurance is available and if available must be purchased in compliance with any applicable IRS
regulation.
10.8 Dental Insurance - The Village shall continue to offer optional enrollment in the
dental plan provided the required minimum number of employees contribute as defined by the
vendor. Employees shall elect to participate annually and within thirty-one (3 1) days of hire for new
employees.
10.9 IRC 125/Flex-Comp Program -The Village shall maintain a Flexible Compensation
Plan whereby employees will be able to defer pre-tax earnings into individual spending accounts to
be used for un -reimbursed medical expenses, dependent care costs up to a specified limit, and
additional life insurance (provided such is applicable under IRS regulations). Employees shall elect
to participate in the program annually and within thirty-one (3 1) days of hire for new employees.
10.10 Employee Assistance Program - The Village provides short-term, voluntary,
confidential counseling for full-time employees and their dependents. Counselors can be reached 24
hours a day. Human Services Department Counselors are also available for employees and
dependents.
10.11 Deferred Compensation Programs -Employees may voluntarily join a deferred
compensation pension program to supplement amounts received as their pension at retirement.
Deferred Compensation Program plans allow any full-time or permanent part-time employee an
opportunity to defer tax sheltered dollars into their programs. Employee elected contributions to this
program shall be made through payroll deduction. Specific information can be obtained from the
Finance Department.
10.12 Credit Union - Any employee may join a Village recognized Credit Union.
Employee elected contributions to the credit union shall be made through payroll deduction. Details
on joining a credit union can be obtained from the credit union directly or by contacting the Finance
Department.
ARTICLE XI
GENERAL PROVISIONS
11.1 Trade Days - Employees may Trade duty shifts in accordance with procedures in this
Section. The Trade policy is intended for only shift personnel that work on 24-hour shifts. All trade
days are considered with the recommendation of the Company Officer and may be subject to the
final approval of the Fire Chief. Trade days will be in conformance with all department procedures,
FLSA rules and this Section. Trade days are designed to allow shift employees time off when other
means are unavailable. These may be suspended or removed if an employee violates departmental
procedures. Proper staffing at each station and scheduled events will be considered before granting a
trade day.
The program will follow these guidelines:
• To ensure the continuity and smooth operation of the shift all trades should be available for
approval prior to 0630 of the first day of the trade.
• If, due to unanticipated circumstances, the request cannot be submitted prior to 0630 the
Shift Commander will approve the trade as long as a qualified employee is available to work
the day. These trade requests will be subject to review by the Deputy Chief and any abuse of
the Trade Day policy will be subject to disciplinary action.
• Trade days that cause a hire back or any member to be paid acting officer pay will be denied
or canceled.
• The Employee who is requesting the trade day may only trade shifts with an employee of the
same rank and job description, and who is capable of doing the same job requirements.
Trades of time off days within the 28 day cycle should be approved between ranks and job
descriptions, providing they do not cause potential hirebacks or acting pay. Trades of
vacation days across the 28 day cycles should also not create a problem, but this must be
within original vacation pick parameters and at the discretion of the Battalion Chief. If the
trade has the potential of a hireback or acting pay, the Battalion Chief has the authority to
deny the trade.
• The clerical responsibility of the "Trade Day Agreement" shall be that of the trade day
requester. The requester shall be sure the request is completed and is properly logged in the
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paperless system by a Battalion Chief or Acting Battalion Chief, before the day of the trade.
In the event the paperless system is down, Appendix E shall be utilized.
• The employee who is provided relief on the day of the trade has the responsibility to ensure
that whom they traded with will show up. If for any reason the fill-in does not complete
their requirements, the employee assigned to that shift shall be docked that pay for being
absent.
• All trade days between two members shall be completed within the same Mount Prospect
Fire Department shift calendar year unless the trade is initiated within the last three months
of the calendar year (Oct 1 -Dec 31, if so the trade may be paid back within the first three
months Jan I -Mar 31 of the new calendar year). Any change to the original "Trade Day
Agreement" shall take the form of a memo and follow the proper chain of command.
• No three-way trade days shall be allowed except for extenuating circumstances approved by
the Fire Chief or designee if requested prior to 6:30 a.m. of the affected trade day.
• The Mount Prospect Fire Department shall not bear the responsibility for any trade days that
are not honored, such as, due to an injury where a firefighter cannot complete their part of
the trade day agreement.
11.2 Joint Safety Committee - There shall be an eight (8) member Joint Safety Committee
under the direction of the Fire Chief. Four (4) members shall be selected by the Union and the
remaining four (4) by the Fire Chief regardless of rank. The Committee shall meet from time to time
and:
(a) Review and to the extent possible resolve employee safety complaints.
(b) Make recommendations to the Fire Chief and the Village concerning safety
conditions, facilities, apparatus, protective equipment, protective clothing,
procedures, safety rules, accident prevention and other safety matters.
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11.3 Indemnification of Employees - The Village agrees it will indemnify and hold
harmless and will provide necessary legal representation for an employee covered by this Agreement
as required by applicable state law. As a condition to receiving such indemnification and
representation, the employee shall fully cooperate with the Village and its representatives during the
course of the investigation, administration, or litigation of any such claim or cause of action covered
by this provision.
11.4 Drugs and Alcohol, Employee Confidentiality, Chronic Communicable Diseases -
The agreements of the Village and the Union relative to Drugs and Alcohol, Employee
Confidentiality, Chronic Communicable Diseases are set forth respectively in Appendix "C",
attached hereto and made a part hereof.
11.5 Living Conditions -
(a) Employees shall be allowed reasonable time where necessary to shop for food and
kitchen supplies during their tour of duty, with the understanding that the Fire
Department vehicle shall remain in service during such time.
(b) When available, Employees shall be provided with a free parking space for their own
vehicle. Employees shall be allowed privileges for routine upkeep and maintenance
on their own vehicle in accordance with department rules.
(c) All Call shall be in operation between the hours of 07:00 and 19:00, except when
department needs are involved.
(d) Household and cleaning supplies will be provided by the Village for station cleaning
purposes.
11.6 Bulletin Boards - The Village agrees to furnish suitable space for bulletin boards in
convenient places in each station to be used only by the Union. The Union shall limit its posting of
notices and bulletins to such bulletin boards. The Union shall not use such board for posting abusive
or inflammatory or partisan political material.
11.7 Smoking -Employees shall comply with the terms of Tobacco -Free Workplace SOG
1002, 07/21R.
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11.8 Physical Fitness Prouram - In order to maintain and improve efficiency in the Fire
Department, to protect the public and to reduce insurance costs and risks, the Village and Union
have partnered together to participate in the International Association of Fire Chiefs and
International Association of Fire Fighters Joint Wellness/Fitness Initiative. While employees may be
required to participate in any such program, no employee will be disciplined for failure to meet each
and every goal that may be established as long as the employee makes a good faith effort to meet any
such goals and any failure to physically perform does not demonstrate a substantial risk exists that
the employee cannot perform the essential duties of their job at an acceptable level. Evaluations
shall be administrated annually. The Village shall establish a joint physical fitness committee
which shall have the responsibility to evaluate the Wellness/Fitness Initiative and make
recommendations toward the objective of advancing the goals and the objectives of the program and
improving the commitment of the employees to such goals. The committee shall consist of four
members, two of whom shall be appointed by the Fire Chief and two of whom shall be appointed by
the Union President. The committee shall meet quarterly and shall issue a report to the Fire Chief
and Union President as to the recommendations no later than 30 days prior to the date of the next
scheduled evaluation. The Fire Chief shall give fair consideration to the recommendations of the
committee.
11.9 Secondary Employment -The parties agree that the jobs held by the employees covered
by this Agreement are their primary jobs. Employees shall be required to submit the form attached
hereto as Appendix "I" with the Fire Chief describing outside employment (including self-
employment) and addresses and telephone numbers where they can be contacted if necessary.
Employees may not hold outside jobs, including self-employment, which will result in a conflict of
interest or impair their ability to perform their Fire Department duties.
Employees who suffer an occupational injury or disability compensable under the Worker's
Compensation Act as a direct result of other employment or outside business interests shall not be
eligible for worker's compensation benefits from the Village. An employee's filing a claim for
worker's compensation benefit from the Village for an injury or disability that is the direct result of
other employment or an outside business will result in discipline, up to and including discharge.
An employee who suffers an injury or disability that is a direct result of other employment or
an outside business shall have the obligation to file a claim for such workers' compensation benefits
as may be available to them from their other employment or outside business. Upon receiving
workers' compensation benefits awarded to them pursuant to such claim, their shall reimburse the
Village for sick leave while absent due to their compensable injury or disability, provided that such
reimbursement shall not exceed the amount of absence -from -work benefits received pursuant to their
workers' compensation claim.
11.10 Subcontracting -
(a) The Employer reserves the right to subcontract subject to requirements of applicable
law, rule, or regulation. In the event that the Village desires during the term of the Agreement to
subcontract any work currently performed by firefighters and firefighter/paramedics relating to fire
suppression, or emergency medical services, the Village shall notify the Union of its proposal in
writing. Upon request from the Union, the Village shall meet and negotiate in good faith with the
Union as to its proposal before taking any action to implement its proposal in accordance with its
duty to bargain as required under law and Article XIX of the Agreement.
(b) The parties agree that 65 ILCS 10-2.1-4, 6.3 (the "Act"), which governs the
circumstances relating to the appointment of certificated firefighters and the use of substitutes
became applicable to the Village on 6/1/2008 and 8/4/2011, respectively and includes the following
statement: "...a person who has not qualified for regular appointment under the provisions of this
[Act] shall not be used as a temporary or permanent substitute for classified members of a
municipality's fire department or for regular appointment as a classified member of a municipality's
fire department unless mutually agreed to by the employee's certified bargaining agent."
The parties further acknowledge that the Act may have an impact on the Employer's ability
to subcontract bargaining unit work. As of the effective date of this Collective Bargaining
Agreement, the parties do not agree as to the scope and impact of the Act as it relates to the
Employer's desire to subcontract bargaining unit work in accordance with paragraph (a) above.
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In order to have the Collective Bargaining Agreement move forward without delay, the
parties agree that each side reserves its rights and may continue to assert, without prejudice, its view
of how the Act impacts any proposal to subcontract bargaining unit work in accordance with
paragraph (a) above. The subcontracting language set forth above shall not be construed as a waiver
by the Union of its rights under the Act nor shall it be construed in any manner as a "permissive
agreement" between the Union and Village authorized by the Act.
11.11 Station/Shift Change -The department's established practice is for the Fire Chief to
make station and shift assignments every three years, or as agreed upon by management and the
Union. Employees shall have the opportunity to express their preferences as to their shift and
station assignments. Members shall have a minimum of 30 days prior to the date the shift picks
occur to submit requests.
The department shall first consider shift assignments. Assignments shall be granted by
seniority, and for Lieutenants by seniority in rank, as often as possible. After shift assignments have
been determined, the Fire Chief shall notify employees and allow them to express their preferences
as to station assignments. Prior to initiating any station assignments, the Fire management shall
endeavor to grant the employee's first station assignment preference. However, the parties
acknowledge and recognize that other factors shall be considered in making station and shift
assignments. Such factors include but shall not be limited to, the following:
a) Legitimate operational concerns of management including the need for employees to
work in different stations as a vehicle for professional growth.
b) The employee's training and certification.
c) Realization of established goals and objectives of the department.
d) The seniority of the employee.
e) The value of maintaining cohesive work teams.
The parties further acknowledge that station and shift transfer shall not be made solely for punitive
reasons.
11.12 Professional Development Training Fund - The Employer agrees to create a
"Professional Development" Fund comprised of Twenty Thousand Dollars ($20,000) to help defray
the costs incurred for shift coverage so that employees may voluntarily participate in the following
classes when approved to do so by the Training Officer:
a. Engine Company Ops (or equivalent)
b. Truck Company Ops (or equivalent)
C. Firefighter Survival (or equivalent)
d. RIT under Fire (or equivalent)
e. Hands on Company Officer (or equivalent)
f. Rope Ops
g. Vehicle Machinery Tech
h. Pediatric Advanced Life Support
i. Advanced Cardiovascular Life Support (ACLS)
j. Prehospital Trauma Life Support
Time off for the Professional Development Training Fund shall be utilized on a "first come, first
served" basis. Individuals interested in enrolling in classes should register promptly to secure any
preferred time slots.
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ARTICLE XII
UNIFORMS, PROTECTIVE CLOTHING AND EQUIPMENT
12.1 Uniforms - Initial issue and new issue of protective clothing and equipment shall be
furnished to employees at Village's expense. Uniforms shall be worn in accordance with SOG 5101-
05/21R. All protective clothing and equipment damaged, stolen, worn out or lost while in the
performance of duties shall be replaced at Village expense, as necessary. Initial issue and daily work
clothes shall be furnished to employees at Village expense. The Village shall issue the initial dress
uniform for new employees at the time of appointment. The Village shall provide each Firefighter
and Lieutenant an annual uniform allowance of $600 to be used for clothing orders coordinated
through the Village; this allowance will be increased to $650 for calendar year 2025 and to $700
beginning in calendar year 2026. Checks shall be issued annually by February I". All uniform
funds shall be used only for items on the employee's clothing order form. A standard washing
machine and dryer shall be maintained at each Station to allow employees to maintain their work
uniforms.
If an employee terminates employment within six (6) months of receipt of their uniform
allowance payments, the employee shall reimburse the Village on a prorated monthly basis for the
remaining full months of the fiscal year.
Twenty-four (24) hour shift personnel shall be issued initially and required to
maintain a minimum daily work uniform inventory at all times consisting of the
following:
1. 3 long sleeve work shirts
2. 3 short sleeve work shirts
3. 2 uniform badges
4. 3 pairs of work pants
5. 1 belt (black)
6. 4 regular tee shirts
7. 1 job shirt
8. 1 pair work boots/shoes
9. 3 pairs black or white socks
10. 1 baseball hat or watch cap
11. 1 jacket (waist length, multi-purpose)
12. Dress Shirt (white long sleeve)
13. Dress Blouse (with uniform badge, metal name tag with last name only and
metal collar insignia)
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14. Dress Pants
15. Dress Hat (with approved band and badge)
16. Black Tie
17. Oxford Shoes (black)
18. Garrison Belt (black)
19. Dress Gloves (black)
20. Dress Socks
21. Top Coat
22. Workout socks
23. Tee shirt or sweatshirt
24. Wind pants
25. Gym shorts
12.2 Protective Clothing - All employees shall wear protective clothing and use equipment
appropriate for the hazards to which they are exposed. All employees shall properly maintain the
protective clothing and equipment that has been assigned to them and carried on the apparatus to
which they have has been assigned. A protective clothing washer shall be maintained at Fire Station
13 to assist employees in maintaining their turnout coat and pants.
Each member assigned to fight structure fires shall be issued protective clothing and
equipment that complies with all applicable NFPA standards and local requirements at the time of
purchase. These items shall include:
• Helmet
• Boots
• Firefighting gloves
• Coat
• Pants with suspenders
• SCBA face piece (including prescription lenses if needed)
• Hood
• Non -firefighting gloves
• Safety goggles
• Earplugs
• Safety vest
No alterations shall be made to protective clothing without the approval of the Fire Chief.
Each employee operating within a perimeter designated as hazardous by the incident safety
officer/shift commander shall wear their full protective clothing in the prescribed manner. The
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incident safety officer/shift commander shall determine when and if it is safe to remove some or all
of the clothing.
Each member assigned to work in hazardous environments shall be issued a pair of non -
firefighting gloves. These Kevlar gloves offer good dexterity and protection from cuts but offer
no thermal protection. They do not comply with NFPA 1973 and shall not be used during
firefighting operations. In extreme cold conditions, an employee may provide their own gloves
for warmth. These gloves may only be worn for warmth and must not be worn during
emergency incidents or drills.
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ARTICLE XIII
DISCIPLINE AND DISCHARGE, INVESTIGATIONS
13.1 Discipline - The Employer may institute disciplinary action against any employee
consisting of the following penalties:
Oral Reprimand
Written Reprimand
Suspension
Discharge
It is understood that, (a) oral and written reprimands are not subject to the grievance arbitration
provisions of this contract; (b) the employer's institution of suspension or discharge is authorized by
65 ILCS 5110 2.1-17.
13.2 Investigations - The employer shall comply with the requirements of the Fireman's
Disciplinary Act 50 ILCS 745 and requirements of the Illinois Public Labor Relations Act regarding
union representation rights during investigations of alleged misconduct. Inadvertent errors by
employer with regard to this commitment shall not operate to relieve an employee from the
disciplinary consequences of their actions.
13.3 Discipline And Discharge - Disciplinary action given by or approved by the
Commissioners of Board of Police and Fire Commission shall be subject to the Grievance Procedure
of the Agreement at Step 5. Upon receipt of a notice of disciplinary action, the employee (with
approval of the Union) may elect to appeal a disciplinary action involving a suspension or dismissal
by filing a written grievance at Step 5 of the Grievance Procedure not later than 10 calendar days
from the date of the disciplinary action given by or approved by the Commissioners of Board of
Police and Fire Commission. The suspension or discharge shall be in effect while the grievance is
pending.
If a decision is made to have the appeal heard through the grievance and arbitration
procedure, the grievance shall be filed on the form attached as Appendix "H." Any such appeal shall
be signed by the Union President or their designee and shall also contain a signed statement from the
affected employee waiving any and all rights they may have to any further appeal of the discipline of
the Board of Fire and Police Commissioners pursuant to the Administrative Review Act or other
legal recourse. Any disciplinary grievance filed without the required signed waiver shall not be
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subject to arbitration and the arbitrator shall be without jurisdiction to consider or rule upon it. If the
arbitrator determines after hearing that the disciplinary action is not supported by just cause, the
arbitrator shall have the authority to rescind or to modify the action and order that the employee be
made whole for any losses incurred as a result of wrongful disciplinary action. In the event that the
arbitrator modified the disciplinary action by awarding a suspension or a shorter suspension, they
shall have the authority to award a payment of partial back pay that is consistent with the length of
any such reduced disciplinary action. The arbitrator shall be without authority to award any back pay
corresponding to any period of time where the Union or the employee sought and received a
continuance of the hearing.
43.4 Personnel File —The Village agrees to abide by the lawful requirements of the "Access
to Personnel Records Act," contained in 820 ILCS 40/1. Request form for inspection is attached as
Appendix "D".
13.5 Discipline Procedure — The Employer agrees to notify the Local President following
the imposition of any disciplinary action to a covered employee.
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ARTICLE XIV
ACCRUED LEAVE REIMBURSEMENT UPON RETIREMENT, RESIGNATION,
REDUCTION
Accrued Leave Reimbursement -
a. Vacation Time — Any unused accumulated vacation time may be cashed in at the
time of retirement or used to extend creditable service with the Fire Chief's approval. If an
employee has utilized vacation time prior to actually accumulating the vacation hours the
employee shall have their sick leave time reduced by the number of hours of vacation time
the employee has previously utilized.
b. Personal Time - Unused Personal Time hours available at the time of retirement
shall automatically be converted to sick leave hours.
c. Time Due/Comp Time - Accumulated time due/comp time shall be utilized prior
to last actual date of work and remaining on the active payroll.
d. Sick Leave - Upon retirement, employees who meet the eligibility requirements
and have accumulated Sick Leave must participate in the Retirement Health Savings (RHS)
account. In order to participate in the RHS employees must meet the eligibility requirements
defined as an employee who retires with at least twenty (20) years of service with the
Village, and/or are at least fifty (50) years of age at retirement, or age 60 and 10 years of
service.
Provided the employee is eligible to participate, the Village shall deposit up to seven
hundred twenty (720) hours of sick leave hours converted to a dollar value using the
employee's regular hourly rate of pay into the RHS account for the employee's use as
defined by the regulations outlined by the RHS account administrator. If the employee has
accumulated sick leave hours above the 720 hours, but below the 1152 maximum number of
sick leave hours, the Village shall deposit into the employee's Account 50% of the value of
the sick leave hours between 720 and 1152 calculated on the employee's regular hourly rate
of pay.
If an employee leaves the Village's employment that does not meet the eligibility
requirements for converting their sick leave into the RHS account any accumulated sick
leave hours shall not be paid out at time of termination of employment for any reason.
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ARTICLE XV
LABOR-MANAGEMENT MEETINGS
In the interest of efficient, effective operation and management and in the promotion of
harmonious employee relations, labor/management meetings are encouraged, and meetings shall be
as frequently as mutually agreed between the union representatives and the Fire Chief or their
designee. Either party may provide a written agenda. Each party may invite representatives, not to
exceed three (3), to attend such meetings. Such meetings shall be limited to discussion on the
implementation and general administration of this agreement and/or sharing of general information
of interest to the parties.
It is understood that such meetings shall not be part of the Grievance Procedure. Specific
grievances being processed under the Grievance Procedure shall not be considered at
labor/management meetings, nor shall negotiations be carried on at such meetings unless both parties
specifically agree to do so.
If a labor/management meeting is scheduled during an employee's normal work day, the
employee shall be compensated for the time lost from the normal straight -time work day.
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ARTICLE XVI
PROMOTIONS
Section 1— General
Promotion to the rank of Lieutenant shall be conducted in accordance with the provisions of the Fire
Department Promotional Act, effective August 4, 2003, 50 ILCS § 742 (herein after the "Act").
Except where expressly modified by the terms of this Article, the procedures for promotions shall be
made in accordance with the provisions of the Act.
Section 2 - Vacancies
This Article applies to promotions to vacancies in the rank of Lieutenant. A vacancy in such
positions shall be deemed to occur on the date upon which the position is vacated, and on that same
date, a vacancy shall occur in all ranks inferior to that rank, provided that the position or positions
continue to be funded and authorized by the corporate authorities. If a vacated position is not filled
due to a lack of funding or authorization and is subsequently reinstated, the final promotion list shall
be continued in effect until all positions vacated have been filled or for a period up to five (5) years
beginning from the date on which the position was vacated. In such event, the candidate or
candidates who would have otherwise been promoted when the vacancy originally occurred shall be
promoted, provided they are able to perforin the duties in question.
Section 3 - Eligibility
All promotions to Lieutenant shall be made from employees in the next lower rank who have
completed seven (7) years of service on or before the date the application is due and attained Illinois
OSFM Provisional/Certified Fire Officer I Certification or equivalent. Anniversaries of service,
which affect eligibility, will be considered to occur on the date the employee was hired by the Mount
Prospect Fire Department.
Section 4 - Notification
Potential candidates shall be notified of the process via department email and posting. A packet
containing all known information regarding the testing exercises, grading, and dates for such
exercises shall be included with the application. Any subjective component shall be identified to all
candidates prior to its application, be job-related, and be applied uniformly to all candidates.
Section 5 - Ratin! Factors and Wei!hts
All examinations shall be impartial and shall relate to those matters, which will test the candidate's
ability to discharge the duties of the position to be filled. The placement of employees on
promotional lists shall be based on the points achieved by the employee on promotional
examinations consisting of the following seven (7) components weighted as specified:
A. 10% Ascertained Merit
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B. 15% Merit and Efficiency- Administration
C. 15% Merit and Efficiency- Union
D. 20% Simulator exam
E. 5% Seniority
F. 15% Written examination
G. 20% Assessment Center
All components of this Article shall be reviewed with all potential candidates, prior to administration
of this process. In addition, results of each component will be posted upon completion prior to
administering the next component.
Section 6 - Administration Order of Test Components
A. Ascertained Merit
Ascertained merit points shall be awarded based upon the "Ascertained Merit
Worksheet," attached as `Exhibit #1". The worksheet shall be published by the Fire
Administration at least one year prior to the date ascertained merit points are
awarded. All persons eligible to compete for promotion shall be given an equal
opportunity to obtain the ascertained merit points. Employees shall be entitled to be
awarded a maximum of one hundred (150) points from the points available on the
worksheet schedule.
B. Merit and Efficiency - Administration.
Individuals will be rated in the following areas using a forced matrix:
Leadership, Teamwork, and Emergency Scene Performance. Each component score
will be factored as follows: Emergency Scene Performance (X.10), Leadership (X
.05), Teamwork (X .025) and Initiative (X .025) for a total of 15% of the overall
score. Initiative scoring will not use a forced matrix and will be rated on a scale of 0-
100. Seniority will not be a direct component of the merit and efficiency rating.
C. Merit and Efficiencv-Union
Individuals will be rated in the following areas using a forced matrix:
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Leadership, Teamwork, and Emergency Scene Performance. Each component score
will be factored as follows: Emergency Scene Performance (X .10), Leadership (X
.05), Teamwork (X .025) and Initiative (X .025) for a total of 15% of the overall
score. Initiative scoring will not use a forced matrix and will be rated on a scale of 0-
100. Seniority will not be a direct component of the merit and efficiency rating.
D. Simulator exam
This exercise will be designed to evaluate the candidate's ability to function in the
role of Lieutenant in a simulated incident. These incidents may include scenarios
such as EMS, Haz-Mat, Fire Emergencies, Technical Rescue, Water/Ice Recovery,
WMD, or other potential situations a Lieutenant may encounter in the normal aspect
of the j ob. The Simulator test shall be evaluated and graded by a panel consisting of
2 Officers as selected by Fire Chief, and the person responsible for the practice
sessions.
E. Seniority
Seniority points will be calculated as follows: All seniority points will be based on
the date seven (7) days after the application date. The most senior individual (most
number of years with the Mount Prospect Fire Department) participating in the
Lieutenant Exam shall receive the maximum allowable points in this area, five (5).
The remaining candidates will receive seniority points based on a prorated formula as
follows:
For example, if the most senior person taking the exam has 30 years, this individual
would receive 5 points for seniority, and the least senior person taking the exam has
7 years, this individual would receive 1.16 points for seniority (7/30 X 5 =1.16). All
remaining candidates will have their seniority points calculated in the same manner.
Final seniority points will be rounded to nearest one hundredth of a point.
F. Written Examinations
The subject matter of the written test shall test the capacity of the candidate to
discharge the duties of Lieutenant. The written test shall include both general and
local knowledge and shall be developed by an independent, outside agency. The
examination shall be based only on the contents of the specified written materials
that the BOFPC has identified and made available to potential candidates at least 60
days before the examination is administered. The test questions shall be reasonably
pertinent to the rank of Lieutenant.
G. Assessment Center
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The Assessment Center shall be administered to all qualified candidates a minimum
of sixty (60) days after the posting of the preliminary list. The Village shall use a
panel of qualified raters to conduct an assessment center. The assessment center may
include, but not limited, to the use of the following; as example:
1. Problem employee
2. Leaderless group
3. Structured oral interview
The Union shall be provided an opportunity for a representative be present to observe
the assessment center exercise. The Fire Chief will be notified by the union, in
writing, 7 -days prior to the Assessment Center date as to whether or not an observer
will be used.
H. Veteran's preference points
As required by law.
Section 7 - Scoring of components
Each component of the promotional test shall be scored on a scale of 100 points. The component
scores shall then be reduced by the weighting factor assigned to the component on the test and the
scores of all components shall be added to produce a total score of 100 points. Thereafter, the
candidates scoring an average of 70% of the maximum number of total points aggregate for all six
(6) components prior to the assessment center will proceed to the assessment center. The grading
process shall allow a union representative to verify the math and ensure the final grade is the
accurate sum of scores after each component of the testing process is completed. The Fire Chief or
designee shall select a member covered by this Agreement.
Candidates shall then be ranked on the list in rank order based on the highest to the lowest points
scored on all components of the test. Such ranking shall constitute the preliminary promotional list.
A candidate on the preliminary promotion list who is eligible for a veteran's preference under the
laws and agreements applicable to the department may file a written application for that preference
within 10 days after the initial posting of the preliminary promotion list. The preference shall be
calculated as provided under Section 55 of the Act and added to the total score achieved by the
candidate on the test. The appointing authority shall then make adjustments to the rank order of the
preliminary promotion list based on any veteran's preferences awarded.
The final adjusted promotion list shall then be posted at all fire stations and copies provided to the
Union and all candidates.
58
Section 8 - Order of selection
Whenever a promotional rank is created or becomes vacant due to resignation, discharge, promotion,
death, or the granting of a disability or retirement pension, or any other cause, the appointing
authority shall appoint to that position the person with the highest ranking on the final eligibility list
for that rank, except that the appointing authority shall have the right to pass over that person and
appoint the next highest ranked person on the list if the appointing authority has reason to conclude
that the highest ranking person has demonstrated substantial shortcomings in work performance or
has engaged in misconduct affecting the person's ability to perform the duties of the promoted rank
since the posting of the promotion list. If the highest-ranking person is passed over, the appointing
authority shall document its reasons for its decision to select the next highest-ranking person on the
list. Unless the reasons for passing over the highest-ranking person are not remediable, no person
who is the highest-ranking person on the list at the time of the vacancy shall be passed over more
than once. Any dispute as to the selection of the first or second highest-ranking person shall be
subject to resolution in accordance with the grievance procedure in Article VII of this Agreement.
Section 9 - Maintenance of promotional lists
Final eligibility lists shall be effective for a period of three (3) years. The Employer shall take
reasonable, good faith steps to ensure that the Board of Police and Fire Commissioners maintain in
effect current eligibility lists so that promotional vacancies are filled not later than 90 days after the
occurrence of the vacancy.
Section 10 - Ri2ht to Review
A. Points awarded for each component of the test shall be posted immediately after the
scores are tabulated. Final review of each candidate's results shall be made available for
inspection within forty-five (45) days of the posting of the preliminary eligibility list.
Such review shall include the opportunity to inspect all documents utilized in assigning
the points awarded on each component of the exam.
B. Any affected employee who believes that an error has been made with respect to
eligibility to take an examination, examination result, placement or position on a
promotion list, or veteran's preference shall be entitled to a review of the matter by the
appointing authority. Any disputes as to such matters or the administration of the
examination consistent with the terms of this Article may be resolved and remedied by
filing a grievance as provided by Article VII of this Agreement or as provided by law.
Section 11— Non -Wavier
Unless specifically provided in this Article, the At shall not be construed as waiving
59
Sections 5, 10 (a) (b) (c) (d) and 65 of the Fire Department Promotion Act (FDPA).
Section 12 — Reopener
In the event that the Fire Department Promotional Act, effective August 4, 2003 (50 ILCS §
742) is amended during the term of this Agreement, either party by serving written notice on the
party of its demand to bargain shall be able to reopen this Article for the purpose of negotiating the
changes to be effective for the next promotional examination. In such event, the parties shall meet at
a mutually agreed time in order to negotiate in good faith as to the proposed changes. In the event
that no agreement is reached after sixty (60) days from the date of the notice or any mutually agreed
extension, either party may invoke interest arbitration and the dispute shall be determined based
upon the procedures and factors of § 14 of the IPLRA except that the arbitrator shall be selected
using the arbitration step of this Agreement's grievance procedure.
• 1'
Exhibit A
Ascertained Merit Points
The candidate must provide the necessary certificates of completion and proof of committee/special
team participation in order to be awarded for points in the specific areas listed below:
Candidate Name
Teams/Certifications
Available Points
Member of HazMat Team 4 Points per Year
Member of SCUBA Team 4 Points per Year
Member of TRT Team 4 Points per Year
Haz Mat Tech A 4 Points
Instructor II 4 Points
Associate's Degree in Fire
Science 5 Points
Bachelor's Degree 5 Points
2 Points for every 10
College Credit credit hours
Total Points Page 1:
61
Total
Pointe
Committee
Available Points
Public Education Instructor
2 Points per Year
to_
Pension Board Member
2 Points per Year
to
Wage/Labor Committee
Member
2 Points per Year
to
Union Exec. Board Member
2 Points per Year
to_
Foreign Fire Tax Board
Member
2 Points per Year
to
Paramedic Preceptor
5 Points per Student
Secondary Paramedic
Preceptor
2 Points per Student
Equipment Committee
2 Points per Year
to_
Physical Fitness Committee
2 Points per Year
to
Safety Committee
2 Points per Year
to_
Honor Guard/AFFI
2 Points per Year
to
CADS/NWCS Liaison
2 Points per Year
to_
SOG Committee
2 Points per Year
to_
Apparatus Committee
2 Points per Year
to_
EMS Committee
2 Points per Year
to_
Clothing Committee
2 Points per Year
to
62
Total
Training Committee 2 Points per Year to_
Member of Recognized Fire
Dept 2 Points per Year to.
Committee/Program
(Per committee/program)
Total Points of Page 2
Total Points of Page 1
Total Points
Total of 150 Points Maximum
Conversion Formula:
Total Points Awarded/Total Available Points X 15 = Number of Ascertained Merit Points,
rounded to the nearest one hundredth point.
Example:
80/150 = 0.53 X 15 = 8 Total Points
130/150 = 0.86 X 15 = 13 Total Points
63
ARTICLE XVII
SAVINGS CLAUSE
Savings Clause - In the event any Article, Section or portion of this Agreement shall be held
invalid and unenforceable by a board, agency or court of competent jurisdiction, or by reason of any
subsequently enacted legislation, such decision or legislation shall apply only to specific Article,
Section or portion thereof specifically specified in the board, agency, or court decision, or
subsequent litigation and the remaining parts or portions of this Agreement shall remain in full force
and effect. Upon request from either party, such provision shall be open for immediate
renegotiation.
ARTICLE XVIII
PRECEDENCE OF AGREEMENT VS. ORDINANCE
Precedence Of Agreement Vs. Ordinance — If there is a conflict between a specific
provision of this Agreement and a specific provision of a Village ordinance or a written rule,
regulation, directive, policy, or other procedure which may be in effect from time to time, the
specific provisions of this Agreement for its duration shall take precedence.
MIA
ARTICLE XIX
ENTIRE AGREEMENT
A. This Agreement constitutes the complete and entire agreement between the parties, and
concludes collective bargaining between the parties for its term as to any condition of
employment covered by the provisions of this Agreement, and both parties waive their right
to bargain for the term of this Agreement as to such conditions of employment. As to such
conditions of employment, this Agreement supersedes and cancels all prior precedence of
agreements, whether written or oral, unless expressly stated in this Agreement.
B. As to any terms or conditions of employment which constitute a mandatory subject of
bargaining or other terms or conditions which are permissive subjects of bargaining over
which the Union has either decisional and/or effects bargaining rights under the Illinois
Public Labor Relations Act (IPLRA), and which are not covered by a provision of this
Agreement, the Union shall retain such bargaining rights during the term of this Agreement.
If the Village desires to make a change in any such terins or conditions during the term of
this Agreement, it shall first provide the Union with written notice of the proposed change
and specify whether it believes such change to involve a mandatory or permissive subject of
bargaining. The Union's bargaining rights shall be implemented according to the following
procedure as to proposed changes that involve a mandatory subject of bargaining:
1. If the Union wishes to exercise its bargaining rights under the IPLRA as to the
decision and/or potential effects of the proposed change, it shall notify the Employer
in writing within seven (7) days of its receipt of the Village's notice. Bargaining as
to both the proposed decision and/or its potential effects shall commence within
seven (7) days of the Union's notice to the Village or at such other times as may be
mutually agreed by the parties. Such bargaining shall continue until agreement is
reached or for a period of thirty (30) calendar days from the date of the first
bargaining session, whichever event is sooner. The 30 day period shall be extended
if the Village fails to make its bargaining team available at reasonable times and
places during the 30 day period or if the parties mutually agree to a longer period.
2. If an impasse is reached and the subject of the proposed change is a matter which
involves a serious and imminent fiscal exigency, the Village may implement its
65
decision but only on an interim basis subject to the decision of an interest arbitrator.
Within seven (7) days of such act the Union may invoke interest arbitration to
resolve the dispute. The arbitrator shall be selected in accordance with the
procedures of Article VII of this Agreement. In the alternative, the Union may
invoke expedited interest arbitration and, unless mutually agreed otherwise, a hearing
shall commence before the interest arbitrator, selected as set forth above, within
thirty (30) days and the arbitrator shall issue their award in writing within fifteen (15)
days following close of the hearing; the full written decision may be issued within
thirty (30) days of the close of the hearing. In the event that the Village's decision
and action is submitted to interest arbitration or expedited interest arbitration, the
Village as the party moving to change the status quo shall have the burden of
persuasion and the Union's position in such arbitration hearing shall not be
prejudiced by the fact the Village acted unilaterally to implement the proposed
change. At the hearing the interest arbitrator shall treat the Village's interim action
as a Village proposal and shall have authority to order the Village to prospectively
rescind or otherwise prospectively alter the disputed change. Any economic loss or
other damages incurred to members of the bargaining unit which the Union claims to
have resulted from the Village's interim implementation of its decision may be
remedied by the interest arbitrator. Either party shall have the right to introduce
evidence in interest arbitration relating to the actual experience under the Village's
implemented interim decision.
3. In the event that the Village's proposed change as to a mandatory subject of
bargaining does not involve a serious and imminent fiscal exigency, and the parties
reach impasse, the matter may be submitted to interest arbitration or expedited
arbitration by either party. However, the parties agree that in this instance the status
quo will be maintained pending the decision of the arbitrator.
C. As to any action not covered by a provision of this Agreement which is not a mandatory
subject of bargaining, but over which the Village is obligated to bargain as to the effects of
its decision under the IPLRA, the Union shall retain its right to effects bargaining and such
MOS,
effects bargaining rights shall be implemented according to the procedure stated in B.2 and
B.3 above except that:
1. The Village's duty to bargain shall extend only to the effects of its decision.
2. The Village's decision may be implemented immediately and only the effects
of its implemented decision may be subject to further bargaining and/or to a
decision by an interest arbitrator as set forth in B.3 above. If such interest
arbitrator deems it appropriate, they may prospectively alter or remedy the
effects of the implemented decision and make the Union and its members
whole for any losses resulting from the Village's action.
3. If the Village fails to notify the Union of a change that gives rise to impacts
and effects bargaining rights, the Union's obligation to request bargaining
under the time frames established in paragraph B.I. of this Article does not
begin until the Union is notified of the change or until the Union, through the
use of reasonable diligence, could have obtained knowledge of the change.
D. In the event of a dispute between the Village and Union as to whether an item is a mandatory
or permissive subject of bargaining, the parties shall submit that disputed issue for
determination by a Declaratory Ruling pursuant to the rules of the Illinois State Labor
Relations Board (Section 1200.140). The parties agree to be preliminarily bound by the
Declaratory Ruling for purposes of determining mid-term bargaining obligations as set forth
in this Article, but such ruling shall not be binding on the parties or on an interest arbitration
panel in connection with the negotiation or arbitration of a Successor Agreement.
67
ARTICLE XX
DURATION AND TERMINATION
20.1 Duration - This Agreement shall be effective upon execution by the parties, unless a specific
effective date is otherwise specified, and shall remain in full force and effect until 11:59 p.m. on the
31sT day of December, 2027. It shall be automatically renewed from year to year thereafter unless
either party notifies the other in writing at least 90 days prior to the expiration of the contract that it
desires to modify or amend this Agreement. In the event such written notice is given, the parties
agree to commence negotiations as soon as practicable, but no later than 30 days after such notice,
unless mutually agreed to meet at a different time.
In the event a full settlement as to the terms of a successor agreement is not reached, the
parties agree that they shall engage in mediation and that either party may, after participating in at
least one mediation, invoke interest arbitration as provided by the terms of the IPLRA § 14.
Notwithstanding any provisions of this Article or Agreement to the contrary, this Agreement
shall remain in full force and effect after the expiration date, and until a new agreement is reached,
unless either party gives at least ten days written notice to the other party of its desire to terminate
this Agreement, provided such termination date shall not be before the anniversary date set forth in
the preceding paragraph, and provided further that such notice shall not be constituted as waiving the
Union's rights under of the IPLRA § 14.
20.2 Signature - IN WITNESS WHEREOF, the parties have executed this Agreement by their duly
authorized officers or representatives on this
MOUNT PROSPECT FIREFIGHTERS
UNION LOCAL 4119:
Michael Romano, Union President
Jerry Marzullo, IAFF Counsel
•'
day of , 2025.
VILLAGE OF MOUNT PROSPECT:
Paul Wm. Hoefert, Mayor
Karen Agoranos, Village Clerk
APPENDIX "A"
DUES DEDUCTION FORM
I hereby apply for membership in the Mount Prospect Firefighters Union, Local 4119,
I.A.F.F. AFL-CIO. I understand that by electing to join the Union I am covered by the Membership
provision of the current labor Agreement between the Union and the Village of Mount Prospect.
I hereby authorize the Village of Mount Prospect to deduct from my pay each month the
uniform dues and remit said amounts to the Union.
I understand that this authorization cannot be canceled by me, unless I give written notice to
both the Village and the Union thirty (30) days prior to the desired effective date of the termination.
Print Name
Signature
Date
A-1
APPENDIX "S"
SALARY SCHEDULE
FIREFIGHTER PARAMEDIC WAGE RATES
Effective:
January 1, 2025 —
January 1, 2026 —
January 1, 2027 —
December 31, 2025
December 31, 2026
December 31, 2027
Start
$ 79,674.40
$82,463.00
$84,936.89
Step 1
$ 87,819.68
$90,893.37
$93,620.17
Step 2
$ 94,103.36
$97,396.98
$100,318.89
Step 3
$100,390.16
$103,903.82
$107,020.93
Step 4
$104,955.76
$108,629.21
$111,888.09
Step 5
$114,469.68
$118,476.12
$122,030.40
Top Grade
$118,696.24
$122,850.61
$126,536.13
Firefighters who are not certified as Paramedics will have their base salary reduced by
$5,700 until completion of Village required Paramedic Certification.
To be eligible for Top Grade level of wages Firefighter Paramedics must have completed
the following certifications:
• Five years of employment
• Advanced Technician Firefighter
• Fire Apparatus Engineer
Firefighters that are currently Top Grade pay for holding certifications for Firefighter III,
Hazardous Materials Ops, and Fire Apparatus Engineer shall retain Top Grade Level.
LIEUTENANT PARAMEDIC WAGE RATES
Effective: January 1, 2025 — December 31, 2025
Lieutenant Paramedic Officer Incentive Adv. Fire Officer
Base Pay Base Pay
Start
Step 1
Step 2
Step 3
Step 4
Step 5
Top Grade
$134,097.60 $2,000.00 $136,097.60
$139,171.76 $2,000.00 $141,171.76
Effective: January 1, 2026 — December 31, 2026
Lieutenant Paramedic Officer Incentive Adv. Fire Officer
Base Pay Base Pay
Start
Step 1
Step 2
Step 3
Step 4
Step 5
Top Grade
$138,791.02 $2,000.00 $140,791.02
$144,042.77 $2,000.00 $146,042.77
LIEUTENANT PARAMEDIC WAGE RATES
Effective: January 1, 2027 — December 31, 2027
Lieutenant Paramedic Officer Incentive Adv. Fire Officer
Base Pay Base Pay
Start
Step 1
Step 2
Step 3
Step 4
Step 5
Top Grade
$142,954.75
$148,364.05
$2,000.00
$2,000.00
$144,954.75
$150,364.05
To be eligible for Top Grade level of wages, lieutenants must hold current state certifications for the
following:
• Incident Safety Officer
• Fire Officer I, Company Officer or Equivalent
Lieutenant Differential
Lieutenants/Paramedic that maintain Fire Officer II and/or Advanced Fire Officer certifications shall
be eligible for Lieutenant/Paramedic/Advance Fire Officer Base Pay Rate.
Paramedic License (State Required):
The Village will reimburse employees upon receipt of payment verification and a copy of the
paramedic license in an amount not to exceed $40 per 4 year license. The reimbursement shall be
added to the next available regular payroll or not later than 30 days beyond the date of the receipt of
the documentation.
APPENDIX "C"
DRUGS AND ALCOHOL
Section] General Policy Regarding Drugs and Alcohol. Behavior involving illegal drugs and the
abuse of alcohol and legal drugs by members of the Mount Prospect Fire Department present
unacceptable risks to the safety and well-being of other employees and the public, invite accidents
and injuries, and reduce productivity. In addition, such use and abuse violate the reasonable
expectations of the public that the Village employees who serve and protect them obey the law and
be fit and free from the adverse effects of drug and alcohol use.
In the interests of employing persons who are fully fit and capable of performing their jobs,
and for the safety and well-being of employees and residents, the parties hereby establish a screening
program implementing the stated policy regarding drug and alcohol use by employees. Contained
herein is the policy and program of the Village of Mount Prospect and the Mount Prospect Fire
Department, as specifically applied to members of the Village of Mount Prospect Fire Department.
The Fire Department has the responsibility to provide a safe work environment as well as a
paramount interest in protecting the public by ensuring its employees are physically and emotionally
fit to perform their jobs at all times. For these reasons, the abuse of prescribed drugs, the abuse of
alcohol or the use, possession, sale or transfer of illegal drugs, cannabis or non -prescribed controlled
substances by Department members is strictly prohibited on or off duty. Violation of these policies
will result in disciplinary action up to and including discharge.
Section 2 Definitions.
A. "Drugs" shall mean any controlled substance listed in 720 ILCS 570 et seq., known
as the Illinois Controlled Substances Act, for which the person tested does not submit
a valid pre -dated prescription. Thus, the term "drugs" includes both abused
prescription medications and illegal drugs of abuse. In addition, it includes "designer
drugs" which may not be listed in the Controlled Substances Act but which have
adverse effects on perception, judgment, memory or coordination. A listing of drugs
covered by this Policy includes, but is not limited to:
Opium Methaqualone Psilocybin-Psilocyn
Morphine Tranquilizers MDA
Codeine Cocaine PCP
C-1
Heroin
Amphetamines
Chloral Hydrate
Meperidine
Phenmetrazine
Methylphenidate
Marijuana
LSD
Hash
Barbiturates
Mescaline
Methadone
Glutethimide
Steroids
Vicodin
Hash Oil
Ecstasy
B. "Impairment" due to drugs or alcohol shall mean a condition in which the employee
is unable to properly perform their duties due to the effects of a drug in their body.
Where impairment exists (or is presumed), incapacity for duty shall be presumed.
"Impairment" due to alcohol shall be presumed when a blood alcohol content of .04
or more is measured.
C. "Positive Test Results" shall mean a positive result on both a confirming test and an
initial screening test. If the initial test is positive, but the confirming test is negative,
the test results will be deemed negative and no action will be taken. A positive
confirming test result is one where the specimen tested contained alcohol, drug or
drug metabolite concentrations at or above the concentration specified in Section
5.A.7.
D. The term "drug abuse" includes the use of any controlled substance which has not
been legally prescribed and/or dispensed, or the abuse of a legally prescribed drug
which results in impairment while on duty.
Section 3. Prohibitions. Firefighters shall be prohibited from:
A. Consuming or possessing alcohol or illegal drugs at any time during the work day on
any of the Employer's premises or job sites, including all of the Employer's
buildings, properties, vehicles and the employee's personal vehicle while engaged in
the business of the Employer.
B. Using, selling, purchasing or delivering any illegal drug during the work day or when
off duty.
C. Being impaired or under the influence due to alcohol during the course of the work
day.
D. Failing to report to their supervisor any known adverse side effects of medication or
C-2
prescription drugs which they are taking.
E. The use of alcohol within four hours of reporting to duty.
Violations of these prohibitions shall result in disciplinary action up to and including
discharge.
Section 4. Administration of Tests.
A. Informing Employees Regarding Policy. New employees will be supplied with a
copy of this Policy on Drug and Alcohol Screening as part of the new employee
orientation. However, it is the responsibility of all members of the Fire Department
to be aware of, and adhere to, this policy and rules and procedures contained herein.
B. Reasonable Suspicion. Where the Village has reasonable suspicion of drug use or
alcohol abuse, a test may be ordered and the employee may be required to report for
testing. Reasonable suspicion exists if the facts and circumstances warrant rational
inferences that a person is using and/or is physically or mentally impaired due to
being under the influence of alcohol or illegal drugs. Reasonable suspicion will be
based upon the following:
(1) Observable phenomena, such as direct observation of use and/or the physical
symptoms of impairment resulting from using or being under the influence of
alcohol or controlled drugs; or
(2) Information provided by an identifiable third party which is independently
investigated by the Fire Chief or their designee to determine the reliability or
validity of the allegation.
C. Accidents/Injuries. When a member is involved in an on-the-job accident or injury, a
supervisor shall conduct a preliminary investigation promptly and, as part of the
investigation, shall evaluate the member's appearance and behavior. Drug and
alcohol testing may be required where there is reasonable suspicion that an error or
mistake due to drug or alcohol use by the employee caused the accident or injury or
where there is reasonable suspicion that an employee's alcohol or drug use may have
contributed to the incident.
D. Performance. When a member is observed to be behaving in a manner causing
C-3
reasonable suspicion of drug and/or alcohol use, the supervisor may require a drug
and alcohol test. Whenever feasible, the impaired behavior should be observed and
corroborated by another supervisory member.
E. Arrest or Indictment. When a member has been arrested or indicted for conduct
involving alcohol abuse and/or illegal drug related activity on or off duty, the Fire
Chief may require drug/alcohol screening. The Fire Chief may also or instead of a
drug/alcohol screening, make a mandatory referral for an evaluation of the existence
of a substance abuse problem. If the certified substance abuse professional or other
licensed physician or psychologist acceptable to the Village and to the Union
indicates that a treatment program is recommended, that treatment program will be
viewed as mandatory in accordance with the existing language in the drug/alcohol
policy. If the evaluation indicates a treatment program is not necessary, the
treatment program would not be mandatory.
F. Status of Employee Following Order For Testing. When testing is ordered, the
employee will be removed from duty and placed on leave with pay pending the
receipt of results.
G. There shall be no across-the-board or random testing of employees except as
specifically provided for by Section 8 of this Article, or as otherwise mutually agreed
in writing by the parties.
Section 5 Testing Procedures. The test procedures outlined in this Section shall conform with the
NIDA Standards (National Institute on Drug Abuse) of the Federal Guidelines issued by the
forth in Title 48 of the C.F.R. effective 12-1-89. A copy of such procedures shall be
provided to the Union and employees upon request.
The Fire Chief shall ensure that the Department testing procedures established for the
collection of urine and blood specimens conform to such regulations and the testing of such
specimen is carried out at a designated NIDA -certified laboratory.
A. General Procedures:
C-4
Employees covered by a collective bargaining agreement are entitled to union representation;
a union representative shall accompany the employee to the collection site, provided such
representative is available and that securing such representative does not impede the process.
Collection Sites Collection services will be provided at a NIDA -certified lab.
For services needed when a NIDA lab is not open, collection services will be provided at a
NIDA -certified laboratory to be mutually agreed upon.
B. Chain -of -Custody: In all cases, strict chain -of -custody procedures will be followed:
1. Immediately after the specimen is obtained, the client and the doctor or nurse will
initial the confidence seal on the urine specimen.
2. Both parties will sign the laboratory chain -of -custody form, including the date and
time.
3. Labeled specimens will be placed in a locked refrigerator or laboratory container
located in the clinic. The NIDA lab staff member will sign and date the NIDA lab
log.
4. Lab courier will pick up specimens twice per weekday and once per weekend.
Courier and NIDA lab staff will sign the chain -of -custody form.
5. Specimens will be transported directly to the designated NIDA -certified laboratory
where they will be processed in a separate drug testing area accessible only to
authorized personnel.
6. Once in the lab, all personnel who handle the specimen must sign and date the
chain -of -custody form.
C. Scheduling:
1. "For cause/fitness for duty" and other non -routine collection of specimens for
testing will not require an appointment, but the individual must be accompanied by a
supervisor, who will present identification. In most cases, a NIDA -certified lab will
be notified by phone of a collection request "on the way".
2. Routine collection of specimens for testing will be done by appointment at least 24
hours in advance.
3. When collection is done at the Emergency Room, the Village will notify a NIDA -
C -5
certified lab on the next business day. At the hospital, the supervisor will present
identification and notice that this is a NIDA -client.
D. Results - Results will be forwarded by mail to the Director of Human Resources in a confidential
envelope. Generally, this means within 24-72 hours of specimen pick-up by the lab.
Results will not be released by phone when the call is initiated by someone outside
NIDA or the testing lab. The Director of Human Resources may request that NIDA
release the results by phone or in person only to them.
Written results are the property of the Village of Mount Prospect and will not be
released by NIDA or the laboratory to an employee/applicant without proper
authorization from the Village.
E. Collection Procedure
1. Client identity will be verified by driver's license or by the supervisor in the absence
of a picture I.D. Verification will be done by doctor or nurse.
2. Drug history/drug disclosure form will be completed by the client, and reviewed by
the doctor or nurse.
3. Consent form will be signed by client and witnessed.
4. The specimen will be obtained as follows:
- At the NIDA certified lab site, the collection will be unwitnessed: the client will
be fully unclothed, dressed in a hospital gown, wash their hands thoroughly,
including under and around the fingernails; and accompanied to the bathroom door.
The client will void in a bathroom with colored toilet water, taps shut off, and
devoid of soap or other materials which would be used to adulterate the specimen.
- At the Emergency Room site, if the specially -equipped bathroom is not available,
the test will be witnessed. A doctor and/or nurse will accompany the client to the
bathroom and will be physically present when the specimen is produced. Blood
alcohol specimen will be obtained by a nurse.
5. Blood alcohol specimen will be labeled with name, test date, time, and will be
initialed by the nurse or doctor and the client.
6. Urine specimen will be sealed in full view of the client and the confidence seal
C-6
placed over the top of the bottle.
7. The chain -of -custody process will be initiated, and specimens will be given an I.D.
number. The specimen will be labeled with that number, as is the chain -of -custody
form.
8. Copies of the chain -of -custody form will be sealed in a tamper -proof custody
envelope with the specimen. The envelope will be locked up in a metal box or
locked refrigerator.
9. "For cause" testing will also include a medical history and physical exam to gather
an understanding of any physical conditions, known or unknown of a client as well
as to provide a third party observation and assessment of the individual.
10. In connection with its testing program the Village shall engage the services of a
medical expert experienced in drug testing to design an appropriate questionnaire
to be filled out by any employee being tested to provide information of food or
medicine or other substance eaten or taken by or administered to the employee
which may affect the test results and to interview the employee in the event of
positive test results to determine if there is any innocent explanation for the
positive reading.
F. Laboratory Process
A NIDA -certified laboratory will be utilized for all drug/alcohol screening
processing. The laboratory will:
1. Use 7 drug panel of: amphetamines, barbiturates, benzodiazepines,
cocaine, cannabinoids (THC), opiates and phencyclidine, unless the specific
situation requires testing for another specific substance(s), plus alcohol
(ethyl).
2. Use the EMIT procedure as the initial screen, utilizing cutoff levels as
follows:
Marijuana metabolites 100 ng/ml
Cocaine metabolite 300 ng/ml
Benzoylecgonine
Opiate metabolite 300 ng/ml
C-7
Amphetamines
1000 ng/ml
Phencyclidine
25 ng/ml
Barbiturates
300 ng/ml
Benzodiazepines
300 ng/ml
3. Use Gas Chromatography/Mass Spectroscopy (GC/MS) as the
confirmatory method, utilizing cutoff levels as follows:
Marijuana metabolites
15 ng/ml
(Delta -9 -THC Carboxylic)
Cocaine metabolite
150 ng/ml
(Benzoylecgonine)
Opiate metabolites:
Morphine
300 ng/ml
Codienc
300 ng/ml
Amphetamines
500 ng/ml
Amphetamine or Metbampbetamine
Phencydidinc
25ng/ml
Barbiturates
200ng/ml
Benzodiazepines
50ng/ml
4. Freeze and retain all positive specimens for at least twelve (12) months after
testing
5. Use for alcohol (ethyl) a blood alcohol content level of .05 grams per 100
cubic centimeters.
G. Independent Testing
When an employee has been tested pursuant to the rules established herein and there are
confirmed positive results, the employee may request that a portion of the original
specimen be submitted for an independent test.
The employee shall be notified of their right to do so and request and complete the
independent test within ten (10) days of notice. The independent test shall be at the
employee's expense, shall use equivalent testing and chain -of -custody process used by the
Village. If such independent test yields a negative test result, the Village will consider those
results in its determination of further action.
H. Confidentiality of Test Results
The results of drug and alcohol tests will be disclosed to the person tested, the Fire
Chief, the Director of Human Resources, and such other officials as may be designated by
the Village Manager on a need -to -know basis consistent with the other provisions of this
Agreement, including treatment needs, diagnosis, use of the Employee Assistance Program
and investigation of disciplinary action. Test results will be disclosed to the designated
representative of the Union upon request. Test results will not be disclosed externally except
where the person tested consents or disclosure is permitted by law. Any member whose
drug/alcohol screen is confirmed positive, shall have an opportunity at the appropriate stage
of the disciplinary process to refute said results. A breach of confidentiality shall be
considered a serious act of misconduct and the Union may grieve and remedy violations
through the grievance procedure. Nothing in this provision shall be construed as waiving the
Union's statutory right to obtain information that may be relevant to collective bargaining or
the administration of grievances.
Section 6 Voluntary Request For Assistance
Employees are encouraged to voluntarily seek treatment, counseling and/or other support and
assistance for an alcohol or drug related problem. If such voluntary assistance is sought by the
employee before the employee commits rule violations connected with drug/alcohol abuse, and/or
before the employee is subjected to for cause testing under this policy, there shall be no adverse
employment action taken against an employee who voluntarily seeks assistance. When voluntary
assistance is requested under this policy, the employee may use the Village's Employee Assistance
Program to obtain referrals, treatment, counseling and other support and all such requests shall be
treated as confidential pursuant to the Village's normal procedures in the operation of its Employee
Assistance Program.
Section 7 Specif c Responsibilities
A. The Fire Chief or their designee will:
1. Identify those members where a drug/alcohol screen is required and inform the
Director of Human Resources of said status.
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2. When necessary, initiate a preliminary investigation to determine the validity of a
member's admission that they are presently taking prescribed drugs.
a. If the preliminary investigation reveals that the drugs have been legally
prescribed and are being consumed according to prescription directions,
no further investigation will ensue.
B. Command level personnel or the Fire Chief shall ensure that members have been
properly notified of the date and time of a drug/alcohol screen and that notification
has been properly documented.
C. The member subject to a drug/alcohol screen will:
1. Report on a date and time determined by the Department.
2. Furnish documentation relating to the use of any prescribed drugs, i.e.,
prescription bottle with prescription number, prescribing physician's
statement, etc.
3. Answer all pre -medical examination questions including the use of any/all
prescribed drugs and the name(s) of any prescribed drugs and the name(s)
of any prescribing physician(s).
4. Cooperate in the completion of all phases of the drug/alcohol screen in
accordance with the instructions of the examining physician or their designee.
5. Have in their possession their departmental identification card.
D. Any employee who is taking prescription medication that could affect perception,
judgment, memory, coordination or other necessary ability to perform one's duties shall
report such fact and the nature of the illness or condition requiring the medication to their
supervisor. Such information will be treated on a confidential basis.
Section 8 Disciplinary Action For Confirmed Positive Test Results.
A. First Positive. The first confirmed positive test result will be cause for disciplinary action
up to and including a five duty day disciplinary suspension. The employee must agree to the
following conditions: (1) the employee will be mandatorily referred to the Village's Employee
Assistance Program for evaluation, diagnosis and development of a treatment plan consistent with
generally accepted standards; and (2) the employee will be required to cooperate in the treatment
C-10
plan, undergo unannounced periodic drug and/or alcohol screening for a period of up to 12 months,
successfully complete the prescribed treatment, remain free of drug and alcohol use, and sign an
agreement consenting to said conditions. Failure to comply with these conditions of continued
employment shall be cause for discharge.
B. Second Positive - During Treatment If an employee has a first confirmed positive test
under the previous Paragraph A and enters a treatment program, and thereafter that employee has a
subsequent confirmed positive test result while the employee is in treatment, as a result of
unannounced periodic drug and/or alcohol screening, the employee shall receive a 30 shift day
disciplinary suspension and shall be required to continue in treatment and comply with the other
conditions of treatment set forth in the preceding paragraph, which 30 shift day disciplinary
suspension shall be final and binding on the Union and the employee and shall not be subject to the
grievance procedure. Any confirmed positive test thereafter, either periodic, unannounced or
reasonable suspicion, shall result in the employee's discharge, which shall be final and binding on
the Union and the employee and the penalty shall not be subject to the grievance procedure of the
collective bargaining agreement.
C. Second Positive - Reasonable Suspicion. An employee who has a first confirmed positive
test under Paragraph A of this Section 8 and who subsequently has a confirmed positive test under
the reasonable suspicion standard shall be discharged, which discharge shall be final and binding on
the Union and the employee and the penalty shall not be subject to the grievance procedure in the
collective bargaining agreement.
D. Employment Status. There is no requirement on the part of the Village to keep an
employee on active employment status who is receiving treatment under this Section if it is
appropriately determined (i.e., determination by an independent physician and/or appropriately
certified medical and/or psychological professional) that the employee's current use of alcohol or
drugs prevents such individual from performing their duties or whose continuance on active status
would constitute a direct threat to the property and safety of others. Such employee shall be afforded
the opportunity to use accumulated paid leave or take an unpaid leave pending treatment.
C-11
EXHIBIT "A"
ORDER TO SUBMIT TO DRUG AND ALCOHOL TESTING
Pursuant to its Substance Abuse/Testing Policy, the Village of Mount Prospect has determined that you are to
be tested for the presence of drugs or alcohol for the following reasons:
Date of this Order:
Date Test is to be administered
You are permitted to consult with a representative designated by the Union and to have that representative
present at the time the test is given, provided that such consultation does not result in undue delay of the test.
A refusal to submit to this test may subject you to discipline.
Taking this test shall not be construed as a waiver of any objection or rights that you may have.
During the period of this testing, you will be removed from duty and placed on leave with pay pending the
receipt of results.
You are permitted to have a blood sample taken and retained for testing should the initial test prove positive.
Do you wish to have blood drawn for this purpose? Initial one (1) of the following:
Yes No
May the test results be disclosed to the Union? Initial one of the following:
Yes No
Signature of Employee/Date Signature of Village Official(s)/Date
Union Signature(s)/Date
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Date of Request:
I,
inspect
copy
APPENDIX "D"
VILLAGE OF MOUNT PROSPECT
REQUEST TO INSPECT/COPY PERSONNEL FILE
(print name of employee)
(check all that apply)
records in my personnel file.
wish to:
Copies of records may be made at a duplicating cost of $O. per page.
Signature of Employee
You were granted access to your records on:
Additional time will be required to grant this request. You may inspect/copy
your personnel file on:
This inspection/copy request is denied because two prior requests during this
calendar year have already been granted to you.
Signature of Personnel Record Keeper
Date:
D-1
APPENDIX "E"
TRADE DAY FORM
MOUNT PROSPECT FIRE DEPARTMENT - REQUEST TO TRADE DAYS
Name
regular tour of duty on
Day of Week
Name of Proposed Replacement
Asks permission to be absent from their
Date
will be my replacement on the above date. They are capable of performing the duties assigned to
me. I understand that if my replacement does not appear for the traded tour of duty, I will be
docked pay for the missed time, including any overtime expense for any required hireback.
This trade will be repaid on:
Day of week
Requester's Signature
Date
Replacement's Signature
Company Officer's Signature Company Officer's Signature
Battalion Chief's Signature Battalion Chief's Signature
Trade denied by: Reason for denial:
GUIDELINES:
• Trade days that cause a hire back or any member to be paid acting officer pay will be denied or canceled.
• The Employee who is requesting the trade day may only trade shifts with an employee of the same rank and job description,
and who is capable of doing the same job requirements. Trades of time off days within the 28 day cycle should be approved
between ranks and job descriptions, providing they do not cause potential hirebacks or acting pay. Trades of vacation days
across the 28 day cycles should also not create a problem, but this must be within original vacation pick parameters and at
the discretion of the Battalion Chief. If the trade has the potential of a hireback or acting pay, the Battalion Chief has the
authority to deny the trade.
• The clerical responsibility of the "Trade Day Agreement" shall be that of the trade day requester. The requester shall be sure
the proper form is completed and it properly logged by a Battalion Chief, before the day of the trade.
• The employee who is provided relief on the day of the trade has the responsibility to ensure that whom they traded with will
show up. If for any reason the fill-in does not complete their requirements, the employee assigned to that shift shall be
docked that pay for being absent.
• All trade days between two members shall be completed within the same Mount Prospect Fire Department shift calendar year
unless the trade is initiated within the last three months of the calendar year (Oct 1 -Dec 31), if so the trade maybe paid back
within the first three months (Jan 1 -Mar 31) of the new calendar year. Any change to the original "Trade Day Agreement"
shall take the form of a memo and follow the proper chain of command.
• No three way trade days shall be allowed except for extenuating circumstances approved by the Fire Chief or designee by
0630 hours of the affected trade day.
E-1
• The Mount Prospect Fire Department shall not bear the responsibility for any trade days that are not honored, such as: due to
an injury where a firefighter cannot complete their part of the trade day agreement.
FAILURE TO PROVIDE RELIEF AFTER AGREEING TO WORK FOR ANOTHER EMPLOYEE MAY
RESULT IN THE LOSS OF THE OFFENDING EMPLOYEE'S TRADE DAY PRIVILEGES.
E-2
APPENDIX "F"
FIRE DEPARTMENT GRIEVANCE FORM
Grievance information (to be filled out by employee)
No.
All formal Grievances shall be filled not later than 28 calendar days from the date of the first
occurrence of the matter giving rise to the Grievance.
Employee Name
DUTY ASSIGNMENT: Station #
Badge # Rank
Shift
I submit the following Grievance which occurred or became known to me on:
As a violation of Agreement provision:
The facts pertaining to said Grievance are as follows:
I suggest the following correction (s) be made
Employee Signature
F-1
Date
Date
GRIEVANCE PROCEDURE STEPS
Step 1: Supervisor
Step 1 shall be initiated when the employee notifies their supervisor of a Grievance using this
Grievance form.
Notification Date:
Supervisor Signature: Date:
The supervisor shall meet with the employee within seven calendar days of the Notification
Date.
Meeting Date: Union notified of meeting date: Yes No
Result: Resolved, Unresolved, No Response, or No Meeting held
Comments:
Step 2: Grievance Committee
Step 2 shall be initiated when the employee presents the Union President or Vice President with
their Grievance Form for appeal to the Grievance Committee.
Notification Date:
The Grievance Committee shall have 14 calendar days to determine if the Grievance should be
processed further.
Grievance Committee recommends the Grievance proceed to the next step Yes No
If yes: Firefighter Grievances shall proceed to Step 3. Lieutenant Grievances shall
proceed to Step 4.
Grievance Committee Signature:
Date:
Comments:
F-2
Step 3: Battalion Chief
Step 3 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Battalion Chief.
Notification Date:
Battalion Chief's Signature: Dated:
Battalion Chief shall meet with the employee and/or Grievance Committee Representative with
seven calendar days of the Notification Date.
Meeting date:
Grievance Committee Representative present: _Yes No
After the meeting, the Grievance Committee shall have seven calendar days to decide if the wish
to appeal the Grievance to the Fire Chief and proceed to Step 4. During the seven day time
frame, the Battalion Chief shall attempt to resolve the Grievance.
Result: _Resolved _Unresolved No Response No Meeting Held
Comments:
Grievance Committee Signature:
F-3
dated:
Step 4: Fire Chief
Step 4 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Fire Chief.
Notification Date:
Fire Chief Signature:
Dated:
The Fire Chief may meet with the employee and Grievance Committee Representative, but shall
reply to the Grievance in writing within 7 calendar days of Notification Date.
Date Reply Received:
After receipt of the Fire Chief's written reply, the Grievance Committee shall have 14 calendar
days to decide if they wish to appeal the Grievance to the Village Manager and proceed to Step
5.
Result: _Resolved, or _Unresolved
Comments:
Grievance Committee Signature:
F-4
Date:
Step 5: Villaue Manager
Step 5 shall be initiated when the Grievance Committee submits a copy of the Grievance Form to
the Village Manager, or their designee.
Notification Date:
Village Manager's Signature:
Date:
The Village Manager, or their designee, shall investigate the facts and circumstances as they
deem necessary and shall reply to the Grievance in writing within 21 calendar days of the
Notification Date.
Date Reply Received:
After receipt of the Village Manager's written reply, the Grievance Committee shall have 15
business days to if they wish to submit the Grievance to arbitration and proceed to Step 6.
Result: _Resolved, or _Unresolved
Comments:
Grievance Committee Signature:
Step 6: Arbitration
dated:
Step 6 shall be initiated when the Grievance Committee notifies the Village Manager, in writing,
of their intention to submit the Grievance to arbitration.
Notification Date:
Village Manager's Signature:
Grievance Committee Signature:
Arbitrator selected (name):
Arbitrator's Ruling:
F-5
Date:
Date:
Date:
APPENDIX "G"
MAXIMUM OUT OF POCKET RATES
Exhibit DI - Health Insurance
Maximum Out of Pocket Rates - 2025 - 2027
2% 4%
Wage Range Single Family
$20,000
$29,999
$600
$1,200*
$30,000
$39,999
$800
$1,600
$40,000
$49,999
$1,000
$2,000
$50,000
$59,999
$1,200
$2,400
$60,000
$69,999
$1,400
$2,800
$70,000
$79,999
$1,600
$3,200
$80,000
$89,999
$1,800
$3,600
$90,000
$99,999
$2,000
$4,000
$100,000
$109,999
$2,200
$4,400
$110,000
$119,999
$2,400
$4,800
*PPO $500/$1500 Health Insurance Plan Family Maximum Out of Pocket is $1,500.
G-1
APPENDIX "H"
ELECTION TO ARBITRATE DISCIPLINARY ACTION
In accordance with Section 13.3 of the contract currently effective between the Village and
the Union, the undersigned Grievant, with the approval of the union, elects to appeal the disciplinary
action assessed against them to arbitration. In doing so, the undersigned understands that:
(1) Their grievance, unless otherwise settled, will be heard and determined by an
arbitrator selected in accordance with Step 6;
(2) The Grievant is waiving any and all rights to appeal of the decision by the Board
of Fire and Police Commissioners of the Village of Mount Prospect, provided by
to the Illinois Municipal Code 65 ILCS 5/10-2.1-17 and Administrative Review
Act, 735 ILCS 5/3-101, et seq. The decision by the arbitrator shall be final and
binding subject only to an appeal in accordance with the provisions of the
Uniform Arbitration Act as provided by §8 of the IPLRA, 5 ILCS 315/8.
APPEAL TO ARBITRATION APPROVED:
EMPLOYEE
DATE:
H-1
PRESIDENT, LOCAL 4119 IAFF
DATE:
APPENDIX " I"
OUTSIDE EMPLOYMENT REQUEST
am requesting approval for outside employment with the below -name
(Print Name)
organization:
Organization
Type of Industry
Job Title
Supervisor
Salary — Hourly Rate/Annual Income
Employment Status (F/T or P/T)
Days of the week to be worked
Hours to be worked per day
Address of Business
Phone Number
I am aware of the fact that approval will be based on the fact that said employment will not interfere
with my effectiveness, physical well-being, or be in conflict of interest with my current position with
the Village of Mount Prospect.
Employee Signature Date
Director Approval Date
Village Manager Approval Date
I-1
APPENDIX "J"
(50 ILCS 742/) Fire Department Promotion Act.
(50 ILCS 742/1)
Sec. 1. Short title. This Act may be cited as the Fire Department Promotion Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/5)
Sec. 5. Definitions. In this Act:
"Affected department" or "department" means a full-time municipal fire department that is subject
to a collective bargaining agreement or the fire department operated by a full-time fire protection
district. The terms do not include fire departments operated by the State, a university, or a
municipality with a population over 1,000,000 or any unit of local government other than a
municipality or fire protection district. The terms also do not include a combined department that
was providing both police and firefighting services on January 1, 2002.
"Appointing authority" means the Board of Fire and Police Commissioners, Board of Fire
Commissioners, Civil Service Commissioners, Superintendent or Department Head, Fire Protection
District Board of Trustees, or other entity having the authority to administer and grant promotions in
an affected department.
"Promotion" means any appointment or advancement to a rank within the affected department (1)
for which an examination was required before January 1, 2002; (2) that is included within a
bargaining unit; or (3) that is the next rank immediately above the highest rank included within a
bargaining unit, provided such rank is not the only rank between the Fire Chief and the highest rank
included within the bargaining unit, or is a rank otherwise excepted under item (i), (ii), (iii), (iv), or
(v) of this definition. "Promotion" does not include appointments (i) that are for fewer than 180 days;
(ii) to the positions of Superintendent, Chief, or other chief executive officer; (iii) to an exclusively
administrative or executive rank for which an examination is not required; (iv) to a rank that was
exempted by a home rule municipality prior to January 1, 2002, provided that after the effective date
of this Act no home rule municipality may exempt any future or existing ranks from the provisions
of this Act; or (v) to an administrative rank immediately below the Superintendent, Chief, or other
chief executive officer of an affected department, provided such rank shall not be held by more than
2 persons and there is a promoted rank immediately below it. Notwithstanding the exceptions to the
definition of "promotion" set forth in items (i), (ii), (iii), (iv), and (v) of this definition, promotions
shall include any appointments to ranks covered by the terms of a collective bargaining agreement in
effect on the effective date of this Act.
"Preliminary promotion list" means the rank order of eligible candidates established in accordance
with subsection (b) of Section 20 prior to applicable veteran's preference points. A person on the
preliminary promotion list who is eligible for veteran's preference under the laws and agreements
applicable to the appointing authority may file a written application for that preference within 10
days after the initial posting of the preliminary promotion list. The preference shall be calculated in
accordance with Section 55 and applied as an addition to the person's total point score on the
examination. The appointing authority shall make adjustments to the preliminary promotion list
based on any veteran's preference claimed and the final adjusted promotion list shall then be posted
by the appointing authority.
"Rank" means any position within the chain of command of a fire department to which employees
are regularly assigned to perform duties related to providing fire suppression, fire prevention, or
emergency services.
J-1
"Final adjusted promotion list" means the promotion list for the position that is in effect on the
date the position is created or the vacancy occurs. If there is no final adjusted promotion list in effect
for that position on that date, or if all persons on the current final adjusted promotion list for that
position refuse the promotion, the affected department shall not make a permanent promotion until a
new final adjusted promotion list has been prepared in accordance with this Act, but may make a
temporary appointment to fill the vacancy. Temporary appointments shall not exceed 180 days.
Each component of the promotional test shall be scored on a scale of 100 points. The component
scores shall then be reduced by the weighting factor assigned to the component on the test and the
scores of all components shall be added to produce a total score based on a scale of 100 points.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/10)
Sec. 10. Applicability.
(a) This Act shall apply to all positions in an affected department, except those specifically
excluded in items (i), (ii), (iii), (iv), and (v) of the definition of "promotion" in Section 5 unless such
positions are covered by a collective bargaining agreement in force on the effective date of this Act.
Existing promotion lists shall continue to be valid until their expiration dates, or up to a maximum of
3 years after the effective date of this Act.
(b) Notwithstanding any statute, ordinance, rule, or other laws to the contrary, all promotions in an
affected department to which this Act applies shall be administered in the manner provided for in
this Act. Provisions of the Illinois Municipal Code, the Fire Protection District Act, municipal
ordinances, or rules adopted pursuant to such authority and other laws relating to promotions in
affected departments shall continue to apply to the extent they are compatible with this Act, but in
the event of conflict between this Act and any other law, this Act shall control.
(c) A home rule or non -home rule municipality may not administer its fire department promotion
process in a manner that is inconsistent with this Act. This Section is a limitation under subsection
(i) of Section 6 of Article VII of the Illinois Constitution on the concurrent exercise by home rule
units of the powers and functions exercised by the State.
(d) This Act is intended to serve as a minimum standard and shall be construed to authorize and
not to limit:
(1) An appointing authority from establishing different or supplemental promotional criteria or
components, provided that the criteria are job-related and applied uniformly.
(2) The right of an exclusive bargaining representative to require an employer to negotiate
clauses within a collective bargaining agreement relating to conditions, criteria, or procedures for the
promotion of employees to ranks, as defined in Section 5, covered by this Act.
(3) The negotiation by an employer and an exclusive bargaining representative of provisions
within a collective bargaining agreement to achieve affirmative action objectives, provided that such
clauses are consistent with applicable law.
(e) Local authorities and exclusive bargaining agents affected by this Act may agree to waive one
or more of its provisions and bargain on the contents of those provisions, provided that any such
waivers shall be considered permissive subjects of bargaining.
(Source: P.A. 93-411, eff. 8-4-03; 94-809, eff. 5-26-06.)
(50 ILCS 742/15)
Sec. 15. Promotion process.
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(a) For the purpose of granting promotion to any rank to which this Act applies, the appointing
authority shall from time to time, as necessary, administer a promotion process in accordance with
this Act.
(b) Eligibility requirements to participate in the promotional process may include a minimum
requirement as to the length of employment, education, training, and certification in subjects and
skills related to fire fighting. After the effective date of this Act, any such eligibility requirements
shall be published at least one year prior to the date of the beginning of the promotional process and
all members of the affected department shall be given an equal opportunity to meet those eligibility
requirements.
(c) All aspects of the promotion process shall be equally accessible to all eligible employees of the
department. Every component of the testing and evaluation procedures shall be published to all
eligible candidates when the announcement of promotional testing is made. The scores for each
component of the testing and evaluation procedures shall be disclosed to each candidate as soon as
practicable after the component is completed.
(d) The appointing authority shall provide a separate promotional examination for each rank that
is filled by promotion. All examinations for promotion shall be competitive among the members of
the next lower rank who meet the established eligibility requirements and desire to submit
themselves to examination. The appointing authority may employ consultants to design and
administer promotion examinations or may adopt any job-related examinations or study materials
that may become available, so long as they comply with the requirements of this Act.
(Source: P.A. 93-411, ef£ 8-4-03.)
(50 ILCS 742/20)
Sec. 20. Promotion lists.
(a) For the purpose of granting a promotion to any rank to which this Act applies, the appointing
authority shall from time to time, as necessary, prepare a preliminary promotion list in accordance
with this Act. The preliminary promotion list shall be distributed, posted, or otherwise made
conveniently available by the appointing authority to all members of the department.
(b) A person's position on the preliminary promotion list shall be determined by a combination of
factors which may include any of the following: (i) the person's score on the written examination for
that rank, determined in accordance with Section 35; (ii) the person's seniority within the
department, determined in accordance with Section 40; (iii) the person's ascertained merit,
determined in accordance with Section 45; and (iv) the person's score on the subjective evaluation,
determined in accordance with Section 50. Candidates shall be ranked on the list in rank order based
on the highest to the lowest total points scored on all of the components of the test. Promotional
components, as defined herein, shall be determined and administered in accordance with the
referenced Section, unless otherwise modified or agreed to as provided by paragraph (1) or (2) of
subsection (d) of Section 10. The use of physical criteria, including but not limited to fitness testing,
agility testing, and medical evaluations, is specifically barred from the promotion process.
(c) A person on the preliminary promotion list who is eligible for a veteran's preference under the
laws and agreements applicable to the department may file a written application for that preference
within 10 days after the initial posting of the preliminary promotion list. The preference shall be
calculated as provided under Section 55 and added to the total score achieved by the candidate on the
test. The appointing authority shall then make adjustments to the rank order of the preliminary
promotion list based on any veteran's preferences awarded. The final adjusted promotion list shall
then be distributed, posted, or otherwise made conveniently available by the appointing authority to
all members of the department.
J-3
(d) Whenever a promotional rank is created or becomes vacant due to resignation, discharge,
promotion, death, or the granting of a disability or retirement pension, or any other cause, the
appointing authority shall appoint to that position the person with the highest ranking on the final
promotion list for that rank, except that the appointing authority shall have the right to pass over that
person and appoint the next highest ranked person on the list if the appointing authority has reason to
conclude that the highest ranking person has demonstrated substantial shortcomings in work
performance or has engaged in misconduct affecting the person's ability to perform the duties of the
promoted rank since the posting of the promotion list. If the highest ranking person is passed over,
the appointing authority shall document its reasons for its decision to select the next highest ranking
person on the list. Unless the reasons for passing over the highest ranking person are not remediable,
no person who is the highest ranking person on the list at the time of the vacancy shall be passed
over more than once. Any dispute as to the selection of the first or second highest-ranking person
shall be subject to resolution in accordance with any grievance procedure in effect covering the
employee.
A vacancy shall be deemed to occur in a position on the date upon which the position is vacated,
and on that same date, a vacancy shall occur in all ranks inferior to that rank, provided that the
position or positions continue to be funded and authorized by the corporate authorities. If a vacated
position is not filled due to a lack of funding or authorization and is subsequently reinstated, the final
promotion list shall be continued in effect until all positions vacated have been filled or for a period
up to 5 years beginning from the date on which the position was vacated. In such event, the
candidate or candidates who would have otherwise been promoted when the vacancy originally
occurred shall be promoted.
Any candidate may refuse a promotion once without losing his or her position on the final
adjusted promotion list. Any candidate who refuses promotion a second time shall be removed from
the final adjusted promotion list, provided that such action shall not prejudice a person's
opportunities to participate in future promotion examinations.
(e) A final adjusted promotion list shall remain valid and unaltered for a period of not less than 2
nor more than 3 years after the date of the initial posting. Integrated lists are prohibited and when a
list expires it shall be void, except as provided in subsection (d) of this Section. If a promotion list is
not in effect, a successor list shall be prepared and distributed within 180 days after a vacancy, as
defined in subsection (d) of this Section.
(f) This Section 20 does not apply to the initial hiring list.
(Source: P.A. 95-956, eff. 8-29-08.)
(50 ILCS 742/25)
Sec. 25. Monitoring.
(a) All aspects of the promotion process, including without limitation the administration, scoring,
and posting of scores for the written examination and subjective evaluation and the determination
and posting of seniority and ascertained merit scores, shall be subject to monitoring and review in
accordance with this Section and Sections 30 and 50.
(b) Two impartial persons who are not members of the affected department shall be selected to act
as observers by the exclusive bargaining agent. The appointing authorities may also select 2
additional impartial observers.
(c) The observers monitoring the promotion process are authorized to be present and observe
when any component of the test is administered or scored. Except as otherwise agreed to in a
collective bargaining agreement, observers may not interfere with the promotion process, but shall
promptly report any observed or suspected violation of the requirements of this Act or an applicable
collective bargaining agreement to the appointing authority and all other affected parties.
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(d) The provisions of this Section do not apply to the extent that they are inconsistent with
provisions otherwise agreed to in a collective bargaining agreement.
(Source: P.A. 93-411, ef£ 8-4-03.)
(50 ILCS 742/30)
Sec. 30. Promotion examination components. Promotion examinations that include components
consisting of written examinations, seniority points, ascertained merit, or subjective evaluations shall
be administered as provided in Sections 35, 40, 45 and 50. The weight, if any, that is given to any
component included in a test may be set at the discretion of the appointing authority provided that
such weight shall be subject to modification by the terms of any collective bargaining agreement in
effect on the effective date of this Act or thereafter by negotiations between the employer and an
exclusive bargaining representative. If the appointing authority establishes a minimum passing score,
such score shall be announced prior to the date of the promotion process and it must be an aggregate
of all components of the testing process. All candidates shall be allowed to participate in all
components of the testing process irrespective of their score on any one component. The provisions
of this Section do not apply to the extent that they are inconsistent with provisions otherwise agreed
to in a collective bargaining agreement.
(Source: P.A. 93-411, ef£ 8-4-03.)
(50 ILCS 742/35)
Sec. 35. Written examinations.
(a) The appointing authority may not condition eligibility to take the written examination on the
candidate's score on any of the previous components of the examination. The written examination
for a particular rank shall consist of matters relating to the duties regularly performed by persons
holding that rank within the department. The examination shall be based only on the contents of
written materials that the appointing authority has identified and made readily available to potential
examinees at least 90 days before the examination is administered. The test questions and material
must be pertinent to the particular rank for which the examination is being given. The written
examination shall be administered after the determination and posting of the seniority list,
ascertained merit points, and subjective evaluation scores. The written examination shall be
administered, the test materials opened, and the results scored and tabulated.
(b) Written examinations shall be graded at the examination site on the day of the examination
immediately upon completion of the test in front of the observers if such observers are appointed
under Section 25, or if the tests are graded offsite by a bona fide testing agency, the observers shall
witness the sealing and the shipping of the tests for grading and the subsequent opening of the scores
upon the return from the testing agency. Every examinee shall have the right (i) to obtain his or her
score on the examination on the day of the examination or upon the day of its return from the testing
agency (or the appointing authority shall require the testing agency to mail the individual scores to
any address submitted by the candidates on the day of the examination); and (ii) to review the
answers to the examination that the examiners consider correct. The appointing authority may hold a
review session after the examination for the purpose of gathering feedback on the examination from
the candidates. The review sessions shall be at no cost to the candidates.
(c) Sample written examinations may be examined by the appointing authority and members of
the department, but no person in the department or the appointing authority (including the Chief,
Civil Service Commissioners, Board of Fire and Police Commissioners, Board of Fire
Commissioners, or Fire Protection District Board of Trustees and other appointed or elected
officials) may see or examine the specific questions on the actual written examination before the
examination is administered. If a sample examination is used, actual test questions shall not be
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included. It is a violation of this Act for any member of the department or the appointing authority to
obtain or divulge foreknowledge of the contents of the written examination before it is administered.
(d) Each department shall maintain reading and study materials for its current written examination
and the reading list for the last 2 written examinations or for a period of 5 years, whichever is less,
for each rank and shall make these materials available and accessible at each duty station.
(e) The provisions of this Section do not apply to the extent that they are in conflict with
provisions otherwise agreed to in a collective bargaining agreement.
(Source: P.A. 97-352, ef£ 8-12-11.)
(50 ILCS 742/40)
Sec. 40. Seniority points.
(a) Seniority points shall be based only upon service with the affected department and shall be
calculated as of the date of the written examination. The weight of this component and its
computation shall be determined by the appointing authority or through a collective bargaining
agreement.
(b) A seniority list shall be posted before the written examination is given and before the
preliminary promotion list is compiled. The seniority list shall include the seniority date, any breaks
in service, the total number of eligible years, and the number of seniority points.
(Source: P.A. 93-411, ef£ 8-4-03.)
(50 ILCS 742/45)
Sec. 45. Ascertained merit.
(a) The promotion test may include points for ascertained merit. Ascertained merit points may be
awarded for education, training, and certification in subjects and skills related to the fire service. The
basis for granting ascertained merit points, after the effective date of this Act, shall be published at
least one year prior to the date ascertained merit points are awarded and all persons eligible to
compete for promotion shall be given an equal opportunity to obtain ascertained merit points unless
otherwise agreed to in a collective bargaining agreement.
(b) Total points awarded for ascertained merit shall be posted before the written examination is
administered and before the promotion list is compiled.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/50)
Sec. 50. Subjective evaluation.
(a) A promotion test may include subjective evaluation components. Subjective evaluations may
include an oral interview, tactical evaluation, performance evaluation, or other component based on
subjective evaluation of the examinee. The methods used for subjective evaluations may include
using any employee assessment centers, evaluation systems, chiefs points, or other methods.
(b) Any subjective component shall be identified to all candidates prior to its application, be job-
related, and be applied uniformly to all candidates. Every examinee shall have the right to
documentation of his or her score on the subjective component upon the completion of the subjective
examination component or its application. A designated representative of the contracting union party
shall be notified and be entitled to be present to monitor any preliminary meeting between certified
assessors or representatives of a testing agency and representatives of the appointing authority held
prior to the administration of the test to candidates for promotion.
(c) Where chiefs points or other subjective methods are employed that are not amenable to
monitoring, monitors shall not be required, but any disputes as to the results of such methods shall
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be subject to resolution in accordance with any collectively bargained grievance procedure in effect
at the time of the test.
(d) Where performance evaluations are used as a basis for promotions, they shall be given
annually and made readily available to each candidate for review and they shall include any
disagreement or documentation the employee provides to refute or contest the evaluation. These
annual evaluations are not subject to grievance procedures, unless used for points in the promotion
process.
(e) Total points awarded for subjective components shall be posted before the written examination
is administered and before the promotion list is compiled.
(f) Persons selected to grade candidates for promotion during an assessment center process shall
be impartial professionals who have undergone training to be certified assessors. The training and
certification requirements shall, at a minimum, provide that, to obtain and maintain certification,
assessors shall complete a course of basic training, subscribe to a code of ethical conduct, complete
continuing education, and satisfy minimum activity levels.
(g) The standards for certification shall be established by a Joint Labor and Management
Committee (JLMC) composed of 4 members: 2 designated by a statewide association whose
membership is predominantly fire chiefs representing management interests of the Illinois fire
service, and 2 designated by a statewide labor organization that is a representative of sworn or
commissioned firefighters in Illinois. Members may serve terms of one year subject to
reappointment.
For the purposes of this Section, the term "statewide labor organization" has the meaning ascribed
to it in Section 10-3-12 of the Illinois Municipal Code.
In developing certification standards the JLMC may seek the advice and counsel of professionals
and experts and may appoint an advisory committee.
The JLMC may charge reasonable fees that are related to the costs of administering authorized
programs and conducting classes, including without limitation the costs of monitoring programs and
classes, to the following: (i) applicants for certifications or recerti fi cations, (ii) recipients of
certifications or recertifications, and (iii) individuals and entities approved by the JLMC to conduct
programs or classes.
The JLMC's initial certification standards shall be submitted to the Office of the State Fire
Marshal by January 1, 2009. The JLMC may provisionally certify persons who have prior
experience as assessors on promotional examinations in the fire service. Effective January 1, 2010
only those persons who meet the certification standards developed by the JLMC and submitted to the
Office of the State Fire Marshal may be selected to grade candidates on a subjective component of a
promotional examination conducted under the authority of this Act; provided this requirement shall
be waived for persons employed or appointed by the jurisdiction administering the examination.
The JLMC shall annually:
(1) issue public notice offering persons who are interested in qualifying as certified assessors
the opportunity to enroll in training; and
(2) submit to the Office of the State Fire Marshal an amended list of persons who remain
certified, are newly certified, or who are no longer certified.
(h) The Office of the State Fire Marshal shall support the program by adopting certification
standards based on those submitted by the JLMC and by establishing a roster of certified assessors
composed of persons certified by the JLMC.
If the parties have not agreed to contract with a particular testing company to provide certified
assessors, either party may request the Office to provide the names of certified assessors. Within 7
days after receiving a request from either party for a list of certified assessors, the Office shall select
at random from the roster of certified assessors a panel numbering not less than 2 times the number
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of assessors required. The parties shall augment the number by a factor of 50% by designating
assessors who may serve as alternates to the primary assessors.
The parties shall select assessors from the list or lists provided by the Office or from the panel
obtained by the testing company as provided above. Within 7 days following the receipt of the list,
the parties shall notify the Office of the assessors they have selected. Unless the parties agree on an
alternate selection procedure, they shall alternatively strike names from the list provided by the
Office until only the number of required assessors remain. A coin toss shall determine which party
strikes the first name. If the parties fail to notify the Office in a timely manner of their selection of
assessors, the Office shall appoint the assessors required from the roster of certified assessors. In the
event an assessor is not able to participate in the assessment center process for which they were
selected, either of the parties involved in the promotion process may request that additional names of
certified assessors be provided by the Office.
(Source: P.A. 97-174, eff. 7-22-11.)
(50 ILCS 742/55)
Sec. 55. Veterans' preference. A person on a preliminary promotion list who is eligible for
veteran's preference under any law or agreement applicable to an affected department may file a
written application for that preference within 10 days after the initial posting of the preliminary
promotion list. The veteran's preference shall be calculated as provided in the applicable law and
added to the applicant's total score on the preliminary promotion list. Any person who has received a
promotion from a promotion list on which his or her position was adjusted for veteran's preference,
under this Act or any other law, shall not be eligible for any subsequent veteran's preference under
this Act.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/60)
Sec. 60. Right to review. Any affected person or party who believes that an error has been made
with respect to eligibility to take an examination, examination result, placement or position on a
promotion list, or veteran's preference shall be entitled to a review of the matter by the appointing
authority or as otherwise provided by law.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/65)
Sec. 65. Violations.
(a) A person who knowingly divulges or receives test questions or answers before a written
examination, or otherwise knowingly violates or subverts any requirement of this Act commits a
violation of this Act and may be subject to charges for official misconduct.
(b) A person who is the knowing recipient of test information in advance of the examination shall
be disqualified from the promotion examination or demoted from the rank to which they were
promoted, as applicable and otherwise subjected to disciplinary actions.
(Source: P.A. 93-411, eff. 8-4-03.)
(50 ILCS 742/900)
Sec. 900. (Amendatory provisions; text omitted).
(Source: P.A. 93-411, eff. 8-4-03; text omitted.)
(50 ILCS 742/999)
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Sec. 999. Effective date. This Act takes effect upon becoming law.
(Source: P.A. 93-411, ef£ 8-4-03.)
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Purpose:
Scope:
APPENDIX "K"
MOUNT PROSPECT FIRE DEPARTMENT
STANDARD OPERATIONS GUIDELINES
Personal Time
SOG 1102 — 05/21R
To explain the intention of and process for requesting/utilizing personal time.
These guidelines apply to all Fire Department personnel.
Guidelines:
Administration and Fire Prevention Bureau Personnel:
Administration and Fire Prevention Bureau personnel shall refer to the Village's
Employee Handbook (Section V — Compensation and Benefits) for guidelines regarding
the use and accrual of personal time.
24 -Hour Shift Personnel:
All 24-hour shift personnel shall accrue forty-eight (48) hours of personal time available
for use each calendar year. Personal time shall not be carried over from one calendar
year to the next. Therefore, at the end of each calendar year any unused personal time
shall be converted to sick leave time.
The following guidelines shall govern the use of personal time by all 24-hour shift
personnel:
Employees who need to take personal time off from work shall attempt to
notify the on -duty Shift Commander prior to the start of their scheduled shift,
and no later than 0630. If, due to unanticipated circumstances, the request
cannot be submitted prior to 0630 the Shift Commander will approve the time
off but these requests will be subject to review by the Deputy Chief and any
abuse of the Personal Time policy will be subject to disciplinary action. Provided,
however, if an employee calls in after the start of the shift (0800) to utilize
additional time -off benefits, time -off will only be granted to complete the
remainder of the scheduled shift.
2. Requests for personal time shall be submitted no earlier than 30 days prior to
the requested date of use. Requests received within the 30 day period shall be
on a first come, first served basis.
3. Personal time shall be a minimum of one hour and must be taken in full hour
increments. The number of hours requested will be recorded as the number of
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hours used (i.e. an employee cannot request eight hours and then only use two
hours).
4. Requests for Personal Time shall not be denied except in the case of a declared
Village wide emergency.
5. No requests for personal time will be accepted after the Chief has authorized
the hiring back of personnel to provide additional staffing for extraordinary
threats to the safety and security of the Village and/or fire department
personnel.
6. During an employee's approved absence, they will not be entitled to extra pay
for any reason. For example, an employee taking personal time will not receive
callback pay if they come in for a callback.
7. If an employee returns to duty after having taken personal time, they must
report to work in the same manner as they normally would at the beginning of
their shift.
Attachments: None
Forms: None
Exhibits: Village of Mount Prospect Employee Handbook
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RESOLUTION NO. -25
A RESOLUTION TO APPROVE A COLLECTIVE BARGAINING AGREEMENT BETWEEN THE VILLAGE OF MOUNT
PROSPECT, ILLINOIS AND THE MOUNT PROSPECT FIRE UNION, LOCAL 4119,
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, AFL-CIO
(TERM OF JANUARY 1, 2025 THROUGH DECEMBER 31, 2027)
WHEREAS, the duly authorized representatives of the Village of Mount Prospect in good faith have negotiated a three-
year collective bargaining agreement ("Agreement") with the Mount Prospect Fire Union, Local 4119 International
Association of Fire Fighters concerning wages, hours, terms, and other conditions of employment for the term January 1,
2025 through December 31, 2027; and
WHEREAS, the agreement has been lawfully and properly ratified by the membership of the Mount Prospect Fire Union,
Local 4119 International Association of Fire Fighters; and
WHEREAS, the corporate authorities of the Village of Mount Prospect determined that it was in the best interests of the
Village of Mount Prospect to authorize the "Agreement" between the Village of Mount Prospect and the Mount Prospect
Fire Union, Local 4119 International Association of Fire Fighters and made part of this resolution as Exhibit "A".
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND BOARD OF TRUSTEES OF THE VILLAGE OF MOUNT
PROSPECT, COOK COUNTY, ILLINOIS:
SECTION ONE: That the Mayor and Board of Trustees of the Village of Mount Prospect, Cook County, Illinois, have
reviewed and approved the "Agreement' between the Village of Mount Prospect and the Mount Prospect Fire Union, Local
4119 International Association of Fire Fighters attached as Exhibit "A" and made part of this Resolution.
SECTION TWO: The Village Clerk shall transmit a certified copy of this Resolution to the President of the Mount
Prospect Fire Union, Local 4119 International Association of Fire Fighters.
SECTION THREE: That this Resolution shall be in full force and effect from and after its passage and approval in the
manner provided by the law.
AYES
NAYS
ABSENT:
PASSED and APPROVED this _ day of February, 2025
Paul Wm. Hoefert
Mayor
ATTEST:
Karen M. Agoranos
Village Clerk