HomeMy WebLinkAboutResolution #3241
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RESOLUTION NO. 3241
A RESOLUTION APPROVING AN AGREEMENT BETWEEN THE CITY OF CANTON AND THE
CITY OF CANTON POLICE. DEPARTMENT AND AUTHORIZING AND DIRECTING THE
MAYOR AND CITY CLERK TO EXECUTE SAID AGREEMENT ON BEHALF OF THE CITY
OF CANTON, ILLINOIS.
WHEREAS, the City of Canton, Illinois has entered into
negotiations with Council 31 on behalf of the City of Canton Police
Department, Local No. 759, American Federation of State, County and
Municipal Employees, relative to the establishment of rates of pay,
hours of work and other conditions of employment; and,
WHEREAS, the City Council of the City of Canton, Illinois has
reviewed the terms of the proposed agreement, a copy of which is
attached hereto and made a part hereof as Exhibit A; and,
WHEREAS, the City Council of the City of Canton, Illinois has
determined that it is necessary and in the best interest of the City
of Canton to approve said agreement.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
CANTON, Fulton County, Illinois as follows:
1. That the Agreement between the City of Canton and Council 31
on behalf of the City of Canton Police Department, Local No. 759,
American Federation of State, County and Municipal Employees, which is
attached hereto and made a part hereof as Exhibit A, is hereby
approved, said agreement to be subject to and effective pursuant to
the terms and conditions set forth therein.
2. That the Mayor and City Clerk of the City of Canton, Illinois
are hereby authorized and directed to execute and deliver said
agreement on behalf of the City of Canton.
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3. That the city agrees to pickup the pension contributions of
the police department commissioned officers in accordance with state
statutes and Internal Revenue Code Section 414(h) all to be
retroactive to May 1, 1994 along with employee contributions to health
insurance premiums.
4. That the Resolution shall be in full force and effect
immediately upon its passage by the City Council of the City of
Canton, Fulton County, Illinois and approval by the Mayor thereof.
PASSED by the City Council of the City of Canton, Fulton County,
Illinois, at a regular meeting this 21st day of
upon a roll call vote as follows:
JtnZe , 19 9 4
AYES: Aldermen Coay, Molleck, Phillips, Sarff, May.
NAYS: fie,
ABSENT: Aldern~en Meade, Bohler, Cxiap:nan.
APP"RAVED:.., ~~
Wald dwards, Mayor
ATTEST:
an y White City Clerk
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AGREEMENT NO. 500
THIS AGREEMENT MADE AND ENTERED INTO BY THE CITY OF CANTON AND THE
CITY OF CANTON POLICE DEPARTMENT, LOCAL NO. 759, AMERICAN
FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES.
WITNESSETH:
DIVISION 1. PURPOSE AND DEFINITION OF TERMS
This Agreement has as its purpose the promotion of
harmonious relations between the City of Canton and Local No. 759;
the establishment of an equitable and peaceful procedure for the
resolution of differences; and the establishment of rates of pay,
hours of work and other conditions of employment.
1.1 Definition of Terms.
For the purposes of clarification, various terms
used in this contract are defined as follows:
1.1.1 "Commissioned Officer" shall mean an employee of the
City's Police Department who is appointed to the department by the
City's Fire and Police Commission and who is subject to the said
Commission's disciplinary powers.
1.1.2 "Civilian Employee" shall mean a full time employee
of the City's Police Department who is not appointed to the
Department by the City's Fire and Police Commission and is not
subject to said Commission's disciplinary action.
1.1.3 "Employee" shall mean a full time employee of the
City's Police Department who is a member in good standing of Local
No. 759, American Federation of State, County and Municipal
Employees, or, who is a nonmember paying dues thereto pursuant to
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Section 2.4 of this Agreement.
1.1.4 "Employer" shall mean the City of Canton and may be
referred to as City.
1.1.5 "Fiscal year" shall mean the fiscal year of the City
of Canton which is the period of May 1st through April 30th.
1.1.6 "Hourly rate" shall mean the annual salary divided
by 2,080 hours.
1.1.7 "Probationary employee" shall mean any newly hired
or rehired full time employee of the Police Department who has been
hired or rehired for less than twelve (12) consecutive calendar
months.
1.1.8 "Union" shall mean the American Federation of State,
County and Municipal Employees, Local No. 759 and Council 31.
DIVISION 2. RECOGNITION
2.1 Bargaining Agent.
The Employer recognizes the American Federation of
State, County and Municipal Employees as the sole, exclusive
bargaining agent for the purpose of establishing salaries, wages,
hours and other conditions of employment for employees of the
Police Department, both commissioned officers and other civilian
employees excluding secretaries, civilian administrative assistant,
Chief and all others excluded by Statute.
2.2 Probation Period.
The employment of any employee of the Police
Department shall be followed by a twelve (12) month probationary
period. Such probationary period shall be considered a period of
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test or trial for the commissioned officer and the Employer, during
which time such employees may be discharged by the Employer without
cause. Nothing herein shall be construed, as to the commissioned
officers, to be other than in conformity with the Illinois Fire and
Police Commission Act (I11. Comp. Stat. 65 ILCS 5/10-2.1-1 et
sequi).
2.3 Non-Appointive Personnel.
After the probationary period, civilian employees
may only be discharged for cause upon majority approval by the City
Council.
DIVISION 3. HOURS OF WORK.
3.1 Regular Hours.
Except as otherwise provided, the regular hours of
work each day shall be consecutive except that they may be
interrupted by a lunch period.
3.2 Work Shift.
Except as otherwise provided, eight (8) consecutive
hours of work shall constitute a work shift. All employees shall
be scheduled to work on a regular work shift, and each work shift
shall have a regular starting and quitting time.
3.3 Workweek.
Except as otherwise provided, the workweek shall
consist of five (5) consecutive eight (8) hour days.
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3.4 Work Schedule.
Work schedules showing the employees' workdays and
hours shall be posted on a Department bulletin board at all times.
3.5 Shift Designation.
Except as otherwise provided, the 7 A.M. to 3 P.M.
shall be considered the first shift; the 3 P.M. to 11 P.M. shall be
considered the second shift; and the 11 P.M. to 7 A.M, shift shall
be considered the third shift of each day.
3.6 Reservation of Rights.
With respect to this Division 3, Employer reserves
unto itself the exclusive right to unilaterally set regular hours,
work shifts, workweeks, shift designations and all matters
ancillary or relating thereto as the Employer's requirements or
public safety may seem to require. To the extent not inconsistent
therewith, Employer shall use its best efforts to comply with the
optimum regular hours, work shifts, workweeks, and shift
designations set forth in this Division 3.
DIVISION 4. WAGES.
4.1 Schedule.
Employees shall be compensated as provided in the
Wage and Longevity Schedule, which is attached hereto and made a
part hereof.
4.2 Pay Period.
The salaries and wages of employees shall be paid
weekly on every Friday, or the preceding Thursday, if Friday falls
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on a holiday. Payroll to include hours worked through the
preceding Saturday.
4.3 L.E.A.D.S. Supervisor.
The Employer will agree to pay effective 5/01/94,
$.25 per hour, effective 5/01/95, $.25 per hour, and effective
5/01/96, $.30 per hour in addition to the base pay for Dispatchers
provided for in the Wage and Longevity Schedule.
4.4 Longevity.
Employee will be moved from step to step upon
accrual of the required years of service unless the employee
qualifies for and is placed in Step A. Employees who meet the
following requirements shall qualify for and be placed in Step A:
(a) Eligible employees are those who have accrued
at least twenty (20) years of service.
(b) Eligible employees may exercise an option to
be placed in longevity Step A by notifying the
Chief of such election in writing on or before
the 15th day of any calendar month prior to a
month in which they have accrued the required
year of service specified in (a) above.
(c) Upon receipt of notice from an eligible
employee, the Employer shall place the
employee in Step A and adjust his/her salary
accordingly effective the first day of the
month immediately following the month in which
notice from the employee was received.
(d) Employees placed in Step A shall be entitled
to receive the salary provided in such step
for a maximum period of thirty (30) days. If
employee is still in service after thirty (30)
days he/she shall revert permanently to
previous step.
There is a twelve (12) month window period of
eligibility associated with Step A. This window begins when a
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commissioned officer reaches the age of fifty (50) and has the
required twenty (20) years of service with the Canton Police
Department. For commissioned officers who already meet these
requirements, the window starts on the day of ,
1994.
On the expiration date of this Agreement, no further
step to step movement shall occur until a new Agreement is signed.
DIVISION 5. VACATION.
Each employee hired prior to May 1, 1994, shall be
eligible for the following vacation. Vacation will be paid at the
rate it was earned. After one (1) full year of service, an
employee shall accumulate two (2) full calendar weeks (not to
exceed ten (10) working days) vacation leave with pay. Employees
shall be granted additional vacation leave on the employment
anniversary date when each of the following periods have been
attained: Employees, after three (3) years of continuous service,
shall be granted an additional calendar week of vacation (not to
exceed five (5) working days) each year. Employees after ten (10)
years of continuous service shall be granted an additional calendar
week of vacation (not to exceed five (5) working days) each year.
Employees, after fifteen (15) years of continuous service shall be
granted an additional calendar week of vacation (not to exceed five
(5) working days) per year.
1 year but less than 3 years - 2 weeks vacation
3 years but less than 10 years - 3 weeks vacation
10 years but less than 15 years - 4 weeks vacation
15 years or over - 5 weeks vacation
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Employees who are hired after May 1, 1994, shall
accumulate vacation based upon the following schedule payable at
the same rate as provided for hereinabove:
1 year but less than 3 years - 2 weeks vacation
3 years but less than 10 years - 3 weeks vacation
Over 10 years - 4 weeks vacation
Vacations will be scheduled to meet the operating
requirements of the City with preference given to the employee with
seniority whenever possible.
5.1 Accumulation of Vacation Time.
Vacation time shall be used during the anniversary
year of the employee during which an employee becomes entitled
thereto, unless the Police Chief makes a written request during
such anniversary year for extension to the office of the Mayor who
shall approve or disapprove same. When vacations cannot be granted
during the anniversary year, pay in lieu thereof may be given, if
mutually agreeable.
5.2 Vacation Rights in Case of Layoff or Separation.
Any employee who is discharged, retired, or
separated from the service of the Employer for any reason, prior to
using vacation time due, shall be compensated in cash for the
unused vacation accumulated at the time of separation.
DIVISION 6. HOLIDAYS.
6.1 Days Designated.
The following days are holidays with pay for all
employees: New Year's Day (1 January), President's Day (3rd Monday
in February), Good Friday, Independence Day (4 July), Thanksgiving
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Day (4th Thursday in November), Memorial Day (last Monday in May),
Labor Day (1st Monday in September), Christmas Day (25 December),
and, Veterans Day (11 November).
6.2 Holiday Pay.
Each employee shall receive and be paid a "holiday"
consisting of eight (8) hours of regular pay applicable to each
person, provided, however, that such employee works the day before
and the day after the holiday, or has a scheduled day off, or an
excused absence the day before or after the holiday and provided
further, that such employee shall be and remain employed by the
City both before and after applicable holiday.
6.3 Holidays Worked.
An employee's workday shall be determined by the day
on which his shift begins. Should the employee's shift begin on a
holiday designated in Section 6.1, and such a day is part of the
employee's regular work week, such employee shall receive and be
paid the holiday pay set forth in Section 6.2 in addition to eight
(8) hours at the rate of double time, making thereby a total
entitlement for such holiday worked of eight (8) hours at the rate
of triple time. The Code Enforcement Officer and Traffic Safety
Officer not essential to immediate public safety may be given the
day off rather than granted the holiday. If any of the above are
called into work on the designated holiday, the employee will be
paid holiday pay for actual hours worked in accordance with Section
9.2 of this contract. If the TASK Officer works on a holiday, we
celebrate, then he will work with the TASK force. The Chief may
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schedule the detectives to work holidays. Nine (9) holidays will
be paid to the employees assigned to the Detective Unit.
Scheduling of the nine (9) holidays will be subject to the request
of the employee with a recommendation made by their supervisor and
approval of the Chief.
6.4 Holiday Falling on Vacation or Regular Day Off.
If a holiday occurs during a vacation, employees
will receive an extra days' vacation or holiday pay „ at the
employee's discretion. If the holiday occurs on a regularly
scheduled day off, the employee will receive eight (8) hours
additional pay at the straight time rate.
DIVISION 7. SICK AND PERSONAL DAYS.
7.1 Computation of Sick1Personal Days - Probationary.
Computation of sick/personal days for employees
shall be computed with reference to the fiscal year of the City.
After sixty (60) days of service, an employee shall earn one-half
(1/2) day of personal leave and one-half (1/2) day of sick leave
for each month worked during the current fiscal year. Personal
days may only be used when requested and approved by the Chief of
Police.
7.2 Computation of Sick/Personal Days -
Non Probationary Employees
All non-probationary employees shall begin each
fiscal year eligible for ten (10 ) workdays of which five ( 5 ) may be
used as personal days when requested and approved in advance by the
Chief of Police and five (5) may be used as sick days.
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7.3 Illness of Employee.
Use of sick leave shall only be used for injury off
duty, illness or exposure to contagious disease. Employee shall be
governed by the following requirements in order to be eligible for
pay during such sick leave. Employee must:
(a) Report promptly the reason for
absence to the on-duty shift
commander or Chief of Police.
(b) Keep the Chief of Police informed of
employee's condition if the absence
is more than three (3) consecutive
days duration.
(c) The Chief may require an affidavit
or doctor's excuse if there is
reasonable suspicion of abuse of
sick leave.
7.4 Pay In Lieu of Personal Daxs.
Should an employee not use all or any of the five
(5) personal days, the employee shall be paid in lieu thereof for
each unused day. Personal days may be held over to the next fiscal
year by first obtaining written consent of the Chief of Police and
of the Mayor prior to the start of the next fiscal year.
7.5 Accrual of Personal Days.
Personal days shall not survive beyond the fiscal
year of accrual unless first approved in writing by the Chief of
Police and the Mayor during the fiscal year of accrual.
7.6 Accrual of Sick Davs.
Should any or all of the five (5) sick days not be
used by the employee during the fiscal year, all unused days shall
be accrued. Employee may accrue up to a total of sixty (60) days.
Payment for up to thirty (30) accumulated days shall be made upon
termination of employment.
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7.7 Call In for Emergency Duty.
In the event that an employee is called for
emergency duty on any such day, the employee shall be paid for such
emergency duty at a straight time rate.
DIVISION 8. LEAVE
8.1 Disability Leave.
If a employee becomes sick or injured off-the-job
and is temporarily disabled from performing his duty, the employe
shall be eligible to receive disability benefits under the City's
Loss of Time Insurance Policy. Notwithstanding anything herein to
the contrary, any employee who is on an unpaid leave of absence for
more than thirty (30), or worker's compensation for more than
forty-five (45) working days (Monday through Friday excluding
holidays), shall not be paid nor shall they accrue any vacation,
holidays, personal days, stress days or any other paid leave unless
the employee had it accrued prior to the leave of absence, or
unless otherwise provided for by law.
8.2 Job Related Disability.
Any police officer injured while performing assigned
tasks, shall be eligible for injury leave in compliance with
Section 1 of the Public Employee Disability Act and any non-
commissioned employee injured while performing assigned tasks
during the course of employment shall be eligible for worker's
compensation under applicable State Statutes as they may be
approved and amended from time to time by the Governor. The
employee shall be responsible for causing periodic reports to be
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submitted by the attending physician to the City Clerk, on forms
prescribed by the Employer.
8.3 Military Leave.
Employees shall be granted such leave in accordance
with the provisions of 65 ILCS 5/10-2.1-23 and 2.1-24.
8.4 Bereavement.
Each employee shall be granted up to three (3)
calendar days of bereavement leave when a death occurs in the
employee's immediate family. (Immediate family shall include:
spouse, children, mother, father, brother, sister, current mother-
in-law, current father-in-law, grandparents, grandchildren, step
relatives, and legal guardian). Additional vacation time ~r other
accrued leave time may be taken with approval of the Chief.
Bereavement leave shall be with pay for any regular scheduled
workdays.
8.5 Miscellaneous Leave Policies.
The Chief of Police has the authority to approve
other leaves of absence without pay. Such leaves of absence shall
be requested by the employee, approved by the Chief of Police, and
reported to the Office of the Mayor. Other leaves of absence with
pay shall be authorized by the Mayor upon recommendation of the
Chief of Police. Action by the Mayor may be secured upon
submission of an approved request from the Chief of Police. No
employee may be absent without the permission of the Chief of
Police.
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8.6 Family Medical Leave Act.
All leaves for medical reasons as the same may be
defined under the Family and Medical Leave Act of 1993, as amended,
shall be as prescribed by said Act.
DIVISION 9. SPECIAL PAY PROVISIONS.
9.1 Court Time.
Court time shall be paid at the regular hourly rate
for all hours outside the employee's regular shift. Employees
required to appear in Court other than in Canton shall be paid a
four (4) hour minimum for the time they are required to be in court
and a two ( 2 ) hour minimum for the time they are required to appear
in City Court in Canton. Employees shall be paid a two (2) hour
minimum for other activities which are court related.
9.2 Overtime.
Except as otherwise provided, employees required to
work in excess of eight (8) hours per day shall be paid at the rate
of one and one half (1 1/2 ) times for all hours worked in excess of
forty-five (45) minutes beyond the employee's regularly scheduled
eight (8) hour shift with a minimum of one (1) hour. Employees
called in for additional duty shall also be paid at one and one
half (1 1/2) times the regular rate, with a four (4) hour minimum.
Call in time on a holiday will be paid at double time, with a four
(4) hour minimum.
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9.3 Call In for Breathalyzer Test.
Employees called in to administer a breathalyzer
test shall be paid at one and one half (1 1/2) times the regular
rate with a two (2) hour minimum.
9.4 Call In from Vacation.
Employees called in while on vacation shall be paid
at the rate of double time for all hours worked with a minimum of
four (4) hours.
9.5 Temporary Rank Pay.
When a commissioned officer is assigned to temporary
rank of acting Chief of Police, by the Chief of Police, or Mayor,
or, in writing, such commissioned officer shall be granted
temporary acting Chief of Police with pay in the amount of twenty
dollars ($20.00) per week during the period of such assignment. No
assignment shall be for a period of less than one (1) full work
week (five (5) working days).
When a commissioned officer is assigned to a
temporary rank higher than the permanent rank of the employee,
other than acting Chief of Police, by the Chief of Police, or
Mayor, such employee shall be granted temporary rank pay of ten
dollars ($10.00) per week during the time period of such
assignment. No assignment shall be for a period of less than one
(1) full work week (five (5) working days).
9.6 Night Bonus.
Employees who work a regular eight (8) hour night
shift as part of their regular work week, shall receive and be paid
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a night bonus of five percent (50) added to the basic hourly wage
for each hour worked. For the purpose of this Section, the term
"night shift" shall mean any eight (8) hour period between the
hours of 3:00 P.M. and 7:00 A.M. the day thereafter.
Commissioned officers assigned to Detectives and
Drug Task Force, subject to call-out status shall receive a sum
equal to the night bonus provided for herein, added to their base
salary. All such assignments are directed by the Chief of Police.
9.7 Compensatory Time Off
Compensatory time of f may be given when the employee
has agreed to work in excess of the employee's regular shift for
compensatory time. Compensatory time off shall be calculated at
the rate of one and one half (1 1/2) times the hours actually
worked and may be accrued up to eighty (80) hours. The employee
may use these hours under the same rules that govern personal days .
Should the employee not use his accrued hours by the end of the
fiscal year of accrual, employee shall be paid in lieu of the
accrued hours. Employee may request the survival of said hours
beyond the fiscal year of accrual by written request to the Chief
of Police and the Mayor during the fiscal year of accrual.
9.8 Overtime Rotation.
Overtime work shall be rotated among all employees
within the Department so far as is practical. An overtime list
shall be posted and maintained up to date by the Chief of Police.
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9.9 Trainina.
Any employee authorized to attend a training school
shall be paid for time incident thereto at his regular hourly rate.
DIVISION 10. CLOTHING ALLOWANCE.
10.1 Annual Payment.
All employees shall be paid an annual clothing
allowance of $550.00 for regulation Policemen's clothing as
approved by the City Council. The payment of this amount shall be
made on the first pay day in May or as soon thereafter as
practical.
10.2 Civilian Employees.
Civilian employees, except the Code Enforcement
Officer and Traffic Safety Officer, required to be in uniforms
shall be paid an annual clothing allowance of $275.00 for
regulations clothing as provided for by the City Council. The Code
Enforcement Officer and Traffic Safety Officer required to be in
uniform shall be paid an annual clothing allowance of $400.00 for
regulation clothing as approved by the City Council. The payment
of this amount shall be made on the first day in May of each year,
or as soon thereafter as practical.
10.3 Probationary Employees Payment.
A probationary employee shall be paid the clothing
allowance at the time of his employment.
10.4 Probationary Employee/Reimbursement/Termination.
In the event of the termination of a probationary
employee, for any reason whatsoever, such employee shall reimburse
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to the Employer for clothing allowance paid as follows: one-half
shall be retained by the employee. The remaining one-half shall be
reimbursed to the Employer in that percentage amount which the
remainder of the probationary year existing at the time of
termination bears to the full twelve (12) month probationary
period.
10.5 Non-Probationary Employee,/Reimbursement~Termination.
In the event of the termination for any reason,
except retirement, of a non-probationary employee, such employee
shall reimburse the Employer on account of clothing allowance paid
as follows: Such employee shall reimburse the Employer clothing
allowance paid in the current fiscal year of the employee's
termination that percentage amount of the clothing allowance paid
in such fiscal year which the remainder of such fiscal year
existing at the time of termination bears to the whole of such
fiscal year.
10.6 Reimbursement Deduction.
In every instance, the reimbursement hereinabove due
shall be deducted from such money amounts which may be yet due and
payable from and by the Employer.
10.7 Equipment Furnished.
The City shall furnish all commissioned officers
with a sidearm, riot baton, flashlight, hat badge, breast badge,
rain coat and ballistic vest. The City further agrees that
replacement of same shall be made by the City when the Chief of
Police deems necessary.
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DIVISION 11. MEAL PERIOD.
All employees shall be granted a thirty (30) minute
lunch period during each work shift. Whenever possible, the lunch
period shall be scheduled at the middle of each shift, provided,
however, that the same shall never interfere with assigned or
emergency duties.
DIVISION 12. EMPLOYEE'S INSURANCE.
12.1 Payment.
Effective May 1, 1994, and May 1, 1995, the employee
shall pay 1.2~ of said employee's base pay, and effective May 1,
1996, shall pay 1.5~ of the employee's base pay, to be deducted
from pay in fifty-two (52) weekly equal payments. The Employer
shall pay the balance of all the total insurance premiums including
the cost of health and dental insurance coverage, for the employee
officer and their dependents.
12.2 Coverage.
The amount of the insurance coverage shall be at
least as much as the coverage in force at the signing of this
Agreement. Term life insurance for a dependent child over six (6)
months of age shall be $10,000.00, and term life insurance for
employee shall be $20,000.00. Disability pay shall be two-thirds
(2/3) of the employee's normal paycheck. Should the City decide
that a change in insurance companies is beneficial, the proposed
new coverage shall be submitted to the Union for its information
and review.
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12.3 Employee Deductible.
Prior to payment of claims by or on behalf of the
Employer in any given calendar year for any given employee, (to
include payments for employees' dependents), that employees shall
first be required to pay the first $100.00 aggregate amount of any
such claim(s) for a employee without dependents; or, $200.00
aggregate for an employee with dependents.
Effective May 1, 1995, the deductible will be
$250.00 for employee, and $500.00 for employee with dependents.
12.4 Insurance Committee.
A Joint Health Insurance committee shall be formed
and be comprised of the following persons who accept invitations to
participate:
1. A Representative of City Council
2. A Representative of I.A.F.F. Local 1897
3. A Representative of A.F.S.C.M.E. Local 1372
4. A Representative of A.F.S.C.M.E. Local 759
5. A Representative of Non-Represented Employees
6. A Representative of Management
7. A Park District Rep resentative
8. A Parlin Ingerso ll Representative
This committee shall be empowered to research and analyze
the existing coverage and benefits, as well as, available plans to
recommend possible changes to and/or additions to the existing
plan. the committee shall only make recommendations to modify the
existing plan with a 2/3 majority vote of the committee. No
recommended change shall substantially change the benefit levels
and coverage of the existing plan. Also this committee will be
empowered to hear complaints on insurance payments. The City shall
have the final authority on any recommended changes or appeals on
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payments. Changes already agreed upon by the parties are listed on
Exhibit A attached hereto.
DIVISION 13. RETIREMENT INSURANCE.
13.0 Life Insurance and Retirement Insurance.
The insurance coverage for retired employees shall
consist of the overall group plan of hospital, health, dental and
life insurance coverage. The amount of life insurance shall be
$20,000.00 prior to age 65 or retirement, at which time it shall be
reduced to $10,000.00. Provided, however, that if the amount of
Life Insurance provided to any other City employees or retirees of
any other department is increased above $20,000.00 and $10,000.00
respectively, during the term of this Agreement, employees covered
by this Agreement or retirees, as the case may be, shall receive
insurance coverage at least equivalent to that provided by the City
to any other City employee or retiree.
13.1 Retired Employees - Before May 1, 1994.
For employees who have retired before May 1, 1994,
and who have twenty (20) years of service and who have reached
fifty (50) years of age, or who have twenty-five (25) years of
service regardless of age, the Employer shall pay the full amount
of the applicable insurance premium. Premium payment shall be for
the retiree, retiree's spouse, and dependent children. Retired
employees who become reemployed where insurance coverage is
provided by the new employee shall be excluded from this provision.
Upon attaining his age of sixty-five (65) years, or such other age
as Congress may subsequently determine, this coverage shall
06.09.9{/LDGEDG/NP/FILES/C1INTONPOL/ ~ 0
. .
terminate and the retired employee shall make application to
Medicare or to its successor program. The retired employee shall
have the option of purchasing Medicare supplement insurance at his
expense through the City's group insurance carrier, if available.
13.2 Retired Employees - After May 1, 1994.
Employees who retire after May 1, 1994, and who have
twenty (20) years of service and who have reached fifty (50) years
of age, or who have twenty-five (25) years of service, regardless
of age and have become entitled to a pension under the provisions
of the Policemen's Pension Fund, shall pay a premium of 1.2$ of
annual pension and effective 5/01/96 - 1.5~ (to be paid in twelve
(12) equal monthly payments). Premium payments shall be for the
retiree, retirees spouse, and dependent children. Retired
employees who become reemployed where insurance coverage is
provided by the new Employer shall be excluded from this provision.
Upon attaining his age of sixty-five (65) years, or such other age
as Congress may subsequently determine, this coverage shall
terminate and the retired employee shall make application to
Medicare or to its successor program. The retired employee shall
have the option of purchasing Medicare supplement insurance at his
expense through the City's group insurance carrier, if available.
13.3 Disabled Employee and Spouse and
Dependents of Deceased Commissioned
Officer.
A permanently disabled employee and the surviving
spouse and dependent children of a deceased employee shall
participate in the City's insurance plan, but only to the extent
06.09.96/LDGEDG/NP/FILES/CANTONPOL/ 2 1
specifically provided in the last four (4) sentences of Section
13.1 above. This Section shall apply only to spouses of
disabled/deceased employees who are lawfully married to such
employees at the time of the disability/death occurs.
13.4 Employees with Early Retirement.
Employees entitled to payment of insurance premiums
under the above provision, shall be subject to the following
limitation: If such employee chooses to retire under such
conditions that retirement benefits are reduced on account of early
retirement under provisions of the Illinois Municipal Retirement
Program, or Illinois Police Pension Fund, as applicable, then the
amount of insurance premium paid by the Employer will be likewise
proportionately reduced, EXCEPTING HOWEVER, the Employer shall pay
the entire amount of the applicable premium of such insurance if
the employee has reached the age of 55 years, and has twenty (20)
years of service, and who retires eligible to receive retirement
benefits under the provisions of the Illinois Municipal Employees
Retirement Provisions.
DIVISION 14. TRAVEL ALLOWANCE.
When an employee is authorized or required to drive
a personal car for purposes related to employment, the employee
shall be compensated therefore at the rate of twenty-eight cents
($.28) per mile for each mile necessarily traveled.
DIVISION 15. STRESS DAY.
All commissioned officers shall receive one Sunday
off per calendar month with pay as a stress day. However, it is
06.09.9{/LDGEDG/YPP/PILES/CANTONPOL/ 2 2
recognized that such officer is subject to emergency call in
without additional pay. With the prior consent of the Police
Chief, an officer's normal workweek may, from time to time, be
modified to accommodate the stress day.
DIVISION 16. EMPLOYEE TELEPHONE REQUIRED.
Employee shall be required to have a telephone in
their residence and shall keep the Chief of Police advised, in
writing, of such phone number and of any changes thereto.
DIVISION 17. POLICE SHIFT OPENING.
17.1 New Position Openings.
When an opening on a shift is created by retirement,
resignation, or discharge of an employee, such opening will be
conspicuously posted on the bulletin board at Police Headquarters
for a period of seven (7) days. During this period, qualified
employees who are interested in said opening shall make known their
interest, in writing, to the Chief of Police. The Chief of Police
shall give due consideration to the most senior employee making
such request when filling said position.
17.2 Secondary Position Openings.
Secondary positions that may become open due to the
previous stated policy shall likewise be posted for a period of
three days.
DIVISION 18. DUTIES OF POLICE EMPLOYEES.
The duties of all employees shall be in accordance
with the State Statute, City Ordinances or resolutions, job
06.09.94/LDGEDG/NP/FILES/CANTONPOL/ 2
description, or, local custom, as the same may be promulgated from
time to time.
DIVISION 19. MONTHLY DEPARTMENTAL MEETINGS.
Routine Departmental meetings of all employees may
be called on a monthly basis for the purpose of receiving and
disseminating necessary information.
19.1 Payment .
Meetings shall be with pay, at straight time, for a
minimum of one (1) hour.
19.2 Schedule.
The Chief of Police shall notify all employees of
the Department meeting at least one (1) week in advance.
19.3 Other Meetinas.
No provision of this Section shall be construed to
prohibit the calling of a Departmental meeting as may be necessary.
Time spent in such meetings shall be considered hours worked, with
a one (1) hour minimum, if the employee is not on duty.
DIVISION 20. SETTLEMENT OF GRIEVANCES.
20.1 Purpose.
Amicable settlement of grievances between Employer
and employee is recognized in principle and with the intention that
the same shall be applied in practice to the fullest extent
possible.
20.2 Method.
Grievances shall first be referred to the Police
Chief , in writing, within ten (10 ) calendar days of the date on
06.09.94/LDGEDG/NP/FILES/C1121TONPOL/ 2 4
which the employee knew or should have known of the event giving
rise to the grievance. The Police Chief shall respond in writing
to each such grievance within seven (7) calendar days following
receipt of the written grievance. If the grievance thereafter
subsists, it shall be referred in writing to the standing Committee
on Grievance, Negotiations and Personnel within seven (7) calendar
days after the response by the Police Chief is made. The Committee
shall thereafter meet with the aggrieved policemen and his
representative, if any, within fourteen (14) calendar days of
submission of his written grievance to the Committee. Following
such meeting, the Committee shall make its written answer within
fourteen (14) calendar days following such meeting. However, by
mutual assent, this latter fourteen (14 ) day period may be extended
by an instrument in writing signed both by the aggrieved employee
or his representative and by the Chairman of the Committee, or by
the Chairman pro tem. If the grievance yet remains, it shall,
within seven (7) calendar days of the committee's written answer,
be submitted to the Mayor in writing. The Mayor shall make written
answer within seven (7) calendar days of receipt of the written
grievance.
20.3 Arbitration.
If, after the foregoing grievance process has been
fully completed, the grievance yet subsists, either party may
invoke binding arbitration within seven (7) calendar days of the
Mayor's written answer by giving written notice of referral to the
other party.
06.09.96/LDGEDG/NP/FILES/CANTONPOL/ 2
20.4 Authority of Arbitrator.
The authority of the arbitrator is specifically
limited to the interpretation of the terms of this Agreement. The
arbitrator shall consider and decide only the specific issue
submitted to him in writing by the City and the Union, and shall
have no authority to make a decision on any other issue not so
submitted. The arbitrator shall have no right to amend, modify,
nullify, ignore, add to, or subtract from the provisions of this
Agreement. The arbitrator shall be without power to make decisions
contrary to or inconsistent with any applicable ordinance,
resolution law or statute. The arbitrator shall make his decision
strictly in accordance with the rules of evidence applicable to the
Circuit Courts in Illinois as set forth in Section 17.10, shall
determine the rights of the parties according to law, shall make
full and complete findings of act and his award shall be based upon
the preponderance of competent evidence. The arbitrator may refer
questions of law to the Fulton County Circuit Clerk (Ninth Judicial
Circuit) for determination.
This Section relating to binding grievance
arbitration shall not be interpreted to in any way constitute a
delegation of any power or jurisdiction from the Police and Fire
Commission to the arbitration process. Nor, shall this Section be
construed to be a delegation to the arbitrator of authority to
determine matters relating to the establishment of wages, hours of
employment, or working conditions.
06.09.9{/I.DOEDG/NF/FZLS9/C1INTONPOL/ 2 6
M
20.5 Application of Evidence Rules.
The rules of evidence applicable to the Circuit
Courts in Illinois shall be applied to arbitration proceedings
hereunder as they are customarily applied in other administrative
hearing proceedings in the State of Illinois.
20.6 Make Up of Arbitrator.
The arbitrator shall be composed of three (3)
persons who shall be picked in the following manner: Each of the
Employer and the Union shall submit separate lists of twelve (12)
persons each. Names shall be stricken from the respective lists by
the other party with the Union striking the first name. The last
remaining name on each list shall be named as members of the
arbitration panel. Those two (2) arbitration panel members shall
then agree upon a third, impartial panel member to complete the
make up of the arbitration panel. A majority vote of the
arbitration panel shall determine the issue(s). An abstention or
refusal to vote by a panel member shall be construed to be an "Aye"
vote.
20.7 Court ReporterfCost of Arbitration.
A qualified court reporter shall be present at all
arbitration hearings and shall make a full and complete record
thereof. The parties to the arbitration hearing shall equally
share the costs of such court reporter. Any party requesting a
transcript of the hearing shall bear the cost thereof except that,
if both parties request a transcript, they shall equally share the
total cost thereof.
06.09.94/LDGEDG/fiP/FILES/CANTONPOL/ 2 7
20.8 Interest or Negotiation Impasse Arbitration.
Nothing in this Agreement shall ever be interpreted
to mean that the parties hereto have in any way hereby agreed to
"interest" or "negotiation impasse" arbitration. This binding
arbitration procedure is intended to provide a means of finally
resolving disputes or differences of opinion as to the
interpretation of this Agreement.
20.9 Effect of Arbitration.
Subject to the appeal procedure hereinafter set
forth, the decision of the arbitrator shall be final.
20.10 Appeal.
Any party may appeal the decision of the arbitrator
to any Court of competent jurisdiction. Implementation of the
arbitrator's decision shall be automatically stayed pending the
resolution of any such appeal.
20.11 Grounds for Appeal.
Grounds for appeal shall be those which existed at
common law, which the parties hereby agree were: Fraud,
corruption, evident partiality, that the arbitrator exceeded his
authority, irregularities in the proceedings which deprive a party
of a fair and impartial hearing, gross errors of law or fact, plain
mistake of law, and mistake of law (which the parties agree does
not have to be shown on the face of the award). Other grounds for
appeal shall be where: The award was procured by corruption, fraud
or other undue means; there was evident partiality by an arbitrator
appointed as a neutral or corruption in any one of the arbitrators
06.09.9L/LDGHDG/NP/FILES/CaNTONPOL/ 2
or misconduct prejudicing the rights of any party; the arbitrator
exceeded his power, the arbitrator refused to postpone the hearing
upon sufficient cause being shown therefore or refused to hear
evidence material to the controversy or otherwise so conduct the
hearing as to substantially prejudice the rights of a party.
20.12 Time for Appeal.
All appeals shall be filed within thirty (30)
days of the party's receipt of the arbitrator's written, final
decision. Receipt of the final, written decision shall be presumed
thirty-five (35) days after the date of the decision.
20.13 Limitations.
Should the Union fail to follow the limitation
periods provided for herein, the same shall be treated as a
withdrawn grievance. Should the Employer fail to follow the
limitation periods provided for herein, then it shall automatically
advance to the next step.
DIVISION 21. CHECK OFF SYSTEN AND UNION SECURITY.
21.1 Deductions.
The Employer agrees to deduct from the pay of those
employees who individually request it any or all of the following:
(a) Union membership dues, assessment, or fees;
(b) Union sponsored benefit programs; and
(c) P.E.O.P.L.E. contributions.
Request for any of the above shall be made on a form
agreed to by the parties.
06.09.94/LDGEDG/6YP/FZLE9/CANTONPOL/ 2
Upon receipt of an appropriate written authorization
from an employee, such authorized deductions shall be made in
accordance with law. The aggregate deductions of all employees and
a list of their names, addresses and social security numbers shall
be remitted semi-monthly to the Union at the address designated in
writing to the Employer by the Union. The Union shall advise the
Employer of any increase in dues or other approved deductions in
writing at least fifteen (15) days prior to its effective date.
All employees covered by this Agreement who have
signed Union dues checkoff cards for AFSCME prior to the effective
date of this Agreement, or who signed such cards after such date
shall not be allowed to cancel such dues deduction within the term
of this Agreement.
21.2 Availability of Cards.
The Employer shall make available Union deduction
cards to employees. Such cards shall be supplied by the Union.
21.3 Fair Share Deductions.
Employees covered by this Agreement who are not
members of the Union paying dues by voluntary payroll deduction
shall be required to pay in lieu of dues, their proportionate fair
share of the costs of the collective bargaining process, contract
administration and the pursuance of matters affecting wages, hours
and conditions of employment in accordance with the applicable
Labor Relations Act. The fair share payment, as certified by the
Union, shall be deducted by the Employer from the earnings of the
non-member employees. The aggregate deductions of the employees
06.09.96/LDGEDG/NP/FILES/CANTONPOL/ 3 0
and a list of their names, addresses and social security numbers
shall be remitted semi-monthly to the Union at the address
designated in writing to the Employer by the Union. The Union
shall advise the Employer of any increase in fair share fees in
writing at least fifteen (15) days prior to its effective date.
The amount constituting each non-member employee's share shall not
exceed dues uniformly required to Union members.
21.4 Religious Exemption.
Should any employee be unable to pay their
contribution to the Union based upon bona fide religious tenets or
teachings of a church or religious body of which such employee is
a member, such amount equal to their fair sharer shall be paid to
anon-religious charitable organization mutually agreed upon by the
employee affected and the Union. If the Union and the employee are
unable to agree on the matter, such payments shall be made to a
charitable organization from an approved list of charitable
organizations. The employee will on a monthly basis furnish a
written receipt to the Union that such payment has been made.
21.5 Notice and A,pbeal.
The Union agrees to provide notices and appeal
procedures to employees in accordance with applicable law.
21.6 Indemnification.
The Union shall indemnify, defend, and hold the
Employer harmless against any claim, demand, suit or liability
arising from any action taken by the Employer in complying with
this Division 21, or, any portion thereof.
06.09.96/LDGEDG/NP/FILES/C)~tiTONPOL/ ~ 1
DIVISION 22. ACCRUAL AND FORFEITURE OF SENIORITY.
All employees shall be given seniority beginning
with the date of employment with the Department. Months of layoff
do not count toward seniority. Temporary full time employees shall
be allowed credit for seniority for continuous past months service
if hired on a permanent basis without a lapse in employment.
Seniority shall be forfeited for any of the
following reasons:
(a) Employee resigns; and
(b) Employee is discharged for cause.
DIVISION 23. LAYOFFS.
23.1 Notice to be Given.
Any commissioned officer or civilian employee may be
laid off for lack of work or funds without reflection on the
commissioned officer's or civilian employee's standing. At least
two ( 2 ) weeks notice of the effective date of a layoff shall be
given each employee affected thereby.
23.2 Order to be Followed When Laying Off.
Commissioned officers shall be laid off in
conformity with the Illinois Fire and Police Commission Act. (65
ILCS 5/10-2.1-1 et seq.) Layoffs of commissioned officers to
accomplish a reduction in the Department rank structure shall be by
seniority in rank. Layoffs of commissioned officers to reduce the
size of the Department shall be by overall seniority in the
Department. Or, a combination of the foregoing may be utilized,
06.09.94/LDGEDG/NP/FILS9/CI~I7TONPOL/ 3 2
,.
as, for example, in a reduction of both Department size and rank
structure.
Civilian employees shall be laid off by reference to
overall Departmental seniority within the class of departmental
civilian employees. Civilian employees of greater overall
seniority may be laid off before less senior employees are laid
off.
23.3 Order to be Followed in Call Back.
Recall of commissioned officers shall be in
conformity with the requirements of the Fire and Police Commission
Act (65 ILCS 5/10 2.1-1 et seq.), that is to say, by inverse order
of layoff.
Civilian employees shall be recalled by the inverse
order of layoff within the class of civilian employees.
Commissioned officers laid off at a later date may
be recalled before civilian employees laid off at an earlier date.
DIVISION 24. EDUCATION EXPENSE.
The City shall reimburse the employee for tuition
and books required for attending any job related course or for
attending any course required for a job related degree. In the
amount not reimbursed by other agencies, provided such was approved
in advance by the Chief of Police. The above requirement would be
contingent upon the successful completion of such course.
DIVISION 25. RESIDENCY REQUIRENENT.
Any employee shall become a resident of the City of
Canton, or reside within a ten (10) mile radius of the City, within
06.09.9{/LDGSDO/NP/FILER/CANTONPOL/ 3 3
~.
thirty (30) days after expiration of such employee's probationary
period, if the employee is to continue as an employee of the City.
DIVISION 26. GENERAL PROVISIONS.
26.1 All benefits provided hereunder shall remain in full
force and effect for the term of this Agreement.
26.2 Management Rights.
The Employer possesses the sole right to operate the
City Police Department and all management rights repose in it.
Nothing herein shall affect the internal control authority of the
Chief of Police. Except as specifically amended, changed or
modified by this Agreement, these management rights include, but
are not limited to, the following:
(a) To direct all operations of the Police
Department;
(b) To determine the overall budget;
(c) To establish reasonable work rules and
schedules or work;
(d) To create an organizational structure; to hire
or promote from the Fire and Police Commission
eligibility list, transfer, schedule and
assign employees in positions and to create,
combine, modify and eliminate positions within
the Police Department;
(e) To suspend, discharge and take other
disciplinary action for just cause against
employees under the established work rules and
regulations of the Police Department and Fire
and Police Commission and the provisions of
this Agreement;
(f) To lay off employees;
(g) To determine quality and maintain efficiency
of the operations of the Police Department;
06.09.94/LDGEDG/NP/FILES/CANTONPOL/
34
(h) To introduce new or improved methods or
facilities;
(i) To change existing methods or facilities;
(j) To determine the kinds, quality and amounts of
services to be performed as pertains to the
Police Department and City operations; and the
number and kind of classifications to perform
such services;
(k) To contract out for goods or services;
(1) To establish rules relating to those items not
subject to arbitration under Section 1614(1)
of the Public Employees Labor Relations Act of
Illinois, except to the degree to the impact
of such items;
(m) To determine the methods, means and personnel
by which the Police Department operations are
to be conducted;
(n) To take whatever action is necessary to carry
out the functions of the Police Department in
situations of emergency.
- Nothing in this Division is intended to alter or
abrogate the intention or authority of any other Division contained
in this Agreement. Nothing in this Agreement shall be construed to
modify, eliminate or detract from the statutory responsibilities
and obligations of the Employer.
26.3 No Strike or Lockout Out.
The Employer agrees that there shall be no lock out
during the term of this Agreement. The Union agrees that there
will be no strike by itself and that it will not authorize or
encourage any strike by any employees during the term of this
Agreement.
06.09.94/LDGEDG/WP/FILES/C1INTONPOL/ 3 5
26.4 Titles or Headinas.
Any titles or headings in this Agreement are
inserted solely for the convenience of reference and shall not be
deemed to limit or affect the meaning, construction or effect of
any provision of this Agreement.
26.5 Totality.
The Employer and Union acknowledge that during the
negotiations which resulted in this Agreement, both parties had the
unlimited opportunity to present all demands and proposals and that
this Agreement shall constitute the entire Agreement between the
parties for its duration.
26.6 Conflict with Existing Policies or Regulations.
If there is a conflict between an existing City
policy or regulations and an expressed term or provision of this
Agreement, the term or provision of this Agreement shall apply.
26.7 Termination.
This Agreement shall be effective for the entire
period of the fiscal years 1994-1995, 1995-1996, and 1996-1997 of
the Employer. At the end of that time, it shall terminate, and
shall be of no effect, unless agreed to otherwise by both parties
in writing.
26.8 Contingency.
This Agreement, is not an appropriation and it is
recognized by all parties that all monetary considerations in this
Agreement shall become effective upon adoption of the appropriation
ordinance and budget by the City Council.
06.09.9{/LDGEDG/NP/FILES/CAETONPOL/ 3 6
26.9 Effective and Terminate Date of Agreement.
All provisions and benefits of this Agreement shall
be effective upon signing by both parties, with all provisions
retroactive to May 1, 1994; subject to this Division 26, this
Agreement shall terminate at 12:00 P.M., local time, on April 30,
1997.
IN WITNESS WHEREOF, the parties hereto have executed
and delivered the foregoing Agreement in two (2) duplicate
originals, each of which is hereby declared to be an original for
all purposes. Dated this G?~!~ day of 1994.
CI CANT N, ILLINOIS
yor of the ~ity~of Canton, rllinois
ATTEST: 1
City Clerk
Its President.
Its Vice-President.
Its Secretary
06.09.9{/LDGEDG/NP/FZLE9/C7INTONPOL/ 3 7
. ~,
EXHIBIT A
The Union and the Employer agree that the following changes
will be implemented effective May 1, 1994, which would not need
approval from the Committee established in Paragraph 12.4 of this
Agreement:
A. The establishment of a Preferred Provider
Agreement with Graham Hospital and one (1)
Peoria Hospital.
B. The establishment of a Preferred Provider
Agreement for prescription drug card.
C. Increase the out-of-pocket expense limit from
$500.00 to $1,000.00 excluding the deductible.
D. All benefits will come under the deductible
beginning May 1, 1994.
06.09.96/LDGEDG/NP/FILES/CANTONPOL/ 3
C CANTON , SLLSNOSS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
1st Year
Starting
2nd Year
Starting
3rd Year
Starting
4th Year
5-6 Years
7-9 Years
10-14 Years
15-19 Years
20-24 Years
25 Years and
Over
YEAR ONE OF CONTRACT - FISCAL YEAR 1994-1995
PATROLMAN SERGEANTS LIEUTENANTS
$22,884.00 $27,086.00 $28,214.00
$24,209.00
$25,637.00
$28,121.00
$28,866.00
$29,311.00
$30,108.00
$28,349.00
$28,618.00
$29,363.00
$30,439.00
$31,154.00
$32,396.00
$32,696.00
$29,622.00
$29,912.00
$30,719.00
$31,847.00
$32,571.00
$32,903.00
$33,213.00
$30,905.00
$31,226.00
$32,064.00
$33,252.00
$34,062.00
$34,383.00
$34,714.00
Step A: For those employees who are eligible for this
Step under 4.4 of the Agreement, shall have an
additional $6,000.00 to their base pay.
•
. /•,
C'S2'Y OF CANTON ~ SLLSNOS.S
POLICE DEPARTKENT WAGE AND LONGEVITY SCHEDULE
YEAR TWO OF CONTRACT - FISCAL YEAR 2995-1996
PATROLMAN SERGEANTS LIEUTENANTS
1st Year $23,685.00 $28,034.00 $29,201.00
Starting
2nd Year $25,056.00 $29,105.00 $30,337.00
Starting
3rd Year $26,534.00 $29,876.00 $31,162.00
Starting
4th Year $29,341.00 $30,659.00 $31,987.00
5-6 Years $29,620.00 $30,959.00 $32,319.00
7-9 Years $30,391.00 $31,794.00 $33,186.00
10-14 Years $31,504.00 $32,962.00 $34,416.00
15-19 Years $32,244.00 $33,711.00 $35,254.00
20-24 Years $33,530.00 $34,055.00 $35,586.00
25 Years and
Over $33,840.00 $34,375.00 $35,929.00
Step A: For those employees who are eligible for this
Step under 4.4 of the Agreement, shall have an
additional $6,000.00 to their base pay.
•
. ~
CSI'Y OF CAN2'ON , SLLSNOSS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
YEAR THREE OF CONTRACT - FISCAL YEAR 1996-1997
PATROLMAN SERGEANTS LIEUTENANTS
1st Year $24,514.00 $29,015.00 $30,223.00
Starting
2nd Year $25,933.00 $30,124.00 $31,399.00
Starting
3rd Year $27,463.00 $30,922.00 $32,253.00
Starting
4th Year $30,368.00 $31,732.00 $33,107.00
5-6 Years $30,657.00 $32,043.00 $33,450.00
7-9 Years $31,455.00 $32,907.00 $34,348.00
10-14 Years $32,607.00 $34,116.00 $35,621.00
15-19 Years $33,373.00 $34,891.00 $36,488.00
20-24 Years $34,704.00 $35,247.00 $36,832.00
25 Years and
Over $35,024.00 $35,578.00 $37,187.00
Step A: For those employees who are eligible for this
Step under 4.4 of the Agreement, shall have an
additional $6,000.00 to their base pay.
r
`J ~ ~
i
C'=2'Y OF C'.AN2'ON , -rLL-rNOSS
POLICE DEPARTlKENT WAGE AND LONGEVITY SCHEDULE
DISPATCHER AND ANII~fAL CONTROL/CODE ENFORCEIKENT OFFICER
Fiscal Year Fiscal Year Fiscal Year
1994-1995 1995-1996 1996-1997
Year 1
Year 2
Year 3
Year 4-6
Year 7-9
Year 10
Year 15+
$16,981.00
$17,488.00
$18,018.00
$18,559.00
$19,110.00
$19,683.00
$20,279.00
$17,660.00
$18,188.00
$18,739.00
$19,301.00
$19,874.00
$20,407.00
$21,090.00
$18,367.00
$18,915.00
$19,488.00
$20,073.00
$20,669.00
$21,289.00
$21,934.00
PARKING ENFORCEI~lENT/TRAFFIC SAFETY OFFICER
Fiscal Year Fiscal Year Fiscal Year
1994-1995 1995-1996 1996-1997
$25,090.00 $26,094.00 $27,138.00