HomeMy WebLinkAboutResolution #3687RESOLUTION NO. 3687
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 the
Policemen's Benevolent Labor Committee, 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 the Policemen's Benevolent
Labor Committee, a copy of 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.
3. That this 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. Wage adjustment effective as of May 1, 2003.
PASSED by the City Council of the City of Canton, Fulton County, Illinois, at a regular
meeting this ~ day of Anri1 , 2004 upon a roll call vote as follows:
AYES: Aldermen 1Jest;, Sarff, Hann, Carl, Fillingham, Reed.
NAYES: None ,
ABSENT: ~~~~. Hartford, Nblleck.
APROVED:
~~1
Jerry . Bohler, Mayor
Attest:
Nancy White ity Clerk
AGREEMENT
BETWEEN
C/ TY OF CANTON
AND
THE POLICEMEN'S BENEVOLENT LABOR
COMMITTEE
May 1, 2003 through April 30, 2006
INDEX
DIVISION 1. PURPOSE AND DEFINITION OF TERMS ---------------------------01
DIVISION 2. RECOGNITION --------------------------------------------------------------02
DIVISION 3. HOURS OF WORK ---------------------------------------------------------03
DIVISION 4. WAGES -----------------------------------------------------------------------04
DIVISION 5. VACATION --------------------------------------------------------------------06
DIVISION 6. HOLIDAYS --------------------------------------------------------------------07
DIVISION 7. SICK AND PERSONAL DAYS ------------------------------------------09
DIVISION 8. LEAVE -------------------------------------------------------------------------10
DIVISION 9. SPECIAL PAY PROVISIONS --------------------------------------------12
DIVISION 10. CLOTHING ALLOWANCE ----------------------------------------------16
DIVISION 11. MEAL PERIOD -------------------------------------------------------------18
DIVISION 12. EMPLOYEE'S INSURANCE -------------------------------------------18
DIVISION 13. RETIREMENT INSURANCE -------------------------------------------20
DIVISION 14. TRAVEL ALLOWANCE --------------------------------------------------22
DIVISION 15. STRESS DAY --------------------------------------------------------------22
DIVISION 16. EMPLOYEE TELEPHONE REQUIRED -----------------------------23
DIVISION 17. POLICE SHIFT OPENING ----------------------------------------------23
DIVISION 18. DUTIES OF POLICE EMPLOYEES ----------------------------------23
DIVISION 18.A DISCIPLINE ---------------------------------------------------------------23
DIVISION 19. MONTHLY DEPARTMENT MEETINGS ----------------------------24
DIVISION 20. SETTLEMENT OF GRIEVANCES ------------------------------------24
DIVISION 21. CHECK OFF SYSTEM AND UNION SECURITY -----------------28
DIVISION 22. ACCRUAL AND FORFEITURE OF SENIORITY ----------------30
DIVISION 23. LAYOFFS --------------------------------------------------------------------31
DIVISION 24. EDUCATION EXPENSE ------------------------------------------------32
DIVISION 25. RESIDENCY REQUIREMENT -----------------------------------------32
DIVISION 26. GENERAL PROVISIONS -----------------------------------------------32
WAGES ------------------------------------------------------------------------------------------37
-ii-
AGREEMENT NO. 505
THIS AGREEMENT MADE AND ENTERED INTO BY THE CITY OF CANTON AND THE
POLICEMEN'S BENEVOLENT LABOR COMMITTEE.
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 the Policemen's Benevolent Labor Committee; the establishment
of an equitable and peaceful procedure for the resolution of differences; and the
establishment of rates of pay, hours of worn and other conditions of employment.
1.1 Definition of Te-ms.
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 the Policemen's Benevolent Labor Committee, or,
who is a nonmember paying dues thereto pursuant to Section 2.4 of this Agreement.
1.1.4 "Employer" shall mean the City of Canton and maybe 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 Policemen's Benevolent Labor Committee.
DIVISION 2. RECOGNITION
2.1 Bar~palning Apent.
The Employer recognizes the Policemen's Benevolent Labor Committee 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 test or trial for the commissioned officer and the Employer, during
which time such employees maybe 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 (Ill. Comp. Stat. 65 ILCS 5/10-2.1-1 et
sequi).
2_3 Non Appointive Personnel.
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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 maybe interrupted by a lunch period.
3.2 Work Shift.
Except as otherwise provided, eight (8) consecutive hours of worm 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.
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.
The 11 A. M. to 7 P. M. and 7 P. M. to 3 A. M. shifts shall be considered the
power shifts for the Patrol Division. Dispatch shifts shall be as follows: 6 A.M. to 2:00
P. M. shall be the first shift, 2 P. M. fo 10 P. M. shall be the second shift, 10 P. M. to 6 A. M.
shall be the third shift. The 6 P. M. to 2 A. M. and 10 A. M. to 6 P. M. shifts shall be
considened the power shifts for Non-Commissioned Telecommunicators.
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Except as otherwise provided, the 7:00 A. M. to 3:00 P. M. shall be
considered the first shift; fhe 3:00 P. M. to 11:00 P. M. shall be considered the second shift;
and the 11:00 P. M. to 7:00 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 Pav Period.
The salaries and wages of employees shall be paid weekly on every Friday,
or the preceding Thursday, if Friday falls on a holiday. Payroll to include hours worked
through the preceding Saturday.
4.3 Communications Supervisor.
The Employer will agree to pay the Communications Supervisor $1,200.00
in addition to the base pay for Dispatchers provided for in the Wage and Longevity
Schedule. This position shall be by appointment of the Chief.
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4_4 Lon evi .
Employees shall be entitled to receive additional longevity salary payments
based upon the service requirements specified in the longevity schedule. Employees 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 of 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 pe-manently to previous Step.
On the expiration date of this Agreement, no further Step to Step movement
shall occur until a new Agreement is signed.
4.5 K 9 Officer.
The K 9 Officer shall be compensated for maintenance of the dog and
kennel which are located at the K-9 Officer's residence. This compensation covers daily
feeding and watering, kennel cleaning, dog grooming, vehicle cleaning and K-9
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exercising.
This compensation does not include K 9 training, veterinary care, or call-out
time for K-9 usage. Compensation will be paid in three (3) equal installments of $800.00
each, payable on the 1 st pay week of April, August and December.
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
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
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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, employees shall be paid their regular straight time rate for all unused
vacation in lieu thereof.
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 Day (4th Thursday in November), Memorial Day (last Monday
in May), Labor Day (1st Monday in September), Veterans Day (11 November), and
Christmas Day (25 December).
6_2 Holiday Pay.
Each employee shall receive and be paid a "holiday" consisting of eight (8)
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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 Trafttc 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 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 HolidaYFalling on Vacation or Regular Day Off.
If a holiday occurs during a vacation, employees will receive an extra days'
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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.
DIVIS-ON 7. SICK AND PERSONAL DAYS.
7_1 Computation of Sick/Personal 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
eam 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 Dam
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.
Notwithstanding anything herein to the contrary, one (1) personal day per shift for the
Department, may be taken with twenty-four (24) hours' notice on a first come first serve
basis.
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
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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 Days.
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 maybe 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 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
tofal of ninety (90) days. Payment for up to forty-five (45) accumulated days shall be
made upon retirement or voluntary resignation.
7_6 Call In for Emergency Duty.
In fhe 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 an employee becomes sick or injured off-the job and is temporarily
disabled from performing his duty, the employee shall be eligible to receive disability
benefifs under the City's Loss of Time Insurance Policy. Notwithstanding anything herein
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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 ofitcer injured while pen`orming assigned tasks, shall be eligible
for injury leave in compliance with Section 1 of the Public Employee Disability Act and any
civilian 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 submitted by the
attending physician to the Chief of Police, 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, current brother-in-law, current sister-in-law, grandparents,
grandchildren, step relatives, and legal guardian). Additional vacation time or other
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accrued leave time maybe 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 Offiee 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 maybe secured upon submission of an approved request from the Chief of
Police. No employee maybe absent without the permission of the Chief of Police.
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.
Eight (8) hours per day shall be paid at the rate of straight time up to forty-
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three (43) hours per pay period in quarter hour increments as determined by the FLSA,
and over forty-three (43) hours at time and one-half for all hours worked in the pay period.
For Civilian employees overtime will be paid after forty (40) hours at time and one-half (1
). All time will be paid in quarter hour increments to the nearest quarter hour.
Employees (except K-9 Handlers and Detectives) 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. K-9
Handlers and Detectives called in for additional duty shall be paid a minimum of two (2)
hours at time and one-half their regular rate and double time on holidays. If called out for
reasons other than K-9 Handler or Detective duty, they will receive the four (4) hour
minimum at the appropriate rate (time and one-half or double time).
9.3 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_4 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 ollicer shall
be granted temporary acting Chief of Police with pay in the amount of fifty dollars ($50.00)
per week during the period of such assignment. No assignment shall be for a period of
less than one (1) full wo-lcweek (live (5) working days).
When a commissioned officer is assigned to a temporary rank higher than
the permanent rank of the employee, other than the Acting Chief of Police, by the Chief of
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Police, or Mayor, or the Police and .Fire Commission, such employee shall be granted
temporary rank pay equivalent to the seniority step pay of the higher rank during the time
period of such assignment. On days where there is no Patrol Supervisor, Commissioned
Officers assigned as Senior Officers shall receive $10.00 per shift in addition to their
regular wages.
9.5 Night Bonus.
Any commissioned officer who works a regular eight (8) hour shift anytime
between the hours of 3:00 P. M. an 7:00 A. M. shall receive a night bonus of 5 % added to
the basic hourly wage for each hour worked between 3:00 P. M. and 7:00 A. M.
Telecommunicators who work a regular eight (8) hour shift between the hours of 2:00
P. M. and 6:00 A. M. shall receive and be paid a night bonus of 5 % added to the basic
hourly wage for each hour worked between the hours of 2:00 P. M. and 6:00 A. M.
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.
9.6 Compensatory Time Off
Compensatory time off 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 maybe 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
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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 during the fiscal year of accrual.
9.7 Overtime Rotation.
Overtime work shall be rotated among all employees within the Department
so far as practical. An overtime list shall be posted and maintained up to date by the
Chief of Police.
When overtime is required and there are no volunteers for said overtime
shift, a supervisor, or offrcer acting in his stead, may order an employee in to fill the
vacancy. Initially, Officers will be ordered in based on their seniority in rank beginning
with the least senior Patrolman through the most senior Lieutenant and
Telecommunicators from the least senior through the most senior until the vacancy is
filled, provided that no one who has worked sixteen (16) continuous hours or is on a pre-
approved vacation or personal day shall be ordered in to work. Any employee so ordered
in shall not be subject to another mandated overtime order until the call in has progressed
through the list, so far as practical.
9_8 Trainin .
Any employee authorized fo attend a training school shall be paid for time
incident thereto at his regular hourly rate.
9.9 Trading Time
With the approval of the Chief of Police or his designee, employees will be
permitted to trade time, provided that the employees perform the same job function and
are each qualified to pen`orm the basic duties of the other. However, a patrol supervisor
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shall only be allowed to trade with someone of a lesser rank provided there is another
supervisor on duty during the effected time or then: is prior approval by the Chief of
Police. Trading of time shall not cost the Employer overtime. Repayment of duty trade
time for the employee actually working shall be the responsibility of the individual
employees and not the Employer.
DIVISION 70. CLOTHING ALLOWANCE.
10.1 Annual Payment.
All employees shall be paid an annual clothing allowance of $650.00 for
regulation Policemen's clothing as approved by the City Council. The payment of this
amount shall be made on the first payday in May.
10.2 Civilian Employees.
Civilian employees, except the Code Enforcement 011icer and Traffic Safety
O~cer, required to be in uniforms shall be paid an annual clothing allowance of $375.00
for regulation clothing as provided for by the City Council. The Code Enforcement Officer
and Tragic Safety Officer required to be in uniform shall be paid an annual clothing
allowance of $500.00 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.
10.3 Probationar~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 te-mination of a probationary employee, for any reason
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
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whatsoever, such employee shall reimburse 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 Famished.
The City shall famish all commissioned officers with a sidearm, riot baton,
flashlight, hat badge, breast badge, raincoat and ballistic vest. The City further agrees
that replacement of same shall be made by the City when the Chief of Police deems
necessary. Equipment damaged in the line of duty will be repaired or replaced at the
expense of the City.
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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 inten`ere with assigned or emergency
duties.
DIVISION 12.EMPLOYEE'S INSURANCE.
12.1 Payment.
The employee shall pay 1.2% of said employee's base pay, (excluding
holiday pay, longevity, and rank pay), to be deducted from pay in 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 employees and (heir
dependents. Effective at the signing of this Agreement the employee premium shall
increase to 1.5% until the insurance fund reaches a balance of $250,000.00, or more, on
April 30th of any contract year, at which time the employee premium shall go back to
1.2% for the nexf contract year. At anytime should the insurance fund balance drop
below $100,000.00, the employee premium shall increase to 1.8% until said fund reaches
a balance of $200,000.00 at which time the employee premium shall be 1.5% and follow
the guidelines set forth in the above sentence.
Notwithstanding anything herein to the contrary, effective May 1, 2005 all
employees will pay 3% of their base pay (excluding holiday pay, longevity, and rank pay)
to be deducted from pay in 52 weekly payments, for contribution toward single and/or
family premium coverage.
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
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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.
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 hrst be required to pay the first $500.00 aggregate amount of any
such claim(s) for a employee without dependents; or, $1,000.00 aggregate for an
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. Loca/1897
3. A Representative of A. F. S. C. M. E. Local 1372
4. A Representative of the Policemen's Benevolent
Labor Committee.
5. A Representative of Non-Represented Employees
6. A Representative of Management
7. A Park District Representative
8. A Parlin Ingersoll Representative
This committee shall be empowered to researtch and analyze the existing
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
19
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 hnal authority on any recommended changes or appeals on payments.
DIVISION 13.RETIREMENT INSURANCE.
13.1 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.
13.2 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-
eve (25) years of service regardless of age, the Employer shall pay the full amount of the
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
20
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 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 Retired Employees -After May 1, 1994.
Employees, who retire after May 1, 1994, regardless of age, shall pay a
premium of the percentage indicated in 12.1 of this Agreement, of their annual pension or
projected pension at retirement (to be paid in twelve (12) equal monthly payments).
Premium payments shall be for the retiree, retiree's 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.
13.4 Disabled Employee and Spouse and Dependents of
Deceased Commissioned Ofi;cer.
A (1) permanently disabled employee injured on-the job, (2) the spouse and
03.10.04/MYDOCS/~CANTONPOL. BENV.AGREE/
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dependent children of a disabled employee injured on-the job, (3) a surviving spouse and
dependent children of a deceased employee injured on-the job shall participate in the
City's insurance plan at no cost in accordance with the Public Safety Employee Benefits
Act (820 ILCS 320/1 et seq.).
13.5 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 pay
appropriated by the Internal Revenue Service 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. Civilian employees shall receive true (5) stress days per year (one
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
22
every 73 days). However, it is recognized that such officer is subject to emergency call in
without additional pay. With the prior consent of the Police Chief, an off'icer'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
Orolinances or resolutions, job description, or, local custom, as the same may be
promulgated from time to time.
DIVISION 18.A. DISCIPLINE.
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
23
Discipline shall be progressive and corrective and shall be designated to improve
the behavior and not merely punish it. Those employees who are commissioned officers
shall be subject to the disciplinary requirements and procedures of the Canton Police and
Fire Commission. All civilian employees covered by this Agreement shall be suspended,
relieved from duty or disciplined in any manner only for just cause.
All disciplinary actions taken against a civilian employee shall be subject to the
grievance procedure set forth in Division 20.
DIVISION 19. MONTHLY DEPARTMENTAL MEETINGS.
Routine Departmental meetings of all employees maybe called on a monthly basis
for the purpose of receiving and disseminating necessary information.
19.1 Payment.
Meetings shall be with pay, at an appropriate rate. Time spent in such
meetings shall be considered hours worked, 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 Meetings.
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.
03.10.OMMYDOCS/CANTONPOL. BENV.AGREE/
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Amicable settlement of grievances between Employer and employee is
recognized in principal and with the intention that the same shall be applied in practice
to the fullest extent possible.
20.2 Definition and Procedure.
A grievance is a dispute or difference of opinion raised by one or more
employees against the City of Canton, involving the meaning, interpretation or
application of the express provisions of this agreement. The grievance procedure shall
be available for discipline for all civilian employees and for commissioned officers only
for written wamings, oral wamings and suspensions of five (5) days or less. A
grievance shall be processed in the following manner.•
Stea 1: An employee who has a grievance shall submit it to the Chief of
Police. The Chief of Police shall give a written answer within five (5)
working days after such presentation.
Step 2: If the grievance is not settled in Step 1 and the employee wishes
to appeal the grievance to Step 2 of the grievance procedure, it shall be
referred in writing to the City Council or the City Personnel Committee two
(2) days prior to their next regularly scheduled meeting at which time the
employee and the Union may present their grievance to the City for its
consideration. If no settlement is reached, the Mayor, or his or her
representative, shall give the City's written answer to the Union President
within five (5) working days following their meeting.
Step 3: If the grievance is not settled in Step 2 and the employee wishes
to appeal the grievance to Step 3 of the grievance procedure, it shall be
referred in writing to the Mayor within five (5) working days after the
answer in Step 2 and shall be signed by both the employee and the Union
President. The Mayor, or his or her representative, shall discuss the
grievance within five (5) working days with the Union President at a time
mutually agreeable to the parties. If no settlement is reached, the Union
or the City may request arbitration in accordance with 20.3 herein.
20.3 Arbitration.
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
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If the grievance is not settled in accordance with the foregoing procedure,
the Union or the City may refer the matter to arbitration within seven (7) working days
after receipt of the City's answer in Step 3. The parties shall attempt to agree upon an
arbitrator within five (5) working days after receipt of notice of referral and in the event
the parties are unable to agree upon an arbitrator within said five (5) day period, the
parties shall immediately present a joint request to the Federal Mediation and
Conciliation Service to submit a panel of seven (7) arbitrators. Both the City and the
Union shall have the right to alternately strike three (3) names from the panel one (1) at
a time. The party requesting arbitration shall make the first strike. The remaining
person shall be the arbitrator. The arbitrator shall be notified of his or her selection by a
joint letter from the City and the Union requesting that he or she set a time and place,
subject to the availability of the City and Union representatives.
20.4 Authority of Arbitrator.
The arbitrator shall have no right to amend, modify, nullify, ignore, add to,
or subtract from the provisions of this Agreement. He or she shall consider and decide
only the specific issue submitted to him or her in writing by the City and the Union and
shall have no authority to make a decision on any other issue not so submitted to him or
her. The arbitrator shall be without power to make decisions contrary to or inconsistent
with or modifying or varying in any way the application of laws and rules and regulations
having the force and effect of law. The arbitrator shall submit in writing his or her
decision within thirty (30) days following the close of the hearing or the submission of
briefs by the parties, whichever is later, unless the parties agree to an extension
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
26
thereof. The decision shall be based solely upon his or her interpretation of the
meaning or application of the express terms of this Agreement to the facts of the
grievance presented. The decision of the arbitrator shall be final and binding, unless
otherwise appealed or modified according to the Uniform Arbitration Act.
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.
20.5 Expenses of Arbitration.
The fee and expenses of the arbitrator and the cost of a written transcript
shall be divided equally between the city and the Union provided, however, that each
party shall be responsible for compensating its own representative and witnesses.
20.6 Time Limit for Filing.
No grievance shall be entertained or processed unless it is submitted
within ten (70) working days after the occurrence of the event giving rise to the
grievance or within ten (10) working days after the employee through the use of
reasonable diligence should have obtained knowledge of the occurrence of the event
giving rise to the grievance.
If a grievance is not presented within the time limits set forth above, it
shall be considered "waived". If a grievance is not appealed to the next Step within the
specified time limit or any agreed extension thereof, it shall be considered settled on the
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
27
basis of the City's last answer. If the City does not answer a grievance or an appeal
thereof within the specified time limit, the Union may elect to treat the grievance as
denied at that Step and immediately appeal the grievance to the next Step. The time
limit in each Step may be extended by mutual written agreement of the City and Union
President involved in each Step. The teen "working days" as used in this Article shall
mean the days Monday through Friday inclusive when employees covered by this
Agreement are scheduled to work.
20.7 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.
DIVISION 21. CHECK OFF SYSTEM AND UNION SECURITY.
21.1 Dues Check Off.
Upon receipt of a signed authorization in the form set forth herein, the City
will deduct from the pay of an employee covered by this Agreement the monthly dues in
the amount payable by him or her as certified by the Union to the City. Deductions shall
be made equally from eamings payable on the second paycheck of each month
beginning with the first month immediately following the date of receipt of such
authorization. Such deduction shall be remitted to the Union within fifteen (15) days after
the deduction has been made. The authorization card shall be as follows:
AUTHORIZATION FOR PAYROLL DEDUCTION TO: CITY OF CANTON, ILLINOIS
1 hereby request and authorize you fo deduct from my eamings the monthly Union
03.10. p4/MYDOCS/CANTONPOL. BENV.AGREE/
28
membership dues established by the Policemen's Benevolent Labor Committee. I
authorize and direct you to deduct membership dues from my second paycheck each
month after the date this assignment is delivered to you and to remit same to the Union.
This Agreement, authorization, and direction shall become operative on the date it
is delivered to you and maybe revoked in writing at any time.
Date
Name
21.2 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 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 a# 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.
21.3 Religious Exemption.
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
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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 a non-
religious charitable organization mufually 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.
21.4 Notice and Appeal.
The Union agrees to provide notices and appeal procedures to employees
in accordance with applicable law.
21.5 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.
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 month's service if hired
on a pe-manent basis without a lapse in employment.
Seniority shall be forfeited for any of the following reasons:
(a) Employee resigns; and
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
30
(b) Employee is discharged for just cause.
Officers who are promoted or appointed to a police management position will
continue to accrue bargaining unit seniority while they serve in that capacity. !f said
officer subsequently leaves the police management position, he/she shall be allowed to
return to the rank he/she held prior to the promotion/appointment.
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,
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
greafer overall seniority maybe laid off before less senior employees are laid off.
23.3 Order to be Followed in Call Back.
03.70.04/MYDOCS/CANTONPOL.BENV.AGREE/
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Recall of commissioned officers shall be in conformity with the requirements
of the Fin: 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 maybe 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.RESIDENCYREQUIREMENT.
Any employee shall become a n:sident of the City of Canton, or reside within a ten
(10) mile radius of the City, within 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
03.10.04/MYDOCSA;ANTONPOL. BENV.AGREE/
32
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 fo,
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 fhe Police Department and Fire and
Police Commission and the provisions of this Agreement;
(~ To lay off employees;
(g) To determine quality and maintain efficiency of the operations
of the Police Department;
(h) To introduce new or improved methods or facilities;
(i) To change existing methods or facilities;
Q) 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 classificafions 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
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
33
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 te-m 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.
26.4 Titles or Headings.
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 Totali .
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.
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
34
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
2003-2004, 2004-2005, and 2005-2006 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.
26.9 Drug and Alcohol Testing.
Drug and alcohol testing of employees shall be in accorolance with the
Policy attached as Exhibit A.
26.10 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, 2003; subject to this Division 26,
this Agreement shall terminate at 12:00 P.M., local time, on April 30, 2006.
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
35
IN WITNESS WHEREOF, the parties hereto have executed and delivered the
foregoing Agreement in two (2) duplicate originals, each of which is he-neby declared to be
an original for all purposes. Dated this 6th day of April , 2004.
CITY OF CANTON, ILLINOIS
May of the City of Canton, Illinois
ATTEST.•
Cit Clerk
POLICEMEN'S BENEVOLENT LABOR COMMITTEE
/~
BY.' L~ aye%L~~~
FOR THE UNTO
G~ is President.
_, Its Vice-President.
Its Secretary
03.10.04/MYDOCS/CANTONPOL. BENV.AGREE/
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CITY OF CANTON, ILLINOIS
POLICE DEPARTMENT .WAGE AND LONGEVITY SCHEDULE
LIEUTENANTS
Fiscal Year Fiscal Year Fiscal Year
2003-2004 2004-2005 2005-2006
1St Year $38, 450.00 $39, 796.00 $41,189.00
Starting
2"d Yr $39, 947.00 $41, 345.00 $42, 792.00
Starting
3'~ Year $41, 034.00 $42, 470.00 $43, 956.00
Starting
4th Year $42,119. DO $43, 594.00 $45,119.00
5-6 Years $42, 556.00 $44, 046.00 $45, 587.00
7-9 Years $43, 698.00 $45, 227.00 $46, 810.00
10-14 Years $45, 319.00 $46, 905.00 $48, 546.00
15-19 Years $46,421.00 $48,046.00 $49,727.00
20-24 Years $48,131.00 $49, 815.00 $51, 559.00
25 Years and
Over $49, 854.00 $51, 599.00 $53, 405. DO
Step A: For those employees who are eligible for this Step under 4.4 of the
Agreement, shall have an additional $7, 500.00 to their base pay.
37
1St Year
Starting
Znd Year
Starting
3'~ Year
Starting
4tn Year
CITY OF CANTON. ILLINOIS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
SERGEANTS
Fiscal Year Fiscal Year Fiscal Year
2003-2004 2004-2005 2005-2006
$36, 914.00 $38, 206.00 $39,544.00
5-6 Years
7-9 Years
10-14 Years
15-19 Years
20-24 Years
$38, 324.00
$39, 339.00
$40, 370.00
$40, 766.00
$41, 866.00
$43,403.00
$44, 389.00
$46,114.00
$39, 665.00
$40, 716.00
$41, 783.00
$42,193.00
$43, 331.00
$44, 922.00
$45, 943.00
$47, 728.00
$41, 054.00
$42,141.00
$43, 246.00
$43, 669.00
$44, 848.00
$46, 494.00
$47, 551.00
$49, 399.00
25 Years and
Over $47, 807.00 $49, 480.00 $51, 212.00
Step A: For those employees who are eligible for this Step under 4.4 of the
Agreement, shall have an additional $7,500.00 to their base pay.
38
1St Year
Starting
2"d Year
Starting
3'~ Year
Starting
4th Year
CITY OF CANTON, ILLINOIS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
PATROLMAN
Fiscal Year Fiscal Year Fiscal Year
2003-2004 2004-2005 2005-2006
$31,187.00 $32, 278.00 $33, 408.00
5-6 Years
7-9 Years
10-14 Years
15-19 Years
20-24 Years
$32, 993
$34, 938.00
$38, 636.00
$39, 002.00
$40, 016.00
$41,483.00
$42, 458.00
$44,151.00
$34,147.00
$36,161.00
$39, 988.00
$40, 367.00
$41,417.00
$42, 935.00
$43, 944.00
$45, 696.00
$35, 343.00
$37,427.00
$41, 387.00
$41, 780.00
$42, 866.00
$44, 437.00
$45, 482.00
$47, 696.00
25 Years and
Over $45, 831.00 $47, 435.00 $49, 095.00
Step A: For those employees who are eligible for this Sfep under 4.4 of the
Agreement, shall have an additional $7, 500.00 to their base pay.
39
CITY OF CANTON, ILLINOIS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
DISPATCHER
Fiscal Year Fiscal Year Fiscal Year
2003-2004 2004-2005 2005-2006
Year 1 $23, 366.00 $24 184.00 $25, 030.00
Year 2 $24, 064.00 $24, 906.00 $25, 778.00
Year 3 $24, 792.00 $25, 660.00 $26, 558.00
Year 4-6 $25, 538.00 $26, 431.00 $27, 356.00
Year 7-9 $26, 296.00 $27, 217.00 $28,169.00
Year 10 $27, 084.00 $28, 032.00 $29, 013.00
Year 15+ $27, 905.00 $28, 881.00 $29, 892.00
CODE ENFORCEMENT AND ANIMAL CONTROL
Fiscal Year Fiscal Year Fiscal Year
2003-2004 2004-2005 2005-2006
Year 1 $26, 480.00 $27, 407.00 $28, 367.00
Year 2 $27, 032.00 $27, 978.00 $28, 957.00
Year 3 $27, 584.00 $28, 549.00 $29, 548.00
Year 4-6 $28,135.00 $29,120.00 $30,139.00
Year 7-9 $29, 239.00 $30, 262.00 $31, 321.00
Year 10 $29, 790.00 $30, 833.00 $31, 912.00
Year 15+ $30, 894.00 $31, 975.00 $33, 094.00
PARKING ENFORCEMENT/TRAFFIC SAFETY OFFICER
Fiscal Year Fiscal Year Fiscal Year
2003-2004 2004-2005 2005-2006
$34, 526.00 $35, 734.00 $36, 985.00
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EXHIBIT A
SECTION 1 -DRUG AND ALCOHOL FREE WORKPLACE:
A. POLICY. It is the policy and commitment of the City and the
Association to provide an environment within the workplace which is free from
prohibited drugs and alcohol in order to protect the employees as well as the
health and safety of the public.
8. Illegal drugs; consumption, possession or distribution of alcohol.
1. Any employee who consumes, possesses or distributes alcohol or
controlled substance while in the workplace or while on duty shall be
terminated from the employ of the City; provided, that this shall not apply
to consumption, possession or distribution specifically directed or
authorized by the employee's supervisor in the performance of the
employee's duty; nor to possession or consumption according to directions
of the prescribing physician of legal prescription drugs.
2. Any employee who fails to notify the City within five (5) days after
they are convicted of a criminal drug offense for a violation faking place in
the workplace or while conducting City business will be terminated from
the employ of the City.
3. Any employee convicted of a criminal drug offense regardless of
when or where that act takes place will be terminated from the employ of
the City.
4. The City shall provide employees and supervisors with a positive
program of drug education and make everyone aware of help that is
available for such a problem.
C. Call Out. The parties recognize that employees may be placed in a
conflict arising from the fact that employees who are not on standby are not
prohibited from consuming alcohol or legal drugs while off duty, but are subject to
emergency call out during off-duty hours. Accordingly, when employees are
notified of any emergency call out from off-duty, the following procedure shall
apply.
1. The employee called out shall advise the department
representative notifying him if he has consumed alcohol or legal drugs
during the day of the call out and the extent of such activity.
2. The employee in charge of the call out shall assess the employee's
condition and fitness for duty in accordance with the .04 standard for
impairment set forth in this section, and either assign him to duty or, if the
03.10.04. DRUG.ALCOHOL. POLICY
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employee is determined to be impaired, will not allow him to sign in for
duty. This provision shall not authorize the employee in charge of the call
out to order an employee who is contacted for a call out to submit to a test
for blood alcohol content unless otherwise required or authorized by law.
3. Any employee who reports for the call out without informing the
department of his consumption of alcohol or legal drugs as required in
paragraph 1 above shall not be allowed to work if he appears to be
impaired and shall not be paid for reporting.
D. Voluntary Referral: It is specifically agreed that no employee shall be
disciplined or the subject of adverse employment action for the first instance
where the employee notifies the Employer that he has a problem with legal
prescription drugs or alcohol use, and voluntarily seeks assistance prior to
initiation of an investigation of suspected drug or alcohol abuse by the employee.
In the event that an employee who has notified the department as stated in Phis
section is disciplined for the drug or alcohol abuse after an investigation is
initiated by the employer, the employer shall, upon the employee's request,
provide the employee with written documentation of the date an investigation was
initiated. Such employees shall be referred by the managerial employee who is
nofified fo the City's employee assistance program for confidential counseling
and treatment. Such voluntary participation shall not confer immunity from
discipline for any misconduct other than the substance abuse. The managerial
employee shall not divulge any information received from the employee who
voluntarily seeks the help of the employee assistance program except within the
City administration on a strict need to know basis. Information concerning the
employee's voluntary referral shall not be disseminated outside of the City
administration, except wifh the employee's written authorization or if required,
pursuant to legal discovery. Such voluntary referral to the employee assistance
program, however, does not relieve the employee from the responsibility to
adequately perform their job. In addition, voluntary submittal does not eliminate
the employee from the requirements to take required drug or alcohol tests as
described in this Article.
E. Disciplinary Action for Confirmed Positive -Alcohol or Legal Drugs Other
Than Valid Prescriptions.
1. First Positive. The firsf confirmed positive test result will be
cause for disciplinary action up to and including a thirty (30) days
disciplinary suspension. The employee must agree to the following
conditions: (1) the employee will be mandatorily referred to the City's
Employee Assistance Program for evaluation, diagnosis and development
of a treatment plan consistent wifh 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
03.10.04. DRUG.ALCOHOL. POLICY
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drug and alcohol use, and sign an agreement consenting to said
conditions. The unannounced periodic drug and/or alcohol screening
provided for in this paragraph shall be done while the employee is on duty,
provided, however, that if the employee was scheduled to work and has
called in sick, he may be ordered to undergo such drug and/or alcohol
screening. Failure to comply with these conditions of continued
employment shall be cause for further discipline, up to and including
discharge.
2. Second Positive -During Treatment. If an employee has a first
confirmed positive test under the previous Paragraph 1 and enters a
treatment program, and thereafter that employee has a subsequent
confirmed positive test result while the employee is in treatment, as a
resulf of unannounced periodic drug and/or alcoho! screening, the
employee shall receive a ninety (90) 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. The appropriateness of
the ninety (90) 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 random, periodic
unannounced or reasonable suspicion, shall result in the employee's
discharge, which penalty shall be final and binding on the Union and the
employee, and shall not be subject to the grievance procedure of the
Collective Bargaining Agreement.
3. Second Positive -Reasonable Suspicion or Random. An employee
who has a first confirmed positive test under Paragraph 7 of this Section D
and who subsequently has a confirmed positive test under the random or
the reasonable suspicion standard shall be discharged, which penalty
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.
4. Employment Status. There is no requirement on the part of
the City to keep an employee on active employment status who is
receiving treatment under this Section if it is appropriately determined by a
physician and/or appropriately certified medical and/or psychological
professional either that the employee's current use of alcohol or drugs
prevents such individual from performing his duties or that his continuance
on active status would constitute a direct threat to the property or safety of
himself or others. Such employee shall be afforded the opportunity to use
accumulated paid leave or take an unpaid leave pending treatment.
F. Other Related Discipline. This section shall in no way limit discipline for
offenses other than substance abuse, nor shall it limit the discipline to be
imposed for selling, purchasing, possessing, using or delivering any illegal drug.
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In cases of misconduct arising out of, related to, or aggravated by alcohol or drug
abuse, the discipline imposed shall be based upon the extent, severity, and/or
consequences of the misconduct.
Except as provided in Paragraph 8 above, no employee shall consume
any alcohol within 4 hours prior to reporting for duty.
G. Costs of Testing and Rehabilitation. The City agrees to bear the costs
of all testing ordered by the City, and of rehabilitation programs ordered by the
City to the extent That they are not covered by the employee's health care
provisions or insurance. The employee may be required to assist the City in
coordinating benefits of insurance coverage.
SECTION 2 -PROCEDURE.
A. The Chief or his designee may order any employee to submit to an
immediate test of his blood, breath and/or urine of any time he has reasonable
suspicion to believe the employee to be under the influence of alcohol or drugs
while on duty, to have consumed alcohol while on duty without authorization, or
to have illegal drugs in his system. The basis for the reasonable suspicion shall
be documented and given to the employee in writing within twenty-four (24)
hours of giving such test. If the results of the drug tests are negative the
Association shall have the right to challenge whether reasonable suspicion
existed for the ordering of the test.
In addition, the Chief shall have the right to order random tests for the
presence of alcohol or illegal drugs of all employees.
A test for the presence of illegal drugs shall also be a part of any medical
examination ordered by the City in connection with promotions, recall or the
return to duty after leaves. All Pests ordered by the City shall be at the expense
of the City.
The refusal by any employee to submit to and complete any testing
provided for under this Article, shall subject the employee to immediate
discharge.
Any employee who tests positive for the presence of illegal drugs shall be
subject to discharge. Individuals consuming alcohol or having BAC of .04% or
more while on duty shall be subject to disciplinary action as provided in Division
18.A of the Agreement.
Employees ordered to submit to drug and alcohol testing shall promptly
comply with the order. Employees who submit to such tests shall not be deemed
to have waived or otherwise impaired their rights to grieve or otherwise contest
any aspect of the testing as may be provided by law or this Ag-~eement.
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Employees shall have the right to Association representation during the testing
procedure, except during actual collection of the sample. The testing procedure
shall not be unreasonably delayed due to unavailability of an Association
representative.
B. The City agrees That its testing procedure for the presence of drugs or
alcohol shall conform to the following:
1. Use only a SAMHSA (Substance Abuse and Mental Health
Services Administration) certified or licensed laboratory to test body fluids
or materials for drugs whose collection, handling, testing and preservation
of sample and reporting are in accordance with SAMHSA standards.
Breath tests ordered under this Section solely for disciplinary purposes
shall be performed by a United States Department of Transportation
(DOT) certified operator who is employed by an independent third party
contractor which either operates or is affiliated with the SAMHSA certified
laboratory selected for the blood and urine testing. All breath tests shall
be done on a DOT certified breath analysis machine;
2. Establish a chain of custody procedure for both sample collection
and testing that will insure the integrity of and identity of each sample and
test result;
3. Collect a sufficient sample of the same body fluid or material to
permit for an initial screening, a confirmatory test, and a sufficient amount
to be set aside and reserved for later testing if requested by the employee.
In the case of urine testing, it shall be a split sample;
4. Collect all samples in such a manner as to preserve the
individual employee's right to privacy and insure a high degree of
security for the sample and its freedom from adulteration. Employees
shall not be witnessed while submitting a sample. Proper testing may
be conducted to prevent the submission of a false or adulterated
sample;
5. Confine any sample that tests positive in the initial screening for
drugs by use of gas chromatography, with mass spectrometry or an
equivalent scientifically accurate and accepted method that provides
quantitative data about the drug metabolites. Confirm any positive breath
alcohol screening test with a test of the employee's blood by use of gas
chromatography or an equivalent scientifically accurate and accepted
method;
6. Provide the employee tested with an opportunity to have an
additional portion of the same sample tested by a licensed testing facility
of his own choosing;
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7. Require that the clinical laboratory report to the City through its
Medical Review Officer positive results only in the case where both the
initial and confirmatory test results are positive as to the same sample;
8. Provide each employee with a report of the confirmed positive
results of each drug test that includes the types of tests conducted, the
results of each test, the detection level used by the laboratory and any
other information provided to the City by the laboratory;
9. Insure that all positive samples are maintained for a period of not
less than 120 days to permit additional testing at the election of and the
expense of the employee;
10. Insure that no employee is reassigned or subject to any discipline
during any testing procedure pending the results thereof,•
11. If an alcohol test reveals that there is a concentration of 0.04% of
alcohol in the employee's blood stream (alcohol concentration shall mean
grams of alcohol per 100 milliliters of blood or grains of alcohol per 210
liters of breath), the employee will automatically be deemed "under the
influence" of alcohol within the meaning of this Policy, and therefore, may
be subject to discipline under this Policy;
12. The testing or processing phase for body fluids shall consist of a
two-step procedure:
(a) Initial screening test.
(b) Confirmation test.
13. The body fluid sample is first tested using the initial drug screening
procedure. An initial positive test result will not be considered conclusive;
rather, it will be classified as "confirmation pending. " Notification of test
results to the City shall be held unfit the confirmation test results are
obtained;
14. A body fluid specimen testing positive will undergo an additional
confirmatory test. The confirmation procedure shall be technologically
different and more sensitive than the initial screening test;
15. Personnel utilized for testing will be certified as qualified to
collect samples or adequately trained in collection procedures;
16. Concentration of a drug at or above the levels established by
SAMHSA shall be considered a positive test result when using the initial
immunoassay drug screening test. At the present time, those levels are:
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INITIAL TEST Level - Nanogram/Milliliter
(hereafter referred to as
(ng/ml)
Marijuana metabolite ...................................... 50
Cocaine metabolite ...................................... 300
Opiate metabolite ...................................... 300*
Phencyclidine ...................................... 25
Amphetamines ...................................... 1000
apply.•
*25 ng/ml ifimmunoassay-specific for free morphine.
Concentration of a drug at or above the levels established by
SAMHSA for confirmatory tests shall be considered a positive test result
when performing a confirmatory Gas Chromatography/Mass Spectromotry
Pest on a urine specimen that tested positive using a technologically
different initial screening method:
CONFIRMATORY TEST
Marijuana metabolite ......................................
Cocaine metabolite ......................................
Opiates:
Morphine ......................................
Codeine ......................................
Phencyclidine ..................................... .
Level (ng/ml)
15*
150**
300+
300+
25
Amphetamines:
Amphetamines ...................................... 500
Methamphetamine ................................ 500
* Delta-9- tefrahydrocannabinol-9-carboxylic acid
'`'` Benzoylecgonine
+ 25 ng/ml if immunoassay-specific for free morphine
17. Where a positive result is confirmed, specimens shall be
maintained in secured, refrigerated storage for at least a period of one
hundred twenty (120) days;
18. For random drug tests, the following additional conditions shall
(a) The City will contract with an independent third party to
provide random selection services through use of a computerized
random number generator program. The City shall specify the
percentage of commissioned positions (which shall be at least
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25%) that are to be tested annually, and the number of dates on
which the body substance specimens are to be collected. The
random number generator will then select the dates, the individuals
to be tested on each date, and the shift (first, second, third or
fourth) on which the collections shall begin. When the collection
process begins on second, third or fourth shifts, the preceding shifts
shall be processed on the following day.
(b) To maintain the security of the selection system, the
contractor shall deal exclusively with the Chief of Police or in his
absence, the Acting Chief of Police, for purposes of notifying the
City of testing dates and individuals selected, verifying and
updating the pool and supplemental selection of individuals, if
necessary.
(c) Any employee selected who is on authorized time off which
was applied for and approved prior to notice to the department of
the date of the test shall be required to report to the collection site
on his/her first day back from pre-approved leave. Any employee
who requests leave of any type after fhe department has been
notified of the testing date shall be required to report to the
collection site on the shift he would otherwise have been required
to report unless he is excused by the Chief of Police for good cause
shown. Any employee so excused shall be required to report to the
collection site on his first day back to work.
(d) When an employee is selected in the random process,
he/she shall promptly report to the appropriate collection site upon
the direction of his/her commanding employee or supervisor.
He/she shall provide specimens of urine sufficient to allow for "split
sample" collection and processing of the specimens. He/she shall
also supply a breath sample sufficient for a breath alcohol test. In
the event that the breath sample registers a breath alcohol reading
of .04 or greater, the employee shall also submit a blood sample
sufficient for a confirmatory blood alcohol test.
C. The City agrees to maintain all records concerning drug problems of its
employees, including all records pertaining to City required drug tests, in the
utmost confidence, subject to legal discovery. If the City receives a discovery
request for any records regarding drug problems of an employee and it decides
to comply with that request, it shall notify the employee prior to releasing any of
the records. Excepf when required pursuant to legal discovery, no records
concerning the drug problems of any employee shall be released to other
employers or agencies without written permission of the person whose records
are sought.
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SECTION 3 -EMPLOYEE ASSISTANCE PROGRAM
The City shall establish an Employee Assistance Program to assist
employees who are experiencing personal problems which the employee
believes may be affecting his job performance. This program is available fo all
employees, and employee participation in the Employee Assistance Program
shall be voluntary, confidential, and not used for or considered in matters relating
to performance evaluation, discipline or promotions. Participation in the program
shall not be used as an excuse for poor job performance or discipline.
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