HomeMy WebLinkAboutResolution #4038 - agreement with afscme RESOLUTION NO 4038
A RESOLUTION APPROVING AN AGREEMENT BETWEEN THE CITY OF CANTON
AND AFSCME LOCAL 1372 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 has entered into negotiations with AFSCME Local 1372
relative to the establishment of wages and benefits 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 incorporated herein, as Exhibit A; and
WHEREAS, the City Council of the City of Canton, Illinois has determined that it is necessary
and in the best interests of the City 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 AFSCME Local 1372, a copy of which is
attached hereto and incorporated herein 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 wage adjustments are retroactive as of May 1, 2013.
3. That the Mayor and City Clerk of Canton, Illinois are hereby authorized and directed to execute
and deliver said agreement on behalf of the City of Canton.
4. 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.
PASSED by the City Council of the City of Canton, Fulton County, Illinois, at a regular meeting this
15th day of October, 2013, upon a roll call vote as follows:
AYES: Aldermen Pasley,Lovell, Ellis,Justin Nelson, Pickel,Jim Nelson, Putrich,West
NAYS: None
ABSENT: None
APROVED:
Jeffery A. Frit ayor
AT ,/, , .I' a4. •.�
Diana Pavley Rock, City Clerk
AGREEMENT
BETWEEN
CITY OF CANTON/PUBLIC WORKS
AND
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES,
AFL-CIO COUNCIL 31 /LOCAL NO. 1372
MAY 1, 2013 - APRIL 30, 2017
INDEX
DIVISION 1. PURPOSE AND DEFINITION OF TERMS 01
DIVISION 2. RECOGNITION 01
DIVISION 3. HOURS OF WORK 02
DIVISION 4. WAGES 03
DIVISION 5. VACATION 03
DIVISION 6. HOLIDAYS 04
DIVISION 7. SICK AND PERSONAL DAYS 05
DIVISION 8. LEAVE 06
DIVISION 9. SPECIAL PAY PROVISIONS 08
DIVISION 10. CLOTHING ALLOWANCE 09
DIVISION 11. MEAL PERIODS AND BREAKS 09
DIVISION 12. EMPLOYEE'S INSURANCE 10
DIVISION 13. RETIREMENT 11
DIVISION 14. TRAVEL AND TELEPHONE REQUIREMENTS 12
DIVISION 15. MONTHLY DEPARTMENTAL MEETINGS AND
LABOR/MANAGEMENT MEETINGS 12
DIVISION 16. CHECK OFF SYSTEM AND UNION SECURITY 13
DIVISION 17. SETTLEMENT OF GRIEVANCES 14
DIVISION 18. DISCIPLINE AND DISCHARGE 17
DIVISION 19. SENIORITY 18
DIVISION 20. EDUCATION EXPENSE 21
DIVISION 21. RESIDENCY REQUIREMENT 21
DIVISION 22. GENERAL PROVISIONS 21
DIVISION 23. TERMINATION 25
DIVISION 24. COMMERCIAL DRIVER LICENSES 25
AGREEMENT NO.
THIS AGREEMENT MADE AND ENTERED INTO BY THE CITY OF CANTON AND
COUNCIL 31 ON BEHALF OF LOCAL NO. 1372, AMERICAN FEDERATION OF
STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO.
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 AFSCME Council 31, on behalf of Local 1372; 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 Employer shall mean the City of Canton and may be referred to as City.
1.1.2 Employee shall mean a full-time employee covered by the Agreement.
1.1.3 Probationary employee shall mean any newly hired or rehired
employee of the City of Canton.
1.1.4 Union shall mean the American Federation of State, County and
Municipal Employees, Council 31, Canton City Chapter of Local No.
1372, AFL-CIO.
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.
DIVISION 2. RECOGNITION.
2.1 Bargaining Agent.
The Employer recognizes the American Federation of State, County and
Municipal Employees, Council 31 on behalf of Local No. 1372, AFL-CIO, as the sole,
exclusive bargaining agent for the purpose of establishing salaries, wages, hours and
other conditions of employment for all full-time positions covered by the Election
Agreement, and positions of like kind that may be established.
2.2 Probation Period.
The employment of all employees covered by this Agreement shall be followed
by a six (6) month probationary period. Such probationary period shall be considered a
period of test or trial for the employee in relationship to the employee's work and the
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Employer during which time such employees may be discharged without cause. The
probationer shall be notified of the reasons for dismissal and can meet to discuss said
reasons. This decision is not subject to the grievance procedure.
2.3 Physical Examination.
Before being given a position with the City, each employee shall undergo a
thorough medical examination, including drug test, by a physician(s) designated by the
City, at the cost of the City.
DIVISION 3. HOURS OF WORK.
3.1 Regular Hours.
The regular hours of work each day shall be consecutive except that they may
be interrupted by a lunch period; and a fifteen (15) minute break before lunch and a
fifteen (15) minute break after lunch, in conformity with Section 11.2.
3.2 Work Shift.
Eight (8) consecutive hours of work, interrupted only by the applicable lunch
period and coffee breaks, shall constitute a normal shift with a regular starting and
quitting time, except Sanitation workers whose work shift ends with the completion of
their respective duties.
3.3 Workweek.
The workweek shall consist of five (5) consecutive eight (8) hour days. Clerical
employees' workweek shall be designated as Monday through Friday.
3.4 Work Schedule.
Work schedules showing the workdays and work shifts shall be posted on a
department bulletin board at all times.
3.5 Shift Designation.
Where a department has only one work shift, that shift will be defined as the first
shift for the purposes of this Agreement. Where a department has more than one shift,
the first shift will be defined as that shift which begins at 7:00 A.M., the second shift as
that shift which begins at 3:00 P.M., and the third shift as that shift which begins at
11:00 P.M. Clerical hours' work shifts shall start at 8:00 A.M. and end at 5:00 P.M.
3.6 Reservation of Rights.
With respect to this Division 3, Employer reserves unto itself the exclusive right
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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 Section.
DIVISION 4. WAGES.
Employees shall be compensated as provided in the Wage and Longevity
Schedule, which is attached hereto and made a part hereof.
4.1 Pay Period.
The salaries and wages of employees shall be paid bi-weekly on every other
Friday, or the preceding Thursday if Friday falls on a holiday, payroll to include hours
worked through the preceding Saturday.
4.2 Call Back Pay.
Any one called back to work will receive two (2) hours pay as a minimum, unless
the overtime is contiguous to the employee's work shift. There will be no makeup work
if the employee completes his assignment prior to the two (2) hour minimum.
DIVISION 5. VACATION.
Each employee of the City shall accumulate two (2) calendar weeks (not to
exceed ten (10) working days) vacation leave with pay, based upon the employee's last
hourly rate used to calculate payroll, upon completion of a full year of service.
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
For employees hired after May 1, 1995, the following vacation schedule shall
apply:
1 year but less than 3 years - 2 weeks vacation
3 years but less than 10 years - 3 weeks vacation
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10 years or over-4 weeks vacation
20 years or over-4 weeks and 2 (two) additional days vacation
25 years or over-5 weeks vacation
Vacations will be scheduled to meet the operating requirements of the City with
preference given to the request of an employee with seniority whenever possible.
5.1 Accumulation of Vacation Time.
Vacation time shall be used within 365 days of the anniversary date of accrual,
unless the Department Head makes a written request for extension to the office of the
Mayor who shall approve or disapprove same. When vacations cannot be granted
during the fiscal 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
(January 1), President's Day (3rd Monday in February), Good Friday, Independence
Day (July 4th), Thanksgiving Day (4th Thursday in November), Memorial Day (last
Monday in May), Labor Day (1st Monday in September), Christmas Day (December
25th), Veterans Day (November 11th), the employee's birthday, and beginning in 2012,
Martin Luther King Day (3rd Monday in January),.
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 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 workweek, 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. Employees who are required to work in excess of
eight (8) hours will receive triple time for all hours worked in excess of regular eight (8)
hours. Employees shall be paid on a prorated basis for hours worked on the holiday
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designated in Section 6.1, above, when such employee works less than eight (8) hours
on the designated holiday.
6.4 Holiday Falling on Vacation or Regular Day Off.
(a) If a holiday occurs during a vacation, employee will receive an extra day's
vacation or holiday pay, at the employee's discretion and subject to the prorata pay
requirements of Section 6.3, above. If the holiday occurs on a regularly scheduled day
off, the employee will receive eight (8) hours additional pay at the straight time rate and
subject to the prorata pay requirement of Section 6.3, above.
(b) For Clerical employees if a holiday falls on a weekend, the City shall
designate one (1) day during the normal Clerical employee's workweek, either the
Friday before the holiday or the Monday after the holiday, as a day off with pay.
DIVISION 7. SICK AND PERSONAL DAYS.
7.1 Computation of Sick 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, to a maximum of five (5) days per
fiscal year.
7.2 Illness of Employee.
Sick leave may be used for illness, disability, or injury of the employee,
appointments with a doctor, dentist or other professional medical practitioner, and in the
event of illness, disability, injury, appointments with a doctor, dentist or other
professional medical practitioner of a member of an employee's immediate family or
household. For purposes of definition, the "immediate family or household" shall be
husband, wife, mother, father, brother, sister, children, or any relative or person living in
the employee's household for whom the employee has custodial responsibility or where
such person is financially and emotionally dependent on the employee and where the
presence of the employee is needed.
7.3 Accrual of Sick Days.
Should any or all of the five (5) sick days be used by the employee during the
fiscal year, all unused days shall be accrued. Employee may accrue up to a total of
ninety (90) days. Payment up to forty-five (45) days for such accumulation shall be
made upon retirement or voluntary separation from employment. Each day shall be
valued at one-fifth (1/5) of the then current weekly salary for each unused day.
Employees shall also be granted the ability to accrue a maximum of two hundred forty
(240) days running concurrently with the ninety (90) days hereinabove, to be used
openly only for pension credit with IMRF. Upon retirement, the City shall notify IMRF of
the employee's total amount of accumulated sick days for pension credit purposes. Any
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amount of sick days paid upon separation shall be deducted from the two hundred forty
(240) days total.
7.4 Personal Days.
Each employee shall begin each fiscal year eligible for five (5) workdays which
may be used as personal days. Personal days shall be with pay and shall be valued at
one-fifth (1/5) of the then current weekly salary. Personal days may only be used when
requested in writing by the employee and approved by the Department Head.
7.5 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 may be held
over to the next fiscal year by first obtaining written consent of the Department Head
and the Mayor prior to the start of the next fiscal year.
7.6 Accrual of Personal Days.
Personal days shall not carry over beyond the fiscal year of accrual unless first
approved in writing by the Department Head and the Mayor during the fiscal year of
accrual.
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 benefits
under the City's Loss of Time Insurance Policy.
8.2 Job Related Disability.
Any employee, injured while performing assigned tasks, shall be eligible for
injury leave in compliance with tasks, shall be eligible for injury leave in compliance with
applicable State Statutes passed by the Illinois General Assembly and approved by the
Governor. The employee shall be responsible for causing periodic reports to be
submitted by the attending physician to the City Clerk, on forms prescribed by the latter
as may be required.
8.3 Bereavement.
Each employee shall be granted up to three (3) consecutive workdays of
bereavement leave when a death occurs in the employee's immediate family
(immediate family shall include: brother, sister, spouse, parent, parent of spouse
(including the preceding step-relatives and adopted parents), child, adopted child,
stepchild, grandchild, stepfather and stepmother, grandparents, spouse's parents, and
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legal guardians). Additional time may be granted when reasonable justification is
provided to the Department Head. Bereavement leave shall be with pay.
When a death of an employee's half-brother, half-sister, brother-in-law or sister-
in-law occurs, an employee, upon request, shall be granted eight (8) scheduled hours of
work on the day of the funeral, provided he/she attends the funeral. In the event no
funeral is held, the attendance of a memorial service will satisfy the attendance
requirement.
8.4 Miscellaneous Leave Policies.
The Department Head has the authority to approve other leaves of absence
without pay. Such leaves of absence shall be requested by the employee, in writing on
forms provided by the Employer, approved by the Department Head, and reported to
the Office of the Mayor.
The Department Head may also recommend approval of other leaves of
absence with pay. Leaves of absence with pay shall be authorized by the Mayor, in
writing, upon written recommendation of the Department Head.
Whenever possible, all leaves of absence shall be requested by the employee in
writing on proper forms provided by the City. Additionally, all requests for leaves of
absence shall be submitted to the Department Head by the employee, whenever
possible, at least three (3) working days prior to the effective date of the requested
leave of absence.
Miscellaneous leaves of absence are intended to be used for unexpected,
unusual, unanticipated, or emergency situations. Examples of such situations include,
but are not limited to: Jury Duty, family health emergencies, and, dental and doctor
appointments. Miscellaneous leaves of absence are not intended to be used for
additional or unauthorized holidays or vacation days.
No employee may be absent without the permission of the Department Head.
8.5 Jury Duty.
Any full-time employee who has more than thirty (30) days of seniority and who
either (a) is summoned and reports for jury duty in a court of record or Grand Jury; or,
(b) is required by applicable law to appear for examination by a jury commission prior to
such jury service; or, (c) is subpoenaed and reports for witness service in a court of
record or Grand Jury, shall be reimbursed by the City for each day on which he would
have otherwise have been scheduled to work, with a deduction from his/her pay in an
amount equal to the amount the employee received from the Clerk of the Court.
8.6 Military Leave and Reemployment Rights.
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Employees who are inducted into the armed services shall be granted the
necessary leave of absence without loss of seniority and shall be entitled to resume the
previous position with the City, provided, the employee passes the necessary physical
examination, and provided he has received an honorable discharge from the armed
service, and provided that he submits a written report to the Mayor within thirty (30)
days after being released from active duty.
8.7 Family Medical Leave.
The Employer will comply with all the terms and conditions of the Family Medical
Leave Act and adopts the same hereunder by reference.
DIVISION 9 SPECIAL PAY PROVISIONS.
9.1 Overtime Pay.
Employees required to work in excess of forty (40) hours per week shall be paid
at the rate of one and one-half (1/2) times their regular rate of pay for all hours worked
in excess of the employee's regularly scheduled forty (40) hour workweek.
9.2 Night and Weekend Bonus.
Employees who are assigned to the second or third shifts and 7:00 A.M. shift on
the weekend as defined in paragraph 3.5, shall be paid a bonus of five (5) percent
added to the basic hourly wage for each week so worked. •
Employees performing the insecticide application for the City shall be paid a
bonus of(5%) five percent while performing such work.
9.3 Temporary Assignment Pay.
Employees temporarily assigned to a position paying a higher rate of pay shall
receive such higher pay rate, on pro rata basis.
9.4 Compensatory Time Off.
Compensatory time off may be given when the employee 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 twelve (12) days. Should the employee not use his
accrued days by the end of the fiscal year after accrual, employee shall be paid in lieu
of the accrued time. Employee may request the continued accrual of said days by
written request to the Department Head, and the Mayor.
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9.5 Training.
Any employee authorized to attend a training school shall be paid for time
incident thereto at his regular hourly rate in accordance with the Fair Labor Standards
Act (FLSA).
9.6 Overtime Rotation.
Overtime worked shall be equally rotated in seniority order among the qualified
employees within the department, and by classification, as far as is practical. Employer
will make every effort to keep overtime equalized within twenty (20) hours to the closest
person within that classification. Hours shall be carried over from year to year and shall
be reduced at the end of each fiscal year by the lowest number on the list. Any new
employee entering an overtime list, whether a new employee or promotion, or transfer,
etc., shall be credited with one (1) hour more than the employee with the most hours,
thus placing the new employee at the bottom of the overtime list.
An overtime list shall be posted and maintained up to date by the Department
Head.
Mandatory overtime will be in reverse seniority order.
DIVISION 10. CLOTHING ALLOWANCE.
10.1 Protective Clothing and Equipment.
If any employee is required to wear protective clothing or any type of protective
device as a condition of employment for the purpose of ensuring the safety and health
of the employee, such clothing or device will be furnished by the Employer.
Additionally, the Employer shall provide a uniform or protective clothing (e.g. jumpsuit)
to employees required to handle chemicals at the water, sewer plants, street, garbage
and system maintenance departments. Additionally, each year in September the
Employer and the Union will meet to review the required protective clothing.
The City shall supply uniforms and the cleaning cost of the uniforms for the
Mechanic position.
DIVISION 11. MEAL PERIODS AND BREAKS.
11.1 Paid and Unpaid Meal Periods.
All employees, with the exception of Water Plant Operators, shall be granted an
unpaid lunch period. Water Plant Operators shall be granted a twenty (20) minute paid
lunch period. In all other cases, each Department's lunch period shall be a minimum of
thirty (30) minutes, but in no case shall the lunch period exceed one (1) hour. Clerical
employees shall be granted a one (1) hour unpaid lunch period. 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.
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11.2 Break Periods.
All employees shall be entitled to two (2) breaks during their shift, one to be
taken between the beginning of the shift and lunch period and the second to be taken
between the lunch period and the end of the shift, provided however, that the same
shall not interfere with assigned or emergency duties. Each break shall not exceed
fifteen (15) minutes in length.
DIVISION 12. EMPLOYEE'S INSURANCE.
12.1 Payment.
The employee shall pay 3% of their base pay for healthcare coverage for
single or family for a period ending April 30, 2009.
Effective May 1, 2009, employees will contribute 20% of the premium cost for
the healthcare plan elected by the employee for single or family coverage. The City
shall pay the balance. Payments shall be through pretax payroll deduction.
Healthcare insurance is defined as the City's healthcare coverage including dental for
employees and their dependents.
12.2 Coverage.
Effective 5/1/2014, 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 spouse and dependent child over six (6) months of age shall be $10,000.00, and term
life insurance for employee shall be $40,000.00. 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.
Employees shall be required to take generic prescriptions, when available. The
co-pay for prescription coverage shall increase to $10.00 for generic drugs.
The City of Canton Maxi Plan which a select few employees are using under the
City of Canton Health and Welfare Plan, will terminate and no longer be eligible for
those current Canton employees and any future hired employees in the bargaining unit.
Those who are currently on the Maxi Plan, may continue to do so under the terms and
conditions of that Plan for so long as he or she may remain eligible.
12.3 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
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3. A Representative of A.F.S.C.M.E. Local 1372
4. A Representative of P B & P A Unit 52
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 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
payments. Changes already agreed upon by the parties are listed on Exhibit A
attached hereto.
12.4 Internal Revenue Code Section 125 Plan.
Beginning May 1, 2009, the Employer shall establish an Internal Revenue
Code Section 125 Plan. To the extent health insurance premiums are not already
deducted pretax for employees, employees may elect to have insurance premiums
paid through the Section 125 by making the appropriate election annually. The Plan
will also cover such other elected Plan coverage amounts they may choose from the
Section 125 Plan. Such amounts shall be pretax.
DIVISION 13. RETIREMENT.
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 offered to
employees of the City. The insurance coverage may change from time to time as it
changed for the entire group and the City reserves the right to change coverages or
premium co-pays for the entire group without discrimination between its employee
participants and its retiree participants. Continuation for the retiree's spouse will be
in accordance with the terms and conditions of the policy provisions as they may
exist from time to time for the termination of the "retirement or disability period" and
continued coverage is conditioned upon the retiree's obligation to pay the monthly
premium directly to the municipality in accordance with the premium payments
determined by the City. Notice of continued coverage and election of continued
coverage shall be in accordance with 215 ILCS 5/367j as it exists or is amended from
time to time.
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-five
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(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 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.
Employees, who retire after May 1, 1994, and before May 1, 2009, regardless of
age, shall pay a premium equal to 3% of their pension. Employees who retire after May
1, 2009 shall pay the same premium paid by other active employees of the City for
single and dependent coverage. Payments shall be paid in twelve (12) equal monthly
installments. 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 eligible age of 65 years for Medicare 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 Employee.
A permanently disabled employee and the surviving spouse and dependent
children of a deceased employee shall participate in the City's Insurance Plan subject to
the provisions of Section 13.3 above. This Section shall apply only to spouses of
disabled/deceased employees who are lawfully married to such employee at the time
the disability/death occurs.
DIVISION 14. TRAVEL AND TELEPHONE REQUIREMENTS.
14.1 Employee's Use of Personal Vehicle.
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 Internal
Revenue Service rate as it exists from time to time for each mile necessarily traveled.
14.2 Telephone Requirements.
Employees shall be required to have a telephone in their residence or to provide
the Department Head with a telephone number where the employee may be reached.
The employee shall keep the Department Head advised, in writing, of such phone
number and of any changes thereto.
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DIVISION 15. MONTHLY DEPARTMENTAL MEETINGS AND
LABOR/MANAGEMENT MEETINGS.
15.1 Payment for Attendance.
Routine monthly departmental meetings of all employees and quarterly
labor/management meetings may be called from time to time for the purpose of
receiving and disseminating necessary information. Labor/management meetings may
be called by mutual agreement of the parties. Employees' attendance at such monthly
departmental meetings shall be considered as time at work for the purpose of this
Agreement for one and one-half (1 1/2) hours. Should said meeting exceed this time
period, all employees in attendance shall be paid for the actual time spent in excess of
one and one-half(1 1/2) hours.
DIVISION 16. CHECK OFF SYSTEM AND UNION SECURITY.
16.1 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 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.
16.2 Religious Exemption.
Should any employee be unable to pay their contribution to the Union based
upon bonafide religious tenets or teachings of a church or religious body of which such
employee is a member, such amount equal to their fair share shall be paid to a non-
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.
16.3 Notice and Appeal.
The Union agrees to provide notices and appeal procedures to employees in
accordance with applicable law.
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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16.4 Deductions.
The Employer agrees to deduct from the pay of those employees who
ndividually request it, any or all of the following:
(a) Union membership dues, assessments, 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.
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.
16.5 Availability of Cards.
The Employer shall make available Union deduction cards to employees. Such
cards shall be supplied by the Union.
16.6 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 16, or, of any portion thereof.
DIVISION 17. SETTLEMENT OF GRIEVANCES.
17.1 Purpose.
Amicable settlement of grievances between Employer, employee and/or Union is
recognized in principle and with the intention that the same shall be applied in practice
to the fullest extent possible.
17.2 Method.
Grievances shall first be referred to the appropriate Department Head, in writing,
within ten (10) calendar days of the date on which the grievance occurred. The
Department Head shall respond in writing to each such grievance within ten (10)
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 ten (10) calendar days after the response by the
Department Head is made. The Committee shall thereafter meet with the aggrieved
employee and/or his representative, if any, within fourteen (14) calendar days of
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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submission of the 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 ten (10) calendar days of the Committee's
written answer, be submitted to the Mayor in writing. The Mayor shall make written
answer within ten (10) calendar days of receipt of the written grievance.
17.3 Arbitration.
If, after the foregoing grievance process has been fully completed, the grievance
yet subsists, either party, Employer or Union, 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.
17.4 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, 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 Court (Ninth Judicial Circuit) for determination.
This Section shall not 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.
17.5 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.
17.6 Make Up of Arbitrator.
The arbitrator shall be composed of three (3) persons who shall be picked in the
following manner: Each of 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
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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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 issues(s).
An abstention or refusal to vote by a panel member shall be construed to be an "aye"
vote.
17.7 Court Report; Cost 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.
17.8 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.
17.9 Effect of Arbitration.
Subject to the appeal procedure hereinafter set forth, the decision of the
arbitrator shall be final.
17.10 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.
17.11 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 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.
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17.12 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.
DIVISION 18. DISCIPLINE AND DISCHARGE.
18.1 Conduct.
It is recognized that if an employee's conduct falls below a desirable standard,
the employee may be subject to disciplinary action or discharge.
18.2 Discipline.
The Employer agrees with the tenets of progressive and corrective discipline.
Disciplinary action or measures shall include only the following:
(a) Oral Reprimand
(b) Written Reprimand
(c) Suspension
(d) Discharge (notice to be given in writing)
Disciplinary action may be imposed upon an employee only for just cause. An
employee shall not be demoted for disciplinary reasons. Discipline shall be imposed as
soon as reasonably possible after the Employer is aware of the event or action giving
rise to the discipline and has a reasonable period of time to investigate the matter.
Among other acts, any criminal act of an employee shall be justification and/or reason
for immediate suspension or dismissal of the employee. The parties recognize that the
Employer need not always strictly follow the order of disciplinary action or measures set
forth above when it is reasonably determined that the offense reasonably requires
imposition of a form of discipline other than that initially set forth in the foregoing order
of disciplinary action or measures.
In any event, the actual date upon which discipline commences may not exceed
forty-five (45) days after the completion of the investigation of the matter.
18.3 Manner of Discipline.
If the Employer has reason to discipline an employee, it shall be done in a
manner that will not embarrass the employee before other employees or the public.
18.4 Discharge.
The Employer shall not discharge any non-probationary employee without
cause. If, however, the Employer is convinced that there is cause for discharge, the
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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employee will be advised of the grounds for discharge, and as soon thereafter as is
practical the employee's Union Representative will be notified in writing that the
employee has indeed been discharged.
Any employee found to be discharged without cause shall be reinstated at the
recommendation of the City Council with full restoration of the employee's benefits and
seniority and other conditions of employment.
18.5 Removal of Discipline.
Any written warning or discipline imposed for tardiness or absenteeism shall be
removed from an employee's record, if, from the date of the last warning or discipline,
two (2) years pass without the employee receiving an additional warning or discipline for
such offense. Such removal shall be at the request of the employee, in writing, but in
any case shall not be used against the employee.
DIVISION 19. SENIORITY.
19.1 Definition.
Seniority means an employee's length of continuous service with the Employer
from the employee's last date of hire.
19.2 Breaks in Continuous Service.
The employee's seniority shall begin with the date of employment with the City
and shall extend to the date of the employee's resignation or discharge for cause.
Months of layoff and months spent in non-union positions 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 permanent basis without a lapse in employment.
Seniority shall be forfeited for any of the following reasons:
(a) Employee resigns.
(b) Employee is discharged for cause.
An employee's seniority shall be preserved only in the event of the reinstatement
of a discharged employee by the City Council after that body has judged that the
employee's discharge was not for cause.
19.3 Promotions.
The term promotion, as used in this provision, means the advancement of an
employee to a higher paying position and/or the reassignment to a position of greater
responsibility or to one requiring a greater skill.
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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Whenever a job opening occurs, other than a temporary opening, the
Department Head shall advise all employees of the opening by posting a notice of the
opening on all bulletin boards for ten (10) working days. After the Department
employees have an opportunity to bid for shift vacancies within the Department, the
resulting vacancy and shift will be posted. Qualified employees may transfer from
another Department by seniority. Such transfer does not necessarily mean a promotion
of the employee. If a non-union employee returns to the bargaining unit, it shall be to a
posted position. Any employee awarded a new position within the City shall be required
to undergo a physical examination by a Physician of the City's choice to insure they are
able to perform such work. Any cost for such physical shall be paid for by the City. This
shall in no way give cause for the employer to terminate or cease employment from the
old position if employee does not pass the physical for the new position he/she has
submitted a bid on.
During this period, employees who wish to apply for an open position or job may
do so. The application shall be in writing, and it shall be submitted to the employee's
immediate supervisor.
The Employer shall fill the opening by promoting or hiring from among the
applicants that person who, in the judgment of the Employer, is best suited for the
position, based upon the applicant's past record of abilities and performance.
Where the employees are equally qualified, the employee with the greatest
seniority shall be given preferential treatment.
Temporary job openings are defined as job vacancies which may periodically
develop in any job classification and which do not exceed sixty (60) days. However,
upon notification, temporary job openings may be extended over sixty (60) days, with
mutual agreement, but the position is not to be made a permanent position over an
extended period of time.
Temporary job openings shall be filled by Department Head's assignment or
reassignment of employees, based upon the Department Head's judgment of the
suitability of the employee to the assignment or opening.
Any employee temporarily assigned to a classification other than his/her regular
classification shall be paid in accordance with Section 9.3 herein.
19.4 Demotions.
It is the policy of the City to avoid demotions whenever and wherever possible.
The term, demotion, as used in this provision, means the reassignment of an
employee from a position in one job classification to a position in a job classification of
lower pay and/or less responsibility and/or a classification requiring less skill.
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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Demotions shall be made only to avoid lying off employees or discharging an
employee who has demonstrated by their performance that the position in which the
employee is employed is beyond the employee's capabilities.
19.5 Layoffs.
In the event it becomes necessary to lay off employees for any reason,
employees shall be laid off in accordance with the needs of the City. Decisions
concerning layoffs will be abased on the operational needs of the City and budgetary
constraints. No layoffs will be made without the approval of the Mayor. Wherever
practical, employees will be laid off in reverse seniority order by department and
qualifications. All part-time and temporary employees will be laid off prior to any full
time employee in each Department. This does not require the Employer to layoff a part-
time employee in another Department before lying off a full time employee unless
otherwise provided for under this Section.
For all employees except clerical, if an employee in one classification is to be laid
off, that employee may bump down to the next lower classification provided that
employee has more seniority than an employee in the lower classification. (i.e. heavy
equipment operator to a truck driver; laborer classification)
For clerical employees the least senior employee will be laid off first. Any vacant
position will be posted and filled by seniority. If no employee bids for the vacant
position, then the least senior employee will be assigned to that vacancy.
19.6 Recall.
Employees shall be recalled from layoff according to their seniority. No new
employees shall be hired until all employees on layoff status desiring to return to work
have been recalled. Employees on the layoff list will retain the right of recall for a period
of 2 three (3) years or the length of their service which ever is less.
19.7 Consolidation or Elimination of Jobs.
Employees displaced by the elimination of jobs through job consolidation
(combining the duties of two or more jobs), the installation of new equipment or
machinery, the curtailment or replacement of existing facilities, the development of new
facilities, or for any other reason, shall be permitted to apply for a transfer to any other
open position in the service of the Employer. Any employee whose application for
transfer to any open position is accepted by the Employer shall be given any training
needed to perform satisfactorily the job to which the employee is transferred.
In the event that the transfer is not acceptable to the employee, then provision
19.5 of this Agreement shall prevail.
19.8 Transfers.
2.10.11.CANTON.AFSCME.PUBLI C WORKS.FINAL
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Employees desiring to transfer to other jobs shall submit an application in writing
to their immediate supervisor. The application shall state the reason for the requested
transfer.
Employees requesting transfers shall receive just consideration by the
Department Head. In the event that employee is not satisfied with the decision, an
udience with the Department Head's superior, with the explicit guarantee under the
terms of the Agreement that no disciplinary action shall be taken against the employee
for making such a request, is assured.
19.9 Shift Preference.
With mutual agreement of the parties involved and the Department Head,
employees shall be allowed to trade work shifts.
DIVISION 20 EDUCATION EXPENSE.
20.1 Reimbursement.
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 Department Head. The above requirement would be contingent
upon the successful completion of such course. The City will also pay the cost for
continuing education to maintain this license.
DIVISION 21 RESIDENCY REQUIREMENT.
21.1 Proximity to Canton.
Any employee shall become a resident 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 22 GENERAL PROVISIONS.
22.1 Status of Employer.
All benefits provided hereunder shall remain in full force and effect for the term of
this Agreement.
Nothing in this Agreement shall be construed to negate the status of the
Employer as a municipal Employer and any provisions hereof which, be interpretation
or otherwise, would abridge or restrict the power and authority conferred by law on the
Employer as a municipal Employer shall be void and of no effect.
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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22.2 No Strike or Lock 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.
At no time, however, shall the employee be required to act as strike breakers or to cross
the picket line of a legally authorized strike at employee's place of employment.
22.3 Assistant Department Heads.
It is hereby specifically recognized and agreed by the parties the assistant
Department Heads are management personnel. Accordingly, assistant Department
Heads shall not belong to the Union or participate in work slowdowns, work stoppages,
or strikes.
Notwithstanding anything in this Agreement to the contrary, non-bargaining unit
employees shall be permitted to do bargaining unit work in emergency situations, work
incidental to their job when a bargaining unit employees is scheduled to work the same
hours, or when employees are not reasonably available.
22.4 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.
22.5 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.
22.6 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. If there is conflict between the new collective bargaining legislation which
went into effect July 1, 1984, and an expressed term or provision of this Agreement, the
term or provision of this Agreement shall apply.
22.7 Pledge Against Discrimination and Coercion.
The provisions of this Agreement shall be applied equally to all employees in the
bargaining unit without discrimination as to age, sex, marital status, race, color, creed,
national origin, or political affiliation. The Union shall share equally with the Employer
the responsibility for applying this provision of the Agreement.
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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All references to employees in this Agreement designate both sexes, and
wherever the male gender is used it shall be construed to include male and female
employees. The Employer agrees not to interfere with the rights of employees to
become members of the Union, and there shall be no discrimination, interference,
restraint, or coercion by the Employer or Employer's representative against any
employee because of Union membership or because of any employee's activity in an
official capacity on behalf of the Union, or for any other cause.
The Union recognizes its responsibility as bargaining agent and agrees to
represent all employees in the bargaining unit without discrimination.
22.8 Union Bulletin Board.
The Employer agrees to furnish and maintain bulletin boards in convenient
places in each work area to be used by the Union.
22.9 Union Activities on Employer's Time and Premises.
The Employer agrees that during working hours, on the Employer's premise, and
without loss of pay, Union representatives shall be allowed to:
(a) Collect Union dues, initiation fees, and assessments (if
these funds are not collected through payroll deductions);
(b) Post Union notices;
(c) Process and investigate grievances;
(d) Solicit Union membership during other employee's non-
working time;
(e) Attend negotiating meetings;
(f) Transmit communications, authorized by the local Union or
its officers, to the Employer or the Employer's
representatives; and,
(g) Consult with the Employer, the Employer's representatives,
local Union officers, or other Union representatives
concerning the enforcement of any provisions of this
Agreement.
22.10 Visits by Union Representatives.
The Employer agrees that accredited representatives of the American
Federation of State, County, and Municipal Employees, whether local Union
representatives, district council representatives, or international representatives, shall
have full and free access to the premises of the Employer at any time during normal
working hours to conduct official Union business, their visits to the premises to be
scheduled in such a manner as to insure the free and uninterrupted continuation of the
work process.
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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2.11 Work Rules.
All substantive changes in work rules with the exception of changes necessitated
by emergency conditions shall be posted on the departmental bulletin board for a period
of five (5) workdays before becoming effective upon adoption of the appropriate
ordinance and budget by the City Council.
22.12 Safety and Health
The Employer shall provide a safe and healthy workplace consistent with all
applicable rules, regulations, and standards established by the Illinois Department of
Labor.
22.13 Savings Clause.
Should any Section, or portion thereof, of this Agreement be held unlawful and
unenforceable by any court of competent jurisdiction, such decision of the court shall
apply only to the specific Section or portion thereof directly specified in the decision;
upon the issuance of such a decision, the parties agree to invalidate that Section or
portion thereof, until a time, as mutually agreed to negotiate that Section or portion
thereof.
22.14 Personnel Files.
Personnel files for all employees are located in the office of the City Clerk. Any
employee shall be permitted to review their file during normal business hours of the City
Clerk. Any Union representative desirous of reviewing Union member's personnel file
must have the authority of the employee whose file is to be reviewed, in writing. All
personnel files must be reviewed in the office of the City Clerk, and no documents
contained in the personnel files will be permitted to leave the office of the City Clerk.
Copies of any documents which are to be placed in an employee's personnel file will be
given to the employee.
22.15 Reservation of Rights.
The Employer specifically reserves to itself, without limitation, the power to
unilaterally and in its sole discretion, eliminate, abolish, alter, organize, reorganize,
consolidate, or merge the departments, or, any classification, position, job or job
function now in existence or which may thereafter be created. Further, it is not the
intention of either the Employer or of the Union that the Employer transfer or delegate
any municipal power, function, privilege, or authority to control any of the same to the
Union, the City employees, or to any third party or person.
22.16 Wellness Program
The City of Canton adopts and incorporates herein the Graham Hospital
Association Well Bucks Incentive Program (Copy Attached). Employees will be
permitted to participate in the Program and earn points in accordance with the
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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Program established and presented by Graham Hospital. The Program's terms and
conditions of the Graham Hospital Association Well Bucks Incentive Program shall
apply from May 1, 2007 through and including February 19, 2008. Beginning
February 20, 2008, employees will be permitted to participate in the Wellness
Program and earn points in accordance with the Program adopted by the City of
Canton on February 20, 2008. The Program's terms and conditions may be changed
from time to time by the City of Canton and the same shall apply to the City of Canton
employees through their participation in the program.
Wellness Program benefits will be awarded each year on December 1St
DIVISION 23 TERMINATION.
This Agreement shall be effective for the entire period of the fiscal years 2013-
2014, 2014-2015, 2015-2016 2016-2017 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 no less than sixty (60) days prior to May 1, 2013, that they desire to modify this
Agreement. In the event that such notice is given, negotiations shall begin not later
than thirty (30) days prior to May 1, 2013. This Agreement shall remain in full force and
effective during the period of negotiations and until notice of termination of this
Agreement is provided to the other party in the manner set forth in the following
paragraph.
In the event that either party desires to terminate this Agreement, written notice
must be given to the other party not less than ten (10) days prior to the desired
termination date which shall be May 1, 2013.
23.1 Effective Date of Agreement.
All provisions and benefits of this Agreement shall be effective May 1, 2010.
Retroactivity will be given to all employees who were on the payroll as of the date of the
execution of this Agreement.
DIVISION 24. COMMERCIAL DRIVER LICENSES.
Employees required as a condition of employment to have a commercial drivers
license as defined by the Illinois Commercial Motor Vehicle Safety Act shall be allowed
to study for and take any required examination during work hours utilizing City
equipment, if required. The City shall pay any fee required by law in connection with
testing or retesting for any such license. The City shall have the exclusive right to
determine which City employees and how many City employees shall be licensed at
City expense, as aforesaid.
IN WITNESS WHEREOF, the parties hereto have executed and delivered the
foregoing Agreement in two (2) originals, each of which is hereby declared to be an
original for all purposes. Dated this 15th day of October, 2013.
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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CITY OF CANTON, ILLINOIS
Mayor f�i �' �anton, IL
ATTEST: ��/y_ "'e)(
City Clerk
AMERICAN FEDERATION OF STATE, COUNTY
MUNI - ; A 400 LOCAL 1372, AFL-CIO
4
� ..
2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
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2.10.11.CANTON.AFSCME.PUBLIC WORKS.FINAL
PUBLIC WORKS
T
2.75% 2.75% 2.75% 3.00%
5/1/134/30/14 5/1/14.4/30/15 5/1/154/30/16 5/1/16-4/30/17
5/1/12-4/30/13 FY14 FY15 FY16 FY17
CUSTODIAL BASE Buildings&Grounds Custodial
5/1/2012 [ —i - --
32 318.00 33207.00 34,120.00 35,058.00 36,110.00
Probation _ __. 4__---
Probation-1st Year 34,798.00 35,755.00 36,738.00 37,748 00 38,880.00
Starting-2nd Year 37,461.00 38,491.00 _k 39,550.00 40,638.00 41,857.00
Starting-3rd-4th Year 39 817.00 ' 40 912.00 t 42,037 00 43,193 00 44,489.00
Starting-5th-9th Year 44 702.00 ' 45,931.00 {I 47,194 00 48,492.00 49,947.00
Starting=10th-14th Year 45,105.00 46,345.00 47,619.00 48,929.00 50,397.00
Starting-15th-19th Year 45,503.00 46,754.00 48,040.00 49,361.00 50,842.00
Starting-20th-24th Year 45,948.00 4L 47,212.00 48,510.00 49,844.00 51,339.00
Starting-25th Year _H 46,415.00 47,691.00 49,003.00 50,351.00 51,862.00
CATEGORY I-Laborer,Truck Driver;Plant Operator without License;Meter Reader;Maintenance Man
Probation - 35,141.00 36,107.00 37,100.00 �_ 38,120.00 39,264.00
Probation-1st Year 37,648.00 1 38,683.00 39,747.00 40,840.00 42,065.00
Starting-2nd Year 40,332.00 i 41,441.00 42,581.00 43,752.00 45,065.00
Starting-3rd-4th Year 42,722.00 ' 43 897.00 45,104.00 i 46,344.00 47,734.00
Starting-5th-9th Year 47,676.00 48,987.00 50,334.00 51,718.00 53,270.00
Starting-10th-14th Year 48,101.00 49,424.00 50,783 00 52,180.00 53,745.00
Starting_15th-19th Year 48,525.00 1 49,859.00 51,230.00 52,639.00 54,218.00
Starting-20th-24th Year 49,009.00 1 50 357.00 51,742.00 53,165.00 54 760.00
Starting-25th Year 49,496.00 4L 50,857.00 52,256.00 53,693 00 55,304.00
CATEGORY II-Heavy Equipment Operator;Technician and Welder I _ _ - _
— — -- —_... --.--- - - —_ . 1--__ - _.. --- --r
Probation 38,096.00 39,144.00 40,22000 41326.00 41,326.00 42,566.00
Probation-1st Year t 40,609.00 _I 41,726.00 r 42,873.00 44,052.00 45 374.00
Starting-2nd Year ' 43 292.00 i 44 483.00 45,706.00 46,963.00 48,372.00
Starting-3rd-4th Year I 45 671.00 46 927.00 I 48,217 00 49,543.00 51,029.00
Starting-5th-9th Year 50 654.00 i 52 047.00 53,478 00 54,949.00 56 597.00
Starting-10th-14th Year _I 51,079.00 I 52 484.00 1 µ 53,927 00 55,410.00 } 57,072.00
Starting-15th-19th Year 51,500.00 52 916.00 l 54,371.00 55,866.00 57 542.00
Starting-20th-24th Year I 52,016.00 I 53,446.00 54,916 00 56,426.00 58 119.00
Starting-25th Year 4 52 533.00 ~-- 53,978.00 _ 55,462.00 56,987.00 } 58,697.00
CATEGORY III-Plant Operator Class D/IV ---- i - t T_ --_ - _-- _Probation 36,274.00 ' 37,272.00 � 38,297.00 _ 39,350.00 40,531.00
Probation-1st Year 38,850.00 39,918.00 41,016.00 42,144.00 43,408.00
Starting-2nd Year 41,615.00 __ 42,759.00 43,935 00 45,143.00 46,497.00
Starting-3rd-4th Year 1 44,077.00 4_ _ 45,289.00 46,534 00 - 47,814 00 49,248.00
Starting-5th-9th Year _-.- i— 49,167.00 50,519.00 51,908.00 53,335.00 54,935.00
Starting 10th-14th Year ' 49•681.00 1 51,047.00 4 52,451.00 53,893.00 55 510.00
Starting 15th-19th Year 50,188.00 51,568.00 52,986.00 54,443.00 56,076.00
Starting-20th-24th Year 50,673.00 I 52,067.00 53,499.00 54,970.00 56,619.00
Starting-25th Year 51 199.00 4 52,607.00 54,054.00 55,540.00 57,206.00
CATEGORY IV-Plant Operator Class C/III
Probation 36,964.00 1 37,981.00 39,025.00 40,098.00 41,301.00
Probation-1st Year 39,489.00 I 40,575.00 41,691.00 42,838.00 44 123.00
Starting-2nd Year 42,189.00 43,349.00 44,541.00 45,766.00 47 139.00
Starting-3rd-4th Year 44,504.00 I 45,728.00 46,986.00 48,278.00 _ 49,726.00
Starting-5th-9th Year 49,613.00 1 50,977.00 , 52,379.00 53,819 00 55,434.00
Starting-10th-14th Year 50,047.00 I
51,423.00 1 52,837 00 54,290.00 55,919.00
Starting-15th-19th Year - 50,478.00 { 51,866.00 53,292.00 54,758.00 56,401.00
Starting-20th-24th Year 50,985.00 I 52,387.00 53,828.00 55,308.00 56,967.00
Starting-25th Year 51,492.00 52,908.00 54,363.00 55,858.00 57,534.00
CATEGORY V-Plant Operator Class B/II
l
Probation 37,700.00 38,737.00 ; _ 1 39,802.00 40,897.00 42,124.00
Probation 1st Year 40,224.00 41,330.00 42,467.00 43,635.00 44,944.00
Starting 2nd Year 42 924.00 it 44,104.00 45,317.00 46,563 00 1 47,960.00
Starting 3rd-4th Year 45,348.00 t 46,595.00 47,876.00 49,193 00 50 669.00
Starting-5th-9th Year 50,344.00 __ _ -_51,728.00 53,151.00 54,613.00 56,251.00
Starting-10th-14th Year 50,800.00 1 52,197.00 - 53,632.00 55,107.00 56,760.00
Starting-15th-19th Year 51,257.00 52,667.00 54,115.00 55,603.00 57,271.00
Starting-20th-24th Year 51,755.00 — 53,178.00 54,640.00 56,143.00 57,827.00
Starting_25th Year 52,285.00 53,723.00 55,200.00 - 56,718.00 58,420.00
PUBLIC WORKS
2.75%
2.75%2.75% I
3.00%
5/1/134/30/14 5/1/144/30/15 5/1/15.4/30/16 5/1/16-4/30/17
5/1/12-4/30/13 FY14 -_. FY15 FY16 FY17
CATEGORY VI-Plant Operator Class A/1 -r
Probation 38,541.00 39,601.00 40,690.00 41,809.00 43,063.00=
Probation-1st Year 41,080.00 4 42,210.00 43,371.00 44,564.00 45,901.00
Starting_2nd Year 43,788.00 44,992.00 46,229.00 47,50000 '__48,925.00
Starting-3rd-4th Year 46,263.00 47 535.00 48,842.00 +_ 50,185 00 51,691.00
Starting-5th-9th Year 51,231.00 52,640.00 54,088.00 55,575.00 57,242.00
Starting-10th-14th Year 51,701.00 53,123.00 54,584.00 56,085.00 57,768.00
Starting-15th-19th Year 52,167.00 53 602.00 I 55,076.00 56,591.00 58,289.00
Starting-20th-24th Year 52,670.00 54,118.00 { 55,606.00 57,135.00 58,849.00
Starting-25th Year 53,213.00 54,676.00 56,180.00 1 57,725.00 59,457.00
---_. - ---- -- --.__. --t- --_... l --- !---- - -- _ ---
CLERICAL EMPLOYEES
Probation 27,359.00 28,111.00 28,884.00 29,678.00 30,568.00
Probation-1st Year 28,181.00 1 28,956.00 29,752 00 1 30,570.00 31,487.00
Starting-2nd Year 29,026.00 29,824.00 30,644.00 31,487.00 32,432.00
Starting-3rd-4th Year 29,607.00 30,421.00 31,258 00 32,118.00 33,082.00
Starting-5th-9th Year _ 30,200.00 31,031.00 31,884.00 32,761.00 33,744.00
Starting-10th-14th Year 30,802.00 31,649.00 32,519 00 I� 33,413.00 34,415.00
Starting 15th-19th Year 31 418.00 + I 32,282.00 33,170.00 34,082.00 35,104.00
Starting-20th-24th Year 31 733.00 32,606.00 33,503.00 34,424.00 35 457.00
Starting-25th Year 32 050.00 1 32,931.00 33,837.00 35 811.00
fi----'5/1/134/30/14------ - —.
5/1/14-4/30/15_---_.
1_
-- 5/1/16-4/30/17
- - 1 5/1/12-4/30/13 FY14 FY15 FY16 FY17
5 1
CATEGORY VII-Cemetery Sexton
Probation 37,990.00 l 39 035.00 40,108 00 41,211.00 42,447.00
Probation-1st Year 39,130.00 40 206.00 41,312 00 42,448.00 43 721.00
304.0 — � --. --_- ---.. _-_.. . ,
Starting 2nd Year 40,304.00 41412.00 42,551.00 43,721.00 45,033.00
Starting-3rd-4th Year 41,513.00 4 42,655.00 43,828.00 45,033.00 46,384.00
Starting-5th-9th Year 42,758.00 43,934.00 - 45,142.00 46,383.00 47,774.00
Starting-10th-14th Year 44,041.00 , 45,252.00 ! 46,496.00 47,775.00 49,208.00
Starting-15th-19th Year +_45,362.00 I 46,609.00 47,891.00 49,208.00 50,684.00
Starting-20th-24th Year 46,723.00 48 008.00 49,328.00 50,685 00 52,206.00
Starting-25th Year 48,125.00 49,448.00 I 50,808.00 52,205.00 53,771.00
RESOLUTION NO 5056
A RESOLUTION APPROVING A LETTER OF UNDERSTANDING BETWEEN THE CITY
OF CANTON AND AFSCME LOCAL 1372 AUTHORIZING AND DIRECTING THE
MAYOR, OR HIS DESIGNEE, TO EXECUTE SAID LETTER OF UNDERSTANDING ON
BEHALF OF THE CITY OF CANTON, ILLINOIS AND AMENDING COLLECTIVE
BARGAINING AGREEMENT AND RESOLUTION 4038
WHEREAS, pursuant to Resolution 4038, the City of Canton has a collective bargaining
agreement with AFSCME Local 1372 that is effective from May 1, 2013 through April 30, 2017; and
WHEREAS, the City of Canton entered into negotiations with AFSCME Local 1372 relative
to the establishment of a new administrative position in the City of Canton Police Department; and
WHEREAS, the City Council of the City of Canton, Illinois has reviewed the terms of the
proposed letter of understanding, a copy of which is attached hereto and incorporated herein, as
Exhibit A; and
WHEREAS, the City Council of the City of Canton, Illinois has determined that it is necessary
and in the best interests of the City to approve said letter of understanding.
NOW THEREFORE, be it resolved by the City Council of the City of Canton, Fulton County,
Illinois, as follows:
1. That the letter of understanding between the City of Canton and AFSCME Local 1372, a copy
of which is attached hereto and incorporated herein as Exhibit A, is hereby approved.
2. That the Mayor, or his designee, is hereby authorized and directed to execute and deliver said
letter of understanding 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.
PASSED by the City Council of the City of Canton, Fulton County, Illinois, at a regular meeting this
19TH day of July, 2016, upon a roll call vote as follows:
AYES: Alderman Justin Nelson, Gerald Ellis, Angela Hale, Craig West, Tad Putrich, Jim
Nelson
NAYS: None
ABSENT: Alderman John Lovell,Ryan Mayhew
AP OVED:
Jed re . Fri or
ATT S
DianWe Rock, City Clerk
LETTER OF UNDERSTANDING BETWEEN
THE CITY OF CANTON
AMERICAN FEDERATION OF STATE,COUNTY AND
MUNICIPAL EMPLOYEES,AFL-CIO COUNCIL 31/LOCAL NO. 1372
The City of Canton and the American Federation of State, County and Municipal
Employees,AFL-CIO Council 314oc4 No. 1372 met and discussed the City's desire,due to the
retirement of an employee, to create a new administrative staff position in the Canton Police
Department that would be covered under the collective bargaining agreement between the City
of Canton and the American Federation of State, County and Municipal Employees, AFL-CIO
Council 3I/L.ocal No. 1372. The following was agreed to:
1. That the position of Administrative Operations Coordinator was created.
2. That the position will be covered under current collective bargaining agreement between
the City of Canton and the American Federation of State, County and Municipal Employees,
AFL-CIO Council 3IALocal No. 1372,and effective May 2,2013 through April 30,2017.
3. That the starting salary range will be between$35,500 and$42,500.
4. That the wage scale for the newly created position will be subject to negotiations when
the neat collective bargaining agreement is negotiated.
The parties hereto have caused their duly authorized agents to sign this Letter of Understanding
this '?}_day of July,2016,with an effective date of June 22,2016.
American Federation of state,County
and Municipal Employees,
AFL-CIg-F'a it 3 .1d No. 1372
.0
By: dy L rich, Ausiness Representative Date
City of Canton
Naac
BY: Rats 191'A trunusbratn r Date
�
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