HomeMy WebLinkAboutResolution #3537RESOLUTION NO. 3537
A RESOLUTION APPROVING AN AGREEMENT BETWEEN THE CITY OF CANTON AND
THE POLICEMEN'S BENEVOLENT LABOR CONIIVIITTEE AND AUTHORIZING AND
DIItECTING 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 TT 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.
PASSED by the City Council of the City of Canton, Fulton County, Illinois, at a regular meeting this
5th day of SePtember2000, upon a roll call vote as follows:
AYES: Aldermen Nblleck,
Shores, May,
NAYS: None ,
ABSENT: None .
Attest:
Nancy Whit ,City Clerk
Hartford, Sarff, Phillips, Nidiffer, Meade,
APP VED:
.~~~~•~~
Donald E. Edwards, Mayor
v
AGREEMENT
BETWEEN
CI TY OF CANTON
AND
THE POLICEMEN'S BENEVOLENT LABOR
COMM/ TTEE
May 1, 2000 through Apri130, 2003
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 ----------------------------------------------------------------- 05
DIVISION 6. HOLIDAYS ----------------------------------------------------------------- 07
DIVISION 7. SICK AND PERSONAL DAYS ---------------------------------------- 08
DIVISION 8. LEAVE -----------------------------------------------------------------------10
DIVISION 9. SPECIAL PAY PROVISIONS ------------------------------------------12
DIVISION 10. CLOTHING ALLOWANCE --------------------------------------------14
DIVISION 11. MEAL PERIOD -----------------------------------------------------------16
DIVISION 12. EMPLOYEE'S INSURANCE ------------------------------------------16
DIVISION 13. RETIREMENT INSURANCE -----------------------------------------18
DIVISION 14. TRAVEL ALLOWANCE ------------------ =---------------------------- 20
DIVISION 15. STRESS DAY ------------------------------------------------------------ 20
DIVISION 16. EMPLOYEE TELEPHONE REQUIRED ---------------------------- 21
DIVISION 17. POLICE SHIFT OPENING -------------------------------------------- 21
DIVISION 18. DUTIES OF POLICE EMPLOYEES -------------------------------- 21
DIVISION 18.A DISCIPLINE ------------------------------------------------------------ 22
DIVISION 19. MONTHLY DEPARTMENT MEETINGS --------------------------- 22
DIVISION 20. SETTLEMENT OF GRIEVANCES ---------------------------------- 22
-i-
DIVISION 21. CHECK OFF SYSTEM AND UNION SECURITY ---------------- 26
DIVISION 22. ACCRUAL AND FORFEITURE OF SENIORITY ---------------- 28
DIVISION 23. LAYOFFS ----------------------------------------------------------------- 29
DIVISION 24. EDUCATION EXPENSE ----------------------------------------------- 30
DIVISION 25. RESIDENCY REQUIREMENT --------------------------------------- 30
DIVISION 26. GENERAL PROVISIONS --------------------------------------------- 30
WAGES --------------------------------------------------------------------------------------- 35
-ii-
AGREEMENT N0.505
THIS AGREEMENT MADE AND ENTERED INTO BY THE CITY OF CANTON AND THE
POLICEMEN'S BENEVOLENT LABOR COMMITTEE.
W/TNESSETH:
DMSION 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 work and other conditions of employment.
1.1 Definition of Terms.
For the purposes of clarification, various terms used in this contract are
defined as follows:
1.1.1 "Commissioned Officer" shall mean an employee of the City's Police
Department who is appointed to the department by the City's Fire and Police Commission
and who is subject to the said Commission's disciplinary powers.
1.1.2 "Civilian Employee" shall mean a full time employee of the City's Police
Department who is not appointed to the Department by the City's Fire and Police
Commission and is not subject to said Commission's disciplinary action.
1.1.3 "Employee" shall mean a full time employee of the City's Police Department
who is a member in good standing of 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 fo as City.
1.1.5 "Fiscal year" shall mean the fiscal year of the City of Canton, which is the
period of May 1 st through Apri130th.
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 Bargaining Agent.
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 fwe/ve (12) month probationary period. Such probationary period shat! be considered
a period of test or trial for the commissioned officer and the Employer, during which time
such employees may be discharged by the Employer without cause. Nothing herein shall
be construed, as to the commissioned officers, to be other than in conformity with the Illinois
Fire and Police Commission Act (Ill. Comp. Stat. 651LCS 5/10-2.1-1 et sequi).
2.3 Non-Appointive Personnel.
After the probationary period, civilian employees may only be discharged for
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cause upon majority approval by the City Council.
DIVISION 3. HOURS OF WOR1G
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 Shirt.
Except as otherwise provided, eight (8) consecutive hours of work shall
constitute a work shift. All employees shall be scheduled to work on a regular work shift,
and each work shift shall have a regular starting and quitting time.
3_3 Workweek.
Except as otherwise provided, the workweek shall consist of five (5)
consecutive eight (8) hour days.
3_4 Work Schedule.
Work schedules showing the employees' workdays and hours shall be posted
on a Department bulletin board at all times.
3_5 Shift Designation.
Except as otherwise provided, the 7 A.M. to 3 P.M. shall be considered the
first shift; the 3 P.M. to 11 P.M. shall be considered the second shift; and the 11 P.M. to 7
A.M. shill` 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, worm shifts, workweeks, shift designations and all
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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 fhe optimum regular hours, work shifts, workweeks, and shift designations
set forth in this Division 3.
DIVISION 4. WAGES.
4_1 Schedule.
Employees shall be compensated as provided in the Wage and Longevity
Schedule, which is attached hereto and made a part hereof.
4.2 Pay Period.
The salaries and wages of employees shall be paid weekly on every Friday,
or the preceding Thursday, if Friday falls 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 $1,200.40 in
addition to the base pay for Dispatchers provided for in the Wage and Longevity Schedule.
This position shall be by appointment of fhe Chief.
4_4 Lon ev' .
Employees shall be entitled to receive additional longevity salary payments
based upon the service requirements specked 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:
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(a) Eligible employees are those who have accrued at least twenty
(20) years of service.
(b) Eligible employees may exercise an option to be placed in
longevity Step A by notifying the Chief of such election in w-iting
on or before the 15th day of any calendar month prior to a
month in which they have accrued the required year of service
specked in (a) above.
(c) Upon receipt of notice from an eligible employee, the Employer
shall place the employee in Step A and adjust his/her salary
accordingly effective the first day of the month immediately
following the month in which notice from the employee was
received.
(d) Employees placed in Step A shall be entitled to receive the
salary provided in such Step for a maximum period of thirty (30)
days. If employee is still in service after thirty (30) days he/she
shall revert permanently to previous Step.
On the expiration date of this Agreement, no further Step to Sfep movement
shall occur until a new Agreement is signed.
4.5 K-9 Offrcer.
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 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 1st pay week ofApril, 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
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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 fo 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 Phan 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
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
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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, poor to using vacation time due, shall be compensated in cash for
the unused vacation accumulated at the time of separation.
DIV-S10N 6. HOLIDAYS.
6.1 Days Designated.
The following days are holidays with pay for all employees: New Year's Day
(7 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 (9st Monday in September), Veterans Day (71 November), and Christmas Day
(25 December).
6_2 Holiday Pay.
Each employee shall receive and be paid a "holiday" consisting of eight (8)
hours of regular pay applicable to each person, provided, however, that such employee
works the day before and the day after the holiday, or has a scheduled day off, or an
excused absence the day before or after the holiday and provided further, That such
employee shall be and remain employed by the City both before and after applicable
holiday.
6.3 Holidays Worked.
An employee's workday shall be determined by the day on which his shift
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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 of the rate of double
time, making thereby a total entitlement for such holiday worked of eight (8) hours at the
cafe of Triple time. The Code Enforcement Officer and Traffrc Safety Officer not essential to
immediate public safety maybe 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 Holiday Falling on Vacation or Regular Day Off.
If a holiday occurs during a vacation, employees will receive an extra days'
vacation or holiday pay, at the employee's discretion. If the holiday occurs on a regularly
scheduled day off, the employee will receive eight (8) hours' additional pay of the straight
time rate.
DMSION 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
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earn one-half (1/2) day of personal leave and one-half (1/2) day of sick leave for each
month worked during the current fiscal year.
Personal days may only be used when
requested and approved by the Chief of Police.
7.2 Computation of Sick/Personal Davs -
i Non Probationary Employees.
All non probationary employees shall begin each fiscal year eligible for fen
(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) maybe used as sick days.
7.3 Illness of Employee.
Use of sick leave shall only be used for injury off duty, illness or exposure to
contagious disease. Employee shall be governed by the following requirements in order to
be eligible for pay during such sick leave. Employee must.
(a) Report promptly the reason for absence to the on-duty shift
commander or Chief of Police.
(b) Keep the Chief of Police informed of employee's condition if the
absence is more than three (3) consecutive days duration.
(c) The Chief may require an affidavit or doctor's excuse if there is
reasonable suspicion of abuse of sick leave.
7.4 Pay In Lieu of Personal Davs.
Should an employee not use all or any of the five (5) personal days, the
employee shall be paid in lieu thereof for each unused day. Personal days may be held
over to the next fiscal year by first obtaining written consent of the Chief of Police and of the
Mayor prior to the start of the next fiscal year.
7.5 Accrual of Sick Davs.
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Should any or all of the five (5) sick days not be used by the employee during
the fiscal year, all unused days shall be accrued. Employee may accrue up to a total of
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 The event thaf 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 benefits under
the City's Loss of Time Insurance Policy. Notwithstanding anything herein to the contrary,
any employee who is on an unpaid leave of absence for more than thirty (30), or worker's
compensation for more than forty-five (45) working days (Monday Through Friday excluding
holidays), shall not be paid nor shall they accrue any vacation, holidays, personal days,
stress days or any other paid leave unless the employee had it accrued prior to the leave of
absence, or unless otherwise provided for by law.
8.2 Job Related Disability.
Any police officer injured while performing assigned tasks, shall be eligible for
injury leave in compliance with Section 1 of the Public Employee Disability Act and any non-
commissioned employee injured while performing assigned tasks during the course of
employment shall be eligible for worker's compensation under applicable State Statutes as
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they may be approved and amended from time to time by the Governor. The employee
shall be responsible for causing pe-iodic reports to be submitted by the attending physician
to the Cify Clerk, on forms prescribed by the Employer.
8.3 Military Leave.
Employees shall be granfed 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 granfed up to three (3) calendar days of
bereavement leave when a death occurs in the employee's immediate family. (Immediate
family shall include: spouse, children, mother, father, brother, sister, current mother-in-law,
current father-in-law, grandparents, grandchildren, step relatives, and legal guardian).
Additional vacation time or other accrued leave time may be Taken with approval of the
Chief. Bereavement leave shall be with pay for any regular scheduled workdays.
8.5 Miscellaneous Leave Policies.
The Chief of Police has the authonty 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 Offrce of the Mayor. Other leaves of absence with pay
shall be authorized by the Mayor upon recommendation of the Chief of Police. Action by
the Mayor may be secured upon submission of an approved request from the Chief of
Police. No employee maybe absent without the permission of the Chief of Police.
8.6 Family Medical Leave Act.
All leaves for medical reasons as the same maybe defined under the Family
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and Medical Leave Act of 1993, as amended, shall be as prescribed by said Act.
pIVISION 9. SPECIAL PAY PROV/S/ONS.
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 Phan 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 fhe time They are required fo appear in City Court in Canton. Employees
shall be paid a two (2) hour minimum for other activities, which are court related.
9.2 Overtime.
Except as otherwise provided, employees required to work in excess of eight
(8) hours per day shall be paid at the rate of one and one half (1 1/2) times for all hours
worked in excess of fo-ty--five (45) minutes beyond the employee's regularly scheduled eighf
(8) hour shift with a minimum of one (1) hour. Employees called in for additional duty shall
also be paid atone and one half (1 1/2) times fhe 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.
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 Pav.
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 o~cer shall be
granted temporary acting Chief of Police with pay in the amount of fifty dollars ($50.00) per
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week during the period of such assignment No assignment shall be for a period of less
than one (1) full workweek (five (5) working days).
When a commissioned officer is assigned to a temporary rank higher Phan the
permanent rank of the employee, other than the Acting Chief of Police, by the Chief of
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. No assignment shall be for a period of less than one (1) full
workweek (five (5) working days).
9.5 Night Bonus.
Employees who work a regular eight (8) hour night shift as part of their
regular work week, shall receive and be paid a night bonus of five percent (5%) added to
the basic hou-1y wage for each hour worked. For the purpose of this Section, the teen
"night shift" shall mean any eight (8) hour period between the hours of 3:00 P.M. and 7:00
A.M. the day thereafter.
Commissioned officers assigned to Detectives and Drug Task Force, subject
to call-out status shall receive a sum equal fo the night bonus provided for herein, added to
(heir base salary. All such assignments are directed by the Chief of Police.
9_6 Compensatory Time Off
Compensatory time off maybe given when the employee has agreed to work
in excess of the employee's regular shift for compensatory time. Compensatory time off
shall be calculated at the rate of one and one half (1 1/2) times the hours actually worked
and may be accrued up to eighty (80) hours. The employee may use These hours under
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the same rules That govern personal days. Should the employee not use his accrued hours
by the end of the fiscal year of accrual, employee shall be paid in lieu of the accrued hours.
Employee may requesf 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.
Overfime work shall be rotated among all employees within the Department
so far, as is practical. An overtime list shall be posted and maintained up to date by the
Chief of Police.
9_8 Trainin .
Any employee authorised to attend a training school shall be paid for time
incident thereto at his regular hourly rate.
DIVISION 10. CLOTHING ALLOWANCE.
10.1 Annual Payment.
All employees shall be paid an annual clothing allowance of $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 Officer and Trat~c Safety
Officer, 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
Traffic 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
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amount shall be made on fhe first day in May of each year.
10.3 Probationary Employees Payment.
A probationary employee shall be paid the clothing allowance at the time of
his employment.
10.4 Probationary Employee/Reimbursement/Termination.
In the event of fhe termination of a probationary employee, for any reason
whatsoever, such employee shall reimburse to the Employer for clothing allowance paid as
follows: One-half shall be refained by the employee. The remaining one-half shall be
reimbursed to the Employer in that percentage amount which fhe remainder of the
probationary year existing at the time of termination bears to the full twelve (12) month
probationary penod.
10.5 Non-Probationary Employee/Reimbursemenf/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 maybe yet due, and payable from and by the Employer.
10.7 Eauipmenf Furnished.
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The City shall furnish all commissioned officers with a sidearm, riof 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.
DMS/ON 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.
DMSION 72. 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 fhe total insurance premiums
including the cost of health and dental insurance coverage, for employees and their
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
Apri130th of any contract year, at which time the employee premium shall go back to 1.2%
for the next 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.
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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. Te-m life insurance for a dependent child
over six (6) months of age shall be $10,000.00, and Fenn 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 first be required to pay the first $250.00 aggregate amount of any such
claim(s) for a employee without dependents; or, $500.00 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. Local 1897
3. A Representative of A. F. S. C. M. E. Local 1372
4. A Representative of the Policemen's Benevolent
and Protective Association, Unit 52.
5. A Representative ofNon-Represented Employees
6. A Representative of Management
7. A Park District Representative
8. A Partin Ingersoll Representative
This committee shall be empowered to research and analyze the existing
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coverage and benefits, as well as, available plans fo 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 ExhibitA attached hereto.
D1VISlON 73. RETIREMENT INSURANCE.
13.0 Lice 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 1~fe
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 Cily 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 leasf equivalent to that provided by the City to any other City employee or
retiree.
13.1 Retired EmQloyees -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 fifity (50) years of age, or who have twenty-five
(25) years of service regardless of age, the Employer shall pay the full amount of the
02.02.01 /MYDOCS/CANTONPOL BENV. AGREE/
18
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 refired employee shall make application to
Medicare or to its successor program. The retired employee shall have the option of
purchasing Medicare supplement insurance at his expense through the City's group
insurance carrier, if available.
13.2 Retired Employees - After Mav 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, retirees spouse, and dependent children.
Retired employees who become reemployed where insurance coverage is provided by the
new Employer shall be excluded from this provision. Upon attaining his age of sixty-five (65)
years or such other age as Congress may subsequently determine this coverage shall
terminate and the retired employee shall make application fo Medicare or to its successor
program. The retired employee shall have the option of purchasing Medicare supplement
insurance at his expense through the City's group insurance carrier, if available.
13.3 Disabled Employee and Spouse and Dependents of Deceased
Commissioned Officer.
A permanently disabled employee and the surviving spouse and dependent
children of a deceased employee shall participate in the City's insurance plan, but only to
02.02.01 /MYDOCS/CANTONPOL. BENV. AGREE/
19
the extent spec~cally provided in the last four (4) sentences of Section 13.1 above. This
Section shall apply only to spouses of disabled/deceased employees who are lawfully
married to such employees at the Time of the disability/death occurs.
13.4 Employees with Early Retirement.
Employees entitled to payment of insurance premiums under the above
provision, shall be subject to fhe 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 fhe 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.
DMSION 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 lntemal Revenue Service per mile for each mile necessarily traveled.
DMSION 15. STRESS DAY.
All commissioned officers shall receive one Sunday off per calendar month with pay
as a stress day. Non-commissioned officers shall receive three (3) stress days (one each
quarter for the last three quarters of the fiscal year 2000-2001 and one each quarter each
02.02.01/MYDOCS/CANTONPOL. BENV.AGREE/
20
year thereafter) with pay. However, it is recognized that such o~cer is subject to
emergency call in without additional pay. With the prior consent of the Police Chief, an
offtcer's normal workweek may, from time fo time, be mod~ed 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.
DMSION 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 gyve 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.
DMSION 18. DUTIES OF POLICE EMPLOYEES.
The duties of all employees shat! be in accordance with the State Statute, City
Ordinances or resolutions, job description, or, local cusfom, as the same may be
promulgated from time to time.
02.02.01/MYDOCS/CANTONPOL. BENV.AGREE/
21
DMSION 18.A D-SCIPLINE.
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 non-commissioned officers 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.
DMSION 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.
DMSION 20. SETTLEMENT OF GRIEVANCES.
02.02.01/MYDOCS/CANTONPOL. BENV.ACREE/
22
20.1 Pur ose.
Amicable settlement of grievances befinreen Employer and employee is
recognized in principal and with fhe 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 fhe City of Canton, involving fhe meaning, interpretation or
application of fhe express provisions of this agreement. The grievance procedure shall
be available for discipline for all civilian employees and for commissioned officers only
for written warnings, oral warnings and suspensions of five (5) days or less. A
grievance shall be processed in the following manner.•
Step 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 fhe 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 (heir meeting.
Stea 3: If the grievance is not settled in Step 2 and the employee wishes
to appeal the grievance to Sfep 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.
02.02.01/MYDOCS/CANTONPOL. BENV.AGREE/
23
20.3 Arbitration.
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 (7) of
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 le#ter 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 Phis Agreement. He or she shall consider and decide
only the speck issue submitted fo 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 fo 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
02.02.01 /MYDOCS/CANTONPOL BENV. AGREE/
24
briefs by the parties, whichever is later, unless the parties agree to an extension
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 fhe 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 if is submitted
within ten (10) 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 fo the next Step within the
02.02.01/MYDOCS/CANTONPOL. BENV.AGREE/
25
specked time limit or any agreed extension thereof, it shall be considered settled on the
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 term "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.
DMSION 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 cert~ed by the Union to the City. Deductions shall be
made equally from earnings payable on the second paycheck of each month beginning with
the first month immediately following the date of receipt of such authorrration. Such
deduction shall be remitted to the Union within fifteen (15) days after the deduction has
been made. The authorization caul shall be as follows:
02.02.01/MYDOCS/CANTONPOL. BENV.AGREE/
26
AUTHORIZATION FOR PAYROLL DEDUCTION T0: CITY OF CANTON, ILLINOIS
I hereby request and authorize you to deduct from my eamings the monthly Union
membership dues established by the Policemen's Benevolent Labor Committee. 1
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 shah:
payment, as certified by the Union, shall be deducted by the Employer from the eamings 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 poor to its
effective date. The amount constituting each non-member employee's share shall not
02.02.01/MYDOCS/CANTONPOL. BENV.AGREE/
27
exceed dues uniformly required to Union members.
21.3 Religious Exempfron.
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 (heir fair sharer shall be paid to a non-
religious charitable organization mutually agreed upon by the employee affected and the
Union. !f 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 Indemn~cation.
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.
DMSION 22. ACCRUAL AND FORFEITURE OF SENIORITY.
All employees shall be gnren 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 permanent basis without a lapse in employment.
02.02.01 /MYDOCS/CANTONPOL. BEN V. AGREE/
28
Seniority shall be forfeited for any of the following reasons:
(a) Employee resigns; and
(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. If 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.
DMSlON 23. LAYOFFS.
23.1 Notice to be Given.
Any commissioned officer or civilian employee maybe laid off for lack of work
or funds without reflection on the commissioned officer's or civilian employee's standing. At
least iwo (2) weeks' notice of the effective date of a layoff shall be given each employee
affected thereby.
23.2 Order to be Followed When Laving 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 seniorty 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 greater
02.02.01/MYDOCS/CANTONPOL. BENV.AGREE/
29
overall seniority maybe laid off before less senior employees are laid off.
23.3 Order to be Followed in Call Back.
Recall of commissioned officers shall be in conformity with the requirements
of the Fire and Police Commission Act (65 1LCS 5/10 2.1-1 et seq.), that is to say, by
inverse order of layoff.
Civilian employees shall be recalled by the inverse order of layoff within the
class of civilian employees.
Commissioned officers laid off at a later date may be recalled before civilian
employees laid off at an earlier date.
DMSION 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
amounf 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.
DMSION 25. RESIDENCY REQUIREMENT.
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.
DMSION 26. GENERAL PROVISIONS.
26.1 All benefits provided hereunder shall remain in full force and effect for the
term of this Agreement.
02.02.01/MYDOCS/CANTONPOL. BENV.AGREE/
30
26.2 Management Rights.
The Employer possesses the sole right to operate the Cily Police Department
and all management rights repose in it. Nothing herein shall affecf the internal control
authority of the Chief of Police. Except as spec~cally amended, changed or modified by
this Agreement, these management rights include, but are not limifed to, fhe following:
(a) To direct all operations of the Police Department;
(b) To determine the overall budget;
(c) To establish reasonable work rules and schedules or work;
(d) To create an organizational structure; to hire or promote from
the Fire and Police Commission eligibility list, transfer, schedule
and assign employees in positions and to create, combine,
modify and eliminate positions within the Police Department;
(e) To suspend, discharge and take other disciplinary action for just
cause against employees under the established work rules and
regulations of the Police Department and Fire and Police
Commission and the provisions of this Agreement;
(t) 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;
(j) To determine the kinds, quality and amounts of services to be
performed as pertains to the Police Department and City
operations; and the number and kind of classifications to
perform such services;
(k) To contract out for goods or services;
(I) To establish rules relating to those items not subject to
arbitration under Section 1614(1) of the Public Employees Labor
02.02.01/MYDOCS/CANTONPOL. BENV.AGREE/
31
Relations Act of Illinois, except to the degree to the impact of
such items;
(m) To determine the methods, means and personnel by which the
Police Department operations are to be conducted;
(n) To take whatever action is necessary to cant' 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 Ouf.
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 Perm 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 Total' .
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.
02.02.01/MYDOCS/CANTONPOL. BENV.AGREE/
32
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
2000-2001, 2001-2002, and 2002-2003 of the Employer. At the end of That time, it shall
terminate, and shall be of no effect, unless agreed fo 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 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, 2000; subject to this Division 26, this
Agreement shall terminate at 12:00 P.M., local time, on April 30, 2003.
IN WITNESS WHEREOF, the parties hereto have executed and delivered the
foregoing Agreement in two (2) duplicate originals, each of which is hereby declared to be
an original for all purposes. Dated this ~ day of ~ .2001.
ATTEST.• ~ _
C' lerk
02.02.01/MYDOCS/CANTONPOL BENV.AGREE/
CITY OF CANTON, ILLINOIS
Mayor of the City of Canton, Illinois
33
POLICEMEN'S BENEVOLENT LABOR COMMITTEE
BY.~
Its President.
Its Vice-President.
Its Secretary
02.02.01/MYDOCS/CANTONPOL. BENV.AGREFJ
34
CITY OF CANTON, ILLINOIS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
LIEUTENANTS
Fiscal Year Fiscal Year Fiscal Year
.2000-2001 2001-2002 2002-2003
1St Year $34, 848.00 $36, 068.00 $37,150.00
Starting
2"d Yr $36, 204.00 $37, 472.00 $38, 596.00
Starting
3'~ Year $37,189.00 $38, 491.00 $39, 646.00
Starting
4~' Year $38,173.00 $39, 509.00 $40, 695.00
5-6 Years $38, 569.00 $39, 919.00 $41,117.00
7-9 Years $39, 604.00 $40, 990.00 $42, 220.00
10-14 Years $41, 073.00 $42, 510.00 $43, 786.00
15-19 Years $42, 072.00 $43, 545.00 $44, 851.00
20-24 Years $43, 622.00 $45,149.00 $46, 503.00
25 Years and
Over $45,184.00 $46, 765.00 $48,168.00
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.
35
•
1 Sr Year
Starting
2"d Year
Starting
3'~ Year
CITY OF CANTON. ILLINOIS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
SERGEANTS
Fiscal Year Fiscal Year Fiscal Year
2000-2001 2001-2002 2002-2003
$33, 456.00 $34, 627.00 $35, 666.00
Starting
4"' Year
5-6 Years
7-9 Years
10-14 Years
15-19 Years
20-24 Years
25 Years and
Over
$34, 734.00
$35, 654.00
$36, 588.00
$36, 947.00
$37, 943.00
$39,337.00
$40, 230.00
$41, 794.00
$43, 328.00
$35, 950.00
$36, 902.00
$37, 869.00
$38, 240.00
$39, 271.00
$40, 714.00
$41, 638.00
$43, 257.00
$44, 845.00
$37, 028.00
$38, 009.00
$39, 005.00
$39, 387.00
$40, 450.00
$41, 935.00
$42, 888.00
$44, 555.00
$46,190.00
Step A: For (hose employees who are eligible for this Step under 4.4 of the
Agreement, shall have an additional $7,500.00 to their base pay.
36
1
1St Year
Starting
2"d Year
Starting
3'~ Year
Starting
4~' Year
5-6 Years
7-9 Years
10-14 Years
15-19 Years
20-24 Years
25 Years and
Over
Step A
CITY,OF CANTON, ILLINOIS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
PATROLMAN
Fiscal Year Fiscal Year Fiscal Year
2000-2001 X001-2002 2002-2003
$28, 265.00 $29, 254.00 $30,132.00
$29, 902.00
$31, 666.00
$35, 016.00
$35, 349.00
$36, 268.00
$37, 597.00
$38, 480.00
$40, 015.00
$41, 538.00
$30, 949.00
$32, 774.00
$36, 241.00
$36, 586.00
$37, 537.00
$38, 913.00
$39, 827.00
$41,416.00
$42, 991.00
$31, 877.00
$33, 757.00
$37, 329.00
$37, 683.00
$38, 663.00
$40, 080.00
$41, 022.00
$42, 658.00
$44, 281.00
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
..,
CITY OF CANTON, ILLINOIS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
DISPATCHER
Fiscal Year Fiscal Year Fiscal Year
2000-2001 2001-2002 2002-2003
Year 1 $21,178.00 $21, 919.00 $22, 576.00
Year 2 $21, 810.00 $22, 573.00 $23, 250.00
Year 3 $22, 470.00 $23, 257.00 $23, 954.00
Year 4-6 $23,145.00 $23, 955.00 $24, 674.00
Year 7-9 $23, 833.00 $24, 667.00 $25, 407.00
Year 10 $24, 547.00 $25, 406.00 $26,168.00
Year 15+ $25, 292.00 $26,176.00 $26, 961.00
CODE ENFORCEMENT AND ANIMAL CONTROL
Fiscal Year Fiscal Year Fiscal Year
2000-2001 2001-2002 2002-2003
Year 1 $24, 000.00 $24, 840.00 $25, 585.00
Year 2 $24, 500.00 $25, 357.00 $26,118.00
Year 3 $25, 000.00 $25, 875.00 $26, 651.00
Year 4-6 $25, 500.00 $26, 392.00 $27,184.00
Year 7-9 $26, 500.00 $27, 427.00 $28, 250.00
Year 10 $27, 000.00 $27, 945.00 $28, 783.00
Year 15+ $28, 000.00 $28, 980.00 $29, 849, 00
PARKING ENFORCEMENT/TRAFFIC SAFETY OFFICER
Fiscal Year Fiscal Year Fiscal Year
2000-2001 2001-2002 2002-2003
$31, 292.00 $32, 387.00 $33, 358.00
38